Project On Ewss

EMPLOYEE WELFARE & SOCIAL SECURITY
INTRODUCTION
HUMAN RESOURCE MANAGEMENT
INTRODUCTION AND MEANING
Human resource is a paramount for the success of any organisation. It is a
source strength and aid. Human resource is a wealth of an any organisation
which can help it in achieving its goal. Human resource management is
concerned with the human beings in a organisation. It reflects a new outlook
with views organisations’s manpower as its resources and its assets. Human
resources is the total knowledge, abilities, skills, talent and aptitudes of an
organisations’s workforce. The values, ethics, beliefs of the individuals working in
an organisation also form a part of human resources. The resourcefulness of
various categories of people and other people available to the organisation can
be treated as human resources. In the present complex environment, no business
or orgnisation can exist and grow without appropriate human resources so
human resource have become the focus of attention of progressive organisation.
Human resource is like any other natural resorces. It means that

management can get and use the skill, knowledge, ability, etc, through the
development of skills, tapping and utilizing it again and again. Human resource
management is the process of management which develops and manages the
human element of an enterprise. It is not only management of skills but also
the attitude and aspiration of people. When individuals come to a work place,
they come with not only with technical skills, knowledge and experience etc, So
HRM means management of various aspects of human resources. An important
element of human resource management is the ‘human approach’ while
managing people. The approach helps manager to view his people as important
INDO ASIAN WOMEN’S DEGREE COLLEGE Page 1

resources. It is an approach in which man power resources are developed not

only to help the organization in achieving its goal but also to the self
satisfaction of the concern persons. On the one hand its approach focuses on
effective mangement of people . HRM approaches is fundamental change in
philosophy and perspective from earlier thinking about manpower resources.
DEFINITION OF HRM
According to Leon C.Megginson, the term human resources can be thought of as

“the total knowledge, skills, creative abilities, talents and aptitudes of an
organisation’s workforce, as well as the value, attitudes and beliefs of the
individuals involved”.
According to Flippo “Human Resources Management is the the planning,

organizing, directing and controlling the procurement, development, compensation ,
integration, maintaianence and reproduction of human resources to the end that
individual, organisation and societal needs are accomplished.”
FEATURES OF HUMAN RESOURCES MANAGEMENT

 Human resources management is concerned with employees both as
individuals and as grou in attaining goals. It is also concerned with
behaviour, emotional and social aspects aspects of personnel.
 It is concerned with development of human resources, i.e. knowledge,

capability, skills, potentialities and attaining and achieving employee goals,
including job satisfaction.
 Human resource management covers all levels (low, middle and top) and
categories (unskilled, skilled, technical, proffesional, clerical and managerial)
of employees. It covers both organised and unorganised employees.
 Human resource management is a continuous and never ending process.
 It aims at attaining the goals of organisation, individual and society in an

integrated approach.
 It aim in solving all kinds of disputes within the organisation and maintain
a healthy relationship between the organisation and the employees.
 It is concerned with motivation of human resources in the organisation.
OBJECTIVES OF HRM
 Understand the basic concepts of human resource management.
 Explain what human resource management is and how it relates to the

management process
 Provide an overview of functions of HRM
 Describe how the major roles of HR management are being transformed.
 Human capital : assisting the organisation in obtaining the righ number

and types of employees to fullfil its strategic and operational goals.
 Developing organisational climate: helping to create a climate in which

employees are encouraged to develop and utilize their skills to the fullest
and employ the skills and abilities of the workforce efficiently.
 Helping to maintain performance standards and increase productivity

through effective job design; providing adequate orientation, training and

development; providing performance-related fedback; and ensuring effective

two-way communication.
 Helping to establish and maaintain a harmonious employer/employee

relationship.
 Helping to create and maintain a safe and healthy work environment.
 To establish and maintain sound organisational structure and desireable

working relationship among all the members of the organisation.
 To secure the integration of individual and groups within the organisation

by co-ordination oh the individual and group goals with those of the
organisation.
 To create facilities and oppurtunities for individual or group development

so as to match it with the growth of the organisation.
 To attain an effective utilisation of human resource in the achievement of

organisational goals.
 To identify and satisfy individual and group needs by providing adequate

and equitable wages, incentives, employee benefit and social security and
measures for challenging works, recognition, security, status etc.
FUNCTIONS OF HRM
The functions of HRM can be broadly classified into two categories, viz.,
 MANAGERIAL FUNCTIONS
 OPERATIVE FUNCTIONS

FUNCTIONS OF HRM
MANAGERIAL OPERATIVE
FUNCTION FUNCTION
PLANNING EMPLOYMENT
ORGANISING HUMAN RESOURCE

DEVLOPMENT
DIRECTING
COMPENSATION
CONTROLLING
INDUSTRIAL
RELATION
HUMAN RELATION
RECENT TRENDS IN
HRM

MANAGERIAL FUNCTION
Managerial functions of personnel management involve planning, organising,

directing and controlling. All this functions influence operative functions.
 PLANNING: It is a pre-determined course of action. Planning pertains to

formulating strategies of personnel programmes and changes in advance
that will contibute to organisational goals.
 ORGANISING: In the word J.S.Massie, an organisation is a “structure

and a process by which a co-oprerative group of buman being allocates
its task among its members, identified relationship and integrates its
activities towards a common objective.”
 DIRECTING:The next logical functions after comleting planning and

organising is the execuction of the plan. The basic function of personnel
management at any level is motivating, commanding, leading activating
people.
 CONTROLLING:Controlling also involves checking, verifying and

comparing of the actual with the plans, identification of deviations if any
and correcting of identified deviations.
OPERATIVE FUNCTIONS
The operative functions of human resources management are related to specific

activities of personnel management viz., employment, development, compensation
and relations. All these function are interacted with managerial functions.
Further, these functions are to be performed in conjuction with management
function.
 EMPLOYMENT:It is concerned with securing and employing the people

possessing the required kind and level of human resources necessary to
achieve the organisational objectives. It covers function such as job

analysis, human resources planning, recruiting, selection, placement, induction

and internal mobility.
 HUMAN RESOURCE DEVELOPMENT:It ia a process of improving,

moulding and changing the skills , knowedge, creative ability, aptitude,
altitude, value, commitment etc. Based on present and future job and
organisational requirements.
 COMPENSATION:It is a process of provinding adequate, equitable and

fair remuneration to the employees. It includes job evaluation, wages and
salary administration, incentives, bonus, fringe benefits, social security
measures etc.
 HUMAN RELATION: Practising various human resources policies and

programmes like employment, development and compensation and
interaction among employees create a sense of relationship between the
inndividual worker and management, among workers and trade unions and
the management.
 INDUSTRIAL RELATIONS:Industrial relations refer to the study of

relations among the employer, government and trade unions.
 RECENT TRENDS IN HRM:Quality of worklife, total quality in human

resources.HR accounting audit, research and techniques of HRM.

SCOPE OF HUMAN RESOURCE MANAGEMENT
Setting general and specific management policy for organisation relationship

and establishing and maintaining a suitable organisation for leadership and
corporation. Collective bargaining contract administration and grievance
handling. Staffing the organisation findings, getting and holding the prescribed
types and number of employees.
Aiding in the self development and growth as well as for acquiring

requisites skill and experience. Developing and maintaining motivation for
workers by provinding incentives.
The scope of HRM is indeed vast.All major activities in the working life of
a worker- from the time of his or her entry into a organisation untill he or
she leaves the organisations comes under the purview of HRM. The major
HRM activities include HR planning, job analysis, job design, emloyee hiring,
employee and executive remuneration, employee motivation, employee
maintainence, industrial relations and prospectus og HRM.
ASPECTS OF HUMAN RESOURCE MANAGEMENT
 The personal aspect:
Personal aspects is concerned withh the manpower planning, recruitment,

selection, placements, induction, transfer, promotion etc.
 The welfare aspect:
It is concerned with working condition and amenities such as canteen,

washing facilities, restrooms, cultural activities, recreational facilities etc.

 The industrial aspect:
It is concerned with the company’s relations with the employees. It

includes union management relationship, joint consultation, negotiation etc.
LIMITATIONS OF HUMAN RESOURCE MANAGEMENT

 Recent origin:
HRM is of recent origin so it lacks universally approved academy base.
Different people try to define the term differently. Some organisation has
named their traditional personnel management as HRM department.
 Lack of top management support:
The change in the attitude of top management can bring result while
implemmenting HRM. Because of positive attitude at the top level, the
work is handled by personal management people. Unless otherwise the
change in approach and attitide nothing spectular is going to happen.
 Improper implementation:
HRM implemmented by assessing the training and development needs of
employees. The needs and aspiration of people should be taken into
account while framing HR policy. Management productivity and
profitability approach remain undistributed in many organisation.
 Inadequate development programmes:

Human resource management requires information of programs such as
career planningon the job training, development programmes and
counselling etc. There ia a need to create an atmosphere of learning in
many organisations.
 Inadequate information:
Some organisations do not have requisite information about their
employees in the absence of adequate information and database. This
system cannot be properly implemmented. There ia a need to collect, store
and retrieve of information before implemmenting HRM.

JOBS AND CARRIERS IN HRM:
“Employees are not been used as a cost centre. It is one of the important
responsibilities of management to utilize and convert into human aspects.”
Jobs and carriers in HRM and their position of the organisation can be
divided into following categories:
HR specialists
HR manager
HR Executives
HR support position.
HR Specialists:
The job of the HR specialists is the entry position for an HRM
career. In the job following roles will have to be performed.
o Interviewer
o Job analyst
o Trainer
o Compensation analyst
HR Manager:
The job of the HR manager is that of s generalist, who has to
administer and to co-ordinate the HR programme cutting across the
functional areas. HR manager holds a top ranking position at a
plant or established and is expected to know about all areas of
management. He is in fact placed at the place of action. He has to
oversee the implemmentation of HR issues. The manager would then
co-ordinate with HR manager of different divisions to make sure
that the plans at the divisional levels are consistent with the
corporate objectives.

HR executives:
It is the top level position in the career field of HRM . He is
usually vital person of the organisation. HR Executive has the duty
to link the overall policy and strategy of the organised with HRM.
He is also expected to feed input into the organisation goals as far
as their goal relate to the personal act.

ABOUT THE TOPIC:-

EMPLOYEE WELFARE
Human resource management is one of the most complex

and challenging fields of management. It deals with the ‘People Dimensions’
management. Human Resources play a very important role in the development
of the business. They constitute the organisation at all levels and are regarded
as a dynamic factor of production. Labour is considered as a very dominant
factor of production for increasing productivity. In order to get best results
from the employees, management most be aware of what emloyees expect
from their employees. It is for the management to see that the workers get
economic, social and individual satisfaction, employee welfare actvities are
undertaken.
The concept of ‘ employee welfare’ is flexible and elastic and

differs widely with time , region, industry, social values and customs, degree of
industialisation, the general economic development of the people and polotical
ideologies prevailing at a particular time, it is also moulded according to the
age group, sex, socio-cultural background, maritial and economic status and
educational level of the workers in various industries.
DEFINITION:-
“Employee welfare has been defined in various ways, though

unfortunately no single definition has found universal acceptance. The Oxford
Dictionary defines labour welfare as “efforts to make life worth of living for
worker.”
Chamber’s Dictionary defines welfare as “a state of faring or doing

well; freedom from calamity, enjoyment of health, prosperity.”

OBJECTIVES OF EMPLOYEE WELFARE
1. To increase the standard of living of world class: The labourer to

more prone to exploitation from the capitalists if there is no
standardised way of looking after their welfare.
2. To reduce the labour problems in the organisation: There are various

problems affescting the workers, problems like absenteeism, turnover
ratio, indebtedness, alcoholism, etc., which make the labourer further
weak both physically and psychologically. Labour welfare looks forward
to helping the labourer to overcome these problems.
3. To recognise human values:Every person has its own personality and

need to be recognised and developed.It is in the hands of the
management to share them and help themm grow. The management
employs various methods to recognise each one’s worth as an individual
and as an asset to the organisation.
4. Labour welfare helps to foster a sense of responsibility in the

industry: A person works both ina group and as an individual.If the
person is given responsibility he will act better else he will be only a
slave to the direction of superiors and will not show any initiative to
prove his worth
5. Labour welfare impoves industrial relations and reduces disputes:

Industrial disputes in any industry is a sign of unsatisfied
employees.Labour welfare measures act as a peventive tool to most of
these disputes
6. To retain the employees there should be fixed polocies: This calls in

to prepare the policies, to conduct different training programmes, to
have various motivational schemes, to create interest in the job. The
employees who feel secure in the organisation, backed by policies have
less chance of looking for a job elsewhere.

7. To show up their positive mind in the work: Positive mind in the

development of one’s attitude.This is to change the negative attitude into
positive attitude.
8. To influence over other employees: This means labour welfare helps

to change ones’s personality- presentation skills, communication skills,
inter-personal relationship, etc., This is best achieved when their morale
is kept high by the different welfare schemes.
9. To increase the bargaining power of the employees: Bargaining means

to systematicaly extract something from the opponent. The better
bargaining power, the better inluence on the opponent. Labour welfare
measures like fomation of work committee, worker’s participation, Trade
union, etc.,will surely help them to have better bargaining power.
10.To make the management feel the employees are satisfied about the
work and woking conditions.
FEATURES OF EMPLOYEE WELFARE MEASURES
 Employee welfare is a comprhensive term including various

services, facilities and amenities provided to employees for their
betterment.
 The basic purpose is to improve the lot of the working class.
 Employee welfare ia a dynamic concept.
 Employee welfare measures may be both voluntary and statutory.
 Welfare measures are in addition to regular wages and other

economic benefits available to workers due to legal provisions and
collective bargaining.

 Employee welfare schemes are flexible and ever changing. New

welfare measures are added to the existing ones from time to
time.
TYPES OF WELFARE SERVICE
 Intra mural: These are provided within the organisation like:

 Canteen facility
 Rest rooms
 Creches
 Uniform etc.
 Extra mural:Tese are provided outside the organisation like:

 Housing
 Education
 Child welfare
 Leave travel facilities
 Workers co-operative stores
 Vocational guidance etc.,
LEGISLATION GOVERNING WORK ENVIRONMENT:
FACTORIES ACT 1948:
The main objective of this act is to impove the working conditions of the
workers by implementing the provisions of industial safety.
Factory means, any premises where in, ten or more workers are working and
in any part of which a manufacturing process is carried out with the aid of
power or where in twenty or more workers are working and in any part of
which a manufacturing process is being carried out without the aid of power.
WORKMEN’S COMPENSATION ACT 1923:
It is an act to provide for the compensation for injury by accident. It provides

relief by the way of compensation to all the employees who suffer an accident
during the course of employment, which disables him to work in the job or as
a result of which death occurs.
The claims under the workmen’s compensation act falls into the categories:
I. Accidents resulting in to temporary disablement

II. Accident resulting in permanent or total diablement
III. Fatal accidents
EMPLOYEE’S PROVIDENT FUND ACT 1982:
This act provides compulsory contributory provident fund for employees of

factories and other establishments. It applies to all factories and employing 20
or more workers.It prescribes the obligation of employers and employees and
the authorities for implementation of the provisions.
The employer is required to deduct empoyee’s contribution from his wages and
deposit the same in to the provident fund account along with employer
contribution. Nomination faculty is available.The member can withdraw certain
extent from the fund account for the following purposes:
 To purchase or construct a property or house
 For alteration or modification of house
 To meet expenses to meet illness, marraige of departments etc.,

EMPLOYEE’S FAMILY PENSION SCHEME:
The family scheme seeks to provide monetary relief to the employees.

Who die in service i.e, before super annuating or after retirement.The
contribution to the provident fund. Depending upon the contribution and last
salary drawn, the pension is determined after superannuating. The person
contibuting to the P.F membership for the period not less than 10 years will
recieve the pension as per the scheme.
PAYMENT OF GRATUITY ACT 1972:
This act provides retirement benefit to the employees with long and
continous meritorious service. Every employee irrespective of his remuneration is
entited to recieve gratuity if he has rendered service of 5 years or more.Gratuity
is payable at the time of termination of service on account of retirement,
resignation, death or disability due to accident or disease.The condition of 5
years of service is not applicabe for payment of disablement. In case of death,
gratuity is payable to the nominee and if there is no nominee then to the legal
heir’s. The act provides that for every year’s continuance in employees should
get 15 days wages.The total gratuity should not exceed 20 months wages.
Gratuity cannot attach by the court.
MINIMUM WAGES ACT 1948:
It is an act to provide for fixing minimum rates of wages in certain

employment. It is meant to help the workmen to avail a fair bargain with their
employers and ensure the wages for them.
It lays down the procedure for fixing minimum wages and for appointment
of advisory committees nd boards.Time and conditions of payment of wages are
stipulated. Only authorised deductions are accepted from the wages
EMPLOYEE STATE INSURANCE(ESI) ACT1948:
This helps the employees from the hardships arising from sickness,
maternity, accidents, occupational disease etc., this provides the medical facilities
and the unemployment insurance during illness to industrial workers. The ESI
corporation, an autonomous body consisting of central and state government,
employers, employees, medical professionals and members of parliament,
administers the scheme.
This scheme applies to the factories, which they employ more than 20
people where in process is carried out by power. This doesn’t apply to seasonal
factories.
The finances of the scheme include contributions fromm employee,

employers, donations from state and central government and local bodies.
The scheme offers following adavantage:-
 Medical benefit
 Sickness benefit
 Maternity benefit
 Disablement benefit
 Dependent benefit
MATERNITY BENEFIT ACT1961:
This act regulates employment of women in certain establishment of

certain periods before and after childbirth. It provides maternity and certain
other benefits. The act is not applicable to women employees covered under ESI
scheme.

Women employee is entitled to a maximum 12 weeks maternity leave i.e., 6

weeks before and 6 weeks after her delivery. She also gets medical allowance
of Rs.2 50/-, if the employer doesn’t provide pre-natal and post-natal medical
care. To avail these benefits she should have completed atleast 60 days of
service in the preeciding 12 months.
BONUS ACT 1975:
This act provides for the payment of bonus, linked with profit or
productivity to the employees in factories and establishments. Bonus payable to
all categories of employees drawing wages upto Rs.4000/- p.m.
The important features of bonus act are:
1. Minimum bonus was reduced to 4 percent and there was a condition that,
if the company did not earn any profit they would be no compulsion to
pay minimum bonus also.
2. Negotiation out of bonus act to get bonus in excess of 20percent were
sought to be

RESEARCH DESIGN
TITLE: “A STUDY ON EMPLOYEE WELFARE AND SOCIAL

SECURITY AT BEL”.
STATEMENT OF THE PROBLEM:
The social and economic aspects of the life of a worker have a direct
influence on this social and economic development of a nation. The economic
development development of any country depends upon the rapid growth of the
industry.The success of any organisation inturn depends on the workers. So the
organisation must retain its work for its better production, by providing
employee welfare. The study on employee welfare attempts to analyse and
determine employee satisfaction with the welfare measures of the company and
also to find out the welfare facilities offered by the company.
SCOPE OF THE STUDY
The main text of study is concentrated upon the importance of the

welfare and safety and of emploees at work place.
As a subject of welfare facilities is a very broad one covering a wide

field of activities. In the final analysis employee welfare services should include
statutory and non-statutory welfare facilities undertaken by employees.
Government and also social security measures which contribute to workers
welfare such as industrial health insurance, gratuity, Provident fund, maternity
benefits etc..,
The role of the international labour organisations and its working towards
government welfare and safety play vital role in improving industrial relations.

OBJECTIVES OF THE STUDY
1. To examine the various welfare measures provided to the employees of

BEL.
2. To study the reactions of the employee towards the welfare measures
and the security in terms of their aawareness, perception and level of
satisfaction with the facilities provided by the company
3. To find out the satisfaction level of the employees and to identify the
reasons for dissatisfaction, if any.
4. To make suitable suggestions and recommendations with a view to
improve the existing welfare measures, if any
RESEARCH METHODOLOGY
In order to conduct the research, survey method was choosen. The participants
at BEL were administered stuctured questionnaire both open and close ended
question.
The analysed information has been collected from the HRD officials at
BEL.And, the information collected fromm the employees working situations
during the various places at the organisation.
The approach in research of project is of :
 PRIMARY DATA
 SECONDARY DATA

PRIMARY DATA:
Primary data includes collection of data from the employees and

management staff through well designed questionnaire, observation and
interview.
SECONDARY DATA:
Brief introduction and information has been provided by employees.

Further information has been gathered from the reports, journals from the
records maintained by the concerned departments.
LIMITATIONS OF THE STUDY
 As the project is prepared for academic purpose only, it suffers from the
limitation of the time.
 The limited time frame was the major constrains in doing survey about
the project
 Frequent visiting to the various department and collecting information was
not possible.
 The report does not provide in-depth study of the workers
 Some employees couldnt not be present all the time because of their job
requirement.

COMPANY PROFILE
BHARAT ELECTRONICS LIMITED
Name : Bharat Electronic Limited
Year of establishment: 1954
Headquarters: Bangalore, Karnataka, India
Nature of business: Aerospace and defence
Type: State-owned enterprise
Founded: Bangalore, Karnataka, India in(1954)
Key people: Mr S K Sharma ( chairman and MD )

Products: Avionics, radars, weapon systems, c4i

Systems, electronics voting machines, etc.
Traded as: BSE: 500049

NSE: BEL
Owner: Government of India
No of employees: 9952 ( march 2014 )
Slogan: Gunata, Praudyogiki, Navonmes,

“Quality, Technology, Innovation”
Website: www.bel-india.com
HISTORY:
Bharat Electronics Limited (BEL) was established at Bangalore, India, by the
Government of India under the Ministry of Defence in 1954 to meet the specialised
electronic needs of the Indian defence services. Over the years, it has grown into a
multi-product, multi-technology, multi-unit company servicing the needs of customers
in diverse fields in India and abroad.
BEL is among an elite group of public sector undertakings which have been
conferred the Navratna status by th e Government of India.
The growth and diversification of BEL over the years mirrors the advances in
the electronics technology, with which BEL has kept pace. Starting with the
manufacture of a few communication equipment in 1956, BEL went on to
produce Receiving Valve s in 1961, Germanium Semiconductors in 1962 and
Radio Transmitters for AIR in 1964.

 In 1966, BEL set up a Radar manufacturing facility for the Army and in-
house R&D, which has been nurtured over the years. Manufacture of
Transmitting Tubes, Silicon Devices and Integrated Circuits started in
1967. The PCB manufacturing facility was established in 1968.
 In 1970, manufacture of Black & White TV Picture Tube, X-ray Tube and
Microwave Tubes started. The following year, facilities for manufacture of
Integrated Circuits and Hybrid Micro Circuits were set up. 1972 saw BEL
manufacturing TV Transmitters for Doordarshan. The following year,
manufacture of Frigate Radars for the Navy began. Under the
government's policy of decentralization and due to strategic reasons,
BEL ventured to set up new Units at various places. The second Unit of
BEL was set up at Ghaziabad in 1974 to manufacture Radars and Tropo
communication equipment for the Indian Air Force. The third Unit was
established at Pune in 1979 to manufacture Image Converter and Image
Intensifier Tubes. In 1980, BEL's first overseas office was set up at
New York for procurement of components and materials.
 1986 witnessed the setting up of the seventh Unit at Kotdwara to

manufacture Switching Equipment, the eighth Unit to manufacture TV
Glass Shell at Taloja (Navi Mumbai) and the ninth Unit at Hyderabad to
manufacture Electronic Warfare Equipment.
 In 1987, a separate Naval Equipment Division was set up at Bangalore

to give greater focus to Naval projects. The first Central Research
Laboratory was established at Bangalore in 1988 to focus on futuristic
R&D.

 1989 saw the manufacture of Telecom Switching and Transmission Systems

as also the setting up of the Mass Manufacturing Facility in Bangalore
and the manufacture of the first batch of 75,000 Electronic Voting
Machines.
 The second Central Research Laboratory was established at Ghaziabad

in 1992. The first disinvestment (20%) and listing of the Company's shares
in Bangalore and Mumbai Stock Exchanges took place the same year.
 TBEL Units obtained ISO 9000 certification in 1993-94. The second

disinvestment (4.14%) took place in 1994. In 1996, BEL achieved Rs.1,000
crores turnover.
 In 1997, GE BEL, the Joint Venture Company with M/s GE, USA, was formed.
In 1998, BEL set up its second overseas office at Singapore to source
components from South East Asia.
 The year 2000 saw the Bangalore Unit, which had grown very large, being
reorganized into Strategic Business Units (SBUs). There are now nine
SBUs in Bangalore Unit. The same year, BEL shares were listed in the
National Stock Exchange.

VISION :
To be a world-class enterprise in professional electronics.
MISSION:
To be a customer focussed , globally competitive company in defence

electronics and in other chosen areas of professional electronics, through
quality, technology and innovation.
VALUES:
 Putting customers first.

 Working with transparency, honesty & integrity .
 Trusting and respecting individuals.
 Fostering team work.
 Striving to achieve high employee satisfaction.
 Encouraging flexibility & innovation.
 Endeavouring to fulfill social responsibilities.
 Proud of being a par of the organization.
OBJECTIVES:
 To be a customer focussed company providing state-of-the-art products &

solutions at competitive prices, meeting the demands of quality, delivery &
service .
 To generate internal resources for profitable growth.

 To attain technological leadership in defence electronics through in-house

R&D, partnership with defence/research laboratories & academic
institutions.
 To give thrust to exports.
 To create a facilitating environment for people to realise their
full potential through continuous learning & team work
 To give value for money to customers & creat wealth for shareholders.
 To constantly benchmark company's performance with best-in-class
internationally.
 To raise marketing abilities to global standards.
 To strive for self-reliance through indigenisation.
CUSTOMER PROFILE OF BEL [Indian Market]:
Bharat Electronics Limited is a major supplier of products and turnkey

systems to the Indian Defence Forces. Over the years, BEL has diversified into
manufacturing many civilian products as well. Large turnkey telecommunication
solutions are also being offered to the civilian market. A brief list of the
Customers in the defence and civilian market segments and the products
and services offered to them is given below:

Products and Services Customers
Communications
Radars
Naval Systems
Electro Optics
Army, Navy, Air Force & Paramilitary

Electronic Warfare
Forces
Avionics
Tank Electronics
Weapon Systems
Command & Control Systems
Dept of Telecommunication, Paramilitary

Telecommunication, Terminals &
Forces, Railways, Defence Research &
Networks
Development Organization (DRDO)
All India Radio (AIR), Doordarshan (DD),

Broadcast Systems & Satcom
Indian Space Research Organization
Products
(ISRO)

Electronic Voting Machine Election Commission of India
Police, Government & Private

Solar Products & Systems
Organizations, Individuals
Turnkey Systems, e-Governance ISRO, Police, State Governments, Public

Networks Sector Undertakings
AIR & DD, the National Radio & TV

Broadcasters, Instrumentation Industry,
Components
Switching Industry, Entertainment
Industry, Telephone Industry, Individuals

Exports & Offsets:
Exports play a key role in BEL's strategic perspective. The ranges of products and
services exported have been increasing over the years. A number of international
companies are using the facilities at BEL for contract manufacturing The broad list of
products and services being exported is given below:
Products and Services Countries
Defence Communication equipment

Botswana, Indonesia, Suriname, Malaysia
and spare parts
Radars & Sub-systems Indonesia, Egypt, Switzerland
Electronic Warfare products and

Russia, Brazil
services
0Opto-electronics products Sri Lanka, Nepal, Israel, South Africa
Semiconductor devices, Microwave Malaysia, Singapore, Turkey, Netherlands,

Tubes and Transmitting Tubes UK, USA, France, Hong Kong
Suriname, Germany, Zimbabwe, Botswana,

Solar Products & Systems
Kenya, Nigeria
Malaysia, UAE, Uganda, Turkey, UK,

Vacuum Interrupters
Azerbaijan
Contract Manufacturing & USA, Canada, Belgium, Italy, Germany,

Outsourcing Services France, UAE
Electronic Voting Systems Sri Lanka, Uganda, Malawi, South Africa

Radio & TV Broadcasting products

Nepal, Mauritius
and Systems
Telecom and SATCOM systems Nigeria, Kenya
JOINT VENTURES
GE-BE vvvvvvv Pvt Limited (GEBEL) was set up in 1997 as a joint venture between
Bharat Electronics Limited and General Electric Medical Systems. The facility based
at Whitefield, Bangalore, manufactures CT Max and other state-of-the-art X-Ray
Tubes. The products are exported worldwide and meet the safety and regulatory
standards specified by FDA, CE, MHW, AERB and the facility has been accredited
with ISO-9001; ISO-13485 and ISO-14001 certifications.

X Ray Tubes
High Volt3age Tank
CT Detector Modules
The Joint Venture Company is performing well. BEL supplies some parts required for
the products manufactured by this JVC. GE-BE Pvt Ltd achieved a turnover of Rs. 779
crores in the year 2014-15 as against Rs. 642 crores in the previous ye33ar. The JVC
declared 150% dividend for the year 2014-15. GE-BE Pvt Ltd pa3id BEL Rs.3.9 crore
as dividend from the Joint Venture Company on BEL’s share of investment for the
year 2014-15.

BEL Optronic Devices Limited
BEL Optronic Devices Limited is a subsidiary company of BEL. It has been

established for conducting research, development and manufacture of Image
Intensifier Tubes and associated high voltage Power Supply Units for use in military,
security and commercial systems. The company is located in Bhosari Industrial Area,
Pune.
BEL-Thales Systems Limited
BEL-Thales Systems Limited is a Joint Venture Company (JVC) between Bharat

Electronics Limited and Thales. Ministry of Defence (MoD) approval was accorded
for the formation of the Joint Venture on December 26, 2013. The company was
incorporated on August 28, 2014, vide registration with the Registrar of Companies
under the Companies Act 2013 and is located in the BEL Industrial Estate, Jalahalli,
Bengaluru. The Company is a subsidiary company of BEL.
Scope of JVC: Design, development, marketing, supply and support of civilian and
select defence radars for Indian and global markets.

SWOT ANALYSIS:
A scan of the internal and external environment is an important part of the strategic
planning process. Environmental factors internal to the firm usually can be classified
as strengths (S) or Weakness (W), and that external to the firm can be classified as
opportunities (o) or Threats (T). such an analysis of the strategic environment is
referred to as a SWOT analysis.
The SWOT analysis provides information that is helpful in matching the firms
resources and capabilities to the competitive and selection. The following diagram
shows how a SWOT analysis fits into an environmental scan
The SWOT analysis shows strengths, weaknesses, opportunities and threats. The
analysis of BEL group can provide a competitive advantages .

STRENGTHS:
 Barriers of market entry

 Experience business units
 Existing distribution and sales networks
 Domestic markets
 Skilled workforce
 Monetary assistance provided
 High profitability and revenue
WEAKNESSES:
 Cost structure
 Productivity
 High loan rates are possible
 Limits in research and development
 Future debt rating
 Brand portfolio
OPPORTUNITIES:
 Venture capital
 New markets
 Income level is at a constant
 Increase

THREATS:
 Cash flow
 Financial capacity
 Price changes
 Rising cost of raw materials
 Growing competition and lower productivity

DATA ANALYSIS AND INTERPRETATION
4.1 TABLE SHOWING GENDER OF EMPLOYEES
GENDER NO : OF PERCENTAGE
RESPONDENTS
Male 36 72%
Female 14 28%
Total 50 100%
ANALYSIS:
From the above table we can see that the company has 72% of male employees
and 28% of female employees.

4.1CHART SHOWING GENDER OF EMPLOYEES
40
35
30
25
20
PERCENTAGE
15
NO OF RESPONDENTS
10
0
MALE
FEMALE
INTERPRETATION:
From the above chart we came to know that majority of respondents are male
respondents respectively.

4.2 TABLE SHOWING MARITAL STATUS OF EMPLOYEES
MARITAL STATUS NO: OF PERCENTAGE

RESPONDENTS
Married 33 66%
Unmarried 17 34%
Total 50 100%
ANALYSIS:
Fromm the above table we can see that 66% are male employees and 34% are
women employees.

4.2CHART SHOWING MARITAL STATUS OF EMPLOYEES
NO OF RESPONDENTS
MARRIED
UNMARRIED
INTERPRETATION:
Fromm the above chart we came to know that majority of them are male
respondents respectively.

4.3 TABLE SHOWING QUALIFICATION OF EMPLOYEES
OPINIONS NO: OF PERCENTAGE

RESPONDENTS
SSLC 4 8%
PUC 15 30%
Graduation 15 30%
Post graduations 16 32%
TOTAL 50 100%
ANALYSIS:
From the above table we can see that 8% of the employees have done
SSLC,30% of them PUC, 30% of the employees graduation and 32% of the
employees post graduation.

4.3CHART SHOWING QUALIFICATION OF THE EMPLOYEES
POST GRADUATION
GRADUATION
NO OF RESPONDENTS
PERCENTAGE
PUC
SSLC
0 5 10 15 20
INTERPRETATION:
From the above chart we can see that majority of the emloyees are post
graduated and graduated.

4.4 TABLE SHOWING EXPERIENCE OF THE EMPLOYEES
OPINIONS NO : OF PERCENTAGE
RESPONDENTS
0-5 years 9 18%
6-10 years 8 16%
11-15 years 6 12%
15 and above 27 54%
Total 50 100%
ANALYSIS:
From the above table we can see that 18% of the employees are experienced
around 0-5 years, 16% of the employees around 6-10 years, 12% of the
employees around 11-15 years and 54 % of the employees around 15 and
above years.

4.4CHART SHOWING EXPERIENCE OF THE EMPLOYEES
30
25
20
15
PERCENTAGE
10 NO OF RESPONDENTS
0
0-5 YEARS
6-10 YERAS
11-15
YEARS 15 AND
ABOVE
INTERPRETATION:
From the above chart we can see that majority of the employees are having
experience of 15 and above years.

4.5 TABLE SHOWING NATURE OF EMPLOYMENT

RESPONDENTS
Permanent 50 100%
Trainee 0 0
Casual 0 0
Contract 0 0
Total 50 100%
ANALYSIS:
From the above table we can see that 100% of the employees are permanent.

4.5CHART SHOWING NATURE OF EMPLOYMENT
60
50
40
PERCENTAGE
30
NO OF RESPONDENTS
20
10
0
PERMANENT TRAINEE CASUAL CONTRACT
INTERPRETATION:
From the above chart we can see that all the employees are permanent
according to the survey.

4.6 TABLE SHOWING NATURE OF THE JOB
OPNIONS NO :OF PERCENTAGE

RESPONDENTS
Technical 28 56%
Non-technical 22 44%
Total 50 100%
ANALYSIS:
From the above table we can see that 56% of the employees are technical and
44% of the employees are non- technical.

4.6CHART SHOWING NATURE OF THE JOB
NO OF RESPONDENTS
TECHNICAL
NON TECHNICAL
INTERPRETATION:
From the above chart we can see that majority of the employees are technical
in their job.

4.7 TABLE SHOWING AWARENESS OF WELFARE OFFICER

RESPONDENTS
yes 50 100%
no 0 0
ANALYSIS:
From the above table we can see that 100% of the employees are aware of
welfare officer provided at BEL.

4.7CHART SHOWING AWARENESS OF WELFARE OFFICER
120
100
80
60
percenage
40
20
0
yes no
INTERPRETATION:-From the above chart we can see that all the employees
are aware of welfare officer .

4.8TABLE SHOWING LEVEL OF SATISFACTION OF EMPLOYEES.
FACILITIES SATISFIED PARTIALLY DISSATISFIED

SATISFIED
Drinking water 36 14 0
First aid 30 14 6
Ventilation and 46 3 1
lightening
Cleanliness 40 8 2
Hygiene 20 17 13
ANALYSIS:
From the above table we can see that:
Drinking water :- 36 respondents were satisfied and 14 partly satisfied.
First aid :- 30 respondednts were satisfied, 14 partly satisfied and 6

dissatisfied.
Ventilation and lightiening :- 46 respondents were satisfied, 3 partly satisfied

and 1 dissatisfied.
Cleanliness :- 40 respondents were satisfied, 8 were partly satisfied and 2 were

dissatisfied.
Hygiene:-20 respondents were satisfied, 17 were partly satisfied and 13 were

dissatisfied.

4.8CHART SHOWING LEVEL OF SATISFACTION OF EMPLOYEES
hygiene
cleanliness
satisfied
ventialation
partially satisfied
dissatisfied
first aid
drinking water
0 10 20 30 40 50 60
INTERPRETATION:
From the above chart we can see that:
Drinking water :- 36 respondents were satisfied .
First aid :- 30 respondents were satisfied.
Ventilation and lightiening :- 46 respondents were satisfied.
Cleanliness :- 40 respondents were satisfied.
Hygiene:-20 respondents were satisfied.

4.9 TABLE SHOWING CANTEEN FACILITY PROVIDED TO EMPLOYEES
RESPONDENTS
Hygiene 19 38%
Partly hygiene 21 42%
Unhygiene 4 8%
No opinion 6 12%
TOTAL 50 100%
ANALYSIS:
From the above table we can see that 38% of the employees opinion is
hygiene, 42% of them says partly hygiene ,8% says unhygiene and 12% of the
employees are of no opinion.

4.9CHART SHOWING CANTEEN FACILITY PROVIDED TO EMPLOYEES
PERCENTAGE
hygiene
partly hygiene
unhygiene
no opinion
INTERPRETATION:
From the above chart we can see that 42% of the employees agree canteen
facility is partly hygienic.

4.10 TABLE SHOWING REST ROOM ,WAITING ROOM AND CHANGING

ROOM FACILITY PROVIDED TO EMPLOYEES

RESPONDENTS
Highly satisfied 20 40%
Partially satisfied 26 52%
Satisfied 4 8%
Dissatisfied 0 0
TOTAL 50 100%
ANALYSIS:
From the above table we can see that 40% of the employees are highly
satisfied,52% of the employees are partly satisfied and 8% of the employees
are satisfied.

4.10 CHART SHOWING REST ROOM ,WAITING ROOM AND CHANGING

ROOM FACILITY PROVIDED TO EMPLOYEES
PERCENTAGE
Dissatisfied
Satisfied
PERCENTAGE
Partially satisfied
Highly satisfied
0 10 20 30 40 50 60
INTERPRETATION:
From the above chart we can see that 52% of the employees are partially
satisfied.

4.11 TABLE SHOWING UNIFORM FACILITY PROVIDED TO EMPLOYEES
RESPONDENTS
Strongly agree 23 46%
Agree 17 34%
No opinion 5 10%
Disagree 4 8%
Strongly disagree
1 2%
Total 50 100%
ANALYSIS:
From the above table we can see that 46% of the employees strongly agree,
35% of them agree,10% respond no opinion, 8% of them disagree and 2% of
the employees storongly disagree.

4.11CHART SHOWING UNIFORM FACILITY PROVIDED TO EMPLOYEES
50
45
40
35
30
25
PERCENTAGE
20
15
10
0
STRONGLY AGREE AGREEE NO OPINION DISAGREESTRONGLY DISAGREE
INTERPRETATION:
From the above chart we can see that 46% of the employees strongly agree
that uniform facility provided represents there is no discrimination among
employees.

4.12 TABLE SHOWING LEAVE BENNEFIT PROVIDED TO EMPLOYEES
RESPONDENTS
Highly satisfied 17 34%
Satisfied 13 26%
Dissatisfied 0 0
Total 50 100%
ANALYSIS:
From the above table we can see that 34% of the employees are highly
satisfied, 40% of them are partially satisfied and 26% employees are
satisfied.

4.12CHART SHOWING LEAVE BENEFIT PROVIDED TO EMPLOYEES
45
40
35
30
25
20 PERCENTAGE
15
10
0
highly satisfied partially satisfied dissatisfied
satisfied
INTERPRETATION:
From the above chart we can see that 40% of the employees are partially
satisfied with the leave benefit provided to them.

4.13TABLE SHOWING GIFTS/COUPANSPROVIDED TO EMPLOYEES
OPINION NO OF PERCENTAGE
RESPONDENTS
Yes 13 26 %
Sometimes 37 74%
Never 0 0
Not applicable 0 0
Total 50 100%
ANALYSIS:-From the above table we can see that 26% of the employees says
yes and 74% of the employees says its applicable sometimes.

4.13 CHART SHOWING GIFTS/COUPANS PROVIDED TO EMPLOYEES
80
70
60
50
40
percentage
30
20
10
0
yes sometimes never not applicable
INTERPRETATION:-From the above chart we can see that 76% of the

employees says gifts/coupans are provided sometimes.

4.14 TABLE SHOWING INCENTIVE STRUCTURE PROVIDED TO

EMPLOYEES
RESPONDENTS
Excellent 10 20%
Fair 23 46%
Good 14 28%
Need improvement 3 6%
Total 50 100%
ANALYSIS:-From the above table we can see that 20% of the employees
opinion is excellent, 46% of them say its fair, 28% of them say its good and
3% of the employees opinion is that there should be an improvement in the
incentive structure.

4.14CHART SHOWING INCENTIVE STRUCTURE PROVIDED TO

EMPOYEES
need improvement
good
percentage
fair
excellent
0 10 20 30 40 50
INTERPRETATION:- Fromm the above table we can see that 46% of the
employees opinion is that incentive structure provided to them is fair.

4.15TABLE SHOWING SOCIAL SECURITY PROVIDED TO EMPLOYEES
RESPONDENTS
Employee’s state 0 0
insurance act
Provident fund 0 0
Gratuity 0 0
Maternity benefit act 0 0
All of the above 50 100%
Total 50 100%
ANALYSIS:-From the above table we can see that 100% of the employees
opinion is that company is providing all of the above social security to the
employees.

4.15 CHART SHOWING SOCIAL SECURITY PROVIDED TO EMPLOYEES
percentage
employee state insurance act

provident fund
gratuity
maternity benefit
all of the above
INTERPRETATION:-From the above table we can see that 100% of the

employees are provided with the all the social security.

4.16 TABLE SHOWING COMPENSATION PROVIDED TO EMPLOYEES

DURING ACCIDENTS
RESPONDENTS
Fully compensate 13 26%
Partially compensate 6 12%
No compensation 0 0
No opinion 31 62%
Total 50 100%
ANALYSIS:-From the table we can see that 13% of the employees feels that
fully compensate, 12% of them partially compensate and 62% of them feels no
opinion.

4.16 CHART SHOWING COMPENSATION PROVIDED TO EMPLOYEES

DURING ACCIDENTS
no opinion
no compensation
percentage
partially compensate
fully compensate
0 10 20 30 40 50 60 70
INTERPRETATION:-From the above chart we can see that 62% of the feels
no opinion regarding the compensation during accidents because they have not
utilized that facility till date.

4.17 TABLE SHOWING MATERNITY BENEFIT PROVIDED TO EMPOYEES
RESPONDENTS
Extremely satisfied 19 38%
Satisfied 7 14%
Dissatisfied 0 0
No opinion 20 40%
Total 50 100%
ANALYSIS:-From the above table we can see that 38% of the employees are
extremely satisfied, 14% of the employees are satisfied , 8% of the employees
feel need improvement and 40% of the employees feel no opinion.

4.17 CHART SHOWING MATERNITY BENEFIT PROVIDED TO EMPOYEES
40
35
30
25
20 percentage
15
10
0
extremely satisfied need disstisfied
satisfied improvement
INTERPRETATION:-From the above chart we can see that 40% of the

employees feel no opinion regarding maternity benefit provided.

4.18 TABLE SHOWING CRECHE FACILITY PROVIDED TO EMPLOYEES
OPINIONS NO :OF PERCENTAGE

RESPONDENTS
Excellent 12 24%
Good 19 38%
Poor 0 0
Need improvement 0 0
No opinion 19 38%
TOTAL 50 100%
ANALYSIS:
From the above table we can see that 28% of the employees feel its
excellent,38% of them feel its good and 38% of the employees respond no
opinion.

4.18CHART SHOWING CRECHE FACILITY PROVIDED TO EMPLOYEES
40
35
30
25
20 PERCENTAGE
15
10
0
excellent good poor need imorovement n opinion
INTERPRETATION:
From the above chart we can see that 38% of the employess feel its good as
well respond no opinion regarding women incharge of handling children at the
company.

4.19 TABLE SHOWING REST TIME PROVIDED TO EMPLOYEES
RESPONDENTS
Yes 12 24%
No 0 0
Sometimes 9 18%
Often 29 58%
Never 0 0
Total 50 100%
ANALYSIS:- From the above table we can see that majority of the employees
respond yes, 18% of them sometimes and 58% of them respond often regarding
the rest time provided.

4.19 CHART SHOWING REST TIME PROVIDED TO EMPLOYEES
never
often
percentage
sometimes
no
yes
0 10 20 30 40 50 60 70
INTERPRETATION:-From the above table we can see that 58% of the

employees feel that often the company provides rest for the employess.

4.20 TABLE SHOWING WORKING ATMOSPHERE PROVIDED TO

EMPLOYEES
RESPONDENTS
Excellent 9 18%
Good 13 26%
Satisfactory 25 50%
Not satisfactory 3 6%
Total 50 100%
ANALYSIS:-From the above table we can see that 18% of the emloyees feel
its excellent, 26% of the employees feel its good, 50% of the employees feel
its satisfactory and 6% of the employees feel its not satisfactory.

4.20 CHART SHOWING WORKING ATMOSPHERE PROVIDED TO

EMPLOYEES
not satisfactory
satisfactory
PERCENTAGE
good
excellent
0 10 20 30 40 50 60
INTERPRETATION:-From the above chart we can that 56% of the employees

feel that the working condition is satisfactory

4.21 TABLE SHOWING LOAN FACILITY PROVIDED TO EMPLOYEES
RESPONDENTS
Yes 9 18%
No 2 4%
Sometimes 10 20%
Often 0 0
No opinion 29 58%
Total 50 100%
ANALYSIS:- From the above table we can see that 18% of the employees
respond yes, 4% of them respond no , 20% of them respond sometimes and
58% respond no opinion.

4.21 CHART SHOWING LOAN FACILITY PROVIDED TO EMPLOYEES
70
60
50
40
percentage
30
20
10
0
yes no sometimes often no opinion

respond no opinion regarding loan facility.

4.22 TABLE SHOWING JOB SECURITY PROVIDED TO EMPLOYEES
RESPONDENTS
Satisfied 38 76%
Dissatisfied 0 0
Total 50 100%
ANALYSIS:-From the above table we can see that 76% of the employee
respond satisfied, 18% of the employees partially satisfied and 6% of the
employees respond need improvement.

4.22 CHART SHOWING JOB SECURITY PROVIDED TO EMPLOYEES
80
70
60
50
40 percentage
30
20
10
0
satisfied partially dissatisfied need
satisfied improvement

respond satisfied regarding job security.

FINDINGS:-
1. I have found that employee welfare activities are motivational factor for
the organisation.
2. In this organisation through my study I have found that majority of the
employees in the organisation are satisfied with the employee welfare
activities provided by the organisation.
3. I have found that the organisation is focusing on the employee welfare
activities.
4. In this organisation I have found that majority of the people are
experienced 15 years and above and also I have found that there are
more of senior citizen working in the organisation
5. All the employees are provided permanent job according to the survey.
6. In this organisation majority of the employees are post graduated as well
as graduated.
7. I have found that all the employees are getting the different social
security measures in the organisation
8. Most of the employees are satisfied with the security provided by the
organisation
9. I have found that majority of the employees are satisfied with al kind of
medical benefit provided by the organisation.
10.Majority of the employees have responded that canteen facility is hygiene
and well furnished and they don’t have any issues regarding it.
11.The very good thing about the organisation is that majority of the
employees are satisfied with the uniform facility provided in the
organisation and they feel that there is no discrimination among superior
and subordinate.
12.Majority of the employees responded that they are very much satisfied
and comfortable about the ventilation, drinking water facilities etc., in the
orgnisation.
13.Cleanliness is maintained in the organisation.
14.Majority people are satisfied with the leave benefit and incentive structure
provided by the company.
15.Majority of the employees responded no opinion regarding creche facility

and maternity benefit, as majority of the responded employees were male
but though there was a positive response from the female employees.

SUGGESTIONS:-
1. The organisation needs to take more feedback from the employees.
2. The organisation needs to improve in providing gifts/coupons ,which will

be motivating factor to the employees and also boosts their morale as well.
3. The organisation should come up with other types of welfare facilities for
the employees which will increase the performance of the organisation.
4. The organisation need to improve loan facility provided to employees to

fullfill the aspirations because many of the employees respond no opinion.
5. The organisation should set up recreation club so as to increase the

interaction between employees from various department.
6. Indoor games, cultural programs should be organised to reduce the stress

of employees.
7. Employees should be taken out for trips atleast once or twice in a year as
a refreshment for them.
8. The employees should be given rewards for the extra work done by them
apart from bonus.

CONCLUSION:-
Employee welfare activities are very important criterion in any organisation. It is

a very important determinant of the rate turnover for any organisation.
Employee welfare by itself is largely affected by the attitude of employees

towards monetary and non-monetary reawrds.
Rewarding means organising for the performance individually and as member of

group aknowledging their contribution to the organisation mission.
Thus if the organisation choose to increase the employee welfare automatically

employees morale will be increased and the employees will become loyal
towards the organisation and hence the efficiency will be increased.

ANNEXURE
Questionniare
Sir/Madam
I am Bindhu.s, a student of final semester BBM in Indo Asian Women’s

Degree College, Banglore University. I am doing my project work on “ A STUDY
ON EMPLOYEE WELFARE AND SOCIAL SECURITY WITH SPECIAL
REFERENCE TO BEL” in partail fulfillment of my course, so I request you
to furnish the details in the questionnaire /interview shedule which is used
purely for my academic purpose and the details furnished by you will be
confedential.
PART –A
1.NAME:
2.AGE:
3.MARITAL STATUS : Married[ ] Unmarried[ ]
4.QUALIFICATION:
a)SSLC b)PUC c)Graduation d)Post graduation
5.EXPERIENCE:
a)0-5 years b)6-10 years c)11-15years d)15 and above
6.NATURE OF EMPLOYMENT:
a)Permanent b)Trainee c)Casual d)Contract

7.NATURE OF JOB:
a)Technical b)Non- technical
8.DEPARTMENT:
PART-B
9) Are you aware of welfare facilities provided by the company?
a)Yes b)No
10)State the level of satisfaction for the following facilities provided at

BEL?
I. Satisfied
II. Partiallly satisfied
III. Not satisfied
a)Drinking water [ ] [ ] [ ]
b)First aid [ ] [ ] [ ]
c)Ventliation and light [ ] [ ] [ ]
d)cleanliness [ ] [ ] [ ]
e)Hygiene [ ] [ ] [ ]
11)What is your opinion about canteen facilitiy provided at BEL?
a)Hygienic b)Partially hygiene c)Unhygienic d)No opinion

12)Are you satisfied with the adequate rest room, waiting room and
changing room in the company?
a)Highly satisfied b)Partially satisfied c)Satisfied d)Dissatisfied
13)Uniform facility provided at BEL represents that there is no

discrimination among employees.
a)Strongly agree b)Agree c)No opinion
d)Disagree e)Strongly disagree
14)What is your opinion regarding leave provided?
a)Highly satisfied b)Satisfied c)Partially satisfied d)Not satisfied
15)Does the company provide gifts/coupan benefit to the employees?
a)Yes b)Sometimes c)Never d)Not applicable
16) What is your opinion about the incentive stucture provided at BEL?
a)Excellent b)Fair c) Good d)need improvement e)No opinion
17)What are the different social security measures that are provided at
BEL?
a)Employee’s State Insurance Act b)Providednt Fund Act
c)Gratuity Act d)Maternity Benefit Act e)All of the above

18)Is company compensating full amount in case of accident?
a)Fully compensating b)Partially compensating
c)No compensation d)No opinion
19)What is your opinion about maternity benefit provided by BEL?
a)Extremely satisfied b)Satisfied c)Need improvement
d)Dissatisfied e)No opinion
20)What do you feel about creche facilitiy provided by BEL?
a)Excellent b) Good c)Poor d)Need improvement e)No opinion
21)Are you provided with sufficient time of rest?
a)Yes b)No c)Sometimes d)Often e)Never
22)How is the working atmoshere in the company?
a)Excellent b)Good c)Satisfactory d)Not satisfactory
23)Does the company provide loan facilitiy for the employees?
a)Yes b)No c)Sometimes d)Never e)No opinion
24)Are you satisfied with the job security given by the company.
a)Satisfied b) Partially satisfied c)Dissatisfied d)Need improvement

25)Any suggestions?

BIBLIOGRAPHY
SL.NO BOOK AUTHOR

1.
HUMAN RESOURCE SUBHA RAO, SHASH.K,
MANGEMENT GUPTA AND ROSY
JOSY
WEBSITES:
WWW.GOOGLE.COM
WWW.BEL.COM
WIKIPEDIA
gttwrytrHGSHDEDTRDRETRRRR
mekfueudkh
HGDHEFUG

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EMPLOYEE WELFARE & SOCIAL SECURITY

Human resource is like any other natural resorces. It means that

INDO ASIAN WOMEN’S DEGREE COLLEGE Page 1

resources. It is an approach in which man power resources are developed not

According to Leon C.Megginson, the term human resources can be thought of as

According to Flippo “Human Resources Management is the the planning,

FEATURES OF HUMAN RESOURCES MANAGEMENT

 It is concerned with development of human resources, i.e. knowledge,

 Human resource management is a continuous and never ending process.

 It aims at attaining the goals of organisation, individual and society in an

 It is concerned with motivation of human resources in the organisation.

 Explain what human resource management is and how it relates to the

 Provide an overview of functions of HRM

 Describe how the major roles of HR management are being transformed.

 Human capital : assisting the organisation in obtaining the righ number

 Developing organisational climate: helping to create a climate in which

 Helping to maintain performance standards and increase productivity

INDO ASIAN WOMEN’S DEGREE COLLEGE Page 3

development; providing performance-related fedback; and ensuring effective

 Helping to establish and maaintain a harmonious employer/employee

 Helping to create and maintain a safe and healthy work environment.

 To establish and maintain sound organisational structure and desireable

 To secure the integration of individual and groups within the organisation

 To create facilities and oppurtunities for individual or group development

 To attain an effective utilisation of human resource in the achievement of

 To identify and satisfy individual and group needs by providing adequate

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ORGANISING HUMAN RESOURCE

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Managerial functions of personnel management involve planning, organising,

 PLANNING: It is a pre-determined course of action. Planning pertains to

 ORGANISING: In the word J.S.Massie, an organisation is a “structure

 DIRECTING:The next logical functions after comleting planning and

 CONTROLLING:Controlling also involves checking, verifying and

The operative functions of human resources management are related to specific

 EMPLOYMENT:It is concerned with securing and employing the people

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analysis, human resources planning, recruiting, selection, placement, induction

 HUMAN RESOURCE DEVELOPMENT:It ia a process of improving,

 COMPENSATION:It is a process of provinding adequate, equitable and

 HUMAN RELATION: Practising various human resources policies and

 INDUSTRIAL RELATIONS:Industrial relations refer to the study of

 RECENT TRENDS IN HRM:Quality of worklife, total quality in human

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SCOPE OF HUMAN RESOURCE MANAGEMENT

Setting general and specific management policy for organisation relationship

Aiding in the self development and growth as well as for acquiring

ASPECTS OF HUMAN RESOURCE MANAGEMENT

 The personal aspect:

Personal aspects is concerned withh the manpower planning, recruitment,

 The welfare aspect:

It is concerned with working condition and amenities such as canteen,

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 The industrial aspect:

It is concerned with the company’s relations with the employees. It

LIMITATIONS OF HUMAN RESOURCE MANAGEMENT

 Lack of top management support:

 Inadequate development programmes:

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JOBS AND CARRIERS IN HRM:

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