A Study On Employee Benefit Welfare Scheme An Organization Sriram Pistion

Shriram Pistons & Rings Ltd.
Project Report
ON
STUDY OF EMPLOYEE BENEFITS IN

THE WORKPLACE LEVERAGING
BENEFITS TO RETAIN EMPLOYEES
Submitted for the partial fulfilment for the award
Of
Bachelor of Business Administration from
Chaudhary Charan Singh University, Meerut
2012-15
Submitted To:
SHANTI INSTITUTE OF TECHNOLOGY MEERUT
Under The supervision of: -
Submitted By:-
Mr. RAHUL SHARMA
KUMARI KOMAL
(H.O.D, of BBA, Dept )
BBA VI SEM
Roll No. 3396516
DEPARTMENT OF MANAGEMENT
SHANTI INSTITUTE OF TECHNOLOGY MEERUT
BATCH-2012-15
DECLARATION
I, Kumari Komal Student of BBA VI Sem
hereby declare that in this summer
training project report entitled A Study on Employee Benefit welfare scheme an

Organization For SPRL Ltd in, SHRIRAM PISTON & RINGS LTD., Ghaziabad Project
Guidance Mr. Rahul Sharma H.O.D., BBA Department , SIT Meerut has been completed
based on actual Survey carried out by me.
The dissertation is original and the information, data & facts furnished there in are
factual, based on the survey carried out.
I havent submitted the matter embodied in this project report for the award of any other degree
or diploma in the best of my knowledge.
KUMARI KOMAL
BBA VI SEM
Roll No. 3396516
ACKNOWLEDGEMENT
It was indeed an opportunity for me to be the part of SHRIRAM PISTON & RNGS
LTD, for my summer training, as a partial fulfillment of two-year diploma course of post
graduate in management .It was
an
insightful
experience
where
was
given
an
exposure in the field of Sales Coordination. It was during this training that I was
able to apply my theoretical knowledge
to extend my heartful
the
applicability
thanks
gratitude
is a great pleasure
to Mr. Dixit for giving me an opportunity
of H.R theories
express my deepest
into practical one. It
to
in
the
H.R. DEPARTMENT. I
would
to learn
like
to
Project Guidance Mr. Rahul Sharma H.O.D., BBA
Department , SIT Meerut who had played a key role of
my coach, guide & counselor
throughout my project work & helped me whenever I was in trouble in my given

task. I also pay
my
thanks
irrespective of their busy

various
employees of
to
all
of
them
for
their
whole-hearted corporation
schedule would like to express my special gratitude
to
all department, my friends & my seniors who are always a
source of inspiration for me & played an important role in making my summer

training a memorable one.
Submitted by
KUMARI KOMAL
BBA VI SEM
Roll No. 3396516
PREFACE
It gives me great pleasure in presenting the project on, A Study on Employee

Benefit welfare scheme an Organization This project is basically based on the
employee wel fare
Policy applied in this organization. My objectives are to
present situation of the employees mind that they are satisfied with the wel fare
program policy or not. Another
objective of the project is to provide the
execution with a framework for analysis of problems, Related to Employee wel

fare policy Program . The matter of this project is preparing scientifically and
analytically. Every best effort has been made to include the information used in
Decision - making. Not only I hope but believe that it would give the help to the
organization. Finally all research is cumulative. I have, as a trainee, tried to call
out priorities interpret and finally put down my analysis.
CONTENTS
DECLARATION
ACKNOWLEDGEMENT
PREFACE
Chapter 1 : INTRODUCTION
Company Profile
Organizational Chart
Chapter 2 : INTRODUCTION OF THE TOPIC
34
Chapter 3 : OBJECTIVE OF THE RESEARCH
67
Chapter 5 : RESEARCH METHODOLOGY
68
Research design
Sample size
Sample design
Chapter 6 : DATA ANALYSIS
Graphical Presentation Of Data
Data interpretations
Swot Analysis
Findings
71
Chapter7 : CONCLUSIONS
Chapter 8: LIMITATIONS
Chapter 9 : RECOMMENDATIONS & SUGGESTIONS
90
Chapter 11: ANNEXURE
93
Questionnaire
93
Bibliography
94
INTRODUCTION
Shriram Pistons & Rings Ltd. (SPRL) is part of the SHRIRM GROUP, one of the largest
and most houses in India. Shri ram Pistons & Rings Ltd. Is one of the leading manufacturers of
state of the art Pistons, Pins, Rings and Engine Valves in
India, engineered to world-class
standards and marketed under the well known USHA and SPR brands.
HR PRACTICES
SLIDE NO. 1
SHRIRAM PISTONS & RINGS LTD

GHAZIABAD
Shriram Pistons is presently the largest exporter of Pistons and Rings in
India. The company regularly exports its product to more than 40 countries
which includes U.K, Germany, Poland, Spain, Italy, Czech, Holland, Turkey,

Egypt, Iran, UAE, South Africa, Malaysia, Hong Kong, Japan, Australia,
Bangladesh, Sri Lanka and many others. Shri ram Pistons and Rings Ltd.
(SPRL) is one of the largest and most Sophisticated Manufactures of
Precision Automobile Components i.e. Pistons, Rings, Pins and
Engine Valves in India. SPRL Manufacturing unit is located at Meerut
Road in Ghaziabad (25Km from Delhi). The Plant has been recognized
as one of the most modern and sophisticated plants in North India in
the field of Automobile the Production
capacity of Plant as under:
Piston
9.89 Million per year
Pin
Rings
Engine valve
Gears
.08 Million per year
The company has Technical Collaboration with:

1. M/s. Kolbe Schmidt, Germany to Produce Pistons.
2. M/s. Riken Corporation, Japan for Pistons Rings
3. M/s. Fuji Ooze, Japan for the manufacture of Engine valves.
4. M/s. Honda Foundry, Japan for Technical support.
The company is also an exclusive supplier of the three Honda Joint

Ventures such as: M/s. Hero Honda, Kinetic Honda and Shriram Honda.
The company supplies its products to several Original Equipment
Manufacturers (OEMs) Including Defense Vehicle factories, Atoka
Leyland, Tate Cummins, Maruti Suzuki, Marinara, Either Tractors, DTL
(saran), Kirloskar Oil Engines, Bajaj Auto, Honda Cars, Sun dram
Clayton, Honda Scooter, International Tractors, Standard Combiner in
addition to all the Honda Joint Ventures in India.
Features of SPRL Factory:
Total area covered by the factory is 27 acres.
The factory is divided into four units for Pistons, Rings, Pins and
Engine valves.
Classification of the Premises:

P.T.E Production Technology and Engineering.
C.A.A Commercial Administration and Accounts.
R & D Research and Development.
Total Strength of the company is 5500 Nos. Consisting of Officers,

Staff and Workers.
The Turnover / Sales for the year 2009 -2010 is Rs.750 Cr.
The company is exporting to more than 37 countries.
Exports have risen up to Rest. 87 Cr the year 2008-2009.
Over 10% of the production is exported to sophisticated markets
such as Europe, UK, Egypt, USA, Latin America etc.
SPR has been investing 30% of its retained earnings in quality up

gradation and modernization every year.
SPR is the largest exporter of Piston from India and has been
recognized as an Export House by the Govt. of India
REGIONAL OFFICES SPR
SPR has opened five regional offices to localize its operations in India.
CALCUTTA
BANGLORE
DELHI
PUNE
JALANDHAR
GODOWN NETWORK SPR
NORTH : Delhi, U.P.Border, Jalandher, Jabalpur,

Gurgoan
WEST : Pune. Ahemdabad, Bhopal
EAST : Calcutta, Patna
SOUTH : Chennai, Hyderabad, Banglore, Cochin
10
VISION
TO BE GLOBALLY VALUE-DRIVEN PROFITABLE ORGANISATION
MISSON
Organizing Welfare Activities for the employees.

Cordial Human Relations.
Healthy Working Environment.
Quick Reprisal of employees grievances.
Administration Support to the employees.
Compliance of Statutory Requirements.
11
ORGANIZATION STRUCTURE
12
PRODUCT DETAILS
PISTON
13

The Piston performs the following functions:
1. To compress the air (In Diesel Engines) or Petrol + air (in the
petrol engines) to very high temperatures and pressure so that the
diesel or petrol can be ignited.
2. To transmit the expansion force of gases to the crankshaft (which converts the
reciprocating motion to a rotary motion) via connecting rod.
PISTONS
PINS
14

The piston is connected to the connecting rod with the help of a Gudgeon
Pin. This Gudgeon Pin is held in the position by means of circle clips at both
the ends. Pin absorbs the thrust on piston during combustion of fuel.
PINS
15
RINGS
The rings are fitted in the grooves of the piston and perform the following functions
1. To seal the gases above the piston.
2. To control the escape of the oil to the upper part of the cylinder.
3. To conduct heat from Piston to the cylinder walls.
RINGS
16
ENGINE VALVE
Engine valve is a type of plug, which allows the entering of air fuel
mixture or air in cylinder and the escaping of exhaust gases. Two valves
(a) Inlet & (b) Exhaust are used for this purpose. The inlet valve has
generally bigger diameter than Exhaust valve because the entering of
charge through intake valve takes place at atmospheric pressure but
Exhaust gases comes out through exhaust valve with very high pressure.
The valves are operated by means of valve train, which includes
crankshaft, timing gears, push rods, rockers shaft etc.
ENGINE VALVES
17
FOREIGN COLLABORATIONS
USHA and SPR products are manufactured in technical collaboration with the world
leaders:
1. KOLBENSCHMIDT of Germany, the world leader in Pistons and
preferred suppliers to auto giants like Mercedes Benz, BMW, Volvo,
Volkswagen, Ford, Peugeot, Cummins and others, shares its world class
technology for manufacturing the USHA and SPR-KS brand for pistons.
2. RIKEN CORPORATION, Japan , also a world leader in Piston rings also
the first choice of leading auto manufactures such as Suzuki, Toyota,
Nissan, Isuzu Mazda and Mitsubishi, among others, shares its world
preferred technology with SPR for manufacturing Cast Iron rings and Steel
rings such as High-power, Rikvent, DVM, etc.
PISTONS
RINGS
RIKEN
KOLBENSHMIDT- GERMANY
(Collaboration since 1972)
RIKEN CORPORATION- JAPAN

18

3. HONDA
foundry, Japan has licensed Shriram Pistons and Rings as the
first licensee In the world for manufacturing the Honda range of Pistons
of all Honda joint venture in India, viz., Hero Honda, Shriram Honda and
preferred supplier to Kinetic Honda.
4. FUJI OOZX, Japan, the largest engine valve manufacturer in Japan
has provided the technology and manufacturing expertise to SPR
for the manufacture of the USHA range of Engine Valves that are
gaining wide acceptances in - house and abroad.
PISTONS
ENGINE VALVES
HF
HONDA FOUNDRY- JAPAN
FUJI- OOZX- JAPAN

19
ACHIVEMENTS
20
ACHIEVEMENTS
At Shriram Pistons and Rings Ltd.(SPR), we consider success not as

a destination but an eternal and ongoing journey. Recognitions won
for quality are important milestones on this exciting path and
accolades won are significant landmarks. Hence, as we continuously
challenge ourselves and set greater standards off achievements for
ourselves, we strive to make India a manufacturing hub of quality
pistons and rings. Over the years, winning awards has become a habit for
us. SPR is the first and only pistons, rings & engine valves
manufacturing in India to win the TPM Excellence award from JIPM,
Japan.
21

Honda Motorcycle and scooter India Limited felicitated Shriram Pistons and
Rings Ltd. (SPR) with Grand Award for QCDDM 2003 - 2004.
Tata Cummins recognized Shriram Pistons and Rings Ltd. (SPR) as

Best Supplier Category A for the year 2002 - 2003.
BEST SUPPLIER
AWARD
from
TATA CUMMINS
22

For 4th year in a row , shriram Pistons and Rings Ltd. (SPR) was
awarded with Trophy of excellence from Maruti Udyog Limited for
outstanding overall Performance during 2002 - 2003.
EXCELLENT
PERFORMANCE
AWARD
from
Maruti Udyog
Ltd.
Shriram Pistons and Rings Ltd. (SPR) won Maruti Vendor

Performance Award 2000 - 2001 for Excellent Overall Performance for
the third consecutive year.
23

Shriram Pistons and Rings Ltd. (SPR) won the ACMA Certificate of
Merit for Excellence in Exports in 2000 - 2001 and (Automotive
Component Manufacturers Association of India) Quality Award in 1998 - 1999.
Shriram Pistons and Rings Ltd. (SPR) bagged the Supplier Award for
Quality from Honda Motorcycle and Scooter India Limited.
Shriram Pistons and Rings Ltd. (SPR) was awarded with ISO 9001
and QS-9000 certification by RWTUV of Germany in 1999. This is a
24

certification for its High Quality Standards.
Shriram Pistons and Rings Ltd. (SPR) was awarded with 2 Star
Export House Status by the Government of India.
Shriram Pistons and Rings Ltd. (SPR) was awarded with ISO 14001
certification by DNV of Netherlands in 2001 for Environmental
Management System.
25
26
ENVIRONMENT
27
ENVIROMENT:
A good company delivers excellent products and services a great

one does all that and strives to make the world a better place.
Bill Ford, Chairman, Ford
Motor Company In recognition of our unwavering commitment
towards sustainable development, and a greener future for all,
Shriram Pistons and Rings Ltd. (SPR) are the country's first
manufacturers of pistons and rings to be awarded:
QS 9000 Certification (RWTUV, Germany )
ISO 14001 Certification (DNV, Netherlands )

The Environment Policy of SPR Continuous in environmental
performance through prevention ,monitoring and control of pollution and
improving environmental benchmarks for sustainable growth of company
operations.
The Environment objectives of SPR:
Conservation of input resources particularly energy, coolant, oils
and water.
Adoption of good operating practices with the participation of all
employees through use of environmental friendly technologies/process.
28

Control and reduction of noise pollution.
Reduction, re-use and re-cycling of solid and liquid waste.
Environmentally safe disposal of unavoidable wastes.
Increase environmental awareness among employees, supplier and contractor and
other
business associates.
Comply with all applicable environmental laws and regulations.
Be a good corporate citizen and exercise due concern for health and safety of
employees
and member of the society.
The Environmental Initiatives of SPR:
Drive towards conservation and optimization of resources.
Planting trees and actively supporting green belt.
29
Customers
30
SPRS CUSTOMER PROFILE

USHA products are the first choice of many leading Original
Equipment Manufactures (OEMs), both in India and abroad.
1.Heavy Commercial Vehicles- Ashok Leyland, TATA Cummins.
2.Tractors- Mahindra & Mahindra, New Holland, Swaraj Engines /
Punjab Tractors, KOEL, International Tractors
HMT.
3. Cars- Maruti, Ford India and Honda Siel.
TATA
Swaraj Tractors
Bajaj Auto
Ashok Leyland
Kirloskar Oil Engines
Tata Motors
Honda Power Products
Eicher
Tata
31
4. Scooter- Honda Motorcycles

LML.
& Scooters, Bajaj Auto, Kinetics Motors &
5.Motorcycle- Hero Honda, Bajaj Auto, Yamaha Motors, Kinetic Engg. And
LML.
6.Gensets / Stationary Engines- Honda Power Products
7.Agricultural Pumpsets- A large numbers of
Kinetic
Honda Power Products
Ford
Yamaha
Mahindra
General Motors
and Greaves.
OEMs covering petter Engines.
Hero Honda
Maruti
HMT Tractors
32
NEW GLOBAL OEM CUSTOMERS
The company
also exports its products to
countries across the globe
more than 40
i.e. united Kingdom, Germany, USA,
Ireland, Belgium, Holland, Malaysia, Jordan, Singapore, Japan,

Argentina, Australia, Columbia, Bangladesh, Egypt, Iran, UAE,
Greece,
South Arica, Brazil, and many other countries.
33
AN INTRODUCTION TO EMPLOYEE WELFARE

INTRODUCTION
Employee welfare defines as efforts to make life worth living for workmen. These
efforts have their origin either in some statute formed by the state or in some local custom or in
collective agreement or in the employers own initiative.
the factories Act contains provisions about the welfare of employees. These are as follows:
There shall be separate and adequately screened washing facilities for the use of male and female
employees.
There shall be suitable places provided for clothing not worn during working hours and for the
dying of wet clothing.
There shall be suitable arrangement for all workers to sit for taking rest if they are obliged to
work in a standing position.
There shall be provided the required number of first-aid boxes or cupboard (at the rate of one for
every 150 workers) equipped with the prescribed contents readily available during the working
hours of the factory.
The State Government may make rules requiring that in any specified factory employing more
than 250 employees a canteen shall be provided and maintained by the occupier for the use of the
employee.
There shall be provided sufficiently lighted and ventilated lunch room if the number of employees
ordinarily employed is more than 150.
34
Principles of Employee Welfare

Service
Following are generally given as the principles to be followed in setting up a
employee welfare service:
The service should satisfy real needs of the workers. This means that the manager must
first determine what the employees real needs are with the active participation of
workers.
The service should such as can be handled by cafeteria approach. Due to the difference
in Sex, age, marital status, number of children, type of job and the income level of
employees there are large differences in their choice of a particular benefit. This is
known as the cafeteria approach. Such an approach individualises the benefit system
though it may be difficult to operate and administer.
The employer should not assume a benevolent posture.
The cost of the service should be calculate and its financing established on a sound basis.
There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.
35
Aims of the welfare policy
The aims of the policy are to:
a)
Provide a framework for the provision of staff welfare support for all board
employees;
b)
Raise awareness of the importance of staff health and well-being in fulfilling the
boards mission;
c)
Outline the roles of the employee, line manager/principal and staff welfare officer
in relation to staff welfare;
d)
Respond to the Teachers Health and Well-being Survey; and
e)
Forward the aims of the boards human resource strategy.
36
PERSONNEL
PERSONNELRULES,
RULES,
WELFARE
WELFARE&&BENEFITS
BENEFITS
SALARY DISBURSEMENT
You are requested to fill up the bank account form in the accounts deptt. for opening the account
with the following documents:
1.Photo Identity Proof Driving licenses, identity card, etc.
2. Passport size photo
The process of account opening takes one week to one-month time.
The Salary is disbursed to the respective account by last working day of every month or by
cheque / cash in lieu of the bank account.
The Salary slip is distributed from 25th to 30th day of every month to the respective plants through
the plant clerk. For any dispute in the attendance/salary you may contact Plant clerk / O & P
Deptt. works.
37
OFFICE TIMINGS
SHIFT TIMING
General Shift 8.30 a.m. to 5.00 p.m.
A Shift (Morning)
6.00 a.m. to 2.30 p.m.
B Shift (Afternoon)
2.30 p.m. to 11.00 p.m.
C Shift (Night)
11.00 p.m. to 6.00 a.m.
PUNCTUALITY LATE COMING GRACE PERIOD

Late coming Grace Time : 30 minutes for the month. If an employee is late beyond 30 minutes
half day earned leaves will be deducted on this account.
EMPLOYEE CARD
Employee attendance card is made on day one of joining the SPRL. It is used for attendance
punch in and out. In case of misplace/ lost or theft of card, it should be
immediately reported to A & P.O. Deptt.
FORGET TO PUNCH CARD / BRING CARD
Inform to A & P .O Office and fill up the forget to punch form .
get this form signed by your H.O.D and submit it to the A& P.O office.
38

ATTENDANCE STATUS
You may cross check the leave availed and balance leave status from A & P.O. Office. However,
on 20th of every month the attendance discrepancy report is received at every plant for all the
personnel and the discrepancies may be sorted out.
RETIREMENT AGE
The age of retirement for all categories of the employees is 58 years.
CANTEEN - LUNCH TIMINGS

30 Minutes (1.30 p.m. to 2.00 p.m.)
Break Fast Time : 8.00 a.m. to 8.30 a.m.
UNIFORM
-Dress Code: Office Uniform
-Casuals are not allowed. Wear formal dress code on duty.
-Sports shoes are not allowed; you are required to use formal wear for footing. The office
uniform can be availed from A& P.O. office within a week of joining.
LEAVE RULES
Types of Leave:
The leaves are calculated for the calendar year 1 Jan to 31 Dec. The following leaves are
admissible:
39
Casual Leave : (C L)
- 12 days/ year with pay.
- Subject to a max. of 6 days at a stretch.
- Half days casual leave is also admissible except on half working
day ( half day means period up to and including lunch interval)
- No accumulation and carry forward of these leaves.
- Casual leave will not be combined with any other kind of leave.
Privileged Leave : (PL)
- You earn one PL after working for eleven days (Sundays and holidays
are included). The leaves are credited to your PL account.
- Subordinates are granted PL of no more than 4 times a year.
- Accumulation of 150 days of PL is allowed.
- The first time the employee PL can be availed after completion of one
quarter ( 4 months : Jan/May/Sep).
- Anyone who ceases to be an employee before completing 4 months of
service will not qualify for privilege leave.
OTHER OFFS
On Duty :
The on duty form need to be signed by individual , authorized by HOD and submitted to A &
P.O. to mark the present for which the person has served outside office on any working day.
40
Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents. Effective arrangements shall be made for the disposal
of wastes and for making them innocuous.
Ventilation and temperature. Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.
Dust and fume. Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
Artificial humidification. The State Government shall make rules prescribing standard of
humidification and methods to be adopted for this purpose.
Overcrowding. There shall be in every work room of a factory in existence on the date of
commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.
Lighting. The State Government may prescribe standards of sufficient and suitable
lighting.
Drinking Water. There shall be effective arrangement for wholesome drinking water for
workers at convenient points.
Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, wellventilated, conveniently situated and built according to prescribed standards separately
for male and female workers.
Spittoons. There shall be sufficient number of spittoons placed at convenient places in

the factory.
41

Restrictions in the Factories Act on the employment of young persons:
1.
Prohibition as to employment of children (Section 67)
No child who has not completed his fourteenth year shall be required or allowed to work
in any factory.
2.
Employment of Children and Adolescent (Section 68)
A child who has completed his fourteenth year or an adolescent shall not be required or
allowed to work in any factory unless following conditions are fulfilled:
1. The manager of the factory has obtained a certificate of fitness granted to such young
2. While at work, such child or adolescent carries a token giving reference to such
certificate.
3.
Certificate of fitness (Section 69)
Before a young person is employed in the factory, a certifying surgeon has to certify that
such person is fit for that work in the factory.
Welfare Funds
In order to provide welfare facilities to the workers employed in mica, iron, ore,
manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry,
the welfare funds have been established to supplement the efforts of the employers and
the State Government under respective enactments.
The welfare measures financed out of the funds relate to development of medical
facilities, housing, supply of drinking water, support for education of dependents and
recreation, etc.
Voluntary Benefits
Benefits are also given voluntarily to workers by some progressive employers.
These include loans for purchasing houses and for educating children, leave travel
concession, fair price shops for essential commodities and loans to buy personal
conveyance.
SOCIAL SECURITY
42

The connotation of the term Social Security varies form country to country with
different political ideologies. In socialist countries, the avowed goal is complete
protection to every citizen form the cradle to the grave.
There are some components of Social Security:
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivors benefit
SOCIETY
SALARY EARNERS COOPERATIVE SOCIETY
The society was formed keeping the following aims in mind:
To develop the saving habits in the employees
Cater to financial requirements/emergencies
Feeling of cooperation among the employees.
Membership: For the membership the forms can be availed from HRD.
Eligibility: Permanent Employee of SPRL.
Contribution: Any employee can buy the share of society costing one thousand up to the
maximum limit of ten thousand.
43

BENEFITS
Loan: A fix amount of loan can be availed on the basis of % as per your basic salary and
paid up share money. The rate of interest is 12%.
Voluntary Deposits for saving: The society offers the interest on voluntary deposit. It can
be Rs. 100 p.m. to maximum Rs.500 p.m.
Dividend: At the end of every year the members /shareholders receive the dividend on the
amount as per the profits earned by the society.
SETTLEMENT: The share money and voluntary deposit (if any) are refunded along with the
dividend & interest earned.
CLUB FACILITY
SPR is maintaining a green lush and state of-the-art club to provide various support activities to
the work culture. Its is located at a posh area of Ghaziabad : KC-53, Kavi Nagar. The emergency
contact number of this club is : 0120-2706024. Its functional as per following schedule:
Timings :
2 p.m. to 10 p.m. (Sunday : 11 a.m. to 10 p.m.)
This facility is available for officer category only by filling up the membership form at the time
of joining. A fix amount of Rs.100/- (for married ) and Rs.75/- (for single) get deducted from the
salary every month.
Facilities:
1. Dinner at nominal rates on all working days and lunch and dinner on holidays.
2. Participation in club functions.
44

3. Gym and recreational games like : Table Tennis, Badminton, Carrom Board, etc.
SUGGESTION SCHEME
Applicable for all employees except officers and management. There are plant coordinators for
suggestion scheme and the scheme is monitored from A & PO for the entire factory. The
suggestions are to be dropped in the suggestion box at respective plant or HRD office through
the suggestion form/ Performa. On the registration of these suggestions, the practical suggestion
is rewarded and the further implemental suggestion is recognized and rewarded as per its
contribution in the financial terms. The benefit availed could be tangible or intangible.
CELEBRATIONS
CULTURAL FESTIVALS
Following cultural festivals are celebrated at SPR. The celebration is
gigantic in nature through he full-hearted participation of employees and
support from the management:
NEW YEAR CELEBRATION (1 JAN)
REPUBLIC DAY / 26TH JAN
HOLI
SHRIRAM JAYANTI (28TH APRIL)
INDEPENDENCE DAY / 15TH AUG
RAKSHA BANDHAN
DURGA PUJA
DIWALI MELA
Factories Act, 1948

45
The principal Act to provide for various labour welfare measures in India is the
Factories Act, 1948. The Act applies to all establishments employing 10 or more workers
where power is used and 20 or more workers where power is not used, and where a
manufacturing process is being carried on.
Health of Employees
lighting.
46

the factory.

1.
in any factory.
2.
certificate.
3.
Welfare Funds
recreation, etc.
47

Voluntary Benefits
conveyance.
SOCIAL SECURITY
Medical care
Sickness benefit
Old-age benefit
Family benefit
Maternity benefit
Survivors benefit
Short Leave :
It is a break of 2 hours allowed to cater to any urgent requirements of the employees. 2
short leaves are allowed in a month without any accumulation for any specific month. In
morning, it is permissible from 10.30 a.m. to 12.30 noon. In the evening, it is permissible from
48

3.00 p.m. onwards to not coming back. The short leave form need to be submitted at A & P.O.
Office to keep the record.
Compensatory off :
This practice is not promoted but in case of emergencies with the permission of HOD, the
following provision is available as below:
STAFF
OFR
&
STAFF
For 4 hrs extra working-half day leave (within one month)
For Gen + B Shift : for extra 6 and half hrs working-1 day
leave (within a month)month
For working on Sunday- 1 leave within 3 days
Weekly Off :
Sunday of every week is observed as weekly holiday.
Leaving Register Entries:
Any employee leaving office for official purposes/ short leave/half day, he/she must make an
entry in the out going register specifying the expected time of return/ not coming back. On
return, the person must also enter the actual time of arrival at the office.
General Leave Rules:

1. No leave will be given without prior written approval except in cases of
emergency. In cases of emergency, the company must receive leave
49

application within one week of the first day of absence.
2. When leave is required for more than 15 days, the leave application
should be submitted at least 2 weeks in advance.
3. In the event that an employee leaves before the leave is sanctioned,
the employee will be treated as absent without permission.
4. Leave sanctioning authorities will vary from department to department
as per separate office order.
CODE OF CONDUCT
50

This Code of Conduct reflects values of the Shriram culture, and is also ensuring compliance with Clause 49 of the
Listing Agreement with the Stock Exchange. The Code of Conduct for Shriram Pistons and Rings Ltd. is to ensure
ethical conduct in the business. The matters covered in the Code are important for the Company, all the Board
members, Senior Management, its shareholders/stakeholders and business partners, for their business conduct.
All Board members and Senior Management personnel shall observe and implement the code of Conduct in their
official
day
to
day
activities.
The Board shall determine the appropriate action to be taken in the event of violation of this Code.
ETHICAL CONDUCT
REGULATORY COMPLIANCE
FINANCIAL REPORTING & RECORDS
CONFLICTS OF INTEREST
PROTECTING COMPANY ASSETS
QUALITY OF PRODUCTS AND SERVICES
HEALTH, SAFETY AND ENVIRONMENT
EQUAL-OPPORTUNITIES EMPLOYER
GIFTS AND DONATIONS
POLITICAL NON-ALIGNMENT
CORPORATE CITIZENSHIP
PROVIDENT FUND
51

Employee will be covered under the Employees PF and Miscellaneous Provision Act 1952 and
Employees Pension Scheme, 1971. Employee contribution i.e. 12% of the salary (Basic + VDA)
will be deducted from employees salary. The Employer also contributes to Members PF @ 12%
of salary (Basic + VDA). This contribution is deposited in the individuals P.F. account.
1. Account 1 : PF : Employee contribution i.e.12% deposited in this
where as 3.67% out of 12 % of employers to be deposited in this
account i.e. 15.67%.
2. Account 10 : Pension to self on retirement/ to nominee in case of
death. 8.33% of employers contribution is deposited in this account.
3. Account 21 : EDLI : Insurance part. Maximum Rs. 62,000/- are paid
to the nominee in case of death. With the tie of LIC in this the amount
is extended to Rs 1.35 lakhs.
BENEFITS
* Member can withdraw from these accumulations to cater to financial
exigencies in life - No need to refund unless misused
* On resignation, the member can settle the account. i.e., the member
gets his PF contribution, Employer Contribution and Interest.
* Will receive the pension on retirement / Pension to Family (on death of
member)
DEATH BENEFITS
1. Provident Fund Amount to Family (or to Nominee)
2. Pension to Family (or to Parent / Nominee)
52

3. Capital Return of Pension
4. Insurance (Employee Deposit Linked Insurance Scheme) amount to
Family (or to Nominee) . Only the employer contributes for this part.
5. Nominee is basically determined as per the information submitted by
the member at this office through FORM-2 3. Scheme Certificate.
EMPLOYEE STATE INSURANCE (ESI)

1. Employees whose salary is less than Rs.10,000/- per month will be
covered under ESI Act 1948.
2. The employer contribution i.e. 4.75% of salary (Basic + VDA) and
employees contribution towards ESI is 1.75 % of the salary (Basic +
VDA).
3. The employees receive an ESI card from A & P O after one month of
joining for availing medical benefits of ESI nominated dispensaries.
GRATUITY
1. All regular employees are to be covered under the scheme as per
provision of the payment of Gratuity Act 1971.
2. On retirement or resignation or termination of services by the company
for reasons other than misconduct, gratuity will be payable.
3. Gratuity is applicable only after continuous service of 5 years.
4. The amount of gratuity will be 15 days salary (Basic +VDA) per
completed year of service. Also the part of year in excess of 6 months
will be treated as full year for the purpose of payment after compilation
of first 5 years.
53

Group Saving Linked Insurance Scheme (GSLI)
The contribution is from the employee only. Minimum amount of Rs 150/- per month is deducted
from the salary. Further breakup of the amount is
GSLI AMT
Risk Portion
35%
Saving Portion
65% + Interest
Normal case recovery: 65 % + Interest is returnable at the time of leaving

Accident Case : Incase of any accident / death the insured amount worth Rs1.5 lakhs + all saving
portion is payable to the self/nominee.
MEDICLAIM POLICY
Family Floater Mediclaim Policy:Company has taken a family floater medicalim policy for officers and staff members. Under this
policy a immediate family of four members (Employee, Spouse and two dependant children) is
covered. The policy is taken from M/s ICICI Lombard General Insurance Company Limited.
54

Personal Accident Insurance;As per the Company policy, all the employees of the company are covered under personal
accident insurance scheme for the below mentioned coverage amount.
LEVEL
President /ED
Sr GM/GM/DGM/AGM
Sr Deptt Mgr
Deptt. Mgr / Sr Mgr
Sr Sales Mgr/ Mgr- I/Mgr-II
Dy Mgr /Asst Mgr
COVERAGE
10 Lacs
4 Lacs
3 Lacs
2 Lacs
1 Lacs
All other employees are not covered under ESI Scheme
TRAVEL RULES
55
RULES OF DAILY ALLOWANCE
TA/DA Category
Dy Manager
TOWN
CATEGORY
RATES (Rs)
1100
1050
975
875
1000
950
850
750
900
Sr. Executive / Sr Engineer
800
Sr Service Engineer
700
600
Sales Officer / OSD
800
Executive/Engineer/Service
700
600
500
600
Asst.Executive
550
Asst. Service Engineer
500
Asst. Engineer
400
Sr Sales Representative
450
Sales Representative
425
Assistant /DET
350
325
350
Asst. manager / MT
Sr Sales Officer
Asst. Sales Officer/CET/GET/SOT
Clerk/W orker/Peon Driver
300
250
225
Notes:
56
1. Dy Mgr & Astt. Mgr category personnel would be required to submit hotel bills. The touring
official will spend at least 65% of the total DA on room rent. Incase he spends less than 65%, the
DA will be reduced by the amount less than spent on room rent.
2. Personnel below Astt Mgr level will have to submit hotel bills as Proof of stay. However, room
tariff will not be considered for making payment of 100% DA.
3. In case stay is with relatives/ friends DA will be paid @ 35%.
4. Above listing is based on the marketing departments classification. Equivalent category
personnel in Works/HO would also be eligible for the DA as indicated above.
LEAVE TRAVEL ALLOWANCE

The LTA facility will be available every year with the option to combine the entitlement of two
years.(Year is from April to March). Employees can avail this facility after serving in one
financial year.
Subsidy : One month basic salary.
Claim : Once in a year or Once in two years.
Payment : It can be made in advance , 3 months prior to commencing the journey OR after the
expenses are incurred. The relevant travel/hotel bills are submitted to claim the expenses and also
to get the exemption from the income tax.
JOINING EXPENSES SUBSIDY
CATEGORY
FARE
LOCAL
TRAVELLING
TRANSPORTATION
HOTEL STAY
CHARGES
G.M. Group & above
Economy Class
Air fare / Actual
rail Fare
Taxi fare
Rs.35,000/- +
Transportation of one
Vehicle
Upto 15 days as per TA

rules
Plant Manager/ Mktg

Manager/ Deptt. Manager
Group
1st Class / II AC
rail fare
Taxi fare
Rs.30,000/- +
Vehicle

rules
Manager Group
1st Class / II AC
rail fare
Taxi fare
Rs.25,000/- +
Vehicle

rules
Other Officers (including

Officer Trainees)
1st Class / II AC
rail fare
rules
Staff Category, Sales

personnel (Including Staff
Trainees)
2nd Class AC
rail fare
Scooter/Motor Cycle/
MopedVehicle
Rs.7,500/- +
JOINING TRAVEL
ALLOWANCE
Auto fare
Rs.15,000/- +
Auto fare

Transportation of one rules
Scooter /Motor Cycle /
Moped
For detailed information, kinldy refer to the office order available with accounts and O & P department.
57
AMBULANCE ROOM & DISPENSARY

This is a first aid room for all health related problems, injuries and accidental emergencies at
works. This facility is available for all 24 hours and supported with one doctor and three male
nurses. Ambulance van and expert doctors for regular check ups support the facilities.
EMPLOYEE WELFARE
58

HRD and administrative department to uplift the quality of life among the employees of SPR
undertake the various employee welfare activities. To give a practical shape to it, these welfare
activities are divided into two:
Health check up Camp: for employees of SPR and their family members in their
1. community
Statutory Welfare activities ESI, P.F ,PENSION, DLIS.
Non-Statutory
Welfare /Voluntary Activities
2. Charitable
Dispensary
Yoga Classes / Meditation
Counseling / training classes for women on sewing garments / dresses, beautician

course, pickle making, etc.
Blood Donation Camps
Marriage Gifts
Category
Officer
Staff
Workmen
Wedding of
Employee
750
500
250
Wedding of
Blood Relative
750
500
250
Family Planning : To promote the family planning for better future and facilities the
following scheme is active since year 1992. Employees undergoing operation can
avail
the
Category
All
following
Two Children
3 days leave with
pay and Rs. 750/-
benefits:
Three Children
2 days leave with
pay and Rs. 500/-
SOCIETY
59

SALARY EARNERS COOPERATIVE SOCIETY
The society was formed keeping the following aims in mind:
To develop the saving habits in the employees
Cater to financial requirements/emergencies
Feeling of cooperation among the employees.
Membership: For the membership the forms can be availed from HRD.
Eligibility: Permanent Employee of SPRL.
Contribution: Any employee can buy the share of society costing one thousand up to the
maximum limit of ten thousand.
BENEFITS
Loan: A fix amount of loan can be availed on the basis of % as per your basic salary and
paid up share money. The rate of interest is 12%.
Voluntary Deposits for saving: The society offers the interest on voluntary deposit. It can
be Rs. 100 p.m. to maximum Rs.500 p.m.
Dividend: At the end of every year the members /shareholders receive the dividend on the
amount as per the profits earned by the society.
SETTLEMENT: The share money and voluntary deposit (if any) are refunded along with the
dividend & interest earned.
60
CLUB FACILITY
SPR is maintaining a green lush and state of-the-art club to provide various support activities to
the work culture. Its is located at a posh area of Ghaziabad : KC-53, Kavi Nagar. The emergency
contact number of this club is : 0120-2706024. Its functional as per following schedule:
Timings :
2 p.m. to 10 p.m. (Sunday : 11 a.m. to 10 p.m.)
This facility is available for officer category only by filling up the membership form at the time
of joining. A fix amount of Rs.100/- (for married ) and Rs.75/- (for single) get deducted from the
salary every month.
Facilities:
1. Dinner at nominal rates on all working days and lunch and dinner on holidays.
2. Participation in club functions.
3. Gym and recreational games like : Table Tennis, Badminton, Carrom Board, etc.
SUGGESTION SCHEME
Applicable for all employees except officers and management. There are plant coordinators for
suggestion scheme and the scheme is monitored from A & PO for the entire factory. The
suggestions are to be dropped in the suggestion box at respective plant or HRD office through
the suggestion form/ Performa. On the registration of these suggestions, the practical suggestion
is rewarded and the further implemental suggestion is recognized and rewarded as per its
contribution in the financial terms. The benefit availed could be tangible or intangible.
61
CELEBRATIONS
CULTURAL FESTIVALS
Following cultural festivals are celebrated at SPR. The celebration is
gigantic in nature through he full-hearted participation of employees and
support from the management:
NEW YEAR CELEBRATION (1 JAN)
REPUBLIC DAY / 26TH JAN
HOLI
SHRIRAM JAYANTI (28TH APRIL)
INDEPENDENCE DAY / 15TH AUG
RAKSHA BANDHAN
DURGA PUJA
DIWALI MELA
Factories Act, 1948
The principal Act to provide for various labour welfare measures in India is the
Factories Act, 1948. The Act applies to all establishments employing 10 or more workers
where power is used and 20 or more workers where power is not used, and where a
manufacturing process is being carried on.
62
Health of Employees
lighting.

the factory.
63

1.
in any factory.
2.
certificate.
3.
Welfare Funds
recreation, etc.
Voluntary Benefits
conveyance.
SOCIAL SECURITY
64

Medical care
Sickness benefit
Old-age benefit
Family benefit
Maternity benefit
Survivors benefit
65
Research, preventative measures, and health

promotion
The board recognises that it has a role to play in the promotion of the health of
its employees. The board will be proactive at an organisational and individual
level in addressing health and welfare issues.
The board proposes to carry out research and surveys in order to identify areas
of need relating to staff health and welfare within the boards service. It will
develop strategies and initiate a range of preventative measures in response to
needs identified through research.
A range of initiatives will be developed in order to promote staff health and
well-being at work. This will include training in areas such as stress
awareness/management, drug awareness, and other areas of need as identified
through research. Awareness of the support provided by the staff welfare officer
and Staffcare will also be raised through staff training and induction. Training
will be available for managers in relation to dealing with welfare issues.
OBJECTIVES OF THE PROJECT
66
The study of the topic has some basic objectives these are follows: To analysis the effectiveness of various process of employee welfare program.
To make aware with the different methods of welfare program that are available for
the employee in organization.
To suggest the best and appropriate method .
To suggest various measures that could be taken for further improvement.
Also to keep in mind the other aspects of the methods this can effect the organization.
AIM OF THE PROJECT
The aim of the study was to understand the effectiveness of welfare of an employee in
SHRIRAM PISTON GHAZIABAD. This involved study of functioning and operations at
SHRIRAM PISTON GHAZIABAD with special emphasis on the different activities related
to management of Human Resource at SHRIRAM PISTON.
RESEARCH METHODOLOGY
67
The proposed research work is being planned to be divided into two stages :-
The concept formation stage, and the practical finding stage:For both
the stages, the data used may be classified as primary data and secondary
data. The primary data will be collected through direct interviews, survey,
questionnaire etc. and secondary data will be collected from already published work,
books, journals, research papers and annual reports.
Research Design: Objective Study
Data Type: Primary Data/ Secondary Data
Research Instrument: Questionnaire
Area of Research: Factory campus
Sample Size: 100
Sample Procedure: Judgment Sampling
Sampling Method: Personal survey method through
preparation of questionnaire
Preparations done for survey
The questionnaires prepared for the workers were very simple so that they can
easily understand the questions & reply.
The questionnaires provided to the executives were short one.
For filling of the questionnaires classrooms sessions were organized for the
workers, where 5 to 6 workers were called at a time. All the questions were
explained to them. If they were able to mark on their own, so they were allowed
to do so, else we asked for their responses and marked them accordingly in the
questionnaire, as many of the workers were illiterate.
68
Sometimes we also conducted on the job survey where we asked questions to the
workers while they were doing their job because there were many workers who
were busy all the time and they did not want to leave their work. They also felt
that such surveys are useless so why should they leave their work for it.
For getting the responses from the management we interviewed them through a
very small interview schedule after seeking their permission and at the time,
which suited them.
Then all these questionnaires & interviews were analyzed.
RESEARCH DESIGN
A RESEARCH DESIGN IS PURELY AND SIMPLY THE FRAMEWORK OR PLAN

FOR A STUDIES THAT GUIDES THE CORRECTION AND ANALYSIS OF DATA.
1.
Data Collection:
The data collected for the purpose of research can be classified
into primary and secondary data.
Primary Data :
Primary data is the first hand information. Primary
data can be collected through questionnaire, survey method.
Secondary Data:
Secondary data are the data collected through
journals
2.
Research Instruments: The instrument used for collecting primary

data was QUESTIONAIRE.
QUESTIONAIRE consists of set of questions presented to respondents for their

answers. The types of questionnaires are likert scale Questions. likert scale Questions
allows respondents to answer by choices.
69
3. Sampling Plan:
It involves study of a group of respondent considered to be
representative of entire population is known as SAMPLING.
Sampling unit i.e. who is to be surveyed?

Samplings size i.e. how many people to be surveyed?
Sampling procedure i.e. how should the respondent be survey?
4. Contact Method:
Once the sampling plan has been determined the research
process includes how sample size should be contacted. At the top level the personal
interview were conducted and for the lower level questionnaire were prepared.
70
TABULATION, INTERPETATION & ANALYSIS OF DATA & FINDINGS
Q-1 Are you satisfied with working environment in this organization.
FINDINGS: In the survey I find that more 65% employee are agree and 45% employee are
strongly agree.
71
Q-2 Are you satisfied with various company policies & practices.
strongly agree.
72
Q-3 Motivational physical facilities like proper working condition and water
cooling system etc.
strongly agree.
73
Q-4 Are you satisfied with the canteen facilities of the company
FINDINGS: In the survey I find that more 10% agree are agree and 60% employee are strongly
agree and 20% employee disagree and 10% strongly disagree.
74
Q-5 company organize various recreational activities for increasing

motivation of the employee
FINDINGS: -
In the survey I find that more 20% employee are agree and 80% employee are
strongly agree.
75
Q-6 Are you aware related to ESI & PF policy in this Company.
strongly agree.
76
Q-7 Introduction of short tea breaks on the working place.
strongly agree.
77
Q-6 Appreciates good work & also point at the errors.
FINDINGS: -
In the survey I find that more 82% employee are agree and 8% employee are
strongly agree and 6% employee are disagree and 4% strongly disagree.
78
Q-7 company has well equipped medical facility room & skilled doctors.
strongly agree.
79
Q-8 Your work contribution to the company is recongnsed appraised

periodically.
80
Q-9 Are you satisfied the salary structure of the company..
strongly agree.
81
Q-10 Company provide loan assistance for special need of the

employee, i.e marrage, home serious aliment.
strongly agree.
82
Q-11 Are you satisfied with the grievance handling procedure of

the company.
strongly agree.
83
Q-12 Training needs of the employees are periodically recognizied &

fulfeiled
strongly agree and 20% employee are disagree.
84
Q-13 Are you satisfied leave rules of this company.
strongly agree.
85
Q-14 Company is concerned about the employees family.
86
Q-15 Giving suggestion is mandatory for every employee and then the
Management can announce the "SUGGESTION OF THE
MONTH"
FINDINGS:-
In the survey I find that more 100% employee are strongly agree.
87
SWOT ANALYSIS
STRENGTHS:
Talented human resourc
Financially secure company
WEAKNESS
Training not conducted on a regular basis
OPPURTUNITIES
Huge potential for growth in the market because of excellent process operations
All round improvement assured if training is conducted on a regular basis
THREATS
Irregularity in training can demotivate the employees leading to failure and downfall
88
FINDINGS
The data shows that the total sample size of 50 people taken randomly for the
research, 43 people out of then taken mobile with them. This segment comproise of professions,
businessperson, service man & students.
About awareness of Shriram Piston the data collected shows that 60% of the
people knows about all the telephone companies dealing in Ghaziabad market, 30% of person
knows only few companies, 5% of person knows only one company, 5% are not knowing any
other company.
When the preferences for mobile phone connections were asked, results
drawn that 40% of persons prefer to take Ring & Piston because they believe in Ring & Piston
better coverage & cheaper rates after Ring & Piston, 20% of people opt Bajaj Ring services
because of its cheaper rate and flexible schemes, then awareness of Super Ring is only 25% but
there is very high recommendation for its better connectivity. Super is rich in attractive schemes
and plans for business persons and persons related to corporate world.
89
CONCLUSION
The conclusion of the summer training report on impact assessment of welfare efforts at
shriram piston Ghaziabad. Is very positive. welfare programs in shriram piston effective
and efficient. welffare programs consist managerial, technical or special training programs.
These programs provided to all level of employees by the human resource development
department. welfare programs are effective for the point of view of development whether
employees or management development. Through welfare programs employees and
management both are satisfied. In short, these programs enhance the ability of employee
satisfaction. That is, these programs improve the knowledge, skills and attitude. These
programs are helpful to achieve the individual or organizational goals. There should be
training for all employees to explain the policies & practices followed by the HR
department, so that they can understand the functions & limitations of the HR department.
90
LIMITATIONS
The study was restricted to a period of eight weeks only and it was not possible to go
through the topic in depth in such a sort of time, a more detail could have been made out
subject to the availability , manpower and resources.
It was difficult to collect secondary data form the organization. The respondents were
not in the position to give correct and accurate data as I needed.
As the results achieved by the study have been broadly confirmed by discussion with
management guide so it may suffer from personal business, which very often makes the
information one sided.
As my whole project was based on secondary data, but company was providing me
complete two months work within that with little bit restrictions, so that I was unable to get
maximum time of the executives.
91
RECOMMANDATION AND SUGGESTION

RECOMMENDATION
Employee welfare program is an important tool of the management capable of making
significant contribution to the goals of the organisation. Training tends to improve the
performance of employees by narrowing the gap between expectations and achievements.
Because of its significant role, it is essential to have an effective training programme in the
enterprise. Training need identification should be in proper way, each and every factor
should be analyzed. Trainees should be motivated who want to do something special
through their performance. That is, they want to do their best. Trainers should be well
qualified and experienced person. They should know how to motivate the others. Training
programme should be supported by the top management. And training programme should
be efficient and effective. Trainees and trainers both should have positive attitude and also
have right perception. There should be critical appraisal of the outcome of the training
programme. Methods of the training should be adopted according to trainees level of
learning whether methods are case study, role play, exercise, lecture or else. The choice of
any methods would depend upon the specific objectives of the training programme.
92
SUGGESTION
1. There should be training for all employees to explain the policies & practices
followed by the HR department, so that they can understand the functions &
limitations of the HR department.
2. To improve feedback system a suggestion scheme may be opened, so that the
employees can suggest their views.
3. To improve the perception of the employees regarding training provided.
4. Finally any investment in employee welfare programmes will beneficial for the
employees as well as to the government.
5. Career consoling of employees childrens.
93

QUESTIONAIRE
SHRI RAM PISTON & RING LTD. GHZIABAD
EMPLOYEE WEL FARE SERVEY
YEAR-2012
Name:
Emp. Code:
Depts..
Post:...
Strongly
Agree
Agree
Strongly
Disagree
Disagree
Q-1 Are you satisfied with working environment in this

Organization.
Q-2 Are you satisfied with various company policies & practices.
Q-3 Motivational physical facilities like proper working condition and
water cooling system etc.
Q-4 Are you satisfied with the canteen facilities of the company
Q-5 Company organize various recreational activities for
increasing motivation of the employee
Q-6 Are you aware related to ESI & PF policy in this Company.
Q-7 Introduction of short tea breaks on the working place.
Q-10 Your work contribution to the company is recognized
appraised periodically.
Q-11 Are you satisfied the salary structure of the company.
Q-12 Company provide loan assistance for special need of the
employee, i.e marriage, home serious aliment.
Q-13 Are you satisfied with the grievance handling procedure of the
company.
Q-14 Training needs of the employees are periodically recognized
& fulfilled
Q-15 Are you satisfied leave rules of this company.
Q-16 Company is concerned about the family well being of the
employees.
Q-17 Giving suggestion is mandatory for every employee and then
the management can announce the "SUGGESTION OF THE
MONTH"
Q-18 Are you satisfied the judgment of the suggestion scheme.
Q-17 Please suggest if you require any further improvement in
Employer welfare policy.
.
.
94
BIBLIOGRAPHY
Managing Human Resources: TN Chaabra

Personnel Management: NK Chaddha
Human Resource and Personnel Management: Ashwathapa
Human Resource Management: V. S. P. Rao
http://www.humanresource.com
95

A Study On Employee Benefit Welfare Scheme An Organization Sriram Pistion

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Shriram Pistons & Rings Ltd.

STUDY OF EMPLOYEE BENEFITS IN

Under The supervision of: -

Mr. RAHUL SHARMA

(H.O.D, of BBA, Dept )

Shriram Pistons & Rings Ltd.

I, Kumari Komal Student of BBA VI Sem

hereby declare that in this summer

training project report entitled A Study on Employee Benefit welfare scheme an

Shriram Pistons & Rings Ltd.

to Mr. Dixit for giving me an opportunity

into practical one. It

Project Guidance Mr. Rahul Sharma H.O.D., BBA

Department , SIT Meerut who had played a key role of

my coach, guide & counselor

throughout my project work & helped me whenever I was in trouble in my given

irrespective of their busy

schedule would like to express my special gratitude

all department, my friends & my seniors who are always a

source of inspiration for me & played an important role in making my summer

Shriram Pistons & Rings Ltd.

It gives me great pleasure in presenting the project on, A Study on Employee

Policy applied in this organization. My objectives are to

objective of the project is to provide the

execution with a framework for analysis of problems, Related to Employee wel

Shriram Pistons & Rings Ltd.

Chapter 2 : INTRODUCTION OF THE TOPIC

Chapter 3 : OBJECTIVE OF THE RESEARCH

Chapter 5 : RESEARCH METHODOLOGY

Chapter 6 : DATA ANALYSIS

Graphical Presentation Of Data

Chapter 11: ANNEXURE

Shriram Pistons & Rings Ltd.

India, engineered to world-class

SHRIRAM PISTONS & RINGS LTD

Shriram Pistons & Rings Ltd.

9.89 Million per year

9.27 Million per year

52.17 Million per year

15.26 Million per year

.08 Million per year

The company has Technical Collaboration with:

The company is also an exclusive supplier of the three Honda Joint

Shriram Pistons & Rings Ltd.

Features of SPRL Factory:

Shriram Pistons & Rings Ltd.

Total area covered by the factory is 27 acres.

Classification of the Premises:

Total Strength of the company is 5500 Nos. Consisting of Officers,

The company is exporting to more than 37 countries.

Exports have risen up to Rest. 87 Cr the year 2008-2009.

Over 10% of the production is exported to sophisticated markets

such as Europe, UK, Egypt, USA, Latin America etc.

SPR has been investing 30% of its retained earnings in quality up

Shriram Pistons & Rings Ltd.

REGIONAL OFFICES SPR

GODOWN NETWORK SPR

NORTH : Delhi, U.P.Border, Jalandher, Jabalpur,

WEST : Pune. Ahemdabad, Bhopal

EAST : Calcutta, Patna

SOUTH : Chennai, Hyderabad, Banglore, Cochin

Shriram Pistons & Rings Ltd.

Organizing Welfare Activities for the employees.