GLA GROUP OF INSTITUTE

GLA IBM MATHURA

SUMMER TRAINNING REPORT

ON
“THE STUDY ON WELFARE FACILITIES PROVIDED
TO THE EMPLOYEES OF I.T.I”
IN RAEBARELI

FOR THE PARTIAL FULFILLMENT OF

MASTER OF HUMAN BUSSINESS MANAGEMENT

Supervised & Guided by SUMMITED BY

Mr.A.K.SRIVASTAVA AKANKSHA SRIVASTAV A
Chief Manager (H.R.) ROLL NO.0925170006
A PROJECT REPORT
ON
WELFARE FACILITIES
 PREFACE

As an essentials and obligatory part of course, I undergone 6 weeks summer training program of
Master of Business Administer degree I.T.I ltd.
The social and economic aspect of life of a worker has a direct influence on the course and
economic development of the nation. There is every need to take extra care of the worker to
provide statutory both non-statutory facilities to him.

There is fundamental truth in the cliché that employees are the real assets of an
organization In every organization human resource are pivotal variable without which the
inanimate assets are worthless, like cash put into a saving account, human resources can
appreciate in value .Therefore human resources need to be understand in their proper perspective
and utilized effectively to achieve the goals of an organization.
Another argument in a favor of employee’s welfare is that the facilities help
motivate & retain employees. This training has helped me to get a practical knowledge as an important suffix
to the theoretical knowledge into the business environment.
 ACKNOWLEGMENT

I would like to acknowledge with deep gratitude for my parents, my teachers and for my
guidance help and assistance that I received during my training period, my project work and after
it in preparing of my project.

At the outset my sincere thanks to Mr.Vinay Kumar (DGM-HR) and Mr.Sudhir

Srivastava (DGM-EDC) who conducted the training programme.
I express my sincere thanks to all the respondents I met during my project
work, my team member Mr.Veresh Srivastava(ER-Head) & Mr.R.C.Srivastava who gave me
continuous company, enthusiastic involvement, without which this study could not have been
conducted & completed.

I also thank Mr.Ashutosh Pandey who provide me tremendous help and giving kind
permission to pursue project work on the topic:
“Welfare Facility at I.T.I ltd. Raebareli”

I also elicit my deep thanks and regards to various other officers and staff members of HR
department for providing me relevant information insight into the subject matter of the project,
encouragement to carry on and complete my project.
I m also thankful to all these people for the time they have spent, despite their busy schedule.

Initially my kind acknowledge to Dr.Rekha Singal, Director GLA IBM, Mathura and
Mr.Kushagra Kulshreshtha Asst. Professor (mentor) for giving this opportunity to improve
my practical knowledge.

And last I would like to thanks my seniors and my friends ,without their support ,love and
guidance I could have undergone this project.
(Akanksha Srivastava)

(ii)
 DECLARATION

I, Akanksha Srivastava hereby declare that I have carried out my project in

title,
WELFARE FACILITIES AT ITI LTD.RAEBARELI.

I further declare that this project is my original work and no part of this work has been published
or submitted to anybody or university for award of degree/diploma.

AKANKSHA SRIVASTAVA

Date: / /2010
Place:
 TABLE OF CONTENT

Preface…………………………………………………………………………….i
Acknowledgement………………………………………………………………..ii
Student Declaration……………………………………………………………….iii
Executive summary………………………………………………………………..iv
INTRODUCTION
Introduction………………………………………………………………………..
Need and relevance…………………………………………………………………

Literature review……………………………………………………………………
Operational definition………………………………………………………………
1. INTRODUCTION TO ORGANIZATION 1.1-1.3
Profile of company………………………………………………………………..
History of organization…………………………………………………………
Description of ITI unit ……………………………………………………………
Board of directors…………………………………………………………………….
Mission, vision & objectives ………………………………………………………….
Products, customers…………………………………………………………………..
ISO certification………………………………………………………………………
Management committee……………………………………………………………….
Welfare facilities……………………………………………………………………..
3.METHODOLOGY
Research method…………………………………………………………………….
Research design……………………………………………………………………..
Data collection & sources…………………………………………………………
Sampling method…………………………………………………………………..
Tools used (questionnaire)…………………………………………………………….
4. DATA ANALYSIS & RESULT/FINDINGS
5. CONCLUSION & RECOMMENDATIONS
Major findings……………………………………………………………………..
Recommendations……………………………………………………………………
Limitations……………………………………………………………………….
Conclusions…………………………………………………………………………
6. REFERENCES
7. BIBLIOGRAPHY
8. APPENDIX
 LIST OF TABLES
 Management structure.
 Accommodation
1. Type of quarters.
2. Quarter’s allotment.
3. Rent-Rates.
 Transport-shifts of the schedule.
 Education-fee structure.
 Loan and Allowance-City Compensatory.
 Leave-sanction of leave.
 Interpretation and Analysis
1. Canteen.
2. Residential facility.
3. Medical facility.
4. Transport.
5. Educational facility.
6. LTC.
7. Leave.
8. Family.
9. Overall satisfaction of HRD
 LIST OF FIGURES

 Figures related to the vision of ITI.(BTS,SMP,NSU)

 Telecom Network.

 Organization structure
 EXECUTIVE SUMMERY

Welfare means faring or doing well. It is a comprehensive term, and refers to the physical,
mental, moral and emotional well-being of an individual. Further, the term welfare is a relative
concept, relative in time and space. It therefore, varies from time to time, region to region and
from country to country

Indian telephone industry is one of the premier companies in the country providing welfare
facility in addition to a good salary. ITI is spending lot of money on the employee welfare. The
expenses spent by the organization are less in return to the benefits which it receives from the
employee’s hard work. Welfare facility provided by organization is unique for all the employees.
The only difference is that the top level officers receive some additional facility along with
routine one.

With the help of the project on attempt is made to study the welfare measure provided to
employees. What is the procedure, time required for sanctioning welfare facility and such other
basis policies of the organization.

The study is based on the information collected from respondent through questionnaire. The data
analyzed is presented in the form of charts and on the basis of that conclusion are made. In the
last, the required suggestions are given.

After analyzing the data it is found that the employees are satisfied with the welfare facilities
provided to them by the company
 Chapter-1

Introduction
 INTRODUCTION

EMPLOYEE

A person who works for another in return for financial or other compensation.

Person who works for compensation, whether direct or indirect, for another in return for
stipulated services. An employer may work on an hourly, daily, or annual wage basis. The
Employer has the right to control the work to be performed as well as the timing and means of
accomplishing the work.

WELFARE

Health, happiness, and good fortune; well-being.

WELFARE WORK

Financial or other aid provided, especially by the government, to people in need.

Corporate Welfare

Receiving regular assistance the government or private agencies because of need. Any of variety
of government programs that provide assistance to those in need .Programs includes pensions,
disability and unemployment insurance, family allowances, survivor benefits and national health
insurance. Many countries pay a family allowance to reduce the poverty of large families.
Welfare program are designed to take care of well being of the employees they do not generally
result in any monetary benefit to employees. Government and Non government agencies n trade
unions, contribute towards employee welfare.

Labors welfare also referred to as betterment work for employee taking care by employer, trade
unions, and government and Nongovernmental agencies.

Labors welfare has two aspects –negative and positive. On the negative side labors welfare
concerned with on personal\family and social life the worker .On the positive side it deals with
provision of opportunities for the worker and his /her family for good life.

MERITS OF WELFARE MEASURES

1] Employees welfare is that facilities help motive .

2] Welfare may help minimize social evils such as gambling drug addiction and so on.

3] Welfare improve the good image of company

4] Welfare may add feeling of satisfaction.

5] Welfare provides an opportunity for hardwiring and ambitious worker more earn

6] Welfare recruits best employee.

7] Welfare helps to improve discipline.

8] Welfare improves motivation of employees.

TYPES OF WELFARE ACTIVITIES:

Welfare measures into two broad groups,

1] Welfare measures inside the work place

2] Welfare measures outside the work place

1. WELFARE MEASURES INSIDE THE WORK PLACE

I. Condition of work environment

A. Neibourhood safety, cleanliness.

B. Work shop [room] sanitation, cleanliness temperature
humidity, lighting, elimination of dust, smoke.
C. Control of effluents.
D. convenience and comfort during work like sitting
Arrangement
E. Workman safety measures that is maintenance of machine
and tools.
F. Distribution of works hour’s provision for rest hours, meal
Times and breaks.
G. supply of necessary beverages and pills and tablets, milk,
Soda, salt tablets.

II. Convenience
A. Laboratories, wash basins, bath room and waste disposal.
B. Provision of drinking water, water coolers.
 C. Canteen services, full means and mobile canteen.
D. Management of workers clock room, rest room and reading room.

III. Work Health Services

Factory health center, dispensary, ambulance, medical examination for workers and family
planning services

IV. Women and Child Welfare

Maternity aid, crèches and child care, women general education, separate services for
workers that is lunch room rest room, family planning services.

Economics Services
Co- operatives loans financial grants and saving schemes, budget knowledge, unemployment
insurance, health insurance and bonus schemes and transport services, provident fund.
IV. Labors- Management participation
a) Working for various committees that is safety committee, works committee, canteen
committee.
b) Workmen’s arbitration council.
c) Research bureau

V. Workers Education
Reading room, library, visual education, adult education, Social education, daily news
review, factory news bulletin.
 WELFARE MEASURES OUTSIDE THE WORK
PLACE

1) Housing, bachelors’ quarters, family residence.

2) Water, sanitation, waste disposal.
3) Roads, lighting, parks, play grounds.
4) Schools, nursery, primary, secondary and high school.
5) Markets, consumers and credit societies.
6) Banks.
7) Transport.
8) Communications. Telegraph and telephone.
9) Health and medical services
10) Recreation; games club, cultural programmers, library, swimming pool.
11) Watch and ward security.
12) Committee of representatives.

WELFARE FACILITIES BY THE GOVERNMENT

With a view to making it mandatory for employees, to provide certain welfare

facilities for their employees, the Government of India has enacted several laws from
time to time. These laws are the Factories Act, 1948; the Mines Act, 1952; the
Plantation Labors Act 1951; the Bidi and Cigar Workers (Conditions of Employment)
Act 1966; and the Contract Labors (Regulation and Abolition) Act 1970.The welfare
activities covered by these funds include housing, educational and recreational
facilities for employees and their department.
WELFARE ACTIVITIES BY THE TRADE UNIONS:

Labors unions have contributed their share for the betterment of the employees.
Mention may be made here of Textile Labor Association of Amendable and the
Railway men’s Union and Mazdoor Sabha of Kanpur, which have rendered
invaluable services in the labors welfare. The Welfare activities of the Textile labors
Association, Ahmedabad, are worth nothing. The Association runs:
I. Twenty-five cultural and social centers.
II. Schools for worker’s children, reading rooms, libraries
III. Dispensaries and maternity homes.
IV. A co-operative bank, with which a number of housing societies, consumers`
societies and credit societies are affiliated.
V. Office offering legal help to members.
VI. A bi-weekly, the Mazdoor Sandesh.
 NEED AND RELEVANCE
The HR functioning is changing with time and this change, the relationship between welfare
function and other management activity is also changing.
 The welfare activities are now equally important with that of other HR functions.
 Gone those days, when welfare was considered to be futile, waste of resource and money.
Nowadays is an instrument because all the departments depend on welfare and
satisfaction of the employees for survival.
 If welfare is not considered as priority or not seen as a vital part of the organization, then
it is difficult to accept that such company has efficiently carried out HRM.
This study was chosen as it is of recurrent improvement and need fresh analysis. The term
WELFARE refers to the physical, mental, moral and emotional need of an employee with
various amenities and facilities, which helps to motivate and retain them. But the question that
comes in one’s mind is that: -

 Are the employees really satisfied?

 Or middlemen enjoy the resources kept aside for Welfare?

To answer these above questions, a study on project topic:-

“Determination of satisfaction level of employees regarding WELFARE Measures at ITI,

Raebareli”, has been conducted.
OBJECTIVES OF THE STUDY

1. To identify and study the welfare measures being undertaken at ITI, Raebareli, for its
employees.

2. To analyze the employee’s satisfaction level regarding the welfare measures being undertaken
by the corporation.

3. To suggest improvement in ITI, Raebareli.

 LITERATURE REVIEW
In the year
In the year 2008 the welfare of employees has been talked by Mr …………………. In
that observations have been made like… which provides evidence of the association
between health risks and the workplace economic measures of time away from work, reduce
productivity at work, health care costs and pharmaceutical costs. A growing body of
literature also confirms that health risks are associated with the productivity measures of time
away work, workers' compensation, absenteeism and presenteeism.

This review is taken from the journal which was published in International Journal of
Workplace Health Management of Vol.1 2008 under the topic “The total value of health of
which Author(s): Dee W. Edington, Alyssa B. Schultz edition which showed that changes
in risks are associated with changes in health care costs, time-away-from-work and
presenteeism.

A review on “Qualitative study of facilities and their environment performance”

which gave that improving indoor environmental conditions and, thus, health standards will
have a direct impact on the performance of the employees and, thus, organizations and on the
wealth of the community.
The research was undertaken on 362 employees in 25 diverse hospitals which resulted in
building comfort level assessments play a critical role in influencing the health complaints and
building general sufficiency level judgments of the employees.
The indoor air quality, lighting, ergonomics, acoustics and health complaints scales are widely
used to determine building performance levels.
The source of this review is ““Management of Environment Quality an International
journal of volume 15 Issue ,edition 2004.
The judgments differ from each other for the hospital groups classified according to the
ownership criteria.

The another research says on “MAKING WORK PAY FOR WELFARE

RECIPIENTS “by David H.Greenberg, Charles Michaloulos, Philip K.Robins and
Robert Wood that five new welfare reform programs being tested in six areas of
the United States and Canada. These programs all use financial incentives to encourage
self sufficiency among welfare recipients. Some programs also provide employment and
training services.
 Paper

o Marcus Berliant & Shin-kun Peng & Ping Wang, 2000. "Welfare Analysis of the
Number and Locations of Local Public Facilities," Working Papers 0035,
Department of Economics, Vanderbilt University.
o Marcus Berliant & Shin-Kun Peng & Ping Wang, 2004. "Welfare Analysis of
the Number and Locations of Local Public Facilities," Public Economics
0407015, EconWPA, revised 20 Jul 2005.

The large gaps existing between the rich and the poor and the unorganized workers and
the organized workers have led in several countries to attempts at providing social and
economic security to the poor and to the unorganized sectors. In Kerala, the introduction of
modern techniques of production and the growth of capitalist production relations had important
implications for the traditional crafts as well as craftsman in Kerala.
This was given under topic of research “Social welfare and security” with special reference
to construction workers by C.P.JOHN from discussion paper 65.
 OPERATIONAL DEFINATION

EMPLOYEE WELFARE
Acc. to Factories Act 1948, in chapter v from section 42 to 49, following welfare facilities are
provided to employees. They are:-
Canteen, shelter & rest room, washing facilities, ambulance, first aid, leaves, crèches, etc.

After employees have been hired, trained or remunerated, they need to be retained & maintained
to serve the organization better.
Welfare facilities are designed to take care of the well being of the employees.

MEANING AND DEFINITION:

The Labor Welfare means anything done for comfort & improvement (intellectual or social) of
the employees over & above the wages paid which is not a necessity of industry.

Acc. To Oxford Dictionary:-

“Employee Welfare/ Labor Welfare mean the efforts to make a life worth living for a
workman.”

Thus Labour Welfare is a term, which must necessarily be elastic, bearing a somewhat different
interpretation in one country from industrialization & education level of worker.
Apart from pay and perks, ITI extends many welfare facilities to its employees and these include
canteen, township, education, transport, medical, crèches, scholarships to the meritorious
children of SC/ST employees, promotion of sports and culture. The company has established full
fledged hospitals in some plants for free treatment of employees and their dependent family
members and  has also introduced “Authorized Medical Attendant” scheme in all plants, regional
offices and GSM projects for employee's health care. Under the scheme, many reputed
government and private multi super specialty hospitals have been recognized in different parts of
the country for availing treatment wherever our establishments are located.

FEATURES OF WELFARE FACILITIES IN ITI:-

 Provided employment to huge manpower ( 6500) with preference to local & rural
people
 Adopted Balapur & Malin Ka Purwa villages for the total development
 Developed 32 Ancillaries around ITI.
 ITI has been instrumental in setting up premier educational institutes NIFT, NIPER ,
FDDI & RGIPT by providing land & buildings.
 Free Health Check & Eye Camps in near by villages.
 Development of Parks & Tree Plantation For Green Environment
 Developed a model Broadband - Panchayat at Furshatganj with latest GPON
technology
 ITI is called a Life Line for Raebareli District.
 Chapter-2

INTRODUCTION
TO
ORGANIZATION
 PROFILE OF THE COMPANY

ITI joined the league of world class vendors of Global System for Mobile (GSM) technology
with the inauguration of mobile equipment manufacturing facilities at its Mankapur and Rae
Bareli Plants in 2005-06. This ushered in a new era of indigenous mobile equipment production
in the country. These two facilities supply more than nine million lines per annum to both
domestic as well as export markets.

The company is consolidating its diversification into Information and Communication

Technology (ICT) to hone its competitive edge in the convergence market by deploying its rich
telecom expertise and vast infrastructure. Network Management Systems, Encryption and
Networking Solutions for Internet Connectivity are some of the major initiatives taken by the
company.

Secure communications is the company's forte with a proven record of engineering strategic
communication networks for India's Defense forces. Extensive in-house R&D work is devoted
towards specialized areas of Encryption, NMS, IT and Access products to provide complete
customized solutions to various customers.
 HISTORY

The ITI ltd .established in 1948 as a Departmental undertaking was converted into joint stock
company in 1950. Set up after independence in 1948, as the 1st Public sector unit, it was
primarily to manufacture and supply telecommunication equipments to the Indian Posts and
telegraphs department The regular production from the factory at Bangalore commenced in the
year 1950-1951.
Today ITI has grown from its first unit a Bangalore to include at Srinagar, Naini,
Raebareli, Mankapur, and Palakkad. electronics city unit .I&M unit network system unit
employing 29730 workforce as on 01.03.1993 and contributing a turnover of Rs. 1483.95
crores(1992-1993) to the national economy.
In addition to these manufacturing units, the company has installation &
maintenance facilities for telecommunication equipment throughout the country.
The company also has a network to sales & services offices comprising regional
offices located at Bangalore, Bombay, Calcutta, Delhi, Lucknow & Chennai. A number of sub-
offices are also working under every region to represent the company in every significant town.

TELECOM NETWORK
 INTRODUCTION OF ITI UNIT
RAEBARELI
Indian telephone industries limited is the first national public sector undertaking established in
1948.It has 12 divisions at six different locations spread over the entire country. The Raebareli
factory was set up in an industrially backward area and has been instrumentally in the rapid
development and growth of the region, the total site area of the unit is 122.60hectares.

The foundation stone of strowger division at Raebareli was laid by late prime minister of India,
Smt.Indira Gandhi in October, 1973.
It is engaged in the manufacture of electro mechanical exchange equipments of Strowger type .T
division has the capacity of 50000 lines per annum with a projected turnover of over Rs.250
crores ,the strowger division has supplied equipment equivalent to 3,28,100 lines valued at
Rs.127 crores.
The unit is making a concerted effort towards import substitution .Raw material
components which were earlier being procured from foreign sources have been identified and
systematic action is being taken to locate/develop indigenous
Sources in order to save valuable foreign exchange requirement for Strowger equipment and
gradual reduction for crossbar equipment.
 ORGANIZATIONAL STRUCTURE

MISSION
To be the leader in the domestic market and an important global player in voice, data and image
communication by providing total solutions to customers.
To build on core competencies to enter into new business areas.

VISION

To make ITI a dynamic, highly competitive and value based learning organization with skilled
and motivated human resources to face present and future challenges in the fast changing
telecom scenario.
 To perceive by their customer as the leading business partner for providing total network.
 To offer innovation solution using leading technologies.
 To pursue new opportunities arising from the convergence of information communication
and entertainment business.
 Organization will leverage its telecom domain knowledge to build telecom software
business in India catering to global requirement.
 To transfer ITI into a creative livewire entrepreneurial enterprise with a quest for growth
and shared values.

OBJECTIVES
 Generate demand for telecom products.
 To become a strong service provider with major business thrust in telecom network
operations and value added services.
 Achieve global quality standards in all the products in shortest time.
 Introduce effective production planning and control system for achieving delivery
schedule, stream lining production over the year and better inventory control
 In HRD activities –
Facilitate realization of and efficient organization.
Create “Business bias” and “strategic thinking”
Improve quality of work-life in the organization
Improve organization learning
Promote creativity and innovativeness
Create financial edge to finance the purchases by the customers
Optimize resources
 Product manufacture in Rae Bareli Unit

Base Trans-Receiver Station

(BTS) “BTS A-9100”, is radio
frequency mobile communication
product based on GSM
technology. It is a set of
equipments that facilitates
wireless communication between
user equipment (UE) and a
network. A BTS in general
consists of Trans-receiver module,
Antenna Network Combiner,
Controller (SUMA) & Alarm
Extension System (XIBM). It is a
self contained unit for transmitting
/ receiving signal for mobile
communication.

Types of BTS:
1. Indoor BTS
2. Outdoor BTS
3. Dual Band BTS
4. Twin TRX BTS

BTS SHELTER
 Shelter is a portable Sealed
cabin made up of sandwiched
insulated panels with polyurethane
as filler material between galvanized
pre-coated steel sheet.
Floor is made up of 19mm
thick marine plywood and is covered
with PVC antistatic flooring.
MS tube is reinforced inside
floor panel for higher floor load
capacity.
Secondary slanting roof is
provided to protect primary roof
from direct sunlight and rainwater.
Door is fixed with heavy-
duty hinges. It is equipped with
hydraulic closer & three way locking
arrangement.
Shelter is installed on
suitable base frame of galvanized I-
beam supported on concrete
pedestal.
ITI LIMITED Rae Bareli is
manufacturing Prefabricated Shelter
for housing of BTS & its accessories
used in Telecom Mobile Service.

SMPS -Switched Mode Power Supply

FEATURES

• Low cost & light weight

• Controls up to three LVD
• Hot plug-in rectifiers
• Fan cooling
• Temperature compensated
battery charging
• Intelligent battery health
monitoring
• Wide AC Input range
• RS485 Compatible (Remote
Monitoring)
 CUSTOMERS OF ITI

 Bharat Sanchar Nigam Limited (BSNL)

 Mahanagar Telecommunication Nigam Limited (MTNL).
 Videsh Sanchar Nigam Limited (VSNL).
 Department of Telecommunication (DOT)
 Ascom India Pvt. Ltd. (AIPL).
 GLOBAL CUSTOMERS

Sri Lanka Bangladesh Yenan

Switzerland South Africa Malaysia
Uganda Ireland Vietnam
Comaros Gambia Algeria
Nepal Botswana Costa Rica
Zimbabwe Mozambique Rwanda
Nigeria Medagwcar

ISO CERTIFICATION
 The international organization for standardization (ISO) is the specialized international
agency for standardization, at present comprising the national standards bodies of 91 countries
including the India. ISO is made up of approximately 180 technical committee. Each technical
committee is responsible for one of many areas of specialization.
The object of ISO is to promote the development of standardization and
related world activities with a view of facilitating international exchange of goods and
services and to develop co-operation in the sphere of intellectual, scientific, technological and
economic activity. The result of ISO technical work is published as international standards.
The standards discussed here are result of this process.

ITI’S MANAGEMENT STRUCTURE

There are 7 unions and work under as:-
1st union - SHARMIK SANGH
2nd union - MAJDUR SANGH
And there are 14 committees.
1. TOWNSHIP ADVISORY COMMITTEE
2. INFOSET COMMITTEE
3.SPORTS CLUB
4. TRANSPORT ADVISORY COMMITTEE
5.HINDI ADVISORY COMMITTEE
6.COLONY KALYAN COMMITTEE
7.DEATH RELIEF SOCIETY
8.FAMILY WELFARE COMMITTEE
9.SAFETY COMMITTEE
10.HOSPITAL COMMITTEE
11. PROVIDENT FUND
12. LABOUR WELFARE FUND
13. CANTEEN ADVISORY COMMITTEE
14. GSM

FUNCTIONS OF COMMITTEES
1.Township advisory
It is mainly concerned with the issues of unions and it deals with house allotment.
2.Info -set committee
It mainly concerned with three things:
a) Entertainment
b) TV dish
c) Sports
3 .Sports club
For a better performance of the employees there is a club were the employees can get relief
from there workload.
a) Outdoor activities.
b) Indoor activities.
4.Transport advisory committee
ITI provide transport facilities to the employees who work and to their children going to
school within 35km.
5.Hindi advisory committee
According to Indian rule, 14 -21sep.is celebrated as Hindi week every year. Debate, slogan,
awards ceremony is held by ITI company and in this award ceremony students who received
more than 75%merits they are being awarded.
5.Colony welfare committee
Employees of ITI also get facility of cooking gas and token for fuel for there vehicle.

6.Death relief society

In case of any death of any employee an immediate amount of Rs.2000 is given for funeral
services.
An amount of Rs.55, 000 is given as Death Relief Fund.
7.Family welfare committee
A survey is done to update the no. of family members of the employees.

8.Safety committee
This committee is formed by the company for there employees safety concerned.
Those workers who work on machines they are provided with ----
Leather gloves, and an insurance is also being under there security of about Rs.50000.
ITI also celebrate Safety Week every year and safety awards is also given to the employees.

9.Hospital advisory committee

First- aid center is opened, where the employees get free medication and no charge is taken
for the essential life saving drugs provided by the ITI free of cost.
In case of a patient is referred to other hospitals in the town or city.
All the payments and expenses of medicine and surgery is being beard by the company.
 WELFARE FACILITIES

1. RESIDENTIAL ACCOMODATION

Township is maintained in ITI. In general it is maintained in all Telecom industries.

Employees/Officers are allotted quarters on the basis of their grades for which house rent
recovery is made which is very nominal(5% of their basic pay), electricity & water supply is
also provided by corporation to its employees in township at reasonable rates.

I.T.I. Company constructed own accommodation near by the end allotted the accommodation to
the employees working in the company as per their entitlement.

TYPES OF QUARTERS:
a) A type b) B type
c) C type d) D type
e) E type f) SOH hostel (ss), (ds)
g) H hostel h) quarters to staff (central school, bank, RGIPT,NIPER, NIFT)
i) nurses hostel

QUARTER’S ALLOTMENT:
The employee shall be entitled to the allotment of accommodation according to the classification
and type of quarter shown, depending mainly upon the priority date and pay groups.
There are 1492 residential quarters in different residential colonies of ITI and additional 264
quarters are under constructions.
 Category House type

a)Non-officers A type

b)officers (basic-Rs1487) B-type

c)officers grade -3 onwards C-type

d)officers( CM /manager) D-type

Divisional head E-type

PROCEDURE:
 A notice is issued from 15nov-15dec for applying
for allotment .
 A application form is in prescribed format.
 Allotment is done on the seniority basis
 A type is given on 1st come 1st basis.
 Vacancy list is being issued every week.(deletion
and addition to the given list of house)
SOH-ds is given to the degree holder
SOH-ss are given to grade-2.
H-type is given to bachelors.
 It is the choice of the employees that within 3 days they can file for the allotment.
 Disputes of the allotment are dealed by township administration.

RENTS –RATES:
 TYPE RATES

A 122.27

B 189.48

C 283.28

D 437

E 452

Director bungalow 690

SOH-(DS) 157.49

SOH-(SS) 101.82

H hostel 138.32

WH 67.80

NOTES:
 The employees also get quarters on medical grounds.
 For marriage purpose extra allotment is given for temporary basis as per
availability and only those who are resident of ITI.

TIME DURATION OF ALLOTMENT OF THE RESIDENTIAL

ACCOMODATION
If the employee does not take his/her quarter until the specified date then it surrenders back to
the organization. The employee shall not be eligible for another allotment until the last person on
the waiting list on that date has been allotted a quarter. The next list is made in the same
hierarchy as per the required allotments.

OTHER CHARGES &COMPENSATIONS

All the charges are designed by the industry itself and passed in the annual report mentioned.
The employee pay electricity, water, telephone charges and other maintenance and services
charges as per mentioned by the organization. It may be fixed by the corporation from time to
time for various units of the corporation.

ACCOMODATION PERIOD IN CASE OF ANY EMPLOYEE

CASUALITY
In case of any death of an employee in the organization the family members are given a duration
of one month to shift in other residential areas.

2.TRANSPORT FACILITIES
Transport facilities are provided in organizations to enhance the mobility and timely working
capability of the employees.
Transport facility is provided in the corporation to its employees to bring them at duty
places and drop them back. Time to time buses are provided for their children as well, for going
to school and drop them back to their. Buses are being provided to the employees for avoiding
their conveyance problems.
At present ITI is providing transport to the employees of the company as well as their school
going children.
For this purpose besides the ITI’s 3 buses we have engaged 23 buses contractual buses-------------

13-ROUTE buses- In order to avoid the conveyance problems of the employees, these buses
move all over the area and pickup the employees’
9-SCHOOL buses- Time to time buses are provided for their children as well, for going to
school and drop them back to their.
1-MEDICAL bus -Medical buses and vans are provided to help the employees and their
families .
They are plying on 9 different routes covering an acre of 35 km.
Other than that there are 3 cars and 1jeep for the officers to their working purpose.

CONDITIONS FOR ELIGIBILITY:

1. Those employees are not getting transport allowance subsidy will be eligible for transport
facility.
2. The children’s of employees are issued a bus-pass for using the bus facility. These passes are
given as per the following conditions:-
(a)The employees below grade 1 and the workers family get free of cost passes.
(b)The officer’s grade family has to pay Rs.100 per annum.
3. Medical buses are available for the employees referred to nearby medical centres. Medical
vans are provided for the emergency cases to be served .Toll-free no. is given to the employees
to call the ambulance.

SCHEDULE OF BUSES:-
  EMPLOYEES
1. “A” Shift------------From 6 a.m. to 9 a.m.
2. “B” Shift------------From 9a.m. to 5 p.m.
3. “C”Shift--------------From 5p.m.to 10 p.m.
 CHILDRENS
Nearly 5 to 8 buses are present for school purposes.

3. CANTEEN
Two subsidized canteens cater to the daily requirement of the employees with regards to
providing tea/snacks/meals etc.
Efforts are being made to introduce steam cooking, improve hygienic and catering facilities and
at the same time to effect overall economy.
4. MEDICAL FACILITIES

There is a well furnished dispensary to provide medical care to our employees and their
dependents.
Furthermore, there are specialized doctors in various fields so that all medical facilities are made
available in our ITI complex.
And a facility of ambulance van is also there and extension to the hospital building for catering
to laboratory and emergency services is being also provided.

LIST OF HOSPITALS:
1. District hospital (Raebareli)
2. SGPGI (Lucknow)
3. Fatima (Lucknow)
4. Vivekanand poly clinic (Lucknow)
5. Noormanzil mental asylum (Lucknow)
6. Mayo (Lucknow)
7. Trauma center (lkn)
9. AIIMS (Delhi)
10. BHU (Varanasi)

5. CRECHE

Crèche facility is available to the children of working female employees.

The crèche is equipped with all facilities where the children are provided with nutritious food
and means of entertainment.
(1) In every factory wherein more then (30 women workers ) are ordinarily employed
there shall be provided & maintained a suitable room or rooms for the use of children
under the age of six years of such women.
(2) Such rooms shall be provided adequate lighted and ventilated shall be maintain in
clean and shall be under the change of women trained in the care of children.
 ITI RBL plant provide every big crèches, with appropriate facility staff however the no. of
children is very less here due to high age of the employee. The no. of crèches is 2 in ITI the
condition is so-so.

6.RECREATIONAL FACILITIES

With a view to make all round development of employees and their families cultural
programmes, games and sports ,films etc. are frequently held in the Club/Community centre. In
line with govt. of India’s directives and as envisaged by the Ministry of Human resources
development, we propose to organize inter industries tournaments as well as Rural sports meet
shortly.

Under the supervision of members of committee the sports club organizes various events and
competition in which the employees participate and for which they have to take membership
Rs.12(1 month)fee.

Sports club:
For a better performance of the employees there is a club were the employees can get relief
from their workload.
a) Outdoor activities-cricket, badminton, etc.
b) Indoor activities-chess, carom, ludo, computer games,etc.
Info -set committee
It mainly concerned with three things:
a) Entertainment
b) TV dish
c) Sports
Clubs
 Community centre.
 Officer’s clubs.
 Guest House.

7.UNIFORMS
We have provided Teri cot uniforms to our employees to provide better working conditions.

KV SCHOOL students are provided school uniforms and sports uniforms.

The security guards are provided with 2-sets of uniforms

8. EDUCATIONAL FACILITIES PROVIDED TO EMPLOYEES
CHILDREN

ITI has given a better facility to the children of employees, by giving KENDRIYA
VIDHALAYA and VIDHAYA MANDIR.

Primary education through the medium of national language (Hindi) and/or the regional
language should be made available to children of employees free of cost.
No fee is being charged from the children of employees belonging to SC / ST community.
No fees is charged from the children in the Nursery Class, the Nursery class is a part of the
primary school with the medium of National or regional language.

SCHOOLS UNDER ITI

ITI RAEBARELI is running two schools .These schools are Vidhaya Mandir School and
Kendriya Vidhyalaya. The recruitment of teachers over there is looking after by their company.
In the management of these schools there are members from the concerned committees.
All the expenses of these schools are bore by the company. They charge nominal fees from
employees and rest are paid by company.

FEES STRUCTURE:
CATEGORY
Class-1 -5……………………………..Rs.180
Class 6-10……………………………….Rs.250
Class 11-12………………………………..Rs.300
 9.LOANS and ALLOWANCES
 HOUSE RENT ALLOWANCE
 CITY COMPENSATORY ALLOWANCE etc.
 PROVIDEND FUND.

Among these some other allowances are given which are vehicle allowance, magazine
allowance and several other allowances and facilities are given to the employees of ITI
limited Raebareli.
Now we should know that how these allowances are calculated-
House Rent Allowance:
According to rules and regulations it is computed @10% of basic salary. For officers it is
10% of basic salary and for non-officers it is 10% of basic salary + service weightage.

City Compensatory Allowance:

Raebareli is an unclassified city that’s why there is no provision regarding to city
compensatory allowance to the officers.
For non-officers this allowance is payable with another name that is special allowance.

A table received from payroll department of special allowance is as follows:

Below Pay Range Special Allowance (per month)

Below Rs 4000 Rs.25 (allowance)
Rs 4001-5250 Rs.35 (allowance)
Rs 5251-6499 Rs.65 (allowance)
Rs 6500 and above Rs. 120(allowance)

An employee is also entitled to get incentives, which is based on productivity. Any employee
who is directly attached with production is entitled to get direct incentives.
An employee who is not directly attached with production is also entitled to get
indirect incentives. Indirect incentives are given to those employees who are non-operating
workers and officers. After receiving the balance sheet I come to know that only ITI limited
Raebareli unit pays Rs 84 crores salary per annum. The 2/3 salary is paid by the bank and the
rest 1/3 is paid in cash to the employees.

PROVIDENT FUND
Employee welfare is under EMPLOYEE PROVIDENT FUND 1952, Act Employees P.F.
salary a certain % will contribute and company will also contribute an equal.
Statutory contribution:
 12% of employees salary (Basic+ DA)
 Same % is also contributed by company.
There are two type of provident fund:
 Refundable fund
 Non-Refundable fund.
Reason for loan:-
1. Land purchasing
2. Education.
3. Fee Deposition
4. House Construction
5. Purchase of any movable or immovable property.

10.LEAVE TRAVEL CONSESSION

There are 2 schemes under LTC facilities/rules .They are “A” and “B”.
SCHEME –A
Definition of family:” spouse ,children dependent on the employee, his sister who is not
married and his parents”
Travel can be either twice to home or once to home town and once to any other place in India
if the employee has not declared his home town.
Definition of family:”spouse and dependent children”
Travel is restricted to 1500km.each way either to home town or to any other place in India.
OPTIONS:
1. Employees may opt either of the two scheme in a block of 4years .When once the option is
exercised, it will be final .
2. Each block of 4 years is divided into 2 blocks of 2 years each eg.2009-2012 will be 2009-
2010 &2011-2012.
If the employees does not go for or take leave then he would encash his leave for about
1500km distance .
It is applicable:
Officers-wife, 2 children
Non-officers-wife, children
3000km (both sides) distance, the encashment is applicable as 1st class in any mode used.

ELIGIBILITY:
a) Travel by air-officers in grade -8 & above their families will be entitled to travel by air.
b) Travel by rail-
1.) Grade -8 & above –AC 1st class
2.) Grade -7 & below- AC 2nd tier /1st class
3.) Non-officers (whose basic is Rs 660 and more)
-1st class/AC chair ca
4.) Other non-officers -2nd class

c) Travel by sea- DELUX 1st CLASS

“A”-officers in grade 8 and above
“B”-officers in grade 4 to 7
“C”-officers in grade 1 to 3
“D”- non-officers (Rs660 per month)
“E”-non-officers –B 2nd class
 11.LEAVES
For the welfare of employees they are given some leaves and for that they are also given
payment (privilege/earned leave).
Applicability
These are applicable to all the employees (officers and non-officers).
TYPES:
Basically there are three types of leave provided to the employees .They are as
follows:
A. Casual leave(C.L)
Officers are entitle to -12 days
Non-officers are entitle to -15 days
Encashment
In the death case a compassionate view can be taken and adjustment can be made for
casual leave unavailed towards the period of absence not covered by a formal leave
application upto a maximum 1 year balance casual leave.
B. Privilege/earned leave
a) He will be entitled if a non-officers covers 9 month of service in the company.
b) Officers will have to spend 1 year services.
QUANTUM:
Non-officers get upto 20 days
Officers get 30 days of leave

ACCUMULATION OF PL
Non-officers -140 days
Officers-240 days
Encashment
1. Employees will be allowed to encash once in financial year 20 days privilege leave
standing to their credit for which compensation will be paid on the basis pay plus DA
drawn.
2. In respect of offices 50%of the privilege leave available could be encashed once in
a year.
3. Leave to the extent of 26 days will be debited to the concern officer.
 3. Hospitalization cum domiciliary leave
QUANTUM
120 days will full pay or 240 days with half pay with minimum period being 30 days
once during an
Employees career in ITI.
4. Sick Leave
a) Non-officers -5 full days and 10 half days
b) SL may be granted for less than a day and such leave will be reckoned in terms of
half day or 4hrs.The quantum being half day.
ACCUMATION
Non-officers -40 days
Segregation leave
If an employees or his family member is suffering from any infections disease he/she may take
segregation leave on half pay for a period of not exceeding 14 days in a year.
To obtain segregation leave an employee should produce medical certificate from the CMO
appointed by the medical authority. Cholera, smallpox, plague, diphtheria, typhoid, etc.
Maternity leave
A special facility given to the women employees so they may have comfort working in
company.
Full pay for a max.period of 12 weeks of which not more than 6 weeks shall precede the date
of her expected delivery.
Other leaves
 Leave without pay.
 Special leave for sports, cultural and other activities.
 Special casual leave to the ex-serviceman
 Special leave for blood donation.
 SANCTION OF LEAVE
Category of leave Particular Recommending officers Sanctioning officers
a)CL/PL/SL Upto 3days Section officer
(A-H)

b)CL&PL 3 days Section Officers Officers in charge

(grade1 to
grade 3)
c)CL&PL (grade 4 6 days to Manager CM-DGM DGM
to 5) 15days
d)CL&PL 6 days Division head Unit head
(grade 6)
e)grade 7 & above Division head Unit head
 CHAPTER—3

RESEARCH
MEHODOLOGY
 RESEARCH METHODOLOGY
TYPE OF RESEARCH
The research design comprise of the plan and structure of investigation conceived so as to arrive
at the responses to the research queries. It there by addresses the aims and objectives of the
study, both descriptively and analytically.

SAMPLING TECHNIQUE

The sampling technique adopted for the study is non-probability sampling technique according
to the convenience of the researcher.
A questionnaire was administered to employees of ITI, to obtain data for the purpose of analysis.

SAMPLE SIZE

Data is collected using a sample of 100 employees.

SAMPLE DESCRIPTION

The sample mainly consists of data from the primary sources that are utilized for the purpose of
this study. This is done by means of administrating questioners to employees of ITI.

Secondary data like company journals, newsletters, records etc. were also relied on for
retrieving further information.

COLLECTION OF DATA
Both secondary and primary sources of data are utilized for the purpose of this study. Primary
data is collected by means of administering a questionnaire to the employees. Secondary data is
collected from various records, manuals and other sources of the HR Department.

Through personal interviews: In the personal interview I went each and every Finance
Department of ITI. Some of the Employee in the department is very friendly whatever
information I want to know they easily provide me, and some of them are very rude in nature
they are not interest to explain anything.
 Though secondary data by internet. / questionnaire
www.itiltd.india.com

 By Observation: In the observation method I went each department and I observed that
some of the employee in the organization is very hard worker. The welfare facilities provided by
the industry are increasing the productivity of the workplace.
 RESEARCH DESIGN
“A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure”.
In fact the research design is the conceptual structure within which research is conducted; it
constitutes the blueprint for the collection, measurement and analysis of data. As such the design
includes an outline of what the researcher will do from writing the hypothesis and its operational
implementations to the final analysis of data.
Split the overall research design into the following parts:
1. The sampling design which the method of selecting items to be observed for the given study;
2. The observational design which relates to the conditions under which the observations are to
be made;
3. The statistical design which concerns with the question of how many items are to be
observed and how the information and data gathered are to be analyzed ;and
4. The operational design which deals with the techniques by which the procedure specified in
the sampling, statistical and observational designs can be carried out.

60
 DATA COLLECTION METHODS
The Task of data collection begins after a research problem has been defined and research
design/plan chalked out. While deciding about the method of data collection to be used for the
study, the research should keep in mind two types of data viz., Primary and Secondary.
The primary data are those which are collected a fresh and for the first time and
thus happen to be original in character.
The secondary data, on the other hand, are those which have already been
collected by someone else and which have already been passed through the statistical process.
In the preparation of my report secondary data helps me lot. The secondary data are as follows:
1: Annual manuals.
2: Magazines (ITI Doorvani)
3: Internet

SAMPLING:

It is the process of obtaining information about an entire population by examining only a part of
it. In most of the research work and survey, the usual approach happens to be to make
generalization to draw inference based on sample about the parameters of the population form
which the sample are taken.

The researcher quite often selects only a few items from the
universe for his study purpose. All this is done on the assumption that the sample data will
enable him to estimate the population parameters.
The item so selected constitute what is technically called a sample, their
selection process or technique is called sample design and the survey conducted on the basis of
sample is described as sample survey. Sample should be truly representative of population
characteristics without any bias so that it may result I valid and reliable conclusion.
The sampling method used in this project is NON-PROBABLITY
SAMPLING.
61
 RESEARCH METHODOLOGY
SAMPLING
The sampling method used is NON PROBABLITY SAMPLING
SAMPLE SIZE: 100

DATA COLLECTION METHOD: By Questionnaire

DATA SOURCE:
a) Primary Data (Questionnaire, Discussion)
b) Secondary Data (Internet, Manual)

SAMPLING METHOD:
Convenience sampling

AREA OF STUDY: ITI, RAEBARELI

62
 CHAPTER-4

DATA INTERPRETATION
AND
ANALYSIS

63
INTERPRETATION & ANALYSIS (CANTEEN FAC.)

CANTEEN FACILITY

Drinking water facility, menu,

catering services, distribution of
coupons, and time schedule

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 14
SEMI SATISFIED 54
CAN,T SAY 8
SOME WHAT DISSATISFIED 18
EXTREMILY DISSATISFIED 6
TOTAL 100

NON-OFFICER'S ANALYSIS

6
14
EXTREMELY SATISFIED
18 SEMI SATISFIED
CAN'T SAY
SOME WHAT
DISSATISFIED
8 EXTREMELY DIDSATISFIED

54

INTERPRETATION: This shows that 54%of the employees are semi satisfied with the
facilities , 18% are extremely satisfied and other fall in 18%who are dissatisfied and 14%
are extremely dissatisfied.

64
RESIDENTIAL ACCOMODATION.

RESIDENTIAL ACCOMODATION

Residential accommodation.

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 30
SEMI SATISFIED 42
CAN,T SAY 8
SOME WHAT DISSATISFIED 12
EXTREMELY DISSATISFIED 8
TOTAL 100

65
 NON-OFFICER'S ANALYSIS
8

12 30
EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
8 SOME WHAT DISSATISFIED
EXTREMELY DISSATISFIED

42

INTERPRETATION: This shows that 42% are semi satisfied 30% are extremely satisfied
8-12% are dissatisfied.

MEDICAL FACILITY

MEDICAL FACILITY

No. of qualified doctors,

availability of specialist, no of
qualified doctors, o.p.d. at M.R.
hospital.
66
 OPTIONS NO. OF OFFICERS
EXTREMELY SATISFIED 24
SEMI SATISFIED 42
CAN,T SAY 14
SOME WHAT DISSATISFIED 20
EXTREMILY DISSATISFIED 0
TOTAL 100

NON-OFFICER'S ANALYSIS

20
24

EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
SOME WHAT SATISFIED
14 EXTREMELY DISSATISFIED

42

INTERPRATATION: This shows that 42% are semi satisfied, 24% are extremely satisfied
20% are somewhat dissatisfied.

67
TRANSPORT FACILITIES

TRANSPORTATION

Condition of buses, no. of buses,

schedule of buses, routes of buses.

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 26
SEMI SATISFIED 40
CAN,T SAY 10
SOME WHAT DISSATISFIED 14
EXTREMILY DISSATISFIED 10
TOTAL 100

NON-OFFICER'S ANALYSIS
10

26
14 EXTEMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
SOME WHAT SATISFIED
EXTEMELY DISSATISFIED
10

40

INTERPRETATION :

68
This shows that 40% are semi satisfied with the facilities ,26% extremely satisfied and10-
14% are dissatisfied.

FACILITIES AT CLUBS

RECREATION FACILITY

facilities at club , Sports, indoor-

outdoor activities.

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 22
SEMI SATISFIED 30
CAN,T SAY 10
SOME WHAT DISSATISFIED 30
EXTREMILY DISSATISFIED 8
TOTAL 100

69
 NON-OFFICER'S ANALYSIS
8
22

EXTREMELY SATISFIED
SEMI SATISFIED
30 CAN'T SAY
SOME WHAT SATISFIED
EXTREMELY DISSATISFIED

30
10

INTERPRETATION :
This shows that 30% are semi satisfied with the recreational facilities , 22% are extremely
satisfied and 8-30% are extremely dissatisfied.

70
EDUCATION FACILITY

EDUCATION FACILITY No. of schools, primary education, uniforms,

scholarship.

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 34
SEMI SATISFIED 32
CAN,T SAY 12
SOME WHAT DISSATISFIED 18
EXTREMILY DISSATISFIED 4
TOTAL 100

NON-OFFICER'S ANALYSIS
4

18
34 EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
SOME WHAT SATISFIED
EXTREMELY DISSATISFIED
12

32

INTERPRETATION: This 32% are semi satisfied , 34% are extremely satisfied
4-18% are dissatisfied.

CONVEYENCE ALLOWENCES & ADVANCES

71
 CONVEYANCE ALLOWENCES

Conveyance allowance and

advances.

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 62
SEMI SATISFIED 24
CAN,T SAY 4
SOME WHAT DISSATISFIED 10
EXTREMILY DISSATISFIED 0
TOTAL 100

NON-OFFICER'S ANALYSIS
10
4

EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
SOME WHAT DISSATISFIED
24 EXTREMELY DISSATISFIED

62

INTERPRETATION : This shows that 24% are satisfied,62% are extremely satisfied.

72
LTC FACILITY

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 50
SEMI SATISFIED 32
CAN,T SAY 4
SOME WHAT DISSATISFIED 14
EXTREMILY DISSATISFIED 0
TOTAL 100

NON-OFFICER'S ANALYSIS

14

4
EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
50 SOME WHAT SATISFIED
EXTREMELY DISSATISFIED

32

INTERPRETATION: This shows 32% are semi satisfied, 50 % are extremely satisfied

and 14% are dissatisfied.

73
LEAVE IN OFFICES

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 50
SEMI SATISFIED 32
CAN’T SAY 4
SOME WHAT DISSATISFIED 14
EXTREMILY DISSATISFIED 0
TOTAL 100

NON-OFFICER'S ANALYSIS

14

4
EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
SOME WHAT DISSATISFIED
50
EXTREMELY DISSATISFIED

32

INTERPRETATION: This shows 32% are semi satisfied ,50% are extremely satisfied

74
14% are dissatisfied.

75
FAMILY WELFARE SOCIETY

FAMILY WELFARE FACILITY

Gas facility, petrol coupon,

security, maintenance,
etc.

OPTIONS NO. OF OFFICERS

EXTREMELY SATISFIED 12
SEMI SATISFIED 56
CAN,T SAY 4
SOME WHAT DISSATISFIED 24
EXTREMILY DISSATISFIED 4
TOTAL 100

NON-OFFICER'S ANALYSIS
4
12

24 EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
SOME WHAT DISSATISFIED
EXTREMELY DISSATISFIED

56

INTERPRETATION: The chart shows 56% of the non-officers are semi-satisfied ,12% are
extremely satisfied and 4-24%are dissatisfied.

76
OVERALL SATISFICATION FOR SERVICE PROVIDED BY
HRD

OPTIONS NO. OF RESPONDENTS

EXTREMELY SATISFIED 8
SEMI SATISFIED 60
CAN,T SAY 8
SOME WHAT DISSATISFIED 20
EXTREMILY DISSATISFIED 4
TOTAL 100

NON-OFFICER'S ANALYSIS
4 8

20
EXTREMELY SATISFIED
SEMI SATISFIED
CAN'T SAY
SOME WHAT DISSATISFIED
EXTREMELY DISSATISFIED
8

60

INTERPRETATION: This charts shows that 8% are extremely satisfied ,60% semi-
satisfied and 4-20% are dissatisfied.

77
RESULTS AND FINDINGS

As we know that ITI limited is the first PSU. Of India the working of any PSU has two aspects.
One is to social benefits, which means it has sense of responsibility to the society. And another is
to gain profits so as not to be a burden on the society i.e. by its commercial functions results out
financial returns.
I am thankful to all the departments of ITI limited, Raebareli especially the HR
department.
Major results of this project are:-

 A no. of facilities are provided to the employees of the industry to fulfill their social and
personal needs.
 Different loans and advances are given in order to enhance their livelihood.
 Facilities like health camps, free life saving drugs are provided.
 The industry has not only provided job to their employees but also to nearby people like
shops, security guards etc.
 Different cultural meets, reward systems in industry as well as in school enhance their
strength and capabilities.

Most of the employees working at ITI Ltd. Raebareli are satisfied with the welfare facilities
provided to them. But as the expectations always increases, some of them requiring more
facilities and some change in the existing facilities. Overall the employees were satisfied.

78
 RECOMMENDATION AND SUGGESTION

The following are some points that are for suggestion:-

Medical facilities
 Establishing new state of Pathology laboratory.
 More emphasis should be given to patients.
 Arrangements for frequent visit of specialist doctors.

Standard of education
 Better maintenance of infrastructure.
 More emphasis on computer education
 Recruiting new and more skilled teachers.
 Amazing remedial classes should be undertaken.
Women employees
 As per the number of women employees in the organizations, there should be
better facility of crèche.
 Women should have a easy and direct way to discuss their problem.

 Workers participation in decision their interest can be improved by this way.

 Making them aware with all the essential details of a decision going to be taken.
 Proper redressal and grievance handling sessions should be taken.
 To improve the moral & motivate the employee the company should concentrate on the
sports, club facility & organize the innovative programmes.
 ITI should improve & adopt some amendment in the welfare policies of the company by
which they maximize the output of the company by using the optimum resources.
 After the research I found that mostly the employees are satisfied with the
facilities

79
LIMITATIONS OF STUDY

All the employees were extremely helpful. But then also there were certain limitations in the
study. They are as follows: -

 TIME CONSTRAINT: -

Although the HR officers were willing to help the trainees as much as possible but in spite of
that they could not devote much of their office time to us regularly, because of their own
duties and responsibilities for the company.

 CONFIDENTIALITY: -

Confidentiality regarding cooperation policies was also a hindrance in the study.

 CLOSING PERIOD:-

Due to the closing period the employees were busy in completing their responsibilities, they
have very less time to give information.

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 CONCLUSION

According to the report that conclusion are extracted-

 ITI welfare schemes are not properly apply due to financial condition of the company.
Presently the company is going on loss; due to this reason the company would not
spend the money on the employees for their welfare.

 The main aim of the company is to earn profit & also satisfy its customer through-
price, quality and services. These factors directly affect the revenue of the company.

 ITI is more concentrate on the welfare programmes of female employees. Special

welfare polices encourage the female employees.

 The factory also provides training time to time as according to their need.

 The committee mostly emphasis on the female employee they give facility for them.
They provide shop for windows to self employment in ITI factory campus.

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REFERENCES

 Mr.Veresh Srivastava(ER-HEAD)
 Mr. L.K. Srivastava(ADMINISTRATION)
 Mr. P.N. Mishra(OFFICER-ER)
 Mr. G.K. Shukla(HR LEGAL)
 Mr. J.R. Chakrawarthy(PR)
 Mr. B.P. Dewedi(TRANSPORT)
 Mr. Vinod Kr. Singh(O-HR)
 Mr. Ajay Kr. Singh(office assistance)
 Mr. Ramesh Chandra Srivastava(O-HR ESTABLISHMENT)
 Mr. R.B. Singh (TOWN ADMIN.)
 Mr. Ram Kumar (TOWN ADMIN. &SECURITY INCHARGE)
Programme Conducted By- Mr. A.K. Mishra (DGM (HR))
Reporting Officer- Mr.Sudhir Sharma (DGM (EDC))

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APPENDIX

I, Akansha Srivastava

QUESTIONNAIRE:-

(A study of welfare Facilities for the Employees in ITI ,LTD. Raebareli)

Personal Profile:

AGE Group
 Gross Salary :-
NATURE OF JOB:-
DESIGNATION:-
Length of Service:-

You are requested to give your opinion on each question on a 5 point basis, by encircling your
option.
A-Extremely Satisfied
B-Semi-Satisfied
C-Can’t Say
D- Somewhat Dissatisfied
E- Extremely Dissatisfied

Q1. Are you satisfied with quality of food variety (Menu) provided by the canteen?

A. B. C. D. E.
If (E) then suggest some solutions for improvements.
………………………………………………………………………..
……………………………………………………………………..
……………………………………………………………………..

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Q2.Are you satisfied with the Drinking water facility provided by canteen?
A. B. C. D. E.

Q3.Are you satisfied with the Catering service, & Time schedule of canteen?
A B C D E

Q4. Are you satisfied with medical facilities provided by ITI?

A. B. C. D. E.
If dissatisfied then give your opinions for improvements.
………………………………………………………………………………..
………………………………………………………………………………..
………………………………………………………………………………..

Q5.Are you satisfied with the availability of specialists and the No. of qualified Doctors in
the dispensary when required?
A. B. C. D. E.

Q6.Availability of medicine, O.P.D at hospital are upto your satisfaction.

A. B. C. D. E.
If (E) then give any simple solution to improve and increase the satisfaction.
…………………………………………………………………………………
………………………………………………………………………………….
…………………………………………………………………………………….

Q7. Are you satisfied with recreation facilities at Clubs in township?

A B C D E

Q8. Are you satisfied with condition of buses which the company provides?
A. B. C. D. E.
If dissatisfied then give suggestions.
………………………………………………………………………………
………………………………………………………………………………

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 ……………………………………………………………………………….
Q9. Are you satisfied with the No. of buses ?
A. B. C. D. E.
B. If you are dissatisfied then what are your suggestions for this.
………………………………………………………………………………..
………………………………………………………………………………
………………………………………………………………………………..
Q10.Wheather the schedule & routes of buses of are satisfactory or not?
Y. N.
IF ( N ) then give suggestions.
………………………………………………………………………………
……………………………………………………………………………..
…………………………………………………………………………….

Q11. Are you satisfied with the facility provided by the township administration
committee?
A B C D E
If dissatisfied then give suggestions.
…………………………………………………………………………………………..
…………………………………………………………………………………………
…………………………………………………………………………………………

Q12. Are you satisfied with educational facilities provided by ITI to employee wards?
A B C D E
If dissatisfied then give suggestion.
…………………………………………………………………………………………
………………………………………………………………………………………..
……………………………………………………………………………………………
Q13. Are you satisfied with LTC facilities provided by ITI?
A B C D E

Q14. Are you satisfied with securities provided at township & workplace?
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A B C D E

If dissatisfied then give suggestions.

………………………………………………………………………………………
……………………………………………………………………………………..
………………………………………………………………………………………

Q15. Are you satisfied with boarding lodging-up keeping of rooms in guest house?
A B C D E

Q16. Rate your satisfaction level overall service provided by HR department.

A B C D E

Q17.Are you satisfied by the facilities provided by the concerned committees formed for
the welfare of employees?
A B C D E

Q18.Do you think that changes are needed in presenting welfare facilities?
Y. N.
If (Y) then give your views and suggestions for improvements.
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
……………………………………………………………………………….
Q19.Are you satisfied about safety and welfare measures provided by the company?
A. B. C. D. E.
IF not satisfied then give any suggestion so changes can be recommended.
……………………………………………………………………………………….
…………………………………………………………………………………………..
………………………………………………………………………………………….

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87
  BIBLIOGRAPHY

BOOKS REFERRED:

 Human Resource Management. (By L.M. Prasad)

 Human resource Management. & Personal Management. (By Ashwathapa)
 Research Methodology(C. R. Kothari)

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