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