Project Report On Employee Welfare

“A STUDY ON EFFECTIVENESS OF EMPLOYEE WELFARE AT
SANJAY TOOLS AND ADHESIVES PVT LTD, NASHIK”

CONTENT
CHAPTER TITLE PAGE NO

NO
INTRODUCTION
1
1.1 Introduction
1.2 Objective of the study
1.3 Scope of the study 1
1.4 Need for the study
1.5 Research Methodology

1.Research Design
2.Sources of Data
3.Sampling
4.Tool and Techniques used
1.6 Limitations of the Study
1.7.Chapterisation
REVIEW OF LITERATURE
2 17
2.1 Theoretical Review
2.2 Research Review
ORGANIZATION PROFILE
3 19
3.1 Industry Profile
3.2 Company Profile
4 DATA ANALYSIS AND INTREPRETATION 24
SUMMARY FINDINGS, SUGESTIONS AND

CONCLUTION
5 5.1 Summary of findings 70
5.2 Suggestions
5.3 Conclusion
BIBLIOGRAPHY 73
QUESTIONNAIRE
LIST OF TABLES
TABLE PAGE
TITLE
NO NO
4.1 Table showing the employees’ awareness of welfare measures 24

4.2
Table showing the satisfaction of employees’ regarding the welfare schemes 26
4.3
Table showing the satisfaction regarding various allowances by the company 28
4.4
Table showing the satisfaction regarding safety equipment and tools 30
4.5
Table showing the satisfaction regarding the safety training programs 32
4.6
Table showing the satisfaction regarding the medical facilities 34
4.7
Table showing the satisfaction regarding the first aid facility 36
4.8
Table showing the satisfaction regarding the ESI schemes 38
4.9
Table showing the satisfaction regarding the transport facilities 40
4.10
Table showing the satisfaction regarding the restroom facilities 42
4.11
Table showing the satisfaction regarding the yearly bonus offered 44
4.12
Table showing the satisfaction regarding various advances offered 46
4.13
Table showing the satisfaction regarding the overall working environment 48
4.14
Table showing the satisfaction regarding drinking water facility 50
4.15
Table showing the satisfaction regarding canteen facilities 52
4.16
Table showing the satisfaction regarding non-statutory provisions 54
4.17
Table showing the awareness whether a specific manager is provided 56
LIST OF CHARTS
CHART
TITLE PAGE NO
NO.
4.1 Chart Showing The awareness of employee welfare scheme 25
4.2
Chart Showing The satisfaction of employees’ on welfare schemes 27
4.3
Chart Showing The satisfaction regarding various allowances 29
4.4
Chart Showing The satisfaction regarding safety equipment and tool s 31
4.5
Chart Showing the satisfaction regarding safety training programs 33
4.6
Chart Showing The satisfaction regarding medical facilities 35
4.7
Chart Showing satisfaction regarding first aid facility 37
4.8
Chart Showing satisfaction regarding ESI schemes 39
4.9
Chart Showing satisfaction regarding transport facility 41
4.10
Chart Showing satisfaction regarding restroom facilities 43
4.11
Chart Showing satisfaction regarding yearly bonus offered 45
4.12
Chart Showing satisfaction regarding various advances offered 47
4.13
Chart Showing satisfaction regarding working environment 49
4.14
Chart Showing satisfaction regarding drinking water facilities 51
4.15
Chart Showing satisfaction regarding canteen facility 53
4.16
Chart Showing satisfaction regarding non-statutory measures 55
4.17
Chart Showing awareness of a specific manager being provided 57
ABSTRACT
This study explores the significance of employee welfare rule structures for understanding the
impacts of the firm pay practices of the representative power. What's more, by recognize the zones
to take auspicious right activity to improve the government assistance and fulfillment of the
representatives. Representative plays a significant job in the modern creation of the organization.
Thus, the association should give collaboration to the representatives so as to build the creation and
to procure higher benefits.
Worker benefits establish a significant vehicle for the arrangement of salary and security. It
moreover helps in discovering the representatives relations between the administration.
Representatives are the column of the association. They ought to be profited by specific plans like
benefits plan, kids instruction, Insurance and so forth. The social shades of malice predominant
among the representative, for example, substance misuse are decreased to a more noteworthy
degree by the arrangements.
The concept of employee welfare is vibrant. Its broad viewpoint and contents are inclined to
change, depending on social and economic changes that occur in society. Employee welfare
includes various services, benefits, and facilities offered to employees by employers. An
organization has to provide welfare facilities to their employees to keep their motivation levels
high. The study throws light on impact of welfare measures on the employees’ performances with
respect to the construction industry.
CHAPTER 1
INTRODUCTION
DEFINITION OF EMPLOYEE WELFARE:
The ILO (Indian Employee Organization) at its Asian regional conference, defined “Welfare as a
team which is understood to include such services, and amenities as may be established in or the
vicinity of undertaking to perform their work in healthy, congenial surrounding and to provide them
amenities conductive to good and high morale.”
Employee welfare assistance involves a position of hugeness in the modern turn of events and
economy. It is a significant aspect of mechanical relations, the additional measurement, offering
fulfillment to the worker in a way which even a decent compensation can't with the development of
industrialization and mechanization, it has procured included significance. A glad and placated
workforce is an asset for the modern thriving of any country. Employee welfare assistance is only
the maintenance function of faculty as in it is coordinated explicitly to the safeguarding of
employee well being and perspectives.
Employee welfare assistance work targets offering such support offices and amenities which
empower the laborers utilized in an association to play out their work in healthy congenial
encompassing conductive to great well being and high resolve. Work government assistance is a
comprehensive term including different administrations, advantages and offices offered by the
employer. Through such liberal incidental advantages the business makes life worth living for
employees. The government assistance enhancements are stretched out in extra to ordinary wages
and other economic rewards accessible to representatives according to the lawful arrangements.
Government assistance measures may also be given by the administration, worker's organizations
and non-government offices what's more to the boss.
Welfare of employee and his family members is an effective advertising and also a method of
buying the gratitude and loyalty of employees. Employee welfare is a comprehensive term
including various services, benefits and facilities offered by the employer. The basic purpose of
Employee welfare is to enrich the life of employees and keep them happy and contented. Welfare
facilities enable workers to have a richer and more satisfying life. It raises the standard of living of
workers by indirectly reducing the burden on their pocket. Welfare means improving, faring or
doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional
well-being of an individual. Further, the term welfare is a relative concept, relative in time and
space. It therefore, varies from time to time, region to region and from country to country.
Employee welfare is an important aspect in every organization with some added incentives which
enable the workers to lead a decent life.
There are several agencies involved in the Employee welfare work namely the central government,
employer’s trade union and other social service organization. Welfare services may broadly
be classified into two categories:-
1) Intramural
2)Extramural
In order to get the best out of a worker in the matter of production, working condition is required to
be improved to large extent. The work place should provide reasonable amenities for the worker’s
essential need. Today various medical services like hospital, clinical and dispensary facilities are
provided by organizations not only to the employees but also to their family members. Normally
welfare and recreational benefits includes canteens, housing, transportation, education etc.
The welfare measures have more relevance in the context of poor standard of livings of the Indian
working class. It is, therefore, one major aspect of national programs towards the promotion of the
welfare of people and is as such designed to create a life and work environment of decent comfort
for working class. As stated already, the directive principles of state policy in our constitution have
very significantly highlighted the need for securing just and humane conditions of work for this
vital segment of the community.
Employee welfare is a term including different administrations, advantages and offices offered to
representatives by the businesses. The government assistance estimates need not be financial
however in any sort/structures. This incorporates things, for example, remittances, lodging,
transportation, clinical protection and nourishment. Employee welfare additionally incorporates
checking of working conditions, production of modern concordance through foundation for well
being, mechanical relations and protection against ailment, mishap and joblessness for the laborers
and their families. Through such liberal advantages the business makes life worth living for
employees. Welfare incorporates whatever is accomplished for the solace and improvement of
workers and is given far beyond the wages. Employee welfare helps in keeping the resolve and
inspiration of the representatives high in order to hold the workers for longer length. The employee
welfare estimates need not be in money related terms just however in any sort/structures. Employee
welfare incorporates observing of working conditions, formation of mechanical concordance
through framework for well being, modern relations and protection against illness, mishap and
joblessness for the laborers and their families.
• Employee welfare is a far reaching term including different administrations, offices and
amenities provided to workers for their advancement.
• Employee welfare measures are notwithstanding normal wages and other monetary
advantages accessible to employees under legitimate arrangements and collective
bargaining.
• The essential motivation behind employee welfare is to improve the part of the regular
workers and in this way make a worker a good employee and happy citizen.
• Employee welfare is a fundamental piece of social government assistance. It includes

change of an employee's work life and family life to the community or social life.
• Employee welfare measures might be both voluntary and statutory.
Employee welfare assistance involves a position of hugeness in the modern turn of events and
economy. It is a significant aspect of mechanical relations, the additional measurement, offering
fulfillment to the worker in a way which even a decent compensation can't with the development of
industrialization and mechanization, it has procured included significance. A glad and placated
workforce is an asset for the modern thriving of any country. Employee welfare assistance is only
the maintenance function of faculty as in it is coordinated explicitly to the safeguarding of
employee well being and perspectives.
Employee welfare assistance work targets offering such support offices and amenities which
empower the laborers utilized in an association to play out their work in healthy congenial
encompassing conductive to great well being and high resolve. Work government assistance is a
comprehensive term including different administrations, advantages and offices offered by the
employer. Through such liberal incidental advantages the business makes life worth living for
employees. The government assistance enhancements are stretched out in extra to ordinary wages
and other economic rewards accessible to representatives according to the lawful arrangements.
Government assistance measures may also be given by the administration, worker's organizations
and non-government offices what's more to the boss.
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES:
1. To estimate the satisfaction level of employee and workmen in SANJAY TOOLS AND
ADHESIVES with respect of employee welfare measure.
2. To identify how the workers and employees respond to employee welfare measure.
SECONDARY OBJECTIVES
1. To study the existing welfare facilities offered to the employee
2. To know the employee opinion about the present welfare facilities

3. To study the impact of welfare on employee’s performance.
4. To improve intellectual and raise their standards of living by measuring their perception
about requirement of welfare activities we can provide better life, health and to make the
workers more satisfied towards their work by relieving their fatigue,
SCOPE OF THE STUDY
1. The scope of the study is to suggest many ways to increase the level of welfare measure in a
industry.
2. It may be helpful for the management department of the industries to make decisions for the
future development and satisfy employees in the study that is done in the area of employee
welfare in Sanjay Tools and Adhesives.
3. To help the industry to know the various statutory and non-statutory welfare measures
adopted by the companies.
4. To reveal overall effectiveness of the welfare measure. So, that the company came to
identify the drawbacks and suitable changes based on present research.
NEED FOR THE STUDY
1. This project is based n the welfare measures about the employees of Sanjay Tools and
Adhesives. The study grabbed the opportunity to understand and study the employees’
attitude and satisfaction towards the welfare schemes.
2. The research fully depends upon the employees’ satisfaction level of welfare activities in the
industry.
3. The word “Welfare” means satisfactory state health and prosperity, well being usually of
employees and industry. So the company wanted to know whether their employees are
satisfied with the industry welfare measures.
RESEARCH METHODOLOGY
MEANING OF RESEARCH
Research in common refers to a search for knowledge. Research is a scientific and systematic
search approach for pertinent information topic.
DEFINITION
According to REDMAN and MORY defines “Research is s systematic effort to gain new
knowledge”.
TITLE
The title of the study is “A STUDY ON EFFECTIVENESS OF EMPLOYEE WELFARE

MEASURE IN SANJAY TOOLS AND ADHESIVES”.
RESEARCH DESIGN
Research design is the plan, structure and strategy of investigation conceived as to obtain answer to
research question and to control variance.
This research is based on exploratory and descriptive research design. It will present the state of
affairs as it exists and helps to know the past and predict the future.
DATA COLLECTION METHOD
There are two types of data:
Primary Data
Primary data is that data which is collected for the first time. These data are basically observed and
collected by the researcher for the first time. I have used primary data for my project work. It is
collected through questionnaire.
Secondary Data
Secondary data are those data which are primarily collected by the other person for his own purpose
and now we use this for our purpose. It is collected through journals, articles, books, foot notes, etc.
INSTRUMENT USED
Questionnaire method was used to collect data.
SAMPLING METHOD
Simple random sampling method is used for the survey.
SAMPLE SIZE
The selected employees of 50 were considered as respondents.
PERIOD OF STUDY
The study was conducted for a period of 30 days.
AREA OF SURVEY
The survey was conducted in “Sanjay Tools and Adhesives”
TOOLS USED FOR ANALYSIS
Percentage analysis
AREA OF STUDY
Sanjay Tools and Adhesives, NASHIK
PERCENTAGE ANALYSIS
This refers to special kind of ratio percentage in making comparison between two or more series of
data.
Percentage = No. of respondents for each response
Total number of respondents

LIMITATIONS OF THE STUDY
1. On account of limited period of time, money, energy and sources this study depends on the
employees’ feedback and personal views which may be biased (or) uncertainly.
2. The number of samples selected are considerably less because of difficulties in time.
CHAPTER 2
REVIEW OF LITERATURE
THEORETICAL REVIEW
Welfare of employee and his family members is an effective advertising and also a method of
buying the gratitude and loyalty of employees. Employee welfare is a comprehensive term
including various services, benefits and facilities offered by the employer. The basic purpose of
Employee welfare is to enrich the life of employees and keep them happy and contented. Welfare
facilities enable workers to have a richer and more satisfying life. It raises the standard of living of
workers by indirectly reducing the burden on their pocket. Welfare means improving, faring or
doing well. It is a comprehensive term, and refers to the physical,mental, moral and emotional well-
being of an individual. Further, the term welfare is a relative concept, relative in time and space. It
therefore, varies from time to time, region to region and from country to country. Employee welfare
is an important aspect in every organization with some added incentives which enable the workers
to lead a decent life.
There are several agencies involved in the Employee welfare work namely the centralgovernment,
employer’s trade union and other social service organization. Welfare servicesmay broadly
be classified into two categories:-
1) Intramural
2)Extramural
In order to get the best out of a worker in the matter of production, working condition is required to
be improved to large extent. The work place should provide reasonable amenities for the worker’s
essential need. Today various medical services like hospital, clinical and dispensary facilities are
provided by organizations not only to the employees but also to their family members. Normally
welfare and recreational benefits includes canteens, housing,transportation, education etc.
The welfare measures have more relevance in the context of poor standard of livings of the Indian
working class. It is, therefore, one major aspect of national programs towards the promotion of the
welfare of people and is as such designed to create a life and work environment of decent comfort
for working class. As stated already, the directive principles of state policy in our constitution have
very significantly highlighted the need for securing just and humane conditions of work for this
vital segment of the community.
Concept of Employee welfare:
Employee welfare might be seen as a complete idea, as a social idea and a relative concept. The
absolute idea is an attractive reality including the physical, mental, moral and emotional prosperity.
These four components together comprise the structure of Employee welfare, on which its totality is
based. The social idea of Employee welfare suggests the welfare of man, his family and his
community. All these three perspectives are between related and cooperate in a three-dimensional
methodology. The general idea of Employee welfare suggests that welfare is relative in time and
spot. It is a dynamic and adaptable idea and henceforth its significance and substance differ from
time to time, district to area, industry to industry, and nation to nation, depending upon the worth
framework, level of training, social traditions, political framework, and degree of industrialization
and general principles of the financial improvement of the people. Employee welfare infers the
setting up of least alluring norms and the provision of facilities like well being, nourishment, dress,
clinical, help, instruction, protection, work security,recreation, etc. Such offices empower the
laborer and his family to lead great work life,family life and public activity. Employee welfare
additionally works to kill the unsafe impacts of large-scale industrialization and urbanization.
Definition:
The oxford dictionary defines Employee welfare as “efforts to make life worth living forworkman”
chambers dictionary defines welfare as a state of faring or doing well: freedomfrom calamity,
enjoyment of health and prosperity.
The encyclopaedia of social sciences defines it as “the voluntary efforts of the employers toestablish
beyond what is required by law, the customs of the industry and the conditions ofmarket.
”In the words of R.R.Hopkins, “welfare is fundamentally an attitude of mind on the part of
management, influencing the method by which management activities are undertaken.”Obviously
the emphasis here is on the “attitude of mind.”
Arthur James Todd defines welfare work as “anything done for the comfort and improvement,
intellectual and social, of the employees over and above the wages paid, which is not a necessity of the
industry.”
E.S.Proud defines welfare work as “voluntary efforts on the part of the employers to improve the
existing industrial system and the conditions of employment in their own factories.”
It is to some degree hard to precisely set out the extent of Employee welfare work, especially because of the way that
work is made out of unique people with complex needs. Its scope has been depicted by scholars and organizations of
various ways. The extent of Employee welfare can be deciphered in various nations, with fluctuating phases of
economic development, political standpoint and social philosophy.While communicating its understanding in regards
to the extent of work Employee welfare, the ILO has observed: “the term is one which lends itself of various
interpretations and it has not alwaysthe same significance in different countries. Sometimes the concept is a very wide
one and ismore or less synonymous conditions of work as a whole. It may include not only theminimum standard of
hygiene and safety laid down in general Employee legislation, but alsosuch aspects of working life as social insurance
schemes, measures for the protection of women and young workers, limitation of hours of work, and paid vacations.
In other cases,the definition is much more limited, and welfare, in addition to general physical workingconditions, is
mainly concerned with the day-to-day problems of the workers and the socialrelationships at the place of work. In
some countries the use of welfare facilities provided isconfined to the workers employed in the undertaking
concerned, while in others, the workers’families are allowed to share in many of the benefits which are made
available. ’
AIMS OF Employee WELFARE WORK:
Employee welfare work aims at providing such service facilities and amenities as would enable the
worker employed in the industries /factories to perform their work in healthy, congenial
surroundings conductive to good health and high morale.
1. Employee welfare is partly humanistic, for it enables the workers to enjoy a fuller and richer life.
2. Employee welfare is partly economic because it improves the efficiency of the workers, increases
the availability where it is scare and keeps him contented. It is therefore, minimizes the desire of a
worker to form or join uniform and to resort to strikes.
3. Employee welfare aim is partly civic because it develops a sense of responsibility and dignity
among the workers and that makes them worthy citizens of the nation.
WELFARE IN INDIAN INDUSTRY
Welfare in Indian industry implies the provision of medical and educational services, a congenial
work atmosphere. The need for providing such services and facilities arrives from the social
responsibilities of the industry, a desire for uploading democratic values and a concern for
employees. In India welfare is of the statutory and non-statutory kinds. The role of unions in
welfare has been influenced by the social-political and legal needs of welfare services.
WELFARE MEASURES PROVIDED BY THE COMPANY ARE AS FOLLOWS:
1. Medical facility.
2. ESI Scheme.
3. Transport.
4. Rest room.
5. Bonus.
6. Working environment.
7. Creche.
8. Drinking water.
9. Canteen.
10. Ambulance.
As the subject of Employee welfare offices is an extremely expansive one covering a wide field of amenities and
exercises, limits can't be unbendingly set down with respect to its extension for all industries and for all occasions. In
the last investigation Employee welfare endure ought to incorporate all extra-painting and intra-wall painting welfare
work, legal and non-legal welfare facilities undertaken by the employers,Government, worker's guilds or intentional
association and furthermore standardized savings measures which contribute to specialist' government assistance, for
example, modern well being, protection, opportune store, gratuity,maternity benefits, laborers' remuneration,
retirement benefits, etc. More specifically, we may look at the manners by which work government assistance is
arranged so as to obtain a more clear comprehension of its extension.
Employee welfare work can be broadly into two categories:
(I) Statutory, and
(ii) Non-statutory or voluntary.
Statutory measures:
This refers to those provisions which are desired from the coercive power of thegovernment and their
observance in any industry is binding on the employer by law(factories act of 1948)
• canteen facilities(sec46)
• working facilities(sec42)
• first aid appliances(sec45)
• facilities for sitting (sec44)
• shelters rest rooms and lunch rooms(sec47)
• crèches(sec18)
• drinking water facilities(sec18)
• lighting(sec19)
• urinals(sec19)
• spittoons(sec20)
• welfare officers(maternity benefit)(sec49)
• Family pension schemes
• Gratuity
• Provident fund schemes
• E.S.I schemes
Non-statutory measures:
There are activities which are under taken by the employees for their workers. arephilanthropic
Such welfare activates are philanthropic but in the long run theyincrease efficiency of worker
and reduce of conflict between employees and worker.
• Housing Facilities
• Transport Facilities
• Medical facilities
• Cultural activities
• Recreation
• Consumer co-operation
• Loan and various advances
• Leave Traveling Concession
• Worker education
• School for the employees children
• Uniform
• Labor welfare fund
• LibrariesVehicles stand for parking
STATUTORY PROVISIONS CONCERNING Employee WELFARE:
Employees are required to provide welfare facilities for workers under the following legal side:
1. The Factories Act, 1948
It provides for clean washing facilities, facility for storing and dry clothing. Facilities for occasional
rest for workers who are obliged to work standing. First aid box, cupboards one for every 150
workers, ambulance facility, welfare officer, if 500 or more workers are employed.
Section 42 to 48 of the India factories act, 1948, contains specific provisions relating to thewelfare
of Employee in factories.
1. Washing facilities :
According to sec.42, every factory,
• Adequate and suitable facilities for washing shall be provided and maintained for theuse of
the workers there in.
• Separate and adequately screened facilities shall be provided for the use of male andfemale
workers.
• Such facilities shall be conveniently accessible and shall be kept clean.
2. Facilities for storing and drinking clothing :
Under sec 43, the state government may in respect of any factory make rules requiring the
provisions there in of suitable place for keeping clothing not worn during working hours and for the
drying of wet clothing.
3. Facilities for sitting According to sec.44, in every factory, suitable arrangements for sitting shall
be provided and maintained for all workers.
4. First aid appliances Under sec.45,
these shall in every factory be provided and maintained so as to be readily accessible during all
working hours. First aid boxes or cupboards to be provided and maintained shall not be less than
one for every one hundred and fifty workers ordinarily employed at any one time in the factory.
5. Canteens:
under sec.46, the state government may make rules requiring that in any specified factory where in
more than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be
provided and maintained by the occupied for the use of the workers.
6.Shelters, rest rooms and lunch rooms:
According to sec.47, in every factory where as more than one hundred and fifty workers are
ordinarily employed adequate and suitable shelters, rest rooms and a suitable lunch room which
provision for drinking water, shall be provided and maintained for the use of the workers.
7. Crèches:
According to sec.48, in every factory where more than 30 women workers are ordinarily employed,
there shall be provided and maintained a suitable room for the use of children under the age of 6
years of such women. Such room shall provide adequate accommodation, shall be adequately
lighted and ventilated and shall be maintained.
8. Welfare officers
In every factory where in five hundred or more workers are ordinarily employed, the occupier shall
employ in the factory, such number of welfare officers as may be prescribed. The state government
may prescribe the duties, qualifications and conditions of service of welfare officers appointed
under the provisions of the factories act
2. The Plantations Act, 1951
A canteen, if employing 150 or more workers, Creche, if 50 or more women workers, recreation
facilities for workers and their children, medical aid to workers and their family, making available
to workers such numbers and type of umbrellas, blankets, raincoats or any other amenities.
The fallowing welfare measures are to be provided to the plantation workers:
a) Canteen in plantation employing 150 are more workers (S. 11)
b) Crèches in plantation employing 50 or more women workers (S. 12).
c) Recreational facilities in the workers and their children (S. 13).
d) Educational facilities in the estate for the children of workers, where there are 25workers’
children between the age of 6 and 12 (S. 14).
e) Housing facilities for every worker and his family residing in the plantation. The standard and
specification of the accommodation, procedure for allotment and rent chargeable from workers, are
to be prescribed in the Rules by the state governments(S. 15 AND 16).
f) The state government may make rules requiring every plantation employer to provide the workers
with such number and type of umbrellas, blankets, raincoats or other like amenities for the
protection of workers from rain or cold as may be prescribed (S. 17).
g) Appointment of a welfare officer in plantation employing 300 or more workers (S.18).The exact
standards of these facilities have been prescribed under the rules framed by the state government.
3. The Mines Act, 1951
Shelters for taking food and rest if 50 or more workers are employed, first aid box and room if more
than 150 workers are employed, pit-head baths equipped with showers, sanitary latrines.
The main obligations of the mine owners regarding health and welfare of their workers are as
follows:
(a) Maintenance of crèches where 50 women workers are employed;
(b) Provision of shelters for taking food and rest if 150 or more persons are employed:
(c) Provision of a canteen in mines employing 250 or more workers;

(d) Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150workers;
(e) Provision in coal mines of(i) pit head baths equipped with shower baths;(ii) sanitary latrines and
(iii) lockers, separately for men and women workers;
(f) Appointment of a welfare officer in mines employing more than 500 or more persons to look
after the matters relating to the welfare of the workers.
4. The Motor Transport Workers Act, 1961
First-aid box to be kept in every transport vehicle, proper ventilated, well-lighted and comfortable
rest rooms at every place where motor transports are required to halt at night, prescribed amount off
working allowance to the staff mentioned above.
The Motor Transport Undertakings are required to provide certain welfare and health measures as
given below:
a) Canteen of prescribed standard, if employing 100 or more workers (S.8).
b) Clean, ventilated well-lighted and comfortable rest rooms at every place where in motor transport
workers are required to halt at night (S.9).
c) Uniforms, raincoats to drivers, conductors and line checking staff for protection against rain and
cold. A prescribed amount of washing allowance is to be given to the above mentioned categories of
staff (S.10).
d) Medical facilities Are to be provided to the motor transport workers at the operatingcentres and
at halting stations as may be prescribed by the state government (S.11).
5. The Contract Employee (Regulations and Abolition) Act, 1970
Canteen for contract Employees, if employing 100 or more workers, restroom or other suitable
accommodation where contract Employee is required to halt at night in connection with the work
and all other basic facilities provided.
The following welfare and health measures are to be provided to the contract workers by
thecontractor:
(a) A canteen in every establishment employing 100 or more workers (S.16).
(b) Rest rooms or other suitable alternative accommodation where the contract Employeeis required
to halt at night in connection with work of an establishment (S.17).
(c) Provision for a sufficient supply of wholesome drinking water, sufficient numberof latrines and
urinals of prescribed types and washing facilities (S.18).
(d) Provision for first-aid box equipped with the prescribed contents (S.19).The Act imposes
liability on the principal employer to provide the above amenities to thecontract Employee
employed in his establishment, if the contractor fails to do so.
6. The Merchant Shipping Act, 1958:
Provision in the Act relating to health and welfare cover:
a) Crew accommodation;
b) Supply of sufficient drinking water;
c) Supply of necessities like beddings, towels, mess utensils;
d) Supply of medicines, medical stores, and provision of surgical and medical advice;
e) Maintenance of proper weights and measures on board; and grant of relief todistressed seamen
aboard a ship;
f) Every foreign-going ship carrying more than the prescribed number of persons,including the
crew, is required to have on board as part of her complement a qualifiedmedical officer;
g) Appointment of a Seamen’s welfare Officer at such ports in or outside India as thegovernment

may consider necessary;
h) Establishment of hostels, clubs, canteens, and libraries;
7. Dock Workers (Safety, Health and Welfare) Scheme, 1961:
A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has beenframed for all
major ports and is administered by the Chief Advisor, Factories (FactoryAdvice Services and
Employee Institutes). It is framed under the Dock Workers (Regulation ofEmployment) Act, 1948.
Amenities provide in the port premises include provision of:
a) Urinals and latrines;
b) Drinking water;
c) Washing facilities;
d) Bathing facilities;
e) Canteens;
f) Rest shelters;
g) Call stands; and
h) First-aid arrangements.
Other welfare measures provided are:
a) Housing;
b) Schools;
c) Educational facilities;
d) Grant of scholarships;
e) Libraries;
f) Sports and recreation;
g) Fair price shops; and
h) Cooperative societies.
Principles:
The following are some of the principles to be kept in mind for successful implementations ofany
welfare programme in an organization:
(1) The Employee welfare activities should pervade the entire hierarchy of an organization.
Management should be welfare-oriented at every level.
(2) The employer should not bargain Employee welfare as a substitute for wages or monetary
incentives. In other words, the workers have a right to adequate wages in addition to welfare
measures.
(3) The employer should look after the welfare of his employees as a matter of social obligation.
The constitution of India, in its directive principles of state policy, also emphasizes this aspect of
Employee welfare.
(4) Employee welfare must aim at helping employees to help themselves in the long run. This
principle of self-help will enable them to become more responsible and more efficient.
(5) There should be proper co-ordination, harmony and integration if all Employee welfares ervices
in an undertaking.
(6) The Employee welfare work of an organization must be administratively viable and essentially
development oriented.
(7) The management should ensure co-operation and active participation of unions andworkers in
formulating and implementing Employee welfare programmes.
(8) There should be periodical assessment or evaluation of welfare measures and necessary timely
improvements on the basis of feedback.
RESEARCH REVIEW
Dr.Usha Tiwari (2014), stated that as consistent with the examine average suggest score and percent
rating of the overall employee satisfied with the facilities are 64%. The workers welfare facilities
provided by the enterprise to employees are satisfied, but still scope of there for further
improvement so that performance, effectiveness and productiveness may be improved to
accomplish the organization goal.
Srinivas K.T stated that the management offering good facilities to all the employees in such
manner that employee emerges as glad about labor welfare facilities. It increases productivity in
addition to quality and quantity. Enhancing the welfare facility through the personnel will become
happy, employee performance degree emerge as increase, it leads to improve positive effects of
profitability and product of the enterprise.
S.Prabakar stated that the workers are extremely happy with intramural facilities provided by the
organization in a few regions similar to external facilities there may be require of addition
improvement in these facilities furnished to human resources and also in several regions like non
statutory centers, there may be require to create development in those amenities.
B.Rajkuar, stated that workers are relatively unpreserved, which need regular welfare facilities for
his or her up progression and presentation on this field. In India service region is most important
division which create additional service, needs welfare procedures for their enhancement. The
welfare measures helps to encourage and preserve workers maximum of welfare centers are scheme
of disinfected amongst human resources and influenced through presenting welfare measures. This
guarantees worker pride result in expand efficiency.
K.Logasakthi and Rajagopal.K stated that the workers of the industry not only have the benefit of
job satisfaction but also numerous welfare services specified by the firm. The labors develop their
utmost maintain for their enhancement of the company. The individual department takes care of full
human resource inside the enterprise. The administration offers all the wellbeing protection and
welfares to the personnel so that it will facilitate to create improved presentation in the exertion and
running surroundings.
Mr.T.Venkata Ramana and Dr.E.Lokanadha Reddy stated that cause of human resources welfare is
to improve the excellent of existence of personnel and hold them satisfied and compete. Extra –
Mural blessing are the end consequence of agency’s liberality, explanation and charitable approach.
It’s far similarly significant to make certain that influential and workers in any respect stage of the
enterprise and associated to the ethnicity of the association and residing it. Out comes drawn with
foundation of observations are extra-mural facilities, welfare facilities to family and girls; where as
in intra-mural amenities are in deprived situation to enhance the charge of worker delight.
S.Sabarinathan and S.Kavibharathi (2009) stated that this take a look at appropriately labor welfare
degree in milk producer co-operative union confined. The business enterprise suggests the high-
quality deal of intelligibility in assessment building and stocks in order throughout ranges. The
administration consider in having a participative technique to choice building. There is sufficient
self-sufficiency to carry out one’s task. Additionally the institute gives scope for individual and
specialized enlargement. The direction of the company is accessible and responsive to requirements
of worker. At the identical time there are responsibility and obligation to be executed and everyone
is held chargeable for work. The labor welfare can turn into conductive to broaden prospective and
capability of the workers and afford chance for completion.
M.Rama Satyanarayana and Dr.R.Jayaprakash stated that after analyzing the complete information
it can be started that the in general satisfaction stage of employees about welfare measures inside
the organization cover under examine is great. But some are not satisfied with welfare measures
supplied by company. Consequently it’s far cautioned that the existing welfare measures can be
stepped forward in addition. Such welfare measures enhance the personnel well-known of living
and their pleasure tiers.
Poonam Salaria and Aumit Salaria stated that auto division corporation offer welfare facilities to
their workers to hold their impulse ranges elevated. Welfare offering may additionally wide be
categorized into classes (1) intramural activities (2) extracurricular activities. Now a day’s most
organizations supply their workers a charitable welfare and frivolous centers. Beneath this studies
welfare measures furnished to personnel, pride and consciousness regarding the welfa re. Personnel
in auto sector are fantastically happy with the intramural welfare measures and little are
disappointed with the extracurricular welfare measures. Belief of the workforce on overall welfare
measure is glad very smaller quantity personnel are disenchanted.
Sultan Nazia and Bushra Begum stated that this paper has thrown mild on how MNCs in India are
making strategic movements in keeping their talent. This learn attempted to fill the gaps by way of
analyzing the impact of three R’s i.e. respect, recognition and rewards on fulfillment level of
individual and by analyzing numerous participants adopted by way of Indian MNCs in retaining
their employees. Maximum of the employees dealing with process in their organization is quite
inefficient.
Dr.P.Venugopal, T.Bhaskar and P.Usha, stated that workers in industry cluster at Chittoor district
are availing welfare procedures such as leisure, medicinal, educational, sanitation, accommodation,
shipping and also constitutional welfare procedures such as workmen reimbursement, ESI, illness
and motherhood benefit but these business have to offers some more services to their workers such
as gratuity, pension so that they may keep the employees for longer time and their excellence work
existence. The business preserves flat connection among workers and administration, which guide
to accomplishment of association hard work.
Subhasish Patanaik (2011) stated that the welfare amenities, which prepared by the organization are
widely recognized to the personnel and all approximately the respondents are glad with
preponderance welfare centers besides only some. It concluded that above all the guidelines should
be taken through the management. Many workers aren’t happy with canteen facilities. Sports
activities, a games facility isn’t always enough for workers.
* David, A Decenzo (2001) and Stephen P. Robbinsin their book, “Personnel / Human Resource
Management explained the various benefits and services provided by the companies to their
employees. According to them, the legally required benefits and services include social security
premiums, unemployment compensation, workers compensation and state disability programs. They
felt that the cost of the voluntary benefits offered appears to be increasing.
* Michael (2001) in his book, “Human Resource Management and Human Relations” said that the
provision of intra-mural and extra-mural welfare facilities help in improving the quality of work life
of employee’s thereby good human relations will develop among different cadres of employees.
*Punekar, Deodhar and Sankaran (2004) in their book, “Labor Welfare, Trade Unionism and
Industrial Relations” stated that labor welfare is anything done for the comfort and improvement,
intellectual and social-well being of the employees over and above the wages paid which is not a
necessity of the industry.
*Aswathappa (2010) in his book, “Human Resource Management “discussed the various types of
benefits and services provided to employee’s in terms of payment for time not worked, insurance
benefits, compensation benefits, pension plans etc. He also discussed the ways to administer the
benefits and services in a better way.
Meenakshi and Yadav Kumar ( 2013) The paper looks at the view of specialists towards labor
welfare measures in the changing financial environment. This research aims to ought to give these
offices to laborers. It has been because of the increment in mindfulness among laborers. With a
specific end goal to keep up better modern relations and solidness in the associations, keeping in the
view the impression of specialists towards work welfare measures the corporate division ought to
concentrate on these measures in a successful way.
KeerthisriyaDr.Panatulamurali Krishna (2014) The results indicates that the general mindfulness
level of various arrangements of the Factory Act, it is not highest but rather an acceptable level, in
with these facilities given by the industries, all the accounts sufficient among the workers. Security
and welfare measured by the organization which is keeping the employees satisfied. R Santana
Krishnan (2015) In this study the labor welfare activities are for the most part impacted by
compassionate standards and enactment in any country. In India, before the presentation of welfare
and another enactment the states of the work were hopeless, misuse of kid work, work of long
hours, terrible cleanliness and nonappearance of wellbeing measures are the consistent elements of
industrial facility life in India. This article highlights the labor welfare measures and programmes.
K. Logasakthi& K. Raja Gopal (2013) this researcher things to see the welfare measures were taken
in the compounded business, the representative's fulfillment levels and to distinguish the general
nature of work life of the workers and employees. The information gathering was finished on the
timetable. Now and again the individual meeting was required around then of topping off of
questionnaire, to break down, the gathered information the analyst utilized basic rate examination.
DeepaliS.Kadam and H.M.Thakar (2014): If workers health is good, they can work with full
capacity &efficiency. Industrial health depends upon the worker health& workers health depends
upon safety measures provided by organization. An employ spends about 8 hours at the place of
work during any working day. He must be provided with80such types of facilities which will
maintain his health his wealth & keep him interested in his work.
P. Anju (2016) in the study identified that the rate of absenteeism had been reduced to a great extent
by providing housing, health and family care, canteen, educational and training facility and
provision of welfare activities. He also stated that this principle for successful implementation of
labor welfare activities is nothing but an extension of democratic values in an industrialized society.
Mr. Ramana T. Ventata (2015) finds that the welfare facilities are provided to the employees to keep
the motivation levels high. He states that the intramural and extramural welfare measures offered to
the employees have improved their rate of satisfaction towards job.
Dr. P. Venugopal and T. Bhaskar (2011) found that employees are satisfied with welfare measures
such as recreational, medical, educational, housing, transportation, sanitation, safety. The
employees are also satisfied towards statutory welfare measures such as Workmen Compensation,
ESI, Sickness, P.F and Maternity benefits. These measures have an impact on the quality of work
life and also on the smooth relationship between employer and employee which leads towards the
attainment of organization goals.
Dr. Usha Tiwari (2014) conducted a study on the employees’ welfare facilities and its impact on
employees. It was also further reiterated that the management should provide facilities to all
employees in such way that employees become satisfied on the welfare facilities which in turn leads
to increase in productivity in terms of quality and quantity.
Mrs. Ayesha M. (2017) conducted a study on role of welfare measures and its impact on employee
productivity with the aim to find out the role of welfare measures and its impact by applying t-test,
f-test. So far as sample is concerned, there were 1650 employees were selected out of the 2100. For
interpretation of data they used t-test, f-test. The female employees were less satisfied with
recreational facilities rather than male1.
•
CHAPTER 3
ORGANIZATION PROFILE
INDUSTRY PROFILE
The automotive industry is a wide scope of organizations and associations engaged with the plan,
improvement, assembling, marketing, and selling of motor vehicles. It is one of the world's biggest
financial segments by income. The automotive industry does exclude enterprises committed to the
support of cars following conveyance to the end-user, for example, vehicle fix shops and engine
fuel filling stations.
The automative industry started during the 1860s with many makers that spearheaded the horseless
carriage. For a long time, the United States drove the world in all out car creation. In 1929,
preceding the Great Depression, the world had 32,028,500 vehicles being used, and the U.S. vehicle
industry delivered over 90% of them. Around then the U.S. had one vehicle for each 4.87 persons.
[5] After World War II, the U.S. delivered around 75 percent of world's auto creation. In 1980, the
U.S. was overwhelmed by Japan and afterward turned into world's pioneer again in 1994. In 2006,
Japan barely passed the U.S. underway and held this position until 2009, when China took the top
spot with 13.8 million units. With 19.3 million units fabricated in 2012, China nearly multiplied the
U.S. creation, with 10.3 million units, while Japan was in third spot with 9.9 million units.[6] From
1970 (140 models) more than 1998 (260 models) to 2012 (684 models), the quantity of car models
in the U.S. has developed exponentially.
AUTOMOTIVE INDUSTRY IN INDIA

In 1897, the primary vehicle ran on an Indian street. Through the 1930s, vehicles were imports only,
and in small numbers.
An early stage car industry rose in India during the 1940s. Hindustan Motors was propelled in 1942,
long-lasting contender Premier in 1944, building Chrysler, Dodge, and Fiat items respectively.[3]
Mahindra and Mahindra was set up by two siblings in 1945, and started get together of Jeep CJ-3A
utility vehicles. Following freedom in 1947, the Government of India and the private segment
propelled endeavors to make a car segment fabricating industry to supply to the vehicle business. In
1953, an import replacement program was propelled, and the import of completely developed
vehicles started to be restricted.
The Indian automotive industry appears to make considerable progress since the principal vehicle
that was produced in Mumbai in 1898. The vehicle segment today is one of the key parts of the
nation contributing significantly to the economy of India. It straightforwardly and by implication
gives work to more than 10 million individuals in the nation. The Indian car industry has an
entrenched name internationally being the second biggest bike advertise on the planet, fourth
biggest business vehicle showcase on the planet, and eleventh biggest traveler vehicle advertise on
the planet and expected to turn into the third biggest car showcase on the planet just behind USA
and China.
The development of the Indian middle class alongside the development of the economy in the
course of the most recent couple of years has brought about a large group of worldwide auto giants
setting their foot inside the Indian Territory. Besides India likewise gives prepared labor at serious
costs making the nation an assembling center for some, outside car organizations. India ends up
being a potential market when contrasted with the greater part of different nations which are seeing
stagnation undoubtedly.
A recent research conducted by the global consultancy firm Deloitte says that at least one Indian
automobile company will feature among the top six automobile companies that will dominate the
car market by 2020.
The Indian automobile industry proved to be in good shape last year even after the economic
downturn. This was majorly due to the fact of renewed interest shown by global automobile players
like Nissan Motors which consider India to be a potential market.
As far as authorized dealer networks and service stations are concerned Maruti Suzuki is the most
widespread. The other automobile companies are also showing rapid progression in this field.
Indian Automobile Export market
India is a very favorable market for small cars be it production, sales or export. Since the Indian
automobile industry is the largest manufacturer of small cars companies like Hyundai and Nissan
Motors export about 2,40,000 and 2,50,000 annually. India emerged as Asia's fourth largest exporter
of automobiles, behind Japan, South Korea and Thailand. The Indian automobile exports registered
a 22.30 percent growth in the year 2009. The growth trend was as follows: Two Wheelers- 32.31
percent, Commercial Vehicle - 19.10 percent and Passenger Cars grew by - 19.10 percent.
Key automobile manufactures in India
• Maruti Udyog
• General Motors
• Ford India Limited
• Eicher Motors
• Bajaj Auto
• Daewoo Motors india
• Hero Motors
• Hindustan Motors
• Hyundai Motors India Limited
• Royal Enfield Motors
• Telco
• TVS Motors
• DC Designs
• Swaraj Mazda Limited
In the recent years the automotive industry in India has developed significantly. This amazing
development rate is attributable to two factors for the most part, which are better way of life of the
Indian white collar class and a resulting ascend in their discretionary cashflow which builds the
buying power adding to the development of the car business all in all and the car organizations
specifically. As per a market review results the offer of traveler vehicles have expanded by three
folds than what it used to be five years down the line. Obviously there are 1 million traveler
vehicles as of now on the Indian streets and the figure just vows to increment as the days pass by.
Be it little vehicles, medium vehicles or extravagance vehicles all have their objective clients and
all well in the market to such an extent that worldwide mammoths from USA and Japan are entering
the Indian car part and working as a team with the Indian car majors.
Automotive technology in India

Automotive Technology or car innovation refers to the advancements that are fused in cars or
vehicles. With the constant headway of innovations new creations in the field of car innovation is
just making ready for an ever increasing number of innovatively prevalent and advanced vehicles.
Car innovation is one of the most fundamental pieces of the car business today. There are various
vehicles accessible in the market all of which require various advances to help their smooth
working.
Automobile Maintenance in India

Automobile Maintenance in India is one of the most fundamental help identified with the Indian
vehicle advertise in India. All the vehicles need normal support as just by this, one can keep their
vehicles secure. Additionally it likewise demonstrates the exhibition and life span of the vehicle.
Beginning from vehicle painting to taking care of the car parts routinely, everything falls under the
approaches of Automobile Maintenance in India. The car parts straightforwardly identified with the
exhibition of the vehicle. A portion of the standard procedures of Automobile Maintenance in India
resemble checking the battery, changing the vehicle oils, keeping a mind it, checking the electrical
framework to recognize a couple of them.
Probably the most basic hints required for the proprietor and furthermore the driver to follow
intensely for the prosperity of the vehicle and for an appropriate car upkeep in India are as under:
• to prevent deterioration of the engines, it is necessary for the engine to maintain the amount of oil
it receives, in order to prevent falling mileage
• to have an accurate knowledge of the fuse system which would save the vehicle from getting
stranded due to a blown fuse
• to focus the lights of the automobile properly
• to check the air pressure of all the tires regularly
• to change the water required for the engine
• to get the automobile serviced only at authorized and efficient service stations
• to check the engine oil level once every two weeks
• to check the coolant and water levels in the radiator and battery
• to use authentic and genuine spare auto parts always
• to provide the vehicle with anti-rust coating before the rainy season
COMPANY PROFILE
Sanjay Tools & Adhesives
Established in the year 2000 at Ambad, Maharashtra, India, we "Sanjay Tools & Adhesives" are
a Partnership based firm, involved as the Manufacturer and Trader of Surface Cleaner, Cutting
Oil and much more. All our products are getting widely acclaimed among the large clientele for
their superior quality and reliability. Apart from this, our ability to maintain timelines as well as
quality in the assortment, providing cost effective solutions and assurance to make timely shipment
of the orders placed by customers have assisted us positioning our name in the list of top-notch
companies of the industry.
Sanjay Tools And Adhesives is group company of SANJAY GROUP. Sanjay Tools And Adhesives
is the partnership firm established in year 2000 in Nashik , located in the state of Maharashtra. The
company founded by two professionals Mr. Mandar Gokarn & Mr. Sanjay Shirodkar. In 2010 Mr.
Manoj Shirodkar joined as third partner.
Core ideology of Sanjay Tools will describe ‘what do we do, who are our customers and how
we do our business’
Basic Information
Nature of Business Manufacturer

Additional Business Trader
Nilesh
Company CEO
Panchariya
26 to 50
Total Number of Employees
People
Year of Establishment 2000
Partnership
Legal Status of Firm
Firm
Rs. 10 - 25
Annual Turnover
Crore
Core Ideology:
a) Core Purpose of Sanjay Tools And Adhesives.
To ensure customer’s competitiveness and profitability.
b) Mission statement of Sanjay Tools And Adhesives.
We at Sanjay Tools & Adhesives sell & distribute Cutting tools, Industrial and Automotive
Lubricants, Abrasives, Corrosion preventive solutions and Accessories to machine shops producing
precision components, Exporters, Automotive dealers & retail outlets.
We Achieve this by-
1) Offering World Class products and innovative solutions.
2) Appointing application team supported by efficient back office team,
3) Keeping delivery commitments through sufficient inventory.
4) Focusing on customer and employee satisfaction.
c) Core Values of Sanjay Tools And Adhesives
a) Value Relations: We believe that interpersonal relationships within the team and with
customers and suppliers are extremely important. Relationships play the role of catalyst
in our growth.
b) Systematic Approach: We believe that systematic approach leads to continuous
improvement within the team and also maintains healthy relations with customers &
suppliers.
c) Knowledge-Learning: We trust in the power of knowledge. Habit of learning and
acquiring knowledge gives us ability to change and respond to challenges from time to
time.
•
• The Sanjay Group is in its 34th year of operations.
• Today the Group is into: Manufacturing/Distribution/Services.
• Group is managed by Professionals. Manoj Shirodkar, Sanjay Shirodkar, Sanjay Kulkarni
& Mandar Gokarn.
• Representing more then 26 Brands successfully.
• For Distribution Business: we have All India Sales Network and have our own network of
Sub-Distributors & Application engineers on pan India level.
• Manufacturing: Export of Precision CNC Machined components & Assemblies to Europe/
US/Asia
• The total work force of the group is 275+
Brands Represented by Sanjay Tools And Adhesives.
1. Hangsterfer’s Laboratories INC : Representation since year 2009 on Pan India level.
Hangsterfer’s Laboratories INC. is based in USA since 1937. Hangsterfer’s is in to manufacturing

of metal working and metal forming fluids .Hangsterfer’s products are widely used in Aerospace,
Medical, oil & Gas industry. Hangsterfer’s products are known for adhering norms for Health safety
& environment without compromising performance.
2. Sandvik Coromant : Representation since 2000 for Nashik region and from 1992 in Pune region
through sister company M/s Sanjay Tools And Accessories pvt.Ltd.
Sandvik Coromant is Sweden based company in to manufacturing and distribution of carbide

cutting tools. Sandvik Coromant is known for its leadership in the market through productivity
improvement at customer end.
3. Lukas Erzeet: Representation in Nashik region since 2009 and representation through group
company M/s Supra Industries for PAN India level.
Lukas Erzeet is the company based in Germany and known for its high quality coated & bonded
abrasives, CBN wheels, Carbide rotary burrs, brushes etc. Products from Lukas adds value in
various industries like fabrication, ship building, SS fabrication, wind mill components, debarring
etc.
4. Zevenier Daubert India Pvt.Ltd.: Representation in Nashik region since 2004.
Zevenier Daubert is based in Delhi and in to manufacturing of corrosion preventive solutions.

Various products like Rust preventive oils, waxes, VCI bags, Papers manufactured by Zevenier
Daubert helps customers for indoor and outdoor storage protection.
5. Rocklin Manufacturing Co.: Representation all across India since 2018.
Rocklin Manufacturing Co.is USA based company in to manufacturing electro mechanical devices
for Carbide Impregnation and Mould repairing.
Apart from above brands and products, Other group companies of Sanjay group represents 26
global brands. Some of them are as follows.
Keaser Compressor.
3M.
Snap On.
Fanar.
Graco.
Nachi.
Customer Segments:
Sanjay Tools And Adhesives is catering to almost 1200 customers from various customer segments
as follows.
1. Automotive.
2. General Engineering.
3. Aerospace.
4. Medical.
5. Oil & Gas.
6. Machine Tools & Equipment building.
7. Steel.
8. Defence.
What sets us apart:
Ability to offer Solutions:

Team Sanjay tools committed for end to end solutions for most challenging applications. Every
industry comes with a unique set of requirements and our team is equipped to handle each of these
requisites and provide effective solutions.
Fast and efficient service:

Our team of qualified and experienced engineers are committed to resolving any product issue and
provide you the required support promptly.
Customer Satisfaction:
Customer satisfaction forms the foundation of our business. STA prides itself on going the extra
mile to ensure our client requirements are not just met, but surpassed.
Quality Standards:
Every product and system at STA goes through multiple levels of stringent testing to provide the
best quality, reliable industrial equipment. We also partner with the most renowned names in the
metal tools manufacturing industry to make available to you nothing short of the best.
Continued Support:
We believe our service extends to ensuring that our clients receive continued professional support
for their equipment. Our team of experts ensure any query and concern you may have regarding our
tools and services is answered.
PRODUCT RANGE
1. Cutting Oil
2. Water soluble Cutting oil
3. Safe oil stain remover
4. Industrial Surface Cleaner
5. Industrial Liquid Cleaner
6. Industrial Oil and Grease Cleaner
7. Industrial Cleaning Chemicals
Moulding General Manufacturing
Construction Automotive
Wind & Power Textile
Petroleum & Gas Valve
• Aerospace Electrical
•
•
Off High Way vehicles

• Way of Working
• Competent, experienced, dedicated & friendly marketing team backed by strong back office
support.
• Always Accessible, Thorough handholding with the clients from Planning to Production.
• Consistently delivering high quality products and services.
• Training, Seminars & customer evenings, Demo shows.
• Aggressive in taking trials to improve the productivity.
• High on Ethics. (Never Broke any relation on ethical ground)
• Healthy, optimistic and freedom to work .
• Vertical wise dedicated application Engineers.

CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1
Classification of respondents according to the awareness of welfare measures provided by the

company
Sr. No. Options No. of respondents Percentage

1. Yes 42 84%
2. No 8 16%
TOTAL 50 100%
Primary source of data
INFERENCE:
In the above table, it is clear that 84% of the respondents are aware of the welfare measures
provided by the company and the other 16% are unaware about the welfare measure provided by
the company.
CHART 4.1
Classification of respondents according to the awareness of welfare measures provided by the

company
TABLE 4.2
Classification of respondents according to the satisfaction of company’s welfare scheme
Sr. No Options No. of respondents Percentage

1. Highly Satisfied 12 24%
2. Satisfied 30 60%
3. Not Satisfied 8 16%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 24% of the employees are highly satisfied with the company
welfare schemes, 60% of the employees are just satisfied with the welfare schemes, and the rest
of the 16% of the employees are not satisfied with the employee schemes.
CHART 4.2
Classification of respondents according to the satisfaction of company’s welfare scheme
Not Satisfied
Satisfied
Highly Satisfied
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00%

TABLE 4.3
Classification of respondents according to various allowances offered by the company

1. Very Good 11 22%
2. Good 30 60%
3. Average 6 12%
4. Poor 3 6%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 22% of the employees have chosen Very Good for the various
company allowances, 60% have chosen Good, 12% have chosen Average and the rest 6% of the
employees have chosen Poor.
CHART 4.3
Classification of respondents according to various allowances offered by the company
Poor
Average
Good
Very Good
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00%

TABLE 4.4
Classification of respondents according to the safety equipment and tools

1. Highly satisfied 12 24%
2. Satisfied 35 70%
3. Not satisfied 3 6%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 24% of the employees are Highly Satisfied with the safety
equipment and tools provided by the company, 70% are Satisfied, and the rest 6% of the
employees are Not Satisfied.
CHART 4.4
Classification of respondents according to the safety equipment and tools

TABLE 4.5
Classification of respondents according to safety training programs

1. Very good 10 20%
2. Good 25 50%
3. Average 11 22%
4. Poor 4 8%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 20% of the employees have chosen Very Good regarding the
safety programs offered by the company, 50% have chosen Good, 22% of the employees have
chosen Average and the rest 8% of the employees have chosen Poor.
CHART 4.5
Classification of respondents according to safety training programs

TABLE 4.6
Classification of respondents according to the Medical Facilities provided by the company

2. Satisfied 25 50%
3. Partly Satisfied 7 14%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 10% of the employees are Highly Satisfied by the medical
facility provided by the company, 50% are just Satisfied, 14% are Partly Satisfied and the rest
26% of the employees are Not Satisfied with the medical facility provided by the company.
CHART 4.6
Classification of respondents according to the Medical Facilities provided by the company

TABLE 4.7
Classification of the respondents according to the First Aid facility provided by the company

1. Very Good 5 10%
2. Good 15 30%
3. Average 25 50%
4. Poor 5 10%
TOTAL 50 100%
INFERENCE:
first aid facility provided by the company, 30% of the employees have chosen Good, 50% of the
employees have chosen Average, and the rest 10% of the employees have chosen Poor.
CHART 4.7
Classification of the respondents according to the First Aid facility provided by the company
TABLE 4.8
Classification of respondents according to the benefits of ESI schemes

2. Satisfied 25 50%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 40% of the employees are Highly Satisfied with the ESI
schemes provided by the company, 50% are Satisfied and the rest 10% of the employees are Not
Satisfied.
CHART 4.8
Classification of respondents according to the benefits of ESI schemes
TABLE 4.9
Classification of respondents according to the satisfaction of Transport Facilities provided by
the company

2. Satisfied 25 50%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 32% of the employees are Highly Satisfied with the transport
facility provided by the company, 50% of the employees are Satisfied and the rest 18% of the
employees are Not Satisfied.
CHART 4.9

the company
Not Satisfied
Satisfied
%
Highly Satisfied
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00%

TABLE 4.10
Classification of respondents according to the Rest Room Facilities provided to the employees
by the company
Sr. No Options No. of Respondents Percentage

1. Very Good 7 14%
2. Good 32 64%
3. Average 8 16%
4. Poor 3 6%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 14% employees have chosen Very Good regarding the rest room
facility provided by the company, 64% of the employees have chosen Good, 16% of the
employees have chosen Average and the rest 6% of the employees have chosen Poor.
CHART 4.10
the company
TABLE 4.11
Classification of respondents according to the Yearly Bonus Offered by the company

1. Very Good 20 40%
2. Good 18 36%
3. Average 12 24%
4. Poor 0 0
TOTAL 50 100%
INFERENCE:
yearly bonus offered by the company, 36% of the employees have chosen Good, 24% of the
employees have chosen Average and No employees have chosen Poor.
CHART 4.11
Classification of respondents according to the Yearly Bonus Offered by the company
Poor
Average
Good
%
Very Good
0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% 45.00%
TABLE 4.12
Classification of respondents according to the level of satisfaction on various advances

provided by the company

2. Satisfied 25 50%
4. Not Satisfied 0 0
TOTAL 50 100%
INFERENCE:
In the above table, 36% of the employees are Highly Satisfied with the various advances provided
by the company, 50% of the employees are satisfied, 14% of the employees are Partly Satisfied
and None are Not Satisfied.
CHART 4.12
Classification of respondents according to the level of satisfaction on various advances
provided by the company
Poor
Average
Good
%
Very Good
0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% 45.00%
TABLE 4.13
Classification of respondents according to the overall working environment of the company

2. Satisfied 23 46%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 42% of the employees are Highly Satisfied with the working
environment provided by the company, 46% of the employees are Satisfied, 12% of the
employees are Partly Satisfied and None of the employees are Not Satisfied.
CHART 4.13
Classification of respondents according to the overall working environment of the company
Not Satisfied
Partly Satisfied
Satisfied
Highly Satisfied
0.00% 10.00% 20.00% 30.00% 40.00% 50.00%

TABLE 4.14
Classification of respondents according to the Drinking Water Facility provided by the

company

1. Very Good 32 64%
2. Good 16 32%
3. Average 2 4%
4. Poor 0 0
TOTAL 0 100%
INFERENCE:
drinking water facility provided by the company, 32% of the employees have chosen Good, 4%
of the employees have chosen Average and None of the employees have Poor.
CHART 4.14
Classification of respondents according to the Drinking Water Facility provided by the
company
Poor
Average
Good
%
Very Good
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00%

TABLE 4.15
Classification of respondents according to the canteen facilities provided by the company

1. Very Good 8 16%
2. Good 17 34%
3. Average 25 50%
4. Poor 0 0
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 16% of the employees have chosen Very Good, 34% of the
employees have chosen Good, 50% of the employees have chosen Average and None of the
employee have chosen Poor.
CHART 4.15
Classification of respondents according to the canteen facilities provided by the company
Poor
Average
Good
%
Very Good
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00%

TABLE 4.16
Classification of respondents according to satisfaction of non-statutory provisions by the

company

2. Satisfied 34 68%
3. Partly Satisfied 0 0
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 32% of the employees are Highly Satisfied with the non-
statutory provisions by the company, 68% of the employees are Satisfied with the provisions,
None of the employees are Partly Satisfied or Not Satisfied.
CHART 4.16
Classification of respondents according to satisfaction of non-statutory provisions by the

company
TABLE 4.17
Classification of respondents to know whether specific managers are provided by the

company to look after the employee welfare measures

1. Yes 36 72%
2. No 14 28%
TOTAL 50 100%
INFERENCE:
In the above table, it is clear that 72% of the employees are aware whether a specific manager is
provided by the company to look after employee welfare measures and the rest 28% are unaware.
CHART 4.17
Classification of respondents to know whether specific managers are provided by te company

to look after the employee welfare measures
Not
Yes
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00%

CHAPTER 5
FINDINGS, SUGGESTIONS AND CONCLUSION

SUMMARY OF FINDINGS
1. From the study, most of the employees are satisfied with the welfare measures provided by
the organization, only few of the employee disagree with the welfare measure.
2. Most of the employees seem to be aware of the welfare schemes provided by the company.
3. Employees are highly satisfied with allowances provided by the company.
4. Regarding the basic environmental mandatory facilities, the company provides satisfactory
level of accommodation and hence more number of employees are satisfied.
5. Employees are also highly satisfied with the drinking water facility and the rest room
facility provided by the company.
6. The transport facility seems to be satisfied by the employees.
7. The employees also seem highly satisfied with the ESI schemes provided by the company.
SUGGESTIONS
1. Employees should be made aware of the welfare measures of the company by frequently
conducting a seminar or examinations whether everything is carried out in a proper manner.
2. The Canteen facility in the company should be improved as a quality as per the requirement
of the employee.
3. Not only focusing on employee remuneration, the company should also focus on some other
social benefits like sports club activity or any other entertaining activities.
4. From the observations employee welfare programs are to be conducted periodically and
continuously.
5. The company should also focus on improving its Medical facilities and First Aid facilities.
6. The employees should be aware of the specific manager provided for employee welfare
measures so that the employees can directly come in contact with the manager to share their
problems.
CONCLUSION
1. The project aims at bringing out the welfare measures provided by “SANJAY TOOLS AND
ADHESIVES PVT LTD”
2. Through the analysis in SANJAY TOOLS AND ADHESIVES PVT LTD, the researcher was
able to know more about the employee welfare and its importance. This project basically
highlights on the welfare scheme and would like to take an opportunity to experience in
writing. The secret behind the success of this company is efficient and enthusiastic power
governed, controlled and directed by the personal department.
BIBLIOGRAPHY
1. Ramya.T.J, Bhavani shree Arepallli, Dr. Lakshmi.P , (2016) “A Study on Employee Welfare
Facilities and Its Impact on Employee Satisfaction at Hotel Industry”, “International Journal
of Engineering Science and Computing”, Vol. 06, Iss:12
2. B.R.Manasa , C.N. Krishna Naik, (2016), “Employee Welfare and Social Security”,
“INDIAN JOURNAL OF RESEARCH”, Vol. 05, Iss:03
3. G.Aarthi, (2018), “The Study on Impact of Employee Welfare Measures in Automobile
Industry”, “International Journal of Pure and Applied Mathematics”, Vol. 118, Iss:20
4. Dr.Subhasish Chatterjee, Dr. Medha Wadhwa, Ms.Darshana Patel, (2018), “A study on
employee welfare and its impact on their performance at private hospitals and its research
centre-cross sectional descriptive study”, “International Journal of Research and Analytical
Reviews”, Vol.05, Iss:12
5. A. Varadaraj, D. Charumathi, (2019), “Impact of Welfare Measures on the Quality of
Employees Performance with Special Reference to Construction Industry”, “International
Journal of Management Science and Business Administration”, Vol.05, Iss: 2
WEBSITE:
1. https://www.indiamart.com/sanjaytoolsadhesives/
2. https://www.ibef.org/industry/india-automobiles.aspx
3. https://en.wikipedia.org/wiki/Automotive_industry_in_India
4. https://researchleap.com/impact-welfare-measures-quality-employees-performance-special-
reference-construction-industry/
A STUDY ON EMPLOYEE WELFARE MEASURE IN SANJAY TOOLS AND ADHESIVES
NASHIK PVT LTD
QUESTIONNAIRE
• Name :
• Department/ Designation :
• Age:
• Gender:
• Working Experience
1. Are you aware of welfare measures provided by the company?
a. Yes
b. No
2. Are you satisfied with company’s welfare scheme?
a. Highly Satisfied
b. Satisfied
c. Not Satisfied
3. How do you feel about various allowances provided by the company?
a. Very Good
b. Good
c. Average
d. Poor
4. Are you satisfied with safety equipment and tools?
a. Highly Satisfied
b. Satisfied
c. Not Satisfied
5. What is your opinion about safety programs offered by the company?
a. Very Good
b. Good
c. Average
d. Poor
6. How do you feel about Medical Facilities provided by the company?
a. Highly Satisfied
b. Satisfied
c. Partly Satisfied
d. Not Satisfied
7. What is your opinion about First Aid Facility provided by the company?
a. Very Good
b. Good
c. Average
d. Poor
8. What are your reviews on benefits of ESI scheme?
a. Highly Satisfied
b. Satisfied
c. Not Satisfied
9. What is your level of satisfaction in transport facility provided by the company?
a. Highly Satisfied
b. Satisfied
c. Not Satisfied
10. Are you satisfied with the restroom facilities provided by the company?
a. Highly Satisfied
b. Satisfied
c. Not Satisfied
11. How do you feel about yearly bonus offered by the company?
a. Highly Satisfied
b. Satisfied
c. Not Satisfied
12. What is your level of satisfaction on various advances provided by the company?
a. Highly Satisfied
b. Satisfied
c. Partly Satisfied
d. Not Satisfied
13. What is your opinion about overall working environment provided by the company?
a. Highly Satisfied
b. Satisfied
c. Partly Satisfied
d. Not Satisfied
14. How is the drinking water provided by the company?
a. Very Good
b. Good
c. Average
d. Poor
15. What is your opinion about creche facility provided by the company?
a. Very Good
b. Good
c. Average
d. Poor
16. How do you feel about canteen facility provided by the company?
a. Very Good
b. Good
c. Average
d. Poor
17. Are you satisfied with non-statutory provisions by the company?
a. Very Good
b. Good
c. Average
d. Poor
18. Are specific managers provided by the company to look after the welfare measures of the
employee?
a. Yes
b. No

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“A STUDY ON EFFECTIVENESS OF EMPLOYEE WELFARE AT

SANJAY TOOLS AND ADHESIVES PVT LTD, NASHIK”

CHAPTER TITLE PAGE NO

1.5 Research Methodology

4 DATA ANALYSIS AND INTREPRETATION 24

SUMMARY FINDINGS, SUGESTIONS AND

4.1 Table showing the employees’ awareness of welfare measures 24

• Employee welfare is a fundamental piece of social government assistance. It includes

• Employee welfare measures might be both voluntary and statutory.

1. To study the existing welfare facilities offered to the employee

2. To know the employee opinion about the present welfare facilities

The title of the study is “A STUDY ON EFFECTIVENESS OF EMPLOYEE WELFARE

DATA COLLECTION METHOD

There are two types of data:

Questionnaire method was used to collect data.

Simple random sampling method is used for the survey.

The selected employees of 50 were considered as respondents.

The study was conducted for a period of 30 days.

The survey was conducted in “Sanjay Tools and Adhesives”

TOOLS USED FOR ANALYSIS

Sanjay Tools and Adhesives, NASHIK

Percentage = No. of respondents for each response

Total number of respondents

AIMS OF Employee WELFARE WORK:

WELFARE MEASURES PROVIDED BY THE COMPANY ARE AS FOLLOWS:

STATUTORY PROVISIONS CONCERNING Employee WELFARE:

1. The Factories Act, 1948

According to sec.42, every factory,

• Such facilities shall be conveniently accessible and shall be kept clean.

2. Facilities for storing and drinking clothing :

4. First aid appliances Under sec.45,

6.Shelters, rest rooms and lunch rooms:

The fallowing welfare measures are to be provided to the plantation workers:

a) Canteen in plantation employing 150 are more workers (S. 11)

b) Crèches in plantation employing 50 or more women workers (S. 12).

c) Recreational facilities in the workers and their children (S. 13).

3. The Mines Act, 1951

(a) Maintenance of crèches where 50 women workers are employed;

(c) Provision of a canteen in mines employing 250 or more workers;

4. The Motor Transport Workers Act, 1961

a) Canteen of prescribed standard, if employing 100 or more workers (S.8).

5. The Contract Employee (Regulations and Abolition) Act, 1970

(a) A canteen in every establishment employing 100 or more workers (S.16).

6. The Merchant Shipping Act, 1958:

Provision in the Act relating to health and welfare cover:

b) Supply of sufficient drinking water;

c) Supply of necessities like beddings, towels, mess utensils;

g) Appointment of a Seamen’s welfare Officer at such ports in or outside India as thegovernment

h) Establishment of hostels, clubs, canteens, and libraries;

7. Dock Workers (Safety, Health and Welfare) Scheme, 1961:

a) Urinals and latrines;

g) Call stands; and

Other welfare measures provided are:

f) Sports and recreation;

g) Fair price shops; and

AUTOMOTIVE INDUSTRY IN INDIA

Indian Automobile Export market

Automotive technology in India

Automobile Maintenance in India

Sanjay Tools & Adhesives

Nature of Business Manufacturer

a) Core Purpose of Sanjay Tools And Adhesives.

To ensure customer’s competitiveness and profitability.