COMPANY PROFILE

Jk Tyre and Industries is a mega corporate entity that is emblematic of excellence, diversification and pioneering new technologies. A part of JK Organization which ranks among the top private groups private groups in India, Jk Tyre and Industries is committed to self reliance and follows an ethic that views customer satisfaction as an index of achievement.

Over the years, the company has expanded and diversified its business portfolio. It has developed into a multi product, multi-location corporate entity comprising of following business divisions: The advent of JK Organization on the industrial landscape of India almost synchronizes with the beginning of an era of industrial awareness - an endeavor for self reliance and the setting up of a dynamic Indian industry. This was way back in the middle of the 19th century. And the rest that followed is history.

CORE VALUES: JK Organization has been a forerunner in the economic and social advancement of India. It always aimed at creating job opportunities for a multitude of countrymen and to provide high quality products. It has striven to make India self reliant by pioneering the production of a number of industrial and consumer products, by adopting the latest technology as well as developing its own know-how. It has also undertaken industrial ventures in several other countries. JK Organization is an association of industrial and commercial companies and charitable trusts. Its member companies, employing nearly 50,000 persons are engaged in the manufacture of a variety of products and in diverse fields of commerce.

Trusts are devoted to promoting industrial, technical and medical research, education, religious values and providing better living and recreational facilities. With the spirit of social consciousness uppermost in mind, J.K. Organization is committed to the cause of human advancement.

1933

First in India to manufacture Calico Prints- Juggilal Kamlapat Cotton Spinning and Weaving Mills Co. Ltd., Kanpur.

1940

First in India to manufacture steel Bailing Hoops for jute and cotton and to make the country self sufficient by meeting the entire demand-J.K. Iron & Steel Co. Ltd., Kanpur.

1944

First in India to produce Aluminium virgin Metal from Indian Bauxite-Aluminium Corporation of India Ltd., Jaykaynagar. 1949 First in India to manufacture Engineering files- J.K. Engineers Files, Bombay. 1959 First in India to set up a continuous process Rayon Plant.

1960

First to manufacture a Hydraulically Operated Cane Crushing Mill for Khandsari Sugar Plant and completed 100 ton plant-J.K. Iron & Steel Co. Ltd., Kanpur.

1961

First in world to set up a plant for production of Hydrosulphite of soda by Sodium Amalgam Process- J.K. Chemicals Ltd., Bombay.

1965

First to produce Sodium Sulphoxylate Formaldehyde (Rangolite C of Formosul) in India - J.K. Chemicals Ltd., Bombay

1968

First to manufacture TV Sets in India- J.K. Electronics, Kanpur. First to manufacture Metallic Cops for Synthetic Filament yarn industries in India- Syntex tube works, Kanpur.

1969

First to manufacture Acrylic Fibres- J.K. Synthetics Ltd. Kota First to develop differentially Dyeable Nylon- J.K. Synthetics Ltd., Kota

1973

First in India to license Synthetic Fibre Technology to third party as well as the first to manufacture Synthetic Fibre Machinery Fibretech Engineers & Manufacturers, Dadri.

1976

First in India to produce steel belted Radial Tyres for passenger cars, trucks and buses- J.K. Tyre Plant, Kankroli.

1980

First in world to make Steel Belted Radial Tyres for three wheelers- J.K. Tyre Plant,
2

Kankroli. 1984 First in India to produce white cement through dry process- J.K. White cement. Gotan. 1985 First in India to produce Cathonic Dyeable Polyester Fibre- J.K. Synthetics Ltd., Kota. First in India to produce Nylon Tyre Cord based on Spin Draw Technology- J.K. Synthetics Ltd., Kota. 1989 First in India to produce magnetic tapes with cobalt technology J.K. magnetics, Surajpur. 1991 1992 1994 Banmore Tyre Plant (BTP) set-up with a capacity of 5.7 lacs tyres p.a. R & D center set-up at HASTERI. India's first T-Rated tyre launched Banmore Tyre Plant (BTP) crossed 100 TPD. 1995 Mercedes Benz Launched on JK steel radials First tyre manufacturer in the world to get ISO 9001 1996 India's first dual contact high traction steel radial- aquasonic launched. Introduced steel wheels. 1997 Awarded the National Export Award for 96-97. Vikrant Tyres (VTL) acquired. India's first H rated tyre launched. Only Tyre manufacturer to get 'E' Mark certification. HASETRI became the first research institute in Asia to get ISO 9002. 1998 First tyre manufacturer in the world to get QS 9000. Awarded CAPEXIL's highest export award for 1997-98. 1999 Synergy with VTL in procurement, marketing and production flexibility. Completion of state of the art modernisation of truck radials. JK Tyres ranked 16th largest Tyre Company in the world. ISA - 14000 accredition for environment & safety.
3

2000 2001

JK introduced National Go-Karting Championships. Recieved CAPEXIL award. J.K. Industries recieved FOCUS LAC export award for the year 1999-2000. Commendation Certificate of CII Exim. IInd National Go-Karting Championships held.

JK Tyre's No 1 market position In what is being considered as a landmark decision in the highly competitive Indian tyre industry, the Advertising Standards Council of India (ASCI) has upheld JK Industries Ltd's claim of being India's No 1 tyre manufacturer in the four-wheeler tyre segment, reaffirming JK's leadership position in the market. Expressing his happiness over ASCI's judgement, JK Tyre marketing director T K Banerjee says: ''This is a fabulous example of why all of us need to have faith in bodies like ASCI. We believe that the process of self-regulation in Indian advertising is working for both companies and agencies. We also hope that this would encourage various players to bring superior technology and consumer service standards and claim leadership in a more healthier and competitive manner.'' The case was started when few competitors filed a complaint with ASCI against JK Tyre's print advertisement, in which JK Tyre announced its numero uno position in the four-wheeler tyre segment, quoting production figures compiled by Automotive Tyre Manufacturer Association and other authentic industry sources. But the competitors contradicted the claim, stating the fact that market figures from a company's annual report should be used as authentic data to claim one's leadership, not the production figures. But ASCI considered the case at the Consumer Complaints Council on 23 May 2002 and upheld JK Tyre's contention that production figures, as compiled by authentic industry sources and used by JK Tyre to claim its leadership, is a valid and applicable comparison platform. Hence, JK Tyre's claim as No 1 tyre manufacturer in India is a perfectly valid and correct statement. This also reflects ASCI's agreement to JK Tyre's viewpoint that figures, as stated in the one's annual report, could actually be misleading and could include revenues from non-tyrerelated businesses also.
4

JK Tyre, pioneers of radial technology in India, is today India's largest manufacturer of tyres in the four-wheel segment, including tyres for trucks and buses, LCVs, passenger cars, jeeps, tractors, ADVs and OTRs. After 25 years of pioneering world-class technologies in India, JK Tyre has recently launched the country's first eco-friendly coloured tyres as well as steel-belted tractor rear radials.

Mission & Vision Vision: To be amongst the most admire companies in India committed to be excellence. Mission: a. Be a customer obsessed company b. No.1 Tyre brand in India c. Deliver enhanced value at all stakeholders d. Most profitable Tyre Company in India e. Enhance global presence through acquisition f. Motivated and committed team development for high performance organization

Marketing Strategy Strategic thinking is key to the evolution of successful marketing strategies of JK tyre. This involves the following analyses: 1.Understanding markets: Strategic perspective of the market requires skilful analysis of the trend and how they affect the market size and demand for the firms product. 2.Finding market niches: Price, service, convenience and technology are some of the niches in Indian market. 3.Product and service planning: Analysis of the customers promotion of the brand, both of the firm and competitors, besides an analysis of the situation in which the customer uses the product. 4.Distribution: Structural changes in inventory management, mobile distribution are some of the key factors that are going to affect the distribution process in the Indian market.
5

5.Managing for result: With pressure on costs, prices, and margins, marketers will have to make effective utilization of every rupee spent in marketing.

Market opportunity of JK: Identification of market opportunity is critical before the management of affirm takes a decision to launch or diversify in any product area. This involves analysis of the following: Size of the market Marketing strategies and the extent and quality of services rendered by other firm in the industry. Market programmed required to satisfy market wants Identification of key success factors in an industry and linking them to a firms strengths and weakness Market opportunity a. Size of the market b. How well the market is served c. Prospective inches d. Marketing mix required to succeed e. Core competencies required

Product A tangible object or an intangible service that is mass produced or manufactured on a large scale with a specific volume of units. Intangible products are often service based like the tourism industry & the hotel industry. Typical examples of a mass produced tangible object are the tyre. A less obvious but ubiquitous mass produced service is a computer operating system.

Product range: BIAS SIZE RIB 9.00-2014PR JET RIB 9.00-2016PR 10.00-2016PR JET RIB JET RIB JET MILES TYPE

9.00-2014PR SEMI LUG TRACK TUF 9.00-2016PR TRACK TUF 10.00-2016PR TRACK TUF NORMAL LOAD 8.25-2014PR 9.00-2014PR 9.00-2016PR LUG 10.00-2016PR 11.00-2016PR 12.00-2016PR MODERATE 8.25-2014PR 9.00-2014PR 9.00-2016PR 10.00-2016PR HEAVY SUPER HEAVY JET TRACK JET TRACK JET TRACK JET CLASSIC JET TRACK JET TRACK JET TRACK JET KING JET KING JET KING

10.00-2016PR 10.00-2016PR RADIAL SIZE 9.00-2016PR

TRACK 39 & DX TRACK 39 DX

TYPE JET STEEL-JDH JET STEEL-JDC JET STEEL-JDC JET WAY JUC JET WAY JUC

LUG 10.00-2016PR 11.00-2016PR 09.00-2016PR SEMI LUG 10.00R2016PR

11.00R2016PR 9.00R2014/16PR RIB 10.00R2016PR 11.00R2016PR 12.00R2018PR

JET WAY JUC JET WAY JUC JET WAY JBR JET WAY JUH JET WAY JUH

Price The price is the amount a customer pays for the product. It is determined by a number of factors including market share, competition, material costs, product identity and the customer's perceived value of the product. The business may increase or decrease the price of product if other stores have the same product. Place Place represents the location where a product can be purchased. It is often referred to as the distribution channel. It can include any physical store as well as virtual stores on the Internet. Promotion Promotion represents all of the communications that a marketer may use in the marketplace. Promotion has four distinct elements - advertising, public relations, word of mouth and point of sale. A certain amount of crossover occurs when promotion uses the four principal elements together, which is common in film promotion. Advertising covers any communication that is paid for, from television and cinema commercials, radio and Internet adverts through print media and billboards. One of the most notable means of promotion today is the Promotional Product, as in useful items distributed to targeted audiences with no obligation attached. This category has grown each year for the past decade while most other forms have suffered. It is the only form of advertising that targets all five senses and has the recipient thanking the giver. Public relations are where the communication is not directly paid for and includes press releases, sponsorship deals, exhibitions, conferences, seminars or trade fairs and events. Word of mouth is any
9

apparently informal communication about the product by ordinary individuals, satisfied customers or people specifically engaged to create word of mouth momentum. Sales staff often plays an important role in word of mouth and Public Relations. Broadly defined, optimizing the marketing mix is the primary responsibility of marketing. By offering the product with the right combination of the four Ps marketers can improve their results and marketing effectiveness. Making small changes in the marketing mix is typically considered to be a tactical change. Making large changes in any of the four Ps can be considered strategic. For example, a large change in the price, say from $19.00 to $39.00 would be considered a strategic change in the position of the product. However a change of $131 to $130.99 would be considered a tactical change, potentially related to a promotional offer. The term "Marketing Mix" however, does not imply that the 4P elements represent options. They are not trade-offs but are fundamental marketing issues that always need to be addressed. They are the fundamental actions that marketing requires whether determined explicitly or by default.

THEORETICAL ASPECT

LABOUR WELFARE Labor welfare activities benefit not only the workers but also the management in term of greater industrial efficiency Introduction Labour play a very important role in the industrial production of the country. The human resource managers are really concerned with the management of people at work. It is necessary to secure the cooperation of labour in order to increase the production and earn higher profits. The of labour force is possible only when the are fully satisfied with their employer and the working condition on the job. In the course of time with the introduction of the concept of Human Resource Management ,psychological researches convinced them that the workers required some thing more important. In addition to providing monitory benefits, human treatment given to employee play a very important role in seeking their cooperation. Labour welfare a review There are various aspects of labour welfare in India but social security is consider one main of them in other words we can say social security is one of the pillars on which the structure of a
10

welfare state rests, and it constitutes the hard core of social policy in most countries. It is through social security measures that the state attempts to maintain every citizen at a certain prescribed level below which no one is allowed to fall. It is the security that society furnishes through appropriate organization, against certain risks to which its members are exposed (ILO, 1942). Social security system comprises health and unemployment insurance, family allowances, provident funds, pensions and gratuity schemes, and widows and survivors allowances. The essential characteristics of social insurance schemes include their compulsory and contributory nature; the members must first subscribe to a fund from which benefits could be drawn later. On the other hand, social assistance is a method according to which benefits are given to the needy persons, fulfilling the prescribed conditions, by the government out of its own resources. The present section reviews labour welfare activities in India with particular emphasis on the unorganized sector. Although provisions for workmens compensation in case of industrial accidents and maternity benefits for women workforce had existed for long, a major breakthrough in the field of social security came only after independence. The Constitution of India (Article 41) laid down that the State shall make effective provision for securing the right to public assistance in case of unemployment, old age, sickness and disablement and in other cases of underserved want. The Government took several steps in compliance of the constitutional requirements. The Workmens Compensation Act (1926) was suitably revised and social insurance programmes were developed for industrial workers. Provident funds and gratuity schemes were introduced in most industries, and maternity legislation was overhauled. Subsequently, State governments instituted their own social assistance programmes. The provisions for old age comprise pension, provident fund, and gratuity schemes. All the three provisions are different forms of retirement benefits. (Gratuity is a lump sum payment made to a worker or to his/her heirs by the company on termination of his/her service due to retirement, invalidity, retrenchment or death ). Concept of Labour welfare The concept of labour welfare is flexible and elastic and differs widely with time, region, industry, social values and customs, degree of industrialization, the general socio-economic development of the people and the political ideologies prevailing at a particular time . It is also molded according to the age-groups, socio-cultural background, marital and economic status and educational level of the workers in various industries In its broad connotation, the term welfare refers to a state of living of an individual or group in a desirable relationship with total
11

environment ecological, economic, and social. Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State which is applicable in JK Tyre Industries Limited. The concept of social welfare, in its narrow contours, has been equated with economic welfare. As these goals are not always be realized by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Labour welfare is an extension of the term Welfare and its application to labour. During the industrialisation process, the stress on labour productivity increased; and brought about changes in the thinking on labour welfare. In its broad connotation, the term welfare refers to a state of living of an individual or group in a desirable relationship with total environment ecological, economic, and social. Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn, is closely linked to the concept and the role of the State. The concept of social welfare, in its narrow contours, has been equated with economic welfare. Pigou defined it as that part of general welfare which can be broughtdirectly or indirectly into relations with the measuring rod of money (Pigou, 1962). According to Willensky and Labeaux, social welfare alludes to those formally organised and socially sponsored institutions, agencies and programmes which function to maintain or improve the economic conditions, health or interpersonal competence of some parts or all of a population (Willensky and Labeaux, 1918). As these goals may not always be realised by individuals through their efforts alone, the government came into the picture and gradually began to take over the responsibility for the free and full development of human personality of its population. Labour welfare is an extension of the term Welfare and its application to labour. During the industrialisation process, the stress on labour productivity increased; and brought about changes in the thinking on labour welfare. An early study under the UN observed as follows in our opinion most underdeveloped countries are in the situation that investment in people is likely to prove as productive, in the purely material sense, as any investment in material resources and in many cases, investment in people would lead to a greater increase of the flow of goods and services than would follow upon any comparable investment in material capital. The theory that welfare expenditure, especially expenditure on health and education, is productive investment has led to the view that workers could work more productively if they were given a fair deal both at the work place and in the community. The concept of labour welfare has received inspiration from the concepts of democracy and welfare state. Democracy does not
12

simply denote a form of government; it is rather a way of life based on certain values such as equal rights and privileges for all. The operation of welfare services, in actual practice, brings to bear on it different reflections representing the broad cultural and social conditions. In short, labour welfare is the voluntary efforts of the employers to establish, within the existing industrial system, working and sometimes living and cultural conditions of the employees beyond what is required by law, the custom of the industry and the conditions of the market The constituents of labour welfare included working hours, working conditions, safety, industrial health insurance, workmens compensation, provident funds, gratuity, pensions, protection against indebtedness, industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms, workers education, co-operative stores, excursions, playgrounds, and scholarships and other help for education of employees children.

Definitions:(accepted by JK Tyre Industries Limited) Labour welfare has been defined in various ways, though unfortunately no single definition has found universal acceptance. The Oxford Dictionary defines labour welfare as efforts to make life worth living for worker Chambers Dictionary defines welfare as a state of faring or doing well; freedom from calamity, enjoyment of health, prosperity. The ILO report refers to labour welfare as such services, facilities, and amenities, which may be established in, or in the vicinity of undertakings to enable persons employed therein to perform their work in healthy and congenial surroundings and provided with amenities conducive to good health and high morale. Features: On the basis of the various definitions, the basic characteristics of labour welfare work may be noted thus: 1. It is the work which is usually undertaken within the premises or in the vicinity of the undertakings for the benefit of the benefit of the employees and the members of their families. 2. The work generally includes those items of welfare which are over and above what the employees expect as a result of the contract of service from the employers. 3.The purpose of providing welfare amenities is to bring about development of the whole personality of the worker -his social, psychological, economic, moral,cultural and intellectual development to make him a good worker, a good citizen and a good member of the family. 4. These facilities may be provided voluntarily by progressive and enlightened entrepreneurs at their own accord out of their realization of social responsibility towards labour, or statutory
13

provisions may compel them to make these facilities available; or these may be undertaken by the government or trade unions, if they have the necessary funds for the purpose. 5. Labour welfare is a very broad term, covering social security and such other activities as medical aid, crches, canteens, recreation, housing, adult education, arrangements for the transport of labour to and from the work place. 6. It may be noted that not only intra-mural but also extra-mural, statutory as well as non-statutory activities, undertaken by any of the three agencies- the employers, trade unions or the government- for the physical and mental development of the worker, both as a compensation for wear and tear that he undergoes as a part of the production process and also to enable him to sustain and improve upon the basic capacity of contribution to the processes of production, which are all the species of the longer family encompassed by the term labour welfare. Objectives 1. Enabling workers to live richer and more satisfactory lives; 2. Contributing to the productivity of labour and efficiency of the enterprise; 3. Enhancing the standard of living of workers by indirectly reducing the burden on their purse; 4. Enabling workers to live in tune and harmony with services for workers obtaining in the neighborhood community where similar enterprises are situated; 5. Based on an intelligent prediction of the future needs of the industrial workers, designing policies to cushion off and absorb the shocks of industrialization and urbanization to workers; 6. Fostering administratively viable and essentially developmental outlook among the workforce; and 7. Discharging social responsibilities. Principles of labour welfare Certain fundamental considerations are involved in the concept of labour welfare. The following are the more important among them. Social responsibility of industry This principle is based on the social conception of industry and its role in the society that is, the understanding that social responsibility of the state is manifested through industry. It is assumed that labour welfare is an expression of industrys duty towards its employees. Social responsibility means that the obligation of the industry to pursue those policies, to take such decisions, and to follow those lines of action which are desirable in terms of the objectives and values currently obtaining in the society. The values of the Indian community are enshrined in the constitution of the country. Labour welfare is not
14

embroidery on capitalism nor the external dressing of an exploitative management; rather, it is an expression of the assumption by industry of its responsibility for its employees (Maurioce Bruce, 1961). Industry is expected to win the co-operation of the workers, provide them security of employment, fair wage, and equal opportunity for personal growth and advancement, and make welfare facilities available to them.

Democratic values The principle of democratic values of labour welfare concedes that workers may have certain unmet needs for no fault of their own, that industry has an obligation to render them help in gratifying those needs, and that workers have a right of determining the manner in which these needs can be met and of participating in the administration of the mechanism of need gratification. The underlying assumption to this approach is that the worker is a mature and rational individual who is capable of taking decisions for him/her.

Adequacy of wages The third principle of labour welfare is adequacy of wages; it implies that labour welfare measures are not a substitute for wages. It will be wrong to argue that since workers are given a variety of labour welfare services, they need be paid only low wages. Right to adequate wage is beyond dispute.

Efficiency The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is to cultivate efficiency. Even those who deny any social responsibility for industry do accept that an enterprise must introduce all such labour welfare measures which promote efficiency (Marshall, 1950). It has been often mentioned that workers education and training, housing, and diet are the three most important aspects of labour welfare, which always accentuate labour efficiency. Repersonalization Since industrial organization is rigid and impersonal, the goal of welfare in
15

industry is the enrichment and growth of human personality. The labour welfare movement seeks to bring cheer, comfort, and warmth in the human relationship by treating man as an individual, with quiet distinct needs and aspirations. Social and cultural programmes, recreation and other measures designed after taking into consideration the workers interests go a long way in counteracting the effects of monotony, boredom, and cheerlessness.

Co-responsibility The fifth principle of labour welfare recognises that the responsibility for labour welfare lies on both employers and workers and not on employers alone (Moorthy, 1958). Labour welfare measures are likely to be of little success unless mutuality of interest and responsibilities are accepted and understood by both the parties, in particular the quality of responsibility at the attitudinal and organisational level. Totality of welfare The final principle of labour welfare is that the concept of labour welfare must permeate throughout the hierarchy of an organisation, and accepted by all levels of functionaries in the enterprise. Scope of labour welfare work It is somewhat difficult to accurately lay down the scope of labour welfare work, especially because of the fact that labour class is composed of dynamic individuals with complex needs. In a world of changing values, where ideologies are rapidly undergoing transformation, rigid statements about the field of labour welfare need to be revised. Labour welfare work is increasing with the growing knowledge and experience of techniques. An able welfare officer would , therefore, include in hiswelfare programme the activities that would be conducive to the well-being of the worker and his family. The test of the welfare activity is that it removes, directly or indirectly, any hindrance, physical or mental of the worker and restores to him the peace and joy of living the welfare work embraces the worker and his family The following list, which is by no means exhaustive, gives the items under which welfare work should be conducted inside and outside the work place: Conditions of work environment: The workshop sanitation and cleanliness, humidity, ventilation, lighting, elimination of dust, smoke, fumes and gases, convenience and comfort during work, operative postures, sitting
16

arrangements etc; distribution of work hours and provision for rest times, breaks and workmens safety measures.

Workers health services. These should include factory health centre; medical examination of workers, factory dispensary and clinic for general treatment; infant welfare; womens general education; workers recreation facilities; education, etc;

Labour welfare programme: These should cover factory council consisting of representatives of labour and employers; social welfare departments; interview and vocational testing; employment, follow-up, research bureau; workmens arbitration council. Labours Economic welfare programme: These should include co-operatives or fair price shops for consumer necessities; co-operative credit society, thrift schemes and savings bank; health insurance; employment bureau; etc. General welfare work: This should relate to housing and family care.

Labour welfare and Government Welfare of labour One of the major concerns of the Government has been the improvement of labour welfare with increasing productivity and provision of a reasonable level of social security. Social Security There are a variety of laws enacted and schemes established by the Central/State Governments with a view to provide for social security and welfare of specific categories of working people. The principal social security laws enacted centrally are the following: 1. The Workmen's compensation Act, 1923 (WC.Act.) 2. The Employees State Insurance Act, 1948 (ESI Act) 3. The Employees' Provident Funds and Miscellaneous Provisions Act, 1953 (EPF & MP Act) 4. The Maternity Benefit Act, 1961 (MB Act) 5. The Payment of Gratuity Act, 1972 (PG Act) The EPF and MP Act are administered exclusively by the Government of India through the EPFO. The cash benefits under the ESI Act are administered by the Central Government through the Employees State Insurance corporation (ESIC), whereas medical care under the ESI Act is being administered by the State Government and Union Territory Administration. The Payment of Gratuity Act is administered by the Central Government in establishments under its control, establishments having branches in more than
17

one State, major ports, mines, oil fields and the Railways and by the State Governments and Union Territory Administrations in all other cases. In mines and circus industry, the provisions of the Maternity Benefit Act are being administered by the Central Government through the Chief Labour Commissioner (Central) and by the State Governments in factories, plantations and other establishments. The provisions of the WC Act are being administered exclusively by State Governments. Programmes of the State Sector Important programmes undertaken by the State Governments relate to diversification and expansion of the vocational training programme, improvement in the quality of training and extension of training opportunities for women, the World Bank-assisted Vocational Training Project, extension and modernisation of employment services, strengthening of labour administration, rehabilitation of bonded labour, welfare of rural and urban unorganised labour etc. Social security is the piller of labour welfare The concept of social security has been mentioned in the early Vedic hymn which wishes everyone to be happy, free from ill- health, enjoy a bright future and suffer no sorrow. The phrase social security is, therefore, a new name for an old aspiration. Today is based on the ideals of human dignity and social justice. Social security is defined as the security that society furnishes, through appropriate organization, against certain risks to which its members are exposed. These risks are essentially contingencies against which the individual, who has small means, cannot protect himself. These contingencies include employment injury, sickness, disablement, industrial disease, maternity, old age, burial, widowhood, orphan hood and unemployment. Social security is also broadly defined as the endeavour of the community, as a whole, to render help to the utmost extent possible to any individual during periods of physical distress inevitable on illness or injury and during economic distress consequent on reduction or loss of earnings due to illness, disablement, maternity, unemployment, old age or death of working member. Social security thus provides a self-balancing social insurance or assistance from public funds or a combination of both. Though social security programmes vary from country to country, their three major characteristics are: they are established by law; they provide some kind of cash payment to individuals to replace atleast a part of their lost income that our due to such contingencies as unemployment, maternity, work injury, invalidism, sickness, old age and death; the benefits or services are provide in three major ways: 1 Social insurance, 2 Social assistance or 3 Public services.
18

Social assistance: Social assistance is provided as a supplement to social insurance for those needy person who cannot get social insurance payments, and is offered after a means test. The general revenues of the government provide the finance for social assistance payments, which is made available as a legal right to those workers who fulfil given conditions. Social assistance and social insurance go side by side. Social assistance programmes cover such programmes as unemployment assistance, oldage assistance, public assistance and national assistance. Social security is the combination of social assistance and social insurance. Social insurance, however, falls midway between the two, for it is financed by the stste as well as by the insured and their employers;whereas social assistance is given gratis to the needy by the state or the community.

Public service: Public service programmes constitute the third main type of social security. They are financed directly by the government from their general revenues in the form of cash payment and services to every member of the community falling within the defined category. This kind of public service is currently available in a number of countries in the form of national health service providing medical care for every person in the country, old-age pension, pension for invalidism, survivors pension to every widow or orphan, and a family allowance to every family having a given number of children. Although these social security programmes have different characteristics, it is not always easy to draw a line of demarcation among them. In many cases, two or even three programmes have common characteristics. Apart from state there are many other agencies which provide se4curity against contingencies. In many countries trade union have their own sickness, old-age, unemployment schemes. Saving funds, sickness benefits and old-age pensions have also been provided by a large number of organisations to their employees.The underlying idea of social security measures is that a citizen, who has contributed, or is likely to contribute to his countrys welfare, should be given protection against certain hazards. The 1952 ILO convention on social security (minimum standard) divided

Component of social security (a)Medical care: This should cover pregnancy, confinement, and its consequences and any disease which may lead to a morbid condition. The need for pre-natal and post-natal care, in
19

addition to hospitalization, was emphasized. A morbid condition may require general practitioner care, provision of essential pharmaceuticals and hospitalization. (b)Sickness benefit: This should cover incapacity to work following morbid condition resulting in loss of earnings. This calls for periodical payments based on the convention specification. The worker need not be paid for the first three days of suspension of earnings and the payment of benefit may be limited to 26 weeks in a year. (c) Unemployment benefit: This should cover the loss of earning during a workers unemployment period. When he is capable and available for work but remains unemployed because of lack of suitable employment. This benefit may be limited to 13 weeks payment in a year, excluding the first seven days of the waiting period. (d)Old-age benefit: This benefit provides for the payment-the quantum depending upon an individuals working capacity during the period before retirement.-of a certain amount beyond a prescribed age and continues till death. (e)Employment injury benefit: This should cover the following contingencies resulting from accident or disease during employment: Morbid condition Inability to work following a morbid condition, leading to suspension of earning; Total o0r partial loss of earning capacity which may become permanent; Death of the breadwinner in the family, as a result of which family is deprived of financial support. Medical care and periodical payment corresponding to an individuals need should be available. (f)Family benefit: This should cover responsibility for the maintenance of children during an entire period of contingency. Periodical payment, provision of food, housing, clothing, holidays or domestic help in respect of children should be provided to a needy family. (g)Maternity benefit: This benefit should cover pregnancy, confinement and their consequences resulting in the suspension of earnings. Provision should be for medical care, including pre-natal confinement, post-natal care and hospitalization if necessary. Periodical payment limited to 12 weeks should be made during the period of suspension of earnings. (h) Invalidism benefit: This benefit, in the form of periodical payments should cover the needs of workers who suffer from any, disability arising out of sickness or accident and who are unable to engage in any gainful activity. This benefit should continue till invalidism changes into old-age, when old age benefits would become payable. (i) Survivors benefit: This should cover periodical payments to the family following the death of its breadwinner and should continue the entire period of contingency. The ILO has suggested
20

various methods of organizing, establishing and financing various social security schemes. For the benefit of the less developed countries, it has fixed the level of benefits fairly low, so that the schemes may be practicable.

PRACTICAL ASPECT WELFARE IN JK TYRE INDUSTRIES LIMITED JK Tyre Industries Limited, Banmore is playing very important role in producing and selling JK Tyre products. The concept of labour welfare is fully adopted by the JK Tyre Industries Limited in order to satisfy employee needs. All the principles of labour welfare are accepted by the plant .Labuor welfare aspects are highly regarded with the view of human resources development. The importance of labour welfare has been recognized by the plant in order to seeking cooperation of employees.
21

CONSTITUENTS OF LABOUR WELFARE IN JK TYRE INDUSTRIES LIMITED, BANMORE Social security is the main constituent of labour welfare in JK Tyre Industries Limited, Banmore and the another are Welfare included working hours, Working conditions, safety, Industrial health insurance, Workmens compensation, Provident funds, Gratuity, Pensions, Protection against indebtedness, industrial housing, restrooms, canteens, crches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms, workers education, co-operative stores, excursions, , and scholarships and other help for education of employees children.

AGENCIES OF LABOUR WELFARE IN JK TYRE INDUSTRIES LIMITED, BANMORE JK TYRE PLANT There are various agencies which are established rules related to labour welfare in JK Tyre Industries Limited these are following 1 Central Government 2 The Co-operative JK Tyre Producer Union Employ Service Rules 3 State Government 4 Worker Union 5.Employer 6. Others

All these play important role in establishing labour welfare in JK Tyre Industries Limited Central Government The central Government has passed various legislation for the welfare of different types of workers which are same applicable in JK Tyre Industries Limited, Banmore some important legislation are 1. The Workmen's compensation Act, 1923 (WC.Act.) 2. The Employees State Insurance Act, 1948 (ESI Act) 3. The Employees' Provident Funds and Miscellaneous Provisions Act, 1953 (EPF & MP Act)
22

4. The Maternity Benefit Act, 1961 (MB Act) 5. The Payment of Gratuity Act, 1972 (PG Act) The EPF and MP Act are administered exclusively by the Government of India through the EPFO. The cash benefits under the ESI Act are administered by the Central Government through the Employees State Insurance corporation (ESIC), whereas medical care under the ESI Act is being administered by the State Government and Union Territory Administration. Main provision of laws related with welfare The Factories Act, 1948 The Factories Act, is a social legislation which has been enacted for occupational safety, health and welfare of workers at work places. This legislation is being enforced by technical officers i.e. Inspectors of Factories, Dy. Chief Inspectors of Factories who work under the control of the Chief Inspector of Factories and overall control of the Labour Commissioner, Government of National Capital Territory of Delhi It applies to factories covered under the Factories Act, 1948. The industries in which ten (10) or more than ten workers are employed on any day of the preceeding twelve months and are engaged in manufacturing process being carried out with the aid of power or twenty or more than twenty workers are employed in manufacturing process being carried out without the aid of power, are covered under the provisions of this Act. I. II. III. IV. V. Health Safety Welfare facilities Working hours Employment of young persons

VI Annual Leave with wages etc.

WASHING FACILITIES. - (1) In every factory - (a) adequate and suitable facilities for washing shall be provided and maintained for the use of the workers therein; (b) separate and adequately screened facilities shall be provided for the use of male and female workers; (c) such facilities shall be conveniently accessible and shall be kept clean. (2) The State Government may, in respect of any factory or class or description of factories or of any manufacturing process, prescribe standards of adequate and suitable facilities for washing.
23

FACILITIES FOR STORING AND DRYING CLOTHING. - The State Government may, in respect of any factory or class or description of factories, make rules requiring the provision therein of suitable places for keeping clothing not worn during working hours and for the drying of wet clothing. FACILITIES FOR SITTING. - (1) In every factory suitable arrangements for sitting shall be provided and maintained for all workers obliged to work in a standing position, in order that they may take advantage of any opportunities for rest which may occur in the course of their work. (2) If, in the opinion of the Chief Inspector, the workers in any factory engaged in a particular manufacturing process or working in a particular room are able to do their work efficiently in a sitting position, he may, by order in writing, require the occupier of the factory to provide before a specified date such seating arrangements as may be practicable for all workers so engaged or working. (3) The State Government may, by notification in the Official Gazette, declare that the provisions of sub-section (1) shall not apply to any specified factory or class or description of factories or to any specified manufacturing process. FIRST AID APPLIANCES. - (1) There shall in every factory be provided and maintained so as to be readily accessible during all working hours first-aid boxes or cupboards equipped with the prescribed contents, and the number of such boxes or cupboards to be provided and maintained shall not be less than one for every one hundred and fifty workers ordinarily employed at any one time in the factory. (2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard. (3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible person who holds a certificate in first-aid treatment recognized by State Government and who shall always be readily available during the working hours of the factory. (4) In every factory wherein more than five hundred workers are ordinarily employed there shall be provided and maintained an ambulance room of the prescribed size, containing the prescribed equipment and in the charge of such medical and nursing staff as may be prescribed and those facilities shall always be made readily available during the working hours of the factory.

CANTEENS. - (1) The State Government may make rules requiring that in any specified factory wherein more than two hundred and, fifty workers are ordinarily employed, a canteen or canteens shall be provided and maintained by the occupier for the use of the workers.
24

(2) Without prejudice to the generality of the foregoing power, such rules may provide for (a) the date by which such canteen shall be provided; (b) the standards in respect of construction, accommodation, furniture and other equipment of the canteen; (c) the foodstuffs to be served therein and the charges which may be made therefor; (d) the constitution of a managing committee for the canteen and representation of the workers in the management of the canteen; (dd) the items of expenditure in the running of the canteen which are not to be taken into account in fixing the cost of foodstuffs and which shall be borne by the employer; (e) the delegation to the Chief Inspector, subject to such conditions as may be prescribed, of the power to make rules under clause (c).

SHELTERS, REST ROOMS AND LUNCH ROOMS. - (1) In every factory wherein more than one hundred and fifty workers are ordinarily employed, adequate and suitable shelters or rest rooms and a suitable lunch room, with provision for drinking water, where workers can eat meals brought by them, shall be provided and maintained for the use of the workers : Provided that any canteen maintained in accordance with the provisions of section 46 shall be regarded as part of the requirements of this sub-section : Provided further that where a lunch room exists no workers shall eat any food in the work room. (2) The shelters or rest rooms or lunch rooms to be provided under sub-section (1) shall be sufficiently lighted and ventilated and shall be maintained in a cool and clean condition. (3) The State Government may - (a) prescribe the standards in respect of construction, accommodation, furniture and other equipment of shelters, rest rooms and lunch rooms to be provided under this section; (b) by notification in the Official Gazette, exempt any factory or class or description of factories from the requirements of this section.

CRECHES. - (1) In every factory wherein more than thirty women workers are ordinarily employed there shall be provided and maintained a suitable room or rooms for the use of children under the age of six years of such women.

25

(2) Such rooms shall provide adequate accommodation, shall be adequately lighted and ventilated, shall be maintained in a clean and sanitary condition and shall be under the charge of women trained in the care of children and infants. (3) The State Government may make rules - (a) prescribing the location and the standards in respect of construction, accommodation, furniture and other equipment of rooms to be provided, under this section; (b) requiring the provision in factories to which this section applies of additional facilities for the care of children belonging to women workers, including suitable provision of facilities for washing and changing their clothing; (c) requiring the provision in any factory of free JK Tyre or refreshment or both for such children; (d) requiring that facilities shall be given in any factory for the mothers of such children to feed them at the necessary intervals. WELFARE OFFICERS. - (1) In every factory wherein five hundred or more workers are ordinarily employed the occupier shall employ in the factory such number of Welfare officers as may be prescribed. (2) The State Government may prescribe the duties, qualifications and Conditions of service of officers employed under sub-section (1).

RESEARCH METHODOLOGY
26

There were various sources of data collection used for this study. These are direct and indirect sources which are referred to as primary and secondary sources. These sources are as follows: Primary sources: Some of the primary sources of data collection are past records of workers, oral interviews, interaction with operators and guidance from officers.

Secondary sources: The secondary sources were used to gain basic and extra information regarding labour welfare. The secondary source used was internet source and the various rules of JK Tyrefed. Mainly Various sites containing information regarding concerned topic are given in the bibliography. During the study of the topic I had to face some limitations and the constraints as well. Some of these limitations were: 1. The biggest limitation which I any HR trainee has to face in JK Tyre Industries Limited, Banmore that no proper training is provided to HR students. That place is good for engineering students only as far as summer training is concerned. 2. Permission for conducting a proper survey was not given. 3. Sufficient time was not given to me to understand the exact nature and the concept of labour welfare. 4. The whole of the staff was less cooperative with me.

DATA ANALYSIS
27

Labour welfare has been defined in various ways, though unfortunately no single definition has found universal acceptance. The Oxford Dictionary defines labour welfare as efforts to make life worth living for worker Chambers Dictionary defines welfare as a state of faring or doing well; freedom from calamity, enjoyment of health, prosperity.If we go through the scope of labour welfare it is vary wide which cover social as well as economic aspect of labour welfare. So after study of various aspect of labour welfare we come to analysis that JK Tyre Industries Limited, Banmore consider labour welfare is the subject of paramount importance.Various agencies are responsible for providing labour welfare like laws, employer, state ,worker union etc.All these are main weapons of labour welfare in the JK Tyre Industries Limited, Banmore.In other words we can say that all these agencies are care taker of labour welfare in the plant.Various legislations play a vary important role in providing facilities regarding welfare of employees.All these laws cover the major portion of labour welfare like the workshop sanitation and cleanliness, humidity, ventilation, lighting, elimination of dust, smoke, fumes and gases, convenience and comfort during work, operative postures, sitting arrangements distribution of work hours and provision for rest times, breaks and workmens safety measures. These also include factory health centre; medical examination of workers, factory dispensary and clinic for general treatment; infant welfare; womens general education; workers recreation facilities; education, etc. All these laws are properly apply in JK Tyre Industries Limited, Banmore JK Tyre plant and all the above facilities are provided in JK Tyre Industries Limited, Banmore. So in this way Government play an important role in establishing labour welfare in the JK Tyre Industries Limited. The state government also keep a vigil on the employers that they are operating welfare schemes made obligatory by the state or central govt. On the other hand State Government also play an important rules by favoring these

legislation.The state government also has been empowered to prescribe rules for welfare of workers and appoint appropriate authorities for the enforcement of welfare provisions under various Acts. Worker unions acts as protector of rights of employees. Worker come together when any needs arise in regard of it. The Co-operative JK Tyre Producer Union Employ Service Rules is a written draft of rules which cover various aspects of labourer,s social and economic comforts like paying fare wages, medical leaves , medical benefits, travelling allowances, gratuity payment, provident funds etc. All these facilities are provided in the plant

28

In the JK Tyre Industries Limited labour welfare commatte is also constituted which have only one purpose that to provide welfare facilities to the employees like At the time of accident 10002000 Rs. are paid to employee from this fund., party is organized at the time of retirement of employee from this fund and a ring of gold and kumble is given to employee at the time of retirement. Management also play a active role in providing welfare to the labour as half of the amount of the meal is paid by the management by coupen system. Labour welfare officer is a person in the JK Tyre Industries Limited, Banmore JK Tyre plant which is responsible in establishing all these rules and laws. So in short we say JK Tyre Industries Limited, Banmore JK Tyre plant provide almost all the facilities of labour welfare. All the employee from upper level to lower level are treated under the same roof of welfare. All these above said agency of JK Tyre Industries Limited, Banmore are responsible for establishing labour welfare. Labour welfare has properly established by these agencies.

29

1. Can teen is Available in JK Tyre

Yes 100

No 0

Can't Say 0

0%

Yes No Can't Say

100%

30

2. How much labour in JK Tyre

0-100 1

100-500 3

500-1000 3

more than 1000 93

1% 3%

39%

0-100 100-500 500-1000 57% more than 1000

31

3. Labour satisfaction according to wages

Satisfied 35

Not Satisfied 48

Can't Say 17

17% 35% Satisfied Not Satisfied Can't Say

48%

32

4. Labour satisfaction according to meal

Satisfied 64

Not Satisfied 28

Can't Say 8

8%

28%

Satisfied Not Satisfied Can't Say 64%

33

5. Wages Increment According to Government Rules for Labour Act.

Yes 45

No 50

Can't Say 5

5%

45%

Yes No Can't Say

50%

34

6. Company gives compensation on the time of accident

Yes 38

No 45

Can't Say 17

17%

38% Yes No Can't Say

45%

35

7. Company provide health & safety assurance

Yes 52

No 43

Can't Say 5

5%

Yes 43% 52% No Can't Say

36

8. Company gives bonus on the special occasion

Yes 74

No 20

Can't Say 6

6% 20% Yes No Can't Say

74%

37

FINDINGS There were many things which can be observed. Apart from the main topic there were many other aspects related to HR in the JK Tyre Industries Limited which came into light not only through my topic but also through a small interaction with workers. The main observations are:

Workers are promoted on the basis of experience. Mostly employees are satisfy with policies related to welfare. As far as job satisfaction is concerned all the employees are not satisfied with their jobs because of promotion and salary policies. Workers in JK Tyre Industries Limited, Banmore are very punctual. Cooperation can be seen from upper level to lower level. No specific qualification is required to work as a workmen or an operator in the plant. Experience of working comes by working under somebody elses supervision and initially no formal training is provided to any worker. HR department is less active.

38

CONCLUSION This summer training gave a lot to me. With this summer training we got the exposure to industrial environment. I got the opportunity to closely experience the working in the big organizations. Talking about the topic for the study which is Labour Welfare, initially I had no idea what exactly a labour welfare is. My officers in the JK Tyre Industries Limited told me about this concept. It is old concept used in various organizations to protect the rights of employees. At the end when if we conclude the topic we can say that scope of labour welfare is vary wide. All the social , economic and other means which satisfy the labour at during employing and after employing are mian which come under its coverage. After the study of conceptual aspects I am trying it to apply to JK Tyre Industries Limited, Banmore JK Tyre plant. The concept of Labour welfare has its own importance in the plant. Various agencies of labour welfare are play a vary active role e.g. Government makes rules and laws which are follow in the JK Tyre Industries Limited, Banmore and the have there own rules which emphasis on welfare other agencies like worker union are also very active. Labour welfare in JK Tyre Industries Limited, Banmore JK Tyre plant has properly established. Thats why a post of Labour Welfare is added in the job fields of plant. So agency of labour welfare in JK Tyre Industries Limited, Banmore efforts to make life worth living for worker. As for as the topic concern it comes under the scope of HRM. Labour welfare is a that type of concept which make sure that there rights are protected during and after the job. Surety of
39

welfare motivate the employees to do there work properly without any partiality and discrimination concern. So in the end we can say that labour welfare is properly established in the JK TYRE INDUSTRIES LIMITED, BANMORE JK TYRE PLANT.

SUGGESTION 1. The company should have to increase the wages of the employees. 2. There should be good relationship between the management and workers. 3. Proper compensation should be given to the employees at the time of the accidents. 4. The recreation in the form of music, art, theatre, sports and games should be available for the employees because it play an important role in the physical and mental development of employees. 5. Excursions, youth clubs and holidays homes should be provided for employees. 6. Collecting bargaining and other peaceful means are used to settle issues.

40

BIBLIOGRAPHY

Marketing management, Rajan Saxsena Marketing management, Philip Kittler www.indiacar.net www.jktyre.com www.businessstandard.com

41

QUESTIONNAIRE

1. Can teen is Available in JK Tyre A) YES B) NO C) CANT SAY 2. How much labour in JK Tyre A) 0-100 B) 100-500 C) 500-1000 D) MORE THAN 1000 3. Labour satisfaction according to wages A) SATISFIED
42

B) NOT SATISFIED C) CANT SAY 4. Labour satisfaction according to meal A) SATISFIED B) NOT SATISFIED C) CANT SAY 5. Wages Increment According to Government Rules for Labour Act. A) YES B) NO C) CANT SAY

6. Company gives compensaton on the time of accident A) YES B) NO C) CANT SAY 7. Company provide health & safety assurance A) YES B) NO C) CANT SAY 8. Company gives bonus on the special occasion A) YES B) NO C) CANT SAY

43

44