Professional Documents
Culture Documents
ON
IMPACTS OF WAGES ON EMPLOYEES IN
ABB
Submitted in the partial fulfillment of
Affiliated to
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ACKNOWLEDGEMENT
To begin with I would like to offer my sincere thanks to all the employee’s of ABB
complete this project. In particular I would like to thanks all my colleagues at my job
place for their co-operation and contribution. I am very thankful to Mrs. JUHI KOHLI ,
DAV Institute of Management, faculty guide, my Training Officer in charge, and other staff
members, colleagues and friends for their encouragement, support, guidance and for undergoing
management training and preparing the training report.
TABLE OF CONTENTS
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S. No. PARTICULARS Page No.
1 INTRODUCTION
4
4 RESEARCH METHODOLOGY
6
5 LITERATURE REVIEW 13
6 COMPANY PROFILE
22
9 CONCLUSION
52
53
10 BIBLIOGRAPHY
CHAPTER-1
INTRODUCTION
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Objectives of the study
Scope of the study
Research Methodology
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OBJECTIVES OF THE STUDY
To understand the wages and salary structure of various levels of employees and its significance
With respect to the satisfaction/motivation level of the employees.
To understand whether any relationship exist between wages and salary policy and cost control.
To understand the participation level of employees during formulation of wages and salary
Policy .
To understand the impact of wages and salary policy on the life style of the employees and
Their contribution to the society.
My study would help the company to understand the expectations of employees in regard to
wages And salary also suggest the ways for motivating them with the help of monetary
incentives.
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RESEARCH METHODOLOGY
Meaning of Research
Research refers to search for knowledge. Once can also define research as a scientific and
systematic search for information on a specific topic. In fact, research is an art of scientific
investigation.
Some people consider research as a movement, a movement from the known to the unknown. It
is actually a voyage of discovery. This inquisitiveness is the mother of all knowledge and the
method which man employs for obtaining the knowledge of whatever the unknown, can be
termed as research. According to Clifford Woody, Research comprises defining and redefining
problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating
data, making deduction reaching conclusions and the last carefully testing the conclusions to
determine whether they fit the formulating hypothesis.
It is the per suit of truth with the help of study, observation, comparison and experiment. In
short, The search for the knowledge through objective and systematic method of finding solution
to a problem in research.
Objectives of Research
The purpose of research is to discover answers to questions through the application of scientific
procedures. The main aim of research is to find the truth which is hidden and which has not been
discovered as yet. Though each research study has its own specific purpose we may think of
research objectives as failing into a number of following broad grouping:
• To determine the frequency with which something occurs or with which it is associated
with something else.
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Types of Research
The basic type of research is as follows:
• Descriptive VS. Analytical: Descriptive research includes survey and fact finding
enquires of different kinds. In analytical research, on the other hand, the researcher has to
use facts or information already available, and analysis these to make a critical evaluation
of the material.
• Some other types of researches: All other type of research are variations of one
or more of the above stated approaches, based on either the purpose of research or the
time required to accomplish research, on the environment in which research is done or
on the basis of some other similar factors.
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Descriptive research
Studies are concern with describing the characteristics of a particular group or individual.
Studies concerned with specific prediction with narration of facts and characteristics concerning
individual, group or situations are examples of descriptive research .it is also known as social
research
Research Design
A research design is the arrangement of condition s for collection and analysis of data in
manner that aims to combined relevance to the research to the research purpose with economy in
procedure. As such the design includes an outline of what researcher will do from writing the
hypothesis and its operational implication to the final analysis of data. More explicitly, the design
decisions happen to be in respect of:
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SAMPLING PLAN
Sampling Unit-(who are to be surveyed?) the sampling unit for this project consists of
managers, supervisors, &workers of the company. Primary information has been
collected from people who regularly use energy meters
Sample Size- (how many should be surveyed?) It includes the number of sampling unit
selected from the population for investigation. The sample size must be optimum or
adequate. If the sample size is small it may not appropriately represent the population.
Too large sample would be costly in terms of money &time. The optimum sampling size would
fulfill the requirements of efficiency, representativeness, reliability, and flexibility. The sample
size is taken of 50 employees. It is because of the shortage of time & their busy schedule.
Probability or random sampling- It is one in which each and every unit of thepopulation
has an equal chance of being selected into the sample.
The task of data collection begins after a research problem has been defined and research
design/plan chalked out while deciding about the method of data collection to be used for the
study, the researcher should keep in mind two types of data viz., primary and secondary.
We collect primary data during the course of doing experiments in an experimental research but
in case we do research of the descriptive type and perform surveys, whether sample surveys or
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census surveys, then we can obtain primary data either through observation or through direct
communication with respondents in one form or another or through personal interviews.
Observation Method: Under the observation method, the information is sought by the
way of investigator’s own direct observation without asking from the respondent. This
method is particularly suitable in studies which deal with subjects (i.e. respondents) who are
not capable of giving verbal reports of their feelings for one reason or the other.
Interview method: The interview method of collecting data involves presentation of
oral-verbal stimuli and reply in terms of oral-verbal response.
This method of data collection is quite popular particularly in case of big enquiries. It is being
adopted by private individuals, research workers.
• There is low cost even when the universe is large and is widely spread geographically.
• It is free from the bias of the interview answer are in respondents own words.
• Respondent who are not easily approachable can also reached conveniently.
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• This method is likely to be the slowest of all.
This fact requires us to study the main aspect of a questionnaire, the General form, Question
sequence, question formulation and wording.
• General form: As far the general forms of a questionnaire in concerned, it can either
be structure or unstructured questionnaire. The form of the question may be either close
(i.e. of the type Yes, No) or open (i.e. inviting free response) but should be stated in
advance and not constructed during questioning.
• Question Sequence: In order to make the questionnaire effective and to insure quality
to replies received the first view question are particularly imported because there are
likely to influence the attitude of the respondent and in seeking is desire cooperation. The
following type of questions should generally be avoided as opening question in
questionnaires.
• Question that put to grate a strain on memory.
• Questions of a personnel character.
• Questions related to personnel wealth, etc.
This method of data collection is very much like the collection off data through questionnaire
with little difference which lies in the fact that schedules are being filled in by the enumeration
who are specially appointed for the purposes? This method requires the selection of enumerates
for filling up the schedules for filling up schedules or assisting respondent to fill up
schedules and as such enumerates should be very carefully selected. Above all, they should
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be honest, sincere, and hardworking and should have patience and perseverance. This method of
data collection is very much extensive enquiries and can lead to fairly reliable result.
Secondary data means data are already available i.e., they refer to the data, which have already
been collected and analyzed by someone else. When the researcher utilizes secondary data, then
he has to look into various sources from where he can obtain them. Secondary data may either be
published data or unpublished data.
Usually Published data are available in:
Various publications of the central, state, and local governments.
Various publications of foreign governments or of international bodies and their
subsidiary organizations.
Technical and trade journals.
Books, magazines, and newspapers.
Reports and publications of various associations connected with business and industry,
banks, stock exchanges.
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CHAPTER-2
REVIEW OF LITRETURE
Labor is an essential factor of production irrespective of the size and nature of business. It is also
a sensitive and active factor. They must be suitable remunerated for their services to the
organization. So they may satisfy their needs.
Salary earns however are more likely to be paid monthly and progress through a clearly
defined career hierarchy based on factors such as age seniority qualification experience and
performance.
• Demand for and supply of labor: Wage as salary is the price for the service rendered by a
worker. Force for demand and supply of labor determine the going wage rate.
• Prevailing wage rate: Prevailing wage rates in competing firms within an industry are
taken in to accounts while fixing wages.
• State Regulation: The legal stipulation in respect of minimum bonus dearness allowances
etc.
• Union: Highly unionized sectors generally have higher wages because well-organized
unions can expert presence on management and obtain all sorts of benefits.
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• Ability to pay: An organization ability to pay its employees is an important determinant of
wage level. Multinational corporations pay relatively higher salary due to their higher paying
capacity.
• Productivity: This is the current trend in most private sector companies. When workers’
wages are linked to their productivity level.
• Cost of living: Due to inflation the real wage decline affecting the purchasing power of
workers. Labor agreements generally have clause providing for automatic increasers in pay
as cost of living rises.
Basically there are two methods of paying labor remuneration and other methods are
combinations and modification of these two methods. The methods are:
PIECE WAGE SYSTEM: Under this system remuneration is based on the amount of work
done output of a worker.
In an organization the wages policy have to be kept under control and up-to-date for the effective
decision making. The objectives of wage and salary administration are:
• control of cost;
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WAGE LEGISLATION
Government has enacted legislative measures to protect the wage earners rights and to emphasize
managerial obligations in this regard. We shall briefly consider the main philosophy of three
pieces of wages.
THE Act symbolizes the fulfillments of 1928 ILO convention on the subject. Courts held that
minimum wage be paid irrespective of the employer’s capacity to pay. The real purposes of the
act are to prevent exploitation of labor through the payment of unduly low wages.
THE main purposes of the act is to ensure regular and prompt payments of wages and to
prevent the exploitation of wage earner by prohibiting arbitrary fines and deduction from, his
wages. The act is applicable to all those employed in factories/ under section 85 of the factories
act, 1948 etc. and drawing less than Rs. 1600 per month .
THE main object of this act is to provide for the payment of equal remuneration to men and
women workers engaged in same of similar work. The act stipulates stringent punishments for
contravention of the provision of act.
Under this act conciliation is compulsory in all wage disputes in public utility services and
optional in other industrial establishments . The act also empowers an appropriate government
to constitute one or more industrial tribunals of national tribunals.
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WAGE BOARDS:
Government of India sets up tripartite wage boards on industry wise basis to fix and revise pay.
A wage board consists of and impartial chairman two independent members and 2 or 3
representatives of workers and employers each.
PAY COMMISSIONS:
The government employees also known as public employees include civil servants, quasi
industrial employees and industrial employees in locomotives aircrafts, fertilizers etc. the pay
and benefits of these governments employees decided by pay commission by the appropriate
government.
• BASIC WAGE
It is a price for service rendered .It varies according to mental and physical requirement of the
job as measured through job evaluation. The basic wage in India corresponds with what has been
recommended by the fair wage committee (1948) and 15th Indian labour conference (1957).
• Minimum Wage
• Fair Wage
• Living Wage.
MINIMUM WAGE:
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Minimum wage is that wage which must invariably be paid whether the company big or small,
makes profit or not. It is the bare minimum that a worker can expect to get for service
rendered by him.
The norms are revised by the 41stLabour Minister conference in 1992 as under:
• The standards working class family should be taken to comprise 5 consumptions units
instead of 3
• Minimum food requirements should be calculated on the basis of 2700 calories per
consumption unit in conformity with the food habits.
• House rent should be same as under the subsidized industrial housing scheme.
• Clothing requirements should be estimated at 80 yards per family per year.
• Fuel, lighting and other miscellaneous items of expending should constitute 205 of the
total minimum wage.
FAIR WAGE
While the lower limit of the fair wage obviously be the minimum wage, the upper limit
is equally set by what may broadly be called the capacity wage would depend on :
LIVING WAGE
According to the committee on fair wage the living wages is the highest among three. It must
provide:
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BONUS:
The dictionary of bonus is an extra payment to the workers beyond the normal wage. It is argued
that bonus is a deferred wage payment which aims at bridging the gap between the actual
wage and the need based wage. But it’s the actual wage and need based wage.
• All India consumer price index (AICPI): The labor Bureau, Shimla, computers the AICPI
(Base 1960=100) points from time to time.
• TIME FACTOR: In this case DA is linked to the price in the all India consumer price
index (AICPI) in a related period.
• POINT FACTOR: Here DA rises in the line with a rise in the number of index points above
a specific level.
FRINGE BENEFITS:
The term fringe benefits refers to the extra benefits provided to employee in addition to
the normal compensation paid in the form of wage or salary . They are important part of the
comprehensive compensations package.
FEATURES:
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• They are supplementary forms of compensation.
• They are paid to all employee based on their memberships in the organization.
• They help to raise the living condition of employees.
• They may be statutory or voluntary P.F is a statutorily benefits.
TYPES:
Compensation issues
For purpose of analysis, we shall follow Belcher’s classification of the compensation issues
into following categories:
• Wages and salary levels.
• Wages and salary structures
• Individual wage determination.
• Fringe benefits
• Compensation of managers and professionals
In any organization, the wage and salary levels are dependent on four major factors. They
are:
• Wage enactments of the central and state governments, sometimes modified by tribunals
and courts, compliance with which is a statutory requirement.
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• Corporate philosophy on the wages.
In this context Lanham’s five criteria have a bearing on the formulation of a firm’s internal
wages structure:
• Cost of living
• Productivity
To provide adequate money wage compensation for the fluctuations due to the inflationary
spiral, both employers and unions follow various indexes. In addition of basic salary, employees
also receive monthly dearness allowances to offset the increased cost of living. In some cases,
corporate managements and unions have a merged a part of the dearness allowance with the
basic salary, thus upgrading the wage scale and simultaneously enhancing other fringe benefits
which are linked to the basic basic wage rate.
Productivity
Any shift in the level of productivity will have its impact on the wage level. Productivity is
the increased output of an employee resulting in lower costs. The improved profit margins now
available to the employer need to be distributed in a manner acceptable to both the worker and
the management.
Within an organization, jobs are placed in a grade, or a rate per job, and these grades are
arranged in a hierarchical order with those earning higher wages on top. The process by which
this hierarchy is reached is known as job evaluation. Job evaluation is a systematic method of
appraising the value of each job in relation to other jobs in the organization. The method used is
the qualitative, i.e.., the ranking and job classification methods, and the quantitative, i.e.., the
factor comparison and the point methods.
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The first consideration is with reward to individual wage rates, taking into account individual
increments. Certain criteria have to be used to award flat increases or to give merit increases like:
• Obviously one consideration would be the nature of task performed, and related to this
would be the type of payment system in force.
• The other practice to reward individual effort is that provided by merit increments, when
the salary grade has a range.
• Another form of individual adjustment is made in cases where past experience, special
skills or training have to be compensated.
Merit increases are extra increments given to an employee in appreciation of his outstanding
performance.
4. Fringe benefits
These benefits are sometimes called “indirect benefits”. They are supplementary compensation
made in addition to wages to stimulate the interest of the workers and to make the job more
attractive and conductive.
Belcher describes these benefits as “any wage cost not directly connected with employees’
productive effort, performance, service or sacrifice”. Though these benefits are not direct
payment for productive effort, they are intended to act as incentives to increase productive effort.
Managerial jobs are more complex and hence compensation cannot be decided on a general basis
as for rank and file workers. Mainly professional work involves the application of learned
knowledge to the solution of enterprise problems and the achievement of enterprise goals. This
calls for creativity, innovation and talent. Mere financial compensation is not always adequate in
case of professionals. The organization may have to provide for career development and further
training to improve the efficiency of these individuals.
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CHAPTER-3
COMPANY PROFILE
ABB GROUP
ABB Group is one of the fastest growing Electrical and Power Distribution Equipment Company
in the country, manufacturing products ranging from building circuit protection, industrial &
domestic switchgear, cables & wires, energy meters, fans, CFLs, luminaries, bath fittings and
modular switches. The group comprises of 4 companies – ABB India Ltd. (the flagship
company), Standard Electrical, Crabtree India Ltd, and TTL. With 13 state of the art
manufacturing plants, 24 branch offices and a strong backing of over 3000 professionals across
India the group has achieved rapid success in the past few years.
The Group is driven by qualified and experienced professionals backed by a work force of over
4000 employees. All branches and manufacturing facilities are computerized and networked with
each other. An open door policy at all levels encourages employees to be participated, innovative
and creative. Empowering employees helps the organization in harnessing individual talents to
the fullest. Emphasis is laid on building team spirit which helps employees to realize collective
potential.
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Manufacturing Plants
Powerful trends are shaping up industry for the 21st century. Because of rapid spread of
advanced technologies complexity of work is increasing - almost daily. With the state of the
art equipment’s and manufacturing facilities, QRG group is helping to boost safety in
workplaces from the factory to the offices, domestic buildings to commercial plazas. All the
manufacturing units are ably supervised and controlled by technocrats and industry
specialists.
The group has well managed, well equipped tool rooms with machines like CCV Line, CNC
Machines, EDM Wire Cut, Spark Erosion Machines, Lathes and Surface Grinders.
Our strategic alliances with some of the leading technology corporations in the world of
electrical engineering, ensure constant access to the latest developments in the international
markets, which are then adapted to the tough tropical conditions.
Our manufacturing units are fully equipped with the latest and most sophisticated facilities in
India. And in the hands of our highly qualified technical experts, this results in some of the
most advanced product development in the country.
The Milestones
A look at the milestones in over three decades of QRG journey to excellence, maps its
emergence as a major industrial force in the country and abroad.
1980 Started manufacturing high quality Energy Meters at Tilak Nagar, Delhi.
1983 Took over Towers and Transformers Ltd. And turned it around in one year to profitably
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manufacture Energy Meters in the Company.
1987 Started manufacturing MCBs at Badli, Delhi in Joint Venture with Geyer, Germany.
1993 Set up another factory at Faridabad, Haryana for Control gear Products.
1996
Took over a manufacturing unit at Alwar, Rajasthan for Power Cables & Wires.
2000 • Acquired controlling stake in Duke Arnics Electronics (P) Limited engaged in
manufacturing of Electronic Meters-Single Phase, Three Phase, Multi-Function,
Tri Vectors.
2003 The company is posed for ISO: 14001 accreditation after successfully obtaining ISO
9001:2000 certifications .
• Set-up our own marketing office in London through our wholly owned
subsidiary Company Havells U.K. Ltd.
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Home Contact Us Enquiry Site Map
TTL Ltd is one of the associates companies of the Havells group. The company was organically incorporated
on
20th December 1971 under the name “TOWERS AND TRANSFORMERS PRIVATE LIMITED”.
Thereafter,
It was converted in to public limited company with its registered office in Delhi. The name of the company
was
Changed to TTT Ltd. On 3rd Feb. As per the memorandum of associations of TTL Ltd. The main objectives
of the
company are:
TO undertake and carry on all or any of the following industries, traders or business in all or any of their
branches and process and to do all such acts and things as are necessary or usually done or implied in
Understanding or carrying on such trade or business. Namely:
• Manufacturing, assemblers, fabricators, of high tension and low tension transformers of all types and
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design,
Voltage and capacities, electric switch gear, both high and low tension foe alternatives direct current.
• To carry on the business of electrician, electric engineers and manufacturing of all kinds of electric
machinery and electric apparatuses for any purposes what so ever and to manufactures, sell, supply,
And deal in accumulator’s lamps, mortars, engine, telephonic and telegraphs apparatus of any kind.
• To manufactures, buy, sell, exchange, alter, improve, manipulate prepare for market, importer export
or
otherwise deal in all kind of insulated cables and wires, rubber insulated wires and cables, pvc cables
and flex cables, cotton or silk braided conduct wire and cables, transformers and switch gear copper
Bronze, phosphor bronze, furnace ship wiring switch boards bell wires fuse wires and tanned copper.
• To carry on the business of manufacturing , buying, selling, reselling altering importing, exporting,
improving assembling deals in wires cables, conductors electric locomotives, industrial railway,
electric
railway lines converters and reclassification station for railways post and industries, electric motor
And electric tubes for all industrial and domestic electric appliances.
• TTL LTD.
• DUKE.
• PRECISION METERS LDT.
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• Establishment
• Welfare
• Industrial relations
• Security
• HRD
• Recruitment
• Coordination
• Finance and Accounts
• The Production Wings
• Personnel computers (pc)
ESTABLISHMENT:
This section deals with matters relating to promotion, transfer, grant of annual increment to all the
employees of the
Company.
WELFARE:
This section looks after the welfare facilities being provided by the company to its employees.
These include
Uniforms, canteen medical maternity benefits, community development programmer, sports and
cultural activities.
INDUSTRIAL RELATIONS:
The aim of this section is to maintain good relationships between the employee and management.
The
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Bargaining points are welfare facilities, changes in existing policy, enhancement of the existing
facilities wages.
SECURITY:
This section is responsible for the overall security of the complex. All the staff members- clerical as
well as the
Technical has been issued identity cards. All the vehicles entering the premises are subjected to
checking by the
Security staff posted at the entry gate.
HRD:
This section controls at the following functions:
RECRUITMENT:
This section is responsible for selection/ recruitment at all levels in the company. Hey finalizes the
QRs for
Employment at different levels.
COORDINATION:
This section is responsible for coordination between the different sections in the administrative as well as
Production wings of the company.
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• Budgets
• Purchase
• Sales
• Inventory
• Pay Rolls
• Compilation of Statistic Data
COMPANY’S OBJECTIVES
• To ensure that business in run with professional standard and ethics.
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• Modernity blends with tradition.
• To ensure quality in process of productivity.
• To ensure an excellent brand product.
• To continuously upgrade product through attain collaboration in research and development.
• To strive for continuous improvement in all other areas of activity the highest level of
efficiency.
Minimum Wage
TTL. Ltd., Sahibabad pays minimum wage according to minimum wage rates provided by the
central government. So that the rates of minimum wage in industry where more than 50
to 500 workmen are employed.
BASIC + V.D.A
Minimum wage in industry where the above 500 workmen are employed.
BASIC + V.D.A
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Dearness allowances:
D.A in TTL. Ltd Sahibabad is calculated according to this points sent by chamber of commerce
(Kanpur). In TTL. Ltd. Sahibabad the DA is mainly given to the workers.
• Bonus
• Fringe benefits
• Provident fund
Contribution as percentage of wages
(Note: a member on his request is allowed to contribute more than the above subject to the
condition that the employer shall not be under any obligation to pay and contribution over
and above the contribution payable under the provision of the Act)
The rate of interest is fixed by the central government in consultation with the central board
of trustees of employees” provident fund every year during March/ April. The rate of interest
for the year 2001-2002 has been notified as 12%.
GRATUITY:
All employees are covered under the provision of gratuity act 1972. Gratuity is payable on:
• On superannuating
• On retirement
• Resignation
• Death or disablement
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part thereof in excess of 6 month or Rs 3,50,000 whichever is less. It cannot be attached in
execution of degree or order of court.
26
Transportation allowance:
Company pays transport allowance to each of the employee, which is minimum 800 Rs. and
transportation allowance given to workers at the rate which is lower that the employees.
CONVEYANCE ALLOWANCES:
Under manager: Rs 2.10/km for both type of conveyance whether it is provided by the
company or by employee itself.
CANTEEN FACILITY:
Uniform to employees
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• Aprons to entitled categories of employees.
This facility is given to only those employee or workers whose salary is equal to or less than
6500 Rs.
Per month is. 1.75% of salary and employee contributions are 4.75% of the salary. His total will
be equal to 6.5%.
So the pay structure in Towers & Transformers Ltd. Sahibabad for example:
HRA : 2500
BASIC : 4167.00
H.R.A : 2089.00
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Total salary : 7751.00
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PRODUCTS OF HAVELLS GROUP
ABB has emerged as a preferred choice for discerning individual and industrial
consumers. Havells is the largest manufacturer of MCBs in the country. Our
products are approved by international quality bodies such as KEMA, UL,CE,CSA
and VDE and are as per IEC standards.
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RESIDUAL SWITCH BREAKER
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RCBO DISTRIBUTION BOARD
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Inverter Duty Motors with Forced Cooling CRANE DUTY MOTORS
BRAKE MOTOR
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Welcome to Capacitors Capacitors
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SQUARE CAP PFC CAPACITORS APFC
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WELCOME TO CFL
Non Retrofit
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Welcome to Geysers
ABB today is known for high quality energy efficient products. Going forward
with this commitment it has introduced state of the art New Generation Electric
Water Heaters with Penta Shield Technology which provides 5- fold safety with
high precision Thermostat. It helps to accelerate your savings as it only consumes
half a unit of electricity for 24 hour operation.
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ChAPTER-4
DATA INTERPRETATION
Table 4.1
Occupation In % percentage
Yes 40%
No 23%
No Comments 37%
37
40
yes
no
no comments
23
INTERPRETATION
This table shows that 40% employees says and 23% say no and 37% says no comments.
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Q-2 Is the monetary reward you get is adequate for the nature of your
performance?
Table 4.2
Occupation In % percentage
Yes 50%
No 23%
No Comments 27%
27
yes
50 no
no comments
23
INTERPRETATION
This table shows that 50% employees says and 23% say no and 27% says no comments.
Q-3Do you feel that salary is the only motivating factor to you?
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Table 4.3
Occupation In % percentage
Yes 80%
No 12%
No Comments 8%
12
yes
no
no comments
80
INTERPRETATION
This table shows that 80% employees say yes and 12% say no and 8% says no comments.
Table 4.4
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Occupation In % percentage
Yes 75%
No 17%
No Comments 8%
17
yes
no
no comments
75
INTERPRETATION
This table shows that 75% employees say yes and 17% say no and 8% says no comments.
Table 4.5
Occupation In % percentage
Yes 67%
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No 22%
No Comments 11%
11
22
yes
no
no comments
67
INTERPRETATION
This table shows that 67% employees say yes and 22% say no and 11% says no comments.
Q-6 Are you getting any incentive wage as the extra payments for superior
performance?
Table 4.6
Occupation In % percentage
Yes 50%
No 23%
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No Comments 27%
27
yes
50 no
no comments
23
INTERPRETATION
This table shows that85% employees say yes and 12% say no and 3% says no comments.
Q-7 Are you satisfied with the method adopted for incentive calculation?
Table 4.7
Occupation In % percentage
Yes 83%
No 9%
No Comments 8%
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Table: 4.7: Incentive calculation
yes
no
no comments
83
INTERPRETATION
This table shows that 83% employees say yes and 9% say no and 8% says no comments.
Q-8 Are you satisfied with all the allowances you get?
Table 4.8
Occupation In % percentage
Yes 15%
No 13%
No Comments 72%
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15
13
yes
no
no comments
72
INTERPRETATION
This table shows that15% employees says and 13% say no and 72% says no comments.
Q-9 Are you finding your company capable in providing satisfactory salary ?
Table 4.9
Occupation In % percentage
Yes 25%
No 23%
No Comments 52%
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25
yes
no
52
no comments
23
INTERPRETATION
This table shows that 25% employees say yes and 23% say no and 52% says no comments.
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CHAPTER-5
• Sample size, which I taken is very small, on the basis of which efficient decisions cannot be
taken.
• Co-operation of respondents: this has been a major problem. Employees were reluctant to fill
the questionnaire or face the interview.
• Another constraint has been regarding cost since study involves the collection of primary and
secondary data. Therefore the cost incurred was much more. Due to constraints the coverage
of the study could not be extended to more customers.
• Our knowledge is limited as we are students and does not have much experience.
• Managers and employees of the company are hesitating to disclose the information.
RECOMMENDATIONS
• Wages and salary system should satisfy all the workers and employees.
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CONCLUSION
Employee whose basic salary is below or equal to Rs.6500 per month is taken in to consideration
for Employee State Insurance Act. The company also provides its employees provident fund,
pension under the scheme 1952 and the employees’ pension scheme 1995 respectively. The
company provides its employees with allowance but one of the drawbacks is that the company
does not provide its workers and employees sufficient canteen facilities. The company provides
its employees and workers medical allowances and doctor also visit for regular checkup. In
ABB, there is a practice of working regular over-time in all departments. As result the workers of
all departments are happy. The employees of HRD department daily record the overtime done by
each worker. The company also maintain attendance card of all the employees from which they
keyword of arriving and leaving time of each worker and employee. In sum, ABB, is a healthy
and growing company and it paying wages and salary to its workers and employees according to
their ability, productivity and qualification? It follows rules prescribed by the government while
fixing the salary.
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BIBLIOGRAPHY
Book referred
Website
www.havells.com
www.havellssearch.com
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ANNEXURE
QUESTIONNAIRE
1. Are you comfortable in the existing salary?
YES { } NO { } NO COMMENTS { }
2. Is the monitory reward you get is adequate for the nature of job you perform?
YES { } NO { } NO COMMENTS { }
6. Are you getting any incentive wage as the extra payments for superior performance?
YES { } NO { } NO COMMENTS { }
7. Are you satisfied with the method adopted for incentive calculation?
YES { } NO { } NO COMMENTS { }
8. Are you satisfied with all the allowances you get?
YES { } NO { } NO COMMENTS { }
9. Are you finding your company capable in providing satisfactory salary?
YES { } NO { } NO COMMENTS { }
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