Professional Documents
Culture Documents
ON
“A STUDY OF EMPLOYEES AWARENESS &
COMPLIANCE TOWARDS VARIOUS SAFETY
MEASURE(A CASE OF BRINDAVAN BEVERAGES”
SESSION :( 2015-2016)
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INTRODUCTION OF THE PROJECT
Employee welfare is a comprehensive term including various services, benefits and
facilities offered to employer. Through such generous fringe benefits the employer makes
life worth living for employees. The welfare amenities are extended in addition to normal
wages and other economic rewards available to employees as per the legal provision. The
basic purpose of employee welfare is to enrich the life of employees and keep them
happy and contented.
Welfare including anything that is done for the comfort and improvement of employees
and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The
welfare measures need not be in monetary terms only but in any kind/forms. Employee
welfare includes monitoring of working condition, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families.
Employee welfare entails all those activities of employer, which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries. Employee welfare has the following
Objectives :
1) To provide better life and health to the employees.
2) To make the employees happy and satisfied.
3) To relieve employees from industrial fatigue and to improve intellectual, cultural
and material conditions of living of the employees.
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6) Employee welfare may be introduced by the employers, government, and
employees or by any social or charitable agency.
7) Employee welfare schemes are flexible and ever changing. New welfare measures
are added to the existing ones from time to time.
The very logic behind providing welfare schemes is to create efficient, healthy,
loyal and satisfied labor force for the organization. The purpose of providing such
facilities is to make their work life better and also to raise their standard of living.
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EMPLOYMENT WELFARE
Employee welfare activities benefit not only workers but also the
management in term of greater industrial efficiency.
Employee plays a very important role in the industrial production of the country. The
human resource managers are really concerned with the management of people at work.
It is necessary to secure the cooperation of employee in order to increase the production
and earn higher profits. The Welfare of employee force is possible only when the
workers are fully satisfied with their employer and the working condition on the job. In
the course of time with the introduction of the concept of human resource management
psychological researches convinced them that the worker required something more
important. In addition to providing monetary benefits, human treatments given to
employee play a very important role in seeking their cooperation.
There are various aspects of employee welfare in India but social security is consider one
main of them in other words we can say social security is one of the pillars on which the
structure of a welfare state rests, and it constitutes the hard core of social policy in most
countries. It is through social security measures that the state attempts to maintain every
citizen at a certain prescribed level below which no one is allowed to fall. It is the
security that society furnishes through appropriate organization, against certain risks to
which its members are exposed (ILO, 1942). Social security system comprises health and
unemployment insurance, family allowances, provident funds, pensions and gratuity
schemes, and widows’ and survivors’ allowances. The essential characteristics of social
insurance schemes include their compulsory and contributory nature; the members must
first subscribe to a fund from which benefits could be drawn later. On the other hand,
social assistance is a method according to which benefits are given to the needy persons,
fulfilling the prescribed conditions, by the government out of its own resources. The
present section reviews employee welfare activities in India with particular emphasis on
the unorganized sector. Although provisions for workmen’s compensation in case of
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industrial accidents and maternity benefits for women workforce had existed for long, a
major breakthrough in the field of social security came only after independence.
The Constitution of India (Article 41) laid down that the State shall make effective
provision for securing the right to public assistance in case of unemployment, old age,
sickness and disablement and in other cases of underserved want. The Government took
several steps in compliance of the constitutional requirements. The Workmen’s
Compensation Act (1926) was suitably revised and social insurance programmes were
developed for industrial workers. Provident funds and gratuity schemes were introduced
in most industries, and maternity legislation was overhauled. Subsequently, State
governments instituted their own social assistance programmes. The provisions for old
age comprise pension, provident fund, and gratuity schemes. All the three provisions are
different forms of retirement benefits.
The concept of labour welfare is flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at a particular
time . It is also molded according to the age-groups, socio-cultural background, marital
and economic status and educational level of the workers in various industries In its
broad connotation, the term welfare refers to a state of living of an individual or group in
a desirable relationship with total environment – ecological, economic, and social.
Conceptually as well as operationally, labour welfare is a part of social welfare which, in
turn, is closely linked to the concept and the role of the State which is applicable in coca
cola plant. The concept of social welfare, in its narrow contours, has been equated with
economic welfare. As these goals are not always be realized by individuals through their
efforts alone, the government came into the picture and gradually began to take over the
responsibility for the free and full development of human personality of its population.
Labour welfare is an extension of the term Welfare and its application to labour. During
the industrialization process, the stress on labour productivity increased; and brought
about changes in the thinking on labour welfare.
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In its broad connotation, the term welfare refers to a state of living of an individual or
group in a desirable relationship with total environment – ecological, economic, and
social. Conceptually as well as operationally, labour welfare is a part of social welfare
which, in turn, is closely linked to the concept and the role of the State. The concept of
social welfare, in its narrow contours, has been equated with economic welfare. Pigou
defined it as “that part of general welfare which can be brought directly or indirectly into
relations with the measuring rod of money” (Pigou, 1962). According to Willensky and
Labeaux, social welfare alludes to “those formally organised and socially sponsored
institutions, agencies and programmes which function to maintain or improve the
economic conditions, health or interpersonal competence of some parts or all of a
population”. As these goals may not always be realised by individuals through their
efforts alone, the government came into the picture and gradually began to take over the
responsibility for the free and full development of human personality of its population.
Employee welfare is an extension of the term Welfare and its application to employee.
During the industrialization process, the stress on employee productivity increased; and
brought about changes in the thinking on employee welfare. An early study under the UN
observed as follows “in our opinion most underdeveloped countries are in the situation
that investment in people is likely to prove as productive, in the purely material sense, as
any investment in material resources and in many cases, investment in people would lead
to a greater increase of the flow of goods and services than would follow upon any
comparable investment in material capital”. The theory that welfare expenditure,
especially expenditure on health and education, is productive investment has led to the
view that workers could work more productively if they were given a fair deal both at the
work place and in the community. The concept of employee welfare has received
inspiration from the concepts of democracy and welfare state. Democracy does not
simply denote a form of government; it is rather a way of life based on certain values
such as equal rights and privileges for all. The operation of welfare services, in actual
practice, brings to bear on it different reflections representing the broad cultural and
social conditions. In short, employee welfare is the voluntary efforts of the employers to
establish, within the existing industrial system, working and sometimes living and
cultural conditions of the employees beyond what is required by law, the custom of the
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industry and the conditions of the market The constituents of employee welfare included
working hours, working conditions, safety, industrial health insurance, workmen’s
compensation, provident funds, gratuity, pensions, protection against indebtedness,
industrial housing, restrooms, canteens, crèches, wash places, toilet facilities, lunches,
cinemas, theatres, music, reading rooms, holiday rooms, workers’ education, co-operative
stores, excursions, playgrounds, and scholarships and other help for education of
employees’ children.
3.The purpose of providing welfare amenities is to bring about development of the whole
personality of the worker -his social, psychological, economic, moral, cultural and
intellectual development to make him a good worker, a good citizen and a good member
of the family.
5. Employee welfare is a very broad term, covering social security and such other
activities as medical aid, crèches, canteens, recreation, housing, adult education,
arrangements for the transport of employee to and from the work place.
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6. It may be noted that not only intra-mural but also extra-mural, statutory as well as
non-statutory activities, undertaken by any of the three agencies- the employers, trade
unions or the government- for the physical and mental development of the worker, both
as a compensation for wear and tear that he undergoes as a part of the production process
and also to enable him to sustain and improve upon the basic capacity of contribution to
the processes of production, “which are all the species of the longer family encompassed
by the term ‘Employee welfare’
This principle is based on the social conception of industry and its role in the society that
is, the understanding that social responsibility of the state is manifested through industry.
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It is assumed that employee welfare is an expression of industry’s duty towards its
employees. Social responsibility means that the obligation of the industry to pursue those
policies, to take such decisions, and to follow those lines of action which are desirable in
terms of the objectives and values currently obtaining in the society. The values of the
Indian community are enshrined in the constitution of the country. Employee welfare is
not embroidery on capitalism or the external dressing of an exploitative management;
rather, it is an expression of the assumption by industry of its responsibility for its
employees (Maurioce Bruce, 1961). Industry is expected to win the co-operation of the
workers, provide them security of employment, fair wage, and equal opportunity for
personal growth and advancement, and make welfare facilities available to them.
2. DEMOCRATIC VALUES
The principle of democratic values of employee welfare concedes that workers may have
certain unmet needs for no fault of their own, that industry has an obligation to render
them help in gratifying those needs, and that workers have a right of determining the
manner in which these needs can be met and of participating in the administration of the
mechanism of need gratification. The underlying assumption to this approach is that the
worker is a mature and rational individual who is capable of taking decisions for
himself/herself.
3. ADEQUACY OF WAGES
The third principle of employee welfare is adequacy of wages; it implies that employee
welfare measures are not a substitute for wages. It will be wrong to argue that since
workers are given a variety of employee welfare services, they need be paid only low
wages. Right to adequate wage is beyond dispute.
4. EFFICIENCY
The fourth principle of employee welfare lays stress on the dictum that to cultivate
welfare is to cultivate efficiency. Even those who deny any social responsibility for
industry do accept that an enterprise must introduce all such employee welfare measures
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which promote efficiency (Marshall, 1950). It has been often mentioned that workers’
education and training, housing, and diet are the three most important aspects of
employee welfare, which always accentuate employee efficiency. Re-personalization
Since industrial organization is rigid and impersonal, the goal of welfare in industry is the
enrichment and growth of human personality. The employee welfare movement seeks to
bring cheer, comfort, and warmth in the human relationship by treating man as an
individual, with quiet distinct needs and aspirations. Social and cultural programmes,
recreation and other measures designed after taking into consideration the workers’
interests go a long way in counteracting the effects of monotony, boredom, and
cheerlessness.
5. Co-RESPONSIBILITY
The fifth principle of employee welfare recognizes that the responsibility for employee
welfare lies on both employers and workers and not on employers alone (Moorthy, 1958).
Employee welfare measures are likely to be of little success unless mutuality of interest
and responsibilities are accepted and understood by both the parties, in particular the
quality of responsibility at the attitudinal and organisational level.
Totality of welfare The final principle of employee welfare is that the concept of
employee welfare must permeate throughout the hierarchy of an organization, and
accepted by all levels of functionaries in the enterprise.
Welfare of employee one of the major concerns of the Government has been the
improvement of employee welfare with increasing productivity and provision of a
reasonable level of social security.
Social Security There are a variety of laws enacted and schemes established by the
Central/State Governments with a view to provide for social security and welfare of
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specific categories of working people. The principal social security laws enacted centrally
are the following:
5. The Payment of Gratuity Act, 1972 (PG Act) The EPF and MP Act are administered
exclusively by the Government of India through the EPFO. The cash benefits under the
ESI Act are administered by the Central Government through the Employees State
Insurance corporation (ESIC), whereas medical care under the ESI Act is being
administered by the State Government and Union Territory Administration. The Payment
of Gratuity Act is administered by the Central Government in establishments under its
control, establishments having branches in more than one State, major ports, mines, oil
fields and the Railways and by the State Governments and Union Territory
Administrations in all other cases. In mines and circus industry, the provisions of the
Maternity Benefit Act are being administered by the Central Government through the
Chief employee Commissioner (Central) and by the State Governments in factories,
plantations and other establishments. The provisions of the WC Act are being
administered exclusively by State Governments. Programmes of the State Sector
Important programmes undertaken by the State Governments relate to diversification and
expansion of the vocational training programme, improvement in the quality of training
and extension of training opportunities for women, the World Bank-assisted Vocational
Training Project, extension and modernization of employment services, strengthening of
employee administration, rehabilitation of bonded employee, welfare of rural and urban
unorganized employee etc. Social security is the pillar of employee welfare
The concept of social security has been mentioned in the early Vedic hymn which wishes
everyone to be happy, free from ill- health, enjoy a bright future and suffer no sorrow.
The phrase social security is, therefore, a new name for an old aspiration. Today is based
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on the “ideals of human dignity and social justice”. Social security is defined as “the
security that society furnishes, through appropriate organization, against certain risks to
which its members are exposed”. These risks are essentially contingencies against which
the individual, who has small means, cannot protect himself. These contingencies include
employment injury, sickness, disablement, industrial disease, maternity, old age, burial,
widowhood, orphan hood and unemployment. Social security is also broadly defined as
“the endeavor of the community, as a whole, to render help to the utmost extent possible
to any individual during periods of physical distress inevitable on illness or injury and
during economic distress consequent on reduction or loss of earnings due to illness,
disablement, maternity, unemployment, old age or death of working member”. Social
security thus provides a self-balancing social insurance or assistance from public funds or
a combination of both. Though social security programmes vary from country to country,
their three major characteristics are: they are established by law; they provide some kind
of cash payment to individuals to replace at least a part of their lost income that our due
to such contingencies as unemployment, maternity, work injury, invalidism, sickness, old
age and death; the benefits or services are provide in three major ways:
1 Social insurance,
2 Social assistance or
3 Public service
SOCIAL INSURANCE:
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4) Social insurance benefits are granted without an examination of an individual’s need
and without any means test, without affecting the sense of self respect of the beneficiary.
5) These benefits are so planned as to cover, on a compulsory basis, all those who are
sought to be covered. • Social insurance reduces the suffering arising out of the
contingencies faced by an individual –contingencies which he cannot prevent.
Social insurance is different from commercial insurance, for the latter is voluntary and is
meant for the better paid section of the population, and its benefits are in proportion to
the premiums paid; it offers protection only against individual risks and does not aim at
providing a minimum standard of living.
SOCIAL ASSISTANCE:
Social assistance is provided as a supplement to social insurance for those needy people
who cannot get social insurance payments, and is offered after a means test. The general
revenues of the government provide the finance for social assistance payments, which is
made available as a legal right to those workers who fulfill given conditions. Social
assistance and social insurance go side by side. Social assistance programmes cover such
programmes as unemployment assistance, old age assistance, public assistance and
national assistance. Social security is the combination of social assistance and social
insurance. Social insurance, however, falls midway between the two, for it is financed by
the state as well as by the insured and their employers; whereas social assistance is given
gratis to the needy by the state or the community
PUBLIC SERVICE:
Public service programmes constitute the third main type of social security. They are
financed directly by the government from their general revenues in the form of cash
payment and services to every member of the community falling within the defined
category. This kind of public service is currently available in a number of countries in the
form of national health service providing medical care for every person in the country,
old-age pension, pension for invalidism, survivor’s pension to every widow or orphan,
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and a family allowance to every family having a given number of children. Although
these social security programmes have different characteristics, it is not always easy to
draw a line of demarcation among them. In many cases, two or even three programmes
have common characteristics. Apart from state there are many other agencies which
provide se4curity against contingencies. In many countries trade union have their own
sickness, old-age, unemployment schemes. Saving funds, sickness benefits and old-age
pensions have also been provided by a large number of organizations to their
employees.“The underlying idea of social security measures is that a citizen, who has
contributed, or is likely to contribute to his country’s welfare, should be given protection
against certain hazards”. The 1952 ILO convention on social security (minimum
standard) divided.
Organization provide welfare facilities to their employees to keep their motivation levels
high .The employee welfare schemes can be classified into categories viz .statutory and
non-statutory welfare schemes .The statutory schemes are those schemes that are
compulsory to provide by an organization as compliance to the laws governing employee
health and safety. These include provisions provided in industrial acts like Factories Act
1948(safety, health and welfare)1986,Mines Act 1962.The non statutory schemes differ
from organization to organization and from industry to industry
a) Drinking Water: At all the working places safe hygienic drinking water should
be provided.
b) Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
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c) First aid appliances: First aid appliances are to be provided and should be
readily assessable so that in case of any minor accident initial medication can be
provided to the needed employee.
d) Latrines and Urinals: A sufficient number of latrines and urinals are to be
provided in the office and factory premises and are also to be maintained in a
neat and clean condition.
e) Canteen Facilities: Cafeteria or canteens are to be provided by the employer so
as to provide hygienic and nutritious food to the employees.
f) Spittoons: In every work place, such as ware houses, store places, in the dock
area and office premises spittoons are to be provided in convenient places and
same are to be maintained in a hygienic condition.
g) Lighting: Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.
h) Washing places: Adequate washing places such as bathrooms, wash basins with
tap and tap on the stand pipe are provided in the port area in the vicinity of the
work places
i) Changing rooms: Adequate changing rooms are to be provided for workers to
change their cloth in the factory area and office premises. Adequate lockers are
also provided to the workers to keep their clothes and belongings.
j) Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
Many non statutory welfare schemes may include the following schemes:
a) Personal Health Care (Regular medical check-ups): Some of the companies
provide the facility for extensive health check-up.
b) Flexible-time: The main objective of the flexi time policy is to provide
opportunity to employees to work with flexible working schedules. Flexible
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work schedules are initiated by employees and approved by management to meet
business commitments while supporting employee personal life needs.
c) Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.
d) Maternity & Adoption Leave: Employees can avail maternity or adoption
leaves. Paternity leave policies have also been introduced by various companies.
e) Medi-claim Insurance Scheme: This insurance scheme provides adequate
insurance coverage of employees for expenses related to hospitalization due to
illness, disease or injury or pregnancy.
The Factories Act, is a social legislation which has been enacted for occupational safety,
health and welfare of workers at work places. This legislation is being enforced by
technical officers i.e. Inspectors of Factories, Dy. Chief Inspectors of Factories who work
under the control of the Chief Inspector of Factories and overall control of the employee
Commissioner, Government of National Capital Territory of Delhi
It applies to factories covered under the Factories Act, 1948. The industries in which ten
(10) or more than ten workers are employed on any day of the preceding twelve months
and are engaged in manufacturing process being carried out with the aid of power or
twenty or more than twenty workers are employed in manufacturing process being
carried out without the aid of power, are covered under the provisions of this Act.
I. Health
II. Safety
III. Welfare facilities
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IV. Working hours
V. Employment of young persons
VI Annual Leave with wages etc.
(1) The Central Government may by notification in the Official Gazette frame a Scheme
to be called the Employees' Provident Funds Scheme for the establishment of provident
funds under this Act for employees or for any class of employees and specify the
establishments or class of establishments to which the said Scheme shall apply and there
shall be established as soon as may be after the framing of the Scheme a Fund in
accordance with the provisions of this Act and the Scheme.
(1A) The Fund shall vest in and be administered by the Central Board constituted under
section 5A.
(1B) Subject to the provisions of this Act a Scheme framed under sub-section (1) may
provide for all or any of the matters specified in Sch. II.
(2) A Scheme framed under sub-section (1) may provide that any of its provisions shall
take effect either prospectively or retrospectively on such date as may be specified in this
behalf in the Scheme.
(1) Any minimum rate of wages fixed or revised by the appropriate government in
respect of scheduled employments under section 3 may consist of –
(i) a basic rate of wages and a special allowance at a rate to be adjusted at such intervals
and in such manner as the appropriate government may direct to accord as nearly as
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practicable with the variation in the cost of living index number applicable to such
workers (hereinafter referred to as the "cost of living allowance"); or
(ii) a basic rate of wages with or without the cost of living allowance and the cash value
of the concessions in respect of suppliers of essential commodities at concession rates
where so authorized; or
(iii) an all-inclusive rate allowing for the basic rate the cost of living allowance and the
cash value of the concessions if any.
(2) The cost of living allowance and the cash value of the concessions in respect of
supplied of essential commodities at concession rate shall be computed by the competent
authority at such intervals and in accordance with such directions as may be specified or
given by the appropriate government.
Where any apprentices are undergoing training in a factory, the provisions of Chapters
III, IV and V of the Factories Act, 1948 (63 of 1948), shall apply in relation to the health,
safety and welfare of the apprentices as if they were workers within the meaning of that
Act and when any apprentices are undergoing training in a mine, the provisions of
Chapter V of the Mines Act, 1952 (35 of 1952), shall apply in relation to the health and
safety of the apprentices as if they were persons employed in the mine.
(1) In fixing minimum rates of wages in respect of any scheduled employment for the
first time under this Act or in revising minimum rates of wages so fixed the appropriate
government shall either -
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(b) By notification in the Official Gazette publish its proposals for the information of
persons likely to be affected thereby and specify a date not less than two months from the
date of the notification on which the proposals will be taken into consideration.
(2) After considering the advice of the committee or committee appointed under clause
(a) of sub-section (1) or as the case may be all representations received by it before the
date specified in the notification under clause (b) of that sub-section the appropriate
government shall by notification in the Official Gazette fix or as the case may be revise
the minimum rates of wages in respect of each scheduled employment and unless such
notification otherwise provides it shall come into force on the expiry of three months
from the date of its issue :
(b) In respect of any injury, not resulting in death or permanent total disablement, caused
by an accident which is directly attributable to - (i) the workman having been at the time
thereof under the influence of drink or drugs, or
(ii) The willful disobedience of the workman to an order expressly given, or to a rule
expressly framed, for the purpose of securing the safety of workmen, or
(iii) The willful removal or disregard by the workman of any safety guard or other device
which
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he knew to have been provided for the purpose of securing the safety of workmen,
Provided that if it is proved, - (a) that a workman whilst in the service of one or more
employers in any employment specified in Part C of Schedule III has contracted a disease
specified therein as an occupational disease peculiar to that employment during a
continuous period which is less than the period specified under this sub-section for that
employment, and
(b) That the disease has arisen out of and in the course of the employment; the
contracting of such disease shall be deemed to be an injury by accident within the
meaning of this section :
Provided further that if it is proved that a workman who having served under any
employer in any employment specified in Part B of Schedule III or who having served
under one or more employers in any employment specified in Part C of that Schedule, for
a continuous period specified under this sub-section for that employment and he has after
the cessation of such service contracted any disease specified in the said Part B or the
said Part C, as the case may be, as an occupational disease peculiar to the employment
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and that such disease arose out of the employment, the contracting of the disease shall be
deemed to be an injury by accident within the meaning of this section.
(3) The Central Government or the State Government, after giving, by notification in the
Official Gazette, not less than three months' notice of its intention so to do, may, by a like
notification, add any description of employment to the employments specified in
Schedule III, and shall specify in the case of employments so added the diseases which
shall be deemed for the purposes of this section to be occupational diseases peculiar to
those employments respectively, and thereupon the provisions of sub-section (2) shall
apply In the case of a notification by the Central Government, within the territories to
which this Act extends or, in case of a notification by the State Government, within the
State as if such diseases had been declared by this Act to be occupational diseases
peculiar to those employments.
(4) Save as provided by Sub-sections (2), (2A) and (3), no compensation shall be payable
to a workman in respect of any disease unless the disease is directly attributable to a
specific injury by accident arising out of and in the course of his employment.
(5) Nothing herein contained shall be deemed to confer any right to compensation on a
workman in respect of any injury if he has instituted in a Civil Court a suit for damages in
respect of the injury against the employer or any other person; and no suit for damages
shall be maintainable by a workman in any Court of law in respect of any injury - (a) if
he has instituted a claim to compensation in respect of the injury before a Commissioner;
or
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(b) if an agreement has been come to between the workman and his employer providing
for the payment of compensation in respect of the injury in accordance with the
provisions of this Act.
4. AMOUNT OF COMPENSATION. - (1) Subject to the provisions of this Act, the
amount of compensation shall be as follows, namely :- (a) where death results an amount
equal to fifty from the injury cent of the monthly wages of the deceased workman
multiplied by the relevant factor; or an amount of fifty thousand rupees, whichever is
more;
The Act provides for the payment of gratuity to workers employed in every factory, shop
& establishments or educational institution employing 10 or more persons on any day of
the proceeding 12 months. A shop or establishment to which the Act has become
applicable shall continue to be governed by the Act even if the number of persons
employed falls bellow 10 at any subsequent stage.
All the employees irrespective of status or salary are entitled to the payment of gratuity
on completion of 5 years of service. In case of death or disablement there is no minimum
eligibility period. The amount of gratuity payable shall be at the rate of 17 days wages
based on the rate of wages last drawn, for every completed year of service.
IMPORTANT BENEFITS
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c) Employers get stable labor force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and
participation.
d) Employee welfare measures increase the productivity of organization and
promote healthy industrial relations thereby maintaining industrial peace.
e) The social evils prevalent among the labors such as substance abuse, etc. are
reduced to a greater extent by the welfare policies. Satisfied employees
contribute to the development and growth of the organization. Organization
provides welfare facilities to their employees to keep their motivation levels
high. The employee welfare schemes can be classified into two categories viz.
statutory and non statutory welfare schemes. Statutory welfare measures are
compulsory by law while non-statutory welfare measures are provided
voluntarily by the organization.
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COMPANY PROFILE
Dr. Pemberton partner and bookkeeper frank M Robinson, suggested the name and
panned Coca cola in the unique flowing script that is famous worldwide today. Mr.
Robinson thought “ the two C,S would look well in advertising.”
By 1886, sales of Coca-Cola averaged nine drinks per day. That first year, Dr Pemberton
sold 25 Gallons of syrup, shipped in bright red wooden kegs. Red has been a distinctive
color associated with the No-1 soft drink brand ever since. For his effort, Dr Pemberton
grossed $5o and spent $73.96 on advertising.
In 1891, Atlanta entrepreneur, Asa G. Candler had acquired complete ownership of the
Coca-Cola business. With in four years, his merchandising flair helped expand
consumption of Coca-Cola every state and territory. In 1919 Coca Cola Company was
sold to group of inventors for $25 million. Robert W.Woodruff became president of the
Coca Cola in 1923, and his more then six decades of leadership took the business to
unrivalled heights of commercial success making Coca Cola an institution the world
over.
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Soft Drink Market In Present Scenario
The soft drink market all over the world has been witnessing a throat cut battle between
two major players: coca cola &Pepsi, since very beginning. The thirst quenchers are
trying hard to have the major piece of the apple of overall carbonated soft drink market.
Both the players are spending energies in building capacity, infrastructure, promotional
activities etc.
Coca cola, being 11 years older than Pepsi, has been dominating the scene in most of the
soft drink market of world and enjoying the leadership in terms of the share.
But the coca cola people are finding it hard to deep away Pepsi, which has been
narrowing the gaps regularly. The two are posing threats for each other in every nook and
corner of the world. While coca cola has been earning most of the part of its red and
butter through beverages sales but Pepsi has a multi product port folio with a handsome
portion from the same business.
Both the competitors have a distinct vision and properties about the Indian soft drink
market. though having so much difference and distances with each other ,they both
consider India a huge potential market ,as per capita consumption here is a mere three
serving annually against the world average of 80.therefore ,they are putting in their best
effort to woe the India consumer who has to work for 1.5 hour to buy a bottle soft drink
in comparison to the international norms of 5 minutes, a major hurdle to cross over for
both the athletes or getting no.1 position.
Coca cola is well with its 53 bottling sites throughout the country giving it an edge over
competition by processing a well built and distribution set up. On the other hand , Pepsi,
with 2 more years in India , has been able to set an image of winner this time in India
and get the pulse of India soft drink The soft drink giants are Leaving on stone unturned
and her for the Long terms. Coca cola has been penetrating the market through its
wide product range with a determination to change consumption pattern of soft drink in
27
India. Firstly, they upgraded the whole industry by introducing 300 ml bottles, which in
turn had given the industry a booming growth of 20% as compared to the earlier 5%.
They want to develop a Coca culture and are working on a strategy to offer soft drink in
every possible package. In Coca cola cap, the idea of competition has not come from
Pepsi, but from the other beverages such as Tea, Coffee, Nimbu Pani, and Water etc.
Pepsi is quite aggressive in its approach to Indian consumer. They are desperately
working on the strategy to be winners in the hot cola war between two big banners.
According to Pepsi philosophy, it’s the madness encourages executive to think, to conjure
up those creative tactics to knock the fizz out there competition. Pepsi had plumbed a
large on the visibility of its blue red and white logo. They have been going with
aggressive marketing by putting Sachin Tendulker, Akshay Kumar, and now Shahrukh
Khan in their advertisement to endorse their brand, the role models for its targeted
consumer the teenagers. They have increased the fizz in the market place by introducing
the dispensers called Fountain Pepsi and has been enjoying a lead over its rival there.
Coca Cola on the other hand, has been working on the saying ‘slow and steady wins the
race’, side by side retailing to every more of its competitor. They have produced the
shield of Thums Up with a handsome Markey share in Indian soft drink market.
Countering Pepsi’s international commercial that used two chimpanzees to cock a snoop
at coke. Thums Up has been positioned now very near to that young image of Pepsi and
giving it a tuff time.
These cool merchants have put every thing on fire .if coke get the status of the official
drink of wills world cup, Pepsi blushed as nothing official about it. as Thums up
projected as ‘sare jaha se accha’, Pepsi was passionate enough with ‘freedom to be’ and
now the “yeh dil mange more”. When Thums up came with thunder blast.
28
The Coca -Cola company is the world" leading manufacturer and distributor of
non-alcoholic bevarage concentrates and syrups, with world headquarters in Atlanta,
Georgia. The company and its subsidiaries in nearly 200 countries around the world
manufacture and sell over 230 other company soft drink brands.
By contract with the Coca-Cola Company and it's local subsidiaries, which employs
nearly 34,000 people around the world, local businesses are authorized to bottle
and sell company soft drinks within the local boundaries and under conditions that ensure
the highest standards of quality and uniformity.
Company's objectives
Company's mission must be turned in to specific objectives for each level of management
in a system known as management by objectives the most common objectives are:
Profitability
Sales growth
Market Share
Improvement
Risk Diversification
Innovation
Satisfy the customer
Indian History
Around 1948 the first branded soft drink in the Indian market. This soft drink was named
as Gold Spot. Before Coco-Cola entered the country to dominate the scene in 1950, Parle
Exports Pvt.Ltd. was the first Indian company to introduce a lemon soft drink.This drink
was known as Limca and it was introduced in 1970. However before this they had
29
introduced Cola Pepine which was withdrawn in face of tough competition from
Coca-Cola.
In the year 1977 Coca-Cola left Indian market and this brought in an opportunity for
various Indian companies to show their caliber. At this time a new soft drink was
introduced by Parle products and this was color. This drink was introduced with mighty
saying "happy days are here again". As if happy days went away with Coca-Cola. There
was another company named pure drink, which introduced the soft drink named Campa
-Cola along with arrange and lemon flavours.
Just after this many more companies entered the soft drink market. A soft drink name
double. I had been introduced by a company Morden bakers. Another company Mohan
meakins also came up with a Soft drink named Mary & puch up, Mc Dowell came with
thrill.,. Push and Sprint.
Previously there was no competition in the Indian soft drink market but with all
companies coming in the Indian market a huge competition was place with college
advertisements. But in the year 1988 Pepsi was given permission to sell its soft drinks in
the Indian market by the Government of Indian. Coca Cola also come back in the year
1993.
Coca-Cola in India
The Coca-Cola company entered India in early 1950, it setup four bottling plants at
Bombay, Calcutta, Kanpur and Delhi.
In 1950, as were negligible companies in the Indian market therefore Coca-Cola did not
faced much competition and they were accepted in Indian market more easily. The brand
was accepted by all age group. The full credit must go to coca-cola for making soft
drinks popular in Indian by end of 1977.Coca-Cola had captured more than 45% of
market share in India Then Coca-Cola left Indian following public regulations the
company was required to Indianise or close operation come to an end in July 1977.
30
Coca-Cola come back in the year 1993 after liberalization and was launched at Agra with
the slogan "Old wave have come to Indian again". At the time parle was the leader in the
soft drink market and had more than 60% of the total shore in soft drink. Coca-Cola
joined hands with Parle and to enter India after 17 years. By striking a 40 million deal
with Parle. Coke almost made a clear sweep and made its good as " To become all time
all occasion drink not a special treat beverage."
In the year of 1990, over one hundred years after the soft drink was invented, the Coca-
Cola company opened up a museum like building which was designed to be a tribute to
its famous soft drink product. It is also said to be a tribute to the countless number of
consumers who drink Coca-Cola. The world of Coca-Cola, as it is called is located in
Atlanta, Georgia right amidst the tourist district. And, its tribute to the soft drink is
because it is so popular that it is now served daily in nearly two hundred countries.
Having the museum located in Atlanta is fitting because long before anyone had ever
heard of Coca-Cola, a doctor by the name of Johan Stythe Pemberton, who was a
druggist in Atlanta, mixed up his own concoction of medicinal syrup in May in the year
of 1886, Dr. Pemberton used Africa.
Kola Nut extracts and coca leaves, which are both strong stimulants, in his potion. The
result was Q thick caramel colored syrup. The purpose of the potion was to be an
effective tonic which would help a person's brain and nerves function better.
True or not, it has been said that a customer came into the pharmacy
one day complaining or a headache. He asked for a glass of Coca-Cola to be made with
carbonated water instead of plain water and the carbonated version of the soft drink was
the born.
31
The first year, in 1886, Dr.Pemberton sold twenty five gallons of his syrup which earned
him total revenue of just fifty dollars. By the next year, because of he is poor health
condition, he began to sell off his company. Five years later, man by the name of Asa
G.Candlar, had acquired total control of the Coca-Cola became a patented product in the
United States.
Its popularly would not stay within the United States for long, though, because in the year
of 1906, Cola-Cola was bottled in Cuba and in Panama. Bottling operations were soon
start ed in Hawall the next year, then in the Phillipines, France, Belgium, Bermunda,
Colombia, the Honduras, Italy, Mexico, Haiti, and Burma in later years. By the year of
1940, the famous soft drink was bottled in forty country.
The day Coca Cola reach consumers and customer around the world through a vast
distribution network made up of local bottling companies. These bottlers are locate
around the world, and most are independent business. Using concentrates and beverages
bases produced by the Coca Cola company, our bottling partners package and market
products, distributes them to more than & million customer and more than 2 million
vending machines around the world.
The Coca Cola Company is committed to assisting its bottlers with the function of an
efficient bottling operation. Quality contract, ministered constantly by the company is
necessary to produce high quality soft drinks.
TRADE MARKS
Our trademarks are our most valuable assets. The trademark “Coca-Cola” was registered
with the U.S. patent and trademark office in 1893, followed by “Coke” in 1945 the
unique contour bottle, familiar to consumers every when, way granted registration is a
trademark by the U.S. patent and trademark office in 1977, in honor awarded to few other
32
packages. In 1982, the Coca Cola Company introduced Diet Coke is U.S. consumer
marking the first extension of me company’s most precious trademark to another product
later years saw the introduction DP additional products bearing the Coca Cola name
which now EMCON passes a powerful line of six Coal products.
Today, the world’s favorite soft drink Coca Cola the world best known and most admired
trademark; recognized by more than 90 percent of the world population.
PRODUCT ADVANCEMENT
In 1985, a new Cola emerged from laboratory research. Through internal evaluation and
thousand by blind taste tests, consumer said they preferred it over both Coca Cola and its
primary competition. As a result, in April 1985, the company proudly introduced the new
taster of coke the first change in the secrete formula since my product way created in
1886.
The launch of Coke with the new taste took place in the United State and Canada.
Consumer respected with an unprecedented and new famous out pouring of loyalty and
offering for me original formula of Coca-cola returned & Coca-Cola classic. In 1986,
Coca-Cola classic became and still remains, the nations top-selling soft drink.
33
2) We will recognize the positive contributions that we make as individuals and team
members to produce our business success.
5) We will respect all stakeholders, including employees, partners and suppliers and
instill them with a passion to deliver the highest quality goods and service.
34
Suppliers as an opportunity to make reasonable profits when creating real value-
added in an environment of system wide teamwork, flexible business system and
continuous improvement.
35
36
OBJECTIVE
To know about the employee welfare system in coca-cola
To study the impact of welfare system on the performance of employees
To study the satisfaction level of employees regarding welfare system of coca-
cola
To know about the employee welfare system in coca-cola
To study the impact of welfare system on the performance of employees
37
REVIEW OF LITERATURE
38
In a study by Rao et al. (1991) on Motivation and Job Satisfaction: An Empirical
Examination on a sample of 300 respondents in a small scale industry showed that an
insignificant percentage of employees were satisfied with their work (12 percent),
majority of the employees were dissatisfied with their work (48.25 percent) and many of
them preferred to remain neutral on this count (39.75 percent). Those who were satisfied
with their work were working in a work environment that was somewhat better than the
others and were handling jobs that were quite challenging. Those dissatisfied with their
work found their jobs disinteresting, heavy and burdensome, laborious, and oppressive
nature of work.
The study of Reddy and Rajendran (1993) on Organizational Commitment and Work
satisfaction among Industrial Workers, attempted to determine the organizational
commitment and work satisfaction of 200 workers in two public and private sectors. The
findings of the study revealed that majority of the workers experienced high level of job
satisfaction, while others experienced moderate and low level of job satisfaction.
Hague (2004) found that Indian academicians are deriving only a modest degree of job
satisfaction and there seems to be a growing discontentment among teachers towards
their job despite the different plans and programmes started for their benefit.
A study by Sharma and Jyoti (2006) titled Job Satisfaction Among School Teachers
conducted on a random sample of 120 equally represented government and private school
teachers in Jammu city (at primary and secondary school levels) revealed that the degree
of job satisfaction secured by teachers is not high and the reason lies in insufficient pay.
Unless the physical needs, which require money, are satisfied, an employee will not be
tempted to achieve higher order needs.
Panda (2001) in the paper titled Job Satisfaction of Dotcom Employees - An Indian
Experiment studied job satisfaction among a sample of 150 executives at various levels
(from Managers to Vice Presidents) of dotcom companies, spread over six cities in India
- New Delhi, Mumbai, Calcutta, Bangalore, Hyderabad and Chennai. A majority of the
39
respondents were satisfied with the job they were doing (73 percent), and a majority was
also found to be dissatisfied with the company in which they are working (75 percent).
The researcher further explained that the nature and content of the job is the driving force
behind satisfaction, whereas apprehensions and operational problems leading to doubts
about long-term survival of the company are indicators of dissatisfaction.
Rahad (1995) investigated factors related with job satisfaction in the article titled Factors
Related with Job Satisfaction of Village Extension Workers in Training and Visit System.
240 village extension workers in the Amravati division of the Vidorabha region in
Maharashtra State formed the sample of the study. Findings revealed that a majority of
109 the respondents were moderately satisfied about their job (70.42 percent), while the
proportion of highly satisfied respondents was rather small (16.25 percent).
40
41
RESEARCH METHODOLOGY
RESEARCH DESIGN
First, a secondary research was conducted, keeping in mind the topic of study, to gain
a clear insight of the topic .For this, I consulted many books, manuals and theories.
This helped me in designing and framing the right kind of questions. The proper
design helped in selection of relevant questions for the study .The following questions
was then proposed to be studied, under descriptive research which helped me in
analysis.
SELECTION OF RESPONDENTS
Our respondents had attended the following training programmes.
We met only those participants who were working either in “ A shift, B, shifts or in “
General” shift. To meet the participants who were in “C” shift, “B” shift or in “ General”
shift. To meet the participants who were in “ C’ Shift at that time, was not possible for us.
(“C Shift” is from 11.30p.m. to 7.30 a.m.)
We took interview of those with whom we could meet at work place. We took 30
interviews from participants and thereby filled Part -I Schedules. Alongwith which we
took interview of D.Os. Internal Faculties, etc. by filling Part –II Schedules.
DESCRIPTIVE METHODS
Tool is an instrument, which is used in all types of work. In this study our tool were two
types of schedules. One schedule was used for the trainees or participants and another
one was used for the Trainers, D.Os etc. As we had to evaluate the training. Just after
framing the schedules, Pilot Study was conducted for the purpose of pre-testing. Then
42
both the schedules were finalized. we separately met both types of people and before
taking interview, rapport was established for effective communication and coordination.
During the interview, interviewees were observed and I also talked on some out- of –
topic matters so that interview became interest and interviewees showed their interest.
We tried our best for cultivating such feelings among the interviewees that they and their
performance of any such activities were not being questioned and the confidentiality
would be secured.
Analytical tools
For the representation of analysis of the research various analytical tools like bar
diagrams, pie charts and line graphs have been used; these analytical tools have really
proved to be of great help for the purpose of study for which % (Percentage) method has
also been utilized.
SOURCES OF DATA
Primary source
Primary source of data collection is used under the study, questionnaire were
prepared to conduct the study
Sample space
Employees including executives and non-executives of Hindustan Coca Cola are
distributed questionnaire. (100 questionnaires)
Secondary source
Secondary source of data collection was done to gain a clear insight of the topic. The
research was conducted from various books, journal, and manuals for conducting
primary research.
43
b. SECONDARY DATA: Information regarding the new methods that can be
implemented was collected based on book research.
44
45
EMPLOYEE WELFARE DATA ANALYSIS & INTERPRETATION
Table No – 1
Above the table presents the opinions of sample respondents on the statement that
90% employees are agreed YES and remaining 10% employees are not agreed NO that
the employee welfare scheme necessary for an employee.
Chart No – 1
% Respondents
100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No
46
Table No – 2
Above the table presents the opinions of sample respondents on the statement that 100%
employees are disagreed No that the company provide bus facility for employee.
Chart No – 2
% Respondents
120
100
100
80
60 % Respondents
40
20
0
0
Yes No
47
Table No - 3
Above the table presents the opinions of sample respondents on the statement that
100% employees are agreed yes that the company provide bus facility for employee.
.
Chart - 3
% Respondents
120
100
100
80
60 % Respondents
40
20
0
0
Yes No
48
Table No - 4
Above the table presents the opinions of sample respondents on the statement that
20% is good, 50 % is average and remaining 30% poor that the employees employee
feeling about the organization.
Chart – 4
% Respondents
60
50
50
40
30
30 % Respondents
20
20
10
0
Good Average Poor
49
B No 20 20%
Total 100 100%
Above the table presents the opinions of sample respondents on the statement that
80% employees are agreed Yes that the company provide bus facility for employee
Chart – 5
% Respondents
90 80
80
70
60
50
% Respondents
40
30 20
20
10
0
Yes No
6) Does the company give (or) issue bonus, incentives etc.. to motivate the
employees
50
Above table presents the opinions of sample respondents on the statement that
80% Aged employees are not agreed and 20% of the are not agreed that the company gives
(or) issue bonus incentives ect to motivate the employee
Chart – 6
% Respondents
90 80
80
70
60
50
% Respondents
40
30 20
20
10
0
Yes No
7) Were the employee welfare programs influence over the employee performance?
51
Above table presents the opinions of sample respondents on the statement that
80% Aged employees are agreed and 20% of the are not agreed that the employers welfare
programs influence over the employee performance.
Chart – 7
% Respondents
90 80
80
70
60
50
% Respondents
40
30 20
20
10
0
Yes No
52
Above table presents the opinions of sample respondents on the statement that 90%
employees are agreed and 10% of they are not agreed that the employee refreshment like
Tea, Snacks should be provide
Chart - 8
% Respondents
100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No
53
Above table presents the opinions of sample respondents on the statement that
10% very much and 20% satisfied, 70% dissatisfied that the employee feel above the
quarter facility.
chart – 9
% Respondents
80 70
70
60
50
40 % Respondents
30
20
20 10
10
0
Very much Satisfied Dissatisfied
10) Does the company provide education facilities for the employees children?
Table – 10
54
Above table presents the opinions of sample respondents on the statement that
90% employees are agreed and 10% of the are not agreed that the company provides
education facility for all employee children.
Chart – 10
% Respondents
100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No
From the above table, out of 100 sample respondents 20% of the employees feel very
high, 30% of the employees feel medium and the remaining 50% of the employees
felt dissatisfied.
Chart - 11
55
% Respondents
60
50
50
40
30
30 % Respondents
20
20
10
0
Very High Medium Low
Table – 12
From the above table, out of the 100 sample respondents 20% of the employees feel
good, 30% of them feel better and remaining 50% of the employees felt poor.
56
Chart - 12
% Respondents
60
50
50
40
30
30 % Respondents
20
20
10
0
Good Better Poor
Table – 13
very much, 50% of employees of the employees feel satisfied and the remaining 30%
60
of the employees feel not satisfied. 50
50
Chart – 13
40
30
30 % Respondents
20
20
10
57
0
Very much Satisfied Not Satisfied
14) Is/are training program useful for you In your company ?
Table – 14
Above table presents the opinions of sample respondents on the statement that
90% employees are useful and 10% of the employees are not use ful that the training
programs are useful for you in your company.
Chart – 14
58
% Respondents
100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No
Table – 15
Above table presents the opinions of sample respondents on the statement that
90% employees are agreed and 10% of the employees are not agreed that the
organization encouraging potentiality of the employee though some education facility like
games, cultural programs.
Chart – 15
59
% Respondents
100 90
90
80
70
60
50 % Respondents
40
30
20 10
10
0
Yes No
16) How do you feel about the organizational encouragement through cultural
programs and games?
Table - 16
Above table presents the opinions of sample respondents on the statement that
20% satisfied 50% somewhat satisfied 30% not satisfied that the feel about the
organization encouraging though some cultural programs and games.
Chart – 16
% Respondents
60
50
50
40
30
30 % Respondents
20
20
10
0
60
Satisfied some what Not satisfied
satisfied
17) How do rate security measures of the organization in various departments?
Table – 17
Above table presents the opinions of sample respondents on the statement that
30% good 50% average 20% poor that the rate security measures of the organization in
various deportments.
Chart – 17
61
% Respondents
60
50
50
40
30
30 % Respondents
20
20
10
0
Good Average Poor
Table – 18
Above table presents the opinions of sample respondents on the statement that
30% good 50% average 20% poor employee – employee realization ship in the
organization.
Chart – 18
62
% Respondents
60
50
50
40
30
30 % Respondents
20
20
10
0
Good Average Poor
Table – 19
Above table presents the opinions of sample respondents on the statement that
10% good 50% average 40% poor that you feel about the library.
% Respondents
60
50
50
Chart – 19 40
40
30 % Respondents
20
10
10
63
0
Good Average Poor
20) To which percentage the welfare facilities are providing?
Table – 20
From the above table out of the 100 sample respondents 20% of the employees feel
20-40, 60% of employees of the employees feel 40-60 and the remaining 20% of the
employees feel 60-100.
Chart – 20
64
% Respondents
70
60
60
50
40
% Respondents
30
20 20
20
10
0
20-40 40-60 80-100
65
CONCLUSION
66
70% of the Employees were satisfied with the salary provided by the company.
SUGGESTIONS
In the organization more number of Employees was satisfied with the Fringe
benefits. Increase the Fringe benefits remaining employees also feel Satisfy.
67
Organization provided medical facilities to the employees. 65% of the
employees satisfied. Remaining 35% employees some what satisfied. So
provide the more medical facilities to the Employees.
Majority of employees are satisfied with the Training activity. Hence I can
found maximum satisfaction. Some of the employees suggested for further
improvements.
50% of Employees are not totally convinced about compensation for accidents
company need to take a steps to win there confidence.
68
QUESTIONNAIRE
Employee Name:
Designation :
Department:
69
1) Are employee welfare schemes necessary for an employee?
a) Yes b) No (
)
2) Does the company provide the bus allowance?
a) Yes b) No (
)
6) Does the company give (or) issue bonus, incentives etc.. to motivate the
employees
a) Yes b) No ( )
7) Were the employee welfare programs influence over the employee performance?
a) Yes b) No ( )
10) Does the company provide education facilities for the employees children?
70
a) Yes b) No ( )
16) How do you feel about the organizational encouragement through cultural
programs and games? ( )
A. Good B. Average C. Poor
71
A. Good B. Average C. Poor
BIBLIOGRAPHY
Hindustan Coca Cola Beverages Pvt. Ltd. Intranet Services.
72
VSP RAO (TEXT BOOK)
www.hradvice.com
www.human-resources.careerbuilding.com
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