Labour

LABOR WELFARE PRACTICES AT PARSONS NUTRIONALS PVT .
LTD
A PROJECT REPORT ON LABOR WELFARE
PRACTICES
AT
PARSONS NUTRITIOANALS PVT.LTD
A project submitted in partial fulfillment of the requirement of the Bangalore University for
the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

OF
BANGALORE UNIVERSITY
By
Ms. CHAITHRA.V
Reg. No: 15KXCMD016
Under the guidance of
Mr. Santosh George
Assistant Professor
SURANA COLLEGE PG Centre

BANGALORE-560060
2017
SURANA COLLEGE – DEPARTMENT OF MBA PAGE 1

LABOR WELFARE PRACTICES AT PARSONS NUTRIONALS PVT .LTD
DECLARATION
I hereby declare that this Case Study report titled “LABOR WELFARE PRACTICES AT
PARSONS NUTRITIONALS PVT.LTD” submitted by me to the DEPARTMENT OF
MANAGEMENT BANGALORE UNIVERSITY in partial fulfilment of requirement of MBA.
It is a record of an original and independent study conducted by me under the guidance and
supervision of our respected Prof. SANTHOSH GEORGE Dept of Management, SURANA
College PG Centre Bangalore. This has not been submitted earlier to any other university or
institution for the award of any Degree/Diploma/Certificate or published any time before.
Date: ___________________
Place: Bangalore Ms. CHAITHRA.V
(15KXCMD016)

GUIDE CERTIFICATE
This is to certify that the case study titled “APROJECT REPORT ON LABOR
WELFARE PRACTICES AT PARSONS NUTRITIONALS PVT.LTD” is
record of an original work done and submitted by CHAITHRA.V, Surana
college- PG Department, during 2017 to Bangalore University, Bangalore for
the award of degree of Master of Business Administration is a record of work
carried out by he under my guidance.
Date: ___________________
Place: Bangalore Mr. SANTHOSH GEORGE

Assistant professor


Acknowledgement
I immensely acknowledge and thank Prof. SANTOSH GEORGE and faculty of

SURANA COLLEGE Centre for Post Graduate Studies, Bangalore for giving me an
opportunity to undertake this Case Study.
I have immense pleasure in expressing my deepest gratitude to our honourable Director

Dr. GP SUDAKAR and for him guidance, which goes a long way to set my future career.
I immensely grateful to the Management of PARSONS NUTRITIONALS PVT .LTD and

particularly Mr.RAMESH, Assistant HR Manager and Mr.SHASHIDHAR, Senior Manager
for giving me the permission to do the project in the organization for allowing me a privilege to
conduct my data collection regarding project.
I am greatly indebted to faculty of SURANA COLLEGE for their encouragement, my

dear and loving parents and friends. I really thank my family and friends for being with me at
every stage of my project and making me feel confident.
Ms. CHAITHTRA.V
(15KXCMD016)

TABLE OF CONTENT
SL.NO PAGE
CHAPTERS NO.
1 INTRODUCTION [1 – 17]
1.1 Industry Profile 1-9

1.2 Theoretical Background 10 – 16
1.3 Importance of the Study 16 – 17
1.4 Need of the Study 17
2
REVIEW OF LITERATURE AND RESEARCH DESIGN [18 – 28]
2.1 Literature Review 18 - 25

2. 2 Statement of the Problem 26
2.3 Scope of the Study 26
2.4 Objectives of the Study 26
2.5 Research Methodology 27
2.6 Sampling 27
2.7 Data Collection 28
2.8 Data Analysis 28
2.9 Limitations of the Study 28

3 PROFILE OF THE SELECTED ORGANISATION AND

[29 – 38]
RESPONDENTS
3.1 History 29 - 36
3.3 Respondents Profile 37 - 38
4 [39 – 68]
DATA ANALYSIS AND INTERPRETATIONS
5
FINDINGS , CONCLUSIONS AND SUGGESTIONS [69 – 72]
5.1 5.1 Findings 69 - 70
5.2 5.2 Conclusions 70 - 71
5.3 5.3 Suggestions 72
BIBLIOGRAPHY
73
ANNEXURES 73 - 76

EXECUTIVE SUMMARY
Labor sector addresses multi-dimensional socio-economic aspects affecting labor welfare,

productivity, living standards of labor force and social security. To raise living standards of the
work force and achieve higher productivity, skill up gradation through suitable training is of
utmost importance. Manpower development to provide adequate labor force of appropriate skills
and quality to different sectors is essential for rapid socioeconomic development. Employment
generation in all the productive sectors is one of the basic objectives. In this context, efforts are
being made for providing the environment for self-employment both in urban and rural areas.
During the Ninth Plan period, elimination of undesirable practices such as child labor, bonded
labor, and aspects such as ensuring workers’ safety and social security, looking after labor
welfare and providing of the necessary support measures for sorting out problems relating to
employment of both men and women workers in different sectors has received priority attention.
The improvement of safety, health and working conditions depends ultimately upon people
working together, whether governments, employers or workers. Safety management involves the
functions of planning, identifying problem areas, coordinating, controlling and directing the
safety activities at the work site, all aimed at the prevention of accidents and ill health (figure 1).
Accident prevention is often misunderstood, for most people believe wrongly that the word
“accident” is synonymous with “injury”. This assumes that no accident is of importance unless it
results in an injury. Construction managers are obviously concerned with injuries to the workers,
but their prime concern should be with the dangerous conditions that produced the injury – with
the “incident” rather than the “injury”. On a construction site there are many more “incidents”
than injuries. A dangerous act can be performed hundreds of times before it results in an injury,
and it is to eliminate these potential dangers that managers’ efforts must be directed. They cannot
afford to wait for human or material damage before doing anything. So safety management
means applying safety measures before accidents happen. Effective safety management has two
main objectives:
– To make the environment safe;
– To make the job safe,

INTRODUCTION
1. 1INDUSTRY PROFILE
Biscuit industry is one of the major food and beverage industry under FMCG industry. It is
growing at a rapid rate in developing countries.
OVER VIEW OF THE INDIAN BUSCUIT INDUSTRY
Biscuit industry contribute Rs 8,000 crore to the FMCG industry and provide a vast
opportunity for growth, as the per capita consumption of biscuits is less than 2.1 kg 3kg in
our country. India It is classified under two sectors: organized and unorganized. Branded
/Organized to Unbranded/Un organized market share of biscuit has been 70% for
organized sector and 30% for unorganized sector. Apart from Big 3 (Britannia, Parle, ITC)
there are around 150 medium to small biscuit factory in India. The Industry is now facing
problem from increase of raw material price. With Government VAT up to 12.5% has
added to their woes .Biscuit consumption per capita in India has grown to 2.1kg per capita
in comparison to 10kg per capita consumption in USA, UK and Europe. India Biscuits
Industry came into limelight and started gaining a sound status in the bakery industry in the
later part of 20th century when the urbanized society called for readymade food products at
a tenable cost. Biscuits were assumed as sick-man's diet in earlier days. Now, it has
become one of the most loved fast food products for every age group. Biscuits are easy to
carry, tasty to eat, cholesterol free and reasonable at cost. States that have the larger intake
of biscuits are Maharashtra, West Bengal, Andhra Pradesh, Karnataka, and Uttar Pradesh.
Maharashtra and West Bengal, the most industrially developed states, hold the maximum
amount of consumption of biscuits Even, the rural sector consumes.

 Biscuit industry in India in the organized sector produces around 60% of the total
production, the balance 40% being contributed by the unorganized bakeries. The
industry consists of two large scale manufacturers, around 50 medium scale brands and
small scale units ranging up to 2500 units in the country, as at 2000-01. The
unorganized sector is estimated to have approximately 30,000 small & tiny bakeries
across the country.
 The annual turnover of the organized sector of the biscuit manufacturers (as at 2001-02)
is Rs. 4,350 crores.
 In terms of volume biscuit production by the organized segment in 2001-02 is estimated
at 1.30 million tones. The major Brands of biscuits are - Britannia, Parley Bakeman,
Priya Gold, Elite, Cremica, Dukes, Anupam, Horlicks, Craze, Nezone, besides various
regional/State brands.
 Biscuit industry which was till then reserved in the SSI Sector, was unreserved in 1997-
98, in accordance with the Govt Policy, based on the recommendations of the Abid
Hussain Committee.
 The annual production of biscuit in the organized sector continues to be predominantly

in the small and medium sale sector before and after de-reservation. The annual
production was around 7.4 Lakh tones in 1997-98 in the next five years, biscuit
production witnessed an annual growth of 10% to 12%, up to 1999-00.
 The annual Growth showed a decline of 3.5% in 2000-01, mainly due to 100% hike in
Central Excise Duty (from 9% to 16%). Production in the year 2001-02 increased very
marginally by 2.75% where in 2002-03 the growth is around 3%.
 The Union Budget for 2003-04 granted 50% reduction in the rate of Excise Duty on
Biscuit i.e. from 16% to 8%. The Federation's estimate for the current year indicates a
growth of approximately 8% to 9%.

 However the average utilization of installed capacity by biscuit manufacturers in the

country has been a dismal 60% over the last decade up to 2001-02.
 Though dereservation resulted in a few MNCs, i.e. Sara Lee, Kellogg’s SmithKline
Beecham, Heinz etc entering the biscuit industry in India, most of them, with the
exception of SmithKline Beecham (Horlicks Biscuits), have ceased production in the
country.
 On the other hand, import of biscuits, especially in the high price segment has started
from 1998-99, but however, the quantum of imports has not so far increased alarmingly
and has remained at around 3.75% of the consumption of biscuits in the country in the
year 2001-02. However, recent imports from china industries cheaper verities of biscuit,
needs to be examined with cautions, especially in the context of the price as the low
margin based domestic industry, which is operating at 60 % of the total installed capital.
An export of biscuits from India has been to the extent of 5.5% of the total production.
Exports are expected to grow only in the year 2003-04 and beyond.
 Biscuit is a hygienically packaged nutritious snack food available at very competitive

prices, volumes and different tastes. According to the NCAER Study, biscuit is
predominantly consumed by people from the lower strata of society, particularly
children in both rural and urban areas with an average monthly income of Rs. 750.00.
 Biscuit can he broadly categorized into the following segments: ( Based on production
of 2000 - -2001)
Glucose 44%
Marie 13%
Cream 10%
Crackers 13%
Milk 12%
Others 8%

 In recognition of industry's obligations towards the community, being a part of it,

biscuit manufacturers supply biscuits to the social welfare agencies in all States for the
benefit of school children, senior citizens and other needy sections of the society. FBMI
Members have always responded positively to our appeal as also by the Government, to
rush truck loads of biscuits to the people affected by earthquakes, floods, famine etc.
Our industry has also participated in supplying biscuits to the people of war ravaged
Afghanistan and presently to the Iraqi people, under the aegis of the UN.
 As regards the consumption pattern is concerned surveys and estimates by industry
from time to time indicate the average consumption scenario in the four zones have
been more.
Northern States: 28%

Southern States: 24%
Western States: 25%
Eastern States: 23%
 Though India is considered as the third largest producer of Biscuits after USA and
China, the per capita consumption of biscuits in our country is only 2.1 Kg., compared
to more than 10 kg in the USA, UK and West European countries and above 4.25 kg in
south East Asian countries, Le. Singapore, Hong Kong, Thailand, Indonesia etc. China
has a per capita consumption of 1.90 kg, while in the case of Japan it is estimated at 7.5
kg.
 In view of the meager per capita consumption even as penetration of biscuits

manufactured by the organized sector, into rural areas in India, has been very good
during the last 10 years, as also in the metro and other cities, small towns etc. However,
in spite of this, the industry has not been able to utilize about half of their installed
capacities.

 Biscuit is a comparatively low margin food product in the PMCG (Packaged Mass
Consumption Goods) sector. The commodity is also price sensitive, as a consequence of
which, even when the Excise Duty was doubled on biscuits in 2000-01 biscuit
manufacturers, including the major brands, were not able hike MRPs to the extent of the
steep increase in the Duty. Taxation, both Central Excise Duty as also State Sales Tax,
other miscellaneous levies i.e. turnover tax, local area tax, mandi taxes, purchase tax,
octroi etc, has been a major deterrent in the growth of the biscuit industry. The CII
Study Report has identified Biscuit as one of the products that should treated as "Merit
Good for the purpose of liberal tax policy both by the Centre and States.
 Besides lack of technology up gradation in manufacturing, packaging etc has also been
a factor affecting our industry, along with inadequate financial credit and support
particularly for the medium and small scale biscuit units.
 On the other hand, the Government of India has identified food processing industries as
a priority area to be encouraged for growth and development and created the Ministry
of Food Processing Industries (which was till then a Dept in the Ministry of
Agriculture), headed by an Ministry of State with Independent charge.
 The Food Processing Ministry has been rendering yeomen service to the industry, of
which biscuit manufacturing is an important part. The Ministry, with the objective of
enabling food processing Industries to undertake technology up gradation
diversification. expansion as also to set up new units has formulated scheme of Grants
and Financial Assistance.
 Other areas of concern to industries of food products like Biscuits include multiplicity
of food laws and their enforcing agencies in the Central and State Governments with
overlapping functions & implementation. At the persistent instance of industry

organizations including FBMI the Ministry of FPI took the initiative in evolving an
Integrated Food Act, harmonizing the existing multifarious legislations enabling better
compliance. The Draft Unfiled Food Bill 2002 has been prepared and now awaits
approval by the Cabinet and the Parliament, which will fulfil an important need of the
industry and pave way for accelerated development and growth.
 Biscuit manufacturing as well as other bakery products like Bread etc are agro based
industries, with the major inputs - wheat flour/atta sugar, milk vanaspati/vegetable oil
etc all being agriculture produces.
 Industries such as Biscuit are also languishing as they are not able to achieve their
potentials for higher production, in the absence of the concrete food Processing Industry
Policy. FBMI in close coordination with other organizations and apex Chambers,
initiated to urge the Govt of India to formulate a comprehensive Policy Document, for
smooth growth and harmonious development of the industry. The Food Processing
Industry Policy, which has been evolved as a result of various workshops, deliberations
and representations by a large cross section of food processing industries, is yet to be
finalized. It is hoped that the Ministry of Food Processing Industries, GOI would initiate
action for implementation of the Policy expeditiously.
The process of biscuit manufacturing involves the following stages:
MIXING:
This is a process where all ingredients are put together in right proportion for dough
formation. These ingredients are then fed into Mixers where mixing is done
and dough is prepared for moulding/cutting .Major ingredients are flour, fat, sugar and
others as per the product one would like to have.
MOULDING:

In this section we laminate the dough into sheet, which then passes down to gauge rollers,
and sheet thickness is achieved for moulder/cutter. Here we have a cutter or moulder as
per the variety where one gets the shape and sizes of biscuits.
BAKING:
This is the area where we pass these moulded wet biscuit into baking oven.
The biscuits are baked on desired temperatures. Various type of heating are available now
days as per the convenience and cost. Different type ovens are available.
High level of competition within the industry has lead to innovations in

several areas, thereby raising the overall capability levels in the sector. This
will facilitate sustained growth in the sector and help it to become globally.
SWOT ANALISYS
Strengths
 Brand building capabilities: Brand image of the company existing in the industry, every
company has a strong brand image to consumers.
 Diversified product range of the industry covering al segments.
 The depth of distribution
 Low and mid price range of the product.
 Industry catering to masses, as in most developing economies, increasing purchasing
power is aiding the shift to affordable options.
Weaknesses:
 Dependence on retailers and grocery stores for displaying diversified products on shelf.
 Lack of technology up gradation
Opportunities:

 Indian Biscuit Manufacturers’ Association (IBMA) estimates annual growth

of around 20% in next couple of years.
 The $220 Billion food industry is expected to grow to $300 Billion by 2015.
Threats:
 Per capita consumption of Biscuits in the country is only 1.8 kg as
compared to2.5 kg to 5.5 kg in South East Asian countries and European countries,
and 7.5 kg in USA.
 The Sales Tax or VAT rates for all machinery used should be lowered to the
concessional rate of 4%.

1.2THEORETICAL BACKGROUND OF LABOUR WELFARE
 Nature of labor welfare
 Scope of labor welfare
 Objectives of labor welfare
 Need for labor welfare
 Principles of labor welfare
 Theories of labor welfare
 Legislative enhancements
 Classification of labor welfare
 Importance of labor welfare
Nature of Labor Welfare:
Welfare is broad concept which referrers to a state of living of an individual or a group, in a

desirable relationship with the total environment, ecological, economic and social. Labor welfare
includes both social and economic contents of welfare. Social welfare is primarily concerned
with the solutions of various problems of the weaker sections of the society like prevention of
poverty. It aims at social developments by such means of social legislation, social services etc.
The object of economic welfare is to promote economic developments by increasing production
and productivity through equitable distribution .Labor welfare is a part of social welfare
conceptually and operationally .It covers a broad field and denotes well being, happiness,
satisfaction, conservation and developments of human resources .Labor welfare may be viewed
as a total concept, as a social concept and as a relative concept. These concepts include a
desirable state of existence involving the physical, mental, moral and emotional well being.

.These four elements together constitute the structure of welfare on which its totality is based
.The social concept of welfare implies the welfare of man ,his family and his community .All
these three aspects are inter –related and work together in a three dimensional approach .T his
relative concept of welfare implies that welfare is relative in time and place .
Scope of Labor Welfare:-

It is very difficult to lay down accurately the scope of labor welfare because of the fact that
labor is composed of dynamic individuals with complexity of needs. In the world of changing
values where ideologies are rapidly changing and undergoing transformation, rigid statement
about the field of labor welfare needs to be revised. The labor welfare work is increasing day by
day with increasing opportunities. It is also increasing with the growing knowledge, experience
and techniques. The test of the welfare activities is that as to how it removes directly and
indirectly the hindrances and restores to the worker the peaceful and joyful living. The welfare
work is concerned with worker and his family and so an able welfare officer program me’s the
activities by taking the care of the worker and his family.
Objectives of Labor Welfare:

Welfare measures generally aim to ensure social health and economic security to the worker,
increases their satisfaction and raise their standard of living. The following are the basic
objective of the labor welfare facilities.
1. Creating a sense of commitment and loyalty among the workers.
2. Imposing numerous restrictions on the employer for the health and physical well being of the
employees.
3. Ensuring social and economic security of the workers.
4. Inculcating leadership qualities and team spirit.
5. Reducing absenteeism among the workers and encouraging them For regular attendance.
6. Attracting and retaining talent and skill.
7. Improving industrial relations.

8. Building up a good image of the company.

9. Promoting harmony and developing co-ordination among the Workers.
10. Building up a stable labor force.
11. Improving the productivity of the workers.
Need for Labor Welfare:

The need for labor welfare arises from the very nature of industrial system which is having two
basic characteristic ,one the condition under which the worker have to work or not congenial
for health and second the worker has to work an entirely strange atmosphere creating Problems
of adjustment. The working condition in the factory adversely affects the health of the worker
because of the excessive heat or cold, noise, dust, lack of pure air etc. It results into
occupational health problems and diseases for the workers and so it becomes necessary on the
part of management to provide protective services and compensatory benefits.
Principles of Labor Welfare:

Following are the principles for successful implementation of any welfare programme in an
organization:
1) The labor welfare activities should pervade the entire hierarchy of an organization
2) Management should be welfare oriented at every level.
3) The employer should not bargain labor welfare as a substitute for wages or monetary
incentives.
4) There should be periodical assessment or evaluation of welfare measures and necessary
improvements on the basis of feedback.
5) The management should ensure co-operation and active participation of unions and workers
in formulating and implementing labor welfare programme.
6) The labor welfare work of an organization must be administratively viable and essentially
development oriented.

7) There should be proper co-ordination, harmony and integration of all labor welfare services
in undertakings.
8) The employer should look after the welfare of his employees as a matter of social obligation.
Theories of Labor Welfare:

The Police Theory:
This is based on the contention that a minimum standard of welfare necessary for laborers. This
theory assumes that man is selfish and self –cent red and always tries to achieve his own ends,
even at the cost of the welfare of others. According to this theory, owners and managers of
industrial undertakings get many opportunities for exploitation of labor. The state has to
intervene to provide minimum standard of welfare to the working class. A number of laws were
enacted to compel management to provide mini u wages, congenial working conditions,
reasonable hours of work and social security.
The Religious Theory:

This is based on the concept that man is essentially “a religious animal”. Many acts of man are
related to religious sentiments and beliefs. These religious feeling sometimes prompt an
employer to take up welfare activities in the expectation of future either in this life, or after it.
According to this theory, any good work is considered as an investment by which both the
benefactor and the beneficiary are rewarded.
The Trusteeship Theory:

This is also called the Paternalistic Theory of labor welfare, according to which “the
industrialist or employer holds the total industrial estate, properties, and profits accruing from
them in a trust.”The employer should hold the industrial assets for himself, for the benefit of
his workers and also for society. The main emphasis of this theory is that employers should
provide funds on an on-going basis for the well being of their employees. Mahatma Gandhi
very strongly advocated this theory. But it is easily talked about than practiced. Labor welfare
under this philosophy depends on the initiative of the top management. Since it has no legal
sanction, its value is related to the moral conscience of the industrialist.

The Philanthropic Theory:

This theory is based on man’s love for mankind .In Greek “Philos” means loving and“antropes”
means man .So philanthropic means “loving mankind”. Man is believed to have an instinctive
urge by which he strives to remove the suffering of others and promote their well being. The
labor welfare movement began in the early years of the industrial revolution with the support of
philanthropists as Robert Owen .The philanthropic acts of welfare may sometimes defeat the
very purpose of welfare.
The Placating Theory:

This theory is based on the fact that labor groups are becoming demanding and militant, and
more conscious of their rights and privileges than ever before. Their demand for higher wages
and better standards of living cannot be ignored. According to this theory, timely and
periodically acts of labor welfare can appease the workers. They are some kind of pacifiers
which come with a friendly gesture.
The Public Relations Theory:

This theory provides the basis for an atmosphere of goodwill between labor and management
and also between management and the public .Labor welfare programmes under this theory,
work as a sort of an advertisement and help an organization to project its good image and build
up and promote good and healthy public relations. But this kind of programme may also lack in
sincerity and continuity. When such a programme loose its advertisement value, it may be
neglected by the employer even through it is still useful for the employees
The Functional Theory:

This is also called the efficiency Theory. Welfare work is used as a means to secure, preserve
and develop the efficiency and productivity of labour.The is obvious that if an employer takes
good care of his workers, they will tend to become more efficient and will thereby step up
production. But all this will depend on a healthy collaboration between union and management
and their mutual concern for growth and development of the industry. Any higher production is

of benefit to both management and labour.The latter will get better wages and perhaps a share
in the profits.
Legislative Enhancements:
The government of India passed the following acts for the welfare and social security of the
workers in the country.
1. The Factories Act -1948
2. The Minimum wages Act-1948
3. The Employees Provident Fund Act-1952.
4. The Employees State Insurance Act-1948.
5. The Workmen’s Compensation Act -1923.
6. The Industrial Dispute Act-1947.
7. The Payment of Wages Act-1936.
8. The Trade Unions Act-1926.
9. The payment Of Gratuity Act-1972.
10. The Industrial Employment Act -1946.
11. The Apprentices Act -1961.
12. The maternity Benefit Act-1961.
Classification of Labor Welfare Activities: -

The labor welfare facilities can be classified as under.
 Statutory
 Non statutory
 Mutual
Statutory Welfare Facilities:-

The statutory welfare measures are those which have emerged from various acts passed by the
Government. It is legally binding on the part of Management to offer these welfare facilities.

These are connected with cleanliness, ventilation, temperature, lighting, drinking water, latrines
and urinals, rest rooms. Canteen etc.
Non-Statutory Welfare Facilities:

Voluntary welfare facilities are provided voluntarily by the employer for his workers. These are
provided to keep the labors force happy and contended. Such facilities may be called as non –
statutory facilities. These are primarily oriented to democratic value system. The Trade unions
played an important role in bringing forth these facilities. Such facilities depend upon the
increase the efficiency of the workers and reduce the conflict between the employers and the
employees.
Mutual Welfare Facilities:

Mutual welfare facilities refer to such activities which are initiated by the workers for their
betterment in a suitable manner either through the trade union or through the formation of the
co-operatives.
Importance of Labor Welfare:

The importance of labor welfare for the all development of the workers cannot be over
emphasized. It affects the worker physically, mentally and emotionally. The planning commit
ion in our country has rightly observed the importance of labor welfare .It pointed out that if
management wants to take out the best of worker in the matter of production then the working
conditions are to be necessarily improved .The worker should at least have the facilities to keep
himself in a state of health and efficiency .It is primarily concerned with the question of
adequate nutrition and suitable housing conditions.

1.3 IMPORTANCE OF THE TOPIC
The study of labor welfare covers the company providing the welfare schemes to labors, the
hygienic is maintained by the company and the company maintaining the safety precautions
.the focus of the study is confined to an organization “Parsons Nutritionals Private. Limited”. It
helps to understand the worker atmosphere at the work place and helps the company to check if
the exisisting schemes are providing good facilities to worker or not.
1.4NEEDS OF THE STUDY
Organization considers the Labors as one of the most important assets of the organization. So it
is important for the every organization. The present study helps to know about welfare
practices followed by the company and problem faced by them and appropriate measure that
has to be taken in improving welfare activities.

2.1 REVIEW OF LITERATURE

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 emotion well being.
The social concept of welfare of man and his family hic community. There is interconnection of
their 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 labor welfare is one, which tends itself to various interpretations and it has not always
the same significance in different countries. As appointed out by the same significance in labor,
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:

Labor 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.

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

1. SOCIAL ASSISTANCE:
It refers to the assistance rendered by the government to the needy persons without asking them
contribution to be entitled to get such assistance
Social assistance includes those benefits which provided by government with out any
Contribution from 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 10th session of the
International Labor 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 Assembly in1928. However, the
Assembly 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 country
.Later, the preparatory Asian Regional Labor 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, oldage 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 enactments 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.
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 depend upon on injury.
The Employee’s State Insurance Act, 1948:

The main object is to provide social insurance for workers. It is a contributory and compulsory
health insurance scheme that provides medical 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.
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 gazeete. 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:

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 1sFebruary 1996,a woman
worker is entitled to grant of leave with wages for maximum period of one month in cases of
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 employee’s 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 Government.
BENEFITS:
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.
CONCLUSION:
Social security refers to the protection afforded by the government to the needy people against
certain risks cover a person has no control. It covers the aspects relating to social and economic
justice.Labour welfare has become essential because of the very nature of the Industrial system.
The approach to this problem of development in a particular country. However the need for
labor welfare in some way or the other is realized all over the world because of the socio-
economic condition & problem which the industrial society has thrown up.

RESEARCH DESIGN
2.2 STATEMENT OF THE PROBLEM

In this project the researcher to know the labor welfare measures provide in the “Parsons
Nutritionals Pvt. Ltd”, and to study the various dimensions of employee welfare measures as
perceived by the worker and to the perception of the respondents regarding the various labor
welfare provided to them and to suggest to suitable measures to enhance HRD intervention used
in improve the welfare facilities. The study the satisfaction level of various employees toward
welfare practices in the company.
2.3 SCOPE OF THE STUDY:

The scope of the study is to find out how for the existing welfare schemes cater to the
requirement of the employee of Parsons Nutritionals Pvt. Ltd., Harohalli. The study will be able
to throw light on the dark spots where it need some sort of improvement in the welfare schemes
that have been implementing. The purpose of the study is to measure the employee’s attitude
regarding the welfare measures provided in the company.
2.4 OBJECTIVES
1. To study the level of satisfaction of various employee welfare measure with special reference
to social security in Parsons Nutritionals Pvt. Ldt.
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 Parsons
Nutritionals Pvt. Ltd.

2.5 SAMPLING DESIGN:
Sampling is a statistical analysis in which number of observations is taken from a larger

population. The sample should be collected from all the employees from various departments of
the Parsons Nutritionals Pvt. Ltd. The sample size is 50 employees as per the convenience
sampling procedure
STASTICAL TOOL USED:

 Percentage Analysis
2.6 TOOLS FOR THE DATA COLECTION

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 respondents with regards 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 Parsons Nutritionals Pvt .Ltd.
SECONDARY DATA: The secondary data has been collected from various public sources
Books, journals and various website.

2.7 DATA ANALYSIES

The data has been collected from 100 employees of Parsons Nutritionals Pvt, ldt. Regarding
Employee welfare measure has been analyzed and interpreted through the table and charts.
2.8 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.

3.1 ORGANIZATION PROFILE AND RESPONDENTS
PARSONS NUTRITIONALS Pvt. Ltd.
ABOUT PARSONS:
Parsons Nutritionals Pvt. ltd is a biscuit manufacturing unit with state of the art and
industrial benchmark facility with installed capacity of 20000MT/Year. Presently this unit
is engaged in manufacturing of 14000MT/Year biscuits for GlaxoSmithKline Consumer
Healthcare Ltd. We manufacture High energy Biscuits viz. Horlicks, Cornflakes biscuits,
Junior Horlicks Biscuits (Animal shaped) in 20 SKU’s varying from 35 gm to 500 gm in
different variants. The unit is ISO 9001:2000 certified and audited by GSK’s central
quality team. Our association with GlaxoSmithKline is 20years old, which speaks of our
ethical and transparent working.
Parsons Nutritionals Pvt. Ltd is a company registered under the companies act, 1956 by the
register of companies, NCT, Delhi vide registration no. U65311DL2002PTC115025
incorporated on 18th April, 2002. The company was promoted by Mr. Raj Deep Mann, Mr.
Swapan Deep Mann and Mr.Surinder Singh as promoters. The company waspromoted to
set up dedicated biscuit manufacturing unit for GSKCHL under contract manufacturing.
The company has been manufactured biscuit under the brand name of Horlicks & Boost for
GSKCHL since then. The biscuit manufactured by the unit are supplied throughout India
and other adjoining countries like Nepal, Bangladesh, and SriLanka & Middle East as it is
the contract manufacturing unit for GSKCHL. Seeing the past trends highest Quality
Management System (QMS) and Good Manufacturing Practices (GMP).In 2012 another
unit started in Bangalore for supply for southern states. Presently company having
dedicated production facility for biscuit and oats manufacturing for M/s GlaxoSmithKline
Consumer Healthcare Limited. In 2012 another milestone of the company had an
agreement with M/s Kraft foods for manufacturing of Biscuit under contract
manufacturing. The Project is in starting stage.

PROMOTERS: Promoted by:

 Mr. S.S. Mann, (NDRI Graduate, year 1971)
 Raj Deep Mann,( M.tech RMIT University, Melbourne, Australia- Joined business in
Feb2000)
 Swadandeep Mann ( Bachelor of Engineering from Thapars, Patiala, MBA from Oxford
University, U.K)
 Surinder Singh- (Mechanical Engineer) with the group Since 1989, currently as
Executive Director Responsible for all technical and project activities.
QUALITY:
Quality is the key driver of business at Parsons. The company has outlined a well defined
quality management system to be followed at every stage. A stringent check on incoming
raw, in-process control and final inspection ensures flawless execution of all orders. The
dedicated team of quality auditors at the company can redefine quality control program as
per the requirement of the industry. Continuous quality improvement drive Parsons goal to
satisfy the customer's needs for compliance.
LIST OF MAIN EQUIPMENT

 Pneumatic Conveying System for Wheat Flour and Sugar
 Online Sugar Pulverisers
 Automatic Batching and Dispensing System for Wheat Flour and Sugar
 Automatic Chemical Batching and Dispensing System
 Automatic Chemical Batching and Dispensing System
 Mixers, Automatic Dough Feeder
 Rotary Moulding Machine
 Natural Gas Fired Oven
 Cooling Conveyor

 Metal Detectors
 Stacker & Packing Tables
 High Speed Flow Wrap machines for Slugless
 Family Pack and Canteen Pack Machines
 Vertical FFS for Pillow Pouches
 Central HVAC for Packing Hall and Manufacturing Area and FDV for other Areas
 RO Plant for Process and Drinking Water
 Other Allied Service equipment like Generators, Compressors etc
The principle clauses of company EHS policy are:
1. The Company adopts eco-friendly production methods and practices

2. The company efforts to create environment all awareness among the employees
3. The company strives for continual improvement in the environment policies from time to
time.
4. The company complies with applicable legislative requirements.
5. The company complies with the local and national laws and regulations for occupational
health and safety.
6. The company spreads awareness about occupational healthy and safety awareness among
employees.
PRODUCT OR SERVICES:
Manufacture of biscuits and Oats and food products.
AREAS OF OPERATION:

South India as well as export to Nepal, SriLanka, Arab Contraries
COMPETITORS INFORMATION:
All biscuit manufactures like Pale-G, ITC, Sun feast, Britannia
INFRASTRUCTURE FACILITY:
a) Pneumatic Conveying System for Wheat Flour and Sugar
b) Online Sugar Pulverize
c) Automatic Batching and Dispensing System for Wheat Flour and Sugar
d) Automatic Chemical Batching and Dispensing System
e) Automatic Chemical Batching and Dispensing System
f) Mixers, Automatic Dough Feeder
g) Rotary Moulding Machine
h) Natural Gas Fired Oven
i) Cooling Conveyor
j) Metal Detectors
k) Stacker & Packing Tables
l) High Speed Flow Wrap machines for Slugless
m) Family Pack and Canteen Pack Machine
n) Vertical FFS for Pillow Pouches
o) Central HVAC for Packing Hall and Manufacturing Area and FDV for other Areas
p) RO Plant for Process and Drinking Water
q) Other Allied Service equipment like Generators, Compressors etc.
SWOT ANALYSIS:
STRENGTH:
 Services: The strength of the company is,that it provides national and multinational
companies with manufacturing and packaging services at par with the best in the
industry.
 The companies main focus is to provide 100% customer satisfaction reduce product
launch time lines and accelerate custom packaging requirements.
 It provides services for wide range of products including food items, biscuits, oats,
cereals products and many more.
 Parsons Nutritionals adopts environmental management and occupational health and
safety management at par with international best policies. The company is committed to
promote the safety of the employee and to protect the environment.
WEAKNESS:
 Attrition rate is high

 Transportation problem
 Connectivity problem (communication problem, signals, internet)
OPPURTUNITIES:
 Has a good brand name and a very good market share

 Attracting food manufacturing MNC because it has very good quality standards.
THREATS:
 Problem of localities because of isolate place.
FUTURE GROWTH AND PROSPECTS:
Plan to have more MNC for manufacturing all kind of food products.
1. To carry on the business of manufacturing, processing, packing, packaging, refilling,

blotting of all kinds food and food products, milk products, food stuff, provisions and
consumer products.
2. To manufacture, produce, process, prepare buy, sell and deal in soya milk, soya milk
products and preparations, soya bean based foods and soya oil solvent extracted or
otherwise including spray dried milk powder, cheese, curd, ice-cream, baby foods, proteins

foods and other preparation of soya cereals and lentils including flour and dal, soya snacks
food, soya sweets, soya cookies and chocolates, soya wearing food flavoured with fruits
and vegetables and soya beverages and other products and preparations of every kind
nature and description.
3. To manufacture, produce, process, prepare, buy sell and deal in all kinds of biscuits,
breads, cakes, pastries, confectionery, sweets, chocolates, toffees, breakfast foods, protein
foods, deitic products strained baby foods, tea and coffee, cereal products, wheat flakes and
provisions of all kinds.


MISSION:
“To hone the efficiencies for ensuring consistent quality and customized solutions that
exceeds the needs and expectations of the customers.”
VISION:
"To become one of the world's leading organizations in contract manufacturing segment by
following international best practices, strategic operation management and rapid business
expansion.”

3.2 Respondents profile and Questionnaires
“GENDER OF RESONDENTS”
Sl. No “Gender” “No of “percentage”

respondents”
1 “Male” 42 84
2 “Female” 8 16
“Total” 50 100
AGE OF RESPONDENTS
Sl. No “Age” “No of respondents” “percentage”
1 Less than 25 16 32
2 25-35 years 20 40
3 35-45 years 11 22
4 Above45 years 3 6
“Total” 50 100

“ANNUAL INCOME OF RESPONDENTS”
Sl. No Annual income No of respondents “percentage”
1 “valid” 5000 5 10
2 5000 – 10,000 14 28
3 10,000-15,000 18 36
4 15,000-20,000 8 16
5 Above20000 5 10
“Total” 50 100

4. DATA ANALYSIS AND INTERPRETATION

The data has been collected from a hundred staff of “Parsons Nutritionals Pvt, ldt”. Concerning
labor welfare practices has been analysised and understood within the following table and charts.
Table .1 “Ages of the Respondents”
Sl. No “Age” “No of respondents” “percentage”
1 Less than 25 16 32
2 25-35 years 20 40
3 35-45 years 11 22
4 Above45 years 3 6
“Total” 50 100
ages of the respondants

45
40
40
35 32
30
25 22
20
15
10
6
5
0
less than 25 25- 35 35-45 45 and aabove

ANALYSIES: majority 40% of the respondents are 25-35 ages.
Interpretation: From the above table it’s shows that that40% of the workers belongs to 25-35
age, 32% of the workers belongs to less than 25 age, 22% of the workers belongs to 35 – 45 age
and 6% of the workers belongs to 45 age.
Table .2 “Genders of the Respondents”
“Gender of the respondents”
Sl. No “Gender” “No of “percentage”

respondents”
1 “Male” 42 84
2 “Female” 8 16
“Total” 50 100

GENDER OF THE RESPONDANTS

90
80
70
60
50
40 84
30
20
10 16
0
male female
ANALYSIES: majority 84% of the respondents are male

Interpretation:
From the above table it is shows that that 84% of the workers are male and 16% of them are
female.

Table 4.3 Income of the respondent
Sl. No Annual income No of respondents “percentage”
1 “valid” 5000 5 10
2 5000 – 10,000 14 28
3 10,000-15,000 18 36
4 15,000-20,000 8 16
5 Above20000 5 10
“Total” 50 100
INCOME OF THE RESPONDANTS

40
35
30
25
20
36
15
28
10
16
5 10 10
0
Rs.5000 Rs.5000 - 10,000 10,000 - 15,000 15,000 - 20,000 20,000 above

ANALYSIES: majority 36% of the respondents are earn 10,000 – 15,000 income per year.
Interpretation: From the above table it is shows that that 36% of the respondents are earning10,
000-15000, 28% of the workers are earning 5000 – 10,000, 16% of the workers are earning
15,000 - 20,000 and 10% of the workers earning the 20,000 and higher than.

Table .4 Medical benefits to individual and family
Sl. No Medical benefits to “No of respondents” “Percentage”

individual and
family
1 “Highly satisfied” 21 42
2 “Satisfied” 20 40
3 “neutral” 8 16
4 “Dissatisfied” 1 2
16
42 highly satisified
satisified
neutral
dissatisified
40

ANALYSIES: majority 42% of the respondents are highly satisfied towards the medical benefit
to individual and family
Interpretation: From the above table it is shows that that 42 “percent” of the workers are
“Highly “Satisfied”” and 40% “percent” of the workers “Satisfied” with medical benefit to
individual and family, 2% of the workers are “Dissatisfied” with medical benefit to individual
and family and 16% of the workers “Neutral” with the medical benefit to individual and family.
Table .4Maternity benefit to women worker
Sl. No Maternity benefit to “No of respondents” “Percentage”

women worker

4
6
highly satisified
40 satisified
neutral
50 dissatisified
ANALYSIES: majority 50% of the respondents are satisfied towards the maternity benefit to
women employee
Interpretation:
From the above table it is shows that that 50“percent” of the workers are “Satisfied” and
6“percent” of the workers “Highly “Satisfied””with to maternity benefit to women worker, 40%
of the workers are “Neutral” and 4% of the workers “Dissatisfied” with the maternity benefit to
women worker.

Table .6 Disablement benefits to individual
Sl. No Disablement “No of respondents” “Percentage”

benefits to
individual
5 “Highly dissatisfied” 3 6

disablement benifit to workers

60
52
50
40
30
22
20 16
10 6
4
0
highly satisified satisified neutral dissatisified highly satisified
ANALYSIES: majority 52% of the respondents are satisfied towards the disablement benefit to
workers
Interpretation:
From the above table it is shows that that 52 “percent” of the workers are “Satisfied” and 22
“percent” of the workers “Highly “Satisfied””with disablement benefits to individual, 16% of the
workers “Neutral” and 6% of the workers are “Highly Dissatisfied” with disablement benefits to
individual.

able .7 Dependence Benefit
Sl. No Dependence benefit “No of respondents” “Percentage”
4 2 6
high ly satisified
30 satisified
neutral
dissatisified
highly dissatisified
58

ANALYSIES: majority 58% of the respondents are satisfied towards the dependence benefit.
“Satisfied” and 6 “percent” of the workers “Highly “Satisfied””with dependence benefit, 4% of
the workers are “Dissatisfied” and 2% of the workers are “Highly Dissatisfied” with dependence
benefit.
Table.8 Old age Benefit
Sl. No Old age Benefit “No of respondents” “Percentage”

“OLDAGE BENEFIT”
2 16
30
highly satsified
satisified
neutral
52 dissatisified
ANALYSIES: majority 52% of the respondents are satisfied towards the old age benefit
Interpretation:
From the above table it is shows that 52 “percent” of the workers are “Satisfied” and 16
“percent” of the workers “Highly “Satisfied””with the old age benefit, 30% of the workers are
“Neutral” and 2% of the workers are “Dissatisfied” with the old age benefit.

Table .9 “Worker injury benefit”
Sl. No “Worker injury “No of respondents” “Percentage”

benefit”
workers injury benifit

50
44
45
40
35
30
25 22
20
20
15
10
10
4
5
0
highly dissatisified satisified neutral dissatisified highly dissatisified

ANALYSIES: majority 44% of the respondents are satisfied towards the workers injury benefit.
“Satisfied” and 20 “percent” of the workers “Highly “Satisfied””with worker injury benefit, 4%
of the workers are “Dissatisfied” and 10% of the workers “Highly Dissatisfied” with the worker
injury benefit.
Table.10 Environmental Protection effort
Sl. No Environmental “No of respondents” “Percentage”

Protection effort
6
4 18
highly satisified
24 satisified
neutral
dissatisified
48

ANALYSIES: majority 48 % of the respondents are satisfied towards the environmental

protection effort.
“Satisfied” and 18 “percent” of the workers “Highly “Satisfied””with environmental protection
effort given in the organization, 4% of the workers are “Dissatisfied” and 6% of the workers are
“Highly Dissatisfied” with environmental protection effort in parson’s nutritionals pvt.ltd.
Table.11 Housing facility/Road Lighting
Sl. No Housing facility “No of respondents” “Percentage”

60
housing fecility
50
40
30
48
20
26
10
16
4 6
0
highly satisifaction neutral dissatisifaction highly
satisifaction dissatisifaction
ANALYSIES: majority 48% of the respondents are satisfied towards the housing facility
provided by parson nutritional pvt. Ltd.
Interpretation: From the above table it is shows that that 48”percent” of the workers are
“Satisfied” and 16 “percent” of the workers “Highly “Satisfied””with the housing facility, road,
and lighting given in the organization, 4% of the workers are “Dissatisfied” and 6% of the
workers are “Highly Dissatisfied” with the housing facility.

Table.12 “Canteen Facilities”
Sl. No “Canteen Facilities” “No of respondents” “Percentage”
“Canteen Facility”
40
35
30
25
20 38
15 28
26
10
5
4 4
0
highlyy satisified neutral dissatisified highlyy
satisified dissatisified

“Satisfied” and 26 “percent” of the workers “Highly “Satisfied””with canteen facility given in
the organization. 4% of the workers are “Dissatisfied” and 4% of the workers are “Highly
Dissatisfied” with the canteen facilities given in parsons.
ANALYSIES: majority 38% of the respondents are satisfied towards the canteen facility
provided in the organization.

Table.13 “Transport Facilities”
Sl. No “Transport “No of respondents” “Percentage”

Facilities”
“Transport Facilities”
50
45
40
35
30
25 48
20
15
22
10 16
5 8 6
0
highly satisified neutral dissatisified highly
satisified dissatisified

“Satisfied” and 16 “percent” of the workers “Highly “Satisfied””with the transport facility given
in the organization, 8% of the workers are dissatisfy and 6% of the workers are “Highly
Dissatisfied” with the transport facility in parsons.
ANALYSIES: majority 48% of the respondents are satisfied towards the transport facility
provided in the parsons.
Table.14” Provision for Safety equipment”
Sl. No “Provision for “No of respondents” “Percentage”

Safety equipment”
“Provision for Safety equipment”

6 16
14
highly satisified
satisified
20
neutral
44 dissatisified
ANALYSIES: majority 44% of the respondents are satisfied towards the provision for safety
equipment
Interpretation: From the above table it shows that 44 “percent” of the workers are “Satisfied”
and 16 “percent” of the workers “Highly “Satisfied”” with provision of safety equipment given
in the organization, 14% of the workers are “Dissatisfied” and 6% of the workers “Highly
Dissatisfied” with Provision of safety equipment given in the parson’s nutritionals pvt. Ltd.

Table.15 “Drinking water facility and sanitation”
Sl. No “Drinking water “No of respondents” “Percentage”

facility and
sanitation”
“Drinking water facility and sanitation”
2 16
22
highly satisified
satisified
neutral
60 dissatisified

ANALYSIES: majority 60% of the respondents are satisfied towards the drinking water facility
and sanitation provided in the organization.
“Satisfied” and 16 “percent” of the workers “Highly “Satisfied”” with the drinking water facility
and sanitation given in the organization, 22% of workers are “Neutral” and 2% of workers
“Dissatisfied” with the drinking water facility and sanitation given in
Table.16
“Education facility”
Sl. No “Education facility” “No of respondents” “Percentage”
“Education facility”

4
6 16
highly satisified
satisified
26
neutral
dissatisified
48
ANALYSIES: majority 48% of the respondents are satisfied towards the education facility given
in the organization.
and 16 “percent” of the workers “Highly “Satisfied”” with the educational facility given in the
organization, 6% of the workers are “Dissatisfied” and 4% of the workers “Highly Dissatisfied”
with the educational facility given in parsons.
Table.17 “Conducive work environment”
Sl. No “Conducive work “No of respondents” “Percentage”

environment”

60
50
50
40
32
30
20
12
10
4
2
0
highly satisified satisified neutral dissatisified highly dissatisified
ANALYSIES: majority 50% of the respondents are satisfied towards the conducive work
environment.
and 12 “percent” of the workers “Highly “Satisfied”” with the conducive work environment
given in the organization, 4% of the workers are “Dissatisfied” and 2%of the workers “Highly
Dissatisfied” with the conducive work environment given in the parson’s nutritionals pvt.lt

Table.18 “Workers’ education”
Sl. No “Workers “No of respondents” “Percentage”

education”
workers education
60
50
frequency
40
30 58
20
10 14 16
8
4
0
highly satisified neutral dissatisifiied highly
satisified dissatified

ANALYSIES: majority 58% of the respondents are satisfied towards the worker education
benefit.
Interpretation: From the above table it shows that 58 “percent” of the workers are “Satisfied” and
14 “percent” of the workers “Highly “Satisfied”” with the workers’ education benefits given in
the organization, 4% of the workers are “Dissatisfied” and 8% of the workers are “Highly
Dissatisfied” with the education benefit given in the parson’s nutritional pvt.ltd.
Table.19” Workers recreation/child/youth/women's club/play ground, park”
Sl. No Workers recreation “No of respondents” “Percentage”
50
44
45
40
35
30
30
25
20
14
15
10 6 6
5
0
highly satisified satisified neutral dissatisified highly
dissatisified

ANALYSIES: majority 44% of the respondents are satisfied towards the workers recreation
benefit provided in the parsons.
and 14”percent” of the workers highly delighted with the workers recreation, child, youth,
women’s club, play ground, park, 6% of the workers are “Dissatisfied” and 6% of the workers
“Highly Dissatisfied” with the workers recreation.
Table.20 Crèches benefit to children
Sl. No Crèches benefit to “No of respondents” “Percentage”

children

8 18
8
highly satisified
satisified
32 neutral
34
dissatisifiued
ANALYSIES: majority 34 % of the respondents are satisfied towards the crèches benefit to
children.
Interpretation: From the above table it shows that 34 “percent” of the workers are pleased and
18”percent” of the workers highly pleased, 8% of the workers are displeased and 8% of the
workers are highly displeased with crèches benefit to children.

CHAPTER – VI
5.1 FINIDINGS
1. 40% of the employee in the organization belongs to 25-35 age which means large people
are young.
2. 84% of the employees are male.
3. 36% of the employees are earning 10,000-15000 per month.
4. 42% of the employees are highly satisfied towards medical benefit to individual and family
offered in the organization.
5. 50% of the employees are satisfied towards the maternity benefit to women employee offered
6. 52% of the employees are satisfied towards disablement benefits to individual offered in the
organization
7. 58% of the employees are satisfied towards the dependence benefit provided in the
organization.
8. 52% of the employees are satisfied towards old age benefit provided in the organization.
9. 52% of the employees are satisfied towards employee injury benefit offered in the
organization.
10. 47% of the employees are satisfied towards environmental protection offered in the
organization.
11. 47% of the employee are satisfied towards housing facility and road lighting offered in the
organization.
12. 38% of the people satisfied towards the canteen facility offered in the organization 13. 48%
of the people are satisfied towards the transport facility offered in the organization.
13. 43% of the people are satisfied towards provision for safety equipment provided in the
organization.
14. 60% of the people are satisfied towards drinking water facility and sanitation provided
15. 48% of the people are satisfied towards educational facility provided in the organization.

16. 50% of the employees are satisfied towards conducive work environment offered in the
organization.
17. 57% of the employees are satisfied towards worker’s education offered in the organization
18. 45% of the employees are satisfied towards worker recreation, child, youth, women’s club,
play ground, park.
19. 34% of the employees are satisfied towards crèches benefit offered in the organization.
20. 31% of the employees are satisfied towards marketing co-operative credit society offered in
the organization 24
21. Drinking Water facility Ranked as no.1, Dependence benefit and Uniform’s to employee are
ranked no.2 and worker’s education are ranked at no.3, towards Maximum level of
satisfaction welfare facility offered in the organization.

CHAPTER-V
5.2 RECOMMENDATIONS
 Medical benefit should be provided inside the industry by providing small

dispensary/hospital.
 Quality of food in the canteen should be improved.
 Schools with good standard providing Quality education should establish.
 The employee should be made members in welfare club like (Red Cross& lions club
etc).
 There shall be sufficient number of spittoons placed at convenient places in the factory.
 All dangerous and moving parts of machinery shall be securely fenced. Screws, bolts and
teeth shall be completely encased to prevent danger.
 No new employee shall be allowed to work on any dangerous machine, unless he is
sufficiently trained or is working under the supervision of knowledgeable person.
 Suitable device for cutting of power in emergencies shall be provided.

 Scope of labor welfare should be increased.

5.3 CONCLUSION
The welfare measures are more important for every employee, without welfare measure
employee cannot work effectively in the organization. Social security’s measure like workmen
compensation, maternity benefit, old age benefit, medical benefit and family welfare benefit are
very important. The organization by providing better social security’s 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 employees are do their job more effectively.

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.
3. Gary Dessler, Framework for Human Resource Management, Prentice Hall, Tenth
Edition 2005 New Delhi.
Websites:
www.parsonsnutritionals.com

ANNEXTURE
QUESTIONNAIRE
SATISFACTION LEVEL FOR VARIOUS WELFARE PRACTICE AND SERVICES

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

(Please tick the appropriate box)
SL.NO QUSTIONS HIGHLY SATISIFIE NEUTRAL DISSATIS HIGHLY

SATISIFIE D FIED DISSATISFIE
D D
1
Medical benefit to
individual and family.
2
Maternity benefit for
women employee.
3
Disablement to
individual.
4
Dependence benefit.
5
Old age benefit
(Gratuity, PF, Group
insurance, Loan benefit,
O.T)
6
Employee injury
benefit.
7
Environmental
protection.
8 Housing facilities/ Road
Lighting.
9 Canteen facilities
10 Transport facilities.
11
Provision for safety
equipment.
12
Drinking water facility
and sanitation.
13
Educational facility.

14 Conducive work
environment
15 Worker’s education
facility
16
Worker recreation/
child/ youth/ women’s
club/ play ground, park
etc.,
17
Crèches benefit
18 Uniforms.
19 Market co-operative/
Credit society.
20 Fair distribution of
work/ provision for rest
hours/ breaks.

PROGRESS REPORT -1
Sl. No. Particulars
1 Name of the Student CHAITHRA. V
2 Registration Number 15KXCMD016
3 Name of College Guide Mr. Santosh George
4 Name and contact no of the Co- Mr. Sashidhar ( HR Manager)

Guide/External Guide (Corporate) Mobile No- +91 9740019519
5 Title of the Dissertation “A Study on the Labor Welfare Practices in

Parsons Nutritionals Pvt. Ltd”
6 Name and Address of the Parsons Nutritionals Pvt,ldt ,

Company/Organization where Harohalli Industrial Area,Kanakapura Road
dissertation undertaken with Date ,Ramanagar (D)-562109
of starting Dissertation
7 Progress report : As Iam studying about the labor welfare practices

in the company and Iam gathering information by
the help of HR person in the company. Hereby Iam
going to identify and covering data about labor
welfare practices in company, level of satisfaction
of various employee and various safety measures
taken at Parsons Nutritionals Pvt, ltd.
Signature of the student: signature of the guide:

PROGRESS REPORT
Sl. No. Particulars
1 Name of the Student CHAITHRA. V
2 Registration Number 15KXCMD016
3 Name of College Guide Mr. Santosh George
4 Name and contact no of the Co- Mr. Sashidhar ( HR Manager)

Guide/External Guide (Corporate) Mobile No- +91 9740019519
5 Title of the Dissertation “A Study on the Labor Welfare Practices in

Parsons Nutritionals Pvt. Ltd”
6 Name and Address of the Parsons Nutritionals Pvt,ldt ,

Company/Organization where Harohalli Industrial Area,Kanakapura Road
dissertation undertaken with Date ,Ramanagar (D)-562109
of starting Dissertation
7 Progress report : As Iam studying about the labor welfare practices

at Parsons Nutritionals Pvt, ldt. Iam gathering
information by the help of HR person in the
company. Hereby I am going to identify and
covering data about labor welfare practices some
of the aspects like various welfare benefits
provided at PNPL, various labor welfare practices
adopted at PNPL, and awareness among
employees with various statutory and non statutory
welfare practices.
Signature of the student: signature of the guide:


Labour

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LABOR WELFARE PRACTICES AT PARSONS NUTRIONALS PVT .

A PROJECT REPORT ON LABOR WELFARE

MASTER OF BUSINESS ADMINISTRATION

SURANA COLLEGE PG Centre

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 1

Place: Bangalore Ms. CHAITHRA.V

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 2

WELFARE PRACTICES AT PARSONS NUTRITIONALS PVT.LTD” is

record of an original work done and submitted by CHAITHRA.V, Surana

college- PG Department, during 2017 to Bangalore University, Bangalore for

the award of degree of Master of Business Administration is a record of work

carried out by he under my guidance.

Place: Bangalore Mr. SANTHOSH GEORGE

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 3

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 4

I immensely acknowledge and thank Prof. SANTOSH GEORGE and faculty of

I have immense pleasure in expressing my deepest gratitude to our honourable Director

I immensely grateful to the Management of PARSONS NUTRITIONALS PVT .LTD and

I am greatly indebted to faculty of SURANA COLLEGE for their encouragement, my

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 5

1.1 Industry Profile 1-9

2.1 Literature Review 18 - 25

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 6

3 PROFILE OF THE SELECTED ORGANISATION AND

3.3 Respondents Profile 37 - 38

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 7

Labor sector addresses multi-dimensional socio-economic aspects affecting labor welfare,

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 8

OVER VIEW OF THE INDIAN BUSCUIT INDUSTRY

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 9

 The annual production of biscuit in the organized sector continues to be predominantly

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 10

 However the average utilization of installed capacity by biscuit manufacturers in the

 Biscuit is a hygienically packaged nutritious snack food available at very competitive

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 11

 In recognition of industry's obligations towards the community, being a part of it,

Northern States: 28%

 In view of the meager per capita consumption even as penetration of biscuits

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 12

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 13

The process of biscuit manufacturing involves the following stages:

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 14

High level of competition within the industry has lead to innovations in

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 15

 Indian Biscuit Manufacturers’ Association (IBMA) estimates annual growth

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 16

1.2THEORETICAL BACKGROUND OF LABOUR WELFARE

 Nature of labor welfare

 Scope of labor welfare

 Objectives of labor welfare

 Need for labor welfare

 Principles of labor welfare

 Theories of labor welfare

 Classification of labor welfare

 Importance of labor welfare

Nature of Labor Welfare:

Welfare is broad concept which referrers to a state of living of an individual or a group, in a

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 17

Scope of Labor Welfare:-

Objectives of Labor Welfare:

7. Improving industrial relations.

SURANA COLLEGE – DEPARTMENT OF MBA PAGE 18

8. Building up a good image of the company.