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TRANSCRIPT
SUMMER TRAINING REPORT ON EMPLOYEE WELFARE ACTIVITIEs At Flexituff international ltd. Kashipur
Partial fulfillment of the Requirement for the Degree of Master of Business Administration
UNDER THE GUIDENCE OF: − SUBMITTED BY: MISS PRIYANKA ARYA Megha Bharti
MBA 2ND YEAR ROLL NO.- ENROLMENT NO.-
DEPARTMENT OF MANAGEMENT STUDIES BHIMTAL KUMAUN
UNIVERSITY NAINITAL
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S. No Contents Page no
Preface 4
1 Acknowledgement 5
2 Students declaration 6
3 Certification by mentor 7
4 Objective of study 8
Chapter 1 5 Company profile:- I Company history 10-13
Ii Responsible corporate 14-15
Iii MANAGEMENT OF THE COMPANY 16-18
Iv UNITS / BRACHES OF COMPANY 19-20
V Product of company 21-25
Vi CUSTOMER OF THE COMPANY 26-28
Chapter 26 EMPLOYEES WELFARE ACTIVITIES
I INTRODUCTION, MEANING AND DEFINITION OF WELFARE
ACTIVITIEs31-32
Ii TYPES OF EMPLOYEE WELFARE 33
Iv MERITS & DEMERITS 34
V IMPACT OF WELFARE ON EMPLOYEE
PRODUCTIVITY35
Vi SCOPE OF EMPLOYEE WELFARE 47
Vii EMPLOYEE WELFARE ACTIVITIES IN FLEXITUFF 48-62
Chapter 37 RESEARCH METODOLOGY 64-83
8 DATA ANALYSIS AND INTERPRETATION 72-83
9 Limitation 84
10 FINDINGS 85-86
Chapter 5
14 ANNEXURE 90
15 QUESTIONNAIRE
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Preface
Theory and practice are the two aspects of management education. In order to produce
a dynamic and promising executive, the two have to be blended together. In India, the
industrial training in the domain of management courses has received pivotal
importance. It exposes the potential manager to the actual work environment and
provides them a rich insight into what actually goes on in the industrial climate of India.
In fact it is the implementation of theory in practice is the life force of management.
A six week vocational training is a requirement for the award of the Master
Degree in Business Administration. I had the privilege of doing my summer training
at “FLEXITUFF INTERNATIONAL LTD” (Kashipur); I must say that the
management provided me with an excellent work atmosphere for learning.
The project I worked on during my training at flexi tuff international limited
was
“EMPLOYEE WELFARE ACTIVITIES”
Mr. Ashok Sharma and Mr. R.P Singh motivated me to undertaken this topic for
my project report.
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ACKNOWLEDGEMENT
I wish to express my heartfelt Gratitude to the Management of FLEXITUFF
INTERNATIONAL LIMITED KASHIPUR (UTTARAKHAND) for
extending co-operation and guidance to me during the Summer Training. They
provide me an excellent, disciplined and cordial work environment throughout
the training.
I would like to express my gratefulness in particular Mr. Milan and Mr.
Ashok Sharma (HR Executive) for accepting me as a summer trainee in his highly
esteemed organization. His help, guidance and keen interest in the project are a
source of inspiration for me to ameliorate the research. In spite of the busy
schedules, his deep involvement in the project directs me to proceed in the right
direction with enhanced enthusiasm and zeal.
I humbly acknowledge the help and support rendered by in “Flexi
tuff international limited Kashipur Uttrakhand” in the preparation of this project
report. His outstanding co-operation was instrument in the smooth completion of
this report.
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Student declaration
This project has been undertaken as a partial fulfillment of the requirement for the award of the degree of “MASTER BUSINESS
ADMINISTRATION” OF KUMAUN UNIVERSITY NANITAL .
The project was executed during 2nd sem of MBA programme under the supervision of Miss Priyanka Araya
I declare that this project is my original work and the analysis and findings are for academic purpose only.
Counter singed by :- (Student signature)
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EXECUTIVE SUMMARY
Employee welfare is a comprehensive term including various services, benefits
and facilities offered to employees by the employer. Through such generous
fringe benefits the employer makes the life worth living for employees.
The welfare amenities are extended in addition to normal wages and
other economic rewards available to employees as per the legal provisions. Welfare
measures may also be provided by the government, trade unions and non-
government agencies in addition to the employer.
The basic purpose of employee welfare is to enrich the life of the
employees and keep them happy and contended.
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OBJECTIVE OF THE STUDY
The main purpose of my practical training at flexi tuff international ltd. Was to study the Employee Welfare.
Conducted by HR Department within the organization.
To gain the knowledge about such types of activities to have some idea on the working of the administration to manage its activities according to the priorities already setup.
To study the employee's behavior in the organization.
The subsidiary object of this study was to undergone with the various activities Performed within the organization.
The study was conducted mainly to know the important work performed by the Human Resource Management Department in flexi tuff international Limited.
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To gain the practical knowledge about the employees welfare activities knowing the various programmes & employees services taken up by the Management of the company.
Chapter 1
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Company profile
(Company history)
Flexi tuff International Ltd, a company promoted by the renowned Kalani group from Indore. Flexi tuff has the largest capacity in India (2nd largest in the World) to produce PP woven based products. It has the most modern Plant & Equipments under one roof to convert PP granules to tapes, fabric, printing, extrusion, lamination & bag making. Flexituff is the first company to start BOPP printed & laminated pp woven bags in India about seven years back. It is the leader in Jumbo bags, Big bags and container liners. Due to continuous support and strength derived from its own R& D and the international quality set & maintained by its team of scientists, engineers & professionals, today, Flexituff is exporting to more than 40 countries in the world and has been receiving Best export awards year after year
We are also glad to mention here that Flexi tuff is the first and only Asian company now successfully audited and certified by AIB (American Institute of Food Bakers, USA) and BRC (British Retailers Consortium UK) to make direct food contact bags for
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supplies to American and European companies. We are also certified for ISO 9001: 2000 and HACCP. In addition to three Units at Pithampur near Indore, we are coming up with another most modern Unit at Kashipur at Uttarakhand, where the commercial production is expected within three months from now. . This Unit will have excise duty exemption for next 10
years and partial exemption for CST.
Aim / Vision / Mission
Flexi tuff International Limited Is one of the very few fully integrated plants is the world.
Its 100% integration permits there to deliver their products in multiple options while retaining 100% control over the manufacturing process. Needless to say, Flexi tuff is fully independent from the vagaries of outsourced material or workmanship.
We aim to develop capabilities and identify opportunities that best serve the goal of value generation, thereby
creating an outstanding organization.
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CORPORATE OUTLINE
Year Established :- 2004
Company Name :- FLEXITUFF INTERNATIONAL LTD.
Business Type : - Manufacture
Product/Service :-
(We Sell):
Annual turnover :-
BOPP BAGS, FIBC BAGS, JUMBO BAGS, CIRCULAR BAGS, GASSET ,
6oo core approximately
Address: C41-50, SEZ, sector-3, PithampurNumber of Employees :- 12000 approximately People
Company Website URL: http://flexituff.com
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Ownership & Capital
Trade & Market
Main Markets:
North AmericaSouth AmericaEastern EuropeSoutheast AsiaOceaniaWestern Europe
Main Customers:
pet food manufacturers, food grade product manufacturers, fertilizer companies
Export Percentage:
71% - 80%
Factory Information
Factory Location:C41-50, SEZ, Sector-3, Pithampur, Dhar, India
No. of Production Lines :
5
Management Certification: ISO 9001:2000 Others
FLEXITUFF INTERNATIONAL LTD.
City: Dhar Country/Region: India
Business Type: Manufacturer
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Registered Office: 2nd floor, Main Building, 19, R.N. Mukherjee Road, Kolkata 700 001, West Bengal Email: [email protected]: www.flexituff.com
Responsible corporate
People Focus
Dreams are what drive us. We respect people and value their individual differences and this has led to a free, vital corporate culture that encourages creativity.
We are fortunate to have so many talented people with different backgrounds, interests and skills who come together to create offerings for the future.
Flexi tuff is a place where teamwork is essential. Yet our employees also maintain the freedom to work on their own, be creative and make their own decisions. And most of
all, grow both personally and professionally. Equal Opportunity & Meritocracy:
Recruitment and promotions in Flexi tuff are all based strictly on merit. Equal opportunities are provided to all without regard to race, caste, religion, colour,
ancestry, marital status, gender, age or nationality.
Environment, Health and Safety: Since its inception, the Flexi tuff core values of commitment to safety, health and the environment, high ethical standards and respect for people have been the cornerstone
of who we are and what we stand for.
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Well communicated EHS policies ensure that production targets never override the safety of a person and that as a responsible corporate, we remain an environmentally
responsible neighbor in the communities where we operate, acting promptly and surely to correct incidents or conditions that endanger health, safety or the
environment.
CORPORATE GOVERNANCE
At Flexituff, our pursuit to achieve good governance is an ongoing process, thereby ensuring truth, transparency, accountability and responsibility in all our dealings with our employees, shareholders, consumers and communities. We aim to develop capabilities and identify opportunities that best serve the goal of value generation, thereby creating an outstanding organization.
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MANAGEMENT OF THE COMPANY
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Board of Directors
The Board of Directors of our Company comprises of the following persons:Name of Directors Designation
1.Mr. Anirudh Sonpal Chairman and Independent Director
2. Mr. Manish Kalani Managing Director
3. Mr. Pawan Kumar Jain Non-Executive Director
4. Mr. Ravindra Chourasiya Non-Executive Director
5. Mr. Aswini Sahoo Non Executive Director
6. Mr. Kevan John Upperdine Independent Director
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7. Mr. Sharat Anand Independent Director
UNITS / BRANCHES OF THE COMPANY
Flexi tuff International Limited was incorporated in the year 2000. The company is one of the leading manufacturers of multifilament yarn, bags, webbing and many more. The company has established itself as a strong contender in the market. The company is known for its quality products. The company produces all types of raw materials.
Branches of company:-
Flexi tuff international ltd Noida Flexi tuff international ltd Pithampur Indore Flexi tuff international ltd Kashipur Uttrakhand Flexi tuff international ltd Dhar (M.P.)
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Product of the company
BOPP BAGS,
FIBC BAGS,
Disposal Glasses, ,
Tarpoline Fabric
Thermoformed Wares
Leno Bag,
PP Fabric,
Some of the standard designs at Flexi tuff are as under :
Sift -proof Bags
Baffle Bags
Form-fitted Liner Bags
Builder Bag / Tunnel-lift
Single-loop Bags
Sling Bags
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New products of flexi tuff
BOPP Bags, PP Fabric, Tarpoline Fabric, Leno Bags, Disposal Glasses
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BOPP Multi Color PP Bags
process of making bags
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QUALITY CERTIFICATIONS
1. ISO 9001:2008 certified for conforming to quality management system standards.
2. ISO 14001:2004 certified for conforming to environmental management system standards.
3. ISO 22000:2005 certified for conforming to food safety standards.
4. Complies with ISO-6 (class 1000) for Internal Bubble Cooling System.
5. Complies with ISO-7 (class 10000) for Liner Section.
6. Complies with ISO-8 (class 100000) for Liner Section (other than liner forming)
7. Certificate of Conformity dated January 20, 2010 issued by Moody International Certification India Limited for the manufacture of “Silt Fence Fabric (FIL 124SF)”, “Silt Fence Fabric (FIL100SF)”“Geotextile Fabric (FIL200G)” and “Geotextile Fabric (FIL 315G)”.
8. Quality certification issued by Det Norske Veritas (DNV) certifying that our Company meets the requirements of BRC/IOP Issue 3 – Global Standard- Food Packaging and other Packaging Materials,January 2008 in category 1 in respect of manufacture of poly woven bags and FIBCs for food contact applications.
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9. Recognition of Achievement issued by AIB International for the years 2009, 2008, 2007 and 2006Certifying that the Company has fulfilled the requirements of the AIB International Consolidated Standards for Food Contact Packaging Facilities Programmes.
10. Top Exporter of FIBCs (Jumbo Woven Bags) and the highest recognition for exports from The PlasticsExport Promotion Council, Govt. of India for the years 2008-09, 2007-08, 2006-07 and 2005-06.11. Top Exporter of woven sacks/ fabrics and the highest recognition for exports from The Plastics Export
Promotion Council, Govt. of India for the year 2002-03 and 2001-02
12. Second Best Exporter of Plastic Tarpaulin and the highest recognition for exports from The Plastics ExportPromotion Council, Govt. of India for the year 2004-05.
13. ‘Niryat Shree’ Award, Certificate of Excellence from Federation of Indian Export Organizations.
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Our major customers
Ashapura Minechem Ltd.
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Jindal Power & Steel Ltd.
Micro Inks Ltd.
Grasim Industries Ltd.
Wolkem India Ltd.
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Ashtech India Pvt. Ltd.
EBM India Pvt. Ltd.
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Ultratech Cement Lt
Hindustan Unilver Ltd
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Chapter 2
EMPLOYEE WELFARE
INTRODUCTION
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Employee welfare defines as “efforts to make life worth living for workmen”.
These efforts have their origin either in some statute formed by the state or in
some local custom or in collective agreement or in the employer’s own initiative.
Employee welfare is a comprehensive term including various services, benefits and
facilities offered to employees by the employer. Through such generous fringe
benefits the employer makes the life worth living for employees. The welfare
amenities are extended in addition to normal wages and other economic rewards
available to employees as per the legal provisions. Welfare measures may also be
provided by the government, trade unions and non-government agencies in
addition to the employer. The basic purpose of employee welfare is to enrich the
life of the employees and keep them happy and contended.
To give expression to philanthropic and paternalistic feelings.
To win over employee’s loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and
absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective (because these benefits add to job
appeal).
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DEFINATION
Employee welfare means “the efforts to make life worth living for workmen.” According to Todd “employee welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry.”
Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages.
Welfare helps in keeping the morale and motivation of the employees
high so as to retain the employees for longer duration, which helps the
organization to achieve its goals.
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FEATURES OF EMPLOYEE WELFARE: −
* Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. * The basic purpose in to improve the lot of the working class.
* Employee welfare is a dynamic concept.
* Employee welfare measures are also known as fringe benefits and services.
* Welfare measures may be both voluntary and statutory.
* The work generally includes those items of welfare which are over and above what the employees expect as a result of the contract of
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service from the employers.
* Employee welfare is a very broad term, covering social security and
such other activities as medical aid, crèches, canteens, recreation,
housing, adult education, arrangements for the transport of employee to
and from the work place.
.
OBJECTIVES OF EMPLOYEE WELFARE−
Employee welfare is in the interest of the employee, the employer and the society as a whole. The objectives of employee welfare are: -
* It helps to improve.
* It improves the loyalty and morale of the employees
* It reduces labor turnover and absenteeism.
* Welfare measures help to improve the goodwill and public image of the enterprise.
* It helps to improve industrial relations and industrial peace.
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* It helps to improve employee productivity.
* Enabling workers to live richer and more satisfactory lives;
*Enhancing the standard of living of workers by indirectly reducing the
burden on their purse;
MERITS & DEMERITS−
Merits −
* Motivates employees
* Employee Retention
* Minimized social evils
* Better Job satisfaction
* Cuts down labor turnover
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Demerits −
* Huge investment
* Employees being dissatisfied
THE AGENCIE OF EMPLOYEE WELFARE ARE: -
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1. Central government: - The central government has made elaborate provisions for the health, safety and welfare under Factories Act 1948, and Mines Act 1952. These acts provide for canteens, crèches, rest rooms, shelters etc.
2. State government: - Government in different states and Union Territories provide welfare facilities to workers. State government prescribes rules for the welfare of the workers and ensures compliance with the provisions under various labor laws.
3. Employers: - Employers in India in general looked upon welfare work as fruitless and barren though some of them indeed had done pioneering work.
4. Trade unions: - In India, trade unions have done little for the welfare of workers. But few sound and strong unions have been the
pioneering in this respect.
5. Other agencies: - Some philanthropic, charitable d social service organizations like: - Seva Sadan society, Y.M.C.A., etc.
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.
NEED FOR FRINGE BENIFITS −
* Employees demand
* Trade union demand
* Employer’s preference
* As a social security
* To improve human relations
Examples of fringes−
o 1. Legally required payments
o - Old age, survivors, disability and health insurance (commonly known
as social security)
o - Worker’s compensation
o - Unemployment compensation
o 2. Contingent and Deferred benefits
o - Pension plans
o - group life insurance
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o - military leave and pay
o - maternity leave
o - child care leave & sick leave etc.,
o 3. Payments for time not worked
o - vacations & holidays
o - voting pay allowances
o 4.Other benefits
o - travel allowances & moving expenses
o - uniform tool expenses
………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… .
.TYPES OF WELFARE SERVICES−
1. Intramural : - These are provided within the organization
like: −
* Canteen,
*Rest rooms,
*Crèches,
*Uniform etc.
2. Extra mural: - These are provided outside the
Organization , like:−
* Housing,
* Education,
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* Child welfare,
* Leave travel facilities,
* Interest free loans,
* Workers cooperative stores,
* Vocational guidance etc.
EMPLOYEE WELFARE IS ALSO DIVIDED AS: −
> Statutory welfare work comprising the legal provisions in
Various pieces of labor legislation.
> Voluntary welfare work includes those activities which are
undertaken by employers for their voluntary work.
Different ways of Social Security Provision in India
1. Social Insurance- common fund is established with periodical
contribution from workers out of which all benefits in terms of
cash or kind are paid .The employers & state prove major portion of
finances. Benefits such as PF, Group Insurance etc are offered.
2. Social Assistance- Benefits are offered to persons of small
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Means by govt. out of its general revenues. E.g. - Old age pension
SOCIAL SECURITY IN INDIA−
- Medical care
- Sickness benefit in cash
- Old age pension or retirement benefit
- Invalidity pension
- Maternity benefit
- Accident benefit
- Survivor’s benefit
. . …STATUTORY WELFARE SCHEMES −
The statutory welfare schemes include the following provisions:−
* Drinking Water
* Facilities for sitting
* First aid appliances
* Latrines and Urinals
* Canteen facilities
* Spittoons
* Lighting
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. VOLUNTRAY WELFARE SCHEMES − * Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up
* Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules
* Employee Assistance Programs: Various assistant programs are
arranged like external counseling service so that employees or members
of their immediate family can get counseling on various matters
PHILOSOPHY OF EMPLOYEE WELFARE ACTIVITIES−
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The philosophy of employee welfare activities is based on the theory that success of industrial development depends upon harmonious relations and co-operation between employee and management (employer). The employee has a fund of knowledge and experience at his jobs. If rightly directed and fully used, it would make a good contribution to the prosperity of the organization this can be achieved only through the satisfaction of the labour.
THEORIES OF EMPLOYEE WELFARE − The Police Theory: −
This is based on the contention that a minimum standard of welfare
is necessary for laborers. Here the assumption is that without policing,
that is, without compulsion, employers do not provide even the minimum
facilities for workers.
The Religious Theory: − This is based on the concept
that man is essentially "a religious animal."
The Philanthropic Theory: − This theory is based on
man's love for mankind. Philanthropy means "Loving Mankind."
. The Trusteeship Theory−
This is also called the Paternalistic Theory of Employee Welfare. According to this the industrialist or employer holds the total industrial estate, properties, and profits accruing from them in a trust.
The Placating Theory:−
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According to this theory, timely and periodical acts of employee welfare can appease the workers. They are some kind of pacifiers which come with a friendly gesture.
The Public Relation Theory: −
This theory provides the basis for an atmosphere of goodwill between employee ,management, and also between management and the public, employee welfare programmes under this theory, work as a sort of an advertisement and help an organization to project its good image and build up and promote good and healthy public relations.
The Functional Theory−
This is also called the Efficiency Theory. Here, welfare work is used as a means to secure, preserve and develop the efficiency and productivity of labour, it is obvious that if an employer takes good care of his workers, they will tend to become more efficient and will thereby step up production.
PRINCIPLES OF WELFARE ACTIVITIES−
Adequacy of Wages: −
Employee welfare measures cannot be a substitute for wages. A combination of social welfare, emotional welfare and economic welfare together would achieve good results.
Social Liability of Industry: −
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Industry, according to this principle, has an obligation or duty towards its employees to look after their welfare
Impact on Efficiency: −
This plays an important role in welfare services, and is based on the relationship between welfare and efficiency, though it is difficult to measure this relationship.
Increase in Personality: −
The development of the human personality is given here as the goal of industrial welfare which, according to this principle, should counteract the baneful effects of the industrial system.
Totality of Welfare: −
This emphasizes that the concept of employee welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of employee welfare programme will never really get off the ground.
Co-ordination or Integration: −
This plays an important role in the success of welfare services. From this angle, coordinated approach will promote a healthy development of the worker in his work, home and community. This is essential for the sake of harmony and continuity in labour welfare services.
Democratic Values: −
The co-operation of the worker is the basis of this principle. Consultation with, and the agreement of workers in, the formulation and implementation of employee welfare services are very necessary for their success.
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Responsibility:
This recognizes the fact that both employers and workers are responsible for employee welfare. Trade unions, too, are involved in these programmes in healthy manner, for basically employee welfare belongs to the domain of trade union activity.
Accountability : −
This may also be called the Principle of Evaluation. Here, one responsible person
gives an assessment or evaluation of existing welfare services on a periodical basis
to a higher authority.
Timely: −
The timeliness of any service helps in its success. To identify the employee
problem and to discover what kind of help is necessary to solve it and when to
provide this help are all very necessary in planning employee welfare programs.
IMPACT OF WELFARE ON EMPLOYE PRODUCTIVITY−
The welfare measures aim at integrating the socio-psychological needs of employees, the unique requirements of a particular technology, t he structure and processes of the organization and the existing socio-cultural environment.
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It creates a culture of work commitment in organizations and society which ensure higher productivity and greater job satisfaction to the employees.
Due to the welfare measures, the employees feel that the management is interested in taking care of the employees that result in the sincerity, commitment and loyalty of the employees towards the organization.
The employees work with full enthusiasm and energetic behavior which results in the increase in production and ultimately the increased profit.
SCOPE OF EMPLOYEE WELFARE WORK
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Employee satisfaction is supremely important in an organization
because it is what productivity depends on. If your employees are
satisfied they would produce superior quality performance in optimal
time and lead to growing profits. Satisfied employees are also more likely
to be creative and innovative and come up with breakthroughs that allow
a company to grow and change positively with time and changing market
conditions.
EMPLOYEE WELFARE ACTIVITIES IN FLEXI TUFF INTERNATIONAL LTD. KASHIPUR
A. program to be organized in such a way that employee’s participation is ensured.
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1. During the Annual Day, employees along with their spouse & children
will be invited.
2. Following awards /Prizes are also distributed.
a. Best Operator – skill wise (min. 5 skills)
b. Best Line of the year
c. Attendance Award (No. of days of actual full day presence)
d. LONG SERVICE AWARD: Who have completed the following no. of
years of service in any of Group Company.
DIWALI - GIFTS, SWEETS AND BONUS –
1. The company has the policy to give gift to all the employees irrespective of level including Temporary employees, drivers attached to employees and employees through contractor.
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2. Cost of the gift should not exceed Rs. 500/- per employee, sweets amounting to Rs.200/- per employee to be distributed to all the employees.
3. The items to be decided for distribution of gift / sweets to all
the units will be decided by the committee to be decided before Diwali.
The responsibility to purchase the gift rests with the committee.
4. The cost of gifts/sweet shall be borne by each unit.
DISTRIBUTION OF BONUS
a. The bonus wherever applicable will be distributed along with the gifts and sweets. Rs. 101/- to be given to the employees as “Shagun” who are exempted from Bonus limit.
b. An employee who is working with in a unit where the bonus is not
applicable, he may be entitled to have an ex-gratia payment equivalent to
the amount declared at the previous unit from where he was transferred
only in the first year.
c. It is also the policy of the company that the bonus will be paid to
employees only after the accounts are finalized and bonus declared by the
management.
d. For employees (Staff and Operator) leaving the company before the
declaration of bonus, the bonus shall be settled at the time of his
settlement of account if the bonus is applicable.
DIWALI GREETING CARD
a. The company has the practice to send Diwali Greeting Card to the
important persons who comes into the contact of the company.
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b. Each unit should send their requirement to Group Functional Head -
Marketing, which will get the same purchased in bulk and distribute to
the Indenting Units at least 20 days before the Diwali Day.
c. The cost of these Diwali cards shall be borne by concerned unit.
//////////// GIFT TO EMPLOYEES ON HIGHEST SALE/ ACHIEVEMENT
a. On highest sale, unit gives recognition to employees by giving
gifts.
I. If a unit has achieved highest ever sale and sale is more than 15% of
budgeted sale may decide to give gifts to its employee.
ii. The gift amount should not exceed the amount of Diwali gift.
iii. SBH can decide whether to give gift or not. However, gift is not allowed
more than three times in a year.
G :OTHER FESTIVALS −
1.NEW YEAR
a. Sweets should be distributed on 1st January every year to all employees.
2. LOHRI FESTIVAL
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a. On Lohri festival sweets (preferably ground nuts and rewries) to be
distributed to all the employees in the evening at the close of the working
hrs.
3. AKADSI FESTIVAL
a. On Akadsi traditional Prasad (preferably Lassi, Musk Melon and Mango)
to be distributed to all the employees.
4. MANGALWAR
a. An employee to be sent to the temple for “Bhog” and distribute the
“Prasad” to each and every employee of the Company including the
guests who are present at the reception as well as in the office.
//////////
Loan & Advance−
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1. As a broad guideline the reasons may be observed under the gambit of
exigencies; Marriage. (Self, dependent brothers/ sisters/ daughter/son),
Hospitalization of self / dependent family members, ceremonies in the
house of specific nature cause due to death of any first line family member.
2. Any other miscellaneous reason of grave nature/calamity that has caused a
need for cash assistance to the employee with which the immediate
superior is satisfied and has found the employee to be genuine and
reasonable in his request.
3. An advance / loan can be granted to any employee who approach for loan /
advance in writing addressed to his immediate superior. The immediate
superior should put it up with his recommendation to the approving
authority clearly stating his conclusive decision along with logic for such a
decision.
4. Employee claiming a loan /advance (MSM-33/F01) shall be granted an
amount which should as follows:
a) Employee with 6 months & below employment in the Company
No loan is allowed but salary advance may be allowed which shall be deducted on immediate pay day.
b) Employee with 6 months to 5 years employment in the company
2 months Basic + HRA Maximum
c) Employee with 5 years and above employment in he company
3 months Basic + HRA Maximum
5. The loan will be deducted in ten (10) equally monthly installments.
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6. A salary advance would mean an immediate need for cash to the employee
for his personal need depending on his monthly salary due for logical
reasons like his proceeding on leave till the pay day etc. This amount shall
be granted as an advance, which shall, however, be adjusted against salary
payable on the immediate pay day succeeding such a payment.
.
1. As per the Income Tax Rule, interest free loan exceeding to Rs.20000/-
if given to an employee then it will be treated as perquisite and will be
part of taxable salary of the employee. In such case, the perquisite value
will be calculated by applying the following interest rates on reducing
monthly outstanding balance or such other rates as may be prescribed
under Income Tax Act / Rule, from time to time :
Purpose of the Loan Rate of Interest (p.a.)
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A Working day are
25 & above will get 80% amount of his salary
B Working days are
20 to 24 will get 60% amount of his salary
C Working days are
15 to 19 will get 40% amount of his salary.
Marriage 13%
Hospitalization NIL
Ceremony at House 13%
Housing – Construction / Purchase 10%
(Not for repair)
Others (Including Housing loan for repair) 13%
MEDICAL Facility
1. Employees can claim a medical reimbursement either monthly, quarterly,
½ yearly or annually on submission of medical bills.
2. An eligible employee shall have to submit the medical bills.
3. Employees joining/leaving during the month shall be eligible for medical
reimbursement on pro-rata basis for the number of days worked in that
particular month.
4. There will not be any deduction of medical entitlement on account of
their remaining absent for a long period on account of
sickness/illness/LWP.
ACCIDENT INSURANCE−
1. This policy is applicable for all the employees of N.K.Minda Group
including those who are covered in ESI scheme. In case employee is
already having Accident Insurance policy, is exempted under this scheme
subject to submission of copy of policy to the concerned HRM Head and
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he is entitled for reimbursement of the amount against the same as per his
entitlement of premium amount.
2. The company will take the policy in its own name. The premium of the
policy shall be borne by the company.
3. Processing of claims: Bills and claims of any employee should be
submitted in appropriate form with enclosure to HRM department for
interface & conclusion with Insurance company to result in
reimbursement of claim. Any employee wish to make a claim should
obtain blank claim form from HRM department and intimation as to
accident should always be made to HRM as and when such accident
occurs.
MEDICLAIM INSURANCE−
1. This policy enables employees to claim reimbursement of
expenses in case of hospitalization for illness/diseases or injury sustained.
2. Policy will be taken on the date of joining itself. Company will
deposit an advance amount with Insurance company for inclusion of new
joinees. On the day of joining, Unit HRM will intimate Insurance
company for inclusion of new employee in mediclaim insurance from day
one. Company will take floater policy including Maternity benefits
having child care coverage & pre existing disease for all employees, other 53
than covered under ESI. Once an Employee is out of ESI scheme,
company will immediately take the Mediclaim policy. Floater policy
means all family members will be covered under the same amount
collectively and not individually. The meaning of family is self, spouse
and children. No other family members/ dependents of the employees
will be included in the policy. If insurance company allows inclusion of
any other member at extra premium, the additional premium will be
borne by the employee.
3. In case employee is already having Mediclaim policy, is
exempted under this scheme subject to submission of copy of policy to
the concerned HRM Head and he is entitled for reimbursement of the
amount against the same as per his entitlement of premium amount.
4. Policy will be taken in the Company’s name on the behalf of the
employees; the premium shall be paid by the company.
5. In case employee Leaves Company during the policy period, he/she can get
it renewed himself/herself in order to maintain the continuity of the
policy. However in this case he/she will not be eligible for advantage of
discount.
6. After taking this policy, employee can avail the weekly benefits of accident
insurance policy also side by side.
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EXECUTIVE HEALTH CHECK UP (EHC)−
1. EHC scheme covers DGM & above employees. Managers who are
above 40 years of age also ……..covered under this scheme.
2. Corporate HRM will identify Hospital & Scheme for Annual Checkup.
Unit HRM will co-ordinate ……..the activity.
3 .Provision of the budget will be taken care by Unit HRM.
FAMILY PLANNING INCENTIVE SCHEME−
1. The scheme shall cover all regular Operators of the company who have
put in at least 2 years of service in the company and are in the age group
of 25 to 45 years.
2. The employee and the spouse of the employee must be within the
‘Reproductive’ age group. In case of a male employee, this would mean
that he should not be over 45 years of age and his wife should not be over
40 years of age. In the case of a female employee, she must not be over
40 years of age and her husband must not be over 45 years of age.
3. Only one of the couple is eligible for grant of incentive at their option even
when both of them under go sterilization operation.
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INCENTIVES−
a. Employee having up to two children will get cash reward of
Rs.1000/- if he/she undergoes a family planning operation. The award is
also permissible if the spouse of the employee undergoes the operation.
b. Cash reward of Rs. 2,000/- will be awarded, if the employee or
his/her spouse undergoes family planning operation, if the two
children’s are daughters.
c. A cash reward of Rs. 500/- will be given to those employees who
maintain minimum difference of three years between first and second
child.
5. An employee may apply in the prescribed application form, for the grant
of incentive to the HRM Department along with the requisite certificate
(s) from the prescribed authorities, as mentioned in para 06 of this policy
The HRM department will process and issue the sanction order.
6. In order to be eligible for the benefit under this scheme, the sterilization
certificate should be issued by an authorized central authority of the
hospital. Where this is not possible, the sterilization certificate issued by
the Central Government for the purpose is sufficient. If the employee or
his/her spouse undergo sterilization operation in a Private Nursing
Home/Private Hospital is also eligible to get incentive provided he or she
produces a certificate from the concerned Nursing Home/Hospital duly
countersigned by the Civil Surgeon/ District Medical Officer/Authorized
Medical Officer (CGHS).
56
7. In addition to the cash reward, employee will be eligible for two days
special casual leave, for the day of operation and next day for rest and
recovery. These leaves are applicable even if his/her spouse undergoes
the operation.
8. Combination of special casual leaves granted in connection with planning
with other regular leave is permissible.
…….
..PERMANENT ITEM ISSUE
1. As and when any item is issued for the official use to any employee, the
record should be maintained by each unit HRM department in his
Personal file as well as Permanent Issue Register, where signature should
be obtained to whomsoever it is issued.
2. As and when any employee who has been issued any item, leaves the
company, a signature should be obtained by the HRM department before
clearing full and final clearance form & will check the items issued to
him as per the register and shall see that these have been received back in
proper condition.
3. For Items like Laptop, LCD, Camera, etc. a Permanent Issue Card to be
issued to the user and user to show card on gate while taking out such
item.
TRANSPORTATION (AS APPLICABLE)−
1. The share of cost of transportation would be borne by the employees with
as following:
Category % of Cost
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Staff 60
Operator 30
CANTEEN ( AS APPLICABLE)−
2. This policy has been laid down to provide the food and tea at the work
place for all, where the canteen facility is available.
3. Company will provide the Food at the specified place for all where the
canteen is available.
4. The food will be subsidized by the company.
5. The share of cost would be borne by the employees with as following:
Category % of Cost
Staff 60
Operator 30
DISTRIBUTION OF TEA−
1. Company shall provide tea two times in a day.
4. Tea will be served to all the employees at the specified place decided by
the HRM
FESTIVAL HOLIDAYS−
1. The company has the policy to declare 9 no. of festival holidays.
2. Units located at following regions to follow Holiday Calendar of customers
as given below:-
NCR - Maruti
Pune - TATA & BAL
Pant Nagar - BAL
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MARRIAGE GIFT−
1. There shall be a Company gift on self-marriage of the employee of any
level, who gets married.
2. Gift shall be of worth Rs. 2100/- (Cash or in kind).
3. The employee should be a permanent employee of the company. (includes
probationers and trainees)
4. The concerned department head of such an employee who is getting
married shall ensure that the gift is presented to him/her. The voucher
pertaining to the same shall be authorized by the department head. The
voucher should be accompanied with the marriage invitation copy in all
possible cases.
FURNITURE POLICY−
1. Each Unit to have its own policy for Furniture i.e. within the unit there
should be uniformity of furniture. This shall be the responsibility of
HRM.
OPEN HOUSE−
1. To meet the all staff members on regular basis to have better interaction
with them.
2. Half yearly Open House shall be planned for 2nd Line of SBH for his Unit.
CMD’s INNOVATION AWARDS−
Innovation is quite different from kaizens. Kaizens are incremental
improvements, where as Innovation is radical improvement. Kaizens,
generally improve the existing systems and where as
59
1. Innovation may improve, abandon the existing system and create a
new system. Innovation is bigger in scale and scope and the benefits
are enormous. The intent of the CMDs’ Innovation award is to create
the innovative environment in the organization and also recognize
and reward those people who can
2. Think innovatively and can create value to the organization. This
scheme is applicable to all employees.
3. AREAS COVERED: Products, Processes, Services, Systems &
Skills.
INNOVATION COMMITTEE: −
Innovation Committee comprises of
- Design Head
- Head – Group HRM
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Chapter 3
RESEARCH METHODOLOGY
61
“Research methodology is a way to systematically solve
the research problem. It includes not only the research methods, but also
the logic behind using the methods. Its shows the type of sample design
used, its size and the procedure used to draw the sample”. In short, the
search for knowledge through objective and systematic method of finding
solution to a problem is research.
Research Methods may be understood as all those
methods /techniques that are used for conduction of research. Research
methods or techniques refer to the methods the researchers use in
performing research operations. Research Methodology is a way to
systematically solve the research problem. Thus when we talk of research
methodology we not only talk of the research methods but also consider
the logic behind the methods we use in the context of in the context of
our research study. There are many types of research methods as analysis
of historical records, analysis of documents, personnel interview, focused
interview, group interview, telephone survey etc.
Keeping research methods in view, we can divide it in three groups.
1. In first group, we include those methods which are concerned with the
collection of data.
62
2. The second group consists of those statistical techniques which are used
for establishing relationships between the data and unknowns.
3. The third group consists of those methods which are used to evaluate the
accuracy of the results obtained.
MY RESEARCH AT Flexi Tuff International Ltd
Kashipur : −
1. I collected the data about the data about the welfare activities in flexituff
and then taking the feedback from the employees about the Welfare
activities.
2. Then I used those feedback for my research purpose i.e. what are the
benefits of welfare activities as well as the lacking of the programme
and what can be done to improve the same.
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RESEARCH PROCESS
Research process consists of series of actions or steps necessary to
effectively carry out research. The following diagram shows the research
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proc
65
COLLECT DATA (EXECUTION)
ANALYSE DATA
INTERPRET AND REPORT
F
F
FF
SUGGESTIONS AND CONCLUSION
F=feedback & FF = feed forward
TYPES OF RESEARCH:−
There are different types of research−
1) Descriptive vs. Analytical:−
Descriptive research comprises surveys and fact-finding enquiries of different types. The main objective of descriptive research is describing the state of affairs as it prevails at the time of study. The most distinguishing feature of this method is that the researcher has no control over the variables here. He/she has to only report what is happening or what has happened. The methods of in conducting descriptive research are survey methods of all kinds, including correlation and comparative methods.
Meanwhile in the analytical research, the researcher has to use the already available facts or information, and analyse them to make a critical evaluation of the subject.
2) Applied vs. Fundamental−
Research can also be applied or fundamental research. An attempt to find a solution to an immediate problem encountered by a firm, an industry, a business organisation, or the society is known as applied research. Researchers engaged in such researches aim at drawing certain conclusions confronting a concrete social or business problem. On the other hand, fundamental research mainly concerns generalizations and formulation of a theory. In other words, —Gathering knowledge for knowledge’s sake is termed “pure” or “basic” research.
66
3) Quantitative vs. Qualitative−
Quantitative research relates to aspects that can be quantified or can be expressed in terms of quantity. It involves the measurement of quantity or amount. The various available statistical and econometric methods are adopted for analysis in such research. They include correlation, regressions, time series analysis, etc.
Whereas, qualitative research is concerned with qualitative phenomenon, or more specifically, the aspects relating to or involving quality or kind. The main aim of this type of research is discovering the underlying motives and desires of human beings, using in-depth interviews. The other techniques employed in such
researches are story completion tests, sentence completion tests, word association tests, and other similar projective methods. Qualitative research is particularly significant in the context of behavioural sciences, which aim at discovering the underlying motives of human behaviour. Such research help to analyse the various factors that motivate human beings to behave in a certain manner, besides contributing to an understanding of what makes individuals like or dislike a particular thing.
4) Conceptual vs. Empirical−
A research related to some abstract idea or theory is known as conceptual research. Generally, philosophers and thinkers use it
67
for developing new concepts or for reinterpreting the existing ones. Empirical research, on the other hand, exclusively relies on observation or experience with hardly any regard for theory and system. Such research is data based. They often come up with conclusions that can be verified through experiment or observation. They are also known as experimental type of research.
THE TYPES OF RESEARCH & METHOD ADOPTED FOR DOING THIS RESEARCH ARE:−
TYPE OF RESEARCH− :
Data are collected by using one or more appropriate method: Interview method and by filling questionnaires.
The study falls under the category of Descriptive Research. It is the description of the state of affair as it exists at the present. Descriptive study is a fact finding investigation with adequate interpretation. It is the simplest type of research. It is more specific than an exploratory study, as it has focus on particular aspects or dimensions of the problem studied.
It is designed to gather descriptive information and provides information for formulating more sophisticated studies.
It is also an Analytical Research because the researcher has to use facts or information already available, and analyze these to make a critical evaluation.
.
Research Method: −
Research method refers to the behavior and instruments we use in performing research operation. There are three types of data collection they are as:
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Interview Method:-The biggest benefit of face-to-face interviews is the human interaction that occurs. This method was purposefully selected so that the researcher could interact on a personal level with the departmental heads.
Through Questionnaires:- Identical questionnaires were used to assess the
training needs of the staff . A questionnaire was developed using some, but
not all, of the face-to-face interview questions. Some of the questions
provided data that I needed, and since all the information is not relevant to
the outcome of the assessment, it will not be made a part of the report. The
open-ended questions required respondents to answer in their own words.
This elicited in-depth responses, as opposed to limited responses. Questions
were framed so that they could be answered easily. The number of
questions was limited so that it could be completed in twenty minutes or
Sampling Design and Sample Size−
Once the researcher has formulated and developed a research design including the questionnaire, the researcher has to decide the amount of people comprising the population from whom the information is to be collected. A sample design is a definite plan for obtaining a sample from a given population. All items in this field of inquiry constitute a ‘Universe’ or ‘Population’. There are two types of survey:
Sample Survey Census Survey
.
In this project, I have used sample survey where the universe is small one as only Executive members and Departmental Heads were survey to formulate a new system. Since the time period was limited and the company personnel were busy, the sample survey was limited to the Executive Staff Members and the Departmental Heads.
69
The selected respondents are technically called ‘sample’.
POPULATION:−
The first step in developing any sample design is to clearly define the set of objects, technically called the Universe. In this research, the population under observation is finite, consisting of 50 employees.
SAMPLING METHOD−
There are two methods of sampling:-
1. Probability Sampling: It is based on the concept of random selection of a controlled procedure that assures that each Population element is gives a non-zero chance of selection. Probability Sampling is of following types:
1. Simple Random2. Systematic 3. Cluster 4. Stratified 5. Double
2. Non-Probability Sampling: Non probability sampling is non-random and subjective. That is each member does not have a known non zero chance of being included. Types of Non-Probability Sampling
1. Convenience
2. Judgement
3. Quota
Researcher selects the sample as per their convenience.
For this research work I have chosen Non- Probability Convenience Sampling because time limit for the completion of the work is limited and also managers and employees are not available all the time.
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DATA COLLECTION:−
Data are facts, and other relevant materials, past and present, serving a basis for the study and analysis. The data serve as a base or raw material or analysis. Without an analysis of factual data, no specific inferences can be drawn on the questions under the study. The relevance, adequacy and reliability of data determine the quality of the findings of a study.
DATA COLLECTION METHOD: −
Data for the present study is collected from two sources:
a). Primary: - The first hand information is collected with the responses of questionnaire. For this purpose a questionnaire is given to the employees of Minda Pantnagar. They were interviewed so as to get the information about the functions that are performed by them, as well as what the employers expect out of them, as per their knowledge, experience and observation.
b).Secondary: - These are sources containing data which have been collected and complied for another purpose. The secondary sources consists of readily available compendia and already compiled statistical statements and reports whose data may be used by researchers for their studies. Secondary sources consist of not only published records and reports, but also unpublished records. It is collected with the help of following sources:
INTERNET
JOURNALS
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COMPANY MAGZINES
DATA ANALYSIS AND INTERPRETATION
“Age Details Of The Respondents ”
PARTICULAR PERCENTAGE (%)
BETWEEN 18-26 YEARS 29%
BETWEEN 27-36 YEARS 39%
BETWEEN 37-46 YEARS 21%
47 AND ABOVE 11%
TOTAL 100
INFERENCE –
It is found from the Table that 29% of respondents are between 18 to 26 years of age,39% of the respondents are between 27 to 36 years of age,21% of the respondents are between 37 to 46 years of the age 11% of the respondents are coming under the age of 47 and above.
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DATA ANALYSIS
. We asked some questions from workers by preparing a questionnaire .In 50 employees at various levels were asked the reactions of workers on different questions are as follow.
Q.1−Are you satisfied with welfare schemes given by the company
Responses−
S.N. RESPONSES PERCENT OF TOTAL
1 YES 85
2 NO 15
Satisfaction With welfare schemes
73
Q.2−Are you satisfied with your relationship with the management?
Responses−
S.N. RESPONSES PERCENT OF TOTAL
1 GOOD 82
2 NOT GOOD 18
Workers Relation With The Management
74
Q.3−Are you satisfied with the Safety practices for the welfare of Employees?
Responses−
S.N. RESPONSES PERCENT OF TOTAL
1 YES 80
2 NO 20
75
Satisfaction With Safety Practices
76
Q.4−Are you satisfied with Working Environment of the company?
Responses−
S.N. RESPONSES PERCENT OF TOTAL
1 YES 81
2 NO 19
Satisfaction With Working Environment
77
78
Q.5−Are you satisfied with the Canteen Facility of the company?
Responses−
S.N. RESPONSES PERCENT OF TOTAL
1 YES 87
2 NO 13
Satisfaction of Employees with Canteen Facility
79
Q.6−Are you satisfied with the Bus Service provided by the company?
Responses−
S.N. RESPONSES PERCENT OF TOTAL
1 YES 86
2 NO 14
Satisfaction with the Bus Service
80
81
Q.7−Are you satisfied with Festival Allowance given by the company?Responses−
S.N. RESPONSES PERCENT OF TOTAL
1 YES 79
2 NO 21
Satisfaction With Festival Allowance
82
Limitation
While making the project in Flexi tuff international ltd the main limitation that I was faced the secrecy the adopted by the company in providing the information
Time was the limitation while carrying the project.
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Company was conducting the summer training for the MBA studies so the exactly did not know the way to give training.
The trainees of one department were not allow to go and interact with the other department
The respondents were too busy to providing me proper time for the project
There was no proper schedule for training
///////////////////////////////
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FINDINGS
* Employees feel that their motivation increased through welfare activities of the
company.
* Almost all employees feel that service satisfy real needs of the workers. This
means that the company determine what the employee’s real needs are with the
active participation.
* Employees are satisfied with the Effective arrangements used for ventilation
and temperature so as to provide comfort to the workers and prevent injury to
their health.
* 85% employees are satisfied with the Health Facility given by the company and rest 15% employees are not satisfied.
* 82% employees said their relationship with management is good and other 18% feels their relationship are not so much good.
* 80% employees are satisfied with safety practices for the welfare of Employees and rest 20% are not satisfied.
* 81% employees are satisfied with Working Environment of the company and 19% are not satisfied with it.
* 87% employees are satisfied with the Canteen Facility of the company and other 13% are not satisfied with it
* 86% employees are satisfied with the Bus Service provided by the company and rest 14% are not feel satisfied.
85
* 79% employees said that they are satisfied with Festival Allowance given by the company and other 21% employees are not satisfied.
* Employee are also highly satisfied with the Insurance, loaning and educational support provided by the company.
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CONCLUSION
The welfare measures increases the productivity of the
organization as well as it enhances the morale and motivation of the employees
which gives a positive impact on the efficiency level of the organization.
Welfare includes anything that is done for the comfort and improvement of .
. employees and is provided over and above the wages. Welfare helps in
keeping the morale of . the employees high so as to retain the employees for
longer duration, which helps the organization to achieve its goals.
After studying all the welfare activities I have came to a
conclusion that the Employees Welfare Activities followed by the company are
providing highly beneficial to its employees is not only . . .
developing them but in giving them best support contribution to their work and I
have also found that the organization is doing great efforts to achieve the targeted
objective effectively & successfully.
If a tailor makes mistake – it becomes a fashion, If a scientist makes a mistake – it
becomes an invention. If an HR manager deploys a retention strategy – it becomes a
welfare measure.
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SUGGESTIONS
To improve the level of Employee welfare, it is better to consider
following suggestion.
1. Management should reduce the work load of the employees.
2. It will be more effective if the management take the steps to introduce
suggestion scheme system for the employees.
3. The management should pay reasonable wage and allowance to the
employees.
4. It is better the management should recognize the needs of employees
and encourages employees special talents.
5. It will be better if the management provides incentives to employees so
it will boost in their morale and productivity.
6. Supervisors should maintain coordinal relationship with workers and
offers recognitions of the employee efforts and provide needed guidance
to workers.
7. It will be better if management provide performance and potential
appraisal in regularly.
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8. The management should provide opportunities for career development.
9. It will better if management given performance awards to employees.
BIBLIOGRAPHY
NASIR HUSAIN( HRD) FLEXITUFF INTERNATIONAL LTD KASHIPUR
MR. S.K.BHATIA-“EMERGING HUMAN RESOURCE MANAGEMENT”
MR. MICHAEL ARMSTRONG-“HUMAN RESOURCE MANAGEMENT PRACTICE”
MR. K.ASWATHAPPA-“HUMAN RESOURCE AND PERSONNEL MANAGEMENT”
WWW.flexituff .com
WWW.GOOGLE.COM
WWW.WIKIPEDIA.COM
WWW.AMAZON.COM
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Chapter 5
Annexure
90
QUESTIONNAIRE
Q.1− Are you satisfied with Health facilities given by the company?
(1) YES (2) NO
Q.2− Are you satisfied with your relationship with the management?
(1) GOOD (2) NOT GOOD
Q.3− Are you satisfied with the Safety practices for the welfare of Employees?
(1) YES (2) NO
Q.4− Are you satisfied with Working Environment of the company?
(1) YES (2) NO
Q.5− Are you satisfied with the Canteen Facility of the company?
(1) YES (2) NO
Q.6−Are you satisfied with the Bus Service provided by the company?
(1) YES (2) NO
Q.7−Are you satisfied with Festival Allowance given by the company?
(1) YES (2) NO
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