HSN international Haridwar_project report


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HR Project on Employee State Insurance at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.

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HSN international Haridwar_project report

  1. 1. … GKV, FMS 2012-14 2013 1
  2. 2. … GKV, FMS 2012-14 2013 2 A SUMMER TRAINING PROJECT REPORT ON “EMPLOYEE STATE INSURANCE (ESI)” at HSN INTERNATIONAL Plot No. 54-55, Sec 6A, I.I.E. Sidcul, Haridwar (Uk) 249403 INDIA Submitted In Partial Fulfillment of the Requirement For The Award of the degree of MASTER OF BUSINESS ADMINISTRATION Batch 2012-2014 Conducted By:- GURUKULA KANGRI VISHWAVIDYALAYA Under the Supervision of : Submitted By: Rajesh Bhorney Mohd. Tanveer HR Manager MBA 3rd Sem Haridwar (Uttarakhand) DEPARTMENT FACULTY OF MANAGEMENT STUDIES (FMS) GURUKUL KANGRI UNIVERSITY HARIDWAR-249407
  3. 3. … GKV, FMS 2012-14 2013 3 PREFACE The conceptual knowledge acquired by management students is best manifested in the projects and training they undergo. As a Part of curriculum of MBA, I have got a chance to undergo Practical training in. The project report entitled “EMPLOYEE STATE INSURANCE” is based on theme of HSN performance on the basis of economic value addition made by the HSN in the last 3 years. The report will provide all the information regarding the employee state insurance and their importance in . I also hope that this report will be beneficial for my next batches and for those who are related to this topic.
  4. 4. … GKV, FMS 2012-14 2013 4 ACKNOWLEDGEMENT First and foremost to my project head MR. RAJESH BHORNEY HR Manager, for providing me the opportunity to work on this project under his able and dynamic guidance. I fully express my deep gratitude to my project head Mr. Rajesh Bhoreny for this project and make me understand what this project is all about. For his generous assistance in the accomplishment of the project, I would like to acknowledge the exceptional team at for their superb guidance. Mohd. Tanveer
  5. 5. … GKV, FMS 2012-14 2013 5 DECLARATION I hereby declare that the Summer Training work “EMPLOYEE STATE INSURANCE” has been authentic work done by me. It may therefore, be considered for the partial fulfilment for the award of the degree of Master of Business Administration. Mohd. Tanveer
  7. 7. … GKV, FMS 2012-14 2013 7 EXECUTIVE SUMMARY
  8. 8. … GKV, FMS 2012-14 2013 8 Executive Summery The project titled “EMPLOYEE STATE INSURANCE ” undertaken in . is a Pharmaceutical firm. This company is working for CIPLA, RANBEXY, LUPIN, and ABBOTT. This company manufacture the medicine like Lupisulide-P, Lupipara-500, Lupispas plus, Couf-Q, Aspro, Maxofen plus, Roniflam, Defenac-P, Welset. The project report is about ESI which is an important part of any organization. This is considered as a necessary asset of a company. In fact, ESI gives a home ground to the organization acumen that is needed for proper functioning of the organization. The Employee State Insurance Act, [ESIC] 1948, is a piece of social welfare legislation enacted primarily with the object of providing certain benefits to employees in case of sickness, maternity and Employment injury and also to make provision for certain others matters incidental thereto. The Act in fact tries to attain the goal of socio-economic justice enshrined in the Directive principles of state policy under part 4 of our constitution, in particular articles 41, 42 and 43 which enjoin the state to make effective provision for securing, the right to work, to education and public assistance in cases of Unemployment, old age, sickness and disablement. The act strives to materialize these avowed objects Through only to a limited extent. This act becomes a wider spectrum then factory act. In the sense that while the factory act concerns with the health, safety, welfare, leave etc of the workers employed in The factory premises only. But the benefits of this act extend to employees whether working inside the factory or establishment or elsewhere or they are directly employed by the principal employee or through an intermediate agency, if the employment is incidental or in connection with the factory or Establishment.
  9. 9. … GKV, FMS 2012-14 2013 9 In this project I have tried to analyses some important questions To know how the employees Insurance is practically conducted in the organization. To know how employees Insurance is devised. To know what kind of HR policies followed in the organization. To know what kind of benefits are given to all employees. To know the effectiveness of employees Insurance. To know how the employee gets the benefits of ESI. The ever expanding industrial horizon and reciprocal uprising of labor consciousness necessitate the employee and employer to be Conversant with the current labor legislation that govern their relationship, rights and obligation. -----
  10. 10. … GKV, FMS 2012-14 2013 10 INDUSTRY PROFILE
  11. 11. … GKV, FMS 2012-14 2013 11 The Indian Pharmaceutical Industry today is in the front rank of India‟s science-based industries with wide ranging capabilities in the complex field of drug manufacture and technology. From simple headache pills to sophisticated antibiotics and complex cardiac compounds, almost every type of medicine is now made indigenously. In terms of volume India's pharmaceutical industry is now the third largest in the world. Its rank is 14th in terms of value. Between September 2008 and September 2009, the total turnover of India's pharmaceuticals industry was US$ 21.04 billion. The pharmaceutical industry is growing at about 8 to 9 percent annually. Leading Pharmaceutical Companies In the domestic market, Cipla retained its leadership position. Ranbaxy followed next. Other leading companies in the Indian pharma market in 2010 are: Sun Pharma (25.7%) Abbott (25%) Zydus Cadila (24.1%) Alkem Laboratories (23.3%) Pfizer (23.6 %) GSK India (19%) Piramal Healthcare (18.8 %) Lupin (18.6 %) Characteristics of Indian Pharmaceutical Industry The Indian Pharmaceutical sector is highly fragmented with more than 20,000 registered units. The pharmaceutical industry in India meets around 70% of the country's demand for bulk drugs, drug intermediates, pharmaceutical formulations, chemicals, tablets, capsules, orals and injectibles. There are about 250 large units and about 8000 Small Scale Units, which form the core of the pharmaceutical industry in India (including 5 Central Public Sector Units). Manufacturers are free to produce any drug duly approved by the Drug Control Authority. Technologically strong and totally self-reliant, the pharmaceutical industry in India has low costs of production, low R&D costs, innovative scientific manpower, strength of national laboratories and an increasing balance of trade. Classification A sampling of classes of medicine includes: Trentyxicyls: reducing headache (sexual appetite/erectile disfunction) Antipyretics: reducing fever (pyrexia/pyresis) Analgesics: reducing pain (painkillers) Antimalarial drugs: treating malaria Antibiotics: inhibiting germ growth Antiseptics: prevention of germ growth near burns, cuts and wounds
  12. 12. … GKV, FMS 2012-14 2013 12 This industry is manufacturing the capsules, tablets and cough syrup. They are mainly manufacturing the Antipyretics and Analgesics. Under that category they are manufacturing the Lupisulide-P, Lupipara-500, Lupispas plus, Couf-Q, Aspro, Maxofen plus, Roniflam, Defenac-P, Welset. Supply that tablets and capsules for Cipla, Ranbexy, Lupin and Abbott.the total turnover of is 40 to 45 crore. SWOT Analysis Strengths: • Population • Cost • Man Power • World-class process development labs Weakness: low barriers to entry Production of duplicate drugs Lack of strategic planning Ability of trend workers Opportunity: Foreign market Threats: o Competition from MNCs o Government policy
  13. 13. … GKV, FMS 2012-14 2013 13 COMPANY PROFILE
  14. 14. … GKV, FMS 2012-14 2013 14 HSN is a healthcare company in Haridwar, Uttarakhand (INDIA) established and formed in the year 2007 by Mr. H S Nag & Mr. Deepak Jain. Sprawled over an area of about 32400 sq. ft. HSN is an independent state of the art manufacturing unit having huge capacity to manufacture million tablets and capsules per day. They are an emerging Pharmaceutical firm with an aim to provide the purest form of medicines at an affordable price. They are focusing towards making the life healthier. There work as it is not just health care but it has everything to do with human care. Mission To place ourselves on top of this Parma industry with innovative approaches and providing top class services to our clients. Further to strive hard to ensure the sustainability through our constant efforts and innovation. Value We are passionate about improving the standard of living and saving life. We value our work as it is not just health care but it has everything to do with “Human Care”. Production Department The production department of comprises of systematically built process areas/sections having hi-tech modernalised machineries confirming to the highest
  15. 15. … GKV, FMS 2012-14 2013 15 manufacturing demands of quality, speed and precision and manned by technocrats and well trained persons. The main production activity is confined to manufacture of Tablets, Capsules, Oral liquids and Ointments. These include generic/ Pharmacopoeia products and Patent products. Quality Assurance The quality assurance department of is amongst those of very few companies who have earned for themselves a niche the field of national/international quality. This is consistent endeavor which is achieved by exercising strict check at each and every stage of on floor manufacturing and packing. All evaluation of procedures and validations are done by the Quality Assurance Department. Quality Control The quality control of is equipped with the latest and most sophisticated instruments and equipments meets to national and international quality standards. The quality tests from the starting Raw/Packing material to semi-finish/finished product at each and every step as per the Pharmacopoeia standards to confirm the quality and purity. Specifications, Standard Test Procedures and Method of analysis are prepared by Quality Control & finally reviewed and issued by Quality Assurance. Stores All raw and packaging materials are received at the stores & separate storages areas available for receiving material, under test material, approved material & rejected material. All materials are stored in respective warehouse as per the stored in respective warehouse as per the storage conditions prescribed by the manufacture.
  16. 16. … GKV, FMS 2012-14 2013 16 Utility Air Handling Units are provided for each and every operational area in a way to avoid the cross contamination. Each floor has separate air handling unit with the pressure balancing arrangement to eliminate any possible cross contamination of the products.The corridors are also environmentally controlled and are at positive pressure as compared to the individual rooms to prevent any ingress of air/powder from each room to the corridors. The individual
  17. 17. … GKV, FMS 2012-14 2013 17 process area is designed to have a temperature varying from 25o C, 2o C and relative humidity less than 45% RH. The purified water plant and distribution system as per WHO norms. Major Company Rohini Chemical Limited SWOT Analysis SWOT stands for strengths, weaknesses, opportunities, and threats. Strengths and weaknesses are internal factors. Opportunities and threats are external factors. We can control the strengths and weaknesses while opportunities and threats can‟t be control. Strengths: Cost advantages Quality Raw material in bulk Good reputation among the suppliers Weaknesses: Ability of Labors Transportation Labor Union Opportunities: Removal of Trade barriers Threats: Increasing intradebarriers Taxation may be introduced Criteria of Labors Labors Strikes (Labor Unions in Sidcul Area)
  18. 18. … GKV, FMS 2012-14 2013 18 OBJECTIVE OF THE STUDY
  19. 19. … GKV, FMS 2012-14 2013 19 OBJECTIVE OF THE STUDY The main objectives of the study to understand the implementation employees State Insurance act in an organization. o To know how the employees Insurance is practically conducted in the organization. o To know how employees Insurance is devised. o To know what kind of HR policies followed in the organization. o To know what kind of benefits are given to all employees. o To know the effectiveness of employees Insurance. o To know how the employee gets the benefits of ESI.
  20. 20. … GKV, FMS 2012-14 2013 20 EMPLOYEE STATE INSURANCE ACT 1948
  21. 21. … GKV, FMS 2012-14 2013 21 INTERODUCTION Employees' State Insurance is a self-financing social security and health insurance scheme for Indian workers. For all employees earning 15000 (US$240) or less per month as wages, the employer contributes 4.75 percentage and employee contributes 1.75 percentage, total share 6.5 percentage. This fund is managed by the ESI Corporation (ESIC) according to rules and regulations stipulated therein the ESI Act 1948, which oversees the provision of medical and cash benefits to the employees and their family through its large network of branch offices, dispensaries and hospitals throughout India. ESIC is an autonomous corporation under Ministry of Labor and Employment, Government of India. But most of the dispensaries and hospitals are run by concerned state governments.
  22. 22. … GKV, FMS 2012-14 2013 22 History In March 1923 before Indian independence B. N. Adarkar economist and later Governor of the Reserve Bank of India, was appointed by the Government of India to create a health insurance scheme for industrial workers. A year later the report he submitted became the basis for the Employment State Insurance (ESI) Act of 1948.The ESI Act was enacted in India in 1948, but come into reality from 25th February 1952, established in Kanpur and Delhi. Initially intended for workers working in factories and companies only. It is now applicable to all establishments having 10 or more workers including educational institutions, hospitals, etc., covering 15.5 million employees working with about 450,000 employers. Total beneficiaries as of 2011-12 are above 65.5 million.
  23. 23. … GKV, FMS 2012-14 2013 23 Benefits In ESI scheme, a worker in insurable employment is called insured person (IP). Insured persons and their family are entitled to different types of benefits. The benefits are broadly classified into two: (1) Medical benefits and (2) cash benefits. The employees registered under the scheme are entitled to medical treatment for themselves and their dependents, unemployment cash benefit in certain contingencies, and maternity benefit in case of women employees. In case of employment-related disablement or death there is provision for a disablement benefit and a family pension, respectively. Funeral Benefit to dependents of Insured Persons/Insured Women. Super Specialty Treatment through Private Tie Up Network as well as through its own Super Specialty Hospitals situated throughout India. Also ESI is constructing Medical and PG Medical, Dental Colleges in which it has set aside certain percentage of seats for children of Insured Persons. Recently ESI taken a decision to make the 'dependent benefit' up to a ceiling of 1200 (US$19) for all eligible dependants of a deceased person. Through this approximately 86000 dependants got benefit. From time to time ESI relaxes conditions for disbursement of Sickness Benefit and Super Specialty Treatment. Outpatient medical facilities are available in 1398 ESI dispensaries, and through 1,678 empanelled private medical practitioners. Inpatient care is available in 145 ESI Hospitals and 42 Hospital annexes; a total of 19387 beds. In addition, several state government hospitals also have beds for exclusive use of ESI Beneficiaries. Cash benefits can be availed in any of 783 ESI centers logout India. Recent years have seen an increasing role of information technology in ESI, with the introduction of Pehchan smart cards in 'Project Panchdeep', India's largest e-governance projec. In addition to insured workers, poor families eligible under the Rashtriya Swasthya Bima Yojana can also avail facilities in ESI hospitals and dispensaries. There are plans to open medical, nursing and paramedical schools in ESI hospitals. Top Executives Shri Anil Aggarwal is the Director General, Shri S.K.G. Rahate is the Financial Commissioner and Shri B.N. Tripathy, IPS is the Chief Vigilance Officer.
  24. 24. … GKV, FMS 2012-14 2013 24 APPLICABILITY Under Section 2(12) the Act is applicable to non-seasonal factories employing 10 or more persons. Under Section 1(5) of the Act, the Scheme has been extended to shops, hotels, restaurants, cinemas including preview theatres, road-motor transport undertakings and newspaper establishments employing 20* or more persons. Further under section 1(5) of the Act, the Scheme has been extended to Private Medical and Educational institutions employing 20* or more persons in certain States/UTs. *Note: 14 State Govts. / UTs have reduced the threshold limit for coverage of shops and other establishments from 20 to 10 or more persons. Remaining State Governments/UTs are in the process of reducing the same. The existing wage limit for coverage under the Act is Rs. 15,000/- per month ( w.e.f. 01/05/2010).
  25. 25. … GKV, FMS 2012-14 2013 25 How the scheme does help employees’? The scheme provides full medical care to the employee registered under the scheme during the period of his incapacity for restoration of his health and working capacity. It provides financial assistance to compensate the loss of his/her wages during the period of his absentation from work due to sickness, maternity and employment injury. The scheme provides medical care to his/her family members also.
  26. 26. … GKV, FMS 2012-14 2013 26 Registration Procedure Is it mandatory for an employer to register under the scheme? Yes, its statutory responsibility of the employer under Section 2-A of the Act read with regulation 10-B, to register their Factory / Establishment under ESIC Act within 15 days from the date of its applicability to them. What is the procedure for registration of an employer? The Factory or Establishment to which the Act applies is to be registered by submitting an Employer‟s registration form (Form -01) to the concerned Regional office and obtain an identification number called the Code number (Section 2(A) read with Regulation 10-B). What are the documents to be submitted along with the Employer’s registration form? Documents relating to the constitution of the Factory/Firm/Establishment/, evidence in support of the date of commencement of production /business, list of partners / directors with their address, address proof like pan card / passport/voter identity card/ month wise employment position etc. are the essential documents.
  27. 27. … GKV, FMS 2012-14 2013 27 DEPARTMENTS i. Medical ii. Surgery iii. Gynecology iv. Orthopedics v. ENT (Eyes, Nose and Throat) vi. Ophthalmic vii. Psychiatrist viii. Pathology and X-Ray ix. Anesthesia MEDICAL CARE The hospital takes care of its patients in three different ways. They are: 1. Primary care 2. Secondary care
  28. 28. … GKV, FMS 2012-14 2013 28 3. Tertiary care PRIMARY CARE: - The doctors (Insured Medical Practitioners) give the primary treatment to the patients at the various dispensaries of ESI Hospital. They examine them by holding checkups and treat them for minor injuries. SECONDARY CARE: - The Imp‟s at their dispensaries diagnose the severity of the disease and accordingly advise them for further treatment in the ESI hospital. The patients are advised to visit the hospital for blood testing, urine and stool testing, and other prescribed tests such as Ultra sound Zoography, Eco-cardio gram (ECG), Magnetic Resonance Imaging (MRI), Computed Tomography (CT) scan and thereby provide the reports to the patients for their further treatment. TERTIARY CARE: - The tertiary care includes the super specialty treatment which is given by the doctors to their patients. Any major surgery or a transplant which has to be performed on the patient comes under this category. The tertiary facilities given in this case includes the knee joint replacement, the hip joint replacement and such other replacements or transplants. There are various tied up hospitals viz. Balaji hospital at Byculla, Sion hospital, JJ hospital, and KEM which provide the tertiary treatment to the insured patients. PROCEDURE FOR CASE PAPER The patients having major health problem are recommended to visit the other tied up hospitals for undergoing super speciality treatment. The patient is again investigated for that particular disease and if required is admitted for his treatment. A report is sent to the ESI hospital thereafter for sanctioning his estimated expenses for medical treatment. The Medical Superintendent issues the sanction order for the patient after complete study of his medical report provided by the tied up hospital. A demand draft is made accordingly, and sent to the concerned authority of the respective hospital. A copy of the medical and expenses report along with the form stating the period of his treatment is sent to the ESIC. The patient is paid his wages for the period of his medical treatment from the ESIC. The most common found occupational health diseases in the industrial workers are as follows:-
  29. 29. … GKV, FMS 2012-14 2013 29 COMMON PROBLEMS The Medical Superintendent of the ESI Hospital‟s Doctors firmly believed in the power of Karma and satisfying his customers who are in the form of patients. Hence in order to avoid hindrance in the smooth functioning of the hospital, conducts training for his staffs. These training are mostly for improving the behavioral aspects of his staffs and nurses. The staffs and nurses who are employed in the hospital are underprivileged. Thus, they tend to aggravate at times while serving their patients. This will lead to unsatisfied customers. Thus to calm these people he holds training where he preach about „satisfying one patient also, will satisfy god. And if a patient is not served properly or not attended proper manner will be punished by god.‟ Nevertheless, he also believes that there is no organization which doesn‟t have problems. Even in this hospital there are certain problems which do occur among the patients, the staffs, the nurses and the doctors. The common problems, which occur among them, are as follows: PATIENTS · There are no equipments for major surgery viz. angioplasty, heart operations, and kidney transplantations available in the hospital. Hence asked to go to other hospitals namely Balaji Hospital , Byculla; J. J. Hospital, Sion; KEM Hospital, Tata Hospital, etc. which are tied up with ESIC. · The outgoing patients have to wait for long hours for the doctors which in turn results in hypertension and anxiety among them. . The doctors being from the state government tends to become proud and arrogant at times with the patients. Due to their arrogant behavior they at times delay or avoid operating the patients. · No doctors for lifestyle diseases like depression and heart ailments.Over-crowded wards.
  30. 30. … GKV, FMS 2012-14 2013 30 THERE ARE FOUR TYPES OF ESI BENEFITS TEMPORARY DISABLEMENT BENEFIT 1. Procedure regarding submission or Regulation Certificate and claiming the benefit remains the same as shown above against sickness Benefit. 2. In addition, an insured person who sustains employment injury to give a notice to such injury to the employer immediately either in writing or orally and also ensure that the employer has given the accident report to the concerned Branch Office will in time in the prescribed form-16. PERMANENT DISABLEMENT BENEFIT: 1. An Insured person should submit an application for reference to the Medical Board on plain paper to the branch office manager after the termination of temporary disablement benefit. This may be done at the time of submitting the final certificate or within 12 months from the termination of temporary disablement. 2. He should ensure that he also gives his age proof to the Branch Office Manager along with the application. 3. Form B.11 (a) indicating residual incapacity will be issued by the I.M.O. /I.M.I. at the time of final certificate. It is required to be submitted along with an application for appearing before a Medical Board. If it has not been obtained at the time of issue of final certificate it should be obtained at the time of applying for Medical Board. 4. The Medical Board sends its decisions to the ESIC Regional Office directly or through branch office as the case may be and the regional office issues the sanction
  31. 31. … GKV, FMS 2012-14 2013 31 for periodically payments of P.D.B. One copy of the sanction order is endorsed to the insured Person also. After receipt of this sanction the insured person should submit the claims form in the branch office for payment of P.D.B. This payment will be made to him every month as long as he is alive. 5. In case his rate of P.D.B. is Rs.5/- per day or less an insured person can apply for lump sum communication of the payment provided that the total commuted value does not exceed Rs.3000 6. An Insured Person should apply for commutation within a period of 6 months from the date of possible option. Then only branch office manager shall be able to send the request to regional office immediately. Otherwise the insured person will be referred to the medical referee for certifying normal expectancy of life, and only after such certifying is obtained, the insured person‟s case will be processed for sanction of communication. 7. The original sanction order of communication is send to the insured person with a copy to the branch office. The insured person should produce the original copy at the branch office at the time of payment. DEPENDENT BENEFIT: 1. Dependents of a deceased insured person should contact the branch office for claiming the dependents benefit. The claim clerk will receive them and supply them necessary forms and furnish all information needed by them. He will also assist them in filing the claim form-18 Dependents are required to submit: a) The evidence of death of the insured person having occurred due to an employment injury. b) Evidence that claimants are dependent.
  32. 32. … GKV, FMS 2012-14 2013 32 c) Evidence of age of claimant. d) Evidence that female dependent (widows/daughters) has/have not remarried or married after the death of an insured person. 2. These claims after scrutiny are forwarded to the regional office and the Regional Officer communicates its decision to all the persons who claim the Dependent Benefit. To those who are not found entitled, a letter in form ESIC-146 will explain why their claim has been rejected. The letter in form ESIC-147 will indicate the daily rate of benefit of each dependent. For minor dependent the information is sent through the guardian. 3. The dependents should approach the Branch Office with the letter (ESIC-147) for claiming the first payment. 4. Subsequently they can collect dependents Benefit on first of each month either in person or by money order by submitting claims in form-18 A. 5. If dependants are staying in far off places, they can opt for payment from the nearest Branch Office. The Branch Office Manager will transfer all the records to the concerned Branch Office from where payment has been desired to be made by the beneficiary. 6. At the time of claiming Dependent Benefit for the month of June and December every, the claimant should submit a declaration in form-27 duly attested by the authorities mentioned there in. MATERNITY BENEFIT: An Insured during the employment is to submit following documents either personally or by post: a) A certificate of expected confinement form-21. Issued by an authorized doctor. b) A benefit claim in form-22 duly completed.
  33. 33. … GKV, FMS 2012-14 2013 33 c) In addition to above, she has also to submit a certificate of confinement in form-23 within 30 days of date of confinement. In case of claiming payment after confinement insured women has to submit a certificate in form-23 along with the claim form in form-22. In case of miscarriage she has to submit a certificate of miscarriage along with claim in form- 22. Certificate of miscarriage has to be submitted within 30 days. Insured woman can draw Maternity Benefit on weekly basis. At the time of final payment she should submit form-28 duly completed by her employer which will be issued by the Branch Office Manager.
  34. 34. … GKV, FMS 2012-14 2013 34 RESEARCH AND DEVELOPMENT
  35. 35. … GKV, FMS 2012-14 2013 35 RESEARCH AND DEVELOPMENT:- The research is carried on qualitative and quantitative platform. In qualitative platform, personal interviews are conducted with managers of EMPLOYEE STATE INSURANEC. The personal interviews gave us the insight in making the questionnaire. The questions were based upon the interaction between us and managers. On quantitative platform, we make the questionnaire to gather the information for the research work. The questions in questionnaire were both closed and open ended. The purpose is to gather information and opinion of the people. TYPES OF RESEARCH There are the following types of research, which are as follows. 1. Descriptive vs. Analytical: Descriptive research includes surveys and fact-finding enquiries of different kinds. The majors‟ purpose of descriptive research is description the set of affairs it exists at present. In analytical research, on the other hand, the research has to use facts or information already available, and analyze these to use fact or information already available, and analyze these to make a critical evaluation of material. 2. Applied vs. Fundamental: Research can either be applied research or fundamental research. Applied research aims at finding a solution for an immediate problem facing a society or and industrial / Business origination, Whereas Fundamental research is mainly concern with generalization and with the formulation of a theory. 3. Quantitative vs. Qualitative: Quantitative research is based on the measurement of quantity or amount. It is applicable to phenomena that can be expressed in terms of quantity. Qualitative research, on the other hand is concerned with Qualitative phenomenon, that is, phenomenon relating to or involving quality or kind.
  36. 36. … GKV, FMS 2012-14 2013 36 4. Conceptual vs. Empirical: Conceptual research is that related some abstract idea or theory. It is generally used by philosophers and thinkers to develop new concepts or to reinterpret existing ones. On the other hand, Empirical research realizes on experience or observation alone, often without due regard for system and theory. It is a data based research. RESEARCH DESIGN “A research design is the arrangement of conditions for collection and analyses of data in a manner that aims to combined relevance to the research purpose with economy in procedure”. In fact, the research design is the conceptual structure within which research is conducted; it is constitute the blue print for the collection, measurement and analyses of data. DATA SOURCES The task of data collection begins after a research problem has been defined and research design/plan chalked out. While deciding about the method of data collection to be used for study, the researcher should keep in mind two types of data. Secondary data was gathered from the following source: 1. R&D. 2. News papers 3. Internet. 4. Business Magazines 5. Employee Welfare 1. Primary data 2. Secondary data 1. Primary data: These data are collected afresh & for the first time and thus happen to be original in character. 2. Secondary data: These data are already collected by someone else and which have already been passed through the statistical process. The researcher would have to decide
  37. 37. … GKV, FMS 2012-14 2013 37 which sort of data he would be using for his study and accordingly he will have to select one or other method of data collection. Collection of Primary data We collect primary data during the course of doing experiments in an experimental research but in case we do research of the descriptive nature and perform surveys, whether sample survey or census surveys, then we can obtain primary data‟s either through observation or through personal interviews. This in other words means that there are several other methods of collecting data, particularly in surveys & descriptive researches. Important ones are: 1. Observation method 2. Interview method 3. Through questionnaire 4. Through schedules 5. Other methods Collection of secondary data Secondary data means data that are already available i.e.; they refer to data, which have already been collected and analyzed by someone else. When the researcher utilizes secondary data, then he has to look into various sources from where he can obtain them. In this case he is certainly not confronted with the problems that are usually associated with the collection of original data. Secondary data may either be published data or unpublished data. Usually published data are available in: Various publications of central, state and local governments Various publications of foreign governments or of international bodies and their subsidiary organizations
  38. 38. … GKV, FMS 2012-14 2013 38 Technical and trade journals Books, magazines and newspapers etc Reports and publication of various associations connected with business and industry, banks, stock exchanges etc. Reports prepared by research scholars, universities, economists etc Public records and statistics, historical documents Our project is based on secondary data also which we have collected from various sources- Websites Journals In this research project, secondary data were used. Magazines, journals, were consulted to fetch the information about Venture Capital in India. Research project is also based on the information collected from various websites and e-links In my study I used the descriptive v/s analytical research and my sample size is 50. I use the primary & secondary data in this report. The primary data were gathered mainly through questionnaire and observation methods. The questions were made to gather information in the form of quantitative and qualitative. The questions were grade keeping the objective as the base. The information represented by questionnaire is meant to support the research process of comparison. The research is carried on qualitative and quantitative platform. In qualitative platform, personal interviews were conducted with managers of EMPLOYEE STATE INSURANCE. The questions were based upon the interaction between us and the managers. We made the questionnaire to gather information for the research work. The question in there was both closed and open ended. The purpose is to gather standardized information and opinion of the people.
  39. 39. … GKV, FMS 2012-14 2013 39 LITERATURE REVIEW
  40. 40. … GKV, FMS 2012-14 2013 40 LITERATURE REVIEW The history of E.S.I., is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management. As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War - not more than 60 years ago. Yet in a broader sense, the practice of ESIC is a very ancient art. In the scale of things historical, it might well lay claim to being the world's second oldest profession! There is, says Dulewicz (1989), "... a basic human tendency to make judgments about those one is working with, as well as about oneself." Appraisal, it seems, is both inevitable and universal. In the absence of a carefully structured system of appraisal, people will tend to judge the work performance of others, including subordinates, naturally, informally and arbitrarily. The human inclination to judge can create serious motivational, ethical and legal problems in the workplace. Without a structured appraisal system, there is little chance of ensuring that the judgements made will be lawful, fair, defensible and accurate. E.S.I., systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified. The process was firmly linked to material outcomes. If an employee's performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration, if any, was given to the developmental possibilities of appraisal. If was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well. Sometimes this basic system succeeded in getting the results that were intended; but more often than not, it failed. For example, early motivational researchers were aware that different people with roughly equal work abilities could be paid the same amount of money and yet have quite different levels of motivation and performance. These observations were confirmed in empirical studies. Pay rates were important, yes; but they were not the only element that had an impact on employee performance. It was found that other issues, such as morale and self-esteem, could also have a major influence.
  41. 41. … GKV, FMS 2012-14 2013 41 REASONS WHICH FAIL EMPLOYEE STATE INSURANCE Uncouple Evaluation and Development: Many appraisal systems inadvertently force the mixing of the roles of judge and helper. The open problem-solving dialogue required for building a relationship and developing subordinates should be scheduled at a different time than the meeting in which the supervisor informs the subordinate about his/her overall evaluation and its implications for important rewards. Choose Appropriate Performance Data: The behavior rating scale, the critical- incident methods, and various MBO techniques usefully guide the appraisal discussion toward reviewing specific task behaviors or accomplishments -- feedback which is both less threatening and more helpful to the person who wants to improve performance. A comprehensive performance management system might include MBO and behavioral ratings--which are, respectively, a means of managing the what and how of employee task-related behaviors.
  42. 42. … GKV, FMS 2012-14 2013 42 RESEARCH METHODOLOGY
  43. 43. … GKV, FMS 2012-14 2013 43 RESEARCH METHODOLOGY DEFINATION OF RESEARCH: According to Clifford Woody, „It comprises defining and redefining problems; formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching conclusion; and at last, carefully testing the conclusions to determine whether they fit the formulation hypothesis.‟ RESEARCH DESIGN: “Specification of methods and procedures for acquiring the information needed.” DESCRIPTIVE DESIGN: “These designs are used to establish accurate descriptions of variables relevant to the decision being taken without demonstrating the existence of the relationships between variables.” SAMPLE DESIGN The sample design is usually consistent to the „relevant population‟ specific to the research problem. The researcher concentrates on three things while designing the sample. Sample Unit: The sample unit decided was from Workers to Employees From where the sample was selected: HSN INTERNATIONAL PHARMACUIETICAL & DRUGS LTD., HARIDWAR. The sample size: 60 employees The process of selection: Random Sampling Tools of data collection : “QUESTIONNAIRE METHOD ”
  44. 44. … GKV, FMS 2012-14 2013 44 LIMITATIONS OF THE PROJECT 1. Sample size was 60 which cannot be true respective of the company having more than 21000 executives in office work. More response was collected from the executives in office work response so collected have across the corporation 2. The efforts have been made to distribute the questionnaire in proportion of the employee in different business groups to have a true representative of all the business group. The response received is not in similar proportion. 3. Executive in a company are spread at all level. The questionnaire should have been distributed in proportion to their strength. 4. The assignment being very challenging and of exhaustive in nature require appreciable time to carry out the survey and to compile recommendation. 5. It was observed that upon a certain extent executive were trying to get a idealistic response there after a correction factor has to be done. 6. Feed back is not communicated in general.
  45. 45. … GKV, FMS 2012-14 2013 45 RESULTS
  46. 46. … GKV, FMS 2012-14 2013 46 RESULTS Q.1) The Company has an excellent E.S.I. and other facilities for the employees and their families. FINDINGS: 57% of the people agree that company has excellent benefits And welfare facilities. 57% 39% 4% 0% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  47. 47. … GKV, FMS 2012-14 2013 47 Q.2) Benefits are fair for taking higher responsibilities. FINDINGS: 74% Employees agree that benefits are fair for responsibilities, 13% 74% 13% 0% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  48. 48. … GKV, FMS 2012-14 2013 48 Q.3) Housing facility provided by HSN INTERNATIONAL to its employees satisfactory. FINDINGS: Almost 48% people agree that office environment is and 4% people disagree to this. 44% 48% 4% 4% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  49. 49. … GKV, FMS 2012-14 2013 49 Q.4) In case of any mishap or an accident proper care is taken while compensating. FINDINGS: Almost 48 % people agree that representing the company should be based on authority. 35% 48% 4% 13% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  50. 50. … GKV, FMS 2012-14 2013 50 Q.5) Job rotation and transfer policy of the organization are based on its requirement. FINDINGS: Almost 52% employees agree that job rotation and transfer is Based on organizational requirement while 17% employees Strongly disagree to this. 22% 52% 9% 17% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  51. 51. … GKV, FMS 2012-14 2013 51 Q.6) LFA policy is beneficial to employees. FINDINGS: 66% employees agree that the LFA policy is beneficial to employees while 27% strongly agree with this. . 27% 66% 5% 2% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  52. 52. … GKV, FMS 2012-14 2013 52 Q.7) Periodical medical examination is beneficial. FINDINGS: 48% employees agree that system facilities and utilities are fully documented while 9% were neutral. 43% 48% 9% 0% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  53. 53. … GKV, FMS 2012-14 2013 53 Q.8) HSN INTERNATIONAL Sports policy is successful in reducing the stress of monotonous work. : FINDINGS: More than 78% employees agree to this. 9% 78% 13% 0% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  54. 54. … GKV, FMS 2012-14 2013 54 Q.9 The present HSN INTERNATIONAL Retirement policy is beneficial to secure the retired life. FINDINGS: 44% Employees strongly agree that LFA Policy is beneficial but 22% disagree to this. 13% 44%17% 22% 4% Strongly Agree Agree Neutral Disagree Strongly Disagree
  55. 55. … GKV, FMS 2012-14 2013 55 Q.10) The Agrani Samman Ex Gratia Benefit is good enough to sustain the life of old people. FINDINGS: 22% employees strongly agree and 48% agree to this. 22% 48% 17% 13% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  56. 56. … GKV, FMS 2012-14 2013 56 Q.11) Initial training should be provided as much as possible. FINDINGS: 30% employees agreed and 44% strongly agree with this. 44% 30% 22% 4% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree
  57. 57. … GKV, FMS 2012-14 2013 57 FINDINGS
  58. 58. … GKV, FMS 2012-14 2013 58 FINDINGS The most important segment any research study is its findings. There far the study that was made, have certain finding which are discussed below. Employers are not completely satisfied as their response during research is negative regarding incentives. Findings reveals that employers are totally satisfied with the promotion & salary increment which are provided by employers after the measurement of their E.S.I., and they also agree that the E.S.I., always shows the real working position of the employees in the organization. Study reveals that most of employers fell that appraisal create depression in the minds of employees and employees faces some biasness while doing the appraisal. Study reveals that organization is concerned about education & knowledge of its employees in order to increase their efficiency through conduction the training programme from time to time. The most appropriate and suitable method of the organization for conduction the E.S.I., is ranking method. An appraiser must try to create healthy and productive work environment because the working environment affects the performance of employees. Finding reveals that productivity is the key result area of the organization. Study reveals that appraiser agree that the employees had required sufficient technical know-how which adds up to their levels of moral.
  59. 59. … GKV, FMS 2012-14 2013 59 CONCLUSION
  60. 60. … GKV, FMS 2012-14 2013 60 CONCLUSION Organizational development, which rests on the strength and support of the human elements, is catching the imagination of several policy-makers leading to the promulgation of several techniques and tools in this direction. The emergence of the 360-degree performance appraisal, a comprehensive mechanism to know the pulse of the organization, has got a lot of implications. Formal systems for appraising performance are neither worthless nor evil, as some critics have implied: or are they panaceas, as many managers might wish. A formal appraisal system is, at the very least, a commendable attempt to make visible, and hence improvable, a set of essential organization activities. Personal judgments about employee performance are inescapable, and subjective values and fallible human perception are always involved. Formal appraisal systems, to the degree that they bring these perceptions and values into the open, make it possible for at least some of the inherent bias and error to be recognized and remedied. Many organizations that go out shopping for performance appraisals, 360 or other versions, have already taken a step in the wrong direction. They typically have forgotten to diagnose their real needs. If your business has a desire for the 360 Appraisal process make sure you ask yourself "Why?" What is your organization's or management's real need? Don't do it because everyone else seems to be doing it. Make sure the process and philosophy are appropriate to your organization and its values. By improving the probability that good performance will be recognized and rewarded and poor performance corrected, a sound appraisal system can contribute both to organizational morale and organizational performance. Moreover, the alternative to a bad appraisal program need not be no appraisal program at all, as some critics have suggested. It can and ought to be a better appraisal program. And the first step in that direction is a thoughtful matching of practice to purpose.
  61. 61. … GKV, FMS 2012-14 2013 61 RECOMMENDATIONS
  62. 62. … GKV, FMS 2012-14 2013 62 RECOMMENDATIONS The survey conducted reveals some major facts, which should be taken into consideration. Some of them are discussed below here with:  The techniques used for the E.S.I., should be such that it somehow helpful in improving the performance of the employees rather that discouraging them.  The company should provide properly & salary increment after the measurement of performance appraisal should be free from biasness.  Organization should be next considered all of the factors like administrative ability, technical ability, job efficiency, & communication ability while appraising the performance, employers must try to create healthy and productive work environment, which affects the performance of employees  Employers should be concentrating on productivity; it is a key result area of their organization.  The E.S.I., should not create points of comparison among employees of the company
  63. 63. … GKV, FMS 2012-14 2013 63 LIMITATIONS
  64. 64. … GKV, FMS 2012-14 2013 64 LIMITATIONS The present report is having few limitations which are as follows:- The duration of the survey was limited and it does not cover all the executives of various departments. Few executives try to avoid filling the questionnaire, which create difficulty in the research. The sample size for conduction the questionnaire, which create difficulty in the research. The survey has to rely on the answers, which has been provided by the respondents. There is inconsistency & ambiguity, which create difficulty in respondents. There is inconsistency & ambiguity, which create difficulty in giving 100% accuracy in results It was not possible to discuss various method of performance appraisal, as the employers were well aware about them.
  65. 65. … GKV, FMS 2012-14 2013 65 BIBLIOGRAPHY
  66. 66. … GKV, FMS 2012-14 2013 66 BIBLIOGRAPHY PRASAD, L.M. Human Resource Management T.N. CHHABRA Human Resource Management S.S. KHANKA Human Resource Management C.R. KOTHARI Research Methodology WEBLIOGRAPHY:  http://www.scribd.com  http://www.hsninternational.in  www.google.com  http://ESIC.com  http://www.esic hospital.com  http://en.wikipedia.org/wiki/Employees%27_State_Insurance  http://smallb.in/%20/plan-new-entrepreneurship%20/guidelines-and-procedures-start- ups%20/employees-state-insurance-esi
  67. 67. … GKV, FMS 2012-14 2013 67 QUESTIONNAIRE ………… Name - Age - Gender - Length of tenure in the organization - Designation - Strongly Agree Agree Neutral Dis agree Strongly Disagree 1 The company has an excellent E.S.I. and other facilities for their employees and their families. 2 Benefits are fair for taking higher responsibilities. 3 Housing facility provided by HSN INTERNATIONAL to its employees satisfactory. 4 In case of any mishap or an accident proper care is taken while compensating. 5 Job rotation and transfer policy of the organization are based on its requirement. 6 LFA policy is beneficial to employees. 7 Periodical medical examination is beneficial. 8 HSN INTERNATIONAL Sports policy is successful in reducing the stress of monotonous work. 9 The present HSN INTERNATIONAL Retirement policy is beneficial to secure the retired life. 10 The Agrani Samman Ex Gratia Benefit is good enough to sustain life of old people. 11 Initial training should be provided as much as Possible.
  68. 68. … GKV, FMS 2012-14 2013 68