RESEARCH PROJECT REPORT

ON

“Comparative study of welfare measures being implemented in Markfed’s cadres.”

SUBMITTED FOR THE PARTIAL FULFILLMENT OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

Of
Punjab technical university

By

Saroj Kumari,

Roll No. 95462264431

MBA 3rd SEMESTER

Chandigarh Business School, Landra, Mohali

2009-2011
 Certificate of Supervisor

This is to certify that Mr. / Ms. Saroj Kumari. Roll No.95462264431 has completed the research project titled
“Comparative study of welfare measures being implemented in Markfed’s cadres” under my supervision in
partial fulfillment of the MASTER OF BUSINESS ADMINISTRATION degree of Punjab technical
university.

Supervisor’s signature:
Supervisor’s name:
Supervisor’s Designation:
Date:
Place:
 Declaration

I, hereby declare that the research project report titled “Comparative study of welfare measures being
implemented in Markfed’s cadres “is my own original research work and this report has not been submitted to
any University/Institute for the award of any professional degree or diploma.

(Saroj kumari)
M.B.A (3rd)
Chandigarh Business School

Date:
Place:
Preface

There is a famous saying “The theory without practical is lame and practical without theory is blind.”
Summer training is an integral part of MBA has to undergo training session in a business organization. This
training report pertains to the six week Training that I have undergone at MARKFED CHANDIGARH as a
part of curriculum of partial fulfillment of the degree of MASTER OF BUSINESS ADMINSTATION.

The purpose of this training is to expose the trainees with practical experience of actual organization
conditions in which they will be required to work in the near future. I learned much from the professional
managers and whom I was placed for training. Justification cannot be done to whatever I have learnt in 6
weeks within a few pages but I have still tried my best to cover as much as possible in this report.

The topic of my project is “comparative study of welfare measures being implemented in Markfed’s cadres
(common cadres and plant cadres) hope this report will prove to be an indispensable companion for all those
who concerned. This was great experience for me during my training period.
Acknowledgement

I express my sincere gratitude to Mr. R.C Katoch (Senior Manager Personnel, Markfed Chandigarh) for his
able guidance, continuous support and cooperation throughout my project, without which the present work
would not have been possible.

I would also like to thank all the employee of markfed for constant support and help in the successful
completion of my project.

Also, I am thankful to my faculty guide of my institute, for her continued guidance.

 Table contents

1. Certificate of supervisor
2. Declaration
3. Preface
4. Acknowledgement
5. Company profile
6. Objective of study
7. Topic an overview
8. System concerned with the topic in vogue in organization
9. Methodology
 Research design
 Source of data
 Tools used for data collection
10. Analysis interpretation
11. Conclusions
12. Suggestions
13. Bibliography
14. Appendix
 Company profile

Company Name: THE PUNJAB STATE CO-OPERATIVE SUPPLY AND MARKETING FEDERATION
LTD.

Address: Markfed house, sector-35D, Chandigarh, pin code: 160035, INDIA.

Level of office: Head office

Phone No.: 01722620495

Website: www.markfedpunjab.com

Industry: Retail

City: Chandigarh

State: Chandigarh

Number of common cadres: In position-1526

Number of plant cadres: In position-485

Number of Mohali plant cadres: In position-15

Sector: cooperative

Departments:
1. Finance
2. H.R
3. Sales and Administration dept. along with Marketing and Sale
 Markfed an Apex level Cooperative Society was registered with a view to arrange timely &
economical inputs to the Farming community and to help them in Marketing of their produce; in
September 1954 within 13members, a share Capital of Rs.54,000/-, 3 three employees and one
Bicycle

Today, Markfed is Asia’s Largest Cooperative withOF

INTRODUCTION more than 3000 Cooperative Societies as its
MARKFED
members and about 2800 employees with an annual turnover of more than Rs.12000 crores.

Markfed today has a network of Manufacturing Units, Services Centres and offices spread
throughout the State.To arrange timely & economical inputs to the Farming community through
OBJECTIVE
Cooperative and to help them in Marketing OF MARKFED
of their produce.

To arrange timely & economical inputs like Fertilizers, Agro Chemicals, cattle feed etc.To assist the
 ToGovt.
State makeinarrangement fortoprocuring,
its endeavour marketing/trading,
help the farming communityprocessing/manufacturing of including
in marketing of their produce
agricultural product.
Wheat, Paddy, Cotton, Oilseeds, Sugarcane etc. through the Minimum Support Price
 To find
Markfed hasout and adopt
various Agrolatest technology
processing and supply
units/plants ofState
in the goodsofon cooperative
Punjab basis and
for products likeact as agent
edible oils,
to its &
Basmati constituents
non-basmatiandrice,
other persons
Sugar, Canned products & processed foods and Agro Chemicals.

Markfed
To raise
hasfunds
nine for
Soilitsand
own business.
water testing Laboratories for helping the farmer make economical use of
Fertilizer and choose proper crop cycle.
 To provide financial assistance to its members in the shape of advances, loans and grants.

 To make
Markfed arrangement
provides for procurement
innumerable servicesin to
bulkthe
the average
requirements
farmerof itsinmembers
terms in
of respect of both
procurement,
procedures & consumers goods.
storage,processing and marketing of agricultural produce acting as a price support agency in the field
of foodgrains, oilseeds, and other farm produce commercial trading of wheat, paddy and cotton
 To makeofarrangement
formulation high qualityfor
agrochemicals
distribution ofsoil and waterinput
agricultural sample testing
in retail to through
membersmobile
and nonlaboratories
for optimum
members.use of fertilizers to increase farm productivity processing and marketing of high quality
edible products like
 To undertake processing, manufacturing, grading & packing activities and establish industrial
units. o sugar
o basmati rice
 To arrange for construction
o canned products of buildings necessary for business of the federation and its members
and alsoo torefined
take upoils
the (groundnut,
constructioncottonseed,
work of other governmental/institutional
sunflower and mustard) agencies.
o hydrogenated oil vanaspati
 To run warehouses.
in domestic and international markets.
 To undertake interstate trade, import & export of agricultural produce, farm equipment &
consumer
In its movement goods.
to emerge as a true business to business Internet enabled organisation, Markfed has
its factories, offices, storage godowns and district level centers interconnected through a network of
 To act
wireless as advanced
and an insurance agentcommunication
satellite & to guide and systems.
assist its member.
The main factors contributing to Markfed's
progress have been its co-operative structure, government support, progressive policies and dedicated
personnel.

Markfed activities.

. Markfed carries out its activities through:

i. Head Office at Chandigarh
.
a. Board of Directors, Markfed

b. Managing Director
 MISSION, VISION AND FUNCTION OF MARKFED

Mission

Promote sustainable development of Punjab agricultural communities through supply of

reliable high quality agricultural inputs and service as well as efficient procurement and
marketing of Agri-produce.

Vision

To be a globally renowned cooperative federation this optimizes returns to all stakeholders and
ensures development of agricultural community though operations across the agriculture value
chain.

Short Term Vision

 Diversification / implementation of AEZ’s.

 Further bulk handling project & start execution.

 State of art and lab chemical analysis

Long term
 Diversification of at least 5 lakh acres of land from wheat paddy rotation.

 Setting up of infra structure for export fruits & vegetables like cold chain/ cold storages
with participation & support of govt.

 Set up a modern processing facility with JV partners in the field of potato processing
and honey processing.

Function

Markfed undertakes various activities ranging from supply of agri-inputs to the procurement
and storage of the grains.  Besides, Markfed has processing units for the production of agro-
chemicals-attle-feed, Vanaspati oil and other cooking medium and canned products.
 Services and Benefits of Makfed
Benefits

MARKFED plays a pivotal role as a catalyst for integrated development & growth in the rural
areas of Punjab.

Markfed's cooperative philosophy which involves development based on mutual help, justice &
equality, service above profit, democratic set-up and shared prosperity, makes it a true friend of
Punjab's farmers.

MARKFED plays a pivotal role as a catalyst for integrated development & growth in the rural
areas of Punjab. It helps in stabilizing the market rates of farm produce, ensures supply of quality
goods, helps in generating employment and contributes substantially towards earning foreign
exchange.

In keeping with the latest and fast evolving trends, Markfed has adopted the world's latest
techniques like Electronic Data Processing for online processing, analysis and dissemination of
information to the people who need it the most.

In spreading this vital information, Markfed has joined hands with Punjab Marketing Board since
1984 to sponsor a farmers Information Programme "Mera Pind Mere Khet" (My Land My Fields)
on Television.

Markfed's contribution to Agriculture & Industry has drawn applause from all quarters and has
borne fruits in many ways. It has received many National Awards for special achievement in the
field of Food Processing and Cooperative Marketing.

Markfed's cooperative philosophy which involves development based on mutual help, justice &
equality, service above profit, democratic set-up and shared prosperity, makes it a true friend of
Punjab's farmers. Employing this principle of brotherhood-, Markfed has emerged a significant
contributor to various socio-economic development programmes.

Services

Markfed has set up a State of the Art laboratory of International Standards at Ropar for food grain
testing, which is being up-graded to Food Testing Lab by investing Rs 4.50 crores.

 Markfed has set up Multi Utility Cold Storage cum Pack House at Ludhiana at an estimated cost
of Rs. 7.35 Crore for fresh fruit & vegetables.

 Markfed has 19 Agro Service Centres.

 Markfed has one mobile soil testing laboratory.

 Markfed has 8 soil testing laboratories at Amritsar, Bhatinda, Ropar, Hoshiarpur, Kapurthala,
Nihal Singh wala, Sangrur and Malout.
 Profitability of Markfed Activities

Particulars Actual Actual Budgeted Revised Budgeted

Profit profit profit estimate estimate
2007-08
2006-2007 2008-09 2008-09 2009-10

Trading
Activities

Wheat 6233.00 471.66 596.52 711.29 1189.89

Paddy 755.72 6518.84 5588.68 5348.02 5352.02

Fertilizer 296.59 416.41 479.98 896.4 894.50

Cotton 127.34 103.03 125.00 20.10 26.00

Manufacturing
Activities(plants
)

Khnna 25.24 59.87 18.84 -60.55 13.03

Kapurthala 46.11 121.65 80.10 167.25 170.10

Gidderbaha 35.26 68.06 75.00 160.04 165.00

Agro-Mohali 182.01 380.64 424.80 552.89 581.25

Canneries 82.52 96.62 76.12 208.83 110.00

Jalandher

Sugar mill malout -195.44 -69.75 -79.49 -86.32 -73.47

Agri export zone 0.00 8.77 200.50 115.68 157.56

 Sales of Markfed Activities

Particulars Actual sale Actual sale Budgeted sale Revised Budgeted

2006-07 2007-08 2008-09 estimate estimate
2008-09 2009-10

Wheat 127371.92 140080.83 240942.31 168423.20 331000

Paddy 153247.07 215723.54 252333.92 242967.47 322087.77

Fertilizer 24479.71 48547.18 51514.92 60172.68 70056.1

Cotton 4162.30 4704.57 9867.31 9334.45 4711.31

Khnna 9124.60 10031.54 15175.34 11242.32 13179.29

Kapurthala 1419.36 1819.55 2154.00 2538.47 3410.20

Gidderbaha 1124.38 1405.59 1820.50 2078.15 3179.00

Agro-mohali 2292.82 1779.29 2251.51 20669.63 2814.92

Canneries 695.59 613.12 765.38 900.12 1272.00

Jalandher

Sugar mill 491.37 71.19 0.00 0.00 0.00

malout
 Objectives of study

 To know the welfare measure provided by Markfed to its cadres.

 Comparative study of welfare measures being implemented in Markfed’s cadres (Common cadres ,
Plant cadres)

 To study the employee welfare measures with respect to work environment factor, convenience factor,
work health factor, worker’s education factor and outside welfare factor.

 To suggest suitable recommendation to improve employee welfare measure in Markfed.

 Topic- An overview

Employee Welfare

 Welfare includes anything that is done for the comfort and improvement of employee

 Welfare helps in keeping the moral and motivation of employee high so as to retain the
employee for longer duration.

 Welfare measure need not be in term of monetary term only but in any kind.

 Employee Welfare includes monitoring of working conditions, industrial relation and

insurance against diseases, accident and unemployment for workers and their family.

Employee welfare has the following objectives:

 To provide better life and health to the workers

 To make the workers happy and satisfied

 To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.

The basic features of employee welfare measures are as follows:

 Employee welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social status.

 Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining

 Employee welfare schemes are flexible and ever-changing. New welfare measures
are added to the existing ones from time to time.

 Welfare measures may be introduced by the employers, government, employees or by

any social or charitable agency.

 The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make a better workforce.
 Benefits of Welfare:

 They provide better physical and mental health to workers and thus promote a healthy
work environment

 Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.

 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.

 Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.

 The social evils prevalent among the labors such as substance abuse, etc are reduced
to a greater extent by the welfare policies.

Types of Employee Welfare Services

Safety Services

Prevention of accidents is an objective which requires o explanation. 

The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings, in disabilities
and incapacities which afflict those involved and in compensation, insurance and legal costs, in lost time,
filling in reports and attending to enquiries, and in spoilage of materials, equipment and tools to management.
           
Accidents are the consequence of two basic factors:  technical and human. 

Technical factors include all engineering deficiencies, related to plant, tools material and general work
environment.  Thus, for example, improper lighting, inadequate ventilation, poor machine guarding and
careless housekeeping are some hazards which may cause accidents.  Human factors include all unsafe acts on
the part of employees.  An unsafe act is usually the result of carelessness.
           
Young and new employees, because of their difficulty in adjusting to the work situation and to life in general,
also have many more accidents than do old and nature worker.
 
Health Services

The prevention of accident constitutes only on segment of the function of employee maintenance.  Another
equally important segment is the employee’s general health, both physical and mental.
           
There are two aspects of industrial health services, Preventive, Curative, the former consists of pre-
employment and periodic medical examination, removal or reduction of health hazards to the maximum extent
possible, Surveillance over certain classes of workers such as women, young persons and persons exposed to
special risks.
 
Counseling Services
           
An employee very often comes across problems which have emotional content.  For example, he may be
nearing retirement and feeling insecure or he may be getting promotion and feeling hesitant to shoulder
increased responsibility or he may be worried due to some family problem.
Employee Welfare in India
           
The chapter on the Directive Principles of State Policy in our Constitution expresses the need for employee
welfare thus:

The State shall strive to promote the welfare of the people by securing and protecting as effectively as it may a
social order in which justice, social, economic and political, shall inform all the institutions of the national life.

The State shall, in particular, direct its policy towards securing:

That the citizens, men and women equally, have the right to an adequate means of livelihood;

That the ownership and control of the material resources are so distributed as to sub serve the common good.

The State shall make provision for securing just and humane conditions of work and for maternity relief.
 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.

 Employee Welfare Officer

           
Section 49 of the factories act provides that in every factory wherein 500 or more workers are ordinarily
employed the employer shall appoint at least one welfare officer.
           
 Health of Employees

 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 employee 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 employee at
convenient points.
 
 Latrines and urinals.  There shall be sufficient number of latrines and urinals, clean, well-ventilated,
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 industry.

Safety of Employees

 Welfare of Employees

 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.

 Welfare Funds

            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
           
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

 Survivor’s benefit

 Social Securities may be of two types

1. Social assistance under which the State finances the entire cost of the facilities and benefits provided.

2. Social insurance, under the State organizes the facilities financed by contributions form the workers
and employers, with or without a subsidy from the state.

Social Security in India

           
At present both types of social security schemes are in vogue in our country.  Among the social assistance
schemes are the most important.
           
The social insurance method, which has gained much wider acceptance than the social assistance method,
consists of the following enactments.

A. The workmen’s Compensation Act, 1961.

B. The Employee’s State Insurance Act, 1948.

C. The employees’ State Insurance Act, 1948.

D. The Maternity Benefit Act, 1961.

Employees’ compensation Act, 1923

Benefits.  Under the Act, compensation is payable by the employer to a workman for all personal injuries
caused to him by accident arising out of and in the course of his employment which disable him for more than
3 days.

Employees’ State Insurance Act, 1948

Other than seasonal factories, run with power and employing 20 or more workers.

Benefits.  The Act, which provides for a system of compulsory insurance, is a landmark in the history of
social security legislation in India.

Medical Benefit.  An insured person or (where medical benefit bas been extended to his family) a member of
his family who requires medical treatment is entitled to receive medical benefit free of charge.

Sickness Benefit.  An insured person, when he is sick, is also entitled to get sickness benefit at the standard
benefit rate corresponding to his average daily wage.

The Act makes a three-fold classification of injuries in the same way as is done in the workmen’s
compensation Act.
Dependant’s Benefit.  If an insured person meets with an accident in the course of his employment an dies as
a result thereof, his dependants, i.e. his widow, legitimate or adopted sons and legitimate unmarried daughters
get this benefit.

The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided under the Employees State Insurance Act, 1948. 
Another important legislation in this respect is the Maternity Benefit Act, 1961.

The Act covers only those persons who are not covered by the Employees State Insurance Act.  The Act
entitles a woman employee to claim maternity leave from her employer if she has actually worked for a period
of at least 160 days in the 12 months immediately proceeding the day of her expected delivery.

The act further provides for the payment of medical bonus of Rs. 250 to the confined woman worker.

The committee on the status of women in India 1974 has, therefore, recommended the following changes in
the Act:

The administration of the fund should follow the pattern already established by the ESIC.
For casual employee a minimum of 3 months of service should be considered as qualification service for this
benefit.
This will provide greater incentive to women workers to participate in trade union activities.

The Payment of Gratuity Act, 1972

Coverage.  The Act applies to every factory, mine, oilfield, plantation, port and railway company and to every
shop or establishment in which 10 or more persons are employed, or were employed, on any day of the
preceding 12 months.

Administration.  The Act is administered by a controlling authority appointed by the appropriate

Government.

Benefits.  Under the Act gratuity is payable to an employee on the termination of his employment after he has
rendered continuous service for not less than five years.  The completion of continuous service of five years is,
however, not necessary where the termination of the employment is due to death or disablement Gratuity is
payable at the rate of 15 days’ wages based on the rate of wages last drawn by the employee for every
complete year of service or part thereof in excess of six months.  But the amount of gratuity payable to an
employee shall not exceed Rs. 3.5 lakh.

Source of Funds. 
Under the Act gratuity is payable entirely by the Employer.  For this purpose is required either (i) to obtain
insurance with the Life Insurance Corporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay
the premium in the first case to make the contribution in the second case.
 Welfare measures provided by Markfed

Organizations provide welfare facilities to their employees to keep their motivation levels
high.
The employee welfare schemes can be classified into two categories viz. statutory and
non-statutory welfare schemes.

The statutory schemes are those schemes that are compulsory to provide by an
organization as compliance to the laws governing employee health and safety. These
include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act
(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.

The statutory welfare schemes include the following provisions:

1. Drinking Water: Safe hygienic drinking water provides at all working places in
Markfed.

2. Facilities for sitting: There are suitable seating arrangements within the organization.

3. First aid appliances: First aid appliances are provided and readily assessable so that in
case of any minor accident initial medication can be provided to the needed employee.

4. Latrines and Urinals: There is a sufficient number of latrines and urinals in the office
and plant premises and are also maintained in a neat and clean condition.

5. Canteen facilities: There is a canteen facility to the employee so as to provide hygienic

and nutritious food to the employees.

6. Lighting: Proper and sufficient lights provides for employees so that they can work
safely during the night shifts.

7. Rest rooms: Adequate numbers of restrooms provide to the employee with provisions of
water supply, toilets, bathrooms, etc.

Many non statutory welfare schemes may include the following schemes:

1. Harassment Policy: To protect an employee from harassments of any kind, guidelines

are provided for proper action and also for protecting the aggrieved employee.

2. Maternity Leave: Employees can avail maternity or adoption leaves..

3. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.

4. Housing facility: Markfed provides housing facility for their employees.

5. Transportation/conveyance: There is provision of transportation-conveyance in Markfed for common
as well as plant cadres.

6. Library : As social welfare there is provision of library within Markfed head office.

7. Training facility: Makfed provides the training program for their employee to aware them about new
program and further development of their knowledge.

8. Leave with pay: Markfed provides leave for their employee with pay.

9. Free Tea: There is provision of two time free tea in the Markfed.

10. Ex-Gratia facility: Markfed also provides Ex-gratia facility for their employee.

11. Also for the employees of markfed availability of Markfed products at concessional rates.
 Research methodology

Research methodology is the systematic and objective identification, collection, analysis and use of
information for the purpose of assisting management in decision making relating to the identification and
solution of problems and opportunities.

Type of research:

The study follows Descriptive research method. Descriptive research method concerned with describing the
characteristics of a particular individual group.

Research design:

A research design is basis of framework, which provides guidelines for the rest of research process. It is map
of blueprint to which the research to be conducted.

The research design specifies the method of study. Research design is prepared after formulating the research
problem.

Source of data:

Data is raw material in which research works. Data collected are classified into primary data and secondary
data.
 Primary data
Questionnaires were used for collecting primary data.

 Secondary data
Secondary data has been collected from the following sources:
 Published reports of company.
 Data from various department
 Company website: www.markfedpunjab.com
 News papers
 Internet

Sampling method:

Sampling techniques used in this study is’ Random Sampling’.

Sample size:

The sample size taken for this study is 30.

No. of common cadres: 20.

No. of plant cadres: 10.

Tools for analysis:

Percentage analysis is used.

 Data presentation and analysis

1. Table showing opinion of employees regarding work environment of Markfed:

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 7 35 6 60

Good 6 30 4 40

Average 5 25 0 0

Poor 2 10 0 0

Total 20 100 10 100

70

60

50

40 common cadres
30 plant cadres
Series 3
20

10

0
very good good average poor

In chart vertical axis shows the parameters and horizontal axis shows the percentage of common and plant
cadres.

Interpretation:

Common Cadres

 35% of common cadres say work environment of markfed is very good.

 30 % say work environment of markfed is good.
 25% say work environment of markfed is average.
 10% say work environment of mark fed is poor.

Plant Cadres

 60% of plant cadres say work environment of markfed is very good.

 40% say work environment of markfed is good
 No one in plan cadres say work environment of markfed is poor or average.

Conclusion: According to most of the common cadres and plant cadres work environment of markfed is
very good. But plant cadres are more happy with work environment.
 2. Table showing opinion of employees regarding sitting arrangement:

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 5 25 3 30

Good 11 55 7 70

Average 4 20 0 0

Poor 00 0 0 0

Total 20 100 10 100

80

70

60

50

common cadres
40
plant cadres
Series 3
30

20

10

0
very good good average poor

Interpretation:

Common Cadres

 25% say sitting arrangement with in administrative office is very good.

 55% say sitting arrangement with in administrative office is good.
 20% say sitting arrangement with in administrative office is average.
 No one say sitting arrangement with in administrative office is poor.

Plant cadres

 30% cadres say sitting arrangement with in the plant is very good.
 70% cadres say sitting arrangement with in the plant is good.
 Sitting arrangement is poor or average for no one cadre.

Conclusion: Above analysis shows that for higher number of plant and common cadres sitting
arrangement is good and for not any employee it is poor.
 3. Table showing opinion of employees regarding safety practices:

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 4 20 3 30

Good 16 80 7 70

Average 0 0 0 0

Poor 0 0 0 0

Total 20 100 10 100

90

80

70

60

50
common cadres
plant cadres
40
Series 3
30

20

10

0
very good good average poor

Interpretation:

Common cadres

 20% cadres say safety practices are very good.

 80% cadres say safety practices are good

Plant cadres

 30% cadres say safety practices are very good.

 70% cadres say safety practices are good.

Conclusion: According to higher no. of employees safety practices of markfed is good. But no
 4. Table showing opinion of employees regarding organization’s policy for death in harness.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 12 60 4 40

Good 5 25 6 60

Average 3 15 0 0

Poor 0 0 0 0

Total 20 100 10 100

70

60

50

40
common cadres
plant cadres
30
Series 3

20

10

0
very good good average poor

Interpretation:

Common cadres

 60% cadres say organization’s policy for death in harness is very good.
 25% cadres say organization’s policy for death in harness is good.
 15% cadres say organization’s policy for death in harness is average.

Plant cadres

 40% cadres say organization’s policy for death in harness is very good.
 60% cadres say organization’s policy for death in harness is good.

Conclusion: Most of the common and plan cadres are happy with death in harness policy. According to few
common cadres this policy is average means for them it is neither good nor poor.
 5. Table showing opinion of employees regarding retirement benefits:

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 4 20 1 10

Good 12 60 6 60

Average 4 20 3 30

Poor 0 0 0 0

Total 20 100 10 100

70

60

50

40
common cadres
plant cadres
30 Series 3

20

10

0
very good good average poor

Interpretation:

Common cadres

 20% cadres say retirement’s benefits are very good.

 60% cadres say retirement’s benefits are good
 20% cadres say retirement’s benefits are average.

Plant cadres

 10% cadres say retirement’s benefits are very good.

 60% cadres say retirement’s benefits are good.
 30% cadres say retirement’s benefits are average.

Conclusion: According to most of common and plat cadres retirement’s benefits are good. Means higher
number of employee happy with retirement benefits. But few of them give neutral answer according to them
retirement’s benefits neither good nor poor .
 6. Table showing opinion of employees regarding training programs.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 1 5

Good 12 60

Average 7 35

Poor 0 0

Total 20 100

70

60

50

40
common cadres
plant cadres
30 Series 3

20

10

0
very good good average poor

Interpretation:

 5% common cadres say training programs conducted are very good.

 60% common cadres say training programs conducted are good.
 35% common cadres say training programs conducted are average.
 No one say training programs are poor.

Plant cadres

According to plant cadres markfed does not provide training programs for them.

Conclusion: Above analysis shows that training programs do not conducted for plant cadres. And in case of
common cadres most of them say training programs are good, but few of them give average answer means
neither good nor poor.
 7. Table showing opinion of employees regarding canteen facility.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 3 15 5 50

Good 12 60 1 10

Average 5 25 4 40

Poor 0 0 0 0

Total 20 100 10 100

70

60

50

40
common cadres
plant cadres
30 Series 3

20

10

0
very good good average poor

Interpretation:

Common cadres

 15% say canteen facility is very good.

 60% say canteen facility is good.
 25% say canteen facility is average.

Plant cadres

 10% say canteen facility is very good.

 40% say canteen facility is good.
 50% say canteen facility is average.

Conclusion: Most of the common cadres happy with canteen facility, but higher number of plant cadres say
canteen facility is average neither good nor poor.
 8. Table showing opinion of employees regarding rest room facility.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 0 0 0 0

Good 4 20 3 30

Average 7 35 4 40

Poor 9 45 3 30

Total 20 100 10 100

50

45

40

35

30
common cadres
25
plant cadres
20 Series 3

15

10

0
very good good average poor

Interpretation:

Common Cadres

 20% say rest room facility is good.

 35% say rest room facility is average.
 45% say rest room facility is poor.

Plant cadres

 30% say rest room facility is good.

 40% say rest room facility is average.
 30% say rest room facility is poor.

Common Cadres: Most of the common cadres are not happy with the rest room facility either they said it is
poor or average. Only few of them said rest room facility is good. But in case of plant cadres, opinion of most
of cadres is not clear; they said neither it is good nor poor. And according same number of plant cadres it is
good and poor.
 9. Table showing opinion of employees regarding medical facility in office hours.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 2 10 0 0

Good 6 30 3 30

Average 5 25 7 70

Poor 7 35 0 0

Total 20 100 10 100

80

70

60

50

common cadres
40
plant cadres
Series 3
30

20

10

0
very good good average poor

Interpretation:

Common Cadres

 10% say medical facility in office hours is very good.

 30% say medical facility in office hours is good.
 25% say medical facility in office hours is average.
 35% say medical facility in office hours is poor.

Plant cadres

 30% say medical facility in office hours is good.

 70% say medical facility in office hours is average

Conclusion: Most of the common cadres are not happy with the medical facility in office hours, they said it is
poor. But most of the plant cadres gave their opinion as average neither good nor poor.
 10. Tables showing opinion of employees regarding provision of leave with pay.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 9 45 3 30

Good 11 55 7 70

Average 0 0 0 0

Poor 0 0 0 0

Total 20 100 10 100

80

70

60

50
common cadres
40
plant cadres
Series 3
30

20

10

0
very good good average poor

Interpretation:

Common Cadres

 45% cadres say provision of leave with pay is very good.

 55% cadres say provision of leave with pay is good.

Plant cadres

 30% cadres say provision of leave with pay is very good.

 70% cadres say provision of leave with pay is good.

Conclusion: Most of plant as well common cadres are happy with the provision of leave with pay.
 11. Table showing opinion of employees regarding provision of accident compensation.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 6 30 3 30

Good 9 45 7 70

Average 5 25 0 0

Poor 0 0 0 0

Total 20 100 10 100

80

70

60

50

common cadres
40
plant cadres
Series 3
30

20

10

0
very good good average poor

Interpretation:

Common Cadres

 30% cadres say provision of accidental compensation is very good.

 45% cadres say provision of accidental compensation is good.
 25% cadres say provision of accidental compensation is average.

Plant Cadres

 30% cadres say provision of accidental compensation is very good.

 70% cadres say provision of accidental compensation is good.

Conclusion: Most of the common as well as plant cadres are happy with accidental compensation, according
to them these compensation are good. Few of common cadres has neutral opinion according to them these
compensation neither good not poor.
 12. Table showing opinion of employees regarding grievance handling mechanism.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 0 0 0 0

Good 7 35 8 80

Average 10 50 2 20

Poor 3 15 0 0

Total 20 100 10 100

90

80

70

60

50 common cadres
40 plant cadres
Series 3
30

20

10

0
very good good average poor

Interpretation:

Common Cadres

 35% cadres say grievance handling mechanism is good.

 50% cadres say grievance handling mechanism is average.
 15% cadres say grievance handling mechanism is poor.

Plant Cadres

 80% cadres say grievance handling mechanism is good.

 20% cadres say grievance handling mechanism is average.

Conclusion: Above analysis shows that most of common cadres do not want to give clear answer, they said
grievance handling mechanism neither good nor poor. But for most of the plan cadres grievance handling
mechanism is good as compared to common cadres.
 13. Table showing opinion of employees regarding work timings.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 9 45 9 90

Good 11 55 1 10

Average 0 0 0 0

Poor 0 0 0 0

Total 20 100 10 100

100
90
80
70
60
common cadres
50
plant cadres
40 Series 3
30
20
10
0
very good good average poor

Interpretation:

Common Cadres

 45% cadres say work timings are very good.

 55% cadres say work timings are good.

Plant Cadres

 90% cadres say work timings are very good.

 10% cadres say work timings are good.

Conclusion: According to above analysis most of the common as well as plant cadres are happy with the work
timings, according to them work timings of markfed are either very good or good.
 14. Table showing opinion of employees regarding lighting and ventilation provision.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 4 20 3 30

Good 10 50 7 70

Average 3 15 0 0

Poor 3 15 0 0

Total 20 100 10 100

80

70

60

50
common cadres
40
plant cadres
Series 3
30

20

10

0
very good good average poor

Interpretation:

Common Cadres

 20% cadres say lighting and ventilation provision is very good.

 50% cadres say lighting and ventilation provision is good.
 15% cadres say lighting and ventilation provision is average.
 15% cadres say lighting and ventilation provision is poor.

Plant Cadres

 30% cadres say cadres say lighting and ventilation provision is very good.
 70% cadres say lighting and ventilation provision is good.

Conclusion: According to most of plant cadres lighting and ventilation is good as compared to common
cadres. Higher number of common cadres said its good but few of them were not happy with lighting and
ventilation provision.
 15. Table showing opinion of employees regarding procedure adopted for career growth of employee.

Parameter No. of respondent Percentage of No. of respondent Percentage of

(common cadres) respondent (plant cadres) respondent

Very good 2 10 0 0

Good 10 50 3 30

Average 5 25 5 50

Poor 3 15 2 20

Total 20 100 10 100

60

50

40

common cadres
30
plant cadres
Series 3
20

10

0
very good good average poor

Interpretation:

Common Cadres

 10% cadres say procedure adopted for career growth of employees is very good.
 50% cadres say procedure adopted for career growth of employees is good.
 25% cadres say procedure adopted for career growth of employees is average.
 15% cadres say procedure adopted for career growth of employees is poor.

Plant cadres

 30% cadres say procedure adopted for career growth of employees is good.
 50% cadres say procedure adopted for career growth of employees is average.
 20% cadres say procedure adopted for career growth of employees is poor.

Conclusion: Most of the common cadres are happy with the procedure adopted for career growth of workers.
But few of them said this procedure is not good. According to most of plant cadres this procedure is average
neither good nor poor.
Overall conclusion:

From above analysis it can be concluded that Markfed provided no. of welfare facilities to its employees. I
have done comparative study of welfare measures being implemented in markfed’cadres (common cadres and
plant cadres). The result shows that the responses or opinion of common cadres and plan cadres are similar
means common cadres are happy with the things from which plant cadres are also happy and both are unhappy
with some of welfare activities on the same level. There are some crucial topic on which they do not want to
give answer and remains ‘average raising’ a state of confusion that provision of welfare facilities are either
good or poor.

Suggestions

 There should be proper provision of medical facility in office hours within the organization. Because
there is no provision of medical facility within the markfed.

 There should be improvement in training programs provided to employees, because most of the
employee in marked not happy with the training programs provided to them.

 There should be proper lighting and ventilation, because some of the employees are not happy with the
environment of markfed.

 Employees of the markfed want housing facility, because there is absence of this facility.

 There should be proper redressal of the complaints grievance of employee.

 In view of weather condition there should be proper ventilation.

 Bibliography

 Ashwathapa; Human Resource Management; Chapter Employee Welfare.

 Tata McGraw Hill; Personnel Management; Chapter Health, Safety & Employee Welfare.

 Magazines

Business Today.
Business world.

 Website
www.google.com
www.markfedpunjab.com
www.markfed.com
 Appendix

Questionnaire

I Saroj student of M.B.A from CBS Landran affiliated to P.T.U.I am doing my project in HR on the topic
Comparative study of welfare measures being implemented in Markfed’s cadres. Kindly cooperate by filling it
honestly.

Full name of cadre: ___________________________________________________

Designation and level: _________________________________________________

Department/Branch: __________________________________________________

May please rate the following:

S.N Statements Very Good Average Poor

good
1 Work environment of Markfed.

2 Sitting arrangement within the

administrative office and plant.
3 Safety practices for the welfare of its
workers.
4 Organizational policy for death in
harness.
5 Retirement benefits.

6 Training programs conducted.

7 Canteen facility.

8 Rest room facility.

9 Medical facilities in office hours.

10 Provision of leave with pay.

11 Provision of accidental compensation.

12 The grievance handling mechanism.

13 Work timings.

14 Lighting and ventilation provision.

15 The procedure adopted for career

growth of workers.
Which of the following facilities are provided by the Markfed?

S.N Facilities Yes NO No

opinion
1 Housing.

2 Transportation/Conveyance.

3 Canteen.

4 Library.

5 Health insurance.

6 Training facility.

7 Loan facility.

8 Rest room.

9 Leave with pay.

10 Conducive working conditions.

11 Free tea.

12 Safe drinking water.

13 Availability of Markfed products at

concessional rates.

Your suggestions toward the welfare measures provides to you.

Thank you for your cooperation.