TABLE OF CONTENTS

S.N. Contents

1 Introduction of Project

2 Company Profile

3 Review of Literature

4 Objectives

5 Research Methodology

6 Data Analysis & Interpretation

7 Findings & Suggestions

8 Limitations

9 Conclusion

10 References

Annexure
11
Questionnaire

Priya Raikwar Page 1

 CH A P TER - I

Priya Raikwar Page 2

INTRODUCTION

Employee welfare is a term including various services, benefits and facilities offered to
employees by the employers. The welfare measures need not be monetary but in any kind/forms.
This includes items such as allowances, housing, transportation, medical insurance and food.
Employee welfare also 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 and their families. Through such generous benefits
the employer makes life worth living for employees.

Importance of Employee Welfare

As a business, you have to provide various benefits to ensure your employees' welfare. While
this may increase your business expense and negatively affect your bottom line, looking after
your employees will benefit you in other ways.

Compliance:
As an owner, you are required by law to provide certain benefits for the welfare of your
employees. You may have to match the Social Security taxes your employees pay and obtain a
worker's compensation insurance policy. If you terminate an employee, you may have to funds to
extend his health insurance.

Hiring and Retention:

The benefits an employee receives from his employer for his welfare are often a significant
reason why he decides to accept a job offer. As such, providing employee benefits allow you to
compete with other businesses to recruit and retain qualify employees. If other employers offer
better benefits, good employees may choose to go there.

Employees Motivation:
By providing a plan that's good for employees' welfare, you show them that you value them. This
can help make them feel welcome and happy in your company, motivating them to work harder.

Priya Raikwar Page 3

If your health plan has wellness coverage and preventative care, employees are more likely to
stay healthy, cutting down on absenteeism and sick days.

Employees' Well-Being:
For companies that have a large base of employees working under stressful conditions or living
away from family, it is important to look at fostering personal happiness and professional
growth. Investing in employees pays dividends in terms of higher productivity and greater
loyalty

Company Image:
Providing a good employee welfare plan reflects well on your business, building a good company
image. It may even earn you some press coverage, giving you free publicity to improve
awareness among potential customers. This may boost your sales and increase your profits.

Features of Employee Welfare

 Employee welfare is a comprehensive term including various services, facilities and

amenities provided to employees for their betterment.
 Welfare measures are in addition to regular wages and other economic benefits available
to employees under legal provisions and collective bargaining.
 The basic purpose of employee welfare is to improve the lot of the working class and
thereby make a worker 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 measures may be both voluntary and statutory.

Priya Raikwar Page 4

 CH A P TER - I I

Priya Raikwar Page 5

 COMPANY PROFILE

Honda Motor Company, Ltd. is a Japanese multinational corporation primarily known as a

manufacturer of automobiles and motorcycles.

Honda is the world's largest manufacturer of

motorcycles as well as the world's largest manufacturer
of internal combustion engines measured by volume,
producing more than 14 million internal combustion
engines each year. Honda surpassed Nissan in 2001 to
become the second-largest Japanese automobile
manufacturer. As of August 2008, Honda surpassed
Chrysler as the fourth largest automobile manufacturer
in the HondaStates. Honda is the sixth largest automobile manufacturer in the world.

Honda was the first Japanese automobile manufacturer to release a dedicated luxury brand,
Acura in 1986. Aside from their core automobile and motorcycle businesses, Honda also
manufactures garden equipment, marine engines, personal watercraft and power generators,
amongst others. Since 1986, Honda has been involved with artificial intelligence/robotics
research and released their ASIMO robot in 2000. They have also ventured into aerospace with
the establishment of GE Honda Aero Engines in 2004 and the Honda HA-420 HondaJet,
scheduled to be released in 2011. Honda spends about 5% of its revenues into R&D.

Corporate Profile and Divisions:

Honda headquarters building in Japan

Honda is headquartered in Minato, Tokyo, Japan. Their shares trade on

the Tokyo Stock Exchange and the New York Stock Exchange, as well as
exchanges in Osaka, Nagoya, Sapporo, Kyoto, Fukuoka, London, Paris
and Switzerland.

Priya Raikwar Page 6

The company has assembly plants around the globe. These plants are located at China, USA,
Pakistan, Canada, England, Japan, Belgium, Brazil, New Zealand, Indonesia, India, Thailand,
and Turkey.

ABOUT THE SATNA DEALER

Contact Details

Address : Panna Naka,

Panna Road.

Pin Code - 485001

Mr. Ashish Puri

Contact Person :
07672-229900, 07672-400061, 07672-400062,
Phone : 07672-400063, +91-9993033070

--
Fax :

krishnaenterprises74@gmail.com,
E-mail :
aasishpuri13@rediffmail.com

Priya Raikwar Page 7

Honda Brands

 Honda Aviator
 Honda Activa
 Honda Dio
 Honda Shine

About the Company

Honda Motorcycle & Scooter India Pvt. Ltd was founded on August 20, 1999 at Manesar near
Gurgaon in Haryana. The foundation stone for the Honda factory was laid on December 14, 1999
and the factory was completed in January 2001.

The company set benchmarks in the Indian scooter industry with the launch of its gearless
scooter Honda Activa. Honda Dio, launched after it, was a slightly upgraded and trendier version
of Activa. First bike launched by HMSI was Honda Unicorn. It was followed by Honda Shine.
All the products launched by HMSI were runaway hits in the market.

HMSI factory at Manesar is built on 52 acres of land. Its initial production capacity was 100,000
scooters per year, which has now been upgraded to 6, 00,000 scooters. The bike production
capacity is 10, 00,000 per annum. Initial investment behind the factory was Rs. 215 crores and
has now grown to 800 crores.

Honda Aviator

The Aviator was introduced in the market as the third offering from Honda in the scooter
segment. Since this scooter is powered by the same engine that runs in the Activa or the Dio,
there is nothing exceptionally different in its performance. However, completely new looks with
some added features make the Aviator stand apart from the competition.

Priya Raikwar Page 8

Honda Shine

Equipped with a host of advanced technologies, Honda Shine offers impressive performance.
Having some really phenomenal features, Shine is a value for money. State-of-the-art
technological inputs make it a dream machine.

Priya Raikwar Page 9

Honda Activa
Honda Activa is an easy to ride two wheeler with good pick-up and high reliability. Thanks to its
user-friendly features, it has been quite successful in India. The vehicle has the option of kick
and self-start, and one can choose according to one‘s preferences.

Honda Dio

Honda Dio, manufactured and assembled in India by Honda's HMSI subsidiary, is India's first
motoscooter introduced in 2001. With attractive body color and appealing structure, Dio makes
its presence felt on the road.

Priya Raikwar Page 10

 Honda CB Twister
Honda‘s fingers have firmly located the Indian biker‘s pulse. It knows we can‘t resist good-looking
motorcycles. And that we must have durable quality, a reliable engine and unmatched fuel
economy, all of which has to come home attractively priced.

Priya Raikwar Page 11

 CH A P TER - I II

Priya Raikwar Page 12

 REVIEW OF LITERATURE

Definition of Employee Welfare

Employee welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance.
―Efforts to make life worth living for worker”
“The oxford dictionary”
―The voluntary effort of the employers to establish, within the existing industrial system,
working and sometimes living and cultural conditions of the employees beyond what is required
by law, the customs of the industry and the conditions of the market‖
―According to Encyclopedia of social sciences”
Some of the social scientists have noted that the problems of our contemporary
civilization are most marked in highly industrialized societies. It influences on the humans social
and psychological distress‘s to avoid the distress. Some of the framers introduced the welfare
programmers and the activities must be necessary to human to make him happy. This welfare
approach has become necessary because of the social problems that have emerged as a result of
industrialization in capitalistic settings. After the abolition of slavery in 1833 the British colonies
started importing Indian labor. Labor welfare activity was largely controlled by legislation, the
earliest act being the apprentices Act of 1850, the next act was fatal accidents act of 1853,
provide compensation to the workmen families who lost their lives as a result of any actionable
wrong. And the merchant shipping act 1859 providing health, accommodation and protection to
the employment of the seamen. To improving the working conditions of the labor they enact the
workmen‘s breach of contract act, 1859 and the employers‘ and workmen‘s (disputes) act 1868.
The first Indian factories act was set up in 1881, which mark the beginning of a series of labor
laws which brought about the improvement in the working conditions of the workers who works
in the Bombay textile mills. The recommendations of the international labor conference in 1890,
held in Berlin, exercise a considerable influence on labor legislation in India. Under pressure
from labor, the Bombay textile mill owners decided to declare Sunday a day of rest. To make
development and implement the mentioned below, the government of India, on the advice of a

Priya Raikwar Page 13

special commission, passed the Indian factories act of 1891, which was a being advance over the
act of 1891. Its main provisions were:
1) It applied to all factories employing 50 persons or more. It could he extended to
factories employing 20 persons.
2) A mid –day break of half an hour was made compulsory.
3) A weekly off –day was prescribed.
4) Women were allowed to work for maximum of 11 hours with a break of 1 ½ hours.
5) The lower and higher age limit of children employed in factories was respectively
raised to 9 and 14. They were allowed to work only in the day –time and for not more the 7 hours
a day.
6) Local governments were empowered to make rules regarding sanitation and other
amenities for workers
7) Provision was made for inspection and penalties for breach of any provision of factory
act.
At the time first world war, in1919 International Labour Organization (ILO) was set up. In
the year of 1934 the Royal Commission gave priority to the labors safety, health and ventilation.
At the time of Second World War in 1939 the total number of workers in India in 1,75,000
members. The government actively promoted welfare activities like providing the minimum
wages, crèches, ambulance rooms, canteens etc., started making their appearance on the
industrial sense.
After independence the factories act 1947 replaced all the provisions which are i)provisions
regarding safety-guarding of machines, ii) drinking water, iii) provisions regarding health and
cleanliness, iv) washing and latrine facilities, v) lunch rooms and rest rooms, vi) sitting
arrangements vii) first aid and dispensary facilities in all factories employing more than 500
workmen, viii) crèches where more than 50 more women are employed, ix) welfare officer where
more than 500 workmen are employed, x) provision of spittoons, xi) holidays with wages at the
rate of one day for every 20 days worked, xii)weekly hours – 48 for adults and 27 for younger
persons, xiii) regulations regarding young persons, xiv) rate of payment for overtime work, xv)
rest for half an hour maximum of 5 hours of work, xvi) number of hours work and xvii) weekly
holidays.

Priya Raikwar Page 14

 In our country also introduced some of the welfare amenities had been provided to the
industrial labor through the Indian constitution. Concomitantly labor welfare in India has gained
in importance.
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.

 To give expression to philanthropic and paternalistic feelings.

 To win over employee‘s loyalty and increase their morale.
 To combat trade unionism and socialist ideas.
 To build up stable labour force, to reduce labour turnover and absenteeism.
 To develop efficiency and productivity among workers.
 To save oneself from heavy taxes on surplus profits.
 To earn goodwill and enhance public image.
 To reduce the threat of further government intervention.
 To make recruitment more effective (because these benefits add to job appeal).

Employee relations. An organization's director of industrial relations forms labor policy,

oversees industrial labor relations, negotiates collective bargaining agreements, and coordinates
grievance procedures to handle complaints resulting from management disputes with employees.
The director of industrial relations also advises and collaborates with the director of human
resources, other managers, and members of their staffs, because all aspects of human resources
policy—such as wages, benefits, pensions, and work practices—may be involved in drawing up a
new or revised work rules that comply with a union contract.

Labor relations managers and their staffs implement industrial labor relations programs.
Labor relations specialists prepare information for management to use during collective
bargaining agreement negotiations, a process that requires the specialist to be familiar with
economic and wage data and to have extensive knowledge of labor law and collective bargaining
procedures. The labor relations staff interprets and administers the contract with respect to
grievances, wages and salaries, employee welfare, healthcare, pensions, union and management

Priya Raikwar Page 15

practices, and other contractual stipulations. In the absence of a union, industrial relations
personnel may work with employees individually or with employee association representatives.

Dispute resolution—attaining tacit or contractual agreements—has become increasingly

significant as parties to a dispute attempt to avoid costly litigation, strikes, or other disruptions.
Dispute resolution also has become more complex, involving employees, management, unions,
other firms, and government agencies. Specialists involved in dispute resolution must be highly
knowledgeable and experienced, and often report to the director of industrial relations.
Mediator’s advice and counsel labor and management to prevent and, when necessary, resolve
disputes over labor agreements or other labor relations issues. Arbitrators, occasionally called
umpires or referees, decide disputes that bind both labor and management to specific terms and
conditions of labor contracts. Labor relations specialists who work for unions perform many of
the same functions on behalf of the union and its members.

Other emerging specialties in human resources include international human resources

managers, who handle human resources issues related to a company's overseas operations and
human resources information system specialists, who develop and apply computer programs to
process human resources information, match jobseekers with job openings, and handle other
human resources matters; and total compensation or total rewards specialists, who determine an
appropriate mix of compensation, benefits, and incentives. Work environment. Human resources
personnel usually work in clean, pleasant, and comfortable office settings. Arbitrators and
mediators many of whom work independently may work out of home offices. Although most
human resources, training, and labor relations managers and specialists work in the office, some
travel extensively. For example, recruiters regularly attend professional meetings, participate in
job fairs, and visit college campuses to interview prospective employees. Arbitrators and
mediators often must travel to the site chosen for negotiations. Trainers and other specialists may
travel to regional, satellite, or international offices of a company to meet with employees who
work outside of the main corporate office. Many human resources, training, and labor relations
managers and specialists work a standard 40-hour week. However, longer hours might be
necessary for some workers—for example, labor relations managers and specialists, arbitrators,
and mediators—when contract agreements or dispute resolutions are being negotiated.

Priya Raikwar Page 16

 CH A P TER - I V

Priya Raikwar Page 17

 OBJECTIVES OF THE STUDY

Primary Objective:

 To suggest and recommend method to increase the level of Employee

welfare activities at Krishna Honda.

Secondary Objectives :

 To check the performance level of employee of Krishna Honda.

 To study the welfare facilities provided by Krishna Honda to employee.

Priya Raikwar Page 18

 SCOPE OF THE STUDY

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

Priya Raikwar Page 19

 CH A P TER - V

Priya Raikwar Page 20

 RESEARCH METHODOLOGY

RESEARCH
Research is a process in which the researcher wishes to find out the end result for a given
problem and thus the solution helps in future course of action. The research has been defined as
―A careful investigation or enquiry especially through search for new fact in any branch of
knowledge‖.

RESEARCH METHODOLOGY
The procedure using, which researchers go about their work of describing, explaining and
predicting phenomena, is called Methodology. Methods compromise the procedures used for
generating, collecting, and evaluating data. Methods are the ways of obtaining information useful
for assessing explanation.
A. RESEARCH DESIGN

A research design is an arrangement of conditions for connections and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in procedure.
Research design is a plan that specifies the sources and types of information relevant to the
research problem. It is a strategy specifying which approach will be used for gathering and
analyzing the data. In fact, it is the conceptual structure with which research is conducted; it
constitutes the blue print for the collection, measurement and analysis of data. The plan is
an outline to research scheme on which the researcher id to work. The structure of the
research is a more specific outline or the scheme. The strategy shows how the research will
be carried out, specifying the method to be used in collecting data.
TYPES OF RESEARCH DESIGN
Research design is mainly of three types: -
1. Exploratory research
2. Descriptive research
3. Experimental research

Priya Raikwar Page 21

Descriptive research
The type of research used in this project is descriptive in nature. Descriptive research is
essentially a fact finding related largely to the present, abstracting generations by cross sectional
study of the current situation .The descriptive methods are extensively used in the physical and
natural science, for instance when physics measures, biology classifies, zoology dissects and
geology studies the rock. But its use in social science is more common, as in socio economic
surveys and job and activity analysis

DESCRIPTIVE RESEARCH AIMS

 To portray the characteristics of a particular individual situation or group (with or without
specific initial hypothesis about the nature of this characteristics).

 To determine the frequency with which something occurs or with which it is associated
with something else ( usually , but not always ,with a specific initial hypothesis).
The descriptive method has certain limitation; one is that the research may make
description itself an end itself. Research is essentially creative and demands the discovery of
facts on order to lead a solution of the problem. A second limitation is associated whether the
statistical techniques dominate. The desire to over emphasis central tendencies and to fact in
terms of Average, Correlation, Means and dispersion may not always be either welcome. This
limitation arises because statistics which is partly a descriptive tool of analysis can aid but not
always explain causal relation.

DESIGN OF DESCRIPTIVE STUDIES:

Descriptive studies aim at portraying accurately the characteristics of a particular group
or solution. One may under take a descriptive study about the work in the factory, health and
welfare. A descriptive study may be concerned with the right to strike, capital punishment,
prohibition etc:
A descriptive study involves the following steps:
1. Formulating the objectives of the study.
2. Defining the population and selecting the sample.
3. Designing the method of data collection.

Priya Raikwar Page 22

 4. Analysis of the data.
5. Conclusion and recommendation for further improvement in the practices.

SAMPLING DESIGN
Sampling is used to collect primary data when the source of data is far too many to be
exhausting handled. Sampling is the integral part of data collection process. The way of
selecting a sample is known as sample design. It is the definite plan for obtaining a sample
from a given population. It may as well lay down the number of items to be included in the
sample i.e. the size of the sample.
Sample design is determined before data are collected.

Sources of data collection:

The data was collected using both primary sources and the secondary sources.

1. Primary sources: The researcher collected the primary data by means of structured
questionnaire along with personal interviews, since a few open ended questions require
clarification.

Questionnaire and Interview:

The data is collected from managers, supervisors with the help of questionnaire generated for this
purpose. The questionnaire consists of single parts.
The questionnaires have been thoroughly discussed with the respondent to clarify doubts, if any,
regarding what has been asked. It had taken the researcher nearly six weeks to complete the
survey work. The respondents have been required to give their answer by putting tick mark
across the multiple choice questions and in open ended questions the respondents were asked to
express their views in their own words. Almost all the respondents have been contracted and
interviewed personally at the time of filling up the questionnaire. Then their replies have been
received and further clarification and supplementary information considered to be necessary have
been secured.

Priya Raikwar Page 23

 2. Secondary Data:
The researcher has also collected the secondary data by means of the documentary sources such
as:
 Company records
 Registers files booklets
 Magazine
 Journals
 Booklets

The research design of this project is exploratory. Though each research study has its own
specific purpose but the research design of this project on Krishna Honda is exploratory in
nature as the objective is the development of the hypothesis rather than their testing. The research
designs methods of financial analysis. Through of comparative balance sheet in comparative
statement, I am studying on balance sheet of Krishna Honda of five year. So taking comparative
statement, I am going to analyzed of five years balance sheet of Krishna Honda

Every project work is based on certain methodology, which is a way to systematically solve the
problem or attain its objectives. It is a very important guideline and lead to completion of any
project work through observation, data collection and data analysis. ―Research Methodology
comprises of defining & redefining problems, collecting, organizing & evaluating data, making
deductions & researching to conclusions.‖
According to Clifford Woody

RESEARCH DESIGN:

Research Design refers to "framework or plan for a study that guides the collection and analysis
of data". A typical research design of a company basically tries to resolve the following issues:

a) Determining Data Collection Design

b) Determining Data Methods

c) Determining Data Sources

d) Determining Primary Data Collection Methods

e) Developing Questionnaires

Priya Raikwar Page 24

 f) Determining Sampling Plan

(1) EXPLORATIVE RESEARCH DESIGN:

Explorative studies are undertaken with a view to know more about the problem. These studies
help in a proper definition of the problem, and development of specific hypothesis is to be tested
later by more conclusive research designs. Its basic purpose is to identify factors underlying a
problem and to determine which one of them need to be further researched by using rigorous
conclusive research designs.

(2) CONCLUSIVE RESEARCH DESIGN:

Conclusive Research Studies are more formal in nature and are conducted with a view to eliciting
more precise information for purpose of making marketing decisions.

These studies can be either:

a) Descriptive or

b) Experimental

Thus, it was mix of both the tools of Research Design that is, Explorative as well as
Conclusive

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.

Priya Raikwar Page 25

 CH A P TER - V I
DAT A AN A LYSIS & IN TERPR ETA TION

Priya Raikwar Page 26

 DATA ANALYSIS & INTERPRETATION

Q1. Since how many years have you been working with Krishna Honda ?

Options Percentage of Respondents

0-5 Years 26
5-10 Years 16
10 to 15 Years 18
More than 15 Years 40

40
35
30
25 0-5 Years
20 5-10 Years
15 10 to 15 Years
10 More than 15 Years
5
0
Percentage of Respondents

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.

Priya Raikwar Page 27

Q2. Since how many years have you been working with Krishna Honda ?

Options Percentage of Respondents

Yes 88
No 2
Can‘t Say 10

Interpretation:

Most of the employees are aware of welfare facilities prevailed by KRISHNA

HONDA.

Priya Raikwar Page 28

Q3. Are you getting those welfare facilities and services from
KRISHNA HONDA ?

Options Percentage of Respondents

House Rent Allowance 80
Medical Allowance 14
Traveling/Conveyance Allowance 6

80
70
60
House Rent
50 Allowance
40 Medical Allowance
30
Traveling/Conveyan
20
ce Allowance
10
0
Percentage of Respondents

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

Priya Raikwar Page 29

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

Options Percentage of Respondents

Satisfied 80
Not Satisfied 8
Partially Satisfied 12

Interpretation:

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

Priya Raikwar Page 30

Q5. Do you feel any change in performance level after providing
certain facilities?

Options Percentage of Respondents

Yes 78
No 22

Interpretation:

78% of the employees feel change in performance level after providing

certain facilitates to the employees.

Priya Raikwar Page 31

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

Options Percentage of Respondents

Yes 78
No 22

Interpretation:

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

Priya Raikwar Page 32

Q7. Do the welfare facilities help to increase?

Options Percentage of Respondents

Your Efficiency 8
Production Level 10
Standard of Leaving 22
All above 66

70
60
50
Your Efficiency
40
Production Level
30 Standard of Leaving
20 All above
10
0
Percentage of Respondents

Interpretation:

Most of the respondents feel that welfare facilities help to increase,

efficiencies, production level, and standard of leaving.

Priya Raikwar Page 33

Q8. Are you agree with the help of welfare facilities organization can
maintain good relationship with employees?

Options Percentage of Respondents

Yes 78
No 22

Interpretation:

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

Priya Raikwar Page 34

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

Options Percentage of Respondents

Yes 24
No 76

Interpretation:

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

Priya Raikwar Page 35

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

Options Percentage of Respondents

Yes 74
No 26

Interpretation:

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

Priya Raikwar Page 36

 CH A P TER - V II
FINDINGS & SUGG ES TIONS

Priya Raikwar Page 37

 FINDINGS AND SUGGESTIONS

It has been found that:

1. The present system of dealing with the cases is quite satisfactory.

2. Some of the respondents feel that the system should be revised lat
regular.
3. Personnel procedures and information regarding internal circulars etc.
should be communicated to the workers at the right time and should be
easily available.
4. Novel system of performance appraisal.
5. 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 respondents are either satisfied or somewhat
satisfied, very few have responded to be highly satisfied with the general
job conditions.
6. The relation between the management and employees was found quiet
cooperative and constructive in nature.

Priya Raikwar Page 38

 SUGGESTION AND RECOMMENDATION

I would like to give some suggestion to the KRISHNA HONDA .

1. They should develop an incentive scheme.

2. They should improve their working capacity.

3. They should improve the promotion policy.

4. There should be the 50 years of retirement age of employees.

5. The inter organization competition should be held for the welfare of

workers.

6. Salary should be link with performance.

7. Pay structure should be revised.

Priya Raikwar Page 39

 CH A P TER - V III
LIM ITAT I ONS

Priya Raikwar Page 40

 LIMITATIONS

There are certain Limitations that cannot be ruled out after taking all
possible precautions. These are:

1. The sample chosen doesn‘t fully represent the total population.

2. There are naturally many misunderstanding & inaccuracies between
the respondents and interviewers, editing errors, etc.
3. 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.
4. Time constraint was there as we had to cover the whole project within
8 weeks.

Priya Raikwar Page 41

 CH A P TER - I X

Priya Raikwar Page 42

 Conclusion

Welfare center if KRISHNA HONDA 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, SATNA 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
KRISHNA HONDA employees the company gets the benefit.

1. House facilities
2. Education facilities
3. Medical facilities
4. Maternity benefit
5. Allowances
6. Religious institutions for different religion of people
7. 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.

Priya Raikwar Page 43

 CH A P TER - X
REFER ENCES

Priya Raikwar Page 44

 REFERENCES

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 Krishna Honda, SATNA

Websites :

 www.google.com
 www.wikipedia.com

Priya Raikwar Page 45

 CH A P TER - XI
ANNEX UR E

Priya Raikwar Page 46

 QUESTIONNAIRE

Name : _____________________________

Address : ______________________________

Q1. Since how many years have you been working with Krishna Honda ?

a. 0-5 years

b. 5-10 years

c. 10 to 15 years

d. More than 15 years

Q2. Are you aware of welfare facilities prevailing in Krishna Honda ?

a. Yes

b. No

c. Can‘t say

Q3. Are you getting those welfare facilities and services from Krishna Honda

a. House rent Allowance

b. Medical Allowance

c. Traveling/Conveyance Allowance

Priya Raikwar Page 47

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

Krishna Honda?

a. Satisfied

b. Not satisfied

c. Partially satisfied

Q5. Do you feel any change in performance level after providing

certain facilities?

a. Yes

b. No

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

Honda

a. Yes

b. No

Q7. Do the welfare facilities help to increase?

a. Your Efficiency

b. Production Level

c. Standard of Living

d. All above

Priya Raikwar Page 48

Q8. Are you agree with the help of welfare facilities organization can maintain

good relationship with employees?

a. Yes

b. No

Q9. Is any recreation facilities is given by Krishna Honda ( Library, Recreation

Room, Reading Room)?

a. Yes

b. No

Q10. Are there any special services for female employee of your Krishna

Honda?

a. Yes

b. No

Priya Raikwar Page 49