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DESSERTATION REPORT

ON

“A Study on Employee Welfare Measures”

SUBMITTED TO UTTRAKHAND TECHNICAL UNIVERSITY IN


PARTIAL FULFILMENT OF

“MASTER IN BUSINESS ADMINISTRATION”

SUBMITTED BY

ROHIT KUMAR

M.B.A (IV SEMESTER)

(2009-2011)

UTTARAKHAND TECHNICAL UNIVERSITY

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CERTIFICATE I

This is to certify that aforesaid candidate of MBA of the TULA’S Institute of technology have

satisfactorily completed the DESSERTATION REPORT on the topic “A STUDY

ON EMPLOYEE WELFARE MEASURES in AQUAMALL WATER

SOLUTIONS, DEHRADUN” as per the rule of UTTARAKHAND

TECHNICAL UNIVERSITY, DEHARADUN in the academic session 2009-

2011.This report is an authentic record of his work, carried out under my supervision.

The performance was satisfactory during the development of the project.

Internal faculty guide:

Miss Neha Malhotra


(Asst. professor)
Tula’s Institute, Dehradun

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ACKNOWLEDGMENT II

First and foremost we thank god for his blessings showered on us for completing the project
successfully.
I take this opportunity to express my deep senses of gratitude to Mr. Vijay Kumar Raman
P., Director and C.E.O, Aquamall Water Solutions, Dehradun.

It is also our privilege to express our sincere thanks to Mr.Bhagwati, H.R.Manager,


Aquamall Water Solutions, Dehradun. for having given us an opportunity to do this project
work in their esteemed organization.

I am also bound to give my sincere thanks to our Mr.Sukant Vishwakarma Head of


Department, Department of Management studies. Tula’s Institute,Dehradun for his
benevolent and noble assistance in doing the project.

I profoundly express our indelible indebtedness to Ms.Neha Malhotra, Asst. professor,


Tula’s Institute,Dehradun, who through her immense knowledge greatly helped & guided
us in this endeavor. They were very generous in suggesting improvements and supervising
this work all through & her constant interest and guidance helped us to complete this project.

Thank you
(ROHIT KUMAR)

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PREFACE
III
Classroom teaching helps the students by making conceptual base clear, but on the job

training is the practical way, which helps the students to get the practical knowledge of the

concept.

Normally the students are not aware of actual requirement in the practical field keeping in

view this fact, a system of industrial training is has been established to make the students

aware of actually difficulties that come in the way of practical field, which is not taught in the

course of their education.

Industrial training at Aquamall Water Solution Limited has given me a great experience. I

was required to prepare a training report on the topic of “A Study on Employee Welfare

measures”. The Human Resource department of the office has helped me lot to prepare this

project report.

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CONTENTS IV
Certificate from Institute……………………………………………..I
Acknowledgement…………………………………………………….II
Preface………………………………………………………………...III
Contents……………………………………………………………….IV
Executive Summary…………………………………………………..V
Objectives of study……………………………………………………VI
1. About Company………………………………………….10-29
• Company’s Profile
• Activites
• Core values

• Work culture
• Company’s values & benefits

• Welfare activities

• HR Practices

• Board of Directors

• Human Resources Management in AWS


• Aquamall Water Solution LTD
• AWS HR Vision
• AWS HR Mission
• AWS HR Objectives
• Personnel policies
• Main functions of HR Department
• Responsibilities Of HRD
• AWS Plant at Dehradun
• Brands

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2. About Topic……………………………………………………30-37

3. Review of Literature…………………………………………..38-41

4. Research Methodology………………………………………..41-60

a) Sample size

b) Sample unit/profile

c) Method of Sampling

d) Location of study and subject

e) Parameters of Study

f) Method of data collection

g) Tools for analysis of Data

h) Limitations of study

5. Analysis & findings of

research……………………………………………………………61

6. Recommendations for the company……………………………..62

7. Conclusions from research……………………………………….63

8. Bibliography……………………………………………….………64

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Executive Summary V
The human resource has immense potential. The role of economic development of any nation

depends on the degree of effective mobilization of these resources. The economic planning

envisaging material progress should count on the role of human labour for harnessing the

physical resource of the economy .As human resources from the basis of very existence of life

on the earth of late, the government of India has set up an Independent Ministry of HRD to

carter to the all around development of human resource.

Labour, as a factor of production has certain characteristics that set it apart from others while

land and capital has no mind of their own, labour dose have it. The physical presence of

labour combines with his attitude carves out a special place for labour in the production

process.

The attitude of labour toward the worker holds the key for his performance and unless a

labour is enthusiastic , committed and devoted ,the fruit of his abilities innate acquired and

developed can not be repeated. It can be said without any hesitation that all industrialist

should realize that “one can buy a man’s time the physical presence at a particular place ,

even few muscular movements, but enthusiasm , initiatives, loyalty and devotion to duty can

not be bought”. Labour marks a distinction from other factors of production on two counts.

a) Management, supervision, organization, co-ordination and such other functions owe

their origin to labor.

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b) Unlike capital, which is a depreciating assert, labour is doubtedly an appreciating

assert, contributing more and more to productivity with the advancement in experience

and expertise.

When labour occupies such as prominent place and has a pivotal to play, it is necessarily

may be imminent to provide for its performance through creation proper industrial

atmosphere. Thus the workers performance depends upon the physical and mental

capabilities, which is in turn depends on various factor like working and living condition,

education, health, hygienic and sanitation. In view of the several peculiarities of Indian

Labour composition, Migratory nature, low level of living etc., the importance of these

welfare activities need explict emphasis.

Labour is an asset of every company. The needs of the labour must be satisfied in order to

meet the goals of the organization. Any organization would be effective only when there is

high degree of co-operation between the labour and management. Management seeks co-

operation between the labour force by providing welfare facilities. These welfare facilities go

a long way stimulating interest in the workers to produce their full capacity and pay a good

return to management in the long run. Therefore, labour welfare activities act as motivators

And the rest in the higher productivity and the profit . It also enables the worker employed in

industries to perform their work in healthy congenital surrounding conductive to good health

& high morale Any attempt to increase the productivity of efficiency of labour can bear fruit

only if the workers are given the right type of environment and are provided with those basic

amenities of life which have direct bearing on his physical efficiency. Thus plan of labours

welfare regard as an important part of scheme for rising efficiency of labour.

PROBLEM OF THE STATEMENT:

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Researcher project titled “A Study On Employee welfares Measure With Special Reference to

Social security in “. In this project the reseacher to know the labour welfare measures provide

in the Aquamall Water Solutions, and to study the various dimensions of employee welfare

measures as precevied by the worker and to the perception of the respondents regarding the

various labour welfare provided to them and to suggest to suitable measures to enhance HRD

intervention used in improve the welfare facilities.

OBJECTIVES VI
1. To study the level of satisfaction of various employee welfare measure with special

reference to social security in Aquamall Water Solutions,Dehradun.

2. To study the employee welfare measure with respect to work environment factor, convince

factor, work health factor, women and child welfare factor worker’s education factor and

outside welfare factor.

3. To suggest suitable recommendation to improve employee welfare measures in Aquamall

Water Solutions,Dehradun

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10
We shall achieve growth by continuously offering unique products
and services that would give customers utmost satisfaction and
thereby be a role model”

Profile

Chapter 1
About the Organization

M/s Aquamall Water Solutions Ltd. is a manufacturing Division of Eureka Forbes

Limited. The Company is manufacturer of Water Purifiers in the brand name of

“AQUAGUARD”. The company was originally was established in the year 1980 in

name of A. P. Industrial Components Private Limited (APIC) at Hyderabad. The

company commenced production of Water Filter-cum-Purifiers in1981.

In early 1983, APIC became a wholly owned subsidiary of Eureka Forbes Limited, a

subsidiary of Forbes Gokak Limited. It became a deemed Public Limited Company in

December 1985. APIC, the world’s largest producer of UV based Water Filter-cum-

Purifiers, was rechristened Aquamall Water Solutions Limited on 20th March 2002.

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1.1 - Manufacturing Facilities:

Aquamall, currently, has three ISO 9001:2000 & ISO 14001 certified State-of-the-Art

manufacturing facilities. With its registered office at Hyderabad, the first Aquamall factory was set

up at Sanathnagar, Hyderabad. The second factory was established, as a part of the expansion

programme, as a part of the expansion programme, in Bhimtal near Nainital district in Uttar

Pradesh in 1989-90, to manufacture Water Filter-cum-Purifiers, Water Filter Cartridges, Flexible

Food Grade Pipes/Tubes and Water Testing Kits.

To meet the growing demand in the market and to develop new products in the field of water

purification, Aquamall established a third factory at Bommasandra, Bangalore in 1997-98. This

factory is equipped with state-of-the-art facilities with the latest modular cell concept. All Aquamall

factories are well equipped with stationed Water Labs to check the water quality of the Water

Filter-cum-Purifiers.

Further to cater the demand of eastern region, one factory was established in Meghalaya near

Gowhati in the year 2002 in the name of Forbes Aquamall Ltd. Due to sudden fire in May 2004, the

Hyderabad factory was totally exhausted hence the operation was not possible there. Therefore,

the operation was shifted in the Year 2005 to Baddi (Near Chandigarh).

After such network and further demand of products, it was felt by the management to establish one

more factory in northern regions. Considering the same, a very huge factory is established in

LalTappar Industrial Area in District Dehradun. This factory came into the operation in November,

2007 in operation. The factory building is having about 3 acres of land and the building is really

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state of art built. The Corporate office for all locations i.e. Bhimtal, Baddi, Banglore, Meghalaya

and Bhimtal is also shifted from Hyderabad to Deheradun.

1.2 - The organization structure –


The organization structure at corporate level as well as
Dehradun factory is mentioned below:

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1.3 - A Track Record of Trust

Aquamall has sold over 3 million water purifiers in India, satisfying the water needs of over

15 million people. Most of its products are ISI certified.

Besides establishing a huge presence in India, the company exports to other SAARC

countries, the Middle East and Africa. A special landmark in its history has been the export

of 160 UV purifiers to the United States of America.

1.4 - The Products

Aquamall’s original product, Aquaguard, has undergone several modifications. It has a

variety of designs and models available today, but the fundamental design remains the same.

It has a three-stage purification process consisting of:

• Pre-filter stage, which ensures that physical impurity, is removed completely

• Activated carbon filtration stage, which ensures complete removal of chemical impurities

• UV Purification stage, to deactivate all harmful bacteria and viruses

The list of major products is mentioned below:

 Aquaguard – Classic,

 Aquaguard – Enova,

 Aquaguard – Reviva

 Aquagurad – R O

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 Aquaguard – Total Sensa

1.5 - New Innovations

The success of Aquamall can be attributed to constant product upgrades and development of

new products to meet the customers’ requirements. 2002 saw the launch of the Aquaguard i-

Nova, a water purifier for the Internet age.

Besides its sleek looks, the I-Nova comes with a Micro Controller Scan System or a mini

brain that constantly monitors the electronics of the purifier and detects when it needs

attention. It has a provision to alert the service centre through the existing phone line. A

technician is informed and he is sent to inspect the system, thus saving both time and energy.

Very futuristic, the i-Nova has a micro-chip that tells in advance about the need to replace the

sediment filter, activated carbon block or UV lamp, called the Intelligence Quotient Alert

System or the IQA, this enables one to call a service representative ahead of schedule so that

he is assured of safe drinking water all the time.

The Forbes AquafloDesigna, the elegant UV purifier, was also introduced in 2002. The

stylish 3-stage water purifier can be placed conveniently on the counter or mounted on the

wall. Complementing the refined taste for safe drinking water, the Designa has a special dual

filter cartridge which removes suspended impurities, odour, bacteria and viruses.

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THE JOURNEY TOWARDS SUCCESS
(Mile Stones)
1984 Introduced the first UV based Water Purifier in India – Aquaguard
1988 Introduced
fluctuations.
the in-built Voltage stabilizer to tide over voltage

Introduced silver-impregnated carbon to check bacterial growth


1992
Introduced the Polypropylene candle as the pre-filter candle
1993
Introduced Aquaguard with high flow-rate )3 1/min) for institutions
1994
Launched Pump model for areas without running water
1995
Introduced Cooler-cum-Purifier for institutional customers
1995
Introduced new model with higher flow-rate of 101/min for offices
1996 and institutions
Introduced the decalcification system, and products like water
1997 softeners and Iron removers
Launched economy model of UV based purifiers-Aquaflo
1998
Launched the first designer model, Royale, with improved aesthetics
1998 and electronics
Introduced Compact cartridge, integrating the sediment filter candle
1999 with activated carbon to enhance filtration performance.
Introduced the most advanced UV water purifier with improved
2000 filtration, better flow and an auto-flush system – Nova. Also features
the microchip –based system IQA – Intelligent Alert system
Introduced resin based purifier, Aquapower and 3-in-1 storage
2001 purifiers for the low-end market
Launched the first UV based water purifier with MCS or the mini-
2002 brain I-Nova, in India. Also introduced a new sleek UV purifier
Designa
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Setting of New Location at Baddi
2004
Land Purchased for New Location at Dehradun
2005
BhoomiPoojan at Dehradun
2006
Starting of Dehradun Factory & Corporate Office at Dehradun
2007
Dehradun Factory Administratively completed
2008
Jan. Worn the Golden Peacock Award for “Aquaguard – Total Sensa”
2009

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1.6 - Financial Status
Over the past decade, the company has been growing constantly at a compounded rate of 15%.

Aquamall posted a turnover of the year 2008 over Rs.261982205 lakhs and the net profit after tax

Rs.137962489. March 31st 2008.

1. 7 - The Future

Aquamall is developing new water solutions, which are currently being tested. These include water

purifiers based on Reverse Osmosis technology. Also on the anvil are arsenic and lead removal

systems. Five-stage purifiers including hot and cold water dispenser will also be introduced soon.

Thus, the quest for excellence continues. The plans for introducing new products and solutions for

satisfying the drinking water needs of the people will see results in the coming days.

Eureka Forbes Limited (EFL) is in the business of Health, Hygiene and Security. EFL markets

Vacuum Cleaners, Water Purifiers, Air Purifiers and Security Systems.

Water Purifiers are manufactured by its 100% own subsidiary Aquamall Water Solutions Limited

and procures Vacuum Cleaners from FAL Forbes Group.

EFL is the Asia largest product selling Company with more than 4,500 customer’s specialists. EFL

markets Aquaguard brand water purifiers are world largest domestic UV based purifier systems.

Customers’ specialists of our Company go out and meet individual customers and sell the product.

Hence, it would be difficult to identify large customers as we have more than 4000 customers coming

into the customers’ list every year.

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1.8 - About H R Practices –
M/s Aquamall Water Solutions Ltd., believe in best H R Practice and have approved H R Manual for

H R Policies and practices. The company also believes in Human Capital Development. Hence,

regularly organize Training Programmes. The Induction Module for New Joinees is unique one. Every

employee in the grade of Asstt. Manager and above is put for about 15 days under induction and

deputed to all locations for training and familiarization. The employees below the grade of Asstt.

Manager are put under orientation programme in the related office or factory concerned.

The following are few major H R Policies of the organization –

 Hardship Loan:

 Housing Loan:

 Two-Wheeler:

 Car (Four Wheeler) Loan:

 Policy on Financial Assistance to Employees for Higher Education:

 Own Your Computer Scheme:

 Own Your Car Scheme for Management Staff:

 Scheme for provision of Furniture / Equipment to Managing Staff:

 Land Line Telephone Expenses Reimbursement:

 Policy on Mobile Phone Reimbursement:

 Group Medic Liam Policy:

 Holidaying Facilities

Euro Whiz – Recognition for Top Academic Performers among Children of Aqua champs:

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Objectives (welfare activites in Aquamall)

• To reward outstanding academic performance by children of Aqua champs.

• To create a feeling of belonging / solidarity amongst all employees towards the organization.

• To generate a feeling of involvement with the entire family of the Aqua champ.

Eligibility: Children of all Permanent employees in Aquamall.

Guidelines:

• The award will be applicable to children of employees studying in Class I to Class XII.

• The child should have secured a minimum score of 80% in the final examination conducted

by a recognized school / college / university.

• The institution conducting the examination should be an Indian establishment.

• The award will not be applicable to children of employees pursuing educational courses

through correspondence.

• The award is restricted to 2 children per employee.

Procedure: An Employee whose child fulfills the above criteria should follow the procedure as outlined

below

• Make a formal application to the HOD – Human Resources through the Unit Head / Functional

Head as the case maybe.

• The mark sheet or report card in original together with a copy should accompany the application.

In case the original has been submitted to the college / institute for admission, a photocopy of the

same, duly attested by the principal of the educational establishment declaring the results, should

accompany the application.

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• The HOD – Human Resources will verify the copy of the mark sheet / report cards against the

original and duly attest it as being a true copy.

• The application along with the copy of the report / mark sheet will then be forwarded to the

Corporate HR department.

• In case an application meets all the criteria laid down, the Corporate HR department will arrange

to release the award together with a congratulatory letter signed by CEO.

Award

 The company will distribute the following ‘Cash Awards’ for meritorious academic
performance:

Class
Amount
1 - 9 Rs. 1,000/-
10 Rs. 3,000/-
11 Rs. 1,000/-
12 Rs. 5,000/-

• The award will not be applicable in case of supplementary/ mid-term examinations.

• The Students who have been designated as Euro Whiz each year will receive an award as detailed

above along with a congratulatory letter signed by the Director and CEO.

 Euro Genie:

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All employees across all factories are entitled to the following benefits:

Occasion Memento Responsibility

On Wedding Anniversary Greeting Card & Cake Functional Head / factory HR

On Birthday Greeting Card & Cake Functional Head / factory HR

On Wedding Day Gift Aquaguard to the couple Functional Head / factory HR

 T A – Rules etc.

1. 9 - List of Board of Directors

1- Mr. S. L Goklaney – Chairman,

2- Mr. P J Reddy – Director

3- Mr. A V Suresh – Director

4- Mr. J N Ichhaporia – Director

5- Mr. Vijay Kumar Raman P. – Director & C.E.O.

1.10 - The manufacturing locations and their addresses –

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Sl.No. Location Address Telephone
Number

Delhi A 57 /4, IInd Floor, Okhla


1 011 30881467
Office Industrial Area, Phase II,
New Delhi – 110 020

LalTappar Industrial Area,


2 Dehradun 0135 2499161
Majri Grant,
Dehradun – 248 140

Hiltron Electronic Complex, 05942 247115


3 Bhimtal
Mallital, Bimetal (Nainital) – 05942 247086
263 136

121-122, EPIP Phase –I,


4 Baddi 0179 5271841
Jharmajri, Baddi, Distt.-Solan
(H.P.) – 173 205

143, C-4, Bommasandra


5 Banglore 080 22631000
Industrial Aread, Off Hosur
Road, Banglore – 562 158

9th Mile G S Road, Vill.-


0361 2895155-
6 Meghalaya Baridua, Distt. Ri-bhoi, P.O. –
57
Amerigog,
Meghalaya 781 023

HUMAN RESOURCE MANAGEMENT IN


AQUAMALL WATER SOLOUTION.
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AWS considers the HR to be its greatest asset in its stride to archive corporate excellence. The
success of the company is due to its strongly, highly motivated, professionally competent
committed multidisciplinary work force. Several initiatives and measures have been taken to
ensure that HR is managed and developed office lively.

AWS, provide both, the opportunity as well as the environment to learn, develop and grow.
Employees will be considered for promotion provided they have shown the abilities for the
following:

Their current job content has increased.


Their performance is best in their department.
They meet the requirements of higher jobs.

At AWS, the selection process ensures that only the most competitive joins the team. They
strive to develop and gear Human Resource for higher achievement through constant
motivation, training and employee development programmed. They believe there is more to
Human Resource than merely meeting company’s targets.

AWS HR VISION

To attain organizational excellence by developing and inspiring the true potential of the
Company’s human capital and providing opportunities for growth, well being and enrichment.

AWS HR MISSION

To create a value and knowledge based on organization by initiating a culture of learning,


innovation and team working and aligning business priorities with aspirations of employees
leading to development of an empowered, responsive and competent human capital.

PERSONNEL POLICIES
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"AWS performance
improvement/enhancement system”

At AWS, we carry out a formal exercise in which we assess your performance in terms your
contributions made towards achieving the organization objectives, your strengths and
development needs etc.

It is aimed at providing feedback to help you improve your performance, to identify a career
path for you and your performance, to identify a career path you and serve as an input for
remuneration and reward decision.
Appraisals at AWS are done on every six months.

We have a performance appraisal Programmed (PAP). The PAP assesses the


staff on the following scale:

1. Value of contribution

2. performance by standards

3. Supervisions required

4. Sense of responsibility

5. Emotional Maturity

6. initiative & innovativeness

7. Team work and Managerial Skill

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MAIN FUNCTIONS OF HR DEPARTMENT
• To create smooth people functioning.

• To provide environment filled with ease, liberty for people to work.

• To create equal & suitable beneficial policies.

HRD is the backbone oh the any organization. HRD provides the right person with the right
job or vice-versa, as an ongoing process in itself. It creates a conductive environment having
constant learning opportunities. It also initiates, monitors & manages the process of
“Appraisal”, its feedback and resulting key factors, after which any action (training,
correction or motivational methodologies in references to the same is taken note of by HRD).
It provides and ensures a cozy feeling environment of participation, team spirit and a
projection of a close-knit family. HRD ensures quality behavior of all, thereby maintaining a
disciplined & professional environment. It also ensures the effectiveness and efficiency of all
team members in their respective functions and guides the heads in achieving the goals &
objectives, through motivational training sessions which are held frequently, internally as well
externally, so as to boost the morale of individual performers. HRD makes “AWS”.

RESPONSIBILITIES OF HRD
• To Provide the Right Person at Right Job

• To create opportunities for employee training and development continuously in the


areas of Behavior, Skills and knowledge.

• To facilitate the process of Performance Management.

• To ensure timely availability of Welfare Measures/ Salaries/ Perks/ Allowances.

• To facilitate harmonious relationship and ensure implementation of healthy HR


practices.

• To develop the understanding about responsibility as to why and by whom it is done..

• To the familiar with the working of SAP.

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ACTIVITIES
RECRUITMENT:-
Candidates are sourced through consultants, advertisements and by utilizing in-house resources.

SELECTION:-
All selections are based on interviews. Sales Representatives and Sales Officers are
selected at the Regions using selection instruments while selection of all others is done at
the Corporate Office. HRD involves in the entire process.

INDUCTION:-
The induction program introduces the new entrants to various aspects of the business.
Vision, Values & Beliefs, Goal of the company, the role of various functions and group
companies, through interactions with departmental heads and other senior employees of
the organization.

TRAINING:-
Our main focus is on in-house training. Training Needs are identified through Appraisals,
recommendations by superiors and functional heads. We also sponsor employees for
external programmes. Efforts are also taken to develop internal trainer. On the job training

is our prime priority.

PERFORMANCE MANAGEMENT:-
Employee performances are reviewed once in every quarter using the Performance
Tracking System (PTS). The PTS is used to list down the Key Result Activities (KRAs) of
an employee after mutual agreement between the superior and subordinate. Performance
is evaluated against the KRAs agreed upon. At the end of the year the overall performance
scores are consolidated for the purpose of rewards and development.

COMPENSATION MANAGEMENT:-
Salaries fixed based on one’s Qualification, experience and is much competitive when
compared to similar industry.\

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PERSONNEL POLICY:-
The personnel policy document is a consolidation of various policies pertaining to
employee welfare, transfers, service awards, leave, and discipline and travel regulations.
This policy is available at all Regional Offices and Corporate office.

PERSONNEL ADMINISTRATION:-
To coordinate and to ensure that the day to day operations are attended too and running
smoothly.

INDUSTRIAL RELATIONS:-
This function ensures congenial working atmosphere, adherence to policies and
procedures, and also to ensure discipline. Efforts are taken to facilitate dialogue with
workman representatives for smooth functioning.

LIBRARY:-
A library is maintained by HRD, which has books on various subjects. The main objective
of the Library is to make learning a continuous process in the organization.

EMPLOYEE SATISFACTION SURVEY-


It is carried out to diagnose employees satisfaction and opinion and work related areas.
Based on the outcome of the survey, actions are initiated to rectify deviations. The
outcome of the exercise is communicated to all the employees. This exercise is undertaken
every year.

WELFARE MEASURES:-
The companies’ welfare facilities are as follow-

1. Group Mediclaim Policy

2. Group Personal Accident Policy

3. Group Insurance Scheme

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4. Group Superannuation Scheme

5. Group EDLI Scheme

6. Salary Advance/ Loans

7. Leave

8. Provident Fund

29
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About the Topic
INTRODUCTION:
The term welfare Suggest many meaning such as the state of well being, healthy happiness &
development of human resource. The concept of welfare has been described state as tool
concept .It describes state of existence involving, physical, mental, moral emtion well
being .The social concept of welfare of man and his family hic community. There is
interconnection of there aspect .In the sense that all the three works together or individual
supplement on another,in a three dimensional approach Each serving are ends.

Definition:
The term labour welfare is one, which tends itself to various interpretation and it has not
always the same significance in different countries . As appointed out by the same
significance in labour ,the term “welfare” as applied to the Industrial worker as author James
ODD Remarks ,”a series of supply diverse option exists on motives merits Industrial welfare
work.

LABOUR WELFARE:
According to proud, welfare work refers to the effort on the part of employee to improve
within in the existing Industrial system, the condition of employment in their own factories.

PRINCIPEL OF LABOUR WELFARE:


Labour welfare is dependent on certain basic principles, which must be kept in mind
properly followed to achieve a successful implementation of welfare programmes

SOCIAL SECURITY:
According to the WILLIAMBEVERIDGE “a means of securing an income to take the place
of earning s when they are interrupted by an unemployment ,sickness or accident to provide
an income up to a minimum and also medical treatment to bring the interruption of earning to
an end as soon as possible.

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CONCEPT:
• Social security is primarily an instrument of social and economic justice.
• Social security is the security that society furnishes through appropriate
organization against certain risk to which its member is exposed.

OBJECTIVES OF SOCIAL SECURITY:


The objectives of social security can be sub-summed under three categories
1. COMPENSATION
2. RESTOATION
3. PRVENTION

COMPENSTION:
 It ensure security of income
 It is based on this consideration that during the period of contingency of risk

RESTORATION:
It con notates cure of one’s sickness.

PREVENTION:
These measures imply to avoid the loss of productive capacity due to sickness unemployment
or invalidity to earn income.

SCOPE:
The term “social security” is all embracing .the scope of social security is
It covers the aspects relating to social economic justice.
Social security schemes furnished by the government are broadly classified into two types ,
1. SOCIAL ASSISTANCE
2 .SOCIAL INSURANCE

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1.SOCIAL ASSISTANCE:
It refers to the assistance rendered by the government to the needy persons with out asking
them contribution to be entitled to get such assistance
Social assistance includes those benefits which provided by government with out any
Contribution form workers and employer.
• Workmen’s compensation, maternity benefits, old age pensions,

2.SOCIAL INSURANCE:
*It refers to scheme of maintaining fund from the contribution made by the employees
and employer with or without a subsidy from the government
*It can be defined as device to provide benefits as of right for persons of small earning .in
amounts which combine the contributive efforts of the insured with subsidies from the
employer and the government

SOCIAL SECURITY MEASURES IN INDIA:


In the pre-industrial society, security against various contingencies was provided by the
institution like joint family, caste, guild, village community, religious institution, etc
.Eventually; the emergence of industrial revolution changed both the nature of nines security
as well as the remedies provided for it. The United States of America is considered to be the
birth place of modern social security Act, 1935 under which a United Social Insurance System
was established as the first major step taken in the field of social security .An old age pension
system was also established by the Act of 1935. In 1938, a social security Board was set up to
administer social security measures in the United States. Later on, the term “social security”
was adopted in various countries, of course, in different forms.
The introduction of social security measures in India is expectedly a recent one. In fact, the
making of climate for industrial security in India started from the 10 th session of the
International Labour Conference held in1927 in which two convention and recommendations
were adopted for social security in the country.
These were discussed thread by bare in the Indian Legislatively Assembely in1928. However,
the Assembely resolved that the introduction of any comprehensive scheme for social security
on the lines proposed by the ILO was impracticable under conditions then prevailing in the
33
country .Later, the preparatory Asian Regional Labour Conference, held in New Delhi in
1947 adopted a comprehensive resolution on social security implementation in various Asian
Countries. Following this resolution, the Employees State Insurance Act, 1948 was enacted in
India to inaugurate the social security measures in the country.

As stated earlier, India, as a “Welfare State”, is expected to take care of the citizens from the
‘cradle to the grave’. It is this realization; the constitution of India lays down that the State
shall, within the limits of its resources and development, make effective provisions for
securing public assistance in event of unemployment, old age, sickness, and disablement. The
constitutional obligation has served as epoch-making in India’s effort in the field of social
security schemes have been introduced in the country. Among the social assistance schemes,
old- age assistance schemes are the most important ones. It was the Government of Uttar
Pradesh who introduced old-age assistance scheme for the first time in 1957. The scheme was
designed to pay a monthly benefit to needy individual over the age of 70 years who had no
one to support them. Later on, similar schemes were introduced in Andra Pradesh yes, the
eligibility condition to avail of these benefits and level of benefit differ across the states.
Subsequently, with increasing need for social security along with the increasing level of
national protection against uncertainties in their lives.

SOCIAL SECURITY LEGISLATION IN INDIA:


In her drive to provide protection to the needy workers, the Government of India has made the
various enactment from time to time. The important among them are:
1. The Workmen’s Compensation Act’1923.
2. The Employee’s State Insurance Act, 1948.
3. The employee’s provident Funds and Miscellaneous Provision Act, 1952.
4. The Maternity Benefit Act, 1961.
5. The Payment of Gratuity Act, 1972.
The social security provisions in these Acts are now briefly outlined as under.
The Workmen’s Compensation Act, 1923:
This Act is the first planned step in the field of social security bin India. The main objective of
the Act is to ensure compensation to workers for accidents occurred during the course of
employment. The main features of the Act are as fallow.
34
COVERAGE:
This act covers workers employed in factories, mines, plantations, mechanically propelled
vehicles, construction work, railway, ship, circus and other hazardous occupations specified in
schedule II of Act .It does not apply to the Armed forces, casual workers and workers covered
by the Employee’s State Insurance Act1948.

ADMINISTRATION:
The Act is administered by the State Government by appointing commissioners for this
purpose under Section 20 of the act.

BENEFITS:
Under this Act, compensation is payable by the employer to the workmen for all personal
injuries caused by industrial accident which disable him\her for more than three days. In case
of the death of workman, the compensation is paid to his\her dependents. The Act also
specifies that in case a workman contracts any occupational disease, which is
Specified in its third schedule, such disease shall ordinarily be treated as an employment
injury arising out of and in the course of employment. The compensation depends upon on
injury.

The Employee’s State Insurance Act, 1948:


The main object of the is to provide social insurance for workers. It is a contributory and
compulsory health insurance scheme that provides medial facilities and unemployment
insurance to industrial workers for the period of their illness. The following are the main
features of the Act.

COVERAGE:
The Act covers all workers (whether manual, supervisor or salaried employees) whose income
do not exceed Rs 6,500 per month and are employed in factories, other than seasonal factories
which run with power and employ 20 or more workers. The state Governments, employees,
medical profession and the parliament.

35
BENEFITS:
Under this Act, an insured is entitled to receive the following benefits:
1. Medical benefit.
2. Sickness Benefit.
3. Maternity Benefit.
4. Disablement Benefit.
5. Dependent Benefit.
The employee’s provident Funds and Miscellaneous Provision Act, 1952:
The main objective of this act is to afford the retired workers financial security by way of
provident fund, family pension, and deposit linked insurance .the act is characterized by the
following features

COVERGE:
The act covers workers employed in a factory of any industry specified in schedule in which
20 or more worker are employed or which the central government in its official gazette. The
act not apply to co-operative societies employing less than 50 persons and working without
the aid of power .It also does not apply to those new establishment till they become 3 years
old.

ADMINISTRATION:
There is administered by tripartite central board of trustees represented by employers,
employee and the government .

BENEFITS (THE ACT PROVIDES (3)TYPES BENEFITS


1. PROVIDENT FUND
2 .PENSION
3 .DEPOSIT LINKED INSURANCE
THE MATERNITY BENEFIT ACT 1961:

36
The main object of this act is to regulate women employment in industrial establishment for
certain specified period before and after childbirth

COVERAGE:
The act is applicable to all establishment not covered under employee’s state insurance act
(1948)

ADMINISTRATION:
The act is administered by the employee’s state insurance (ESI) corporation.

BENEFITS:
Under this act, a woman is entitled to receive the payment foe maternity benefit at the rate of
average daily wages for a total period of 12 weeks. with effect from 1 sFebruary 1996,a
woman worker is entitled to grant of leave with wages for maximum period of one month in
cases off illness arising out of MTP or tubectomy .women workers who under gone
tubectomy operation will get tow week’s leave

THE PAYMENT OF GRATUITY ACT (1972):


The objective of this Act is to provide economic assistance on the termination of an
employee.

COVERAGE:
The Act is applicable to the employees employee in factories, mines, oil field, plantations,
port, railway, companies, shops or other establishments employing 10 or more persons.

ADMINISTRATION:
The Act is administered by a controlling authority appointed by appropriate Goverment.

BENEFITS:

37
Under this Act, on completion of 5 years of service, the employees are entitled to gratuity
payable at the rate of 15 days wages for each completed year of service subject to maximum
of 3.5 lakhs with effect from September 1997.

Literature Review
Behling, F., 2008-07-31 "Theory and Empirical Evidences of Employee
Welfare” Paper presented at the annual meeting of the American Sociological
Association Annual Meeting
Publication Type: Conference Paper/Unpublished Manuscript
Abstract: Globalization and neoliberalism fundamentally reconfigured relations
between economy, society and state in recent years. Especially for welfare, this
increased demands for options to traditional governmental provisions. One
possibility is the partial transfer of welfare responsibilities to corporations.
Corporate welfare, it will be argued, subsumes and defines such activities which
enhance and secure the wellbeing of employees. Wellbeing will be understood
as including psychological, socio-psychological, and physiological issues of an
employee’s life. This broad definition, firstly, is possible as corporate welfare
situates itself at the margins of economy, state and society. Secondly, it focuses
on less welfare recipients than states do and, hence, can provide more
individualized benefits.
Various propositions with i.e. Corporate Social Responsibility, De-
commodification or Managerial Capitalism have been made to explain
economic, sometimes non-profit oriented, behavior - but unsatisfactorily in their
approach. In this presentation, I briefly outline a theory of corporate welfare and
present results from the British Workplace Employee Relations Survey 2004.
The simplicity and feasibility of corporate welfare programs will evolve, as non-
monetary implementations like honesty or flexible job design are the greatest

38
contributing factors to wellbeing. I will try to assess the possibility of
positioning corporate welfare as an option to traditional welfare states.

2. Dickson, Tracey J; Huyton, Jeremy “Customer service, employee welfare


and snow sports tourism in Australia”.
Article Type: Research paper

Abstract:

Purpose – The aim of this paper is to explore the extent to which employee
welfare and human resource management impacts on customer services.

Design/methodology/approach – Data were collected from a number of


operational staff of the Mount Kosciusko ski fields in Australia. The staff was
selected at random and comprised both permanent local staff and seasonal staff,
and completed a self-administered questionnaire.

Findings – The results highlight the challenging living conditions of many


seasonal workers on whom the industry depends and at the organizational level
this research demonstrates a need for effective management skills and
employment strategies that reflect the needs of seasonal staff. As was shown,
there is a relationship between staff satisfaction, camaraderie and customer
satisfaction.

Research limitations/implications – To better gauge the extent to which this


research is applicable to all “front line” employees this study could be replicated
in such locations as islands or isolated resorts with comparisons made with the
same labor in established tourism resorts. The limitation of this study would be
39
the specific mountain location in which it was conducted, and the size of the
sample.

Practical implications – This study clearly identifies an area of human resource


management which needs to be considered. When a region relies heavily on
seasonal staff their welfare should be of prime consideration, because
disgruntled staff translates directly into disgruntled customers.

3. Mishra, Shobha; Dr Bhagat, Manju “Principles for successful


implementation of labor welfare activities”.

Abstract: The success of welfare activities depends on the approach which has
been taken into account in providing such activities to the employees. Welfare
policy should be guided by idealistic morale and human value. Every effort
should be made to give workers/ employees some voice in the choice of welfare
activities so long as it does not amount to dictation from workers.

There are employers who consider all labor welfare activities as distasteful legal
liability. There are workers who look upon welfare activities in terms of their
inherent right. Both parties have to accept welfare as activities of mutual
concern. Constructive and lasting Progress in the matter of social justice can be
achieved only if welfare activities are accepted as essential factors in the
progress of the business organization
India introduced literal industrial policy which is aimed at stepping up industrial
growth promoting modernization and technological up gradation to make
industrial competitive in both domestic and global market. In this perspective
enterprises have to improve their production and productivity which is possible
with the satisfaction of labor.
40
Even today's scientific development of modern techno- production methods
higher productivity depends on workers. If they are rightly directed and fully
used, it would make a great contribution to the prosperity of the enterprise.

The high rate of labor absenteeism in Indian industries is indicative of the lack
of commitment on the part of the workers. This can be reduced to a great extent
by provision of good housing, health and family care canteens, educational and
training facilities, provision of welfare activities enables the workers to live a
richer and more satisfactory life and contributes to the productivity of labor,
efficiency of the enterprise and helps in maintaining industrial peace. Hence
steps need to be taken on a larger scale to improve the quality of life of the
workers

41
42
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It deals with the
objective of a research study, the method of defining the research problem, the type of
hypothesis formulated, the type of data collected, method used for data collecting and analyzing
the data etc. The methodology includes collection of primary and secondary data.

RESEARCH DESGIN:
To study and describe the satisfaction level of various employee welfare measure provided to
employee Aquamall Water Solutions is Descriptive Research. Descriptive research includes
surveys and fact finding enquires of different kinds. The major purpose of descriptive
research is description of the state affairs as it exist at present.

5.1 SAMPLE SIZE

The sample size taken for this study is 40.

5.2 SAMPLING DESIGN:


40 employees has been taken from all departments (Manufacturing & Research and
Development Department, Finance Department, Marketing Department, Material
management department, HRD/personnel/Admn.).

5.3 SAMPLING METHOD

Sampling technique used in this study is ‘Random sampling’. The selected sample size is 40.

5.4 LOCATION OF STUDY

In Aquamall Manufacturing plant & marketing deptt. in Dehradun.

5.5 PARAMETERS OF STUDY

Survey for a study of BENCHMARK the employee’s behavior, skills& causes of absent.

“Benchmarks© is an instrument designed to measure important factors in being a


successful manager”

43
Items measured are based on research that examines the lessons executives learn at critical
events in their careers.

This includes items that measure managers’ skills in dealing with subordinates, acquiring
resources, and creating a productive work climate.

DATA COLLECTION METHOD:


For collecting primary data, questionnaires method was followed. The questionnaires were
issued to collect the data. Interaction with the employees was also done in a informal way. So
as to gather information about the feeling of the respondent with regard to the topic under
investing.

SOURCE OF DATA:
PRIMARY DATA:
The primary data has been collected by means of questionnaires and interview method and
also to the employee of Aquamall Water Solutions.

SECONDARY DATA:
The secondary data has been collected from various public sources. Books, journals and
various website.

TOOL FOR ANALYSIS OF DATA:


 Percentage Analysis

LIMITATIONS:
Regarding data, the researcher had difficulty to get back all the questionnaires supplied to the
employees, and also some of the workers were reluctant to respond to the questionnaires due
to
fear. Some of the favorable & unfavorable answer due to reasons unknown to them.

44
DATA ANALYSIS AND INTERPETATION
The data has been collected from 100 employees of Aquamall Water Solutions,Dehradun.
Regarding Employee welfare measure with special reference to social security has been
analysised and interpreted in the following table and charts.
Table 4.1 Age of the Respondents
Frequency Percent Valid Percent

Valid Less than 32 32.0 32.0


25
25-35 40 40.0 40.0
35-45 22 22.0 22.0
45 and 6 6.0 6.0
above
Total 100 100.0 100.0

Source: Primary data


Interpretation:
From the above table it is clear that40% of the employee belongs to 25-35 age.

Age of the Respodents

40

30

20
n
u
q
y
cF
re

10

0
Less than 25 25-35 35-45 45 and above
Age of the Respodents

45
Table 4.2 Gender of the Respondents
Frequency Percent Valid Percent

Valid Male 85 85.0 85.0


Female 15 15.0 15.0
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 85% of the employees are male and 15 of them are
female.
Gender of the Respondents

100

80

60
n
u
q
y
cF
re

40

20

0
Male Female
Gender of the Respondents

46
Table 4.3 Income of the respondent

Frequency Percent Valid Percent

Valid <Rs. 5000 9 9.0 9.0


Rs.5000- 29 29.0 29.0
10,000
Rs.10,000- 37 37.0 37.0
15,000
Rs.15,000- 16 16.0 16.0
20,000
>20,000 9 9.0 9.0
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is cleat that 37% of the respondent are earning10, 000-15000.

Income of the respondent

40

30

20
n
u
q
y
cF
re

10

0
<Rs. 5000 Rs.5000-10,000 Rs.10,000- Rs.15,000- >20,000
15,000 20,000
Income of the respondent

47
Table 4.4 Medical benefit to individual and family
Frequency Percent Valid Percent

Valid highly 42 42.0 42.0


Satisfied
Satisfied 41 41.0 41.0
Neutral 15 15.0 15.0
Dissatisfied 2 2.0 2.0
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 42 percent of the people are highly satisfied and 41
percent of the people satisfied towards medical benefit to individual and family.

Medical benefit to individual and family

50

40

30
n
u
q
y
cF
re

20

10

0
highly Satisfied Satisified Netural Dis-Satisified
Medical benefit to individual and family

48
Table 4.5Maternity benefit to women employee
Frequency Percent Valid Percent

Valid Highly 7 7.0 7.0


satisfied
Satisfied 50 50.0 50.0
Neutral 42 42.0 42.0
Dis- 1 1.0 1.0
Satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 50 percent of the people are satisfied and 7 percent of the
people highly satisfied towards to maternity benefit to women employee.

Maternity benefit to women employee

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisified Satisified Netural Dis-Satisfied
Maternity benefit to women employee

49
Table 4.6 Disablement benefits to individual
Frequency Percent Valid Percent

Valid Highly 21 21.0 21.0


Satisfied
Satisfied 52 52.0 52.0
Neutral 25 25.0 25.0
Dis-satisfied 1 1.0 1.0
Highly dis- 1 1.0 1.0
satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 52 percent of the people are satisfied and 21 percent of the
people highly satisfied towards disablement benefits to individual.

Disablement to individual

60

50

40

30
n
u
q
y
cF
re

20

10

0
Highly Satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Disablement to individual

50
Table 4.7 Dependence Benefit
Frequency Percent Valid Percent

Valid Highly 7 7.0 7.0


satisfied
Satisfied 58 58.0 58.0
Neutral 30 30.0 30.0
Dis-satisfied 3 3.0 3.0
Highly dis- 2 2.0 2.0
satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 58 percent of the people are satisfied and 7 percent of the
people highly satisfied towards dependence benefit.

Dependence Benefit

60

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Dependence Benefit

Table 4.8 Employee injury benefit


51
Frequency Percent Valid Percent

Valid Highly 20 20.0 20.0


satisfied
Satisfied 52 52.0 52.0
Neutral 23 23.0 23.0
Dis-satisfied 3 3.0 3.0
Highly dis- 2 2.0 2.0
satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 52 percent of the people are satisfied and 20 percent of the
people highly satisfied towards employee injury benefit.

Employee injury benefit

60

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Employee injury benefit

Table 4.9 Environmental Protection effort

52
Frequency Percent Valid Percent

Valid Highly 19 19.0 19.0


satisfied
Satisfied 47 47.0 47.0
Neutral 25 25.0 25.0
Dis-satisfied 5 5.0 5.0
Highly dis- 4 4.0 4.0
satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 47 percent of the people are satisfied and 19 percent of the
people highly satisfied towards environmental protection effort offered in the organization.

Environmental Protection

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Environmental Protection

Table 4.10 Canteen Facilities


Frequency Percent Valid Percent

53
Valid Highly 27 27.0 27.0
satisfied
Satisfied 38 38.0 38.0
Neutral 27 27.0 27.0
Dis-satisfied 5 5.0 5.0
Highly dis- 3 3.0 3.0
satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 38 percent of the people are satisfied and 27 percent of the
people highly satisfied towards canteen facility offered in the organization.

Canteen Facilities

40

30

20
n
u
q
y
cF
re

10

0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Canteen Facilities

Table4.11 Transport Facilities


Frequency Percent Valid Percent

54
Valid Highly 16 16.0 16.0
satisfied
Satisfied 48 48.0 48.0
Neutral 23 23.0 23.0
Dis-satisfied 7 7.0 7.0
Highly dis- 6 6.0 6.0
satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it is clear that 48 percent of the people are satisfied and 16 percent of the
people highly satisfied towards the transport facility offered in the organization.

Transport Facilities

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Transport Facilities

Table 4.12 Provision for Safety equipment


Frequency Percent Valid Percent

55
Valid Highly 15 15.0 15.0
satisfied
Satisfied 43 43.0 43.0
Neutral 39 39.0 39.0
Dis-satisfied 1 1.0 1.0
Highly dis- 2 2.0 2.0
satisfied
Total 100 100.0 100.0

Source: Primary data


Interpretation:
From the above table it shows 43 percent of the people are satisfied and 15 percent of the
people highly satisfied towards provision of safety equipment offered in the organization.

Provision for Safety equipment

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Provision for Safety equipment

Table 4.13 Drinking water facility and sanitation


Frequency Percent Valid Percent

56
Valid Highly 15 15.0 15.0
satisfied
Satisfied 60 60.0 60.0
Neutral 23 23.0 23.0
Dis- 2 2.0 2.0
satisfied
Total 100 100.0 100.0

Source: Primary data


Interpretation:
From the above table it shows 60 percent of the people are satisfied and 15 percent of the
people highly satisfied towards the drinking water facility and sanitation offered in the
organization.

Drinking water facility and sanitation

60

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisfied Satisfied Neutral Dis-satisfied
Drinking water facility and sanitation

Table 4.14 Conducive work environment

57
Frequency Percent Valid Percent

Valid Highly 13 13.0 13.0


satisfied
Satisfied 50 50.0 50.0
Neutral 31 31.0 31.0
Dis-satisfied 4 4.0 4.0
Highly dis- 2 2.0 2.0
satisfied
Total 100 100.0 100.0

Source: Primary data

Interpretation:
From the above table it shows 50 percent of the people are satisfied and 13 percent of the
people highly satisfied towards the conducive work environment offered in the organization.

Conducive work envrionment

50

40

30
n
u
q
y
cF
re

20

10

0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Conducive work envrionment

58
QUESTIONNAIRE
SATISFACTION LEVEL FOR VARIOUS WELFARE MEASURES AND
SOCIAL SECURITY OFFERED TO EMPLOYEES.

NAME : ______________________________

AGE :
□ Less than 25
□ 25-35
□ 35-45
□ 45 & above.
SEX :
□ Male
□ Female

EDUCATION QUALIFICATION : SSLC/UG/PG/PROFESSIONAL

INCOME :Less than 5000


□ 5000-10,000
□ 10,000-15,000
□ 15,000-20,000
□ 20,000 & above

DEPARTMENT : ______________________________

DESIGNATION : ______________________________

YEARS OF EXPERIENCE : ______________________________

(Please tick the appropriate box)


Sl HIGHLY
HIGIILY
no QUESTIONS SATISFIED
SATISFIED NEUTRAL DIS- DIS-
SATISFIED SATISFIED

Medical benefit to
1.
individual and family.

Maternity benefit for


2.
women employee.
Disablement to
3.
individual.

4. Dependence benefit.

5. Employee injury benefit.

59
Environmental
6.
protection.

7. Canteen facilities.

9. Transport facilities.

Provision for safety


10.
equipment.
Drinking water facility
11.
and sanitation.
Conducive work
12.
environment.
Worker’s education
13.
facility.
Fair distribution of
14. work/ provision for rest
hours/ breaks

FINIDINGS

60
1. 40% of the employee in the organization belongs to 25-35 age which means large
people is young.
2. 85% of the employee are male.
3. 42% of the are employee are highly satisfied towards medical benefit to individual
and family offered in the organization.
4. 50% of the employee are satisfied towards the maternity benefit to women
employee offered in the organization.
5. 52% of the employee are satisfied towards disablement benefits to individual
offered in the organization
6. 58% of the employee are satisfied towards the dependence benefit provided in the
organization.
7. 52% of the employee are satisfied towards old age benefit provided in the
organization.
8. 52% of the employees are satisfied towards employee injury benefit offered in the
organization.
9. 47% of the employee are satisfied towards environmental protection offered in the
organization.
10. 38% of the people satisfied towards the canteen facility offered in the organization
11. 43% of the people are satisfied towards provision for safety equipment provided in
the organization.
12. 48% of the people are satisfied towards educational facility provided in the
organization.
13. 57% of the employee are satisfied towards worker’s education offered in the
organization
14. 34% of the employee are satisfied towards crèches benefit offered in the
organization.
15. 58% of the employee are satisfied towards the uniforms offered in the
organization.
16. 47% of the employee are satisfied towards distribution of work/provision of rest
hours

SUGGESTIONS
61
 The management must intervene in the day to day activities of the employees. They should provide

full-fledged support, guidance and encouragement.

 The management must provide training programme to the employees at a frequent basis. This will

help them to enhance their skill and improve their existing performance. The management must further,

scrutinize the response of the employees after the implementation of the training programme.

 Employees must be encouraged for their creativity and innovative outlook towards their job assigned.

 Welfare measures of the employees should be improved so as to make the employees feel more

satisfied and contended. A satisfied employee will be more committed to the organization.

 Medi-claim policies, weekly or monthly medical checkups etc. should be provided to the employees’

in order to make them physically fit for the job.

 The employees should either be provided with transportation facility or housing facility so that they

would have ample time for recreation in substitute for the time they spend in traveling.

 The management should take necessary action to strengthen the relationship between the employees

CONCLUSION

62
The welfare measure are more important for every employee, without welfare measure

employee can not work effectively in the organization. Social securities measure like

workmen compensation, maternity benefit, old age benefit, medical benefit and family

welfare benefit are very important. The organization by providing better social securities to

employee the satisfaction towards job can be improved. But they are lacking in canteen

facilities, worker’s education facilities, marketing co-operative credit societies. They should

take necessary steps to improve in those measures. So that the employee can do his job more

effectively.

The things which make AWS a place and organization to work with it is the relation between

management and employees, the employees can easily approach to the management for their

problems and get immediate feedback. AWS also provides continuous training to employees

for acquiring skills and knowledge, which helps in their career succession also. To maintain

good quality of work life AWS provides good and safe working conditions, it has canteen,

rest rooms, conveyance facility, proper number of toilets and drinking water arrangements.

Crèche facility will be also provided in near future. Here employees are free to give their

ideas and these are taken into concern by management. All these things makes employees

comfortable at work place and keep them motivated to perform well.

The other areas which need attention to improve quality of work life and in turn effects

performance are the kind of benefit plans given to employees, the companies attitude towards

educational and professional development, job security, recognition of accomplishments,

opportunities for acquiring higher skills and about organization values and policies..

So all these things should be improved to employee skills and abilities which helps employees

to perform well.

63
BIBOLOGRAPHY:
1. Aswathappa.k, Human Resource and Personnel Management Text and
cases, Tata Mc Graw Hill, 2002, New Delhi.
2. Aswathappa.k, Human Resource and Personnel Management, Tata Mc
Graw Hill, 1999, New Delhi.
Websites:
www.google.com
www.wikipedia.org
www.bing.com

The following are few references, which I have referred while preparing
this report.
Reference: Rajendra Singh (HEAD-HR)
Aqua mall Water Solutions Ltd.
Lal Tappar Industrial Area, Majri Grant,
Dehradun - Haridwar Highway
DEHRADUN (UTTARAKHAND) - 248 140

1. Employees Handbook Aquamall Water Solutions Ltd.,

2. Photograph Manual Aquamall Water Solutions Ltd.

3. In-house magazines of Aquamall Water Solutions Ltd .,

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