Summer Internship Report Tanvi Gupta PDF

Summer Internship Report
On
DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN

CONTEXT OF JOB SATISFACTION OF HEMA ENGINEERING LIMITED
By
TANVI GUPTA
A0102311065
MBA Class of 2013
Under the Supervision of

Ms. Deepshikha Singh
Assistant Professor
Department of HR
Amity Business School
In Partial Fulfillment of Award of Master of Business Administration
AMITY BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH
SECTOR 125, NOIDA – 201303, UTTAR PRADESH, INDIA
2012
DECLARATION
“DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN

CONTEXT OF JOB SATISFACTION”
I, Ms. Tanvi Gupta student of Masters of Business Administration from Amity Business School,
Amity University Uttar Pradesh hereby declare
(a) That the work presented for assessment in this Summer Internship Report is my own, that
it has not previously been presented for another assessment and that my debts (for words,
data, arguments and ideas) have been appropriately acknowledged
(b) That the work conforms to the guidelines for presentation and style set out in the relevant
documentation.
Date: 12/07/12 Ms. Tanvi Gupta

Place: Noida A0102311065
MBA Class of 2013
CERTIFICATE
I Ms. Deepshikha Singh hereby certify that TANVI GUPTA student of Masters of Business
Administration – H.R at Amity Business School, Amity University Uttar Pradesh has completed
the Project Report on ―Human Resource budget and cost control in Hema Engineering
Limited under my guidance.
Ms. Deepshikha Singh

(Department of Human Resource)
ACKNOWLEDGEMENT
Project work is never the accomplishment of one individual; rather it is an amalgamation of

efforts, ideas and co-operation of a number of individuals. It is my proud privilege to
acknowledge with deep sense of gratitude the invaluable help, kind patronage and able guidance
given to all those who helped me in successfully completing the project.
I express my thanks to HEL for giving me an opportunity of working on the assignment and for
extending all the possible support. . I take this opportunity to express my gratitude to all of them.
First and foremost, I would like to thank my Faculty Guide, Ms. Deepshikha Singh for the
valuable guidance and advice. She gave me some examples and also asked me to work on certain
key areas which widened the scope of my project.
I express my profound gratitude to my industry guide Mr. Jagdish Bhatotia(Manager, PEA)
for his prudent counsel, meticulous supervision, ardent personal interest, sustained
encouragement and affection have been of immeasurable help all along. He gave me an
opportunity to work on IR, which is one of the most important as well as crucial department of
HEL.
I am grateful to Mr. Gulab Singh and Mr. Sandeep for their indispensable help during the
course of the project. I also express my heartfelt thanks to the staff of the HUMAN
RESOURCE DEPARTMENT OF HEL, Dharuwera for their support and cooperation. Last
but not the least; I thank my family members and friends for their unconditional support and
encouragement.
CONTENTS
Chapter: 1
INTRODUCTION Page no.
Section – 1:
General Introduction of the Study 1
Purpose of the Study 1
Objective of the Study 2
Theoretical Framework 2
Scope of the Study 6
Limitations of the Study 6
Section – 2
INDUSTRY AND COMPANY PROFILE
Introduction of the Automobile Industry 7
Industry Background 7
History of HEL 8
Company Background 9
Chapter 2
Literature Review 10
Chapter 3
RESEARCH METHODOLOGY
Purpose of the study 15
Objective of the study 15
Research Design 15
Sampling technique 15
Chapter 4
DATA ANALYSIS & FINDINGS
Data interpretation 16
Chapter 5
CONCLUSIONS AND RECOMMENDATIONS
Findings 44
Suggestions 44
Limitations 45
References 46
Annexure
LIST OF TABLES
S.NO PARTICULARS PAGE No.

1. Awareness of Welfare Policies 16
2. Communication about Welfare Policies 17
3. Availing Welfare Benefits 18
4. Children Education Allowance 19
5. Tour Facilities 20
6. Leave Facilities 21
7. Medical Facilities 22
8. Professional skills/Updating 23
9. Night Halt/ Over time 24
10. Shift Allowance 25
11. Dependency Facilities 26
12. Allowances paid timely 27
13. Discrepancy in the allowances is low 28
14. Updating in Welfare Policies 29
15. Cafeteria Food Quality 30
16. Cafeteria Services 31
17. Cafeteria Hygiene 32
18. Cafeteria Prices 33
19. Family feel about Welfare Policies 34
20. Reporting Person 35
21. System of Grievances Handling 36
22. Secure with welfare policies 37
23. Employees values 38
24. Company’s benefits 39
25. Quality work 40
26. Feels appreciated 41
LIST OF FIGURES
S.NO PARTICULARS PAGE No.
1. Percentage of Awareness of Welfare Policies 16
2. Communication about Welfare Policies 17
3. Procedures of availing welfare policies 18
4. Different Opinion about Children Education Allowance 19
5. Different opinions about Tour Facilities 20
6. Different opinion about Leave Facilities 21
7. Different opinion about Medical Facilities 22
8. Different opinion about Professional Skills/Updating 23
9. Different opinion about Night halt/Over time 24
10. Different opinion about Shift Allowance 25
11. Different opinion about Dependency Facilities 26
12. Percentage about allowances paid timely 27
13. Different opinion for Discrepancy in allowances 28
14. Percentage about updating in Welfare Policies 29
15. Different views on Cafeteria Food Quality 30
16. Different views on Cafeteria services 31
17. Different Views about Cafeteria Hygiene 32
18. Different views about Cafeteria Prices 33
19. Different opinion of families feels about Welfare Policies 34
20. Different opinion about Reporting Person 35
21. Different opinion about Grievances Handling System 36

22. Different opinion of feeling secure 37
23. Different opinion about employee’s value 38
24. Different opinion about company’s benefits 39
25. Different opinion about quality work 40
26. Different opinion about feel appreciated 41
27. Reliability test 42
28. Correlation b/w job satisfaction and work related issues 42
29. Correlation b/w job satisfaction and Cafeteria facilities 42
30. Correlation b/w job satisfaction and Allowances 43
31. Correlation b/w job satisfaction and Welfare policies 43
32. Regression analysis 43

CHAPTER 1: INTRODUCTION
GENERAL INTRODUCTION OF THE STUDY
The productivity of any organization depend on its employees so its organization responsibility
to ensure that its employee are happy and satisfied. It is up to the firm to take steps to benefit
employees. If employees do not believe that their organization values them and adopts benefits
for them, such as employee welfare programs, they will not be as invested in their jobs as they
might be. They will find a place to work where they can feel committed and happy with their
jobs and receive a satisfactory level of benefits, so today every organization frames a set of
welfare policies for its employees. Welfare of employees in general can be defined as “Employee
or labour welfare is comprehensive term including various comprehensive term including
various services, benefits and facilities offered to services, benefits and facilities offered to
employee by the employer”.
This project would help us to understand the welfare policy and to know how much aware the
employees are.
PURPOSE OF THE STUDY
 To increase employee morale and motivation by ensuring the welfare for employees.
 Industrial Relations help in keeping the morale and motivation of the employees high so
as to retain the employees for longer duration.
 Employee welfare includes monitoring of working conditions, creation of industrial
harmony through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families.
OBJECTIVE OF THE STUDY

1. To relieve workmen from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
2. To study how job satisfaction depends on Employees welfare
THEORITICAL FRAMEWORK
The corporation has different welfare policies for workmen and officers in few areas but most of
them are same. The similar ones are-
Education allowances
The scheme applies to all regular employees who are on deputation to the Corporation.
A consolidated amount of `1000/- (up to Class X) and Rs.1100/- (beyond Class X) p.m. per
eligible child pursuing studies in a recognized institution (i.e. School / College / Polytechnic,
etc.) would be admissible upon certification by the officer concerned in respect of children
actually pursuing studies regularly as required under the Scheme.
 This Allowance would not be admissible to those pursuing Ph.D studies and those who
are pursuing part time/correspondence courses.
 If both Husband & Wife are employed in HEL, the Assistance would be admissible only
to one of them. If the Husband or Wife is employed outside HEL, the Assistance is
admissible only if the other spouse is not availing the benefit from his/her employer and a
declaration to that effect, is furnished by the employee. The number of children for whom
the facilities can be availed at a time shall be limited to two.
 Hostel Subsidy will be admissible @ ` 1500/- p.m. per child, irrespective of whether
his/her children are pursuing a Professional or Non-Professional Course in a
school/college/Institute and staying in a hostel which is at a location other than the place
of posting of the employee..
 The employee in order to claim the hostel facility will be required to produce a certificate
from the Head of the Institute certifying that the child is availing the hostel facility from
the Institute or alternatively he should produce receipt of payment of hostel fee along
with his reimbursement claims.
Leave facilities
Different types of leaves are granted to the employees such as:
1. Earned leave: EL will be credited at the rate of 8 days on completion of quarter ending
March, June, September and December. There will be no bifurcation of EL into cashable
and non-cashable portions. The full credit of 8 days shall be available for availing or
encashment
2. Sick leave: Leave on Half Pay (HAPL) admissible to officers shall stand discontinued
w.e.f. 1/1/2007 and thus; Sick Leave (SL) would henceforth be availed only on full pay
basis. Sick Leave shall now be credited @ 5 days on full pay at the end of every 6
months. Special leave for serious sickness is provided if
 If an officer is suffering from serious specified diseases, such as TB, Cancer, Leprosy,
Mental Disorder, Heart diseases, Brain diseases, Paralysis & Chronic Renal failure he/
she can be granted a special leave up to 6 months with full pay.
 The officer will first exhaust SL available to his credit in excess of such leave admissible
for one year's service i.e. 10 days SL.
3. Maternity leave
 A female employee shall be entitled to maternity leave for a period of 135 days (for the
first two children) from the date she desires to proceed on such leave or from the date of
actual confinement, whichever is earlier. For subsequent occasions of maternity, leave
would be admissible to her only for a period up to 2 months. The leave application must
be supported by a certificate from a registered medical practitioner or the Corporation's
Medical Officer, as the case may be.
 Maternity leave for a period not exceeding 6 weeks may also be granted in case of
miscarriage or abortion, provided the application for leave is supported by the discharge
summary from the hospital and a certificate from the registered medical practitioner or
the Corporation's Medical Officer, as the case may be.
4. Disability leave
 This leave is granted to an officer who is disabled by injury unintentionally inflicted or

caused in or in consequence of the due performance of his official duties or in
consequence of his official position.
 Up to 120 days (with full pay) can be granted by GM of the Region and beyond 120 days
and up to 365 days by Dir.
 The officer will not earn EL during the period of disability leave.
Medical facilities
 Employees and their dependents residing with them under the same roof are entitled to
receive medical attendance from an Authorized Medical Attendant, as defined under the
Medical Rules, either under Allopathic or Homoeopathic System. The expenditure
incurred by an employee/ dependent in obtaining medical attendance under these rules in
India will be reimbursed by the Corporation, subject to certain provisions as indicated in
the Medical Rules. In case of hospitalization of the employee or his dependent family
members, if an employee makes a request for an advance to meet the emergency
expenses, an amount of 10,000- to Officers & 7,000- to workmen is given as Medical
Advance.
 If the spouse of an employee is employed in another organization (Private or Govt.)
whether at the same station or elsewhere, which provides medical facilities in cash or
kind or both, the spouse shall be entitled to the medical facilities under the medical rules
only if he/she does not avail of the medical facilities in the organization, in which he/she
is employed. The employee shall give his/her option in writing whether his/her spouse
who is employed in another organization, shall avail of the medical facilities of HEL or
of the organization, in which he/she is employed and shall certify to the effect that he/she
is not availing medical facilities in cash or kind or both, from any other sources. Where
the husband of a female employee is posted/self employed at a place other than the place
of posting of the female employee, but family is residing with the female employee, then
the medical facilities shall not be admissible to the husband of the female employee
concerned. In case, however, family retention permission has been obtained by the
employee and the husband resides along with the other family members at the place of
retention of the family, the medical facilities can be extended to him provided the other
condition of submission of a certificate that he is not availing medical facilities in cash or
kind or both from any other source, has also been met.
 The admissibility of medical expenses on treatment for self and/or either eligible family
members on the prescription given by employees’ spouse, who is otherwise qualified as
an Authorized Medical Attendant (AMA) under Medical Rules, shall be restricted as
under:
a) On prescription/advice by the spouse (AMA) for self, medical benefits shall not be
admissible, and
b) On the prescription/advice by the spouse (AMA) for other family members and
employee, medical benefits shall be admissible only during emergency.
Canteen
Tea reimbursement to officer’s are reimbursed lunch expenses on monthly basis with the overall
annual ceiling of Rs 5000, however the claim should not exceed Rs525 in a particular month.
SCOPE OF THE STUDY

 It improves the loyalty and morale of the employees.
 Welfare measures help to improve the goodwill and public image of the enterprise.
 It helps to improve industrial relations and industrial peace.
LIMITATIONS OF THE STUDY

 This research is majorly a qualitative research supplemented with quantitative data.
Moreover it is a very wide area. The organization has some hundred plus policies in their
handbook which was not possible to cover all of them in my research. So the focus was
limited to only few.
 The sample size is not that good as it was a very time taking process to request
employees to fill up the questionnaires and running after them for the same.
 Employees participation rate is low
 Internal information of the organization is not made available to the interns.
 There is lack of clarity while answering questions by the employees
 The research is conducted within a period of limited duration.
2. INDUSTRY AND COMPANY PROFILE COMPANY PROFILE
INTRODUCTION OF THE AUTOMOBILE INDUSTRY

Automobile, self-propelled vehicle used primarily on public roads but adaptable to other
surfaces. Automobiles changed the world during the 20th century, particularly in the United
States and other industrialized nations. From the growth of suburbs to the development of
elaborate road and highway systems, the so-called horseless carriage has forever altered the
modern landscape. The manufacture, sale, and servicing of automobiles have become key
elements of industrial economies. But along with greater mobility and job creation, the
automobile has brought noise and air pollution and automobile accidents rank among the
leading causes of death and injury throughout the world. But for better or worse, the 1900s can
be called the Age of the Automobile and cars will no doubt continue to shape our culture and
economy well into the 21st century.
Automobiles are classified by size, style, number of doors, and intended use. The typical
automobile, also called a car, auto, motorcar, and passenger car, has four wheels and can carry
up to six people, including a driver. Larger vehicles designed to carry more passengers are
called vans, minivans, omnibuses, or buses. Those used to carry cargo are called pickups or
trucks, depending on their size and design. Minivans are van-style vehicles built on a passenger
car frame that can usually carry up to eight passengers. Sport-utility vehicles, also known as
SUVs, are more rugged than passenger cars and are designed for driving in mud or snow.
INDUSTRY BACKGROUND
The history of the automobile actually began about 4100 years ago when the first wheel was
used to transportation in India. In the early 15th century Portuguese arrived in china and the
interaction of the two cultures leaded to variety of new technologies including the creation of a
wheel. By the 1600’s small steam powered engine models had been developed but it was
another century before a full sized engine powered vehicle was created.
In 1769 French Army Officer captain Nicolas joseph Cugsnot built what has been called the
first automobile cugnots parel wheeler steam powered vehicle carried four person designed to
move artillery pieces. It has a top speed of a title more than 3.2km/h and had a stop every 20
minutes to build up a fresh head of steam. As easily in 1801 successful but very heavy steam
automobile type introduced in England laws barred them from public road and forced their
owners to run them like train or private tracks their owners to run them like train or private
tracks in 1802 a steam powered coach designed by British Engineer. Steam powered caught the
attention of other vehicle builders. In 1804, American inventor Oliver Evans built a steam
powered car in 1828.
The first successful self propelled road vehicle was a steam automobile invented in 1770 by the
French engineer Nicolas Joseph Cugsnot.
INTRODUCTION OF HEL
The Hema Group of industries, a 450 crore conglomerate, is a leading OEM (Original
Equipment Manufacturer) catering to leading automobile manufacturers of India. The group
has varied diversified operations, which is presently propelling it to new heights.
The group present positions have been made possible, due to the Group’s futuristic vision of
“Attaining Leadership through Engineering Excellence” and the stress on the mantra of
“Perfection in Quality, Cost and Delivery”
Products for Domestic Market:
As an OEM of M/s Hero Honda, TVS, Yamaha and other Auto Majors, the Group supplies the
following major parts:
 Chassis parts
 Front and Rear fork parts
 Front and Rear panel parts
 Muffler(silencer) and its parts
 Shock absorber and strut parts
 Spoke and nipples
 Handle Bar
 Seating Mechanisms
 Seat Parts
 Frame for Two Wheelers
COMPANY BACKGROUND
Established in 1984 under the visionary leadership of Sh. K. K. Jajoo, Chairman, Hema Group of
Industries has positioned itself as one of the leading original equipment manufacturer for major
two wheeler and four wheeler manufacturing giants of the country. With an annual turnover of
more than Rs. 450 crore, Hema Group dominates in the field of design, mass production of sheet
metal and tubular fabricated components, aluminum high pressure die casting with a virtual
unbeatable leadership in all types of surface treatment solutions, like electro plating (Ni-Cr &
Zinc), powder coating, liquid painting and heat resistance painting.
The group companies hold TS 16949, ISO 9001, ISO 14001, OHSAS 18001 as well as Design
Capability and NABL Certification. In 2006, Hema Group was awarded “Research &
Development” certificate by the Government of India. The group has number of units in India
covering from Haridwar in Uttar Pradesh to Hosur in Tamilnadu with its corporate office in
Gurgaon. Chandresh Jajoo, Managing Director, Hema Engineering Industries is son of Sh. K. K.
Jajoo. Under the stewardship of the father-son duo, Hema Group has expanded its footprint
beyond India and diversified into other specialized hi-end products and components. Hema
Group has the distinction of being the first Indian company to start a Greenfield manufacturing
facility in Bosnia and Herzegovina.
CHAPTER 2: LITERATURE REVIEW
Galinsky, E., Bond, J.T., and Hill, E.J., Landauer, J., 2004, The role of employee benefits in
enhancing employee commitment.
Jill landauer, a member of marketing communication department at work life directions
conducted a research on work family programs for companies like DuPont, Hoechst celanese,
Johnson & Johnson, IBM, Fel-pro and others which clearly shows that the companies which
support the work/life need of employees are rewarded with significant returns on their
investments. Several benefits highlighted in the research are- employee time saved, increased
motivation and productivity, employee retention, decrease stress related illness and less
absenteeism.
Golding, N., Lineberry, J. & Trumble, S., 2000, Journal of medical entomology
Nick Golding, an employment specialist from UK writes about different employee benefits given
by the companies realizing its importance in todays world. Few of them are-Hundreds of
employees at Compass Group have been given the opportunity to visit an independent financial
adviser (IFA) following changes to the company's defined benefit (DB) pension scheme.
Standard life launches a share incentive plan (Sip) for its 7,000 UK based employees,
Employees even received a free share windfall worth up to £420 each, along with the chance to
buy discounted shares. Property consultancy EC Harris has added payroll giving and a wine club
to its flexible benefits from which employees can choose.
M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid , 2008, The journal of animal and
plant sciences
M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid conducted a micro level study on the health
of labours in fazilabad, Pakistan and the extent of health services extended by the Punjab
Employees Social Security Institution (PESSI) to labourers working in industrial units located in
Faisalabad city. Data was collected through field survey from randomly selected four textile
industries. A random sample of 200 respondents revealed that employers provide medical facility
in case of emergency. The medical facilities provided by PESSI to workers and their dependent
family members were inadequate.
A reasonable majority also indicated that PESSI gave daily allowance only to secured workers
during their hospitalization.
Guendelman, S., Kosa, J.L., Pearl, M., Graham, S., Goodman, J., Kharrazi, M., 2009 ,
Gender, career(s), occupation and roles
Sylvia Guendelman, Jessica Lang Kosa, Michelle Pearl, Steve Graham, Julia Goodman and
Martin Kharrazi conducted a study and examined the relationship between breastfeeding and
maternity leave before and after delivery among working mothers in Southern California.
California is 1 of only 5 states in the United States providing paid pregnancy leave that can be
extended for infant bonding. The study revealed that. A maternity leave of ≤6 weeks or 6 to 12
weeks after delivery was associated, respectively, with a fourfold and twofold higher odds of
failure to establish breastfeeding and an increased probability of cessation after successful
establishment, relative to women not returning to work, after adjusting for covariates. The impact
of short postpartum leave on breastfeeding cessation was stronger among non managers, women
with inflexible jobs, and with high psychosocial distress. It is suggested that Pediatricians should
encourage patients to take maternity leave and advocate for extending paid postpartum leave and
flexibility in working conditions for breastfeeding women.
Gogo, N.N., 2011, Work Safety Climate, Musculoskeletal Discomfort, Working While
Injured, and Depression among Migrant Farm workers
Nora Nayra Gogo conducted a research to study the impact of working environment on
employees at the Pharmacy department of the Korle-bu Teaching Hospital. From this study
carried out on a sample size of 30 employees, it has been established that, the stated industry is
one with a lot of stress and pressure, as most of the employees work on weekends which may
have an adverse effect on the employees physically, mentally and emotionally. Most employees
would opt for competitor organizations when the opportunity comes, meaning majority of them
is not satisfied and happy with the current job conditions and the work environment in which
they find themselves. They would therefore want to explore into other organizations for better
work environments and work conditions. It is suggested for management to take a moment to
reflect on company’s values and objectives, which will then assist to undertake the right surveys
in the organization as to the challenges and shortfalls. This study found out that the development
of a good working environment will most likely increase productivity, commitment and reduce
employee turnover.
Glomm, G., Jung, J., Lee, C., Tran, C., 2009, Capital Accumulation in Emerging
Economics
Gerhard Glomm, Juergen jung, changmin Lee and Chung Tran conducted a study on public
sector pension policies and capital accumulation in an emerging economy of Brazil In such
emerging economies pension programs of public sector workers are more generous than pension
programs of private sector workers. The opportunity costs of running generous public pension
schemes for civil servants are potentially large in emerging economies that often suffer from low
public investments in education and infrastructure. In this paper, a two-sector dynamic general
equilibrium framework is developed to quantify these opportunity cost effects. It is found that
the efficiency and welfare gains of reallocating government resources from non-productive
public sector pensions to productive public education and infrastructure investments are larger
than the welfare effects created by classic public pension reforms that simply reduce savings and
tax distortions by making pensions less generous. Calculating transitions to the post-reform
steady state, it is found that welfare losses for the generation born before the reform are offset by
welfare gains by the generations born after the reform. In this paper the study on the adverse
effects of generous pension policies for public sector workers is also done.
Baral, R. & Bhargava, S., 2011, HR interventions for work-life balance: evidences from
organizations in India
R. Bara1 and S. Bhargava, in his research had made an attempt to provide a holistic picture of
work-life balance benefits and programmes (WLBPs) offered by various organizations in India.
With the basis of extant literature, primary and secondary data, the present paper has made an
effort to understand the current status of WLBPs in Indian organizations and to identify its future
prospects. The paper has discussed the challenges for effective implementation of such policies,
which can help HR managers to be cautious before introducing WLBPs in their respective
organizations. Analysis of literature and available data suggests that family friendliness of
employers in India have been reflected in various welfare provisions which have been a matter of
concern for employers since industrialization. With time, the scope and coverage of such
initiatives have broadened and have become more individual growth and family well-being
oriented. However, these policies and practices are more prominent in new economy
organisations such as software and services organisations. Moreover, the range of WLBPs varies
across organisations and there is still a long way to go when WLBPs will become strategic HR
initiatives in most organisations. The paper suggests that organisations need to incorporate
WLBPs and encourage a culture that support utilizing them to ensure employee commitment and
productivity. While introducing WLBPs, congruence between employee needs and
organisational values also should be considered.
Goodpaster, N.K., 2010, Leaves and Leaving: The Family and Medical Leave Act and the
Decline in Maternal Labor Force Participation
Natalie K. Goodpaster did a research to estimate the effect of the Family and Medical Leave Act
(FMLA) on participation of married women with children under the age of six in the United
States, by using the FMLA as a natural experiment and exploiting state-level differentiation in
maternity leave statutes. Theoretically, maternity leave statutes intend to preserve job tenure for
expecting mothers. However, if an employed mother on maternity leave learns that her value for
staying at home exceeds her value from working, she will exit the labor force once the leave
expires. Difference-in-differences estimates show that after the FMLA, employed and expecting
married mothers who live in an area without state-mandated maternity leave are 2.7 percentage
points more likely to leave the labor force after taking maternity leave than those who live in an
area with state-mandated maternity leave. As a sensitivity test, it is evaluated that married
women without infant children and single women as additional control groups to estimate
different effects of the FMLA. Altogether, the increase in the proportion of mothers leaving the
labor force due to federally-mandated maternity leave accounts for almost two-thirds of the
overall fall in labor force participation.
Kiewiet, D.R., 2010, Leaves and Leaving: The Family and Medical Leave Act and the
Decline in Maternal Labor Force Participation
D. Roderick Kiewiet at The Pew Center estimates that as of July 2008, state and local
governments in the United States had promised current and future retirees $3.34 trillion in
benefits but had only $2.35 trillion of projected assets to pay for the rents within the state, from
ever again offering their employees defined benefit pension plans.
CHAPTER 3: RESEARCH METHODOLOGY
PURPOSE OF THE STUDY:

 To increase employee morale and motivation by ensuring the welfare for employees.
 Industrial Relations help in keeping the morale and motivation of the employees high so
as to retain the employees for longer duration.
 Employee welfare includes monitoring of working conditions, creation of industrial
harmony through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families.
OBJECTIVE OF THE STUDY:

1. To relieve workmen from industrial fatigue and to improve intellectual, cultural and material
conditions of living of the workers.
2. To study how job satisfaction depends on Employees welfare
RESEARCH DESIGN
The descriptive research design has been used in this case to find out whether the employees
are aware about the welfare policies of the organization and their opinion on various welfare
policies, which they like the most and which they want to be changed for their better. There was
a survey conducted by me with the help of a questionnaire which helped me collect the feedback
and come to a conclusion as per the designed objective.
SAMPLE SIZE: 57 employees
SAMPLING TECHNIQUE: In our project we use Non Probability Sampling technique.
TOOLS USED: The tool used in the questionnaire is SPSS

CHAPTER 4: DATA ANALYSIS AND FINDINGS
RESULTS OF RESEARCH QUESTIONS

Q1. Everyone is aware of various welfare policies of the organization?
Cumulative
Frequency Percent Valid Percent Percent
Valid disagree 6 10.3 10.5 10.5
neutral 10 17.2 17.5 28.1
agree 39 67.2 68.4 96.5
strongly agree 2 3.4 3.5 100.0
Total 57 98.3 100.0
Missing System 1 1.7
Total 58 100.0
Table 1: Awareness of welfare policies
Figure 1: Percentage about Awareness of welfare policies
The above chart shows that 67.24% of employees are aware of welfare policy and 10.34% feel
that they are not aware of the welfare policies of the organization.
Q2. Communication about the welfare policies of the organization is very transparent?
Cumulative
Valid strongly disagree 1 1.7 1.8 1.8
disagree 5 8.6 8.8 10.5
neutral 14 24.1 24.6 35.1
agree 29 50.0 50.9 86.0
Total 57 98.3 100.0
Total 58 100.0
Table 2: Communication about Welfare Policies
Figure 2: Communication about Welfare Policies
From the table it is clear that information about the welfare policies is transparent, 63.79% of
employees agree on this. These are the only sources from which employees can know about the
policies.
Q3. Procedure for availing the welfare benefits of the organization is very easy
Cumulative
disagree 11 19.0 19.3 21.1
neutral 18 31.0 31.6 52.6
agree 17 29.3 29.8 82.5
strongly agree 10 17.2 17.5 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 3: Availing Welfare Benefits
Figure 3: Procedures of availing welfare policies
The above table shows that most of the employees with the highest percentage of 46.5% feel that
the procedure for availing the welfare benefits is easy and 31% employees even feel that the
procedure is very easy. There are hardly 20% of employees who think that the procedure is
difficult.
Q4.Give your opinion on the following statements about the organization varying from
strongly disagrees to strongly agree and comment in case of extremes.
a) Children education allowance provided by the organization is enough.
Cumulative
Valid Disagree 10 17.2 17.5 17.5
Neutral 17 29.3 29.8 47.4
Agree 19 32.8 33.3 80.7
Strongly agree 11 19.0 19.3 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 4: Children Education Allowance
Figure 4: Different Opinion about Children Education Allowance
The table shows that most of the employees feel neutral 17.24%, strongly agree32.76%, 19%
agree and hardly 17% don’t stand by the statement that children education allowance provided
by the corporation is enough. Many Employees hesitated about giving comments in case of
strong disagreement about the statement but few mentioned that the allowance is very less in
comparison with education getting expensive at a rate of around 20% annually. The other point
of disagreement is that children education policy doesn’t cover up children doing correspondence
courses.
b) Conveyance on Tour facility provided by the organization is good
Cumulative
neutral 15 25.9 26.3 43.9
agree 26 44.8 45.6 89.5
Total 57 98.3 100.0
Total 58 100.0
Table 5: Tour facility
Figure 5: Different views on tour facility
Out of 57 employees 44.83% agree with it, 10.34% strongly agree and 25.86% is neutral about it.
Only 17.24% disagree for the statement.
c) Leave Facilities of the organization is good
Cumulative
Valid Strongly disagree 2 3.4 3.5 3.5
disagree 12 20.7 21.1 24.6
neutral 16 27.6 28.1 52.6
agree 20 34.5 35.1 87.7
Total 57 98.3 100.0
Total 58 100.0
Table 6: Leave Facilities
Figure 6: Different opinions about Leave Facilities
Most of the employees are satisfied with the leave facilities the organization is provided as
34.48% and 12.07% employees agree and strongly agree respectively about the statement. Only
3.45% of employees are not withstanding the statement.
d) Medical Facilities of the organization is good
Cumulative
disagree 4 6.9 7.0 10.5
neutral 12 20.7 21.1 31.6
agree 37 63.8 64.9 96.5
Total 57 98.3 100.0
Total 58 100.0
Table 7: Opinion about Medical Facilities
Figure 7: Different opinion about Medical Facilities
Medical facility of the corporation are most liked policies which is very much visible from the
answers given by the employees 63.79% and 3.45% employees strongly agree and agree
respectively about the statement. Only 6.9% disagree with it.
e) Professional skills updating facility of the organization is good
Cumulative
disagree 6 10.3 10.5 12.3
neutral 20 34.5 35.1 47.4
agree 27 46.6 47.4 94.7
Total 57 98.3 100.0
Total 58 100.0
Table 8: Professional skills updating
Figure 8: Different opinion about professional skills/updating
For this statement employees have varying opinions, major portion of sample feels agree and
neutral. There are fewer employees to rate this statement in extremes.
f) Night halt/over time allowance provided by the organization is enough.
Cumulative
neutral 17 29.3 29.8 54.4
agree 23 39.7 40.4 94.7
Total 57 98.3 100.0
Total 58 100.0
Table 9: Night Halt/Over time
Figure 9: Different opinion about Night halt/Over time
Even in case of this statement employees have varying opinions mostly centered on neutral and
agree. The extremes are less chosen in this case too.
g) Shift allowance provided by the organization is enough
Cumulative
disagree 7 12.1 12.3 14.0
neutral 8 13.8 14.0 28.1
agree 25 43.1 43.9 71.9
strongly agree 16 27.6 28.1 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 10: Shift Allowance
Figure 10: Different opinion about Shift Allowance
Shift allowance of the organization is also liked in comparison to other policies which are very
clear from the answers they gave. Most of the employees say that 43.10% agree with the
statement that shift allowance is paid enough.
h) Dependency facilities of the organization is good
Cumulative
neutral 13 22.4 22.8 43.9
agree 24 41.4 42.1 86.0
Total 57 98.3 100.0
Total 58 100.0
Table 11: Dependency Facilities
Figure 11: Opinion about Dependency Facilities
Dependency facility is also one of the appreciated facilities of the organization. 78% employees
say, agree and strongly agree and neutral with the statement. Employees are happy that the
policy has a wide coverage for their dependents.
Q5. Allowances are paid on time by the organization?
Cumulative
disagree 8 13.8 14.0 15.8
neutral 14 24.1 24.6 40.4
agree 32 55.2 56.1 96.5
Total 57 98.3 100.0
Total 58 100.0
Table 12: Allowances paid timely
Figure 12: Percentage about allowances paid timely
The table shows that employees stand united in saying that there is no delay at all in payment of
allowances. In fact it came as a surprise as, the employees say that the process hardly takes 2-3
days to get their allowances passed. This helps the organization to increase productivity.
Q6. Discrepancy in the allowances being paid to various categories of employees is very low
Cumulative
neutral 14 24.1 24.6 29.8
agree 28 48.3 49.1 78.9
strongly agree 12 20.7 21.1 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 13: Discrepancy in the allowances is low
Figure 13: Different Opinion Discrepancy in allowances
When employees were asked about the discrepancy in allowances, then, majority of employees
agree with this.
Q7. Welfare policies of the organization updated regularly?
Cumulative
disagree 4 6.9 7.0 8.8
neutral 15 25.9 26.3 35.1
agree 22 37.9 38.6 73.7
strongly agree 15 25.9 26.3 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 14: Updating in Welfare Policies
Figure 14: Percentage about updating in Welfare Policies
Most of The employees of HEL say that the policies are updated regularly and a major
percentage out of which also feels that it is done in a progressive manner. Only 8% say that they
are rarely updated but even in this the major percentage feels that they are changed with
changing times.
Q8. What are your views on the cafeteria facilities on the following grounds?
1. Food quality 2. Service 3. Hygiene 4. Price
a. Food quality-
Cumulative
neutral 10 17.2 17.5 26.3
agree 34 58.6 59.6 86.0
Total 57 98.3 100.0
Total 58 100.0
Table 15: Cafeteria Food Quality
Figure 15: Different views on Cafeteria Food Quality
58.62% of the employees are satisfied with the food quality and 8.62% are disagree with the food
quality.
b. Services
Cumulative
neutral 10 17.2 17.5 38.6
agree 31 53.4 54.4 93.0
Total 57 98.3 100.0
Total 58 100.0
Table 16: Cafeteria Services
Figure 16: Different views on Cafeteria services
This is the major area in which canteen of the office needs improvement as majority of
employees express their dissatisfaction about it. 20.69% people were dissatisfied with the
service provided in canteen.
c. Hygiene
Cumulative
disagree 14 24.1 24.6 26.3
neutral 10 17.2 17.5 43.9
agree 28 48.3 49.1 93.0
Total 57 98.3 100.0
Total 58 100.0
Table 17: Cafeteria Hygiene
Figure 17: Different Views about Cafeteria Hygiene
The level of hygiene is mostly satisfactory as answered by employees. But few of the
employees are not satisfied by the hygiene in canteen.
d. Price
Cumulative
disagree 11 19.0 19.3 21.1
neutral 14 24.1 24.6 45.6
agree 24 41.4 42.1 87.7
Total 57 98.3 100.0
Total 58 100.0
Table 18: Cafeteria prices
Figure 18: Different Views about Cafeteria prices
53.45% employees are satisfied with the prices charged in canteen; only few are not satisfied
with the prices charged.
Q9. Family feels happy about the welfare policies of your organization?
1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Cumulative
neutral 15 25.9 26.3 35.1
agree 27 46.6 47.4 82.5
strongly agree 10 17.2 17.5 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 19: Family feel about Welfare Policies
Figure 19: Different views of family feel about Welfare Policies
Most of the families are happy from the welfare policy of the organization and majority feel of the
Families feel that welfare policy of HEL is good.
Q10 In case of any work related issues/problems; you normally approach to your immediate
boss.
Cumulative
neutral 20 34.5 35.1 68.4
agree 17 29.3 29.8 98.2
Total 57 98.3 100.0
Total 58 100.0
Table 20: Reporting Person
Figure20: Different opinion about Reporting Person
In case of any work related issues/problems, 34.48%of the employees normally approach their
immediate boss and 32.76% strongly disagree on this.
Q11. The organization has an active and effective system of handling the grievances of
employees
Cumulative
neutral 5 8.6 8.8 14.0
agree 32 55.2 56.1 70.2
strongly agree 17 29.3 29.8 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 21: System of Grievances Handling
Figure 21: Different views on Grievances Handling System
According to 84.48% employees, HEL is having an active and effective system of handling
Grievances.
Q12. I feel secured with these welfare policies in my organization.
Cumulative
neutral 6 10.3 10.5 12.3
agree 38 65.5 66.7 78.9
strongly agree 12 20.7 21.1 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 22: Secure with welfare policies
Figure 22: Different opinion of feeling secure
86.21% employees say that they feel secure with these welfare policies.
Q13. The company values its individual employees
Cumulative
neutral 6 10.3 10.5 21.1
agree 28 48.3 49.1 70.2
strongly agree 17 29.3 29.8 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 23: Employees values
Figure 23: Different opinion about employee’s value
87.59% says that company takes care of them and they value the individual employees.
Q14. Company benefits and requirement information is clearly communicated
Cumulative
neutral 9 15.5 15.8 38.6
agree 30 51.7 52.6 91.2
Total 57 98.3 100.0
Total 58 100.0
Table 24: Company’s benefits
Figure 24: Different opinion about company’s benefits
60% of the employees of the company replied that yes, there is clear communication about
company’s benefits
Q15. You are involved in Quality work
Cumulative
neutral 13 22.4 22.8 36.8
agree 33 56.9 57.9 94.7
Total 57 98.3 100.0
Total 58 100.0
Table 25: Quality work
Figure 25: Different opinion about quality work
63% of the employees respond that they involved in quality work.

Q16. You feel recognized and appreciated at work
Cumulative
disagree 8 13.8 14.0 15.8
neutral 19 32.8 33.3 49.1
agree 22 37.9 38.6 87.7
disagree 7 12.1 12.3 100.0
Total 57 98.3 100.0
Total 58 100.0
Table 26: Feels appreciated
Figure26: Different opinion about feeling appreciating

SPSS OUTPUT
Reliability test:
Reliability Statistics
Cronbach's
Alpha N of Items
.910 26
Table 27: Reliability test

Correlations:
Correlations
JSMEAN WRMEAN
**
JSMEAN Pearson Correlation 1 .508
Sig. (2-tailed) .000
N 57 57
**
WRMEAN Pearson Correlation .508 1
N 57 57
Table 28: Correlation between job satisfaction and

work related issues
Correlations
JSMEAN CFMEAN
**
N 57 57
**
CFMEAN Pearson Correlation .740 1
N 57 57

cafeteria facilities
Correlations
JSMEAN ALLOMEAN
**
N 57 57
**
ALLOMEAN Pearson Correlation .767 1
N 57 57

Allowances
Correlations
WPMEAN JSMEAN
**
WPMEAN Pearson Correlation 1 .749
N 57 57
**
JSMEAN Pearson Correlation .749 1
N 57 57

welfare policies
REGRESSION:
Adjusted R Std. Error of the

Model R R Square Square Estimate
a
1 .843 .711 .689 .32874
Table 32: Regression Analysis

CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS
SUMMARY OF FINDINGS
Based on the study conducted, results of the survey done in the corporation and the general
feedback given by the employees following conclusions have been drawn:
1. HEL management understands the importance of welfare in the life of the employees and
therefore provides them with lots of allowances, high pay scale and benefits to them. This
in return helps HEL to get best out of their employees.
2. HEL has integrated processes which are followed for availing the welfare benefits which
some employees feel is complicated and time taking process.
3. HEL knows how important it is to maintain relationship not only with employees who are
serving the org. but also not to forget the contribution of employees who have served the
organization. HEL provides a lot of benefits to the employees even after they get
separated from the org. this makes employees and their families feel secure and motivates
them.
4. HEL is even taking the welfare of the dependants of the employees seriously and
provides them with every benefit.
5. Most of the employees are satisfied and happy with most of the policies especially
medical and child allowance.
6. After studying the responses, it can be included that welfare is definitely one of the most
important motivational factors which help organization. To retain the best talent. And
also be at par with the private and other players in the market.
7. HEL is capable of attracting the best pool of talent and is also able to retain them through
their welfare policy.
RECOMMENDATIONS
Medical facility can be improved by
 Arranging for frequent visit of specialist doctors.
 Introducing Ayurvedic medical facilities.
Professional skills/ updating can be improved by
 Better maintenance of infrastructure
 More emphasis on computer education
 Emphasizing on time management.
Management should try to get best out of their the employees by
 proper redresser of complaints and grievances of employees
 Awarding extra to employees for doing extra efforts eg. Bonus- increases their moral
 Improving the working condition and by overlooking the relations of superiors and
juniors
 Nobody has mentioned grievance handling machinery as an approach for getting their
problem solved so this shows that the grievances is just on papers and not in action.
LIMITATIONS
 This research is majorly a qualitative research supplemented with quantitative data.

Moreover It’s a very wide area, the organization has some hundred plus policies in their
handbook which was not possible to cover all of them in my research. So the focus was
limited to only few.
 The sample size is not that good as it was a very time taking process to request
employees to fill up the questionnaires and running after them for the same.
 Employee’s participation rate is low.
 Internal information of the organization is not made available to the interns.
 There is lack of clarity while answering questions by the employees.
 The research is conducted within a period of limited duration.
REFERENCES
 HR handbook Hema Engineering Limited.

 India.gov.in/sectors/health/family/index.php
 http://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FW
A_OverviewMemo.pdf
 http://berger.claremontmckenna.edu/Publications/Papers/StressHealth.pdf
 http://www.bioone.org/doi/abs/10.1603/ME11145
 http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rende
rtype=abstract
 http://www.ncbi.nlm.nih.gov/pubmed/19364617
 http://ideas.repec.org/n/nep-lab/
 Cgstaffnews.com
 Economywatch.com
ANNEXURES
QUESTIONNAIRE
Name: ……………………………. Designation…………………………..

Department: ……………………… No. of years of working……………..
Sex: ………………………………. Age ………………………………….
WELFARE POLICIES
Q1. Everyone is aware with the various Welfare Policies of the Organization?
1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5.Strongly agree
Q2. Communication about the Welfare Policy of the Organization is transparent?

1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5.Strongly agree
Q3. How is the procedure for availing welfare benefits of the organization?
Q4. Give your opinion on the following statements about the organization. Varying from
strongly disagree to strongly agree and comment in case of extremes.
Facilities Strongly Disagree Neutral Agree Strongly Comments

disagree Agree
Children
education
allowance
provided by
the
organization
is enough.
Conveyance
on Tour
facility
provided by
the
organization
is good.
Leave
Facilities of
the
organization
is good
Medical
Facilities of
the
organization
is good
Professional
skills/updating
facility of the
organization
Night
halt/over time
facility of the
organization
Shift
allowance
provides by
organization
Dependency
facilities
provided by
the
organization.
Q5. The allowances paid timely

Q6. Discrepancy in the allowance being paid to various categories of employees is low?
Q7. The welfare policies of the organization updated regularly?

Q8. What are your views on the cafeteria facilities on the Following grounds?
Strongly disagree Disagree Neutral Agree Strongly agree

Food Quality
Service
Hygiene
Price
Q9. Family feels happy about the welfare policies of the corporation?
JOB SATISFACTION
Q10. You approach to get your problem solved or register your complaint to your immediate
boss?
Q11. The organization has an active and efficient system of handling the Grievances?
Q12. I feel secured with these welfare policies in my organization
Q13. The company values its individual employees
Q14. Company benefits and requirement information is clearly communicated

Q15. You are involved in Quality work
Q16. You feel recognized and appreciated at work

Summer Internship Report Tanvi Gupta PDF

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Summer Internship Report Tanvi Gupta PDF

Uploaded by

Copyright:

Available Formats

Summer Internship Report

DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN

Under the Supervision of

In Partial Fulfillment of Award of Master of Business Administration

AMITY BUSINESS SCHOOL

“DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN

Date: 12/07/12 Ms. Tanvi Gupta

Ms. Deepshikha Singh

Project work is never the accomplishment of one individual; rather it is an amalgamation of

S.NO PARTICULARS PAGE No.

S.NO PARTICULARS PAGE No.

1. Percentage of Awareness of Welfare Policies 16

2. Communication about Welfare Policies 17

3. Procedures of availing welfare policies 18

4. Different Opinion about Children Education Allowance 19

5. Different opinions about Tour Facilities 20

6. Different opinion about Leave Facilities 21

7. Different opinion about Medical Facilities 22

8. Different opinion about Professional Skills/Updating 23

9. Different opinion about Night halt/Over time 24

10. Different opinion about Shift Allowance 25

11. Different opinion about Dependency Facilities 26

12. Percentage about allowances paid timely 27

13. Different opinion for Discrepancy in allowances 28

14. Percentage about updating in Welfare Policies 29

15. Different views on Cafeteria Food Quality 30

16. Different views on Cafeteria services 31

17. Different Views about Cafeteria Hygiene 32

18. Different views about Cafeteria Prices 33

19. Different opinion of families feels about Welfare Policies 34

20. Different opinion about Reporting Person 35

21. Different opinion about Grievances Handling System 36

23. Different opinion about employee’s value 38

24. Different opinion about company’s benefits 39

25. Different opinion about quality work 40

26. Different opinion about feel appreciated 41

27. Reliability test 42

28. Correlation b/w job satisfaction and work related issues 42

29. Correlation b/w job satisfaction and Cafeteria facilities 42

30. Correlation b/w job satisfaction and Allowances 43

31. Correlation b/w job satisfaction and Welfare policies 43

32. Regression analysis 43

GENERAL INTRODUCTION OF THE STUDY

PURPOSE OF THE STUDY

OBJECTIVE OF THE STUDY

 This leave is granted to an officer who is disabled by injury unintentionally inflicted or

SCOPE OF THE STUDY

LIMITATIONS OF THE STUDY

INTRODUCTION OF THE AUTOMOBILE INDUSTRY

Products for Domestic Market:

PURPOSE OF THE STUDY:

OBJECTIVE OF THE STUDY:

SAMPLE SIZE: 57 employees

SAMPLING TECHNIQUE: In our project we use Non Probability Sampling technique.

TOOLS USED: The tool used in the questionnaire is SPSS

RESULTS OF RESEARCH QUESTIONS

Valid disagree 6 10.3 10.5 10.5

neutral 10 17.2 17.5 28.1

agree 39 67.2 68.4 96.5

strongly agree 2 3.4 3.5 100.0

Total 57 98.3 100.0

Missing System 1 1.7