Employee satisfaction towards welfare facilities at South India Bottling Company

A STUDY ON EMPLOYEE’S SATISFACTION TOWARDS WELFARE
FACILITIES ON SOUTH INDIA BOTTLING COMPANY PVT, (LTD)

GANGAIKONDAN,TIRUNELVELI
A main project report submitted in partial fulfillment of the
requirement for the award of the degree
of
BACHELOR OF BUSINESS ADMINISTRATION
of
EINSTEIN COLLEGE OF ARTS AND SCIENCE
TIRUNELVELI
Submitted By
V.HARI HARA SUDHAN
(Reg. no: 20171331201207)
Under the Guidance of

Mr. M. MANI KANDAN , MBA.,
Department of Business Administration
Einstein College of Arts and Science
Tirunelveli-12
September 2020
DEPARTMENT OF BUSNESS ADMINISTRATION
EINSTEIN COLLEGE OF ARTS AND SCIENCE
TIRUNELVELI-627012
CERTIFICATE
This is to certify that this main project titled “A STUDY ON EMPLOYEE’S

STATISFICTION TOWARDS ON SOUTH INDIA BOTTLING COMPANY PVT
LTD,GANGAIKONDAN,TIRUNELVELI” is the bonofide work of
Mr. V. HARI HARA SUDHAN (Reg. no: 20171331201207) who carried out the main
project under my supervision certified further that to the best of my knowledge the work
reported herein does not from of any other project report or dissertation on the basis of which
a degree or award was conferred on an earlier occasion on this by any other candidate
Mr. M. MANIKANDAN., Dr. R. SUGIRTHAMALAR.,
MBA MBA.,M.Com, Ph.D
Faculty Guide Head of the Department
Submitted to the Main project viva voce held on ……………………..
Internal Examiner External Examiner

DECLARATION
I hereby declare that the main project report, “A STUDY ON

EMPLOYEE’S SATISFICTION TOWARDS ON SOUTH INDIA BOTTLING
COMPANY PVT LTD ,GANGAIKONDAN,TIRUNELVELI” entitled submitted to the
MANONMANIAM SUNDARANAR UNIVERSITY,TIRUNELVELI in partial
fulfillment of the requirements for the award of the degree of Bachelor of Business
Administration is a record of original work project undergone by me during the period
JANUARY to SEPTEMBER 2020 under the supervision and guidance of
Mr.M.MANI KANDAN ,MBA,Asst.professor, Department of Business Administration,
Einstein College of Arts and Science, Tirunelveli it is not submitted earlier for the award of
any degree/fellowship or other similar title by any candidate of any university.
Signature of the candidate
PLACE : TIRUNELVELI V. HARI HARA SUDHAN
DATE : (Reg. no: 20171331201207)

ACKNOWLEDGEMENT
I thank God Almighty for showering his perennial blessing on me for giving me the
courage to pursue this main project work successfully.
I am extremely thankful to our Management Trustee Prof. A. AMUDHAVANAN,

BE., M.S(USA)., Einstein College of Arts and Science, Tirunelveli for his valuable support
to complete the mini project report.
I wish to express my profound gratitude to our honarable Secretary of Einstein

College of Arts and Science Prof. A. EZHILVANAN, M.BA., (Ph.D)., for his kind
permission to undergo the mini project work successfully.
I express my hearfelt thanks to Prof. Dr. A. MURUGESAN, M.B.A., M.Phil., SET.,

Ph.D, Principal, Einstein College of Arts and Science, Tirunelveli who provided all facilities
for carrying out this mini project.
I immensely thank to our Head of the Department Dr. R. SUGIRTHAMALAR,

M.B.A., M.Com., Ph.D., Department of Business Administration, Einstein College of Arts
and Science, Tirunelveli for his valuable suggestion and guidance for the completion of
project work.
I immensely thank to our guide Mr. M . MANI KANDAN., M.B.A., Department of

Business Administration, Einstein College of Arts and Science, Tirunelveli for the valuable
suggestion and guidance for the completion of project work.
ABSTRACT
This project is basis on management studies on the south India bottling

company which is presented in gangaikondan, tirunelveli. A Study on The
Employee Satisfaction Towards Welfare Facilities On South India Bottling
Company Private (Ltd).Detailed study and analysis was carried out on the
company in way of labours Welfare and their relationship of the company.
Whether they are working with satisfactory or non satisfactory in the company.
Each and every worker are taken in account for the purpose of the analysis,
From this analysis work whether the company satisfies the employee's basis
needs on the working environment. Employee can satisfied with the welfare
facility of the employees should be taken seriously by the top management to
improve the satisfaction level by providing various benefits and facilities to
them. The very logic behind providing welfare schemes is to create efficient,
healthy, loyal and satisfied labour force for the organization. The very measures
need not be in monetary terms only but in any kind forms. Employee welfare
includes monitoring of working conditions, creation of industrial harmony
through infrastructure for health. industrial relations and insurance against
disease,accident and unemployment for the workers.
CHAPTER NO TITLE PAGE NO
ABSTRACT iii
LIST OF TABLES Ix
I INTRODUCTION 1
1.1 Features of employee welfare 1
1.2 Employee Welfare Schemes 2
1.3 Non Statutory Schemes 3
1.4 Statutory Provisions 4
1.4.1 The factories act, 1948 4
1.4.2 The plantation labour act,1951 4
1.4.3 Duties and Responsibilities of a Welfare Officer 5
1.4.4 Need and Significance of the Study 6
II INDUSTRY PROFILE 7
2.1 Objectives 7
2.2 A Brief insight-FMCG in India 8
2.3 A Brief insight-Bevarages in India 9
III COMPANY PROFILE 11
3.1 Company Details 11
3.2 Mission 12
3.3 Vision 12
3.4 History of Coca-cola 14
3.5 Features 17
3.6 Soft drink bottling industry 18
3.6.1 Introduction to soft drinks in India 18
3.6.2 Introduction to company 19
3.7 Departments where available 19
3.8 Producing the following brands 19
3.9 Working hours 20
3.10 Employee details 20
3.11 Award of certificates 20
3.12 Enviromental policy 20
3.13 safety policy 21
3.14 Social responsibility 21
3.15 HR Department management 21
3.16 Shipping management 21
3.17 Product and qualities 21
3.18 Production planning 22
3.19 Production planning process 22
3.20 Maintainence strategies 23
3.21 Function of maintainence department 23
3.22 Organisation chart 24
3.23 Department wise number of labours 25
IV 4.1 Introdution 26
4.2 Description of reviewed papers 26
V OBJECTIVES AND METHODALOGY 31
5.1 Objectives 31
5.2 Scope and limitation of study 31
5.3 Research Methodology 32
VI DATA ANALYSIS 32
6.1 Employee Gender Satus 34
6.2 Employee Age status 35
6.3 Employee marital status 36
6.4 Educational status 36
6.5 Department wise details 37
6.6 Years of experience 38
6.7 Drinking water facility 39
6.8 Pantry facility 40
6.9 Hand washing facility 41
6.10 Lighiting facility 42
6.11 Clean environment 42
6.12 Toilet facility 43
6.13 Uniform 44
6.14 Leave facility 45
6.15 Salary 46
6.16 Provident facility 46
6.17 Increment 47
6.18 Bonus 48
6.19 Lunch time 48
6.20 Labour relation ship 49
6.21 Transportation facility 50
6.22 Parking facility 50
6.23 work load 51
6.24 Medical facility 52
6.25 Motivation by manager 52
6.26 Working environment 53
6.27 First aid facility 54
6.28 Safety equipment 54
6.29 Insurance scheme 55
6.30 Training program 56
6.31 Like your job 56
6.32 Welfare facility provided 57

6.33 Implement suggestion your 57
6.34 Findings 58
6.35 Weighted average 58
VII LEARNING ABOUT PROJECT 60
7.1 Suggesion 60
7..2 conclusion 61
VIII ANNUXERE 62
Biblography 62
Citation 63
Questionaire 64
LIST OF TABLES
TABLE NO CONTENTS PAGE NO

3.1 Department wise No of Labours 25
6.1 Employees Gender Status 34
6.2 Age details of Employees 35
6.3 Employees Marital Status 36
6.4 Educational Details 36
6.5 Department wise Details 37
6.6 Years of Experience 38
6.7 Drinking water facility 39
6.8 Pantry Facility 40
6.9 Hand washing Facility 41
6.10 Hand Washing Facility 42
6.11 Clean Environment 42
6.12 Toilet Facility 43
6.13 Uniform 44
6.14 Leave Facility 45
6.15 Salary 46
6.16 Provident Fund 46
6.17 Increment 47
6.18 Bonus 48
6.19 Lunch time 48
6.20 Labour Relationship 49
6.21 Transport Facility 50
6.22 Parking Facility 50
6.23 Work Load 51

6.24 Medical Facility 52
6.25 Motivation by Manager 52
6.26 Working Environment 53
6.27 First Aid Facility 54
6.28 Safety Equipment 54
6.29 Insurance Scheme 55
6.30 Training Program 56
6.31 Like Your Job 56
6.32 Welfare Facilities Provided 57
6.33 Implement Suggestion You 57
CHAPTER I
INTRODUCTION:
According to the oxford dictionary employee welfare or labour welfare means the efforts to
make life worth living for workmen' According to the labour investigation committee (1946).
Employee welfare means anything done for intellection physical, moral and economic
betterment of the workers, whether by employers, by government or by other agencies, over
and above what is laid down by law, or what is normally expected on the contracted benefits
for which workers may have bargained.
1.1 Features of Employee Welfare:
Employee welfare is a comprehensive term including various services, facilities and

amenities provided to employees for their betterment
 Employee welfare is a dynamic concepts varying from country to country and from
region within the same country. It is a flexible and ever changing
 Welfare measure are in addition to regular wages and other economic benefits
available to employees under legal provisions and collective bargaining. Welfare
measures may be provided not only by employers but the government, trade unions
and other agencies too.
 The basis purpose of employee welfare is to improve the working class a lot and
thereby make the workers as a good employee and a happy citizen. Employee
welfare is an essential part of social welfare. It involves adjustment of an employee's
work life and family life to the community or social life.
 Welfare measure may be both voluntary and statutory .Voluntary measures are the
result of paternalistic and philanthropic feelings of employer. These may also be
provided due to customs or traditions in the particular industry or region. Statutory
measures are prescribed under labour laws.
 Employee welfare measures are also known as fringe benefits and services
 Labour welfare schemes are flexibility and ever-changing. New welfare measures are
added to the existing ones from time to time.
1.2 Employee Welfare Schemes:
Statutory Welfare Schemes:
The statutory welfare schemes include the following provisions,
 Drinking water: At all the working places safe hygienic drinking water should be
provided
 Facilities for swimming in every organization, especially factories, suitable seating
arrangements are to be provided.
 First aid appliances: First aid appliances are to be provided and should be ready able so
that in case of any minor accident initial medication can be provided to the needed
employee. Lines and w as sufficient number of latrines and urinals t o be provided in
the office and factory premises and are also to be missed is neat and clean condition.
 Canteen facilities: cafeteria or canteens are to be provided by the employer so as to
provide
 hygienic and nutritious food to the employee
 Spittoons: in every workplace, such as warehouse, store places, in the dock area and
Office premises spittoons are to be provided in convenient places and some are to be
maintained in a hygienic condition
 Lighting: proper and sufficient lights are to be for provided employees so that they can
work safely during the night shifts.
 Washing places such as bathrooms, wash Basins within the port tap and on the
standpipe are provided.
 Workplaces changing rooms: adequate changing rooms are to be provided for workers
to change their cloth in the factory area and office premises.
 Adequate lockers are also provided to the workers to keep their clothes and belonging
 Rest rooms: adequate numbers of rest rooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
1.3 Non Statutory Schemes:
Many non statutory schemes, welfare schemes may include the following schemes:
 Personal health care (regular medical check- ups) some of the companies provided the
facility for extensive health check-up.
 Flexi-time: the main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules flexible work schedules are
initiated by employees and approved by management to meet need business
commitments while supporting employee personal life needs.
 Employee assistance program an instant program se arranged like external counseling
services so that employees of their immediate family can get counseling in various
matters
 Harassment policy: to protect an employee from harassment of any kind guidelines are
provided for proper action and also for protecting the aggrieved employees.
 Maternity and adoption leave employees can avail maternity or adopt cat leaves
Paternity policies have also been introduced by various companies
 Medi-claim insurance schemes several companies employee referral scheme
implemented come employees to refer friends and relatives for employment in the
organization
1.4 Statutory Provisions:
Employers are required to offer welfare facilities to workers under offer were todifferent
labour laws
1.4.1 The Factories act, 1948
 Washing facilities to male and female works separately

 Facilities for storing and drying clothes
 Facilities for occasional rest for men who work in standing position for long hours
 First aid bones of board one for every 150 workers and the ambulance facility in there
are more than 500 workers
 Cartoons, where there are more than 250 workers Shelter Restroom and lunch rooms
where over 150 workers are employed
 Creches if 30 more workers are employed.
 Welfare officer, if 500 or more workers are employed.
1.4.2 The Plantation labour act, 1951
The act provides for the following:
 Canteen if 150 or more workers are employed

 Creches if 50 or more women workers are employed.
 Recreational facilities for workers and the children.
 Educational management in the estate if there are or more children
of workers between the age of 6 and 12
 Housing facilities for every worker and his family residing in the estate
 Medical aid to workers of the families, sickness and maternity allowance.
 Providing umbrellas, blankets, raincoats to workers as protection against
rain or cold as prescribed by the state government.
 Welfare officer, 300 or more workers are employed.
The Mines act, 1951

 The act provides for the following
 Shelters for taking food and rest if 50 or more workers employed.
 First aid boxes and first-aid rooms if 150 or more workers.
 A canteen if employing 250 or more workers
 A crèche if employing 50 or more females.
1.4.3 DUTIES AND RESPONSIBILITIES OF WELFARE OFFICER :
ADVISORY: He can advice and suggested the formulation of company create labour
policies, promote training programs, promote welfare schemes, secure housing and
educational facilities for the workers.
Service oriented: he can offer help to workers in solving family and personal problems, in
adjusting to work environment in understanding their rights and privileges, in forwarding
application for leave etc. he can offer help to management by making workers understand to
various problem.
 Supervisory: He can supervise, inspect and regulate welfare, health and Safety
programs, working of joint committees and paid vacations
 Functional: He can oversee the implementation of labour welfare laws for the benefit of
workers.
 Policing: He can forward workers' grievances to management, can influence industrial
relations climate when disputes arise, can restrain workers and management from
resorting to illegal strikes and lockouts.
 Mediation: He can mediate and built harmony between labour and management secure
speedy redressal of workers grievances, settle disputes through persuasive efforts,
maintain a neutral stance during strikes and lockouts and hereby help in resolving
troubling issues peacefully.
1.4.4 Need and Significance of the Study:
The very logic behind providing welfare schemes is to create efficient health, loyal and
satisfied labour force for the organization. The purpose of providing such facilities is to make
life better and also to raise their standard of living. The welfare measures need not be in
monetary terms only but in any kind forms. Employee welfare includes monitoring of
working conditions,
Creations of industrial harmony through infrastructure for health, industrial relations and
insurance against disease, accident and unemployment for the workers and their families
Employee welfare is the existing task in the organization. Employees are having some of the
welfare facilities like drinking water, washing facilities, lighting and ventilation, first aid
materials, uniform, PF, ESI some of the welfare facilities are not available in the organization
like canton separate rest room for female staff regular medical checkup etc.
CHAPTER II
2.1 INDUSTRY PROFILE
2.2 A BRIEF INSIGHT- THE FMCG INDUSTRY IN INDIA
Fast Moving Consumer Goods (FMCG), also known as Consumer Packaged Goods (CPG)
are products that have a quick turnover and relatively low cost. Consumers generally put less
thought into the purchase of FMCG than they do for other products.
The Indian FMCG industry witnessed significant changes through the 1990s. Many players
had been facing severe problems on account of increased competition from small and
regional players and from slow growth across its various product categories. As a result, most
of the companies were forced to revamp their product, marketing, distribution and customer
service strategies to strengthen their position in the market.
By the turn of the 20th century, the face of the Indian FMCG industry had changed
significantly. With the liberalization and growth of the Indian economy, the Indian customer
witnessed an increasing exposure to new domestic and foreign products through different
media, such as television and the Internet. Apart from this, social changes such as increase in
the number of nuclear families and the growing number of working couples resulting in
increased spending power also contributed to the increase in the Indian consumers' personal
consumption. The realization of the customer's growing awareness and the need to meet
changing requirements and preferences on account of changing lifestyles required the FMCG.
Producing companies to formulate customer-centric strategies. These changes had a positive

impact, leading to the rapid growth in the FMCG industry. Increased availability of retail
space, rapid urbanization, and qualified manpower also boosted the growth of the organized
retailing sector.
HLL led the way in revolutionizing the product, market, distribution and service formats of
the FMCG industry by focusing on rural markets, direct distribution, creating new product,
distribution and service formats. The FMCG sector also received a boost by government led
initiatives in the 2003 budget such as the setting up of excise free zones in various parts of the
country that witnessed firms moving away from outsourcing to manufacturing by investing in
the zones.
Though the absolute profit made on FMCG products is relatively small, they generally sell in
large numbers and so the cumulative profit on such products can be large. Unlike some
industries, such as automobiles, computers, and airlines, FMCG does not suffer from mass
layoffs every time the economy starts to dip. A person may put off buying a car but he will
not put off having his dinner.
Unlike other economy sectors, FMCG share float in a steady manner irrespective of global
market dip, because they generally satisfy rather fundamental, as opposed to luxurious needs.
The FMCG sector, which is growing at the rate of 9% is the fourth largest sector in the Indian
Economy and is worth Rs.93000 cr. The main contributor, making up 32% of the sector, is
the South Indian region. It is predicted that in the year 2010, the FMCG sector will be worth
Rs.143000 cr. The sector being one of the biggest sectors of the Indian Economy provides up
to 4 million jobs.
2.3 A BRIEF INSIGHT -BEVERAGE INDUSTRY IN INDIA

In India, beverages form an important part of the lives of people. It is an industry, in which
the players constantly innovate, in order to come up with better products to gain more
consumers and satisfy the existing consumers.
BEVERAGES
NON-
ALCOHOLIC
ALCOHOLIC
NON-
CARBONATED
CARBONATED
COLA NON-COLA NON-COLA
Fig 2.1 BEVERAGES IN INDIA
The beverage industry is vast and there various ways of segmenting it, so as to cater the
right product to the right person. The different ways of segmenting it are as follows:
 Natural and Synthetic beverages.

 In-home consumption and out of home on premises consumption.
 Age wise segmentation i.e. beverages for kids, for adults and for senior citizens.
 Segmentation based on the amount of consumption i.e. high levels of consumption
and low levels of consumption.
If the behavioural patterns of consumers in India are closely noticed, it could be observed
that consumers perceive beverages in two different ways i.e. beverages are a luxury and that
beverages have to be consumed occasionally. These two perceptions are the biggest
challenges faced by the beverage industry. In order to leverage the beverage industry, it is
important to address this issue so as to encourage regular consumption as well as and to
make the industry more affordable.
Four strong strategic elements to increase consumption of the products of the beverage
industry in India are:
 The quality and the consistency of beverages needs to be enhanced so that consumers
are satisfied and they enjoy consuming beverages.
 The credibility and trust needs to be built so that there is a very strong and safe feeling
that the consumers have while consuming the beverages.
 Consumer education is a must to bring out benefits of beverage consumption whether
in terms of health, taste, relaxation, stimulation, refreshment, well-being or prestige
relevant to the category.
 Communication should be relevant and trendy so that consumers are able to find an
appeal to go out, purchase and consume.
 The beverage market has still to achieve greater penetration and also a wider spread of
distribution.
CHAPTER III
COMPANY PROFILE
3.1 COMPANY DETAILS:

COMPANY NAME : SOUTH INDIA BOTTLING COMPANY PRIVATE LIMITED
CIN : UI5511TN2004PTCO54099
RIGESTERED NUMBER : 54099
CATEGORY : LIMITED BY SHARES

ROC : REGISTERED IN CHENNAI
SUBCATEGORY : INDIAN NON- GOV COMPANY
ACTIVITY : MANUFACTURE OF COMPANY
CLASS OF COMPANY : PRIVATE
INCORPORATION : 31 AUG 2004
AGE OF COMPANY : 15 YEARS, 5 MONTHS
STATUS : ACTIVE
AUTHORIZED CAPITAL : 20,000,000.00
PAID UP CAPITAL : 19,600,000.00
DIRECTORS :
 SAILAJA
 DEVI REEDY SUUJAIANAND
LISTING STATUS : UNLISTED
DATE OF LAST ANNUAL GENERAL MEETING : 29 SEP 2018
3.2 MISSION:
Our Roadmap starts with our mission, which is enduring. It declares our purpose as a
company and serves as the standard against which we weigh our actions and decisions.
 To refresh the world...

 To inspire moments of optimism and happiness...
 To create value and make a difference.
3.3VISION:
Our vision serves as the framework for our Roadmap and guides every aspect of our business
by describing what we need to accomplish in order to continue achieving sustainable, quality
growth.
 People: Be a great place to work where people are inspired to be the best they can be.
 Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate
and satisfy people's desires and needs.
 Partners: Nurture a winning network of customers and suppliers, together we create
mutual, enduring value.
 Planet: Be a responsible citizen that makes a difference by helping build and support
sustainable communities.
 Profit: Maximize long-term return to shareowners while being mindful of our overall
responsibilities.
 Productivity: Be a highly effective, lean and fast-moving organization
WINNING CULTURE:
Our Winning Culture defines the attitudes and behaviours that will be required of us to makes
our 2020 Vision a reality.
LIVE OUR VALUES:
Our values serve as a compass for our actions and describe how we behave in the world.
 Leadership: The courage to shape a better future.
 Collaboration: Leverage collective genius.
 Integrity: Be real.
 Accountability: If it is to be, it's up to me.
 Passion: Committed in heart and mind.
 Diversity: As inclusive as our brands.
 Quality: What we do, we do well
.
FOCUS ON THE MARKET:
 Focus on needs of our consumers, customers and franchise partners.

 Get out into the market and listen, observe and learn.
 Possess a world view.
 Focus on execution in the marketplace every day.
 Be insatiably curious.
WORK SMART:
 Act with urgency.

 Remain responsive to change.
 Have the courage to change course when needed.
 Remain constructively discontent.
ACT LIKE OWNERS:
 Be accountable for our actions and inactions.

 Steward system assets and focus on building value.
 Reward our people for taking risks and finding better ways to solve problems.
 Learn from our outcomes -- what worked and what didn’t.

BE THE BRAND:
Inspire creativity, passion, optimism and fun.
3.4 HISTORY OF COCA-COLA:
The prototype Coca-Cola recipe was formulated at the Eagle Drug and Chemical Company, a
drugstore in Columbus, Georgia by John Pemberton, originally as a coca wine called
Pemberton's French Wine Coca. He may have been inspired by the formidable success of Vin
Mariani, a European coca wine.
In 1886, when Atlanta and Fulton County passed prohibition legislation, Pemberton
responded by developing Coca-Cola, essentially a non-alcoholic version of French Wine
Coca. The first sales were at Jacob's Pharmacy in Atlanta, Georgia, on May 8, 1886. It was
initially sold as a patent medicine for five cents a glass at soda fountains, which were popular
in the United States at the time due to the belief that carbonated water was good for the
health. Pemberton claimed Coca-Cola cured many diseases, including morphine addiction,
dyspepsia, neurasthenia, headache, and impotence. Pemberton ran the first advertisement for
the beverage on May 29 of the same year in the Atlanta Journal.
By 1888, three versions of Coca-Cola sold by three separate businesses were on the market.
Asa Griggs Candler acquired a stake in Pemberton's company in 1887 and incorporated it as
the Coca Cola Company in 1888. The same year, while suffering from an ongoing addiction
to morphine, Pemberton sold the rights a second time to four more businessmen: J.C.
Mayfield, A.O. Murphey, C.O. Mullahy and E.H. Bloodworth. Meanwhile, Pemberton's
alcoholic son Charley Pemberton began selling his own version of the product.
John Pemberton declared that the name "Coca-Cola" belonged to Charley, but the other two
manufacturers could continue to use the formula. So, in the summer of 1888, Candler sold his
beverage under the names Yum Yum and Koke. After both failed to catch on, Candler set out
to establish a legal claim to Coca-Cola in late 1888, in order to force his two competitors out
of the business. Candler purchased exclusive rights to the formula from John Pemberton,
Margaret Dozier and Woolfolk Walker. However, in 1914, Dozier came forward to claim her
signature on the bill of sale had been forged, and subsequent analysis has indicated John
Pemberton's signature was most likely a forgery as well.
In 1892 Candler incorporated a second company, The Coca-Cola Company (the current
corporation), and in 1910 Candler had the earliest records of the company burned, further
obscuring its legal origins. By the time of its 50th anniversary, the drink had reached the
status of a national icon in the USA. In 1935, it was certified kosher by Rabbi Tobias Geffen,
after the company made minor changes in the sourcing of some ingredients.
Coca-Cola was sold in bottles for the first time on March 12, 1894. The first outdoor wall
advertisement was painted in the same year as well in Cartersville, Georgia. Cans of Coke
first appeared in 1955. The first bottling of Coca-Cola occurred in Vicksburg, Mississippi, at
the Biedenharn Candy Company in 1891. Its proprietor was Joseph A. Bie denharn. The
original bottles were Biedenharn bottles, very different from the much later hobble-skirt
design that is now so familiar. Asa Candler was tentative about bottling the drink, but two
entrepreneurs from Chattanooga, Tennessee, Benjamin F. Thomas and Joseph B. Whitehead,
proposed the idea and were so persuasive that Candler signed a contract giving them control
of the procedure for only one dollar. Candler never collected his dollar, but in 1899
Chattanooga became the site of the first Coca-Cola bottling company. The loosely termed
contract proved to be problematic for the company for decades to come. Legal matters were
not helped by the decision of the bottlers to subcontract to other companies, effectively
becoming parent bottlers. Coke concentrate, or Coke syrup, was and is sold separately at
pharmacies in small quantities, as an over-the-counter remedy for nausea or mildly upset
stomach.
On April 23, 1985, Coca-Cola, amid much publicity, attempted to change the formula of the
drink with "New Coke". Follow-up taste tests revealed that most consumers preferred the
taste of New Coke to both Coke and Pepsi, but Coca-Cola management was unprepared for
the public's nostalgia for the old drink, leading to a backlash. The company gave in to
protests and returned to a variation of the old formula, under the name Coca-Cola Classic on
July 10, 1985.
On February 7, 2005, the Coca-Cola Company announced that in the second quarter of 2005
they planned to launch a Diet Coke product sweetened with the artificial sweeten ersucralose,
the same sweetener currently used in Pepsi One. On March 21, 2005, it announced another
diet product, Coca-Cola Zero, sweetened partly with a blend of aspartame and acesulfame
potassium. In 2007, Coca-Cola began to sell a new "healthy soda": Diet Coke with vitamins
B6, B12, magnesium, niacin, and zinc, marketed as "Diet Coke Plus”. On July 5, 2005, it was
revealed that Coca-Cola would resume operations in Iraq for the first time since the Arab
League boycotted the company in 1968.
In April 2007, in Canada, the name "Coca-Cola Classic" was changed back to "Coca-Cola."
The word "Classic" was truncated because "New Coke" was no longer in production,
eliminating the need to differentiate between the two. The formula remained unchanged.
In January 2009, Coca-Cola stopped printing the word "Classic" on the labels of 16-ounce
bottles sold in parts of the southeastern United States. The change is part of a larger strategy
to rejuvenate the product's image. In November 2009, due to a dispute over wholesale prices
of Coca-Cola products, Costco stopped restocking its shelves with Coke and Diet Coke.
The plant is stated with one juice in February plant is locates Gangaikondan and surrounded
by field.
2006 one more 600pm of A war installed in April 2006.The plant is located in the area of 309
area. This is ideally located with no science of land, water, air, pollution in the industrial area.
The manufacturer it has permanent employees, contract employees
3.5 Features:
Save time carrying out entry level research by identifying the size, growth, and leading
players in the soft drinks market in India.Use the five forces analysis to determine the
competitive intensity and therefore attractiveness of the soft drinks tmarket in india Leading
company profiles reveal details of soft drinks market player's global operations and financial
performance add weight to presentations and pitches by understanding the further growth
prospects of the india soft drinks market with five year forecasts.The introduction of soft
drink was due to necessity of twelling particular in the absence of availability of reliable
water. But meaning quictly changed with changing in time. It has become popular
commodity fashion and habit instead of requirement of quenching thirst.The fint marketed
soft drinks (now-carbonated) in the western world appeared in the 17th century. They were
made from water and lemonjuice swected with honey. inl676, the companies des limonadiers
of paris was granted monopoly for the sale of lemonade soft drinks Vendors carried tanks of
lemonade on their backs and dispersed cups of the soft drink to thirsty
3.5.1 Carbonated Drinks:
In the late 18th century, scientists made important progress in replicating naturally
carbonated mineral waters. In 1767, Englishman joseph priestley first discovering method of
infusing water with carbon dioxide to make carbonated water which has 34 mg is the drink
when he suspended a bowl of distilled water above a beer vat at a local brewery in needs in
England. His invitation of carbonated water (also known soda water is the major and defining
component of most soft drinks.Priestley found that water treated in this manner had pleasant
taste, and he offered it o friends us a refreshing drink In1772.priestley published a paper
entitled impregnating water with fixed air in which he describes dripping oil of vitriol for
sulfuric acid as it is now called) on to chalk to produce carbondioxide gas, and encouraging
the gas to disohe into an agitator bowl of water
Another Englishman, john Mervin nett, improved priestly design and sold his apparatus
commercial use in pharmacies Swedish chemist torbern bergman vented penerating apparatus
that made carbonated water from chalk by the use of sulfuric acid Bergman's apparatus
allowed imitation mineral water to be produced in large amount Swedish chemist jones Jacob
Berzelius started to add flavor spice, juices, and wine) 10 carbonated water in the late century
3.6 Soft Drink Bottling Industry:
Over 1500 US patents were filed Be either a cork cap or lid for the carbonated drink bottle
tops during the early days of the bottling industry. Carbonated drink bottles are under at
pressure from the gas .Inventors were trying to find the way to prevent the carbon dioxide or
bubbles from escaping in 1892, the "crown cork bottle seal was patented byWilliam painter, a
Baltimore, Maryland machine shop operator was the font very successful method of keeping
the bubbles in the bottle.
The coca cola company was incorporated in September 1919 under the laws of the state of
Delaware market or the approximately 53 billion beverage servings of all type of consumed
worldwide every day. Beverages bearing trademarks owned by or licensed to company
account for approximately 15 billion coca cola.
3.6.1 Introduction to Soft Drinks in India:
Empowering coca cola entered the company to dominate the scene it faced no competition
and its euphoric vintage built up in western countries helped it get ready clientele & glamour
parle export private It should be regarded as the first Indian company introduction limca a
lemon drink complimentary to their well entrenched gold spot in 1970 which of moderate
success. However, before this, it had also introduced Cola-pepino which was withdraw in
face tough competition from the Coca-cola Coca-Cola serves in india some of the most
recalled brands across the world, which include names such as Coca-Cola, Diet ,Coke, Sprit,
Fanta, along with the Schweppes product range. The acquisition or Thums Up brought some
of the leading national soft drinks like Thums Up Limca, Maaza, Citra and Gold spot under
its umbrella. To add to this, Kinley mineral water was launched in the year 2000.
3.6.2 Introduction Company:
If we Indian recall our memory there was a time when one was asked for soft drink the brand
that comes and gave a knock on our mind was Coca-Cola Cola-Cola, the word most admired
trademark has maintained its special sense of belongingness to India, which had resulted
some sort of its monopoly throughout the Indian soft drink market it has been greatly affected
from its internal environment.
3.7 Departments Were Available:
1. Production
2. Quality
3. Finance
4. Human Resource
5. Maintenance
6. Electrical
7. Shipping
3.8 Producing the following Brands:
1.Coca-Cola
2. Masza
3 Sprite
4. Limca
5. Fanta
3.9 Working Hours:
1. General hours
2. 9am. pm
3. 1shift
4. 6am-2pm
5. shift
6. 2am-10pm
7. 10am-6pm
3.10 Employee Details:
1. No Of Workers-- 270
2. Permanent Workers-120
3. Casual Workers-150
4. Male Workers-160
5. Female Workers-110
3.11Award of Certificate:
• Certified ISO 14001 certification in the year 2007.
3.12 Environmental Policy:
We at south India bottling company (p) limited are in the manufacturing beverage to
refresh people. We will carry out operations in ways that prote preserve of enhance our
environment we work in Our activities are guided by coca cola ecosystem which provides a
network to transform this principle in actions.
3.13 Safety Policy:
South India bottling company (1) limited have high regard for association and are committed
to provide a safe and healthy Work environment. We believe that safety must functions as an
integral part of our operation throughout the value chain.
3.14 Social Responsibility:
South India bottling company (n) limited involved in the following
Social responsibilities activities,
 Providing mod amenities to the rural areas in local panchayat.

 Providing drinking water facilities to the local residential peoples.
 Providing the notebook to the students for education purpose.
3.15 HR department management:
 Requirement
 Attendance
 Maintenance
 New policy
These are the duties of hr department and they control the time management.
3.16 Shipping Department:

They manage import Export of all products and they encore report of the products to the
management.
3.17 Product and Qualities:
The global nature of our business requires that coca cola system has the highest standards and
process for a consistent product safety and quality from our concentrate production to our
bowling and product delivery. We are key product and packaging quality attributes to ensure
our beverage in the marketplace meet company requirements and quality and to meeting
global regulatory requirements and company consumer expectations, Consistency and
reliability are critical to our product standards. The company first attempt to develop a diet
soft drink, wingsaccharin as a upper substitute. Introduced 1963, the still sold today though
its sales have dwindled. since the introduction of diet coke. The also produces uber of ether
soft drinks including fanta and sprite.
The coca cola is the best selling solo drink in the countries and recognized as the number m
alohal brand in 2010 while the middle continue of the only one in the world where coca cola i
not the number one we drink.coca-cola nonetheless holds almost 2 market share and had
double digit growth in the 2003 Similarly, in Scotland where he locally produced IRN -BRU
one more popular 2005 figures show that both canada and dit of l ImBau In peru, the rative
cola hunbem more popular than coca cola. which crumpled coca cola to enter in negotiations
with the soft drinks company and buy S of its stake in japan the best selling solo drink is at
cola, as (canned) tea and coffee are more popular.
3.18 Production Planning:
Production planning is the process of identifying and participating market requirements that
define product feature set Production planning environment On the basis for decisions price,
distribution and promotion The output or other units of measurement becomes liters, kgs) or
units of the gate product. The production plan the authorization of your manufacturing
Segments produce with your company.
3.19 Production planning process:

To be able to perform the planning process should be available to the production planning
then. The data includes,
• Materials/ purchasing information
• Operations /manufacturing information
• Engineering / process designs

• Sales, marketing and distribution information
• Human resources information
3.20 Maintenance Strategies or Option:
A maintenance strategy or options come scheme for maintenance elaborate and systematic
plan of maintenance Following are the maintenance strategies that commonly applied in the
plants
• Breakdown maintenance or parquet to failure or unplanned maintenance Preventive or

schedule maintenance
• Predictive or condition based maintenance
• Opportunity maintenance
• Design maintenance
3.21 Function of Maintenance Department;
Following or the major functions of a maintenance department
• Maintenance of installed equipment id facilities
• Installations of new equipments and facilities
• PM task inspection and lubricants of cutting equipments

• CM monitoring of faults and failures wing appropriate techniques
• Modifications of already installed equipments and facilities
•Management of inventory
• Superior manpower
An organizational chart is a diagram that visually conveys a company’s internal

structure by detailing the roles, responsibilities and relationship between individuals within
an entity.They might be used as a management tool, for planning purposes, or as a personnel
directory.
Types of organizational charts,
 Functional Top-Down
 Divisional Structure
 Matrix Organizational Chart
 Flat Organizational Chart
BENEFITS:
 Show work responsibilities and reporting relationship.

 Allow leadership to more effectively manage growth or change.
 Allow employees to better understand how their work fits into the organization’s
overall scheme.
 Improve lines of communication.
 Create a visual employee directory.
 Present other types of information,such as business entity structures and data
hierarchies.
3.23 DEPARTMENT WISE NO OF LABOURS:
Table 3.1 Department wise No.of Labours
Department Persons
Quality 32
Electrical 11
Production 34
Maintenance 11
Shipping 19
Utilities 8
Store 15
Total 130
CHAPTER IV
REVIEW OF LITERATURE
4.1 INTRODUCTION
In this chapter ,the survey of research articles proposed by researches on the topics
related to this project are discussed.
4.2 DESCRIPTION OF REVIEWED PAPERS
1) Employee welfare activities with respective measures in

industrial sector-A study on industrial cluster at Chittor district
This article attempts not only to highlight the importance of the implementation of
genuine diversity management policies, strategies and programme that will equip employees
with the necessary skills to interact with and value the contribution of employees from
different cultural backgrounds and, in so doing, realize their full potential and that of the
department but also to establish policy guidelines, which the Department of the Premier can
utilize to improve the relationship and interaction between employees from different cultural
backgrounds in order to ensure a competitive advantage with regard to service delivery. The
article also acknowledges that a stable workforce is a prerequisite for the implementation of
an agreed long-term plan, increased efficiency and effectiveness, improved quality and
continued service delivery of a very high standard. Being from different backgrounds, each
employee brings his or her own perceptions and experiences to the workplace. Encouraging
the management of diversity of culture could help to generate new ideas and innovative
approaches to tackle workplace problems. It is thus imperative that an instrument must be in
place to harness the different perceptions and experiences and utilizing it to create a
competitive advantage. Genuine diversity management policies, strategies and programmes
will equip employees with the necessary skills to interact with and value the contribution of
employees from different cultural backgrounds and, in so doing, realize their full potential
and that of the employer
2) Management A Study on Employee Welfare Measures with

Reference to Small Scale Industries at Hosur, Tamilnadu
In the early stages of Industrialization, the scope of Personnel Management was

very limited. Recent developments in the field of Management increased the scope of
Personnel Management. Employee Welfare is an important fact of Industrial Relation, giving
satisfaction to the worker in a way, which even a good wage cannot. This study was
conducted by the researcher at small scale industries at Hosur. Welfare programs are aimed at
promoting the physical, psychological and general well being of the working population. It is
a corporate attitude or commitment reflected in the expressed case for employers at all levels.
Findings were from the part of canteen facilities, medical facilities and other fringe benefits.
The employee reaction is neutral towards the facilities provided by the company. It can be
concluded that the welfare measures in an organization are one of the factors for the workers
to stay within the organization and to work towards success of the organization and this has
been evident in this organization
3) A Study on Employees Welfare Facilities Adopted at Bosch

Limited, Bangalore
The present study is made an attempt to identify welfare facilities and employee’s
satisfaction level about welfare facilities adopted at Bosch limited, Bangalore. To achieve the
aforesaid objective data is gathered from 100 employees of the organization with random
sampling technique. It is found that most of the respondents are aware about the legislative
and non - legislative employee welfare facilities provided at the Company, welfare facilities
like medical, canteen, working environment, safety measures etc., are provided by the
company. And most of the employees are satisfied with the welfare facilities adopted by the
company towards the employee’s welfare.
4) A Research Work on Employee Satisfaction Measurement

with Special Reference to KRIBHCO, Surat
This research work has been done to measure the satisfaction level of employees with
special reference to KRIBHCO, Surat. Today to sustain in such a competitive market its very
important to retain good employees, that contribute towards the attainment of Organizational
goal and customer satisfaction as well. Many researchers have worked in this area with
different organizations but this kind of research work has not been done before in KRIBHCO,
Surat. We went ahead in this research with sample size of 150 employees based on systematic
sampling. Data was collected based on structured questionnaire method on Likert five point
scale for 23 major variables which were reduced to five factors namely Empowerment &
Work Environment, Working Relation, Salary & Future prospects, Training & work
Involvement and Job Rotation. We found the employees to be satisfied on the basis of above
said five factors. For the purpose of data analysis we used IBM SPSS 20. We performed
factor analysis to reduce the data and non parametric tests as Kruskal-Wallis and Mann
Whitney Rank test. Chi-Square tests were performed to view the satisfaction level of the
employees against each major variables found after dimension reduction. We also found that
a few important factors that normally contribute to the employee satisfaction, didn’t have
much influence on employee satisfaction in KRIBHCO, Surat, such as: welfare measures,
role clarity, freedom of decision making and recognition at work. The innovativeness and
creativeness of employees also took a back seat as far as satisfaction level was concerned.
5) Morale, welfare measures, job satisfaction: The key mantras

for gaining competitive edge
Today most of the theorist has emphasized the importance of human resource as
single most important factors for sustaining competitive edge. Morale is considered to be the
main element in the mental phenomenon driving performance in the organization. Employee
welfare relates to all the benefits which are provided by the organization to provide comfort.
In today era welfare facilities are necessity for an organization to have sustainable, efficient
and satisfied workforce. This paper seeks to investigate the role played by welfare practices
in the process of motivating Employees. The study explored three prominent factors like
communication for determining satisfaction. The paper attempt to answer various questions
like is there any relationship between morale and welfare measures. Is there any association
between employee welfare measures and satisfaction? Is there any association between
employee job satisfaction and employee morale? The study also explored the relationship
between longevity ie tenure of an employee and job satisfaction.. The study was conducted in
Behr India Ltd which is a joint venture between Behr GMBH& Co kg Stuggart & Ananad
Automotive Industry incorporated since 1997.Its one of the leading manufacturers and
suppliers of equipment for passenger and commercial vehicle and leading name in providing
world class welfare amenities. The findings supported the notion that a relationship exist
between employee morale and job satisfaction and so between the welfare measures and
satisfaction The findings also revealed that the hypothesized relationship between the
longevity of the job and job satisfaction cannot be hold true
6) A study on employee welfare measures with reference to it industry
The present study is made an attempt to identify the employee welfare measures adopted
in IT industry. Employee welfare means anything done for the comfort and improvement of
the employees over and above the wages paid which is not a necessity of the industry. The
basic purpose of employee welfare is to enrich the life of employees and keep them happy.
Employees spend at least half their time at work or getting to it, or leaving it. They know that
they contribute to the organization when they are reasonably free from worry and they feel
that when they are in trouble/ problems, they are due to get something back from the
organization. People are entitled to be treated as full human beings with personal needs,
hopes and anxieties.
7) A study on employee welfare measures with reference to

south central railways in India
Employees 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. Intra-mural and Extra-Mural. The
Intra-Mural schemes are those schemes that are compulsory to provide by an
organization as compliance to the laws governing employee health and safety.
The Extra-Mural schemes differ from organization to organization and from
industry to industry. The basic purpose of employees’ welfare is to enrich the
quality of life of employees and keep them happy and contended. Extra-Mural
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. Hence this paper contributes the in-depth of
analysis of both Intra-Mural and Extra-Moral and its impact on employee
satisfaction in South Central Railways. This study conducted with objectives of
welfare measures in South Central Railways and its impact on employee
satisfaction Finally, results drawn with basis of observations are Extra-Mural
particularly on Sports, Cultural, Library, Reading, Leaves on travel, Welfare
Cooperatives, Vocational, Welfare facilities to Children and Women, where as
in Intra-mural particularly protective clothing, crèches, restrooms and drinking
facilities are in poor state to improve the rate of employee
8) A Study on Safety and Welfare Measures Provided to the

Employees in Textile Industry in Tirupur District
The textile plays a vital role in human life. Textile industries are one of the important
industries of India for earning Foreign Exchange and giving employment to lakhs of workers.
Because of being a highly labor intensive industry it needs to concentrate more in the area of
employee welfare. As per this study, Welfare measures plays important role in employee
satisfaction and it results in improved quality of work life. Employee welfare defines as
“efforts to make life worth living for workmen”. These efforts have their origin either in
some statute formed by the state or in some local custom or in collective agreement or in the
employer’s own initiative.
9) Study on employee welfare measures with reference to it

industry
The present study is made an attempt to identify the employee welfare measures
adopted in IT industry. Employee welfare means anything done for the comfort and
improvement of the employees over and above the wages paid which is not a necessity of the
industry. The basic purpose of employee welfare is to enrich the life of employees and keep
them happy. Employees spend at least half their time at work or getting to it, or leaving it.
They know that they contribute to the organization when they are reasonably free from worry
and they feel that when they are in trouble/ problems, they are due to get something back
from the organization. People are entitled to be treated as full human beings with personal
needs, hopes and anxieties.
10) Employee welfare in public and private sector – Meta

analysis
Employees' play a key role in the existence and growth of any organization,
therefore their welfare is essential. During the past few years, both public sector and private
sector organizations have been contributing towards the employee's benefits and also increase
their efficiency. Employees' welfare facilities include housing facilities, free medical
facilities, retirement benefits, children and adult educational benefits, welfare measures for
the employee's families, loan facilities, etc. If the organizations do not bother about the
employees benefit, but expect efficient and high performance from them, it is a mere waste.
So there is utmost need for the employee's welfare in any type of organization. Organizations
have to provide welfare facilities to their employees to keep their motivation levels high. A
comparative study was undertaken to know the satisfaction level of the employees on the
enforceability of various welfare measures in both the public and private sector organizations.
The study also throws light on impact of welfare measures on the employees' performance
CHAPTER V
OBJECTIVE AND METHODOLOGY:
5.1 Objectives:
 To know the structure and function of the organization.

 To know the satisfaction on
a) Health facility
b) Pantry facility
c) Clean environment
d) Toilet facility
e) Safety facility
 To suggest recommendation to improve the employee welfare measure in the

organization.
5.2 Scope and Limitations of the Study:

This study can help the organization to find out the welfare facilities and training needed for
the employees this study can further be expanded to analyze the needs of employees. This
study can help the organization to find out the expectation of employees. This study can help
the organization to know the satisfaction of employees towards the welfare provided by the
organization.
5.3 Research Methodology:
Type of Research
 In this research the researcher used descriptive research
Type of Survey
 . In this research the researcher used sampling survey.
Sampling Technique
 Convenience sampling technique
Type of Sampling
 Non-probability sampling
Sampling Size
 In this survey the researcher conduct the survey with 104 respondents
Type of Data
 Primary data, questionnaire is used to collect primary data from respondent
Secondary Data
 Company profile, record books and websites and refer to study about the organization
profile
Data Collection Instrument
 In this research the researcher use questionnaire, as the instrument
Tools for Analysis
 In this research the researcher used
Percentage analysis= [ No.of respondent / total no of respondents ] x 100
Weighted Average Method = Σ W X / Σ W
Where,
WX-Weighted Average Method
X- Variable values
W- Weighted attached to the variable X

CHAPTER VI
DATA ANALYSIS
6.1 EMPLOYEES GENDER STATUS:
Table 6.1Employees Gender status
Gender No.of Personnel’s Percentage
Male 60 58
Female 44 42
Total 104 100

120
100
80
60 No.of Personnel’s
Percentage
40
20
0
Male Female Total
Inference: From the above table it is inferred that,
• 58% respondents are male.

• 42% respondents are female.
6.2 EMPLOYEES AGE DETAILS:
Table 6.2 Age details of Employees
Education No.of personnel’s Percentage
Below 25 27 26
26-35 21 20
36-45 29 28
45-55 19 18
Above 55 08 08
Total 104 100

No.of personnel’s
Below 25
26-35
36-45
45-55
Above 55
Total
6.3 EMPLOYEES MARITAL STATUS:
Table 6.3 Employees Martial Status
Gender No.of Personnel’s Percentage
Married 60 58
Unmarried 44 42
Total 104 100
• 56.69% respondents are married.

• 42.30% respondents are unmarried
6.4 EDUCATIONAL DETAILS:
Table 6.4 Educational Details
Education No.of personnel’s Percentage
HSC & Below 25 24
ITI 29 28
Diploma 23 22
U.G 18 17
P.G 9 9
Total 104 100
• 24.03% of the respondents are educational qualifications are HSC and Below.
• 27.88% of the respondents are educational qualifications is ITI.
• 22.11% of the respondents are educational qualifications is Diploma.
• 17.30% of the respondents are educational qualifications is U.G.
• 8.56% of the respondents are educational qualifications are P.G.
6.5 DEPARTMENT WISE DETAILS:
Table 6.5 Department Wise Details
Department No.of personnel’s Percentage
Production 26 25
Quality 22 21
Maintenance 12 12
Electrical 10 10
Human Resources 4 4
Shipping 17 17
Others 13 13
25% of the respondents in Production department.
21.15% of the respondents in quality department.
11.53% of the respondents in maitenance department.
9.61% of the respondents in electrical department.
3.84% of the respondents in human resources department.
16.34% of the respondents in shipping department.
12.5% of the respondents in others department.
6.6 YEARS OF EXPERIENCE:
Table 6.6 Years of Experience

Years of Experience No.of Persons Total
Below 1Y 22 21
1-2Y 35 34
3-6Y 22 21
Above 6Y 25 24
Total 104 100
• 21%respondents are below 1year of experience.

• 34% respondents are 1-2 year of experience.
• 21%respondents are 3-6 year of experience
• 24%respondents are 6 year of experience.
6.7 DRINKING WATER FACILITY:
Table 6.7 Drinking Water Facility
Satisfaction level Scale level No.of personnel’s Total

Highly Satisfaction 5 97 485
Satisfaction 4 07 28
Neither or Nor 3 - -
Satisfaction
Dissatisfaction 2 - -
Highly Satisfaction 1 - -
Total 104 513
WX=513/104 =4.9
Total
Scale level 5 4 3 2 1
No.of personnel’s 97 7 -
--
Total 485 28 - - -
Inference:
From the above table weighted average value 4.9% shows that satisfied on drinking water
facilities.
6.8 PANTRY FACILITY:
Table 6.8 Pantry Facility

Neither or Nor 3 26 78
Satisfaction
Dissatisfaction 2 - -
Total 104 404
Σ WX=404/104 =3.9
Inference:
From the above table weighted average value 3.9% shows that satisfied on pantry facility.
6.9 HAND WASHING FACILITIES:

Table 6.9 Hand Washing Facility

Satisfaction
Dissatisfaction 2 4 08
Total 104 513
Σ WX=404/104 =3.9
700
600
500
400 Series4
Series3
Series2
300 Series1
200
100
Inference:
From the above table weighted average value 3.9% shows that satisfied on hand washing
facilities
6.10 LIGHTING FACILITY:

Table 6.10 Lighting Facility

Satisfaction
Total 104 513
Σ WX= 388/104 =3.7 Inference:From the above table weighted average value 3.7% shows
that satisfied on lighting facility.
6.11 CLEAN ENVIRONMENT:
Table 6.11 Clean Environment

Satisfaction
Total 104 372
WX=372/104 =3.5
Inference:
From the above table weighted average value 3.5% shows that satisfied on clean
environment.
6.12 TOILET FACILITY:
Table 6.12 Toilet Facility

Neither or Nor Satisfaction 3 28 84
Total 104 388
WX=388/104 =3.7
Inference:
From the above table weighted average value 3.7% shows that satisfied on Toilet Facility
6.13 UNIFORM:
Table 6.13 Uniform

Total 104 393
Σ WX=393/104 =3.7
Inference:
From the above table weighted average value 3.7% shows that satisfied on uniform.
250
200
Series1
150
Series2
Series3
Series4
100
Series5
50
6.14 LEAVE FACILITY:
Table 6.14 Leave Facility

Satisfaction
Total 104 368
Σ WX=368/104 =3.9
Inference:
From the above table weighted average value 3.9% shows that satisfied on leave facilities.
6.15 SALARY:
Table 6.15 Salary

Satisfaction
Σ WX=372/104 =3.5
Inference:
From the above table weighted average value 3.5% shows that satisfied on salary.
6.16 PROVIDENT FUND:
Table 6.16 Provident Fund

Satisfaction
Total 104 377
Σ WX=377/104 =3.6
Inference:
From the above table weighted average value 3.6% shows that satisfied on Provident Fund.
6.17 INCREMENT:
Table 6.17 Increment

Satisfaction
Total 104 368
Σ WX=368/104 =3.5
Inference:
From the above table weighted average value 3.5% shows that satisfied on increment.
6.18 BONUS:
Table 6.18 Bonus

Satisfaction
Total 104 384
Σ WX=384/104 =3.6
Inference:
From the above table weighted average value 3.6% shows that satisfied on salary.
6.19 LUNCH TIME:
Table 6.19 Lunch Time

Satisfaction
Total 104 409
Σ WX=409/104 =3.9
Inference:
From the above table weighted average value 3.9% shows that satisfied on Lunch time.
6.20 LABOUR RELATIONSHIP:
Table 6.20 Labour Relationship

Satisfaction
Total 104 414
Σ WX=414/104=3.9
Inference:
From the above table weighted average value 3.9% shows that satisfied on Labour
Relationship.
6.21 TRANSPORTATION FACILITY:
Table 6.21 Transportation Facility

Total 104 355
Σ WX=355/104 =3.4 Inference:From the above table weighted average value 3.4% shows
that satisfied on Transportation Facility.
6.22 PARKING FACILITY:

Total 104 399
Σ WX=399/104 =3.8
Inference:
From the above table weighted average value 3.8% shows that satisfied on Parking facility.
6.23 WORK LOAD:
Table 6.23 Work Load

Satisfaction
Total 104 373
Σ WX=373/104 =3.5
Inference:
From the above table weighted average value 3.5% shows that satisfied on Labour
Relationship.
100%
90%
80%
70%
60% Series4
Series3
50%
Series2
40% Series1
30%
20%
10%
0%
6.24 MEDICAL FACILITY:
Table 6.24 Medical Facility
Satisfaction level Scale No.of personnel’s Total

level
Total 104 386
Σ WX =386/104 =3.7
Inference: From the above table weighted average value 3.4% shows the satisfied on
Medical Facility.
6.25 MOTIVATION BY MANAGER:
Satisfaction level Scale No.of personnel’s Total

level
Total 104 399
Σ WX=399/104 =3.8
Inference:
From the above table weighted average value 3.8% shows that satisfied on Motivation by
Manager.
6.26 WORKING ENVIRONMENT:
Table 6.26 Working Environment

Satisfaction
Total 104 389
Σ WX=389/104 =3.7
Inference:
From the above table weighted average value 3.7% shows that satisfied on Working
Environment.
6.27 FIRST AID FACILITY:
Table 6.27 First Aid Facility

Satisfaction
Total 104 389
Σ WX=389/104=3.4
Inference: From the above table weighted average value 3.4% shows that satisfied on
Working Environment.
6.28 SAFETY EQUIPMENT:
Table 6.28 Safety Equipment

Total 104 394
Σ WX=394/104 = 3.7
Inference:
From the above table weighted average value 3.7% shows that satisfied on safety equipment.
6.29 INSURANCE SCHEME:
Table 6.29 Insurance Scheme

Highly satisfaction 5 16 80
Neither or nor 3 42 126
satisfaction
Highly satisfaction 1 - -
Total 104 376
Σ WX=376/104 =3.6
Inference:
From the above table weighted average value 3.6% shows that statisfied on insurance
scheme.
6.30 TRAINING PROGRAM:
Table 6.30 Training Program
Satisfaction Level Scale No.of Personnel’s Total

Level
Total 104 369
Inference:
From the above table weighted average value 3.5% shows the satisfied on Training Program.
6.31 LIKE YOUR JOB
Table 6.31 Like Your Job
Particulars No.of Persons Percentage

YES 78 75
NO 26 25
Total 104 100
Inference:
 75% of the respondents are said Yes.

 25% of the respondents are said NO
6.32 WELFARE FACILITIES PROVIDED

Table 6.32 Welfare Facilities Provided

Always 52 50
Sometimes 35 34
Never 17 16
No opinion - -
Total 104 100
Inference:
 50% of the respondents are always.

 34% of the respondents are sometimes.
 16% of the respondents are Never.
6.33 IMPLEMENT SUGGESTION YOUR
Table 6.33 Implement your Suggestion

Always 66 66
Sometimes 21 21
Never 14 14
No opinion 03 03
Total 104 100
Inference:
 66%of the respondents are always

 21% of the respondents are sometimes
 14%of the respondents are never.
 03% of the respondents are no opinion
6.34 Finding
• 28% of the respondents are belong to the Age group of 35-44 years
• 36% respondents are Married.
• 27% of the respondent's Educational Qualification is ITI.
• 25% of the respondents are in Production Department
• 34% of the respondents are 1-2 years of experience in that company,
6.35 Weighted Average
• Weighted Average value of 4.9% show that Highly Satisfied on Drinking

water
facility.
• Weighted Average value of 8% shows that Satisfied on Pantry facility.
• Weighted Average value of 1.5% shows that Satisfied on Hand Washing
facility
• Weighted Average value of 3.7 shows that Satisfied on lighting facility
• Weighted Average value of 3.5% shows that Satisfied on Clean Environment
• Weighted Average value of 3.7% shows that Satisfied on Toilet facility
• Weighted Average value of 3.7% shows that Satisfied on Uniform
• Weighted Average value of 33% shows that Satisfied on Leave facility
• Weighted Average value of 3.5% shows that Satisfied on Salary.
• Weighted Average value of shows that Satisfied on Provident Fund
• Weighted Average value of 3.5% known that Satisfied on Increment.
• Weighted Average value of 3.6% shows that Satisfied on Bonus,
• Weighted Average value of 3.9% shows that Satisfied on Lunch Time
• Weighted Average value of 3.9% shows that Satisfied on Labour Relationship
• Weighted Average value of 3.4% saws that neither Satisfied or dissatisfied
Transportation Facility
• Weighted Average value of shows that Satisfied on parking facility.
• Weighted Average value of 3.7 shows that highly satisfied on Medical Check
up
• Weighted Average value of 3,8% shows that Satisfied on Motivation by
Manager
• Weighted Average value of 7% shows that Satisfied on Working
Environment.
• Weighted Average value of 3.4% shows that neither Satisfied or nor
dissatisfied
• on First Aid Facility
• Weighted Average value of 3.7% shows that Satisfied on Safety Equipment.
• Weighted Average value of 3.6% shows that Satisfied on Insurance Scheme
CHAPTER VII
LEARNING ABOUT PROJECT
The project program south India boating company for period of 30 days, where I could able
to gain for information in the organization and their processing.
This project cable to learn about the employees satisfaction level and to
Know the employees welfare facilities in south India bottling company.
I pined practical knowledge about the employee welfare satisfaction level
and now entire management.

7.1 SUGGESTION
 The organization should develop the transport facility to the employees

 The organization should improve the first aid facilities and remove the wastage of
glass pieces
 The organization should improve the promotion activity
 Motivational program most to be carried out with some period of time for every year
to motivate the employee
 Relationship between the employees are to be improved
 Increment must given t0 employees to get better production
 Target and ward programmust to be conducted the company to pet high production
Rate
 There is more wasting of juice drinks filling action in production line better to avoid it
7.2 CONCLUSION
This project enables to learn about the employee's satisfaction level to know the employees
welfare facilities in South India Bottling Company. In the entire organization these are the
welfare facilities are provided by the company Employee can satisfied with the welfare
facilities of the employee should be taken seriously by the top management to improve the
satisfaction level by providing various benefits and facilities to them. Like The organization
should develop the transport facility to the employees. The organization should improve the
first aid facilities and remove the wastage of glass pieces. The organization should improve
the promotion activity. Motivational program most to be carried out with some period of time
for every year motivate the employee. Target and award program must to be conduct on the
company to get high production rate. By considering these suggestions company can improve
it production rate up to 5-10% in present production of the company. Better to consider by
taking in account for the future production rate of the company.
CHAPTER VIII
ANNEXURE
BIBLIOGRAPHY
BOOKS:
 HUMAN RESOURCE MANAGEMENT 11 EDITION

 AUTHOR: Gary Dessler&Bijivarkkey
WEBSITES:
 http:leikanswers.com/Q/what is employee welfare measures

 http://wiki.answers.com /what the statutory welfare measures in labour welfare
 http://en.wikipedia.org/wikiindia labour law
 http:/industrial relations.naukrihub.com/cmployee-welfare.html
CITATION:
1. Venugopal, D., Bhaskar, T., PRINCIPAL, V., & USHA, P. (2011). Employee welfare
activities with respective measures in industrial sector-A study on industrial cluster at
Chittor district. International journal of research in commerce, IT and management, 1(6).
2. Ravi, S. (2016). Management A Study on Employee Welfare Measures with Reference to

Small Scale Industries at Hosur, Tamilnadu. Management, 5(1).
3. Srinivas, K. T. (2013). A study on employees welfare facilities adopted at Bosch Limited,
Bangalore. Research Journal of Management Sciences _ISSN, 2319, 1171.
4. Sinha, E. (2013). A research work on Employee Satisfaction measurement with special
reference to KRIBHCO, Surat. International Journal of Modern Engineering Research,
3(1).
5. Upadhyay, D., & Gupta, A. (2012). Morale, welfare measures, job satisfaction: The key
mantras for gaining competitive edge. International Journal of Physical and Social
Sciences, 2(7), 80-94.
6. Lalitha, K., & Priyanka, T. (2014). A study on employee welfare measures with reference
to IT industry. International Journal of Engineering Technology, Management and
Applied Sciences, 2(7), 7-11.
7. Ramana, T. V., & Reddy, E. L. (2015). A study on employee welfare measures with
reference to south central railways in India. ZENITH International Journal of Business
Economics & Management Research, 5(1), 1-11.
8. Nithyavathi, K. (2016). A Study on Safety and Welfare Measures Provided to the
Employees in Textile Industry in Tirupur District. International Journal of Research in
Management, Economics and Commerce, 6(10), 51-59.
Applied Sciences, 2(7), 7-11
Applied Sciences, 2(7), 8-17
QUESTIONAIRE
A STUDY ON EMPLOYEE’S SATISFACTION TOWARDS WELFARE

FACILITIES IN SOUTH INDIA BOTTLING COMPANY,
GANGAIKONDAN, TIRUNELVELI.
PERSONAL PROFILE;
Name:
1) Gender:
a) male b) female c) others
2) Age group:
a) below 25 b) (26-35) c) (36-50) d) above 50
3) Marital status:
a) married b) unmarried
4) Qualification:
a) Hsc b) diploma c) U.G d) P.G
5) Working department:
a) production b) quality c) maintainence
d) electrical e)shipping f)human resources g)others
6) Designation:
7) Years of experience:
a) below 1yr b)(1-2)yr c)(3-6)yr d)above 6yr
No Particulars Highly satisfaction Neither or Dissatisfactio Highly
satisfaction nor n dissatisfaction
satisfaction
8) Drinking
water
9) Pantry
facilities
10) Washing
place
11) Ventilation
12) Lighting
facility
13) Clean
environment
14) Toilet facility
15) Uniform
16) Leave facility
17) Salary
18) Provident
fund
19) Increment
20) Lunch time
21) Labour
relationship
22) Transportation
23) Work load
24) Medical
checkup
25) Motivation by
manager
26) Working
environment
27) First aid

28) Safety
equipment
29) Insurance
30) Training
program
31) Suggestion
box
32) Accidental
care
33) Do you have maternity leave?
a) yes b) no
34) Do you have of crèche facility for your baby?
a) yes b) no
35) Do you over work time?
a) yes b) no
36) Do welfare facility provided has been satisfy your needs
a) always b) sometimes c) never d) no option
37) Whether the management ready to take your suggestions
a) always b) sometimes c) never d) no option
38) Do you have adequate job security in your unit?
a) yes b) no
39) Do you enjoy your company’s culture?
a) yes b) no
40) What are all the welfare facilities you expect from the management

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A STUDY ON EMPLOYEE’S SATISFACTION TOWARDS WELFARE

FACILITIES ON SOUTH INDIA BOTTLING COMPANY PVT, (LTD)

Under the Guidance of

Department of Business Administration

Einstein College of Arts and Science

EINSTEIN COLLEGE OF ARTS AND SCIENCE

This is to certify that this main project titled “A STUDY ON EMPLOYEE’S

Mr. M. MANIKANDAN., Dr. R. SUGIRTHAMALAR.,

MBA MBA.,M.Com, Ph.D

Faculty Guide Head of the Department

Submitted to the Main project viva voce held on ……………………..

Internal Examiner External Examiner

I hereby declare that the main project report, “A STUDY ON

Signature of the candidate

PLACE : TIRUNELVELI V. HARI HARA SUDHAN

DATE : (Reg. no: 20171331201207)

I am extremely thankful to our Management Trustee Prof. A. AMUDHAVANAN,

I wish to express my profound gratitude to our honarable Secretary of Einstein

I express my hearfelt thanks to Prof. Dr. A. MURUGESAN, M.B.A., M.Phil., SET.,

I immensely thank to our Head of the Department Dr. R. SUGIRTHAMALAR,

I immensely thank to our guide Mr. M . MANI KANDAN., M.B.A., Department of

This project is basis on management studies on the south India bottling

1.1 Features of employee welfare 1

1.2 Employee Welfare Schemes 2

1.3 Non Statutory Schemes 3

1.4 Statutory Provisions 4

1.4.1 The factories act, 1948 4

1.4.2 The plantation labour act,1951 4

1.4.3 Duties and Responsibilities of a Welfare Officer 5

1.4.4 Need and Significance of the Study 6

2.2 A Brief insight-FMCG in India 8

2.3 A Brief insight-Bevarages in India 9

III COMPANY PROFILE 11

3.1 Company Details 11

3.4 History of Coca-cola 14

3.6.1 Introduction to soft drinks in India 18

3.6.2 Introduction to company 19

3.7 Departments where available 19

3.8 Producing the following brands 19

3.9 Working hours 20

3.10 Employee details 20

3.11 Award of certificates 20

3.12 Enviromental policy 20

3.13 safety policy 21

3.14 Social responsibility 21

3.15 HR Department management 21

3.16 Shipping management 21

3.17 Product and qualities 21

3.18 Production planning 22

3.19 Production planning process 22

3.20 Maintainence strategies 23

3.21 Function of maintainence department 23

3.22 Organisation chart 24

3.23 Department wise number of labours 25

4.2 Description of reviewed papers 26

V OBJECTIVES AND METHODALOGY 31

5.3 Research Methodology 32

6.1 Employee Gender Satus 34

6.2 Employee Age status 35

6.3 Employee marital status 36

6.4 Educational status 36

6.5 Department wise details 37