Abstract:

Labour welfare measures play a pivotal role in fostering a conducive work environment,
ensuring employee satisfaction, and ultimately enhancing productivity within organizations. This
study delves into the labour welfare measures implemented within Bisleri Industries, a prominent
player in the beverage industry, to ascertain their effectiveness and impact on employee well-
being.

The research adopts a mixed-method approach, combining both qualitative and quantitative
techniques. Qualitative data is gathered through in-depth interviews and focus group discussions
with employees across various hierarchical levels within Bisleri Industries. Additionally,
quantitative data is collected through structured surveys distributed among the workforce.

Key aspects explored in the study include the provision of amenities such as health and safety
measures, employee benefits, recreational facilities, and opportunities for skill development and
career advancement. Furthermore, the study investigates the perceived significance of these
welfare measures in influencing employee job satisfaction, morale, and overall organizational
performance.

Through comprehensive analysis, this study aims to provide insights into the strengths and areas
of improvement in Bisleri's labour welfare initiatives. The findings of this research not only
contribute to the existing literature on labour welfare but also offer practical recommendations
for Bisleri Industries and similar organizations to enhance their employee welfare strategies,
thereby fostering a harmonious and productive work environment.
 CHAPTER I

INTRODUCTION

In the present few changing work environment the human resource is considered as the
most important asset for every organization. In spite of technological advancement, the role
of human resource cannot be under estimated as success of any organization or work
environment directly depends on efficient use of human resources. The workers in the
industries cannot cope with pace of modern life with minimum sustenance amenities. The
workers are in need of added stimulus to keep body and mind together. Labour welfare,
though it has been provided to contribute to efficiency in production, is expensive. Each
employee provides welfare measures of varying degrees of importance for labour forces.
The social and economic aspects of life of the workers have direct influence on the social
and economic development of nation. There is an imperative need to take extra care of the
workers to provide both statutory and non-statutory facilities to them. The welfare facilities
help to motivate and retain employees and provide them with better working conditions
and living standards, thus leading to an increase in their productivity. The concept of labour
welfare is necessarily dynamic and has been interpreted in different ways from country to
country and from time to time and even in the same country, according to social
institutions, degree of industrialization and general level of social and economic
development. Welfare includes provision of various facilities and amenities in and around
the work-place for the better life of the employees. Labour welfare includes under it “Such
services, facilities and amenities as adequate canteens, rest and recreational facilities,
sanitary and medical facilities, arrangements for the travel to and from and for the
accommodation of workers employed at a distance from their homes, and such other
services, amenities and social facilities including security measures as contributing to
conditions under which workers are employed”. Welfare activities influence the sentiments
of the workers. When workers feel that the employers and the state are interested in their
happiness, his tendency to grouse and grumble will steadily disappear. Organizations
provide welfare facilities to their employees to keep their motivation levels high. The
employee welfare schemes can be classified into two categories viz., statutory and non-
statutory welfare schemes. The statutory schemes are those schemes that are compulsory to
provide by an organization as compliance to the laws governing employee health and
safety. These include: canteen facilities, drinking water, proper and sufficient lighting,
facilities for sitting, changing rooms, first aid appliances, latrines and urinals, washing
places, spittoons, rest rooms.

Non statutory welfare schemes may include: personal health care, flexi time, employee
assistance programs, harassment policy, employee referral scheme, Medi-claim insurance
scheme. The non-statutory schemes differ from organization to organization and from
industry to industry. Welfare measures promote the efficiency of employee. The various
welfare measures provided by the employer will have immediate impact on the health,
physical and mental efficiency alertness, morale and overall efficiency of the worker and
thereby contributing to the higher productivity. The International Labour Organization
(ILO) report refers to labour welfare as, “such services, facilities and amenities as may be
established in or in the vicinity of undertakings to enable the persons employed in them to
perform their work in healthy, congenial surroundings and provided with amenities
conducive to good health and high morale”. The
Encyclopaedia of social sciences has defined labour welfare work as, “The voluntary
efforts of the employers to establish within the existing industrial system, working and
sometimes living and cultural conditions of the employees beyond what is required by law,
the custom of the country and the conditions of the market” Thus labour welfare is a
comprehensive term including various services, benefits and facilities and offered by the
employer. Through such generous fringe benefits the employer makes life worth living for
employees. The welfare amenities are extended in additional to normal wages and other
economic rewards available to employees as per the legal provisions. Welfare measures
may also be provided by the government, trade unions and non-government agencies in
addition to the employer. The significance of welfare measures was accepted as early as
1931, when the Royal commission on labour stated. The benefits are of great importance to
the worker which he is unable to secure by himself. The schemes of labour welfare may be
regarded as a wise investment because these would bring a profitable return in the form of
greater efficiency. The concept of labour welfare is flexible and elastic and differs widely
with times, region to region, industry, country social values and customs, degree of
industrialization and general socio-economic development of people. In the light of above,
Basler has been selected, to study about the various welfare measures adopted by them to
know the satisfaction levels of employees about the labour welfare measures provided by
the organization on the basis of response of sample respondents.

NEED AND IMPORTANCE OF THE STUDY

The need of the study is to know about the steps taken by the management to create a good
environment in which the workers feel satisfied both physically and mentally and, in the
end, produce best results by putting their maximum efforts. To understand the extent to
which the welfare measures provided by Basler International Private Limited, towards their
employees. To know the level of awareness of employees about the various welfare
measures provided to them. To study how the welfare facilities provided helps in
increasing the productivity and job satisfaction. To learn how welfare services provided to
employees help organization to build up a stable work force by reducing absenteeism and
labour turnover. To offer useful suggestions for improving the effectiveness of welfare
measures.

OBJECTIVES OF THE STUDY

1) To identify the various labour welfare measures provided to the employees.

2) To know the problems in implementing labour welfare measures in Bisleri pvt.ltd.
3) To know the employee’s opinion about the existing welfare facilities.
4) To understand how the welfare measures, improve the motivation of the employees.
5) To analyse the satisfaction of employees towards the welfare measures.

The study benefits for the employee and the management for further changes in the
program for the development of the organization.
RESEARCH METHODOLOGY

RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.

IMPORTANT FEATYURES OF RESEARCH DESIGN:

1) It provides the sources and types of information relevant to the research problem.

2) It will suggest which approach will be used for gathering and analysing the data.

3) It provides the time and cost budget, since most studies are done under these two
constrains.

METHODS OF DATA COLLECTION

The data is collected by Questionnaire method. Questionnaire is considered as heart a

survey opinion. A Questionnaire is constructed and a Questionnaire is given to each worker
for these responds. The response is collected for them and used for analysis. In this way the
primary data is collected.

SECONDARY DATA:

1. Observation recorder and used are collected on random basis.

2. All the items in the sample must be independent.

3. No group should contain very few items say less than 10. in case where the
frequencies of adjoining groups. So that the new frequencies of adjoining groups.
So that the new frequencies become greater than 10 samples statisticians.

4. The overall number of items must also be reasonably large. It should normally be
at least

50, however small the number of groups may be.

 5. The constrains must be liner. Constraints which involve linear equation in the cell

frequencies of a contingency table are known as linear, constraints.

Sample Design

A sample design is a definite plan for obtaining a sample from a given population:
Sample unit: Employers as well as workers in BISLERI INTERNATIONAL PRIVATE
LIMITED .

Size of sample :100

Sample design: Simple random sampling design

SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of human resources. This
research also provides me the feedback of the employee view towards the welfare measures
provided by HR Department. It helps the company to make their employee clear about their
respective roles. Apart from that it would provide me a great deal of exposure to interact with the
employee in their organization.

LIMITATIONS

1) Some of the respondents were hesitant to disclose information, so this study is

conducted on the best of available information obtained from the respondents.

2) The data were collected by distribution of the questionnaire so the accuracy of the data
depends upon the sincerity of the respondents in answering to the questions of the
questionnaire.

3) The sample size is small; hence it may not be a true representative of the total
population.

4) The respondents personal bias may be another factor, which is uncontrollable.

5) Time was another limiting factor with shift workers.
CHAPTER II

REVIEW OF LITERATURE

This chapter reviews the studies of different aspects of labour welfare measures connected
directly as well as indirectly with the present study. The review of literature is highly
useful to design the present study as it indicates the research gap in the study of labour
welfare measures of the sugar mills in Tamil Nadu. The study of labour welfare measures
has attracted the attention of many researchers and research organizations in western
countries, particularly the United States of America. Their experiences may be of relevance
and significance to us.

Therefore, studies of such countries are also discussed and reviewed in this chapter.

1. Mishra (1974) carried out a research aimed at sociological analysis of the labour
welfare problems of sugar industry. The analysis was based on the first-hand data
collected from the sugar factories of Eastern Uttar Pradesh. The study found that the
conditions of work in sugar factories of eastern region of Uttar Pradesh were not very
satisfactory particularly in respect of safety measures, cleanliness, sanitation, latrine
facilities, drinking water, rest rooms, etc. It also points out that the provisions for
leaves and holidays, lighting, housing, medical and education are far from satisfactory.
2. Koshan (1975) pointed out that in spite of statutory provisions and enforcing agencies
in India, the labour welfare facilities were absent and the cement industry was the only
one where provisions were adequately enforced. The study insisted the need for
overhauling and tightening the machinery of inspection. Appointment of welfare
inspectors for different industries, distinguishing the duties of factory inspectors from
those of welfare inspectors to submit annual and quarterly reports and empowering the
welfare inspectors to fine in case of default are some of the steps suggested in this
study.
3. Monga (1980) conducted a study on implementation and awareness of labour laws in
Haryana. He focused mainly on the machinery for implementation of labour laws and
the impediments confronting the implementation. He has found that the staff deployed
 for enforcement of labour laws are inadequate, inspections are not frequent, the status
of supervision of returns under various laws reveals a dole some picture, procedures
are frivolous and vexatious, penalties imposed for offending legislation in the state are
fine and the penalty of imprisonment is rarely imposed. He concludes that the absence
of adequate awareness about the laws is the major factor for inadequate enforcement of
law.
4. Srivastava (1984) states that work is important in man’s life since time immemorial.
Whatever may be the reason for working, one thing is certain that man has continued
to work. The urge to work seems to be deep rooted in most men and work is viewed as
much more than a means of seeking economic gratification. Work seems to serve many
other functions for an individual. An individual’s sense of well-being, of doing
something worthwhile, of having purpose in life, seems to be associated with work.
5. Deepak Bhatnagar (1985) in his study on “Labour Welfare and Social Security
Legislation in India” evaluated the effectiveness of the Employees State Insurance
Scheme. He has found that the employees are uncomfortable on the issue of their
contribution towards the scheme. Majority of the employees are not fully aware of
different benefit schemes as admissible under the Act. Medical certificates are easily
available to the insured persons. He suggests that steps should be taken to curb this
tendency of tax certification.
6. Bhatia (1986) in his study on the administration of Workmen Compensation Law has
found that the graver the effect of the accident, the need of help of a trained lower
becomes more frequent. There seems to be an immense need of providing free legal
aid and advice to the claimants under the Workmen Compensation Act. He says that
the quantum of compensation fixed by the law does not appear to have been
formulated with an eye to the future. There is a need for enhancement of compensation
in this age of inflation.
7. Rajwant Singh (1987) states that all the difficulties in the implementation of labour
welfare measures must be overcome, before the dawn of the new century is reached.
The country must find ways of meeting people’s basic needs by giving them access
to sources of income, food, education, housing, health and hygiene.
8. Rawat (1988) has attempted an investigatory and analytical study of the state policy on
the subject of formulation of legislation relating to labour welfare and implementation
of welfare measures and programs in various industrial sectors in industrial areas in the
country. He concludes that there is a need in the country to establish more welfare
funds for agricultural, unorganized labour, construction workers, handloom workers,
etc., has been done in the case of coal, mica, iron ore and limestone and dolomite mine
workers. No efforts to improve the wellbeing of the toiling workers can be successful
so long as they lack legal literacy and remain ignorant of their rights; duties and
welfare measures are imposed upon them from outside.

Labour welfare is no bounty gift, reward or premium. Indeed, it is workers’ right.

9. Sellers Bob (1990) in his article titled “Executive Compensation: Bankers Jump into
Golden
Parachutes” states that the “golden parachute contract” giving key financial institution
executives security in the event of a change in control, must be carefully structured to
avoid challenges. The board must approve only those plans which are consonant with
the exercise of fiduciary duties and whose payments are related to the value of the
employees’ services. Also, the parachute’s size should relate to the institution’s e.g. at
smaller institutions, the benefits level might be half of annual salary, not two to three
times salary. The plan needs to be structured to avoid falling under ERISA’s
mandatory funding rules.

10. Dirks H. John and Salow Mary (1990) have stated that most of the firms have been
accounting for post-retirement benefits other than pensions (OPEB) on a cash basis as
benefits are paid to retirees. The Financial Accounting Standards Board (FASB)
believes that post-retirement benefits are a form of deferred compensation that is
earned by employees as they work. As such, OPEB costs should be accrued in the
employer’s financial statements over the employees’ service lives. An FASB exposure
draft requires that employers estimate the cost of providing future medical benefits to
employees during retirement years using the plan provisions currently in place, thus
ignoring future anticipated plan changes, and using an estimated future per capita
claims cost of providing OPEB benefits at each age subsequent to retirement. The
 proposal also requires that OPEB obligations be attributed to periods of employee
service ending with the date of full eligibility for plan benefits, and the transition
obligation be recognized on a prospective basis.
11. Yakushev (1991) in his paper titled “New Approaches to Social Security Provision in
the USSR” states that social security plays an important social and economic role in
the USSR. In order to improve social security provisions, it is necessary not only to
increase expenditure substantially, but to ensure better organization not only to raise
the level of minimum social protection for needy persons, but also to overcome
levelling effects in the system. To achieve a more efficient distribution of resources, it
is necessary to eliminate the existing imbalance between financing and expenditure and
to establish the closest possible correspondence between the value extracted from
particular categories of workers and the social protection they receive in return. The
Soviet Pensions Act, 1990 does away with the regressive method of basing pensions on
wage scales. The Draft Fundamental Principles, set forth by the Ministry for Labour
and Social Affairs, will help to establish a number of social security principles.
12. Pond James (1991) in his article titled “Exploring Options in Employee Services”
reports that with the growing emphasis on keeping employees comfortable and happy,
many firms are providing their workers with more than a traditional benefits package.
One perquisite that is often provided is an on-site food service. Other services include
on-site fitness centers, day-care facilities, and small retail establishments such as
stationery stores. Some firms even provide health care in the home for employees’
children or elderly parents. Not every firm will be able to provide its employees with
every one of the services, but those companies that can provide one or more of the
amenities will benefit from higher productivity, lower turnover, and improved morale.
13. Matthes Karen (1992) points out that today’s workers switch jobs, and even careers,
several times over the course of their lifetime. As a result, traditional pension plans,
which use length of service as a primary factor to determine retirement income, do not
hold the same appeal for today’s employees. Since defined benefit plans accrue most
of their income at the end of an employee’s service, today’s on-the-move workers will
receive only minimal retirement income when they leave. Defined contribution plans
attempt to solve this problem by basing retirement income on an employee’s average
 career income. In this way, employees can leave their jobs after only a few years of
service and receive an acceptable sum of money. During the past 3 years, employers
have terminated more than 84000 pension plans, and defined benefit plans have
accounted for more than 1/2 of those terminations. A cash balance plan, a hybrid of
both defined benefit and defined contribution plans, provides employees with
individual accounts that can grow over time based on a percentage of pay plus interest
credits. Thomas Susan (1992) states that CIGNA Corporation’s “subsidy project” was
created to review all subsidized employee amenity programs and recommend an
improved program mix that would be the best value possible for the resources invested
in the program. The first step was to appoint a task force of representatives from
employee relations, corporate staffing, employee services, and the human resources
from financial area. In addition, 13 focus groups of about 10 employees each were
conducted across the US. As a result of its research, CIGNA modified such programs
as discounted personal property casualty insurance coverage, which were not of great
value to employees but were sizable percentages of total subsidy cost. The net result
was a reduction in subsidy expense and a program mix that was intended to better meet
employee needs.
14. Getubig and Schmidt (1992) have defined social security based on the expansion of the
elements of social security as any kind of collective measures or activities design to
ensure that the members of the society meet their basic needs such as adequate
nutrition, shelter, health care and clean water supply and are protected from
contingencies (illness, disability, death, unemployment and old-age) so that they are
able to maintain a standard of living consistent with social norms. Hence, the definition
of social security is extended to include other aspects of existence, which relate to
accessing adequate food, health care and shelter to vulnerable groups.
 CHAPTER III

COMPANY PROFILE

Bisleri International Pvt. Ltd. is a chief ISO 9001 BIS and W.H.O confirmed mineral water
Company in India and second most put stock in brand for icy refreshments in India. It is a
four-decade organization creating mineral water for India. The significant rivals in the filtered
water industry are: AQUAFINA, KINLEY, BAILLEY, KINGFISHER, MC DONALD, and
ROYALCHALLENGE. Every one of these organizations have sound rivalry between
them.

Bisleri International Pvt. Ltd., Bangalore unit is a private segment whose head office is in
Mumbai. Basler’s real clients are Nokia, programming – organizations, Government
workplaces, Indian railroads, and family unit/basic – individuals. So, rivalry between the
organizations in the business is by all accounts solid. Bisleri controls 60% of the Indian
piece of the overall industry in the bundled drinking water industry. What's more, others
have the staying 40% piece of the overall industry in the water business. India is the tenth
biggest filtered water customer on the planet. The business obligated expected income of
Rs. Ten billion (Rs1000 Cr). Nowadays Indian's quickest developing modern parts. In the
vicinity of 1999 and 2004.the Indian filtered water showcase developed composite yearly
development rate 25 percent – the most astounding on the planet Per above a filtered water
maker, the Indian filtered water manufacturing is enormous even international gauges.
There are more than 200 brands, about eighty percent of the nearby. A vast majority of the
little scale makers offer non marked items and serve little markets. Truth be told, making
filtered water is today a bungalow industry in the nation. Take off unaccompanied,
wherever filtered water producer, in each standard and little city and even some wealthy
country regions there are filtered water makers. pedals in each part. Bisleri won't just buy
tops from affirmed merchants, additionally fabricate their own containers in – house. To be
at with international principles, Bisleri have as of late obtained the most recent best in class
hardware which has helped us enhance bundling quality as well as diminished crude
material wastage and multiplied generation limit and guaranteed that is drinking protected
and unadulterated water once customer Bisleri. Bisleri is allowed pollutions and 100%
harmless- Like the honeyed perception virtue. Bisleri always persists to achieve larger
amounts of execution for which Jayanti lal Mohan lal Chauhan has as of now packed away
the perfection grant for their administration. Bisleri positions higher than numerous
notorious brands, and has as of late gotten second most trusted brand grant in icy
refreshments after GLUCON-D.

Dedication to offer each Indian unadulterated drinking water. Bisleri water is set
completely different phases refinement, ozonized and at long last pressed for utilization.
Thorough Research and development of rigorous value panels devises completed
marketplace to filtered water fragment. Stringent cleanliness situations are kept up
happening all plants.

COMPANY PROFILE

The origins of Bisleri lie in Italy, and the brand owes its name to founder Felice Bisleri, an
Italian entrepreneur. In India, Bisleri set up a plant in Mumbai for bottling and marketing
mineral water, which was first of its kind in India. However, it did not quite work. Among
other reasons, the fact that the Indian consumer was unprepared to accept bottled mineral
water was responsible for its failure. Consumer mindsets were more geared towards boiling
water at home.

In 1969, Parle bought over the' Bisleri' brand. In those days Bisleri water was available in
glass bottles. Parle's taking charge of Bisleri did not make a dramatic difference to the
brand's fortunes immediately. While it did gain in terms of visibility and reach
(piggybacking on Parle's existing distribution network), efforts to expand the bottled
water market were not exactly painstaking. Parle at that particular time was interested in
making soda water and not mineral water. There were just minor initiatives on part of the
company for making mineral water as it was not considered to be a very profitable
business at that time a people still considered boiling water to be a safer bet than mineral
water. Moreover, they were not ready to pay for a commodity like water which was so
abundantly available.
In 1972-73 Parle changed the packaging of its bottled water to plastic bottles and that
significantly made a difference in the sales. The buyers, then, were mainly the upper class
- the trendy people.

In 1993, Coca-Cola bought Parle’s soft drink brands- thumps-up, limca etc. While Coca-
Cola actually bought over Parle's beverages, it agreed to a settlement that allowed the
multinational to bottle and distribute Bisleri soda for a time frame of five years. The
charge of Bisleri water, however, remained with Parle. The upsurge in the sales of Bisleri
started from this point as
Parle sold off its stable of brands to Coca-Cola. This was the time when it’s started
concentrating on making Bisleri a success in the domestic mineral water market. The
reason why Parle chose to retain the Bisleri name was that Parle saw a fairly lucrative
business of mineral water in Bisleri's equity.

The real shift in company’s policy towards mineral water industry came in 1998, although
the conscious efforts had already been started in 1994. This change was primarily because
of the fact that the people, at this time, had started becoming more health conscious.

PRODUCT PROFILE

“It’s a compliment being generic to the category, but it’s not very good when consumers
think any mineral water brand is Bisleri”

Bisleri, a product established in India by Ramesh Chauhan, Chairman of Parle Aqua

Minerals has become a generic brand. Bisleri was the first marketed bottled water in
a totally virgin market. The brand has become synonymous with mineral water;
consumers accept any brand offered by the retailer when they ask for Bisleri.

So far Ramesh Chauhan’s Bisleri enjoys the largest market share of 56% in the Rs1100
crore mineral water market and is growing at the rate of 180% per annum. Annual sales of
Bisleri have touched Rs400 crores. In seventies, 'Bisleri' was the only mineral water which
had national presence and the sale was to the tune of approximately one hundred thousand
cases valued at about Rs.60 lacs.

MANUFACTURING

A quick look at Bisleri's manufacturing reach indicates that it is represented across the
country – North accounts for 35% of sales for the industry, West accounts for 30%, South
20% and the East 15%.

In order to be available in untapped areas Bisleri has setup 16 plants located all over the
country - three-fourths of which are company owned. The balance is run by franchisees.
Bisleri has 5 plants in the North, 5 in the West- two of which were setup in the last year at
Ahmedabad and Surat, 4 in the South and 2 in the East. The company has bottling units
located in Chennai, Bangalore, Goa, Calcutta, Mumbai, Delhi, Uttar Pradesh, Punjab,
Indore and Nepal. The new plants are being set up in states like Kerala, Orissa, Bihar and
North Eastern States, which hitherto have been unexplored by the company.

It is also changing its production strategy and shifting to a 10-hr production schedule with
sudden increase in demand planned to be met by additional production.

Bisleri has planned to expand its operations by investing Rs 60 crore in the upgradation of
facilities. The 120-bottles per minute (BPM) capacity of the 16 units across the country
will be increased to 240 BPM.

Conscious of the environmental implications of its PET bottles, the company is to set up
recycling plants at Delhi and Chennai, each with an outlay of Rs.50m. These will process
500 kg of PET per hour. The processed material will be an input for polyester yarn
manufacturers. In centres other than Delhi and Chennai, the company will set up crushing
units to crush the used PET bottles.

The company's expansion plans will see its water bottling capacity go up from the present
400 million litters to 500 million litters’. Parle Bisleri Limited (PBL) is planning to invest
Rs 200 crore to increase its bottling capacity and double its turnover. The expansion will
also increase the number of company's bottling plants from 16 at present, to 25. The
company will set up all the new plants as green field plants. It doesn’t have any intentions
to acquire any existing plants.

DISTRIBUTION

It's obvious that availability holds the key to the market. For any product to be successful
the distribution system has to be really good. Large tracts of the country have not been
explored by the national brands, which explains the proliferation of smaller brands.

Bisleri’s strategy is to build a direct distribution system at an all-India level. Currently,

Bisleri has around 80000 retail outlets in the country with about 12000 each in the Metros
of Delhi and Mumbai. It is intended to increase this number to 10 lakh outlets in order to
expand brand’s reach.

That means serious investments in company-owned trucks and carts. Parle hopes to double
its existing fleet of 1000 trucks. This would make it the largest fleet owner in the country.

In order to service the home segment, the 5 liters packs are being pushed through the route
of “Fat Dealers” (wholesale dealers) who are retailers as well as stockiest and serve as
supply points from where customer can pick the required quota. The customer can call the
fat dealer and place order for home delivery of the 5-liter pack. 180 of these dealers are
already functional, and more are in the process of being appointed. "The idea is to make
Bisleri all-pervasive,".

The company plans to have its own distribution network in places where it has its own
plants.
Franchisees would manage the distribution in their respective areas of operation.

PACKAGING

Variety is spice of life. Today for any business organization to be successful it has to
provide its customers with the differentiated product that is a value buy for them. In order
to cater to the changing needs of the customers the business has to continuously come out
with the variants of the product so that it can target the maximum segments.
Today, Acqua Minerals offers a variety of packaging options:150 ml, 300 ml, 500 ml, 1
litre, 2 litre, 5 litre, and 20 litres. The 5-litre bottles account for 35 per cent of sales
showing a growing health concern among the Indian society. 1 litre bottles account for 30
percent of the share, whereas the 500 ml bottles taking up 15 per cent. The remaining sizes
share the rest of the contribution.

The 2 litres bottles were introduced to slowly and steadily replace the conventional 1 litre
bottles. This would give them an advantage over others. The 500-ml category was re-
focused as a trendy product, targeted at the teenage crowd and for the roadside consumers.

Acqua Minerals is currently a supplier to Indian Airlines with 125-ml cups. The five-litre
packs, launched in December 1999 in Goa, are currently available in six cities, including
Delhi, Bombay and Bangalore, and sell over 5,000 bottles a day. Following is a quick
overview of thevarious packaging options provided by bisleri along with the target
consumers:
Size of the bottle Price per bottle Target consumer

500 ml Rs. 7 Teenagers, college students and roadside

consumers. Also aimed to supply to the Indian
Railways.

1 litre Rs. 10 General consumers and travellers.

1.2 litres Rs. 12 Consumers demanding a little more water at just a

little more price.

2 litres Rs. 18 Small offices, shopkeepers, households

5 litres Rs. 20 Households, institutes, offices, retail

shops, showrooms

20 litres Rs. 40 Households, institutes, offices, schools and colleges

In addition to the above-mentioned sizes, Bisleri also provides 150 ml cups – for Indian
Airlines travellers, and 300 ml cups – for marriages and parties.
 VISION

Our vision is to be the dominant player in the branded water business where the second
player is less than 20% of our business.

MISSION

We are in the business to serve the customer. He is the most important person. He is the only one
who pays. He deserves the best quality and presentation at a worth of the price. We must have
world class quality, at the lowest production & distribution cost. This will make us an unbeatable
leader, and will have satisfied loyal customers.

“To provide the highest quality product, keeping in mind all aspects including freshness,
purity and safety, and making it easily available to the consumer at a very affordable
price”.
 CHAPTER V

DATA ANALYSIS AND INTERPRETATIONS

Table No:1

Frequency Distribution of the Respondents Age Group

S.NO. AGE RESPONDENTS PERCENTAGES

1 18-30 8 7

2 30-40 25 24

3 40-50 46 44

4 50&ABOVE 26 25

TOTAL 105 100

Interpretation:

From the above table shows that 44% respondents are belong to 40-50 years age group,
25% respondents are 50 & above age years group, 24% respondents are 30 -40 years age
group, 7% responds are 18-30 years age group.
Table No :2

Frequency distribution showing the sex of the respondents

S.NO. SEX RESPONDENTS PERCENTAGES

1 MALE 103 98
2 FEMALE 2 2
TOTAL 105 100

Interpretation:

The above table shows that 103% of respondents are male and 11% respondents are
female.
Table No: 3

Frequency distribution showing the respondents of the educational qualification.

EDUCATION
S.NO. QUALIFICATION RESPONDENTS PERCENTAGE

1 BELOW HSC 0 0
2 ITI DEPLOMA 15 15
3 ENGG.DEGREE 16 15
4 GRADUATE 41 39
5 POST GRADUATE 33 31
TOTAL 105 100

Interpretation:

The above shows the different educational qualification people are working inside the
organization 39% of persons have educational qualification of GRADUATE, 31% of
respondents of post graduates 15% of respondents of Engg. Degree, 15% of respondents
ITI & DIPLOMA.
Table No:4

Frequency distribution showing marital status of the respondents

S.NO. Marital status Respondents percentage

1 Married 87 83
2 Unmarried 18 17
TOTAL 105 100

Interpretation:

From the above table shows that 83% of respondents are married and 17% responds are
unmarried.
Table No:5

Frequency distribution showing the experience of the resonance

S.NO. Marital status Respondents percentage

1 Married 87 83
2 Unmarried 18 17
TOTAL 105 100

Interpretation:

From the above table indicates that 56% respondents in the experience group of 11&above
years, 30% respondents are in the experience of 9-10 years 11% of respondents are in the
experience 68 years 3% of respondents are experience in below 5 years.
Table No:6

Frequency distribution showing the respondents level of satisfaction about the canteen
facility.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 33 32
2 Good 59 36
3 Neutral 11 10
4 Not Satisfied 2 2
5 Needs improvement 0 0
TOTAL 105 100

Interpretation:

The above table shows that 56% respondents are says very good and 32% respondents are
saying good, in the 10% respondents says neutral, not Satie’s respondents are 2% and
wanted to improvement respondents.
Table No:7

Frequency distribution showing the respondents level of satisfaction of lunch room

facility.
S.NO. OPINION RESPONDENTS PERCENTAGE

1 Very Good 20 19
2 Good 45 43
3 Neutral 37 35
4 Not satisfied 3 3
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 43% respondents are very good and 35% respondents are good,
19% of respondents says neutral, 3% of respondents people says not satisfied.
Table No-8:

Frequency distribution showing the respondents of level of satisfaction the rest room
facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 23 22
2 Good 37 35
3 Neutral 38 36
4 Not satisfied 7 7
5 needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 36% respondents of says neutral,35% of respondents says good.

22% of respondents says very good, and 7% respondents says not satisfied.
Table no-9:

Frequency distribution showing the respondents level of satisfaction about the

refreshment Facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 24 23
2 Good 40 38
3 Neutral 39 37
4 Not satisfied 2 2
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 38% of respondent’s response are good,37% of respondent’s
response are neutral,23% of respondent’s responses are very good,2% of respondents
responses are not satisfied.
Table No-10:

Frequency distribution showing the respondents in the level of Toilet facilities.

S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 23 22
2 Good 43 41
3 Neutral 31 29
4 Not satisfied 8 8
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 41% of respondent’s responses are good,29% respondents

Responses are good,22% of respondent’s responses are very good,8% of respondents

responses are not satisfied.
Table No-11:

Frequency distribution showing the respondents of in the level of satisfaction about the
Uniform items facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 61 58
2 Good 29 28
3 Neutral 14 13
4 Not satisfied 1 1
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 58% of respondents are says very good,28% of respondents are
says good,13% of respondents are says neutral,1% of respondents says not satisfied.
Table No-12:

Frequency distribution showing the respondents in level of satisfaction about the

vehicles parking facilities.

S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 23 22
2 Good 57 54
3 Neutral 23 22
4 Not satisfied 2 2
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 54% respondents are says very good ,22% respondents are says
Very good,22% of respondents are says neutral,2% of respondents are says not satisfied.

Table No-13:
Frequency distribution showing the respondents in level of satisfaction about the first-
aid facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 23 22
2 Good 39 37
3 Neutral 41 39
4 Not satisfied 2 2
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 39% of respondents says neutral,37% of respondents says
good,22% of respondents says very good,25 of respondents says not satisfied.
Table no-14:

Frequency distribution showing the respondents in level of satisfaction about the safety
measures

Facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 30 28
2 Good 48 46
3 Neutral 26 25
4 Not satisfied 1 1
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 46% of respondents are says good,28% of respondents are says
very good,

25% of respondents are says neutral,1% of respondents says not satisfied.

Table No-15:

Frequency distribution showing the respondents in level of satisfaction about the

company hospital

Facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 46 44
2 Good 34 32
3 Neutral 25 24
4 Not satisfied 0 0
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 44% of respondents are says very good,32% of respondents are
says good 24% of respondents are says neutral.
Table No-16:

Frequency distribution showing the respondents in level of satisfaction about the

fire and warning System.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 34 32
2 Good 48 46
3 Neutral 21 20
4 Not satisfied 2 2
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 46% of respondents are says good,32% of respondents are says
very good,

20% of respondents are says neutral,2% of respondents are says not satisfied.
Table No-17:

Frequency distribution showing the respondents in level of satisfaction about the safety
place and

Working condition facilities.

S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 41 39
2 Good 47 45
3 Neutral 17 16
4 Not satisfied 0 0
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 45% of respondents are says good,39% of respondents are says
very good,16% of respondents are says neutral.
Table No-18:

Frequency distribution showing the respondents in level of satisfaction about the safety
instruction and training facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 24 23
2 Good 61 58
3 Neutral 16 15
4 Not satisfied 4 4
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 58% of respondents are says good,23% of respondents are says
very good,15% of respondents are says neutral,4% of respondents are says not satisfied.
Table N0-19:

Frequency distribution showing the respondents about in level of satisfaction about the
disposal of wastages.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 17 16
2 Good 58 55
3 Neutral 29 28
4 Not satisfied 1 1
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 55% of respondents’ responses are good,28% of respondents’
responses are neutral,16% of respondents responses are very good,1% of respondents
responses are not satisfied.
Table N0-20:

Frequency distribution showing the respondents in level of satisfaction about the

educational and vocational training facilities.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 30 28
2 Good 49 47
3 Neutral 25 24
4 Not satisfied 1 1
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 47% of respondent’s responses are good,28% of respondents
responses are very good,24% of respondents responses are neutral,1% of respondents
responses are not satisfied.
Table no-21:

Frequency distribution showing the respondents in level of satisfaction about the job
satisfaction of employees.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 43 41
2 Good 45 43
3 Neutral 17 16
4 Not satisfied 0 0
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 43%of respondents responses are good,41% of respondents
responses are very good,16% of respondents responses are neutral.
Table No-22:

Frequency distribution showing the respondents in level of satisfaction about the

communication and job satisfaction of employees.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 24 23
2 Good 52 49
3 Neutral 29 28
4 Not satisfied 0 0
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 49% of respondents’ responses are good,28%o f respondent’s
responses are neutral,23% of respondents’ responses are very good.
Table No-23:

Frequency distribution showing the respondents in level of satisfaction about the

satisfaction of internal training programme.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 38 36
2 Good 49 47
3 Neutral 16 15
4 Not satisfied 20 2
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 475 of respondents’ responses are good,36% of respondents
responses are very good,15% of respondents responses are neutral,2% of respondents
responses are not satisfied.
Table No-24:

Frequency distribution showing the respondents in level of satisfaction about the

external training program.
S.NO. OPINION RESPONDENTS PERCENTAGES

1 Very Good 27 26
2 Good 58 55
3 Neutral 19 18
4 Not satisfied 1 1
5 Needs Improvements 0 0
TOTAL 105 100

Interpretation:

The above table shows that 55% of respondents’ responses are good,26% of respondents
responses are very good,18% of respondents’ responses are neutral,1% of respondents
responses are not satisfied.
FINDINGS

1. Educational and Vocational facilities 75% of respondents are belong to Satisfied

and 25% respondents are not satisfied.
2. The canteen facility provide is good condition says for 88% of respondents are
satisfied another people not satisfied.
3. 62% of respondents says lunch Room facility they are satisfied.
4. On toilet facility 63%n of respondents are satisfied.375 of the respondents wants
improvement.
5. In the uniform of facility 85% of employees satisfied.
6. On the hospital facility 76% of respondents are satisfied.24% of respondents want
improvement.
7. 78% of respondents satisfied in the all deportments for Fire and Warning system. In
the Internal and external program 36% of respondents are not satisfied. So, high
level of employee wants improvement.
8. 84% of respondents are satisfied of Job satisfaction.
SUGGESTIONS AND RECOMMENDATIONS

1. The company should maintain their canteen in the same way in the future.
2. Lunch Room should be maintained with the all facilities like drinking water,
dining table, chairs, wash basins etc.
3. The company should improve toilet facilities. Because of some of the
employees asked some improvement in toiler facilities in the future.
4. Uniform item facilities maintain to the same level of future.
5. Hospital facilities maintain to the same level of future.
6. Fire and warning system facilities maintain and improvement in future.
7. The internal and external training program as well as improve in future.
8. Safety measures most of employees wanted improve in future.
CONCLUSION
It can be presumed that Bisleri is one such brand, which has entered the day by day life of the
buyers. Minerals is one such association where it is endeavouring here for its consumer loyalty.
Our general public comprises of heterogeneous individuals, their qualities, convictions,
demeanours are not quite the same as each other, a few people will give inclination for quality
and taste, some will give inclination for brand name, some will give inclination for ad, and some
will give inclination for price. The organization ought to concentrate the demeanours of the
diverse purchasers as needs be fulfil the requirements of the buyers, with respect to as could
reasonably be expected. They ought to give significance for promotion, quality, price, and taste
of the mineral water and fulfil all levels of the general population. Be that as it may, it is
unrealistic to fulfil every one of the purchasers just through the organization however retailers
ought to co-work with the organization and shoppers
• BIBLIOGRAPHY
• Memoriam C.B. ‘Personal management’ Himalaya Publishing House,
Third Edition, Bombay, 1980

• Tripathi P.C ”personal management and industrial relations”, Sultan Chand &

Sons, 17th revised edition, New Delhi,2004

• Kothari C.R., Research Methodology,2nd edition, Vishwa Prakasham,

New Delhi,1990

• Dr.V. Balu” personal management” sri Venkateshwara Publishing,

Second edition, New Delhi,1998

• Aswathappa,” personal management and industrial relations”, Sultan Chand

&Sons,

• 3rd edition, New Delhi,2004.

 QUESTIONNAIRE

1. Name :

2. Sex :

Male Female

3. Department :

4. Age :
18-30 30-40 40-50 50 & Above

5. Educational Qualification

Engg. Degree

Graduate Post Graduate

6. Marital Status

Married Unmarried
7. Experience

Below 5 Years 6-8 Years 9- 9-10 years 11 & Above

II.LABOUR WELFARE
8., Canteen Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

9. Lunch Room Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

10. Rest Room Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

11. Refreshment
 Very Good Good Neither Good nor Bad

Bad Very Bad

12. Toilet Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

13. Uniform Item Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

14. Vehicles Parking Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

III.SAFETY MEASURES

15. First-Aid Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

16. Safety Measures

Very Good Good Neither Good nor Bad

Bad Very Bad

17. Company Hospital Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

18. Fire and Warning System

Very Good Good Neither Good nor Bad

Bad Very Bad

19. Safety Place and Working Condition

Very Good Good Neither Good nor Bad

Bad Very Bad

20. Safety Instruction and Training Facilities

Very Good Good Neither Good nor Bad

Bad Very Bad

21. Disposal of Wastage

Very Good Good Neither Good nor Bad

Bad Very Bad

IV. TRAINING PROGRAMME

22. Educational and Vocational Training

Very Good Good Neither Good nor Bad

Bad Very Bad

23. Job Satisfaction of Employee

Very Good Good Neither Good nor Bad

Bad Very Bad

24. Communication and Knowledge Development Program me

Very Good Good Neither Good nor Bad

Bad Very Bad

25. Satisfaction of Internal Training Program me

Very Good Good Neither Good nor Bad

Bad Very Bad