A SUMMER PROJECT REPORT

On

“Name of the Project”

Conducted at
“NAME OF THE ORGANIZATION”
(Place)

Submitted to

Kurukshetra University, Kurukshetra

In partial fulfillment of the requirement

For the degree of

Master of Business Administration (M.B.A)
(Session 2008-2010)

Submitted By:
Name of the Student: Monika dhiman
MBA IInd Year:
University Roll No: 26

ICL INSTITIUTE OF MANAGAMENT & TECHNOLONY, SOUNTLI

(Approved by A.I.C.T.E & Affliated to Kurukshetra University, Kurukshetra)
 Declaration

I student of MBA , ICL Institute of Management & Technology , Sountli hereby declare that
the material embodied in this project entitled “ Name of the Project” is an organized and
original piece of work conducted by me and same has not been submitted in any other university
or Institution for the award of any degree or diploma in any discipline.

Name of the Student. Monika

 Preface

Practical Training is an important part of theoretical studies. It is of an immense importance in

the field of management. It offers the student to explore the valuable treasure of experience and
exposure to real work followed by the industries and thereby helping the students to bridge the
gap between the theories explained n the book and their practical implementations.

Training plays an important role in future building of an individual so that he/she can better
understand the real world in which he has to work in future. The theory greatly enhances our
knowledge and provides opportunities to blend theoretical with the practical knowledge where
trainee gets familiar with certain aspects of Industry. I feel proud to get trained at (Name of the
Organization).

I have taken up training in (Name) and have

studied………………………………………………………………………………………………
………………………………………………………………………………………

Contents:

Preface Page 3
Acknowledgement Page 4
Company Profile Page 5 to Page 23
Project Topic

·1 Introduction of Employee Welfare Page 24

·2 Objectives of Employee Welfare Page 25
·3 Features of Employee Welfare Page 25-26
 ·4 Statutory & Non Statutory Schemes Page 28-30
·5 Types of Welfare Services Page 31-32
·6 Benefits of Employee Welfare Page 33
·7 Statutory provision concerning Employee
Welfare Page 34-35
·8 Duties of Welfare Officer Page 36
Review of Literature Page 37- 46
Objectives of The Study Page 47
Scope of The Study Page 48
Research Methodology
·1 Scope of the study Page 49
·2 Research design Page 49
·3 Sample design & size Page 50
·4 Data collection Page 50
·5 Limitations of the study Page 50
Analysis of data & Interpretations Page 51- 60
Findings & Recommendations Page 61
Conclusion Page 62
Summary Page 63- 64
Questionnaire Page 65- 66
Bibliography Page 67

Project Topic:
Introduction of Employee Welfare:
Employee welfare is a comprehensive term including various services, benefits
and facilities offered to employees by the employer. Through such generous fringe
benefits the employer makes life worth living for employees .The welfare amenities are
extended in addition to normal wages and other economic rewards available to
employees as per the legal provisions .The basic purpose of employee welfare is to
enrich the life of employees and keep them happy and contented.

According to Layman: Employee welfare in general, are the benefits that an employee
must receive from his/her company, like allowances, housing facilities, medical,
insurance, food etc.

Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the
morale and motivation of the employees high so as to retain the employees for longer
duration. The welfare measures need not be in monetary terms only but in any
kind/forms. Employee welfare includes monitoring of working conditions, creation of

industrial harmony through infrastructure for health, industrial relations and

insurance against disease, accident and unemployment for the workers and their
families.
 Labor welfare entails all those activities of employer, which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries.

Labor welfare has the following objectives:

1. To provide better life and health to the workers

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.

The basic features of labor welfare measures are as

follows:

1. Labor welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social
status. Welfare measures are in addition to regular wages and other economic
benefits available to workers due to legal provisions and collective bargaining

2. Labor welfare schemes are flexible and ever changing. New welfare measures
are added to the existing ones from time to time.

3. Welfare measures may be introduced by the employers, government, and

employees or by any social or charitable agency.

The very logic behind providing welfare schemes is to create efficient,

healthy, loyal and satisfied labor force for the organization. The purpose of providing
such facilities is to make their work life better and also to raise their standard of living.
The important benefits of welfare measures can be summarized as follows:
They provide better physical and mental health to workers and thus promote a healthy
work environment

1 Facilities like housing schemes, medical benefits, and education and

recreation facilities for workers’ families help in raising their standards of
living. This makes workers to pay more attention towards work and thus
increases their productivity.

2 Employers get stable labor force by providing welfare facilities. Workers

take active interest in their jobs and work with a feeling of involvement and
participation.

3 Employee welfare measures increase the productivity of organization and

promote healthy industrial relations thereby maintaining industrial peace.

4 The social evils prevalent among the labors such as substance abuse, etc
are reduced to a greater extent by the welfare policies. Satisfied employees
contribute to the development and growth of the organization. Organizations
provide welfare facilities to their employees to keep their motivation levels
high. The employee welfare schemes can be classified into two categories
viz. statutory and non-statutory welfare schemes.

EMPLOYEE WELFARE
 It means to provide "adequate and appropriate" welfare facilities for employees.
These must be provided unless they are unreasonable in terms of time, cost and
physical difficulty. Welfare facilities include toilets, washing facilities, rest and changing
facilities, personal security arrangements (e.g. lockers) and refreshment.

There must be a sufficient number of toilets and washing facilities so that

people should not have to queue for long periods to use them. These should be
separate for male and female, unless you have a very small number of staff. The
facilities must be clean, and provided with toilet paper, soap, drying facilities, and hot
and cold running water. They must be well lit, and ventilated to the external air.
Sometimes a shower may be necessary. It must provide a supply of clean and
wholesome drinking water, which is easily accessible to all employees. Cups should be
provided and the taps clearly labelled. It should must consider whether suitable facilities
are available to staff working off-site or on temporary sites.
If the work activity requires employees to change into specialist clothing, you must
provide changing rooms and facilities for secure storage of personal belongings. You
may need to consider separate storage for clean an dirty clothing.
There should be a suitable seating area for use during breaks. This must be
clean and provided with washing facilities nearby and a means of heating water
for hot drinks.

STATUTORY WELFARE SCHEMES: -

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be

provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be

readily assessable so that in case of any minor accident initial medication can be

provided to the needed employee.

 4. Latrines and Urinals: A sufficient number of latrines and urinals are to be

provided in the office and factory premises and are also to be maintained in a

neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so

as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock

area and office premises spittoons are to be provided in convenient places and

same are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that

they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins

with tap and tap on the stand pipe are provided in the port area in the vicinity of the

work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to

change their cloth in the factory area and office premises. Adequate lockers are also

provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with

provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES:-

Many non statutory welfare schemes may include the following schemes:
1. Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are

initiated by employees and approved by management to meet business

commitments while supporting employee personal life needs

Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate family

can get counseling on various matters.

1. Harassment Policy: To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the aggrieved

employee.

2. Maternity & Adoption Leave – Employees can avail maternity or adoption

leaves. Paternity leave policies have also been introduced by various companies.

3. Medi-claim Insurance Scheme: This insurance scheme provides adequate

insurance coverage of employees for expenses related to hospitalization due to

illness, disease or injury or pregnancy.

4. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for

employment in the organization.

5. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for

employment in the organization.

 Types of Welfare Services:
1 Intramural:

These services are provided within the establishment. These include

latrines & urinals, washing & bathing facilities, crèches, rest shelters, canteens,

uniforms, medical aid, library, recreation facilities, free or subsidized food, etc.

2 Extra- mural:

These services are provided outside the establishment. These consist

of housing accommodation, transport, maternity benefits, children’s education. Sport

fields, family planning & child welfare, holiday homes, leave level facilities, interest free

loans, etc.

1. Housing – In view of acute storage 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 & subsidies for the construction of

houses for industrial workers.

2. Education- In 1957 the Government of India formulated an all India

scheme of worker’s education. The central board of worker’s education

was constitutes to administer the scheme.

The scheme of worker’s education is designed to achieve the following objectives:

3 To develop strong trade unions through trained official & more enlightened

members;

4 To develop leadership from the rank & file & promote the growth of the

democratic processes & tradition in trade union organization & administration;

5 To promote among workers a great understanding of the problems of their

economic environment & their privileges & obligation as union members & as

citizens.

4. Transportation- With the growth of industries, the distance between the

workplace & residence of workers has increased considerably. It is therefore

necessary to provide proper transport facilities to & from the factory. Such

facilities will reduce strain & absenteeism. Employers should also advance loans

for purchase of bicycles, scooters, etc. by employees.

5. Recreation- Recreation is the form of music, art, theatre, sports & games can

play an important role in the physical & mental development of employees.

Excursion, youth clubs & holiday homes can be provided for employees.
Employee Welfare Benefits:
Employee group health and associated welfare benefits are critical to attracting and
retaining a quality workforce. While most businesses understand the importance of a
cost-effective welfare benefits package, the development of a successful program is
often a difficult task. Many organizations may not have the time or resources to build a
program on their own. Employee benefits consultants help you design a cost-effective
benefits package that meets your objectives for plan competitiveness, funding
alternatives, employee communication and ongoing monitoring of plan administration.
The ability is to identify alternative methods for controlling costs is a key element of our
benefits consulting program.
Company performs a structured need analysis to help you identify your health and
welfare program objectives. They also assist in implementing and monitoring the
selected program. The end result reflects your organization’s employee benefits
objectives and philosophy— whether through self-funded programs or conventional
insurance.
Their approach to welfare benefits consulting is designed to provide you with the
following:
1 Alternatives for controlling health benefits costs.
2 Programs to help you control costs and recruit competitively within your
industry and local labor market.
3 Employee awareness and appreciation of their benefits’ value and cost.
4 A better fit between employer goals and the employee benefits plan.
5 Reduced uncertainty about plan design, funding and administration.

Statutory provision concerning Employee Welfare:

The Factories Act, 1948: The welfare facilities provided under this act are as follows:
1 Adequate, suitable & clean washing facilities separately for male & female
workers.
2 Facilities for storing & drying clothes.
3 First aid boxes or cupboards.
4 Canteens, if more than 250 workers are employed.
5 Shelters, rest rooms, & lunch rooms if there are more than 150 workers.
6 Crèche where more than 30 women are employed.
The Plantation Labour Act, 1951: Welfare measures prescribed under this law are as
follows:
1 A canteen whenever 150 or more workers are employed.
2 Recreation facilities for the workers & their children.
3 Housing facilities for every workers & his family residing in the plantation.
4 Medical aid to workers & their families.
5 Appointment of a welfare officer in plantations employing 300 or more
workers.
6 Sickness allowance & maternity allowance subject to any rules framed by
the state government.

The Mines Act,1952: The mine owners are required to make provision for:

1 Creches if 50 or more women are employed.

2 Shelter for taking food & rest, whenever 150 or more employees are
employed.

3 A canteen whenever 250 or more workers are employed.

4 Facilities for first aid boxes & first aid rooms in mines employing more than
150 workers.

The Motor Transport Workers Act, 1961: It contains the following provisions for labour
welfare:

1 Canteen of prescribed standards if employing 100 or more workers.

2 Clean, ventilation, well-lighted & comfortable rest rooms at every place

where motor transport workers are required to halt at night.

3 The prescribed amount of washing allowance to the above maintained

staff.

4 First aid facilities in every transport vehicle.

The Contract Labour Act, 1970: It is obligatory on the part of the contractor to provide
the following facilities:
 1 A canteen in every establishment employing 100 or more workers.

2 Rest rooms or other suitable alternative accommodation.

3 Washing facilities.

4 First aid boxes equipped with the prescribed contents.

Duties of Employee welfare officer:-

The Employee welfare officer should possess a university degree, degree or diploma

in social work from recognized institution and adequate knowledge .

Following are its duties and responsibilities:-

1) Advisory: He can advise and suggest the formation of company employee

policies, promote training programmers etc.

2) Service oriented: He can offer help to employee in solving family and

personal problems and in adjusting to work environment.

3) Supervisory: He can supervise and regulate welfare, health and safety

programmers, working of joint committees and paid vacations.

4) Mediation: He can mediate behind harmony between employee and

management, secure speedy redressed of employees grievances settle

disputes, enough persuasive efforts.

 REVIEW OF LITERATURE

Timothy (2007)

This study was undertaken to review the literature on employee health

management programs (EHMPs). We explored the history and characteristics of

systematic organizational efforts to improve workforce health and well-being.

We believe that a historical perspective provides some insight into the

economic, political, and social factors that have influenced the trend toward

organizationally sanctioned health-promotion efforts. Further, we investigated the likely

effects of these programs on valued-behavioral organizational outcomes such as

employee performance, employee satisfaction, absenteeism, and voluntary turnover.

Our findings show that voluntary general-focus programs are unrelated to job

performance, and voluntary programs are negatively related to absenteeism, but effects

on absenteeism wane when the program is not voluntary. Moreover, EHMPs are

minimally related to job satisfaction and slightly related to turnover. These results,

examining behavioral outcomes of EHMPs, question the ability of EHMPs to provide

desired behavioral changes in employees, changes that organizations seek to maximize

such as increased performance.

Kerr (2006)

Increasingly, European organizations are developing employee fitness programmes

(EFPs) on the assumption that doing so will improve the health, well-being and work

performance of employees. Although rigorous evaluation is not common practice among

these organizations, this study represents an attempt to evaluate the effectiveness of an

EFP at the headquarters of the ING bank in Amsterdam. The study focused on possible

changes in absenteeism, general well-being, self-confidence and perceived physical

condition among EFP participants and non-participants over a 12-month period. Data

were collected from 152 white-collar employees subdivided into four groups on the

basis of participation or non-participation in the bank's EFP. The results indicated that

taking part in an EFP could lead to a significant decrease in absenteeism amongst both

regular and irregular participants. With respect to employee general well-being, scores

on the factor 'worn out' did not differ significantly among the four groups. Differences

between a non-exercising group and both EFP and non-EFP exercising groups' scores

on the general well-being factor 'up-tight' approached significance. No significant

differences in self-confidence between the groups were obtained, but significant

differences in perceived physical fitness were apparent.

Ford (2005)

This paper considers the potential effects of the government's Welfare to Work policy on

general practitioner (GP) working patterns, and aims to explore the relationship between

unemployment, ill health, and GP sickness certification. Social security and employment

policy initiatives are discussed in relation to the literature on the relationship between

unemployment and ill health, sociological and psychological perspectives on work and

unemployment, medicalisation of unemployment, adjudication of fitness for work, re-

employment and health, and treatment of barriers to employment. The authors postulate

that Welfare to Work policy may depend for its success on the crucial role of general

practice in sickness certification.

Ploug Niels (2002)

This paper is about the most recent reforms of cash benefit systems and the

sociopolitical debate in eight European countries. The welfare state and the social

security system rank high on the political agenda. After many years of economic crisis,

with increasingly widespread unemployment and changed family patterns, the welfare

system that developed in most western European countries since the end of the Second

World War is the focus of attention. In a world of increasing international trade, with

competition from countries — in eastern Europe and Asia as well as the United States

— which have not developed such comprehensive systems of social security, one of the

main issues in the debate is whether western Europe can afford to maintain welfare at

the existing level, or whether it is necessary to make fundamental changes. But the

discussion also centers on what can be called the welfare state's own internal problems.

Wilkinson (2001)
Employee safety, health, and welfare law paper this paper explains the application and

implication of the family and medical leave act (fmla) and worker’s compensation

occupational safety and health act (osha). employee safety, health, and welfare will be

analyzed within this paper. the reader will understand the responsibilities of the

employer under these two laws and the protection the laws provide for the employee.

the family and medical leave act the family and medical leave act (fmla) enacted in 1993

by president clinton. this law was designed to meet the needs of a workforce whose

demographics had changed. some of the major changes were the influx of women of

childbearing ages, mothers of young children and baby boomers concerned with

disability leaves, medical costs and insurance coverage (afscme, 2006). the fmla was

implemented to support the balance of work and family responsibilities. the fmla is a

federal law that provides unpaid time off to employees that need to care medically for

themselves or their family.

Arthur (2000)

The employee assistance programme (EAP) is a benefit increasingly provided by UK

employers that claims to reduce the effects of 'stress' on individuals and organizations,

provide a 'management tool' to improve workplace performance and productivity, and

respond to critical incidents. Although the marketing literature describes services as

workplace-based counseling, there is evidence to suggest what they actually offer is

consultation, assessment, referral and short-term treatment to clients experiencing a

wide range of serious psychological and mental health difficulties. This article describes

EAPs, their history, development and operation, and reviews the evidence to support

their claims for effectiveness. Because employee distress is often the result of an

interaction between organizational and individual factors, the role and claims of EAPs

as organizational interventions are also critically examined.

Heyer (1998)

Researchers have illuminated our understanding of how employee benefits systems

are designed to motivate employees to perform jobs in a variety of settings. Benefits

systems in U.S. companies generally rest on the assumption that employees have
 similar attitudes toward and will be motivated similarly by these systems. Several

demographic trends in the U.S. work force call into question this assumption. The

purpose of this article is to encourage researchers to consider how employee benefits

practices may detract from the primary goal of motivating workers to perform their jobs

well in the context of the changing demographics of the U.S. workforce. We do so by

demonstrating implications of age heterogeneity for the effectiveness of benefits

practices. In order to do so, we draw on research from multiple disciplines to show how

age related norms are institutionalized, how generational identities and values are

created, how intergenerational conflict may manifest in the workplace, and how

benefits systems that do not take into account the social dynamics pertinent to age

may trigger/sustain intergenerational conflict in the workplace.

Willian Jack (1996)

In recent years, employees have been shouldering an increasing share of the costs of

traditional employer-provided health insurance. At the same time, more and more

employers have been allowing employees to pay their out-of-pocket health care costs

using pre-tax earnings, through tax-subsidized flexible spending accounts (FSAs). We

use a cross-section of firm-level data to show empirically that these FSAs can explain a

significant fraction of the shift in health care costs to employees, and to evaluate the

welfare impact of this shift. Correcting for selection effects, we find that FSAs are

associated with insurance contracts with coinsurance rates that are about 7 percentage

points higher, relative to a sample average coinsurance rate of 17 percent. Meanwhile,

coinsurance rates net of the subsidy are approximately unchanged, providing evidence

that FSAs are welfare-neutral.

Baker (1995)

Investigates the negative effect on employee welfare caused by economic decisions

taken by corporate managements, which they attribute to the adoption of an accounting

standard, focusing on the case of McDonnell Douglas Corporation, which ended health-

care benefits for non-union employees as a result of adopting the Financial Accounting

Standards Boards Statement 106 (FASB 106). It is estimated that the adoption of FASB

106 caused $148 billion in charges to earnings to be recorded by companies in the

Standard & Poors 500 Index. Despite the large negative effect on earnings, FASB 106

had little or no impact on the economic condition of the affected firms. Nevertheless,

managements have taken economic actions that have negatively affected employee

welfare, and these actions have been attributed to FASB 106. Some of the hardest hit

are employees at older industrial companies with mature workforces hired during the

1950s and 1960s. Some companies ended retirement health plans abruptly, while

others required workers and retirees to pay more towards insurance premiums, or

prevented new hires from receiving retirement health coverage.

Davis (1994)

Describes a process through which organizations might seek to implement

interventions relating to employee wellbeing. Emphasizes the importance of a

comprehensive needs assessment both in obtaining the breadth of information needed

to design appropriate interventions and also in providing baseline information against

which to evaluate programme effectiveness. Discusses factors which influence the type

of intervention appropriate for a particular situation and highlights their design

implications. Finally, provides guidance on programme implementation and evaluation,

and discusses some of the advantages and disadvantages of different approaches to

tertiary welfare provision.

Objectives Of The Study

1 To study healthy work environment by providing better physical and

mental health to employees.

2 To identify the essential welfare facilities, which are provided to the

employees for their welfare measures.

3 To study the growth of employees.

4 To examine whether there is any effect of such welfare measures on

productivity and output of the company and on efficiency of employees.

5 To find the relationship between managers and employees

 Research Methodology

Scope of the study

The scope of the study means the subject matter to be researched in the study. It

defines the overall rationale of the study by explaining the geographical area of the

study along with the type of the data. The scope of our study is of employee welfare in

Torrent Pharmaceuticals Limited. We have focused on employee welfare in the

company and to see what problems are being faced by the company regarding

employees. If is it so, what steps or suggestions are considered to solve the remedial

problems faced by the company.

Research Design
Research design is very important part of the research methodology. To gain familiarity

with the phenomenon or to achieve new insights into the study so we go for

exploratory research design.

Sample design and size

The sample size is of 50. For sampling we have used the technique named as
random sampling. We have chosen this technique because it will enable us to gather
information which is required by our project.

Data Collection

The fourth step of the research methodology is the data collection. Data collection can
be done through primary techniques or secondary techniques. In our study, we have
taken both the techniques to collect the data. To collect the primary data we have
prepared the questionnaire, which is filled by employees of different departments. For
secondary data we have referred journals, manual of the company and internet related
to our study.

Limitations of study

The report may be beneficial to company, But there are some limitations of the study:-
1 There was lack of time on the part of respondents.
2 There may be some bias or incorrect information provided by the
respondents.

3 Some of the respondents gave no response to some of the questions,

which affected the analysis.

4 As the questionnaire was prepared as per my own knowledge so it may

not be appropriate and some important aspects may be missing from it.

5 The survey undertaken for the study took lot of time.

Analysis & Interpretation

1) Sufficient leaves are given to employees when required.

Strongly Agree 10 people 20%

Agree 15 people 30%
Indifferent 15 people 30%
Disagree 10 people 20%
Interpretation:

20% people are strongly agree that Sufficient leaves are given to them in Torrent, 30%

people are agree with this, 30% people give indifferent idea to this question & 20%

people are disagree that Sufficient leaves are not provided to them.

2) Extra money is paid to your workers for their overtime.

Strongly Agree 10 people 20%

Agree 15 people 30%
Indifferent 15 people 30%
Disagree 10 people 20%

Interpretation:

40% people are strongly agree that money is paid to the workers for their overtime, 20%
people are agree on this point, 30% people gave indifferent answers to this question &

10% people disagree on this point that money is not paid to them for their overtime.

3) Management understands the importance of welfare programs for

employee.

Strongly Agree 10 people 20%

Agree 15 people 30%
Indifferent 15 people 30%
Disagree 10 people 20%

Interpretation:

30% people are strongly agree that Management understands the importance of
 welfare programs for employees, 20% people are agree on this point, 20%
people gave indifferent answers to this question,& 30% people are disagree on
this point.

4) Company policies provide enough welfare programs.

Strongly Agree 15 people 30%

Agree 20 people 40%
Indifferent 10 people 20%
Disagree 5 people 10%

Interpretation:

30% people are strongly agree on this point that company policies provide enough

welfare programs, 40% people are agree on this point, 20% people gave indifferent
answers & 10% people are disagree on this point.

5) Employees are treated equally regarding their welfare programs.

Strongly Agree 15 people 30%

Agree 10 people 20%
Indifferent 10 people 20%
Disagree 15 people 30%

Interpretation:

30% people are strongly agree on the point that employees are treated equally

regarding their welfare programs, 20% people are agree, 20% people gave indifferent

answers & 30% people disagree on this point.

 6) Employees are involved in decision making that effects their welfare.

Strongly Agree 15 people 30%

Agree 20 people 40%
Indifferent 10 people 20%
Disagree 5 people 10%

Interpretation:

30% people are strongly agree on the point that employees are involved in decision

making that effects their welfare, 40% people are agree, 20% people gave indifferent

answers & 10% people are disagree on this point.

 7) Which of the following facilities are provided by you that enable the employee
to live a decent life?

Housing Facilities 5 people 10%

Transport Facilities 5 people 10%
Medical checkup 20 people 40%
Meals 20 people 40%

Interpretation:

10% people agree on the point that housing facilities are provided to them, 10% people
agree on that transport facilities are provided to them, 40% are agree on the point that
Medical facilities are provided to them & 40% people are agree on that proper meals are
provided to them in Torrent.
8) Is there any welfare officer in your organization for he implementation of such
measures?

Yes 40 people 80%

No 10 people 20%

Interpretation:

80% people are agree on this point that there is welfare officer in the
organization, but 20% people are not agree on this point.
9) Do you think the facilities provided to you by the company helps to reduce the
unhealthy practices like absenteeism, employee turnover, strikes etc.?

Yes 30 people 60%

No 20 people 40%

Interpretation:

60% people are agree that think the facilities provided to you by the company
helps to reduce the unhealthy practices like absenteeism, employee turnover,
strikes etc. but 40% people are disagree on this point.
10). The employee is satisfied with the measures of welfare undertaken by
organization.

Strongly Agree 20 people 40%

Agree 20 people 40%
Indifferent 5 people 10%
Disagree 5 people 10%

Interpretation:

40% are strongly agree on this point that people are satisfied with the measures of
welfare undertaken by organization, 40% are agree on this, 10% gave the indifferent
answers & 10% people are disagree on this.
 FINDINGS
1) In Torrent, management understand the importance of welfare programs

for employees.

2) Employees are involved in decision-making that effects the welfare.

3) Statutory welfare measures are provided in the company.

4) The company think that these measures reduce unhealthy practices.

RECOMMENDATIONS
1) The programs that spice up employees work life such as quarterly

socialization event, foundation day, family day etc.

2) With passage of time company should review policies in accordance with

changing environment of business.

3) The employees should be aware of various welfare programs so as to

make full use of them.

4) Stress management programs should be introduced to check the stress

level of the employees.

5) The various measures to improve the physical and psychological health of

the employees should be considered.

 Conclusion
As we know that human resources are the biggest assets of any organization so relying
upon this criterion we can say that their welfare facilities that they provide to their
employees, which help them to maintaining there motivational level high. Welfare helps
in keeping the morale and motivation of the employees high so as to retain the
employees for longer duration. If the employees are not getting proper welfare facilities
from the organization then necessary steps should be taken to make them satisfied
because it will ultimately lead to improvement in their work, which will then contribute
towards the success of organization.

From the survey of Torrent Group we will see the

company provided and more consulted about welfare facilities as compare to other
industries.
Though the management of Torrent is continuously taking measures to
improve the welfare facilities, which they provided to employees for there convince, so
there is a scope of improvement in their working and it will beneficial for the
organization.
 SUMMARY
As a corporate, I understand that taking care of our assets is an integral aspect

of business. For me, there is no bigger asset than our team of enterprising personnel.

Workforce has always been instrumental in giving direction to our vision, in taking the

company forward. It is a happy and contented team that is the edifice of any

organization and we make sure that we keep our people truly satisfied.

Employee welfare includes monitoring of working conditions, creation of

industrial harmony through infrastructure for health, industrial relations and insurance

against disease, accident and unemployment for the workers and their families. It

provides better physical and mental health to workers and thus promotes a healthy work

environment.

This project is on Employee Welfare for Torrent Pharmaceuticals. In this

project, I tried to measure the welfare facilities, which are provided to employees.

Although this is an abstract concept, I tried to measure it with the help of questionnaire

procedure. In this, we asked questions related to employee’s facilities, growth and all

other factors and I found that in most of the industries these facilities are provided,

because the purpose of these facilities are to enrich the life of the employees and which

is very essential for the growth of both of them.

In this project for judging the impact I collected data from the questionnaire,
which is filled by the different departments of Torrent. By data analysis I got the findings.

I found that Torrent is providing welfare facilities and enough welfare programs because

welfare facilities have lot of impact on productivity and output.

I we see there are certain areas which are very good and employees are satisfied

by those areas like work culture, work environment, relationship of the employees with

the management but in certain areas the company needs improvement like welfare

facilities training development programs, salary structure, transport facilities and

infrastructure etc.

Questionnaire
Dear Manager,
I am a MBA student. I want your kind co-operation for getting some
knowledge regarding welfare programs in your company, which is essential for
preparation of my training reports.

Name of the department: - Name of the Person:-

Designation:-

1) Sufficient leaves are given to employees when required.

a) Strongly agree …..
b) Agree…..
c) Indifferent…….
d) Disagree……

2) Extra money is paid to your workers for their overtime.

a) Strongly agree …..
b) Agree…..
c) Indifferent…….
d) Disagree

3) Management understands the importance of welfare programs for

employees?
a) Strongly agree …..
b) Agree…..
c) Indifferent…….
d) Disagree……

4) Company policies provide enough welfare programs.

a) Strongly agree …..
b) Agree…..
c) Indifferent…….
d) Disagree…

5) Employees are treated equally regarding their welfare programs.

a) Strongly agree …..
b) Agree…..
c) Indifferent…….
d) Disagree……

6) Employees are involved in decision making that effects their welfare

a) Strongly agree …..
b) Agree…..
c) Indifferent…….
d) Disagree……
 7) Which of the following facilities are provided by you that enable the employee
to live a decent life?
a. housing facilities:
b. transport facilities:
c. medical checkup:
d. meals:

8) Is there any welfare officer in your organization for he implementation of such

measures?
Yes

No

9) Do you think the facilities provided by the company to you help to reduce the
unhealthy practices like absenteeism, employee turnover, strikes etc.?
Yes

No

10). The employee is satisfied with the measures of welfare undertaken by

organization
a) Strongly agree …..
b) Agree…..
c) Indifferent…….
d) Disagree……

Bibliography

Reference for an article:

 1 Personnel Management C.B.Memoria

2 Human Resource Management C.B.Gupta

3 Research Methodology C.R.Kothari

4 .Human Resource Management T.N.Chabra

Reference to web pages:

1 http://wiki.answers.com
http://www.aspenwsi.org/publications/03-OP03
http://www.google.co.in/search?hl=en&q=articles+for+employee+welfare&start=290&sa=N
2 www.commercialrisk.com
www.waikato.ac.nz/wfass/subjects/societies-cultures/reports/lit review-july05
www.management-issues.com/2006/5/25/opinion/employee-welfare-and-the-economic-
cycle.asp
3 www.google.com
4 www.torrentpharma.com