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A Project Report: A Study of Factory Act in ITC
A Project Report: A Study of Factory Act in ITC
On
Of
OF
MTU
ITC Ghaziabad
SESSION 2013
Submitted by:
Pushpinder Kaur
Under the guidancee of:
Mr.Sandesh Bhardwaj
Company Mentor
DECLARATION
I, undersigned, solemnly declare that the report of the project work entitled “To
identify the compliance level of Factories Act, 1948 in International Tobacco
Company Ltd, Ghaziabad and to determine its relation to work performance”, is
based on mine work carried out during the course of our study under the
supervision of Mr. Sandesh Bhardwaj, Deputy Manager, Personnel & Welfare. I
assert that the statements made and conclusions drawn are an outcome of the
project work. I further declare that to the best of my knowledge and belief that the
project report does not contain any part of any work which has been earlier
published or submitted anywhere.
Pushpinder Kaur
MahamayaTechnical Univercity
CERTIFICATE BY SUPERVISOR
This is to certify that the project report entitled “To identify the compliance level
of Factories Act, 1948 in International Tobacco Company Ltd, Ghaziabad and to
determine its relation to work performance.” is carried out by Pushpinder kaur
student of Management Studies, Mahamaya Technical University under my
supervision as a part of the award of Degree in Master of Business Administration,
Mahamaya Technical University, Noida.
(Signature)
Designation:Deputy Manager
First and foremost, I thank almighty for keeping me hale and healthy for successful
completion of the project. I express my respectful and sincere gratitude to student
of Management Studies, MTU for keeping a paper of minor project in our course
curriculum. Next I would like to thank International Tobacco Company Ltd,
Ghaziabad for assigning a project to me and accepting me as a summer intern. I
would also like to thank Mr. Sandesh Bhardwaj, Deputy Manager, Personnel and
Welfare for imparting his immense knowledge and guidance and thus offering a
wide scope for research. This topic helped me in understanding the process of
research in depth and also made me aware about the welfare requirements and
welfare facilities provided to the employees. I am also taking the pleasure to
express my sincere thanks to all the members of the Personnel department of the
organization.
I would also like to thank the respondents of the questionnaire for giving their
valuable time.
Finally I would like to acknowledge my family & friends for their understanding
and supports in completing this project, without their help there would be many
difficulties in doing this project.
Table of content
Declaration
Certificate by Guide
Acknowledgement
Chapter Title
I. GENERAL OBSERVATION
1. Tobacco industry
(a)Size of market
(b)Latest developments
(a)Introduction of Company
(b)History
(e)Philip Morris
(g)The Management
(h)Production Facilities
3. Major competitors
(a)ITC
4. SWOT analysis
(a)Strengths
(b)Weaknesses
(c)Opportunities
(d)Threats
2. Organization Chart
III STUDY
1. Abstract
2. Introduction
3. Literature Review
4. Research Methodology
(e) Instrumentation
(b) Conclusion
(c) Recommendation
6. References
7. Bibliography
8. Appendix
GENERAL
OBSERVATIONS
Tobacco Industry
Size of market:
India's share in world cigarette production has remained at around 1.7% whereas
India's exports of around 2.8 billion sticks of cigarette per year accounts for less
than 1% of the world export of cigarette. There is significant opportunity for
cigarette industry to extent and consolidate its position in international market due
to withdrawal/reduction of agricultural subsidy and escalating cost in the
traditional cigarette exporting countries.
India is exporting tobacco today to 80 nations which is over all the continents in
the world. At present the Indian Tobacco Industry is providing livelihood to more
that 25 million people in the country. From the total tobacco items exported from
India, the unmanufactured tobacco shares around 80 % to 85 % of the total exports
while the manufactured tobacco products hold around nearly 20 % to 25 %. In the
unmanufactured tobacco exports, Flue Cured Virginia tobacco accounts nearly 75
% to 80 % export. The other varieties are- Burley, HDBRG, Natu, DWFC, Top
leaf and Jutty are also exported which are used in making cigarettes. Non cigarette
tobacco exported worldwide is Lalchopadia, Judi, and Rustica are used for
chewing and making bidis. Around 8 % to 10 % non- cigarette tobacco is exported
in throughout the world. According to the international trends, non cigarette
tobaccos are the dominating item in the national export. According to the current
situation in the international tobacco market India is proved to emerge out as the
favorable market for the Indian tobacco export. The prices of Brazilian export have
almost equalized the most expensive American tobacco cost. Zimbabwean farm
prices have also seen an upward trend. There are several advantages which can be
put forth for favoring the Indian tobacco. Like low unit production cost, average
export prices of tobacco in India, which are found more competitive than that of
the pricesofBrazil,USA,Zimbabwe
Latest developments
India is the second- largest producer of tobacco after China in the World.
However, it holds a meagre 0.7 % share of the $30-billion global trade in
tobacco.
In the recent past, the consumption of tobacco has been reduced by anti-
tobacco drives and the ban of consumption in public areas.
The biggest player in this industry is ITC with a market share of 72%.
International Tobacco Company Ltd.
Introduction of Company:
International Tobacco Co. Ltd. Meerut Road, Ghaziabad (U.P.) is the subsidiary of
Godfrey Phillips India .The success of Godfrey Phillips India is the result of the
Company’s commitment to innovations, enhanced operational efficiencies and
adoption of internationally acclaimed business processes. Driven to excel, innovate
and win, it intend to emerge as one of the most respected Company in the tobacco
industry.
As the second largest player in the Indian cigarette industry, with annual turnover
exceeds INR 1800 crores (approx. US $369.6 million). Having some of the most
popular cigarette brands in the country like four square, Red and White, Jaisalmer,
Cavenders and Tipper, over the years it also set its own benchmarks in innovation
with revolutionary brands like Stellar, the first slim cigarette and I-gen, the first
euro-norm cigarette in India.
Products are distributed over an extensive India wide network of more than 500
distributors and 800,000 retail outlets. With the Corporate Office in Delhi, the
Company has offices all across India in over 8 locations.
Godfrey Phillips India has two major stakeholders, one of India's leading industrial
houses - the K. K. Modi Group and one of the world's largest tobacco companies,
Philip Morris. Philip Morris’ stake in the joint venture to around 25%, and the
K.K. Modi Group the single-largest shareholder in the listed firm with a 47%
stake. GPI the Company also enjoys a strong backing of over 12,000 shareholders.
History
In 1936, the Godfrey Phillips India was originally established and developed by
Godfrey Philips Ltd., London, a publicly owned cigarette and tobacco
manufacturer incorporated in U.K. with extensive international operation. The
company manufactures and sells cigarettes, smoking tobacco and cigars- The
brands manufactured and marketed by the Company are Black & White Kingsize
Filter, Four Square Kingsize Filter, Four Square Regular Filter, Cavanders Navy
Cut Regular, Red & White, Anand, Leader, Cavanders Filter and Capital. In
addition, the Company manufactures and sells Vergin Gold and Philip's Gold
Cigarette tobacco.
In 1967 the Company made an arrangement with International Tobacco Co. who
opened a factory in Northern India to manufacture on the Company's behalf. Upon
the merger of D. Macropolo & Co. Ltd., with the company, International Tobacco
Co. Ltd. became a subsidiary of the company. The Mumbai High Court approved a
scheme of Amalgamation of International Tobacco Company Ltd., with the
company. A Scheme of Amalgamation of D. Macropolo & Co. Ltd., with the
Company was approved by the Mumbai High Court on 30th June, with
retrospective effect from the close of business on 30th June, 1969.
Godfrey Phillips India has also spread its footprint into the international markets.
Today, the International Division collaborates with some of the top players in the
international tobacco industry to assist them in marketing their products and
providing various professional and expert services including contract
manufacturing, cut tobacco, smoke analysis and various other consultancy
services. Many countries from the Middle East to West Africa, South East Africa,
South East Asia, East Europe, Australia, South America and Central America have
been added to the portfolio. The International Division also exports Bulk and
Specialty Teas to Germany, USA, Japan, UAE, Kazakhstan
K. K. Modi Group
The K. K. Modi Group is part of a US $ 2.4 billion Modi Enterprises that was
founded by Rai Bahadur Gujarmal Modi in 1933. The Group spans a
diverse range of businesses which include agro-chemicals, tobacco, tea and
beverages, education, entertainment, direct selling, network marketing and
gourmet restaurants. These businesses further include steel, sugar, textiles,
chemicals, tyres, computers, copiers, cosmetics, telecommunications,
entertainment, homecare, pharmaceuticals and on line lottery.
Philip Morris
Altria Group Inc is the parent Company of Philip Morris International, Philip
Morris USA and Philip Morris Capital Corporation. Altria Group owns 100% of
the outstanding stock of Philip Morris USA, Philip Morris International and Philip
Morris Capital Corporation.
Philip Morris, the owner of some of the world's most respected brands including
Marlboro, is one of the largest shareholders in Godfrey Phillips India and has an
agreement with the Company to provide technological services and assistance in
all areas of business.
Philip Morris Inc. joined hands with the K. K. Modi Group in 1979.
Godfrey Phillips India empowers its entire people to think and act radically, stretch
relentlessly and generate path breaking ideas and strategies to propel the Company.
This helps to create and build powerful brands with unmatched service and world
class processes.
Godfrey Phillips India will rapidly grow shareholder value and achieve a
commanding presence nationally while gaining a significant presence in global
markets. Godfrey Phillips India will be amongst the most respected companies in
India and in the tobacco industry worldwide.
Values
Passion for winning.
Global mindset.
Socially responsible corporate citizen.
The Management
Godfrey Phillips India is a Company committed to innovation and continuous
improvement which can be seen in the Company employees; from the top
management to the factory level.
Production Facilities
Godfrey Phillips India has built an enduring reputation in India and abroad due to
its commitment to quality and ecologically sound practices. Production systems are
state of the art and blend globally recognized practices such as TQM, Haichi- Ban,
5S and Kaizen with internal value systems. Both production facilities follow an
enriched culture imbibed by the adoption of the Six Sigma program. Embarked
upon 5 years ago, the program has helped to undertake a considerable number of
Six Sigma Projects in order to inculcate quantum improvements year after year.
Ghaziabad facility is the first cigarette manufacturing unit in India and second in
the world to have has been accredited with a Social Accountability (SA)
8000:2001 certification. It is equipped with state of the art equipment and
processes, which provides it with the necessary edge over competitors. Industry
accreditations such as the ISO 9001: 2000 and ISO 14000 are further proof of the
impeccable delivery systems and processes used at our facilities.
Applicability
This code is applicable to the Board Members and Senior Management who are
members of its core management team one level below the executive directors
including all functional heads (hereinafter collectively referred to as
“Employee(s)”). All employees must read and understand this code and ensure to
abide by it in their day-to-day activities. \
Have a positive attitude, and restlessly seek and capture new opportunities.
ii. Innovation through learning and entrepreneurship
Encourage risk taking and learning, and create conditions for empowerment
with accountability.
Constantly benchmark in all areas against the best globally, and strive to
exceed those benchmarks.
Ensure the compliance of all applicable laws and the highest standards of
corporate governance.
In addition to the above values and expected behaviors, the business will be
conducted in such a manner that it ensures the following:-
1) Safety in Workplace
The safety of people in the workplace is a primary concern of the Company. Each
must comply with all applicable health and safety policies. It maintains compliance
with all applicable laws to help maintain secure and healthy work surroundings.
The employees will also ensure that there is no sexual harassment at the work
place and in case any allegation is made, it is immediately dealt with in accordance
with the guidelines laid down by the Supreme Court.
2) Conflicts of Interest
All are perceived as Trustees of Company’s properties, funds and other assets and
thus owe duty to each stakeholder, as their agent, for protecting the Company’s
assets. Therefore, all must safeguard and protect the company’s assets against any
misappropriation, loss, damage, theft, etc. by putting in place proper internal
control systems and procedures and effectively insuring the same against any
probable fire, burglary, fidelity and any other risk.
The purpose of this policy is to set forth and convey the Company’s business and
legal requirements in managing records, including all recorded information
regardless of medium or characteristics. Records include paper documents, CDs,
computer hard disks, e-mail, floppy disks, microfiche, microfilm or all other
media. The Company is required by applicable laws, rules and regulations to retain
certain records and to follow specific guidelines in managing its records. Civil and
criminal penalties for failure to comply with such guidelines can be severe for
employees, agents, contractors and the Company, and failure to comply with such
guidelines may subject the employee, agent or contractor to disciplinary action, up
to and including termination of employment or business relationship.
All of are expected to conduct themselves, both on and off-duty, in a manner that
reflects credit to the Company. The sum total of one’s personal attitude and
behavior has a bearing on the standing of the Company and the way in which it is
perceived within the organization and by the public at large.
The Company expects each employee to ensure that only meritocracy is rewarded
in the Company and that there is no discrimination based on sex, religion, creed,
colors or origin.
Compliance with the Code
The future of the organization depends on both technical and ethical excellence.
Not only is it important for employees to adhere to the principles expressed in this
Code, each employee should encourage and support adherence by other
employees.
Interpretation of Code
This code is subject to continuous review and updation in line with any changes in
law, changes in Company’s philosophy, vision, business plans or otherwise as may
be deemed necessary by the Board.
International Division
Striving towards it vision to become a leading tobacco player in India and beyond,
Godfrey Phillips India has forayed into international markets with successful new
business ventures.
Corporate Social Responsibility
The World Business Council for Sustainable Development defines CSR as "…the
continuing commitment by business to behave ethically and contribute to
economic development while improving the quality of life of the workforce and
their families as well as of the local community and society at large.”
Godfrey Phillips India not only recognize the importance of being a responsible
corporate citizen but its identity as a cigarette manufacturing Company and success
in it imposes even a greater responsibility to take it further.
Tipper won Golden Peacock Award for the best product innovation in the
year 2003 and then again in 2006 for innovative product and service. It has
also won the Silver medal at the Monde Selection Brussels, World Selection
of Quality 2006.
The pack design of Jaisalmer, the premium King Size cigarette of the
Company, won the coveted PFFCA (Paper, Film & Foil Converters
Association) Star Award, felicitating the pack for its excellence in design,
development and creativity in packaging.
North Pole has also won the Golden Peacock award for innovative
packaging in 2005.
Major competitors
ITC
1) ITC
Within cigarettes, ITC plans to leverage on its technology and provide consumers
with less harmful cigarettes. As a result, the company is expected aggressively to
push mid tar and low tar cigarettes towards consumers.
Company Background
ITC Ltd was incorporated on 24 August 1910, under the name of Imperial
Tobacco Company of India Ltd. It was renamed ITC Ltd on 18 September
2001. The company’s Packaging and Printing Business Division was started
as part of its backward integration strategy for the tobacco business, and has
since become one of India’s most successful packaging houses.
In 1985, ITC Ltd started its first overseas venture in Nepal – Surya Tobacco
Company – as an Indo-Nepal and British joint venture. In August 2002,
Surya Tobacco Company became a subsidiary of ITC Ltd and its name was
changed to Surya Nepal Private Limited (Surya Nepal).
ITC Ltd employs more than 22,000 people, spread over 60 locations in
India, and is ranked among the “World’s Most Reputable Companies” by
Forbes magazine.
Production
ITC has four main factories, at Bangalore, Munger, Saharanpur and Kolkata. All
four facilities offer cutting-edge technology, with a strong emphasis on quality of
production, quality control and efficiency. In recognition of their very high
standards of production, the facilities have received several domestic awards, as
well as the five-star Health and Safety Rating from the British Safety Council. This
rating greatly helps in export, and is recognition of ITC globally competitive
standards.
Competitive Positioning
ITC Ltd’s volume share fell slightly in 2008. Following the government’s
drastic increase in the excise duty on unfiltered cigarettes, the company shut
down production of its unfiltered cigarettes, which had become unprofitable.
This caused consumers to shift to other brands. Unfiltered cigarettes
previously accounted for approximately 20% of ITC Ltd’s volume sales.
ITC Ltd’s biggest strengths are its brands and its distribution network. In
high tar cigarettes, Capstan, Bristol, Wills and Gold Flake are extremely
popular. In mid tar cigarettes, the company carries brand extensions such as
Gold Flake Light, Wills Classic Milds and Benson & Hedges Lights. In low
tar cigarettes, its famous brands include Silk Cut Lights, Classic Ultra Mild
and Rothmans Special Mild. The company’s distribution is also considered
world class, with it being able to reach nearly two million retailers.
Compared to this, its competitors Godfrey Phillips India Ltd and VST
Industries Ltd are able to reach one million retailers.
Company Background
In September 2008, the company name was changed from GTC Industries
Ltd to Golden Tobacco Ltd, when its retail and tobacco businesses were de-
merged. The new name better reflects the company’s line of business.
Production
The Mumbai unit has a fully automated area, equipped to optimise the
overall effectiveness of its equipment. The use of GD X2 packers and shrink
tunnels efficiently creates superior quality, hinge lid packs. Designed by
some of the most experienced engineers in the industry, the link-ups and
CFC closures eliminate the chance of manual handling of the cigarettes at
any stage of production.
In keeping with its strategy of providing quality cigarettes to its national and
international customers, Golden Tobacco Ltd’s Vadodara factory has
implemented ISO 9001:2000. The factory is known for its good
housekeeping and waste control techniques.
Golden Tobacco Ltd has its own fully equipped printing press to produce all
its packaging material under one roof. The press is equipped with Gravure
and off-set printing machines, along with letterpress, punching and pasting
machines.
Competitive Positioning
In 2008, Golden Tobacco Ltd was the third-ranked cigarettes player in India,
holding an 11% volume share. The company is exceptionally strong in
economy and mid-priced cigarettes. It competes mainly by brand building,
as its distribution network is less developed than that of ITC Ltd or Godfrey
Phillips India Ltd. Brands such as Chancellor and Panama enjoy a strong
brand recall in India and are considered to be heritage brands. Given that it
cannot compete head on with ITC Ltd or Godfrey Phillips India Ltd in terms
of distribution, Golden Tobacco Ltd relies on providing extremely attractive
margins to retailers, to promote its new launches.
Golden Tobacco Ltd has a long, rich heritage of innovation. The results
achieved include the launch of the first low tar nicotine cigarette, the launch
of the first Indian cigarette designed especially for women (Ms brand), the
introduction of the first Soft Cup in India, the launch of the first Brown
Filter King cigarette in India and the development of the first Indian Kretek-
type clove cigarette. Its Low Tabac low-nicotine cigarette claims to contain
up to 50% less tobacco; substituted by organic materials, compared with
conventional cigarettes.
Golden Tobacco Ltd is among the top cigarette exporters in India, and has
special export products in addition to cigarettes. These include “flavored
little cigars” in various flavors (Cherry, Vanilla, Chocolate, Menthol, Mild,
Peach, Raspberry, Strawberry and Sour Apple), as well as variants such as
Just Black Tip cigars (cigars with tips), which are also available in various
flavors (Mild, Grape, Cherry, Raspberry and Rum). Another popular
exported brand of cigars is the Lips cigar (100mm sticks with sweetened
tips, available as individually wrapped plastic tubes to retain freshness).
Popular pack sizes are 10 units or 50 units, and popular flavors are Cherry,
Chocolate, Rum, Peach and Sour Apple.
Golden Tobacco Ltd also manufactures slim cigarettes and RYO tobacco.
Just Black is the leading “little cigars” brand for export, and is also available
as a smoking tobacco brand produced from high-quality Virginia, Aromatic
Burley and flavor-rich Oriental tobacco.
In 2008, Golden Tobacco Ltd launched a new brand, Diet Blue cigarettes, in
king size/regular. The new product is claimed to be made from superior
patented technology and is positioned as less damaging than regular
cigarettes, as it does not contain any carcinogenic substance. Diet Blue uses
the Ecotine blend, which is low in nicotine, tar and tobacco specific
nitrosamines.
3) VST Industries Ltd
In light of the recent downturn in Indian cigarettes, VST Industries Ltd aims to
consolidate its position in the economy price band. It also plans to expand beyond
South India, which has traditionally been its stronghold. Filtered cigarettes will be
a key focus area, as the company looks to expand its product portfolio.
Additionally, it will try to strengthen its distribution network, which has always
been weaker than that of ITC Ltd or Godfrey Phillips India Ltd.
Company Background
Although the major chunk of its revenue comes from the sale of cigarettes,
VST Industries Ltd also sells unmanufactured and cut tobacco.
With effect from 1 April 2006, Hallmark Tobacco Company, the wholly-
owned subsidiary of VST Industries Ltd, amalgamated with another wholly-
owned subsidiary, VST Distribution, Storage & Leasing Company.
Production by Factory
Competitive Positioning
VST Industries Ltd’s major brands include Charminar, Charminar Special
Filter, Charms Mini Kings, Charms Virginia Filter, XL Filter and Shaan.
The company’s products are targeted at the lower end of the tobacco market
and have dominance in the small-sized (less than 60mm) micro-segment.
VST Industries Ltd is famous for its unfiltered cigarettes, which enjoy a
loyal following among consumers in South India. Priced cheaply, such
brands are aimed at consumers who wish to upgrade from beedis or
smokeless tobacco to cigarettes. In spite of its strong brands, the company
loses out due to lack of distribution reach, which is extremely limited
compared to bigger players such as ITC Ltd. Furthermore, VST Industries
Ltd is weak in other regions, such as West India and North India.
SWOT Analysis
Strengths
The organization has some major strength that gives it a competitive advantage
over its rivals:
It is the second largest player in the Indian Cigarette industry, with annual turnover
of INR 1800 crores (approx. US $369.6 million)
Ghaziabad facility is the first cigarette manufacturing unit in India and second in
the world to have has been accredited with a Social Accountability (SA)
8000:2001 certification. It is equipped with state of the art equipment and
processes, which provides it with the necessary edge over competitors. Industry
accreditations such as the ISO 9001: 2000 and ISO 14000 are further proof of the
impeccable delivery systems and processes used at our facilities.
Industry accreditations such as the ISO 9001: 2000 and ISO 14000 are proof of the
impeccable delivery systems and processes used at the unit.
8) Social responsibility:
Godfrey Phillips India not only recognize the importance of being a responsible
corporate citizen but its identity as a cigarette manufacturing Company and success
in it imposes even a greater responsibility take it further. Being cognizant of this
fact, it strive to be active and committed participants in enhancing the community
it work, live and do business in.
Besides strong internal responsible marketing policies that govern all actions, it has
undertaken several initiatives like Godfrey Phillips Bravery Awards, Blood
Donation Drive, Women Empowerment projects, Godfrey Phillips WHITE,
various GAP (Good Agricultural Practices) and support programs for tobacco
farmers, environmental management besides many philanthropic and charitable
gestures which is a part of the Company culture.
9) Distribution channel:
2) Unsustainable prices:
Among cigarette companies, ITC has a pan-India presence and sustainable pricing
power. ITC's brands Navy Cut, Wills Classic and Gold Flake occupy the premium
segment imparting it higher pricing power. On the other hand, International
Tobacco Company Ltd is hiking cigarette prices to pass on the higher burden being
imposed by the government in the form of taxes.
Opportunities:
1) Other business options:
Godfrey Phillips India recognizes this need and, besides our renowned cigarette
brands, have diversified into-Chewing Masala Tea Retail Confectionary Guldhar
Factory can undertake one or more of these business options and broaden its
horizon.
New manufacturing licenses for cigarette are no longer issued by the government.
This along with a ban on foreign direct investments (FDI) shields the industry from
any new competition.
Threats
1) Vulnerable to legislative issues:
CTS
The production incentive in PMD is based on the target production. If the target
production is reached the worker is given a 100% variable pay and if it is not
reached the incentive keeps decreasing. The tobacco dust in the unit is collected in
CDU units and the other is dumped in to an earth pit.
The major risk of infestation in tobacco is from weevils. For prevention traps are
set up at various locations all over the PMD. The traps are tablets that have food
and sex scent which attract both male and female weevil.
The tobacco from CTS is fed into conveyors near the CTS area which in turn are
linked to the pneumatic feeds of particular making machines.
The man power allocation in CMD is done with the help of Heichban boards where
each process associate has a cue as well as machines and various brands also have
a cue. The board displays the brand with which a making machine is booked and
also the allocation of process associates to various stations. The cues for process
associates have two different colors signifying absence or presence of the person.
The various utilities involved in cigarette manufacturing include HVAC system, air
compressors, Vacuum systems etc. The NTM’s used are cigarette paper, filters,
GD- gum and cork tipping paper.
The hinge lid type packaging machines in CPD are of three types GDX2S,
GDX300, GDX6 & Focke with speeds of 3200cpm, 3300cpm and 6000cpm
respectively. The shell & slide type packaging machines are Duplex & HLP. Each
bundle of cigarette is stamped with a code to identify:
2. M/C number
3. Shift: A,B,C
4. Date
5. Time
The utilities involved for cigarette packing are vacuum, air compressors & HVAC
system. The NTM’s involved are blanks, BOPP, TOR, inner frame, foil and gum.
2. Quality Assurance
The quality assurance department deals with the material quality which may be the
processed tobacco quality, the NTM quality or cigarette/ packet quality. This is
based on the design of experimentation proposed by Taguchi.
3. Accounts/IT
The total manpower in the factory is 343 which include factory associates (code:
S), Process associates (code: D) and Management Staff (Code: G). The salary for
the employees is handled through PNB accounts. The salary process is carried out
on 27th and 28th of each month where employee attendance and other related things
are checked which is followed by the salary transfer on 28 th of the month. On
30/31st the bank credits the amount into the accounts which can then be withdrawn
on 1st onwards.
All the AMC related work has been outsourced to Wipro. The internet connection
has two lines one is the primary line which has been leased from BSNL and has a
speed of 2 mbps. The other one is a secondary line leased from Bharti and it also
has a speed of 2 mbps.
4. Purchase
The purchase department is headed by Mr. Sachin Sharma. This department is
responsible for acquiring all kinds of NTMs, spares and other machineries required
for the process. The vendors for various materials are selected by Head-office
based on quality and cost parameters.
5. Projects/Utilities/ Stores
This department is headed overall by Mr.S K Tiwari. The projects are handled by
Mr. Mritunjay Tiwari and under him the various department wise project in charge.
The projects start usually with the budget making process which starts in January
or February. There are three kinds of projects capital expenditure (CAPEX)
projects, FME projects which are special maintenance projects which are carried
one time only and conversion or consumable projects. An energy budget is also
allocated at the start of the year. The electricity budget is fixed and variable cost
which arise due to utilities and production respectively. Also there is cost budget
for High speed diesel (HSD) and furnace oil (FO).
There are a number of major projects that are being carried out which include
complete automation, building a new warehouse (ASRS system), firing boilers
using PNG, ETPP expansion process etc.
The utilities are handled by Mr. Naveen. There are a total of 2 DG sets which run
on high speed diesel (HSD) and are synchronized with online UPS system so that
no downtime occurs due to electricity cuts. There are 2 nos of multiple stage air
compressors with a capacity of 913 cfm each. The air from these compressors is
supplied at 6.2 bar pressure. Another air compressor provides air for cleaning
purposes at 3.7 bar pressure as well.
The vacuum system consists of mazda and WV60 pumps which provide vacuum to
max making and packing machines respectively. The mazda vacuum pumps are
WV100 type and four in number while there are only two WV60 pump.
6. Corporate Engineering/Projects
The department is headed by Mr. Vivek Sood. This department has varied roles in
the organization. The department acts as the gateway between corporate office and
the production unit. It is also responsible for new projects being undertaken by the
organization like new production facilities, new engineering systems etc. Currently
the projects being undertaken include new chewing tobacco plant and beedi
automation project.
Organization Chart
The present study was under taken with a task in mind to unearth the strengths and
weakness of the welfare measures in International Tobacco Company Ltd,
Ghaziabad. Since organizations exist to achieve goals. The degree of success that
individual employee have in reaching their individuals goals is important in
determining organizational effectiveness. The assessment of how successful
employees have been at meeting their individual goals, therefore, becomes a
critical part of Human Resource Management. This leads us to the topic
of “Employees Welfare Measures” or Compliance of Factories Act, 1948.
This project aims at knowing ³Welfare System´. In this project the work
atmosphere and the welfare measures provided by the organization has been
studied. It also aim at finding out the impact of welfare measures on the work
performance of the employees. This survey is done within the organization. The
sample size is 30. The data was collected both from the primary sources and the
secondary sources.. The persons met are all employees of the concern. Collections
of data were analyzed and tabulated in a sequential manner and the interpretations .
The conclusion and suggestions are also given in this report for the improvement
of this system in the organization.
Introduction
The law relating to the regulation of labor employed in factories in India was
embodied in the Factories Act, 1934.It was amended several times but its general
framework remained unchanged. Application of this Act revealed a number of
defects and weaknesses which hamper effective administration. In the meanwhile
the rapid industrialization and urbanization without any planning resulted in
insanitary and crowded living. The quest for making quick profits, unmindful of its
social consequences caused the work to be excessive; even the children of tender
ages were required to work for more than 12 hours a day. All this necessitated
passing of the Factories Act, 1948 aiming at protecting human beings from being
subjected to unduly long hours of bodily strain or manual labor. The Act provides
that employees should work in healthy and sanitary conditions so far as the
manufacturing process will allow and that precautions should be taken for their
safety and prevention of accidents.
The Factories Act is meant to provide protection to the workers from being
exploited by the greedy business establishments and it also provides for the
improvement of working conditions within the factory premises. Hence, a
beneficial construction should be given and the provisions of the Act should be so
construed/ interpreted so as to achieve its object, i.e., the welfare of the workers
and their protection from exploitation and unhygienic working conditions in the
factory premises; Ravi Shankar Sharma v. State of Rajasthan, AIR 1993 Raj 117.
Knowledge of Law provisions …
LABOUR LAWS
Social legislation
Act empowers state to make rules to enlarge the scope and objectives of
the Act.
Directive Principles
APPLICABILITY OF THE ACT
At any place wherein manufacturing process is carried on with or without the aid
of power or is so ordinarily carried on, not with standing that:
The number of persons employed therein is less than ten, if working with the
aid of power and less than twenty if working without the aid of power, or
The persons working therein are not employed by the owner thereof but are
working with the permission of, or under agreement with, such owner.
Act empower state government to declare all or any of the provisions of the
act to apply to any place with an objective to secure safety, health and
welfare or workmen even though the workers strength is less than the above
cited conditions.
1. Training of hides,
2. Electroplating,
4. Manufacturing of asbestos,
OBJECTIVES
The Act has been enacted primarily with the object of protecting workers
employed in factories against industrial and occupational hazards.
For that purpose, it seeks to impose upon the owner or the occupier certain
obligations to protect the workers and to secure for them employment in
conditions conductive to their health and safety.
Main points
Health
Safety
Welfare
Secures - Safety
- Health
- Welfare
HEALTH
Cleanliness
Disposal of wastes and effluents
Artificial humidification
Overcrowding
Drinking water
Spittoons
SAFETY
Fencing of machinery (transmission machinery / dangerous rotating
parts)
Self-acting machines
Revolving machinery
Pressure plant
Excessive weights
Protection of eyes.
Maintenance of buildings
Safety Officers
Washing facilities
First-aid appliances
Canteens
Creches
Welfare officers
Weekly hours
Weekly holidays
Compensatory holidays
Daily hours
Spread over
Night shifts
Hours of work to correspond with notice under section 61 and register under
section 62.
Application of Chapter
• Canteen
• Welfare officer
• Safety officer\
• Written consent
• No overtime work
• Act bars employment of women to clean, lubricate any part of the equipment
• Working hour for child is four and half hour per day
Occupier should lay down a detailed policy with respect to the health and
safety of the workers employed. The Health and Safety Policy should show
Non fatal
• Requires reporting to the Inspector
ACCIDENT
Unplanned, unexpected event
Unsafe Act
Unsafe Condition
STATISTICS OF THE STATE
1. Total No. of Factories registered : 10,300
4. MAH Units : 75
PENALTY
Competitive
INSPECTING STAFF
FOCUSSED AREAS
• Notifiable diseases
• Special provisions relating to hazardous processes
• Right of workers
• Obligation of workers
OCCUPIERS RESPONSIBILITY
• Approval of building plan and the machinery layout
He is a person responsible to the occupier for working of the factory for the
purpose of the Act.
Specific duties :
Every shop or establishment within the meaning of any law for the time
being in force in relation to shops and establishments in a state, in which ten
or more persons are employed on any day of the preceding twelve months.
Other establishments or class of establishments, in which ten or more
employees are employed or were employed, on any day of the preceding
twelve months, as the central government may notify.
Definitions
Section2
S.2 (e) "employee" means any person employed to do any skilled, semi-
skilled, or unskilled, manual, supervisory, technical or clerical work it does
not include an apprentice
S.2 (s) "wages" includes dearness allowance but does not include any bonus,
commission, house rent allowance, overtime wages and any other allowance
Section: 4
on his superannuation, or
on his retirement or
resignation, or
on his death or disablement due to accident or disease:
Note:-
26
seasonal establishment
At the rate of seven days wages for each season.
Employee drawing salary upto Rs.6,500/- per month has to become member
of the provident fund.
EPFA in provident fund scheme provides wherein 12% is contributed by
both the employee and the employer with administration charge of 1.5%.
The Deposit Linked Insurance Fund Scheme is for providing Life Insurance
benefits. The employer contributes 0.5% and 0.01% towards administrative
cost of the basic wages.
The Objective of the Act is to provide for the institution of provident funds,
pension fund and deposit linked insurance fund for employees in factories
and other establishments.
Any other establishment employing less than twenty persons, if the central
government extent the applicability by way of notification in the official
Gazette.
Where an establishment Consists of different departments or has branches,
whether situate in the same place or in different places, all such departments
or branches shall be treated as parts of the same establishments
An employee is eligible for membership from the day he joins the covered
establishment.
If the employee’s emoluments exceed Rs. 6,500/- per month, he has the
option to join the Scheme's) with the consent of employer.
Declare previous employment details, if any, in Form No. 11 to the
employer.
A member can contribute statutorily over and above the prescribed rate.
Enrolment:
In the event the member is holding a Scheme Certificate (under EPS, 95), he
should surrender the same to the concerned EPFO office, through his
employer.
A member is entitled to various benefits & facilities such as withdrawals,
advances, pensions, death insurance etc.
Presently every insured employee and his employer have to pay the
Employees State Insurance Corporation at the rate of 1.75% and 4.75%
respectively of the wage of the employee.
Contribution:
Employer: 4.75 % of salary.
Employee: 1.75% of salary
Benefit Covered
Sickness Benefit
Maternity Benefit
Disablement Benefit
Dependants' benefit
Applicability of Act
Factory industrial Establishment
Tramway service or motor transport service engaged in carrying passengers or
good or both by road for hire or reward.
Air transport service Dock, Wharf or Jetty
Inland vessel, mechanically propelled
Mine, quarry or oil-field Plantation
Workshop or other establishment etc.
Coverage of Employees
Drawing average wage upto Rs.6500 pm as amended w.e.f. 6.9.05.
Fines as prescribed by
Not to imposed unless the employer is given an opportunity to show cause
Composition of Committee
Representation of employer and employee in schedule employer in equal number and
independent persons not exceeding 1/3rd or its total number one such person to be appointed
by the Chairman.
Sec. 9
Procedure for fixing and revising Minimum Rates of Wages
Appointing Committee issue of Notification etc.
Sec. 5
Wages of workers who works for less than normal working days
Save as otherwise hereinafter provided, be entitled to receive wages in respect of work done
by him on that day as if he had worked for a full normal working day.Sec.15
Where an employee does two or more classes of work to each of which a different minimum
rate of wages is applicable, wages at not less than the minimum rate in respect of each such
class Sec. 16
Sec. 18
Minmum time rate wages for piece work
Not less than minimum rates wages as fixed .
Sec. 17
Claims by employees
To be filed by before authority constituted under the Act within 6 months.
Compensation upto 10 times on under or non-payment of wages Sec. 16
Act not applicable to certain employees of LIC, General Insurance, Dock Yards,
Red Cross, Universities & Educational Institutions, Chambers of Commerce,
Social Welfare Institutions, Building Contractors, etc. etc. Sec.32
Establishment
Establishment includes Departments, undertakings and branches, etc,
Components of Bonus
Salary or wages includes dearness allowance but no other allowances e.g. over-
time, house rent, incentive or commission.Sec.2(21)
Separate establishment
If profit and loss accounts are prepared and maintained in respect of any such
department or undertaking or branch, then such department or undertaking or
branch is treated as a separate establishment.Sec.3
Eligible Employees
Employees drawing wages upto Rs.3500 per month or less.
For calculation purposes Rs.2500 per month maximum will be taken even if
an employee is drawing upto Rs.3500 per month.Sec.12
Note: The proposal to enhance the existing ceiling of Rs.3500 is under active
consideration by the Govt.
Eligibility of Bonus
An employee will be entitled only when he has worked for 30 working days in that
year.Sec. 8
Applicability of Act
Every factory where in 10 or more persons are employed with the aid of power or
Literature Review
A)Overview:
Sheoran (2013) in his paper titled “Implementation of Factories Act, 1948 in
Haryana- A comparative study of three industries” focuses on the importance of
Factories Act as it incorporates safety, health and welfare aspects. The First
Factories Act was passed in 1881 for those industries, which employed 100 or
more workers. Amendments to this Act were made in 1890, making it applicable to
the undertakings having 50 or more workers as per the recommendations of the
Bombay Factories Commission, 1890. After independence legislations like the
Employees State Insurance Act, 1948; the Factories Act, 1948; Minimum Wages
Act, 1948; Industries Act, 1951; the Employees Provident Fund, Family Pension
Fund and Deposit Linked Insurance Fund Act, 1952; Maternity Benefit Act, 1961;
the Payment of Bonus Act, 1965; the Payment of Gratuity Act, 1972 etc. were
passed. However, the Factories Act, 1948 is considered more important because it
incorporates safety, health and welfare measures for workers. The universe of the
study consists of three industrial undertakings namely National Fertilizers Ltd.,
Panipat, SPL Ltd., Bahadurgarh and Cooperative Sugar Mill, Karnal in Haryana.
Research methodology:
This study intends to examine the implementation of the Factories Act, 1948 in the
universe of its study i.e. National Fertilizers Ltd., Panipat, SPL Ltd., Bahadurgarh
and Cooperative Sugar Mill, Karnal in Haryana. For this purpose, the relevant
information has been collected from primary sources and supplemented by
secondary sources wherever necessary. Interview schedules have been worked out
to elicit factual information from the workers, trade unions, management and the
district inspectorates a Purposive sample of 50 workers, five respondents of
management, five representatives of trade union of each undertaking and a total of
five representatives of inspectorate staff has been drawn. Informal dialogues have
been held to ascertain the reliability of information so gathered. However, the
study confines itself strictly to the three units only.
Key Findings:
It can be said that the level of awareness of workers is the highest in case of safety
provisions followed by provisions for good health and the lowest in case of welfare
provisions. It is seen that the highest number of aware workers are in NFL because
they are better educated, paid and placed than others. As far as the implementation
of these provisions is concerned, safety provisions are implemented with great
success rate followed by health provisions and welfare provisions. It means the
implementation of various provisions is related to awareness of those provisions.
On the whole, it can be said that implementation of the Act is not much effective
and administrative machinery and the staff for implementing the Act are also
inadequate.
It can also be said that trade unions have little role in the effective implementation
of the Act’ is also accepted.
Key Learnings:
The role of local language communication is essential for generating awareness
among workers and manuals, handouts, pamphlets, etc. should be frequently
distributed among employees. The relationship between non statutory welfare
provisions with quality of work life is direct. The Government must consider the
disparity in wages and working conditions in the concerns of workers.
B)Overview:
Bhati and Kumar M. (2013), in their paper “Provision of welfare under Factories
Act & its impact on Employee Satisfaction” highlighted the satisfaction level of
employees with regard to welfare provisions in engineering industry as set by
Factories Act, 1948. They identified different welfare provisions to be given to
employees under Factory Act 1948 and conducted research on employee
satisfaction towards welfare facilities under the Act. This includes the study of 50
employees from each of the company i.e. Jyoti CNC, Rajoo Engineering, Steel
Cast, Atul auto & Amul industries making a total sample size of 250 employees.
The impact of welfare provisions on employee satisfaction was measured and
difference in terms of employee satisfaction towards welfare provision was
determined. This study can be implied in any of the industry as a tool for
identifying the employee tendency & belief towards the welfare provisions. One
can know the requirement of the workers in terms of different non financial
motivational tools by implying this study. It is also useful for identifying the
factors which leads to employee satisfaction so that company can use those factors
as retention tool for retaining employees in the organization.
Research methodology:
For research the entire Engineering industry of Saurashtra region was taken as
population of the
study and five engineering companies i.e. Jyoti CNC, Rajoo Engineering, Steel
Cast, Atul Auto & Amul industries are selected by judgmental sampling. From the
above five companies sample size of 50 employees from each of the company is
taken. Therefore 250 is total sample size of the study by simple random sampling.
The data is collected using primary data collection tool questionnaire. Correlation
& One Way ANNOVA is also used for objective analysis. The test is conducted at
5% level of significance.
Key Findings:
From the study it can be suggested that the provisions provided to the employees
in each industry should always be made more beneficiary for their welfare. So, for
this each industry should appoint the welfare officer who can take better care for
the welfare facility of the employees in an industry. From this study it was also
found out that the employees have positive attitude towards their industry for the
welfare provisions
Key Learnings:
The different welfare provisions provided to the employees working in an
organization under Factories Act 1948 are having positive relation with the
employee satisfaction. The reason behind this result is that these are the factors that
lead to satisfaction & if they are not present can sometimes lead to dissatisfaction
i.e. on basis of Herzberg’s theory of motivation.
C)Overview:
Poonam Salaria and Sumit Salaria (2013) in their paper “Employee welfare
measures in Auto Sector” presented the facilities entitled by Auto Sector
Companies and employees satisfaction with the facilities provided. Employee
welfare means anything done for the comfort and improvement, Intellectual or
social, of the employees over and above the wages paid which is not a necessity of
the industry. Organizations provide 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. The statutory
schemes are those schemes that are compulsory to provide by an organization as
compliance to the laws governing employee health and safety. The non statutory
schemes differ from organization to organization and from industry to industry.
The basic purpose of employee’s welfare is to enrich the life of employees and
keep them happy and contended. Non-statutory benefits are the result of
employer’s generosity, enlightenment and philanthropic feelings. It is one of many
ways for people to feel heard, cared for, to be informed and to be involved. It is
equally important to ensure that leaders and employees at all levels of the
organization are aligned to the culture of the organization, and living it.
Through the study relationship between employee’s welfare and industrial relation
is also established
Research methodology:
Auto companies in NCR (National Capital Region) are taken as population of the
study. The study is based on random sampling and four auto companies i.e. New
Holland Fiat (India) Pvt.ltd. HONDA SIEL, Yamaha, JCB are selected randomly.
Descriptive research design concerning with describing the perception of each
individuals or narrating factors on welfare measures is used. The major purpose of
descriptive research is description of the state of affairs as it exists at present.
The primary data was collected from the respondents i.e. employees and secondary
data was collected from the past records and websites. Research instrument is
questionnaire. Types of questions are close ended questions, dichotomous
questions and multiple–choice question. Percentage analysis is done to find out the
response of the respondents
Key Findings:
Auto sector companies provide welfare facilities to their employees to keep their
motivation levels high. Welfare services may broadly be classified into two
categories (1) intramural activities (2) extramural activities. Nowadays maximum
companies give their employees a voluntary welfare and recreational facilities.
This research studies the welfare measures provided to the employees, satisfaction
and awareness about the welfare. Employees in auto sector are highly satisfied
with the intramural welfare measures and few are dissatisfied with the extramural
welfare measures. Perception of the employees on the total welfare measures is
satisfied very fewer employees are dissatisfied.
Key Learnings:
Employee’s welfare is an essential part of social welfare. This study enables
employees to have a richer and more satisfying life.
Research Methodology
Problem statement
Welfare provisions of Factories Act 1948 are important as far as the nature of the
work in tobacco industries is concerned. It may happen that the compliance level
of Factories Act, 1948 vary from company to company. It is also assumed that the
welfare facilities provided to the employees somehow affects their work
performance. So this study aims at studying the compliance level of Factories Act,
1948 in International Tobacco Company Ltd and to determine how it relates to the
performance of the employees.
iv. To identify whether any relation exists between welfare activities and work
performance.
Sample
The evaluation of the compliance of Factories Act, 1948 was conducted during
May of 2013. The sample size selected was 30.
Sampling Technique:
Random Sampling was used for conducting the research. The sample for the study
consists of the following departments of International Tobacco Company Ltd:
Primary Manufacturing Division
Quality Assurance
Accounts/IT
Purchase
Projects/Utilities/Stores
Corporate engineering/Projects
Instrumentation
The data collection is done through questionnaire, observations and personal
interviews during May of 2013.
easily. The number of questions was limited so that it could be completed in five
minutes or so. Participation was anonymous and strictly voluntary. A copy of the
questionnaire can be found in the appendix.
Statistical Tools
Pie charts,
Column charts,
Doughnuts used.
Sources of Data
The data can be categorized in primary and secondary data as shown
below:
Primary Data
Questionnaires
Observations
Personal interviews
Secondary Data
Records of company, our books and magazines have been taken into
account.
Limitation of Study
The study may be limited due to:
The sample size was small.Even though there will be a concentrated effort to
get the questionnaire into the hands of maximum volunteers, thereguarantee
that the individuals will actually receive and complete the questionnaire
Results and Discussions
Analysis of Results
20
15
Very Dissatisfied
10 Dissatisfied
Somewhat Satisfied
Satisfied
Very Satisfied
5
0
ess u re ater o ns c es om e nt id
il n a t to v i ro m t-A
r W t r ge
ea
n pe ng S pi Se ch n Firs
l m i n n rra
C Te rin
k
tee Lu A
n & g
D Ca o m ittin
ro S
est
R
Sufficient light
Very Dissatisfied Dissatisfied Somewhat Satisfied
Satisfied Very satisfied
3%
7%
20%
70%
20
15
Very dissatisfied
10 Dissatisfied
Somewhat satisfied
Satisfied
Very satisfied
5
0
s e e y
our anc anc olic
g h w w ep
llo llo av
kin a a
Le
or ce m
e
W yan rti
e v e
nv O
Co
All employees are either very satisfied or satisfied with the working hours of
the organization.
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No
Organization ensures following features and all employees agrees with them:
Very dissatisfied
20%
Very Satisfied
30%
Dissatisfied
7%
Somewhat Satisfied
17%
Satisfied
27%
When asked whether employees think that working in the company will help
them to meet their personal goals; majority of employees were positive in
their outlook. 20 percent of the employees are very dissatisfied and 6 percent
are dissatisfied.
Working condition hinders best performance
Very Satisfied
25%
Very dissatified
36%
Satisfied
17%
Dissatisfied
6%
Somewhat Satisfied
17%
Very dissatisfied
20%
Very Satisfied Dissatisfied
43% 3%
Somewhat Satisfied
10%
Satisfied
23%
44 percent of the employees are very satisfied with the statement that
welfare activities help them to be dedicated towards their work. 23 percent
of the employees are satisfied and 10 percent are somewhat satisfied leaving
behind a very small proportion of employees who are against this view.
Very Satisfied
17%
Satisfied
10%
Very dissatisfied
67%
Somewhat Satisfied
7%
Majority of the employees i.e., 67 percent do not believe that any complaint
towards any of the flaws of the welfare activities would lead management to
take negative decisions towards them.
Working condition causes fatigue which affects work
performance
Very Satisfied
10%
Satisfied
20% Very dissatisfied
47%
Somewhat Satisfied
23%
There is a wide variety of response for the above statement. More than 50
percent of the employees find that that working condition causes fatigue
which ultimately leads to an effect on their work performance.
Very satisfied
30%
Dissatisfied
17%
Dissatisfied
10%
Somewhat satisfied
Very satisfied 7%
53%
Satisfied
20%
Majority of the employees are of the view that company rewards them in one
way or the other for the good work done. 53 percent of the employees are
very satisfied with the above statement and rest 27 percent is either satisfied
or somewhat satisfied.
overall ratings of welfare activities
Poor
3%
Very good
17%
Adequate
33%
Good
47%
23%
10%
67%
Majority of the employees view that welfare activities in one way or the
another affects their work performance. Only 23 percent of the employees
find that welfare activities are not related in any way to their work
performance
Conclusion
For example- As the number of workers in the company is more than 500,
company had employed a welfare officer but as the number of female
workers is less than thirty in the organization, there is no provision of
creche.
Although the employees are very optimistic towards the welfare activities
being offered by the organization, but it can be said that there is some scope
of improvement in some areas.
For example- Some employees find that rest room facility and first- aid
facility are not adequate. Similarly, many are not satisfied with the
conveyance allowance offered to them.
Most of the employees are highly benefitted by the welfare measures of the
company.
Recommendation
On the basis of the study carried out, following recommendations can be made:
The management has to take necessary steps to improvise the rest room
facility.
The management team can further decide whether any change in the salary
structure is required or not.
References
Rao V S P. 2007. Human Resource Management Text and Cases .Excel Books.
Kumar H.L.2009. Practical guide to Factories Act. Universal law publishing co.
Kothari .C.R. 2005. Research Methodology, Methods and Techniques. New age
international publisher.
Gupta C.B. 2011. Human Resource Management. Sultan Chand & Sons
http://dtd.dacnet.nic.in/economy.htm
http://www.differencebetween.net/language/difference-between-bibliography-and-
references/
http://www4.caes.hku.hk/acadgrammar/general/argue/citation/subtopics/sec7refsvs
bibl.htm
http://www.monash.edu.au/lls/OffCampus/Improve/11.5.html
http://www.monash.edu.au/lls/OffCampus/Improve/11.5.html
http://www.scribd.com/doc/61589385/Project-on-EMPLOYEES-WELFARE-
MEASURES
http://www.ilo.org/dyn/natlex/docs/WEBTEXT/32063/64873/E87IND01.htm
http://www.mba-mentor.com
http://vizdom.hubpages.com
http://wiki.answers.com
http://www.educationobserver.com
http://studyvalue.com/_management_sciences/_h
Bibliography
http://economics.missouri.edu/working-papers/2006/wp0602_mueser_jeon.pdf
http://www.employabilityinscotland.com/sites/default/files/articles/5395/Performa
nce%2520Measures%2520for%2520Welfare%2520to%2520Work
%2520Programmes_843_1033.pdf
http://jms.nonolympictimes.org/Articles/6.pdf
http://www.indianmba.com/Faculty_Column/FC992/fc992.html
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http://www.slideshare.net/shreya0907/factories-act-1948
Appendix Questionnaire
I, Pushpinder Kaur, student of Management Studies, Mahamaya Technical
University, is currently assigned a project titled “ To identify the compliance level
of Factories Act, 1948 in International Tobacco Company Ltd, Ghaziabad and to
determine its relation to work performance” under “ Mr. Sandesh Bhardwaj,
Deputy Manager, Personnel and Welfare” in International Tobacco Company Ltd.
Therefore I request you to kindly spare your few moments and fill the
questionnaire. It is assured that the information provided by you will be kept
highly confidential.
Kindly tick the option using ratings 1 to 5 to answer the questions numbered 1 to
16.
3 Temperature
control in
the company
premises
4 Availability
of drinking
water
5 Accessibilit
y of
drinking
water
6 Number of
spittoons
7 Clean and
Hygienic
conditions
of spittoons
8 Availability
of sufficient
light
9 Canteen
services
10 Rest room
and Lunch
room
facilities
11 Medical
benefits
provided by
company
Questio Very Somewha Very
n What do Dissatisfie Dissatisfie t Satisfie Satisfie
Number you think d d Satisfied d d
s about the (1) (2) (3) (4) (5)
following:
12 Sitting
arrangement
in the
organization
13 Working
hours of the
organization
14 Conveyance
allowance
offered by
the company
15 Overtime
allowance
offered
16 Leave
policy of the
organization
Questio N
n Questions: Ye o
Number s
1 Does the organization offers sufficient number of toilets?