Professional Documents
Culture Documents
Repot by Hs
Repot by Hs
ON
SUBMITTED BY
ROHIT KUMAR
(2009-2011)
1
CERTIFICATE I
This is to certify that aforesaid candidate of MBA of the TULAS Institute of technology have
2011.This report is an authentic record of his work, carried out under my supervision.
2
ACKNOWLEDGMENT II
First and foremost we thank god for his blessings showered on us for completing the project
successfully.
I take this opportunity to express my deep senses of gratitude to Mr. Vijay Kumar Raman
P., Director and C.E.O, Aquamall Water Solutions, Dehradun.
Thank you
(ROHIT KUMAR)
3
PREFACE
III
Classroom teaching helps the students by making conceptual base clear, but on the job
training is the practical way, which helps the students to get the practical knowledge of the
concept.
Normally the students are not aware of actual requirement in the practical field keeping in
view this fact, a system of industrial training is has been established to make the students
aware of actually difficulties that come in the way of practical field, which is not taught in the
Industrial training at Aquamall Water Solution Limited has given me a great experience. I
was required to prepare a training report on the topic of A Study on Employee Welfare
measures”. The Human Resource department of the office has helped me lot to prepare this
project report.
4
CONTENTS IV
Certificate from Institute
..I
Acknowledgement
.II
Preface
...III
Contents
.IV
Executive Summary
..V
Objectives of study
VI
1. About Company
.10-29
Companys Profle
Activites
Core values
Work culture
Welfare activities
HR Practices
Board of Directors
5
Personnel policies
Main functions of HR Department
Responsibilities Of HRD
AWS Plant at Dehradun
Brands
2. About Topic
…30-37
3. Review of Literature
..38-41
4. Research Methodology
..41-60
a) Sample size
b) Sample unit/profle
c) Method of Sampling
d) Location of study and subject
e) Parameters of Study
f) Method of data collection
g) Tools for analysis of Data
h) Limitations of study
5. Analysis & findings of research
61
6. Recommendations for the company
..62
7. Conclusions from research
.63
8. Bibliography
.
…64
6
Executive Summary V
The human resource has immense potential. The role of economic development of any nation
depends on the degree of effective mobilization of these resources. The economic planning
envisaging material progress should count on the role of human labour for harnessing the
physical resource of the economy .As human resources from the basis of very existence of life
on the earth of late, the government of India has set up an Independent Ministry of HRD to
Labour, as a factor of production has certain characteristics that set it apart from others while
land and capital has no mind of their own, labour dose have it. The physical presence of
labour combines with his attitude carves out a special place for labour in the production
process.
The attitude of labour toward the worker holds the key for his performance and unless a
labour is enthusiastic , committed and devoted ,the fruit of his abilities innate acquired and
developed can not be repeated. It can be said without any hesitation that all industrialist
should realize that one can buy a mans time the physical presence at a particular place , even
few muscular movements, but enthusiasm , initiatives, loyalty and devotion to duty can not be
bought. Labour marks a distinction from other factors of production on two counts.
7
b) Unlike capital, which is a depreciating assert, labour is doubtedly an appreciating
assert, contributing more and more to productivity with the advancement in experience
and expertise.
When labour occupies such as prominent place and has a pivotal to play, it is necessarily
may be imminent to provide for its performance through creation proper industrial
atmosphere. Thus the workers performance depends upon the physical and mental
capabilities, which is in turn depends on various factor like working and living condition,
education, health, hygienic and sanitation. In view of the several peculiarities of Indian
Labour composition, Migratory nature, low level of living etc., the importance of these
Labour is an asset of every company. The needs of the labour must be satisfied in order to
meet the goals of the organization. Any organization would be effective only when there is
high degree of co-operation between the labour and management. Management seeks co-
operation between the labour force by providing welfare facilities. These welfare facilities go
a long way stimulating interest in the workers to produce their full capacity and pay a good
return to management in the long run. Therefore, labour welfare activities act as motivators
And the rest in the higher productivity and the profit . It also enables the worker employed in
industries to perform their work in healthy congenital surrounding conductive to good health
& high morale Any attempt to increase the productivity of efficiency of labour can bear fruit
only if the workers are given the right type of environment and are provided with those basic
amenities of life which have direct bearing on his physical efficiency. Thus plan of labours
8
Researcher project titled A Study On Employee welfares Measure With Special Reference to
Social security in . In this project the reseacher to know the labour welfare measures provide
in the Aquamall Water Solutions, and to study the various dimensions of employee welfare
measures as precevied by the worker and to the perception of the respondents regarding the
various labour welfare provided to them and to suggest to suitable measures to enhance HRD
OBJECTIVES VI
1. To study the level of satisfaction of various employee welfare measure with special
2. To study the employee welfare measure with respect to work environment factor, convince
factor, work health factor, women and child welfare factor workers education factor and
Water Solutions,Dehradun
9
10
We shall achieve growth by continuously offering unique products
and services that would give customers utmost satisfaction and
thereby be a role model
Profile
Chapter 1
About the Organization
AQUAGUARD. The company was originally was established in the year 1980 in
In early 1983, APIC became a wholly owned subsidiary of Eureka Forbes Limited, a
December 1985. APIC, the worlds largest producer of UV based Water Filter-cum-
11
1.1 - Manufacturing Facilities:
Aquamall, currently, has three ISO 9001:2000 & ISO 14001 certified State-of-the-Art
manufacturing facilities. With its registered office at Hyderabad, the first Aquamall factory was set
up at Sanathnagar, Hyderabad. The second factory was established, as a part of the expansion
programme, as a part of the expansion programme, in Bhimtal near Nainital district in Uttar
To meet the growing demand in the market and to develop new products in the field of water
factory is equipped with state-of-the-art facilities with the latest modular cell concept. All Aquamall
factories are well equipped with stationed Water Labs to check the water quality of the Water
Filter-cum-Purifiers.
Further to cater the demand of eastern region, one factory was established in Meghalaya near
Gowhati in the year 2002 in the name of Forbes Aquamall Ltd. Due to sudden fire in May 2004, the
Hyderabad factory was totally exhausted hence the operation was not possible there. Therefore,
the operation was shifted in the Year 2005 to Baddi (Near Chandigarh).
After such network and further demand of products, it was felt by the management to establish one
more factory in northern regions. Considering the same, a very huge factory is established in
LalTappar Industrial Area in District Dehradun. This factory came into the operation in November,
2007 in operation. The factory building is having about 3 acres of land and the building is really
12
state of art built. The Corporate office for all locations i.e. Bhimtal, Baddi, Banglore, Meghalaya
13
1.3 - A Track Record of Trust
Aquamall has sold over 3 million water purifiers in India, satisfying the water needs of over
Besides establishing a huge presence in India, the company exports to other SAARC
countries, the Middle East and Africa. A special landmark in its history has been the export of
Aquamalls original product, Aquaguard, has undergone several modifcations. It has a variety
of designs and models available today, but the fundamental design remains the same.
Activated carbon filtration stage, which ensures complete removal of chemical impurities
Aquaguard Classic,
Aquaguard Enova,
Aquaguard Reviva
14
Aquagurad R O
The success of Aquamall can be attributed to constant product upgrades and development of
new products to meet the customers requirements. 2002 saw the launch of the Aquaguard i-
Besides its sleek looks, the I-Nova comes with a Micro Controller Scan System or a mini
brain that constantly monitors the electronics of the purifier and detects when it needs
attention. It has a provision to alert the service centre through the existing phone line. A
technician is informed and he is sent to inspect the system, thus saving both time and energy.
Very futuristic, the i-Nova has a micro-chip that tells in advance about the need to replace the
sediment filter, activated carbon block or UV lamp, called the Intelligence Quotient Alert
System or the IQA, this enables one to call a service representative ahead of schedule so that
The Forbes AquafloDesigna, the elegant UV purifier, was also introduced in 2002. The
stylish 3-stage water purifier can be placed conveniently on the counter or mounted on the
wall. Complementing the refined taste for safe drinking water, the Designa has a special dual
filter cartridge which removes suspended impurities, odour, bacteria and viruses.
15
THE JOURNEY TOWARDS SUCCESS
(Mile Stones)
1984 Introduced the first UV based Water Purifier in India Aquaguard
1988 Introduced
fluctuations.
the in-built Voltage stabilizer to tide over voltage
16
Designa
Setting of New Location at Baddi
2004
Land Purchased for New Location at Dehradun
2005
BhoomiPoojan at Dehradun
2006
Starting of Dehradun Factory & Corporate Office at Dehradun
2007
Dehradun Factory Administratively completed
2008
Jan. Worn the Golden Peacock Award for Aquaguard Total Sensa
2009
17
1.6 - Financial Status
Over the past decade, the company has been growing constantly at a compounded rate of 15%.
Aquamall posted a turnover of the year 2008 over Rs.261982205 lakhs and the net profit after tax
1. 7 - The Future
Aquamall is developing new water solutions, which are currently being tested. These include water
purifiers based on Reverse Osmosis technology. Also on the anvil are arsenic and lead removal
systems. Five-stage purifiers including hot and cold water dispenser will also be introduced soon.
Thus, the quest for excellence continues. The plans for introducing new products and solutions for
satisfying the drinking water needs of the people will see results in the coming days.
Eureka Forbes Limited (EFL) is in the business of Health, Hygiene and Security. EFL markets
Water Purifers are manufactured by its 100% own subsidiary Aquamall Water Solutions Limited and
EFL is the Asia largest product selling Company with more than 4,500 customers specialists. EFL
markets Aquaguard brand water purifiers are world largest domestic UV based purifier systems.
Customers specialists of our Company go out and meet individual customers and sell the product.
Hence, it would be difficult to identify large customers as we have more than 4000 customers coming
18
1.8 - About H R Practices
M/s Aquamall Water Solutions Ltd., believe in best H R Practice and have approved H R Manual for
H R Policies and practices. The company also believes in Human Capital Development. Hence,
regularly organize Training Programmes. The Induction Module for New Joinees is unique one. Every
employee in the grade of Asstt. Manager and above is put for about 15 days under induction and
deputed to all locations for training and familiarization. The employees below the grade of Asstt.
Manager are put under orientation programme in the related office or factory concerned.
Hardship Loan:
Housing Loan:
Two-Wheeler:
Holidaying Facilities
Euro Whiz Recognition for Top Academic Performers among Children of Aqua champs:
19
Objectives (welfare activites in Aquamall)
To create a feeling of belonging / solidarity amongst all employees towards the organization.
To generate a feeling of involvement with the entire family of the Aqua champ.
Guidelines:
The award will be applicable to children of employees studying in Class I to Class XII.
The child should have secured a minimum score of 80% in the final examination conducted by a
The award will not be applicable to children of employees pursuing educational courses through
correspondence.
Procedure: An Employee whose child fulfills the above criteria should follow the procedure as outlined
below
Make a formal application to the HOD Human Resources through the Unit Head / Functional Head
The mark sheet or report card in original together with a copy should accompany the
application. In case the original has been submitted to the college / institute for admission, a photocopy
of the same, duly attested by the principal of the educational establishment declaring the results,
20
The HOD Human Resources will verify the copy of the mark sheet / report cards against the
The application along with the copy of the report / mark sheet will then be forwarded to the
Corporate HR department.
In case an application meets all the criteria laid down, the Corporate HR department will
arrange to release the award together with a congratulatory letter signed by CEO.
Award
The company will distribute the following Cash Awards for meritorious academic
performance:
Class
Amount
1 - 9 Rs. 1,000/-
10 Rs. 3,000/-
11 Rs. 1,000/-
12 Rs. 5,000/-
The Students who have been designated as Euro Whiz each year will receive an award as
detailed above along with a congratulatory letter signed by the Director and CEO.
21
Euro Genie:
All employees across all factories are entitled to the following benefits:
T A Rules etc.
22
1.10 - The manufacturing locations and their addresses
23
HUMAN RESOURCE MANAGEMENT IN
AQUAMALL WATER SOLOUTION.
AWS considers the HR to be its greatest asset in its stride to archive corporate excellence. The
success of the company is due to its strongly, highly motivated, professionally competent
committed multidisciplinary work force. Several initiatives and measures have been taken to
ensure that HR is managed and developed office lively.
AWS, provide both, the opportunity as well as the environment to learn, develop and grow.
Employees will be considered for promotion provided they have shown the abilities for the
following:
At AWS, the selection process ensures that only the most competitive joins the team. They
strive to develop and gear Human Resource for higher achievement through constant
motivation, training and employee development programmed. They believe there is more to
Human Resource than merely meeting companys targets.
AWS HR VISION
To attain organizational excellence by developing and inspiring the true potential of the
Companys human capital and providing opportunities for growth, well being and enrichment.
AWS HR MISSION
24
PERSONNEL POLICIES
"AWS performance
improvement/enhancement system
At AWS, we carry out a formal exercise in which we assess your performance in terms your
contributions made towards achieving the organization objectives, your strengths and
development needs etc.
It is aimed at providing feedback to help you improve your performance, to identify a career
path for you and your performance, to identify a career path you and serve as an input for
remuneration and reward decision.
Appraisals at AWS are done on every six months.
1. Value of contribution
2. performance by standards
3. Supervisions required
4. Sense of responsibility
5. Emotional Maturity
25
MAIN FUNCTIONS OF HR DEPARTMENT
To create smooth people functioning.
HRD is the backbone oh the any organization. HRD provides the right person with the right
job or vice-versa, as an ongoing process in itself. It creates a conductive environment having
constant learning opportunities. It also initiates, monitors & manages the process of
“Appraisal”, its feedback and resulting key factors, after which any action (training,
correction or motivational methodologies in references to the same is taken note of by HRD).
It provides and ensures a cozy feeling environment of participation, team spirit and a
projection of a close-knit family. HRD ensures quality behavior of all, thereby maintaining a
disciplined & professional environment. It also ensures the effectiveness and efficiency of all
team members in their respective functions and guides the heads in achieving the goals &
objectives, through motivational training sessions which are held frequently, internally as well
externally, so as to boost the morale of individual performers. HRD makes AWS.
RESPONSIBILITIES OF HRD
To Provide the Right Person at Right Job
26
To develop the understanding about responsibility as to why and by whom it is done..
ACTIVITIES
RECRUITMENT:-
Candidates are sourced through consultants, advertisements and by utilizing in-house resources.
SELECTION:-
All selections are based on interviews. Sales Representatives and Sales Officers are
selected at the Regions using selection instruments while selection of all others is done at
the Corporate Office. HRD involves in the entire process.
INDUCTION:-
The induction program introduces the new entrants to various aspects of the business.
Vision, Values & Beliefs, Goal of the company, the role of various functions and group
companies, through interactions with departmental heads and other senior employees of
the organization.
TRAINING:-
Our main focus is on in-house training. Training Needs are identified through Appraisals,
recommendations by superiors and functional heads. We also sponsor employees for
external programmes. Efforts are also taken to develop internal trainer. On the job training
PERFORMANCE MANAGEMENT:-
Employee performances are reviewed once in every quarter using the Performance
Tracking System (PTS). The PTS is used to list down the Key Result Activities (KRAs) of
an employee after mutual agreement between the superior and subordinate. Performance
is evaluated against the KRAs agreed upon. At the end of the year the overall performance
scores are consolidated for the purpose of rewards and development.
27
COMPENSATION MANAGEMENT:-
Salaries fixed based on ones Qualification, experience and is much competitive when
compared to similar industry.\
PERSONNEL POLICY:-
The personnel policy document is a consolidation of various policies pertaining to
employee welfare, transfers, service awards, leave, and discipline and travel regulations.
This policy is available at all Regional Offices and Corporate office.
PERSONNEL ADMINISTRATION:-
To coordinate and to ensure that the day to day operations are attended too and running
smoothly.
INDUSTRIAL RELATIONS:-
This function ensures congenial working atmosphere, adherence to policies and
procedures, and also to ensure discipline. Efforts are taken to facilitate dialogue with
workman representatives for smooth functioning.
LIBRARY:-
A library is maintained by HRD, which has books on various subjects. The main objective
of the Library is to make learning a continuous process in the organization.
WELFARE MEASURES:-
The companies welfare facilities are as follow-
7. Leave
8. Provident Fund
29
30
About the Topic
INTRODUCTION:
The term welfare Suggest many meaning such as the state of well being, healthy happiness &
development of human resource. The concept of welfare has been described state as tool
concept .It describes state of existence involving, physical, mental, moral emtion well
being .The social concept of welfare of man and his family hic community. There is
interconnection of there aspect .In the sense that all the three works together or individual
supplement on another,in a three dimensional approach Each serving are ends.
Definition:
The term labour welfare is one, which tends itself to various interpretation and it has not
always the same significance in different countries . As appointed out by the same
significance in labour ,the term welfare as applied to the Industrial worker as author James
ODD Remarks ,a series of supply diverse option exists on motives merits Industrial welfare
work.
LABOUR WELFARE:
According to proud, welfare work refers to the effort on the part of employee to improve
within in the existing Industrial system, the condition of employment in their own factories.
SOCIAL SECURITY:
According to the WILLIAMBEVERIDGE a means of securing an income to take the place
of earning s when they are interrupted by an unemployment ,sickness or accident to provide
31
an income up to a minimum and also medical treatment to bring the interruption of earning to
an end as soon as possible.
CONCEPT:
Social security is primarily an instrument of social and economic justice.
Social security is the security that society furnishes through appropriate
organization against certain risk to which its member is exposed.
COMPENSTION:
It ensure security of income
It is based on this consideration that during the period of contingency of risk
RESTORATION:
It con notates cure of ones sickness.
PREVENTION:
These measures imply to avoid the loss of productive capacity due to sickness unemployment
or invalidity to earn income.
SCOPE:
The term social security is all embracing .the scope of social security is
It covers the aspects relating to social economic justice.
Social security schemes furnished by the government are broadly classified into two types ,
1. SOCIAL ASSISTANCE
32
2 .SOCIAL INSURANCE
1.SOCIAL ASSISTANCE:
It refers to the assistance rendered by the government to the needy persons with out asking
them contribution to be entitled to get such assistance
Social assistance includes those benefits which provided by government with out any
Contribution form workers and employer.
Workmens compensation, maternity benefits, old age pensions,
2.SOCIAL INSURANCE:
*It refers to scheme of maintaining fund from the contribution made by the employees
and employer with or without a subsidy from the government
*It can be defined as device to provide benefits as of right for persons of small earning .in
amounts which combine the contributive efforts of the insured with subsidies from the
employer and the government
33
International Labour Conference held in1927 in which two convention and recommendations
were adopted for social security in the country.
These were discussed thread by bare in the Indian Legislatively Assembely in1928. However,
the Assembely resolved that the introduction of any comprehensive scheme for social security
on the lines proposed by the ILO was impracticable under conditions then prevailing in the
country .Later, the preparatory Asian Regional Labour Conference, held in New Delhi in 1947
adopted a comprehensive resolution on social security implementation in various Asian
Countries. Following this resolution, the Employees State Insurance Act, 1948 was enacted in
India to inaugurate the social security measures in the country.
As stated earlier, India, as a Welfare State, is expected to take care of the citizens from the
cradle to the grave. It is this realization; the constitution of India lays down that the State
shall, within the limits of its resources and development, make effective provisions for
securing public assistance in event of unemployment, old age, sickness, and disablement. The
constitutional obligation has served as epoch-making in Indias effort in the field of social
security schemes have been introduced in the country. Among the social assistance schemes,
old- age assistance schemes are the most important ones. It was the Government of Uttar
Pradesh who introduced old-age assistance scheme for the first time in 1957. The scheme was
designed to pay a monthly benefit to needy individual over the age of 70 years who had no
one to support them. Later on, similar schemes were introduced in Andra Pradesh yes, the
eligibility condition to avail of these benefits and level of benefit differ across the states.
Subsequently, with increasing need for social security along with the increasing level of
national protection against uncertainties in their lives.
COVERAGE:
This act covers workers employed in factories, mines, plantations, mechanically propelled
vehicles, construction work, railway, ship, circus and other hazardous occupations specified in
schedule II of Act .It does not apply to the Armed forces, casual workers and workers covered
by the Employees State Insurance Act1948.
ADMINISTRATION:
The Act is administered by the State Government by appointing commissioners for this
purpose under Section 20 of the act.
BENEFITS:
Under this Act, compensation is payable by the employer to the workmen for all personal
injuries caused by industrial accident which disable him\her for more than three days. In case
of the death of workman, the compensation is paid to his\her dependents. The Act also
specifies that in case a workman contracts any occupational disease, which is
Specified in its third schedule, such disease shall ordinarily be treated as an employment
injury arising out of and in the course of employment. The compensation depends upon on
injury.
35
COVERAGE:
The Act covers all workers (whether manual, supervisor or salaried employees) whose income
do not exceed Rs 6,500 per month and are employed in factories, other than seasonal factories
which run with power and employ 20 or more workers. The state Governments, employees,
medical profession and the parliament.
BENEFITS:
Under this Act, an insured is entitled to receive the following benefits:
1. Medical benefit.
2. Sickness Benefit.
3. Maternity Benefit.
4. Disablement Benefit.
5. Dependent Benefit.
The employees provident Funds and Miscellaneous Provision Act, 1952:
The main objective of this act is to afford the retired workers financial security by way of
provident fund, family pension, and deposit linked insurance .the act is characterized by the
following features
COVERGE:
The act covers workers employed in a factory of any industry specified in schedule in which
20 or more worker are employed or which the central government in its official gazette. The
act not apply to co-operative societies employing less than 50 persons and working without
the aid of power .It also does not apply to those new establishment till they become 3 years
old.
ADMINISTRATION:
There is administered by tripartite central board of trustees represented by employers,
employee and the government .
36
1. PROVIDENT FUND
2 .PENSION
3 .DEPOSIT LINKED INSURANCE
THE MATERNITY BENEFIT ACT 1961:
The main object of this act is to regulate women employment in industrial establishment for
certain specified period before and after childbirth
COVERAGE:
The act is applicable to all establishment not covered under employees state insurance act
(1948)
ADMINISTRATION:
The act is administered by the employees state insurance (ESI) corporation.
BENEFITS:
Under this act, a woman is entitled to receive the payment foe maternity benefit at the rate of
average daily wages for a total period of 12 weeks. with effect from 1 sFebruary 1996,a
woman worker is entitled to grant of leave with wages for maximum period of one month in
cases off illness arising out of MTP or tubectomy .women workers who under gone
tubectomy operation will get tow weeks leave
COVERAGE:
The Act is applicable to the employees employee in factories, mines, oil field, plantations,
port, railway, companies, shops or other establishments employing 10 or more persons.
ADMINISTRATION:
37
The Act is administered by a controlling authority appointed by appropriate Goverment.
BENEFITS:
Under this Act, on completion of 5 years of service, the employees are entitled to gratuity
payable at the rate of 15 days wages for each completed year of service subject to maximum
of 3.5 lakhs with effect from September 1997.
Literature Review
Behling, F., 2008-07-31 "Theory and Empirical Evidences of Employee
Welfare Paper presented at the annual meeting of the American Sociological
Association Annual Meeting
Publication Type: Conference Paper/Unpublished Manuscript
Abstract: Globalization and neoliberalism fundamentally reconfigured relations
between economy, society and state in recent years. Especially for welfare, this
increased demands for options to traditional governmental provisions. One
possibility is the partial transfer of welfare responsibilities to corporations.
Corporate welfare, it will be argued, subsumes and defines such activities which
enhance and secure the wellbeing of employees. Wellbeing will be understood as
including psychological, socio-psychological, and physiological issues of an
employees life. This broad definition, firstly, is possible as corporate welfare
situates itself at the margins of economy, state and society. Secondly, it focuses
on less welfare recipients than states do and, hence, can provide more
individualized benefits.
Various propositions with i.e. Corporate Social Responsibility, De-
commodification or Managerial Capitalism have been made to explain
economic, sometimes non-profit oriented, behavior - but unsatisfactorily in their
approach. In this presentation, I briefly outline a theory of corporate welfare and
38
present results from the British Workplace Employee Relations Survey 2004.
The simplicity and feasibility of corporate welfare programs will evolve, as non-
monetary implementations like honesty or flexible job design are the greatest
contributing factors to wellbeing. I will try to assess the possibility of
positioning corporate welfare as an option to traditional welfare states.
Abstract:
Purpose The aim of this paper is to explore the extent to which employee
welfare and human resource management impacts on customer services.
Abstract: The success of welfare activities depends on the approach which has
been taken into account in providing such activities to the employees. Welfare
policy should be guided by idealistic morale and human value. Every effort
should be made to give workers/ employees some voice in the choice of welfare
activities so long as it does not amount to dictation from workers.
There are employers who consider all labor welfare activities as distasteful legal
liability. There are workers who look upon welfare activities in terms of their
inherent right. Both parties have to accept welfare as activities of mutual
concern. Constructive and lasting Progress in the matter of social justice can be
achieved only if welfare activities are accepted as essential factors in the
progress of the business organization
India introduced literal industrial policy which is aimed at stepping up industrial
growth promoting modernization and technological up gradation to make
40
industrial competitive in both domestic and global market. In this perspective
enterprises have to improve their production and productivity which is possible
with the satisfaction of labor.
The high rate of labor absenteeism in Indian industries is indicative of the lack
of commitment on the part of the workers. This can be reduced to a great extent
by provision of good housing, health and family care canteens, educational and
training facilities, provision of welfare activities enables the workers to live a
richer and more satisfactory life and contributes to the productivity of labor,
efficiency of the enterprise and helps in maintaining industrial peace. Hence
steps need to be taken on a larger scale to improve the quality of life of the
workers
41
42
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It deals with the
objective of a research study, the method of defning the research problem, the type of
hypothesis formulated, the type of data collected, method used for data collecting and
analyzing the data etc. The methodology includes collection of primary and secondary data.
RESEARCH DESGIN:
To study and describe the satisfaction level of various employee welfare measure provided to
employee Aquamall Water Solutions is Descriptive Research. Descriptive research includes
surveys and fact finding enquires of different kinds. The major purpose of descriptive research
is description of the state affairs as it exist at present.
Sampling technique used in this study is Random sampling. The selected sample size is 40.
Survey for a study of BENCHMARK the employees behavior, skills& causes of absent.
43
Benchmarks© is an instrument designed to measure important factors in being a
successful manager
Items measured are based on research that examines the lessons executives learn at critical
events in their careers.
This includes items that measure managers skills in dealing with subordinates, acquiring
resources, and creating a productive work climate.
SOURCE OF DATA:
PRIMARY DATA:
The primary data has been collected by means of questionnaires and interview method and
also to the employee of Aquamall Water Solutions.
SECONDARY DATA:
The secondary data has been collected from various public sources. Books, journals and
various website.
LIMITATIONS:
Regarding data, the researcher had difficulty to get back all the questionnaires supplied to the
44
employees, and also some of the workers were reluctant to respond to the questionnaires due
to
fear. Some of the favorable & unfavorable answer due to reasons unknown to them.
45
Ag e o
f th e R e
s po
de n t s
L e
s th a
n 2
5 5 -3
2 5 3 5
-4 5 4 5
a n
d a
b o
v e
0
nc y
1 0
que
r e
F
2 0
3 0
4 0
A g e o ft h e R
e s p
ode n
t s
Interpretation:
From the above table it is clear that 85% of the employees are male and 15 of them are
female.
46
Table 4.3 Income of the respondent
47
Source: Primary data
0
1
< R
s .5 0 s .5
R
In c o
0 0 -1
me o f h
0 ,0 0
t e re s
5 ,0 0
1
s .1
R 0 ,0 0
-
pon
de n
2 0
s .1
R
t
, 0
5 ,0 0
- > 2
0 ,0 0
Interpretation:
e nc
F re q u y
0
2
0
3
0
4
In c
o m e o f th e re s p
ond
e nt
From the above table it is cleat that 37% of the respondent are earning10, 000-15000.
Me d ic a lb e
n e fi t o in d
i v
i d
u a la n d fa m ily
ig h
h ly S tisa fie d Sati sif e
d Netu ra l is -S a
D ti sif e
d
0
1 0
nc y
que
2 0
r e
F
3 0
4 0
5 0
Me
d ic a l b
e ne
f it to i n d
i v
i d
ua l a
ndf a
m i ly
49
Source: Primary data
Interpretation:
From the above table it is clear that 50 percent of the people are satisfied and 7 percent of the
people highly satisfied towards to maternity benefit to women employee.
Mat e
r n
i ty b ene f it to w o m e
n e m p lo y
e e
ig h
H l ys a
tis fie d Sati sif e
d Netu ra l is -S a
D ti sfie d
0
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
Ma
t e
r n ity e n
b e f it to w o m e
n m p lo y e
e
50
Source: Primary data
Interpretation:
From the above table it is clear that 52 percent of the people are satisfied and 21 percent of the
people highly satisfied towards disablement benefits to individual.
D is a b
l e
me n
t to i n
d iv id u a
l
s atis fie d
H ig
h ly S
a tis fie
d a tisf ie
S d e u
N tr a
l D is- sa
t isf ie
d ig h
H l yd is-
0
1 0
nc y
que
2 0
r e
F
3 0
4 0
5 0
6 0
D is a b le m
e n t to in d iv id u
a l
51
Source: Primary data
Interpretation:
From the above table it is clear that 58 percent of the people are satisfied and 7 percent of the
people highly satisfied towards dependence benefit.
De p
e nd
e nc
e Be
n e fit
s atis fie d
H ig
h ly sa tisf ie
d Sa
ti sfie d e u
N tr a
l D is- sa
t isf ie
d ig h
H l yd is-
0
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
0
6
De p
e nde
n c e Be
n e fit
52
Source: Primary data
Interpretation:
From the above table it is clear that 52 percent of the people are satisfied and 20 percent of the
people highly satisfied towards employee injury benefit.
m p lo y e i n
E ju r y b
e ne
f it
s atis fie d
H ig
h ly sa tisf ie
d Sa
ti sfie d e u
N tr a
l D is- sa
t isf ie
d ig h
H l yd is-
0
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
0
6
m
E l o
p y e e in ju ry b e n e
fi t
53
Source: Primary data
Interpretation:
From the above table it is clear that 47 percent of the people are satisfied and 19 percent of the
people highly satisfied towards environmental protection effort offered in the organization.
Env
i ro n
me n
t a
l P ro te c tio n
s atis fie d
H ig
h ly sa tisf ie
d Sa
ti sfie d e u
N tr a
l D is- sa
t isf ie
d ig h
H l yd is-
0
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
n v ir o n
E m e n ta lP r o
t e c
ti o n
e nc
y
0
1
F re q u
0
2
0
3
0
4
Ca n
t e e
nFa c
i lit ie s
55
Interpretation:
From the above table it is clear that 48 percent of the people are satisfied and 16 percent of the
people highly satisfied towards the transport facility offered in the organization.
T ra n s
p o rt F
a c ilt ie s
s atis fie d
H ig
h ly sa tisf ie
d Sa
ti sfie d e u
N tr a
l D is- sa
t isf ie
d ig h
H l yd is-
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
r a n
T s p o rt F
a c il tie s
56
Interpretation:
From the above table it shows 43 percent of the people are satisfied and 15 percent of the
people highly satisfied towards provision of safety equipment offered in the organization.
r ov
P is io n f o
r Sa
f e
t y
e qu
i p
me n t
s atis fie d
H ig
h ly sa tisf ie
d Sa
ti sfie d e u
N tr a
l D is- sa
t isf ie
d ig h
H l yd is-
0
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
P ro v is io n fo r S a
f e ty e
q u ip m e n t
D ri n
k in g w at e r f a
c il ty a
nds a n it a
t io n
H ig
h ly sa isft ie
d Sati sfie d Neu tra l is -s a
D tis fie d
0
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
0
6
D rin k in g w a
t e rf a
c i lit y
a nds a
n it a
t io n
58
Source: Primary data
Interpretation:
From the above table it shows 50 percent of the people are satisfied and 13 percent of the
people highly satisfied towards the conducive work environment offered in the organization.
ondu
C c iv e w
or k e
n v rio n
me n t
s atis fie d
H ig
h ly sa tisf ie
d Sa
ti sfie d e u
N tr a
l D is- sa
t isf ie
d ig h
H l yd is-
0
0
1
e nc
F re q u y
0
2
0
3
0
4
0
5
Co
nduc
i v
e w o rk e n v
r io n m e
nt
QUESTIONNAIRE
SATISFACTION LEVEL FOR VARIOUS WELFARE MEASURES AND
SOCIAL SECURITY OFFERED TO EMPLOYEES.
NAME : ______________________________
AGE :
□ Less than 25
59
□ 25-35
□ 35-45
□ 45 & above.
SEX :
□ Male
□ Female
DEPARTMENT : ______________________________
DESIGNATION : ______________________________
Medical benefit to
1.
individual and family.
4. Dependence benefit.
Environmental
6.
protection.
7. Canteen facilities.
9. Transport facilities.
60
Provision for safety
10.
equipment.
Drinking water facility
11.
and sanitation.
Conducive work
12.
environment.
Worker s education
13.
facility.
Fair distribution of
14. work/ provision for rest
hours/ breaks
FINIDINGS
1. 40% of the employee in the organization belongs to 25-35 age which means large
people is young.
2. 85% of the employee are male.
3. 42% of the are employee are highly satisfied towards medical benefit to individual
and family offered in the organization.
61
4. 50% of the employee are satisfied towards the maternity benefit to women
employee offered in the organization.
5. 52% of the employee are satisfied towards disablement benefits to individual
offered in the organization
6. 58% of the employee are satisfied towards the dependence benefit provided in the
organization.
7. 52% of the employee are satisfied towards old age benefit provided in the
organization.
8. 52% of the employees are satisfied towards employee injury benefit offered in the
organization.
9. 47% of the employee are satisfied towards environmental protection offered in the
organization.
10. 38% of the people satisfied towards the canteen facility offered in the organization
11. 43% of the people are satisfied towards provision for safety equipment provided in
the organization.
12. 48% of the people are satisfied towards educational facility provided in the
organization.
13. 57% of the employee are satisfied towards workers education offered in the
organization
14. 34% of the employee are satisfied towards crèches benefit offered in the
organization.
15. 58% of the employee are satisfied towards the uniforms offered in the
organization.
16. 47% of the employee are satisfied towards distribution of work/provision of rest
hours
SUGGESTIONS
The management must intervene in the day to day activities of the employees. They should provide
62
The management must provide training programme to the employees at a frequent basis. This will
help them to enhance their skill and improve their existing performance. The management must further,
scrutinize the response of the employees after the implementation of the training programme.
Employees must be encouraged for their creativity and innovative outlook towards their job assigned.
Welfare measures of the employees should be improved so as to make the employees feel more
satisfed and contended. A satisfed employee will be more committed to the organization.
Medi-claim policies, weekly or monthly medical checkups etc. should be provided to the employees
The employees should either be provided with transportation facility or housing facility so that they
would have ample time for recreation in substitute for the time they spend in traveling.
The management should take necessary action to strengthen the relationship between the
employees
CONCLUSION
The welfare measure are more important for every employee, without welfare measure
employee can not work effectively in the organization. Social securities measure like
workmen compensation, maternity benefit, old age benefit, medical benefit and family
63
welfare benefit are very important. The organization by providing better social securities to
employee the satisfaction towards job can be improved. But they are lacking in canteen
facilities, workers education facilities, marketing co-operative credit societies. They should
take necessary steps to improve in those measures. So that the employee can do his job more
effectively.
The things which make AWS a place and organization to work with it is the relation between
management and employees, the employees can easily approach to the management for their
problems and get immediate feedback. AWS also provides continuous training to employees
for acquiring skills and knowledge, which helps in their career succession also. To maintain
good quality of work life AWS provides good and safe working conditions, it has canteen, rest
rooms, conveyance facility, proper number of toilets and drinking water arrangements. Crèche
facility will be also provided in near future. Here employees are free to give their ideas and
these are taken into concern by management. All these things makes employees comfortable
The other areas which need attention to improve quality of work life and in turn effects
performance are the kind of benefit plans given to employees, the companies attitude towards
opportunities for acquiring higher skills and about organization values and policies..
So all these things should be improved to employee skills and abilities which helps employees
to perform well.
BIBOLOGRAPHY:
1. Aswathappa.k, Human Resource and Personnel Management Text and
cases, Tata Mc Graw Hill, 2002, New Delhi.
64
2. Aswathappa.k, Human Resource and Personnel Management, Tata Mc
Graw Hill, 1999, New Delhi.
Websites:
www.google.com
www.wikipedia.org
www.bing.com
The following are few references, which I have referred while preparing
this report.
Reference: Rajendra Singh (HEAD-HR)
Aqua mall Water Solutions Ltd.
Lal Tappar Industrial Area, Majri Grant,
Dehradun - Haridwar Highway
DEHRADUN (UTTARAKHAND) - 248 140
65