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Declaration

I hereby declare that the information presented in this dissertation

report is correct to the best of my knowledge. This report has not been

published anywhere else. This report is a part of my course curriculum

and the main objective of this is know the performance Appraisal &

Social Security

Alka Singh

P.T.U. ( Varanasi)

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CHAPTER-1

INDUSTRY PROFILE

Indian Handicrafts Industry

Indian is one of the important suppliers of handicraft to the world

market. The Indian handicrafts industry is highly labour intensive cottage

based industry and decentralized, being spread all over the country in

rural and urban areas. Numerous artisans are engaged in crafts work on

part-time basis. The industry provides employment to over six million

artisans (including those in carpet trade), which include a large number of

women and people belonging to the weaker sections of the society.

The role of Handicraft Industries in Rural India Economy is very

important and its contribution towards the rural economy of India is

increasing steadily. The Ministry of Rural Development and the Ministry

of Rural Economy, under Government of India are the two main

governing authorities, which drafts and implements policies for the

handicraft industries in rural India economy.

The handicrafts industry of India comes under the unorganized

sector of village economy of India.

India is basically an agriculture-based country and the development

of rural economy of India depends upon the development of its 700-

million strong rural population.

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The rural economic polices of India is drafted according to the

needs of rural India since, majority of the population (around 70%) lives

in about 600.000 small villages. The rural India is almost wholly

agriculture based and a small part of the rural Indian population is

engaged with small industries like handlooms, handicrafts and other

traditional produce. The role of Handicraft Industries in Rural India

Economy became important, since today the organized sector of Indian

industry is ready to absorb the products from these industries. Moreover,

with liberal trade and export policy, the export of the Indian handicrafts

industry is on all time high.

The handicraft industry stands at 100 billion worldwide and India

has 1.2% of this market.

Growth in no. of companies:-

There is very mild possibility to tabulate and summaries the data of

growth in hindi crafts industries world-wide accurately because of :-

Un-organised structure,

Contribution mostly through rural area (comes under cottage

industry).

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Comparatively less profit generating in respect of other

industries (information agencies not considering there

industrys data)

Sort span of time

Growth in installed capacity:-

Since all items that handicrafts industry deals with, falling

under cottage industry, the term licensed and installed

capacity are not applicable.

Future development Expected:-

Presently, the global market of handicraft is valued at

US$400 billion and Indias share in the global market stands

at 2% only. However, the handicraft industries in rural India

economy registered an annual growth rate of 15%

consistently over the last decade and it is estimated to grow

at the rate of 42% over the next five years annually.

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The main products that are manufactured by the rural handicrafts

industry of India are as follow:-

Art metal wares

Wood wares Hand printed & textiles & scarves

Embroidered & crocheted goods

Shawls as art wares

Zari and Zari goods

Imitation jewelry

Miscellaneous handicrafts

The major importers of rural Indian handicrafts are as follows:-

Art metal wares- USA, Germany, UK & Italy

Wood ware-USA, UK, Germany and France

Hand printed & textiles & scarves USA, UK, Germany &

Canada

Embroidered & crocheted goods- USA Saudi Arabia, UK,

Germany

Shawls as art wares- Saudi Arabia, USA, Japan & UK.

Zari and Zari goods- UK, USA Japan & Saudi Arabia.

Imitation jewelry-USA, UK, Saudi Arabia & Germany.

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Miscellaneous handicrafts- USA, Germany, UK & France.

Presently, the global market of handicraft is valued at US$ 400

global market stands at 2% only. However, the handicraft industries in

rural India economy registered an annual growth rate of 15% consistently

over the last decade and it is estimated to grow at the rate of 42% over the

next five years annually.

Although, the Handicraft Industries in Rural Economy is

witnessing steady growth over the last five years but its growth is plagued

by certain bottlenecks, like the following:-

The manufacturing process does not compliments with

orders of such products

Use of primitive techniques

High manufacturing cost

Poor quality of products Product design and development to

be aligned with the background and history of the craft, the

producer and the market requirements.

Poor standard of raw materials

Lock of standardized vendor and suppliers

Lack of standardized raw materials.

Improper pricing of finished products

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Absence of proper incentives and schemes by the

Government of India.

Unorganized investment patterns and lack of regular

investors

Lack of proper marketing channels

Poor access to urban markets

Handicraft are classified into two categories:-

1. Articles of everyday use

2. Decorative items

The craftsman use different media to express their originality. The

diversity of the handicrafts is expressed on textiles, metals- precious and

semiprecious, wood, precious and semiprecious stones, ceramic and

glass.

Textile based handicrafts:-

Hand printed textiles including block and screen printing, batik,

Kalankari (hand printing by pen) and bandhani (tie and die) are used in

products ranging from bed-covers to sheets, dress material to upholstery

and tapestry. The famous embroidered articles of silk and cotton, often

embellished with mirros, shells, beads and metallic pieces are also found

in India. Embroidery is done too on leather, felt and velvet etc.

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Woodwork:

Wooden articles in India range from the ornately carved to the

absolutely simple. One can find toys, furniture, decorative articles, etc.

bearing the art and individuality of the craftsman. India is known

particularly for its lacquered wood articles.

Stone Craft:

The intricately carved stone were made of marble, alabaster or

soapstone, etc., in laid with semiprecious stones carry on the heritage of

Indian stone crafts.

Importers/Distributors:

Most Indian giftware and handicrafts companies use importers /

distributors to market and sell their giftware and handicrafts lives. They

buy and sell on their own account. Thus, the companies take advantage of

the distributors expertise, his sales force and his existing distribution

channels. Distributors call on giftware and handicrafts retailers,

purchasing groups and supermarkets.

The distributors mark-up varies depending on the giftware and

handicraft item, but at least 50 percent. While the mark-ups very

according to the distributor, they usually also depend on the exclusivity

of a product and on its competitiveness in the overall gift were and

handicrafts market.

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Germany hosts more than 45,000 gift ware and handicrafts

retailers. Several retailers import directly from the United States and sell

to the German customer. Usually these are small companies looking for

items new to the market and handling small orders only.

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CHAPTER-II

COMPANY PROFILE

Bead History-

Beads, first found, have been dated back to the time of emergence

of the Homo-sapiens, roughly 35,000 BC. The early beads were found to

be made from animal bones and teeth. Beads used as cultural objects

come into existence between 33,000 to 12,000 years ago. By 1500 BC

with the advent of metal tools, beads made out of semi-precious stone

like agate come to the made. Bead ornaments, like necklaces, made out of

agats, gold and silver were discovered at the royal tombs of Ur. Which

date back to 2,600 BC to 21,00BC.

During this time period, many place, around the world, like

western Asia, Mesopotamia, Egypt, the Indus valley, Afaganistan, crete,

Mycenae and cyprds, Iran, developed and used beads made out of bone,

stone, mental, ivory. Beads further evolved during the Roman Empire,

between the periods of 100 BC to 400 AD. Glass Beads seemed to have

come into existence during this period, at factories in syrid, Egypt, Italy,

Switzerland, the Rhineland, France and England. Also during this period,

wherever the Romance went, they brought glass bead for the purpose of

trade which where produced in large numbers, in numerous colors,

patterns, and using complex techniques. These beads were exchanged at

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places like China, Korea, Iran, Syria, Mali and eastern Ethiopia, as

Roman made glass beads have been found at there places. During the first

century BC, with the advent of the blow pipe, the techniques in glass

bead making were revolutionized, giving great forms and decorative

styles.

1. Historical background-

How the BBL has taken birth in Varanasi is an interesting story. As

Mr. Kanhaiya Lal Gupta, the founder of this firm, was very much

interested in the development of the industry, was always in search of a

renowned technologist. Fortunately he visited Mr. And Mrs. Hennits two

renowned technologist of Czechoslovakia. Banaras Beads manufacturing

company was established in 1940. Lafter it was incorporated as a private

limited company on 10th April 1980, subsequently it became a deemed

public limited company by virtue of section 43(A)I) of the Companies

Act, 1956 and obtained a certificate with a changed name Banaras

Beads Limited on 26th October, 1994 the company was converted into

a public Company. The company initially commenced its operation with

manufacturing of glass beads and imitation jewellary and then diversified

into wooden products, Various skils products, hand knotted woolen

carpets and druggist. Handicrafts and leather garments and accessories.

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2.Approach

Banaras Beads core competency, with concentration and centre of

attraction only for the customers. It believes in the entire satisfaction of

the customer rather than pruhing its products. It main focus in on

customer and is flexible enough to work according to the customer needs.

It believes in long terms relationship business than one time business with

there customers.

3. Corporate Policy

Quality means fitness for the intended purpose in all aspects of the

companys activities. It is the companys policy to manufacture and

export goods which comply with the customers needs and designers

specifications. The company will strive to meet the needs of its customer

through a continuous process of quality improvement.

The quality system is designed to ensure the maintenance of

product quality standards through the evaluation to ensure the

maintenance of product quality standards through the evaluation,

inspection and verification of process at all stages of manufacturing.

4. Mode of Marketing in BBL-

(i) International trade fair and exhibitions.

(ii) Personal visit to customer.

(iii) Internet.

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5. Product Profile-

(A) Glass Beads:

The Glass beads industry in India is in existence for last 400 years

with its manufacturing centres concentrated in varanasi, Alighar of the

total production of glass beads in India nearly 40% is exported and the

rest 60% is consumed locally. Again out of local consumptions, 50%

goes for exports by using them in garment, jewelry, decorative items etc.

Thus hardly 10% of glass beads produced in the country are consumed

are locally.

BBL:

BBL is one of the major Indian exporters of glass beeds and during

1995-1997 the volume of export by the company constituted over 80% of

the total export from the Company. Since 1988-89 the company turnover

from his diision has been registering an average growth rate of about

117%

(B) Handicrafts:

India is known for its handicrafts all over the world. For-encasing

this image BBL is also dealing in staffed leather animal belts art wares,

statues, candle stand, ceramic stands, ceramic and wooden toys,

Christmas decorative items, Cooper and wares, tobacco pipes, jewelry

box etc. They keep with updated design/ style.)

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(D) Silk Textile:

BBL has extended his business from glass beads to silk, currently

BBL is dealing with Indian natural silk goods, hand printed dupptta,

scarver. Neckties, mufflers, sarees. Fabrics, bed covers and cushions etc.

(E) Sliver Jewellery:

This division is headed by Mrs. Pushpa Gupta and company is

exporting pure silver jewellery, earring, Bracelets, Necklaces, Hair clips,

Broaches etc. Company is now going to start making gold and silver

studded jewelry for exports purposes.

Awards and distinctions:

After its inspection the BBL has won many prestigious awards and

distinctions for its high achievements in the field of exports. It has been

recognized by government of India as a "Trading House of country" in

the true sense. Some of main awards and distinctions received by the

BBL are-

President of India award for excellence in exports in July

1997.

Chemical and allied for exports promotion council award-

17 accessions.

CAPEXIL top exports award in SSI section-2 occasions.

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U.P. Government's award for excellence in exports-5

occasions.

IIM- Data marketing man award-1980.

Federation of small Scale industries award.

Indian silk exports promotion council award.

Top exports award trophy 1993-1994 from CAPEXIL.

Exports certificates from Handicrafts exports promotions

council.

6 Social Activities:

BBL is also discharging several responsibilities, the two important

social contributions are:-

Through Ram Gulam Kanhaiya Lal Cheritable trust, the group is

contributing in a small way to the welfare of the community. Trust

is engaged in number of social activities for the upliftment of the

needy. A vocational training centre for women is being run by the

trust at Arya Mahila College at Varanasi, for importing technical

and vocational training.

The trust is also running a hospital on Naturopathy in the holy

town of Rishikesh on banks of the Ganga River. This hospital has

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proved to be a bone for the people of Rishikesh and those of

adjourning areas. Many pilgrims enjoy benefits this hospital.

From the above actual information it is clear the Banaras bead ltd.

Is a pride of Varanasi. In fact, it is only industry in the private section in

Varanasi which has earned so much distinction on account of the great

entrepreneurial spirit demonstrated by Late Kanhaiya Lal Gupta and his

son Ashok Kumar Gupta who is presently the main force behind all the

development activity.

(7) Future Plane-

The group is entering in to a project to manufacture chattons,

coboshons, faceted cut beads, Glass Beads. Pendent and chandeliers with

German technology and assistance at Varanasi, with capital investment of

rupees hundred million.

COMPANY'S AIM IS-

Customer desire

Customer delight

Customer service

Company's vision-

"A world class integrated handicraft major, powering India's

growth, with increasing global presence".

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Company's mission-

"Develop and provide handicraft and related products according to

standards, at competitive prices integrating with innovation and

technologies and contribute towards Arts"

Company's objective (set our in Memorandum of association are)-

1. To promote, manufacture, produce, process, develop, design, buy sale,

exchange, alter, improve, assemble, import, exports or otherwise deal in

all kind of handicrafts inclusive of beads made from glass, wood, brass,

plastic, ivory, and block glass, glass tubing, glass wears & or such other

kinds as may, be deemed necessary or expedient for the company to

undertake and develop.

2. To manufacture design develop, engineer, process, sell exchange, alter,

improve, manipulate, prepare, import, export of otherwise in any and all

kind of silicate, sodium and other chemical products or their component.

3. To establish, carry on, extend alter or develop the business of

manufacturing buying, selling, distributing, exporting, exchanging,

altering, converting or otherwise deal in materials required by rugs and

carpet industry, handicrafts, leather goods, plastic works, brass works,

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fruits, dry fruits & edibles. Silk & and every description of clothes or

carrying on forward and ready business for immediate or further.

Company's Strategy-

Production according to standards established for handi-craft items.

Searching new market through handicraft fair organized by

different country by participating.

Lowering the cost of product so that the manufacturing cost can be

cut-short.

Proving research facility to the designer wing so that they may

innovate new idea and the organization can adapt the

environmental changes in handicrafts industry.

Aquring the recent technology (e.g:- Computers. CAD-for

designing purpose, tally-for accounting purpose) and hiring person

who are use to with that technologies.

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Chart

Organization structure

Boards of Director

Growth in installed Capacity-

Since all items that handicrafts industry deals with: falling under

cottege industry the term licened and installed capacity are not applicable.

ManagingDirector

DirectorMarketing

DirectorPersonal

DirectorProduction

DirectorFinance

PersonalManager

Manager

Appraisal

HRDManager

HRDManager

TrainingDevelopment

GeneralManager

Manager

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(A) Future Plans-

The group is entering in to a project to man unnatural chiffons

cabochons faceted cut beads glass bleeds plangent and chandeliers with

German technology and assistance at Varanasi with capita investment of

rupees hundred million.

(B) Industrial Structure and Development:

The main puniness of the companys manufacturing and export of

handicraft like Glass beeds, Necklaces etc. during the year to increasing

the turnover company has decided to enter companys products through

Retails Counters shop stores connection company is in process to open

retails counter/shops all over India under arrangement / agreement with

various local parties and Retails stores like total Retail mega mart

spencers verizon plus etc.

Grass profit Ratio-

= Gross Profit x 100

Net scales

Gross profit= Gross sales- sales return

A : Sales

B (Cost of goods sold)

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CHAPTER-III

SOCIAL SECURITY AND PERFORMANCE APPRAISAL

Social Security

Social security caters to the universal human need for reassurance

and support in times of unemployment, illness, disability, death & old-

age. The state bears the primary responsibility for developing appropriate

system for providing protection and assistance to work force and their

families. Public support system for social security in India have gained

prominence over traditional family support in tune with the terms of

urbanization work place migrations. The dependence over social security

varies as per the need and income status,

Social Security Laws

The principal social security laws enacted in India are the

following :-

The Employees state Insurance Act, 1948.

The Employees Provident Funds & miscellaneous proisions

Act, 1952 (separate provident fund legislations exist for

workers employed in coal mines and tea plantations in the

state of Assam and for Seamen).

The workers Compensation Act

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The Maternity Benefit Act, 1961

The Payment of Gratuity Act, 1972

Administration of social security Acts-

The EPF and MP is administrated by the government of India

through the employees Provident fund Benefits under the ESI Act are

administrated by the central Government through the employee state

insurance Corporation (ESIC), Whereas the state Governments and Union

territory Administrations are administrating medical care under the ESI

Act. The payment of Gratuity Act is administrated by the central

government in establishment under its control, establishment having

branches in more than one state, major parts, mines, oil fields and the

railways and by the state governments and Union Territory administration

in all other cases. This Act applies to factories and other establishments.

In mines and other industry, the provision of the maternity benefit Act are

being administrated by the central government through the chief labor

commissioner (Central) and by the state Government in factories,

plantations and other establishments. The provisions of the workmens

Compensation Act are being administrated exclusively by state

governments.

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Employees provident funds and miscellaneous provisions act, 1952

Employees provident funds scheme, 1952

Employees Deposit linked Insurance scheme, 1976

Employees pension scheme, 1995.

COVERAGE OF ESTABLISHMENT AND MEMBERS

Presently the Act is applicable to 180 specified Industries classes

of establishment as if specified in schedule I of the act or any activity

notified by the central government in the official gazette and employing

20 or more persons. As on 31st March 2003 there were 3,44,508

establishment and factories covered under the Act with a membership of

394.98 Lakh under EPS scheme both in the exempted and un-exempted

sectors. With effect from 01/06/2001, an employee on joining the

employment in a covered establishment and getting the wages up to

Rs.6500 is required to become a member.

Benefits under the scheme

Partial withdrawals by way of advances are allowed to members

for specified purposes. During the year 2002 to 2003, financial assistance

was provided to the members by allowing partial withdrawals by settling

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4.64 lakh such caser & disbursing an amount of Rs. 1,373.73 crore.

Further 18.31 lakh claims under the Act were settled and an amount of

Rs. 6621.34 crore was disbursed.

EMPLOYEES PROVIDENT FUND ARREARS-

The provident fund arrears as on 31/03/2003 were of the order of

Rs.1511.79 crore. The EPS organization launches prosecution against the

defaulting employers under section-14 of the Employees Provident Fund

Act and prosecutes employers under section-406/409 of the Indian penal

code in case they deduct employees share of contribution but do not

remit the same to the fund. During 2002-2003 arrears amounting to

Rs.885.99 crores where realized.

Employees Deposit Linked Insurance Scheme, 1976

Employees Deposit linked Insurance scheme, 1976 is applicable to

all factories/establishments with effect from August 1/1976. All the

employees who are members of the employees provident fund are

required to become members of this scheme. Employers are required to

play contributions to the Insurance fund @ of 0.1% of pay i.e. basic

wages, dearness allowance including cash value of food concession and

retaining allowance, if any. During 2002-2003 a sum of Rs. 158.62 crore

comprising of employers contribution was deposited. During 2002-2003

there were 20,871 claims settled and an amount of Rs.51.99 crore was

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disbursed. At the end of 2002 to 2003, the EPFO had cumulative

investments of Rs.3485.22 crore under this scheme.

Employees Pension Scheme, 1995

Coverage

Employees Pension Scheme, 1995 has been introduced w.e.f.

16/11/1995. With the introduction of the pension scheme, the estawhile

family pension scheme, 1971 has ceased to operated. How-ever, the

pensioners who were drawing benefit under the erstwhile family pension

scheme, 1971 will continued to draw family pension under the employee

pension scheme, 1995.

Eligibility

Member who attaining age of 58 years and having rendered

minimum rendered minimum 10 years contributory service (including the

membership period and with cared family pension scheme, 1971) shall

quality for superannuation pension. Those members who served less than

10 years shall be eligible for scheme certificate or withdrawal benefit as

the case may be.

Benefits under the scheme-

Employees pension Scheme, 1995 provides the following benefit

package:

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Superannuation on attaining on age of 58 years.

Retirement benefits

Permanent total disablement

Death during service

Death after retirement/superannuation/permanent total

disablement.

Childrens pension

Orphan pension

The category-wise breakup of pension claims (all benefit) settled

by EPFO during the year 2002-2003 is indicated in the following.

Category of claims Number of claims settled

Monthly pension benefit 356870

Life assurance benefit 3758

Retirement-cum-withdrawal benefits 832052

Refunds 20013

Total 2212693

Contribution to pension fund-

The scheme is financed by transferring 8.33% of the provident

fund contribution from employers share and by contribution@1.16% of

basic wages by the central government. All accusations in the ceased

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family pension fund constitute the corpus of the pension fund. During the

year 2002-2003, Rs.4787.84 Cr. were received as pension fund

contributions, out of which, Rs.4387.84 cr. Were collected from

employers share & Rs. 400 cr.were contributed by the central Govt.

Pension beneficiaries

6.14 the beneficiaries of the ceased family pension scheme

continue to get benefit under the new pension scheme. As on 31 st /

03/2003 there were 7,50,657 members, 3,87,752,spouses, 2,90, 916

children, 5,808 orphans and 6,537 nominees receiving pension under the

scheme. Total amount disbursed among the pensioner & during the year

was Rs.995.89 cr. Through the nationalized banks and Post-offices.

Modernization Programme-Reinventing EPFO

6.15 EPFO has its operational presence in over 260 locations

through-out the country employs over 20,000 personnel and has

undertaken a comprehensive information technology reform agenda,

aimed at creating a country-wide integrated information network.

A programme designated, as Re-inventing-EPS India seeks to

achieve the following:

A unique social security identification number to be allotted

to each subscriber.

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A separate unique number will also be given to

establishments as their business number.

Subscriber member can go to any number of field offices,

access his account and get information, i.e. any time-any

were service is sought to be provided.

The compliance function will be IT-enabled through a

system of intelligence gathering and third party information

collection.

THE EMPLOYEES STATE INSURANCE SCHEME

Coverage

The ESI Act provides for health core and cash benefit payment in

the care of sickness, maternity and employment injury. The Act is

applicable to non-seasonal factories using power and employing 10 or

more persons and non power using factories and certain other

establishment employing 20 or more persons.

The Act is being implemented area-wise in a phased manner. The

ESI scheme is operated in 783 centers situated in 29 state/union

territories, As of now, over 78.65 lakh insured person and about 303.73

lakh beneficiaries are covered under the scheme. The number of factories

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and establishment covered by the end of the year had gone up to about

2,55,000.

Administration

The ESI scheme is administered by a statutory body called the

Employees State Insurance Corporation (ESIC) which has members

representing employers employees central & state Govt. medical

profession at the parliament. The union minister for labour is the

chairman. A standing committee constituted from among the members of

the corporation acts as the executive body for administration of the

scheme and is chaired by the additional secretary to the govt. of India,

Ministry of labor. There are 21 regional boards and 358 local committee

in existence at present. The director General (ESIC) is the chief executive

officer of the corporation and is also an Ex-officio member of the

corporation. The ESI Corporation, apart from the headquarter office

located at Delhi, has a number of field offices through-out the country.

The Corporation has 23 regional offices, 16 sub-regional and divisional

office, 625 local offices, 299 instruction offices and 215 pay offices all

over 5 the country for administration of the scheme.

Funding And Operation of the Scheme

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The ESI Scheme is mainly financial from the contribution from the

Employers and employees. The rate of Employers and the Employees

contribution are 4.75% and 1.75% respectively. The state Govt. share of

the expenditure on the provision of medical core is to the extent of 12.5%

(1/8 within per capita ceiling). The corporation has prescribed a ceiling

medical core, from 1st April, 2003 the ceiling on expenditure insured

person family unit has been increase to Rs.700 per annum and has been

raised to Rs.750 per Annum w.e.f. 1st/April/ 2004 All capital expenditure

on construction of ESI hospitals, and building including their

maintenance is born by the ESI Corporation.

HEALTH BENEFITS

The scheme provides full medical facility, from primary health

core to super-specially treatment in respect of the insured person. The

medical core under the scheme is administrated by the start Govt. who

have the statutory responsibility is the regard except in the national

capital region of Delhi and Noida areas in Uttar Pradesh. The corporation

also administer directly the five occupational disease centers com gener

hospital one each at Delhi, Pune, Chennai, Kolkata and Nagda (M.P.)

ESI Medical Infrastructure (as on 31st/03/2003)

Number of ESI hospitals 142

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Number of ESI annexes 43

Number of beds constructed 23,856

ESI hospitals

Number of beds in ESI annexes 867

Number of beds deserve instate govt. 4000

Hospital

Number of insurance medical practitioners 6812

Number of ESI Dispensaries 1447

Number of Panel clinics 2651

Achievements of the ESI Corporation for the year 2002-03.

ESI schemes today provides social protection to 310 lakh

beneficiaries through a large network of 142 hospitals, 43

annexes, 1452 dispensaries, 2000 clinics and 840 local

offices etc.

During 2002-03 the corporation took over ESI hospital at

Hyderabad, Jaipur, Rourkela, Sahibabad, Pne, Chandigharh,

Assam, Bangalore, Ranchi, Patna and Gauhati for their

development as a model hospital.

The ceiling for commutation of partial disablement benefits

has been raised from the existing Rs.10,000 to Rs.30,000.

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Family photo-identity Cards has been issued to about 70%

insured person. To check misuse of medical facilities.

Over 6 lakh law paid workers drawing wages up to Rs.10

per day have been exempted from contribution to the ESI

scheme.

The ceiling on expenditure pey insured person finally unit

has been enhanced to Rs.750 per annum w.e.f. 1st/April/04

The wage ceiling for coverage under ESI scheme has been

increased from Rs.6500 to Rs.7500 w.e.f.1st /04/2004

Payment of Gratuity Act 1972

Payment of gratuity act, 1972 applies to factories and other

establishments employing 10 or more persons, on completion of 5 years

service, the employees are entitled to payment of gratuity @ 15 days

wages for every completed year of service of part thereof in excers of six

months subject to a maximum of Rs.3.50 lakh. The Current maximum

limit is applicable from 24th/09/1997. The wage ceiling for coverage

under the act has since been removed w.e.f. 24th/05/1994.

Workmans Compensation Act,1923

The Act provides for payment of compensation to workmen and

their dependants is case of injury and accident (including certain

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occupational disease) arising out of and in the course of employment and

resulting in disablement or death. The act applies to the railway-servants

and persons employed in any such capacity as is specified in schedule-11

of the Act. Schedule-11 includes persons employed in factories, mines,

plantations, mechanically propelled vehicles, construction works and

certain other hazardous occupation. Minimum rate of compensation for

permanent, total disablement and death has been fixed at Rs.90,000 and

Rs.80,000 respectively. Maximum amount of death and permanent total

disablement can go up to Rs.4.56 Lakh and Rs. 5.48 Lakh respectively

depending on age and wages of workman.

Maternity Benefit Act 1961

The maternity benefic Act, 1961 regulates employments of women

in certain establishments for a certain period before and after a child birth

and provides for maternity and other bnefits. The Act is applicable to

mines, factories, circus industries, plantations, shops and establishment

employing 10 or more persons except employees covered under the

employees State Insurance Act 1948. It can be extended to other

establishments by the state governments. There is no wage limits for

coverage under the Act.

Introduction to Employees State Insurance Act, 1948

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An act to provide for certain benefits to employees in case of

sickness, maternity and employment injury and to makes provisions for

certain other matter in relation there to.

COVERAGE

Coverage under the ESI Act. 1948

The Act was originally applicable to non-seasonal factories using

power and employing 20 or more person, but it is now applicable to non-

seasonal power using factories employing 10 or more persons and non-

power using factories employing 20 or more persons.

Areas Covered

The ESI scheme is being implemented area-wise by stages. The

Scheme has already been implemented in different areas in the following

States/Union Territories.

States

All the States except Nagaland, Manipur, Tripura, Sikkim,

Arunachal Pradesh and Mizoram.

Union Territories

Delhi, Chandigarh and Pondicherry

Coverage of Employees

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A monthly wage limit is prescribed by the central Govt.for the

purpose of coverage of employees/workers of the forcesaid factories or

establishments. An employee has been defined under Section 2(9) of the

Act and means any person employed for wages in or in connection with

the work of a factory or establishment to which this Act applies. The

wage ceiling is enhanced from time to time. The existing ceiling effective

from 1.10.2006 is Rs.10,000 1- per month.

Linkages of Performance with other functions-

ESI

An Introduction

The Employees State Insurance Scheme it a unique

multidimensional self financing social security scheme in which every

contributor is a benefactor and a beneficiary. This integrated scheme of

health insurance provides comprehensive medical cover and cash benefits

in the contingencies of sickness, maternity, disablement and death due to

employment injury to the insured persons and their dependants. The ESI

Act, 1948 provided the conceptual break through in the development of a

social-security scheme that has over the years metamorphosis into the

countrys largest worker welfare programme in terms of geographical

reach, demographic coverage and multifaceted services.

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The Scheme is based on the concept and principle of polling of

risks and resources. It is a scheme in which the workers contribute

according to their capacity and derive benefits as per their needs.

Organization:

At the national level, the ESI Scheme is administered by a statutory

body called the Employees State Insurance Corporation set-up under

employees state Insurance Act, 1948, the corporation comprises

representatives of employees, employers, the Central Government, state

Government, medical profession and the parliament. A standing

Committee, constituted from amongst the member of the Corporation on

matters related to the provision of medical care. The director General,

who is the chief Executive of the Corporation, is also an ex-officio

member of the corporation and its standing committee. It the Regional

level, Regional Boards have been constituted in each state, and at the

grassroots level local Committees have been formed that function as

advisory bodies.

Finances-

The Scheme is funded by contributions emanating from employees

and employers of covered factories and establishments in the

implemented areas.

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The rates of contribution payable by employees and employers are

as under-

1) Employees Contribution- 1.75 percent of the wages.

2) Employers Contribution- 4.75 percent of the wages.

The State Governments contribute 12.5 percent of expenditure on

medical care of ESI beneficiaries.

Advantages To Employers-

Employers who come under the purview of the ESI Act, 1948

derive the following benefits from the applicability of the Act-

(i) Employers are absolved of all liability of providing

Medicare facilities to employees and their dependants in

kind or in the form of fixed cash allowance,

reimbursement of actual expenses, lump sum grant or

opting for any health insurance policy of limited scope.

(ii) Employers are exempted from the applicability of the:

(a) Maternity Benefits Act

(b) Wormers Compensation Act.

(iii) Employers have at their disposal a well secured

workforce an essential ingredient for better productivity.

Benefits of Employees:

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The Social Security (Minimum Standards) Convention No. 102 of

the International labour Conference on 28.05.1952 defined nine branches

of social security benefits.

The Employees State Insurance Corporation has already adopted

and extended five major benefits to the insured workers.

The Scheme is based on the principle of single contribution, single

administration for comprehensive package of social security benefits that

include.

1. Medical Benefit

2. Sickness Benefit

3. Maternity Benefit

4. Employment Injury Benefit

a) Temporary Disablement benefit

b) Permanent Disablement benefit

5. Dependants benefit-

In addition, the scheme also provides some other need based

benefits to insured worker. There include.

(i) Funeral expenses

(ii) Rehabilitation allowance

(iii) Vocational Rehabilitation

(iv) Old age medicare

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Part-II

BENEFITS UNDER THE SCHEME

Medical Benefit-

The Scheme provides full range of medical core, namely, (i) out-

patient services (ii) Specialists services, and (iii) Hospital services,

through a network of dispensaries, diagnostic centers ESI hospitals etc.

All Insured persons and members of their families are entitled to

full and comprehensive medical care package consisting of

(i) Out-patient treatment

(ii) Domicialist Treatment (treatment by visits at their

residences)

(iii) Specialist consultation

(iv) In patient treatment

(v) Free supply of drugs, dressings, artificial limbs, aids and

appliances.

(vi) X-ray and laboratory investigations.

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(vii) Vaccination and preventive inoculations,

(viii) Ante-natal care, confinement and post-natal care

(ix) Ambulance service or conveyance charges for going to

hospitals, diagnostic centres etc. wherever admissible.

(x) Family welfare services and other national health

programme services,

(xi) Medical certification

(xii) Special provisions including super specialist facilities.

Infrastructure (Medical)

The Medical Care under the employees State Insurance Scheme is

provided both through the service (direct pattern) as well as the indirect

method using the panel system. Under the service system, about 1442

dispensaries have been set up all over the country. In the panel system,

3076 private clinics of medical practitioners provide treatment to the

beneficiaries.

Medical infrastructure under the ESI scheme as on 31.3.2003.

Sl.No. Particulars As on 31.3.2003

1 No. of Hospitals 142

2 No. of annexes

3 No. of beds in

a) ESI Hosp./annexes 23500

b) Govt.& other hospitals 3800

4(a) No. of dipenseries 1447

(b) No. of clinics of IMPs 2987

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CASH BENFFITS

A. Sickness Benefit-

Sickness Benefit represents periodical payments made to an

insured person during the period of certificate sickness. To quality for this

benefit contributions should have been paid for atleast half the number of

days in the relevant contribution period. The maximum duration of

availing sickness benefit is 91 days in two consecutive benefit periods.

The sickness benefit rate is roughly equivalent to 50% of the average

daily wage of an insured person.

After exhausting the sickness benefit payable up to 91 day, an

insured person if suffering from tuberculosis/leprosy, mental and

malignant diseases or any other specified long-term disease is entitled to

extended sickness benefit at a higher rate of about 70% of average daily

wage for a further period of 124 days two years provided he has been in

continuous service for a period of 2 years or more in a factory or

establishment to which the provisions of the Act apply and fulfils the

contributory conditions as per corporations resolution.

The list of these long-term diseases is constantly reviewed by the

corporation on the recommendations of the Medical Benefit Council and

includes 29 diseases presently.

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B. Maternity Benefit -

Maternity implies periodical payment to an insured woman in care

of confinement or mis-carriage for sickness arising out of pregnancy,

confinement, pre-mature birth of child or mis-crriage, certified by a duly

appointed medical officer or mid-wife. For entitlement to maternity

benefit, the insured women should have contributed for not less than eight

days in the immediately preceding two consecutive contribution periods

corresponding to the benefits period in which the confinement occurs or it

is expected to occur. The daily rate of benefit is double the standard

sickness benefit rate.

Maternity benefit is payable for a maximum period of 12 weeks in

case of confinement, 6 weeks in care of mis-carriage and additional one

month in case of sickness.

C. Disablement Benefit-

In case of temporary disability arising out of an employment

injury, disablement benefit is admissible to an insured person for the

entire period so certified by the Insurance Medical officer Insurance

Medical Practioner for which the insured person does not work for wages.

The benefit is not subject to any contributory condition and is payable at

a rate equivalent to about 70% of the daily average wages. The benefit is

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however, not payable if the incapacity does not exceed 3 days excluding

the date of accident.

The rates of Disablement Benefit are determined in a accordance

with the provisions of Rule 57 of ESI (Contral) Rules, 1991.

D. Dependants Benefit

Periodical pension is paid to dependant of an insured person who

dies as a result of an employment injury. The widow receives monthly

pension for like or until re-marriage, at a fixed rate equivalent to 3.5th of

the disablement benefit rate and each child is paid an amount equivalent

to 2/5th thereof until he/she attains 18 years of age, provided that in case

of infirmly the benefit continues to be paid till the infirmity lasts. The

Benefit is not payable to married daughters. In case the insured person

does not leave behind any widow or child, the benefit is payable to other

dependants. The amount of pension paid to the dependants of deceased

insured person is linked with he cost of living index and periodical

increases are sanctioned from time to time.

E. Funeral Expenses-

Funeral expenses are in the nature of lump sum payment up to a

maximum of s. 1500/- made to defray the expenditure on the funeral of a

deceased insured person. The amount is paid either to the eldest surviving

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member of the family or, in his absence, to the person who actually incurs

the expenditure on the funeral.

F. Rehabilitation Allowance-

The Corporation vide its Resolution dated 22.12.1979 has decided

to grant Rehabilitation Allowance to the insured persons for each day on

which they remain admitted in an Artaycial limb centre on the rates,

which generally conform to double the standard Benefit rate. The above

benefit was introduced with effect from 1.1.1980.

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PART-III

GUIDELINES FOR THE EMPLOYERS

1. Applicability of the Act

The scheme is implemented area wise. New geographical areas are

covered from time to time by the state/central government, keeping in

view the density of coverable industrial population within a given

geographical area called a centre.

The Act, in the first instance, applies to all factories using power

and employing ten or more persons, and, to non-power using

manufacturing units and establishments employing 20 or more persons

for wages within in scope of the implemented geographical area. As of

now employees of factories/establishment that fall within the ambit of

coverage and drawing wages upto Rs.6,500/- per month w.e.f. 1st January,

1997 are covered under the ESI scheme.

The provisions of the ESI Act have also been extended gradually to

the following classes of establishments;

a. Shops

b. Hotels & Restaurants

c. Road Motor Transport Undertakings.

d. Cinemas, including preview theatres,

e. Newspaper establishments.

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2. Definition of Factory/Establishment

For the purpose of coverage under the ESI Act, a Factory has

been defined as any premises, including the precincts thereof, whereon

ten or more persons are employed or were employed for wages on any

day of the preceding twelve months, and in any part of which a

manufacturing process is being carried on with the aid of power, or,

where or 20 or more persons are employed or were employed for wages,

on any day of the preceding twelve month and in any part of which, a

manufacturing process is being carried on without the aid of power.

From an analysis of this definition the essential requisites of a

factory emerge as under-

a- A premises with a certain defined boundary including the

precincts thereof, within a geographical area.

b- In any party of which, manufacturing process is carried on with

or without the aid of power.

c- and, in which ten or more persons are employed or were

employed for wages on any day in the preceding twelve months.

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3. Manufacturing Process

The term Manufacturing Process has been defined in the factories

Act, 1948 as under:-

Manufacturing process means any process for --------------

i) Making, altering, repairing, ornamenting, finishing, packing,

oiling, washing, cleaning, breaking up, demolishing or otherwise treating

or adapting any article or substance with a view to its use, sale, transport,

delivery or disposal

ii) Pumping oil or water or sewage or any other substance.

iii) Generating, transforming or transmitting power, or.

iv) Composing types for printing, printing by letter press,

lithography photo-gravure or other similar processes, or book binding,or,

v) Constructing, reconstructing, re-pairing, refilling, finishing or

breaking up ships or vessels, or

vi) preserving or storing any articles in cold storage.

vii) Tapping, collecting, cross matching and keeping in battle, the

blood or whole human blood.

4. Power

The term Power means electrical energy, gas or any other form of

energy, which is mechanically transmitted and is not generated by human

or animal agency. Electrical energy used in the case of photo studio or

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ironing of cloth etc. amount to use of power. These examples are

illustrative and not exhaustive.

5. Determining, Coverage of Factory/Establishment

While determining the Coverage of a factory or an establishment.

The following categories of persons are also to be counted in addition to

the persons employed directly by principal employer.

a) Persons on the roll of a factory, who are on leave with or without

wages.

b) A substitute/badli worker employed for wages.

c) Directors who are on the pay roll of a company

d) persons drawing over Rs.6500/- per month w.e.f. I

st

January,

1997 as wages but not coverable otherwise.

e) Persons employed by, or through a contractor, and working

under the direct supervision of the employer.

6. Wages

Wages means all remuneration paid or payable in cash to an

employee.

The following table will make the position clear in respect of

wages for determining dedications on account of ESI contributions.

The table is illustrative and not exhaustive.

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To be deemed as wages

1. Basic Pay

2. Dearness allowance

3. House rent allowance

4. city compensatory allowance

5. Overtime wages

6. Payment for day of rest

7. Production incentive

8. Bonus other than statutory bonus

9. Night shift allowance

10.Heat, Gas & Dust allowance

11.Payment for unsubstantiated holidays.

12.Meal / Food allowance

13.Suspension allowance

14.Lay off compensation

15.Children education allowance

Not to be demand as wages

1. Contribution paid by the employer to any pension/provident fund

or under ESI Act.

2. Any traveling allowance or the value of any traveling concession

conveyance allowance.

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3. Sum paid to defray special expenses entailed by the nature of

employment Daily, allowance paid for the period spent on tour.

4. Gratuity payable on discharge.

5. Pay in lieu of notice or retirenchment compensation.

6. Benefits paid under the ESI scheme.

7. Encashment of leave.

8. Payment of Inam which does not form part of the terms of

employment.

9. washing allowance for livery.

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ANNEXURE-C

ESIC FORMS & STATIONARY: USED BY THE EMPLOYERS

Forms are supplied free of cost by the local office. The employer

has to make an indent for the requisite number of forms to the appropriate

local office indicating there in the number of employees covered. Forms

generally required to be filled in by the employers are as under:-

Sl.

No.

Form

No.

Title Purpose

1. 01 Employers

Registration form

To be submitted by the employer at the

time of initial coverage, within 15 days of

the applicability of the Act.

2. 1 Declaration Form The particulars of the employees viz age,

sex, details of family members, nominee,

nature of work etc. duly completed to be

submitted to the appropriate local office /

Regional Office within 10 days of date of

insurable appointment

3. 3 Return of Declaration

forms

This is a covering letter for the declaration

forms to be submitted in duplicate to the

appropriate office.

4 1-B Change in the family This form is required when ever there is a

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particulars change in the particulars of the family or

when the insured person acquires family.5. 6 Return of

contributions

This has to be submitted in quadruplicate

to the Regional office along with the 6

challans of deposit of contribution within

42 days of the end of every contribution

period. A Nil return is to be submitted if

there are no employees in any contribution

period.

6 6-A In case contributions have been paid in

advance.

7. 16 Accident Report To be filled in triplicate (one copy to local

office another to IMO/IMP and third

office copy). The reports are to be

submitted within 48 hourse in ordinary

cases and immediately in death cases.

8. ESIC

32

In Accident cases

100%

This is needed to calculate the rate of

disablement benefit and should be

submitted along with the accident report.

9. Form

28

Abstention Initiated by the local office to be filled in

by the employer and returned to the local

office.

10. ESIC Certificate of Re- This form is to be given by the employer

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37 employment/continui

ng employment.

to an IP on re-entry into insurable

employment provided he has earlier been

debarred from medical benefit or where he

has been dis-entitled for medical benefit

due to non submission or delay in

submission of contribution returns. This

card will help the ip in getting the medical

benefit.

11. ESIC

53

Application for

change

This is required for effecting change in

dispensary.

12 ESIC

71

Wage/Contributory

record

Initiated by the local office to the

employer to ascertain the contributory

particulars in the absence of return of

contributions.

13. ESIC

72

Application for

duplicate identity

Card

To be filled in by insured person and

countersigned by the emp;oyer and

submitted to the local office.

14. ESIC

86

Certificate of

employment issued to

IP by employer

To authorize medical benefit to newly

appointed employees before their identy

cards/temporary identification certificates

are received.

15. ESIC

105

Certificate of

entitlement for

To be given to insured person going to

outstation on temporary duty or on leave

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medical treatment. to enable him and his family to obtain

medical benefit at out satation.16. S-III

S-IV

(cash) challans

(cheques) challans

To be filled in quardruplicate payment

deposited in the state Bank of India or any

other authorized bank within 21 days

following the end of the calendar month in

which contributions fall due.17. Certificate of

contribution payable

Where the employer has not deposited

contribution as prescribed under the

regulations he has to furnish this

certificate within 42 day, at the end of

contribution period.Amendments in the Employees State Insurance Act, 1948 under the

Act vide Employees State Insurance Act, 2010 (No.18 of 2010)

Benefit

Enhancing age limit of children for eligibility to dependants benefit

Sec.2(6A) (i) & (ii) : Age limit of dependant legitimate or adopted

son for eligibility to dependants benefits enhanced from 18 years to 25

years.

Action taken by ESIC

RDs to issue instructions to all officers/Bos to regulate

disbursement of DB accordingly.

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Income limit for dependent parents for eligibility to medical benefit.

See.2(11)(V) & 95 (off): Central Government has been empowered

to prescribe as income limit for determining dependency of parents of

insured persons for eligibility to medical care.

Action taken by ESIC

Instruction already issued to RDs/Sate Governments on 6-6-2010.

Inclusion of minor brother/sister in the definition of family-

Sec.2(11) (vi) : In care of unmarried Ps whose parents are also not

alive, dependant minor brother or sister have been made eligible for

medical care.

Action taken by ESIC

Replacing the words insured person with employee

Sec. 51-A to 51D: The words insured person in sec. 51-A to 51-D have

been substituted with he words employee to prevent misues/mis-

interpretation by persons who remain IPs offer going out of employment

and suffer injury.

Treating commuting Accidents as employment injury

Sec.51-E: A new sec. 45-E has been added to treat commenting accident

as employment injury if nexus between circumstances, time, place and

employment is established.

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Action taken by ESIC

Instructions to RDs and SROs issued on 6-6-10.

RDs to bring it to the notice of all officers Bos.

Continuance of medical care to Ips retiring under VRS/pre-mature

retirement.

Sec.56(3) & 95 (ehh): Continuing medical care to IPs retiring

under VRS schemes or taking premature retirement and their spouse on

payment of contribution of Rs.120 per annum and satisfying other

eligibility conditions as in case of IPs retiring after attaining age of

superannuation.

Action taken by ESIC

Rule-61 Reg. 103-B being amended

Instructions to RDs and SRos issued.

Changes in Branch office Manual.

Coverage

Sec1(s): The notice period for extension of the scheme to other

categories of establishments by appropriate government has been

reduced from 6 months to one month.

Coverage of all apprentices other than those under Apprentices

Act

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Sec.2(9): Apprentices appointed under the standing orders of the

establishment and those in whose case training period is extended are

now coverable under the Act.

Change in definition of factory

Sec.2(12) : As per the amended definition, factory now means of

any premises/precincts, where 10 or more persons are employed

irrespective of whether power is used in the manufacturing process or not.

Further, all persons including those drawing wages above the wage limit

can now be taken into account for the purpose of counting 10 persons for

coverage of a factory.

Action taken by ESIC

Instruction issued to RDs on 6-6-2010.

RDs to ensure coverage of factories as per amended definition.

Contribution Assessment

Time-limit for assessment of contribution under Sec. 45A

Sec.45(A): Time limit of 5 years has been prescribed for arresting

contribution under sect. 45-A. Presently there is no time-limit on

determining and claiming contribution for past periods by the

assessing officers under sec.45-A. A reasonable time limit for the

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same has been prescribed in the light of observations made by Honble

supreme Court in the case of CC Santha Kumar.

CHAPTER-IV

RESEARCH METHODOLOGY OF THE PROJECT-

Research methods refer to methods research uses in performing

research use in performing research operation in this I have studies the

various steps that are generally adopted be a a researcher in studying their

search problem along with the logic behind them. When I talk of research

methods I also consider the logic behind the methods.

Problem Formulation-

1. Demand of workers are increasing day-by-day.

2. Skilled workers are required.

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3. Right person for the right Job (is a critical decision)

4. Workers are considering social security in addition of their work

assigned

5. The various labor lows made for workers benefit yet to by

implemented accordingly.

6. Facilities essential for normal working conditions are lacking some

how (Refreshment)

7. Superiors considering more towards work then working

environment.

8. Working shifts are lengthy.

Objective of Project

1. To ensure fair terms of the work men.

2. To prevent the disput between employers & employees so that

production might not be hindered.

3. To consider compensation payable by an employer to his work

men in cse of an accident as of measure of relievs & social security

4. To study the working condition of workers in standard organization

5. To make an assessment of H.R. practices.

Scope of study

1. The scope of study is limited to B.B. Ltd.

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2. The people consulted belongs to B.B. Ltd.

Period of Study (6 years from 2003-04 to 2008-09)

Method of Study

Collection of data from annual reports of 2003-04 to 2008-09

Companys system manuals

Questionnaire distribution among workers re-collecting the field

questionwire and drawing inference from them.

Quoting suitable solutions for problems.

Source of Information (Method of data collection)

(i) Primary data

(ii) Secondary data

Primary data: For this I refer to personal interviews general discussion

with the employers. I prepared a format of questionnaire containing

question related to various issue A copy of the questionnaire is added in

the appendix.

Sampling Plan:

Elements:

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The forget population of the study included the all the population

of workers (256-on payroll)

Time: 30 October- 10 Dec 2010

Sample Size: Universe (all the worker population was under

consideration)

Data Analysis Technique

Quantities Technique is used for data analysis

Data Analysis Tools:

For the analysis of data pie chart & Bar chart are used.

Secondary data:

For this I referred to company manual books, Journals, company

profile and performance appraisal from.

Secondary data

Annual report 2004-05 to 2008-09

Manuals

Website of the company

Questionnaire

Statistical tools & Techniques

Graphical presentation

Tabulation of Data

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Limitation of Study

Data of B.B. L. Varanasi (Varanasi is the main branch of B.B.L.

but its data is not published (separately)

All data are historical

All inherent limitation of statistical tool.

Time period was short.

Policies of company of not providing all information

The probing regarding information collection was not so effective

because of companys policy.

Some officers were hesitating of providing information.

Workers were not talking a much interest for filling questionnaire

Authenticity of response was on utmost good-faith.

The outcome of study lie on the statistics of response.

Significance of study for company

Company will achive its target easily & on time

Company improve team work, as employees get to know each

other better.

Higher quality products & services due to providing social-security

by organization

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Good will of company will increase.

Industry

Good will of company will increase, thus industry would be more

competitive regarding social security for workers.

Industries find it more comfortable regarding scaling and

implementation of social security of workers

Optimum utilization of skilled workers.

Industry will adopt the concept of LPG (Liberalization

privatization globalization)

Employee/Workers

More energetic employees.

Workers would more productive.

Benefits which the company provides to workers.

Government

Government will make laws for safeguard and interest workers.

Ability of company of generate revenue & its contribution

economic development of country.

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It is easier for govt. to cheack different parameters applied in

different organization/industries related to social security of

workers.

Academicians

This study will enhance knowledge of academicians that how

social security planning can be formulated in an efficient economic

way.

Application of various techniques like E.S.I. employee provident

fund G.S.L.I. etc.

Academicians can get working knowledge of social security.

CHAPTER-V

ANALYSIS OF DATA

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(Preparation of Table & Interpretation)

(A) Organizations Management & Leadership

1. I have confidence in the leadership of the organization:-

Yes 80

No 0

Cant Say 20

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2. Managers create a sense of teamwork and spirit.

Yes 85No 0

Cant Say 15

Inference: - organization fallows team work and leadership culture.

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3. Managers help create a dialog with employees:-

Yes 70No 0

Cant Say 30

(B) Benefits

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1. The benefits I received are reasonable:-

Yes 40No 0

Cant Say 60

Inference:- There is good dialog relation in between superior and

subordinates but workers are not satisfied with benefits provided.

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3. The benefis offered provide security and satisfaction for me and

my family:-

Yes 35

No 0

Cant Say 65

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(C) Communication

1. I can speak freely to my superiors on a variety of topics:-

Yes 83

No 0

Cant Say 17

Inference:- One part of family responsibilities workers are not satistied

but can freely speak to there

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2. Co- Workers subordinates are willing to listen to my ideas.

Yes 84No 0

Cant Say 16

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3. My superiors have interpersonal skills:-

Yes 85No 0

Cant Say 15

Inference:- Sperior having interpersonal skill, and the also listen to new

ideas.

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4- There is good communication between me & my superior.

Yes 85No 0

Cant Say 20

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(D) Problem Solving-

1. My organization focuses on solving problems instead of finding

faults:-

Yes 60

No 0

Cant Say 40

Inference:- Communication is good between go workers & superior but

problem solving depends upon situational factors.

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2. We work to anticipate problems and develop appropriate solution:-

Yes 65No 0

Cant Say 15

Inference:- All over we can out find out that co-ordination is good.

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(E) Pay/ Wages

1. Company maintain a competitive pay and benefits package:-

Yes 40

No 0

Cant Say 60

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2- I am satisfied with the level of pay I receive:-

Yes 46No 0

Cant Say 34

Inference:- Employee are not satisfied with salary and incentive structure.

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3. I am fairly and timely according to my work:-

Yes 55No 0

Cant Say 45

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(F) Performancc

1. I am held accountable for achieving specific result:-

Yes 70

No 0

Cant Say 30

Inference:- wages structure is low and work lead is more.

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2. My organization has specific performance measures:-

Yes 40No 0

Cant Say 60

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3. Performance measures are evaluated on a regular basis:

Yes 30No 0

Cant Say 65

Inference:- Majority of peoples are not aware of organizations

performance measure criteria and its usage.

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(G) Performance Appraisal

1 I receive regular performance reviews:-

Yes 49

No 0

Cant Say 51

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2. I understand how I am evaluated.

Yes 15No 60

Cant Say 25

Inference:- There is very poor awareness about performance evaluation

process its schedule.

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3. The performance assessment process if fair:-

Yes 25No 0

Cant Say 75

(H) Top satisfaction

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1. The job given to me is according to my skill/knowledge:-

Yes 45No 0

Cant Say 55

Inference:-Employees are not satisfied with performance assessment &

top satisfaction is also very low.

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2. I am satisfied with my present assignment:-

Yes 55No 0

Cant Say 45

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3. I receive personal satisfaction from doing a good job:-

Yes 59No 0

Cant Say 41

Inference: Kind of job done is for livelihood & people are dissatisfied by

kind of work & wages structure.

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(1) Reward/Recognition

1. Company values my work:-

Yes 74

No 0

Cant Say 26

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2. Employees are recognized for good work performance by superiors:-

Yes 49No 0

Cant Say 51

Inference:- Good work appraisal is only for situational purpose I,e.for

getting more work from workers.

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3. Performance incentives are clearly linked to standard and Goals:-

Yes 89No 0

Cant Say 18

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(J) Team Work

1. We Work as a Team:-

Yes 82

No 0

Cant Say 18

Inference:- Team work and performance incentive are good.

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2. I feel , I am part of the team:-

Yes 96No 0

Cant Say 04

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3. Leaders promote teamwork:-

Yes 89No 0

Cant Say 11

Inference:- Team work is in culture of organization & leaders are capable

to motivate there team.

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4. My organization work well

Yes 90No 0

Cant Say 10

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5. Information is freely shared among all team member:-

Yes 85No 0

Cant Say 15

Inference: Synchronization in organization is very good.

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(K) Service Condition

1. Company helps employees find an ideas balance between work and lite

responsibilities.

Yes 94

No 0

Cant Say 6

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2. Company offers excellent parking facilities:-

Yes 67No 0

Cant Say 33

Inference :- On demand of employees leave is granted according to need,

parking facility is so.

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3. Company is family friendly place to work

Yes 74No 0

Cant Say 26

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4. I have enough time to do work:-

Yes 57No 0

Cant Say 43

Inference : Environment is friendly but work load is on employees.

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(L) Training & Development

1.

Yes 49

No 0

Cant Say 51

1.

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Company, invest in employees through training and development

2. I have received good training to do my Job.

Yes 53

No 0

Cant Say 47

Inference:- Training facility for employees is not up to the mark.

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3. The new employee orientation program is very informative:-

Yes 76No 0

Cant Say 24

Inference:- Now organization is recognizing the need of training &

development program and workers are also equally participating.

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In your opinion what areas help improvement at your work place?

a. On a scale of excellent to poor, how would you rate yur overall

employment with the company and why?

1. ------(a) excellent ------------ (b) Average ------------ ( c ) poor -----------

Excellent 20

Average 80

Poor 0

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Would you refer others who are seeking employment to B.B.L.

Yes 74No 0

Cant Say 24

Inference:- Employees are seeking some other opportunities.

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Conclusion:-

There is lots of unnecessary paper and clerical work load on

working staff.

As a matter of fact all working of the company depends on the

efficiency and devotion of the employees and owner of the

company. The company Banaras beads limited has a good

reputations in foreign Country. It produces high quality of

products. When it comes of to enjoy a good market share then we

see that is not so good because producing the good quality of

product is not only the criteria to capture market BBL does not

enjoy the domestic channel market so it is unable to ensure proper

and timely delivery of their products to customers as a result

customers do not have faith in it.

The study is based on the information gathered the by upper level

employees as well as lowing level employees through personal

interview.

In this firm every department is computerize. Here many advance

facilities are provided

It is a concern which export and sales its products to foreign parties

and in domestic market.

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This organization has hold high position in beads and carpet export

trad. This concern is exercising progress day by day.

Finding:-

The first things I found that workers are very co-operative with

each other

Waste raw material is used in various ways.

Cameras are fitted in each and every department.

Workers are very hard working and they work in very hot place.

Limited number of female employees.

Workers are not allowed to leave their place & go out until they

have a gate pass.

Paintings done on the beads is done by the hands not by machines.

There is not proper wash-room facility for separate department.

Suggestion & Recommendation-

1. Dress code should be there for all the workers and staff.

2. Drinking water should be available at all the place so that staff

wont have to call the peon for the water.

3. A good first aid room with all facilities should be there.

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4. A company should get the glass bead manufacture itself in its

factory, instead of getting than produced outside, the will save and

in getting the work done.

5. There should be a good canteen.

6. Time is major constraint in Todays business, so BBL should

ensure that the products are delivered in time.

7. For new design of beads the expert should consult the foreign

expert who are creating these design and should participated in the

trade fare organize in abroad where latest design are displayed.

8. Packing of good should be done properly as to avoid physical

damage during the transit to goods as well as workers.

9. It is suggested that the top management should aim at reducing the

unnecessary burden and go for more professionalism in

management of the company by employing better qualified staff

like.

10.MBAS from different renowned institution to hand leth jobs related

to production marketing, sales distribution in financial

management.

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Bibliography

1.Human Resource department & Finance and Accounts

department of B.B.L.

Brochure of B.B.L.

Booklet of B.B.L.

Employees database.

Annual Report 2003-009

Stores manual

2. Websites

WWW.Cea.Com

WWW.Beadsonwed.Com

WWW.Banarasbead.Com

WWW.Google.Com

3. Book writer publisher

Human resource V.S.P.Rao vikaspublication management.

Personnel management Anand. S. Agrawal

Human Resource Management-Text & cases (fifthedition) K Vikas

publication A Swathappa Cation

Risearch Methodology C.R. Kothari

http://www.cea.com/http://www.beadsonwed.com/http://www.banarasbead.com/http://www.google.com/http://www.cea.com/http://www.beadsonwed.com/http://www.banarasbead.com/http://www.google.com/

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Financial management I.M. Pandey Vikas Publication.