project report employee welfare (mithun kumar sheel

Phonics Group Of Institutions
Roorkee
(Affiliated to Uttarakhand Technical University Dehradun)
Summer traing project report
On
Employee welfare or health and safety
With
Price And Buckland India pvt ltd
(FOR THE PARTIAL FULLFILLMENT OF MASTERS OF BUSINESS ADMINISTRATION)
Submittedto, submittedby,
Shatakshi Kausik Mithun Kumar sheel
Faculty of mgmt MBA 3rd sem.

STUDENT DECLERATION
The project has been undertaken as a partial fulfillment of the requirement of the award of
the degree of masters of business administration of uttarakhand technical University,
Dehradun.
The project was executed during the summer break after the MBA semester under the
supervision of Mr. Chander Prakash (senior manager Human resource)
Further, I declared that this project is my original work& the analysis & finding are academic
purpose only .this project has not been presented in any semester elsewhere for the award of
any degree or diploma.
SIGNATURE MITHUN KUMAR SHEEL
MBA 3rd sem.

ACKNOWLEDGEMENT
The satisfaction that accompanies successful completion for any task would we incomplete
without mention of the people without the mention of the people who made it possible. I
consider it may great privilege to have worked under the expert guidance of Mr. Chander
prakash (senior manager HRD),his guidance, suggestion and constant encouragement saved
me from many pitfalls through the time of my training. I also want to express my gratitude
toward Mr. Ashok kumar sikdar .(production head manager) for his constant guidance and his
support.
I am very thankful to PRICE AND BUCKLAND INDIA PVT. LTD. For trusting in me. I am
also indebted my miss Shatakshi ( internal guide) my sincere go to all the particulars of the
training that extended help willingly and made the training highly enjoyable.
Student name:
MITHUN KUMAR SHEEL

CHAPTER ARRANGEMENT page no.
CHAPTER- 1 ………………………………………………
1. Introduction…………………………………………….
2. Objective……………………………………………….
3. Period of study…………………………………………
4. Methodology…………………………………………..
5. Limitation of study……………………………… …..
6. Scope of study……………………………………….....
CHAPTER- ll………………………………………………….
1. company profile……………………………………….,
CHAPTER-lll…………………………………………………
1. Recruitment and Selection……………………………
2. Process of recruitment and selection …………………
3. Factor affecting the process……………………………
CHAPTER- lV………………………………………………..
1. Data analysis…………………………………………
2. SWOT Analysis………………………………………
CHAPTER- V………………………………………………
1. Questionnaire……………………………………
2. Suggestions and Recommendation……………
Bibliography……………………………………………….,,

PREFACE:
human resource management is both an academic theory and a business practice that address
the techniques of managing workforce. The theoretical discipline is based on the assumption
that employees are individual with varying goals and need, and such should not be thought of
as bonded labor or can be purchased at price. The field takes a positive view of employees and
study of practice followed by organization to manage this intellectual capital for their maximum
satisfaction , so that they can work to the best of their ability. So, as a MBA student I must
know the practical implication of concept of Human Resource Management , PHONICS
GROUP OF INSTITUTIONS has gives me this golden opportunity to meet his end, by means of
this project work.
Project work consist of visit to the company and collecting the information about the
practice being followed there, as an HR student my aim was to get a deep insight into HR
functioning and to know about the vital role that HR department lays in functioning of other
department.
I have done my project work PRICE AND BUCKLAND INDIA PVT LTD. NOIDA, as a
requirement of degree of MBA. I hope to provide relevant information about the various
HR function of the organization in a nutshell by means of this report. It had been a
constant endeavor to remain informative and to the point.

INTRODUCTION
As we know that in today’s competitive world it’s very tough for every organization to compete
to others. In any organization human capital is most important factor to compete to this
situation. Human resource affects every part in an organization. So today every org. very
attention to search the talent pool for their org. Recruitment & selection is so an important
exercise to a personnel manager.Every year a number of companies becomes bankrupt due to
their poor performance. Presently number technique available to judge the current position of
the business.
Summer training is an activity where the person is trained for a person is trained for a
present job. It improved the performance of a person towards the society and also towards the
Organization.
I have taken this project to enhance or to gain knowledge in the field of human
resource management in an organization. I had completed my training from PRICE AND
BUCKLAND INDIA PVT LTD

OBJECTIVE OF THE STUDY
The main objective of this study is to get information about. Non statutory welfare measure
impact on employee productivity This Dissertation report also covers following objectives:
To win over employee’s loyalty and increase their morale.
To know about the workers expectations on welfare facilities
To know about the satisfaction level of workers on welfare facilities.
To know welfare facilities provides social comfort to employees.
To know intellectual improvement of employees.
To build stable work force.
To reduce absenteeismand employee turnover.
To make employees lives good and worth living.
To provide healthy and proper working conditions.
To ensures that the working conditions for employees are of higher standard
To know well-being of employees and families. Employee Welfare enhances efficiency of
workers, it improves health and upgrades economic and social status of workers..

LIMITATION OF STUDY
1) The research process was time consuming and little expensive well.
2) The sources of data collection were limited.
3) It was difficult to complete a study of this nature and to study all the aspect of
Problem with in short period.
4) The time factor is important.

RESEARCH METHODOLOGY
To get a reporting any particular area; research is required & that research is being done
through data collection. Data could be collected through its sources such as-
• Primary sources.
Observation method
Interview Method
Structured questionnaire
• Secondary sources.
Books
Annual Report of the company
Journals & Magazines
Company Websites
• Time schedule
• Sample Design
Target population:- price and buckland india pvt ltd
Sample unit :- Individual
Sample size :-150 Individual
Sample area :-)price and buckland india pvt ltd Noida
I have gone through secondary sources of data collection while preparing this project
report.
While going through secondary sources of data collection I have gone through
www.pbonline.co.in
Wikipedia
Google.com
Various books of HR Department

Company profile
Made in India, Born in Britain
As leading international school uniform and sportswear specialists, we will help you to stand
out from the crowd by designing and producing premium garments, tailored to your school.
Over 50 Years of Design and Manufacturing Excellence
Price & Buckland are a leading school uniform and sportswear manufacturer based in Delhi
NCR, India. Partnered with our parent company in the United Kingdom, we have a rich heritage
and a wealth of experience in bringing an exceptional range and quality service to meet
customer needs.
We supply bespoke uniforms to both schools and universities, with student populations of up to
7000 across India, the Middle East and Europe. In addition, we have also delivered uniform
solutions to large blue chip companies including Virgin and British Airways, alongside well-
established retailers such as Boots and British Home Stores.
Our core principle is a simple one: we want to provide high quality, affordable uniforms, in a
socially responsible way, whilst supporting you through excellent customer service.
British Branded
Price & Buckland have been established since 1959, this stands for superior quality, reliability
and a superb service.
design, produce and supply tailor made garments from our own dedicated factory,
ensuring quality and consistency at every step
Outstanding value
Our prices have remained competitive year after year, so you’ll know you’re getting best
value.

Naveen Thapliyal
Director, Price & Buckland India Ltd.
Standing at the forefront of expertise in production, international marketing
and business development, Naveen Thapliyal is the Director and principal
founder of Price & Buckland India, a leading schoolwear manufacturer located on the outskirts
of Delhi, with its parent company based in the UK.
A go-getter, Naveen holds an MBA degree in management, international trade and business
administration. He has 19 years of expertise in the textile industry, heading up the business
planning, management, marketing, sales and other core facets of the company. His vast
experience in establishing and creating business solutions is testament to the inception of Price
& Buckland (India).
Aside from the continual strategic planning in order to sustain company growth, Naveen also
oversees the day to day smooth functioning of the organisation. From understanding the
market needs and maintaining international relations with clients, to managing the internal
functions, Naveen is the driving force behind the development of the company.
As well as being a dedicated entrepreneur, Naveen enjoys keeping abreast of current affairs
happening around the globe – be it business, sports, social or politics. With a dynamic
personality, he strongly supports continuous mentoring and encourages a fun and friendly
ethos within the workplace.
Naveen’s association with Price & Buckland is longstanding. He envisions taking the company
from strength to strength, both in India and beyond, by offering exceptional school uniform and
sportswear solutions with the continuous support of UK partners Nick and Anthony Buckland.
Nick Buckland
Director, Price & Buckland UK Ltd.
I take great pride in being part of a family business that is fast approaching its
60th anniversary. The business has been through many changes since it was
established by our father in 1959 and we continue to evolve and change in
response to our customers and to the opportunities offered by new technology.
Together with my brother, Anthony and long standing colleague, Naveen, we care passionately
about what we do and together with all colleagues from across the business, we’re very proud
to be a truly global schoolwear supplier. From our new manufacturing base here in India, we
are now distributing uniforms to children in Europe, India, the UAE as well as Canada. We
believe in always putting the customer first and we work tirelessly to manufacture and supply
high quality garments, that are value for money and supported by a service that is second to

none. This ambition is only made possible by working with an amazing group of dedicated
people who share the same ambition and belief.
Ant Buckland
Director, Price & Buckland UK Ltd.
I believe that it has been by maintaining our strong family values that
Price & Buckland has grown into a successful global schoolwear brand.
We care about the people we work with, we care about the quality of
what we produce and we care about our customers. There is an
overriding passion within Price & Buckland and a dedication that runs
throughout the business to design, manufacture and deliver superb
quality and value to our schools and parents, wherever they may be in
the world. By putting our customers first and working together as one team, we can exceed our
customers’ expectations and offer schoolwear solutions that are unique and truly exceptional.
Family run, for families
Company owners Ant and Nick Buckland in their school days
Long ago, our father decided to start making school uniforms that children would love to wear,
inspired by happy memories of his own school days.
We’re still the same family run company today, with the same simple ethos and passion. Here
at Price & Buckland, we want your school pupils to look good and feel great, making sure that
they are ready to learn and eager to embrace school.
A wealth of experience
Since 1959, we have designed and manufactured high quality uniforms for schools and colleges,
as well as corporate uniforms for some of the world’s leading companies.

Based outskirts of Delhi and partnered with Price and Buckland UK, we have a wealth of
experience in providing excellent customer service and exceptionally high quality garments.
star-iconWe have supplied large blue chip companies including Virgin and British Airways, as
well as well-established retailers such as Boots and British Home Stores. We currently supply
over 2,000 primary and secondary schools across Europe with unrivalled bespoke garments.
Our service to you
Because of our commitment to providing our customers with the very best service, from
beginning to end, Price & Buckland has become a leader in schoolwear manufacturing.
Our core values are simple: we want to supply superior quality, affordable uniforms and
sportswear, in a socially responsible way, whilst supporting you through exceptional customer
service.
Unlike traders, we oversee the design, production and delivery of all of our garments, in our
own dedicated factory. For our customers, this means that we can adapt to your unique
requirements, so that you end up with a school uniform that your school pupils love to wear,
their parents can afford and school owners and management are really proud of.
Our New Product Development Team are extremely skilled and are at the forefront of school
uniform and sportswear trends. Inspired by the latest styles and using the very best fabrics and
yarns available, we are able to introduce fantastic new designs year after year.
Everyone at Price & Buckland are passionate about our core values and are proud of the
garments that we offer. Hopefully you’ll find these pages useful and if you require any further
information or assistance please do not hesitate to get in touch.
We fully believe that it is important that you have a uniform that enables you to truly stand out,
as well as reflecting the core principles of your school.
Schoolwear that speaks volumes
Not only does a fantastic school uniform help to generate positive perceptions of your school
identity to the wider community, it also has a positive effect on the pupils who wear it.
By choosing Price & Buckland for a premium school uniform, we can make sure that your pupils
look and feel great, performing to their best and feeling like a team.
Since coming to Price & Buckland, many of our customers have noticed an increase in
concentration in their pupils, greater academic achievements and a heightened respect for the
schools core values.

Our uniforms exceed expectations every time.
Your uniform, your way.
Are you looking to tailor your existing uniform?
Are you perhaps wanting to create a brand new
one?
Whatever your requirements, we can work with
you to strengthen your school identity and help
you to stand proud.
With our almost limitless range of fabrics, finishes, colours and styles, we can design and
produce a custom made uniform that is distinctive, original, robust and affordable.
When you choose to customise your school uniform with Price & Buckland, you can rest
assured we’ll deliver exactly what you are looking for; whether it’s a prestigious uniform,
classically styled to reflect your traditional core values, or something with a more modern twist.
Alternatively, your school may have a more casual approach to uniform, where comfort is
essential. We can create all of these and much more.
How does this work?
By getting to know you and what you want from your schoolwear, we will produce visuals to
help you get a real feel for how the colours and styles look and give an impression of how the
uniform might come to life, followed by sample garments for you to assess the quality and fit
on an actual pupil.

We can provide both compulsory and
optional uniform items, as well as
coordinating accessories. Many of our
happy customers have benefited from our
expertise and the years of experience we
have in the industry.
Some schools require an update or refresh to their existing school uniform, some are looking to
add a bespoke blazer or a specific itemto help them stand out from the rest, whereas other
schools require help putting together an entirely new uniform from scratch, often with the
added challenge of a coordinating sports kit.
But with Price & Buckland, we take care of the whole process, whatever you’re looking for.
This is why Price & Buckland really can be the best choice for you: not only do we manufacture
and supply uniforms to the highest standards, year after year, but we also work very closely
with each customer to advise and direct at every step of the way.
Our end-to-end service is second to none, with a dedicated team who can personally develop a
top quality uniform in your preferred colour scheme with just the right finishes across all
garments and fabrics.

What sets us apart
At Price & Buckland, no request is too big or small and we are delighted to serve such a variety
of schools and organisations, often meeting and many times exceeding their expectations.
With our unique manufacturing capabilities, we can ensure consistency down to the finest
detail, including your school logo.
Whatever the style of your school emblem, with our skilled design team based in the UK, we
can deliver precision on every garment and we can even incorporate Arabic words and
lettering.
With the end result of perfect quality, colour and style, we go above and beyond to ensure
you end up with an outstanding uniform.
Once you are happy with your chosen garments and the overall look of your uniform, you
can sit back and relax while we work to deliver your fantastic new schoolwear.
With our own state-of-the-art production facility and dedicated workforce, you can be
confident knowing that you are receiving a truly reliable and efficient service.
We can supply your new uniform to you in any number of ways, the most popular being
direct to your school, or your school shop.
With an efficient supply chain and extremely skilled workforce, our delivery service is second to
none.

You can rely on our consistency time after
time.
There’s a good reason why schools have been
loyal to Price & Buckland for decades: because
we deliver on our promise of premium quality
garments and outstanding customer service,
year after year.
With our dedicated manufacturing facility and a
long standing history of production excellence,
Price & Buckland has a unique ability to
produce made to measure uniforms and sportswear that are both distinctive and practical.
By applying effective design techniques and using the latest production methods, we can help
schools to create a unique image that’s affordable for parents.
Quality throughout
At Price & Buckland, we have a ‘right first time’ ethos which extends beyond just the quality of
our garments, right through to our customer service.
When you purchase your schoolwear from us, we can guarantee that your uniform will be of a
consistently high quality, no matter how many orders you place, from one year to the next,
your garments will be exactly the same in all ways, every time.
New beginnings
In 2010, we opened a brand new 50,000 square foot factory in response to an overwhelming
increase in schoolwear orders. This latest addition to the growing Price & Buckland business
secures over 250 jobs and also maintains rigorous high quality standards, an efficient supply
chain and vast improvements to our delivery service.
Based in a busy economic area with a thriving textile industry, the new factory has allowed us
to significantly enhance the reliability and continuity of our colours, sizing and fabric quality;
which in turn has improved our flexibility and cost control. Because of this, our customers can
have the confidence that their pupils will be dressed in a uniform that meets, often exceeding
their high standards, every time they order from us.

All under one roof
Having our own factory means that we are able to adapt to the needs of our customers without
ever compromising on the quality or the look of the uniform that is required. By using the most
efficient production techniques and the best fabrics on the market, we are able to drive down
the cost to a price that remains consistently competitive.
We have a production capacity of over 1,000,000 pieces every month and we are able to
manufacture knitted or woven school uniforms and sportswear, as well as custom accessories
for a fully coordinated uniform range.
We know schoolwear which is why we chose to cut out the middle man. Through every stage of
garment design and production, to the quality of our packaging and delivery service, you won’t
find a better schoolwear supplier.
An international benchmark
As a fully SA 8000:2008 (Social Accountability) certified company, we aim to make our new
state-of-the-art factory a benchmark in international clothes manufacturing, by ensuring the
very best quality control of all processes, across the board.
Doing our part
At Price & Buckland we are very proud of our ethical trading and social responsibility values,
continually striving to guarantee excellent working conditions and practices. We also do
everything we can to contribute to the quality of life in communities outside the UK. Our
workers are happy and are looked after, this means they in turn maintain our very high
standards.
We make every effort to reduce our carbon footprint and ensure our business practices comply
with relevant laws and regulations. Ethical trading and sustainability are at the heart of
everything we do.
The Price & Buckland approach
Rather than taking an arm’s length approach, Price & Buckland are far closer to the supply
process than most other school uniform suppliers. That’s because we manufacture the
garments ourselves in our own dedicated factory facilities.
We have total control and full visibility of the working conditions, practices and pay of every
employee. Our factory has recently been credited as being a fully SA 8000:2008 (Social
Accountability) certified company. In addition, we not only ensure exceptional conditions for

our skilled workers, but also maintain precise control of the
quality of the garments that they produce.
Further up the supply chain, we also visit the yarn and fabric
producers to ensure the highest standards are maintained on
a regular basis. Regular audits are carried out to assess the
quality of the fabrics, which enables us to preserve the
consistency of our garments. From the workers who weave
the yarn, the knitters who knit the fabric, to the pattern cutters who make the garments; we
get to meet them face to face.
Supporting charities
For many years we have supported ‘Room To Read’, a non-profit organisation dedicated to
improving literacy and gender equality in education, in the developing world. In the last six
years we have donated over £50,000 of our profits to helping improve children’s lives in Asia
and Africa.
We have also established the PB EduFoundation in India, which helps children and schools by
providing them with educational tools and resources. In addition to the larger corporate
donations, every employee gets involved in raising hundreds of pounds for a wide range of
other charities, giving back to those less fortunate than ourselves.
There are numerous benefits to choosing Price & Buckland, but here are our big three to get
you started:
1 British branded
With over 50 years’ experience and a rich heritage of manufacturing premium schoolwear for a
wide range of different schools, we are immensely proud of our British roots.
Based on the outskirts of Delhi and partnered with Price and UK, we stand for superior quality,
reliability, honesty and excellent service. Our highly skilled New Product Development Team are
leading the way in great design; year after year we innovate in order to create uniforms that are
full of character and style.
Our garments have been tried and tested by over 2,000 primary and secondary schools, as well
as numerous large blue chip companies. We have an unrivalled track record of producing
outstanding school uniforms and sportswear, using the latest technologies, in our very own
factory.

We pride ourselves on delivering fantastic results to our customers as well as our ethical trading
and sustainability values. We ensure that we invest in our staff and keep them happy and
motivated as well as supporting charities locally and beyond, we do genuinely care.
2 Manufacturers, not traders
We design, produce and supply made to measure garments from our own dedicated factory,
ensuring quality and consistency at every step.
Because Price & Buckland is a manufacturer as well as a supplier, we have complete visibility
and control over the entire production process, from start to finish. Not only does this enable
us to easily adapt to our customer requirements, but we are also able to ensure extremely high
standards in the supply chain.
We have our own factory based in a thriving textile industry, where we locally source and select
the very best fabrics and materials. Since we can ensure superior quality across all stages of
garment production, our customers have every confidence in our schoolwear and the
consistency that they get year after year.
No matter how many orders they place with us, we can guarantee the same high quality, every
way, every time. With our huge inventory of fabrics and skilled manufacturing team, we can
deliver new and refill orders quicker than any other supplier.
Our new factory is a benchmark in quality overseas manufacturing; our facilities and production
equipment have significantly improved our efficiency and the overall worth of our products.
Our customers can expect a quick and reliable service, whether it’s their first order, or
subsequent sale.
3 Outstanding value
Our prices have remained competitive year after year, so you’ll know you’re getting best value.
We firmly believe that a great looking uniform can be affordable. That’s why our prices have
remained competitive year after year, without us compromising on the premium quality of our
garments.
Because you come direct to us, the manufacturer instead of going through a third party, we are
able to offer fully bespoke schoolwear, without the expensive price tag.
By choosing locally sourced fabrics and producing garments using the latest technologies, we
are able to greatly improve efficiency. This in turn helps us to drive down our production costs,
which means we can offer our customers the best schoolwear on the market at affordable
prices too.

BODY OF PROJECT
OBJECTIVE OF EMPLOYEE WELFARE
There is necessity to provide welfare measures to the employees for making them happy and
contented. Workforce may remain with the organization when they find that in addition to
wages. Company given them fringe benefit to carry on their lives comfortably and
conveniently, so stable and created in such situation.
THE OBJECTIVES OF EMPLOYEE WELFARE ARE DISCUSSED BELOW:-
1. To enhance the level of moral of employees.
2. To Create a Loyal, Contented workforce in Organization.
3. To Develop a Better Image Of The Company In The Mind Of Employees.
4. To enable the workers too comfortably & happily.
5. To Develop Efficiency Of The Workers
6. To Reduces Influence Of Trade Union Over The Workers
7. To Expose Philanthropic & Benevolent Activities Of The Company
8. To Make the Workers know that the company takes Care of Them.
9. To Develop Positive Altitude Towards Job, Company & Management
10. To Reduce Tax Burden.
11. To Developed a feeling of satisfaction of employees with the company
12. To Develop a sense Of belonging To The Company
13. To Retain Skilled & Talented Workers
14. To Develop Better Human Relation.
15.To Prevent Social Evils like Drinking, Gambling Activities & Social Conditions.

NEED FOR SOCIAL SECURITY & WELFARE ACTIVITIES
1. EMPLOYEE DEMANDS
Employee’s demands more varied types of fringe Benefits rather than pay like because of
reduction in Tax burden on the part of employees & in view of the galloping price index and
cost of living.
2. TRADE UNION DEMANDS
Trade unions compete with other for getting more and a new variety of fringe benefits to their
members such as life insurance, beauty clinics etc. Thus, the competition among trade unions
within an organization results in more & varied benefits.
3. EMPLOYER’S PREFERENCE:
Employer prefers fringe benefits to pay-hike as fringe benefits motivate employees for better
contribution to the organization results in more & varied benefits.
4. AS A SOCIAL SECURITY:
Social security is a security that the society furnishes through appropriate organization against
certain risks to which its members are exposed. These risks are contingencies of life like
accidents & occupational diseases.
5 .TO IMPROVE HUMAN RELATIONS:
Human relations are maintained when the employees are satisfied economically, socially the
worker’s economic, Social & psychological needs. Consumer stores, credit facilities, canteen
‘Recreational facilities satisfy the worker’s needs.

FEATURES OF EMPLOYEE WELFARE
1. Employee welfare is a comprehensive term including various services. Facilities & amenities
provided to employees for their betterment.
2. Employee welfare is a dynamic concept varying from country & from region within same
country. It is a flexible & ever changing concept as new welfare measures are added to the
existing measure from time to time.
3. Welfare measures are in addition to regular wages & other economics benefits available to
employees under legal provision & collection bargaining.
4. Welfare measure may be provided not only by employers but by the government, trade
unions & others agencies too.
5. The basic purpose of employee welfare is to improve the lot of the working class & thereby
make a worker a good employee & happy citizen.
6. Employee’s welfare is an essential part of social welfare. It involves adjustment of an
employee’s work life & family life to the community or social life.
7. Welfare measures may be both voluntary& statutory.
Employee welfare Measures are also known as fringe benefit & services.

EMPLOYEE WELFARE IN INDIA.
The chapter on Directive principle of state Policy in the Indian constitutes express the need for
labour welfare as discussed below:
ARTICLE 38:
The state shall strive to promote the welfare of the people by securing & protecting as
effectively as it may a social order in which justice social, economic & political shall inform all
the institution of the national life
ARTICLE 39:
The state shall in particular, direct its policy towards securing.
1- That the citizen, men & women equally have the right to an adequate means of
livelihood.
2- That the ownership & control of the material resources are so distributed as to sub
serve the common goal.
3- That the operation of the economic system does not result in the concentration of
wealth & means of production to the common detriment.
ARTICLE 41:
The state shall within the limits of its economic capacity & development, make effective
provision for securing the right to work, to education & to public assistance in case of
unemployment, old age, sickness & disablement & other case of under served wants.
ARTICLE 42:
The state shall make provision for securing just & human conditions of work & for maternity
relief.
ARTICLE 43:
The state endeavor to secure, by suitable legislation or economic organization or in any other
way, to all workers, agricultural, industrial or otherwise, work a living wage, conditions of work
ensuring a decent standard of life & full employment of leisure & social & cultural opportunities
& in, particular, the state shall endeavor to promote cottage industries on an individual or co-
operative basis in rudrapur.

CAUSES FOR THE SLOW PROGRESS OF LABOUR WELFARE ACTIVITIES IN INDIA:
1- The ales parried in India for the welfare of workers are not coordinative in nature
these ales have been passed in unplanned & unscientific manner.
2- In most of the industries workers are not united they are not aware of their rights.
3- There is a lack of proper planning & scientific approach in easier welfare activities
being underline by the employers, the government in our country.
4- There is a lack of proper implementation of labour welfare also.
5- Workers are also responsible for such slow progress they do not have attuned
towards their employers.
There is lack of initiative among employers to provide such facilities to them worked they feel
the money spent on labour welfare activities is only the wastage of money whatever facilities
they provide they are providing either because of legal compulsion or because of possibility of
sheik by workers.
PRINCIPLES OF LABOUR WELFARE:
Following Principal should be kept in mind & properly following to achiever successfully
implementation of welfare programmes:
1. Principal of social responsibility industry.
2. Principle of totality of welfare.
3. Principle of accountability.
4. Principle of timelier.
5. Principle of responsibility.
6. Principle of democratic values.
7. Principle of efficiency.
8. Principle of co- ordination or integration.
9. Principle of adequacy of wages.
10. Principle of repersonalisation.

STATUTORY PROVISIONS:
Employees are required to offer welfare facilities to workers under different labour laws. These
are as follows:-
TRADE UNIONS:-
The contribution of trade unions in India towards labour welfare activities is not significant. A
poor finance, multiple unionisms comes in the way of undertaking labour welfare work
enthusiastically; they can however take the following measures.
1. To act as a watch dog of worker’s interest.
2. To organize & inexpensive facilities.
3. To assist in the establishment & administration of welfare schemes.
4. To identify worker’s need & bring them to the notice of the government & the employers.
VOLUNTARY AGENCIES:-
Many voluntary social services have been doing labour welfare work. Mention may be made of
the Bombay social service, seva sadan society, Maternity & infant welfare association the
depressed classes’ mission society & women institute of Bengal.
CENTERAL GOVERNMENT:-
The central Government tries to extend its helping hand through various acts covering the
safety, health & welfare of workers. It also administers the implementation of industrial &
labour laws .The important acts which as follows. The factories act 1948, Mines act 1952,
Shipping act 1948, Employees state Insurance Act 1948, Plantation labour Act 1951, etc.

THE FACTORY ACT 1948:-
The act provides the following services to workers.
 Washing facilities to male & female workers separately.
 Facilities for storing & drying clothes.
 Facilities for occasional rest for workers who work in a standing position for long hours.
 First aid boxes or cupboard & the ambulance facility if there are more than 500 workers.
 Canteen where there are more than 250 workers.
 Shelters, restroom & lunchrooms where over 15 workers are employed.
 Crèche, If 30 or more women are employed.
 Welfare officer, If 500 or more workers are employed.

TYPES OF WELFARE ACTIVITIES.
Moorthy has divided welfare activities in two groups:
1-WELFARE MEASURES INSIDE THE WORK PLACE
 Condition of work environment.
 Conveniences.
 Worker health Services.
 Women & child welfare.
 Worker recreation
 Employment follows up.
 Economic services.
 Work Education.
2- WELFARE MEASURES OUTSIDE THE WORK PLACE.
 Water, waste disposal.
 Road, Park, Playgrounds.
 Market & co- operatives.
 Bank.
 Transport.
 security
 Communication.
 Housing.
 Games & clubs.

WELFARE MEASURE INSIDE THE WORKPLACE AT PRICE AND BUCKLAND.
 SAFETY AND CLEANLINESS NEIGHBORHOOD:
Safety and cleanliness to the neighborhood in this modern era has very important role.
Company adopts the policy of being eco- friendly and cleanliness is maintained in the
surrounding which is equally important for the company and neighborhood.
 UP KEEPING OF PREMISES – COMPOUND LAWNS, WALL GARDENS, AND SO FORTH,
EGRESS PASSAGES AND DOORS:
As discussed earlier, company should be eco friendly, and also the company should have good
compound for the better perspective. Lawns, gardens should be maintained, compound walls
should be proper white washed even the passage for the entrance and exit should clearly give
the idea about the route to follow.
 ELIMINATION OF DUST, SMOKE, FUMES, GASES:
The work to be done in this operation for the production purpose also produces various gases,
waste material , dust, smoke which is moreover always dangerous if we come in contract with
them their should be proper elimination of the waste material and the place where the actual
work is done should be well ventilated and well maintained.
 SANITATION AND CLEANLINESS:
Where there the condition of work , produce waste , gases, and other material not for use their
elimination were mostly done by sewers, and pipes the sanitation process for the waste should
be well formulated and also cleanliness in respect of sanitation also should be there.
 CONTROL OF EFFLUENTS:
Accordingly when the process of sanitation is done the wastage is industrial process is
eliminated and that wastage is eliminated through the process of sewage. This eliminated
waste should be taken care off as this waste material is also harmful for the environment.
Emphasis should be given on reduction of waste material.
 CONVENIENCE AND COMFORT DURING WORK: SEATING ARRANGEMENTS:
There should be proper arrangements for Convenience and comfort. Measure should be
Adopted for the reduction of stress there- in Employee having by regular work. Proper seating
Arrangements should be there as situation needs.

 DISTRIBUTION OF WORK HOURS AND PROVISION FOR REST HOUR MEAL TIMES AND
BREAK:
Proper distribution of work should be there employee working were not machine they are men
their should be provision for breaks, meal times, rest hours for better governing shift wise
system should be adopted.
 SAFTEY MEASURES, THAT IS MAINTENANCE OF MACHINE AND TOOLS, PROVIDING
GUARDS HELMET AND TOOLS APRONS, GOGGLES, FIRST AID EQUIPMENT:
Working condition was not same at all places, workers while working in operations should be
well equipped with safety measure essential for those operations. Guards, helmet, aprons,
goggles should be provided to them for their safety.
 SUPPLY OF NECESSARY BEVERAGES, AND PILLS AND TABETS :SALT TABLET MILK AND
SODA
While being in exhaust place and working there from long period, leads to lack of energy that
gives birth to stress and compulsive nature. Employees should be provided with milk, soda,
other mineral drinks in intervals so that they are able to carry on their work in good position.
 NOICE BOARDS; POSTERS AND PICTURE, SLOGANS, LIBRARY, INFORMATION’S:
Under company compound they should have notice board so that any important information,
notice can be easily come under the notification of the employee. Company should provide
their workers with library so that they are able to get material to enhance their knowledge. Use
of posters, picture, and slogans should be there which help in employee motivation.

CONVENIENCE:
 URINALS AND LAVATORIES, WASH BASINS, BATHROOMS,PROVISION FOR SPIT
ROOMS, WASTE DISPOSAL:
The maintenance of company compound and for the welfare of employee there should be
provision for urinal and lavatories, wash basins, bathroom and waste disposal.
 PROVISION OF DRINKING WATER AND COOLERS:
Operation were not same at all places, they differ in respect of work. Employee working there
were also human being they also need water to drink, and fresh air to breath. Workers should
be provided with drinking water facility and also of coolers.
 CANTEEN SERVICES:
Company should provide their workers canteen service also as it is beneficial for both company,
it will save their time and workers will get their meal. Canteen should provide good nutritious
food to the workers.
 MANAGEMENT OF WORKERS:
Workers should be well managed, according to work. Company should manage the proper
distribution of the workers in each task so that employees are able to complete their task
WORKERS HEALTH SERVICES:
 EMERGENCY AID , MEDICAL EXAMINATION FOR WORKERS; HEALTH EDUCATION;
MEDICAL OFFICER:
It is normal in nature of the companies where work is performed in huge capacity anyone can
get hurt or any type of emergency can take place. Emergency aid i.e. first aid kit should be
there, company should perform medical examination of their workers and medical officer
should be appointed. Company should lead their employee with well- versed education.
 MEDICAL INSURANCE:
Company must be sure about medical insurance to their employee for the welfare of the
employees. (ESI & EMI)
 COMPENSATION:
Company should compensate their employee and their family members in respect of medical
treatment.

 WOMEN AND CHILD WELFARE:
Companies now usually make compound in their employees workers live with their family. For
the welfare purpose, women and child must be lead with education programmes, provision of
loan to the employees for the education of child should be there, and recreational parks should
be there for the women and child.
 RECREATION:
Recreation comprises of various activities like social cultural programmes for the women’s, and
playgrounds for their children, extra curricular activities should be there.
 EDUCATION:
Education facility to the women and children for their welfare, grant of the loan to the
employee for better education of their children
WELFARE MEASURES OUTSIDE THE WORKPLACE:
 WATER SANITATION WASTE DISPOSAL:
As discussed earlier, company should have proper measures in consideration of waste disposal;
water sanitation in broader sense company should have control on their effluents.
 ROADS, LIGHTING, PARKS, PLAYGROUNDS:
Company being whole- sole responsible for the welfare of their employees with playgrounds
and parks as a part of recreational activity
 SCHOOLS:
Schools is a major associated thing with our country for its bright future and if it’s provided to
the employees by the company for their children and themselves
 TRASNSPORT:
Companies have employees from various places nearby their province. They should provide
them with transport facility for their convenience. It will be good in respect of both company
and employee.
 COMUNICATION:
Communication is essential to carry on the work, and to maintain the relationship, company
should have its own flexible communication system that is suitable for the welfare of the
company and its employees.

RECREATION; GAMES AND CULBS, CULTURAL PROGRAMMES:
Continuous working with no other activity leads to stress, and then sometimes to depression
company should have recreational facilities it should have its own playground and on regular
interval tournament of various games should be made. Beside games company should have its
own clubs fir the company members; they should arrange different cultural programmes for the
welfare of the employees.
 WATCH AND WARD; SECURITY:
Security deserve its own importance company should have its own security team headed with
its own security officer, security is essential for confidential documents, goods, semi finished
goods, raw material and primarily of residential compounds so that any misconduct act will not
happen.
 HOUSING FACILITY:
Company has moreover large no. of employees working there, some were from the neighboring
places and some from the places situated far away from its compound. Company should have
housing facilities for those employees who have come to serve company with their best
performance.
RELATION BETWEEN WELFAREAND PRODUCTIVITY
Welfare services are not charity to workers but are necessary for the organization to achieve its
goals. There is a distinct relationship between welfare measure and the worker’s productivity
which is described below:
1- The welfare work of an employer largely differentiates attitude towards the workers
in the employment market. It serves to attract and keep a better workforce for the
work in relation to other organizations.
2- Generally, the existence of these benefits gives an idea to the workers that these are
non monetary gains. It will give him a different kind of motivation to feel loyal to the
organization and work devotedly for achieving the desired results.
3- Such service facilities like housing scheme, medical benefits, education and
recreational facilities for worker’s families help create contented worker’s families.
This will help them to devote themselves towards their work. The gain in terms of
productivity and quality of work will be large indeed.

4- Employee’s services also serve to maintain some degree of peace with the
employee’s union in as much as these constitute a considerable part of the
bargaining package. The harmony and the good relations that result in the kingpin of
higher productivity.
APPROACHES TO LABOUR WELFARE
The various approaches to labour welfare reflect the attitudes and benefits of the agencies
which are engaged in welfare activities. Welfare facilities may be provided on religion,
philanthropic or some other ground. More over, the different approaches to labour welfare
reflect the evolution of the concept of welfare. In bygone days, the government of the land had
to compel the owner of an industry establishment to provide such basic amenities as canteens,
rest room drinking water, good working condition, and so forth, for their employees. Such
compulsion was necessary because the employer believed in exploiting labour and treating it in
an unfair manner. But times have changed and the concept of welfare, too, has undergone
change. Much progressive management today provides welfare facilities, voluntarily and with
enlightened willingness and enthusiasm. In fact, welfare facilities are not restricted to the
worker alone.
A study of the approaches to labour welfare is desirable for the management, the workers and
the general reader. For the general reader, a study of approaches is essential his/her
knowledge of the subject is incomplete without knowledge of these approaches, and
knowledge of approaches enables the manager and the worker to have a better perspective on
welfare work.
1- The policing theory of labour welfare.
2- The religion theory of labour welfare.
3- The philanthropic theory of labour welfare.
4- The paternalistic theory of labour welfare.
5- The placating theory of labour welfare
6- The public relation theory of labour welfare.
7- The functional theory of labour welfare.
8- The social theory of labour welfare.

Functional
Theory
Public
relations
theory
Placating
theory
Policing
Theory
Religion
theory
Philanthropic
theory
Social
Theory
LABOUR
WELFARE
Paternalistic
Theory

APPROACHES TO LABOUR WELFARE
POLICING THEORY
A welfare state cannot remain a passive spectator of this limitless exploitation. It enacts
legislation under which management are compelled to provide basic amenities to the workers.
The state assumes the role of a policeman, and compels the managers of industrial
establishments to provide welfare facilities, and punishes the non – complier. This is the
policing theory of labour welfare.
RELIGION THEORY
The religion theory has two connotations, namely, the investment and atonement aspects. The
investment aspect of the religion theory implies that the fruits of today’s deed will be reaped
tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired by this
belief, some employers plan and organize canteens. The atonement aspect of the religion
theory implies that the present disabilities of a person are the result of the sins committed by
her/ his previously. He / She should undertake to do good deeds now to atone or compensate
for his/ her sins.
PHILANTHROPIC THEROY
Philanthropic means affection for mankind. The philanthropic theory of labour welfare refers to
the provision of good working conditions, crèches and canteens out of pity on the part of the
employers who want to remove the disabilities of the workers.
PATERNALISTIC THEORY
This theory is also called the trusteeship theory, of the labour welfare, the industrialist or the
employer holds the total industrial estate, properties and the profit accruing from them, in
trust. The trusteeship is not actual and legal, but it is moral and, therefore, not less real.
PLACATING THEORY
This theory is based on the assumption that appeasement pays when the workers are organized
and are militant. Peace can be bought by welfare measures. Workers are like children who are
intelligent, but not fully so. As crying children are pacified by sweets, workers should be pleased
by welfare works.

PUBLIC RELATIONS THEORY
According to this theory, welfare activities are provided to create a good impression on the
minds of the workers and the public, particularly the latter. Clean and safe working conditions,
a good canteen, crèche and other amenities, make a god impression on the workers, visitors
and the public.
FUNCTIONAL THEORY
Also known as the efficiency theory of labour welfare, the functional theory implies that
welfare facilities are provided to make the workers more efficient. If workers are fed properly,
clothed adequately and treated kindly, and if the conditions of their work are congenial, they
will work efficiently. Welfare work is a means of securing, preserving and increasing the
efficiency of labour.
SOCIAL THEORY
The social obligation of an industrial establishment has been assuming great significance these
days. The social theory implies that a factory is morally bound to improve the condition of the
society in addition to improving the condition of its employees. Labour welfare, as mentioned
earlier, is gradually becoming social welfare.

WELFARE SCHEMES IN PRICE AND BUCKLAND (I) pvt ltd .
Statuary welfare scheme:-
Drinking water:-atall the workingplace Safe andhygienicdrinkingwatershouldbe provided.
Facility of sitting:- ineveryorganizationespeciallyfactorysuitable sittingarrangementshouldbe
provided.
First aid:- firstaidappliancesshouldbe readilyassessablesothatincase of any minoraccident
medicationcanbe provided.
Canteen facility:- cafeteriaand canteenare tobe providedbythe employersoasto provide hygienic
and nutrition foodtothe employees.
Lighting :- lightingfacilityshouldbe proper.
Health and safety standard:- we maintaina safe cleanandhealthyenvironmentin
complianceswithall applicablelawandregulation.Thatare as follows:-
Fire protection equipment :
 Fire alarmin all floor
 Fire protectionequipmentisimmediatelyaccessible andfree fromabstraction
 Emergencyandfire alarm.
Medical programme:- we provideadequateandappropriate firstaidfacilityforouremployee incase
of injuryorillness.
Chemical safety:- all chemical are hazardoussubstance andidentifiedandlabeledwithwarningsign.
 Personnel protectionequipmentare provided.
 Eye washingequipment.

`Role and responsibility of healthand safety officer:-
 To developimplementandmonitoroccupationhealthandsafetypolicyprogramme and
procedure.
 To assistthe managementincomplyingwithcurrenthealthandsafetylegislationandregulation
withthe objective of ensuringthatall reasonable andpropermeasureare takentoprotectthe
safetyandhealthof learner,staff andvisitors.
 To establishbudgetproposalforthe operationof the occupationhealthandsafetyofficerand
specifictrainingprogramme.
 To increase healthandsafetyawarenessatall levelwithinthe organization.
 To respondemployeessafetyconcern.
 To conduct as necessarythe safetyinspection.
 To coordinate registration&removal of hazardouswaste.
 To assistexecutivestaff middle andlowerlevelemployeessupervision.
 To developreview &update appropriate sectionof the organizationemergency.

Wages compensation and payroll policy:-
Price and Bucklandpltd iscomplywithall legal retirementandfollow clientscode of conduct
requirement.
Price and Bucklandhascommittedthatwagesandcompensationtobe paidas per definedpayroll
systemtoemployee accordingtothe industrial factoriesactandrules.
The followingrulesisdefinedbythe PRICE AND BUCKLAND P LTD:-
1. Total salaryincludingbasic+DA shouldnotbe lessthenthe state definedminimumwages./
2. All deductionshouldbe asperthe applicable normsandcompanywill deductandsurplusthe
wagesdepositedtothe authorizedbodyontime.
3. Leave with wagestobe paidas perdefinednorms.
4. Bonusto be paid as perdefinednorms.

MERITS AND DEMERITSOF WELFARE MEASURES
Merits: Most of the organizations have been extending the welfare measures to their
employees, year, for the following merits:
MEETS EMPLOYEE DEMANDS:
Employees demand more and varied types of fringe benefits rather than pay hike because of
reduction in tax burden on the part of employees and in view of the galloping price index and
cost of living.
BUYS EMPLOYEE LOYALTY:
Providing employee welfare measure leads to employee satisfaction and satisfied employees
become loyal to the organization.
BUYS EMPLOYEE COMMITMENT:
Employees increase their commitment to the job having availed of welfare measures.
LOYALTY OF EMPLOYEE FAMILY MEMBERS:
Welfare measures are provided not only to employees, but also their family members.
Employees’ family members also are loyal to the organization having availed of welfare
measures.
MEET TRADE UNION DEMANDS:
Trade unions compete with each other for getting more and a new variety of fringe benefits to
their members such as life insurance, beauty clinics etc. If one union succeeds in getting one
benefit, the other union persuades the management to provide a new model fringe. Thus, the
competition among trade unions within an organization results in more and varied benefits.
SATISFIES EMPLOYER’S PREFERENCE:
Employers prefer fringe benefits to pay hike, as fringe benefits motivate the employees for
better contribution to the organization. It improves morale and works as an effective
advertisement.
MEETS THE CRITERIA AS A SOCIAL SECURITY:
Social security is a security that the society furnishes through appropriate organization against
certain risk to which their members are exposed. These risks are contingencies of life like
accident and occupational disease. The employer has to provide various benefits like safety
measures and compensation in case of involvement of workers in accidents, medical facilities
etc, with a view to provide security to his employees against various contingencies.

IMPROVES HUMAN RELATIONS:
Human relations are maintained when the employees are satisfied economically, socially and
psychologically. Fringe benefits satisfy the worker’s economic, social and psychological needs.
Consumer stores, credit facilities, canteen, recreational facilities etc., satisfy the worker’s social
needs, whereas retirement benefits satisfy some of the psychological problems about the post-
retirement life. However, most of the benefits minimize economic problems of the employee.
Thus, fringe benefits improve human relations.
CREATE AND IMPROVES SOUND INDUSTRIAL RELATIONS:
Welfare measures satisfy employee and trade union and thus prevent grievances disputes.
Absence of grievances and disputes lead to sound industrial relations.
BOOST UP EMPLOYEE MORALE:
Providing employee welfare measures enhance employee state of mind, turns employee state
of mind positive towards the job and organization. Thus employee welfare measures boost up
employee loyalty.
MOTIVATE THE EMPLOYEES BY IDENTIFYING AND SATISFYING THEIR UNSATISFIED NEEDS:
Employee welfare measures satisfy physiological, security and affiliation needs by identifying
unsatisfied needs of employees.
PROVIDE QUALITATIVE WORK ENVIRONMENT AND WORK LIFE:
Employee welfare measures improve the quality of work life as well as general life.
PROVIDE SECURITY TO THE EMPLOYEES AGAINST SOCIAL RISK LIKR OLD AGE BENEFITS AND
MATERINTY BENEFITS:
Welfare measures provide insurance and security against social risks.
PROTECT THE HEALTH OF THE EMPLOYEES AND TO PROVIDE SAFETY TO THE EMPLOYEES
AGAINST ACCIDENTS:
Welfare measures protect the general health, health against accidents and safety of employees
and their family members.
CREATE A SENSE OF BELONGINGNESS AMONG EMPLOYEES AND TO RETAIN THEM:
Welfare measures create and improve a sense of belonging ness of employee to the
organization and hence, employees prefer to stay with the organization for longer period.
Therefore, fringe benefits are called golden hands-cuffs.

DEMERITS OF WELFRE MEASURES:
Demerits of the employee welfare measures are limited compared to merits. Demerits include;
COST TO THE EMPLOYER:
Providing welfare measures to the employees and their family members in variably increases
cost of labour to the employers.
AS A MATTER OF RIGHT:
Employees and their family members feel that they have a legal right to get welfare measures.
Therefore, employees some times may not be satisfied and loyal to the organizations. In fact,
satisfied needs are no longer motivators.
DISCREPANCIES AND DE- MOTIVATION:
Employers may commit some mistakes while providing welfare measures, which may lead to
discrepancies. These situations lead to employee de-motivation.

DATA ANALYSIS
1. Are you aware about welfare facilities?
S.no Response No of respondents in%
1 YES 80%
2 NO 5%
3 NOT MUCH 15%
In my survey, I found that 80% of employee aware about welfare measure, 15% less aware
about welfare measure and, 5% unknown to welfare measures.

2. Whether company provided welfare facilities?
1 YES 80%
2 NO 20%
In my survey, I found that 80% of employee say, yes company provided, welfare measure,
where as 20% say. Not up to mark company provided welfare measures.

3.Are you satisfied with Tea break(lemon water/Tea ) provided by company?
1 YES 50
2 NO 20%
3 NOT MUCH 30%
In my survey ,I found that 50% of employee is satisfied with Tea break(lemon water/Tea ) and
20% not satisfied and 30% not much satisfied Tea break(lemon water/Tea ).

5.Appreciation and recognition given to employee for their excellence in company?
1 YES 50%
2 NO 20%
3 NOT UP TO THE
SATISFACTION
30%
In my survey ,I found that 50% of employee is satisfied with Appreciation and recognition of
given to employees for their excellence and 20%not satisfied and 30% not up to the mark.

6.Does company provide all type of welfare facilities (like safety, health, and social security?
1 YES 90%
2 NO 0%
3 NOT ALL TYPE 10%
In my survey ,I found that 90% of employee say company provide all type of welfare measure
and 10% not up to the mark.

8. Does the company provide Cultural programmes to the employee?
1 YES 80%
2 NO 0%
3 SOMETIME 20%
In my survey ,I found that 40% of employee say company provide Cultural programmes where
as 20% say , company provide Cultural programmes.

9. Does the company provide counseling to the employee?
1 YES 80%
2 SELDOM 20%
In my survey, I found that 80% of employee say, company provide counseling whereas 20%
say, company provided sometime counseling.

12.Are you satisfied with first aid and safety equipment and non-statutory welfare
measures, which is provided by the employer?
1 YES 80%
2 NOT MUCH 20%
In my survey, I found that 80% of employees are with first aid and safety equipment and
non-statutory welfare measures, which is provided by the employer whereas 20%
employees are not satisfied.

Questionnaire
1. Are you aware about welfare facilities?
a) Yes
b) No
c) Not much
2.Whether company provided welfare facilities?
a) Yes
b) No
3. Are you satisfied with Housing facilities of Tata motors ltd?
a) Yes
b) No
c) Not much
4. Are you satisfied with Tea break(lemon water/Tea ) provided by company?
a) Yes
b) No
c) Not much
5. Appreciation and recognition given to employee for their excellence in company?
a) Yes
b) No
c) Not up to satisfaction level

6. Does company provide all type of welfare facilities (like safety, health, and social security?
a) Yes
b) No
c) Not much
7. Company focus on intramural (canteen, restroom, uniform, crèches) or extramural facilities
(housing, child education, travel facilities, interest free loans, family tour)?
a) Intramural
b) Extramural
c) Both
8. Does the company provide Cultural programmes to the employee?
a) Yes
b) No
c) Sometimes
9.Does the company provide counseling to the employee?
a) Yes
b) No
10.Does provide recreational activates for employees?
a) Yes
b) No
11. Does company provide Uniforms allowance?
a) Yes
b) Not much

SWOT ANALYSIS
STRENGTHS
 Cost advantage
 Current leaders in quality service
 Largest distribution network
 Ability to constantly innovate
 Highly skilled workforce
 Entrepreneurial zeal
WEAKNESSES
 To prove credibility
 Price pressures
 Need for Government support
 Awareness
OPPORTUNITIES
 To sustain passion and commitment
 Attain higher value services
 Collaborative business needs to be explored
 Vertical repeatable solutions.
 Low penetration level in rural markets.
THREATS
 Foreign investment
 Global trends moving from GPS to WLL.
 Other competition

FINDINGS
1- There is a good working condition inside the company.
2- There is a high cooperation and good deal in the team sprit.
3- Workers are given adequate facilities like restroom, clean drinking water, medical
facilities. In short we can say fulfills the statuary provisions of the factory act 1948.
4- Large number of the employees aware about the welfare programmes carried on, in the
company.
5- The facilities of ATM to the teammate level employees are also provided in the only
company.

CONCLUSION
According to the report that conclusion are extracted-
1- Welfare schemes are properly applies due to financial condition of the company. Company
spends a lot of money on the employees for their welfare.
2- PRICE AND BUCKLAND concentrate more on welfare programmes for the employees. It
provides subsidized canteen for both staff & teammates. Special welfare policies & benefits are
provided to the employees.
3- The management selects proper educated employee and post in proper place where
employee can work as per qualification & experience. The factory also provides training time to
time as according to their need.
5-An excellent performance appraisal system is carried on, in order to know the requirements
as well as to judge the performance of the employees.

SUGGESTION:
 Product must be improved.
 There should be provision of complain suggestion boxes at each branch.
 There is a need to aware the people regarding company products and Its advantage.
 To enhance the online services by which the customer can approach the right product
according to their need.

BIBLIOGRAPHY
www.google.com
www.wikipedia.com
slideshare
www.managementparadise.com
www.pbonline.com
Book & Research Paper
(1) K.K.Kothari : Research Methodology
Internet
(1) Company website
(2) Google search

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