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    Employee welfare facilities project report Employee welfare facilities project report Document Transcript

    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CONTENTS Chapter-1 Executive summary 1 • Industry Profile 2 • Company Profile 3 • Need For Study 4 • Objectives 5 • Methodology 6 • Scope • Findings 7 • Suggestion • Conclusion Chapter-2 • Introduction of the Study 7-8 • History of the company 8-10 • Present status of the company 9-15 • Swat analysis • Mission and Vision 16-27 • Growth of the company 28-29 • Manufacturing process 30-34 • Organization structure Chapter-3 • Background of the study 35-50 Chapters-4 • Data analyses and Interpretation 50-72 • Findings And Suggestions. 73-76 • Conclusion 77 Chapter-5 BABASAB PATIL 1
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • Annexure 78-82 • Bibliography 83CHAPTER-I BABASAB PATIL 2
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CHAPTER-I Executive Summary BABASAB PATIL 3
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • Company profile • Need For The Stutdy. • Objectives • Methodology • Scope Of the study • Limitation Of The Study • Findings • Suggestion • Data Analysis BABASAB PATIL 4
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.EXECUTIVE SUMMARYINDUSTY PROFILE: Hindustan latex’s (HLL)journey started with its incorporation as a corporate entityunder the ministry of health and family welfare of the government of India on march1,1966.HLL was setup in the natural rubber rich state of kerala , for the production of malecontraceptive sheaths for the national family planning programme the company commenced itscommercial operations 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 commencement of operation. Inthe year 1969 the company started manufacturing at thiruvanathpuram (karalla) . as part ofexpansion program of the company starts decided to establishOne more unit Kanagala near Belgaum in the year 1986. and they start the manufacturing in1987. COMPANY PROFILE: Hindustan latex’s (HLL) journey started with its incorporation as a corporate entityunder the ministry of Health and Family welfare of the Government of India on March1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of malecontraceptive sheaths for the national family planning programme the company commenced itscommercial operations 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 commencement ofoperation. In the year 1969 the company started manufacturing at thiruvanathpuram (karalla), aspart of expansion programme of the company starts decided to establish one more unit at BABASAB PATIL 5
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Kanagala near Belgaum in the year 1986, and they start the manufacturing process in1987.HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing various publichealth challenges facing humility.Hindustan life care limited is the only company in the world which manufactures and marketsthe widest range of contraceptives. It is unique in providing a range of condoms, includingfemale condoms, intra uterine devices, oral contraceptive pills- steroidal In 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. It also started manufacturingof copper T, Blood bags, Hydrocephalus shunt, Hand gloves etc. Today HLL is a multi-product, multi-unit organization addressing various publichealth challenges facing humanity.On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year2010.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 working of employees,And to know hen the employees are dissatisfied welfare facilities will help them to getmotivated. BABASAB PATIL 6
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Objectives Of the study:1 To study the existing welfare facilities provided to the employees at HLL kanagala.2To know the employeesopinion about the present welfare facilities at HLL kanagala...3To study the satisfaction of workers towards the present welfare facilitates.4To give certain suggestion based on findings for improvement in the welfare facilities providedby the management. Scope of the Study: This study aims to find out the satisfaction of the employees, whether the companyis providing necessary health, safety and welfare measures in HLL Life care Limited, Kanagala.The scope of the current study named” Employee welfare facilities” is limited only to HLL Lifecare 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 studyhelps to improve the performance of the Human resource management 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 in their routine workso they were less responsive.2) The data is collected from the permanent and casual employees and hence the opinion ofcontract employees is not collected.3) Inadequacy of time was a major limiting factor faced by researcher. BABASAB PATIL 7
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Research Methodology:Data required1. Primary data2. Secondary data1) Primary data Questionnaire methods are used to elicit information from employees of varioushierarchy departments. Primary data are those which are gathered specially for the project at hand is directlythrough questionnaire & personal interaction. Primary data is collected by administering thequestionnaire & personal interaction.2) Secondary data The secondary data has been collected from different books and company files andwebsite.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 and observation were notedbelow each table/charts.Data analysis Data was analyzed by simple qualitative analysis for the study. Findings: BABASAB PATIL 8
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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. 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 welfarefacilities are concern to this department , if the employee happy with welfare facilities then onlythe productivity of that organization can be increased . Based on the study of Employee Welfare Facilities in Hindustan Lifecare LimitedKanagala it is clear that the company is very keen in the promoting all the welfare facilitiesprovided by Hindustan Lifecare Limited Kanagala. BABASAB PATIL 9
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.CHAPTER- II BABASAB PATIL 10
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CHAPTER - II COMPANY PROFILE • INTRODUCTION • History of the company • Present status of the company BABASAB PATIL 11
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • Growth of the company • Manufacturing process • Organization structure • Future plansINTRODUCTION BABASAB PATIL 12
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The project is done at HLL LIFECARE LIMITED, Kanagala (Dist-Belgaum). HLL is a public sector undertaking by the ministry of health and familywelfare of Government of India. HLL LIFECARE LIMITED is into manufacture of condomsand contraceptives. Hindustan latex is a largest manufacturer of indigenous low priced, highquality Contraceptives namely MOODS, SUPER DELUX RAKSHAK, USTAD etc. “Without population control our plans of economic development are like writingon water and with waves of population washing off whatever we have written” an effectivecontrol of population growth is a key to our economic development. HLL LIFECARE LIMITED is a public sector undertaking contributing inpromoting the family planning which is essential for controlling population explosion in ourcountry. Workforce is an important integral part of the organization. To keep the workforcesatisfied “Employee satisfaction and welfare facilities” plays a very important role in theorganisation.INDIAN SCENARIO: Today, India is the 2nd most populist country in the world. In the halfof this century, India is poised to replace China as the most populist country in theworld. Therefore, birth control and family planning measures have assumed greatimportance in India. It has become the government’s policy to encourage small familiesthe government has undertaken various measures to reduce population growth. The Government of India adopted the policy of family planning in 1952in order to control population. One of the major policies in growth control for reducingbirths, various methods have been adopted, and one such methods is contraceptive formale 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 at Peroorkada. In1985 was the addition of two plants at Thiruvananthapuram and Belgaum. BABASAB PATIL 13
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. At the same time, Government initiated massive advertising andawareness campaigns. Up to the late eighties, the campaign spoke of “ do yawteen bus”, highlighting an average family size of five members. By the nineties, themessage was changed to“ hum do hamare do “ , emphasizing the two child norm.Non-government organization (NGOs) also began to participate in the social marketingprogramme, with funding from Government as also from other organizations. In 1987,Parivar sewa sansatha was the first NGO to introduce its own branded condoms in themarket.Hindustan Latex Limited become one of the world’s largest manufactures of condoms,with an annual production of 670 million pieces.The commercial branded condom industry has been declining at the rate of 10% overthe last three years.HLL LIFECARE LIMITED Hindustan latex’s (HLL) journey started with its incorporation as a corporateentity under the ministry of Health and Family welfare of the Government of India on March1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of malecontraceptive sheaths for the national family planning programme the company commenced itscommercial operations 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 commencement ofoperation. In the year 1969 the company started manufacturing at thiruvanathpuram (karalla), as BABASAB PATIL 14
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.part of expansion programme of the company starts decided to establish one more unit atKanagala near Belgaum in the year 1986, and they start the manufacturing process in1987. 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 which manufactures and marketsthe widest range of contraceptives. It is unique in providing a range of condoms, includingfemale condoms, intra uterine devices, oral contraceptive pills- steroidalIn the area of contraceptives HLL has added to its oral contraceptive pills (OCP)for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders, Jaljeevanetc, it has also added female condoms to range. It also started manufacturing of copperT, Blood bags, Hydrocephalus shunt, Hand gloves etc.Today HLL is a multi-product, multi-unit organization addressing various public healthchallenges facing humanity.On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year2010.HLL has been declared a Mini Ratna Company by the Government of India and upgraded as aSchedule BPSU.HLL Life care Limited is the only company in the world which manufactures and markets thewidest range of Contraceptives. It is unique in providing a range of Condoms, including FemaleCondoms, Intra Uterine Devices, Oral Contraceptive Pills - steroidal, non-steroidal andEmergency Contraceptive pills; Contraceptive Cream, and Tubaler Rings.HLL’s Health care product range include: Blood Collection Bags, Surgical Sutures, Auto DisableSyringes, Vaccines, Women’s Health Care Pharma products, In - Vitro Diagnostic Test Kits,Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bank equipment, Iron andFolic Acid Tablets, Sanitary Napkins, and Oral Rehydration Salts. BABASAB PATIL 15
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.With a vast array of innovative products and social programmes launched to meet the nation’shealth care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its visionof Innovating for Healthy Generations.Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for directmarketing. HLL has put in place a vast distribution network covering the length and breadth ofthe country. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over600 districts, 1509 distribution points, including over a lakh villages, in the remotest corners ofthe nation.It is the leading social marketing organization in the country in the area of contraceptives - with amarket share of over 65 percent in the rural and semi urban markets, including in the highlypopulated states of UP, Madhya Pradesh, Bihar etc.HLL has also made vast inroads in the commercial segment too, with the growth in its marketshare from 0.1 percent over a decade back to 19 percent at present. HLL’s products are todayexported to over 70 countries.HLL’s association with world leaders include those with Okamoto of Japan; FinishingEnterprises, 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 healthcare needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision of Innovatingfor Healthy Generations.Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for directmarketing. HLL has put in place a vast distribution network covering the length and breadth of the BABASAB PATIL 16
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.country. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over 600districts, 1509 distribution points, including over a lakh villages, in the remotest corners of the nation.It is the leading social marketing organization in the country in the area of contraceptives - with amarket share of over 65 percent in the rural and semi urban markets, including in the highlypopulated states of UP, Madhya Pradesh, Bihar etc.HLL has also made vast inroads in the commercial segment too, with the growth in its market sharefrom 0.1 percent over a decade back to 19 percent at present. HLL’s products are today exported toover 70 countries.HLL’s association with world leaders include those with Okamoto of Japan; FinishingEnterprises, 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 of Indiaundertaking. In 1984 the company decided to establish one more unit at KanagalaBelgaum district of Karnataka state. Shri.R.Venkataraman the vice-president Governmentof India laid down the foundation stone for the Kanagala unit. The function wasprescribed by Shri. Shankaranand, the ministry of Health and Family welfare of Governmentof India. The construction of plant was completed in 1986 and regular productioncommenced from March 1987. The Kanagala plant is setup in collaboration with M/sOkamoto Industries, Japan and it incorporates Japanese technology cable ofmanufacturing tested condoms in the world. The plant is fully automatedandcomputerized and it has annual production capacity of 144 million condom BABASAB PATIL 17
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Location of the Plant:The plant is situated in Kanagala, a small village in hukkeri taluka of Belgaum District.It is 55 kms away from Belagum, 12 kms from Sankeshwar and 15 kms from Nippani. Itis situated beside the NH-4, which is convenient for transportation and means forcommunication. In 1984 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 3/4th of land isoccupied by administrative office, main factory building, electrical and maintenancedepartment, boiler room, effluent plant, stores building, ammonia storages, rest room, timeoffice, canteen and assistance 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 of Centchroman Bulk Durg, which hasannual production capacity of 1,000 kilograms. Other side of the factory there is aguesthouse, a hostel for unmarried officers and quarters for General Manger and DeputyGeneral manger.The Kanagala plant, Karnataka commenced operation with the production of condoms in1985 using Japanese technology. It was expanded with the tablet tinFacility for birth control pills, Mala D/N, Saheli commenced in 1992. BABASAB PATIL 18
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.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 1987e-mail : hllnfk@sancharnet.inWeb-site : www.hlllifecarehll.comFax No. : 08333-279245 BABASAB PATIL 19
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Phone 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: Manpower positionOfficers 46 in HLL, Kanagala:Supervisory Staff 50Administration Staff 43Grade IV workmen 131Grade III workmen 84 WORK SCHDULE:Grade II workmen 7 Company workers forGrade I workmen 16 entire 24 hours withInduction level –I 44 following workInduction level-II 41 schedule. BABASAB PATIL 20Worker trainee 11TOTAL 472
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Shift 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:Sr.No. NAME DESIGANATION1 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 of Healthcare, on march 1, 1966, with its incorporation as a corporate entity under the ministry of familywelfare of the government of India. HLL was set up in the natural rubber rich state of Kanagala, BABASAB PATIL 21
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.for the production of male contraceptive sheaths for the national family planningprogramme.The company commenced its commercial operations on April 5, 1969 at peroorkada inTrivandrum. The plant was establishment in technical collaboration with M/s Okamoto industriesinc. Japan two most modern plants were added, one at Thiruvananthpuram and the other atBelgaum.Management Structure: HLL is fully owned by the Government of India. Board of directors appointedby the Government manages it. HLL is incorporated as a company under the ministry ofHealth and Family welfare of Government of India. Overall management of the company is vested with the board of directorsof the company. The board of directors are accountable to the shareholders of thecompany and are also accountable to Government of India.The day-to-day management of the company is entrusted to the Chairman & ManagingDirector (C & MD) and the functional directors and other officers of the company assistshim. The Chairman and Managing director, functional Directors and other officersexercise their decision-making power as per the delegation of powers approved by theBoard of Directors. BABASAB PATIL 22
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.COMPETITORS INFORMATION: The major competitors of the company for condoms are TTK, JK Group,Polar Latex and the other imported brands like Durex , Trojan competitors products andtheir respective market shares as shown below:Company Product Market ShareTTK Kohinoor, Flesta, Champ, Duropack 33%JK Group Kamsutra 22%Imported Brands Durex 04%MARKETING & EXPORT: To meet the increasing demand for high quality and newervarieties of condoms, today company markets its products domestically andinternationally. ‘MOODS’ was the first premium brand, which was launched in themarket on a national scale, and it is also launched 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, oral contraceptive pills in thestate of Rajastan, Kerala, Karnataka and Tamilnadu. Today HLL has wide range ofdistribution network to distribute commercial products all over the country.HLL has its domestic Marketing Offices at: BABASAB PATIL 23
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • Noida , Mumbai, Kolkata, Bangalore, Hyderabad, Luck nowHLL brands condoms have received “ 510 K” from Food And Drug Administration(FDA) and “ CE MARK” certification from SGS United Kingdom. Both these certificationare necessary to market condoms in the countries like USA, UAE, UK, Kenya, Mauritiusand Oman. HLL’s marketing association is spread over Asia Specific, Europe, USA,Central America, Africa and MiddlePRODUCT PROFILE:The various products produced and marketed by the company are as shown 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:CONDOMSNirodh Deluxe Nirodh MaujZaroor Rangeele Nymph BABASAB PATIL 24
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Ustad 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 of continuousinnovation and participatory approach in order to -Provide best value to the customer.Be an employer of choice.Promote 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 World Class HealthCare Company by the year 2010, with focus on five key areas, namely BABASAB PATIL 25
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.* 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 turnover from Researchand Development initiative.Employee Satisfaction:Strive to be the employer of choice in India with employee satisfaction levels of over 90%.Social Sector Initiatives:Be recognized as the leading social organization in the field of Reproductive and WomensHealth, with a commitment to the society - a partner of choice for implementing all governmentand multi-lateral initiatives in these segments. BABASAB PATIL 26
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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. • 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 areas BABASAB PATIL 27
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The Kanagala unit is divided into the following Departments: • Operations and production • Boiler house • Machine shop • HR • Accounts • Purchase • Stores • • • Dispatch • Systems • Safety • Electrical • MechanicalCommitment to Quality Systems:HLL underlines its commitment to quality by mandating that all our manufacturing facilities arecertified to a quality system standard. Our manufacturing facilities conform to requirements ofISO 9001:2000, ISO 13485 and various international product certification marks, thus offeringbest value to our customers in conformance with international standards.List of certificates:ISO 9001-2000 certificateGMP certificate BABASAB PATIL 28
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.CE 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 year it is constantneat to 5100 and because of that they increasing their profit.Year Rs.(Lakhs)2002-03 4272.392003-04 4971.212004-05 5306.412005-06 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: BABASAB PATIL 29
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Develop new low modus latex formulation with liquid accelerator system.introduce new products like Super Dotted Extra-time Condoms, Baggy Ribbed Condoms , andWarming Gel etc. Develop new latex formulation with single accelerator. Develop water- basedCondoms lubricated as substitute for silicon oil. Manufacturing condoms with low proteincontent. Set up Rapid Test Kit manufacturing facility. Develop New-Generation women Healthcare products. Develop Autologus Blood Bags. To increase the profitability of the company andto maximize generation of surplus funds to enable HLL to finance its diversification projects. The commercial production of Anti Retro Viral Drugs (ARV’s) will be undertaken atKanagala plant for which the formulation development is under progress.To maintain andimprove the existing cordial relationship between employees and management by mutualinteraction .SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY:HLL is committed to protect environment, eliminate occupational hazards and ensure safety ofemployees & subcontractors through: Monitoring and control of 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 / encouraging usage ofrenewable energy sources;Periodic review of safety health and environment management system.HR VisionHR Mission BABASAB PATIL 30
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • 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. • 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 resource policies andpractices that help unleash employee potential. Create an organizational ambience where talentscan bloom and support the management’s efforts to foster a high performance workforce.Support local efforts to recruit, develop and retain a highly qualified work force by buildingmarket practices and effective employer practices into human resource methodologies.Encourage, support, reward and recognize creativity, innovation, individual and team performsHR Philosophy:We,Believe in the potential of our most valuable assets- Our employees.Believe and trust our employees.Strive for excellence. BABASAB PATIL 31
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Exhibit the values of honesty, integrity and respect among our employees and the publicin our work and conduct.FEATURES OF HUMAN RESOURCES MANAGEMET: Human resources management is concerned with employee both asindividuals and as a group in attaining goals. It is also concerned with behavior, emotional andsocialAspects of personal: It concerned with development of human resources, i.e. Knowledge,capability skill, potentialities and attaining and achieving employee goals, including jobsatisfaction human resource management covers all levels(low middle and top) and categories(Unskilled, skilled, technical, professional, clerical and managerial ) of employee’s it covers bothorganized and unorganized employee’s. It applies to the employees in all types of organization in the world (industry,tread, service, social, religious, political and government. Department). It all types of organizehuman resources management is a continuous never ending process.It aims at attaining the goals of organization and society in an integrated approach.Functions of HR department. BABASAB PATIL 32
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.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. TrainingMANPOWER PLANNING: Planning for HR is most impotent then planning for any other resources.As demand for latter demand upon the size and the structure of the former, wither it is in acountry or in an industry father management of HR hardly being form HR planning. In thisorganization top management formulates corporate level plan based on corporate philosophies,policies, vision and mission. BABASAB PATIL 33
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. At the end of the every year top management of SIL combined withDana do hell week These is done in order to formulate target plans for fulfill further manpowerneeds. Budgeting is done yearly at the corporate office of the Anand Group. TO formulate HRplan factors like targets set, employee turn over, Expansion programs, cell structure, shiftstructure etc taken into consideration. At the hell week the management tries to fix a mathbetween three major factors that is target set, present employee strength and employee turn overonce a detailed analysis and overall assessment of future manpower requirement are made in therespective plans, the HR manager at the plant board plans, then the detailed manpowerrequirement and the same are the corporate head quarters.RECRUITMENT:It is the process of searching for prospective employees and encouraging for applying jobs inorganization. Recruitment is done through two sources.INTERNAL SOURCES: The organization can recruit internally and connect information through number ofsources.ORGANIZATION DATABASEHR department maintains information though a data blank. They collected information has tohow many people have applied for the job their qualification and also the employee who wantget shifted to another department whenever there is an opining. HR staff tries to find people BABASAB PATIL 34
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.through these data blacks ; any person meeting the recruitment would be given a callletter form the organization.a. Job Posting:Depending on ability and skills of the person the respected post has been give to him.b. Promotion:It refers to shifting of the employees from lower position to high position carrying higher salariesand better prestige. The higher position, which are vacant, may be filled up from up with inorganization.C. Transfers:It involves shifting of employees from their present jobs to similar job in the other departmentwithout any change in rank or responsibility or prestige of employees.Employee’s website: The recruitment firm displays about the opening reconsolidated and cross –examinedwith the required job position. BABASAB PATIL 35
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.External Sources:A). College and university: The requirement of student is a very important source for entry levelProfessionals. 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 process with theorganization.Completion level for the top students in the colleges and university.B). Advertisement: These are the basis for recruitment for this organization. They place the advertisement of therequirement of candidates and their eligibility required in the newspaper.Selection: The selection process is done immediately after recruitment. It is a process ofeliminating understanding candidates and selecting the best candidates out of them for the job.The selection procedure starts with the scrutinizing of all applications received for job. If the biodata/ 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. The selection procedureis complete when the appointment order is given to the selected candidates.Authority flow by HRD Manager (personal) BABASAB PATIL 36
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Dy. Manager Asst. Manager Spur. ManagerFunctions of the department:The functions of the department and wider perspective can explain with respective to thefollowing area.1. Administration and human recourses department.Industrial relationsLanguageTraining programme.SalaryWelfareI Administration and human resources development: BABASAB PATIL 37
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.a. Manpower planning:Manpower is the main source of organization. We have to make planning for full utilization ofmanpower of an organization.b. Recruitment and selection:Company conducts these two processes whenever they need manpower. Recruitment programmeby giving advertisement and same people they will carry selection process also.New candidates are selected on the base on the employee work experienced and merits and alsoby taking personal interview.C. Promotion, demotion, transfer:Promotion of the employee depends upon employee qualification, seniority, and annual appraisalreport, also experience on all these employees promotion will be given.Employee is also can demoted when his performance is not good; all the rules of government fortransfer an employee.2. Industrial relation:HLL has cordial peaceful ration history. The company allowed outsiders to visit the company bygiven visitor pass.Relationship between trade union and management is good.Management arrange trade union meeting weekly.The maintenance in the company is very strict. BABASAB PATIL 38
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.3. Language:As public sector company HLL always has way ahead in implementing the Hindi language notonly management but as well as in organization level also. Company is publishing two languagemagazines for development of Hindi among 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 employees fromTime to time.B. Training is given to employee for adopting skills and also increases ability of 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. BABASAB PATIL 39
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.F. salary is not fixed on base of employee work ability but more constrained on theservice of the employee.G. 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. BABASAB PATIL 40
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.e) Conveyance allowance –320 p. month (attendance 15 or more in month).f) 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 days workers aregetting 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 days workers aregetting pay)m) Disablement benefit-the insured person will b given full pension at full rate.n) Overtime facility-operative staff; drivers, store person, &supervisors BABASAB PATIL 41
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Award • . 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. • HLL Kanagala received GREENTECH SAFETY SILVER AWARD from Greentech foundation New Delhi in 2006. BABASAB PATIL 42
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • 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 and employees.NO. Gread/Designation scale of pay1 Induction level 1 2700-40-36602 Induction level 2 3000-55-43203 Grade 1/sweeper/cleaner etc. 3600- 70-52804 Grade 2/peon/security guard 3800-85-5840 BABASAB PATIL 43
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.5 Grade 3/Jr.steno- typist 4000-100-64006 Grade 4 4200-115-69607 Senior clerk/Jrstenographer 4400-130-75208 Grade 5 4410-130-75309 Grade 6/sales officer 4600-145-808010 Asst/Sr.Steno/Supvr/Jr.teritory officer 4800-160-864011 Superintendent/PA etc. 5000-175-920012 Foreman/territory officer/Liaison officer 5030-175-923013 Senior territory officer 5200-180-952014 Marketing officer 5600-190-1016015 Junior officer 6000-180-1032016 Scientific officer 6400-190-10360 BABASAB PATIL 44
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.GROWTH AND DEVELOPMENT:The HLL has come across several milestones to reach present status. Let us see thesegrowth 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. • 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. BABASAB PATIL 45
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • 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. • : 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, for excellence in the achievement in BABASAB PATIL 46
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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. BABASAB PATIL 47
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Manufacturing 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 stripped with silicon PPTVulcanizing BarrelDrying at 80 c deg(half product)Random testing (Visual test, water leakage test, dimension test)Inspection sectionIndividually testing of condom manually BABASAB PATIL 48
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.(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) BABASAB PATIL 49
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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)&administrativ AGM(QC/Lab consultant (BUD) OCP) (Vaccine) (O) (Proj) ely to Unit CHIF )I/C SAPM SAPM DM (Pharma) APM APM APM AGM( A HR)I? M F DM(P JO/SUP APM(Engg Mgr(s PC)I? DM(HR) AGM( ec) M Pri) JO AM(H Mgr(I&E M(En AM( IT) SAPM R) A DM(Safety)Safet ) gg) DMIC ) y ForumCo- ordinator/Safety DM Mech) Commitee ET(IT) JO/Sup s JO/Sup APM JO/Su JO/Sup pOrganization Chart BABASAB PATIL 50
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. BABASAB PATIL 51
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CHAPTER-III BABASAB PATIL 52
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CHAPTER - 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. BABASAB PATIL 53
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.DEFINITION OF LABOUR WELFARE Labour welfare has been defined in various ways, though no single definitionhas found universal acceptance. The Oxford dictionary defines labour welfare as "Efforts tomake life worth living for workmen." Chambers dictionary defines welfare as "A state of faringor doing well. Freedom from calamity, enjoyment of health and prosperity". The Report of the Committee on Labour welfare (1969) includes under it "suchservices, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary andmedical facilities, arrangements for travel to and from work and for the accommodation ofworkers employed at a distance from their homes and such other services, amenities andfacilities including social security measures as contribute to improve the conditions under whichworker are employer." Thus, the whole field of welfare is said to be one "in which much can be doneto combat the sense of frustration of the industrial workers, to relieve them of personal andfamily worries, to improve their health, to afford them means of self expression, to offer them BABASAB PATIL 54
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.some sphere in which they can excel others and to help them to a wider conception oflife". It promotes the well-being of workers in variety of ways.SCOPE OF LABOUR WELFARE ACTIVITIES: Lab our welfare Activities is combinations of various steps, the cumulativeeffect of which is to grease the wheels of industry and society. Sound industrial relations canonly be based on human relations and good human relations dictate that labour being, humanbeing should be treated humanly which includes respect for labour dignity, fair dealing andconcern for the human beings physical and social needs. In any industry good relations betweenthe management and workers depend upon the degree of mutual confidence, which can beestablished. This, in turn, depends upon the recognition by the labour of the goodwill andintegrity 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 of employment andfreedom from want. Adequate food, better health, clothing and housing are human requirements.The human heart harbors secret pride and invariably responds to courtesy and kindness just as itrevolts to tyranny and 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 of good workingcondition and satisfaction to labour. Labor welfare activities are based on the plea that higher productivity requiresmore than modern machinery and hard work. It requires co-operative endeavor of the parties,labour and management. This is possible only when labour is given due importance and humanelementis taken into account at every stage..OBJECTIVES OF LABOUR WELFARE ACTIVITIES BABASAB PATIL 55
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The object of welfare activities is to promote economic developmentby increasing production and productivity. The underlying principle is to make the workers giventheir loyal services ungrudgingly in genuine spirit of co-operation, in return for obligations,voluntary and compulsory, accepted by the employee towards the general well-being of theemployees. Improving the efficiency of the labour is another objective of labour welfareactivities. Efficiency gives double reward, one in the form of increased production and the otherin the shape of higher wages due to achievement of higher productivity. Welfare activities add totheir efficiency and efficiency in turn help the worker to earn more wages.Therefore, welfare activities in an organization are twice blessed. It helps the employer and theemployee both. Another objective of welfare activities is to secure the labour proper humanconditions of work and living. Working conditions of organization may be led by an artificialenvironment which features are dust, fumes, noise, unhealthy temperature, etc. It is generallyfound that theseConditions imposestrain on the body. The welfare activities are done to minimize the hazardous effect on the lifeof the workers and their family members. It is the duty of the employer to see these humanneeds. If welfare activities are viewed in this light, it can be seen that they are guided bypurposes of humanitarian and social justice. The next objective of welfare activities is to add in a real way to the low earningof the labour. The facilities are provided to supplement the income of the workers by servicessuch as housing, medical assistance, school, co-operative, canteens, stores, play grounds etc.Thus, the objective of activities are to promote greater efficiency of the workers, assure properhuman conditions to the workers and their family members. BABASAB PATIL 56
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.THEORIES OF LABOUR WELFAREThe form of labor welfare activities is flexible, elastic and differs from time to time, region toregion, industry to industry and country to country depending upon the value system, level ofeducation, social customs, degree of industrialization and general standard of the socio-economicdevelopment of the nation. Seven theories constituting the conceptual frame work of labourwelfare activities are the following:-The Trusteeship Theory:This is also called the Paternalistic Theory of Labour Welfare. According to this the industrialistor employer holds the total industrial estate, properties, and profits accruing from them in a trust.In other words, the employer should hold the industrial assets for himself, for the benefit of hisworkers, and also for society. The main emphasis of this theory is that employers should providefunds on an ongoing basis for the well-being of their employees. BABASAB PATIL 57
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.The Public Relation Theory:This theory provides the basis for an atmosphere of goodwill between labour and management,and also between management and the public, labour welfare programmes under this theory,work as a sort of an advertisement and help an organization to project its good image and buildup and promote good and healthy public relations..PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFAREACTIVITIESThe success of welfare activities depends on the approach which has been taken into account inproviding such activities to the employees. Welfare policy should be guided by idealistic moraleand human value. Every effort should be made to give workers/ employees some voice in thechoice of welfare activities so long as it does not amount to dictation from workers. There are employers who consider all labour welfare activities as distastefullegal liability. There are workers who look upon welfare activities in terms of their inherentright. Both parties have to accept welfare as activities of mutual concern.Adequacy of Wages: Labour welfare measures cannot be a substitute for wages. Workers have a rightto adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring abouta sense of commitment on the parts of workers. A combination of social welfare, emotionalwelfare and economic welfare together would achieve good results.Social Liability of Industry: Industry, according to this principle, has an obligation or dutytowards its employees to look after their welfare. The constitution of India also emphasizes thisaspect of labour welfare.Impact on Efficiency: BABASAB PATIL 58
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.This plays an important role in welfare services, and is based on the relationship betweenwelfare and efficiency, though it is difficult to measure this relationship. Programmes forhousing, education and training, the provision ofbalanced diet and family planning measures are some of the important programmes of labourwelfare which increases the efficiency of the workers, especially in underdeveloped ordeveloping countries.Increase in Personality:The development of the human personality is given here as the goal of industrial welfare which,according to this principle, should counteract the baneful effects of the industrial system.Therefore, it is necessary to implement labour welfare services. Both inside and outside thefactory, that is, provide intra-mural and extra-mural labour welfare services.throughout the hierarchy of an organization. Employees at all levels must acceptCo-ordination or Integration:This plays an important role in the success of welfare services. From this angle, a co-ordinatedapproach will promote a healthy development of the worker in his work, home and community.This is essential for the sake of harmony and continuity in labour welfare services.Democratic Values:The co-operation of the worker is the basis of this principle. Consultation with, and theagreement of workers in, the formulation and implementation of labour welfare services are verynecessary for their success. Thisprinciple is based on the assumption that the worker is "a mature and rational individual."Industrial democracy is the driving force here. Workers also develop a sense of pride when theyare made to feel that labour welfare programmes are created by them and for them. BABASAB PATIL 59
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.WELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA) (UNIT)1. Washing facility/ Allowance:The company provides this facility only to the operation staff provides washing facility. Rs.25/-per month provided as washing allowance for the those who secure actual working of 15 in awage month.2. Canteen facility :Food items are provided to the employees at subsidized rates. Employees are paid canteensubsidy @ Rs.250/- per month for those who secure a minimum attendance of 21 days or more inmonth. Declared public holidays are counted for the purpose of21 days for this purpose3. Conveyance facilities: BABASAB PATIL 60
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Bus facility in made available to the employees for nipani and sankeshwar as per the shifttime. Conveyance allowance of Rs.320/-p.m. is paid if employee who does not utilize busfacilities, but subject to ceiling of 60 employees.4. Accommodation Facilities:The company has provided accommodation facility in Company’s premises only. Company ishaving well constructed Executive Hostel and Executive Quarters at it’s premises. Maximumexecutives/supervisors are availing the facility5. Housing Rent Allowance:The Employees in the factory At Kanagala unit are getting the housing rent allowance at the rateof 12% of the basic pay.6. Uniform with stitching:The company provides uniforms to their workers. All the workers are provided one uniform eachyear expected the workers working in mechanical and electrical section, because these workersare 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: BABASAB PATIL 61
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A sum of Rs.100/-p.m. per head will be paid towards reimbursement of educationallowance Rs.2500/-is also given as school penning advance.8. Festival Advance:The company is also giving festival advance once in a year. Every employee is eligible 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 provided with shiftingallowance to facilitate his residence shifting expense from the organisation12. Recreation club:There are two recreation clubs in factory, one is for executive staff and another is for operative,supervisory and administrative staff. Various social, cultural, entertainment and tour programmesare arranged by recreational club.13. House Building Advance (HBA): BABASAB PATIL 62
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Nine financial institutions are approved for the financial help to the employees. HBS, twowheeler advance, four–wheeler advance is paid interest subsidy @ 5% on reducingbalance method. Each employee will be for HBA only during his entire service period.14. First-aid facility:There is a first-aid box in factory. If any normal accident takes place, he gets treatment form aperson 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 wellmaintained properly ventilated having several newspapers. 17. Rest room facility:There is a separate rest room for the operative staff to rest during the off time. The rest roomsare separate for male female employees. The rest rooms are well maintained properly ventilatedand having several newspapers. 18. Locker facility:Lockers are given to the employees in the factory wherever necessary. This facility is for safestorage of employee’s bags, dresses etc.19. Drinking water: The company provides pure water at place where they are working or atthe assembly points.20. Toilet and Wash Room:Separate latrines and urinals facility is available for operative, administrative andofficial/executive staff. BABASAB PATIL 63
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.21.Ventilation Facility:There are fans and air conditioners in every department and section. These ventilationdevices are necessary during summer season to get cold air in work place.22Sitting Facility :Company has made sitting facilities to operative as well as to a administrative staff. 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 the operative staff.25. Health Check-up Facility:Management conducts medical health check up programmes once in a year for all employees andtwice in a year for OCP plant employees.26.Leave Facility:Sr.no Type of Leave Administrative and Operative Staff BABASAB PATIL 64
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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 housingfacility for other employees.28. Leave Travel Concession:This facility is given to the permanent employees of the company employee including his/ hereligible dependents is given leave travel concession. Leave traveling concession given to theemployee is Rs.10000/- once in a four year and if employees don’t want to travel then he will begiven 75% of encashment. The traveling should be within 3000kms in any part of India. BABASAB PATIL 65
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A. Theoretical Background.HEALTHa. Importance of HealthThe trite saying ‘Health is Wealth’ explains the importance of health. The health resultsin high rate of absenteeism and turnover, industrial discontent and indispline, poorperformance and low productivity and more accidents. On the country, the naturalconsequences of good health are reduction in the rate of absenteeism and turnover,accidents and occupational disease. Beside, employee health also provides other benefitssuch as reduced spoilage, improved morale of employee, increased productivity ofemployee and also longer working period of an employee, which of course, cannot beeasily measured.In long and short, employee health is important because it helps:Maintain and improvement the employee performance both quantitatively and qualitatively.Reduced employee absenteeism and turnover.Minimize industrial unrest and indiscipline.Improve employee morale and motivation. BABASAB PATIL 66
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.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 work orConditions in which it is carried on2) Contributing towards worker’s physical and mental adjustment and3) Contributing to establishment and maintenance of the highest possible degree ofPhysical and mental well-being.b. OCCUPATIONAL HAZARDS AND DISEASES:Employee in certain industries are exposed to retain hazards and disease. Occupationalhazards classified into following categories:1) Chemical hazardOccupational Diseases:Working condition prevalent in industries causes occupational diseases.Protection against Hazards:1) Preventive MeasuresThe preventive measures to protect employee against occupational health hazardsMay 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. BABASAB PATIL 67
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • 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 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 and sophistication havemade industrial jobs more and more complex and interacts. This has led to increasing dangers tohuman life in industries through accidents and injuries. .What is safety? BABASAB PATIL 68
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A safety man’s in a simple terms freedom from the occurrence or risk of injury or loss.Industrial safety or employee safety to the protection of workers from the industrialaccidents.What is an accident?An accident is an unplanned and uncontrolled event in which an action or reaction of an object, asubstance, a, person result in personal injury or material damage.According to the factories Act 1948, it is “an occurrence in industrial establishment causingbodily injury to a person which makes him unfit to resume his duties in the next 48 hours”.sTypes 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 not redder theemployee disabled is termed as ‘minor’ accident AccidentsInternal External BABASAB PATIL 69
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. MajorInternalFatal Disability Temporary permanent Total partial Total partialC. 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 BABASAB PATIL 70
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • Failure to use safety devices • Careless throwing of materials on floor • Operating at unsafe speed • Using unsafe equipmentTheoretical 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 than old, trained andexperienced workers. Alcoholic and Drug addicted workers are more accident-prone. Workershaving disturbed family life are likely to cause more accidents due to stress.d. Need of Safety:An accident free plant enjoys benefits such as substantial savings in costs, increased .Productivity, moral and legal grounds.1cost savina. Direct costsDirect cost are such as compensation payable, medical expenses incurred. If the victim isuninsured, compensation and medical expenses are the responsibility of management.b. Indirect costsindirect costs include loss on account of downtime of operators, slowed production rateof other workers, materials spoiled and labor for cleaning and damages to equipment. BABASAB PATIL 71
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A safety plant, by avoiding accidents eliminates these direct and indirect costs2. Increased productivitySafety plants are efficient plants. To a large extent, safety promotes productivity.Employees in safe plants can devote more time to improving the quality and quantity ofoutput and spend less time worrying about their safety and well being.3. MoralSafety is important on human rounds too. An employee is a worker in the factory and thebreadwinner for his/her family. So, mangers must undertake accident prevention measuresto minimize the pain and suffering the injured worker and his/her family are exposed toas a result of accident.4. LegalThe maintenance of safety in the factory premises is a legal requirement for theindustry. There are laws and acts for ensuring safety measures in the factory andimposing penalties for non-compliance have become quite server. The responsibilityextends to the safety and health of the surrounding community, too.Finally, financial losses, which accompany accidents, can be avoided if the plant isaccident free.e. Responsibility of safetySafety is primarily the responsibility of the management. This responsibility should reston the shoulders on the all cadres of management, such as plant manger, productionmanger, chief engineer, personal manger, maintenance engineer, individual foreman, safetyofficer.f. Measures ensure industrial safetyThe main steps that can be taken to ensure safety and security of employees are asfollows:1. Safety Programmed BABASAB PATIL 72
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Safety Programmed deals with the prevention of accidents and with minimizingthe resulting loss and damage to persons and property. The most importantfunction of safety programmed is to identify potential hazards, provide effective safetyfacilities and equipment and to take prompt remedial action. This is possible only ifthere are:1. Comprehensive and effective system for reporting all accidents causing damage 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 and workers topay more attention to safety matters.2. Safety PolicyThe top management should determine the safety policies of the organization and itmust be continuously involved in monitoring safety performance and in ensuring thatcorrective action is taken when necessary.3. Organization for SafetyA safety director and a safety committee be set up by an organization. The managementand the supervision must be made fully accountable for safety performance in theworking areas they control.4. Safety Engineering BABASAB PATIL 73
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Safety engineering helps to minimize unsafe conditions. Full attention should bepaid to safety in the layout, design and installation of plant and machinery.5. Safety Education and TrainingSafety education and training develop awareness among employees and ensure safe workperformance by developing their skills.6. Safety ContestsCompanies may encourage safety competitions among their departments with a view tobringing about reduction in number of accidentRole of Management and UnionsThe problem of safety must begin with the management should believe in, and have acommitment to safety rules. The mere consultation of a safety committee or theappointment of a safety officer servers no great purpose. Nor is it enough merely toshow concerns for safety after an emergency. The management must view safety as anintegral part of the management process.Role of GovernmentThe Government of India established the factory Advice Service and Labor Institute,Mumbai. The institute renders advice on safety matters and enforces safety laws. A‘National Program for Coordinated Action Plan’ for control of hazards and protection ofhealth and safety of workers in dangerous manufacturing process has been launched. TheNational safety Council 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 are sveral methods toevaluate the safety program.The techniques used are as follows:-1. Safety Inspections: BABASAB PATIL 74
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.In this, inspectors are given specific to follow. These may include programmedelements such as formation of safety committees, how often they meet. Afterinspection, a report of the findings is made to the management con2. Safety Audit:Audit is an in-depth analysis of facilities, management and employee attitude towardssafety, managerial effectiveness in maintaining safety and quality of the safety planningas well as the operations conformity with safety regulations.3. ComparisonThis is the third method of evaluating the company’s safety efforts. The purpose here isto compare the experience of a plant or industry with that of another which iscomparable. It is well known that some operations have consistently better frequency (orservice) rates, often in spite of inherently high operating hazards.DATA ANLAYSIS AND INTERPRETATIONS.Question No.1Table No.1Showing the responses towards awareness of all the employee welfare facilities in HLLAwareness of welfare facilities. Valid Cumulative Frequency Percent Percent PercentValid Aware 90 90.0 90.0 90.0 not aware 10 10.0 10.0 100.0 Total 100 100.0 100.0Graph No 1 BABASAB PATIL 75
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.INTERPRETATION:It may inferred form Table 1 that 90% of the respondents aware and 10% of the respondents notaware of all the welfare facilities provided by the company.Question No.2Table No.2Showing the responses towards present welfare facilities in HLL BABASAB PATIL 76
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Opinion of employees about present welfare facilities Frequenc Valid Cumulative y 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.2INTERPRETATION:It may inferred form Table 2 that 70% of the respondents feel good,15%respondents feelexcellent and 15% respondents feel average of present welfare facilities. BABASAB PATIL 77
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.3Table No.3Showing responses of respondents that which welfare activity is most important for them.Which welfare activity is most important Valid Cumulative Frequency Percent Percent PercentValid Training 24 24.0 24.0 24.0 health and safety 64 64.0 64.0 88.0 other welfare measures 12 12.0 12.0 100.0 Total 100 100.0 100.0Graph No .3INTERPRETATION:It may inferred form Table 3 that 24% of the respondents said that training,64% of therespondents said that health and safety and 12% of the respondents said that is the this welfarefacility is most important for them. BABASAB PATIL 78
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.4Table No.4Showing participation of workers in worker participation programme .Participation of workers in workers participation programme Valid Cumulative Frequency 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 worker particepate,6% of therespondents said workers not participate in workers participation programs. BABASAB PATIL 79
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.5Table No.5Showing the first objective in the company. BABASAB PATIL 80
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.First objective in the company Valid Cumulative Frequency 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 higher productivity ,19% ofthe respondents said that industrial peace and harmony and said that welfare programs is the firstobjective of the company. BABASAB PATIL 81
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.6Table No.6Showing responses of respondents about advancement for their career in the company .Advancement for the employees in their upliftment of career Valid Cumulative Frequency 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.6INTERPRETATION:It may inferred form Table 6 that 76% of the reapondents said there anadvancement and 24% said there no advancement for the employees in their upliftment of career. BABASAB PATIL 82
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.7Table No.7Showing that with how much time the injured worker is given treatment.In how much time the injured worker is given treatment Valid Cumulative Frequency Percent Percent PercentValid immediately 56 56.0 56.0 56.0 within 15 mints 37 37.0 37.0 93.0 within 1/2hour 6 6.0 6.0 99.0 more than 1 1 1.0 1.0 100.0 hour Total 100 100.0 100.0Graph No.7 BABASAB PATIL 83
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.INTERPRETATION:It may inferred form Table 7 hat 56% of the respondents said that immediately, 37% of therespondents said within 15% minutes,6% of the respondents said that within ½ an hour and 1%ofthe respondents said that the injured is given treatment.Question No.8Table:8 BABASAB PATIL 84
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Contents available in first aid box Valid Cumulative Frequency Percent Percent PercentValid every time 84 84.0 84.0 84.0 Mostly 11 11.0 11.0 95.0 sometimes only 5 5.0 5.0 100.0 Total 100 100.0 100.0Graph No.8INTERPRETATION:It may inferred form Table 8 that 84% of the respondents said that every time,11% of therespondents said that mostly and 5% of the respondents said sometimes only first aid box withprescribed contents is available. BABASAB PATIL 85
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.9Table No.9Showing responses of respondents that if any major accident happens to worker and they are notable to work then what kind of compensation is provided.Compensation should provide if major accident happens. Valid Cumulative Frequency Percent Percent PercentValid full claim amount 50 50.0 50.0 50.0 job to one of the family 44 44.0 44.0 94.0 members any other type specify 6 6.0 6.0 100.0 Total 100 100.0 100.0Graph No.9INTERPRETATION: BABASAB PATIL 86
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.It may inferred form Table 9 that 50% of the respondents said that full claim amount ,44%of the respondents said that job to one of the family members and 6% of therespondents said that and other type compensation provide if any major accident happens tothem.Question No.10Table No.10Showing responses of respondents that how much they are satisfied with the foods/snacks/drinksprovided at different intervals.Satisfaction of employee about food/ snacks/ drinks provided at differentintervals Valid Cumulative Frequency Percent Percent PercentValid to the lowest 8 8.0 8.0 8.0 somewhat neutral 60 60.0 60.0 68.0 to the lowest 32 32.0 32.0 100.0 Total 100 100.0 100.0Graph No.10 BABASAB PATIL 87
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.INTERPRETATION:It may inferred form Table 10 that 8% of the respondents said that to the lowest ,60% of therespondents said that some whatneutal and 32% of the employee said that to the lowest theysatisfied with the food/snacks/drinks provided to you at different intervals.Question No11Table No.11Showing responses of respondents that how nutritious is the food provided by canteen. BABASAB PATIL 88
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.How nutritive is the food Valid Cumulative Frequency Percent Percent PercentValid highly nutritive 11 11.0 11.0 11.0 nutritive 21 21.0 21.0 32.0 some what 51 51.0 51.0 83.0 nutritive least nutritive 17 17.0 17.0 100.0 Total 100 100.0 100.0Graph No.11INTERPRETATION:It may inferred form Table 11 that 11% of the respondents said thatHighly nutritive ,21% of the respondents said that nutritive,51% of the respondents said thatsome what nutritive and 17% of the respondents said that least nutritive is the food provided bycanteen BABASAB PATIL 89
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.12Table No.12Showing responses of respondents that do the health checkup increases the morale of the worker.Do the Health and safety training increases the morale of theworkers Valid Cumulative Frequency Percent Percent PercentValid Yes 90 90.0 90.0 90.0 No 10 10.0 10.0 100.0 Total 100 100.0 100.0Graph No.12INTERPRETATION:It may inferred form Table 12 that 90% of the respondents said that the health and safety trainingprovided by the company increases the morale of the workers and 10% said no . BABASAB PATIL 90
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.13Table No.13Showing responses of respondents that whether management conducts health checkupprogrammes for employeesWhether management conduct health checkup programmes. Valid Cumulative Frequency Percent Percent PercentValid Yes 100 100.0 100.0 100.0Graph No 13 BABASAB PATIL 91
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.INTERPRETATION:It may inferred form Table 13 that 100% of the respondents said that the management conductshealth checkup programmes for employees.Question No.14Table No14Showing responses of respondents that if yes in what intervals. BABASAB PATIL 92
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.In what intervals Management conduct health checkup programmes. Valid Cumulative Frequency Percent Percent PercentValid quarterly 9 9.0 9.0 9.0 half yearly 18 18.0 18.0 27.0 yearly 73 73.0 73.0 100.0 Total 100 100.0 100.0Graph N0.14INTERPRETATION:It may inferred form Table 14 that 9% of the respondents said that quarterly,18% of therespondents said that half yearly and 73% of the respondents said that yearly managementconducts health checkup programmes for employees. BABASAB PATIL 93
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No,15Table No.15Showing responses of respondents that are they satisfied with the drinking water facilitiesprovidedDrinking water facility Valid Cumulative Frequency Percent Percent PercentValid Yes 97 97.0 97.0 97.0 no 3 3.0 3.0 100.0 Total 100 100.0 100.0Graph No.15INTERPRETATION: BABASAB PATIL 94
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.It may inferred form Table 15 that 97% of the respondents satisfied with the drinkingwater facilities provided and 3%of the respondents are not satisfied with the drinkingwater facilities provided.Question No.16Table No.16Showing responses of respondents that is the HRA allowance provided by the companysatisfactory.Does company provides HRA allowance Valid Cumulative Frequency Percent Percent PercentValid Yes 80 80.0 80.0 80.0 No 20 20.0 20.0 100.0 Total 100 100.0 100.0Graph No.16 BABASAB PATIL 95
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.INTERPRETATION:It may inferred form Table 16 that 80% of the respondents said that HRA allowance provided bythe company satisfactory and 20% of the respondents said that HRA allowance provided by thecompany not satisfactory.Question No.17Table N0 .17Showing responses of respondents that does company is taking due care of employees. BABASAB PATIL 96
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Does company take due care of employees. Valid Cumulative Frequency Percent Percent PercentValid Yes 89 89.0 89.0 89.0 No 11 11.0 11.0 100.0 Total 100 100.0 100.0Graph No.17INTERPRETATION:It may inferred form Table 17 that 89% of the respondents said company is taking due care ofthem and 11% said no. BABASAB PATIL 97
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.18Table No.18Showing responses of respondents that are the facilities provided by credit society aresatisfactory.Satisfaction about facilities of credit society Valid Cumulative Frequency Percent Percent PercentValid Yes 88 88.0 88.0 88.0 No 12 12.0 12.0 100.0 Total 100 100.0 100.0Graph No.18INTERPRETATION:It may inferred form Table 18 that 88% of the respondents said you think facilities provided bycredit society are satisfactory and 12% of the respondents said you think facilities provided bycredit society are not satisfactory. BABASAB PATIL 98
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.19Table N0.19Showing responses of respondents that how employees are committed to achieve the companyobjective.Commitment of employees to achieve the company objectives Valid Cumulative Frequency Percent Percent PercentValid rank 1 6 6.0 6.0 6.0 rank 2 6 6.0 6.0 12.0 rank 3 32 32.0 32.0 44.0 rank 4 29 29.0 29.0 73.0 rank 5 27 27.0 27.0 100.0 Total 100 100.0 100.0Graph No.19 BABASAB PATIL 99
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.INTERPRETATION:It may inferred form Table 19 that 6% of the respondents are given rank 1, 6% of therespondents are given rank2 ,32% of the respondents are given rank 3,29% of the respondentsare given rank 4 ,27% of the respondents are given rank 5.Question No.20Table No.20Showing responses of respondents that does health affected by workplace environmentIs health affected by workplace environment Valid Cumulative Frequency Percent Percent PercentValid Yes 21 21.0 21.0 21.0 No 79 79.0 79.0 100.0 Total 100 100.0 100.0 BABASAB PATIL 100
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Graph No.20INTERPRETATION:It may inferred form Table 20 that 21% of the respondents are said health affected by workplaceenvironment and79% of the respondents are said health not affected by workplace environment.Question No.21Table No.21Showing responses of respondents that is there sufficient number of latrines and urinals atconvenient places. BABASAB PATIL 101
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.are there sufficient number of latrines and urinals at convenientplaces Valid Cumulative Frequency Percent Percent PercentValid Yes 92 92.0 92.0 92.0 No 8 8.0 8.0 100.0 Total 100 100.0 100.0Graph No.21INTERPRETATION:It may inferred form Table 21 that 92% of the respondents are said that there are sufficientnumber of latrines and urinals at convenient places and 8% % of the respondents are said thatthere are not sufficient number of latrines and urinals at convenient places. BABASAB PATIL 102
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Question No.22Table No.22Showing responses of respondents that how well hygienic conditions maintained in latrines andurinals.Hygienic conditions maintained in latrines and urinals Valid Cumulative Frequency Percent Percent PercentValid Above 19 19.0 19.0 19.0 average Average 78 78.0 78.0 97.0 Below 3 3.0 3.0 100.0 average Total 100 100.0 100.0Graph No.22INTERPRETATION: BABASAB PATIL 103
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.It may inferred form Table 22 that 19% of the respondents are said that well hygienicconditions maintained in latrines and urinals are above average, 78% of the respondentsare said that wellhygienic conditions maintained in latrines and urinals are average and 3% of the respondents aresaid that well hygienic conditions maintained in latrines and urinals are below average. CHAPTER- IV BABASAB PATIL 104
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.FINDINGS: The welfare facilities, which are organized by the management, are well known to theworkers and all about the respondents are satisfied with the majority welfare facility except thefew mentioned below. But the only complaint is that transportation and canteen facility which isessential for them. I have pointed out the positive and negative points of the welfare facilities asfollows: BABASAB PATIL 105
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • 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. • It was noticed that 70% of employees feel good about present welfare facilities it shows the welfare facilities are good. • It was found that 64% of employee say ,training is the most important welfare activity and that the training and education provided by the organization is popular and as per the expectation of the employees. • It was found that 94% of employees participate in workers participation programme indicating that the employees are happy to be part of the organization and the activities that are happening around them. They are also happy to help the management as and when their capabilities are required. • It was found that 76% 0f employees said that higher productivity is the first objective of the company. • It was found that 76% of employees said that there an advancement for the employee for there upliftment of career it shows company trying to increase knowledge of the employees. • It was found that 56% of the employees said that treatment is given to injured worker immediately it shows other employees getting treatment in 15 mints or more than it therefore company have to try to give the treatment before 15 mints. . • From the study it was found that 84% of employees said that every time contents are available in first aid box , means medical committee always aware pf its functions. BABASAB PATIL 106
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • From the study it was found that 50% of employees opinion is full claim amount, if any major accidents happens to them, it shows monetary benefit is important for them. • It was found that 62% of employees are somewhat satisfied with food/snacks/drinks provided at different intervals means they want some changes in the food, snacks drinks provide • From the study it was found that 51% of employees said that the food provided by the canteen is somewhat nutritive. • From the study it was noticed that majority of respondents i.e.90% of employees said that the health and safety training increases the moral of the worker it . • From the study it was noticed that majority of respondents i.e.100%said that management conducts health checkup programmes. • It was found that73% of the employees said that management conducts health checkup programmes yearly. • From the study it was found that 97% of the employees said that they are satisfied with drinking water facility it shows company is providing good drinking water. • From the study it was found that 80% of the employees said that HRA allowance provided by the company is satisfactory it shows employee can stay at convent places. • From the study it was found that 89% said that company is taking due care of them,it means everyone is important in comany. BABASAB PATIL 107
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • From the study it was found that 88% of the employees said that facilities provided by the credit society are satisfactory it shows the credit society is helping the employee for their future. • From the study it was found that 32% of the employees given rank to 3, means employees are trying to achieve company objective . • From the study it was found that 79% of the employees said that health is not affected by the workplace environment it means the workplace environment is clean and not hazardous. • From the study it was found that 92% of the employees said that there are sufficient number of Toilet and washroom at convent places. • From the study it was found that 78% of the employees said that average hygienic conditions maintained in latrines and urinals. SUGGESTION: 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. BABASAB PATIL 108
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 3 The company should provide Toilet and wash room facilities to contract workers. 4 Company should increase the Canteens facilities to the contract workers. 5. Some workers complained about the rest room in the company is not so good it should bekept clean and comfortable in rest period. BABASAB PATIL 109
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CONCLUSION: Human resource plays an important role in any organization . employee welfarefacilities are concern to this department , if the employee happy with welfare facilities then onlythe productivity of that organization can be increased . Based on the study of Employee Welfare Facilities in Hindustan Lifecare LimitedKanagala it is clear that the company is very keen in the promoting all the welfare facilitiesprovided by Hindustan Lifecare Limited Kanagala. Employees are satisfied to medical checkup and HRA allowance. Really companywill take care about all Employees and also contract base workers. Finally the study concludes that the employees are satisfied with the presentWelfare Facilities in the organization. BABASAB PATIL 110
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. BABASAB PATIL 111
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.CHAPTER-V BABASAB PATIL 112
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.ANNEXURQUESTIONNAIREDear sir/madam, I am pleased to introduced my self as MBA student.As a part of co- curriculumI have undertaken a study on the “EMPLOYEE WELFARE FACILITY IN HLL LIFECARE.LTD KANAGALA” The information provided by u will kept confidential and used foracademic purpose only.Personal ProfileName:Age:Sex: Marital status: Department:Length of service:1) Are you aware of all the welfare facilities provided by the company? Aware Not aware BABASAB PATIL 113
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.2) How do you feel about present welfare facilities? Good Excellent Average3) Which welfare activity is most important for you? Training Health and safety Other welfare measures4) Do workers actively participate in workers participation programs? Yes No5) what is your first objective in the company?Higher productivity Industrial peace harmonyWelfare programs6) Any advancement for the employees in their upliftment of career provided in the company?Yes No BABASAB PATIL 114
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.7) Within how much time the injured worker is given treatment? Immediately Within 15 mintsWithin ½ hr more than 1 hr8) How often first aid box with prescribed contents is available? Every time MostlySometimes only9) If any major accident happens to you and not able to work then what kind of compensation isprovided .Full claim amount Job to one of the family membersAny other type specify… BABASAB PATIL 115
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.10) Are you satisfied with the food/snacks/drinks provided to you at the work place?To the highest Some whatTo the lowest11) How nutritious is the food provided to you?Highly nutritive Nutritivesome what nutritive least nutritive12) Do the health and safety training provided by the company increases the safety of theworkers?Yes No13) Whether management conducts health checkup programmes for employees?Yes No14) If yes at what intervals? BABASAB PATIL 116
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Monthly QuarterlyHalf yearly Yearly15) Are you satisfied with the drinking water facilities provided?Yes_____ If no ____ why?16) Is the HRA Allowance provided by the company satisfactory? Yes No 17) Do you think company is taking due care of you? Yes s No18) Do you think facilities provided by credit society are satisfactory? Yes No19) How committed are you to achieve the company objective?(ranks 1-5) (5 highest-----1st least) BABASAB PATIL 117
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 1 2 3 4 520) Is your health affected by workplace environment? Yes No If yes how?21) Are there sufficient number of Toilets and washroom at convenient places? Yes No22) How well hygienic conditions maintained in toilet and wash room?Above average AverageBelow average23) Do you have any suggestions regarding welfare activates in your company?__________________________________________________________________________________________________________________________________________________________________________________________ BABASAB PATIL 118
    • A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.BIBILIOGRAPHY: • Personnel and Human Resource Management- P.Subba Rao. • Internet • www.Hindletex.com • www.googl.com • : www.hlllifecarehll.com BABASAB PATIL 119