219339746 Employee Welfare Coca Cola

8/18/2019 219339746 Employee Welfare Coca Cola

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RESEARCH PROJECT REPORT

ON

“A STUDY OF EMPLOYEES AWARENESS &COMPLIANCE TOWARDS VARIOUS SAFETY

MEASURE(A CASE OF BRINDAVAN BEVERAGES”SESSION :( 201!201"#

S$%')* '+ ,-.'-/ $/'//)+ ) *)3.))

MASTER OF BUSINESS ADMINISTRATION

Dr A.P.J. ABDUL KALAM UNIVERSITY

SUBMITTED TO: SUBMITTED BY:

MR44GAURAV SA5ENA DEE6SHA 6HANNA MBA:II YEAR

FUTURE INSTITUTE OF MANAGEMENT

AND TECHNOLOGY7BAREILLY


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INTRODUCTION OF THE PROJECT

Employee welfare is a comprehensive term including various services, benefits and

facilities offered to employer. Through such generous fringe benefits the employer makes

life worth living for employees. The welfare amenities are extended in addition to normal

wages and other economic rewards available to employees as per the legal provision. The

basic purpose of employee welfare is to enrich the life of employees and keep them

happy and contented.

elfare including anything that is done for the comfort and improvement of employees

and is provided over and above the wages. elfare helps in keeping the morale and

motivation of the employees high so as to retain the employees for longer duration. The

welfare measures need not be in monetary terms only but in any kind!forms. Employee

welfare includes monitoring of working condition, creation of industrial harmony through

infrastructure for health, industrial relations and insurance against disease, accident and

unemployment for the workers and their families.

Employee welfare entails all those activities of employer, which are directed towards

providing the employees with certain facilities and services in addition to wages or

salaries. Employee welfare has the following

O%8)9'); :1" To provide better life and health to the employees.

2" To make the employees happy and satisfied.

3" To relieve employees from industrial fatigue and to improve intellectual, cultural

and material conditions of living of the employees.

The basic features of employee welfare measures are as follows#

$" Employee welfare includes various facilities, services and amenities provided to

employees for improving their health, efficiency, economic betterment and social

status.


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%" elfare measures are in addition to regular wage sand other economic benefits

available to employees due to legal provisions and collective bargaining.

&" Employee welfare may be introduced by the employers, government, and

employees or by any social or charitable agency.

'" Employee welfare schemes are flexible and ever changing. (ew welfare measures

are added to the existing ones from time to time.

The very logic behind providing welfare schemes is to create efficient, healthy,

loyal and satisfied labor force for the organi)ation. The purpose of providing such

facilities is to make their work life better and also to raise their standard of living.


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EMPLOYMENT WELFARE

Employee welfare activities benefit not only workers but also the

management in term of greater industrial efficiency.Employee plays a very important role in the industrial production of the country. The

human resource managers are really concerned with the management of people at work.

*t is necessary to secure the cooperation of employee in order to increase the production

and earn higher profits. The elfare of employee force is possible only when the

workers are fully satisfied with their employer and the working condition on the +ob. *n

the course of time with the introduction of the concept of human resource management

psychological researches convinced them that the worker reuired something more

important. *n addition to providing monetary benefits, human treatments given toemployee play a very important role in seeking their cooperation.

EMPLOYEE WELFARE A REVIEW:

There are various aspects of employee welfare in *ndia but social security is consider one

main of them in other words we can say social security is one of the pillars on which the

structure of a welfare state rests, and it constitutes the hard core of social policy in most

countries. *t is through social security measures that the state attempts to maintain every

citi)en at a certain prescribed level below which no one is allowed to fall. *t is the

security that society furnishes through appropriate organi)ation, against certain risks to

which its members are exposed -*/, 10$2". ocial security system comprises health and

unemployment insurance, family allowances, provident funds, pensions and gratuity

schemes, and widows and survivors allowances. The essential characteristics of social

insurance schemes include their compulsory and contributory nature the members must

first subscribe to a fund from which benefits could be drawn later. /n the other hand,

social assistance is a method according to which benefits are given to the needy persons,

fulfilling the prescribed conditions, by the government out of its own resources. The

present section reviews employee welfare activities in *ndia with particular emphasis on

the unorgani)ed sector. 4lthough provisions for workmens compensation in case of


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industrial accidents and maternity benefits for women workforce had existed for long, a

ma+or breakthrough in the field of social security came only after independence.

The 5onstitution of *ndia -4rticle $1" laid down that the tate shall make effective

provision for securing the right to public assistance in case of unemployment, old age,

sickness and disablement and in other cases of underserved want. The 6overnment took

several steps in compliance of the constitutional reuirements. The orkmens

5ompensation 4ct -102&" was suitably revised and social insurance programmes were

developed for industrial workers. 7rovident funds and gratuity schemes were introduced

in most industries, and maternity legislation was overhauled. ubseuently, tate

governments instituted their own social assistance programmes. The provisions for old

age comprise pension, provident fund, and gratuity schemes. 4ll the three provisions aredifferent forms of retirement benefits.

CONCEPT OF EMPLOYEE WELFARE:

The concept of labour welfare is flexible and elastic and differs widely with time, region,

industry, social values and customs, degree of industriali)ation, the general socio8

economic development of the people and the political ideologies prevailing at a particular

time . *t is also molded according to the age8groups, socio8cultural background, maritaland economic status and educational level of the workers in various industries *n its

broad connotation, the term welfare refers to a state of living of an individual or group in

a desirable relationship with total environment 9 ecological, economic, and social.

5onceptually as well as operationally, labour welfare is a part of social welfare which, in

turn, is closely linked to the concept and the role of the tate which is applicable in coca

cola plant. The concept of social welfare, in its narrow contours, has been euated with

economic welfare. 4s these goals are not always be reali)ed by individuals through their

efforts alone, the government came into the picture and gradually began to take over the

responsibility for the free and full development of human personality of its population.

abour welfare is an extension of the term elfare and its application to labour. :uring

the industriali)ation process, the stress on labour productivity increased and brought

about changes in the thinking on labour welfare.


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*n its broad connotation, the term welfare refers to a state of living of an individual or

group in a desirable relationship with total environment 9 ecological, economic, and

social. 5onceptually as well as operationally, labour welfare is a part of social welfare

which, in turn, is closely linked to the concept and the role of the tate. The concept of

social welfare, in its narrow contours, has been euated with economic welfare. 7igou

defined it as ;that part of general welfare which can be brought directly or indirectly into

relations with the measuring rod of money< -7igou, 10&2". 4ccording to illensky and

abeaux, social welfare alludes to ;those formally organised and socially sponsored

institutions, agencies and programmes which function to maintain or improve the

economic conditions, health or interpersonal competence of some parts or all of a

population


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industry and the conditions of the market The constituents of employee welfare included

working hours, working conditions, safety, industrial health insurance, workmens

compensation, provident funds, gratuity, pensions, protection against indebtedness,

industrial housing, restrooms, canteens, cr?ches, wash places, toilet facilities, lunches,

cinemas, theatres, music, reading rooms, holiday rooms, workers education, co8operative

stores, excursions, playgrounds, and scholarships and other help for education of

employees children.

FEATURES OF EMPLOYMENT WELFARE:

/n the basis of the various definitions, the basic characteristics of Employment welfare

work may be noted thus#

1. *t is the work which is usually undertaken within the premises or in the vicinity of the

undertakings for the benefit of the benefit of the employees and the members of their

families.

2. The work generally includes those items of welfare which are over and above what the

employees expect as a result of the contract of service from the employers.

3.The purpose of providing welfare amenities is to bring about development of the whole

personality of the worker 8his social, psychological, economic, moral, cultural and

intellectual development to make him a good worker, a good citi)en and a good member

of the family.

$. These facilities may be provided voluntarily by progressive and enlightened

entrepreneurs at their own accord out of their reali)ation of social responsibility towards

employee or statutory provisions may compel them to make these facilities available or

these may be undertaken by the government or trade unions, if they have the necessary

funds for the purpose.

%. Employee welfare is a very broad term, covering social security and such other

activities as medical aid, cr?ches, canteens, recreation, housing, adult education,

arrangements for the transport of employee to and from the work place.


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&. *t may be noted that not only intra8mural but also extra8mural, statutory as well as

non8statutory activities, undertaken by any of the three agencies8 the employers, trade

unions or the government8 for the physical and mental development of the worker, both

as a compensation for wear and tear that he undergoes as a part of the production process

and also to enable him to sustain and improve upon the basic capacity of contribution to

the processes of production, ;which are all the species of the longer family encompassed

by the term @Employee welfare

OBJECTIVES OF EMPLOYEE WELFARE

1. Enabling workers to live richer and more satisfactory lives

2. 5ontributing to the productivity of employee and efficiency of the enterprise

3. Enhancing the standard of living of workers by indirectly reducing the burden on their

purse

$. Enabling workers to live in tune and harmony with services for workers obtaining in

the neighborhoods community where similar enterprises are situated %. Aased on an

intelligent prediction of the future needs of the industrial workers, designing policies to

cushion off and absorb the shocks of industriali)ation and urbani)ation to workers

&. Bostering administratively viable and essentially developmental outlook among the

workforce and

'. :ischarging social responsibilities.

PRINCIPLES OF EMPLOYMENT WELFARE:

5ertain fundamental considerations are involved in the concept of employee welfare. The

following are the more important among them.

14 SOCIAL RESPONSIBILITY OF INDUSTRY

This principle is based on the social conception of industry and its role in the society that

is, the understanding that social responsibility of the state is manifested through industry.


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*t is assumed that employee welfare is an expression of industrys duty towards its

employees. ocial responsibility means that the obligation of the industry to pursue those

policies, to take such decisions, and to follow those lines of action which are desirable in

terms of the ob+ectives and values currently obtaining in the society. The values of the

*ndian community are enshrined in the constitution of the country. Employee welfare is

not embroidery on capitalism or the external dressing of an exploitative management

rather, it is an expression of the assumption by industry of its responsibility for its

employees -Daurioce Aruce, 10&1". *ndustry is expected to win the co8operation of the

workers, provide them security of employment, fair wage, and eual opportunity for

personal growth and advancement, and make welfare facilities available to them.

24 DEMOCRATIC VALUES

The principle of democratic values of employee welfare concedes that workers may have

certain unmet needs for no fault of their own, that industry has an obligation to render

them help in gratifying those needs, and that workers have a right of determining the

manner in which these needs can be met and of participating in the administration of the

mechanism of need gratification. The underlying assumption to this approach is that the

worker is a mature and rational individual who is capable of taking decisions for

himself!herself.

4 EFFICIENCY

The fourth principle of employee welfare lays stress on the dictum that to cultivate

welfare is to cultivate efficiency. Even those who deny any social responsibility for

industry do accept that an enterprise must introduce all such employee welfare measures


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which promote efficiency -Darshall, 10%C". *t has been often mentioned that workers

education and training, housing, and diet are the three most important aspects of

employee welfare, which always accentuate employee efficiency. e8personali)ation

ince industrial organi)ation is rigid and impersonal, the goal of welfare in industry is the

enrichment and growth of human personality. The employee welfare movement seeks to

bring cheer, comfort, and warmth in the human relationship by treating man as an

individual, with uiet distinct needs and aspirations. ocial and cultural programmes,

recreation and other measures designed after taking into consideration the workers

interests go a long way in counteracting the effects of monotony, boredom, and

cheerlessness.

4 C!RESPONSIBILITY

The fifth principle of employee welfare recogni)es that the responsibility for employee

welfare lies on both employers and workers and not on employers alone -Doorthy, 10%>".

Employee welfare measures are likely to be of little success unless mutuality of interest

and responsibilities are accepted and understood by both the parties, in particular the

uality of responsibility at the attitudinal and organisational level.

Totality of welfare The final principle of employee welfare is that the concept of

employee welfare must permeate throughout the hierarchy of an organi)ation, and

accepted by all levels of functionaries in the enterprise.

EMPLOYEE WELFARE AND GOVERNMENT

elfare of employee one of the ma+or concerns of the 6overnment has been the

improvement of employee welfare with increasing productivity and provision of a

reasonable level of social security.

ocial ecurity There are a variety of laws enacted and schemes established by the

5entral!tate 6overnments with a view to provide for social security and welfare of


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specific categories of working people. The principal social security laws enacted centrally

are the following#

1. The orkmenFs compensation 4ct, 1023 -5. 4ct"

2.The Employees tate *nsurance 4ct, 10$> -E* 4ct"

3. The EmployeesF 7rovident Bunds and Discellaneous 7rovisions 4ct, 10%3 -E7B G D7

4ct"

$. The Daternity Aenefit 4ct, 10&1 -DA 4ct"

%. The 7ayment of 6ratuity 4ct, 10'2 -76 4ct" The E7B and D7 4ct are administered

exclusively by the 6overnment of *ndia through the E7B/. The cash benefits under the

E* 4ct are administered by the 5entral 6overnment through the Employees tate

*nsurance corporation -E*5", whereas medical care under the E* 4ct is beingadministered by the tate 6overnment and =nion Territory 4dministration. The 7ayment

of 6ratuity 4ct is administered by the 5entral 6overnment in establishments under its

control, establishments having branches in more than one tate, ma+or ports, mines, oil

fields and the ailways and by the tate 6overnments and =nion Territory

4dministrations in all other cases. *n mines and circus industry, the provisions of the

Daternity Aenefit 4ct are being administered by the 5entral 6overnment through the

5hief employee 5ommissioner -5entral" and by the tate 6overnments in factories,

plantations and other establishments. The provisions of the 5 4ct are being

administered exclusively by tate 6overnments. 7rogrammes of the tate ector

*mportant programmes undertaken by the tate 6overnments relate to diversification and

expansion of the vocational training programme, improvement in the uality of training

and extension of training opportunities for women, the orld Aank8assisted Hocational

Training 7ro+ect, extension and moderni)ation of employment services, strengthening of

employee administration, rehabilitation of bonded employee, welfare of rural and urban

unorgani)ed employee etc. ocial security is the pillar of employee welfare

The concept of social security has been mentioned in the early Hedic hymn which wishes

everyone to be happy, free from ill8 health, en+oy a bright future and suffer no sorrow.

The phrase social security is, therefore, a new name for an old aspiration. Today is based

on the ;ideals of human dignity and social +ustice


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security that society furnishes, through appropriate organi)ation, against certain risks to

which its members are exposed


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%" These benefits are so planned as to cover, on a compulsory basis, all those who are

sought to be covered. I ocial insurance reduces the suffering arising out of the

contingencies faced by an individual 9contingencies which he cannot prevent.

ocial insurance is different from commercial insurance, for the latter is voluntary and is

meant for the better paid section of the population, and its benefits are in proportion to

the premiums paid it offers protection only against individual risks and does not aim at

providing a minimum standard of living.

SOCIAL ASSISTANCE:

ocial assistance is provided as a supplement to social insurance for those needy people

who cannot get social insurance payments, and is offered after a means test. The general

revenues of the government provide the finance for social assistance payments, which is

made available as a legal right to those workers who fulfill given conditions. ocial

assistance and social insurance go side by side. ocial assistance programmes cover such

programmes as unemployment assistance, old age assistance, public assistance and

national assistance. ocial security is the combination of social assistance and social

insurance. ocial insurance, however, falls midway between the two, for it is financed by

the state as well as by the insured and their employers whereas social assistance is given

gratis to the needy by the state or the community

PUBLIC SERVICE#

7ublic service programmes constitute the third main type of social security. They are

financed directly by the government from their general revenues in the form of cash

payment and services to every member of the community falling within the defined

category. This kind of public service is currently available in a number of countries in the

form of national health service providing medical care for every person in the country,

old8age pension, pension for invalidism, survivors pension to every widow or orphan,

and a family allowance to every family having a given number of children. 4lthough

these social security programmes have different characteristics, it is not always easy to

draw a line of demarcation among them. *n many cases, two or even three programmes


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have common characteristics. 4part from state there are many other agencies which

provide se$curity against contingencies. *n many countries trade union have their own

sickness, old8age, unemployment schemes. aving funds, sickness benefits and old8age

pensions have also been provided by a large number of organi)ations to their

employees.;The underlying idea of social security measures is that a citi)en, who has

contributed, or is likely to contribute to his countrys welfare, should be given protection

against certain ha)ards&,Dines 4ct 10&2.The non statutory schemes differ

from organi)ation to organi)ation and from industry to industry

S-$.? W)/-.) S9));

The statutory welfare schemes include the following provisions:

a" D.'+@'+3 W-).: 4t all the working places safe hygienic drinking water should

be provided.

b) F-9'/''); . ;''+3: *n every organi)ation, especially factories, suitable seating

arrangements are to be provided.

c" F'.; -'* -,,/'-+9);: Birst aid appliances are to be provided and should be

readily assessable so that in case of any minor accident initial medication can be

provided to the needed employee.


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d" L-.'+); -+* U.'+-/;# 4 sufficient number of latrines and urinals are to be

provided in the office and factory premises and are also to be maintained in a

neat and clean condition.

e" C-+))+ F-9'/'');: 5afeteria or canteens are to be provided by the employer so

as to provide hygienic and nutritious food to the employees.

f" S,'+;: *n every work place, such as ware houses, store places, in the dock

area and office premises spittoons are to be provided in convenient places and

same are to be maintained in a hygienic condition.

g) L'3'+3: 7roper and sufficient lights are to be provided for employees so that

they can work safely during the night shifts.

h" W-;'+3 ,/-9);: 4deuate washing places such as bathrooms, wash basins with

tap and tap on the stand pipe are provided in the port area in the vicinity of the

work places

i" C-+3'+3 .;: 4deuate changing rooms are to be provided for workers to

change their cloth in the factory area and office premises. 4deuate lockers are

also provided to the workers to keep their clothes and belongings.

+" R); .;: 4deuate numbers of restrooms are provided to the workers with

provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUARY SCHEMES

Dany non statutory welfare schemes may include the following schemes#

a) P).;+-/ H)-/ C-.) (R)3$/-. )*'9-/ 9)9@!$,;#: ome of the companies

provide the facility for extensive health check8up.

b) F/)'%/)!'): The main ob+ective of the flexi time policy is to provide

opportunity to employees to work with flexible working schedules. Blexible


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work schedules are initiated by employees and approved by management to meet

business commitments while supporting employee personal life needs.

c) H-.-;;)+ P/'9?: To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the aggrieved

employee.

d) M-).+'? & A*,'+ L)-): Employees can avail maternity or adoption

leaves. 7aternity leave policies have also been introduced by various companies.

e) M)*'!9/-' I+;$.-+9) S9)): This insurance scheme provides adeuate

insurance coverage of employees for expenses related to hospitali)ation due to

illness, disease or in+ury or pregnancy.

E,/?)) R))..-/ ;9)): *n several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the

organi)ation.

THA FACTORIES ACT71>

The Bactories 4ct, is a social legislation which has been enacted for occupational safety,

health and welfare of workers at work places. This legislation is being enforced by

technical officers i.e. *nspectors of Bactories, :y. 5hief *nspectors of Bactories who work

under the control of the 5hief *nspector of Bactories and overall control of the employee

5ommissioner, 6overnment of (ational 5apital Territory of :elhi

*t applies to factories covered under the Bactories 4ct, 10$>. The industries in which ten

-1C" or more than ten workers are employed on any day of the preceding twelve months

and are engaged in manufacturing process being carried out with the aid of power or twenty or more than twenty workers are employed in manufacturing process being

carried out without the aid of power, are covered under the provisions of this 4ct.

*. Jealth

**. afety


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***. elfare facilities

*H. orking hours

H. Employment of young persons

H* 4nnual eave with wages etc.

EMPLOYEE PROVIDENT FUND AND MISCELLANEOUS

PROVISIONS ACT712

EMPLOYEE PROVIDENT FUNDS SCHEME

-1" The 5entral 6overnment may by notification in the /fficial 6a)ette frame a cheme

to be called the EmployeesF 7rovident Bunds cheme for the establishment of provident

funds under this 4ct for employees or for any class of employees and specify the

establishments or class of establishments to which the said cheme shall apply and there

shall be established as soon as may be after the framing of the cheme a Bund in

accordance with the provisions of this 4ct and the cheme.

-14" The Bund shall vest in and be administered by the 5entral Aoard constituted under

section %4.

-1A" ub+ect to the provisions of this 4ct a cheme framed under sub8section -1" may

provide for all or any of the matters specified in ch. **.

-2" 4 cheme framed under sub8section -1" may provide that any of its provisions shall

take effect either prospectively or retrospectively on such date as may be specified in this

behalf in the cheme.

THE MINIMUM WAGES ACT71>

MINIMUM RATE OF WAGES

-1" 4ny minimum rate of wages fixed or revised by the appropriate government in respect

of scheduled employments under section 3 may consist of 9

-i" a basic rate of wages and a special allowance at a rate to be ad+usted at such intervals

and in such manner as the appropriate government may direct to accord as nearly as


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practicable with the variation in the cost of living index number applicable to such

workers -hereinafter referred to as the Kcost of living allowanceK" or

-ii" a basic rate of wages with or without the cost of living allowance and the cash value

of the concessions in respect of suppliers of essential commodities at concession rates

where so authori)ed or

-iii" an all8inclusive rate allowing for the basic rate the cost of living allowance and the

cash value of the concessions if any.

-2" The cost of living allowance and the cash value of the concessions in respect of

supplied of essential commodities at concession rate shall be computed by the competent

authority at such intervals and in accordance with such directions as may be specified or

given by the appropriate government.

APPRENTICES ACT7 1"1

HEALTH7 SAFETY AND WELFARE OF APPRENTICES.

here any apprentices are undergoing training in a factory, the provisions of 5hapters

***, *H and H of the Bactories 4ct, 10$> -&3 of 10$>", shall apply in relation to the health,

safety and welfare of the apprentices as if they were workers within the meaning of that

4ct and when any apprentices are undergoing training in a mine, the provisions of

5hapter H of the Dines 4ct, 10%2 -3% of 10%2", shall apply in relation to the health and

safety of the apprentices as if they were persons employed in the mine.

PROCEDURE FOR FI5ING AND REVISING MINIMUM WAGES

-1" *n fixing minimum rates of wages in respect of any scheduled employment for the

first time under this 4ct or in revising minimum rates of wages so fixed the appropriate

government shall either 8

-a" 4ppoint as many committees and sub8committees as it considers necessary to hold

enuiries and advise it in respect of such fixation or revision as the case may be or


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-b" Ay notification in the /fficial 6a)ette publish its proposals for the information of

persons likely to be affected thereby and specify a date not less than two months from the

date of the notification on which the proposals will be taken into consideration.

-2" 4fter considering the advice of the committee or committee appointed under clause

-a" of sub8section -1" or as the case may be all representations received by it before the

date specified in the notification under clause -b" of that sub8section the appropriate

government shall by notification in the /fficial 6a)ette fix or as the case may be revise

the minimum rates of wages in respect of each scheduled employment and unless such

notification otherwise provides it shall come into force on the expiry of three months

from the date of its issue #

7rovided that where the appropriate government proposes to revise the

minimum rates of wages by the mode specified in clause -b" of sub8section -1" the

appropriate orkmenFs 5ompensation 4ct, 1023

EMPLOYERS LIABILITY FOR COMPENSATION

-1" *f personal in+ury is caused to a workman by accident arising out of and in the course

of his employment, his employer shall be liable to pay compensation in accordance with

the provisions of this 5hapter

7rovided that the employer shall not be so liable 8 -a" in respect of any in+ury which does

not result in the total or partial disablement of the workman for a period exceeding three

days

-b" *n respect of any in+ury, not resulting in death or permanent total disablement, caused

by an accident which is directly attributable to 8 -i" the workman having been at the time

thereof under the influence of drink or drugs, or

-ii" The willful disobedience of the workman to an order expressly given, or to a rule

expressly framed, for the purpose of securing the safety of workmen, or

-iii" The willful removal or disregard by the workman of any safety guard or other device

which


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he knew to have been provided for the purpose of securing the safety of workmen,

-2" *f a workman employed in any employment specified in 7art 4 of chedule ***

contracts any disease specified therein as an occupational disease peculiar to that

employment, or if a workman, whilst in the service of an employer in whose service he

has been employed for a continuous period of not less than six months -which period

shall not include a period of service under any other employer in the same kind of

employment" in any employment specified in 7art A of chedule ***, contracts any

disease specified therein as an occupational disease peculiar to that employment, or if a

workman whilst in the service of one or more employers in any employment specified in

7art 5 of chedule ***, for such continuous period as the 5entral 6overnment may

specify in respect of each such employment, contracts any disease specified therein as anoccupational disease peculiar to that employment, the contracting of the disease shall be

deemed to be an in+ury by accident within the meaning of this section and, unless the

contrary is proved, the accident shall be deemed to have arisen out of, and in the course

of, the employment #

7rovided that if it is proved, 8 -a" that a workman whilst in the service of one or more

employers in any employment specified in 7art 5 of chedule *** has contracted a disease

specified therein as an occupational disease peculiar to that employment during a

continuous period which is less than the period specified under this sub8section for that

employment, and

-b" That the disease has arisen out of and in the course of the employment the

contracting of such disease shall be deemed to be an in+ury by accident within the

meaning of this section #

7rovided further that if it is proved that a workman who having served under any

employer in any employment specified in 7art A of chedule *** or who having served

under one or more employers in any employment specified in 7art 5 of that chedule, for

a continuous period specified under this sub8section for that employment and he has after

the cessation of such service contracted any disease specified in the said 7art A or the

said 7art 5, as the case may be, as an occupational disease peculiar to the employment


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and that such disease arose out of the employment, the contracting of the disease shall be

deemed to be an in+ury by accident within the meaning of this section.

-2" *f a workman employed in any employment specified in 7art 5 of chedule ***

contracts any occupational disease peculiar to that employment, the contracting whereof

is deemed to be an in+ury by accident within the meaning of this section, and such

employment was under more than one employer, all such employers shall be liable for the

payment of the compensation in such proportion as the 5ommissioner may, in the

circumstances, deem +ust.

-3" The 5entral 6overnment or the tate 6overnment, after giving, by notification in the

/fficial 6a)ette, not less than three monthsF notice of its intention so to do, may, by a like

notification, add any description of employment to the employments specified in

chedule ***, and shall specify in the case of employments so added the diseases which

shall be deemed for the purposes of this section to be occupational diseases peculiar to

those employments respectively, and thereupon the provisions of sub8section -2" shall

apply *n the case of a notification by the 5entral 6overnment, within the territories to

which this 4ct extends or, in case of a notification by the tate 6overnment, within the

tate as if such diseases had been declared by this 4ct to be occupational diseases

peculiar to those employments.

-$" ave as provided by ub8sections -2", -24" and -3", no compensation shall be payable

to a workman in respect of any disease unless the disease is directly attributable to a

specific in+ury by accident arising out of and in the course of his employment.

-%" (othing herein contained shall be deemed to confer any right to compensation on a

workman in respect of any in+ury if he has instituted in a 5ivil 5ourt a suit for damages in

respect of the in+ury against the employer or any other person and no suit for damages

shall be maintainable by a workman in any 5ourt of law in respect of any in+ury 8 -a" if

he has instituted a claim to compensation in respect of the in+ury before a 5ommissioner

or


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-b" if an agreement has been come to between the workman and his employer providing

for the payment of compensation in respect of the in+ury in accordance with the

provisions of this 4ct.

$. AMOUNT OF COMPENSATION. 8 -1" ub+ect to the provisions of this 4ct, the

amount of compensation shall be as follows, namely #8 -a" where death results an amount

eual to fifty from the in+ury cent of the monthly wages of the deceased workman

multiplied by the relevant factor or an amount of fifty thousand rupees, whichever is

more

PAYMENT OF GRATUITY ACT712

The 4ct provides for the payment of gratuity to workers employed in every factory, shop

G establishments or educational institution employing 1C or more persons on any day of

the proceeding 12 months. 4 shop or establishment to which the 4ct has become

applicable shall continue to be governed by the 4ct even if the number of persons

employed falls bellow 1C at any subseuent stage.

4ll the employees irrespective of status or salary are entitled to the payment of gratuity

on completion of % years of service. *n case of death or disablement there is no minimum

eligibility period. The amount of gratuity payable shall be at the rate of 1' days wages

based on the rate of wages last drawn, for every completed year of service.

IMPORTANT BENEFITS

The ',.-+ %)+)'; of welfare measures can be summari)ed as follows#

a" They provide better physical and mental health to workers and

thus promote a healthy work environment.

b" Bacilities like housing schemes, medical benefits, and education and recreation

facilities for workers families help in raising the or standards of living. This

makes workers to pay more attention towards work and thus increases their

productivity.


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c" Employers get stable labor force by providing welfare facilities. orkers take

active interest in their +obs and work with a feeling of involvement and

participation.

d" Employee welfare measures increase the productivity of organi)ation and

promote healthy industrial relations thereby maintaining industrial peace.

e" The social evils prevalent among the labors such as substance abuse, etc. are

reduced to a greater extent by the welfare policies. atisfied employees

contribute to the development and growth of the organi)ation. /rgani)ation

provides welfare facilities to their employees to keep their motivation levels

high. The employee welfare schemes can be classified into two categories vi).

statutory and non statutory welfare schemes. tatutory welfare measures are

compulsory by law while non8statutory welfare measures are provided

voluntarily by the organi)ation.


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COMPANY PROFILE

Glimpses On The Birth Of Coca-Cola

Lohn myth first introduced the refreshing taste of 5oca 5ola in 4tlanta. *t was Day of

1>>& when the pharmacist caramel syrup in a three legged brass kettle in his backyard.

Je first ;distributed ; the new product carrying 5oca85ola in a +ug down the street to

Lacobs 7harmacy. Bor five cents, consumers could en+oy a glass of 5oca85ola at the oda

Bountain. hether by design or accident carbonated water was teamed with the new

syrup producing a drink that was proclaimed ; :elicious< 4nd efreshing.

:r. 7emberton partner and bookkeeper frank D obinson, suggested the name and

panned 5oca cola in the uniue flowing script that is famous worldwide today. Dr.

obinson thought ; the two 5, would look well in advertising.<

Ay 1>>&, sales of 5oca85ola averaged nine drinks per day. That first year, :r 7emberton

sold 2% 6allons of syrup, shipped in bright red wooden kegs. ed has been a distinctivecolor associated with the (o81 soft drink brand ever since. Bor his effort, :r 7emberton

grossed M%o and spent M'3.0& on advertising.

*n 1>01, 4tlanta entrepreneur, 4sa 6. 5andler had acuired complete ownership of the

5oca85ola business. ith in four years, his merchandising flair helped expand

consumption of 5oca85ola every state and territory. *n 1010 5oca 5ola 5ompany was

sold to group of inventors for M2% million. obert .oodruff became president of the

5oca 5ola in 1023, and his more then six decades of leadership took the business to

unrivalled heights of commercial success making 5oca 5ola an institution the world over.


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S D.'+@ M-.@) I+ P.);)+ S9)+-.'

The soft drink market all over the world has been witnessing a throat cut battle between

two ma+or players# coca cola G7epsi, since very beginning. The thirst uenchers are

trying hard to have the ma+or piece of the apple of overall carbonated soft drink market.

Aoth the players are spending energies in building capacity, infrastructure, promotional

activities etc.

5oca cola, being 11 years older than 7epsi, has been dominating the scene in most of the

soft drink market of world and en+oying the leadership in terms of the share.

Aut the coca cola people are finding it hard to deep away 7epsi, which has been

narrowing the gaps regularly. The two are posing threats for each other in every nook and

corner of the world. hile coca cola has been earning most of the part of its red and

butter through beverages sales but 7epsi has a multi product port folio with a handsome

portion from the same business.

Aoth the competitors have a distinct vision and properties about the *ndian soft drink

market. though having so much difference and distances with each other ,they both

consider *ndia a huge potential market ,as per capita consumption here is a mere three

serving annually against the world average of >C.therefore ,they are putting in their best

effort to woe the *ndia consumer who has to work for 1.% hour to buy a bottle soft drink

in comparison to the international norms of % minutes, a ma+or hurdle to cross over for

both the athletes or getting no.1 position.

5oca cola is well with its %3 bottling sites throughout the country giving it an edge over

competition by processing a well built and distribution set up. /n the other hand , 7epsi,

with 2 more years in *ndia , has been able to set an image of winner this time in *ndia

and get the pulse of *ndia soft drink The soft drink giants are eaving on stone unturned

and her for the ong terms. 5oca cola has been penetrating the market through its

wide product range with a determination to change consumption pattern of soft drink in


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*ndia. Birstly, they upgraded the whole industry by introducing 3CC ml bottles, which in

turn had given the industry a booming growth of 2CN as compared to the earlier %N.

They want to develop a 5oca culture and are working on a strategy to offer soft drink in

every possible package. *n 5oca cola cap, the idea of competition has not come from

7epsi, but from the other beverages such as Tea, 5offee, (imbu 7ani, and ater etc.

7epsi is uite aggressive in its approach to *ndian consumer. They are desperately

working on the strategy to be winners in the hot cola war between two big banners.

4ccording to 7epsi philosophy, its the madness encourages executive to think, to con+ure

up those creative tactics to knock the fi)) out there competition. 7epsi had plumbed a

large on the visibility of its blue red and white logo. They have been going with

aggressive marketing by putting achin Tendulker, 4kshay Oumar, and now hahrukh

Ohan in their advertisement to endorse their brand, the role models for its targeted

consumer the teenagers. They have increased the fi)) in the market place by introducing

the dispensers called Bountain 7epsi and has been en+oying a lead over its rival there.

5oca 5ola on the other hand, has been working on the saying @slow and steady wins the

race, side by side retailing to every more of its competitor. They have produced the

shield of Thums =p with a handsome Darkey share in *ndian soft drink market.

5ountering 7epsis international commercial that used two chimpan)ees to cock a snoop

at coke. Thums =p has been positioned now very near to that young image of 7epsi and

giving it a tuff time.

These cool merchants have put every thing on fire .if coke get the status of the official

drink of wills world cup, 7epsi blushed as nothing official about it. as Thums up

pro+ected as @sare +aha se accha, 7epsi was passionate enough with @freedom to be and

now the ;yeh dil mange more


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The 5oca 85ola company is the worldK leading manufacturer and distributor of

non8alcoholic bevarage concentrates and syrups, with world headuarters in 4tlanta,

6eorgia. The company and its subsidiaries in nearly 2CC countries around the world

manufacture and sell over 23C other company soft drink brands.

Ay contract with the 5oca85ola 5ompany and itFs local subsidiaries, which employs

nearly 3$,CCC people around the world, local businesses are authori)ed to bottle

and sell company soft drinks within the local boundaries and under conditions that ensure

the highest standards of uality and uniformity.

Company's objectives

5ompanyFs mission must be turned in to specific ob+ectives for each level of management

in a system known as management by ob+ectives the most common ob+ectives are#

7rofitability

ales growth

Darket hare

*mprovement

isk :iversification

*nnovation

atisfy the customer

HISTORY OF SOFT DRIN6S

7roblem at that time was how to cure all these disease, since no remedy was present at

that time. *t was a big uestion for 4merican people. o in 1>>% Dr. Lohn 7aimwarlion

who lives in 4ntonica made a drink and registered it as TE(5J *(E 5/4. *n the

beginning this drink was made with mixture of cocaine and alcohol but later on it is

named as 5/5/85/4. 4 new brand named 7E7* 5/4 in the year 1>>'.

Indian History

4round 10$> the first branded soft drink in the *ndian market. This soft drink was

named as 6old pot. Aefore 5oco85ola entered the country to dominate the scene in

10%C, 7arle Exports 7vt.td. was the first *ndian company to introduce a lemon soft


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drink.This drink was known as imca and it was introduced in 10'C. Jowever before this

they had introduced 5ola 7epine which was withdrawn in face of tough competition from

5oca85ola.

*n the year 10'' 5oca85ola left *ndian market and this brought in an opportunity for

various *ndian companies to show their caliber. 4t this time a new soft drink was

introduced by 7arle products and this was color. This drink was introduced with mighty

saying Khappy days are here againK. 4s if happy days went away with 5oca85ola. There

was another company named pure drink, which introduced the soft drink named Campa

-Cola along with arrange and lemon flavours.

Lust after this many more companies entered the soft drink market. 4 soft drink name

double. * had been introduced by a company Dorden bakers. 4nother company Dohan

meakins also came up with a oft drink named Dary G puch up, Dc :owell came with

thrill.,. 7ush and print.

7reviously there was no competition in the *ndian soft drink market but with all

companies coming in the *ndian market a huge competition was place with college

advertisements. Aut in the year 10>> 7epsi was given permission to sell its soft drinks in

the *ndian market by the 6overnment of *ndian. 5oca 5ola also come back in the year

1003.

Coca-Cola in India

The 5oca85ola company entered *ndia in early 10%C, it setup four bottling plants at

Aombay, 5alcutta, Oanpur and :elhi.

*n 10%C, as were negligible companies in the *ndian market therefore 5oca85ola did not

faced much competition and they were accepted in *ndian market more easily. The brand

was accepted by all age group. The full credit must go to coca8cola for making soft

drinks popular in *ndian by end of 10''.5oca85ola had captured more than $%N of

market share in *ndia Then 5oca85ola left *ndian following public regulations the

company was reuired to *ndianise or close operation come to an end in Luly 10''.


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31

5oca85ola come back in the year 1003 after liberali)ation and was launched at 4gra with

the slogan K/ld wave have come to *ndian againK. 4t the time parle was the leader in the

soft drink market and had more than &CN of the total shore in soft drink. 5oca85ola

+oined hands with 7arle and to enter *ndia after 1' years. Ay striking a $C million deal

with 7arle. 5oke almost made a clear sweep and made its good as K To become all time

all occasion drink not a special treat beverage.K

HISTORY OF COCA COLA COMPANY

*n the year of 100C, over one hundred years after the soft drink was invented, the 5oca8

5ola company opened up a museum like building which was designed to be a tribute toits famous soft drink product. *t is also said to be a tribute to the countless number of

consumers who drink 5oca85ola. The world of 5oca85ola, as it is called is located in

4tlanta, 6eorgia right amidst the tourist district. 4nd, its tribute to the soft drink is

because it is so popular that it is now served daily in nearly two hundred countries.

Javing the museum located in 4tlanta is fitting because long before anyone had ever

heard of 5oca85ola, a doctor by the name of Lohan tythe 7emberton, who was a

druggist in 4tlanta, mixed up his own concoction of medicinal syrup in Day in the year

of 1>>&, :r. 7emberton used 4frica.

Oola (ut extracts and coca leaves, which are both strong stimulants, in his potion. The

result was P thick caramel colored syrup. The purpose of the potion was to be an

effective tonic which would help a personFs brain and nerves function better.

True or not, it has been said that a customer came into the pharmacy

one day complaining or a headache. Je asked for a glass of 5oca85ola to be made with

carbonated water instead of plain water and the carbonated version of the soft drink was

the born.


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The first year, in 1>>&, :r.7emberton sold twenty five gallons of his syrup which earned

him total revenue of +ust fifty dollars. Ay the next year, because of he is poor health

condition, he began to sell off his company. Bive years later, man by the name of 4sa

6.5andlar, had acuired total control of the 5oca85ola became a patented product in the

=nited tates.

*ts popularly would not stay within the =nited tates for long, though, because in the year

of 10C&, 5ola85ola was bottled in 5uba and in 7anama. Aottling operations were soon

start ed in Jawall the next year, then in the 7hillipines, Brance, Aelgium, Aermunda,

5olombia, the Jonduras, *taly, Dexico, Jaiti, and Aurma in later years. Ay the year of

10$C, the famous soft drink was bottled in forty country.

THE BOTTLING SYSTEM

The day 5oca 5ola reach consumers and customer around the world through a vast

distribution network made up of local bottling companies. These bottlers are locate

around the world, and most are independent business. =sing concentrates and beverages

bases produced by the 5oca 5ola company, our bottling partners package and market

products, distributes them to more than G million customer and more than 2 millionvending machines around the world.

The 5oca 5ola 5ompany is committed to assisting its bottlers with the function of an

efficient bottling operation. Puality contract, ministered constantly by the company is

necessary to produce high uality soft drinks.

TRADE MAR6S

/ur trademarks are our most valuable assets. The trademark ;5oca85ola< was registered

with the =.. patent and trademark office in 1>03, followed by ;5oke< in 10$% the

uniue contour bottle, familiar to consumers every when, way granted registration is a

trademark by the =.. patent and trademark office in 10'', in honor awarded to few other


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packages. *n 10>2, the 5oca 5ola 5ompany introduced Diet Coe is =.. consumer

marking the first extension of me companys most precious trademark to another product

later years saw the introduction :7 additional products bearing the 5oca 5ola name

which now ED5/( passes a powerful line of six 5oal products.

Today, the worlds favorite soft drink 5oca 5ola the world best known and most admired

trademark recogni)ed by more than 0C percent of the world population.

P.*$9 ADVANCEMENT

*n 10>%, a new 5ola emerged from laboratory research. Through internal evaluation and

thousand by blind taste tests, consumer said they preferred it over both 5oca 5ola and its

primary competition. 4s a result, in 4pril 10>%, the company proudly introduced the new

taster of coke the first change in the secrete formula since my product way created in

1>>&.

The launch of 5oke with the new taste took place in the =nited tate and 5anada.

5onsumer respected with an unprecedented and new famous out pouring of loyalty and

offering for me original formula of 5oca8cola returned G 5oca85ola classic. *n 10>&,5oca85ola classic became and still remains, the nations top8selling soft drink.

M';;'+ ) C9-!C/- 9,-+?

The mission of the 5oca85ola 5ompany is to increase share8owner value over time. The

company accomplished the mission by working with its business partners to deliver

satisfaction and value to customers and consumers through a worldwide system of

superior brands and services, thus increasing brand euity on a global basis.

GUIDING PRINCIPLES OF COCA!COLA INDIA

1" e will conduct ourselves and our business activities with the highest standards

of honesty integrity and professionalism.


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2" e will recogni)e the positive contributions that we make as individuals and team

members to produce our business success.

3" e will encourage a learning environment where people can constantly grow,

develop and contribute.

$" e will strive for excellence and seek continuous improvement in everything we

do.

%" e will respect all stakeholders, including employees, partners and suppliers and

instill them with a passion to deliver the highest uality goods and service.

&" e will foster initiative and creativity by empowering individual to attain well8

defined ob+ectives.

VISION OF COCA!COLA INDIA

7rovide exceptional strategic leadership in the 5oca85ola *ndia ystem8resulting in

consumer and customer preference and loyalty, through 5oca85olas commitment to

them, and in a highly profitable 5oca85ola 5orporation branded beverages system.

MISSION OF COCA!COLA INDIA

5reate consumer products, services and communication customer service and bottling

system strategies, processes and tools in order to create competitive advantage and

deliver superiors value to#

• 5onsumer as a superior beverage experience.

• 5onsumers as an opportunity to grow profit through the use of finished drinks.

• Aottlers as an opportunity to grow profits and volume.


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• uppliers as an opportunity to make reasonable profits when creating real value8

added in an environment of system wide teamwork, flexible business system and

continuous improvement.

• *ndian society in the form of a contribution to economic and socio development.


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OBJECTIVE

• To know about the employee welfare system in coca8cola

• To study the impact of welfare system on the performance of employees

• To study the satisfaction level of employees regarding welfare system of coca8

cola

• To know about the employee welfare system in coca8cola

• To study the impact of welfare system on the performance of employees


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REVIEW OF LITERATURE


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*n a study by ao et al. -1001" on Dotivation and Lob atisfaction# 4n Empirical

Examination on a sample of 3CC respondents in a small scale industry showed that an

insignificant percentage of employees were satisfied with their work -12 percent",

ma+ority of the employees were dissatisfied with their work -$>.2% percent" and many of

them preferred to remain neutral on this count -30.'% percent". Those who were satisfied

with their work were working in a work environment that was somewhat better than the

others and were handling +obs that were uite challenging. Those dissatisfied with their

work found their +obs disinteresting, heavy and burdensome, laborious, and oppressive

nature of work.

The study of eddy and a+endran -1003" on /rgani)ational 5ommitment and ork

satisfaction among *ndustrial orkers, attempted to determine the organi)ational

commitment and work satisfaction of 2CC workers in two public and private sectors. The

findings of the study revealed that ma+ority of the workers experienced high level of +ob

satisfaction, while others experienced moderate and low level of +ob satisfaction.

Jague -2CC$" found that *ndian academicians are deriving only a modest degree of +ob

satisfaction and there seems to be a growing discontentment among teachers towards

their +ob despite the different plans and programmes started for their benefit.

4 study by harma and Lyoti -2CC&" titled Lob atisfaction 4mong chool Teachers

conducted on a random sample of 12C eually represented government and private school

teachers in Lammu city -at primary and secondary school levels" revealed that the degree

of +ob satisfaction secured by teachers is not high and the reason lies in insufficient pay.

=nless the physical needs, which reuire money, are satisfied, an employee will not be

tempted to achieve higher order needs.

7anda -2CC1" in the paper titled Lob atisfaction of :otcom Employees 8 4n *ndian

Experiment studied +ob satisfaction among a sample of 1%C executives at various levels

-from Danagers to Hice 7residents" of dotcom companies, spread over six cities in *ndia 8

(ew :elhi, Dumbai, 5alcutta, Aangalore, Jyderabad and 5hennai. 4 ma+ority of the


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respondents were satisfied with the +ob they were doing -'3 percent", and a ma+ority was

also found to be dissatisfied with the company in which they are working -'% percent".

The researcher further explained that the nature and content of the +ob is the driving force

behind satisfaction, whereas apprehensions and operational problems leading to doubts

about long8term survival of the company are indicators of dissatisfaction.

ahad -100%" investigated factors related with +ob satisfaction in the article titled Bactors

elated with Lob atisfaction of Hillage Extension orkers in Training and Hisit ystem.

2$C village extension workers in the 4mravati division of the Hidorabha region in

Daharashtra tate formed the sample of the study. Bindings revealed that a ma+ority of

1C0 the respondents were moderately satisfied about their +ob -'C.$2 percent", while the

proportion of highly satisfied respondents was rather small -1&.2% percent".

Daheshwari and 6upta -2CC$" in their study on 7rofessional atisfaction of Jome

cientists orking in Orishi Higyan Oendras of *ndia measured the professional

satisfaction of home scientists working in Orishi Higyan Oendras of *ndia. Their research

was conducted in 1'C Orishi Higyan Oedras of *ndia, with a sample of 0C training

associates in home science. The findings of the study indicated that half of the training

associates were satisfied with their profession, while a fairly large number -$2.2 percent"

were found partially satisfied. /nly few training associates were in the category of high

satisfaction -$.% percent" and dissatisfaction -3.3 percent".


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RESEARCH METHODOLOGY

RESEARCH DESIGN

Birst, a secondary research was conducted, keeping in mind the topic of study, to gain

a clear insight of the topic .Bor this, * consulted many books, manuals and theories.This helped me in designing and framing the right kind of uestions. The proper

design helped in selection of relevant uestions for the study .The following uestions

was then proposed to be studied, under descriptive research which helped me in

analysis.

SELECTION OF RESPONDENTS

/ur respondents had attended the following training programmes.

1. */8 0CCC awareness programme.

2. orkers Education 7rogramme.

3. upervisory :evelopment 7rogramme.

e met only those participants who were working either in ; 4 shift, A, shifts or in ;

6eneral< shift. To meet the participants who were in ;5< shift, ;A< shift or in ; 6eneral<

shift. To meet the participants who were in ; 5 hift at that time, was not possible for us.-;5 hift< is from 11.3Cp.m. to '.3C a.m."

e took interview of those with whom we could meet at work place. e took 3C

interviews from participants and thereby filled 7art 8* chedules. 4longwith which we

took interview of :./s. *nternal Baculties, etc. by filling 7art 9** chedules.

DESCRIPTIVE METHODS

Tool is an instrument, which is used in all types of work. *n this study our tool were two

types of schedules. /ne schedule was used for the trainees or participants and another

one was used for the Trainers, :./s etc. 4s we had to evaluate the training. Lust after

framing the schedules, 7ilot tudy was conducted for the purpose of pre8testing. Then


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both the schedules were finali)ed. we separately met both types of people and before

taking interview, rapport was established for effective communication and coordination.

:uring the interview, interviewees were observed and * also talked on some out8 of 9

topic matters so that interview became interest and interviewees showed their interest.

e tried our best for cultivating such feelings among the interviewees that they and their

performance of any such activities were not being uestioned and the confidentiality

would be secured.

A+-/?'9-/ /;

Bor the representation of analysis of the research various analytical tools like bar

diagrams, pie charts and line graphs have been used these analytical tools have really

proved to be of great help for the purpose of study for which N -7ercentage" method has

also been utili)ed.

SOURCES OF DATA

P.'-.? ;$.9)

7rimary source of data collection is used under the study, uestionnaire were

prepared to conduct the study

S-,/) ;,-9)

Employees including executives and non8executives of Jindustan 5oca 5ola are

distributed uestionnaire. -1CC uestionnaires"

S)9+*-.? ;$.9)

econdary source of data collection was done to gain a clear insight of the topic. The

research was conducted from various books, +ournal, and manuals for conducting

primary research.

The information was mainly obtained from three sources.

a. PRIMARY DATA# *nformal conversations were the source of information regarding

the training methods already followed and identification of the training needs of the

workers.


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b. SECONDARY DATA# *nformation regarding the new methods that can be

implemented was collected based on book research.

C4 OTHER INFORMATION: other important data was collected from *nternet,

companies ebsites and few search engines.


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EMPLOYEE WELFARE DATA ANALYSIS & INTERPRETATION

1" 4re employee welfare schemes necessary for an employeeQ

Table (o 9 1

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res 0C 0CN

A (o 1C 1CN

Total 1CC 1CCN

4bove the table presents the opinions of sample respondents on the statement that

0CN employees are agreed RE and remaining 1CN employees are not agreed (/ that

the employee welfare scheme necessary for an employee.

5hart (o 9 1

2" :oes the company provide the bus allowanceQ


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Table (o 9 2

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res C CN

A (o 1CC 1CCN

T-/ 100 100

4bove the table presents the opinions of sample respondents on the statement that 1CCN

employees are disagreed (o that the company provide bus facility for employee.

5hart (o 9 2

3" *f not the company provide the vehicle allowanceQ


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Table (o 8 3

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res 1CC 1CCNA (o C CN

T-/ 100 100


1CCN employees are agreed yes that the company provide bus facility for employee.

.

5hart 8 3

$" Jow employees feeling about the organi)ational environmentQ


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Table (o 8 $

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 6ood 2C 2CN

2 4verage %C %CN3 7oor 3C 3CN

T-/ 100 100


2CN is good, %C N is average and remaining 3CN poor that the employees employee

feeling about the organi)ation.

5hart 9 $

%" :oes the company provide uarter for all the employeesQ

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res >C >CN


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%C

A (o 2C 2CN

T-/ 100 100

4bove the table presents the opinions of sample respondents on the statement that>CN employees are agreed Res that the company provide bus facility for employee

5hart 9 %

&" :oes the company give -or" issue bonus, incentives etc.. to motivate theemployees

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res >C >CN

A (o 2C 2CN

T-/ 100 100


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4bove table presents the opinions of sample respondents on the statement that

>CN 4ged employees are not agreed and 2CN of the are not agreed that the company gives

-or" issue bonus incentives ect to motivate the employee

5hart 9 &

'" ere the employee welfare programs influence over the employee performanceQ

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res >C >CN

A (o 2C 2CN

T-/ 100 100


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%2


>CN 4ged employees are agreed and 2CN of the are not agreed that the employers welfare

programs influence over the employee performance.

5hart 9 '

>" are the employee refreshment like Tea, nacks should be providingQ

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res 0C 0CNA (o 1C 1CN

T-/ 100 100


53/73

%3

4bove table presents the opinions of sample respondents on the statement that 0CN

employees are agreed and 1CN of they are not agreed that the employee refreshment like

Tea, nacks should be provide

5hart 8 >

0" hat do you feel about the uarter facilityQ

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 Hery much 1C 1CN

2 atisfied 2C 2CN3 :issatisfied 'C 'CN

T-/ 100 100


54/73

%$


1CN very much and 2CN satisfied, 'CN dissatisfied that the employee feel above the

uarter facility.

chart 9 0

1C" :oes the company provide education facilities for the employees childrenQ

Table 9 1C

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res 0C 0CN

A (o 1C 1CN

T-/ 100 100


55/73

%%


0CN employees are agreed and 1CN of the are not agreed that the company provides

education facility for all employee children.

5hart 9 1C

11" Jow your satisfaction level you medical facilityQ

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 Hery Jigh 2C 2CN

2 Dedium 3C 3CN

3 ow %C %CN

T-/ 100 100

Brom the above table, out of 1CC sample respondents 2CN of the employees feel very

high, 3CN of the employees feel medium and the remaining %CN of the employees

felt dissatisfied.

5hart 8 11


56/73

%&

12" Jow is the drinking water facilityQ

Table 9 12

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 6ood 2C 2CN

2 Aetter 3C 3CN

3 7oor %C %CN

T-/ 100 100

Brom the above table, out of the 1CC sample respondents 2CN of the employees feel

good, 3CN of them feel better and remaining %CN of the employees felt poor.


57/73

%'

5hart 8 12

13" 4re satisfied with the salaryQ

Table 9 13

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 Hery much 2C 2CN

2 atisfied %C %CN

3 (ot atisfied 3C 3CN

T-/ 100 100

Brom the above table out of the 1CC sample respondents 2CN of the employees feelvery much, %CN of employees of the employees feel satisfied and the remaining 3CN

of the employees feel not satisfied.

5hart 9 13


58/73

%>

1$" *s!are training program useful for you *n your company Q

Table 9 1$

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 =seful 0C 0CN

A (ot useful 1C 1CN

T-/ 100 100


0CN employees are useful and 1CN of the employees are not use ful that the training

programs are useful for you in your company.

5hart 9 1$


59/73

%0

1%" The organi)ation encouraging potentiality of the employee through some

education facilities like games. 5ultural programs etc..

Table 9 1%

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

4 Res 0C 0CN

A (o 1C 1CN

T-/ 100 100


0CN employees are agreed and 1CN of the employees are not agreed that the

organi)ation encouraging potentiality of the employee though some education facility like

games, cultural programs.

5hart 9 1%


60/73

&C

1&" Jow do you feel about the organi)ational encouragement through cultural

programs and gamesQ

Table 8 1&

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 atisfied 2C 2CN

2 omewhat satisfied %C %CN

3 (ot satisfied 3C 3CNT-/ 100 100


2CN satisfied %CN somewhat satisfied 3CN not satisfied that the feel about the

organi)ation encouraging though some cultural programs and games.

5hart 9 1&


61/73

&1

1'" Jow do rate security measures of the organi)ation in various departmentsQ

Table 9 1'

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 6ood 3C 3CN

2 4verage %C %CN

3 7oor 2C 2CN

T-/ 100 100


3CN good %CN average 2CN poor that the rate security measures of the organi)ation in

various deportments.

5hart 9 1'


62/73

&2

1>" Jow is the employer8employee relationship in the organi)ationQ

Table 9 1>

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 6ood 3C 3CN

2 4verage %C %CN

3 7oor 2C 2CN

T-/ 100 100


3CN good %CN average 2CN poor employee 9 employee reali)ation ship in the

organi)ation.

5hart 9 1>


63/73

&3

10" hat do you feel about the libraryQ

Table 9 10

S/4N D);9.','+ N4 R);,+*; R);,+*)+;

1 6ood 1C 1CN

2 4verage %C %CN

3 7oor $C $CN

T-/ 100 100


1CN good %CN average $CN poor that you feel about the library.

5hart 9 10


64/73

&$

2C" To which percentage the welfare facilities are providingQ

Table 9 2C

S/4N D);9.','+ N4 R);,+*; R);,+*)+;1 2C8$C 2C 2CN

2 $C8&C &C &CN

3 &C81CC 2C 2CN

T-/ 100 100

Brom the above table out of the 1CC sample respondents 2CN of the employees feel

2C8$C, &CN of employees of the employees feel $C8&C and the remaining 2CN of the

employees feel &C81CC.

5hart 9 2C


65/73

&%


66/73

&&

CONCLUSION

/rgani)ation welfare facilities G 7rograms good

Dore number of the Employees satisfied with the Bringe benefits.

Dedical Bacilities to the Employees in the organi)ation somewhat good.

:rinking ater Bacilities 6ood.


67/73

&'

'CN of the Employees were satisfied with the salary provided by the company.

Training programs were useful to the employees.

est ooms ! helter Bacilities are good.

Employees satisfaction about provident fund G 6ratuity average.

Employees want more improvement in welfare programs and facilities.

Employee relationship with management is good.

5ompensation for accidents to the Employees 4verage.

SUGGESTIONS

*n my opinion more number of Employees was satisfied by the welfare

measures provided by the company. emaining of the employees was not

satisfied. They suggested further improve welfare activities.

*n the organi)ation more number of Employees was satisfied with the Bringe

benefits. *ncrease the Bringe benefits remaining employees also feel atisfy.


68/73

&>

/rgani)ation provided medical facilities to the employees. &%N of the

employees satisfied. emaining 3%N employees some what satisfied. o

provide the more medical facilities to the Employees.

:rinking water facilities good continue this type of water facilities.

Da+ority of employees are satisfied with the Training activity. Jence * can

found maximum satisfaction. ome of the employees suggested for further

improvements.

/rgani)ation should improve the Educational facilities to the children as well

as increase provident fund gratuity.

Dore number of the employees is satisfied with work environment.

emaining of the employees want to change in work environment.

%CN of Employees are not totally convinced about compensation for accidents

company need to take a steps to win there confidence.


69/73

&0

=UESTIONNAIRE

Employee (ame#

:esignation #

:epartment#


70/73

'C

1" 4re employee welfare schemes necessary for an employeeQ

a" Res b" (o -

"

2" :oes the company provide the bus allowanceQ

a" Res b" (o -

"

3" *f not the company provide the vehicle allowanceQ

a" Res b" (o - "

$" Jow employees feeling about the organi)ational environmentQ

a" 6ood b" 4verage c" 7oor - "

%" :oes the company provide uarter for all the employeesQ

a" Res b" (o - "

&" :oes the company give -or" issue bonus, incentives etc.. to motivate the

employees

a" Res b" (o - "

'" ere the employee welfare programs influence over the employee performanceQ

a" Res b" (o - "

>" are the employee refreshment like Tea, nakes should be providingQ

a" Res b" (o - "

0" hat do you feel about the uarter facilityQ

a" Res b" (o - "

1C" :oes the company provide education facilities for the employees childrenQ


71/73

'1

a" Res b" (o - "

11" Jow your satisfaction level you medical facilityQ - "

4. 6ood A. 4verage 5. 7oor

12" Jow is the drinking water facilityQ - "


13" 4re satisfied with the salaryQ - "


1$" *s!are training program useful for you in your companyQ

a" Res b" (o - "

1%" The organi)ation encouraging potentiality of the employee through some

education facilities like games. 5ultural programs etc..

4. Res A. (o

1&" Jow do you feel about the organi)ational encouragement through cultural

programs and gamesQ - "


1'" Jow do rate security measures of the organi)ation in various departmentsQ

-

"


1>" Jow is the employer8employee relationship in the organi)ationQ

4. 6ood A. 4verage 5. 7oor - "

10" hat do you feel about the libraryQ - "


72/73

'2


2C" To which percentage the welfare facilities are providingQ - "

4" 2C8$C A" $C8&C 5" &C81CC

BIBLIOGRAPHY

Jindustan 5oca 5ola Aeverages 7vt. td. *ntranet ervices.


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H7 4/ -TEST A//O"

A=*(E T/:4R -D464*(E"

www.hradvice.com

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