Employee Welfare Scheme Birla

EMPLOYEE WELFARE SCHEME
AT BIRLA CEMENT
PROJECT UNDERTAKEN AT
BIRLA CORPORATION LTD. SATNA
Submitted By: Abhishek Tamrakar 1

TABLE OF CONTENTS
S.N. Contents Page No.
1 Introduction of Project 6-17
2 Company Profile 18-29
3 Review of Literature 30-34
4 Objectives 35-36
5 Research Methodology 37-41
6 Data Analysis & Interpretation 42-54
7 Findings & Suggestions 55-57
8 Limitations 58-59
9 Conclusion 60-61
10 References 62-63
Annexure
11 64-66
Questionnaire

CH A P TER - I
INT RO D UC T ION OF PRO J EC T

INTRODUCTION
EMPLOYEE WELFARE: Employee welfare is a comprehensive term including various

services, benefits, facilities offered to employees to employer. Through such generous fringe
benefits the employer makes life worth living for employees. The welfare amenities are
extended in addition to normal wages and other economic rewards available to employees as
per the legal provision. It is also provided by the government, trade unions, and
nongovernmental agencies in addition to the employer.
Labor welfare is a term which must necessarily be elastic, bearing a somewhat different
interpretation in one country from another, according to different social customs, the degree of
industrialization and educational level of workers.
Merits:
Merits Motivates employees Employee Retention Minimized social evils Better Job
satisfaction Cuts down labor turnover
 Motivates employees
 Employee Retention
 Minimized social evils
 Better Job satisfaction
 Cuts down labor turnover
Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting up a employee

welfare service:

 The service should satisfy real needs of the workers. This means that the manager must
first determine what the employee’s real needs are with the active participation of
workers.
 The service should be handled by cafeteria approach. Due to the difference in Sex, age,
marital status, number of children, type of job and the income level of employees there
are large differences in their choice of a particular benefit. This is known as the
cafeteria approach. Such an approach individualizes the benefit system though it may
be difficult to operate and administer.
 The employer should not assume a benevolent posture.
 The cost of the service should be calculated and its financing established on a sound
basis.
 There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.
Agencies of employee welfare:
1. Central government: - The central government has made elaborate provisions for the health,
safety and welfare under Factories Act 1948, and Mines Act 1952. These acts provide for
canteens, crèches, rest rooms, shelters etc.
2. State government: - Government in different states and Union Territories provide welfare
facilities to workers. State government prescribes rules for the welfare of the workers and
ensures compliance with the provisions under various labor laws.
3. Employers: - Employers in India in general looked upon welfare work as fruitless and barren
though some of them indeed had done pioneering work.
4. Trade unions: - In India, trade unions have done little for the welfare of workers. But few
sound and strong unions have been the pioneering in this respect. E.g. the Ahmedabad textiles
labor association and the Mazdoor sabha, Kanpur.

5. Other agencies: - Some philanthropic, charitable d social service organizations like: - Seva
Sadan society, Y.M.C.A., etc
Types of welfare services: -

* Intramural: - These are provided within the organization like:
1. Canteen,
2. Rest rooms,
3. Crèches,
4. Uniform etc.
* Extramural: - These are provided outside the organization, like: -
1. Housing,
2. Education,
3. Child welfare,
4. Leave travel facilities
Inside the work Place:
1. Inside the work Place Conditions of environment Safety and cleanliness of the work
environment Good housekeeping-compound walls and lawns Convenience and
comfort-illumination, seating arrangements Safety measures-machine fencing, goggles,
first aid, helmets Visible posters and warnings.
2. Inside the work Place Convenience Provisions for wash basins, bathrooms and waste
disposal Provision for drinking water Canteen service Recreation rooms, rest rooms and
libraries.
3. Inside the work Place Health services Health center Dispensary First aid Health
education Counseling Ambulance service.
4. Inside the work Place Women and child welfare Maternity aid Child care Separate
facilities for women Women’s recreation Family planning services.

5. Inside the work Place Others Employment follow up-comfort and awareness Economic
services-loans, insurance Labour management services-counseling, safety committee
Employee education-library, AV unit, literary classes, news bulletin etc.
Outside the workplace
• Comfortable and hygienic residences

• Sanitation and water disposal
• Proper roads and lighting facility
• Plentiful markets
• Security
• Health and medical services
Policies of employee welfare
1. Welfare Policy:
Welfare Policy Objectives Motivation, Retention, Raise the Standard of living, Prevent Social
evils Agencies Central, State Government, Social organizations Range i) Type of facilities ii)
Coverage of employees Timeliness
2. Organisation for Welfare:

Organisation For Welfare The Factories Act, 1948 mandates that every industrial
establishment must appoint welfare officer if the number of employees is 500 or more. It is
argued that the prime responsibility for welfare should rest with the line manager or the HR
manager.
3. Assesment of Effectiveness:
Assesment Of Effectiveness Effectiveness of welfare must be assessed periodically. Two
methods of assessment: i) Trend Analysis ii) Opinion Survey

LEGAL PROVISION REGARDING HEALTH AND SAFETY:
LEGAL PROVISION REGARDING HEALTH AND SAFETY HEALTH The term ―Health‖
is a positive and dynamic concept. Health implies absence of disease. The World Health
Organization (WHO) has defined health as: ―a state of complete physical, mental and social
well-being and not merely the absence of disease or illness or infirmity‖. SAFETY Safety
means freedom from the occurrence or risk of injury or loss. Industrial safety means the
protection of employees/workers from danger or risk of industrial accident. It also refers to
protection against accident occurring in the industrial establishments.
LEGAL PROVISION REGARDING HEALTH AND SAFETY (Factories Act, 1948):
LEGAL PROVISION REGARDING HEALTH AND SAFETY ( Factories Act,1948)

HEALTH Welfare measures to be adopted by an organization are as follows:- Cleanliness
Disposal of waste and effluents Ventilation and temperature Dust and fumes Artificial
humidification Over crowding Lighting and drinking water Latrines and urinals
SAFETY Fencing of machinery Employment of young person on dangerous machines Striking

gear and devices for cutting of power Self acting machines Causing of new machinery
Prohibition of employment of women and children near cotton openers Excessive weight
Protection of eyes Explosive or inflammable gas or dust Safety and maintenance of building
and machinery.
MEASURES TO PROMOTE HEALTH & SAFETY:

MEASURES TO PROMOTE HEALTH & SAFETY It is broadly defined as any effort to
prevent disease or premature death through behavioral and organizational change. It focuses on
prevention rather than treatment or cure. 5 steps- setting goals, developing plans, allocation of
resources, implementation and evaluation of plan Core health promotion activities- healthy
living, eating wisely, exercise & physical fitness, smoking cessation, stress management,
protecting one from self from workplace hazards.

EMPLOYEE ASSISTANCE PROGRAMMES:
EMPLOYEE ASSISTANCE PROGRAMMES It is the method in which offers counseling and
other help to employees having emotional, physical or other personal problems. Following are
the areas in which the program can offer support from professional resources. Social problems-
marital, family, career orientation, retirement readiness Substance abuse- alcohol, drugs
Psychological problems- depression, anxiety, stress, burnout, etc
Employee Welfare Schemes
Industrial Relations Home » Employee Welfare Schemes
Organizations provide welfare facilities to their employees to keep their motivation levels
high. The employee welfare schemes can be classified into two categories viz. statutory and
non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory
to provide by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act
(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.
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 sitting: 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 readily assessable so
that in case of any minor accident initial medication can be provided to the needed employee.

Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office
and factory premises and are also to be maintained in a 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 employees.
Spittoons: In every work place, such as ware houses, store places, in the dock area and office
premises spittoons are to be provided in convenient places and same are to be maintained in a
hygienic condition.
Lighting: Proper and sufficient lights are to be provided for employees so that they can work
safely during the night shifts.
Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on
the stand pipe are provided in the port area in the vicinity of the work places.
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 belongings.
Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of
water supply, wash basins, toilets, bathrooms, etc
.
NON STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:
Personal Health Care (Regular medical check-ups): Some of the companies provide 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 business commitments while supporting employee personal
life needs
Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get counseling
on various matters.
Harassment Policy: To protect an employee from harassments of any kind, guidelines are
provided for proper action and also for protecting the aggrieved employee.
Maternity & Adoption Leave – Employees can avail maternity or adoption leaves. Paternity
leave policies have also been introduced by various companies.
Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage
of employees for expenses related to hospitalization due to illness, disease or injury or
pregnancy.
Employee Referral Scheme: In several companies employee referral scheme is implemented to

encourage employees to refer friends and relatives for employment in the organization
Labor Welfare Fund
Industrial Relations Home » Labor Welfare Fund
Labor welfare refers to all the facilities provided to labor in order to improve their working
conditions, provide social security and raise their standard of living. Majority of labor force in
India is working in unorganized sector. In order to provide social security to such workers,
Government has introduced Labor Welfare Fund to ensure assistance to unorganized labors.

Five different welfare funds, which are governed by different legislations, are administered by
Ministry of Labor. The purpose of these welfare funds is to provide housing, medical care,
educational and recreational facilities to workers employed in beedi industry and non-coal
mines and cine workers.
The five legislations governing welfare funds are as follows:
The Mica Mines Labor Welfare Fund Act, 1946
The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972
The Iron Ore, Manganese Ore and Chrome Ore Mines Labor Welfare Fund Act, 1976
The Cine Workers’ Welfare Fund Act, 1981

Schemes under welfare funds provide assistance with respective to the following:
Public health and sanitation
Housing
Recreational (including standard of living)
Social security
Educational facilities
Water supply
Transportation
Medical facilities (prevention of diseases)

Social security
Group Insurance Schemes for Beedi and Cine workers
Social Security under Mine Workers Welfare Fund
Family welfare
The welfare funds are raised by government by imposing cess on manufactured beedis, feature
films, export of mica, consumption of limestone & dolomite and consumption and export of
iron ore, manganese ore & chrome ore. An explanation of the cess levied under different
legislations is given below:
Beedi Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on
manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This is presently
Rs 2 per 1000 beedis with effect from 28th June 2000.
The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not being less
than one thousand rupees and not exceeding twenty thousand rupees, on every feature film
submitted to the Chairman, Central Board of Film Certification. This is Rs 20000 per feature
film of Hindi and English and for regional films it is Rs 10000 per film with effect from 20th
April 2000.
Types of Welfare Facilities

Welfare service may be broadly be classified into two category.
1. Intramural
2. Extramural
Intramural and extramural welfare activities: ILO

Types of Welfare Activities
INTRAMURAL EXTRAMURAL
• Drinking water • Education facilities
• Toilets • Transportations
• Crèches • Maternity benefited
• Washing and bathing facilities • Sports facilities
• Rest shelters • Leave travels
• Recreation facilities • Vocational training
• Canteens • Social insurance
• Medical aids • Fairprice shops
• Subsidies food • Cooperative stores

CH A P TER - II
C OMPANY PROF IL E

COMPANY PROFILE
BIRLA Corporation limited is a multi-product conglomerate. It plays significant role in the

cement, jute, PVC floor covering, auto trim and steel casting...
The corporate symbols of concentric circles around a triangle represent this very multi-
dimensional nature. The apex of the triangle is a visual representation of the force that drives the
entire corporation – the unifying force in search of excellence.
The circles represent the inspiration to explore new frontiers of growth.
History of BIRLA
In 1919, a young man Ghanshyam DAS BIRLA set up the Indian
owned jute mill near Kolkata. He called it BIRLA jute manufacturing company. Time watched as
the small unit prospered. It also embarked a young man to Bacon the new industrial India.
―Shri Madhav Prasad BIRLA‖ transformed the humble jute manufacturing company in to a
mighty conglomerate-―BIRLA Corporation Limited‖.
Current scenario
After the demise late M.P. BIRLA, his wife PRIYAMVDA JI BIRLA took over as chairman
of BCL and continue to lead company till her death 3rd July 2004. Now under the co-
chairmanship of Mr.R.S.Lodha the company has crossed the 1300 cores plus turn over more and
has widen the profit. Its export in 2006-2007 stood at Rs 70.80 cores. BIRLA Corporation has
grown from strength to strength.
As an enlightened corporate citizen, BIRLA Corporation is keenly aware
of its social responsibility too, and provides education and health care facilities for employees,
their families and the Community at large.

Board of directors:
Mr. Rajendra S. Lodha (chairman)

Directors:
Mr. N.k. kejriwal Mrs. Nandini Nopany Mr. Harsh V. Lodha
Mr. Pracheta Majumdar Mr. Vikram Swarp Mr. Anand Bordia

Mr. B. R. Nahar Mr. B. B. Tandon
CORPORATE OVERVIEW
Mr. M.P.BIRLA
BIRLA Corporation Limited is the flagship Company of the M.P. BIRLA Jute Manufacturing
Company Limited in 1919; it was Mr.Madhav Prasad BIRLA who gave shape to its present
form. As Chairman of the Company, Shri Madhav Prasad BIRLA transformed it from a
manufacturer of jute goods to a leading multiproduct corporation with widespread activities.
Under the Chairmanship of Mrs.Priyamvadaji BIRLA, the Company crossed the Rs. 1300 – corer
turnover mark and the name was changed to BIRLA Corporation Limited in 1998.

Smt. Priyamvadaji BIRLA
After the demise of Mrs.Priyamvadaji BIRLA, the Company continues to consolidate and grow
under the leadership of Mr.Rajendra S.Lodha, who is now the Chairman. The company has
posted its best ever results in the year ended 31.3.2005 and, thereafter, once again in the year
ended 31.3.2006.
BRANDS OF CEMENTS
UNITS BRANDS
Satna Cement Works BIRLA Cement Khajuraho
BIRLA Vikas Cement BIRLA Cement Sam rat
BIRLA Cement Works BIRLA Cement Chetek
Chittor Cement Works BIRLA Cement Chetek
Durgapur Cement Works BIRLA Cement Durgapur
Export to Nepal & Bangladesh Camel & Royal Tiger

Awards earned by BIRLA Corporation Limited Cement Satna (M.P.)
Sr.No. Award Awarded By Year Unit
1. Best Energy Performance. NCB, New Delhi & Ministry of 1986-87 BVC
Power Govt. of India. 1993-98 SCW
2001-02 SCW
2. Fuller energy conservation MP Chamber of Cement 1997-99 SCW
Award. Manufactures. 2000-03 BVC
3. Best Productivity National Productivity Council New 1987-90 BVC
Delhi. 1993-98 BVC
4. Top Exports Award CAPEXIL.Calcutta. 1990-92 BVC
1993-98 BVC
5. Special Exports Award CAPEXIL.Calcutta. 1999-01 SCW
1999-2k Both
6. National safety Award Ministry of Labors Govt. of India 1994-95 BVC
1996-97 BVC
7. ISO-9002 for Quality. RWTUV Germany July 1995 BVC
8. IS/ISO-1400 Environment BIS New Delhi Sep 1999 Both

Management.
9. Rajiv Gandhi National Greentech foundation Hyderabad 2003-04 Both

Award for Energy
Conservation
Product
―Cement is the flagship of BIRLA Corporation Limited. Nearly 93% of BCL turn over comes
from the cement division‖.
Cement:- A binding material exhibiting hydraulic strength hence known as Hydraulic cement.

Finally ground material which on addition of requisite quantity water is capable of
Harding both under water and air by the chemical interaction of its constituents with water and is
also capable of blending together.
Raw Material:- Lime stone, clay iron fuel used
Manufacturing Process:- Wet, semi wet, semi dry, semi dry.
Important Properties of cement:-
Compressive strength
Serting time
Specific surface area
Resistance to chemical attack
Heat of duration
Application area of cement:-
Dams and bridges
Concrete roads
All type of general construction
Underwater construction
Application of product
APPLICATIONS
BIRLA Cement Khajuraho/Chetek – 43 grades Ordinary Portland Cement -
 Brick and stone masonry.
 Plastering and flooring.
 Plain and reinforced cement concrete.
 Pre-cast and pre-stressed concrete.
BIRLA cement Khajuraho/chetak-53 grade ordinary Portland cement -
 Railway sleepers
 Per-stressed girders and electric poles.
 M25 &above concrete.
 Roads, runways, industrial buildings, RCC bridges& lofty buildings.
 Pre-cast concrete elements
BIRLA Samrat- Portland Pozzolana Cement -
 Brick and flooring.

 Plastering and flooring.
 Plain and reinforced cement concrete.
 Ordinary Pre-cast concrete work.
BIRLA Cement Khajuraho-sulphate Resisting Portland cement -
 Building near sea coast.
 Below ground, where concrete or mortar is used in foundation, aqua ducts, canals &
culverts.
 Desert conditions.
 In swampy areas for footing, plinth beams, piles etc.
 Industrial effluent treatment plant, cooling towers,
chimneys, sewerage treatment plant.
 Marine structures.
BIRLA cement khajuraho – Low Alkali cement -

 Bridges
 Dams
 Reservoirs
BIRLA Cement Khajuraho – IRS-T40 Cement –
 Railway sleepers.

Product Range
P.P.C. P.S.C. O.P.C.

(Pozzolana (Portland (Ordinary
Cement) Slag Portland
BIRLA Cement) Cement)
Cement Satna Khajuraho
Samrat Cement Cement
Product Profile
Facts:-
*1300 Crores plus Turnover.
*93%turnover comes from cement
*All six plant capacity 57.80 tons per annum
*40.58 corers export in year 2006-07
Plants
1. Satna (Madhya Pradesh): BIRLA Vikas Cement (1982), Satna Cement Works (1959).
2. Chakan (Pune) : Auto Trim Division.
3. Chanderia (Rajasthan) : BIRLA Cement Works(1967), Chanderia Cement Works(1986).

4. Durgapur (West Bengal) : Durgapur Cement Works(1974), Durga Hi-tech Cement.

5. Gurgaon (Haryana) : Auto Trim Division.
6. Kolkata (West Bengal) : Soorah Jut Mills.
7. Raebareli (Uttar Pradesh) : BIRLA Corporation Limited-1998 (Cement Division).
8. BIRLApur (West Bengal): Auto Trim Division, BIRLA Jute Mill BIRLApur Services
Division, BIRLA vinoleum.
Location Of Plant In India

SATNA CEMENT WORKS
The origin of BIRLA Jute’s Cement activities at sonata go back to mid fifties and at this point of
time, diversification of BIRLA jute to other areas started to take shape. Satna Cement Works was
the first cement plant in the house of BIRLA and the plant itself was a capacity, which was the
largest single unit in terms of production capacity existing in our country at that time. This wet
process plant with a cement making capacity of 2.51 lac tons per annum (TAP). Our cement is
sold under the trademarks of ―KHAJURAHO‖.
A lot of changes in cement making process technology took place between seventies and eighties
and again the company was in for front to establish the first largest sized plant based on dry
process with precalcinutor technology. The plant of 8 lac TAP capacity started functioning from
October 1982 and had all latest technology, instrumentation and automation. This has the first
plant in the country on one computer control of the process with the aid of array spectrometer for
quick and accurate analysis of the process with the aid of materials selection of plant process
enabled satna cement to produce extremely good quality of cement efficiently and economically.
With the establishment of this plant, the materials cement making by wet process becoming
uneconomical apart from wastage of valuable fuel and energy in continuing to run the outdated
wet process plant established in 1959. Therefore, the company decided to convert the wasteful
wet process plant with precalcinatar technology in the year 1987. This plant also incorporates the
latest machinery and equipment for making cement of quality and low cos

SATNA CEMENT WORKS
SET UP IN 1959

CH A P TER - III
REV I EW OF L IT E RAT UR E

REVIEW OF LITERATURE
Definition of Employee Welfare

Labor 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
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.
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.
OBJECTIVES
 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
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.

CH A P TER - IV
OBJ EC T I VES O F T HE S T U D Y

OBJECTIVES OF THE STUDY
 To Know how Birla cement manages their Employee welfare by providing different
fascilities and plans or techniques.
 To gain some practical knowledge of human resoursce.
 To know Employee welfare of Employee at Birla cement.
 To know the reasons behind the Employee welfare of employee at Birla cement.
 To get suggestions from the employee of Birla cement to improve the satisfaction as well
as level of satisfaction in them. To attain the above objectives various other sub
objectives were needed to be achieved. These are listed below:
o To analyze the satisfaction of employee at Birla Cement.
o To know the employee preference for the satisfaction.
o To understand the effectiveness of satisfaction under various departments of Birla

cement.
o Thus my study attempts to find ways to increase Employee welfare and thus
increase the business prospects.

CH A P TER - V
RES EAR C H MET HODOL O GY

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

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.

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.

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 methodology adopted was Descriptive in nature. The cross-sectional study has been
used here. Information has been collected from a chosen sample of population only once. The
cross-sectional study is single in nature, because only one sample respondents is drawn from the
target population.
Sampling Design:-
 Research Area = BIRLA CEMENT
 Data type = Primary & Secondary.
 Sample technique = Convenient.
 Sample size = 100 Customer.
 Data collection = questionnaire.
 Analysis & interpretation = Tables & Chart.

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

DATA ANALYSIS & INTERPRETATION:
Questionnaire
I have used a questionnaire for data collection. The questionnaire consists of questions that are
judicious mix of close-ended.
Result Analysis
After collecting the data from the market and asked many questions from the customers and
retailers. First I am asking the question to customers they are using cosmetic items and they
prefer which company cosmetic items, and after than retailer’s customer prefer which company
cosmetic item etc.

DATA ANALYSIS
1. Is proper and separate washing facility for male and female provided in your company?
YES- 82%
NO- 18%
YES
NO
INTERPRETATION
From above data we find that 82% employees are satisfied with the washing
facility and 18% are not satisfied with washing facility. So the washing facility is up to the mark

2. Is first-aid facility provided by as per prevailing local stature?
YES- 82%
NO- 18%
YES
NO
INTERPRETATION
From the above data we find that 82% employees are satisfied with the first-aid
facility and 18% are not satisfied with first-aid facility. So the first-aid facility is up to the mark.

3. Does every department of your company have first aid box.
YES- 62%
NO- 38%
YES
NO
INTERPRETATION
From the above data we find that 68% employees are said that the first aid box is
available in the department and 38% are said no.

4. Is proper canteen facility provided in your company?
YES- 90%
NO- 10%
YES
NO
INTERPRETATION
From the above data we find that 82% employees are satisfied with the canteen
facility and 18% are not satisfied with canteen facility. So the canteen facility is up to the mark.

5. Are the smoking and non smoking zones are clearly identified.
YES- 100%
NO- 0%
YES
NO
INTERPRETATION
From the above table we find that 100% employees are satisfied with the
smoking and non smoking zone.

6. Are the rest room are maintained clean and hygiene condition.
YES- 90%
NO- 10%
YES
NO
INTERPRETATION
From the above data we find that 90% employees are satisfied with the rest room
and 10% employees are not satisfied with the rest room. So the rest room is up to the mark.

7. Are you satisfied with the culture activity of your company?
YES- 92%
NO- 8%
YES
NO
INTERPRETATION
From the above data we find that 92% employees are satisfied with the cultural
activity and 8% employees are not satisfied with the cultural activity. So the cultural activity of
the company is up to the mark.

8. Is there an ambulance van in the company?
YES- 100%
NO- 0%
YES
NO
INTERPRETATION
From the above data we find that 100% employees are satisfied with ambulance van.
So the facility is good and need proper care.

9. Is proper hospital facility provided in your company?
YES- 82%
NO- 18%
YES
NO
INTERPRETATION
From the above data we find that 82% employees are satisfied with the hospital
facility and 18% are not satisfied with the hospital facility.

10. Is there clear document procedure to raise the claim of personnel injury damage with the
insurance company?
YES- 92%
NO- 8%
YES
NO
INTERPRETATION
From the above table we find that 92% employees are satisfied with the insurance
facility and 8% employees are not satisfied with the insurance facility. It means the facility is up
to the mark.

11. Is there a club facility provided in your company?
YES- 100%
NO- 0%
YES
NO
INTERPRETATION
From the above data we find that 100% employees are satisfied with the club facility.
So the club facility is up to the mark.

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

FINDINGS AND SUGGESTIONS
It has been found that:
1. 82% employees are satisfied with the washing facility and first-aid facility whereas
18% are not satisfied with washing facility and first-aid facility.
2. 90% employees are satisfied with the canteen facility and 10% are not satisfied with
canteen facility.
3. 90% employees are satisfied with the rest room and 10% employees are not satisfied
with the rest room.
4. 92% employees are satisfied with the cultural activity and 8% employees are not
satisfied with the cultural activity.
5. 100% employees are satisfied with ambulance van and club facility.
6. 82% employees are satisfied with the hospital facility and 18% are not satisfied with the
hospital facility.
7. 92% employees are satisfied with the insurance facility and 8% employees are not
satisfied with the insurance facility. It means the facility is up to the mark.

SUGGESTION AND RECOMMENDATION
The welfare activity at Birla Cement was very good but it can more effective by maintaining
following facilities.
1. Promote co-operative societies.

2. A separate officer should be appointed for providing training
3. They should also provide the workshop for the training students
4. Along with presentation technique, they should also use new advanced techniques
such as seminars, etc.

CH A P TER - V III
LIM ITAT I ONS

LIMITATIONS
Though the research was administered with dedication but there may be some error that is
practically unavoidable.
1. The sample size was small as compared to whole population so some error might be
possible.
2. There was not provide sufficient data
3. Report completed within limited time.
4. Confidential data’s are not shown.
5. Due to very hot climate, sometimes I was not able to attend the training
6. The managers were not having sufficient time for teaching us, more about the topic

CH A P TER - IX

Conclusion
During our summer Project at Birla Cement. I observed all welfare activity. Here we saw that
except recruitment all welfare activity are being initiated and performed in a good and effective
manner.
During our Project at this place, we never noticed any problem in day to day working,
the staff of this department is co-corporation with each other and helping all employees Birla
Cement possible way.
The level of job satisfaction in this department is too high P & A staff seems to be
enjoyed their work not it feels as burden over them.

CH A P TER - X
REFER ENCES

REFERENCES
 Aggarwal, S.L. Labour Relations Law in India, Atma Ram and Co, Delhi, 1970.
 Ahmad, E., et al (eds.), Social Security in Developing Countries, Clementon press, Oxford,
1991.
 Bhatacharya, V.R., Some Aspects of Social Security Measures in India, Metropolitan Book
Co., Delhi, 1970.
 Bhatnagar, Deepak, Labour Welfare and Social Security Legislation in India, Deep & Deep
Publication, New Delhi, 1985.
 Chauhan, Seva Singh, Labour Welfare Administration in India, Kanishka Publishers,
Distributors, Delhi, 1993.
 Choudhary, R.N., Commentary on the Workmen’s Compensation Act, 1923, Orient
Publishing Company, New Delhi, 2003.
 Giri, V.V., Labour Problems in Indian Industry, Asia Publishing House, New Delhi 1971.
 Kuchhal, S.C., The Industrial Economy of India, Chaitanaya Publishing House, Allahabad,
1984.
 Kumar, Anil, Labour Welfare and Social Security, Deep & Deep Publication, New Delhi,
2003.
 Memoria, C.B., Social Problem and Social Disorganization in India, Kitab Mahal, Allahabad,
1980.
 Mishra, S.N., Labour and Industrial Laws, Allahabad Law Agency,Allahabad,1997.
 Mongia, J.N., Indian Labour And Social Welfare, Atama Ram & Sons, Delhi, 1980.
 Myres, C.A and Kannappan, S., Industrial Relations in India, Asia Publishing House,
Bombay, 1960.
 Punekar, S.D and Deodhar, S.B., Labour Welfare, Trade Unionism and Industrial
Relations, Himalaya Publishing House, Bombay, 1981.

CH A P TER - XI
ANNEX UR E

QUESTIONNAIRE
1. Is proper and separate washing facilities for male and female provided in your company?
YES NO
2. Is first aid facility provided by as per prevailing local stature?
YES NO
3. Does every department of your company have first aid box.
YES NO
4. Is proper canteen facility provided in your company?
YES NO
5. Are the smoking and non smoking zones are clearly identified.
YES NO
6. Are the rest room are maintained clean and hygiene condition.
YES NO
7. Are you satisfied with the culture activity of your company?
YES NO

8. Is there an ambulance van in the company?
YES NO
9. Is proper hospital facility provided in your company?
YES NO
10. Is there clear document procedure to raise the claim of personnel injury damage with the
insurance company?
YES NO
11. Is there a club facility provided in your company?
YES NO

Employee Welfare Scheme Birla

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Employee Welfare Scheme Birla

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EMPLOYEE WELFARE SCHEME

BIRLA CORPORATION LTD. SATNA

Submitted By: Abhishek Tamrakar 1

S.N. Contents Page No.

1 Introduction of Project 6-17

2 Company Profile 18-29

3 Review of Literature 30-34

5 Research Methodology 37-41

6 Data Analysis & Interpretation 42-54

7 Findings & Suggestions 55-57

Submitted By: Abhishek Tamrakar 2

INT RO D UC T ION OF PRO J EC T

Submitted By: Abhishek Tamrakar 3

EMPLOYEE WELFARE: Employee welfare is a comprehensive term including various

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up a employee

Submitted By: Abhishek Tamrakar 4

Agencies of employee welfare:

Submitted By: Abhishek Tamrakar 5

Types of welfare services: -

* Extramural: - These are provided outside the organization, like: -

Inside the work Place:

Submitted By: Abhishek Tamrakar 6

Outside the workplace

• Comfortable and hygienic residences

Policies of employee welfare

2. Organisation for Welfare:

Submitted By: Abhishek Tamrakar 7

LEGAL PROVISION REGARDING HEALTH AND SAFETY (Factories Act, 1948):

LEGAL PROVISION REGARDING HEALTH AND SAFETY ( Factories Act,1948)

SAFETY Fencing of machinery Employment of young person on dangerous machines Striking

MEASURES TO PROMOTE HEALTH & SAFETY:

Submitted By: Abhishek Tamrakar 8

Employee Welfare Schemes

Industrial Relations Home » Employee Welfare Schemes

STATUTORY WELFARE SCHEMES

Submitted By: Abhishek Tamrakar 9

Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide

Submitted By: Abhishek Tamrakar 10

Employee Referral Scheme: In several companies employee referral scheme is implemented to

Labor Welfare Fund

Industrial Relations Home » Labor Welfare Fund

Submitted By: Abhishek Tamrakar 11

The five legislations governing welfare funds are as follows:

The Mica Mines Labor Welfare Fund Act, 1946

The Cine Workers’ Welfare Fund Act, 1981

Public health and sanitation

Recreational (including standard of living)

Submitted By: Abhishek Tamrakar 12

Group Insurance Schemes for Beedi and Cine workers

Social Security under Mine Workers Welfare Fund

Types of Welfare Facilities

Intramural and extramural welfare activities: ILO

Submitted By: Abhishek Tamrakar 13

• Drinking water • Education facilities

• Crèches • Maternity benefited

• Washing and bathing facilities • Sports facilities

• Rest shelters • Leave travels

• Recreation facilities • Vocational training

• Canteens • Social insurance

• Medical aids • Fairprice shops

• Subsidies food • Cooperative stores

Submitted By: Abhishek Tamrakar 14

Submitted By: Abhishek Tamrakar 15