A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

  1. 1. SAAB MARFIN MBAA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLLA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 1
  2. 2. SAAB MARFIN MBA CONTENTSChapter-1Executive summary 1 Industry Profile 2 Company Profile 3 Need For Study 4 Objectives 5 Methodology 6 Scope Findings 7 Suggestion ConclusionChapter-2 Introduction of the Study 7-8 History of the company 8-10 Present status of the company 9-15A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 2
  3. 3. SAAB MARFIN MBA Swat analysis Mission and Vision 16-27 Growth of the company 28-29 Manufacturing process 30-34 Organization structureChapter-3 Background of the study 35-50Chapters-4 Data analyses and Interpretation 50-72 Findings And Suggestions. 73-76 Conclusion 77Chapter-5 Annexure 78-82 Bibliography 83A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 3
  4. 4. SAAB MARFIN MBACHAPTER-I Executive Summary Company profile Need For The Stutdy. Objectives Methodology Scope Of the study Limitation Of The Study A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 4
  5. 5. SAAB MARFIN MBA Findings Suggestion Data AnalysisEXECUTIVE SUMMARYINDUSTY PROFILE: Hindustan latex’s (HLL)journey started with its incorporation as acorporate entity under the ministry of health and family welfare of thegovernment of India on march 1,1966.HLL was setup in the natural rubber richstate of kerala , for the production of male contraceptive sheaths for thenational family planning programme the company commenced its commercialoperations on April 5,1969. the plant was established in technical collaborationwith M/s Oakmont industries. To trace briefly HLL’s land mark in the 37th since it’s commencementof operation. In the year 1969 the company started manufacturing atthiruvanathpuram (karalla) . as part of expansion program of the companystarts decided to establishOne more unit Kanagala near Belgaum in the year 1986. and they start themanufacturing in 1987. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 5
  6. 6. SAAB MARFIN MBA COMPANY PROFILE: Hindustan latex’s (HLL) journey started with its incorporation as acorporate entity under the ministry of Health and Family welfare of theGovernment of India on March1, 1966.HLL was setup in the natural rubber rich state of kerala , for theproduction of male contraceptive sheaths for the national family planningprogramme the company commenced itscommercial operations on April 5,1969. The plant was established in technicalcollaboration with M/s Oakmont industries. To trace briefly HLL’s land mark in the 37th since it’scommencement of operation. In the year 1969 the company startedmanufacturing at thiruvanathpuram (karalla), as part of expansion programmeof the company starts decided to establish one more unit at Kanagala nearBelgaum in the year 1986, and they start the manufacturing process in 1987.HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressingvarious public health challenges facing humility.Hindustan life care limited is the only company in the world whichmanufactures and markets the widest range of contraceptives. It is unique inproviding a range of condoms, including female condoms, intra uterine devices,oral contraceptive pills- steroidal In the area of contraceptives HLL has added to its oralcontraceptive pills(OCP)for female. Its OCP range include Mala D/N, Saheli,Arpana, Apsara, Menders, Jaljeevan etc, it has also added femalecondoms to range. It also started manufacturing of copper T, Blood bags,Hydrocephalus shunt, Hand gloves etc. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 6
  7. 7. SAAB MARFIN MBA Today HLL is a multi-product, multi-unit organizationaddressing various public health challenges facing humanity.On the path of rapid growth, HLL has set its sights to be a Rs 1000 crorecompany by the year 2010.Title of the project:A Study on Employee welfare facilities.. Need for the study To know that whether welfare facilities play an important role on the workingof employees,And to know hen the employees are dissatisfied welfare facilities will help themto get motivated. Objectives Of the study:1 To study the existing welfare facilities provided to the employees at HLLkanagala.2To know the employeesopinion about the present welfare facilities at HLL kanagala...3To study the satisfaction of workers towards the present welfare facilitates. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 7
  8. 8. SAAB MARFIN MBA4To give certain suggestion based on findings for improvement in the welfarefacilities provided by the management. Scope of the Study: This study aims to find out the satisfaction of the employees,whether the company is providing necessary health, safety and welfaremeasures in HLL Life care Limited, Kanagala. The scope of the current studynamed” Employee welfare facilities” is limited only to HLL Life care limited,Kanagala unit& its application is also specifically limited to the HLL Life careLimited, Kanagala unit, and the study cannot be applied to other unit of the HLL.This study helps to improve the performance of the Human resourcemanagement department.Limitations of the Study:Following are some of them limitation of the study:1 The data was collected during the working hours, employees were busy intheir routine work so they were less responsive.2) The data is collected from the permanent and casual employees and hencethe opinion of contract employees is not collected.3) Inadequacy of time was a major limiting factor faced by researcher.Research Methodology:Data required1. Primary data2. Secondary data A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 8
  9. 9. SAAB MARFIN MBA1) Primary data Questionnaire methods are used to elicit information fromemployees of various hierarchy departments. Primary data are those which are gathered specially for the project athand is directly through questionnaire & personal interaction. Primary data iscollected by administering thequestionnaire & personal interaction.2) Secondary data The secondary data has been collected from different books andcompany files and website.The secondary data has been collected by an individual from different sources.Text bookInternetSamplingSampling sizeThe study was taken on 100 respondents.Data presentation Data was presented with the help of tables, charts; interpretation andobservation were noted below each table/charts.Data analysis Data was analyzed by simple qualitative analysis for the study. Findings: o From the study it was noticed that majority of respondents i.e.90% of employees aware of all the welfare facilities provided by the company it means company always think of employees but still it can improve to satisfy other 10% of the employees. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 9
  10. 10. SAAB MARFIN MBA o It was noticed that 70% of employees feel good about present welfare facilities it shows the welfare facilities are good.Suggestions: 1. Employees are not satisfied to quality of the food which is providing by the canteen, so quality of the food has to be increased to keep the health of the employees good. 2. In my opinion company should provide transportation facility to contract worker by taking the fare of the bus.CONCLUSION: Human resource plays an important role in any organization .employee welfare facilities are concern to this department , if the employeehappy with welfare facilities then only the productivity of that organization canbe increased . Based on the study of Employee Welfare Facilities in HindustanLifecare Limited Kanagala it is clear that the company is very keen in thepromoting all the welfare facilities provided by Hindustan Lifecare LimitedKanagala. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 10
  11. 11. SAAB MARFIN MBACHAPTER- IIA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 11
  12. 12. SAAB MARFIN MBACHAPTER - IICOMPANY PROFILE INTRODUCTION History of the companyA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 12
  13. 13. SAAB MARFIN MBA Present status of the company Growth of the company Manufacturing process Organization structure Future plansINTRODUCTION A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 13
  14. 14. SAAB MARFIN MBA The project is done at HLL LIFECARE LIMITED, Kanagala(Dist-Belgaum). HLL is a public sector undertaking by the ministry of health andfamily welfare of Government of India. HLL LIFECARE LIMITED is intomanufacture of condoms and contraceptives. Hindustan latex is a largestmanufacturer of indigenous low priced, high quality Contraceptives namelyMOODS, SUPER DELUX RAKSHAK, USTAD etc. “Without population control our plans of economic developmentare like writing on water and with waves of population washing off whatever wehave written” an effective control of population growth is a key to our economicdevelopment. HLL LIFECARE LIMITED is a public sector undertakingcontributing in promoting the family planning which is essential for controllingpopulation explosion in our country. Workforce is an important integral part of the organization. Tokeep the workforce satisfied “Employee satisfaction and welfare facilities” playsa very important role in the organisation.INDIAN SCENARIO: Today, India is the 2nd most populist country in theworld. In the half of this century, India is poised to replace China asthe most populist country in the world. Therefore, birth control andfamily planning measures have assumed great importance in India. It hasbecome the government’s policy to encourage small families thegovernment has undertaken various measures to reduce populationgrowth. The Government of India adopted the policy of familyplanning in 1952 in order to control population. One of the major A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 14
  15. 15. SAAB MARFIN MBApolicies in growth control for reducing births, various methods have beenadopted, and one such methods is contraceptive for male and females,thus on 1st march 1969, Hindustan Latex Limited was born. On 5thApril 1969 that the first batch of condoms rolled out from the plant atPeroorkada. In 1985 was the addition of two plants atThiruvananthapuram and Belgaum. At the same time, Government initiated massiveadvertising and awareness campaigns. Up to the late eighties, thecampaign spoke of “ do yaw teen bus”, highlighting an average familysize of five members. By the nineties, the message was changed to“ hum do hamare do “ , emphasizing the two child norm.Non-government organization (NGOs) also began to participate in thesocial marketing programme, with funding from Government as also fromother organizations. In 1987, Parivar sewa sansatha was the first NGOto introduce its own branded condoms in the market.Hindustan Latex Limited become one of the world’s largest manufacturesof condoms, with an annual production of 670 million pieces.The commercial branded condom industry has been declining at the rateof 10% over the last three years.HLL LIFECARE LIMITED A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 15
  16. 16. SAAB MARFIN MBA Hindustan latex’s (HLL) journey started with its incorporation as acorporate entity under the ministry of Health and Family welfare of theGovernment of India on March1, 1966.HLL was setup in the natural rubber rich state of kerala , for theproduction of male contraceptive sheaths for the national family planningprogramme the company commenced its commercial operations on April5,1969. The plant was established in technical collaboration with M/s Oakmontindustries. To trace briefly HLL’s land mark in the 37th since it’scommencement of operation. In the year 1969 the company startedmanufacturing at thiruvanathpuram (karalla), aspart of expansion programme of the company starts decided to establish onemore unit at Kanagala near Belgaum in the year 1986, and they start themanufacturing process in 1987. HLL IS TODAY A MULTI- PRODUCT, multy- unit organizationaddressing various public health challenges facing humility.Hindustan life care limited is the only company in the world whichmanufactures and markets the widest range of contraceptives. It is unique inproviding a range of condoms, including female condoms, intra uterine devices,oral contraceptive pills- steroidalIn the area of contraceptives HLL has added to its oral contraceptivepills (OCP)for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara,Menders, Jaljeevan etc, it has also added female condoms to range. Italso started manufacturing of copper T, Blood bags, Hydrocephalus shunt,Hand gloves etc. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 16
  17. 17. SAAB MARFIN MBAToday HLL is a multi-product, multi-unit organization addressing variouspublic health challenges facing humanity.On the path of rapid growth, HLL has set its sights to be a Rs 1000 crorecompany by the year 2010.HLL has been declared a Mini Ratna Company by the Government of India andupgraded as a Schedule BPSU.HLL Life care Limited is the only company in the world which manufactures andmarkets the widest range of Contraceptives. It is unique in providing a range ofCondoms, including Female Condoms, Intra Uterine Devices, Oral ContraceptivePills - steroidal, non-steroidal and Emergency Contraceptive pills;Contraceptive Cream, and Tubaler Rings.HLL’s Health care product range include: Blood Collection Bags, Surgical Sutures,Auto Disable Syringes, Vaccines, Women’s Health Care Pharma products, In -Vitro Diagnostic Test Kits,Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bankequipment, Iron and Folic Acid Tablets, Sanitary Napkins, and Oral RehydrationSalts.With a vast array of innovative products and social programmes launched tomeet the nation’s health care needs, HLL Lifecare Limited (HLL) is year after yeartaking a step closer to its vision of Innovating for Healthy Generations. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 17
  18. 18. SAAB MARFIN MBAOver the past sixteen years HLL has steadily set up a strong and soundinfrastructure for direct marketing. HLL has put in place a vast distributionnetwork covering the length and breadth of the country. HLL’s products todayreach over five lakh retail outlets, in 10 states, covering over 600 districts,1509 distribution points, including over a lakh villages, in the remotest cornersof the nation.It is the leading social marketing organization in the country in the area ofcontraceptives - with a market share of over 65 percent in the rural and semiurban markets, including in the highly populated states of UP, Madhya Pradesh,Bihar etc.HLL has also made vast inroads in the commercial segment too, with the growthin its market share from 0.1 percent over a decade back to 19 percent atpresent. HLL’s products are today exported to over 70 countries.HLL’s association with world leaders include those with Okamoto of Japan;Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,USAWith a vast array of innovative products and social programmes launched to meet the nation’s health careneeds, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision of Innovating forHealthy Generations.Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct marketing.HLL has put in place a vast distribution network covering the length and breadth of thecountry. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over 600 districts,1509 distribution points, including over a lakh villages, in the remotest corners of the nation. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 18
  19. 19. SAAB MARFIN MBAIt is the leading social marketing organization in the country in the area of contraceptives - with a marketshare of over 65 percent in the rural and semi urban markets, including in the highly populated states ofUP, Madhya Pradesh, Bihar etc.HLL has also made vast inroads in the commercial segment too, with the growth in its market share from0.1 percent over a decade back to 19 percent at present. HLL’s products are today exported to over 70countries.HLL’s association with world leaders include those with Okamoto of Japan;Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,USAHISTORY OF HLL KANAGALA UNIT:HLL was set up 1969 at Thiruvananthapurm, Kerala as a government ofIndia undertaking. In 1984 the company decided to establish one moreunit at Kanagala Belgaum district of Karnataka state. Shri.R.Venkataramanthe vice-president Government of India laid down the foundation stonefor the Kanagala unit. The function was prescribed by Shri. Shankaranand,the ministry of Health and Family welfare of Government of India. Theconstruction of plant was completed in 1986 and regular productioncommenced from March 1987. The Kanagala plant is setup incollaboration with M/s Okamoto Industries, Japan and it incorporatesJapanese technology cable of manufacturing tested condoms in the world.The plant is fully automated andcomputerized and it has annualproduction capacity of 144 million condom A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 19
  20. 20. SAAB MARFIN MBALocation of the Plant:The plant is situated in Kanagala, a small village in hukkeri taluka ofBelgaum District. It is 55 kms away from Belagum, 12 kms fromSankeshwar and 15 kms from Nippani. It is situated beside the NH-4,which is convenient for transportation and means for communication. In1984 Shri. B.Shankaranand took the initiative step in the successfulestablishment of Kanagala unit of HLL.HLL unit Kanagala plant acquires of about 30 acres of land. About 3/4thof land is occupied by administrative office, main factory building,electrical and maintenance department, boiler room, effluent plant, storesbuilding, ammonia storages, rest room, time office, canteen andassistance aid room, locker room etc. Other two buildings have beenconstructed one for production of oral contraceptive pills like Mala D,Mala N, Choice, Saheli, Ecroz etc. And one more is production ofCentchroman Bulk Durg, which has annual production capacity of 1,000kilograms. Other side of the factory there is a guesthouse, a hostel forunmarried officers and quarters for General Manger and Deputy Generalmanger.The Kanagala plant, Karnataka commenced operation with the productionof condoms in 1985 using Japanese technology. It was expanded withthe tablet tin A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 20
  21. 21. SAAB MARFIN MBAFacility for birth control pills, Mala D/N, Saheli commenced in 1992.UNIT PROFILE:Name : HLL, KanagalaAddress : Hindustan Latex LimitedA/P-Kanagala-591225Tal-HukkeriDist-BelgaumState-Karnataka.Corporate : Public Limited CompanyStatus (A Government of India undertaking)Registration No : KTK/25/11/87Nature of Industry : Manufacturing.Date of commencement : March 1987 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 21
  22. 22. SAAB MARFIN MBAe-mail : hllnfk@sancharnet.inWeb-site : www.hlllifecarehll.comFax No. : 08333-279245Phone no. : 08333-279244, 279206,279680Promoter : Shri.B.ShankaranandFormer minister of Health and familyWelfare of Government of India.CMD : Shri.M.Ayyappan.Present status of the Company: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 22
  23. 23. SAAB MARFIN MBA ManpowerOfficers 46 position in HLL,Supervisory Staff 50 Kanagala:Administration Staff 43Grade IV workmen 131Grade III workmen 84Grade II workmen 7 WORK SCHDULE:Grade I workmen 16 Company workersInduction level –I 44 for entire 24 hoursInduction level-II 41 with following work schedule.Worker trainee 11TOTAL 472Shift TimeGeneral Shift 9:15 AM to 5:15 Pm1st Shift 6:00 AM to 2:00PM2nd Shift 2:00 PM to 10:00PM3rd Shift 10:00 PM to 6:00AMBOARD OF DIRECTORS: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 23
  24. 24. SAAB MARFIN MBASr.No NAME DESIGANATION.1 Shri.M.Ayyappan Chairman & Managing Director2 Shri.Raghubir Singh Additional Secretary Of Health and family welfare3 Shri.Braj Kishore Prasad Joint secretary of Health and Family Welfare4 Shri.K.K.Sureshakumar Director (Marketing)5 Shri.B.B.Chandrashekaran Nair Director (Finance)6 Shri.M.D.Shreekumar Director (Technical and Operation)7 Shri.K.Mohan Das Director8 Shri.V.Sanjeevi Director9 Shri.V.Meenakshi Sundaram Senior Chartered AccountantHLL LIFECARE LIMITED Commenced its journey to serve the nation in the area ofHealth care, on march 1, 1966, with its incorporation as a corporate entityunder the ministry of family welfare of the government of India. HLL was set upin the natural rubber rich state of Kanagala, for the production of malecontraceptive sheaths for the national family planning programme.The company commenced its commercial operations on April 5, 1969 atperoorkada in Trivandrum. The plant was establishment in technicalcollaboration with M/s Okamoto industries inc. Japan two most modern plantswere added, one at Thiruvananthpuram and the other at Belgaum. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 24
  25. 25. SAAB MARFIN MBAManagement Structure: HLL is fully owned by the Government of India. Board ofdirectors appointed by the Government manages it. HLL is incorporated as acompany under the ministry of Health and Family welfare of Governmentof India. Overall management of the company is vested with theboard of directors of the company. The board of directors areaccountable to the shareholders of the company and are alsoaccountable to Government of India.The day-to-day management of the company is entrusted to theChairman & Managing Director (C & MD) and the functional directors andother officers of the company assists him. The Chairman and Managingdirector, functional Directors and other officers exercise theirdecision-making power as per the delegation of powers approved by theBoard of Directors.COMPETITORS INFORMATION: The major competitors of the company for condoms areTTK, JK Group, Polar Latex and the other imported brands like Durex , A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 25
  26. 26. SAAB MARFIN MBATrojan competitors products and their respective market shares as shownbelow:Company Product Market ShareTTK Kohinoor, Flesta, Champ, 33% DuropackJK Group Kamsutra 22%Imported Brands Durex 04%MARKETING & EXPORT: To meet the increasing demand for high qualityand newer varieties of condoms, today company markets its productsdomestically and internationally. ‘MOODS’ was the first premium brand,which was launched in the market on a national scale, and it is alsolaunched in the international markets.The other brands introduce in domestic & international markets were‘RAKSHAK’ and ‘NEW SHARE’. HLL taken up marketing of MALA-D/N, oralcontraceptive pills in the state of Rajastan, Kerala, Karnataka andTamilnadu. Today HLL has wide range of distribution network todistribute commercial products all over the country. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 26
  27. 27. SAAB MARFIN MBAHLL has its domestic Marketing Offices at: Noida , Mumbai, Kolkata, Bangalore, Hyderabad, Luck nowHLL brands condoms have received “ 510 K” from Food And DrugAdministration (FDA) and “ CE MARK” certification from SGS UnitedKingdom. Both these certification are necessary to market condoms inthe countries like USA, UAE, UK, Kenya, Mauritius and Oman. HLL’smarketing association is spread over Asia Specific, Europe, USA, CentralAmerica, Africa and MiddlePRODUCT PROFILE:The various products produced and marketed by the company are asshown below:HEALTHCARE PRODUCTS Blood Single, Double, Triple, Quadruple, Penta, Pediatric, & Transfer Bags. Sutures Hicon, Hincryl, Hisil, hilon. Tissues expanders HLL Subcutex Auto Disposable Syringe Bsure, Autolok Oral Re-hydration salts Jal Jeevan Medicated Plasters Plastid Women Healthcare Pharma ProductsFAMIL PLANNING & HIV/AIDS PREVENTION:CONDOMS A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 27
  28. 28. SAAB MARFIN MBANirodh Deluxe Nirodh MaujZaroor Rangeele NymphUstad Share TNMSCMoods Sparsh RakshakMoods SupreremeFemale condomsConfidom Passion RingsMotto, Vision and MissionMottoInnovating for Healthy Generations.VisionHLL will establish itself as the Leader in its core activities, through a process ofcontinuous innovation and participatory approach in order to -Provide best value to the customer.Be an employer of choice. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 28
  29. 29. SAAB MARFIN MBAPromote the cause of family health in general, and womens health in particular.MissionTo accomplish the Corporate Vision, HLL has outlined a Mission to be a WorldClass Health Care Company by the year 2010, with focus on five key areas,namely* Business * Customer * Innovation * Employee and* Social Sector initiatives.Business Leadership:Attain rapid growth and global levels of operations with cost competitiveness.Be among the top three players in each main product category.Become the organization to be benchmarked with.Become an acknowledged and admired leader at industry forums.Customer Focus:Focus on quality and customer delight at all timeInnovation:Establish core competence through a process of learning and innovation.Create a culture of continuous innovation resulting in at least 10% of turnoverfrom Research and Development initiative.Employee Satisfaction:Strive to be the employer of choice in India with employee satisfaction levels ofover 90%.Social Sector Initiatives:Be recognized as the leading social organization in the field of Reproductiveand Womens Health, with a commitment to the society - a partner of choice A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 29
  30. 30. SAAB MARFIN MBAimplementing all government and multi-lateral initiatives in these segments. OBJECTIVES OF THE COMPANY To maximize capacity utilization of existing plant. To increase the profitability of the company and to maximize generation of surplus to enable HLL to finance its diversification projects. To make social marketing projects. To maintain and improve the existing cordial relationship between employees and management by mutual interaction at various levels and to further improve efficiency of the executives, supervisors and works to meet future challenges. To make continuous efforts for up gradation of technology and quality to be internationally competitive. To improve substantially direct marketing for all products. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 30
  31. 31. SAAB MARFIN MBA To maximize cost reduction. To explore possibilities for strategic alliances for diversification. To be an active player in realization of the objectives set forth in the national population policy (NPP)2000. To straighten information, education and communication aimed at enhancing the outreach of contraceptives in remote areasThe Kanagala unit is divided into the following Departments: Operations and production Boiler house Machine shop HR Accounts Purchase Stores Dispatch Systems Safety Electrical MechanicalA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 31
  32. 32. SAAB MARFIN MBACommitment to Quality Systems:HLL underlines its commitment to quality by mandating that all ourmanufacturing facilities are certified to a quality system standard. Ourmanufacturing facilities conform to requirements of ISO 9001:2000, ISO 13485and various international product certification marks, thus offering best valueto our customers in conformance with international standards.List of certificates:ISO 9001-2000 certificateGMP certificateCE mark certificateYEARLY PRODUCTION OF CONDOMS: Year Target Production 2004-05 215 223.40 2005-06 225 228.03 2006-07 242 237.99 2007-08 235 243.51TURNOVER OF THE ORGANIZATION:The below chart shows last five year turnover of the organization last three yearit is constant neat to 5100 and because of that they increasing their profit.Year Rs.(Lakhs)2002-03 4272.392003-04 4971.212004-05 5306.41 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 32
  33. 33. SAAB MARFIN MBA2005-06 5166.652006-07 5127.70SALES DETAILS:Sr.no particulars 2005-06 2006-07 2007-081 Condoms(in 221.51 232.99 232.08 LakhRs)2 Oral 578.41 578.75 575.80 Contraceptive Pills (in LakhRs)3 Centchroman 641.56 641.56 788.18 Bulk Drug (In Kgs)FUTURE PROSPECT: Develop new low modus latex formulation with liquid acceleratorsystem. introduce new products like Super Dotted Extra-time Condoms, BaggyRibbed Condoms , and Warming Gel etc. Develop new latex formulation with single accelerator. Developwater- based Condoms lubricated as substitute for silicon oil. Manufacturingcondoms with low protein content. Set up Rapid Test Kit manufacturing facility.Develop New-Generation women Health care products. Develop AutologusBlood Bags. To increase the profitability of the company and to maximizegeneration of surplus funds to enable HLL to finance its diversification projects. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 33
  34. 34. SAAB MARFIN MBA The commercial production of Anti Retro Viral Drugs (ARV’s) will beundertaken at Kanagala plant for which the formulation development is underprogress.To maintain and improve the existing cordial relationship betweenemployees and management by mutual interaction .SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY:HLL is committed to protect environment, eliminate occupational hazards andensure safety of employees & subcontractors through: Monitoring and controlof the impact of itsactivities, products and services on a continual basis;Compliance of applicable legal and other requirements;Adopting appropriate operating practices;Facilitating employee training and their involvement;Pollution mitigation through adoption of best practices;Conserving materials, energy and reducing waste at source, and / encouragingusage of renewable energy sources;Periodic review of safety health and environment management system.HR VisionHR Mission To provide company wide leadership in formulating human resource policies and programmes that enhance the quality of employee services and encouraging employee contributions towards sustaining HLL’s continued excellence. To collaborate with all other departments in supporting effective recruitment, development and maintenance of a highly competent workforce. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 34
  35. 35. SAAB MARFIN MBA To be a strategic partner in creating a work environment this fosters individual achievements, teamwork, integrity, professionalism and accountability. To foster a meaningful, environmental friendly and productive work environment and ensure positive contribution to the community around us.HR Objectives:Exercise leadership in modeling and implementing successful human resourcepolicies and practices that help unleash employee potential. Create anorganizational ambience where talents can bloom and support themanagement’s efforts to foster a high performance workforce.Support local efforts to recruit, develop and retain a highly qualified work forceby building market practices and effective employer practices into humanresource methodologies.Encourage, support, reward and recognize creativity, innovation, individual andteam performsHR Philosophy:We,Believe in the potential of our most valuable assets- Our employees.Believe and trust our employees.Strive for excellence. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 35
  36. 36. SAAB MARFIN MBAExhibit the values of honesty, integrity and respect among our employees andthe public in our work and conduct.FEATURES OF HUMAN RESOURCES MANAGEMET: Human resources management is concerned with employeeboth as individuals and as a group in attaining goals. It is also concerned withbehavior, emotional and socialAspects of personal: It concerned with development of human resources, i.e.Knowledge, capability skill, potentialities and attaining and achieving employeegoals, including job satisfaction human resource management covers alllevels(low middle and top) and categories (Unskilled, skilled, technical,professional, clerical and managerial ) of employee’s it covers both organizedand unorganized employee’s. It applies to the employees in all types of organization inthe world (industry, tread, service, social, religious, political and government.Department). It all types of organize human resources management is acontinuous never ending process.It aims at attaining the goals of organization and society in an integratedapproach. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 36
  37. 37. SAAB MARFIN MBAFunctions of HR department.1. Manpower planning2. Recruitment and selection3. Induction and employee communication4. Performance appraisal5. House keeping6 .Environmental regulation7. Employee attendance8. Wages and salary system9. Welfare facilities to OE’s and administration10. Staffing and motivating the employees11. Compensation and bonus12. Training A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 37
  38. 38. SAAB MARFIN MBAMANPOWER PLANNING: Planning for HR is most impotent then planning for anyother resources. As demand for latter demand upon the size and the structureof the former, wither it is in a country or in an industry father management ofHR hardly being form HR planning. In this organization top managementformulates corporate level plan based on corporate philosophies, policies,vision and mission. At the end of the every year top management of SILcombined with Dana do hell week These is done in order to formulate targetplans for fulfill further manpower needs. Budgeting is done yearly at thecorporate office of the Anand Group. TO formulate HR plan factors like targetsset, employee turn over, Expansion programs, cell structure, shift structure etctaken into consideration. At the hell week the management tries to fix a mathbetween three major factors that is target set, present employee strength andemployee turn over once a detailed analysis and overall assessment of futuremanpower requirement are made in the respective plans, the HR manager at theplant board plans, then the detailed manpower requirement and the same arethe corporate head quarters.RECRUITMENT:It is the process of searching for prospective employees and encouraging forapplying jobs in organization. Recruitment is done through two sources. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 38
  39. 39. SAAB MARFIN MBAINTERNAL SOURCES: The organization can recruit internally and connect information throughnumber ofsources.ORGANIZATION DATABASEHR department maintains information though a data blank. They collectedinformation has to how many people have applied for the job theirqualification and also the employee who want get shifted to anotherdepartment whenever there is an opining. HR staff tries to find peoplethrough these data blacks ; any person meeting the recruitment would be givena call letter form the organization.a. Job Posting:Depending on ability and skills of the person the respected post has been giveto him.b. Promotion:It refers to shifting of the employees from lower position to high positioncarrying higher salaries and better prestige. The higher position, which arevacant, may be filled up from up with in organization.C. Transfers:It involves shifting of employees from their present jobs to similar job in theother department without any change in rank or responsibility or prestige ofemployees.Employee’s website: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 39
  40. 40. SAAB MARFIN MBA The recruitment firm displays about the opening reconsolidated andcross –examined with the required job position.External Sources:A). College and university: The requirement of student is a very important source for entrylevelProfessionals. In this, organization interacts and gets candidates.The major factor that infuelance this requirement methods are1. Deputation of the college and university. Experience with placement officer in handling requirement processwith the organization.Completion level for the top students in the colleges and university.B). Advertisement: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 40
  41. 41. SAAB MARFIN MBA These are the basis for recruitment for this organization. They place theadvertisement of the requirement of candidates and their eligibility required inthe newspaper.Selection: The selection process is done immediately after recruitment. It is aprocess of eliminating understanding candidates and selecting the bestcandidates out of them for the job. The selection procedure starts with thescrutinizing of all applications received for job. If the bio data/ resume sent,matches with the requirement of the job, then candidates will be called for aninterview, which may be in the right person will be selected for the job. Theselection procedure is complete when the appointment order is given to theselected candidates.Authority flow by HRD Manager (personal) Dy. Manager Asst. Manager Spur. Manager A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 41
  42. 42. SAAB MARFIN MBAFunctions of the department:The functions of the department and wider perspective can explain withrespective to thefollowing area.1. Administration and human recourses department.Industrial relationsLanguageTraining programme.SalaryWelfareI Administration and human resources development:a. Manpower planning:Manpower is the main source of organization. We have to make planning for fullutilization of manpower of an organization.b. Recruitment and selection:Company conducts these two processes whenever they need manpower.Recruitment programme by giving advertisement and same people they willcarry selection process also. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 42
  43. 43. SAAB MARFIN MBANew candidates are selected on the base on the employee work experiencedand merits and also by taking personal interview.C. Promotion, demotion, transfer:Promotion of the employee depends upon employee qualification, seniority, andannual appraisal report, also experience on all these employees promotion willbe given.Employee is also can demoted when his performance is not good; all the rulesof government for transfer an employee.2. Industrial relation:HLL has cordial peaceful ration history. The company allowed outsiders to visitthe company by given visitor pass.Relationship between trade union and management is good.Management arrange trade union meeting weekly.The maintenance in the company is very strict.3. Language:As public sector company HLL always has way ahead in implementing the Hindilanguage not only management but as well as in organization level also.Company is publishing two language magazines for development of Hindi A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 43
  44. 44. SAAB MARFIN MBAamong its employee, those are follows.A. Parivar-Manthly magazine.B. Ramayana-official language magazine.4. TrainingA. Company conducts tanning programs for all the department’s employeesfromTime to time.B. Training is given to employee for adopting skills and also increases abilityof employee.C. As per employee opinion the training arraigned for them is helpful.D. Some training names as are as follow.One day computation training. Art of learning. Hindi Workshop.Development of personality training5. Salary.E. salary range varies in between 5000-40,000 for permanent employee.F. salary is not fixed on base of employee work ability but more constrained onthe service of the employee. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 44
  45. 45. SAAB MARFIN MBAG. salary is given on time on a fixed date.H. there is an increase in each employee salary Yearly.Welfare facilities provided in the organization.a) Canteen subsidy rs.250 p. month.b) Leave travel concession- FOR 3000 kms (Once in 4-years)c) House rent allowance (HRD)-12% of the basic pay.e) Conveyance allowance –320 p. month (attendance 15 or more in month). A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 45
  46. 46. SAAB MARFIN MBAf) Uniforms- for office staff, security guard, cook, drivers, first aid attainmentg) Raincoat and caps-who work in open area during rainy seasonh) Shift allowance-I-no allowance, II-3RS/-per shift, III-5 RS/-per shifti) Festival advance-Rs/-2500 only once in year each employees, etcj) Maternity benefit- 7 days for male & 84 days for female employee these daysworkers are getting pay.k) HLL co-op society purpose, gives loans, sale of consumer articles, etc.l) Festival holidays-total 10 holidays. 5 national&5 religious (during these daysworkers are getting pay)m) Disablement benefit-the insured person will b given full pension at full rate.n) Overtime facility-operative staff; drivers, store person, &supervisors A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 46
  47. 47. SAAB MARFIN MBAAward . 1995-96 HLL awarded with the NF mark by the laboratory national diseases, with certified queried for export of it’s products to European nations. 1999-00 HLL Receives MOU and certificate of from the vice president of India for excellence in the achievement of MOU target. 2002-HLL Belgaum plat awarded the ISO 14001.certification as well as HLL’s Kanagala(Belgaum) plant awarded the CE mark for it’s condoms. .2003 once again HLL received on 5TH April 2003 The MOU award of govt of India from the president of India Dr A.P.J.Abdul kalam for excellence achivement of target for 2001-02 . HLL received CAPEXIL’s Export Award for outstanding export performance, from the union Finance Minister. HLL received the National Award for excellence in cost management in 2006. HLL upgrade as a Schedule ‘B’ PSU by the Government of India in 2006 and HLL declared as a MINI RATNA PSE by the Government of India on Aug , 31 2006.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 47
  48. 48. SAAB MARFIN MBA HLL Kanagala received GREENTECH SAFETY SILVER AWARD from Greentech foundation New Delhi in 2006. HLL Kanagala won the First prize among the Drugs and Pharmaceutical sector, in the energy conservation in 2006.The monthly remuneration received by each of its officers andemployees.NO. Gread/Designation scale ofpay1 Induction level 1 2700-40-3660 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 48
  49. 49. SAAB MARFIN MBA2 Induction level 2 3000-55-43203 Grade 1/sweeper/cleaner etc. 3600-70-52804 Grade 2/peon/security guard 3800-85-58405 Grade 3/Jr.steno- typist 4000-100-64006 Grade 44200-115-69607 Senior clerk/Jrstenographer4400-130-75208 Grade 54410-130-75309 Grade 6/sales officer4600-145-808010 Asst/Sr.Steno/Supvr/Jr.teritory officer4800-160-864011 Superintendent/PA etc.5000-175-9200 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 49
  50. 50. SAAB MARFIN MBA12 Foreman/territory officer/Liaison officer5030-175-923013 Senior territory officer5200-180-952014 Marketing officer5600-190-1016015 Junior officer6000-180-1032016 Scientific officer6400-190-10360GROWTH AND DEVELOPMENT:The HLL has come across several milestones to reach present status. Let us seethese growth steps in chronological order. 1966: HLL incorporated as a company under the ministry of the Health and Family welfare of Government of India on 1st mach 1966. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 50
  51. 51. SAAB MARFIN MBA 1969 : HLL commenced production of condoms at its Thiruvanathapuram plant. 1976:Production capacity doubled to 288 million pieces per year. 1985: Additional plant setup at near Belgaum in Kanagala and at Perokada in Kerala With adoption Japanese Technological (Production Capacity 800 million units/year). 1991: HLL was granted the 510(k) certification by the Food and Drug Administration (FDA) USA 1992:HLL diversified into manufacturing of surgical and examination gloves, commenced formulation and tabletting of Saheli polls in Kanagala plant. 1993: HLL build plant for formulation and tab letting of Male-N, oral pills commenced at HLL Kanagala Belgaum. 1994: Commenced production of Copper-T Intra Uterine device at the Akkulam plant, and commenced production of Ceredrain Hydrocephalus shunts. 1995: HLL awarded the NF mark by the Laboratory National D’essais, France, which is the certification required for export of its condoms to the European nations.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 51
  52. 52. SAAB MARFIN MBA : HLL granted with an ISO 9002 certification for its quality management system. 1997: HLL, the only company from India selected by WHO for obtaining their requirements of condoms for reaching countries worldwide. 1998: Hindustan Latex family planning and promotion trust (HLFPPT) commenced social marketing project all over the country. 1999-2000: Receives MOU award and certificate of merit from the vice president of India, for excellence in achievements of MOU targets. 2002: HLL’s Perokuda plant and Kanagala plant awarded the ISO 14001 certification. And HLL’s Kanagala plant awarded the CE mark for its condoms. 2003: HLL on April 5, 2003 received the MOU award of the Government of India, from president on India Dr.A.P.Abdul Kalam, forA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 52
  53. 53. SAAB MARFIN MBA excellence in the achievement in MOu targets for 2001and 2002 and emergency contraceptive pills ‘Preventol’. 2004: HLL setup anew unit at Kochin special economic zone (CSEZ) in March 2004 and HLL;s female condom launched in Feb 2004. 2005: received national safety innovation awared from the ministry of Labour, Government of India. 2006: HLL Kanagala received GREENTEC SAFETY SILVER AWARED from Greentec foundation Delhi. 2006: HLL Kanagala won the First prize among the Drugs and Pharmaceutical sector, in the area of energy conservation.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 53
  54. 54. SAAB MARFIN MBAManufacturing process:Raw material(rubber Latex, Sulphur, Zinc Oxide , Casein ,Tamol etc)Stores(Material handling)CompoundingMixing ( according to proportion)Heated (up to 55 c deg) and Tested .Moulding(Steel moulds dipped dipped into the Latex)drying chamber (Dried and strippedwith silicon PPTVulcanizing BarrelDrying at 80 c deg(half product)Random testing (Visual test, water leakage test, dimension test) A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 54
  55. 55. SAAB MARFIN MBAInspection sectionIndividually testing of condom manually(Pinhole testing machine it can automatically reject the condoms)Primary Packing SectionWith silicon oil and packed into automatically foil by machineSecondary Packing SectionManually packed into corrugated boxes(According to different scheme) A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 55
  56. 56. SAAB MARFIN MBA C&MD ED(O)I/ C GM(Operation) Unit Chief JGM(pharma) M.(Q&A)Functionally reporting to Pharma APM AGM( AGM DGM DM SED(CQA)&administraAGM(QC/La consultan (BUD) OCP) (Vaccine) (O) (Proj) tively to Unit CHIFb)I/C t SAPM SAPM DM (Pharm APM a) APM APM AGM( HR)I? M DM(P JO/SUP APM(Engg Mgr( PC)I? DM(HR) AGM( sec) Pri) JO AM(H Mgr(I& M(En AM( IT) SAPM R) DM(Safety)Saf E) gg) DMIC ety ForumCo-ord DM Mech) inator/Safety ET(IT) JO/Sup JO/Sup APM JO/S JO/Sup up Organization Chart A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 56
  57. 57. SAAB MARFIN MBA CHAPTER-IIIA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 57
  58. 58. SAAB MARFIN MBAA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 58
  59. 59. SAAB MARFIN MBACHAPTER - III BACKGROUND OF STUDY : Theoretical Background of Employee welfare. Theoretical Background of Health. Theoretical Background of Safety. Industrial Background of Safety. Industrial Background of Employee Welfare.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 59
  60. 60. SAAB MARFIN MBADEFINITION OF LABOUR WELFARE Labour welfare has been defined in various ways, though nosingle definition has found universal acceptance. The Oxford dictionary defineslabour welfare as "Efforts to make life worth living for workmen." Chambersdictionary defines welfare as "A state of faring or doing well. Freedom fromcalamity, enjoyment of health and prosperity". The Report of the Committee on Labour welfare (1969)includes under it "such services, facilities and amenities as adequate canteens,rest and recreation facilities, sanitary and medical facilities, arrangements fortravel to and from work and for the accommodation of workers employed at adistance from their homes and such other services, amenities and facilitiesincluding social security measures as contribute to improve the conditionsunder which worker are employer." Thus, the whole field of welfare is said to be one "in whichmuch can be done to combat the sense of frustration of the industrial workers,to relieve them of personal and family worries, to improve their health, to affordthem means of self expression, to offer them some sphere in which they canexcel others and to help them to a wider conception of life". It promotes the A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 60
  61. 61. SAAB MARFIN MBAwell-being of workers in variety of ways.SCOPE OF LABOUR WELFARE ACTIVITIES: Lab our welfare Activities is combinations of various steps,the cumulative effect of which is to grease the wheels of industry and society.Sound industrial relations can only be based on human relations and goodhuman relations dictate that labour being, human being should be treatedhumanly which includes respect for labour dignity, fair dealing and concern forthe human beings physical and social needs. In any industry good relationsbetween the management and workers depend upon the degree of mutualconfidence, which can be established. This, in turn, depends upon therecognition by the labour of the goodwill and integrity of the organization inThe day to day handling of questions which are of mutual concern. The basic needs of a labour are freedom from fear, security ofemployment and freedom from want. Adequate food, better health, clothingand housing are human requirements. The human heart harbors secret prideand invariably responds to courtesy and kindness just as it revolts to tyrannyand fear. An environment where he is contended with his job, assured of abright future and provided with his basic needs in life means an atmosphere ofgood working condition and satisfaction to labour. Labor welfare activities are based on the plea that higherproductivity requires more than modern machinery and hard work. It requiresco-operative endeavor of the parties, labour and management. This is possibleonly when labour is given due importance and human elementis taken into account at every stage.. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 61
  62. 62. SAAB MARFIN MBAOBJECTIVES OF LABOUR WELFARE ACTIVITIES The object of welfare activities is to promote economicdevelopment by increasing production and productivity. The underlyingprinciple is to make the workers given their loyal services ungrudgingly ingenuine spirit of co-operation, in return for obligations, voluntary andcompulsory, accepted by the employee towards the general well-being of theemployees. Improving the efficiency of the labour is another objectiveof labour welfare activities. Efficiency gives double reward, one in the form ofincreased production and the other in the shape of higher wages due toachievement of higher productivity. Welfare activities add to their efficiency andefficiency in turn help the worker to earn more wages.Therefore, welfare activities in an organization are twice blessed. It helps theemployer and theemployee both. Another objective of welfare activities is to secure thelabour proper human conditions of work and living. Working conditions oforganization may be led by an artificial environment which features are dust,fumes, noise, unhealthy temperature, etc. It is generally found that theseConditions imposestrain on the body. The welfare activities are done to minimize the hazardouseffect on the life of the workers and their family members. It is the duty of theemployer to see these human needs. If welfare activities are viewed in this light,it can be seen that they are guided by purposes of humanitarian and socialjustice. The next objective of welfare activities is to add in a real wayto the low earning of the labour. The facilities are provided to supplement theincome of the workers by services such as housing, medical assistance, school,co-operative, canteens, stores, play grounds etc. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 62
  63. 63. SAAB MARFIN MBAThus, the objective of activities are to promote greater efficiency of the workers,assure proper human conditions to the workers and their family members.THEORIES OF LABOUR WELFAREThe form of labor welfare activities is flexible, elastic and differs from time totime, region to region, industry to industry and country to country dependingupon the value system, level of education, social customs, degree ofindustrialization and general standard of the socio-economic development ofthe nation. Seven theories constituting the conceptual frame work of labour A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 63
  64. 64. SAAB MARFIN MBAwelfare activities are the following:-The Trusteeship Theory:This is also called the Paternalistic Theory of Labour Welfare. According to thisthe industrialist or employer holds the total industrial estate, properties, andprofits accruing from them in a trust. In other words, the employer should holdthe industrial assets for himself, for the benefit of his workers, and also forsociety. The main emphasis of this theory is that employers should providefunds on an ongoing basis for the well-being of their employees.The Public Relation Theory:This theory provides the basis for an atmosphere of goodwill between labourand management, and also between management and the public, labourwelfare programmes under this theory, work as a sort of an advertisement andhelp an organization to project its good image and build up and promote goodand healthy public relations..PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFAREACTIVITIESThe success of welfare activities depends on the approach which has beentaken into account in providing such activities to the employees. Welfare policyshould be guided by idealistic morale and human value. Every effort should bemade to give workers/ employees some voice in the choice of welfare activitiesso long as it does not amount to dictation from workers. There are employers who consider all labour welfare activitiesas distasteful legal liability. There are workers who look upon welfare activitiesin terms of their inherent right. Both parties have to accept welfare as activitiesof mutual concern. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 64
  65. 65. SAAB MARFIN MBAAdequacy of Wages: Labour welfare measures cannot be a substitute for wages.Workers have a right to adequate wages. But high wage rates alone cannotcreate healthy atmosphere, nor bring about a sense of commitment on theparts of workers. A combination of social welfare, emotional welfare andeconomic welfare together would achieve good results.Social Liability of Industry: Industry, according to this principle, has anobligation or duty towards its employees to look after their welfare. Theconstitution of India also emphasizes this aspect of labour welfare.Impact on Efficiency:This plays an important role in welfare services, and is based on therelationship between welfare and efficiency, though it is difficult to measurethis relationship. Programmes for housing, education and training, theprovision ofbalanced diet and family planning measures are some of the importantprogrammes of labour welfare which increases the efficiency of the workers,especially in underdeveloped or developing countries.Increase in Personality:The development of the human personality is given here as the goal ofindustrial welfare which, according to this principle, should counteract thebaneful effects of the industrial system. Therefore, it is necessary to implementlabour welfare services. Both inside and outside the factory, that is, provideintra-mural and extra-mural labour welfare services. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 65
  66. 66. SAAB MARFIN MBAthroughout the hierarchy of an organization. Employees at all levels mustacceptCo-ordination or Integration:This plays an important role in the success of welfare services. From this angle,a co-ordinated approach will promote a healthy development of the worker inhis work, home and community. This is essential for the sake of harmony andcontinuity in labour welfare services.Democratic Values:The co-operation of the worker is the basis of this principle. Consultation with,and the agreement of workers in, the formulation and implementation of labourwelfare services are very necessary for their success. Thisprinciple is based on the assumption that the worker is "a mature and rationalindividual." Industrial democracy is the driving force here. Workers also developa sense of pride when they are made to feel that labour welfare programmesare created by them and for them. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 66
  67. 67. SAAB MARFIN MBAWELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA)(UNIT)1. Washing facility/ Allowance:The company provides this facility only to the operation staff provides washingfacility. Rs.25/-per month provided as washing allowance for the those whosecure actual working of 15 in a wage month.2. Canteen facility :Food items are provided to the employees at subsidized rates. Employees arepaid canteen subsidy @ Rs.250/- per month for those who secure a minimumattendance of 21 days or more in month. Declared public holidays are countedfor the purpose of21 days for this purpose3. Conveyance facilities:Bus facility in made available to the employees for nipani and sankeshwar asper the shift time. Conveyance allowance of Rs.320/-p.m. is paid if employeewho does not utilize bus facilities, but subject to ceiling of 60 employees.4. Accommodation Facilities: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 67
  68. 68. SAAB MARFIN MBAThe company has provided accommodation facility in Company’s premises only.Company is having well constructed Executive Hostel and Executive Quarters atit’s premises. Maximum executives/supervisors are availing the facility5. Housing Rent Allowance:The Employees in the factory At Kanagala unit are getting the housing rentallowance at the rate of 12% of the basic pay.6. Uniform with stitching:The company provides uniforms to their workers. All the workers are providedone uniform each year expected the workers working in mechanical andelectrical section, because these workers are provided 3 uniforms in 2 years.Also the stitching changes are provided along with uniforms-For Male Workers –Rs.75/-For Female Workers –Rs.75/-7. Educational Allowance:A sum of Rs.100/-p.m. per head will be paid towards reimbursement ofeducation allowance Rs.2500/-is also given as school penning advance. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 68
  69. 69. SAAB MARFIN MBA8. Festival Advance:The company is also giving festival advance once in a year. Every employee iseligible for Rs. 2500/- as festival advance. It given during the festival.9. Shoes/ Slippers :All the portative staff is provided Rs. 120/- per year towards slippers and shoes.10. Shift Allowance:Shift allowance is also provided to the workers –For II shift –Rs. 10/- per day shiftFor III shift –Rs.15/- per shift11. Shifting allowance:An employee whenever is transferred from one unit to another will be providedwith shifting allowance to facilitate his residence shifting expense from theorganisation12. Recreation club:There are two recreation clubs in factory, one is for executive staff and anotheris for operative, supervisory and administrative staff. Various social, cultural,entertainment and tour programmes are arranged by recreational club.13. House Building Advance (HBA):Nine financial institutions are approved for the financial help to the employees.HBS, two wheeler advance, four–wheeler advance is paid interest subsidy @ A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 69
  70. 70. SAAB MARFIN MBAon reducing balance method. Each employee will be for HBA only during hisentire service period.14. First-aid facility:There is a first-aid box in factory. If any normal accident takes place, he getstreatment form a person in the charge of first-aid box.16. Seasonal Protection:The employees who are working in open place are provided with raincoats,sweaters and caps. This facility is available to security guards, cooks, drivers etc.The rest rooms are well maintained properly ventilated having severalnewspapers. 17. Rest room facility:There is a separate rest room for the operative staff to rest during the off time.The rest rooms are separate for male female employees. The rest rooms arewell maintained properly ventilated and having several newspapers. 18. Locker facility:Lockers are given to the employees in the factory wherever necessary. Thisfacility is for safe storage of employee’s bags, dresses etc.19. Drinking water: The company provides pure water at place where theyare working or at the assembly points.20. Toilet and Wash Room:Separate latrines and urinals facility is available for operative, administrativeand official/executive staff. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 70
  71. 71. SAAB MARFIN MBA21.Ventilation Facility:There are fans and air conditioners in every department and section. Theseventilation devices are necessary during summer season to get cold air in workplace.22Sitting Facility :Company has made sitting facilities to operative as well as to a administrativestaff. Nearly 100% work id done at sitting position only.23.Shift Allowance:The employees of HLL are getting shift allowance at the following rates:First Shift No allowanceSecond shift Rs.10/-per shiftThird shift Rs.15/-per shift24. Safety Equipments:Almost all necessary safety equipments like nose masks, caps hand gloves,safety uniforms, aprons, safety shoes, goggles, helmet etc, are provided to theoperative staff.25. Health Check-up Facility:Management conducts medical health check up programmes once in a year forall employees and twice in a year for OCP plant employees. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 71
  72. 72. SAAB MARFIN MBA26.Leave Facility:Sr.no Type of Leave Administrative Operative Staff and Supervisory Staff1 Earned leave 30 per year 1leave 12 days2 Casual leave 12 per year 8 per year3 Half pay leave 20 per year27. Medical Aid:The company has provided housing facility only for top-level management .There is no housing facility for other employees.28. Leave Travel Concession:This facility is given to the permanent employees of the company employeeincluding his/ her eligible dependents is given leave travel concession. Leavetraveling concession given to the employee is Rs.10000/- once in a four yearand if employees don’t want to travel then he will be given 75% of encashment.The traveling should be within 3000kms in any part of India. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 72
  73. 73. SAAB MARFIN MBAA. Theoretical Background.HEALTHa. Importance of HealthThe trite saying ‘Health is Wealth’ explains the importance of health. Thehealth results in high rate of absenteeism and turnover, industrialdiscontent and indispline, poor performance and low productivity andmore accidents. On the country, the natural consequences of good A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 73
  74. 74. SAAB MARFIN MBAare reduction in the rate of absenteeism and turnover, accidents andoccupational disease. Beside, employee health also provides other benefitssuch as reduced spoilage, improved morale of employee, increasedproductivity of employee and also longer working period of an employee,which of course, cannot be easily measured.In long and short, employee health is important because it helps:Maintain and improvement the employee performance both quantitatively andqualitatively.Reduced employee absenteeism and turnover.Minimize industrial unrest and indiscipline.Improve employee morale and motivation.Occupational health services should be established in or near a place ofemployment for the purpose of:-1) Protecting the workers against any health hazard arising out of workorConditions in which it is carried on2) Contributing towards worker’s physical and mental adjustment and3) Contributing to establishment and maintenance of the highest possibledegree ofPhysical and mental well-being.b. OCCUPATIONAL HAZARDS AND DISEASES:Employee in certain industries are exposed to retain hazards and disease.Occupational hazards classified into following categories:1) Chemical hazardOccupational Diseases:Working condition prevalent in industries causes occupational diseases.Protection against Hazards: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 74
  75. 75. SAAB MARFIN MBA1) Preventive MeasuresThe preventive measures to protect employee against occupational healthhazardsMay include: Pre-employment medical examination. Periodic post employment medical examination. Removal of hazardous condition the extent possible Emergency treatment in case of accidents. Education of workers in health and hygiene. Training in first-aid to workers. Proper factory layout and illumination. Proper effluent disposal treatment plants. Proper scheduling of the work and adequate rest. Curative Measures : The curative measures include the following: Adequate and timely medical treatment Allowing the employee adequate period of convalescing and recuperating. Availing the needed best medical treatment facilities from outside hospitals. C. Statutory provisions concerning health A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 75
  76. 76. SAAB MARFIN MBA The factories Act.1948 insist that the following provisions must be made inIndustrial establishment for safeguarding employee-health: 1) Cleanliness 2) Disposal of wastes and Effluents 3) Ventilation and temperature 4) Dust and fumes 5) Lighting 6) Drinking waterSafety.a. AccidentsThe ever increasing mechanization, electrification. Chemicalisation andsophistication have made industrial jobs more and more complex and interacts.This has led to increasing dangers to human life in industries through accidentsand injuries. .What is safety?A safety man’s in a simple terms freedom from the occurrence or risk of injuryor loss. Industrial safety or employee safety to the protection of workers fromthe industrial accidents.What is an accident?An accident is an unplanned and uncontrolled event in which an action orreaction of an object, a substance, a, person result in personal injury ormaterial damage.According to the factories Act 1948, it is “an occurrence in industrialestablishment causing bodily injury to a person which makes him unfit toresume his duties in the next 48 hours”.s A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 76
  77. 77. SAAB MARFIN MBATypes of Accidents:Accidents may be of different types depending upon the severity, durability,and degree ofthe injury. An accident causing death or permanent or prolonged.Disability to the injured employee is called ‘major’ accident cut that does notredder the employee disabled is termed as ‘minor’ accident AccidentsInternalExternal MajorInternalFatal Disability A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 77
  78. 78. SAAB MARFIN MBA Temporarypermanent Total partial TotalpartialC. Causes for industrial accidents:Unsafe conditions (or situational factors) :Job itself:work schedules :Psychological conditions:Machinery and equipmentUnsafe Acts (or individual Factors) : Operating without authority Failure to use safety devices Careless throwing of materials on floor Operating at unsafe speed Using unsafe equipment A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 78
  79. 79. SAAB MARFIN MBATheoretical background Removing or disconnecting safety devices Lifting things improperly Taking unsafe positions under suspended loads Using unsafe procedure in loading and unloading Cleaning, oiling, repairing or adjusting moving machines Teasing, quarreling, day-dreaming or horseplay. Personality and behavior, which make some, people more accident pronec. Miscellaneous causes:young untrained and inexperienced workers cause more accidents thanold, trained and experienced workers. Alcoholic and Drug addicted workersare more accident-prone. Workers having disturbed family life are likely tocause more accidents due to stress.d. Need of Safety:An accident free plant enjoys benefits such as substantial savings incosts, increased . Productivity, moral and legal grounds.1cost savina. Direct costsDirect cost are such as compensation payable, medical expenses incurred.If the victim is uninsured, compensation and medical expenses are theresponsibility of management.b. Indirect costsindirect costs include loss on account of downtime of operators, slowedproduction rate of other workers, materials spoiled and labor for A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 79
  80. 80. SAAB MARFIN MBAcleaning and damages to equipment.A safety plant, by avoiding accidents eliminates these direct and indirectcosts2. Increased productivitySafety plants are efficient plants. To a large extent, safety promotesproductivity. Employees in safe plants can devote more time to improvingthe quality and quantity of output and spend less time worrying abouttheir safety and well being.3. MoralSafety is important on human rounds too. An employee is a worker in thefactory and the breadwinner for his/her family. So, mangers mustundertake accident prevention measures to minimize the pain andsuffering the injured worker and his/her family are exposed to as aresult of accident.4. LegalThe maintenance of safety in the factory premises is a legal requirementfor the industry. There are laws and acts for ensuring safety measuresin the factory and imposing penalties for non-compliance have becomequite server. The responsibility extends to the safety and health of thesurrounding community, too.Finally, financial losses, which accompany accidents, can be avoided ifthe plant is accident free.e. Responsibility of safetySafety is primarily the responsibility of the management. Thisresponsibility should rest on the shoulders on the all cadres ofmanagement, such as plant manger, production manger, chief engineer,personal manger, maintenance engineer, individual foreman, safety A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 80
  81. 81. SAAB MARFIN MBAf. Measures ensure industrial safetyThe main steps that can be taken to ensure safety and security ofemployees are as follows:1. Safety ProgrammedSafety Programmed deals with the prevention of accidents and withminimizing the resulting loss and damage to persons and property. Themost important function of safety programmed is to identify potentialhazards, provide effective safety facilities and equipment and to takeprompt remedial action. This is possible only if there are:1. Comprehensive and effective system for reporting all accidents causingdamage or injury.2. Adequate accident records and statistics.3. Systematic procedures for carrying out safety checks, inspections andinvestigations.4. Methods of ensuring that safety equipment is maintained and used.5. Proper means available for persuading mangers, supervisors andworkers topay more attention to safety matters.2. Safety PolicyThe top management should determine the safety policies of theorganization and it must be continuously involved in monitoring safetyperformance and in ensuring that corrective action is taken whennecessary.3. Organization for SafetyA safety director and a safety committee be set up by an organization.The management and the supervision must be made fully accountable forsafety performance in the working areas they control. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 81
  82. 82. SAAB MARFIN MBA4. Safety EngineeringSafety engineering helps to minimize unsafe conditions. Full attentionshould be paid to safety in the layout, design and installation of plantand machinery.5. Safety Education and TrainingSafety education and training develop awareness among employees andensure safe work performance by developing their skills.6. Safety ContestsCompanies may encourage safety competitions among their departmentswith a view to bringing about reduction in number of accidentRole of Management and UnionsThe problem of safety must begin with the management should believein, and have a commitment to safety rules. The mere consultation of asafety committee or the appointment of a safety officer servers no greatpurpose. Nor is it enough merely to show concerns for safety after anemergency. The management must view safety as an integral part of themanagement process.Role of GovernmentThe Government of India established the factory Advice Service and LaborInstitute, Mumbai. The institute renders advice on safety matters and A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 82
  83. 83. SAAB MARFIN MBAenforces safety laws. A ‘National Program for Coordinated Action Plan’for control of hazards and protection of health and safety of workers indangerous manufacturing process has been launched. The National safetyCouncil was set up in 1966 to promote safety consciousness, to preventaccidents and to conduct safety programmed.g. Safety Program EvaluationThe effectiveness of safety program must have to be evaluated. There aresveral methods to evaluate the safety program.The techniques used are as follows:-1. Safety Inspections:In this, inspectors are given specific to follow. These may includeprogrammed elements such as formation of safety committees, howoften they meet. After inspection, a report of the findings is made tothe management con2. Safety Audit:Audit is an in-depth analysis of facilities, management and employeeattitude towards safety, managerial effectiveness in maintaining safety andquality of the safety planning as well as the operations conformity withsafety regulations.3. ComparisonThis is the third method of evaluating the company’s safety efforts. Thepurpose here is to compare the experience of a plant or industry withthat of another which is comparable. It is well known that someoperations have consistently better frequency (or service) rates, often inspite of inherently high operating hazards.DATA ANLAYSIS AND INTERPRETATIONS. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 83
  84. 84. SAAB MARFIN MBAQuestion No.1Table No.1Showing the responses towards awareness of all the employee welfare facilitiesin HLLAwareness of welfare facilities. Frequenc Valid Cumulative y Percent Percent PercentValid Aware 90 90.0 90.0 90.0 not 10 10.0 10.0 100.0 aware Total 100 100.0 100.0Graph No 1INTERPRETATION: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 84
  85. 85. SAAB MARFIN MBAIt may inferred form Table 1 that 90% of the respondents aware and 10% of therespondents not aware of all the welfare facilities provided by the company.Question No.2Table No.2Showing the responses towards present welfare facilities in HLLOpinion of employees about present welfare facilities Freque Valid Cumulative ncy Percent Percent PercentValid Good 70 70.0 70.0 70.0 Excellent 15 15.0 15.0 85.0 not aware 15 15.0 15.0 100.0 Total 100 100.0 100.0Graph No.2 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 85
  86. 86. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 2 that 70% of the respondents feelgood,15%respondents feel excellent and 15% respondents feel average ofpresent welfare facilities.Question No.3Table No.3Showing responses of respondents that which welfare activity is most importantfor them. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 86
  87. 87. SAAB MARFIN MBAWhich welfare activity is most important Frequen Valid Cumulative cy Percent Percent PercentValid Training 24 24.0 24.0 24.0 health and safety 64 64.0 64.0 88.0 other welfare 12 12.0 12.0 100.0 measures Total 100 100.0 100.0Graph No .3INTERPRETATION:It may inferred form Table 3 that 24% of the respondents said that training,64%of the respondents said that health and safety and 12% of the respondents saidthat is the this welfare facility is most important for them. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 87
  88. 88. SAAB MARFIN MBAQuestion No.4Table No.4Showing participation of workers in worker participation programme .Participation of workers in workers participationprogramme Frequenc Valid Cumulative y Percent Percent PercentValid Yes 94 94.0 94.0 94.0 No 6 6.0 6.0 100.0 Total 100 100.0 100.0Graph No .4INTERPRETATION:It may inferred form Table 4 that 94% of the respondents said that workerparticepate,6% of the respondents said workers not participate in workersparticipation programs. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 88
  89. 89. SAAB MARFIN MBAQuestion No.5Table No.5Showing the first objective in the company. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 89
  90. 90. SAAB MARFIN MBAFirst objective in the company Frequenc Valid Cumulative y Percent Percent PercentValid higher productivity 76 76.0 76.0 76.0 indusstrial peace 19 19.0 19.0 95.0 harmony welfare programes 5 5.0 5.0 100.0 Total 100 100.0 100.0Graph No.5INTERPRETATION:It may inferred form Table 5 that 76% of the respondents said that higherproductivity ,19% of the respondents said that industrial peace and harmonyand said that welfare programs is the first objective of the company. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 90
  91. 91. SAAB MARFIN MBAQuestion No.6Table No.6Showing responses of respondents about advancement for their career in thecompany .Advancement for the employees in their upliftment ofcareer Frequenc Valid Cumulative y Percent Percent PercentValid Yes 76 76.0 76.0 76.0 No 24 24.0 24.0 100.0 Total 100 100.0 100.0Graph No.6 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 91
  92. 92. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 6 that 76% of the reapondents said there anadvancement and 24% said there no advancement for the employees in theirupliftment of career.Question No.7Table No.7 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 92

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