Bharath Kumar Reddy Final P W

A STUDY ON EMPLOYEE WELFARE IN
SRIKALAHASTHI PIPES LTD., SRIKALAHASTHI
A PROJECT REPORT
Submitted in partial fulfillment of the requirements for the award of the degree of
MASTER OF COMMERCE
By
Mr. MEKA.BHARATH KUMAR REDDY
Reg.No.0012040024
Under the guidance of

DR. G. VIJAYA BHARATHI, M.com., M.B.A., Ph.D.,
ASSOCIATE PROFESSOR
DEPARTMENTOFCOMMERCE
YOGI VEMANA UNIVERSITY
KADAPA (A.P.) -5165001, INDIA
2020 -2022
YOGI VEMANA UNIVERSITY, KADAPA

DEPARTMENTOFCOMMERCE
CERTIFICATE
This is to certify that the report entitled ““A STUDY ON EMPLOYEE WELFARE
SRIKALAHASTHI PIPES ITD., SRIKALAHASTHI ” is the result of independent study of research
work done by MEKA.BHARATH KUMAR REDDY,(Reg. No. 0012040024), submitted by under the
guidance DR. G. VIJAYA BHARATHI, Associate Professor, Department of Commerce, Yogi Vemana
University for the reward of MASTER OF COMMERCE, is a record of independent research work
undertaken by his, under the my supervision and guidance .The work reported here in dose not form part
of any other this is on which a degree has been awarded earlier .
Place:
Date:
HEAD OF THE DEPARTMENT: DR. G. VIJAYA BHARATHI

(PROJECT GUIDE)
EXAMINERS:
1.
2.
DECLARATION
I, MEKA.BHARATHKUMARREDDY, (Reg. No. 0012040024) hereby declare that the Project
Report entitled “A STUDY ON EMPLOYEE WELFARE SRIKALAHASTHI PIPES ITD.,
SRIKALAHASTHI” done by me under the guidance of Dr. G .VIJAYA BHARATHI, M.Com.,
MBA, Ph.D. at YOGI VEMANA UNIVERSITY, KADAPA- 516 005, during the period 2020-2022
for the award of the degree of master of commerce . The project work is original and no part of the
work has been submitted for the award of any degree or diploma prior to this date.
PLACE: KADAPA SIGNATURE OF THE CANDIDATE

DATE: (MEKA.BHARATH KUMAR REDDY)
(Reg. No.0012040024)
ACKNOWLEDGEMENTS
I would like to thank to my guide to Dr. G. Vijaya Bharathi, Associate professor, Department of
Commerce of Yogi Vemana University, Kadapa, for extending her moral support and encouragement
to complete this project.
I would like to thank to our Prof. S. Raghunatha Reddy, Professor, Department of Commerce,
Yogi Vemana University, Kadapa who helped me to meet my project objective and match the time
and resource framework.
I express my sincere thanks to Dr.G. Haranath, Associate professor, Head of the Department of
Commerce, Department of Commerce of Yogi Vemana University, Kadapa, for extending his
encouragement to complete this project.
I express my sincere gratitude Dr.L. Rajani, Academic consultant, Department of commerce, Yogi
Vemana University, Kadapa, whose continues support and encouragement has helped me in carrying
out the project.
I sincerely thanks to Dr.O. Mohammad Rafi, Academic consultant, Department of commerce, yogi
vemana university, Kadapa
I sincerely thanks to Mr. P. Harinath Reddy, Academic consultant, Department of commerce, yogi
Vemana University, Kadapa
I am thankful to the faculty members of Department of Commerce, YOGI VEMANA UNIVERSITY,

for their timely help in inculcating the spirit to word hard regarding this project work.
Last but not least, I am extremely thankful to my family members and well-wishers who were
motivated me during the course of the project
(MEKA.BHARATHKUMARREDDY)
(Reg. No.0012040024)
CONTENTS
CHAPTERS TOPIC PAGE NO
INTRODUCTION 1-12
CHAPTER – I INDUSTRY PROFILE 13-15
COMPANY PROFILE 16-25
CHAPTER – II REVIEW OF LITERATURE 26-30
RESEARCH METHODOLOGY 31
CHAPTER – III NEED FOR THE STUDY 32
SCOPE OF THE STUDY 33
OBJECTIVES OF THE STUDY 34
METHODOLOGY OF THE STUDY 35-36
LIMITATIONS OF THE STUDY 37
CHAPTER – IV DATA ANALYSIS & INTERPRETATION 38-59
FINDINGS 60-61
CHAPTER – V SUGGESTIONS 62
CONCLUSION 63
ANNEXURE
QUESTIONNAIRE 64-66
BIBLIOGRAPHY 67
EMPLOYEE WELFARE
CHAPTER -1
INTRODUCTION
INDUSTRY PROFILE
COMPANY PROFILE
PRODUCT PROFILE
YOGI VEMANA UNIVERSITY - KADAPA Page 1

EMPLOYEE WELFARE
1. INTRODUCTION
“Every twenty seconds of every working minute of every hour throughout the
world, some one dies as a result of an industrial accident”. This was how the seriousness of
industrial accidents was described by the director general of the British council, his message
of good wishes to the seventh national conference on industrial safety and health organized
by the national safety council, India.
➢ Bhopal, December 1984:- Bhopal tragedy.
➢ Rourkela, December 1985:- blast furnace accident in Rourkela Steel Plant, 18 workers
affected.
Thousands of employees throughout the world lose their fingers, eyes, limbs and their
lives, every day, much blood flows in the sewers of industrial establish made. The perils
inherent in industrial work has made the life of the worker very cheap.
Safety:-
Safety in simple terms means freedom from the occurrence (or) riser of injury or loss,
industrial safety or employee’s safety refers to the protection of employees from the dangers
of industrial accidents. An accident, then, is an unplanned and uncontrolled event in which an
action or reaction of an object, a substance, a person or a radiation results in personal injury.
Welfare:-
Welfare means faring or doing well. After employees have been hired, trained and
remunerated, they need to be retained and maintained to serve the organization better, welfare
facilities are designed to take care of the well-being of the employees-they do not generally
result in any monetary benefits to the employees alone, Governmental and non-Governmental
agencies, and trade unions too, contribute towards employee welfare.

EMPLOYEE WELFARE
1.1 THEORITICAL BACK GROUND
The factories act 1948 s primarily meant to provide for the health, safety and welfare
of the workers in the factories, and to provide certain safeguards to women and young person.
Due to enormous rise of workers employed in the factories during the later half of the
nineteenth century, the need was felt by the legislators in India to regulate their conditions of
service for their betterment. An attempt was made to regulate their condition under the
factories ACT.
Experience of the working of the act revealed a no of defects and weakness with regard
to safety and welfare of workers employed in factories. With the change in social environment
and outlook and growing conscious of the workers working in factories covered under the
provisions of the Act.
Safety:
Safety, in simple terms, means freedom from the occurrence or risk of injury or loss.
Industrial safety or employee safety refers to the protection of workers from danger of
industrial accidents. An accident, then, is an unplanned event in which ac action or reaction of
an object, a substance, a person, or a radiation results in personal injury.
Causes of accidents:
Accidents are caused by a combination of factors. Each one of this may vary from
situation to situation .Heinrich concluded that 98% accidents were caused either by unsafe
actions, or unsafe mechanical or physical conditions or both and this could have prevented.
➢ An injure occurs only as a result of an accident
➢ An accidents occurs only as a result of unsafe conditions or unsafe act or both.
➢ Unsafe conditions or unsafe acts exist only because of faults on the part of persons.

EMPLOYEE WELFARE
➢ Faults of persons are inherited, improper psychological characteristics, lack of
knowledge or skills and improper mechanical and physical environments.
There are a variety of factors which causes of the occurrence of the chain and
accidents.
These factors may be grouped into two categories:
❖ Unsafe conditions
❖ Unsafe acts
Unsafe conditions:
Unsafe conditions are work related causes on and are the most frequent causes of
accidents. Such causes are associated with defective plants, equipments, tools, materials,
buildings and other technical factors.
Various work related factors which cause accidents to occur as follows:
➢ Nature of the job
➢ Nature of machinery and equipments
➢ Poor physical conditions
➢ Psychological climate conditions at the work place
➢ Work schedule
Unsafe acts:
Unsafe acts are those activities which are not taken according to the prescribed
standards or procedures. Such acts are of the following nature:
• Operating without authority
• Failure in using safety devices
• Failure to listen to warning
• Throwing material on the shop floor carelessly
• Operating machines/equipments at unsafe speed

EMPLOYEE WELFARE
• Making safety devices inoperative by removing , adjusting or disconnecting them
• Unsafe equipments are using equipment unsafely
• Using unsafe procedure in loading, placing , mixing and combining
• Taking unsafe positions under suspended
Safety measures:
Prevention of the occurrence of accidents is less costly as compared to the losses
incurred due to accidents. Safety measures involve taking proactive actions to prevent the
occurrence of accidents at the work place. The major issues involved in designing and
implementation of safety measures are safety policy, safety engineering, safety training, safety
administration, and evaluation of safety programmes.
Safety policy:
Every manufacturing organization should formulate a safety policy. In developing
safety policy, an organization has the following choices:
1. The organization must decide the level of protection, it will offer to its employees.
Some organization prefers to provide minimum possible safety measures just to meet
legal requirement either because of financial constraints or because of policy matters.
2. The organization must decide whether it will adopt a proactive or reactive approach in
providing safety measures.
3. The organization must decide how the safety measures should be administered and the
extent to which the workers or their representatives will be involved in the policy.
Safety engineering:
The adoption of proper engineering procedures to minimize and if possible, eliminate
work hazards is fundamental to any safety programmes. The major elements of safety
engineering are as follows:
➢ Ergonomics

EMPLOYEE WELFARE
➢ Materials handling equipments
➢ Guarding of machines
➢ Plant maintenance
➢ Safety devices
➢ General housekeeping
Safety training:
There are two types of objectives associated with safely training:
➢ To develop safety consciousness among employees and build up favorable attitudes in
them towards safety measures and precautions.
➢ To ensure safe work performance on the part of each employee by developing skills in
the use and operation of safety equipment.
➢ Safety training may be provided in the areas of dealing with hazardous materials,
methods for protecting oneself from the likely events causing accidents, use of safety
of devices, and reporting of any injury sustained.
Safety administration:
Safety administration involves those activities through which safety programmes are
made more effective. These activities include setting organization for safety, measurement for
accidents, maintaining accidents records, and safety campaign.
Safety organization:
Safety is the responsibility of both management and workers. Management is
responsible for providing adequate safety measures and workers are responsible for making
effective use of those measures. Therefore, in the safety organization, both management and

EMPLOYEE WELFARE
workers should be involved. The main function of the committee is to ensure safe working
condition in the organization by formulating and implementing safety programmes.
Welfare:
Welfare means faring or doing well. Labour welfare, also referred to as betterment work
for employees, relates to taking care of the well being of workers by employers, trade unions,
and governmental and non-governmental agencies.
Labour welfare officer is a term which must necessarily be elastic, bearing a some what
different interpretation in one country from another, according to the different social customs,
the degree of industrialization and educational level of the workers.
The ILO at its Asian Regional Conference, defined labour welfare as a term which
understood to include such services, facilities and amenities as may established or in the
vicinity of the undertakings to enable the persons employed in them to perform their work in
healthy, congenial surroundings and to provide them, with amenities conductive to good health
and morale. Labour are has two aspects - negative and positive. On the negative side, labour
welfare is concerned with counteracting the baneful effects of the large-scale industrialsystem
of production.
MERITS AND DEMERITS OF WELFARE MEASURES:
Merits:
✓ His/her labour helps dig and haul coal from the depths of the earth - to fetch and
refine oil, to build dams and reservoirs, to lay pipes, canals, railway lines and roads.
✓ The social and economic aspects of the life of worker have a direct influence on the
social and economic development of the nation.

EMPLOYEE WELFARE
✓ Welfare may help minimize social evils, such as alcoholism, gambling, prostitution,
drug addiction, and the like.
Demerits:
❖ His/her actions and interaction with in the industrial framework will have a great impact
and influence on industrial development.
❖ Welfare may not directly increase productivity, but it may add to general feelings of
satisfaction with the company and cut down labour turnover.
❖ His/her labour creates and transmits power, and, through various phases of
manufacturing, patterns raw materials into finished products of necessity as well as of
luxury.
TYPES OF WELFARE ACTIVITIES:
The meaning of labour welfare may be made clearer by listing the activities and
facilities which are referred to as welfare measures.
Welfare measures into two broad groups, namely:
1. Welfare measures inside in the work place; and
2. Welfare measures out side the work place.
3. Each group includes several activities.
1. Welfare Measures inside the Work Place
i. Conditions of the Work Environment
❖ Neighborhood safety and cleanliness; attention to approaches.
❖ Housekeeping; up keeping of premises-compound wall, lawns gardens, and so forth,
egress and ingress, passages and doors;

EMPLOYEE WELFARE
❖ Workshop sanitation and cleanliness; temperature, humidity, ventilation, lighting,
elimination of dust, smoke, fumes, gases.
❖ Control of effluents Notice boards; posters, pictures, slogans; information or
communication
ii. Conveniences
a. Urinals and lavatories, wash basis, bathrooms, provision for spittoons; waste
disposal.
b. Provision of drinking water; water coolers.
c. Canteen services; full meal, mobile canteen.
iii. Workers' Health Services
iv. Women and Child Welfare
v. Workers Recreation.
vi. Workers Recreation,
vii. Employment Follow-up
viii. Economic services:
a. Co-operative, loans, financial grants; thrift and saving schemes; budget knowledge,
unemployment insurance, health insurance etc,,
ix. Labour-management participation
➢ Formation and working of various committees, that is, works committee, safety
committee, canteen committee;
➢ Workmen's arbitration council.

EMPLOYEE WELFARE
➢ Research bureau.
x. Workers Education
Reading room, library, circulating library, visual education; literary classes, adult
education, social education etc.
2. Welfare Measures Outside the work place
Housing:
Bachelors' quarters; family residence according to types and rooms
✓ Water, sanitation, waste disposal.
✓ Roads, lighting, parks, recreation, play grounds.
✓ Schools: nursery, primary, secondary and high school.
✓ Markets, co-operatives, consumers and credit societies.
✓ Banks
✓ Transport.
✓ Communication
✓ Health and medical services: Dispensary, emergency ward, out-patient and
in-patient: care, family visiting; family planning.
✓ Recreation: games; clubs; craft centers; cultural programmes etc,.
✓ Watch and ward.
✓ Community leadership development: council elders, committee of representatives,
administration of community services and problems; child, youth and women's clubs.
Welfare facilities by the government:

EMPLOYEE WELFARE
With a view to making it mandatory of employers, facilities for their employees, the
Government of India has enacted several laws from time to time. These laws are Factories Act,
1948, the Mines Act, 1952; the plantation Act, 1951; the Bedi and Cigar Workers (condition
employment) Act, 1966; and the contract labour (Regulation and Abolition) Act, 1970. Another
significant step taken by the central government has been to constitute welfare funds for the
benefits of the employees. These funds have been established in coal, mica, iron-ore,
lime stone, and dolomite mines. The welfare activities covered by these funds include housing,
medical, educational and recreational facilities for employees and their dependents.
Welfare activities by the trade unions:
Labour unions have contributed their share for the betterment of the employees.
Mention may be made here of the Textile Labour Association of Ahmedabad and the
Raihvaymen's Union
and the Mazdoor sabha of kanpur, which have rendered invaluable services in the
filed of labour welfare. The welfare activities of the Textile Labour Association, Ahmedabad,
are worth nothing.
The Association runs
1. Twenty-five cultural and social centers.
2. Schools of workers children, reading rooms, libraries, gymnasia.
3. Dispensaries and maternity homes.
4. A co-operative bank, with which a number of housing societies, consumers' societies
and affiliated
5. Office offering legal help to members.

EMPLOYEE WELFARE
6. Training programmes in the principles and practices of trade unionism.
7. A bi-weekly, the Mazdoor Sendesh.
Welfare work by voluntary agencies:
Many voluntary social - services agencies have been doing useful labour welfare work.
Mention may be made of the Bombay Social Service League, the Seva Sadn Society, The
Maternity and Infant Welfare Association, the YMCA, the Depressed Classes Mission Society
and the Women's' Institute of Bengal, The Welfare activities of these organization cover night
schools, libraries and lectures, promo dons of public health, and organization or recreation and
sports for the working class.

EMPLOYEE WELFARE
1.2 INDUSTRY PROFILE
South India Industries Limited. Madras, produced cement for the first time in India in
l904. This unit, which had an I installed capacity of 30 tones/day since the partial decontrol in
1989. The cement industry has witnessed spectacular progress mainly due to the force
economic liberalization and the jettisoning of price controls and capacity restriction.
The foundation of a stable Indian cement industry was laid in 1914 2h3n Indian
Cement Company Limited started manufacturing cement at Porbandar in Gujarat. By the end
of March 1988 there were 20 large and 136 small cement plants with a total installed capacity
of 57 million tones.
In 1936, all the Cement companies (with exception of Song Valley Portland Co. Ltd.)
merged to form the Associated Cement Companies Ltd., this facilitated cost education ads as
well as uniformity in quality. By 1947 the installed capacity of the industry rose to 2.2 million
tones per annum.
After partition, five cement-producing units in the country went to Pakistan and the
total installed capacity of the eighteen units that remained in India was 1.5 million
tones/annum. This increased to 3.8 million tones/annum 1950-51.
During sixty plan period, government approved 33 million tones to additional
capacity and about two third of this was expected to materialize during this plan period target
set intercept to additional capacity generation was realized with the impulse given by the partial
decontrol announced in 1982.

EMPLOYEE WELFARE
Cement industry is under going rapid transformation due to the merges and acquisitions
over the past few years. Some half a dozen dominant players now account for about half of the
total output that there are still as many as 51 companies and 117 cement plants in country.
A large number of small cement plants that come up during the 80's have disappeared.
The large and efficient players have effected cost reduction through use of captive power
bulk transportation, investing in port infrastructure and reduction of work force.
For India's industrial economy, the 90's have been a period of transition and structural
changes. Since the economic reforms in 1991 and the gradual opening up to extension
competition, the economic environment transformed dramatically. Following the virtual
dismantling of licensing and easing of production, pricing and distribution controls, there has
been transition form a controlled to a market-oriented economy.
While this gave the industry of greater freedom of operation External competition took
away the high level of protection it enjoyed since independence.
Now cement industry has been facing problems with indigenous coal with large
scale open east mining affecting the quality of coal marked by high content and non-uniform
quality and it includes high price and transportation cost and loss of weight in transit.
The focus of Mr. Jaswanth Singh's Union Budget 2003-04 in an infrastructure
development with a proposed investment of Rs. 60,000 corer through public and private
participation.

EMPLOYEE WELFARE
A chunk of this investment (Rs. 40,OOOCr) has been proposed for development of 48
new Road projects involving 10,000 km with 25% of this mode of cement and concrete which
will result in double digital growth in cement industry.
As on now India cement industry has been marked by significant growth in last few
years, ranking 2nd after China today with a production of 108.40 million tunes last fiscal, which
is expected to touch the 113 million tones mark by the end of current fiscal. The union budget
2003-04 has given a scope for it. It, in the words of senior meaner, Cement manufacturers
Association (CMA).
And only disappointing factor is the increase in excise duty already it is 24-25% and
will now increase by a further 4-5%. It must be released that already the total tax at state and
center amounts to one third of the price amounts to one third of the price the consumers pay
affecting the revenue of the cement company

EMPLOYEE WELFARE
1.3 COMPANY PROFILE
The name SRIKALAHASTHI PIPES LTD has been derived from the promoter
of the group sri.Lagadapati Amarappa Naidu.The Srikalahasthi Pipes Ltd group is a diversified
multi faced conglomerate with the business interests in pig iron, cement, power, graded
castings, spun pipes, information technology and Infrastructure Development. The
Srikalahasthi Pipes Ltd group is promoted by young technocrats with exceptional entrepreneur
skills with a mission and a great vision and the op agenda to put the group on the global
corporate may be during the next 10 years.
Srikalahasthi Pipes Ltd limited:
Established was in the year of 1993.An ISO9002 company, it had set up a
state of the art, integrated manufacturing facility for pig iron through mini-blast furnace route
conforming to the latest international technology with initial capacity of 1,00,000 TPA. Its
quality products of S G –Grade pig iron are being supplied to foundries in the south .As a
forward integration it has utilized the slag produced in the Pig iron manufacturing process to
install the cement plant with capacity of 90,000TPA.The uninterrupted power requirement for
the energy intensive plant is being met through a 2.5 MW cogeneration power plant .Due to
server competition and survival, company has increased the production capacity from
90,000TPA to 1,50,000 TPA from 2003.
Location:
Srikalahasthi Pipes Ltd Industries Limited is a rural based factory sprawling
over may areas of land with deep resources and congenial soil. It is located in Rachagunneri
village near Tirupati. Nearly 50% of the consumption of electrical power is supplied by the
APSEB, government of Andhra pradesh and other 50% of power is maintained by the company
owned DG sets and power plants. Since it is a rural area labor potential is available and also
company is enjoying the subsides from state government. The Srikalahasthi Pipes

EMPLOYEE WELFARE
Ltd group is diversified multifaceted onglo morale, with business interests in pig iron ,cement
and power graded.
Castings, spun pipes, real estate development, information technology a past from
infrastructure use development promoted by entrepreneurial skills and the agenda to put the
group on the corporate map during the next 10 years.
Srikalahasthi Pipes Ltd limited:
(merged with Srikalahasthi Pipes Ltd limited):
Established in 1997 and strategically located in close proximity to the mini – blast
furnace of the pig iron plant, it has a clear economic mileage over other casting sites. The
molten metal from the blast furnace is directly used as a basic raw material to produce graded
castings, cast iron pipes and ductile iron spun pipes with a capacity of 60,000 TPA, which will
be gradually expanded to meet the surging demand of the products. The UPS tothe pipe plant
will be met through 10MW captive power plants. To emerge to meet the necessities and the
self – sufficiently, it was decided to enhance the production capacity form 60,000 TPA to 90,000
TPA from 2003.
Srikalahasthi Pipes Ltd cement has properties similar to that of OPC and in addition
to those properties it resistant to solids, sulphate of alkali metals in the raw water of the ground.
The characteristics slag cement is:
• High comparative strength
• Consistency in quality
• Great stability for the construction in long run the composition of
SRIKALAHASTHI PIPES LTD
HIGRADE CEMENT is:

EMPLOYEE WELFARE
SLAG : 35%
GYPSUM : 05%
CLINKER : 60%
ORGANISATION FUNCTION AND DEPARTMENTS
INTRODUCTION OF VARIOUS DEPARTMENTS:
Organization can be broadly classified as manufacturing and service
organization .Manufacturing organization are those that are involved in producing items.
Whose main benefit to the customer is the value derived from the physical product itself.
Self organization deliver products and service where the main benefits to the
customer is an service that is offered, rather than any physical product. There are various
functions in organization performed by different departments.
They are as follows:
 Marketing
 Finance
 Production
 Administration
 Human resource and development
 Power
 Auditing

EMPLOYEE WELFARE
Marketing:
Marketing is the process of understanding what the customers need and want,
arranging to make the same available to them and communicating clearly about the fact that
here is the product they have been wanting to have.
Finance:
Money is the lifeblood of any business and the fact remains that while investments
and expenses are unavoidable for running a business, money is likely to be in short supply. It
needs financial management to avoid short supply.
It needs financial management to obtain this scarce commodity in adequate quantities,
use it well and earn profits. Financial management is that aspect of management , which is
responsible for the acquisition of funds and their allocation.
Production:
Production may be defined as the organized activity of transforming raw materials
in to finished products. While they are begin processed in the production shops,they are
called work-in-process (WIP) raw materials can include anything from iron are to an electric
motor. The finished products of the industry may be the raw material. For example, yarn may
be the finished product of any making industry, but a raw material for a thread making industry.
Production, therefore applies to all manufacturing and extractive industries.

EMPLOYEE WELFARE
Administration:
Administration function is responsible for the overall running of the office. Italso
provides supervisory support to the no. of manufacturing function in manufacturing
organizations.
They carry out their responsibilities with the assistance of administrative assistants, attainders,
unskilled wonders and contract laborers. Administration, like other support function, is called
a Staff Function.
Responsibilities of administrative personnel:
The overall responsibilities of administration executives / managers
come under three broad categories as seen below:
General Co-ordination:
➢ Maintenance of files, records, etc, up to date (manually or using
computer), in the form of useful information from the records.
➢ Coordination and handling inward and outward mail.
➢ Implementing the organizations systems, procedures and policies in a
coordinated manner.
➢ Ensuring smooth running of the office by interfacing with the external
agencies as required for
➢ ex: payment of telephone/electricity bills, rent for the premises etc.
➢ Maintaining the office neat and clean presentable.

EMPLOYEE WELFARE
Providing facilities:
Designing and implementing forms for a variety of purposes where some
exist across the organizations.
Maintenance and upkeep of office equipment like air-conditioner, office
equipment/office automation gadgets, telephone equipment etc.
Allocation space for people, furniture, equipment etc. as per the organizations
norms. Attending to the small but necessary needs of various people working in an organization
like purchases of train/air tickets for official movement of people working delivery of
coffee/snacks to the staff on time making available consumable and stationery without delay
etc. effecting control as shown below:
➢ Implementing controls in a balanced way neither allowing people to act as they please
nor begin too rigid, to the detriment of the organization, at the same time improving
office efficiency and effectiveness.
➢ Reducing the cost of office operations without affecting the functioning of the
organization in any way.
➢ Recording a maintenance attendance, have details looking after the security needs etc.
➢ Controlling the usage of the facilities like the photocopiers, telephones, e-mails etc.
Human resource development:
Human resource management is a movement in the direction of
development of an individual and utilization of his potential for the benefits of the society.

EMPLOYEE WELFARE
Functions of HRD:
Broadly the functional of HRD are as given below:
▪ Manpower
▪ Planning and
▪ Development
Recruitments:
One of the main functions of hrd in an organizations is the recruitment of the
suitable man power of the various department. Tasks involved in the recruitments are
Determining the vacancies considering the sources of employment
preparing and publishing information processing and accessing application.
Conduct of test /interview :
There are some alternatives methods of identifying prospects for the
recruitments are In-house recruitment: some of the existing employees of the organization
being found suitable for the job.
Campus recruitment students are who perform well in professional
courses like engineering management etc are marked for recruitment by the organizations.
Campus interviews are held in the final academic year and selection is completed.

EMPLOYEE WELFARE
Selection :
once a person enters the organizations he has to be treated on par with any other
existing employee. Hence , when the final selection is made suitability of the successful
candidate by7 way of his attitude, ideas and perceptions needs to be taken in to account before
the order of appointment is sent.
Salary and benefits:
Fixation of salary and other allowances is the personnel manager
consultation with the department head/ head of the organizations
personnel/ office administration department is responsible for effective promote and correct
payment of wages/salaries of every month.
Training
All good organizations have a good induction program for new recruits. This
program both formal and informal help0s to break in the employees training infects being with
such induction program.
Way of imparting trainees:
➢ Head book values and procedures
➢ Training centers
➢ On-the-job training
Motivation:
Motivation is the context of job in a business place is the inner force that
makes employees put in the best jobs assigned to them.
Appraisal:

EMPLOYEE WELFARE
A personnel of the work efficiency/ effectiveness of the employees or performance
appraisal as it is called, vital both for the organizations and the employees performance
appraisal is used to separate wheat from chaff. Achievers are awarded and non achievers are
helped to overcome their short comings.
Personnel:
A personnel is an important function of the hrd of the organizations the personnel
department lays down broad policies related to the employees. The department heads made
sure their employees always do their best and follow the
rules and regulation of the company. In this the office administration staff helps them.
Punctuality and attendance:
The head of each department ensures that all employees arrive at the work spot will
in time. Some organizations have the punch card or time card system by which employees
entering the office or factory premises need to punch the arrival and the time of departure for
home using a special clock kept for this purpose.
Personnel file maintenance:
The personnel function also involves maintenance of a personnel
information file or a personnel record for each employee. This involves recording of all
details pertaining to an
employee such as full name, date and place of birth, academic and professional qualifications,
departments worked in training programs attended, record of extra curriculum activities, prizes
wpm etc.

EMPLOYEE WELFARE
Notice board information:
Information of an ephemeral nature and routine announcement are
displayed in the notice boards which are to be kept in all the rooms / halls of the work spot
for all employees to see.
Security and safety:
Ensuring physical security of the office is essential besides the staff at
work the office contains valuable equipments, furniture, fixtures and important files and
records, which are to be guarded at all times.

EMPLOYEE WELFARE
CHAPTER – 2
REVIEW OF LITERATURE

EMPLOYEE WELFARE
2. REVIEW OF LITERATURE
Safety:-
Safety in simple terms means freedom from the occurrence (or) riser of injury or loss,
industrial safety or employee’s safety refers to the protection of employees from the dangers
of industrial accidents. An accident, then, is an unplanned and uncontrolled event in which an
action or reaction of an object, a substance, a person or a radiation results in personal injury.
Welfare:-
Welfare means faring or doing well. After employees have been hired, trained and
remunerated, they need to be retained and maintained to serve the organization better, welfare
facilities are designed to take care of the well-being of the employees-they do not generally
result in any monetary benefits to the employees alone, Governmental and non-Governmental
agencies, and trade unions too, contribute towards employee welfare.
1. Welfare includes anything that is done for the comfort and improvement of employees
and is provided over and above the wages.
“Welfare helps in keeping the morale and motivation of the employees high so as to
retain the employees for longer duration”.
The welfare measures need not to be in monetary terms only but in any kind/forms
employee welfare includes monitoring of working conditions, creation of industrial hormony
through infrastructure for health, industrial relations and insurance agents disease, accident and
unemployment for the workers and their families

EMPLOYEE WELFARE
2. Employee welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages and salaries.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal
and satisfied labor force for the organization. The purpose of providing such facilities is to
make their work life better and also to raise their standard of living. The important benefits of
welfare measures can be summarized as follows:
➢ They provide better physical and mental health to workers and thus promote a healthy
work environment.
➢ Facilities like housing schemes, medical benefits and education and recreation facilities
for workers families help in raising their standard of living. This makes workers to pay
more attention towards work and thus increases their productivity.
➢ Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
➢ Employee welfare measures increase the productivity of organization and promote
healthy industrial relations there by maintaining industrial peace.
➢ The social evils prevalent among the labors such as substance abuse etc reduced to a
greater employee welfare.
3. Employee welfare defines as “efforts to make life worth living for workmen” these
efforts have origin either in some statue formed by the state or in some local custom or in
collective agreement or in the employer’s own initiative.

EMPLOYEE WELFARE
➢ To give expression to philanthropic and paternalistic feelings.
➢ To win over employee’s loyalty and increase their morale.
➢ To combat trade unionism and socialistic ideas.
➢ To build up stable labour force to reduce labour turnover and absenteeism
➢ To develop efficiency and productivity among workers.
➢ To save onself from heavy taxes on surplus profits.
➢ To earn goodwill and enhance public image.
➢ To make recruitment more effective (because these benefits add to job appeal).
4. The concept of welfare is necessarily dynamic having a different interpretation from
country to country and from time to time to social institution, degree of industrialization and
general level of social and economic development.
The study of various report and various works, concludes that the following
activities are generally included under the scope of labour welfare:
➢ Housing, medical, education facilities.
➢ Nutrition (including provision of canteens).
➢ Facilities for rest and recreation.
➢ Co-operative societies.
➢ Day nurseries and crèches.
➢ Provision of sanitary accomdation.
➢ Holiday with pay.

EMPLOYEE WELFARE
➢ Social insurance measures undertaken voluntarily, by employers alone or jointly with
workers including sickness, maternity benefits scheme, provident fund, gratuities and
pension etc
5. The welfare measures involves three major aspects which are
❖ Occupational,
❖ Helth care,
❖ Suitable working time and appropriate salary.
It refers to the physical, mental, more and emotional well-being of an individual.
The safe work environment provides the basis for the person to enjoy working. The
welfare measures aim at integrating the socio-psychological needs of employees, the unique
requirements of a particular technology, the existing socio-cultural environment.
It creates a culture of work commitment in organizations and society which ensure
higher productivity and greater job satisfaction to the employees.
Due to the welfare measures, the employees feel that the management is interested in
taking care of the employees that result in the sincerity, commitment and loyalty of the
employees towards the organization.

EMPLOYEE WELFARE
CHAPTER – 3
RESEARCH METHODOLOGY
➢ NEED FOR THE STUDY

➢ SCOPE OF THE STUDY
➢ OBJECTIVES OF THE STUDY
➢ METHODOLOGY OF THE STUDY
➢ LIMITATIONS OF THE STUDY

EMPLOYEE WELFARE
3. RESEARCH METHIDOLOGY
3.1 Need For The Study
Human Resources are the most valuable and important resource to any organization.
With the changes in the work force demo graphics, employee expectations and attitudes also
have changed. Traditional allurements such as job security, attractive remuneration do not
attract and motivate today’s workforce. Welfare facilities are deluged to take care of the well-
being of the employees. Safety is also important to the worker which prevents the accidents
and also minimizes the loss and damage to persons and property. Welfare and safety help,
motivate retain employees and reduce the employees labour turnovers.Hence, this study
determines the satisfactory levels of employees’ regarding the welfare & safety provided by
the organization.

EMPLOYEE WELFARE
3.2 SCOPE OF THE STUDY
❖ The study focuses on various statutory and non statutory safety and welfare
measures taken by Srikalahasthi Pipes Ltd industries ltd at srikalahasti, largely
covering employees at middle management level in various departments. The study
is carried cut over a span of two months.

EMPLOYEE WELFARE
3.3 OBJECTIVES OF THE STUDY
❖ To know about the welfare programmes and safety measures provided by
Srikalahasthi Pipes Ltd Industrial limited.
❖ To know workers satisfaction regarding safety and welfare programmes

EMPLOYEE WELFARE
3.4 METHODOLOGY OF THE STUDY
The data thus collected through various sources was isolated and also analyzed by
various statistical methods such as percentage, averages, charts etc.
Primary data:
The primary data was collected from the organization of Srikalahasthi Pipes Ltd through
questionnaire.
Secondary data:
In the initial stage of the survey various journals, books and magazines were referred to get
an idea of the subject. Data about the company profile and other details were collected from
company records and also through personal discussions with various executives and other
employees of the company.
Data Collection Tool
The tools used for primary data collection are
➢ Questionnaire
Sampling
Sampling population: population refers to the total num s at Srikalahasthi Pipes Ltd
industrial limited. Population of the study is 100 employees.

EMPLOYEE WELFARE
Sampling Method
Sampling Method : Simple Random Sampling
Sampling Size
Respondents are selected randomly. Sample size is limited to 100 that it represents the
overall perception, views and ideas of the employees in the company
Statistical Tools Used
The collected data is classified in tables which are further elucidated by bar charts &
pie charts. Percentage method is used to analyze the data.
Percentage analysis:
Percentage is a kind of ratio. In this study percentage of respondents is a ratio between
number of respondents and total respondents.
No. of respondents
Percentage of respondents = ---------------------------------------- 100
Total Respondents

EMPLOYEE WELFARE
3.5 LIMITATIONS OF THE STUDY
Every effort has been made to make the study complete and as extensive as possible
.How ever the study is not free from certain limitations.
➢ Due to time constrai1nt, the sample size has been restricted to 100 respondents.
➢ It is confined to only middle level management and thus biased response may not be
ruled out.

EMPLOYEE WELFARE
CHAPTER - 4
DATA ANALYSIS
&
INTERPRETATIONS

EMPLOYEE WELFARE
4. DATA ANALYSIS AND INTERPRETATION
ANALYSIS OF DATA
PERCENTAGE ANALYSIS:
For analysis purpose all the questions are converted into the table form. Tabulation technique consists
of
one way tabulation. With the help of one way table the researcher converts all the values in the
percentage for easy application.
GRAPHICAL ANALYSIS
Various charts like cylinder, pyramid area, pie explosion bar etc are used to analyze
objectives. Charts are constructed based on percentage table values of employees.

EMPLOYEE WELFARE
Table: 4.1 : Safety measures of the company
Level of satisfaction No. of Respondents Percentage
More satisfied 52 52
Satisfied 12 12
Average 32 32
Dissatisfied 4 04
More Dissatisfied 0 0
Inference: - From the above table it is inferred that 52% of the employees are more satisfied
12%are satisfied, 32% full average, 4% are dissatisfied by the safety measures. provided by the
organization.

EMPLOYEE WELFARE
Table: 4.2: Personnel protective devices of the organization
Level of satisfaction No.of Respondents Percentage
More satisfied 4 4
Satisfied 72 72
Average 24 24
Dissatisfied 0 0
Inference: From the above table it is inferred that 4% of the respondents are satisfied and
72% of responded are satisfied and 24% respondends full average about personnel protective
devices of the organization.

EMPLOYEE WELFARE
Table: 4.3: Training programmers regarding safety
Level of satisfaction No. of respondents Percentage
Satisfied 78 78
Average 10 10
Dissatisfied 0 0
Inference: -

EMPLOYEE WELFARE
From the above table it is inferred that 12% employees are more satisfied, 78% of
employees are satisfied and 12% of employees are feel average about training programmes
regarding safety.
Table: 4.4: Accident prevention safety measure of the
organization
Satisfied 12 12
Average 36 36
Dissatisfied 12 12
Inference:-
From the above table it is inferred that 40% of the respondents are more satisfied, 12%
satisfied 36% of fell average,12% said dissatisfied. With the accident prevention safety
measure of the organization.

EMPLOYEE WELFARE
Table: 4.5: Sanitary Conditions
More satisfied 4 4
Satisfied 64 64
Average 28 28
Dissatisfied 4 4
Inference:
From the above table it is inferred that 64% of respondents are more satisfied, 28%
feel average, 4% are more satisfied 4% are dissatisfied. With sanitary condition.

EMPLOYEE WELFARE
Table: 4.6: Fencing for dangerous machines
Yes 82 82
No 18 18
Inference:
From the above table it is inferred the 82% of respondents felt that they are satisfied,
18% are not satisfied. With fencing for dangerous machines are provided by the organization.

EMPLOYEE WELFARE
Table: 4.7: Proper ventilation and lighting
availability at work
Satisfied 52 52
Average 36 36
Dissatisfied 0 0
Inference:
From the above table it is inferred that 52% to of respondent are satisfied, 36% feel
average, 12% are more satisfied. With proper ventilation availability at work.

EMPLOYEE WELFARE
Table: 4.8: Fire protective devices with in the organization
Satisfied 52 52
Average 20 20
Dissatisfied 0 0
Fire protective devices with in the organization
Inference:
From the above table it is inferred that 52% of employees are satisfied, 28% of
employees are more satisfied 20% of employees feel average about fire protective devices with
in the organization.

EMPLOYEE WELFARE
Table: 4.9: First aid at work spot
Satisfied 28 28
Average 28 28
Dissatisfied 12 12
Inference:
From the above table it is inferred that 32% of respondents are more satisfied with first
aid at work spot, 28% are satisfied, 28% feel average 12% are dissatisfied. With first aid at
work spot. Company should think of improving the first aid facility at work spot.

EMPLOYEE WELFARE
Table: 4.10: Basic amenities
More satisfied 4 4
Satisfied 60 60
Average 32 32
Dissatisfied 4 4
Inference:
From the above table it is inferred that 60% to respondent are satisfied, 32% feel
average 4% are more satisfied and 4% employees are dissatisfied. With basic amenities.

EMPLOYEE WELFARE
Table: 4.11: Canteen facilities
Satisfied 20 20
Average 52 52
Dissatisfied 8 8
Inference: From the above table it is inferred that 52% of respondents feel average, 20%
are satisfied, 20% as more satisfied and 8% are dissatisfied with canteen facility.

EMPLOYEE WELFARE
Table: 4.12: Housing loan facilities
More satisfied 4 4
Satisfied
40 40
Average 32 32
Dissatisfied 24 24
Inference:
From the above table it is inferred that 40% of employees are satisfied by housing loan
facilities. 30% feel average, 4% said as more satisfied 24% said as dissatisfied. With housing
loan facility.

EMPLOYEE WELFARE
Table: 4.13: Rest periods in the company

Satisfied 4 4
Average 60 60
Dissatisfied 8 8
Inference:
From the above table it is inferred that 60% of employees feel average rest period
followed by 28% are more satisfied, 4% are satisfied ,8% are dissatisfied. With rest periods in
the company.

EMPLOYEE WELFARE
Table: 4.14: Retirement benefits
Satisfied 16 16
Average 52 52
Dissatisfied 12 12
Inference:
From the above it is inferred that 52% of employees feel average about retirement
benefits followed by 20% are more satisfied, 16% are satisfied,12% are dissatisfied. With
retirement benefits.

EMPLOYEE WELFARE
Table: 4.15: Insurance facility
Satisfied 40 40
Average 44 44
Dissatisfied 4 4
Inference:
From the above table it is inferred that 44% of employees feel average , 40% are
satisfied 12% are more satisfied 4% are dissatisfied. With insurance facility.

EMPLOYEE WELFARE
Table: 4.16: Fringe benefits provided by the company
Satisfied 52 52
Average 8 8
Dissatisfied 16 16
Inference:
From the above table it is inferred that 52% at employees feel are satisfied with fringe
benefits followed by 24% said they are more satisfied, 8% said they feel average 16% said as
poor about fringe benefits provided by the company.

EMPLOYEE WELFARE
Table: 4.17: HOW DOES MANAGEMENT RESPOND IN CASE OF
EMERGENCIES
Satisfied 20 20
Average 20 20
Dissatisfied 10 10
Inference:
satisfied 50% are more satisfied 10% are dissatisfied. With management respond in case of
emergencies facility.

EMPLOYEE WELFARE
Table: 4.18: OPINION OF THE EMPLOYEES ON PERIODIC
COUNSELING
Satisfied 35 35
Average 15 15
Dissatisfied 5 5
PERIODIC COUNSELING
Inference:
satisfied 45% are more satisfied 5% are dissatisfied. With fringe benifits.

EMPLOYEE WELFARE
Table: 4.19: WHAT IS YOUR OPINION ABOUT TRANSPORTATION
FACILITY
Satisfied 23 23
Average 13 13
Dissatisfied 20 20
Inference:
From the above table it is inferred that 54% of employees feel average ,23% are
satisfied 54% are more satisfied 20% are dissatisfied. With transportation facility.

EMPLOYEE WELFARE
Table: 4.20: PROPORTIONATE FEED BACK OF THE SENIORS AND
SUBORDINATES.
Satisfied 15 15
Average 32 32
Dissatisfied 18 18
Inference:
satisfied 35% are more satisfied 18% are dissatisfied. With proportionate feed back of the
seniors and subordinates facility.

EMPLOYEE WELFARE
CHAPTER – 5
FINDINGS
SUGGESTIONS
&
CONCLUSION

EMPLOYEE WELFARE
5.1 FINDINGS
❖ From the data analysis 72% of the employees are satisfied with personal protective
devices of the organization.
❖ It is clear that 72% of the employees are satisfied with the training programmers
conducted by the organization.
❖ From the analysis 40% of the employees are more satisfied with accident prevention
safety measures of the organization.
❖ The company is providing fencing for dangerous machines.
❖ Most of the employees are satisfied with the basis amenities provided by the
organization.
❖ It is inferred that 32% of the employees are more satisfied to first aid at work spot.
❖ 52% of the employees are satisfied with proper ventilation provided by the
organization.
❖ 64% of the employees are satisfied with present sanitary conditions provided by the
organization.

EMPLOYEE WELFARE
5.2 SUGGESTIONS
The management needs to provide loans by considering the employees views and opinions.
➢ The company needs to maintain good sanitary conditions especially in the canteen.
➢ The management has to consider (communication skills, knowledge etc) soft skills
while appointing candidate.
➢ Education is very important to all categories of employees. So, the organization needs
to provide education facility to all the employees.
➢ Rest is a kind of recreation to any employee during working hours. It is a method to
refresh towards work. It is suggested that the organization should provide minimum
rest hours in between work.
➢ The management should motive the employees to maintain good relationship among
them which in turn benefits the organization as well as individual.

EMPLOYEE WELFARE
5.3 CONCLUSION
At last I conclude that the project report undertaken by me is satisfactory and the work
has got very good response from the respondents. The safety and the welfare activities taken
by the company are very much beneficial for the employees. In the process majority of the
respondents are very positive towards the facilities. According to my research all the employees
are provided with better facilities by the company.

EMPLOYEE WELFARE
ANNEXURE
BIBLIOGRAPHY

EMPLOYEE WELFARE
ANNEXURE
QUESTIONNEIRE
1. NAME:
2. AGE:
3. QUALIFICATION:
4. DEPARTMENT/GRADE:
5. DESIGNATION:
1. Are you aware of all welfare activities in the memorandum of settlement?
1. Yes 2.No
2. Do you have knowledge of all the statutory welfare activities provided to?
1. Yes 2.No
3. Are you satisfied with non-statutory welfare activities provided by the
company?
1. Yes 2.No
4. Do the company makes adequate provisions for ensuring safety of the
workmen?
1. Yes 2.No
5. How is your relation and communication towards your superior?
1. Yes 2.No
6. Are you satisfied with requirements provided by the company?
1. Yes 2. No 3. Not known
7. Do you have a good and safe working environment?
1. Yes 2. No
8. Are you satisfied with the educational facilities provided by the company?
1. Yes 2. No
9.Are you receiving the following allowances?
House rent allowance
Dearness allowance
Acting allowance
Night/late shift allowance
Lunch allowance
Conveyance allowance
EMPLOYEE WELFARE
1.Yes 2.No
10. Have you taken any loan from co-operative societies in ANANTHA ?
1.Yes 2.No
11. Are you satisfied with facilities provided to you?
Annual leave
Sick leave
Casual leave
Accidental leave
Holidays
1. Yes 2.No
12.Did the company give the leave whenever you want ?

1.Yes 2.No
13. How do you feel about the canteen facilities?
Excellent Good Average Bad Worst
Quality:
Neatness:
Timings:
14. Are you receiving traveling allowances on companies business?
1. Yes 2. No
15. Are you satisfied with grievance procedure?
1. Yes 2. No

EMPLOYEE WELFARE
BIBLIOGRAPHY
MALIK.P.L : Industrial law

SARMA.A.M : Aspects of employee
Welfare & social security.
WEBSITES : www.google.com
: www.wikipedia.com
: www.srikalahastipipes.com

Bharath Kumar Reddy Final P W

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Bharath Kumar Reddy Final P W

Uploaded by

Copyright:

Available Formats

A STUDY ON EMPLOYEE WELFARE IN

SRIKALAHASTHI PIPES LTD., SRIKALAHASTHI

Under the guidance of

YOGI VEMANA UNIVERSITY, KADAPA

HEAD OF THE DEPARTMENT: DR. G. VIJAYA BHARATHI

PLACE: KADAPA SIGNATURE OF THE CANDIDATE

I am thankful to the faculty members of Department of Commerce, YOGI VEMANA UNIVERSITY,

CHAPTER – I INDUSTRY PROFILE 13-15

COMPANY PROFILE 16-25

CHAPTER – II REVIEW OF LITERATURE 26-30

CHAPTER – III NEED FOR THE STUDY 32

SCOPE OF THE STUDY 33

OBJECTIVES OF THE STUDY 34

METHODOLOGY OF THE STUDY 35-36

LIMITATIONS OF THE STUDY 37

CHAPTER – IV DATA ANALYSIS & INTERPRETATION 38-59

YOGI VEMANA UNIVERSITY - KADAPA Page 1

by the national safety council, India.

➢ Bhopal, December 1984:- Bhopal tragedy.

of industrial accidents. An accident, then, is an unplanned and uncontrolled event in which an

action or reaction of an object, a substance, a person or a radiation results in personal injury.

agencies, and trade unions too, contribute towards employee welfare.

YOGI VEMANA UNIVERSITY - KADAPA Page 2

1.1 THEORITICAL BACK GROUND

provisions of the Act.

industrial accidents. An accident, then, is an unplanned event in which ac action or reaction of

an object, a substance, a person, or a radiation results in personal injury.

➢ An injure occurs only as a result of an accident

➢ An accidents occurs only as a result of unsafe conditions or unsafe act or both.

YOGI VEMANA UNIVERSITY - KADAPA Page 3

➢ Faults of persons are inherited, improper psychological characteristics, lack of

knowledge or skills and improper mechanical and physical environments.

These factors may be grouped into two categories:

buildings and other technical factors.

Various work related factors which cause accidents to occur as follows:

➢ Nature of the job

➢ Nature of machinery and equipments

➢ Poor physical conditions

➢ Psychological climate conditions at the work place

standards or procedures. Such acts are of the following nature:

• Operating without authority

• Failure in using safety devices

• Failure to listen to warning

• Throwing material on the shop floor carelessly

• Operating machines/equipments at unsafe speed

YOGI VEMANA UNIVERSITY - KADAPA Page 4

• Making safety devices inoperative by removing , adjusting or disconnecting them

• Unsafe equipments are using equipment unsafely

• Using unsafe procedure in loading, placing , mixing and combining

• Taking unsafe positions under suspended

Prevention of the occurrence of accidents is less costly as compared to the losses

administration, and evaluation of safety programmes.

Every manufacturing organization should formulate a safety policy. In developing

safety policy, an organization has the following choices:

legal requirement either because of financial constraints or because of policy matters.

providing safety measures.

The adoption of proper engineering procedures to minimize and if possible, eliminate

engineering are as follows:

YOGI VEMANA UNIVERSITY - KADAPA Page 5

➢ Materials handling equipments

There are two types of objectives associated with safely training:

➢ To develop safety consciousness among employees and build up favorable attitudes in