A

Project Report
On

“An Analysis of Compliances of Contract Labour Act at JCB

INDIA LIMITED”

JCB INDIA LIMITED

Submitted by
(Jitesh Kumar Sharma)
Student ID: 17MBAN016

Under the Guidance of

Faculty Internship Guide :Dr. Jyoti Jain Industry Guide : Mr. Sanjeev Pareek
Designation :Assistant Professor Designation: Assistant
General Manager- HR and
Administrator JCB

Department of School of Management

JECRC UNIVERSITY, JAIPUR
 JuneToAugust2018

DECLARATION

I, Jitesh Kumar Sharma, student of MBA IIIrd Semester, studying at JECRC

University, Jaipur, (School of Management)hereby declare that the summer
training report on An Analysis of Compliances of Contract Labour Act at JCB
INDIA LIMITEDsubmitted to JCB INDIA LIMITED, Jaipur in partial fulfillment
of Degree of Master’s of Business Administration is the original work conducted
by me.The information and data given in the report is authentic to the best of my
knowledge. This summer training report is not being submitted to any other
University for award of any other Degree, Diploma and Fellowship.

(Jitesh Kumar Sharma)

 CERTIFICATE

This is to certify that the project entitled “An Analysis of Compliances of

Contract Labour Act at JCB INDIA LIMITED”submitted in partial fulfillment of
the requirement for the degree of Master in Business Administration of JECRC
University, Jaipur in subject of the seminar report, is the bona fide project report
carried out by Jitesh Kumar Sharma, student of JECRC University, School of
Management under my supervision. No part of this project report has been
submitted before any other degree.

Date: August 02, 2018

Signature:

Dr. Jyoti Jain

Assistant Professor

JECRC UNIVERSITY
 “No one climbs a mountain just by grazing it,

It is though commitment and action from the present”.

PREFACE

In India contract labour generally refers to workers engaged by a contractor for

the user enterprises These workers are millions in number and are engaged mainly
in operations, plantation, construction industry, ports & docks, oil fields,
factories, railways, shipping, airlines road transport etc. They generally belong to
the unorganized sector.

Contract Labour is a significant and growing form of employment It is

prevalent in almost all industries, in agriculture and allied operations and in
service sector. It generally refers to workers engaged through an intermediary
and is based on a triangular relationship between the user enterprises, the
contractor including the sub contractor and the workers.. They have very little
bargaining power, have little or no social security and are often engaged in
hazardous occupations endangering their health and safety. They are often
denied minimum wages and have little or no security of employment. On the
other hand, reasons like uncertainty of work, difficulty in ensuring loser
supervision by the employer or higher output by the workers, cost effectiveness;
flexibility in manpower deployment, concentration in core competencies etc.
justify the system of contract labour.

The concern for providing legislative protection to this category of

workers, whose conditions were found to be abysmal by various commissions
and committees coupled with the judgment of the Supreme Court of India in the
 Standard Vacuum Refinery Company case, resulted in the final enactment of the
Contract Labour(Regulation and Abolition) Act, 1970.

The Contract Labour (Regulation and Abolition) Act 1970 was enacted to
protect and safeguard the interests of these workers. It was brought on the
Statute Book to regulate the employment of Contract Labour in certain
establishments and to provide for its abolition in certain circumstances and for
matters connected therewith. The Act and the rules came into force on
10.02.1971.

A number of judicial pronouncements have enriched the contract labour

law in India. Two landmark judgments were delivered by the Supreme Court on
the Status of contract labour in the event of prohibition of employment of
contract labour. In Air India case (1996) the court held that in the event of
prohibition of contract

labour, the principal employer is contract labour. In the SAIL case (2001) the
Constitution Bench of the Supreme Court overruled the Air India judgment and
held that the Industrial Adjudicator shall direct absorption of contract workers in
the establishment of the principal employer, only if the contract is sham or bogus.
In the case of genuine contracts, the Principal employer is required to give
preference to contract workers for regular appointment, if the principal employer
intends to get the prohibited job done through regular workmen.

In view of the existing exploitation of Contract Labour in India and in

light of the legislative and judicial pronouncements, the whole subject of
contract labour deserves a comprehensive and critical review, including a
comparison with the rest of the world and a detailed study of the ILO
recommendations. This research work is an attempt in that direction
 ACKNOWLEDGEMENT

...What makes us who we are should be glorified, Personified and

sung unto the stars!!

- Muse, Enigmatic Evolution

It is my pleasure to be indebted to various people, who directly or indirectly
contributed in the development of this work and who influenced my thinking,
behavior, and acts during the course of study.I express my sincere gratitude to
Mrs.kamakshy,(HR Head of Department) worthy Principal for providing me an
opportunity to undergo summer training at JCB Jaipur.I am thankful to Mr.
Sanjeev Pareek (Assistant General Manger-HR & Administration) for his support,
cooperation, and motivation provided to me during the training for constant
inspiration, presence and blessings.I also extend my sincere appreciation to
Mr.VipinRana (senior Manager-HR & Admin) and Prof.(Dr.) Rajeev Jain
(Director) oursummer internship in charge DR.JyotiJain (Assistant Professor)
school of management whose contribution in stimulating suggestions and
encouragement helped me to coordinate in my training periodwho provided his
valuable suggestions and precious time in accomplishing my project report.
Lastly, I would like to thank the almighty and my parents for their moral support
and my friends with whom I shared my day-to-day experience and received lots
of suggestions that improved my quality of work.

(Jitesh Kumar Sharma)

 Executive summary
A management functions has been done to find out gaps / deficiencies, if
any, in compliance with provisions of the applicable Acts & Rules and
understand the constraints and suggest ways and means to overcome. Also, a
survey has been done among employee contract labour compliances at JCB
INDIA LIMIDED Jaipur, (with special referenced to transportation and
canteen facilities) to ascertain factors mostly affecting their motivation,
satisfaction with the employer, efficiency & work hour productivity.

In this project I studied and analysis Contract labor compliance for the

principal employer. Many organizations employ contract employees in the
form of housekeeping staff, security guards, cafeteria personnel, etc. ... It also
mention benefits, such as drinking water, proper urinals, etc., and the
maintenance of the register under the Contract Labour Act.(with special
referenced to transportation and canteen facilities)
Our Simplified Solutions for Diversified Compliances

1. PF & ESIC Compliance Services

2. Shop & Establishment Compliances

3. Payroll Processing Services

4. Labour Laws Licensing Services

5. Factory Act Compliances

6. Factory Building Plan/License Approval

7. Exemption Permission under Labour Laws

8. Vendor Compliance Management

9. Handling Departmental Inspections

10. Liaising with Authorities

 11. Labour Laws Compliances

12. Notice Board Compliances

And studied about the company environment this is work on zero error, JCB India
is planning new manufacturing units near Jaipur in Rajasthan, its fourth
manufacturing facility in India, with an investment of Rs500 crore (about U.S.
$100 million), according to hindubusinessonline.com. The first finished unit will
be a 115-acre site, expected to be ready in April 2014, with another facility at the
same location to be ready a few months later.
JCB began operations in India in 1979 and now has two manufacturing facilities
near Pune in Maharashtra and another in Ballabhgarh, which is the largest
backhoe loader plant in the world, the report said. That facility also manufactures
pick-and-carry cranes and diesel engines.

Lord Anthony Bamford, JCB chairman, told Indian journalists that despite current
economic difficulties, prospects for growth in the country were strong and that the
quality of products produced there — which are exported to Africa, Malaysia and
other countries from India — are extremely good. Bamford added that India is
JCB’s single largest market in terms of volume.

Analysis of research by a primary survey(questionnaire)for collect data and

analysis the satisfied and unsatisfied employee, survey among workers indicates
more than 90 % workers satisfied, motivated and giving higher productivity, still
about 10% are dissatisfied who may quit the work and move to other employer
very soon
 TABLE OF CONTENT
TITLE P.NO
Declaration i.
Certificate ii.
Preface iii.
Acknowledgement v.
Executive Summary vi.
Chapter1: Introduction of Contract Labour Compliances 1-10

1.0 Introduction 1

1.1 Labour compliance 2

1.2 Necessary of Labour license is required 5

1.3 Liabilities Of a Principal Employer under the Contract Labour 5

(Regulation and abolition) Act, 1970

1.4 Principal Employer is not responsible for contractors workers 8

PF dues

Chapter2: Introduction About the Company 11-29

2.0 Introduction 11

2.1 About The JCB India Limited 11

16
2.2 JCB Products
25
2.3 Kaizen

Chapter3: Research Methodology 30-33

 3.1 type of research- Descriptive research 30

3.2 scope of study 30

3.3 Significance of the study 30

3.4 Objectives of Study 31

3.5 Reaearch Design

31

31
3.6 Area of Sampling
31
3.7 Sampling Technique
31
3.8 Size of the universe
31
3.9 Sample Size
31
3.10 Sources of data collection method
31
3.10.1 Primary Data
31
3.10.2 Secondary Data
32
3.11 Instrument of datd collection 32
3.11.1 Questionnaire 32

3.11.2 Interview 32

3.12 Size of questionnaire 32

3.13 Types of Questions 32

3.14 Tools and Techniques for data analysis

32
3.15 Limitation of the study
33
Chapter4: Data Analysis and Interpretation 34-47
Chapter5: Conclusion and Finding 48-49
 Appendix
Bibliography

Questionnaire

.
 Chapter-1
Introduction of Contract Labour Compliances

1.0 Introduction

Contract labor compliance for the principal employer. Many organization

employ contractemployees in the form of housekeeping staff, security guards,
cafeteria personnel, etc. ... It also mentions benefits, such as drinking water,
proper urinals, etc., and the maintenance of the register under the Contract
Labour Act.
1.1Labour compliance
Labour Compliance
Labour compliance refers to a set of accepted terms or conditions of employment.
It refers to several regulatory compliances including minimum wages act, work
men's compensation act, contract labour act, factories act etc.
Contract labor compliance for the principal employer
Many organizations employ contract employees in the form of housekeeping
staff, security guards, cafeteria personnel, etc. Such organizations - as principal
employers - need to ensure compliance on a number of fronts. A quick read about
your responsibilities, and a checklist to boot!

The law of the land necessitates that compliance regarding the wages and benefits
of all employees deployed on your premises - whether direct or indirect - be
maintained at all times. The responsibility for compliance of all such direct
employees and contract or indirect employees falls on you - the principal
employer.

If the principal employer employs 20 indirect employees, he is to ensure that a

registered certificate is procured under the Contract Labour Act. This is the basic
premise of the Act. It also mentions benefits, such as drinking water, proper
urinals, etc., and the maintenance of the register under the Contract Labour Act.
In case you do not meet the requisite number of employees, all records and
registers under the Minimum Wages Act/Payment of Wages Act are to be
maintained.

Also, the requisite PF deductions are to be made for all employees drawing basic
wages of less than Rs.15000. This covers both direct and indirect or contract
employees. Even if you employ only 5-6 indirect employees which then takes
your total employee count to over 20 employees, you need to register under
the PFAct and ensure that compliance is maintained.

If the total headcount in your organization drawing a gross salary of less than
Rs.21000 is over 20, the EmployeeStateInsuranceActis applicable to you. In case
of factories, the threshold headcount is 10. This act also covers both direct and
indirect employees. It is also of note here that it is the responsibility of the
principal employer to ensure that all contract employees hold an ESI card.

The principal employer is also to ensure that minimum wages are paid to
employees.

As a principal employer, you need to collect the proof of payment of wages to

indirect employees. This payment can not be made in cash but only in the form of
bank transfer (on or before the 7th of the month) or check (before the 7th of the
month).

Principal employers are to ensure that the contractor maintains Form C and Form
D under the Bonus Act. Also, collecting Form F from the contractor would be
useful in cases where there may be mishaps or accidents. All compliances with
regard to gratuity are to be maintained and managed by the principal employer.

You - as a principal employer - are also to have a copy of the registration

certificate under the Respective State Labour Welfare Fund Act, failure to
produce which can attract penalties. Production of the registration copy may be
done within 7 days of the inspection. Here, it is notable that 12-hour contracts are
non-compliant. Only 8-hour work days, adding up to a total of 48 hours a week,
are permitted by law.

Key compliance for the Principal Employer (P.E.)

Checklist under the Contract Labour(Regulation and Abolition)
Act,1970
[CLRA]
(TO BE READ WITH STATE RULES)

 Appropriate agreement should be drafted between the Principal Employer

and Contractor.

 Statutory Obligations with respect to Contract Labour employees should

be incorporated in contracts with Contractors. This makes Contractors
contractually liable to the Principal Employer.

 Contractor should be engaged for the purpose as stated in the Registration

Certificate of the Principal Employer and should provide workers within
the maximum limit as stated in the Principal Employer’s Registration
Certificate.

 Principal Employer’s representative should be present and should sign the

Payment Register in token of the Contractor having disbursed the salary in
his presence or check the bank transfer statement along with the PF and
ESI challans and then his bills must be cleared. (Ultimate Liability on
Principal Employer: if Contractor does not pay Contract Labour
employees then the Principal Employer will be held responsible for it and
will have to pay)

 Registration of Establishment by Principal Employer, in case 20 or more

workmen employed as Contract Labour, and Registration Certificate to be
obtained by Principal Employer.
  Principal Employer is liable for salary/wages, statutory dues e.g. PF, ESI,
PT, Bonus, Gratuity etc., payable to Contract Labour employees.

 Advisable to engage contract labour for non-perennial and

incidental/ancillary work. Contract Labour should not be engaged for main
activities of establishment, but for ancillary activities – else same
wages/salary and conditions of service need to be provided to Contract
labour as is provided to Regular Workmen [Reason: Standard Condition in
the License granted to Contractors – pursuant to CLRA State Rules]

Statutory registers and records to be maintained

 Register of Contractors

Statutory forms and returns to be filed

 Filing of Annual Return by Principal Employer before the 15th of

February following the close of the year

Statutory displays

 Registration Certificate of Principal Employer.;

 Abstract of Act (In English and Hindi)

 Rates of Wages

 Hours of Work

 Wage Period

 Date, Time and Place for disbursement of wages

 Canteen (Menu with Price)

 1.2Necessary of Labour license is required

Any contractor engaging 20 or more contract Workers is required to

get license. Object: The object of the Act is to regulate the employment of
contract labour in certain establishments and provide for its abolition in
certain circumstances and for matters connected therewith.

Application for a License

Any contractor engaging 20 or more contract Workers is required to get
license.

Check List
1. Application for License in Triplicate in Form IV [Rule 7
(1)] in case offline mode
2. Principal employer certificate (Form VI) [Refer rule 7(2)]
3. Security depositchallan
4. License feechallan
5. Work order/Agreement with principal employer/Enlistmentcopy
6. PAN card copy
7. EPFNumber

Time Line
Maximum Number of Days after complete application is
submitted: 30 Days Refund of Security 60 days. (As per notified
at Sr. No. 228 and 229 under Right to Service Act, 2011)
Validity of License
One year from the date of issue
1.3 LIABILITIES OF A PRINCIPAL EMPLOYER UNDER THE
CONTRACT LABOUR (REGULATION AND ABOLITION)
ACT, 1970

The liabilities of a principal employer under the Contract Labour Act are
examples of vicarious liability on owners of establishments. The Contract Labour
Act provides respite and recourse to contract labour from non-payment of wage
by allowing them access to the principal employer in the event of a default by the
contractor.

A “principal employer” as defined under the Act covers any person responsible
for the supervision and control of the establishment. In the case of a factory, such
person would include the owner or occupier of the factory or a manager under the
Factories Act, 1948. Any establishment where there were 20 or more
workers employed as contract labour in any day of the preceding 12 months
would be covered under the Contract Labour Act.

The principal employer is required to ensure that a representative be present while

the contractor is disbursing payment to the contract labour (Section 21(2)). The
Act is silent on what is the role of such representative. Subsection 4 of Section 21
provides that in the event of a default on the part of the contractor to make
payment of wages to the labour employed, the principal employer may need to
step in and make good such payment or shortfall.

It therefore, becomes imperative that, the representative of the principal employer

fully understand the nature of his duties and be authorized to take necessary steps
in the event of a default. The representative should be briefed / trained by the
concerned department in the organization. Such steps could include issuing notice
to the contractor and terminating the relationship, if required. Care should be
taken while drafting the agreement with the contractor to ensure the same.

The Contract Labour Act prescribes that the contractor shall provide certain
amenities to the labour employed by it. The rules prescribe time periods within
which such amenities may be provided. These facilities include:

–       Canteen provisions;

–       Rest-rooms; and

–       First aid facilities.

In the event that the contractor fails to provide the same, the obligation
automatically falls upon the principal employer. The law also provides that it may
be recoverable from the contractor.

While legal recourse to recover expenses incurred by the principal employer does
offer some consolation, it would be prudent to establish and clearly define mutual
rights, duties and obligations in an agreement executed with the contractor, within
the confines of the law. Conditions may be imposed upon the contractor in the
agreement to ensure compliance with the Contract Labour Act. Employers should
provide for indemnity provisions that protect the principal employer in cases of
default.

In case of large corporates employing a vast number of persons under the Act
(whether it be for housekeeping or security or for any other purpose), it would be
prudent to obtain representations, in the nature of those provided below, from the
contractor that in the past :

–       the contractor has been in compliance with the relevant provisions of the
Act;

–       has a valid license / registration under the Act; and

–       has not been in default of payment to labour provided by him to another
principal employer.

A certain amount of due diligence may also be done to determine whether or not
the contractor has been in default or in violation of the Contract Labour Act.

Due diligence would be of significance where contractual safeguards may not

offer adequate protection to principal employers. The law imposes very strict
liabilities on the owners to ensure that the contract labour employed does not
suffer in any manner. This needs to be kept in mind while drafting any agreement
with a contractor for this purpose.
While there are monetary liabilities on corporates, additional liabilities are
imposed on directors of companies. The penalty for non-compliance with
provisions of the Contract Labour Act while employing contract labour is
imprisonment for 3 months or fine or both. Though the quantum of fines imposed
is not high, directors, particularly, the independent directors, would not want the
dagger of criminal proceedings hanging over their heads. This alone should
operate as sufficient thrust to ensure compliance with this Act.

The next part on contract labour is intended to detail the commercial and other
legal considerations for drafting / reviewing an agreement with a contractor.

1.4 Principal Employer is not responsible for contractors workers

PF dues
Any employer employing 20 or more workers whether eligible for coverage under
provident fund or not is required to get itself covered under the Employees
Provident Funds & MP Act (hereinafter referred to as EPF Act or Provident Fund
Act). While engaging the contractor, a question always arises as to whether the
principal employer is liable to pay employees provident fund contributions for the
employees/workers of the contractors. Large number of cases are pending and
also the Provident Fund Authorities have been invariably holding the principal
employer liable for the default of the contractors. The Provident Fund Authorities
hold the principal liable for the following reasons:

The definition of an employee under section 2(f) of the Employees Provident

Funds and Miscellaneous Provisions Act, 1952 means any person who is
employed for wages in any kind of work, manual or otherwise, in or in connection
with the work of an establishment, and who gets his wages directly or indirectly
from the employer and includes any person employed by or through a contractor
or in connection with the work of the establishment.

While relying upon the definition of employee under section 2(f) of the Act read
with para 30 of the Employees Provident Fund Scheme, the provident fund
authorities always insist upon the principal employers to ensure that the
contractors as engaged must pay the provident fund contributions and in case of
non-payment, the principal employers are held liable. The Provident Fund Act
was enacted in 1952 when there was no contractors and if at all any contractor
was there, there were only a few having less than 20 employees. Even when the
contractor had 20 or more employees, the Provident Fund Authorities did not allot
Provident Fund Code number, when applied for since it was not enlisted in the
Schedule-I in the Employees Provident Fund Scheme till 22.03.2001. However,
neither the definition of employee nor the paragraph 30 of the Employees
Provident Fund Scheme has been amended. Needless to reiterate that every
enlightened employer those contractors who are covered under the Provident
Fund Act and have independent code number. In this context, it is pertinent to
mention that the code number to every establishment including contractor is
granted by the EPFO by complyingwith the following amongst other:

Our Services! What We Do.

 Registration and Amendment of Certificate under Contract Labour Act

 Issuance of Labour License under Contract Labour Act.

 Registration and amendment of Certificate under BOCW Act

 Maintenance Separately Compliance records of every Contractors required

under ESI & EPF Inspection in statutory format.

 Periodical preparation & submission of all statutory registers & returns as

per statutory periodicity.

 Liaising with Government Authorities during or after inspections / visits

or otherwise

 Support in drafting responses to Government Notices & Observations

 Web – based Module to track Monthly contractor Compliances for PAN

India Locations

 Carry Monthly Bill Verification Process for all Labour Law Compliances
applicable to the contractor and required at the time of inspections.
Advantage with G&CC

 In house developed Software to meet your particular requirements.

  Single Point of Contact for all Contractor Compliances.

 Good Liaison with the Government Departments

 Experience of handling green field project.

 Advisory services on wage structuring as per Central/State Laws.

 Expertise in handling large volume data & multi locations across the
country.
Our Simplified Solutions for Diversified Compliances

 PF & ESIC Compliance Services

 Shop & Establishment Compliances

 Payroll Processing Services

 Labour Laws Licencing Services

 Factory Act Compliances

 Factory Building Plan/Licence Approval

 Exemption Permission under Labour Laws

 Vendor Compliance Management

 Handling Departmental Inspections

 Liaising with Authorities

 Labour Laws Compliances

 Notice Board Compliances

 Chapter-2

Introduction About The Company

Introduction

JCB India is planning new manufacturing units near Jaipur in Rajasthan, its fourth
manufacturing facility in India, with an investment of Rs500 crore (about U.S.
$100 million), according to hindubusinessonline.com. The first finished unit will
be a 115-acre site, expected to be ready in April 2014, with another facility at the
same location to be ready a few months later.
JCB began operations in India in 1979 and now has two manufacturing facilities
near Pune in Maharashtra and another in Ballabhgarh, which is the largest
backhoe loader plant in the world, the report said. That facility also manufactures
pick-and-carry cranes and diesel engines.

Lord Anthony Bamford, JCB chairman, told Indian journalists that despite current
economic difficulties, prospects for growth in the country were strong and that the
quality of products produced there — which are exported to Africa, Malaysia and
other countries from India — are extremely good. Bamford added that India is
JCB’s single largest market in terms of volume

Registered in 2014, Jcb India Ltd. has gained immense expertise in supplying &
trading of Construction machinery, backhoe loader, telescopic handler etc. The
supplier company is located in Jaipur, Rajasthan and is one of the leading sellers
of listed products. Buy Construction machinery, backhoe loader, telescopic
handler in bulk from us for the best quality products and service

ABOUT THE JCB INDIA LIMITED

J.C. Bamford Excavators Limited, universally known as JCB, is an English
multinational corporation, with headquarters in Rochester, Staffordshire, and
manufacturing equipment for construction, agriculture, waste handling and
demolition. It produces over 300 types of machines, including diggers (backhoes),
excavators, tractors and diesel engines. It has 22 factories across Asia, Europe,
North America, and South America; its products are sold in over 150 countries

JCB was founded in 1945 by Joseph Cyril Bamford, after whom it is named; it
continues to be owned by the Bamford family. In the UK, India, and Ireland, the
word "JCB" is often used colloquially as a generic description for mechanical
diggers and excavators and now appears in the Oxford English Dictionary,
although it is still held as a trademark.

JCB has 18 factories in the UK, Germany, North and South America, Australia,
India, China, and CIS. The company employs some 12,000 people on four
continents and sells its products in 150 countries through 1500 dealer depot
locations. The company has a range of more than 300 products.

JCB is headquartered in Rocester, United Kingdom, which is also the production

site for backhoe loaders and telescopic 'Loadall' handlers. It has a further three
production plants in nearby Cheadle, Staffordshire (JCB Earthmovers, JCB Land
power and JCB Compact Products), one in Rugeley (JCB Cab Systems), three in
Uttoxeter (JCB Attachments, JCB Heavy Products and JCB World Parts Centre),
one in Foston in Derbyshire (JCB Power Systems) and one in Wrexham in North
Wales (JCB Drivetrain Systems).

Its Indian factories are based in Faridabad (Haryana), Jaipur and Pune, its US
factory is in Pooler, Georgia, its Brazilian factory in Sorocaba, and its Chinese
factory was completed in 2005 in Pudong near Shanghai. JCB also owns
Vibromax, a German compaction equipment company based in Gatersleben.

JCB has also licensed its name and image to a line of consumer power tools,
manufactured by Alba PLC.
The products are sold through franchised dealerships, many of which are often
exclusive and cover whole countries.

Today JCB is the one of the world’s largest and India’s top manufacturer of the
construction equipment.

20th century
JCB was founded by Joseph Cyril Bamford in October 1945 inUttoxeter,
Staffordshire, England. He rented a lock-up garage 3.7 by 4.6 m (12 by 15 ft). In
it, using a welding set which he bought second-hand for £1 from English Electric,
he made his first vehicle, a tipping trailer from war-surplus materials. The trailer's
sides and floor were made from steel sheet that had been part ofair-raid shelters.
On the same day as his son Anthony was born, he sold the trailer at a nearby
market for £45 (plus a part-exchanged farm cart) and at once made another trailer.
At one time he made vehicles in Eckersley's coal yard in Uttoxeter. The first
trailer and the welding set have been preserved.

JCB's first welding set

The first vehicle JCB made (a farm trailer)

In 1948, six people were working for the company, and it made the firsthydraulic
tipping trailer in Europe. In 1950, it moved to an old cheese factory in Rocester,
still employing six. A year later, he began painting his products yellow. In 1953,
his first backhoe loader was launched, and the JCB logo appeared for the first
time. It was designed by Derby Media and advertising designer Leslie Smith. In
1957, the firm launched the "hydra-digga", incorporating the excavator and the
major loader as a single all-purpose tool useful for the agricultural and
construction industries.

In 1960, JCB's hydraulic tractors entered the North American market, proving a
long-lasting success. JCB became, and still is, the brand leader in the world. By
1964, JCB had sold over 3,000 3C backhoe loaders. The next year, the first 360-
degree excavator was introduced, the JCB 7.

In 1978, theLoadall machine was introduced. The next year, JCB started its
operation in India. In 1991, the firm entered a joint venture withSumitomo of
Japan to produce excavators, which ended in 1998. Two years later, a JCB factory
was completed in Pooler nearSavannah, Georgia in the USA, and the next year a
factory was opened in Brazil.

21st century
In December 2000 JCB was fined €39.6m by the European Commission for
violating European Unionantitrust law This related to restrictions on sales outside
allotted territories, purchases between authorised distributors, bonuses and fees
which restricted out of territory sales, and occasional joint fixing of resale prices
and discounts across different territories.JCB appealed the decision, with the
European Court of First Instance upholding portions of the appeal and reducing
the original fine by 25%. JCB appealed to the European Court of Justice but this
final appeal was rejected in 2006, with the court slightly increasing the reduced
fine by €864,000.

Production of the first engine designed and manufactured by JCB, the

JCB444diesel engine, started in 2004. In 2005, for the first time in nearly forty
years, JCB bought a company, purchasing the German equipment firm
Vibromax.In the same year, the firm opened a new factory in Pudong, China. By
2006, the firm had 4000 employees, twice what it had in 1975.

Planning of a new £40 million pound JCB Heavy Products site began following
the launch of anarchitectural design competition in 2007 managed by
RIBACompetitions,and by the next year, the firm began to move from its old site
in Pinfold Street in Uttoxeter to the new site beside the A50; the Pinfold Street
site was demolished in 2009. During that year, JCB announced plans to make
India its largest manufacturing hub. Its factory at Ballabgarh in Haryana, was to
become the world's largest backhoe loadermanufacturing facility

JCB shed 2,000 jobs during the recession, but in 2010 it announced it was
recruiting up to 200 new workers.

The company was a member of theCBI business lobby group until 2016. In
October 2016, it was reported that JCB had left the CBI in the summer of 2016
following the Brexit vote. JCB has also been a significant donor to the UK
Conservative Party; since 2007 JCB and related Bamford entities have given the
party £8.1m in cash or kind. JCB chairman AnthonyBamforddonated £100,000 to
Vote Leave, the official pro-Brexit group

JCB India (Jaipur Plant)

On November 19 2014, one of the leading international manufacturers of
earthmoving and construction equipment i.e. JCB Excavators, has inaugurated
two new manufacturing facilities at Mahindra World City, Jaipur By Hon’ble
Chief Minister of Rajasthan, Smt. VasundharaRaje and JCB Group Chairman,
Lord Bamford . These are the company's fourth and fifth manufacturing units in
the country, positioned to enable JCB to keep pace with future economic growth
and to strengthen its position in India's Construction Equipment Industry.

VipinSondhi, Managing Director and CEO, JCB India Ltd, said, "JCB's new
facilities in the historical city of Jaipur are world-class in every respect, with zero
effect on the environment both in terms of construction and operation. JCB India
will be making products in Jaipur to the same world-class standard as the
machines we make in our existing three factories in Ballabgarh and Pune. Our
new manufacturing footprint, the strength of the JCB brand and our complete
focus on the customer means that JCB India is well positioned to build on its own
"Make-In-India, credentials and continue to deliver on its promise of product and
service excellence to dealers and customers in India and in our growing export
markets

JCB Products
Jcb Backhoe Loader Range

JCB 2DX Backhoe Loader JCB 3DX Backhoe Loader

JCB 3DX Super Backhoe Loader JCB 4DX Backhoe Loader

Road Roller
JCB VMT330 Vibratory Roller JCB VM115 Vibratory Roller

JCB VMT860eco Vibratory Roller

Excavators
JCB Mini Tracked Excavator JS30 JCB Tracked Excavator JS120

JCB Tracked Excavator JS81 JCB Tracked Excavator JS205

Excavators are heavy construction equipment consisting of a boom, dipper (or

stick) , bucket and cab on a rotating platform known as the "house". The house
sits atop an undercarriage with tracks or wheels. They are a natural progression
from the steam shovels and often mistakenly called power shovels. All movement
and functions of a hydraulic excavator are accomplished through the use of
hydraulic fluid, with hydraulic cylinders and hydraulic motors.

Military vehicles
JCB High Mobility Engineer ExcavatorJCB High Mobility Farmtrac

JCB Military Wheeled Loader JCB Military Backhoe Loader

JCB also makes a range of military vehicles, which also concentrate on load-
handling and excavation. These include the JCB HMEE.
Wheeled loaders

JCB 3DXL Wheeled Loader JCB 430ZX Wheeled Loader

JCB 430ZX Plus Wheeled Loader JCB 430ZX Wheeled Loader

Industrial and agricultural wheeled loaders from compact 6 tons hydrostatic
machines to larger 25 tons quarrying machines using a mix of 4 and 6-cylinder
diesel engines.

JCB Dieselmax

In April 2006, JCB announced that they were developing a Diesel-powered Land
Speed Record vehicle known as the ‘JCB Dieselmax'. The car is powered by two
modified JCB 444 diesel powerplants using a two-stage turbocharger to generate
750 bhp, one engine driving the front wheels and the other the rear wheels.

On 22 August 2006 the Dieselmax, driven by Andy Green, broke the diesel
engine land speed record, attaining a speed of 328.767 mph (529 km/h). The
following day, the record was again broken, this time with a speed of 350.092

mph (563.418 km/h).

JCB Phones
JCB licenses its brand for a series of rugged feature phones and smartphones
targeted at construction personnel. The design and marketing contract was

awarded to Data Select in 2010.

Overview of Fabrication Unit JCB Jaipur
KAIZEN:Kaizen is a Japanese term where “Kai” means Change and “Zen”
means good(or for the better). A kaizen is a small improvement without much
data analysis to bring a change for the better. The Kaizen concept stimulates
productivity improvement as an on-going process in a company. With practice,
continuous improvement becomes a habit or a culture.

HEALTH SAFETY AND ENVIRONMENT (HSE):

PERSONAL PROTECTIVE EQUIPMENT: - PPE’S are the equipment which

gives the basic protection to workers. Welding, Machining or Painting can be
hazardous to workers. So equipment like SAFETY GOOGLES, EAR PLUGS,
SAFETY HELMETS, SAFETY SHOES, GLOVES, and JACKETS protects the
operator from any mishap.

Safety Googles:Welding goggles provide a degree of eye protection while

some forms of welding and cutting are being done. They are intended to protect
the eyes not only from the heat and optical radiation produced by the welding,
such as the intense ultraviolet light produced by an electric arc, but also from

sparks or debris.

Ear Plugs:Earplugs have long been promoted as a way to help avoid noise
induced hearing loss (NIHL) and to protect the ears from noise trauma. Earplugs
are great to help protect against loud noises and to limit exposure to work noise or
annoying noises.

Safety Helmet: A hard hat is a type of helmet predominantly used in

workplace environments such as industrial or construction sites to protect the
head from injury due to falling objects, impact with other objects, debris, rain, and
electric shock
Safety Shoes:A steel-toe boot (also known as a safety boot, steel-capped boot
or safety shoe) is a durable boot or shoe that has a protective reinforcement in the
toe which protects the foot from falling objects or compression, usually combined
with a mid-sole plate to protect against punctures from below.

Safety Gloves: They can be used in laboratory work provided they are strong
enough to protect against the specific chemical being handled. Rubber, plastic or
synthetic gloves: These types of glove can be used when cleaning or working with
oils, solvents and other chemicals.
Safety Jacket: High-visibility (HV) clothing, a type of personal protective
equipment (PPE), is any clothing worn that has highly reflective properties or a
colour that is easily discernible from any background

JCB JAIPUR PLANT FOLLOWS NO SMOKING ZONE

GUIDELINES: -

This plant follows no tobacco zone guidelines where no person is allowed to chew
tobacco and smoke.

HAZARD IDENTIFICATION AND RISK ASSESMENT

(HIRA):-

This process is followed to measure and identify the hazard point and it’s severity
towards human life. In this first the hazard is identified then the rating is issued
towards its severity then the countermeasures are given to rectify the issue.

Safety Guidelines for Shop Floor Entry:-

Walk only on the designed “green guideways”.

Do not touch any machinery.

This is no smoking plant.

Always wear all the PPE.

 Chapter-3

Research Methodology

The research methodology defines what the activity of research is, how to
proceed, how to measure progress, and what constitutes success. It provides us an
advancement of wealth of human knowledge, tools of the trade to carry out
research, tools to look at things in life objectively; develops a critical and
scientific attitude, disciplined thinking to observe objectively (scientific deduction
and inductive thinking); skills of research particularly in the ‘age of information’.
The research methodology is a science that studying how research is done
scientifically. It is the way to systematically solve the research problem by
logically adopting various steps. Also it defines the way in which the data are
collected in a research project.

3.1 Type of Research

In survey method research, participants answer questions administered through

interviews or questionnaires. After participants answer the questions, researchers
describe the responses given. In order for the survey to be both reliable and valid
it is important that the questions are constructed properly.

3.2 Scope of Study

scope is the part of planning that involves determining and documenting a list of
specific goals, deliverables, features, functions, tasks, deadlines, and ultimately
costs. In other words, it is what needs to be achieved and the work that must be
done to deliver for contract labour compliances.

3.3 Significance of the study

Surveys are used to increase knowledge in fields social research and

demography. Survey research is often used to assess such as thoughts, opinions,
and feelings. Surveys can be specific and limited, or they can have more global,
widespread goals.

3.4 Objectives of Study

1. To study the meaning and concept of contract labour.

2. To study various aspects of Contract Labour management functions
3. To analysis of contract labour compliances being followes at JCB India
Limited.

3.5 Research Design

A research design is the set of methods and procedures used in collecting and
analyzing measures of the variables specified in the research problem descriptive
research.

3.6 Area of Sampling

JBC INDIA LIMITED ( Jaipur Plant ), Departments who is use facilities of

transportation and canteen.

3.7 Sampling Technique

The technique used for sampling is non probabilistic random sample

3.8 Size of the universe

This study the universe was all the existing employee who is working on role
JCB Jaipur.

3.9 Sample Size

In this study the total sample size 60 employee.

3.10 Sources of data collection method

3.10.1 Primary Data

Primary data is collected from questionnaire and interview of JCB employees .

3.10.2 Secondary Data

Secondary data is collected from the records of JCB, internet.

3.11 Instrument of data collection

3.11.1 Questionnaire

A questionnaire is a research instrument consisting of a series of questions for the

purpose of gathering information from respondents. The survey questionnaire is
a type of data gathering method that is utilized to collect, analyze and
interpret the different views of a group of people from a particular
population. The survey questionnaire has been used in the different field
such as research, marketing, politics views, psychology, and so on.

3.11.2 Interview

An interview is any planed conversation with a specific purpose involving two or

more people. The word interview comes from Latin and middle French words
meaning to “see between” or “see each other”. Generally, an interview means a
private meeting between people when questions are asked and answered. The
person who answers the questions of an interview is called in the interviewer. The
person who asks the questions of our interview is called an interviewer.

3.12 Size of Questionnaire-20 Questions.

3.13 Types of Questions

open ended and close ended

3.15 Limitation of the study

There are some limitations in my study; I faced some problems during the study,
which are given below:

 Lack of time: The time period for this study was very short. I had only 7
weeks in my hand to complete this report, which was not enough. So, I
could not go in depth analysis, Sometimes the officials were busy and
were not able to give much time.

 Insufficient date: Some desired information could not be collected due to

confidentially of business.
 Only analysis of contract Labour Compliances (With special reference to
transportation and Canteen)
 Chapter-4
Data Analysis and Interpretation

JCB CANTEEN FEEDBACK

1.) Rating the overall quality of the meal provided

How do you rate the overall quality of the meal

provided?
Satisfied Not Satisfied
4%

96%

Fig.1.1
Data Interpretation (Fig.1.1):-
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 96% and 4% are not satisfied the overall quality
of the meal provided

2.) Rating the quality of the breakfast

How do you rate the quality of the breakfast?
Satisfied Not Satisfied
12%

88%

Fig.1.2
Data Interpretation (Fig.1.2):-
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 88% and 12% are not satisfied the quality of the
breakfast

3.) Rating the quality of the lunch

How do you rate the quality of the lunch?

Satisfied Not satisfied

35%

65%

Fig.1.3
Data Interpretation (Fig.1.3):-
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 65% and 35% are not satisfied the quality of the
lunch

4.) Rate the quality of evening snacks

How do you rate the quality of evening snacks?

Satisfied Not satisfied
29%

71%

Fig.1.4
Data Interpretation (Fig.1.4): -

As shown above graph most of the people agree with good quality, by the figure
strongly satisfied 71% and 29% are not satisfied the quality of evening snacks

5. ) Rating the presentation of the food

How do you rate the presentation of the food (ie. how much
efforts are made to ensure that the food looks nice)?
Sastisfied not satisfied
16%

84%

Fig.1.5

Data Interpretation(Fig.1.5): -
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 84% and 16% are not satisfied the presentation of
the food

6.) The serving staff during the time of serving the meal

How helpful are the serving staff during the

time of serving the meal ?
satisfied not satisfied
19%

81%

Fig.1.6
 Data Interpretation (Fig.1.6): -

As shown above graph most of the people agree with good quality, by the figure
strongly satisfied 81% and 19% are not The serving staff during the time of
serving the meal

7.) Overall rating of the food and catering services offered

What is your overall rating of the food and

catering services offered?
Satisfied not satisfied
18%

82%

Fig.1.7
Data Interpretation (Fig.1.7): -

As shown above graph most of the people agree with good quality, by the figure
strongly satisfied 82% and 18% are not satisfied the food and catering services
offered

8.) Cooperative is the staff if you require assistance during the mealtimes
 How cooperative is the staff if you require
assistance during the mealtimes?
6%
satisfied not satisfied

94%

Fig.1.8
Data Interpretation (Fig.1.8): -
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 94% and 6% are not satisfied Cooperative is the
staff if you require assistance during the mealtimes

9.) Enough choice in the menu

Is there enough choice in the menu?

satisffied not satisfied
1%

99%

Fig.1.9
Data Interpretation (Fig.1.9): -
 As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 99% and 1% are not enough choice in the menu.

2.) JCB TRANSPORTATION FEEDBACK

1.) Rating the behavior of Driver/conductor/security guard

How will you rate the behaviour of

Driver/conductor/security guard?
satisfied not satisfied
24%

76%

Fig.2.1
Data Interpretation (Fig.2.1): -
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 76% and 24% are not the behavior of
Driver/conductor/security guard.

2.) Satisfied with the Condition of vehicle with respect to safety

 Are you satisfied with the condition of vehicle
with respect to safety?
satisfied not satisffied
29%

71%

Fig.2.2

Data Interpretation (Fig.2.2): -

As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 29% and 71% are not the Condition of vehicle
with respect to safety

3.) Rating driving and adherence of road safety by Driver

Please rate driving and adherence of road

safety by Driver?
satisfied not satisffied

7%

93%

Fig.2.3
 Data Interpretation (Fig.2.3): -
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 93% and 7% are not driving and adherence of
road safety by Driver

4.) Rating security and transport team role in executing the entire
process

How will you rate security and transport team

role in executing the entire process?
satisffied not satisfied
2%

98%

Fig.2.4
Data Interpretation (Fig.2.4): -
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 98% and 2% are not security and transport team
role in executing the entire process

5.) Satisfied with the cleanliness of vehicle

 Are you satisfied with the cleanliness of
vehicle?
Sastisfied not satisfied

10%

90%

Fig.2.5
Data Interpretation (Fig.2.5): -
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 90% and 10% are not the cleanliness of vehicle

6.) Late night service (B&C Shift)

Late night service(B&C Shift)

satisfied not satisfied
20%

80%

Fig.2.6
Data Interpretation (Fig.2.6): -
 As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 80% and 20% are not Late night service (B&C
Shift)

7.) Door step service (FEMALE EMPLOYEE)

Door step service (FEMALE EMPLOYEE)

satisfied not satisfied
15%

85%

Fig.2.7
Data Interpretation (Fig.2.7): -
As shown above graph most of the people agree with good quality, by the
figure strongly satisfied 85% and 15% are not Door step service
(FEMALE EMPLOYEE)

8.) Rating for overall management for this process

 What is your rating for overall management
for this process?
satisfied not satisfied
12%

88%

Fig.2.8
Data Interpretation (Fig.2.8): -

As shown above graph most of the people agree with good quality, by the figure
strongly satisfied 88% and 12% are not overall management for this process

CHAPTER 5
Finding and conclusion
Human Resource Management is all about managing organizational workforce
which also includes contract labour hired through a third party on contract for
executing a specific project work in a given timeframe for a predetermined
remuneration. However, we have seen in this project work, contract labour
management functions are not so structured in the real estate sector, in spite of the
awareness about the need and importance of it, existing. Though, survey among
workers indicates more than 90 % workers satisfied, motivated and giving higher
productivity, still about 10% are dissatisfied who may quit the work and move to
other employer very soon. Since the industry faces acute shortage of trained and
skilled workers, company must adopt suitable measures to retain these workers till
the projects gets completed. So, the contractors who are the employers of
workers need to focus on various aspects as mentioned below and the company
which is a principal employer to these workers has to ensure (a) Fair, correct &
timely wage Payment. (b) Availability of regular & adequate work. (c) Provision
of facilities like rest shelters, Cookhouse, safe drinking Water, Latrines &
Bathrooms, washing places and crèche. (d) Provision of social security benefits,
safety and health facilities. (e) Opportunities & facilities for skill development
and on the job training. (f) Good Company culture, cordial interpersonal relations
and right attitude of employer. (g) Increasing awareness among workers about
various benefits and social schemes announced by the Central and state
Governments and helping them to avail these benefits. (h) Maintenance of
Statutory Documents/Registers/records and submission of reports & returns to
appropriate authority .An Analysis of contract labour compliances being followed
at JCB INDIA LIMITED (with special referenced to transportation and canteen
facilities)”

Registration Certificate of Principal Employer.;

Abstract of Act (In English and Hindi)

Rates of Wages

Hours of Work

Wage Period

Date, Time and Place for disbursement of wages

Canteen (Menu with Price)

As per findings from this survey, it can be concluded that there are various
reasons behind a worker’s dissatisfaction that results in lesser productivity.
Deficiencies/gaps on Construction workers management functions and
recommended actions suggested to the company/contractors as mentioned in this
report requires deliberations by the company management as well as by the
contractors/sub- contractors so as to take necessary corrective measures.
Motivated and satisfied workers contribute more in terms of work hour
productivity and also their retention is possible at least till the completion of the
project and may be beyond.

Appropriate agreement should be drafted between the Principal Employer and

Contractor.

Contractor should be engaged for the purpose as stated in the Registration

Certificate of the Principal Employer and should provide workers within the
maximum limit as stated in the Principal Employer’s Registration Certificate.

Principal Employer is liable for salary/wages, statutory dues e.g. PF, ESI, PT,
Bonus, Gratuity etc., payable to Contract Labour employees.
 ANNEXURE – I
BIBLIOGRAPHY

1. [Online]. Available: https://www.jcbindia.com/company_overview.aspx.

2. [Online]. Available:
http://www.civilserviceindia.com/subject/Management/notes/l
inebalancing.html.
3. "Adaptive Business Management Systems," [Online].
4. “Ishikawa Fishbone diagram” Available:
https://whatis.techtarget.com/definition/fishbone-diagram
5. C. Hariss, "Plan for Every Part," April 2004. [Online].
6. "Emergency Management Community," 15 December 2015. [Online].
Available:https://www.emergencymanagementontario.ca/english/emc
ommunity/ProvincialProgram s/hira/hira.html.
7. “DMAIC” http://asq.org/learn-about-quality/six-
sigma/overview/dmaic.html
8. 6- sigma plans https://www.simplilearn.com/six-sigma-control-plan-
rar124-article
QUESTINNAIRE
JCB TRANSPORTATION FEEDBACK
* Required
Name *

Your answer
Department *

Your answer
Shift *

Your answer
1.)Are you using transportation facility provided by the company? *
Yes
No

Next
1.)How will you rate the behaviour of Driver/conductor/security guard? *
POOR
1
2
3
4
5
EXCELLENT

2.)Are you satisfied with the condition of vehicle with respect to safety? *
POOR
1
2
3
4
5
EXCELLENT

3.)Please rate driving and adherence of road safety by Driver? *

POOR
1
2
3
4
5
EXCELLENT

4.)How will you rate security and transport team role in executing the entire
process? *
POOR
1
2
3
4
5
EXCELLENT

5.)Are you satisfied with the cleanliness of vehicle? *

POOR
1
2
3
4
5
EXCELLENT

6.)Late night service(B&C Shift)

POOR
1
2
3
4
5
EXCELLENT

7.)Door step service (FEMALE EMPLOYEE)

POOR
1
2
3
4
5
EXCELLENT

8.)What is your rating for overall management for this process? *

POOR
1
2
3
4
5
EXCELLENT
9.)Do you have any suggestions or how we can inquire the services of employees
transportation w.r.t safety and security?

Your answer
QUESTINNAIRE
JCB CANTEEN FEEDBACK
* Required
Employee Name *

Your answer
Department *

Your answer
Shift *

Your answer
EId

Your answer
1.)How do you rate the overall quality of the meal provided? *
Poor
1
2
3
4
5
Excellent
2.)How do you rate the quality of the breakfast? *
Poor
1
2
3
4
5
Excellent

3.)How do you rate the quality of the lunch? *

Poor
1
2
3
4
5
Excellent

4.)How do you rate the quality of evening snacks? *

Poor
1
2
3
4
5
Excellent

5.)How do you rate the presentation of the food (ie. how much efforts are made to
ensure that the food looks nice)? *
Poor
1
2
3
4
5
Excellent

6.)How helpful are the serving staff during the time of serving the meal ? *
Poor
1
2
3
4
5
Excellent

7.) What is your overall rating of the food and catering services
offered? *
Poor
1
2
3
4
5
Excellent

8.)How cooperative is the staff if you require assistance during the mealtimes? *
Poor
1
2
3
4
5
Excellent
9.)Is there enough choice in the menu? *
Yes
No

10.)Do you have any suggestions or how to make canteen more friendly ?
Your answer

Submit