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RESEARCH PROJECT ON EMPLOYEE WELFARE & SOCIAL SECURITY

(At Bhiwani Textile Mills) Submitted Toward Partial Fulfillment Of Requirement For The Award Of (MASTER IN BUSINESS ADMINISTRATION DEGREE)
2008-2010

RAYAT INSTITUTE OF MANAGEMENT

Punjab Technical University, Jalandhar

Under the guidance of: Mrs. Vikramjeet Kaur Faculty (MBA Dept.)

Submitted by: Shubhpreet Kaur Roll No. 8694 MBA (4th Sem)

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ACKNOWLEDGEMENT
It gives me pleasure and satisfaction to submit this Project at the end of my academics with best of its knowledge. So, first and foremost I owe great debt of gratitude to God for his blessings that help me at every step in completion of my project.

I hereby extend my sincere and profound thanks to Dr. D.S. Randhawa, director of Rayat Institute of Management, for providing me this prestigious opportunity to make the project under his esteemed guidance.

This project would not have been such a success without the help and guidance of all the faculty members of the HR Department.

I have been given exposure to lot of new things, which not only added to my experience but also gave me an immense knowledge.

I extend my cordial and sincere thanks to Mrs. Vikramjeet Kaur for her invaluable cooperation, continued support, guidance as well as healthy criticism and helping me in the accomplishment of my project. Its my privilege to express my indebtedness to my respected parents because their able guidance, support and valuable suggestions led my way pass easily through most difficult period during the project. Shubhpreet Kaur

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CANDIDATE DECLARATION

I hereby certify that the work which is being presented here in the project name” Employee Welfare & Social Security “ in the fulfillment of the requirement for the award of the degree of Masters of Business Administration under Punjab Technical University, Jalandhar, is an authentic record of my own work carried out during 4 th semester from 9th march, 2010 to 21th april, 2010 under the supervision of Mrs Vikramjeet Kaur (Lecturer in Human Resources). The matter presented here has not been submitted by me for the award of any other degree of this or any other university

Shubhpreet Kaur (MBA8694)

This is to certify that above statement made by the candidate is correct to the best of my knowledge.

Mrs. Vikramjeet Kaur

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TABLE OF CONTENTS

Serial

CHAPTERS

PAGE NO. 6 8 25 30 37 39 41 43 46 49 74 75 76 77 78 82

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16

INTRODUCTION OF THE TOPIC CONCEPTUALIZATION INDUSTRIAL PROFILE COMPANY PROFILE OBJECTIVE OF THE STUDY JUSTIFICATION OF THE STUDY SIGNIFICANCE OF THE STUDY FOCUS OF THE STUDY RESEARCH METHODOLOGY ANALYSIS & INTERPRETATION FINDINGS SUGGESTIONS LIMITATIONS CONCLUSION ANNEXURE BIBLIOGRAPHY

TABLE OF GRAPHS Seria l No. 1 TOPICS TABLE 1- Company’s philosophy & culture
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PAGE NO. 50

Canteen management committee TABLE 7.Why you joined this company TABLE 9.Satisfied with compensation TABLE 15.Methods to give welfare Schemes TABLE 19.Rating of parameters TABLE 14.Managers’ contribution to employee satisfaction TABLE 4.Employee welfare & social security facilities TABLE 6.Medical facilities apart ESI TABLE 17.How you rate your organization 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 5 .Company’s housing facility TABLE 16.Satisfied with current job profile TABLE 18.2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 TABLE 2.To rate different parameters TABLE 13.Different parameters to be rated TABLE 12.Integration of HRP with Strategic planning TABLE 5.Company’s management style TABLE 3.Ambulance room or ambulance van facility TABLE 8.Objectives of organization TABLE 10.Satisfaction with current profile TABLE 11.

Social security 6 . economical and social. The schemes of Employee welfare may be regarded as “a wise investment” which should and usually does bring a profitable return in the form of greater efficiency. Employee welfare includes both the social and economic contents of welfare.INTRODUCTION OF THE TOPIC INTRODUCTION OF THE TOPIC Employee welfare Industrial progress of a country depends on its committed Employee force. Welfare is a broad concept referring to a state of living on an individual or a getup is a desirable relationship with the total environment – ecological.

maternity. they have these characteristic in common 1) They are established by law. worker injury. moral and emotional well-being. mental. the social security programs differ from country to country. widowhood. industrial disease. Social security is having dynamic concept in the modern age. degree of industrialization and general standard of the socio-economic development of the people. as a social concept and as a relative concept. industry to industry. social custom. The total concept is a desirable state of existence involving the physical. region to region. The relative concept of welfare implies that welfare is relative in time and place. 7 . Though. 2) They provide some form of cash payments to individual to compensate at least a part of the lost income that occurs due to such contingencies as unemployment. which influences the social as well as economic policy. level of education.There is a common proverb called “man is a social animal” and right from inception he is struggling for his security. CONCEPTUALIZATION Employee Welfare The term Employee welfare may be viewed as a total concept. It is dynamic and flexible concept and hence its meaning and content differ from time to time. frugal.

Employee welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way, which even a good wage cannot. With the growth of industrialization and mechanization, it has acquired added importance. The workers, both in industry and agriculture cannot cope with the pace of modern life with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employees have also realized the importance of their role in providing these extra amenities, and yet, they are not always able to fulfill workers demand, however reasonable they might be. Employee Welfare implies the setting up of minimum desirable standard and the provision of facilities like health, clothing housing, medical, education, insurance, job security, recreational etc. to enable the worker and to live a good working life and social life.

Social Security
There is a common proverb called “man is a social animal” and right from inception he is struggling for his security. Social security is having dynamic concept in the modern age, which influences the social as well as economic policy. At present, the concept of social security is based on recognition of the fundamental social right guaranteed by law to al human beings who live from their own Employee and who find themselves unable to work temporarily or permanently for reasons beyond their control.

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It is now widely believed that social security can act as a catalyst for social transformation and progress. In this respect Mr. Francis Blanchard former Director general ILO has appropriately said that “Social Security is an instrument for social transformation and progress and must be preserved supported and developed” as such. Furthermore far from being an obstacle to economic progress as is all two often said social security organized on a firm and sound basis will promote progress since once men and women benefit from increased security and are free from anxiety for the morrow. They will become more productive. The concept of Social Security includes provision for hosing, safe drinking water, sanitation, health, education and cultural facilities as also a minimum wages, which can guarantee workers to maintain themselves in a decent life.

DEFINITION OF EMPLOYEE WELFARE
Employee welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry  According To Arthur James Todd Worker welfare should be understood as a meaning with services, facilities and amenities which may be established in or in the vicinity of undertaking to enables the

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person employed in them to perform their work in healthy and peaceful surrounding and avail of facilities which improve their health and bring high moral.  According To ILO

PROVISION OF FACTORIES ACT [1948] REGARDING EMPLOYEE WELFARE
According to Provision Of The Factories Act 1948, Employee welfare facilities divided into two categories, which are:  Statutory  Voluntary Under the Act the following Welfare Facilities are provided SN 1 2 3 4 5 6 7 8 9 10 Facilities Description Drinking Water Latrines and Urinals Spittoons Washing Storing & Drying Cloths Sitting First Aid Appliances & Ambulance Canteen Shelters, Rest Rooms and Lunch Room Crèches Section 18 19 20 42 43 44 45 46 47 48

STATUTORY
Statutory welfare facilities comprise of those facilities required to maintain compulsory standard of health and safety of workers, such as How to work, Hygienic Atmosphere etc. & which are mandatory for the organization in accordance with government rules which are to be adhered to.

∗ Cleanliness
Under section 11 of the Factory act, 1948 provides for the cleanliness of manufacturing of production department workers are responsible and for the cleanliness of outside and inside the mill, Four Sweepers are recruited.

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Sweeper 2 1 1

Timing 9 am to 5 PM 3 to 11 11 to 7

Area Of Work General Shift, Offices, Canteen, Outside (1stshift), Side area including staff Latrines, Urinals (2nd shift), Side area including staff Latrines, Urinals

Ventilation & Temperature

Under section 13 of The Factory act provides that suitable provisions shall be made in every factory for security and maintaining in every workroom. BTM provides this facility as • • • Engineering department is responsible for ventilation and temperature maintenance. Arrangement of carrier fans with spray nozzles during summer while arrangements of return air along with steam supply during winter. Exhaust fans are also fitted to carry out the dust and fumes and for circulation of fresh air.

∗ Artificial Humidification
Under section 15 of The Factory act 1948 provides that in respect of all the factories in which the humidity of the air is artificially increased.

The State Government may make rules: • • Regulating the methods used for artificially increasing the humidity of the air. Directing prescribed test for determining the humidity of the air to be correctly carried out and recorded.

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such rules may provide for a) The date by which such canteen shall be provided b) The standards in respect of construction. Without prejudice in the generality of the foregoing power. To manage the canteen “CANTEEN MANAGEMENT COMMITTEE” should be formed consisting representative of employer and the employees. provides that a canteen shall be provided and maintained by the occupier for the use of the workers in any factory wherein more than 250 workers are employed.∗ Canteen Under section 46 of The Factories Act. ∗ Washing Facilities 12 . c) The foodstuffs to be served therein and the charges which may be made therefore. furniture and other equipment of the canteen. To protect the eyesight of workers and to prevent glare and formation of shadows section 17 imposes: • A duty upon the occupier to provide and maintain: a) Sufficient and suitable lighting b) Such lighting should be natural or artificial or both • All glazed windows and skylights provided for passing of lights should be kept clean from both side of the surface. Poor lighting arrangements increase the inefficiency of the workers. ∗ Lighting The lighting arrangement has also its importance. accommodation.

b) Each first-aid box or cupboard shall be kept in the charge of separate responsible person.Under section 42 of Factories Act 1948 lay down that every factory has to provide these facilities: a) Adequate and suitable facilities for washing shall be provided and maintained for use of the workers therein b) Separate and adequate screened facilities shall be provided for the use of male and female workers c) Such facilities shall be conveniently accessible and shall be kept clean ∗ Storing And Drying Clothing Facilities Under section 43 of Factories Act a state government may make rules for requiring the provision of suitable place for keeping clothes not worn during working hours and for the drying of wet clothing. {who holds a certificate in first-aid treatment recognized by the State Government} b) In every factory wherein more than five hundred workers are. there should be provided and maintained an ambulance room or ambulance van. ∗ Crèches 13 . a) In every factory suitable arrangements for sitting shall be provided and maintained for all workers obliged to work in a standing position ∗ First Aid Appliances According to Factories Act each factory or company should provide following facilities: a) The number of such boxes or cupboards to be provided and maintained shall not be less than one for every one hundred and fifty workers ordinarily employed in the factory.

14 . ∗ Drinking Water Section 18 Of The Factories Act provides these rules a) Effective arrangements shall be made to provide and maintain at suitable points conveniently situated for all workers employed therein a sufficient supply of wholesome drinking water. crèches facilities should be provided in every factory wherein more than 30 women are employed. rest rooms and a lunchroom with provision of the drilling water. should be conveniently situated and accessible to workers at all time. Rest Rooms And Lunchrooms Under section 47 of the act every factory employing more than 150 workers must provide adequate and suitable shelters. ∗ Toilets And Urinals Section 19 Of The Act makes it obligatory to provide in every factory a) Sufficient toilet and urinal accommodation. b) In every factory where in more than two hundred and fifty workers are ordinarily employed. which should be of prescribed types. ∗ Shelters.Under Section 48 of The Factories Act. provisions shall be made for cooling drinking water during hot weather by effective means and for distribution thereof. b) Such toilets should be enclosed and should be separate for male and female workers. where workers can eat their meals at the time of rest interval. for the use of the children under the age of 6 years.

∗ Welfare Officer The officer who doing the work regarding the facilities which are provide to workers for their welfare. 15 . b) The government may also prescribe the duties. qualification and conditions of services of officers employed. ∗ Regulation Of Hours Of Work Section 51 Of The Factories Act provides that no adults shall be allowed or required to work for more than 48 hours in a week. known as Welfare Officer. The State Government may makes rules under section 49 (1) and (2) of The Factories Act as a) In every factory wherein five hundred or more workers are ordinarily employed the occupies shall employ in the factory such number of welfare officers as may be prescribed. VOLUNTARY/ NON STATUTORY Voluntary welfare measure includes all those activities. which employers undertake for the welfare of their workers on a voluntary basis to increase work efficiency.c) All such accommodation shall be maintained in clean and sanitary conditions at all times.

within the month in which the holidays were due to him. they shall not spread over more than ten and halfhours in any day. whichever is earlier. ∗ Compensatory Holidays The provisions of section 52. ∗ Spread-Over The period of work of an adult worker in a factory shall be so arranged that inclusive of his intervals for rest under section 55. a worker is deprived of any of the weekly holidays for which provision is made in sub-section (1) that section he shall be allowed. so however that the total number of hours worked by a worker without a interval does not exceed six. 16 .  According To ILO Social Security is an instrument for social transformation and progress and must be preserved supported and developed for as such. society furnishes through appropriate organization against certain risk to which its member are exposed.∗ Weekly Holidays: Notices given under sub-section (1) may be canceled by a notice delivered at the office of the inspector and a notice displayed in the factory not later than the day before the said day or the holiday to be cancelled. ∗ Intervals For Rest The periods of work of adult workers in a factory each day shall be so fixed that no period shall exceed five hours and that no worker shall work for more than five hours before has had an interval for rest of at least half an hour. ∗ Daily Hours No adult worker shall be required or allowed to work in a factory more than 9 hours in a day. DEFINITION OF SOCIAL SECURITY Social Security is that security.

The important among them are: 1) The Workmen’s Compensation Act. 1952 17 . Bhiwani the social security can be measured by study of application of following acts in company: ∗ The Employee’s Provident Fund &Miscellaneous Provisions Act. According To Mr. SOCIAL SECURITY MEASURE In BTM. 1972. the Government of India has made the various enactments from time to time. 1961 7) The Payment of Gratuity Act. 1976 6) The Maternity Benefit Act. 1995 5) The Employees Deposit Link Insurance Act. 1923 2) The Employee’s State Insurance Act. 1965. 8) The Payment of Bonus Act. 1952 4) The Family Pension Fund Act. 1948 3) The Employee’s Provident Funds & Miscellaneous Provisions Act. Francis Blanchard SOCIAL SECURITY LEGISLATION IN INDIA In her drive to provide protection to the needy workers.

Employees and the Government administers the Act. The Act does not apply to co-operative societies employing less then 50 persons. PENSION 8. 18 .33% of Employee Share.00 only. mines. plantations. ships. Administration Tripartite Central Board of Trustees represented by Employers. mechanically propelled vehicles. Contribution Description EPF Employees 12% of Wages 10% of Wages in case less then 20 persons. construction works.16% DEPOSIT LINK INSURANCE 1% Employers 12% of Wages 10% of Wages in case less then 20 persons. 65. circus and other hazardous occupation specified in schedule – II of the Act. 1923 Coverage This act covers workers employed in factories.Coverage The Act covers workers employed in a factory or any industry specified in Schedule-I in which 20 or more workers are employed or which the Central Government notifies in its officials Gazette. railways. Its % Basic Pay + DA + Cash Value Of Any Food Concession Upto a maximum of Rs. Central Government to contribute 1. NIL NIL ∗ The Workmen’s Compensation Act.

1948 Coverage The Act covers all workers whose income does not exceeds Rs.Administration The State Government administers the Act by appointing Commissioners for this purpose under Section 20. in both eyes ∗ The Employee’s State Insurance Act. 7500/.per month and are employed in factories other than seasonal factories which run with the aid of power and 19 . eyes Partial Disablement a) Temporary Fracture in both hands or legs Upto 3 days nil.000 whichever is more. hands or legs or loss of vision 80.000 whichever is more. The Act has categorized the injuries in the following manner and the calculation of compensation there under TYPE OF INJURY Total Disablement a) Temporary b) Permanent EXAMPLE Fracture in both hands or legs COMPENSATION 25% of monthly wages paid fortnightly till recovery Amputation of both hands or 60% of monthly wages or Rs. Beyond 3 days 25% of monthly wages paid fortnightly till recovery b) Permanent Permanent Amputation of both 50% of monthly wages or Rs. legs or loss of vision in both 90.

75%. ∗ The Employees Deposit Link Insurance Act.75%.employing 10 or more than 10 persons and on 20 or more than 20 persons without aid of powers. an autonomous body. administrates The Act. Contribution Employees Share is 1. 20 . 6000/. 1976: This Act is fully implemented in BTM Bhiwani and the provision of Deposit Linked Insurance Scheme is attached with LIC. 62.even on one-day employment and maximum Rs. The LIC is paying minimum Rs.  To receive contributions from employers and also ensure the correctness of the contributions through periodic inspections. Benefits Under this Act an insured is entitled to receive the following types of benefits: a) Medical Benefit c) Maternity Benefit e) Dependents Benefit g) Medical Bonus b) Sickness Benefit d) Disablement Benefit f) Funeral Benefits Role Of ESI Corporation  To provide for the various benefits listed under the Act. Employers Share is 4.where as PF Department will pay Rs. Administration The Employees State Insurance Corporation.000/.

1961 Coverage 21 .minimum on one year employment and maximum Rs.500/. Administration Tripartite Central Board of Trustees represented by Employers. Benefits a) Superannuating Pension c) Short Service Pension e) Permanent Disablement Pension g) Monthly Children Pension Monthly Member’s Pension = b) Reduced Pension d) Less Than 10 Years f) Widow Or Widower’s Pension h) Nominee Pension Pensionable Salary * Pensionable Service 70 ∗ The Maternity Benefit Act. 60.000/.according to balance in PF A/c. 1995 Coverage The Act covers workers employed in a factory or any industry specified in Schedule-I in which 20 or more workers are employed or which the Central Government notifies in its officials Gazette. Employees and the Government administers the Act. The Act does not apply to co-operative societies employing less then 50 persons. ∗ The Family Pension Fund Act.

6 Weeks Before EDD Total 12 Weeks Before and after delivery 6 Weeks After miscarriage/ MTP 2 Weeks Tubectomy operation 1 Month Illness due to pregnancy miscarriage/ MTP/ premature birth/ tubectomy Two Break In A Nursing Day Prohibited from work or to work On arduous work/ continuous standing Leave with wages Leave with wages Leave with wages Leave with wages By employer woman By employer At maternity rate At maternity rate At maternity rate At maternity rate or Leave with wages At maternity rate subject tap production of certificate Till child is a 12 Those entitled to month. Rs. 1948.The act is applicable to all establishments not covered under the Employees’ State Insurance Act. Periods Under The Maternity Benefit Act 6 Weeks After delivery/ miscarriage/ MTP 1 Month Period to 6 weeks before EDD Not. 1972. Administration The Employees’ State Insurance Corporation administers the Act. maternity benefit Medical Bonus Provide no pre natal or post natal ∗ The Payment of Gratuity Act. Coverage 22 .250.

33% if he has 23 . 3.5 lakes but if the employer wants to pay more than he can pay Upto any limit.The act is applicable to all establishments where 10 or more persons are working and have completed 5 years of service.3500/is eligible to get Bonus up to the salary of Rs. 2500 per month @ 8. Administration The Company administrates The Fund. The Gratuity amount will be payable as under. 1965. an employee is eligible to get Gratuity amount if he renders 5 years continuous service in the organization. an employee whose salary or wages does not exceed more than Rs. ∗ The Payment of Bonus Act. Benefits Under the Act. Benefits Under the Act. Administration The Company or Trust administrates The Fund if the Trust is linked with LIC. The equation is: (Salary/ 26) * 15 * Year of Service The maximum limit of gratuity payment is Rs. Coverage The act is applicable to all establishments where 20 or more persons are working.

Maximum Bonus 20% of annual salary or wages In case salary or wages is more than 2500/.33% of annual salary or wages. Every employee who has completed One Month is eligible for the Bonus. If the employer is interested to pay bonus on higher salary / wages than he can pay bonus Upton any limit. Methods of calculation  Take net profit of the establishment from the P & L A/C.completed One-Month Service.  New deducting the following a) Development rebate / investment all b) Depreciation c) Direct taxes liabilities as per section 7  Available Surplus is the above + difference between taxes on GP of last year before deducting Bonus and after deducting Bonus  Allocable Surplus is 60% of Available Surplus 24 .only.  Make adjustment as provided in the first or second Schedule. Eligibility Minimum 30 days working in the year. 2500/.  The result is “Gross Profit” as defined under the Bonus Act. The rate of Bonus will be increased in case Company earns more Profit up to 20%.then the Bonus limit would be calculated as if his wages or salary is Rs. Minimum Bonus 8.

INDUSTRIAL PROFILE INDUSTRIAL PROFILE 25 .

with substantial value-addition at each stage of processing. Starting from the 26 . UAE. Italy. UK. The textile industry occupies a unique place in our country. Although the development of textile sector was earlier taking place in terms of general policies. in recognition of the importance of this sector. AN OVERVIEW Close to 14% of the industrial output and 30% of the export market share is contributed directly by the Indian textile industry. Germany. Indian textile industry has undergone many transformations during its progress from historic periods to the present modern shape. As per a recent survey the textile industry is going to contribute 12 million new jobs in India by 2010 itself. for the first time a separate Policy Statement was made in 1985 in regard to development of textile sector. Russia. it accounts for 14% of the total Industrial production. Indian textile industry is also the largest industry when it comes to employment that generates jobs not just within but also in various support industries like agriculture. contributes to nearly 30% of the total exports and is the second largest employment generator after agriculture. The main markets for Indian textiles and apparels are USA. from the production of raw materials to the delivery of finished products.Indian textile industry is one of the oldest industries in the largest in the country. One of the earliest to come into existence in India. Bangladesh and Japan. Indian textile industry is as old as the word textile itself. This industry holds a significant position in India by providing the most basic need of Indians. France. The textile policy of 2000 aims at achieving the target of textile and apparel exports of US $ 50 billion by 2010 of which the share of garments will be US $ 25 billion. maintaining sustained growth for improving quality of life. Textile Industry is providing one of the most basic needs of people and the holds importance. Canada. It has a unique position as a self-reliant industry.

3. The ‘rag trade’. Gap have started procuring most of their fabrics from India. including a combination of various fibers. intends to procure $ 3 billion worth of textile this year. alluring the globe towards the ‘World of Indian textiles’. 4.procurement of raw materials to the final production stage of the actual textile. who had procured textile worth $ 200 million last year. trade and distribution of textiles. as the textile export market of India is expected to reach a high of $50 billion by 2010. Woolen Textile Cotton Textiles Silk Textiles Readymade Garments Jute And Coir Hand-Crafted Textile Like Carpets Man-Made Textiles Indian textile industry in a very short span had made a distinct position globally. 2. fabric variety. Indian textile industry concludes of various segments like: 1. 5. 27 . and spinning processes changed clothing manufacture forever. This has happened mainly because: • • • • • High availability of raw materials Highly skilled economical labor. looms. 7. New innovations in clothing production. The golden phase of the Indian textile industry has just begun where the world is chasing it from all nooks and corners. cotton. Indian textile industry is all set to meet international standards and is planning to invest $5 billion in machineries very soon. 6. manufacture and design came during the Industrial Revolution – these new wheels. In fact. quantity. wool and even high quality synthetic fibers Flexibility of the readymade garment industry in terms of sizes. In order to attain this target Indian textile industry has already started improving their design skills. quality and cost It’s not just the present that is shinning like a bright start but also the future. This will eventually make a profit by 300%. Most of the international brands like Marks & Spencer. JC penny. as it is referred to in the UK and Australia is the manufacture. an added advantage Largest producer of cotton yarn contributing 25% towards worlds cotton Availability of all kinds of fibers like silk. the Indian textile industry works on an independent basis. Walmart.

Clothing manufactured during the Industrial Revolution formed a big part of the exports made by Great Britain. The ‘cottage stage’ was the first stage in its history where textiles were produced on a domestic basis. 28 . A number of new innovations led to the industrialization of the textile industry in Great Britain. and the time they were being made. the flyer-and-bobbin system. A variety of processes and innovations were implemented for the purpose of making clothing during this time. However. Lewis Paul later came up with the carding machine in 1748 and in 1764 the spinning jenny was also developed. but there were three basic steps commonly employed in making clothing. cotton came to be regarded as an imported fiber. During this era. a lot of effort was made to increase the speed of the production through inventions such as the flying shuttle in 1733. The center of the cotton industry in Great Britain was Lancashire – and the amount exported from 1701 to 1770 had grown ten times. doubling in the period between 1701 and 1770.There were various stages – from a historical perspective – where the textile industry evolved from being a domestic small-scale industry. In the later half of the medieval period in the northern parts of Europe. Richard Ark Wright invented the water frame in 1771. In the Industrial Revolution era. These steps included preparing material fibers for the purpose of spinning. while flax was the primary material used in the northern parts of Europe. knitting and weaving. These processes were dependent on the material being used. They accounted for almost 25% of the total exports made at that time. wool. When the Romans ruled. wool was the major export item at this point of time. The material depended on the area where the cloth was being produced. flax and cotton. Making clothing material quickly became an organized industry – as compared to the domesticated activity it had been associated with before. to the status of supremacy it currently holds. During this period cloth was made from materials including wool. During the Industrial Revolution. leather and linen were the materials used for making clothing in Europe. and the Roller Spinning machine by John Wyatt and Lewis Paul in 1738. the merchants who visited various areas to procure these leftover pieces bought excess cloth. new machines such as spinning wheels and handlooms came into the picture. During the later phases of the 16th century cotton was grown in the warmer climes of America and Asia. Edmund Cartwright invented the power loom in 1784.

electronics and innovation have led to a competitive. Today. lowpriced textile industry offering almost any type of cloth or design a person could desire. This led to the replacement of the older shuttles with the new ones.In the initial phases. 29 . shuttles that were used in the textile industry were developed and became faster and thus more efficient. With its low cost labour base. China has come to dominate the global textile industry. the dependence on the rivers ceased to a great extent. After the steam engine was invented. textile mills were located in and around the rivers since they were powered by water wheels. modern techniques. In the later phases of the 20th century.

It is the world’s largest producer of Viscose Rayon Fiber with about 40% market share. Given below are a 30 .COMPANY PROFILE Grasim Industries Limited Aditya Birla Group operates over 40 companies in 12 countries across 4 continents. Textile and related products contributes to 15% of the group turnover.

the Group has 11 composite plants. four bulk terminals — inclusive of one in Sri Lanka and 10 ready-mix concrete plants. The Group's combined capacity stands raised to 31 million tpa. Cement 31 . Cement. it gives the Group a strong national presence.1 million tpa from Shree Digvijay Cement Co. this acquisition catapulted the Aditya Birla Group at the top of the league in India. In July 2004. Importantly. ranks among India's largest private sector companies. with a leadership position in 17 states. Grasim is the largest exporter of Viscose Rayon Fiber in the country. The company meets India's entire domestic VSF requirements.141 billion (FY2007). One of the largest of its kind. with consolidated net revenues of Rs. the de-merged cement business of Larsen & Toubro Limited (L&T). Textiles and Garments Grasim Industries Limited was incorporated in 1948. in the cement sector. Viscose staple fibre The Aditya Birla Group is the world's largest producer of VSF.brief description of the different companies under the umbrella of Aditya Birla Group involved in Viscose Rayon Fiber. Chemicals and Textiles — in all of which the company holds a dominant position. today Grasim's businesses comprise Viscose Staple Fibre (VSF). with exports to over 50 countries. Grasim acquired a majority stake and management control in UltraTech Cement Limited. along with Aditya Birla Nuvo can be considered as the flagship companies of the AV Birla Group. Ltd. Grasim Industries Limited. Sponge Iron. another subsidiary of Grasim. of which 17.0 million tpa capacity comes from UltraTech and 1. commanding a 23 per cent global market share. seven split grinding units. Between Grasim and its subsidiaries. This. a flagship company of the Aditya Birla Group. Indian Rayon rechristened as Aditya Birla Nuvo Ltd in 2005. Starting as a textiles manufacturer in 1948.

manufacturing textiles made from imported raw materials. the Grasim and Graviera range of fabrics. just 10 days after India became independent. Sponge Iron It is the largest merchant producer of sponge iron in India. 1947. A BRIEF HISTORY Grasim was incorporated on August 25. Textiles Its premium brands. have distinctively positioned themselves as 'the power of fashion'. Product quality. It is now a global 32 .The Aditya Birla Group is the 11th largest cement producer in the world and the seventh largest in Asia. innovation and eco-friendliness are a hallmark of all the company's divisions. All of Grasim's units have earned ISO 9002 and 14001 certifications. Chemicals Grasim has India's second largest caustic soda unit.

Rayon production commences at Mavoor. 1987 33 . A completely indigenous plant based on Grasim's own engineering and knowhow. Madhya Pradesh. the first to make rayon grade pulp from bamboo and other hardwoods. • 1968 • 1972 • 1977 • Grasim's third rayon plant – at Harihar. Grasim starts an engineering division to provide plant and machinery for VSF production. 1950 • 1954 • Grasim begins rayon production at Nagda.leader in viscose staple fibre (VSF). Grasim purchases a composite textile mill at Bhiwani. and poised to be India's largest cement manufacturer. the country's largest merchant producer of sponge iron and the second-largest caustic soda maker in India. Kerala. Karnataka – goes into production. begins production at Harihar. Haryana. 1985 • Vikram Cement – Grasim's first cement plant – goes on stream at Jawad. 1962 • 1963 • Grasim sets up its first rayon grade pulp plant at Mavoor. 1947 • Grassy Industries Ltd is incorporated. Kerala. Karnataka. Grasim launches production of fabrics at Gwalior using imported rayon – a manmade cellulose fibre.

745 1993 • • Vikram Ispat. A third production line is added at Vikram Cement. Grasim acquires Shree Digvijay Cements Ltd. is commissioned.• Vikram Cement's second production line is commissioned. Grasim's first major acquisition overseas – the Atholville Pulp Mill in Canada. a merchant exporter. 1994 for US $100 million. Birla Consultancy & Software Services is set up. Nos: 4. India's third-largest gas-based sponge iron plant. The cement business of group company. Grasim sets up Birla International Marketing Corporation (BIMC). to provide IT consulting services and for software development 1994 • Second issue of GDRs on June 15. Indian Rayon and Industries Ltd (IRIL). Grasim acquires Dharani Cements Ltd. 34 . • 1996 • The first phase of Grasim's fourth VSF plant commissioned at Kharach.048 1995 • Grasim commissions two greenfield cement plants – Grasim Cement at Raipur (Madhya Pradesh) and Aditya Cement at Shambhupura (Rajasthan).933. Gujarat. is transferred to Grasim in a corporate restructuring exercise. 1991 • 1992 • • Nos: 6. 1998 • • • • 1999 • Grasim's viscose staple fibre (VSF) and rayon grade pulp units at Mavoor are closed down owing to lack of raw material. First GDR issue on December 2. Grasim sets up two new spinning units – Elegant Spinners at Bhiwani (Haryana) and Vikram Woollens at Malanpur (Madhya Pradesh). 1992 for US$ 90 million.878.

2002 VSF Research & Application Centre set up at Kharach in Gujarat The Grasim Board approves an open offer for purchase of up to 20 per cent of the equity shares of Larsen & Toubro Ltd (L&T).336 2000 • The Lawson Competency Centre is set up as a division of Birla Consultancy & Software Services.5 per cent equity stake from L&T and then make an open offer for 30 per cent of the equity of CemCo. • 2004 35 . following a tie up with Lawson Software (USA). 1997. called Birla Technologies Ltd. • Consultancy and software services are spun off as a separate entity. to acquire management control of the company. • 2001 • • • • • • • Grasim increases its stake in L&T to 14.624. Subsequently increases stake to 15. Divests holding in Birla Technologies to PSI Data Systems.• Third issue on September 16. on demerger of its Cement business into Grasim. The board of engineering major Larsen & Toubro Ltd (L&T) decides to demerge its cement business into a separate cement company (CemCo).3 per cent by October 2002 Four ready-mix concrete plants commissioned. Grasim will acquire an 8. 1999 to Indian Rayon's GDRs holders: Three GDRs in Grasin for every 10 GDRs in Indian Rayon. among Fortune's top five private software companies. Merger of Dharani Cements into Grasim.15 per cent 2003 Grasim's Chemical Division receives the SA 8000 (Social Accountability) and OHSAS 18001 certifications. Grasim acquires 10 per cent stake in L&T. the software arm of Grasim. in accordance with the provisions and guidelines issued by the Securities & Exchange Board of India (SEBI) Regulations. Nos: 1. with an aggregate capacity of one million cubic meters per annum.

Nagda receives SA 8000:2001 certification from SAI in recognition of its social accountability initiatives. and consolidates all textile operations at the Bhiwani unit. Kumar Mangalam Birla taking over as Chairman The Staple Fibre Division and Engineering & Development Division of Grasim.• Completion of the implementation process to demerge the cement business of L&T and completion of open offer by Grasim. with the latter acquiring controlling stake in the newly formed company UltraTech • • Board reconstituted with Mr. another step towards becoming self-reliant 36 . which will manufacture both the 'Grasim' and 'Graviera' brands at a single location. • Grasim commences production of rayon grade caustic soda – a major raw material for VSF production – at Nagda. • Grasim divests its Gwalior unit to Melodeon Exports Ltd.

OBJECTIVE OF THE STUDY OBJECTIVE OF THE STUDY 37 .

Welfare may help minimize social evils. gambling. 38 . are the employees satisfied with the system and if not what changes they would like to prefer. The workers should at least have the means and facilities to keep him in a state of health and efficiency. I have carried a study on Employee welfare to know the fact & appraise the Bhiwani Textile Mills about the situation so that appropriate measure can be taken in time. This is primarily a question of adequate nutrition and suitable housing conditions. In order to get the best out of a worker in the matter of production. drug.The objective of the study carried out at “Bhiwani Textile Mills” is to know how Employee welfare & social security system of the organization motivates their employees. such as alcoholism. addiction & other such evils. The work place should provide reasonable amenities for his essential needs. working conditions require to be improved to a large extent. The objective is to know the prevailing Employee welfare & social security system of the organization is efficient and effective and to know. Keeping in view the above points. The worker should also be equipped with the necessary technical training and a certain level of general education.

JUSTIFICATION OF THE STUDY JUSTIFICATION OF THE STUDY 39 .

40 . I had keen interest to study about this topic i. employee welfare & social security. Regarding study. the research problem is to study and understand the topic i.e. The main purpose of this study is to know how an organization can improve their employee welfare & social security schemes.e. . Therefore I have selected this topic.Before carrying out a research study it is mandatory to state research problem in a definite manner. I have chosen this topic because I wanted to have in depth knowledge of employee welfare because some HR professionals inspired me to opt this topic. Moreover. My training guide suggested me this topic for research as employee welfare &social security is the basic activity and essential for each organization to take care of its manpower for its successful functioning. employee welfare & social security of the Aditya Birla Group (of which Bhiwani Textile Mills is a subsidiary).

SIGNIFICANCE OF THE STUDY SIGNIFICANCE OF THE STUDY 41 .

experiences and creativity of their employees. • To study the Employee welfare scheme for the workers at Bhiwani Textile Mills. professional skills. To work under an authority in discipline. To understand the social security schemes. which are. To see the employees practical work. 42 . The management has to recognize the inevitability of developing human assets. To complete the better project. provide to employees.Men instead of money will have to be accepted as the most valuable resources of any organization. • • • • • • To gain maximum knowledge about practical work. knowledge. To gain some experience about official work.

FOCUS OF THE STUDY 43 .

welfare services should mean Such services. arrangements for travel to and from the for the accommodation of worker employed at a distance from their homes and such other services. For this purpose.FOCUS OF THE STUDY Employee Welfare It is somewhat difficult to accurately lay down the scope Employee welfare work. their attitude improves when the routine of everyday living is broken occasionally. On the whole basis these services may be basically of three types as given below: Economic Services These provide some additional economic security over and above wages or salaries. amenities and facilities including social security measures. Facilitative Services These are conveniences facilities. credit facilities etc. Washing Facilities Educational Facilities Leave Travel Concession 44 . especially because of the fact the Employee is composed of dynamic individuals with complex needs. which contribute to conditions under which workers are employed. such as pension. management may provide for recreational facilities. require such as: • • • • • • Canteen. which are the employees ordinarily. Rest Room and Lunch Room Housing Facilities Medical Facilities etc. amenities as adequate canteens. Recreational Services The employees are in need of occasional diversion. According to the committee on Employee welfare. rest and recreation facilities sanitary and medical facilities. facilities. life insurance.

Social security scheme includes • • • • • • • Health Insurance Maternity Benefits Compensation for Employment Schemes Worker’s Pension-Cum-Insurance Schemes Compulsory And Voluntary Social Insurance Provident Funds Schemes Public Health Services Services are provided in three ways: a) Social Insurance It is a mechanism through which benefits are provided to the contributors necessary for satisfying wants during old age. b) Social Assistance It is a program through which the Government attempts to ameliorate the distress caused by the contingencies of life. old age etc.Social Security The need of social security measures arises to help the people when they are unemployed and exposed to risk such as sickness. sickness etc. maternity. c) Public Service Such programs are usually financed directly by the Government from its general revenue in the form of cash payments 45 .

RESEARCH METHODOLOGY 46 .

brand availability. by which respondent asked to project themselves into a particular situation. service quality. STUDY AREA The study of the topic “Employee Welfare & Social Security” has been confined to the employees of the Bhiwani Textile Mills. For conducting this study. I have made “QUESTIONNAIRE FOR EMPLOYEES” form and “QUESTIONNAIRE FOR MANAGEMENT” For analysis of data statistics methods are used to arrive at the conclusion. For acquisition of data from different levels of the organization. It is useful to find out the most likely alternatives. distribution pattern etc. as it aim to answering question about sale. when hypothesis have been established. it is important to give respondents to greatest freedom of response have conducted individually or in depth interview. Exploratory Research design was used. This is overall operation pattern or framework that stipulates information is to be collected from which sources and by what procedure. questionnaire and interview. The objective of exploratory research is to find out new ideas.RESEARCH METHODOLOGY RESEARCH DESIGN A research design is the specification of methods & procedure for acquiring the information needed. since: • • • • It is natural. It is flexible. 47 . analysis of data to complete my project study. I have chosen both subjective and objective methodology with sampling. It is appropriate. RESEARCH DESIGN USED: In my project work I used exploratory research.

On the basis of these classifications. regarding the information required. & 25 from remaining Employees at all levels). QUESTIONNAIRE The data is collected from Management and staff workers with the help of a questionnaire prepared for this purpose. if any. The illiterate and low educated workers found it slightly difficult to understand the questions in a straightforward manner. TABULATION OF DATA The data collected has been classified and put into pie charts & bar graphs. they have also been interviewed for crosschecking and proving authenticity of their choice. Data was also collected through personal interaction with all the respondents.SAMPLE For the purpose of the study. Apart from their written choice the form of questionnaire. pie charts & bar graphs interpretations have been made. The questionnaire consists of the job profile as well as the recognition system being practiced in the organization and also the opinion and feeling of the respondents about the measures. Classifying all the information according to the levels and experience of the respondents has done.management and Employees at all levels. Their fear and suspicions were put to rest when assured that the study is purely an academic exercise and the information supplied by them would be kept confidential. 48 . the field has been divided into category. The questionnaire has been thoroughly discussed with the respondents to clarify doubts. The sample size of 50 employees is divided into 25 from management.

opinions. Different charts have been constructed to supplements the analysis. suggestions and viewpoints have been properly examined and utilized in this report. ANALYSIS & INTERPRETATION 49 .The respondent’s answers.

1 2 3 4 Option Chosen Strongly agree Agree Strongly disagree Disagree No. of employees 14 7 1 3 % Employees 56 28 4 12 ANALYSIS Strongly Agree 12% 4% 28% 56% Agree Strongly Disagree Disagree INTERPRETATION 56% employees strongly agree that they get welfare facilities from company. To what extent are the Company’s operating philosophy and culture understood by employees? Sr. No.4% employees strongly disagrees that 50 .QUESTIONNAIRE FOR MANAGEMENT 1. 28% employees only agree.

Can the Company’s management style be described as participative? Sr. 40% (10) of the employees only agreed . of employees 12 10 1 2 % Employees 48 40 4 8 TABLE 2 ANALYSIS 8% 4% 40% S trongly A gree 48% A gree S trongly Dis agree Dis agree INTERPRETATION 48%( 12) strongly agree that company’s overall management style is participative. 51 . 1 2 3 4 Option Chosen Strongly agree Agree Strongly disagree Disagree No.4% (1) of the employees strongly disagree about this philosophy and8% (2) of the employees disagreed. 2.12% employees disagree that they get welfare facilities from the company. No.they get welfare facilities from company.

36% (9) employees only agree. of employees 12 9 3 1 % Employees 48 36 12 4 TABLE 3 ANALYSIS 12% 4% 48% Strongly Agree Agree Strongly Disagree Disagree 36% INTERPRETATION 48% (12) employees strongly agree that managers work hard toward employee’s satisfaction. No. 12% (3) strongly disagree that managers work hard toward employee’s satisfaction.3. 4% (1) employees disagree. 1 2 3 4 Option Chosen Strongly agree Agree Strongly disagree Disagree No. 52 . To what extent do the managers in the Company work towards employee’s satisfaction? Sr.

32% (8) employees only agreed.4.12% (3) employees strongly disagreed about this. 53 . To what extent do you agree with the following statement “Human resource planning is well integrated with strategic planning in our company”? Sr. 4% (1) employees disagreed about this. No. 3 1 2 4 Option Chosen Strongly disagree Strongly agree Agree Disagree No. of employees 3 13 8 1 % Employees 12 52 32 4 TABLE 4 ANALYSIS 12% 4% 52% Strongly Agree Agree Strongly Disagree Disagree 32% INTERPRETATION 52% (13) employees strongly agreed that human resources planning are well integrated with strategic planning.

the management gives Employee welfare & social securities facilities to contract workers. of employees 17 8 % Employees 68 32 ANALYSIS: 32% yes no 68% INTERPRETATION This chart depicts. No.TABLE 5 5. Are the Employee welfare & social security facilities extended to contract workers too? Sr. 1 2 Option Chosen Yes No No. 32% (8) members of management are saying no regarding these facilities to contract workers 54 . 68% (17) members of management are saying yes regarding these facilities to contract workers.

No. 28% (7) of the members of management voted for no regarding these facilities 55 . Is there any canteen management committee in your organization? Sr. the company have a canteen management committee & 72% (18) of the members of management voted for yes regarding these facilities. of employees 18 7 % Employees 72 28 ANALYSIS: 28% yes no 72% INTERPRETATION This chart depicts. 1 2 Option Chosen Yes No No.TABLE 6 6.

Is there any Ambulance Room or Ambulance Van in the organization? TABLE 7 Sr. the company have an Ambulance Room or Ambulance Van. 88% (22) of the members of management are saying yes regarding these facilities. 56 . 1 2 Option Chosen Yes No No. 12% (3) of the members of management are saying no regarding these facilities. of employees 22 3 % Employees 88 12 ANALYSIS: 12% yes no 88% INTERPRETATION This chart depicts.7. No.

16%(4) employees said that they joined organization for status.12% (3) employees joined the organization because of others reasons. What prompted you to join this organization? TABLE 8 Sr. of employees 10 4 8 3 % Employees 40 16 32 12 Any Other 12% Good Salary Package 40% Status 16% Welfare schemes 32% ANALYSIS INTERPRETATION 40% (10) strongly say that they joined the organization because of Good Salary Package offered.8. 32% (8) employees said that they joined the organization because of welfare schemes. 1 2 3 4 Option Chosen Good salary Status Welfare schemes Any other No. No. 57 .

What are the major goals/objectives of your organization? TABLE 9 Sr. 1 2 3 4 5 Option Chosen Profitability Survival & Growth Efficiency Any Other Total No. Of employees 7 9 6 3 25 % Employees 28 36 24 12 100 ANALYSIS Any Other 12% Efficiency In The Level Of Service 24% Profitability 28% Surival & Growth 36% INTERPRETATION 28% (7) employees strongly believed that the objective of organization is profitability. No. 24% (6) believe strongly that the efficiency in the level of service is main goal of organization. 12% (3) believed that the goal of the organization is other than the specified above. 58 .9. 36% (9) said that the survival & growth is main objective of our organization.

TABLE 10 Q10. No.24% (6) employees said that they are not so satisfied with their current job profile.8% (2) employees said that they are unsatisfied with their current job profile. 1 2 3 4 Option Chosen Very satisfied Satisfied Not so satisfied Unsatisfied No. 59 . of employees 5 12 6 2 % employees 20 48 24 8 ANALYSIS Unsatisfied 8% Not So Satisfied 24% Very Satisfied 20% Satisfied 48% INTERPRETATION 20% (5) employees are very satisfied with their current job profile. 48% (12) employees are only satisfied with their current job profile. Are you satisfied with your current job profile? Sr.

Mark your satisfaction level with regard to following parameters. (6 is best and 1 is worst) Parameters Cleanliness Ventilation & Temperature Spittoons Lighting Drinking Water 6 15 10 12 12 13 5 8 8 6 8 6 4 2 4 6 5 4 3 2 1 2 2 1 1 - TABLE 11 ANALYSIS 18 16 14 12 10 8 6 4 2 0 6 5 4 3 2 1 Cleanliness Ventilation & Temperature Spittoons Lighting Drinking Water INTERPRETATION 15 employees have given cleanliness as their maximum priority for satisfaction level. 13 employees have given drinking water as their priority.12 employees have given 60 .QUESTIONNAIRE FOR EMPLOYEES 1. which are provided in your organization.

4 employees have given self-acting machine as their maximum priority for satisfaction level. (6 is best and 1 is worst) Parameters Fire Protection Hoists and Lifts Self-Acting Machine 6 8 9 4 5 4 6 3 4 6 3 4 3 3 7 3 2 2 6 1 2 5 TABLE 12 ANALYSIS 9 8 7 6 5 4 3 2 1 0 Fire Protection Hoists and Lifts Self. Mark your satisfaction level with regard to following parameters related to safety in your department.Acting Machine 6 5 4 3 2 1 INTERPRETATION 8 employees have given fire protection as their maximum priority for satisfaction level. 2.9 employees have given hoists & lifts as their maximum priority for satisfaction level. 61 .lighting & spittoons as their priority.10 employees have given ventilation & temperature as their priority.

14 employees have given facility of rest-room as their maximum priority for satisfaction level. first-aid/medical services as their maximum priority for satisfaction level. (6 is best and 1 is worst) Parameters Facility for Storing & Drying Clothes Rest Room First Aid/Medical Service Canteen 6 12 14 17 17 5 6 8 4 5 4 3 3 4 2 3 4 1 2 1 - ANALYSIS 18 16 14 12 10 8 6 4 2 0 6 5 4 3 2 1 Facility for Stroing and DryingClothes First Aid/Medical Service Rest Room Canteen INTERPRETATION 12 employees have given facility for storing & drying clothes as their maximum priority for satisfaction level. Mark your satisfaction level with regard to following parameters related to TABLE 13 welfare in your department. 17 employees have given facility for canteen. 62 .3.

No. 63 .4 Are you satisfied with the compensation given to you in case you get injured at the work place? TABLE 14 Sr. 1 2 Option Chosen Yes No No. Of employees 18 7 % Employees 72 28 ANALYSIS No 28% Yes 72% INTERPRETATION This chart depicts.72% (18) of the members of management are saying yes regarding these facilities to workers. the management gives compensations facility to workers. 28% (7) of the members of management are saying no regarding these facilities to workers.

No. Do you get company Housing & Education facility? Sr. 36% (9) of the members of management say no regarding these facilities to workers. 64 . Option Chosen Yes No No. the management gives Housing & Education facility to workers. of employees 16 9 % employees 64 36 TABLE 15 1 2 Analysis No 36% Yes 64% INTERPRETATION This chart depicts.5.64% (16) of the members of management say yes regarding these facilities to workers.

65 .Q6. 16% (4) members of management are saying no regarding these facilities to workers.84% (21) members of management are saying yes regarding these facilities to workers. of employees 21 4 % Employees 84 16 No 16% Yes 84% INTERPRETATION This chart depicts. 1 2 Option Chosen Yes No No. the management gives Medical benefits as apart of ESI facility to workers. No. Does your organization provides medical benefits apart ESI? TABLE 16 Sr.

1 2 3 4 Option Chosen Very satisfied Satisfied Not so satisfied Unsatisfied No.20% (5) employees said that they are not so satisfied with their current job profile. Are you satisfied with the present job profile? Sr. 44% (11) are only satisfied with their current job profile. 66 .8% (2) employees said that they are unsatisfied with their current job profile. No.Q7. of employees 7 11 5 2 % Employees 28 44 20 8 TABLE 17 Not So Satisfied 20% Unsatisfied 8% Very Satisfied 28% Satisfied 44% INTERPRETATION 28% (7) employees are very satisfied with their current job profile.

67 .16% (4) employees said methods of welfare are never genuine.8.16% (4) employees said methods of welfare are genuine only some times. 1 2 3 4 Option Chosen Most of the time Some time Once in a while Never No. Are the methods used to give you welfare schemes are genuine? Sr. No.20% (5) employees said methods of welfare are genuine once in a while. of employees 12 4 5 4 % Employees 48 16 20 16 TABLE 18 Never 16% Once In While 20% Some Time 16% Most Of The time 48% INTERPRETATION 48% (12) employees said methods of welfare are genuine most of the times.

No. 1 2 3 4 Option Chosen Excellent Very Good Good Average No.9.4% (1) employees ranked their organization as average. How do you rate your organization? Sr. 68 . of employees 7 11 6 1 % Employees 28 44 24 4 TABLE 19 Average 4% Good 24% Excellent 28% Very Good 44% INTERPRETATION 28% (7) employees ranked their organization as excellent.44% (11) employees ranked their organization as very good. 24% (6) employees ranked their organization as good.

For this reason. it helps an organization carve a sustainable niche in the market. SWOT Analysis mainly stands for S W O T = Strength = Weakness = Opportunities = Threats 69 . and for looking at the Opportunities and Threats one might face. Strengths and Weaknesses are internal factor. the SWOT Analysis is sometimes also called as Internal-External Analysis. it helps one develop his/her career in a way that takes best advantages of his/her talents. Used in a personal context. Used in business context. Opportunities and Threats relate to external factors.SWOT ANAYLSIS SWOT Analysis is a powerful technique for understanding the Strengths and Weaknesses. abilities and opportunities.

etc.  The Employee Welfare & Social Security Schemes motivate employees and workers to do work with efficiency and effectively. as I didn’t have to face any Red Tapism.  The Employee Welfare & Social Security Schemes satisfied economic and social needs of employees. 70 . tangible and intangible.  I was really able to study the actual position of the implementation of the various legalization.STRENGTH Strength describes the positive attributes.  I was able to get response very quickly. internal to the object or topic. which is enforced in the company. need for higher management approval. so I was able to collect information from the employees in true sense.  The Employee Welfare & Social Security Schemes are regulated in BTM. so Employee Turnover in BTM is very less.

BTM.e. Likewise my project also had some weaknesses. they are stated below as:  My study was limited to only one organization i.  Time to conduct the study was less and as a result research could not be as comprehensive as required.  The scope of the study was limited to the verbal Interviews and Guidelines. 71 .WEAKNESSESS It is always very difficult to complete a project with immaculate accuracy.  Sample size was small as compared to the total work force.  The scope of the study was limited to the structured questionnaire and discussion guidelines.

OPPORTUNITIES Opportunities assess the external attractive factors that affect the topic. The facilities provided due to provisions under The Employee Welfare & Social Security Schemes give chances for equality. The Employee Welfare & Social Security Schemes give opportunities for long-term survival & growth by providing social benefits to its employees and reduced Employee absenteeism and increased productivity. 72 . The opportunities in Human Resource field are huge in terms of employement. These opportunities exist in our surroundings.

which deprive them of enjoying benefits of LIC Schemes whereas its competitors provided this facility to their workers. hence to satisfy them. Employee turnover may increase and it can become a threat for the organization’s survival and growth. 73 . and they want more & more.  If The Employee Welfare & Social Security Schemes are not properly provided. well-defined and regulated facilities should be provided to them.  Employees nowadays are very intelligent and ambitious. The threats related to my training topic are:  The company has not linked Gratuity Act with LIC as. hence company should think about it.THREATS The threats are also external factors and influenced any object externally.

Some of them are listed below which I encountered during my study on Employee welfare & social security in BTM. still there were certain facilities with which the workers were not satisfied and required improvements. The company should increase its subsidy so that foodstuffs are available on reasonable rates. Bhiwani.  The Organization does not provide Long Service Rewards to its employees. 74 .  The Organization hasn’t increased the amount of emergency loans provided to the workers since a long time.  The Organization does not provide Uniform to the workers.FINDINGS Although the workers were more or less satisfied with various facilities provided by the company.  At present canteen is run by a contractor and a contractor is charging market rate on foodstuffs.  The Organization does not provide housing and education facility to the workers.

 Company should provide Sick leave Facility to those employees who are not covered under ESI ACT. Although this is difficult process and it may be hurt some people there is no escape. 75 .In my view the employees who have been working for more than 15 years should be allowed to get 20 days salary instead of 15 days because by giving this benefit the employees are able to compensate their interest on gratuity amount.  At present Company is paying Gratuity @ 15 days Wages or salary on one year service to all employees who completed five years continuous services .SUGGESTIONS  In my view the company should deduct PF and FPF on full basic earning so that the employees at the time of retirement may able to get maximum amount from pension Fund.  Unemployment resulting from modernization will have to be solved by properly assessing manpower needs and training redundant employees in alternate skills.

 There was also lack of time and workers also were hesitant in responding in the working hours.  Biasness was reflected while the employees were responding.  Non-response from both employees & management. 76 .LIMITATIONS  As I didn’t have significant knowledge on this topic.  Limitation of resources in the terms of finance that means financial constraints were there. I was unable to draw more information.

At BTM.CONCLUSION In our country the industrialization started very late but we have rapidly catching up with the progress achieved elsewhere and the expectation and aspiration of worker are rising rapidly. The Govt. It is a boom for the organization because satisfaction is a personal thing and an organization can’t satisfy its worker only by giving more. facilities provided by the ESI. They are demanding increasing power and authority in the design making process. The success of the organization is largely due to its workers as it is an Employee intensive organization. Bhiwani is successful in maintaining good relationship with the workers. is also looking sympathetically towards the working class. facilities of health and recreation. medical benefits provided by the company & by the loan facility provided by the company. In the end we can conclude that workers are happy with the physical working conditions inside the factory. Bhiwani workers are overall satisfied and contended. Workers are also happy with the safety parameters provided by the management. BTM. 77 .

Do u think Company’s operating philosophy and culture is beneficial to you? A Strongly agree Strongly Disagree Agree Disagree Q2. Q1. Are the Employee welfare & social security facilities extended to contract workers too? A: YES NO 78 . DATE -.ANNEXURE Questionnaire for Management NAME -. Do the managers in the Company work towards employee’s satisfaction? A Strongly agree Strongly Disagree Agree Disagree Q4. To what extent do you agree with the following statement “Human resource planning is well integrated with strategic planning in our company”? A Strongly agree Strongly Disagree Agree Disagree Q5. Can the Company’s management style be described as participative? A Strongly agree Strongly Disagree Agree Disagree Q3.

Are you satisfied with your current job profile? A Satisfied Not So Satisfied Very Satisfied Dissatisfied 79 . Is there any canteen management committee in your organization? A: YES NO Q7. Is there any Ambulance Room or Ambulance Van in the organization ? A: YES NO Q8. What prompted you to join this organization? A Good Salary Strongly Disagree status Disagree Q9.Q6. What are the major goals/objectives of your organization? A Profitability Efficiency Survival & Growth Any Other Q10.

(6 is best and 1 is worst) Parameters Fire Protection Hoists and Lifts Self-Acting Machine 6 5 4 3 2 1 Q3. Mark your satisfaction level with regard to following parameters related to welfare in your department. (6 is best and 1 is worst) Parameters Facility for Storing & Drying Clothes Rest Room First Aid/Medical Service Canteen Q4 Are you satisfied with the compensation given to you in case you get injured at the work place? A: YES NO 6 5 4 3 2 1 80 . Mark your satisfaction level with regard to following parameters related to safety in your department. (6 is best and 1 is worst) Parameters Cleanliness Ventilation & Temperature Spittoons Lighting Drinking Water 6 5 4 3 2 1 Q2.Questionnaire for Employees Q1. Mark your satisfaction level with regard to following parameters. which are provided in your organization.

How do you rate your organization? A Good Very Good Average Excellent Very Satisfied Dissatisfied Sometimes Most Times Q8. Are the methods used to implement welfare schemes genuine? BIBLIOGRAPHY 81 . Does your organization provides medical benefits apart ESI? A: YES NO Q7. Are you satisfied with the present job profile? A Satisfied Not So Satisfied A Never Many times Q9.Q5. Do you get company Housing & Education facility? A: YES NO Q6.

google. Jackson. 11th edition MAGAZINES  BUSINESS INDIA April.orgs  www.JAN 2007 WEB SITE  www. Mathis. Mimi Meredith  Human Resource Management by Robert L. John H. 12th EDITION  Human Resource Management in a Business Context by Alan Price.com 82 . 2007  UDYOG VYPAR PATRIKA.wikipedia. (HALF YEARLY) EDITION  Employee Power MAGAZINE.BOOKS AND JOURNALS  MARKETING MANAGEMENT PHILIP KOTLER. Murrell.grasimindia.com  www.com  www.yahoo. Tata McGraw Hill Publication. 3rd edition (April 2007)  Empowering Employees by Kenneth L.