‘EMPLOYEE WELFARE MEASURE AND EFFECTIVENESS’

IN

HONDA

A Report Submitted in Partial Fulfillment of the Requirement

For the Degree of

BACHELORS OF BUSINESS ADMINISTRATION (BBA)

By

TANMAY RAI

ROLL NO.: 155901005043

Under the Supervision of

Mrs. Simita Ritika Kenneth

SR Group of Institutions, Jhansi

to the

ggdd

FACULTY OF MANAGEMENT

BUNDELKHAND UNIVERSITY, JHANSI

August, 2016

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 DECLARATION

I Tanmay Rai student of BBA, SR College of Professional Studies, Jhansi hereby declare that the

Summer Training Project Report entitled “Employee Welfare Measure and Effectiveness” done

by me in partial fulfillment for the award of the Degree of Bachelor of Business Administration

offered by Bundelkhand University, Jhansi (U.P.).

Tanmay Rai

BBA 3rd Year/V Sem.

Roll no.: 155901005043

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3
S.NO. PARTICULARS PAGE NO.

TABLE OF CONTENTS
4
1 PREFACE 3

2 ACKNOWLEDGEMENT 4

3 OBJECTIVE OF THE STUDY 5-6

4 COMPANY PROFILE 7-18

5 EMPLOYEE WELFARE & PRODUCTION 19

6 EMPLOYEE WELFARE IN OGRANIZATION GROWTH 20

7 EMPLOYEES WELFARE MEASURE & EFFECTIVENESS 21-23

8 FACTORY ACT-1948 24-30

9 HONDA WELFARE SCHEMES 31-44

10 QUESTIONNAIRE 45-47

11 ANALYSIS OF THE SURVEY 48-66

12 CONCOLUSION 67

13 RECOMMENDATION 68

14 BIBLIOGRAPHY 69

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 PREFACE

All that I learnt in the classroom, turned into practicality during this period of 45 days of

training. In view of the fact that practical orientation is necessary for every field of study,

especially, for a BBA student to perform as a potential manager, my this project also helped in

aligning my theoretical knowledge into practical learning and hence implementation.

Ever since I joined my training effective from 1st June 2016 in Human Resource Dept., lthe

entire team of HR has extended me all best possible help throughout my training time in order to

complete my project successfully.

Initially, I was inducted through the Vision & Mission, Company’s Polices, Ethics & Values of

the organization. Also, I was briefed on several programs and initiatives, prevailing in the

organization in order to maintain harmonious relation amongst employees.

Prior to commencing my work on my project on- “Employees Welfare Measures and

Effectiveness in HONDA” I also studied the entire process of Employees Welfare measures
practiced in HONDA, the initiatives taken & the existing tools to measure the engagement level
of the employees. I find the overall function and various initiatives quite interesting and in turn
helpful in enhancing the engagement level of the employees and hence the overall Engagement
scores of the Organization.

All this was part of my project on “A STUDY ON - Employees Welfare Measures and

Effectiveness in HONDA”

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 ACKNOWLEDGEMENT

Training experience at HONDA was very nurturing and knowledgeable for me as a trainee.

During the training, the approach was very practical and interactive which was a very rich

experience for me. For this, I sincerely thank member of the Organization for extending his or

her support throughout my training period.

I am thankful to Mr.Mahendra Parmarthi, HR coordinator of HONDA for introducing me to

all the departments of the company and making me aware of the structural hierarchy. His keen

interest, valuable guidance, unflinching judgment and constant encouragement during the entire

training made this experience extremely knowledgeable for me.

Words in my lexicon fall short to express my gratitude towards Mr. S.K Modi, Managing

Director of HONDA, for allowing me to complete my training at the organization.

With intense humility, I would like to thank all the employees who directly or indirectly helped

me to complete my project. Last but not the least, I owe my sincere regards to the ‘Almighty’ for

making me able to believe in myself and letting me utilize my potentials to the fullest during the

entire course of my training.

TANMAY RAI

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 OBJECTIVES OF THE STUDY

There were multiple objectives for opting Employees Welfare Measures and Effectiveness in

HONDA as the topic of my project study. The concern for improving the current set of

employees, an inclination humanitarianism or what is now term as internal social responsibility,

a feeling of concern and caring for some of life’s basic amenities beside the basic pay packet.

Employees Welfare Measures and Effectiveness in HONDA has clear overlaps with the more

exhaustive researched concepts of commitment and organization citizenship behavior, but there

are also differences In particular, engagement is a two-way street: organization must implement

effective Employees Welfare Measures to engage the employees, who in turn have high level of

effectiveness and efficiency in work output to offer to the employer. Higher the employee is

engaged more the commitment towards work and organization goals.

Employees Welfare Measures and Effectiveness in HONDA have the following objective:-

1. A clear view of the behaviors demonstrated by the- Employees Welfare Measures and

Effectiveness .

 Belief in the organization

 Desire to work to make things better

 Understanding of business context and the ‘bigger picture’

 Respectful of, and helpful to, the colleagues

 Keeping up to date with the development in the field

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 .

2. To assess whether employees are:

 Involved in decision making,

 Comfortable to voice their ideas, and managers listen to these views,

 Clear of the roles and responsibility that has to be performed,

 Able to cascade Vision, Mission, Values of the company.

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 COMPANY PROFILE

HONDA

HONDA is a young company with a set goal of setting exemplary standards of customer service.

It is well bound by the strengths of its simplicity and customer centricity, in which HONDA truly

believes.

Only in a short period of 3 years of operations the company has experienced rapid growth that

has created a network unmatched by any of its competitors in the region.

The customer's smile value and satisfaction precedes top lines and bottom lines for HONDA The

fact is very evident as most new customers and repeat buyers for Honda products show a

preference towards HONDA

HONDA leads due to its innate ability to adapt to varied customer requirements and high quality

showroom, service centre and courteous & knowledgeable staff blends a world class purchase

and service experience.

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COMPANY VISION MISSION AND VALUES

Vision

 “Touching every life across the globe through high technology production and services”

Mission

 We will drive growth through our excellence in mass manufacturing.

 We will leverage our relationships, distribution, cost leadership and “can do” attitude to

become a global market leader in every business.

 We will move up the value chain through rapid development of technology, products and

services.

Values

Teamwork:

Thinking and working together across functional silos, hierarchies, businesses and geographies.

Cooperating and supporting each other towards common goals

Integrity:-

Consistently behaving and taking decisions in an ethical, trustworthy and fair manner in all

spheres of life

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Passion

Missionary zeal coming out of one's heart to drive to the goal which gives one a feeling of "do it

with pride" and "love to be there". A feeling that encourages one to dream & realize the dream.

Self commitment to give more than 100% & create value.

Speed

Meeting and exceeding customer's expressed or implied expectations by a "do it" attitude and by

doing right, first time, on time and every time.

Location of HONDA

Showroom

Add: 157/1, kachehri road, Jail Chauraha, Jhansi (UP)

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COMPANY POLICIES

When you’re running a small business, there’s not a lot time for personnel management. After

all, you have clients to meet and projects to complete. So you let employees work independently,

unless or until it’s evident there are problems. Then you step in.

In order to give staff members the feelings of autonomy and ownership, they need to know the

rules. These go beyond what time to show up, vacation time and health benefits. You need a

written company policy that covers computer and internet use. A companies policies and

procedures are manual guides both managers and employees as to what is expected and can

prevent misunderstanding about employer policy. In addition, supervisors and managers are

more likely to consistently apply policies if they are clearly communicated in writing. And is

probably your fist line of establishing an affirmative defense strategy. It is true that written

policies, like any record, can be used against an organization in a lawsuit.

CSR Policy

In HONDA , we believe that Corporate Social Responsibility (CSR) is the way to conduct

business that achieves a balance or integration of economic, environmental and social

imperatives while at the same time addressing stakeholder expectations. Under its CSR policy,

the company affirms its commitment of seamless integration of marketplace, workplace, and

environment and community concerns with business operations. HONDA ,uses CSR as an

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integral business process in order to support sustainable development and constantly endeavors

to be a good corporate citizen and enhance its performance on the triple bottom line.

CSR Mission

Whilst being committed to excellence and total customer satisfaction through team work,
ceaseless innovation and timely delivery of quality products of international standards, we
recognize our responsibilities towards social and environmental dimensions of our business and
thus aim to visibly play a leading role within our spheres of influence.

We will strive to be a leader while continuing our business in a socially and environmentally
responsible manner. We affirm our commitment to contribute to nation building measures
through improving quality of life of our work force, their families and the communities of the
area we exist and beyond.

The Structure:

 HONDA Trust, the Community Development vehicle is headed by CSR Head of

HONDA

 Senior leaders from the company are the Trustees. Functional scorecard and KRAs are

aligned with company's strategic objectives.

 Regular board level reporting to CSR Committee after stakeholder dialogue, action plans,

targets Programs are evolved.

 An independent budget is allotted.

 Community programmes are designed to meet Millennium Development Goals (MDGs)

in HONDA’s sphere of operations

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EHS Policy

We are fully committed to develop and operate a safe, health and clean environment to protect

vital human resources, plant machinery and the environment from the hazards and risks trough:

Complying with applicable environment, health & safety legislation and all requirement of

interested parties.

Continually improving the processes and work practices for pollution prevention and risk

minimization through objective driven targets.

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EMPLOYEE WELFARE & PRODUCTIVITY

Employee Welfare means “the efforts to make life worth living for workmen.” According to Todd

“employee welfare means anything done for the comfort and improvement, intellectual or social, of the

employees over and above the wages paid which is not a necessity of the industry Features of Employee

Welfare. Employee welfare is a comprehensive term including various services, facilities and amenities

provided to employees for their betterment. The basic purpose in to improve the lot of the working class.

Employee welfare is a dynamic concept. Employee welfare measures are also known as fringe benefits

and services. Welfare measures may be both voluntary and statutory.

The term 'Productivity' means goods and services produced in a specified period of time in relation to the

resources utilized. It is defined as the ratio of output to input. Higher productivity means efficient use of

input and vice-versa. Therefore, the term 'Manpower Productivity' means the 'Productivity of Labor'. It

refers output to the corresponding input of labor. There is a difficulty in arriving at the homogeneity

concerning labor due to difference in scale, energy, training, environment, incentive, rates of pay etc. The

ratio of output to labor is universally acknowledged to have some uniformity

At HONDA we encourage an entrepreneurial environment that recognizes individual and their work

teams. We have developed workshop and plant production performance incentive scheme. This scheme is

available up to a certain level of employees. The payment under these schemes is determined by

achieving pre-determined plant production performance target. For certain categories variable pay plan

has also been introduced. The payment for these is dependent target/goals, their manager’s appraisal and

the company performance.

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Impact of Welfare on Productivity The welfare measures aim at integrating the socio-psychological needs

of employees, the unique requirements of a particular technology, the structure and processes of the

organization and the existing socio-cultural environment. It creates a culture of work commitment in

organizations and society which ensure higher productivity and greater job satisfaction to the employees.

Due to the welfare measures, the employees feel that the management is interested in taking care of the

employees that result in the sincerity, commitment and loyalty of the employees towards the organization.

The employees work with full enthusiasm and energetic behavior which results in the increase in

production and ultimately the increased profit

EMPLOYEE WELFARE IN OGRANIZATION GROWTH

Objectives of Employee Welfare Employee welfare is in the interest of the employee, the employer and

the society as a whole. The objectives of employee welfare are: - It helps to improve.

 It improves the loyalty and morale of the employees.

 It reduces labor turnover and absenteeism.

 Welfare measures help to improve the goodwill and public image of the enterprise.

 It helps to improve industrial relations and industrial peace.

 It helps to improve employee productivity

The welfare measures involve three major aspects which are – occupational health care, suitable work

timings and appropriate salary. It refers to the physical, mental, moral, and emotional well-being of an

individual. The safe work environment provides the basis for the person to enjoy working. The work

should not pose a health hazard for the person. The welfare measures aim at integrating the socio-

psychological needs of employees, the unique requirements of a particular technology, the structure and

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processes of the organization and the existing socio-cultural environment. It creates a culture of work

commitment in organizations and society which ensure higher productivity and greater job satisfaction to

the employees. The welfare measures are defined in the same way as defined by the I.L.O. at its Asian

Regional Conference "A term which is understood to include such services, facilities and amenities as

may be established in or in the vicinity of undertakings to enable the persons employed in them to

perform their work in healthy, congenial surroundings and to provide them with amenities conducive to

good health and high morale."

Employee Welfare means “the efforts to make life worth living for workmen.”Employee welfare means

anything done for the comfort and improvement, intellectual or social, of the employees over and above

the wages paid which is not a necessity of the industry Features. Employee Welfare is a comprehensive

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 is a dynamic concept.

Employee welfare measures are also known as fringe benefits and services. Welfare measures may be

both voluntary and statutory.

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Employees Welfare Measures & Effectiveness
Introduction :

Employee welfare defines as "efforts to make life worth living for workmen". These efforts have

their origin either in some statute formed by the state or in some local custom or in collective

agreement or in the employer's own initiative.

 To give expression to philanthropic and paternalistic feelings.

 To win over employee's loyalty and increase their morale.

 To combat trade unionism and socialist ideas.

 To build up stable labour force, to reduce labour turnover and absenteeism.

 To develop efficiency and productivity among workers.

 To save oneself from heavy taxes on surplus profits.

 To earn goodwill and enhance public image.

 To reduce the threat of further government intervention.

 To make recruitment more effective (because these benefits add to job appeal

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Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up employee welfare

services:

 The service should satisfy real needs of the workers. This means that the manager must

first determine what the employee's real needs are with the active participation of

workers.

 The employer should not assume a benevolent posture.

 The cost of the service should be calculate and its financing established on a sound basis.

 There should be periodical assessment or evaluation of the service and necessary timely

on the basis of feedback.

Types of Employee Welfare Services

Safety Services

Prevention of accidents is an objective which requires o explanation.

The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings,

in disabilities and incapacities which afflict those involved and in compensation, insurance and

legal costs, in lost time, filling in reports and attending to enquiries, and in spoilage of materials,

equipment and tools to management.

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Accidents are the consequence of two basic factors: technical and human. Technical factors

include all engineering deficiencies, related to plant, tools material and general work

environment. Thus, for example, improper lighting, inadequate ventilation, poor machine

guarding and careless housekeeping are some hazards which may cause accidents. Human

factors include all unsafe acts on the part of employees. An unsafe act is usually the result of

carelessness. Young and new employees, because of their difficulty in adjusting to the work

situation and to life in general, also have many more accidents than do old and nature workers.

The Phenomenon of Accident Proneness. Some persons believe wrongly in the theory that

certain individuals are accident prone, that is, they have some personality trait as opposed to

some characteristic of the environment which predisposes them to have more accidents than

others in work condition where the risk of hazards is equal to all.

Components of a Safety Service

 Appointment of safety officer

 Support by line management

 Elimination of hazards:

 Job safety analysis

 Personal protective equipment

 Safeguarding machinery

 Materials handling

 Hand tools

 Safety training, education and publicity

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  Safety inspection

Health Services

The prevention of accident constitutes only on segment of the function of employee

maintenance. Another equally important segment is the employee's general health, both physical

and mental

1. Curative, the former consists of

2. pre-employment and periodic medical examination,

3. removal or reduction of health hazards to the maximum extent possible,

4. Surveillance over certain classes of workers such as women, young persons and persons

exposed to special risks.

Counseling Services

An employee very often comes across problems which have emotional content. For example, he

may be nearing retirement and feeling insecure or he may be getting promotion and feeling

hesitant to shoulder increased responsibility or he may be worried due to some family problem.

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Employee Welfare in India

The Directive Principles of State Policy in our Constitution expresses the need for labour welfare

thus:

1. The State shall strive to promote the welfare of the people by securing and protecting as

effectively as it may a social order in which justice, social, economic and political, shall

inform all the institutions of the national life.

2. The State shall, in particular, direct its policy towards securing:

3. That the citizens, men and women equally, have the right to an adequate means of

livelihood;

4. That the ownership and control of the material resources are so distributed as to subserve

the common good.

Factories Act, 1948

The principal Act to provide for various labour welfare measures in India is the Factories Act,

1948. The Act applies to all establishments employing 10 or more workers where power is used

and 20 or more workers where power is not used, and where a manufacturing process is being

carried on.

Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or more workers are

ordinarily employed the employer shall appoint at least one welfare officer.

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The welfare officer should possess; (i) a university degree; (ii) degree or diploma in social

service or social work or social welfare from a recognized institution; and (iii) adequate

knowledge of the language spoken by the majority of the workers in the area where the factory is

situated.

 Supervision

 Counseling workers

 Advising management

 Establishing liaison with workers

 Working with management and workers to improve productivity.

 Working with outside public to secure proper enforcement of various acts.

Health of Employees

 Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors

and work rooms and by using disinfectant where necessary.

 Disposal of wastes and effluents. Effective arrangements shall be made for the disposal

of wastes and for making them innocuous.

 Ventilation and temperature. Effective arrangements shall be made for ventilation and

temperature so as to provide comfort to the workers and prevent injury to their health.

 Dust and fume. Effective measures shall be taken to prevent the inhalation and

accumulation of dust and fumes or other impurities at the work place.

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  Artificial humidification. The State Government shall make rules prescribing standard of

humidification and methods to be adopted for this purpose.

 Overcrowding. There shall be in every work room of a factory in existence on the date of

commencement of this act at least 9.9cubic meters and of a factory built after the

commencement of this act at least 4.2 cubic meters of space for every employee.

 Lighting. The State Government may prescribe standards of sufficient and suitable

lighting.

 Drinking Water. There shall be effective arrangement for wholesome drinking water for

workers at convenient points.

 Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, well-

ventilated, conveniently situated and built according to prescribed standards separately

for male and female workers.

 Spittoons. There shall be sufficient number of spittoons placed at convenient places in

the factory.

Safety of Employees

 Fencing of machinery. All dangerous and moving parts of machinery shall be securely

fenced. Screws, bolts and teeth shall be completely encased to prevent danger.

 Work on or near machinery in motion. Lubrication or other adjusting operation on

moving machinery shall be done only by a specially trained adult male worker.

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  Employment of young persons on dangerous machines. No young person shall be

allowed to work on any dangerous machine (so prescribed by the state government)

unless he is sufficiently trained or is working under the supervision of knowledgeable

person.

 Device for cutting off power. Suitable device for cutting of power in emergencies shall

be provided.

 Hoists and lifts. These shall be made of good material and strength, thoroughly examined

at least once in every six months and suitably protected to prevent any person or thing

from being trapped

Welfare of Employees

Chapter V of the factories Act contains provisions about the welfare of employees.

These are as follows:

 There shall be separate and adequately screened washing facilities for the use of male and

female employees.

 There shall be suitable places provided for clothing not worn during working hours and

for the dying of wet clothing.

 There shall be suitable arrangement for all workers to sit for taking rest if they are

obliged to work in a standing position.

 There shall be provided the required number of first-aid boxes or cupboard (at the rate of

one for every 150 workers) equipped with the prescribed contents readily available

during the working hours of the factory.

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  The State Government may make rules requiring that in any specified factory employing

more than 250 employees a canteen shall be provided and maintained by the occupier for

the use of the employee.

 There shall be provided sufficiently lighted and ventilated lunch room if the number of

employees ordinarily employed is more than 150.

Restrictions in the Factories Act on the employment of young persons:

1. Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed to work in any

factory.

2. Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be required or allowed

to work in any factory unless following conditions are fulfilled:

1. The manager of the factory has obtained a certificate of fitness granted to such young

2. While at work, such child or adolescent carries a token giving reference to such

certificate.

3. Certificate of fitness (Section 69)

Before a young person is employed in the factory, a certifying surgeon has to certify that such

person is fit for that work in the factory.

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Welfare Funds

In order to provide welfare facilities to the workers employed in mica, iron, ore, manganese ore

and chrome ore, limestone and dolomite mines and in the beady industry, the welfare funds have

been established to supplement the efforts of the employers and the State Government under

respective enactments.

The welfare measures financed out of the funds relate to development of medical facilities,

housing, supply of drinking water, support for education of dependents and recreation, etc.

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive employers. These include

loans for purchasing houses and for educating children, leave travel concession, fair price shops

for essential commodities and loans to buy personal conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories It is the duty of the Chief inspector of factories (who generally

works under the administrative control of the labour commissioner in each state) to ensure

enforcement of various provisions of Factories Act i8n respect of safety, heath and welfare of

workers.

2. Central Labour InstituteThe institute was set up in Bombay in 1966 to facilitate the proper

implementation of the Factories Act, 1948; to provide a centre of information for inspectors,

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employers, workers and others concerned with the well being of industrial labour and to

stimulate interest in the application of the principles of industrial safety, health and welfare.

3. National Safety Council The National Safety Council was wet up on 4th March, 1966 in

Bombay at the initiative of the Union Ministry of Labour and Rehabilitation, Government of

India, as an autonomous national body with the objective of generating developing and

sustaining a movement of safety awareness at the national level.

4. Director General of Mines Safety The Director General of Mines Safety enforces the Mines

Act, 1952. He inspects electrical installation and machinery provided in the mines and

determines the thickness of barriers of 2 adjacent mines in order to prevent spread of fire and

danger of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare provisions of the

Factories Act has been the quantitative and qualitative inadequacy of the inspection staff.

2. At present, a labour welfare officer is not able to enforce laws independently because he

has to work under the pressure of management.

3. Women workers do not make use of the crèche facilities either because they are

dissuaded by the management to bring their children with them or because they have to

face transport difficulties.

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National Commission on Employee Recommendations

1. The statutory provisions on safety are adequate for the time being effective enforcement

is the current need.

2. Every fatal accident should thoroughly be enquired into and given wide publicity among

workers.

3. Employers should play a more concerted role in safety and accident prevention programs

and in arousing safety consciousness.

4. Safety should become a habit with the employers and workers instead of remaining a

mere ritual as at present.

5. Unions should take at least as much interest in safety promotion as they take in claims for

higher wages.

SOCIAL SECURITY

The connotation of the term "Social Security" varies form country to country with different

political ideologies. In socialist countries, the avowed goal is complete protection to every

citizen form the cradle to the grave

There are some components of Social Security:

 SMedical care

 Sickness benefit

 Unemployment benefit

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  Old-age benefit

 Employment injury benefit

 Family benefit

 Maternity benefit

 Invalidity benefit and

 Survivor's benefit

Social Securities may be of two types

1. Social assistance under which the State finances the entire cost of the facilities and

benefits provided.

2. Social insurance, under the State organizes the facilities financed by contributions form

the workers and employers, with or without a subsidy from the state.

SOCIAL SECURITY IN INDIA

At present both types of social security schemes are in vogue in our country. Among the social

assistance schemes are the most important.

The social insurance method, which has gained much wider acceptance than the social

assistance method, consists of the following enactments.

 The workmen's Compensation Act, 1961.

 The Employee's State Insurance Act, 1948.

 The employees' State Insurance Act, 1948.

 The Maternity Benefit Act, 1961.

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  Employees' compensation Act, 1923

a. Coverage. This Act covers all workers employed in factories, mines, plantations, transport

undertakings, construction works, railways, ships, circus and other hazardous occupations

specified in schedule II of the Act.

The Act empowers the State Government to extend the coverage of the Act by adding any

hazardous occupation to the list of such occupations is schedule II.

1. Administration. The Act is administered by the State Government which appoints

Commissioners for this purpose under sec. 20 of the Act.

2. Benefits. Under the Act, compensation is payable by the employer to a workman for all

personal injuries caused to him by accident arising out of and in the course of his

employment which disable him for more than 3 days.

2. Employees' State Insurance Act, 1948

1. Other than seasonal factories, run with power and employing 20 or more workers.

2. Administration. The Act is administered by the ESI Corporation, an autonomous body

consisting of representatives of the Central and State Governments, employers,

employees, medical profession and parliament.

3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark

in the history of social security legislation in India.

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ACTIVITIES HELD AT HONDA TO INCREASE EMPLOYEES

WELFARE LEVEL

Some of the activities held at HONDA are as under:

A. Concerns Redressal (Listening & Speaking ) Communication Forums

B. Employee Caring

C. Family Orientation

D. Climate Building

E. Business Information Sharing

A. CONCERNS REDRESSAL

HONDA believes in the culture of Participative Management, which cover all employees of

HONDA Group. The company has opted for ‘Open Door Policy’ in the organization. Each of the

employees is allowed to approach any level of the Management for his/her individual or group

issues / grievances. In addition, to facilitate the interaction between Employees and

Management, many forums of interactions are organized on regular basis wherein employees can

share their views and put forward their issues before Management. All employees are involved in

decision-making process through various committees /forums and Cross Functional Teams.

In other words, the company has up adequate forums for Redressal of grievances of workers. All

associates are allowed to take part and attend these forums & seek Redressal of their grievances,

if any. Some of these formal forums are as follows:

1. Open House by Senior Leadership Team

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 2. Communication Meetings

3. Cafeteria Committee Meeting

4. Transport Committee Meeting

5. Safety Committee Meeting

6. Grievance Handling Procedure

7. Kiosks at shop floor

8. 8.Query window in time office

9. 9. Anti-harassment policy

1. OPEN HOUSE BY SENIOR LEADERSHIP TEAM

Senior leadership team organizes the open house on quarterly basis. It is a two way

communication process where associates raise their concerns before senior leadership and seek

the appropriate resolution for the problems, which are affecting large population of employees.

Objectives:

 To share the key challenges of the business.

 To share the future plan of the group.

 To reward the employees for outstanding performances that deserves recognition

from top management.

 New initiatives taken by the organization.

 To have direct interaction with the associates on several issues/topic.

 Hearing employee’s voices, concerns, inviting suggestions/opinions/feedbacks for

improvements.

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2. COMMUNICATION MEETINGS

Purpose:

 To establish a planned two way communication process for ensuring the upward and

downward flow of information through.

 Bringing awareness, understanding and acceptance of strategic intent of the business

and the business division to people.

 Capturing the issues, problems and perceptions of people and take pro-active action

on them and revert back to the associates on their issues.

 To brief the expectations of the company from the associates and seek their valuable

suggestions to improve the overall functioning and different processes of the

organization.

3. CAFETERIA COMMITTEE MEETING

Cafeteria Committee has been formed to coordinate execution and monitoring of services at the

cafeterias and pantries, especially in the formation of menu. Regular monthly meeting are held

for this purpose, to understand issues related to quality & service of meals, tea and snacks, and

initiate required actions.

Objectives:

 To improve the services of cafeteria with the constructive suggestions and feedback

of the associates.

 To promote the feeling of teamwork and togetherness

 To provide better services in terms of quality food to the associated.

35
4. TRANSPORT COMMITTEE MEETING

The purpose of holding transport Committee Meeting is to discuss issues related to Company

arranged transport cars and vans. And initiate actions for improvement of the same.

Objectives:

 To improve the company transport services with the constructive suggestions and

feedback of the associates.

 To resolve problems of bus commuters.

 To institute checks and procedures for safe commutation of company employees

using company transport.

5. WORKSHOP & SHOWROOM SAFETY COMMITTEE MEETING

Objectives:

 To promote co-operation between the associates and the management in maintaining

proper safety and health at workplace and to review periodically the measures taken

in the behalf.

 To create safe work environment through participative approach.

 To provide a forum to associates to discuss about safety related issues

36
6. GRIEVANCE HANDLING PROCEDURES

These time-bound Grievance Handling Procedure intents to provide employees with a

transparent mechanism for seeking clarification/solutions in a user-friendly manner.

Objectives:

 To settle the grievance of the employees in the shortest possible time.

 At the lowest possible level of authority

 To provide various stages so that the employees can escalate when not satisfied with

the previous stage response.

7. HR HELP DESK

To provide paper-less working to all associates. Have smooth, healthy & transparent working

environment and increase productivity.

Objectives:

 For daily and routine problems can approach help desk

 This is launched to save the production time wasted in going to different departments

to solve their problems

 I have our champions for solving the problems raised through HR help desk within

the service label agreement time frame

 This is a trustworthy and the reliable source of solving most of the problems and all

should approach through this media.

37
8. LIVE HELP DESK

This help Desk has been exclusively instituted to listen to, record and give constructive solution

to any query/issue of the associates within the stipulated time frame. At the help desk, associates

may get their queries/issues, if any, recorded and seek the appropriate solution(s).

In order to give it an identity “MAY I HELP YOU” logo would be made to display at the help

desk.

Through this new concept and by putting in extra-ordinary efforts time to time, It will be our

endeavor to make it useful for all associates as far as possible and look into the associates

queries/issues as a single window.

Objective:

 To record the issues of the associates regarding time office and administration.

 To provide solutions/feedback regarding the issues of associates.

9. KIOSKS AT SHOP FLOOR

I have provided adequate No. of kiosks in each department/tea rooms and other various

locations. Employees can update themselves on day-to-day attendance, OT, leave balances,

salary slip, cafeteria menu, company policies and classifieds. Also, employees can raise their

queries /grievances, if any through help desk available on intranet loaded on kiosks. These kiosks

are ON round the clock in each shift and easily available to all employees. Kiosks concept has

been quite successful in resolving queries/grievances of the employees to large extent. Company

has been encouraging the kiosks facility from its inception and as on date added sufficient

number of kiosks in view of the total manpower available.

38
10. QUERY WITHOUT WINDOW IN TIME-OFFICE

Objective:

 To listen and resolve the day-to day queries of the associates related to time office

function such as attendance, overtime, production incentive, salary arrears on the

spot.

11. ANTI-HARRASMENT POLICY

Purpose:

 JMK Group is committed to providing a work environment wherein all employees are

treated with respect and dignity without there being any type of discrimination and

conduct which can be considered harassing, coercive, or disruptive, including sexual

harassment.

 These guidelines aim to prevent/deter the commission of acts of sexual harassment at

workplace and provide for effective resolution and settlement of such cases.

39
 B. EMPLOYEE CARING

WELFARE MEASURES FOR ASSOCIATES IN HONDA

1 Free Transport services

2 24 Hrs. Ambulance Services

3 Full Time Company Doctor

4 JMK Toyota EDLI Scheme with a benefit. Rs 1.5Lakhs insurance

5 Group Medi-Claim Scheme

6 Personal Accident Insurance Of Employees

7 Cafeteria Facility (Subsidized)

8 Global Help Desk

9 Happy & Sad Occasions

10 Salary Advance Policy incase of exigency

11 ATM Facility in Company Premises

12 Bank Account (Zero Balance Salary A/C)

13 HR Help Desk

14 Live Kiosks at Shop floor

15 Reward and Recognition Schemes

16 Meritorious Children Award Scheme

17 Girls Student Scholarship

18 Partial Education Funding For Employee

40
1. FREE TRANSPORT FACILITY TO ALL EMPLOYEES

HONDA has provided all employees the free transport facility for picking them up & dropping

them back home. The transport service is available round the clock for all employees in all shifts.

The main objective of extending this facility has been to facilitate our employee in maintaining

work-life balance and ease the fatigue of commuting through local transport. By providing

transport facility, the employees are also to concentrate and put in their 100% to the productive

jobs.

2. AMBULANCE SERVICE FOR 24HRS.

To deal with any emergency, company has provided a dedicated MI Room & Ambulance

facility available for 24 hrs. Company doctors are available round the clocking shifts and driver

for ambulance are available on site.

3. FULL TIME QUALIFIED COMPANY DOCTOR IN MI ROOM

A full time company Doctor is available in the premises to look after all first aid cases/general

disease, if any reported. The MI Room is fully equipped with all facilities required to first aid

and other emergency.

4. HONDA EDLI SCHEME

The purpose of Employees’ Deposit-linked insurance scheme is for providing life insurance

benefits to the employee of the establishment.

41
5. GROUP MEDI-CLAIM SCHEME

Background:

Employee need to be protected against any unforeseen Medical Expenses. As the cost of medical

care is high, it is not possible for employee to meet such expenses out of their regular earning.

6. GROUP PERSONAL ACCIDENT INSURANCE

Objective:

Group Personal Accident Insurance Policy is intended to cover employee under an insurance

policy to provide for financial support in case of any injury/accident or loss of earning while on

work.

7. SUBSIDIZED FOOD FACILITIES AT CAFETERIA

The company has cafeteria for serving breakfast, lunch, dinner to its employees. The food being

provided in the cafeteria is of good quality nutritiousvalue. The cafeteria is called “PURE

PANTRY”

The Company has continued a cafeteria Committee to look after all cafeteria related

improvement areas. The committee meets once a Month & other than members of the Committee

all associates can also voluntarily participate in the meeting.

8. GLOBAL HELP DESK

In our endeavor to provide joy of association to our associates, I am pleased to announce the

launch of helpdesk with effect from the very first year of establishment.

42
I have tied up with the global helpdesk; one of the leadingnames in the area to provide associate

in personal but important areas like bill deposit, ticket booking, and etc. Global help desk

executive is available from Monday to Saturday between 10:00am to 6:00pm. The helpdesk

cover some basic services free of cost.

9. DEALING WITH HAPPY & SAD OCASSION OF EMPLOYEES

Objective:

 There are happy and sad occasion of employees and these are to be attended to by Sr.

Management and Colleagues.

10. SALARY ADVANCE POLICY INCASE OF EXIGENCY

Objective:

 There arise certain situation/occasion that requires unavoidable and excessive expenses

which employees may find difficult to meet through their own means/saving. Therefore,

they may need to be supported at such times by the company.

11. ATM FACILITY IN COMPANY PREMISES

 The Company has tied up with ICICI for in-house ATM facility in the company. Also

Company has obtained facility of Zero Balance Account for its employees.

43
12. ZERO BALANCE SALARY BANK ACCOUNT FACILITY TO ALL

EMPLOYEES

All employees has been provided with a facility of maintaining zero balance Salary Account.

Company has tied up Bank for extending this facility.

C .FAMILY ORIENTATION

1. Family Visit to showroom

2. Family Get together

3. Mauritius children award

4. Girl child Scholarship

5. Family Health checkup camps

1. FAMILY VISIT TO SHOWROOM

I believe that employee commitment with company is also dependent on support from family. I

understand the spirit of such request and wish to have them with us to visit.

As a policy I would like to reach out to employee, their families and take initiative that will bring

pride to association of employee and their families.

44
2. FAMILY GET TOGETHER

Objective:

 The family is regular feature of interacting with employees families every year. The

objective of organizing these family get together is to promote team work and strengthens

bonds amongst employees who come from diverse background.

3. MERITIOUS CHILDREN AWARD

Objective:

 To reach out to employees, families and take initiative that will bring pride to association.

 To promote the spirit of healthy competitiveness amongst employee’s children and

promote association and bonding of families with the company.

4. GIRL CHILD SCHOLARSHIP POLICY

Objective:

 To promote higher education for the aspiring girl children of our employees and

encouraging the parent for giving equal importance to the education of girl child.

 To promote higher education and to support student to realize their education goals, I

assist our employee’s girl child for their education expenses through girl children

scholarship program.

45
D. CLIMATE BUILDING

1. EMPLOYEE MOTIVATION

a) Sports & Recreational Activities

b) HONDA Rainbow Team

c) Cultural Programs

d) Skill enhancement/self development training programs

2. TALENT MANAGEMENT

a) Fast track growth opportunities for engineers & technicians.

b) Internal Job Posting

c) Identifying Key Resources

d) Development Centre

3. REWARD& RECOGNITION

a) Best Employee of the Month

b) Best employee of the year

c) Suggestion scheme

d) Outstanding management of the year

e) Appreciation award

f) On the spot award

46
g) Innovation award

h) TIPS award

i) Six sigma certification award

j) Long Services Award

4. BUSINESS EXCELLENCE

a) 5 “S”

b) Kaizen

c) IMS

d) SA8001 Certification

e) Six Sigma

f) TQM

g) TPM

h) Manufacturing reliability

I) Suggestion scheme

j) On-the-job training programs

E.BUSSINESS INFORMATION SHARING

1) Address by group head

2) M bites-an in-house journal

47
 3) Mailers from corporate communications

4) News board

1. Address by group head

To share the information about the performance of the company and plant during the past month

and sensitize the associates on the key business indicators and future business plans. To collect

the feedback about the meeting and any other suggestion through formal feedback and share the

action taken by the management on the particular suggestion/feedback.

2. MBTES-AN IN-HOUSE JOURNAL

Mbites is an in-house newsletter that serves as a communication tool for disseminating pan-

organization news, views from the top management and other useful information to all the

employees of the organization.

It is meant for private circulation only, and follows a periodicity of quarter release. It is

essentially an employee engagement tool, where employees can contribute their learning,

creativity and knowledge in the form of articles.

3. MAILERS FROM CORPORATE COMMUNICATIONS

Senior management has been provided an access to GN users through outlook express to send

the communication to all the locations to disseminate important communication/information

48
down the line across the location. All business related information and news related to business

prospects etc. are communicated to all employees.

4. NEWS BOARD

There are two news boards maintained by HR team outside both the categories at showroom and

workshop. It is a one-way communication process to reach out all the associates with updates on

the different topics.

Objective:

To share the information to all the associates on the following topics:

 Personal announcement about joining of Am and above.

 Any award received by the company.

 Any special achievement by department.

 Any special achievement by employee.

 Change in company’s policies.

 Corporate social responsibilities news like camps etc.

 Launching of news, which is important to know.

 Doctor’s message.

 News regarding sports

49
 One point lesson (all acts and policies in nutshell).

 Important events/activities in the company like quiz etc.

 Organizational announcement.

50
 QUESTIONNARE

ON EFFECTIVENESS OF EMPLOYEE WELFARE MEASURES

Dear Participant,

I Tanmay Rai, Student of SR Group of Institutions, Bundelkhand University, have undertaken a project

report on the above topic. The data collected will be used for the purpose of research only. The data will

be kept confidential. There is no correct or incorrect answer for the following question. Therefore you are

encouraged to tick the response, which is the most suitable in your opinion. Thank you in advance for

sparing time to fill up this questionnaire.

Designation_______________

Department______________________

Years of service in HONDA_____________________________

1.Are the welfare schemes of HONDA satisfactory?

I. Yes _____

II. No _____

2. Is the Reward & Recognition Policy of HONDA satisfactory in nature?

I. Yes ______

II. No ______

3. Does the Reward helps in motivation of employees?

I. Yes ______

II. No ______

51
4. Do you think there should be some improvement in the present R&R Policy?

I. Yes _____

II. No _____

5. Have you been rewarded for your outstanding performance?

I. Yes _____

II. No _____

6. Are the Cafeteria services up to the mark?

I. Yes ______

II. No ______

7. Does the Food provided in the cafeteria hygienic & delicious

I. Yes ______

II. No ______

8. Does the Transport facility need to be improved?

I. Yes _____

II. No ______

9. Is the ATM functioning well round clock is all shifts?

1. Yes ______

2. No ______

10. Are you satisfied with the Medical services provided by HONDA?

I. Yes ______

52
 II. No ______

11. Dose the organization provide any type of Financial Assistance at the time of happy / sad occasions?

I. Yes ______

II. No ______

12. Are you familiar with the facilities provided at Global Help Desk?

I. Yes _____

II. No _____

13. Did you ever use Global Help Desk?

I. Yes ______

II. No ______

14 Does the global help desk save your time & solve your problem effectively?

I. Yes ______

II. No ______

15. Does the company conducts recreational activities like sports & cultural prograrmmes?

I. Yes ______

II. No _____

16. Are there some extracurricular activities at JMK Toyota that help in stress free environment?

I. Yes ______

II. No ______

53
17. Are you satisfied with the overall working environment in HONDA?

I. Yes ______

II. No ______

54
ANALYSIS OF THE SURVEY

Data analysis is one of the most essential stages of the survey, which helps one to draw proper

inferences.

This part of the project is practically based on major issues regarding employee’s welfare

measures, which were conducted in HONDA and are analyzed

The main aim of this survey is to be study three things:-

1. To study the satisfaction level of the employees

2. To study the employees awareness regarding different welfare schemes in HONDA

3. To know whether the employees are using the welfare schemes or not

55
Q.1Are the welfare schemes of HONDA satisfactory?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 32 80.0 80.0 80.0

No 8 20.0 20.0 100.0
Total 40 100.0 100.0

Result:

From the table and the graph it is clear the more than 80% of the respondents agree that the

welfare schemes followed are satisfactory & 20% don’t agree. The majority of the respondents

agree that welfare schemes of HONDA are satisfactory.

56
Q.2 Is Reward & Recognition Policy of HONDA satisfactory?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 37 92.5 92.5 92.5

No 3 7.5 7.5 100.0
Total 40 100.0 100.0

Result:

From the table and the graph it is clear the more than 92.5% of the respondents agree that the

Reward & Recognition policy of HONDA is satisfactory and 7.5% of respondents feel that it is

not satisfactory as they gave the answer of the question no.

Out of 40 respondents, 37 answered yes and 3 respondents marked no.

57
Q.No.3 Does the rewards helps in motivation of employees?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 35 87.5 87.5 87.5

No 5 12.5 12.5 100.0

Total 40 100.0 100.0

Result:

The above table and the graph show that response of the respondents for the statement that

reward helps in motivation of employees. 87.5% of the respondents agree that reward helps in

motivation and 12.5% respondents don’t agree with the statement.

58
Q.4 Do you think there should be some improvement in the present R & R policy?
Frequency Percent Valid Percent Cumulative
Percent
Valid Yes 33 82.5 82.5 82.5
No 7 17.5 17.5 100.0
Total 40 100.0 100.0

Result:

The above table and the graph show the response of the respondents to whether there should be

some improvement in the present R & R policy. A majority of 82.5 % agreed, that there should

be some improvement whereas 17.5 % didn’t agree with this statement, in HONDA.

59
Q.5 Have you been rewarded for your outstanding performances?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 31 77.5 77.5 77.5

No 9 22.5 22.5 100.0
Total 40 100.0 100.0

Result:

The above table and the graph show the responses of the respondent to whether they have ever

been rewarded for their outstanding perform ances,77.5% of the respondents say that they have

been rewarded for their outstanding performance & 22.5% of the respondents have given a

negative answer of the question.

60
Q.6 Are the Cafeteria services up to the mark?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 32 80.0 80.0 80.0

No 8 2h0.0 20.0 100.0
Total 40 100.0 100.0

Result:

The above table and the graph shows the responses of the respondents to the statements that are

the Cafeteria services up to the mark, a majority of 77.5% of the respondents say that Cafeteria

services are good and remaining 22.5% of the respondents feel the services aren’t up to the mark.

61
Q.7 Does the food provided in the cafeteria hygienic & delicious?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 33 82.5 82.5 82.5

No 7 17.5 17.5 100.0
Total 40 100.0 100.0

Result:
The table and the graph show the responses of the respondents to the statement that the food

provided in the cafeteria is hygienic & delicious. 88.5% of the respondents agree with the

statement and 17.5% of the respondents don’t agree.

62
Q.8 Does the Transport facility need to be improved?
Frequency Percent Valid Percent Cumulative Percent

Valid Yes 39 97.5 97.5 97.5

No 1 2.5 2.5 100.0
Total 40 100.0 100.0

Result:

The table and pie graph show that 97.5% of respondents feel transport facility needs

improvement and only 2.5% of respondents need no improvements in the transport facility.

63
Q.9.Is the ATM Functioning well in all the shifts?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 33 82.5 82.5 82.5

No 7 17.5 17.5 100.0
Total 40 100.0 100.0

Result:

The table and graph show the responses of the respondents regarding functioning of ATM in

various shifts, 82.5% responded as yes and remaining 17.5% as no.

64
Q 10. Are you satisfied with the medical services provided by HONDA?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 36 90.0 90.0 90.0

No 4 10.0 10.0 100.0
Total 40 100.0 100.0

Result:

The table and graph show that 90% of respondents are satisfied with medical services provided

by HONDA and rest 10% are not satisfied.

65
 Q.11 Does the organization provide any type of Financial Assistance at the time of happy / sad occasion?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 38 95.0 95.0 95.0

No 2 5.0 5.0 100.0
Total 40 100.0 100.0

Result:

The table and graph show that 38 respondents agree with the statement and rest 2 do not agree.

66
Q.12 Are you familiar with the facilities provided at Global Help Desk?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 32 80.0 80.0 80.0

No 8 20.0 20.0 100.0
Total 40 100.0 100.0
Result:

The table and graph shows the responses of the 40 respondents. 80% of respondents agreed that

they are familiar to the global help desk and other 20% do not agree.

Frequency shows that there are 40 respondents, out of which 32 gave a positive answer and rest 8

said no.

67
 Q.13 Did you ever use Global Help Desk?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 35 87.5 87.5 87.5

No 5 12.5 12.5 100.0
Total 40 100.0 100.0

Result:

The table and graph show that out of 40 respondents 35 answered yes to the question and

remaining 5 answered no.

Q.14 Does the Global help Desk save your time & solve your problem effectively

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 36 90.0 90.0 90.0

No 4 10.0 10.0 100.0
Total 40 100.0 100.0

68
Result:

The table and graph show that 90% of respondents said that the Global Help desk saved their

time and helped them in solving problems effectively and remaining 10% of respondents

answered no to the question.

69
 Q.15 Does the company conducts recreational activities like sports & cultural programmes?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 38 95.0 95.0 95.0

No 2 5.0 5.0 100.0
Total 40 100.0 100.0
Result:

The table and graph show that 95% of respondents agree with the statement and remaining 5% of

respondents do not agree with this statement.

Q.16 Are there some extracurricular activities at HONDA which help in stress management?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 37 92.5 92.5 92.5

No 3 7.5 7.5 100.0
Total 4S0 100.0 100.0

70
 Result:

Out of 40 respondents 37 answered yes to the question and remaining 3 answered no to the

question.

Q.17 Are you satisfied with the overall working environment In HONDA?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 39 97.5 97.5 97.5

No 1 2.5 2.5 100.0
Total 40 100.0 100.0

71
Result:

The table and graph show that 39 respondents out of 40 are satisfied with the working

environment of HONDA and remaining 1 respondent is not satisfied with the working

environment.

CONCLUSIONS

The welfare schemes followed at HONDA are satisfactory as more than 80% of the respondent

support this view. Among the welfare schemes followed the associates have selected transport

and canteen facility as the best. 90% of the associates felt the reward and recognition policy

72
followed here is satisfactory in nature and they also agree that it motivates them. It is surprising

that 92% of respondents also feel that there should be some improvement in the reward &

reorganization policy followed. 87% of the respondents say that they have been rewarded for

outstanding performance. It is reasonable to see that only 80% of the respondents have received

this reward at times. 90% of the respondents says that the cafeteria services are up to the mark.

When asked to choose four best welfare schemes, the respondent chose transport facility as one.

But when asked whether transport facility needs any improvement, 90% of respondents voted to

say that it needs improvement. 90% of the respondents agree that the medical services are

satisfactory. 95% of respondents say that company as per the policy provides financial assistance

at the time of happy and events whereas 5% of the respondents disagree. This shows that they are

not aware of the policy followed by the company. 80% of the respondents are well aware of the

Global help disk and only 20% of the respondents are not at all familiar with it. When the

respondents were asked whether the company conducts sports and culture activities, 95% of

respondents answered positively whereas 5% gave a negative reply. This shows that there are

some associates who are not at all aware about the sports and cultural programmes organized by

the company. 82% of respondents have rated the time office services as satisfactory. At last the

respondents were asked whether they are satisfied with the overall working environment of

HONDA for which 97% of the respondents gave a positive reply, which confirms that the

company is providing a good environment to the associates to work.

RECOMMENDATIONS
1. The reward and recognition policy needs to be looked for some improvement as almost

80% of the associates felt the same.

73
 2. The transport services should be reviewed as 90% of the associates feel that there is space

for improvement in this area.

3. Only 95% of the respondents are satisfied with the medical services, efforts should be

made to find out the cause of dissatisfaction among remaining employees.

4. The company needs to bring some innovations regarding awareness of policies as some

associates are not fully aware of the policies followed. For example 5% of the

respondents denied that the company provides financial assistance during happy and sad

occasion though they are provided.

5. Efforts need to be taken to make the associates familiar with global help desk as 20% of

the respondents are not aware of it.

6. Company conducts sports & cultural activities on quartile basis. But 5% of the

respondents denied the fact. It raises the question why they are not aware of it which calls

for retrospection.

Recognition for good work can also be considered as an area to be improved upon.

Majority of respondents foresee recognition from seniors for the good work done and

review of the individual performance.

The organization also has to improve on the learning and development of the employees by

conducting skill enhancement programs. Also they should demonstrate a personal commitment

to the employees by providing periodic report of their performance so that they can sustain their

growth and work on areas that need improvement

BIBLIOGRAPHY

74
 Books

S.No. Book Name Author

1 Human Resource Management VSP Roy

2 Industrial Relations T.N. Chhabra

3 Industrial Law P.L Malik

4 Human Resource Management Dr. Michael

Websites

S.No. Site Name

1 www.HONDA.com

2 www.IndustialRelation.com

3 www.CITEHR.com

Handbook

S.No. Handbook Name

1. HONDA Employee Handbook

75