A Study On Employee Benefit Welfare Scheme An Organization Sriram Pistion
A Study On Employee Benefit Welfare Scheme An Organization Sriram Pistion
A Study On Employee Benefit Welfare Scheme An Organization Sriram Pistion
Project Report
ON
Submitted By:-
KUMARI KOMAL
BBA VI SEM
Roll No. 3396516
DEPARTMENT OF MANAGEMENT
SHANTI INSTITUTE OF TECHNOLOGY MEERUT
BATCH-2012-15
DECLARATION
KUMARI KOMAL
BBA VI SEM
Roll No. 3396516
ACKNOWLEDGEMENT
It was indeed an opportunity for me to be the part of SHRIRAM PISTON & RNGS
LTD, for my summer training, as a partial fulfillment of two-year diploma course of post
graduate in management .It was
an
insightful
experience
where
was
given
an
exposure in the field of Sales Coordination. It was during this training that I was
able to apply my theoretical knowledge
to extend my heartful
the
applicability
thanks
gratitude
is a great pleasure
of H.R theories
express my deepest
to
in
the
H.R. DEPARTMENT. I
would
to learn
like
to
my
thanks
employees of
to
all
of
them
for
their
whole-hearted corporation
to
PREFACE
present situation of the employees mind that they are satisfied with the wel fare
program policy or not. Another
CONTENTS
DECLARATION
ACKNOWLEDGEMENT
PREFACE
Chapter 1 : INTRODUCTION
Company Profile
Organizational Chart
34
67
68
Research design
Sample size
Sample design
Data interpretations
Swot Analysis
Findings
71
Chapter7 : CONCLUSIONS
Chapter 8: LIMITATIONS
Chapter 9 : RECOMMENDATIONS & SUGGESTIONS
90
93
Questionnaire
93
Bibliography
94
INTRODUCTION
Shriram Pistons & Rings Ltd. (SPRL) is part of the SHRIRM GROUP, one of the largest
and most houses in India. Shri ram Pistons & Rings Ltd. Is one of the leading manufacturers of
state of the art Pistons, Pins, Rings and Engine Valves in
standards and marketed under the well known USHA and SPR brands.
HR PRACTICES
SLIDE NO. 1
Pin
Rings
Engine valve
Gears
The factory is divided into four units for Pistons, Rings, Pins and
Engine valves.
The Turnover / Sales for the year 2009 -2010 is Rs.750 Cr.
SPR is the largest exporter of Piston from India and has been
recognized as an Export House by the Govt. of India
SPR has opened five regional offices to localize its operations in India.
CALCUTTA
BANGLORE
DELHI
PUNE
JALANDHAR
10
VISION
TO BE GLOBALLY VALUE-DRIVEN PROFITABLE ORGANISATION
MISSON
11
ORGANIZATION STRUCTURE
12
PRODUCT DETAILS
PISTON
13
PISTONS
PINS
14
PINS
15
RINGS
The rings are fitted in the grooves of the piston and perform the following functions
1. To seal the gases above the piston.
2. To control the escape of the oil to the upper part of the cylinder.
3. To conduct heat from Piston to the cylinder walls.
RINGS
16
ENGINE VALVE
Engine valve is a type of plug, which allows the entering of air fuel
mixture or air in cylinder and the escaping of exhaust gases. Two valves
(a) Inlet & (b) Exhaust are used for this purpose. The inlet valve has
generally bigger diameter than Exhaust valve because the entering of
charge through intake valve takes place at atmospheric pressure but
Exhaust gases comes out through exhaust valve with very high pressure.
The valves are operated by means of valve train, which includes
crankshaft, timing gears, push rods, rockers shaft etc.
ENGINE VALVES
17
FOREIGN COLLABORATIONS
USHA and SPR products are manufactured in technical collaboration with the world
leaders:
1. KOLBENSCHMIDT of Germany, the world leader in Pistons and
preferred suppliers to auto giants like Mercedes Benz, BMW, Volvo,
Volkswagen, Ford, Peugeot, Cummins and others, shares its world class
technology for manufacturing the USHA and SPR-KS brand for pistons.
2. RIKEN CORPORATION, Japan , also a world leader in Piston rings also
the first choice of leading auto manufactures such as Suzuki, Toyota,
Nissan, Isuzu Mazda and Mitsubishi, among others, shares its world
preferred technology with SPR for manufacturing Cast Iron rings and Steel
rings such as High-power, Rikvent, DVM, etc.
PISTONS
RINGS
RIKEN
KOLBENSHMIDT- GERMANY
(Collaboration since 1972)
18
first licensee In the world for manufacturing the Honda range of Pistons
of all Honda joint venture in India, viz., Hero Honda, Shriram Honda and
preferred supplier to Kinetic Honda.
4. FUJI OOZX, Japan, the largest engine valve manufacturer in Japan
has provided the technology and manufacturing expertise to SPR
for the manufacture of the USHA range of Engine Valves that are
gaining wide acceptances in - house and abroad.
PISTONS
ENGINE VALVES
HF
HONDA FOUNDRY- JAPAN
(Collaboration since 1989)
19
ACHIVEMENTS
20
ACHIEVEMENTS
21
BEST SUPPLIER
AWARD
from
TATA CUMMINS
22
EXCELLENT
PERFORMANCE
AWARD
from
Maruti Udyog
Ltd.
23
Shriram Pistons and Rings Ltd. (SPR) bagged the Supplier Award for
Quality from Honda Motorcycle and Scooter India Limited.
Shriram Pistons and Rings Ltd. (SPR) was awarded with ISO 9001
and QS-9000 certification by RWTUV of Germany in 1999. This is a
24
Shriram Pistons and Rings Ltd. (SPR) was awarded with 2 Star
Export House Status by the Government of India.
Shriram Pistons and Rings Ltd. (SPR) was awarded with ISO 14001
certification by DNV of Netherlands in 2001 for Environmental
Management System.
25
26
ENVIRONMENT
27
ENVIROMENT:
28
29
Customers
30
HMT.
TATA
Swaraj Tractors
Bajaj Auto
Ashok Leyland
Tata Motors
Eicher
Tata
31
5.Motorcycle- Hero Honda, Bajaj Auto, Yamaha Motors, Kinetic Engg. And
LML.
6.Gensets / Stationary Engines- Honda Power Products
7.Agricultural Pumpsets- A large numbers of
Kinetic
Ford
Yamaha
Mahindra
General Motors
and Greaves.
Hero Honda
Maruti
HMT Tractors
32
The company
more than 40
33
the factories Act contains provisions about the welfare of employees. These are as follows:
There shall be separate and adequately screened washing facilities for the use of male and female
employees.
There shall be suitable places provided for clothing not worn during working hours and for the
dying of wet clothing.
There shall be suitable arrangement for all workers to sit for taking rest if they are obliged to
work in a standing position.
There shall be provided the required number of first-aid boxes or cupboard (at the rate of one for
every 150 workers) equipped with the prescribed contents readily available during the working
hours of the factory.
The State Government may make rules requiring that in any specified factory employing more
than 250 employees a canteen shall be provided and maintained by the occupier for the use of the
employee.
There shall be provided sufficiently lighted and ventilated lunch room if the number of employees
ordinarily employed is more than 150.
34
The service should satisfy real needs of the workers. This means that the manager must
first determine what the employees real needs are with the active participation of
workers.
The service should such as can be handled by cafeteria approach. Due to the difference
in Sex, age, marital status, number of children, type of job and the income level of
employees there are large differences in their choice of a particular benefit. This is
known as the cafeteria approach. Such an approach individualises the benefit system
though it may be difficult to operate and administer.
The cost of the service should be calculate and its financing established on a sound basis.
There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.
35
a)
Provide a framework for the provision of staff welfare support for all board
employees;
b)
Raise awareness of the importance of staff health and well-being in fulfilling the
boards mission;
c)
Outline the roles of the employee, line manager/principal and staff welfare officer
in relation to staff welfare;
d)
e)
36
PERSONNEL
PERSONNELRULES,
RULES,
WELFARE
WELFARE&&BENEFITS
BENEFITS
SALARY DISBURSEMENT
You are requested to fill up the bank account form in the accounts deptt. for opening the account
with the following documents:
1.Photo Identity Proof Driving licenses, identity card, etc.
2. Passport size photo
The process of account opening takes one week to one-month time.
The Salary is disbursed to the respective account by last working day of every month or by
cheque / cash in lieu of the bank account.
The Salary slip is distributed from 25th to 30th day of every month to the respective plants through
the plant clerk. For any dispute in the attendance/salary you may contact Plant clerk / O & P
Deptt. works.
37
OFFICE TIMINGS
SHIFT TIMING
General Shift 8.30 a.m. to 5.00 p.m.
A Shift (Morning)
B Shift (Afternoon)
C Shift (Night)
38
UNIFORM
-Dress Code: Office Uniform
-Casuals are not allowed. Wear formal dress code on duty.
-Sports shoes are not allowed; you are required to use formal wear for footing. The office
uniform can be availed from A& P.O. office within a week of joining.
LEAVE RULES
Types of Leave:
The leaves are calculated for the calendar year 1 Jan to 31 Dec. The following leaves are
admissible:
39
Casual Leave : (C L)
- 12 days/ year with pay.
- Subject to a max. of 6 days at a stretch.
- Half days casual leave is also admissible except on half working
day ( half day means period up to and including lunch interval)
- No accumulation and carry forward of these leaves.
- Casual leave will not be combined with any other kind of leave.
Privileged Leave : (PL)
- You earn one PL after working for eleven days (Sundays and holidays
are included). The leaves are credited to your PL account.
- Subordinates are granted PL of no more than 4 times a year.
- Accumulation of 150 days of PL is allowed.
- The first time the employee PL can be availed after completion of one
quarter ( 4 months : Jan/May/Sep).
- Anyone who ceases to be an employee before completing 4 months of
service will not qualify for privilege leave.
OTHER OFFS
On Duty :
The on duty form need to be signed by individual , authorized by HOD and submitted to A &
P.O. to mark the present for which the person has served outside office on any working day.
40
Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents. Effective arrangements shall be made for the disposal
of wastes and for making them innocuous.
Ventilation and temperature. Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.
Dust and fume. Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
Artificial humidification. The State Government shall make rules prescribing standard of
humidification and methods to be adopted for this purpose.
Overcrowding. There shall be in every work room of a factory in existence on the date of
commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.
Lighting. The State Government may prescribe standards of sufficient and suitable
lighting.
Drinking Water. There shall be effective arrangement for wholesome drinking water for
workers at convenient points.
Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, wellventilated, conveniently situated and built according to prescribed standards separately
for male and female workers.
41
No child who has not completed his fourteenth year shall be required or allowed to work
in any factory.
2.
A child who has completed his fourteenth year or an adolescent shall not be required or
allowed to work in any factory unless following conditions are fulfilled:
1. The manager of the factory has obtained a certificate of fitness granted to such young
2. While at work, such child or adolescent carries a token giving reference to such
certificate.
3.
Before a young person is employed in the factory, a certifying surgeon has to certify that
such person is fit for that work in the factory.
Welfare Funds
In order to provide welfare facilities to the workers employed in mica, iron, ore,
manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry,
the welfare funds have been established to supplement the efforts of the employers and
the State Government under respective enactments.
The welfare measures financed out of the funds relate to development of medical
facilities, housing, supply of drinking water, support for education of dependents and
recreation, etc.
Voluntary Benefits
Benefits are also given voluntarily to workers by some progressive employers.
These include loans for purchasing houses and for educating children, leave travel
concession, fair price shops for essential commodities and loans to buy personal
conveyance.
SOCIAL SECURITY
42
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivors benefit
SOCIETY
SALARY EARNERS COOPERATIVE SOCIETY
The society was formed keeping the following aims in mind:
To develop the saving habits in the employees
Cater to financial requirements/emergencies
Feeling of cooperation among the employees.
Membership: For the membership the forms can be availed from HRD.
Eligibility: Permanent Employee of SPRL.
Contribution: Any employee can buy the share of society costing one thousand up to the
maximum limit of ten thousand.
43
SETTLEMENT: The share money and voluntary deposit (if any) are refunded along with the
dividend & interest earned.
CLUB FACILITY
SPR is maintaining a green lush and state of-the-art club to provide various support activities to
the work culture. Its is located at a posh area of Ghaziabad : KC-53, Kavi Nagar. The emergency
contact number of this club is : 0120-2706024. Its functional as per following schedule:
Timings :
2 p.m. to 10 p.m. (Sunday : 11 a.m. to 10 p.m.)
This facility is available for officer category only by filling up the membership form at the time
of joining. A fix amount of Rs.100/- (for married ) and Rs.75/- (for single) get deducted from the
salary every month.
Facilities:
1. Dinner at nominal rates on all working days and lunch and dinner on holidays.
2. Participation in club functions.
44
Applicable for all employees except officers and management. There are plant coordinators for
suggestion scheme and the scheme is monitored from A & PO for the entire factory. The
suggestions are to be dropped in the suggestion box at respective plant or HRD office through
the suggestion form/ Performa. On the registration of these suggestions, the practical suggestion
is rewarded and the further implemental suggestion is recognized and rewarded as per its
contribution in the financial terms. The benefit availed could be tangible or intangible.
CELEBRATIONS
CULTURAL FESTIVALS
Following cultural festivals are celebrated at SPR. The celebration is
gigantic in nature through he full-hearted participation of employees and
support from the management:
NEW YEAR CELEBRATION (1 JAN)
REPUBLIC DAY / 26TH JAN
HOLI
SHRIRAM JAYANTI (28TH APRIL)
INDEPENDENCE DAY / 15TH AUG
RAKSHA BANDHAN
DURGA PUJA
DIWALI MELA
The principal Act to provide for various labour welfare measures in India is the
Factories Act, 1948. The Act applies to all establishments employing 10 or more workers
where power is used and 20 or more workers where power is not used, and where a
manufacturing process is being carried on.
Health of Employees
Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents. Effective arrangements shall be made for the disposal
of wastes and for making them innocuous.
Ventilation and temperature. Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.
Dust and fume. Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
Artificial humidification. The State Government shall make rules prescribing standard of
humidification and methods to be adopted for this purpose.
Overcrowding. There shall be in every work room of a factory in existence on the date of
commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.
Lighting. The State Government may prescribe standards of sufficient and suitable
lighting.
46
Drinking Water. There shall be effective arrangement for wholesome drinking water for
workers at convenient points.
Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, wellventilated, conveniently situated and built according to prescribed standards separately
for male and female workers.
No child who has not completed his fourteenth year shall be required or allowed to work
in any factory.
2.
A child who has completed his fourteenth year or an adolescent shall not be required or
allowed to work in any factory unless following conditions are fulfilled:
3. The manager of the factory has obtained a certificate of fitness granted to such young
4. While at work, such child or adolescent carries a token giving reference to such
certificate.
3.
Before a young person is employed in the factory, a certifying surgeon has to certify that
such person is fit for that work in the factory.
Welfare Funds
In order to provide welfare facilities to the workers employed in mica, iron, ore,
manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry,
the welfare funds have been established to supplement the efforts of the employers and
the State Government under respective enactments.
The welfare measures financed out of the funds relate to development of medical
facilities, housing, supply of drinking water, support for education of dependents and
recreation, etc.
47
SOCIAL SECURITY
The connotation of the term Social Security varies form country to country with
different political ideologies. In socialist countries, the avowed goal is complete
protection to every citizen form the cradle to the grave.
There are some components of Social Security:
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivors benefit
Short Leave :
It is a break of 2 hours allowed to cater to any urgent requirements of the employees. 2
short leaves are allowed in a month without any accumulation for any specific month. In
morning, it is permissible from 10.30 a.m. to 12.30 noon. In the evening, it is permissible from
48
STAFF
OFR
&
STAFF
For Gen + B Shift : for extra 6 and half hrs working-1 day
leave (within a month)month
For working on Sunday- 1 leave within 3 days
Weekly Off :
Sunday of every week is observed as weekly holiday.
Leaving Register Entries:
Any employee leaving office for official purposes/ short leave/half day, he/she must make an
entry in the out going register specifying the expected time of return/ not coming back. On
return, the person must also enter the actual time of arrival at the office.
49
CODE OF CONDUCT
50
day
to
day
activities.
The Board shall determine the appropriate action to be taken in the event of violation of this Code.
ETHICAL CONDUCT
REGULATORY COMPLIANCE
CONFLICTS OF INTEREST
EQUAL-OPPORTUNITIES EMPLOYER
POLITICAL NON-ALIGNMENT
CORPORATE CITIZENSHIP
PROVIDENT FUND
51
BENEFITS
* Member can withdraw from these accumulations to cater to financial
exigencies in life - No need to refund unless misused
* On resignation, the member can settle the account. i.e., the member
gets his PF contribution, Employer Contribution and Interest.
* Will receive the pension on retirement / Pension to Family (on death of
member)
DEATH BENEFITS
1. Provident Fund Amount to Family (or to Nominee)
2. Pension to Family (or to Parent / Nominee)
52
53
GSLI AMT
Risk Portion
35%
Saving Portion
65% + Interest
54
LEVEL
President /ED
Sr GM/GM/DGM/AGM
Sr Deptt Mgr
Deptt. Mgr / Sr Mgr
Sr Sales Mgr/ Mgr- I/Mgr-II
Dy Mgr /Asst Mgr
COVERAGE
10 Lacs
4 Lacs
3 Lacs
2 Lacs
1 Lacs
TRAVEL RULES
55
TA/DA Category
Dy Manager
TOWN
CATEGORY
RATES (Rs)
1100
1050
975
875
1000
950
850
750
900
800
Sr Service Engineer
700
600
800
Executive/Engineer/Service
700
600
500
600
Asst.Executive
550
500
Asst. Engineer
400
Sr Sales Representative
450
Sales Representative
425
Assistant /DET
350
325
350
Asst. manager / MT
Sr Sales Officer
300
250
225
Notes:
56
1. Dy Mgr & Astt. Mgr category personnel would be required to submit hotel bills. The touring
official will spend at least 65% of the total DA on room rent. Incase he spends less than 65%, the
DA will be reduced by the amount less than spent on room rent.
2. Personnel below Astt Mgr level will have to submit hotel bills as Proof of stay. However, room
tariff will not be considered for making payment of 100% DA.
3. In case stay is with relatives/ friends DA will be paid @ 35%.
4. Above listing is based on the marketing departments classification. Equivalent category
personnel in Works/HO would also be eligible for the DA as indicated above.
CATEGORY
FARE
LOCAL
TRAVELLING
TRANSPORTATION
HOTEL STAY
CHARGES
Economy Class
Air fare / Actual
rail Fare
Taxi fare
Rs.35,000/- +
Transportation of one
Vehicle
1st Class / II AC
rail fare
Taxi fare
Rs.30,000/- +
Transportation of one
Vehicle
Manager Group
1st Class / II AC
rail fare
Taxi fare
Rs.25,000/- +
Transportation of one
Vehicle
1st Class / II AC
rail fare
rules
2nd Class AC
rail fare
Transportation of one
Scooter/Motor Cycle/
MopedVehicle
Rs.7,500/- +
JOINING TRAVEL
ALLOWANCE
Auto fare
Rs.15,000/- +
Upto 15 days as per TA
Auto fare
For detailed information, kinldy refer to the office order available with accounts and O & P department.
57
EMPLOYEE WELFARE
58
Health check up Camp: for employees of SPR and their family members in their
1. community
Statutory Welfare activities ESI, P.F ,PENSION, DLIS.
Non-Statutory
Welfare /Voluntary Activities
2. Charitable
Dispensary
Marriage Gifts
Category
Officer
Staff
Workmen
Wedding of
Employee
750
500
250
Wedding of
Blood Relative
750
500
250
Family Planning : To promote the family planning for better future and facilities the
following scheme is active since year 1992. Employees undergoing operation can
avail
the
Category
All
following
Two Children
3 days leave with
pay and Rs. 750/-
benefits:
Three Children
2 days leave with
pay and Rs. 500/-
SOCIETY
59
SETTLEMENT: The share money and voluntary deposit (if any) are refunded along with the
dividend & interest earned.
60
CLUB FACILITY
SPR is maintaining a green lush and state of-the-art club to provide various support activities to
the work culture. Its is located at a posh area of Ghaziabad : KC-53, Kavi Nagar. The emergency
contact number of this club is : 0120-2706024. Its functional as per following schedule:
Timings :
2 p.m. to 10 p.m. (Sunday : 11 a.m. to 10 p.m.)
This facility is available for officer category only by filling up the membership form at the time
of joining. A fix amount of Rs.100/- (for married ) and Rs.75/- (for single) get deducted from the
salary every month.
Facilities:
1. Dinner at nominal rates on all working days and lunch and dinner on holidays.
2. Participation in club functions.
3. Gym and recreational games like : Table Tennis, Badminton, Carrom Board, etc.
SUGGESTION SCHEME
Applicable for all employees except officers and management. There are plant coordinators for
suggestion scheme and the scheme is monitored from A & PO for the entire factory. The
suggestions are to be dropped in the suggestion box at respective plant or HRD office through
the suggestion form/ Performa. On the registration of these suggestions, the practical suggestion
is rewarded and the further implemental suggestion is recognized and rewarded as per its
contribution in the financial terms. The benefit availed could be tangible or intangible.
61
CELEBRATIONS
CULTURAL FESTIVALS
Following cultural festivals are celebrated at SPR. The celebration is
gigantic in nature through he full-hearted participation of employees and
support from the management:
NEW YEAR CELEBRATION (1 JAN)
REPUBLIC DAY / 26TH JAN
HOLI
SHRIRAM JAYANTI (28TH APRIL)
INDEPENDENCE DAY / 15TH AUG
RAKSHA BANDHAN
DURGA PUJA
DIWALI MELA
The principal Act to provide for various labour welfare measures in India is the
Factories Act, 1948. The Act applies to all establishments employing 10 or more workers
where power is used and 20 or more workers where power is not used, and where a
manufacturing process is being carried on.
62
Health of Employees
Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents. Effective arrangements shall be made for the disposal
of wastes and for making them innocuous.
Ventilation and temperature. Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.
Dust and fume. Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
Artificial humidification. The State Government shall make rules prescribing standard of
humidification and methods to be adopted for this purpose.
Overcrowding. There shall be in every work room of a factory in existence on the date of
commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.
Lighting. The State Government may prescribe standards of sufficient and suitable
lighting.
Drinking Water. There shall be effective arrangement for wholesome drinking water for
workers at convenient points.
Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, wellventilated, conveniently situated and built according to prescribed standards separately
for male and female workers.
63
No child who has not completed his fourteenth year shall be required or allowed to work
in any factory.
2.
A child who has completed his fourteenth year or an adolescent shall not be required or
allowed to work in any factory unless following conditions are fulfilled:
5. The manager of the factory has obtained a certificate of fitness granted to such young
6. While at work, such child or adolescent carries a token giving reference to such
certificate.
3.
Before a young person is employed in the factory, a certifying surgeon has to certify that
such person is fit for that work in the factory.
Welfare Funds
In order to provide welfare facilities to the workers employed in mica, iron, ore,
manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry,
the welfare funds have been established to supplement the efforts of the employers and
the State Government under respective enactments.
The welfare measures financed out of the funds relate to development of medical
facilities, housing, supply of drinking water, support for education of dependents and
recreation, etc.
Voluntary Benefits
Benefits are also given voluntarily to workers by some progressive employers.
These include loans for purchasing houses and for educating children, leave travel
concession, fair price shops for essential commodities and loans to buy personal
conveyance.
SOCIAL SECURITY
64
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivors benefit
65
The board recognises that it has a role to play in the promotion of the health of
its employees. The board will be proactive at an organisational and individual
level in addressing health and welfare issues.
The board proposes to carry out research and surveys in order to identify areas
of need relating to staff health and welfare within the boards service. It will
develop strategies and initiate a range of preventative measures in response to
needs identified through research.
A range of initiatives will be developed in order to promote staff health and
well-being at work. This will include training in areas such as stress
awareness/management, drug awareness, and other areas of need as identified
through research. Awareness of the support provided by the staff welfare officer
and Staffcare will also be raised through staff training and induction. Training
will be available for managers in relation to dealing with welfare issues.
66
The study of the topic has some basic objectives these are follows: To analysis the effectiveness of various process of employee welfare program.
To make aware with the different methods of welfare program that are available for
the employee in organization.
To suggest the best and appropriate method .
To suggest various measures that could be taken for further improvement.
Also to keep in mind the other aspects of the methods this can effect the organization.
The aim of the study was to understand the effectiveness of welfare of an employee in
SHRIRAM PISTON GHAZIABAD. This involved study of functioning and operations at
SHRIRAM PISTON GHAZIABAD with special emphasis on the different activities related
to management of Human Resource at SHRIRAM PISTON.
RESEARCH METHODOLOGY
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The proposed research work is being planned to be divided into two stages :-
The concept formation stage, and the practical finding stage:For both
the stages, the data used may be classified as primary data and secondary
data. The primary data will be collected through direct interviews, survey,
questionnaire etc. and secondary data will be collected from already published work,
books, journals, research papers and annual reports.
Research Design: Objective Study
Data Type: Primary Data/ Secondary Data
Research Instrument: Questionnaire
Area of Research: Factory campus
Sample Size: 100
Sample Procedure: Judgment Sampling
Sampling Method: Personal survey method through
preparation of questionnaire
The questionnaires prepared for the workers were very simple so that they can
easily understand the questions & reply.
For filling of the questionnaires classrooms sessions were organized for the
workers, where 5 to 6 workers were called at a time. All the questions were
explained to them. If they were able to mark on their own, so they were allowed
to do so, else we asked for their responses and marked them accordingly in the
questionnaire, as many of the workers were illiterate.
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Sometimes we also conducted on the job survey where we asked questions to the
workers while they were doing their job because there were many workers who
were busy all the time and they did not want to leave their work. They also felt
that such surveys are useless so why should they leave their work for it.
For getting the responses from the management we interviewed them through a
very small interview schedule after seeking their permission and at the time,
which suited them.
RESEARCH DESIGN
1.
Data Collection:
Primary Data :
Secondary Data:
journals
2.
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3. Sampling Plan:
process includes how sample size should be contacted. At the top level the personal
interview were conducted and for the lower level questionnaire were prepared.
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FINDINGS: In the survey I find that more 65% employee are agree and 45% employee are
strongly agree.
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Q-2 Are you satisfied with various company policies & practices.
FINDINGS: In the survey I find that more 30% employee are agree and 70% employee are
strongly agree.
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Q-3 Motivational physical facilities like proper working condition and water
cooling system etc.
FINDINGS: In the survey I find that more 10% employee are agree and 90% employee are
strongly agree.
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Q-4 Are you satisfied with the canteen facilities of the company
FINDINGS: In the survey I find that more 10% agree are agree and 60% employee are strongly
agree and 20% employee disagree and 10% strongly disagree.
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FINDINGS: -
In the survey I find that more 20% employee are agree and 80% employee are
strongly agree.
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Q-6 Are you aware related to ESI & PF policy in this Company.
FINDINGS: In the survey I find that more 80% employee are agree and 20% employee are
strongly agree.
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FINDINGS: In the survey I find that more 74% employee are agree and 26% employee are
strongly agree.
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FINDINGS: -
In the survey I find that more 82% employee are agree and 8% employee are
strongly agree and 6% employee are disagree and 4% strongly disagree.
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Q-7 company has well equipped medical facility room & skilled doctors.
FINDINGS: In the survey I find that more 75% employee are agree and 25% employee are
strongly agree.
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FINDINGS: In the survey I find that more 82% employee are agree and 8% employee are
strongly agree and 6% employee are disagree and 4% strongly disagree.
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FINDINGS: In the survey I find that more 75% employee are agree and 25% employee are
strongly agree.
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FINDINGS: In the survey I find that more 90% employee are agree and 10% employee are
strongly agree.
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FINDINGS: In the survey I find that more 76% employee are agree and 24% employee are
strongly agree.
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FINDINGS: In the survey I find that more 70% employee are agree and 10% employee are
strongly agree and 20% employee are disagree.
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FINDINGS: In the survey I find that more 82% employee are agree and 18% employee are
strongly agree.
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FINDINGS: In the survey I find that more 40% employee are agree and 15% employee are
strongly agree and 25% employee are disagree and 20% strongly disagree.
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Q-15 Giving suggestion is mandatory for every employee and then the
Management can announce the "SUGGESTION OF THE
MONTH"
FINDINGS:-
In the survey I find that more 100% employee are strongly agree.
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SWOT ANALYSIS
STRENGTHS:
Talented human resourc
Financially secure company
WEAKNESS
Training not conducted on a regular basis
OPPURTUNITIES
Huge potential for growth in the market because of excellent process operations
All round improvement assured if training is conducted on a regular basis
THREATS
Irregularity in training can demotivate the employees leading to failure and downfall
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FINDINGS
The data shows that the total sample size of 50 people taken randomly for the
research, 43 people out of then taken mobile with them. This segment comproise of professions,
businessperson, service man & students.
About awareness of Shriram Piston the data collected shows that 60% of the
people knows about all the telephone companies dealing in Ghaziabad market, 30% of person
knows only few companies, 5% of person knows only one company, 5% are not knowing any
other company.
When the preferences for mobile phone connections were asked, results
drawn that 40% of persons prefer to take Ring & Piston because they believe in Ring & Piston
better coverage & cheaper rates after Ring & Piston, 20% of people opt Bajaj Ring services
because of its cheaper rate and flexible schemes, then awareness of Super Ring is only 25% but
there is very high recommendation for its better connectivity. Super is rich in attractive schemes
and plans for business persons and persons related to corporate world.
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CONCLUSION
The conclusion of the summer training report on impact assessment of welfare efforts at
shriram piston Ghaziabad. Is very positive. welfare programs in shriram piston effective
and efficient. welffare programs consist managerial, technical or special training programs.
These programs provided to all level of employees by the human resource development
department. welfare programs are effective for the point of view of development whether
employees or management development. Through welfare programs employees and
management both are satisfied. In short, these programs enhance the ability of employee
satisfaction. That is, these programs improve the knowledge, skills and attitude. These
programs are helpful to achieve the individual or organizational goals. There should be
training for all employees to explain the policies & practices followed by the HR
department, so that they can understand the functions & limitations of the HR department.
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LIMITATIONS
The study was restricted to a period of eight weeks only and it was not possible to go
through the topic in depth in such a sort of time, a more detail could have been made out
subject to the availability , manpower and resources.
It was difficult to collect secondary data form the organization. The respondents were
As the results achieved by the study have been broadly confirmed by discussion with
management guide so it may suffer from personal business, which very often makes the
information one sided.
As my whole project was based on secondary data, but company was providing me
complete two months work within that with little bit restrictions, so that I was unable to get
maximum time of the executives.
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SUGGESTION
1. There should be training for all employees to explain the policies & practices
followed by the HR department, so that they can understand the functions &
limitations of the HR department.
2. To improve feedback system a suggestion scheme may be opened, so that the
employees can suggest their views.
3. To improve the perception of the employees regarding training provided.
4. Finally any investment in employee welfare programmes will beneficial for the
employees as well as to the government.
5. Career consoling of employees childrens.
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Strongly
Agree
Agree
Strongly
Disagree
Disagree
.
.
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BIBLIOGRAPHY
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