A Project Report on

“EMPLOYEE WELFARE” in BHEL

2010-2011 Submitted for the partial fulfillment of “Master of Personnel Management” (BHEL) of Sinhgad Institute Of Management,Pune University,Pune.

Submitted To Submitted By Mr. Arif Ahmad Siddiqui KUMARI MANISHA (Manager) MPM (II-Sem.) HRM Department BHEL, Bhopal (M.P.)

DECLARATION

I KUMARI MANISHA student of M.P.M.II sem.of Sinhgad Institute Of Management, PuneUniversity, Pune. Hereby declare that the summer project report submitted entitled “EMPLOYEE WELFARE” in BHEL” Bhopal.

KUMARI MANISHA

To whomsoever it may concern
This is a certify that miss KUMARI MANISHA student of M.P.M. of S.I.O.M.,PUNE has successfully completed vocation training as a part of professional studies for the period of six weeks i.e. for 17/5/2010 to 26/6/2010 on the topic “Employee Welfare in BHEL” from Bharat Heavy Electicals limited (Bhopal unit). This project work has been carried out under the supervision and is of sufficiently high standard to warrant is presentation for the examination leading to degree of M.P.M. of Pune University,PUNE . I wish them a successful professional career.

Mr. Arif Ahmad Siddiqui
Manager (HR) BHEL, Bhopal

PREFACE Personnel Management occupies the prime position of all disciplines in Management which deals with many resources. According to Adam Smith, these were land, labor and capital. Later these resources were expanded to include, among others, the following: Men, materials, machinery, money, etc In these definitions of resources, we find human beings playing a dual rolea resource as well as a motive force for all other resources for example, manpower as such fill in the role of one of the resources. In addition to that role, human beings are also responsible for manipulating all other resources. In addition to that role, human beings are also responsible for manipulating all other resources by way of developing, utilizing, commanding and controlling them like materials, machines, money, information, land, infrastructure, etc. Ideological conflict between US and USSR blocks further defocused their attention away from “human beings”, to that of ‘Capital’ and ‘Labor’ respectively. While this war of attrition was going on between the two “ideological blocks”, Japan was the only country who realized the importance of ‘human ware’. In globalization successful industries are becoming “knowledge based” and “skill intensive”. This is possible by developing “creative spirit” in employees and employing ‘innovative management techniques. When Japan as a nation realized this truth and recognized “human values”, they achieved unprecedented progress in all fields. Stagnation in economic progress of USA compared to Japan is again attributed to this lack of focus on ‘human ware’. In India we are endowed with

millions of hectares of land, rich in mineral and oceanic wealth, possess large population, acclaimed as No. 2 in the World in terms of possessing trained manpower. Trained manpower, we became independent alpmot in the same period as that of Japan, Singapore, Malaysia, South Korea and Taiwan. After 50 years of independence we find India is still struggling for basic needs like drinking

water, healthcare and food. 30% of our population lives below poverty line. Compared to this we find Japan has become a world power, Taiwan has got redesign Ted as a Newly Industrialized Country (NIC). Singapore is way ahead of us; Malaysia showing rapid strides of economic progress and South Korea is following the foot-steps of Japan and flooding the international market with their products. In 1947 all these nations were worse off than India. Of all the resources, we have seen manpower is the most important. Unfortunately, in India, we attach least importance to manpower. Because of this apathy, we pay minimum attention to manpower development: be it labors students, educated unemployed, supervisor or manager. Human resources management (HRM) plays a decisive role in this effort. Proper H.R.M. can develop right type of shop floor ethos and values which improve productivity and personal satisfaction of employees.

Acknowledgment
A successful project is a fruitful culmination of the efforts of many people. I express my gratitude to the personnel department of BHEL, Bhopal for giving me an opportunity to carry out this project in their organization. I would like to thank Mr.Arif Ahmad Siddiqui and Mr. H.D. Malviya for being the guiding and encouraging figures all through the duration of this project. Without their cheering and Invaluable insight into this project, the project work would not have been accomplished. Last but not the least I would also like to thank my family members and my friends for encouraging me all the time. KUMARI MANISHA

CONTENTS Chapter I : Introduction Chapter II : Company Profile ChapterIII : Objective of the study ChapterIV : Research Methodology ChapterV : Data Analysis and Interpretation Chapter VI : Observations and Findings Chpter VII : Conclusions and Suggestions Bibliography Annexure Questionnaire

Introduction
Organization productivity to determine by many factors, welfare is just one of term. Nevertheless, it is an important factor is an organization personnel department affects the welfare through almost every activity that they perform. Whether it may be related to training and development, compensation, benefits and services, security and health, satisfaction of employees certainly is effected by how personnel departments handle these challenges, industrial relatives also play a very important role in raising the satisfaction level given the commitment and leadership of top management personnel specialists can help the organization achieve high levels of productivity and quality through a satisfied and motivated work force.
Walfare :

Welfare are the services provided to the employee by the employer government with which employees view their work. The discussion of welfare focus on employees attitudes toward the overall organization and commitment are of major interest to the field of organizational behavior and the practices of human resource management.
What is meant by welfare :

Looks gives a comprehensive definition of “welfare are the services” provided by the employer or government to its employees which ultimately help the employees through improved productivity.
Welfare of two types:

1. Statutory 2. Non statutory

WELFARE SCHEMES IN BHEL BHPOAL In compliance with the provisions of the factories Act. 1948, BHEL Bhopal has undertaken a number of welfare measures for the welfare of its employees and their family members. The various statutory & non statutory welfare measures are discussed as below :-

Statutory welfare schemes:1. Washing facilities :- washing facilities like soap, cleaning powder are

being provided for the workers at their work place.
2. Facilities for storing :- in all the manufacturing blocks as well as in all

annexes, the employees have been provided with cupboard/almirahs to keep their personal belongings.
3. Facilities for sitting :- workers have been provided with suitable sitting facilities while worker may find a pause to rest. 4. First-aid & ambulance room :- As on date 158 first-aid boxes have been

provided to manufacturing blocks/annexes, canteens. These boxes are kept with employees having knowledge of first-aid procedures with training n medical care being provided to them of and on . The contents of these boxes are periodically checked and filled in as and when necessary.
5. Canteens :- there are 03 works canteen at present pulse one staff

canteen catering to the needs of employees . Besides these, one canteen is functioning in Hospital for the patients. These canteens supply Meals, tea, coffee, snacks, and sweets. In works canteen No.3 special provision for women employees has been made for their meals, snacks etc.

6. Creche :- Adjacent to works canteen No.3 there is provision for crèche

. children up to the age of 6 years of the working mother are kept from 7.00 am to 5.00 pm. Provision is made for fruits, biscuits, milk, meals to these children. Presently about 30 childeren have been accommodated in the crèche.
7. Shelter, rest rooms and lunch rooms :- Both in works canteen and in staff

canteen suitable arrangements have been made for workers who bring meals with them.
8. Labour welfare Officers :- Under Human Resources Management

Division 12 welfare offices and 16 labor welfare supervision are functioning to look after the welfare of employees.
Non-Statutory welfare schemes. 1. Educational facilities :- In BHEL township there are four Hr. Sec.

Schools functioning under BHEL Education Society. Two colleges and a nursing college are also functioning in the township.
2. House accommodations :- All employees (100%) have been provided

with residential accommodations. BHEL Bhopal has also allotted land to their employees who have constructed their own house.
3. Medical facilities :- BHEL

Bhopal has a well – equipped kasturba Hospital along with four peripheral dispensaries in each of its four townships plus one occupational health center in the factory premises; equipped with necessary health facilities & infrastructure. Employees and their dependents are given free medical treatment. A highly subsidized contributory health scheme exists for retired employees. Kasturba Hospital is a 400 bedded hospital with nearly 88 doctors and 91 nurses and with a staff of over 285 employees. Besides the regular employees numbering 8000+, Other beneficiaries include nearly 42000 dependents and 14000 retired employees. Some of the most sophisticated surgical procedures in the field of Cardiac and neurocare, complex orthopedic, operations like knee and hip surgeries are being done.

4. Different Social/ Cultural Associations :- For the social and cultural

activities of the residents of BHEL township,09 clubs exist, 17

cultural associations like Malayalee Association, Tamil sangam, Bangla Sanskritik Parishad, etc. exist. Infrastructural support by way of accommodation, water, light is provided by BHEL.

5. (a) Other welfare schemes :- DRS scheme :- On death of a regular

employee, with a view to provide immediate relief , an amount of Rs.2500/- is given as assistance which is benevolent & non refundable. An amount of Rs.5/- per employee as contribution from each DRS member is collected and the same is given to the nomnee of the bereaved family. At present we are able to give an amount of approx. Rs.40000/- to the dependents by way of DRS.
(b) GSLIS :- Contributions are deducted from employees and risk

factor is born by the employer. On death of member employee, amount of Rs.10,000/-, 20,000/-, 40,000/-, and 80,000/- are given to the nominee of the deceased employee, depending upon the category of the employee. On retirement of the member employee, the total amount accumulated on this account along with interest thereon is given to the retiring employee.
(c) GIS+EDLIS:-

These two LIC policies are maintained and coordinated by BHEL Corporate Office. On death of an employee following amounts are being given to the nominee of the deceased employee :-

Category of employee

A A1,B1, to A6

B S1 to S3 62,000 20,000 82,000

C E1 to E4 62,000 35,000 97,000

D E5 &above 62,000 50,000 1,12,000

EDLI GIS

62,000 10,000 72,000

6. Parks: - 19 parks are being maintained in the township.

7. Sports Activities: - To promote sports activities BHEL management has

provided for one huge sports complex (including a sports stadium and golf course). Facilities for almost all sports and games are provided (both indoor and out-door).A sports Authority has also been established to look after such facilities, inter-unit tournaments etc. This sports complex is NIS certified.

BHEL PROFILE
BHARAT HEAVY ELECRICALS LIMLITED is a name which is recognized across the industrial world. BHEL rank's among the top twelve leading international companies in the power field and it is the largest engineering and manufacturing enterprises of it's kind in India.

Now we can say that BHEL is the biggest and the most valuable diamond in the crown of mother India .it caters the cores sector of Indian economy viz.-power, industry, transportation, power transmission and utilization, defense, oil and gas exploration, telecommunication etc. BHEL is a gas and steam turbine manufacture in India. It is one of India's nine largest public sector undertakings known as the navratnas or 'the nine jewels'.

Founded in the late 1950s, BHEL is today a key player in the power sector through the construction, commising power and servicing of power plants all over the world. BHEL today is a key player in the power sector over the world. BHEL has around 14 manufacturing divisions, four power sector regional centers, over 100 project sites, 8 service centers and 18 regional offices. As engineering conglomerated BHEL offers over a wide spectrum of products and services for core sectors including power, generation, transmission and distribution, transportation and oil and gas, as w ell as the supply of non convectional energy systems. Over 65% of power generate in India comes from BHEL supplied equipments. Over all it has installed power equipment with a total capacity of over 90,000 MW. The present chairman (as of April 2008) of BHEL is Mr. K. Ravi Kumar. BHEL manufactures over 180 products under 30 major product groups and caters to core sectors of the Indian Economy viz., power generation & transmission, industry, Transportation, Telecommunication, renewable energy, etc. The wide network of BHEL’s 14 manufacturing divisions, four power sector regional centers, over 100 project sites, eight service centers and 18 regional offices, enables the company to promptly serve its customers and provide them with suitable products, systems and services efficiently and at competitive prices. The high level of quality & reliability of its products is due to the emphasis on design, engineering and manufacturing to international standards by acquiring and adapting some of

the best technologies from leading companies in the world, together with technologies developed in its own R & D centers.

COMPANY OBJECTIVE OF BHEL
Business Mission :
To achieve and maintain a leading position as suppliers of quality equipments mission, system and service to serve the national and international market in the fields of energy. The area of interest the conversion, transmission, utilization and conservation for energy for application in the electric power, industrial and transportation fields. To strive for technological excellence and market leadership in these areas.

Growth :
To ensure a steady growth by enhancing the completive edge of BHEL in existing business, new area and international operation’s.

Profitability :
To provide a responsible and adequate return on a capital employed primarily through improvement in operational efficiency, capacity utilization and productivity and generate international resources to finance the company’s growth.

Customer Focus :
To level a high degree of customer confidence by providing increased value

for his money through international stand of product quality, performance and superior customer service.

People Orientation:
To enable each employee to achieve his potential improve capabilities perceive his responsibility and success of the company. To invest in human resources continuously and the alive to their needs.

Technology :
To achieve technological excellence in operation by development of indigenous technologies to suit business needs and priorities and provide a competitive advantage to the company.

Image :
To fulfill the expectation which store holders like government as owner, employers, customers and country at large have for BHEL.

PRODUCT RANGE :
The product range of BHEL is as follows: THERMAL POWER PLANTS : Steam turbines and generators of up to 500MW capacity for utility and combined cycle applications; capability to manufacture steam turbines with super critical steam cycle parameters and matching generator up to 1000 MW unit size. Steam turbines for CPP applications; capability to manufacture condensing, extraction, back pressure, injection or any combination of these types.

GAS BASED POWER PLANTS : Gas turbines of up to 260 MW (ISO) rating. Gas turbine based cogeneration and combined cycle systems for industry and utility application.

HYDRO POWER PLANTS : Custom built conventional hydro turbines of Kaplan, Francis and Pelt on types with matching generators pump turbines with matching motor generators. Mini/micro hydro sets. Spherical, butterfly and rotary valves and auxiliaries for hydro station DG POWER PLANTS HSD, LDO, FO, LSHS, natural gas/ biogas based diesel power plants, unit rating up to 20MW and voltage up to 11kV, for emergency, peaking as well as base load operations on turnkey basis.

BOILERS: Steam generators for utilities, ranging from 30 to 500 MW capacity, using coal, lignite, oil natural gas or a combination of these fuels : capability to manufacture builders with super critical parameters up to 1000MW unit size. Steam generators for industrial applications, ranging from 40 to 450t/hour capacity using coal, natural gas, industrial gases, biomass, lignite, oil, biogases or a combination of these fuels. ♦ ♦ ♦ ♦ ♦ Pulverized fuel fired boilers. Stoker boilers. Atmospheric fluidized bed combustion boilers Circulating fluidized bed combustion boilers Waste heat recovery boilers.

Chemical recovery boilers for paper industry, ranging from capacity of 100 to 1000t/ day of dry solids.

SWITCHGEARS : Switchgear of the various types for indoor and out door applications and voltage ratings up to 400 kV. • • • • Minimum Oil circuit breakers (66K – 132 kV.) SF6 circuit breakers (132 kV – 400 kV). Vacuum circuit breakers Gas insulated switchgears (36 kV)

BUS DUCTS : Bus ducts with associated equipment to suit generator power output of utilities of up to 500 MW capacities. TRANSFORMERS : Power transformers for voltage up to 400 kV HVDC transformers and reactors up to + 500 kV rating. CONTROL GEAR : 1. 2. 3. 4. 5. Control gear for industrial application with air break vacuum Contractors. Traction control gear, control gear, equipment for railways and other. Control relay panels for power station and transformers tap changers. Application

CAPACITORS:1. 2. 3. 4. 5. 6. Medium voltage and high rating up to 400kv system. Non PCB application. Coupling capacitors. up to 400kv class. Surgle capacitors for perfection. Electrical machines.

PULVERISES: Bowls mills of slow and medium speed of capacity up to 100 t/hour.  Tube mills for pulverizing low-grade coal with high-ash content. VALVES : High and medium pressure valves of cast and forged steel material-

slide, globe, non-return (swing –check and piston lift check) type valves for steam, water, oil, gas and other applications. Valves up to 210kg/cm2 pressure, and 5400 C temperature.
 High pressure, high capacity safety valves; valves; automatic

electrically operated pressure, relief valves for set pressures upto 210 kg/cm2 and temperatures upto 6000 C.
 Safety relief valves- with wide constructional and material variations

for applications in power, process and other industries. Maximum set pressures upto 420kg/cm2 and temperatures upto 5650C.  High Pressure and Low Pressure steam By System valves for utilities with connected/hydraulic-electronic control equipment.

SOOT BLOWRS : Long retractable soot blowers (travel up to 12.2m), wall deslaggers, rotary blower and temperature probes and related control panels operating on pneumatic, electric or manual mode.  Swivel arm type soot blowers for regenerative air-preheaters.

Bharat heavy Electricals Limited, Bhopal
Heavy Electrical Plant, Bhopal is the mother plant of Bharat Heavy Electricals Limited, the largest engineering and manufacturing enterprise in India in the energy-related and infrastructure sector, today. It is located at about 7 kms. From Bhopal Railway Station, about 5 kms. From habibganj Railway Station and about 18 kms. From Raja Bhoj Airport. With technical assistance from Associated Electricals (india) Ldt., a UK based company, it came into existence on 29th of August, 1956. Pt. Jawaharlal Nehru, first Prime minister of India dedicated this plant to the nation on 6th of November, 1960. BHEL, Bhopal with state of –the art facilities, manufactures wide range of electrical equipments. It’s product range includes Hydro, steam, Marine &Nuclear Turbines, heat Exchangers, Hydro & Turbo Generators, Transformers, Switchgears, Control Gears, Transportation Equipment, Capacitors, Bushings, Electrical Motors, Rectifiers, Oil drilling Rig Equipments and Diesel Generating sets. BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, is moving towards excellence by adopting TQM as per EFQM/CII model of Business Excellence. Heat Exchanger Division is accredited with ASME ‘U’ Stamp. With the slogan of “Kadam Kadam milana hai, grahak safal banana hai”, it is committed to the customers. BHEL Bhopal’s strength is it’s employees. The company continuously invests in Human Resources and pays utmost attention to their needs. The plant’s Township, well known for its greenery is spread over an area of around 20sq kms. And provides all facilities to the residents like, parks, community halls, library, shopping centers, banks, post office free he

services is extended to all the employees through 350 bedded (inclusive of 50 floating beds) Kasturba Hospital and chain of dispensaries.

Organizational Hierarchy of BHEL, Bhopal

Human Resource Management
Human resources is an increasingly broadening term that refers to managing “human capital,” the people of an organization.; the field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources have at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels. This firs usage is used more in terms of ‘human resources development’, and can go beyond just organizations to the level of nations. The more traditional usage within corporations and business refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as ‘human resources. Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have involved in managing people in organizations. In simple sense, HRM mans employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requiremen

Functions
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can’t yet afford part-or full-time help. However, they should always ensure that employees have—and are aware of – personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Some people distinguish a difference between HRM (a manor management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e.g., career development, training, organization development etc. The HRM function and HRD profession have undergone tremendous change over the past 20-30 year. Mammy year ago, large organization looked to the “personal Department”, mostly to manage the paperwork around hiring and paying people. More recently, organizations role in

staffing, training and helping to manage people so that people and the organization are performing at maximum capability in highly fulfilling manner. Human resources management surprises several processes, these processes can be performed in an HR department, but some takes can also be out sources or performed by line managers or other departments. When effectively integrated they provide significant economic benefit to the company. • • • • • • • • • • Strategic workforce planning Recruitment Training and development Performance appraisal Promotion Transfer Industrial Relation Compensation Skills management Employee benefits administration Salary/ pay grades

BHEL, BHOPAL UNIT HR DEPARTMENT
ED

GMs (HR)

DRO’S

HRM

HRDCs

TAD

Horticulture

P & PR

Section head IR LEGAL WELFARE PROMOTION TRANSFER RECUITMENT ESTABLISHMENT SELECTION TRAINING & DEVELOPMENT

OBJECTIVES OF THE STUDY

Primary Objective: • To suggest and recommend method to increase the level of Employee welfare activities at BHEL Secondary Objectives : • To check the performance level of employee of BHEL. • To study the welfare facilities provided by BHEL to employee.

RESEARCH METHODOLOGY
The various source of information are: Primary Data 1. Questionnaires and Interviews 2. Discussion with Management Memebers. 3. Interacting with different employees. Secondary Data 1. Referring Manuals and Magazines. 2. Referring Office file and Records. 3. Checking Personal Manuals. For this Project, I have mainly used the questionnaire method. The questionnaire was distributed to 50 employees t find out the views of the employees. Random Sampling technique was used in taking the sample. The employees in solving the questionnaire have received 100% response.

SCOPE OF THE STUDY

The scope of the study will be analyzing the various Employee welfare schemes existing in BHEL, Bhopal, to find out the gaps and suggest remedial measures.

LIMITATION OF THE STUDY
There are certain Limitations that cannot be ruled out after taking all possible precautions. These are: 1. 2. 3. The sample chosen doesn’t fully represent the total population. There are naturally many misunderstanding & inaccuracies between the respondents and interviewers, editing errors, etc. Some of them needed help in answering the questionnaire since they found difficulty in understanding the language which I had to translate and get it filled. Time constraint was there as we had to cover the whole project within 8 weeks.

4.

DATA ANALYSIS & INTERPRETATION
Q1. Since how many years have you been working with BHEL?

Options 0-5 Years 5-10 Years 10 to 15 Years More than 15 Years

Percentage of Respondents 26 16 18 40

40 30 20 10 0 0-5 Years 5-10 Years 10 to 15 Years More than 15 Years

Interpretation: Out of 100% respondents 26% respondents were working from 0-5 Years, 16% were working from 5-10 Years, 18 from 10-15 Years and around 40% of the employees are working from more than 15 Years.

Q2.

Since how many years have you been working with BHEL?

Options Yes No Can’t Say

Percentage of Respondents 88 2 10

90 80 70 60 50 40 30 20 10 0 Yes No Can’t Say

Interpretation: Most of the employees are aware of welfare facilities prevailed by BHEL.

Q3. Are you getting those welfare facilities and services from BHEL? Options House Rent Allowance Medical Allowance Traveling/Conveyance Allowance Percentage of Respondents 80 14 6

80 70 60 50 40 30 20 10 0 House Rent Allowance Conveyance Medical Allowance Traveling Allowance

Interpretation: 80% of the respondents are getting House Rent Allowance, 14% say Medical Allowances, 6 Say Traveling Allowance.

Q4. Are you satisfied with the welfare facilities and services provided by the BHEL?

Options Satisfied Not Satisfied Partially Satisfied

Percentage of Respondents 80 8 12

80 60 40 20 0

Satisfied

Not Satisfied

Partially Satisfied

Interpretation:

80% of the employees are satisfied with the welfare facilities provided by the BHEL.

Q5. Do you feel any change in performance level after providing certain facilities? Options Yes No Percentage of Respondents 78 22

80 60 40 20 0 Yes No

Interpretation:

78% of the employees feel change in performance level after providing certain facilitates to the employees.

Q6. Are you satisfied with the present salary & Wages Structure of BHEL

Options Yes No

Percentage of Respondents 78 22

80 60 40 20 0 Yes No

Interpretation:

78% of the employees are satisfied with the wage structure of the employees.

Q7. Do the welfare facilities help to increase? Options Your Efficiency Production Level Standard of Leaving All above Percentage of Respondents 8 10 22 66

70 60 50 40 30 20 10 0
You’re Efficiency Production Level Standard of Leaving All above

Interpretation:

Most of the respondents feel that welfare facilities help to increase, efficiencies, production level, and standard of leaving.
Q8. Are you agree with the help of welfare facilities organization can maintain good relationship with employees?

Options

Percentage of Respondents

Yes No

78 22

80 60 40 20 0 Yes No

Interpretation:

78% of the respondents feel that the organization can maintain good relationship with employees.

Q9. Is any recreation facility is given by BHEL (Library, Recreation Room, Reading Room)?

Options Yes

Percentage of Respondents 24

No

76

80 60 40 20 0 Yes No

Interpretation:

24% of the respondents say that there is facility of library for them.

Q10. Are there any special services for female Employees (Crèches, Rest Rooms, Maternity leave)

Options Yes No

Percentage of Respondents 74 26

80 60 40 20 0 Yes No

Interpretation:

74% of the respondents say yes there are certain services for female employees.

OBSERVATIONS & FINDINGS
1. 2. 3. 4. 5. The present system of dealing with the cases is quite satisfactory. Some of the respondents feel that the system should be revised lat regular. Personnel procedures and information regarding internal circulars etc. should be communicated to the workers at the right time and should be easily available. Novel system of performance appraisal. Generally employees are satisfied with the general job conditions and welfare activities to varying degrees. It was observed that in almost all the aspects most of the

6.

respondents are either satisfied or somewhat satisfied, very few have responded to be highly satisfied with the general job conditions. The relation between the management and employees was found quiet cooperative and constructive in nature.

Conclusion
Welfare center if BHEL Bhopal is one of the most important welfare center if M.P. state running by the government for the welfare of workers and employees. And some welfare centers also running in M.P. as BURGANPUR, REEVA, JABALPUR, and BHOPAL. Bhopal welfare center is most important welfare center from the workers and employees point of view. It touches everybody life. After providing these welfare facilities to the BHEL employees the company gets the benefit. 1. 2. 3. 4. 5. 6. 7. House facilities Education facilities Medical facilities Maternity benefit Allowances Religious institutions for different religion of people Recreation facilities

The company can get full efforts and whole presence of mind of the workers and employees of his work for the upliftment of the company.

SUGGESTIONS
I would like to give some suggestion to the BHEL power sector. 1. 2. 3. 4. 5. They should develop an incentive scheme. They should improve their working capacity. They should improve the promotion policy. There should be the 50 years of retirement age of employees. The inter organization competition should be held for the welfare of workers. Salary should be link with performance. Pay structure should be revised.

6. 7.

BIBLIOGRAPHY
Books:
• Aswathpa k. (2004) Human Resource and Management, Tata McGraw Hill, New Delhi. • Kothari, C.R. (2006) ‘Research Methodology’ New Age International Publisher Limited, New Delhi. • Gupta Shashi k joshi Rosy (2006) Organizational Behavioral. References: • Personnel Manual of BHEL, Bhopal • Handbook on E-Map and EPMS- BHEL. Websites :

www.bhel.com www.bhelbhopal.com

QUESTIONNAIRE
Name: _____________________________ Address : ______________________________

Q1.

Since how many years have you been working with BHEL? a. 0-5 years b. 5-10 years c. 10 to 15 years d. More than 15 years Are you aware of welfare facilities prevailing in BHEL? a. b. c. Yes No Can’t say

Q2.

Q3. Are you getting those welfare facilities and services from BHEL a. b. c. Q4. House rent Allowance Medical Allowance Traveling/Conveyance Allowance provided

Are you satisfied with the welfare facilities and services by the BHEL? a. Satisfied b. Not satisfied c. Partially satisfied

Q5.

Q6.

Do you feel any change in performance level after providing certain facilities? a. Yes b. No Are you satisfied with the present salary & Wages Structure of BHEL a. Yes b. No Do the welfare facilities help to increase? a. Your Efficiency b. Production Level c. Standard of Living d. All above Are you agree with the help of welfare facilities organization can maintain good relationship with employees? a. Yes b. No Is any recreation facilities is given by BHEL ( Library, Recreation Room, Reading Room)? a. Yes b. No

Q7.

Q8.

Q9.

Q10. Are there any special services for female employee of your BHEL? a. Yes b. No

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