MBA - Major Project

A

Major Project

on

“ANALYSIS OF THE EMPLOYEES SATISFACTION ON

WELFARE ACTIVITIES AT

MONNET ISPAT & ENERGY LTD, RAIPUR”

Submitted for partial fulfillment of requirement for the award of degree

Master of Business Administration

CHHATTISGARH SWAMI VIVEKANAND TECHNICAL UNIVERSTY BHILAI

(C.G.)

Submitted By:

SAVANT BAHADUR SINGH

MBA PART TIME – 6TH

Sem

Subject Code: 676621(76)

Session : 2013-14

Approved By : Guided By:

DR. SUMITA DAVE MR. SUJIT DEY

Principal Asst. Professor,Faculty of Management

FACULTY OF MANAGEMENT

DISHA INSTITUTE OF MANAGEMENT AND TECHNOLOGY Approved by AICTE

(Disha Education Society)

Satya Vihar, Vidhansabha-Chandrakhuri Marg, Mandir Hasaud, Raipur (C.G.) 492101

ANNEXURE – I

DECLARATION

I the undersigned solemnly declare that the report of the project work entitled

ANALYSIS OF THE EMPLOYEE SATISFACTION ON WELFARE ACTIVITIES IN

MONNET ISPAT & ENERGY LTD., RAIPUR, is based my own work carried out

during the course of my study under the supervision of Mr. Sujit Dey

I assert that the statements made and conclusions drawn are an outcome of the

project work. I further declare that to the best of my knowledge and belief that the project

report does not contain any part of any work which has been submitted for the award of

any other degree/diploma/certificate in this University or any other University.

__________________

(Signature of the Candidate)


Enrollment No: AI6741

Roll No.: 6053611003

ANNEXURE – II

CERTIFICATE BY GUIDE

This to certify that the report of the project submitted is the outcome of the project work

entitled ANALYSIS OF THE EMPLOYEE SATISFACTION ON WELFARE ACTIVITIES

IN MONNET ISPAT & ENERGY LTD., RAIPUR carried out by SAVANT BAHADUR

SINGH bearing Roll No.: 6053611003 & Enrollment No.: AI6741 Carried by under my

guidance and supervision for the award of Degree in Master of Business Administration of

Chhattisgarh Swami Vivekananda Technical University, Bhilai (C.G), India.

To the best of the my knowledge the report

i) Embodies the work of the candidate him/herself,

ii) Has duly been completed,

iii) Is up to the desired standard for the purpose of which is submitted.

__________________________

(Signature of the Guide)

Name: PROF. SUJIT DEY

Designation: ASST. PROFESSOR

Faculty of Management, DIMAT

ANNEXURE – III (ACKNOWLEDGEMENT)

ACKNOWLEDGEMENT

I would like to express my heartfelt gratitude to all who have shared their valuable time and

had helped me directly or indirectly in the completion of this project.

I grab this opportunity to acknowledgement my most

respectable guide Mr. Sujit Dey without whose guidance my project wouldn’t be completed.

I express my sincere gratitude to Mr. S.K. Singh (GM, HR &

Admin) for providing me an opportunity to undergo summer training at Monnet Ispat &

Energy Ltd. I am thankful to Mrs. Sonam Luthra (AM, HR & Admin) for her support, co-

operation & motivation provided to me during the training for constant inspiration, presence

& blessings.

Lastly, I would like to tender my colleagues and friend without whose help my project would

have failed to witness the day of reality.


TABLE OF CONTENTS

Contents Page No

Declaration (i)

Certificate by Guide (ii)

Acknowledgement (iii)

Chapter 1 - Introduction to the study

1

Chapter 2 - Company Profile – MONNET

16

Chapter 3 - Research Methodology

28

Chapter 4 - Data Analysis and Interpretation

32

Chapter 5 - Findings

43

Chapter 6 - Suggestions

45

Chapter 7 - Limitations

47

Chapter 8 - Conclusions

49

References

51

Appendices

a. Questionnaire Used

b. Any other appendix

53

1

CHAPTER-1

INTRODUCTION

2

INTRODUCTION OF THE STUDY

1.1 HUMAN RESOURCE MANAGEMENT

Human resources department play a vital role in Indian modern society. One of the main

functions of personnel management in industrial organization is to lay concentration on

welfare measures to be undertaken. The management looks after employee’s right number

and right kids. They must be stationed at the right place on one hand on the other hand meet

their genuine expectation of returns for the work accomplished by them. The personnel

management that deals with undertaking their needs and behavior must remember it.

Employee is an important aspect to boost up motivation for achieving organization goals.

Manpower is otherwise termed as human resources. This consists of knowledge, skills,

creative ability and aptitude of the workforce of all the M’s namely materials, machines.

Money and motive power. The most important one is “M for Men or Human Resources “.

Problems relating to inadequacy of welfare measure provided or lack of welfare measures,

sometimes both intramural and extramural are studies to find out the cause for such problems

and to evaluate solution to the problems. In the study of this project, great stress has been laid

on the impact of social responsibility and social responsiveness to stick out a between

economic power and social responsiveness.

Human resource may be through of as the total knowledge task, creative abilities, talents and

aptitude values, and aptitude of people who the organizations workforce.

A human resource needs to be utilized to the maximum possible extent in order to achieve to

active organizational and individual goals. It is the most valuable asset of an organization in

fact it is an economic resource covering all human resource organized and unorganized,

employed or capable of employment, working at all level hence importance of human

resource.

1.2 ORIGIN AND GROWTH OF EMPLOYEE WELFARE CONCEPT IN INDIA

The transference of ruler population to the urban areas as a result of industrialization,

brought within certain sociological problems. Heaving the up rooted from their rural

3

mornings, the new class of employee required welfare service to be provided to them in new

surroundings so as to enable them to adopt to changing situation.

Original conceived as a humanitarian approach, the employer realized the value of providing

better working and living conditions to their employees. What was, therefore, essentially a

humanitarian approach in the initial stages, gave rise to utilitarian philosophy as motivating

force for providing welfare amenities to the working population.

The Indian national congress in its Karnataka session in 1931 demanded that the organization

of economic life in the country must confirm to the principles of justice and it might secure a

decent standard of living. It also emphasized that the state should safeguard the interest of the

industrial employers and should secure for them by suitable legislation a living wage, healthy

condition of work. Limited hours of suitable work, machinery for settlement of disputed

between employers and employee and protection against the economic consequence of old

age, sickness employment.

The need for adding welfare activities to the contractual relationship between

employer and the workers received attention in any country in the early state of

industrialization. The state had to intervene using its persuasive powers and / or by enforcing

legislation. Our country has been no exception to this process.

The government of India started evincing interested in the welfare programmers during the

Second World War. When they introduced scheme of labour welfare in their ordinance,

4

ammunition and other factories engaged in war production. The services of reputed labour

leader were availed for advising government on this important aspect the workers life

governments’ anxiety in those days was to take steps up the morale of the employees played

in these factories to help in the midst of political difficult situation.

1.3 EMPLOYEE WELFARE

Employee welfare means “the efforts to make life worth living for workmen.” According to

Todd “employee welfare means anything done for the comfort and improvement, intellectual

or social, of the employees over and above the wages paid which is not a necessity of the

industry.”

The basic objective of the Staff Welfare Scheme Management is to uplift the physical, mental

and economic conditions of its employees in order to get the best out of them in addition to

fulfilling the social responsibility cast upon the organization.

It is a fact that the Industrial progress of the country depends on its committed labor. In order

to get the best out of a worker in the matter of reduction working conditions require to be

improved to a greater extent to achieve the objective of maximization of utilization resources

the workers should at least have the means and facilities to keep him in a state of health and

efficiency.

The work place should provide reasonable amenities for the essential needs and worker

should also be equipped with the necessary technical training and a certain level of education.

Labor welfare is broad term covering social security and such other activities as medical aid,

crèche, canteens, recreation, and housing, adult education arrangements for the transport of

labor to and from the place of workplace.

5

1.3.1 The Concept of Employees Welfare

Employees Welfare includes provision of various facilities and amenities in and around the

workplace for the better life of the workers. It is a part and parcel of social welfare.

Employees’ welfare facilities include medical, sports education, cultural and other facilities.

Employees Welfare has the following objectives:

1) To provide better life & health to the workers.

2) To make the workers happy, satisfied & efficient.

3) To relieve workers from industrial fatigue & to improve intellectual, cultural & material

condition of living of the workers.

1.3.2 DEFINITION

According to the Committee on Labour Welfare, Welfare services should means;

Such services, facilities & amenities adequate Canteens, rest & recreation facilities, sanitary

& medical facilities, arrangements for travel to & from place of work,& for the

accommodation of workers employed at a distance from their homes.

Such other services amenities & facilities, including social security measures, as contribute to

the condition under which workers are employed.

1.4 Concept of Welfare:

Welfare refers to a condition of living of an individual or group in a desirable and happy state

of relationships with whom economical and social, ecological welfare means environment

friendly existence, ecological balance pollution existence and proper sanitation.

The term welfare as it suggest the ideas, meanings and conditions such as the state of well-

being, health, happiness, prosperity, and the development of human resource. The concept

welfare can be

6

Approached from various angle; welfare has been described as a total in order to establish the

manpower their work and achievement of the organizational objectives.

Amenities will meet employee operation and leads to satisfaction. They are the mirror which

reflects the employee’s satisfaction.

1.4.1 Aim of employee welfare

From humanitarian point of view employees should be provide certain facilities and

amenities economic point of view, it is very essential as it improves the living and working

condition of employees and also increase productivity.

OBJECTIVES:

To understand & present the various welfare measures at Central Bank of India.

To find out how effectively existing welfare measures have been implemented.

To examine the satisfaction level of employees regarding welfare measures provided

by the Organization.

To identify the existing employ welfare facilities particularly,

Educational facilities

Medical facilities

Canteen facilities

Housing facilities and

Transport facilities.

To know and suggest improvements regarding the various welfare measures,

programs and schemes taken up by the organization for the betterment of workers.

To analyze and suggest further improvement of existing welfare facilities in the organization.

7

Welfare measures are measures, which promotes the physical, psychological well-being of

the working population. Employees are recognizing the importance of labor welfare activities

in India very recently, government, by other agencies.

Encourage the employees

Recruit and retain the best personnel to increase and improve employee morale.

Develop employees economically and socially.

Provide primary needs.

Motivate employees for increasing efficiency.

Creating the sense of social goods.

Increase productivity and to maintain good industrial human relations.

Improve the standards of living of workers, housing, minimum wages and other benefits are

bound to create a feeling of satisfaction among the workers and are therefore more helpful in

reducing the extent of labor turn over and absenteeism.

Provisions of good medical and working conditions, recreational, educational are bound to

increase the mental efficiency and economic productivity of industrial workers.

The issues of welfare measures are related to overall development of workers both the

physical and physiological being. Employee welfare programs create a sense of belonging

and adequacy that benefits the organization in the long run.

Hence the major study includes scope of the study is related to the employee welfare

measures, like Medical facilities, Educational facilities, Canteen facilities, Housing facilities

and Transport facilities, the innovative programs by the government for the workers through

the different mechanisms and how the welfare is implied in the organization to the employees

and their families which ultimately benefit the organization in the long run.

8

1.4.2 Welfare services

Welfare services relate to physical and social well-being of the employees both within and

outside the organization. Within the organization, these include provision of medical benefits,

recreational facilities, libraries, canteens, rest rooms, etc. But outside the organization;

welfare arrangements include provision of housing accommodation, education of children of

employees, sports fields’ medical advice for the family, etc.

1.4.3 The Types of Welfare Services are as follows:

Intramural: - These are provided within the organization like:

a) Canteen

b) Rest rooms

c) Crèches

d) Uniform etc

Extramural: - These are provided outside the organization, like: -

a) Housing

b) Education

c) Child welfare

d) Leave travel facilities

e) Interest free loans

f) Workers cooperative stores

g) Vocational guidance, etc

1.4.4 Why a Company doing employee welfare Activities?

Employee welfare is in the interest of the employee, the employer and the society as a whole.

The objectives of employee welfare are:

a) It helps to improve.

b) It improves the loyalty and morale of the employees.

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c) It reduces labor turnover and absenteeism.

d) Welfare measures help to improve the goodwill and public image of the enterprise.

e) It helps to improve industrial relations and industrial peace.

f) It helps to improve employee productivity

1.4.5 Features of Employees Welfare

1) Employee Welfare is a comprehensive term including various services, facilities &

amenities provided to employees for their betterment.

2) The basic purpose in to improve the lot of the working class.

3) Employees Welfare measures are also known as fringe benefit & services.

4) Welfare measures are in addition to regular wages & other economic benefit available to

workers due to legal provisions & collective bargaining.

5) The purpose of Labour welfare is to bring about the development of the whole personality

of the workers to make him a good workers & a good citizen.

6) Welfare measures may be both voluntary & statutory.

1.4.6 Significance of Employees Welfare

1) Welfare facilities provide better physical and mental health to the workers and make them

happy.

2) Such services facilities like housing scheme, medical benefits education these facilities

help employees to devote greater attention towards their work.

3) Employers secure the benefits of high efficiency, cordial Industrial relations and low

absenteeism and turnover.

4) Labour welfare measures raise labour productivity and bring industrial peace and cordial

labour-management relation.

5) An employer is able to attract talented workers from the labour market by providing

attractive welfare facilities.

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1.4.7 These are the provisions do Factories Act 1948 provides for welfare

Provisions provided by Factories Act 1948 are: -

(a) Adequate, suitable and clean washing facilities separately for men and women workers.

(b) Facilities for storing and drying clothes.

(c) Canteens, if more than 250 workers are employed.

(d) Welfare officer, wherever more than 500 workers are employed.

(e) First aid boxes are provided.

1.4.8 Duties of welfare officers

Rules under section 49 (2) of labour laws:

(a) To establish contacts and hold consultations with a view to maintaining harmonious

relations between the management and the workers.

(b) To take up with the Factory Management the grievances of workers, individual as well as

collective, with view to securing their redress and to act as a liaison officer between the

management and labour.

(c) To help the factory management in determining its labour policies and to interpret them to

the workers in Hindi.

(d) To watch employment relations with a view to using his influence in the event of an

industrial dispute arising between the management and workers and assist in bringing about a

settlement by persuasive efforts;

(e) To advise on fulfillment by the management and concerned departments of the factory of

their obligations, statutory or otherwise concerning regulation of working hours, maternity

benefits, medical care, compensation for injuries and sickness and other welfare and social.

1.5 HEALTHY WORKING CONDITIONS WHICH ARE ESSENTIAL FOR

COMPANY TOWARDS THEIR EMPLOYEES WELFARE:

It is essential to ensure favourable working conditions so that the workers can perform their

tasks without experiencing physical or mental strain. Some of the conditions surrounding a

11

worker as he does his job and affecting his physical well-being and thus his efficiency are as

under:

(1) CLEANLINESS- It is essential for health. Dirt should be removed daily from all rooms,

passage and stair-cases. Sufficient spittoons should be provided at convenient places and

should be kept hygienic, properly cleaned and disinfected.

(2) ADEQUATE LIGHTING- Good lighting can facilitate higher production. It is essential

to the health, safety and efficiency of workers. Without proper lighting, eye damage will

occur, accidents and spoilage of material will increase and production will slow down.

(3) TEMPERATURE AND VENTILATION- The employees must be provided tolerable

temperature if they are to work efficiently. Steps should be taken to ensure flow of fresh air-

having right temperature and humidity. Cooler can be used during the summer: and heaters

can be used during the winter.

(4) DRINKING WATER- In every factory wherein more than two hundred and fifty

workers are ordinary employed, provisions shall be made for cooling drinking water during

hot weather by effective means and for distribution thereof.

(5) DISPOSAL OF WASTES AND EFFLUENTS- Effective arrangement shall be made in

every factory for the treatment of wastes and effluents due to the manufacturing process

carried on therein, so as to render them innocuous, and for their disposal.

(6) WORKING SPACE AND SEATING ARRANGEMENT- Adequate space should be

provided for workers, material, tools and equipment for their free and unhindered movement

from one machine or process to another. There should also be enough seating arrangement

for the workers as prolonged standing may lead to discomfort and fatigue.

1.6 AGENCIES OF LABOUR WELFARE

In India, the main agencies engaged in Labour welfare include:

(a) Central Government

(b) State Government

12

(c) Employers, and

(d) Workers’ organizations

1.6.1 The agencies of employee welfare are: -

1. Central government: - The central government has made elaborate provisions for the

health, safety and welfare under Factories Act 1948, and Mines Act 1952. These acts provide

for canteens, crèches, rest rooms, shelters etc.

2. State government: - Government in different states and Union Territories provide welfare

facilities to workers. State government prescribes rules for the welfare of the workers and

ensures compliance with the provisions under various labor laws.

3. Employers: - Employers in India in general looked upon welfare work as fruitless and

barren though some of them indeed had done pioneering work.

4. Trade unions: - In India, trade unions have done little for the welfare of workers. But few

sound and strong unions have been the pioneering in this respect. E.g. the Ahmadabad

textiles labor association and the Mazdoor sabha, Kanpur.

5. Other agencies: - Some philanthropic, charitable d social service organizations like: -

Seva Sadan society, Y.M.C.A., etc

1.7 The Employee benefits provided in Monnet

1) Co-operative Society

2) Hospitalization

3) Medi claim

4) Housing Loan interest subsidy scheme

5) Two wheeler interest subsidy scheme

6) Canteen

13

7) Subsidized bus services

8) Health & Safety

9) Participative decision making

10) Family Welfare

11) Arts & Sports, Clubs

12) Leave facility

1.7.1 Objective of Welfare of Monnet

MIEL’s Welfare policies are formulated in order to provide best possible working condition,

working, atmosphere, quality of life, health & hygiene etc.

Monnet Ispat & Energy Ltd slew of welfare measures to their employees and their families.

(A) STATUTORY WELFARE SCHEME

(1) Employee Deposit Linked Insurance Scheme (EDLI)

It is applicable to all members of PF under EDLI Scheme 1976.This EDLI Policy is to give

maximum benefits to employees.

(2) Special Welfare Initiative

Under this Group Personal Accident Insurance (GPAI)

(3) Medi claim Family Floater Policy

Under this policy all Employees and their spouse and dependent children up to 26 years of

age are covered under the policy.

(4) Group Gratuity Insurance Policies

14

Under it Gratuity after completion of 5 years service as per Act. Apart from that, In case of

death, extended gratuity is given to all the employees through insurance company up to 65

years of age. Gratuity calculation will be up to 65 years instead of 58/60 years as per

company norms.

(B) OTHER WELFARE SCHEMES

(1) Interest Free Soft Loan:

It covers all permanent Employees. It gives benefit of 3 months of basic salary, repayment in

easy installment.

(2) Uniform:

It covers all employees of the company and gives benefit of two sets of uniform.

(3) Medical Facilities:

Under it Free of cost to all workers and with nominal charges for staff & their family in their

Hospital (Maina Devi Health Center) there are two permanent Doctors and all seven days

visiting specialist Doctors. And also 24 hrs free ambulance facility.

(4) Education:

Education facility from Nursery to High School at Monnet DAV Public School for children

of their employees and nearby villagers with bus facility.

(5) Transportation:

They also provide Bus facilities to their staff in all shifts with nominal charges for Raipur and

Bhilai.

(6) Recreation facility:

They also provide Sports & Club facilities for staff.

(7) Residential facility:

15

They provide furnished accommodation for workers and staff on subsidized rent with 24 hrs

free water & electricity.

(8) Gifts:

They give all employees cash gifts on their birthday and festival gifts on occasion on

Deepawali and Vishwakarma Pooja.

(9) Motivation:

They also motivate their employees by giving best attendance award, best productivity award,

best quality award, Production incentive plan.

(10) Compassionate Appointment:

They also provide the facility of compensation in case of death of any employee during the

work; his son/daughter/wife may be appointed as per his/her qualification.

16

CHAPTER-2

COMPANY PROFILE

17

COMPANY PROFILE

Monnet Ispat & Energy Limited (MIEL) is the flagship company of Monnet Group. It

was incorporated on 1st February 1990. It is located at Mandir Hasaud, District Raipur. The

first trial production of the plant came on 07th

February 1994 and the first commercial

production of the plant started on 05th

August 1994. The MIEL is an ISO 9001:2008 certified

company. Monnet Ispat& Energy Limited engages in the production and sale of sponge iron,

structural steel, and Ferro alloys in India. The company also engages in the generation and

sale of power; and provides consultancy services in the fields of exploration, exploitation,

and beneficiation coal and other miner.

Monnet Ispat& Energy Limited, formerly known as Ispat Limited, is based in New Delhi,

India. Monnet is India’s Second Largest Sponge Iron Manufacturing Company with an

Annual Production of 1 Million Tons Per Annum. Monnet is marketing 1.5 MTPA of Sponge

Iron, Ferro Alloys, Mild Steel Billets, and Mild Steel Ingots & Rolled Products from its

integrated plants at Raipur and Raigarh with dedicated customer and distribution network

through India.

2.1 Monnet Group

MIEL is going to utilize its strength, gathered in course of design, construction and operation

of its mining projects and coal waterish, by launching a world class coal consulting division.

The world of Monnet never closes its doors to change, challenges and opportunities. Briefly

the investment plan envisages the following:-

Steel Plant expansion at Raigarh, Chhattisgarh USD 555 million

Thermal Power Plant at Angul in Orissa, 1050MW USD 855 million

Coal Washers at Talcher, Orissa USD 10 million

Open cast mining in Orissa &Chhattisgarh USD 102 million

Cement Plant at Raipur USD 180 million

Total Investments USD 1,702 million

The projects are being undertaken by the Project Division of the Monnet Group with a

majority of equipment orders for the steel plant and the power plant having been placed.

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2.1.1 MONNET RAIPUR-

Monnet Ispat & Energy Ltd. is the flagship company of Monnet Group. It was incorporated

on 1st February 1990.The company was promoted by MR. SANDEEP JOJODIA.It is located

in Mandir Hasaud, Raipur District and its head office is situated at New Delhi.The first trial

of the plant started on1st February 1994 and the first commercial production of plant started

on 5th

August 1994. The company is further expanding the capacities of its steel and sponge

iron making facilities and setting up Greenfield.

2.1.2 LOCATION OF MIEL

Registered office-

Corporate office-

Monnet Marg, Mandir Hasaud,Raipur,492101 Chhattisgarh ,India

Monnet House,11 Masjid Moth Greater Kailas Part-II, New Delhi 110048,India

Manufacturing Units-

Monnet Ispat & Energy Ltd., Raipur

Monnet Marg, Mandir Hasaud, Raipur, 492101 Chhattisgarh, India

Monnet Ispat & Energy Ltd., Raigarh

Village & Post –Naherpali

Tehsil- Kharsia

Raigarh-496661 Chhattisgarh, India

2.2 HR policy

MONNET ISPAT & ENERGY LIMITED believes that employees are the most

important resources. To realize the full potential of employees, the company is

committed to;

Provide work environment that makes the employees committed and motivated for

maximizing productivity.

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Establish systems for maintaining transparency, fairness and equality in dealing with

employees.

Empower employees for enhancing commitment, responsibility and accountability.

Encourage teamwork, creativity, innovativeness and high achievement orientation.

Provide growth and opportunities for developing skill and knowledge.

Ensure functioning of effective communication channels with employees.

2.3 HR philosophy

Management Style

The core of the management style of Monnet Group is shaped by the achievable

highest standards of innovation and continuously improving quality.

Growth Options

Management believes in personal as well as financial growth as the greatest

motivating factors and hence innovative and attractive growth options and incentive

plans are offered to employees.

Compensation System

Compensation system at Monnet Group is highly rational and transparent. The Group

believes that organizations will grow along with growth of the employees and so it

has attractive compensation package and incentive plans.

Training & Development

Monnet Group believes that every employee is an asset to the Group, regardless of the

role he/she plays. Hence full emphasis is laid towards the technical and personal

development of its members through internal as well as external training and

development programs.

2.4 VISION OF THE MONNET GROUP

To achieve holistic leadership in terms of cost, quality, customer satisfaction in a

systematic and planned manner.

A symbol of corporate excellence with strong focus for benefiting stakeholders and

society at large.

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2.5 MISSION OF THE MONNET GROUP

To achieve total integration in operation with global cost and quality standards with

the use of the latest technology and to be perceived as the “prefferd choice of our

customers.”

To build a team of motivated and dedicated workforce, with high work ethos.

To strive to emerge as an ideal corporate citizen.

2.6 QUALITY POLICY

We shall strive to:

Achieve and sustain Product Quality as per customer requirement and satisfaction.

Adhere to approved Quality assurance system in conformance to ISO 9001 2000.

We strive for continual improvement of our quality management through the active

involvement of all employees.

2.7 Objectives of MIEL

To earn maximum profit

To upgrade the skill and efficiency of employees through training and development,

motivation and satisfaction.

Promote branding of product for quality and customer preference through customer

relations management.

Develop a reliable and strong supplier base and ensure effective supply chain.

Promote quality movement in all functions of the company through total quality

management system.

Technology up gradation and productivity.

Continue efforts towards safety of employees, conservation of environment and be a

good corporate citizen.

2.8 Group Companies

Following are the group companies’ name-

Monnet Ispat & Energy Limited.(Raipur)

Monnet Ispat & Energy Limited.(Urla)

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Monnet Ispat & Energy Limited.(Naherpali)

Monnet Ispat & Energy Limited.(Milupara)

Monnet Ispat & Energy Limited.(Barbil)

Steel & Power Private Limited.(Rameshwaram)

Monnet Sugar Limited

Monnet Industries Limited

Monnet Overseas Limited

Monnet Global Limited

Monnet Daniels Coal Washeries Pvt. Limited

Monnet Power Company Limited

Monnet Cement Limited

PT Monnet Global, Indonesia

2.9 Product Profile

The company started its business with the manufacture of Sponge Iron. Thereafter the

company’s endeavor has been to integrate the business and expand across the country. The

company has its own generating power plants, own coal mines and iron ore mines which sum

up to low cost of production, accompanied by assured quality and quantity of the raw input.

Sponge Iron: The quest started in the year 1994 when the company implemented its

first 1 Lac TPA sponge iron plant in Raipur, Chhattisgarh. Thereafter there was no

looking back and now the company is producing 3 Lac TPA sponge iron in Raipur

itself.

Steel: The Company has further integrated its operations by manufacturing Mild Steel

and Alloy Steel in the form of billets and rods. The company is having a total

manufacturing capacity of 3, 00,000 TPA of Mild Steel and Alloy Steel. At Raigarh,

MIEL has targeted production 1.8 million tons steel comprising of Structural Steel,

Plates and TMT Bars.

Ferro Alloys: The Company with its in-house team at Raipur has set up an Ferro

Alloy Plant at Raipur in the state of Chhattisgarh with an annual capacity of 60,000

tones with four submerged arc furnaces. Power is generated by the group company

itself which assures quality power at a very low cost. Moreover, Raipur is also having

22

location advantage as it is very near to the source of raw material as well as finished

product market i.e. SAIL.

Power Generation: Monnet Power Company Ltd. was incorporated to generate and

supply power to its group companies. The company is generating 45 MW at Raipur,

Chhattisgarh for captive consumption. At Raigarh Power generation has been planned

in two phases 90 MW & 70 MW.

Coal Mining: The Company in order to establish backward integration of its

manufacturing facilities ventured in the field of Coal Mining. The details of the coal

projects undertaken are as under:

Raigarh Underground Coal Mining Project

Utkal B-2 Open-Cast Coal Mine

Iron Ore Mining.

Coal Washers on Build-Own-Operate Basis for Punjab State Electricity

Board.

Coal Washers for Karnataka Power Corporation Ltd.

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2.10 ORGANIZATIONAL CHART –

24

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2.11 CSR Activity of MIEL

Monnet CSR policy aims at bringing about a radical transformation in the quality of life of

people living in and around the operation areas of the company through positive intervention

in social upliftment programs.

2.11.1 Community Health:

Monnet Foundation, the CSR arm of Monnet Ispat and Energy Limited organized a day long

free health camp for residents of 9 villages (401 Beneficiaries) across Raipur. 11 Medical

Specialists from Pediatrics, Skin, ENT, Gynecologists, Physicians, Dentists, Pathologists,

Eye Care and Dermatologists from reputed medical institutions were a part of the camp to

provide quality health services and consultation to the deprived community of the remote

areas. Special arrangements were in place for detecting the presence of cancer especially in

women.

2.11.2 Education:

It is our strong belief that children are the foundation of our nation and they could be nurtured

well in the right direction by giving them proper education. To ensure that the brighter futures

of tomorrow are not deprived from their right to education, Monnet Foundation is

successfully running – Monnet DAV Public School in Raipur and Raigarh.

2.11.3 Sustainable Livelihood

Monnet Group conducts training programs in its CSR target areas for the youth and women

in various fields of craft and skills. Women empowerment is attained through classes for

stitching, tailoring, sewing, embroidery and knitting. Students who have discontinued their

further education are encouraged to take up electrician and fitter training classes so as to

enable take up these trades as their livelihoods.

2.11.4 Rural Infrastructure Development

It is the endeavor at Monnet Group to keep providing basic amenities to people residing in

surrounding areas. Various construction facilities have been undertaken:

Construction of boundary wall for the school.

26

Construction of toilets in schools and other areas

Shed construction inside the hospital

Renovation of old school buildings

Construction of waiting hall in the hospital

Excavation and digging of water tank

Construction of concrete roads.

2.11.5 Training and Development

At Monnet Group people are strengths. Extreme care is taken in selection of the right

manpower and developing their skills to enable them deliver the targets.

All the units maintain elaborate set up of HR functions who work very closely with

the needs of the individual as well as the organization as a whole.

HR Initiatives are planned for development in the organization and growth of these

activities depends upon the co operation shown by the individuals.

HR tools and modern HR practices are under deployment for benefiting the parties

engaged and the organization per se.

MANAGEMENT STYLE

The core of the management style of Monnet Group is shaped by the achievable highest

standards of innovation and continuously improving quality. The Group has always striven

for excellence and believed in benchmarking industry standards and implemented through

extra ordinary initiatives, decision making process, perseverance, flexibility and team spirit.

GROWTH OPTIONS

At Monnet Group, there are unlimited growth opportunities available for any dedicated and

efficient employee. The management believes in personal as well as financial growth as the

greatest motivating factors and hence innovative and attractive growth options and incentive

plans are offered to employees.

27

COMPENSATION SYSTEM

Compensation system at Monnet Group is highly rational and transparent. The Group

believes that organizations will grow along with growth of the employees and so it has

attractive compensation package and incentive plans.

TRAINING & DEVELOPMENT

At Monnet Group people are our strengths. Extreme care is taken in selection of the right

manpower and developing their skills to enable them deliver targets. All the units maintain

elaborate setup of HR functions who work very closely with the needs of the individual as

well as the organisation as a whole.

HR Initiatives are planned for deployment in the organisation and growth of these activities

depends upon the co operation shown by the individuals. HR tools and modern HR practices

are under deployment for benefiting the parties engaged and the organisation per se.

VOCATIONAL DEVELOPMENT

Monnet Group believes that every employee is an asset to the Group, regardless of the role

he/she plays. Hence full emphasis is laid towards the technical and personal development of

its members through internal as well as external training and development programs.

Monnet Group believes in maintaining a proper balance between personal and work life.

With rigorous working, there are adequate leave facilities to encourage a healthy work

environment.

The Monnet Group welcomes you to apply for fulfilling career with benefits transcending

across borders.

28

CHAPTER-3

RESEARCH METHODOLOGY

29

RESEARCH METHODOLOGY

3.1 Meaning of Research

Research refers to a search for knowledge. It is a systematic method of collecting and

recording the facts in the form of numerical data relevant to the formulated problem and

arriving at certain conclusions over the problem based on collected data. In short, the search

for knowledge through objective and systematic method of finding solution to a problem is

research. Research is done because it makes possible to make progress in a field. It is done

with the help of study experiments, observation, analysis, comparison & reasoning.

3.2 Meaning of Research Methodology

It is a systematic way to solve a problem. It is a science of studying how research is to be

carried out. It is concerned with explanation of why a particular research study is taken. It

provides necessary tools.

3.3 Statement of the problem

“Employees welfare measures , provided by the company with reference to Monnet Ispat

& energy ltd.”

3.4 Purpose of Study

To study the employees welfare activity of Monnet, and what are the facilities Monnet

provide their employees related to safety & health policy, accidental policy, emergency

condition, facility of training & development, study about fringe benefit.

3.5 Objectives of the study

To study about the Welfare Activities of Monnet Ispat & Energy Ltd.

To study Health and Safety Policy at Monnet Ispat & Energy Ltd.

To find out safety measured taken by the Company and also findings the facilities

provided by the company to suffered & injured employees.

To find out the factors which may lead to accidents at workplace?

To give recommendation & suggestion on the basis of findings with view to improve

welfare facilities & working condition.

30

3.6 Research Design

In order to understand the satisfaction of the employees a brief conversation was done with

the employees directly & a survey was done.

3.7 Data collection through questionnaire

The questionnaire is considered as the most important thing in a survey operation. The

primary data have been collected personally from the employees through questionnaire. The

employees are from different department and working at different level of organization. We

have discussed with the employees and collecting the information. The employees have been

asked to fill up the questionnaire and more over the data collection process also includes

interviews & secondary sources.

Sources for collection of data:

Primary Data: Primary data was collected by interviewing the employees through

Questionnaire from various cadres of personnel to find out the opinions regarding labor

welfare facilities; a Questionnaire is prepared so that they can express their views.

Secondary Data: Data collected from books, annual Reports of the organization are known

as secondary data. Collection of other relevant information through secondary sources like

Internal records and Journals booklets.

Reports and the manuals of the company

3.8 Sample size and Sample method

This refers to number of item to be selected from the universe to constitute a sample. The size

of sample should neither be excessively large, nor too small. It should be optimum. For the

study total sample size is taken 50 which include employees of different department and at

different level. For such type of study Convenient Sampling method has been used. In this

method, the sample units are chosen primarily on the basis of the convenience to the

investigator.

31

3.9 Data collection instrument

In this study for data collection Questionnaire instrument is used.

3.10 Data analysis technique

Percentage method is used for analysis of data.

32

CHAPTER-4

DATA ANALYSIS AND INTERPRETATION

33

Q 1) What is your opinion about the overall Employees Welfare Activity provided by the

Company?

TABULATION

Paramater Highly Satisfaction Satisfaction Dissatisfaction

Frequency Percentage Frequency Percentage Frequency Percentage

Housing

Loan

17 34 29 58 4 8

School 23 46 27 54 0 0

Hospital 23 46 25 50 2 4

Sports,

Clubs

13 26 33 66 4 8

ANALYSIS: It was analyzed that 58% & 25% of employees are satisfied with housing

facility and hospital facility, when 46% are highly satisfied with school facility, while 8% of

employees are dissatisfied with sports, clubs and housing facility.

INTERPRETATION: From the above graph it is clear that majority of employees are

satisfied with the overall welfare activity of MIEL. Company is providing facilities for

employees such as house rent allowance and medical allowance, schooling for children.

Company is also providing many additional facilities such as sports club.

0%

10%

20%

30%

40%

50%

60%

70%

Housing Loan School Hospital Sports,Clubs

Highly Satisfaction

Satisfaction

Dissatisfaction

34

Q 2) What is your opinion about the Existing Working Environment provided by the

Company?

TABULATION

Parameters Highly Satisfaction Satisfaction Dissatisfaction


Adequate

Lighting

29 58 19 38 2 4

Temperature 13 26 35 70 2 4

Cleanliness 28 56 20 40 2 4

Ventilation 19 38 30 60 1 2

Drinking

Water

16 32 27 54 7 14

ANALYSIS: It was analyzed that 58% and 56% of employees are highly satisfied with

adequate lighting & cleanliness of MIEL, and 70% & 60% of employees are satisfied with

Temperature & Ventilation, while 4% of employees are dissatisfied with these working

environment of MIEL.


satisfied with the adequate lighting, proper temperature, ventilation and cleanliness at work

place, but few employees are dissatisfied with drinking water facility outlets which should be

increased. Working environment plays a vital role for satisfying employees of the

organization. Company need to pay attention in regards of enhancing these facilities as these

are the basic needs of an employee and should be taken care of.

0%

10%

20%

30%

40%

50%

60%

70%

80%

AdequateLighting

Temperature Cleanliness Ventilation DrinkingWater

Highly Satisfaction

Satisfaction

Dissatisfaction

35

Q 3) What is your opinion about the Health facilities provided by the Company?

TABULATION



Periodic Health

Checkups

20 40 27 54 3 6

Health

Education &

Awareness

20 40 27 54 3 6

Assessment of

Health risk at

work place

15 30 31 62 4 8

ANALYSIS: It was analyzed that 54% & 62% of employees are satisfied with periodic

health checkup & assessment of health risk at work place, 40% of employees are highly

satisfied with health education & awareness program, while 8% of employees are dissatisfied.

INTERPRETATION: From the above graph it can be interpreted that majority of

employees are satisfied with health policy of MIEL. Company also provides a solution of

regular health checkup. Company conducts a health awareness program to educate their

employees about health facility. This facility should reduce the assessment of health risk at

work place.

0%

10%

20%

30%

40%

50%

60%

70%

Periodic healthcheckups

Health Education &Awareness

Aessessment of healthrisk at work place

Highly Satisfaction

Satisfaction

Dissatisfaction

36

Q 4) What is your opinion about the Safety facility provided by the Company?

TABULATION



Safety

Training

Education

20 40 27 54 3 6

Safety

Tools(helmet,

gloves,footw

ear)

25 50 22 44 3 6

Maintenance

& Checking

of machines

22 44 27 54 1 2

Frequently

Inspection by

supervisor

16 32 33 66 1 2

ANALYSIS: It was analyzed that 54% & 66% of employees are satisfied with safety training

education & inspection by supervisor, while 6% & 2% of employees are dissatisfied with

these facilities. And 50% & 44% of employees are highly satisfied with safety tools and

maintenance & checking of machines.

INTERPRETATION: From the above graph it shows that majority of employees are

satisfied by getting safety training education, hence it encourages awareness & commitment

of employees towards health & safety. By proper maintenance & checking of machines, there

is the reduction of uncertainties at work place. By timely inspection, replacement of safety

tools workers is free from safety worries at work place.

0%

10%

20%

30%

40%

50%

60%

70%

Safety TrainingEducation

Safety Tools Maintenance&checking ofmachines

FrequentlyInspection by

Supervisor

Highly Satisfaction

Satisfaction

Dissatisfaction

37

Q 5) What is your opinion about the Employees Welfare facilities provided by the Company?

TABULATION

Paramerter Highly Satisfaction Satisfaction Dissatisfaction


Personal

Loan

18 36 30 60 2 4

Education

for

Employees

Children

27 54 22 44 1 2

Transport

facility

14 28 33 66 3 6

Canteen

facility

8 16 28 56 14 28

ANALYSIS: It was analyzed that majority of employees are satisfied with Loan facility of

MIEL.44% & 66% of employees are satisfied with education for children and transport

facility, while 2% & 6% of employees are dissatisfied with these facilities.36% & 16% of

employees are highly satisfied with Loan and canteen facility of MIEL.

INTERPRETATION: From the above graph it clear that majority of employees are satisfied

with facilities of personal loan, education for children, transport facility, and canteen facility.

MIEL is successfully running a Monnet DAV Public school in Raipur for employees’

children along with transport and canteen facility. Majority of employees are satisfied with

the canteen facility & MIEL is still trying its best to satisfying the minority population.

0%

10%

20%

30%

40%

50%

60%

70%

Personal Loan Education forEmployees

Children

Transport facility Canteen facility

Highly Satisfaction

Satisfaction

Dissatisfaction

38

Q 6) What is your opinion about the Accidental Policy provided by the Company?

TABULATION

Parameter Highly Satisfaction Satisfaction Dissatisfaction


Compensation 17 34 33 66 0 0

Leave 20 40 29 58 1 2

Medical benefit 25 50 25 50 0 0

Accidental

preventive

measure

22 44 27 54 1 2

ANALYSIS: It was analyzed that 66% & 50% of employees are satisfied with compensation

and medical benefit, when 40% & 44% of employees are highly satisfied with leave and

accident preventive measures, while only 1% are dissatisfied with accidental preventive

measures and leave facility.


satisfied with the accidental policy of the Company. MIEL support their family members and

provide compensation amount in case of sudden death of employees due to accident during

working hours. If employees are injured at working place they are getting proper leave. By

giving this benefit MIEL almost achieved its height to provide best facility to their

employees.

0%

10%

20%

30%

40%

50%

60%

70%

Compensation Leave Medical benefit Accidentalpreventivemeasure

Highly Satisfaction

Satisfaction

Dissatisfaction

39

Q 7) What is your opinion about the Emergency Condition provided by the Company?

TABULATION



Fire exist 28 56 22 44 0 0

Safety

Equipment(fire

extinguisher)

33 66 17 34 0 0

Doctor 22 44 26 52 2 4

Safety drill 9 18 37 74 4 8

ANALYSIS: It was analyzed that 56% & 66% of employees are highly satisfied with fire

exist and safety equipments, when 52% & 74% of employees are satisfied with the facilities

of doctor and safety drill, while 8% are dissatisfied with safety drill.


highly satisfied with the emergency condition provided by the MIEL. If there are any

uncertainties at work place they get timely medical treatment. Company also facilitates the

safety equipment to their workers which is helping them in their work. The company has

made and following the emergency policy specially made keeping in view the safety of

workers.

0%

10%

20%

30%

40%

50%

60%

70%

80%

Fire exist Safety Equipment Doctor Safety drill

Highly Satisfaction

Satisfaction

Dissatisfaction

40

Q 8) What is your opinion about the Training & Development facility provided by the

Company?

TABULATION



Behavioral/De

velopmental

12 24 35 70 3 6

Functional 11 22 36 70 3 6

Technical 10 20 36 72 4 8

ANALYSIS: It was analyzed that 70% of employees are satisfied with training &

development facility of MIEL. Only 12% & 10% are highly satisfied with behavioral and

technical training program, while 6% & 8% are dissatisfied with functional and technical

training.

INTERPRETATION: From the above graph it is interpreted that majority of employees are

satisfied with the training & development facility. Company should conduct training program

to improve the employee efficiency, this is very helpful in development of employees and

they are given both technical and behavioral trainings. If the employee is getting proper

training their performance level is improve.

0%

10%

20%

30%

40%

50%

60%

70%

80%

Behavioral Functional Technical

Highly Satisfaction

Satisfaction

Dissatisfaction

41

Q 9) What is your opinion about the Fringe benefit provided by the Company?

TABULATION



Conveyance

facility

16 32 30 60 4 8

Insurance

facility

19 38 31 62 0 0

Free

Refreshment

10 20 30 60 10 20

ANALYSIS: It was analyzed that 60% & 62% of employees are satisfied with conveyance

and free refreshment facility, when 38% are highly satisfied with insurance facility, while

20% of employees are dissatisfied with facility of free refreshment.


satisfied with the conveyance facility, most of the employees are living far away from the

company, and company provide bus facility to satisfy their workers. In MIEL every

employees have benefited their insurance facility because in working place there is more

possibility of accidents. Employees are secured because of fringe benefits provided by MIEL.

0%

10%

20%

30%

40%

50%

60%

70%

Conveyance facility Insurance facility Free Refreshment

Highly Satisfaction

Satisfaction

Dissatisfaction

42

Q10) Are you satisfied with the facility provided by the Company?

Option Frequency Percentage

Highly satisfaction 50 100

Satisfaction 50 100

Dissatisfaction 0 0

ANALYSIS: It was analyzed that employees of MIEL are highly satisfied or satisfied with

the welfare facilities provided by company.

INTERPRETATION: From the above graph employees are satisfied with the overall

facilities provided by the MIEL such as housing facility, loan, transport facility, education for

their children, medical facility and also the factory premises facility such as canteen, drinking

water, in emergency condition provide proper medical treatment, employees are also

benefited by the safety training education and health education & awareness program.

0

10

20

30

40

50

60

Highlysatisfaction

Satisfaction Dissatisfaction

Frequency

Percentage

43

CHAPTER-5

FINDINGS

44

5.1 FINDINGS

1) Employees of MIEL are satisfied with the welfare facilities like canteen, drinking water

and security facility at township.

2) Safety Awareness Programs are organized every week so that safety of the employees can

be ensured by making them aware of the safety measures that should be taken care of

during work hours.

3) MIEL provide recreational facilities & amenities to its employees.

4) Company focuses on CSR activities also to a greater extent.

5) The Company makes an Emergency Policies for its employees in order to provide them

greater amount of satisfaction.

6) The induction program are properly conducted which clearly explain the job role of a

candidate.

7) The training and development initiatives are highly taken ahead for all the employees and

workers in behavioral and technical areas.

8) Regular Health Check-ups are organized so that the health state of the employees can be

checked & improved.

9) The compensation system provided to employees is found satisfactory.

10) MIEL can be considered as having a good loan and advance policies keeping in mind the

level of satisfaction of its employees.

11) Bus facility is provided for the employees coming from other nearest places of the plant.

12) Company is maintaining good relationship with their employees.

13) Good relationship between all levels of management was found.

45

CHAPTER-6

SUGGESTIONS

46

6.1 SUGGESTIONS

1) Timely inspection replacement of safety tools and machines must be done, so that workers

are free from safety worries at work place.

2) The organization should make effective arrangement for sufficient drinking water for all

workers in the factory.

3) The company should enhance the canteen facility according to the requirement of

workers.

4) Company should encourage workers involvement in all the events arrange by company.

5) Safety programs should be conducted and best employees must be awarded, it encourages

awareness and commitment of employees towards health and safety.

6) Proper care should be taken when employee working in dangerous machine.

7) Company can also set up more sports, cultural activities and family get together which

will improve employee satisfaction and productivity.

8) Grievance should be properly handled by the company.

9) Work culture in relation to the time perspective can be enhanced to an extent.

47

CHAPTER-7

LIMITATIONS

48

7.1 LIMITATIONS

1. The reliability & the validity of the study depend upon the reliability & validity of the

questionnaire.

2. There are more dimensions for studying recruitment & selection process. The present

study includes only few dimensions.

3. The responses given by respondents were not always accurate because the

respondents gave the response according to their understanding.

4. Survey is a time consuming process but the time to collect the data for research was

very less.

5. Sometimes the respondents are not willing to fill the questionnaire and hence the

resultant may not be correct.

6. Sample size of only 50 was taken.

7. Time limit is another constraint.

8. The area for research was restricted to Raipur region only.

49

CHAPTER-8

CONCLUSION

50

CONCLUSION

The employees of any organization are its life blood. The philosophy of healthy organization

is to establish employee safety measures and welfare activities which give an opportunity for

the workers to express their social responsiveness towards the welfare scheme offered to

them. We can also say that HR department in Industrial organization is to lay concentration

on welfare measures to be undertaken.

My project ‘Employees welfare’ at Monnet Ispat & Energy Limited, Raipur’ deals with what

are the welfare activity being conducted by MIEL to satisfy its employees. During the course

of my project I conducted a survey to know the satisfaction level of employees towards

welfare activities of MIEL. It was found that most of the employees are satisfied with the

welfare facilities provided by the MIEL. Company also focuses on CSR activities to a greater

extent. Company works for the welfare of its employees and along with it the company has

worked with great excellence since many years.

Employee welfare plays a vital role in every organization. The quality and productivity of

manpower depends on the welfare measures provided by the organization.

By conducting this study I have acquired deep knowledge regarding employee welfare in

MIEL and how it contributes towards the organizations success.

51

REFERENCES

52

ANNEXURE – V: REFERENCES

Citation from Books:

o T.N. Chhabra – Human resources management, Dhanpatrai & co.,

New Delhi.

o C.R. Kothari – Research methodology methods & techniques, new age

international limited, New Delhi, Second edition.

o K.Ashwathapa, Human resources management, Data McGraw hill

New Delhi, Sixth edition

o MIEL magazines

Citation from Website:

www.monnetgroup.com

www.humanresourcebasic.blogspot.com

http://www.managementstudyguide.com/compensation-management.htm

http://www.successfactors.com/compensation-management/

http://www.hrmasia.com/resources/compensation-benefits/812/

http://www.wikipedia.org/

http://www.monnetgroup.com/

http://www.humanresourcebasic.blogspot.com/

http://www.managementstudyguide.com/compensation-management.htm

http://www.successfactors.com/compensation-management/

http://www.hrmasia.com/resources/compensation-benefits/812/

http://www.wikipedia.org/

53

APPENDICES

54

QUESTIONNARIES

Dear respondent,

This survey is being conducted as a project work for academic purpose. All the information

will be kept confidential. Thanks for your valuable cooperation.

(SAVANT BAHADUR SINGH, STUDENT OF M.B.A DIMAT)

“SATISFACTION SURVEY OF THE EMPLOYEES TOWARDS WELFARE

ACTIVITY OF MONNET RAIPUR”

Demographic Information

1. Name of Employees :___________________________

2. Designation:__________________________________

3. No. of years working in Company:_________________

4. Department:__________________________________

5. Age:_________________________________________

Q.1) what is your opinion about the overall Employees Welfare Activity provided by the

Company?

Parameter Highly

Satisfaction


Housing facility

School

Hospital

Sports, Clubs

Q.2) what is your opinion about the Existing Working Environment provided by the

Company?

Parameter Highly

Satisfaction


Adequate Lighting

Temperature

Cleanliness

Ventilation

Drinking Water

55

Q.3) what is your opinion about the Health facilities provided by the Company?

Parameter Highly

Satisfaction


Periodic Health checkups

Health Education & Awareness

Assessment of Health risk at work

place

Q.4) what is your opinion about the Safety facility provided by the Company?

Parameter Highly

Satisfaction


Safety Training Education

Safety

Tools(helmet,gloves,footwear )

Maintenance& Checking of

machines

Frequently Inspection by

Supervisor

Q.5) what is your opinion about the Employees Welfare facilities provided by the Company?

Parameter Highly

Satisfaction


Personal Loan

Education for Employees Children

Transport facility

Canteen facility

Q.6) what is your opinion about the Accidental Policy provided by the Company?

Parameter Highly

Satisfaction


Compensation

Leave

Medical benefit

Accident preventive measure

56

Q.7) what is your opinion about the Emergency Condition provided by the Company?

Parameter Highly

Satisfaction


Fire exist

Safety Equipment (fire

extinguisher)

Doctor

Safety drill

Q.8) what is your opinion about the Training & Development facility provided by the

Company?

Parameter Highly

Satisfaction


Behavioral/Developmental

Functional

Technical

Q.9) what is your opinion about the Fringe benefit provided by the Company?

Parameter Highly

Satisfaction


Conveyance facility

Insurance facility

Free Refreshment

Q.10) Are you satisfy with the facility provided by the Company?

Yes:___ No:___

Thank you for doing the needful and for sparing your valuable time.

57

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