Anbu Selvan Alignment
-
Upload
sudhish-krishna-k -
Category
Documents
-
view
257 -
download
0
Transcript of Anbu Selvan Alignment
-
8/2/2019 Anbu Selvan Alignment
1/36
CHAPTER-I
INTRODUCTION
1.1 BACKGROUND OF THE STUDYWelfare provides the satisfaction to the employee and increases their productivity. It is the
responsibility of the organization to provide the benefits to the employees. If employees are
satisfied, it increases the productivity of the employees and also provides the growth to the
organization. Now a days employees are considered as a valuable asset of the organization. If
these assets are glossed over, it leaves an adverse impact on the growth of the organization.
Growth and development of the organization is directly proportionate to the welfare of the
human power. So the employee welfare is one of the important elements of the organization.
Welfares aim is to increase the productivity in an organization. Welfare always has a positive
impact on the relationship between management and employees. Welfare is an important
function of the Human Resource department. Every department in an organization formulates
their objective in accordance with the organization objectives and to achieve those objectives
strategies are formulated. Human Resource strategy follows organizational strategy with
some interactive linking.
Welfare provides the satisfaction to employees to increase their productivity. Training is
one of the welfare activities currently. Training refers to the act of increasing the knowledge
and skills of an employee for doing a particular job. Training implies activities that teach
employees how to perform their jobs better. Selecting people of quality with caliber and
potential is not enough in todays competitive world. They need to be trained and groomed to
make a bloom and to contribute their best. After a person is selected and appointed to the
position or job for which he was selected, the next task for the manager is to see that he
adjusts himself in the job as quickly as possible so that he may be able to perform his job
efficiently and successfully. He may be in the need of some training to sharpen his
knowledge and skills so that he may perform his job well.
Even experienced employees with a long service need to improve their knowledge and
skills so as to perform their job in a more efficient way. They also need to update their
knowledge and acquire improved skills to retain and improve their position in the
organization.
-
8/2/2019 Anbu Selvan Alignment
2/36
They also need to be groomed and developed to meet their future responsibilities and to
reach higher levels of managerial positions. All this requires consistent and continuous
programmes of training and development. It is responsibility of the personnel department to
devise a continuous and proper training and development programmes to fulfill enterprise
present goals and future needs.
1.2 HISTORY OF WELFARE MEASUREAccording to Robert Henry Nelson, The medieval Roman Catholic Church operated a
far-reaching and comprehensive welfare system for the poor.
The concepts of welfare and pension were put into practice in the early Islamic law of
the Caliphate as forms ofZakat(charity), one of the Five Pillars of Islam, since the time of
the Rashidun Caliph Umar in the 7th
century. The taxes (includingZakatandJizya)
collected in the treasury of an Islamic government were used to provide income for the
needy, including the poor, elderly, orphans, widows, and the disabled. According to the
Islamic jurist Al-Ghazali, the Government was also expected to store up food supplies in
every region in case a disaster or famine occurred.
There is relatively little statistical data on welfare transfer payments before the Middle
Ages. In the medieval period and until the Industrial Revolution, the function of welfare
payments in Europe was principally achieved through private giving or charity. In those
early times, there was a much broader group considered to be in poverty as compared to the
21st
century.
Early welfare programs in Europe included the English Poor Law of1601, which
gave Parishes the responsibility for providing welfare payments to the poor. This system was
substantially modified by the 19th
century Poor Law Amendment Act, which introduced the
system ofworkhouses.
It was predominantly in the late 19th
and early 20th
centuries that an organized system of
state welfare provision was introduced in many countries. Otto Von Bismarck, Chancellor of
Germany, introduced one of the first welfare systems for the working classes. In Great
Britain the Liberal Government of Henry Campbell-Bannerman and David-Lloyd
George introduced the National Insurance system in 1911, a system later expandedby Clement Attlee.
http://en.wikipedia.org/wiki/Medievalhttp://en.wikipedia.org/wiki/Roman_Catholic_Churchhttp://en.wikipedia.org/wiki/Pensionhttp://en.wikipedia.org/wiki/Shariahttp://en.wikipedia.org/wiki/Caliphatehttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Five_Pillars_of_Islamhttp://en.wikipedia.org/wiki/Rashidun_Caliphatehttp://en.wikipedia.org/wiki/Umarhttp://en.wikipedia.org/wiki/Taxhttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Treasuryhttp://en.wikipedia.org/wiki/Incomehttp://en.wikipedia.org/wiki/Povertyhttp://en.wikipedia.org/wiki/Old_agehttp://en.wikipedia.org/wiki/Orphanhttp://en.wikipedia.org/wiki/Widowhttp://en.wikipedia.org/wiki/Al-Ghazalihttp://en.wikipedia.org/wiki/Disasterhttp://en.wikipedia.org/wiki/Faminehttp://en.wikipedia.org/wiki/Statistichttp://en.wikipedia.org/wiki/Transfer_paymenthttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/Medievalhttp://en.wikipedia.org/wiki/Industrial_Revolutionhttp://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Charity_(practice)http://en.wikipedia.org/wiki/Englandhttp://en.wikipedia.org/wiki/Poor_Lawhttp://en.wikipedia.org/wiki/1601http://en.wikipedia.org/wiki/Parishhttp://en.wikipedia.org/wiki/Poor_Law_Amendment_Acthttp://en.wikipedia.org/wiki/Workhousehttp://en.wikipedia.org/wiki/Otto_von_Bismarckhttp://en.wikipedia.org/wiki/Chancellor_of_the_German_Empirehttp://en.wikipedia.org/wiki/Working_classhttp://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Liberal_Party_(UK)http://en.wikipedia.org/wiki/Henry_Campbell-Bannermanhttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/National_Insurancehttp://en.wikipedia.org/wiki/Clement_Attleehttp://en.wikipedia.org/wiki/Clement_Attleehttp://en.wikipedia.org/wiki/National_Insurancehttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/Henry_Campbell-Bannermanhttp://en.wikipedia.org/wiki/Liberal_Party_(UK)http://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Working_classhttp://en.wikipedia.org/wiki/Chancellor_of_the_German_Empirehttp://en.wikipedia.org/wiki/Otto_von_Bismarckhttp://en.wikipedia.org/wiki/Workhousehttp://en.wikipedia.org/wiki/Poor_Law_Amendment_Acthttp://en.wikipedia.org/wiki/Parishhttp://en.wikipedia.org/wiki/1601http://en.wikipedia.org/wiki/Poor_Lawhttp://en.wikipedia.org/wiki/Englandhttp://en.wikipedia.org/wiki/Charity_(practice)http://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Industrial_Revolutionhttp://en.wikipedia.org/wiki/Medievalhttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/Transfer_paymenthttp://en.wikipedia.org/wiki/Statistichttp://en.wikipedia.org/wiki/Faminehttp://en.wikipedia.org/wiki/Disasterhttp://en.wikipedia.org/wiki/Al-Ghazalihttp://en.wikipedia.org/wiki/Widowhttp://en.wikipedia.org/wiki/Orphanhttp://en.wikipedia.org/wiki/Old_agehttp://en.wikipedia.org/wiki/Povertyhttp://en.wikipedia.org/wiki/Incomehttp://en.wikipedia.org/wiki/Treasuryhttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Taxhttp://en.wikipedia.org/wiki/Umarhttp://en.wikipedia.org/wiki/Rashidun_Caliphatehttp://en.wikipedia.org/wiki/Five_Pillars_of_Islamhttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Caliphatehttp://en.wikipedia.org/wiki/Shariahttp://en.wikipedia.org/wiki/Pensionhttp://en.wikipedia.org/wiki/Roman_Catholic_Churchhttp://en.wikipedia.org/wiki/Medieval -
8/2/2019 Anbu Selvan Alignment
3/36
The United States did not have an organized welfare system until the Great Depression,
when emergency relief measures were introduced under President Franklin D. Roosevelt.
Even then, Roosevelt's New Deal focused predominantly on a program of providing work
and stimulating the economy through public spending on projects, rather than on cash
payment.
Welfare may be provided directly by governments or their agencies, by private
organizations, or by a combination. The term welfare state is used to describe a state in
which the government provides the majority of welfare services; the phrase also describes
those services collectively.
Welfare may be funded by governments out of general revenue, typically by way
ofredistributive taxation. Social insurance-type welfare schemes are funded on a
contributory basis by the members of the scheme. Contributions may be pooled to fund the
scheme as a whole, or reserved for the benefit of a particular member. Participation in such
schemes is either compulsory, or the program is subsidized heavily enough that most
eligible individuals choose to participate. Some opponents of welfare argue that it affects
work incentives. They also argue that the taxes levied can also affect work incentives.
1.3 IMPORTANCE OF THE STUDY Employers get stable labour force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and
participation.
It improves moral & loyalty of workers. It reduces labour turnover & absenteeism. It helps in improving recruitment, through internal reference. It helps in increasing productivity & efficiency by improving physical & mental
health.
It helps in improving industrial relation & industrial peace.
http://en.wikipedia.org/wiki/Great_Depressionhttp://en.wikipedia.org/wiki/President_of_the_United_Stateshttp://en.wikipedia.org/wiki/Franklin_D._Roosevelthttp://en.wikipedia.org/wiki/New_Dealhttp://en.wikipedia.org/wiki/Public_spendinghttp://en.wikipedia.org/wiki/Welfare_statehttp://en.wikipedia.org/wiki/Revenuehttp://en.wikipedia.org/wiki/Redistribution_(economics)http://en.wikipedia.org/wiki/Social_insurancehttp://en.wikipedia.org/wiki/Social_insurancehttp://en.wikipedia.org/wiki/Redistribution_(economics)http://en.wikipedia.org/wiki/Revenuehttp://en.wikipedia.org/wiki/Welfare_statehttp://en.wikipedia.org/wiki/Public_spendinghttp://en.wikipedia.org/wiki/New_Dealhttp://en.wikipedia.org/wiki/Franklin_D._Roosevelthttp://en.wikipedia.org/wiki/President_of_the_United_Stateshttp://en.wikipedia.org/wiki/Great_Depression -
8/2/2019 Anbu Selvan Alignment
4/36
1.4 NEED FOR THE STUDY
This study is conducted to know about the Constitutional provisions in Vishal
Precision Product (P) Ltd and to find whether Labour welfare helps in providing good
industrial relations, to know about the employees satisfaction towards welfare
measures and to find out the facilities entitled by Integral Coach Factory.
1.5 PROBLEM STATEMENT
The statement of the problem of this research is as follows:
To study about the welfare measures provided to the employees of Vishal Precision
Products Private Limited.
1.6 RESEARCH QUESTION
1) Does the company provide better physical and mental health to promote a healthywork environment?
2) Are the employees satisfied with the existing facilities and welfare measures?1.7 OBJECTIVES OF THE STUDY
To study and analyze the effectiveness of welfare measures provided to theemployees of Vishal Precision Products Private Limited.
To study and analyze the perception / level of satisfaction of the employeesregarding welfare measures provided to them.
To study and analyze whether they provide better physical and mental health toworkers and thus promote a healthy work environment.
1.8 SIGNIFICANCE OF THE STUDY
Welfare measures may be both voluntary and statutory. 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.
Technical information gives the worker the judgment forming, decision- making ability to
perform the task in a safe and correct manner.
-
8/2/2019 Anbu Selvan Alignment
5/36
It has been interpreted to mean that when employees feel important and recognized, they
exhibit greater motivation to excel in their work activities.
Employee cannot satisfy fully it may be given depends upon the employee cadre and
position. Employee welfare is a comprehensive term including various services facilities and
amenities provided to employees for their betterment. The basic purpose to improve the lot of
the working class. It is a dynamic concept. Employee welfare measures are also known as
fringe benefits and services.
-
8/2/2019 Anbu Selvan Alignment
6/36
1.9 CONCLUSION
A number of alternative approaches to measuring welfare have been developed during the
past decades. Each of these approaches has generated specific indicators to evaluate the
welfare implications of the economic progress that was made. Unfortunately only a few of
these alternative welfare measures have gained widespread acceptance (e.g. the Human
Development Index). It is important that all alternative approaches are being supported, since
they each contain information that is not captured by the other ones (Diener and Suh, 1997).
Furthermore, the different indicators focus each on different aspects of human well-being, so
that all of them are needed in order to obtain a complete picture of a societys progress. In
developed countries, it is not clear whether economic growth is still contributing to human
welfare, and if so, to what extent. The analysis of the Index of Sustainable Economic
Welfare suggests that there is a growing divergence between trends in economic growth and
economic welfare.
-
8/2/2019 Anbu Selvan Alignment
7/36
CHAPTERII
2.1 REVIEW OF LITERATURE
Employee welfare has been defined in several ways and its therefore understood in
various ways in various countries. According to Mr.Auther James Todd, welfare is series of
sharply diverse exist on the motives and merits of industrial welfare works.
Thus welfare work may be defined as work for improving the health, safety, general well
being and the industrial efficiency of the workers beyond the minimum standards laid down
by The Factories Act (1980) and Other Legislation.
The whole field of welfare is one in which much can be done to combat the sense offrustration of the industrial worker, to relieve him of personal and family worries, to improve
his health, to afford him a means of self expression to other him some sphere in which he can
excel all others to help him to wider conception of life.
According to a report of the Indian Employee Organization (1972) workers welfare
should be understood as meaning such services, facilities and amenities which may be
established in or in the vicinity of undertaking to enable the person employed in them to
perform their work in healthy, congenial surrounding and provided with good health and high
morale.
Employee welfare has been defined in several ways and its therefore understood in
various ways in various countries. The Employee Investigation Committee (1985)preferred
to include under employee welfare anything done for the intellectual, moral, physical,
economic betterment of the workers by employers, by government or by other agencies over
and above what is laid down by law or what is normally expected of the contractual benefit
for which workers may have bargained.
According to N.G.Nair and Latha Nair (1977)the protection which society provides for
its members though a series of public measure, against & social distress that otherwise would
be caused by the stoppage of sustained reduction of earnings resulting from sickness,
maternity, employment injury, invalidity, old age and death, provision of medical care and
provision of subsided for familiar with children.
-
8/2/2019 Anbu Selvan Alignment
8/36
According to Garry Dessier (1991) social security federal program that provides three
types of benefits; retirements income at the age of 62 and thereafter, survivors or death
benefits payable to the employees dependents regardless of age at time of death, and
disabilitybenefits payable only if the employees in insured under the social security act.
According to H.K. Saharay and N.K.Sahain (1984) commercial and industrial law. It is
said that the following are the provisions relating to welfare of workers, sec 42 to 50 facilities
for storing and drying, facilities for sitting, shelter, restrooms.
Royal Commission on Employee (1993) defines welfare as one which must necessarily be
flexible elastic and differs widely with times industry and bearing a somewhat different
interpretation in one country from another according to different social customs the degree of
industrialization and the educational of the workers.
Malhothra, Sharma and Nachhaltar Singh (1997) emphasized for the necessity for good
working condition. Services provided by employers in private business and other non-profit
organization are as variables as the practice of occupational medicine.
Punekar S.D. Peodhar S.B. and Saraswathi Shankaran (1981)stated that veil defines the
industrial health working condition as the promotion and maintenance of the highest degree
of physical mental and social well being of workers.
According to the Committee on Employee Welfare (1985) welfare services should mean
such services, facilities and amenities as adequate canteens, rest, recreation facility.
2.1.1 DEFINITION
The term labor welfare is one, which tends itself to various interpretations and it has not
always the same significance in different countries. The term welfare as applied to the
Industrial worker as author James Remarks, a series of supply diverse option exists on
motives merits Industrial welfare work.
-
8/2/2019 Anbu Selvan Alignment
9/36
2.1.2 MEASURES OF EMPLOYEE WELFARE
Welfare measures are provided mainly by the employers. However government schemes,
social set up and charitable agencies may also extent their help all the aimed at improving
employee health, economic betterment and social status.
There are reasonable welfare measures available to employees through statutory
provisions. In most cases collective bargaining helps to improve the degree of welfare
facilities.
The welfare measures are not rigid. It will be changing all the time. It reflects the
personality of the welfare officer on his vision, creativity and understanding the spirit of his
work ethics.
The welfare measures may also develop the personality of employees to certain extent.
Motivate behind providing welfare measures is to create efficient, healthy, loyal and satisfied
labour force for the organization.
The important welfare measures can be detailed as follows:
Housing schemes, medical benefits, education and recreation facilities for workers,
families help in raising their standards of living. Because the welfare of their families is taken
care of workers pay more attention towards work increasing their productivity. There are
statutory and non-statutory welfare schemes.
Statutory welfare schemes:
The statutory welfare schemes include the following provisions:
Drinking water, Medical facilities, First aid facilities, Canteen facilities, Transport
facilities, Lighting facilities, Education facilities, Rest room, Washing places etc.
Non- Statutory welfare schemes includes;
Housing, recreation facilities, and all that one can imagine can be extended to the workers
under welfare scheme. Some industries provide schools and college, sports, clubs and teams
of their own, scholarships for employees, children etc. all aimed at one thing-keep the
employee and get their work done.
-
8/2/2019 Anbu Selvan Alignment
10/36
2.1.3 FACTORS AFFECTING EMPLOYEE WELFARE
No single factor can be singled out as the reason for the substantial growth in employee
benefits. Rather, this growth has resulted from a combination of factors, including
industrialization, the influence of organized labor, wage controls, cost advantages, tax
advantages, inflation, and legislation.
a) Influence of organized labourSince a Supreme Court ruling in 1949, there has been no question about the right of labor
unions to negotiate legally for retirement and insurance plans. Although union pressures prior
to that time had frequently resulted in the establishment or broadening of employee benefit
plans, this Labor unions have also influenced benefits for nonunion employees.
Some employers provide generous benefit plans in an effort to discourage their employees
from unionizing. In addition, employers with both union and nonunion employees often
provide the same benefits for the nonunion employees as are stipulated in the union contracts.
b) Wage controlsEmployee benefit plans grew substantially during World War II and the Korean War when
wage freezes were in effect. Although wages were frozen, no restrictions were imposed on
employee benefits. Therefore, employee benefits became an important factor in attracting and
retaining employees in labor markets characterized by little unemployment.
When wage controls were instituted in the early 1970s, however, no unusual growth took
place in employee benefit plans because the duration of the controls.
c) Cost advantageBecause of the economics associated with group underwriting and administration, benefits
can usually be obtained at a lower cost through group arrangements than through separate
contracts purchased by individual employees.
d) Tax advantageThe Internal Revenue Code also provides favorable tax treatment to employer contributions
for certain types of employee benefits.
-
8/2/2019 Anbu Selvan Alignment
11/36
The employer may deduct the contributions as usual business expenses, and, within limits,
employees will often have no taxable income that results from employer contributions on
their behalf. In addition, payments received from some types of employee benefit plans may
be received tax free by employees, even if provided by employer contributions.
e) InflationInflation also affects employee benefits. When benefit levels are related to employees' wages,
the level and cost of these benefits will increase as wages increase; when benefit levels are
stated as fixed amounts, inflation results in employee pressure for increases. Welfare includes
anything that is done for the comfort and improvement of employees and is provided over
and 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.
2.3 COMPANY PROFILE
Started in the year 1986,Vishal Precision Products Private Limited is successfully catering
to the Engineering industry for over a decade now. Vishal Precision Products Private Limited
technical expertise, strict quality control, competitive pricing and prompt delivery can help
company reduce tool delivery time and increase its productivity.
Vishal Precision Products Private Limited makes standard mold bases as well as custom
mold bases incorporating all special machining including pocket opening, finger cam/pin
holes and side core holders. It has all the required facilities for machining inspection. It also
has qualified personnel to meet any technical demand. It manufacturing Precision
Components, sub-assemblies and many more Indian and abroad customer, For printing,
Paper, Textile, Aero, Oil and all the type of Open indent machineries world wide.
They have a well equipped engineering industry with advanced CNC (Computer
Numerical Control) machines with skilled operators. They have well developed designing
department with good number of designers. In their units they have boring machines and
other machines, drilling machines for their precision work.
The company has effective communication system and an advanced software packages
that reduces the work load of the employees and saves the time.
-
8/2/2019 Anbu Selvan Alignment
12/36
In vishal Precision Products Private Limited the relationship between top level
management and the bottom level is cordial and smooth going; all the level of employees are
cooperative.
The ISO 9001 certifies company caters to the demand for mould based products in that
company. They give almost priority to the quality standards and prompt delivery. Vishal
Precision Products Private Limited implements uncompromised quality control measures to
ensure high quality and reliability in its products.
2.3.1 THE ADDRESS OF THE COMPANY IS AS FOLLOWS
Glory Manor No. 113-A
Kaveri Nagar, Vilankurichi Road
Peelamedu, Coimbatore.
Tamil Nadu - 641 004 (India).
-
8/2/2019 Anbu Selvan Alignment
13/36
2.4 ORGANIZATION STRUCTURE
Figure showing organization structure
Mr.JAYASELAN.D
MANAGING DIRECTOR
DIRECTOR
Mr.PRINCE HERALD
MILTON, DEPUTY
G.MANAGER
Mr.KRISHNANMOORTHY
Sr.MANAGER-MARKETING
Mr.PRASAD.L.N
PRODUCTION-PLANING&CONTROL
Mr.HARISH KUMAR
MANAGER-CPPD
Mr.SUBRAMANIAN .R
MANAGER ACCOUNTS
CNC DEPT
Ms.VIMAL SINGH
REBECCA CRM
Mr.PRABHAKARAN
PRODUCTION
Mr.SANKARASUBRAMANIAN
PRODUCTION
Mr.STEPHEN
C
Mr.JOHNSON.V
VENDOR
Mr.RAJA.R
ASST.PURCHASE
Mr.NANDAKUMAR.L
HARDWARE&NETWORKING
Mr.RAJESH.P
OFFICER SYSTEM&HRD
Mr.JOHNSON JEBARAJ
ACCOUNTSMr.SENTHIL KUMAR
ACCOUNTS
Mr.AMALRAJ
DESIGN
Mr.JEY KRISHNAN
DESIGN
Mr.RAJAN
CNC
Mr.JEYASINGH
ISSAC,CNC
Mr.MOHANA SUNDRAM
C
Mr.KARTHICK
CMMMr.SANKAR GANESH
C
Mr.RAMKUMAR
Mr.PREMKUMAR
VENDOR
Mr.MOHAN KUMAR
STORES
-
8/2/2019 Anbu Selvan Alignment
14/36
2.5 DEPARTMENT DETAILS
Process flow of the company
The process flow of the company consists of various stages. The product to be manufacturedshould undergo the systematic process flow. The various stages in this process flow are as
follows.
Marketing Design Purchase Production
Production planning and control (PPC) Vendors
Quality control Human resource
These various stages, their individual participation in the process flow are clearly
explained below
2.5.1 MARKETING DEPARTMENT
The marketing department of a company serves as a mediator between the company and
the customer. There are various steps involved in the working of this marketing department.
Step 1: Enquiry
Enquiry is mostly done by the customers regarding their need of the product, the cost etc.
These communications may be either via mail or may written communication.
Step 2: Quotation costing
Based on the customers requirement the actual cost required to manufacture and the
amount that can be set as a cost to the customers are all declared. This declaration depends on
many factors. These factors are commonly the following; It depends on the amount of raw
material consumed for the manufacture of that particular product, the amount of time the
machines should be used for such as manufacture, the amount of manpower required and also
many other factors. Thus the entire costing is done and the bill is pass.
-
8/2/2019 Anbu Selvan Alignment
15/36
Step 3: Quotation
Thus the amount at the end of costing is verified by the authorities and a general cost is
fixed for the particular company and the quotation is sent.
Step 4: Negotiation
The negotiation may be either through mail or through written means. This process is
nothing but the verification whether the customers need is satisfied both in cost and in
quality. At the end of negotiation there may be two decisions either the order may be
cancelled or order may be confirmed. In case of cancellation there may be two reasons for
that. The first one is that the company may not be cost effective to the customer. In case of
conformity the following procedure take place.
Step 5: Placing the work order
The work order completely consists of the systematic process to be done for
manufacturing the product. The delivery date is also mentioned along with it. This work order
is given to the design, purchase and production departments.
2.5.2 DESIGN DEPARTMENT
On receiving the work order form the marketing department along with the entire drawing
of the product, part drawings are drawn by them as per the requirement of each machine
section and are given to the purchase and production department. They mainly use Auto
CAD, Pro-E software for this designing purpose. Mainly engineers study the drawing of the
customer. After the clear study of the drawing. Then part drawings are made. They are
divided into parts based on the availability of the machines; operators and some of the
drawings should also be completed by the vendors. Thus these part drawings help to do the
work some efficiently when compared to the whole drawing process.
Software used:
Auto CAD:
This is highly professional software where all the need of a designer are met completely.
Pro-E:
This is also designing software which highly facilitates 3D drawings.
-
8/2/2019 Anbu Selvan Alignment
16/36
Master CAM:
This software enables clear layering of the drawings by which in turn part drawings are
able to be drawn.
2.5.3PURCHASE DEPARTMENT
They study the drawings completely. Then they analyze the requirement of the drawing.
The materials required are sorted out and then bill is placed to the supplier. They possess
almost all the details of the suppliers. They go for different suppliers for different items as per
their specialty. This purchase may be again classified as follows.
Stores:
The purchase order [P.O] is placed by the purchase department. The standard items are
bought and stored. These kind of bought-out materials are bought and stored permanently
regardless of the work order.
Raw materials:
The raw materials needed for the manufacture of the product is bought based on the P.O.
usually iron, aluminum, plastic serve as the best raw materials. This is bought according tothe need of the work order. The bill is issued for the specific W.O. and the bill is recognized
by this number.
This is also called material inverting. When the material is supplied by the supplier an
invoice and delivery chelan is placed.
2.5.4PRODUCTION DEPARTMENT
Based on the part drawing given by the design department and based on the materials
available the production department analyses whether the jobs has to done in house or
vendors. This decision on the availability of the machines, tools and also to manage the time.
Production planning and control
The operations required for manufacture of the product are analyzed. For any work order
sizing is the first operation. The raw materials are first sized. Then the stage report is
prepared for the various other operation some of which may be diverted to the vendors.
-
8/2/2019 Anbu Selvan Alignment
17/36
Then the operations to be performed by the individual machines are classified. Then the
corresponding operators of the machines are given their respective jobs. This is called
scheduling. This is done on daily basis. Based on work order their duty is assigned for both
day and night shift operations.
Job card entry is the process where the operator enters the operation done by him. The
actual required for the operation and the total time required by the operator are all observed.
Based on this entry rating of the operation is done. This helps to encourage them.
Vendors
The job to be performed external to the in house is given to the vendors. They perform the
required operation and return the finished products. Mostly some intermediate jobs like
welding are given outside. They have a specific issue number. The delivery date is also
specified and the delivery is also based on the issue number.
2.5.5QUALITY CONTROL DEPARTMENT
The duty of the quality control department is to determine the quality of the product. Thos
analysis is done for both in house and vendor products. They check for accuracy. In case of
error a non conformity report is given by this department. If an error occurs in the vendorsproduct, the calculated amount is debited from their account. If it is an in house product the
respective operator is warned about. If it is repeated then IPRR-in process reason report is
received from the operator. This may also lead to salary deduction. Thus based on the
consistency of the product manufactured the quality check is done at periodic intervals.
The quality control department makes use of some computer controlled machines such as
the Capability Maturity Model(CMM) to check the accuracy of the product.
2.5.6HUMAN RESOURCE DEPARTMENT
Human resource is considered to be the most important and the most efficient department
in an industry only if the human source is functioning properly it will be lead to the smooth
functioning of an industry. It is very easy to control 100 machines when compared to a single
man. Thus the human resource department completely takes care of the employee
management.
-
8/2/2019 Anbu Selvan Alignment
18/36
a) PayrollWhen an employee is appointed the entire details about him are collected and placed
in the companys record. This can be later referred to whenever needed. From the time
the employee is registered all his activities inside the organization is clearly monitored.
When found to be caught for any illegal affairs them there is a black mark in his resume.
On the other hand if the employee is found to be very sincere and fruitful worker then the
company recognizes it. He may be awarded with an increment in his salary or other
special allowances.
b) Attendance management: Is another important criterion of this department? The dailyrecords show the punctuality and sincerity of the workers. This is maintained by the
human resource department. There is a time keeper at 5 the gate who clearly watches over
regarding the punctuality of the staffs.
Thus the human resource department serves as the backbone of any industry.
2.6 PRODUCT PROFILE
Vishal Precision Products - include Die casting dies, Drill jigs and Fixtures, Die housings
and Precision machining
Vishal Precision Products is a leading manufacturer of standard mould bases and custom
mould bases for various industrial applications. The products range covers mould bases,
pressure die castings, dies, die housings, drill jigs, fixtures, precision machining and mould
maker accessories.
Established in 1986, Vishal Precision Products has carved a niche for itself in the mould
business. The ISO 9001-certified company caters to the demand for mould based products in
the industry.
All custom mould bases come with specially machined features, including pocket opening,
finger cam / pin holes and side core holders. Vishal Precision Products implements
uncompromised quality control measures to ensure high quality and reliability in its products.
-
8/2/2019 Anbu Selvan Alignment
19/36
a) Mould base / Mould maker accessoriesPrecision machining products include mould base, mould maker accessories, gauges,
templates, job works, export components, etc. The company offers customized mould base,
mould maker accessories and products for precision machining to its customers. The range of
products for precision machining and mould maker accessories are widely accepted in the
industry.
Vishal Precision Products manufactures precision tool dies including progressive die,
mould maker accessories and forming tools at high level of accuracy. Vishal manufactures
mould base and mould maker accessories for plastic injection moulds, die housings for
pressure die casting dies and plate die for press tools.
Precision Precision Products machining includes pillars, bushes, stop buttons, ejector
systems finger cam and other mould maker accessories, which are accurately machined and
fitted.
b) Pressure die casting diesThe mould base of the company includes pressure die casting dies and die housings.
Die housings for pressure die casting dies are widely used in different industries. The
company customizes the mould base, including pressure die casting for plastic injection
moulds.
A variety of plate die sets under the pressure die casting dies for press tools are
available at global quality standards. Vishal Precision Products customizes the pressure die
casting dies for various requirements of customers.
c) Drill jigs and FixturesUsing state-of-the-art technology, Vishal Precision Products produces drill jigs and
fixtures for grinding, turning, milling, boring, CNC machining, etc. In addition to drill jigs
and fixtures, Vishal Precision Products also manufactures sub assemblies, assembly fixtures
and testing fixtures. Under the drill jigs and fixtures category, a variety of products are being
developed by the company.
The other range of drill jigs and fixtures include critical profiles for fitting inserts
(pockets, bores) and slots for side cores and guide rails. These profiles under the drill jigs and
fixtures category can be machined to the required tolerance by computer numerical control
(CNC) machines.
-
8/2/2019 Anbu Selvan Alignment
20/36
2.7 CONCLUSION
This chapter presented a review of the literature regarding the constructs of the
proposed model. It began with a discussion of Emotional Labour, display rules, the acting
paradigm, the research framework, and the consequences of Emotional Labour. Issues
concerning the quantitative approach to studying Emotional Labour were also discussed.
Based on the proposed theoretical model, this chapter presented the antecedents,
consequences, and moderators of Emotional Labour in detail. Based on the relationships
among the constructs, research hypotheses were formulated and discussed.
-
8/2/2019 Anbu Selvan Alignment
21/36
CHAPTER-3
RESEARCH METHODOLOGY
3.1 RESEARCH METHODOLOGY AND ITS SIGNIFICANCE
Research methodologyis a way to systematically solve the research problem. It may
be understood as a science of studying how research is done scientifically. In this study the
researcher is trying to solve the research problem. In order to achieve this, it is necessary for
the researcher to know not only the research techniques but also the methodology of doing a
research.
For an effective decision making process, an accurate and timely information is
highly necessary for any level of managers in an organization. Gathering such sound
information are possible only with an effective research methodology.
3.2 DESIGN OF THE STUDY
Considering the nature of the problem and the data required for the study, the
researcher has decided to adopt survey method of collecting data. A survey design can be
defined as the plan for conducting the research. the research design is the blueprint for
fulfilling objectives and answering questions (Cooper and Schindler, 2007).
3.3 RESEARCH SETTING AND STUDY POPULATION
A research setting can be defined as the natural or artificial field to carry out the
research study. In natural setting, field studies are conducted. Artificial environment are
staged in lab or field experiments.In the present study, the research setting was in Vishalprecision products private limited, Coimbatore.
A study population is defined as a well-defined collection of individuals in a study,
known to have similar and binding characteristics or traits. The respondents of the present
study were the permanent employees of Vishal precision products private limited,Coimbatore and included both the top management and the functional level employees.
-
8/2/2019 Anbu Selvan Alignment
22/36
3.4 SAMPLE DESIGN
A sample is a part of the target population, carefully selected to represent that
population (Cooper and Schindler, 2007). In the sampling design, elements are selected
individually (unrestricted) or in a controlled way (restricted) from the list of all objects in the
population (Krishnaswamy, Sivakumar, Mathirajan, 2006). The present study has adopted
convenience sampling method.
Whoever is easily accessible, subjects who are cooperative, or subjects who can
articulate are chosen and hence it is called as convenience sampling. The study was
undertaken among 100 respondents.
3.5 CONSTRUCTION AND STANDARDIZATION OF THE RESEARCH TOOL
The data collection was done with the aid of a questionnaire. The questionnaire was
made based on the insights of literature review and pilot testing. The questionnaire was
distributed to the respondents and they were asked to complete it in a convenient location.
The questionnaire consists of the Demographic Survey which includes the various
data such as gender, age, educational qualification, department, total number of years of
experience in the current organization and total years of work experience.
The questionnaire included the employee welfare measures Scale which was article in
job welfare inventory.
3.6 PILOT STUDY
A pilot test was conducted to detect to check if the questionnaire is understandable,
the feasibility of using the instrument and to check for the average time taken complete the
questionnaire.
-
8/2/2019 Anbu Selvan Alignment
23/36
3.7 COLLECTION OF FINAL DATA
Considering the objectives of the present study the researcher conducted the data
collection from January 9, 2012 to February 9, 2012 at Vishal precision products private
limited, Coimbatore. A total of 100 responses were collected from the permanent employees
of Vishal precision products private limited, Coimbatore.
The time taken by the employees to complete their questionnaire was approximately
25 minutes on an average.
3.8 STATISTICAL TOOLS USED
The collected data was subjected to the following analysis to investigate research
question formulated for the present study, by using the SPSS (Statistical Package for Social
Sciences) software.
Only percentage analysis was done to analyze the date collected.
3.9 LIMITATIONS OF THE STUDY
a) The time period for data collection was limited to one month.
b) It was a real challenge to garner responses from the participants as they were busy with
their hectic work schedule.
c) There may be errors due to biased opinion of the respondents.
3.10 CONCLUSION
In this chapter, the researcher has attempted to present and discuss the research
methodology undertaken to complete the study. Further this chapter also provides the types of
statistical techniques employed and limitations of the study. The next chapter will deal with
the analysis and interpretation of the data.
-
8/2/2019 Anbu Selvan Alignment
24/36
CHAPTER-5
FINDINGS, SUGGESTION AND RECOMMENDATION
5.1 GENERAL
This chapter explains the findings, suggestion, recommendations and conclusions of
the research study. Findings are derived from the analysis of data. Suggestions are based on
findings and in this chapter recommendations for future researchers are also made.
5.2 FINDINGS
79% of the respondents are working in production department. 98% of the respondents are male. 42 % of the respondents are in between the age group of 30-40. 76 % of the respondents is married. 34% of the respondents have 5-10 years experience. 32 % of the respondents are diploma. 54 % of the respondents earns above 9000. 74 % of the respondents an satisfied in their bonus and salary increments. 32% of the respondents are dissatisfaction in their canteen facility. 36 % of respondents are dissatisfaction in their transport facility. 70 % of respondents are satisfaction in their medical facility. 43 % of respondents are dissatisfaction in their rest room facility.
42 % of respondents are dissatisfaction in their recreational facility. 46 % of respondents are satisfaction in their education facility. 40 % of respondents are satisfaction in the housing facility. 54 % of respondents are satisfaction in their first aid facility. 41 % of respondents are satisfaction and highly satisfactory in their toilet facility. 76 % of respondents are satisfied with employee welfare measures provided by the
company.
-
8/2/2019 Anbu Selvan Alignment
25/36
The study shows that 54% respondents agree to the fact the welfare measures help increating better industrial relation, 14% respondents strongly agree, 14% respondents
neither satisfied and nor dissatisfied, 14% respondents strongly disagree,14%
respondents disagree to the fact the welfare measures help in creating better industrial
relation.
The study shows that 54% respondents agree to the fact the welfare measures buildgreater loyalty to the company,14% respondents strongly agree, 18% respondents
neither satisfied and nor dissatisfied, 2% respondents strongly disagree,12%
respondents disagree to the fact the welfare measures build greater loyalty to the
company.
The study shows that 44% respondents agree to work with team spirit, 36%respondents strongly agree, 12% respondents neither satisfied and nor dissatisfied,
4% respondents strongly disagree, 4% respondents disagree to work with team spirit
of the company.
The study shows that 32% of the respondents feel that the welfare measures alwayshelp to satisfy their needs, 40% of the respondents almost always, 16% of the
respondent sometimes, 12 % of the respondent are seldom.
The study shows that 24% of the respondents are solving problem faced by employeesalways, 36% of the respondents almost always, 22% of the respondent sometimes, 10
% of the respondent are seldom, 8% of the respondents never.
The study shows that 46% of the respondents satisfied to the safety helmets given bythe organization, 18% respondents are highly satisfied, 18% respondents are
dissatisfied, 12% respondents are highly dissatisfied, 6% respondents are neutral.
The study shows that 52% of the respondents satisfied to the leather gloves given bythe organization, 14% respondents are highly satisfied, 24% respondents are
dissatisfied, 2% respondents are highly dissatisfied, 8% respondents are neutral.
The study shows that 46% of the respondents satisfied to the safety shoes given by theorganization, 30% respondents are highly satisfied, 20% respondents are dissatisfied,
4% respondents are highly dissatisfied.
The study shows that 30% of the respondents satisfied to the safety boots given by theorganization, 12% respondents are highly satisfied, 22% respondents are dissatisfied,
20% respondents are highly dissatisfied, 16% respondents are neutral.
-
8/2/2019 Anbu Selvan Alignment
26/36
The study shows that 24% of the respondents satisfied to the safety belt given by theorganization, 4% respondents are highly satisfied, 28% respondents are dissatisfied,
24% respondents are highly dissatisfied, 20% respondents are neutral.
The study shows that 32% of the respondents to use of above safety measure always,46% of the respondents almost always, 12% of the respondent sometimes, 4 % of the
respondent are seldom, 6% of the respondents are never.
64 % of the respondents is highly satisfied in their drinking water facility. 60 % of the respondents is highly satisfied in their ventilation and lightning facility. The study shows that 48% of the respondents satisfied to the provident fund given by
the organization, 42% respondents are highly satisfied, 4% neither satisfied and nor
dissatisfied, 6% respondents are dissatisfied.
The study shows that 64% of the respondents satisfied to the pension given by theorganization, 10% respondents are highly satisfied, 8% neither satisfied and nor
dissatisfied, 18% respondents are dissatisfied.
The study shows that 30% of the respondents satisfied to the insurance scheme givenby the organization, 18% respondents are highly satisfied, 10% neither satisfied and
nor dissatisfied, 34% respondents are dissatisfied, 8% respondents are highly
dissatisfied.
The study shows that 54% of the respondents satisfied to the gratuity given by theorganization, 10% respondents are highly satisfied, 8% neither satisfied and nor
dissatisfied, 18% respondents are dissatisfied, 10% respondents are highly
dissatisfied.
It was found that majority of the employees are satisfied with the training programsprovided by the company.82% of the respondents say yes, 18% of the respondents say
no.
It was found that majority of the employees effectiveness,72% of the respondents sayyes, 28% of the respondents say no.
-
8/2/2019 Anbu Selvan Alignment
27/36
5.3 SUGGESTIONS
The management of Vishal Precision Products (P) Ltd takes care of the welfare of the
employees. However few suggestion are made that would make the employees happier.
They are as follows;
Organization should ensure healthy working condition as workers feel thatmanagement takes little interest in improving the welfare facilities of the workers.
Organization should be focusing its attention on to the overall development ofworkers.
Management should provide cool drinking water, spittoons and more cleanwashrooms.
The company should improve the incentive plan. Company may try to maintain the present satisfactory level of the employees and reach
greater height in future.
The company should pay more attention for improving the safety measures. The company may increase the salary for all the employees. The company may increase the bonus to make the employees more satisfied. The company may provide more rest room facilities to make employees comfortable. The company may make some additional recreational facility to make employees relax. The company may concentrate on making educational facilities to make employees better
in skills and knowledge.
The company may provide safety shoes and safety boots to the employee to make theirwork easier and safer.
The company may provide some additional transport facilities to the facilities to makeimprove employees conveyance.
-
8/2/2019 Anbu Selvan Alignment
28/36
5.4 RECOMMENDATION FOR FUTURE RESEARCH
Employee welfare measures at vishal precision product private limited play vital roles in
the effective functioning of any organization. This is being evident from existing research on
welfare measures. This study found that organization must focus their attention towards
investing to cater better welfare measures within the organization. The present study can be
done in a larger search in the same company to get better insights to the findings.
The present study can be conducted in various other industries with different
characterstics of respondent participating, which would further expand and confirm the
welfare field of research in this area. Future research might also explore the implication of
welfare measures on the organizations.
It will be beneficial to develop a new conceptual framework to be developed to measure
the welfare measure and the study can be carried out in various industries to generalize the
results.
5.5 CONCLUSION
Vishal Precision Products (P) Ltd has provided many benefits and facilities to their
employees. This report would surely be useful to the management to know about the opinion
of the employees on those benefits with the help of this report, the management can also take
any remedial measures to necessarily motivate the employees by providing adequate welfare
facilities and other fringe benefits. This study revealed employee satisfaction levels, with the
welfare provisions offered by the company. If the company can get the suggestions from the
employee; it will enhances satisfactory levels of the employees. This may leads to raise the
employees morale in their employment and any concern can succeed through the employees
who are the main assets of an organization and not through the technology, experts and
specialists alone.
-
8/2/2019 Anbu Selvan Alignment
29/36
REFERENCES
The machinery, technology and other imported items are not important to the organization
the main important one to the organization is the employees, they are asset to the
organization.
The organization can grow only along with the growth of the employee in the organization
and it can reach the greatest height if the employees in the organization are fully satisfied and
dedicated to the organization for its growth.
References:
C.R. Kothari Research Methodology Methods and Techniques 2nd Revised editionNew Age International Publisher, New Delhi.
K. Aswathappa, Human Resource Management 5th edition Tata Mc Graw HillEducation Private Limited, New Delhi.
Edwin B.Flippo, Personal Management, New York Mc Graw Hill Book andcompany, 1984.
Stephen P. Robbins Organizational Behavior 13th edition Pearson Education.Inc R.S. Bhardwaj, Business Statistics 2nd edition Excel Books, New Delhi. L.M. Prasad, Organization Behavior, 2nd edition; Sultan Hand & Sons, New Delhi. N.D.Kapoor, elements of industrial Law, 1999,10th edition, Sultan Chand & Sons.
-
8/2/2019 Anbu Selvan Alignment
30/36
APPENDIX
Place: Coimbatore
Date: 26.12.2011
Dear Respondent,
For my MBA major project, as a student of SNT Global Academy of Management
Studies and Technology, Coimbatore, I am carrying out a study on Effectiveness of
Employee Welfare Measure at Vishal Precision Product Private Limited Coimbatore. I am
collecting the data from over 100 Professionals employees in the Precision industry of a
private sector. I request you to participate in gathering the data in this project.
The following page contains some questions / statements. There are no rights or
wrong answer these questions / statements. Please give your answers, Kindly, without
discussing with your co- workers. All data will be kept confidential. Specific individual will
not be mentioned in the report.
Thanking you for your participation,
Anbuselvan.A
08056850857
-
8/2/2019 Anbu Selvan Alignment
31/36
APPENDIX
A STUDY ON EMPLOYEE WELFARE MEASURES WITH SPECIAL
REFERENCE TO VISHAL PRECISION PRODUCTS PVT.LTD
PEELAMEDU, COIMBATORE.
QUESTIONNAIRE
1) Department: -----------------------------------------------------------------------2) Sex
(a) Male (b) Female
3) Age(a) Below 20 years (b) 20-30 years
(c) 30-40 years (d) above 40 years
4) Marital status(a) Married (b) Unmarried (c) Divorced
5) Educational qualification of the employees(a) SSLC (b) ITI (c) Diploma
(d) Degree (e) Illiterate (f) Others
6) Monthly Salary(a)Below 3000 (b) 3001 to 6000(c) 6001 to 9000 (d) Above 9000
7) How long you have been working in this organization?(a)Below 5 years (b) Above 5 years to 10 years(c) Above 10 years to 15 years (d) Above 15 years
8) Are you satisfied with bonus provided by your company?(a) Highly Satisfied (b) Satisfied (c) Neither satisfied and Nor dissatisfied
(d) Dissatisfied (e) Highly Dissatisfied
9) Are you satisfied with the welfare measures provided at your company?(a)Highly Satisfied (b) Satisfied (c) Neither satisfied and Nor dissatisfied
(d) Dissatisfied (e) Highly Dissatisfied
-
8/2/2019 Anbu Selvan Alignment
32/36
10) Give your response for the following statement(StronglyDisagree = SD, Disagree =D,
Neither satisfied andNorDissatisfiedNAND, Agree A, StronglyAgree SA)
Welfare measures help to
Strongly
DisagreeDisagree
Neither satisfied
and Nor
Dissatisfied
AgreeStrongly
Agree
Create better
industrial
relation
Build greater
loyalty to the
company
Helps for team
spirit
11) What is your opinion about the following welfare measures at your company?
(Highly Satisfactory HS,Satisfactory S,
Neither satisfied andNorDissatisfiedNAND, Dissatisfactory D,
HighlyDissatisfactory
HDS)
WELFARE
MEASURES
Highly
SatisfactorySatisfactory
Neither
satisfied
and Nor
Dissatisfied
DissatisfactoryHighly
Dissatisfactory
Medical
Facilities
Canteen
Facilities
Rest Room
Facilities
Recreational
Facilities
EducationFacilities
Transport
Facilities
-
8/2/2019 Anbu Selvan Alignment
33/36
Housing
Facilities
First Aid
Facilities
Toilet Facilities
12) Do the welfare measures satisfy your needs?(a) Always (b) Almost Always (c) Sometimes
(d) Seldom (e) Never
13) To what extent the welfare help in solving the problem faced by employees?(a) Always (b) Almost Always (c) Sometimes
(d) Seldom (e) Never
14)Are you satisfied with the precision of following safety measures?Provision of safety
measures
Highly
SatisfiedSatisfied Dissatisfied
Highly
DissatisfiedNeutral
Safety
helmets
Leather
gloves
Safety shoes
Safety boots
Safety belt
15)Do you make use of the above safety measures provided to you?(a)Always (b) Almost Always (c) Sometimes
(d) Seldom (e) Never
16) Are you satisfied with the drinking water facility?(a)Highly Satisfied (b) Satisfied
(c) Dissatisfied (d) Highly Dissatisfied
-
8/2/2019 Anbu Selvan Alignment
34/36
17)Are you satisfied Ventilation and lightning in your work area?(a) Highly Satisfied (b) Satisfied (c)Neither satisfied and Nor dissatisfied
(d) Dissatisfied (e) Highly Dissatisfied
18) To what extent you are satisfied with the following provisions?
ParticularHighly
SatisfiedSatisfied
Neither
satisfied
and Nor
dissatisfied
DissatisfiedHighly
Dissatisfied
1.Provident fund
2.Pension
3.Insurance
Scheme
4.Gratuity
19) Have you attended any safety training programme conducted by your company?(a) Yes (b) No
If yes, was the safety training programme effective?
(a)Yes (b) No
Thank you
-
8/2/2019 Anbu Selvan Alignment
35/36
-
8/2/2019 Anbu Selvan Alignment
36/36