Mahesh Project

8/3/2019 Mahesh Project

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SUMMERTRAINING REPORT ON EMPLOYEE

WELFARE ACTIVITIEs At Flexituff

international ltd. Kashipur

Partial fulfillment of the Requirement for the Degree of Master of Business

Administration

UNDER THE GUIDENCE OF: SUBMITTED BY:

MISS PRIYANKA ARYA Megha Bharti

MBA 2ND YEARROLL NO.-

ENROLMENT NO.-

DEPARTMENT OF MANAGEMENT STUDIESBHIMTAL KUMAUN UNIVERSITY

NAINITAL


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S. No Contents Pageno

Preface 41

Acknowledgement5

2 Students declaration 63 Certification by mentor 7

4 Objective of study 8

Chapter 15 Company profile:-

I Company history 10-13Ii Responsible corporate 14-15Iii MANAGEMENT OF THE COMPANY 16-18

Iv UNITS / BRACHES OF COMPANY 19-20

V Product of company 21-25

Vi CUSTOMER OF THE COMPANY 26-28

Chapter 26 EMPLOYEES WELFARE ACTIVITIES

I INTRODUCTION, MEANING AND DEFINITION OF WELFAREACTIVITIEs

31-32

Ii TYPES OF EMPLOYEE WELFARE 33

Iv MERITS & DEMERITS 34V IMPACT OF WELFARE ON EMPLOYEE

PRODUCTIVITY

35

Vi SCOPE OF EMPLOYEE WELFARE 47Vii EMPLOYEE WELFARE ACTIVITIES IN FLEXITUFF 48-62


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Chapter 37 RESEARCH METODOLOGY 64-838 DATA ANALYSIS AND INTERPRETATION 72-83

9 Limitation 84

10 FINDINGS 85-86

Chapter 4

11 CONCLUSION 87

12 SUGGESTIONS 88

13

BIBLIOGRAPHY

89

Chapter 5

14 ANNEXURE 90

15 QUESTIONNAIRE 91


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Preface

Theory and practice are the two aspects of management education. In order to produce

a dynamic and promising executive, the two have to be blended together. In India, the

industrial training in the domain of management courses has received pivotal

importance. It exposes the potential manager to the actual work environment and

provides them a rich insight into what actually goes on in the industrial climate of India.

In fact it is the implementation of theory in practice is the life force of management.

A six week vocational training is a requirement for the award of the Master

Degree in Business Administration. I had the privilege of doing my summer training

at FLEXITUFF INTERNATIONAL LTD (Kashipur); I must say that the

management provided me with an excellent work atmosphere for learning.

The project I worked on during my training at flexi tuff international limited

was

EMPLOYEE WELFARE ACTIVITIES

Mr. Ashok Sharma and Mr. R.P Singh motivated me to undertaken this topic for

my project report.


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ACKNOWLEDGEMENT

I wish to express my heartfelt Gratitude to the Management of FLEXITUFF

INTERNATIONAL LIMITED KASHIPUR (UTTARAKHAND) for

extending co-operation and guidance to me during the Summer Training. They

provide me an excellent, disciplined and cordial work environment throughout

the training.

I would like to express my gratefulness in particular Mr. Milan and Mr.Ashok Sharma (HR Executive) for accepting me as a summer trainee in his highly

esteemed organization. His help, guidance and keen interest in the project are a

source of inspiration for me to ameliorate the research. In spite of the busy

schedules, his deep involvement in the project directs me to proceed in the right

direction with enhanced enthusiasm and zeal.

I humbly acknowledge the help and support rendered by in Flexi

tuff international limited Kashipur Uttrakhand in the preparation of this project

report. His outstanding co-operation was instrument in the smooth completion of

this report.


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Student declaration

This project has been undertaken as a partial fulfillment of the

requirement for the award of the degree of MASTER BUSINESS

ADMINISTRATIONOF KUMAUN UNIVERSITY NANITAL .

The project was executed during 2nd sem of MBA programme

under the supervision ofMiss Priyanka Araya

I declare that this project is my original work and the analysis and

findings are for academic purpose only.

Counter singed by :- (Student signature)


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EXECUTIVE SUMMARY

Employee welfare is a comprehensive term including various services, benefits

and facilities offered to employees by the employer. Through such generous

fringe benefits the employer makes the life worth living for employees.

The welfare amenities are extended in addition to normal wages and

other economic rewards available to employees as per the legal provisions. Welfare

measures may also be provided by the government, trade unions and non-

government agencies in addition to the employer.

The basic purpose of employee welfare is to enrich the life of the

employees and keep them happy and contended.


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OBJECTIVE OF THE STUDY

The main purpose of my practical training at flexi tuff international ltd. Was to study

the Employee Welfare.

Conducted by HR Department within the organization.

To gain the knowledge about such types of activities to have some idea on the working

of the administration to manage its activities according to the priorities already setup.

To study the employee's behavior in the organization.

The subsidiary object of this study was to undergone with the various activities

Performed within the organization.

The study was conducted mainly to know the important work performed by the HumanResource Management Department in flexi tuff international Limited.


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To gain the practical knowledge about the employees welfare activities knowing the

various programmes & employees services taken up by the Management of the

company.

Chapter 1


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We are also certified for ISO 9001: 2000 and HACCP. In addition to threeUnits at Pithampur near Indore, we are coming up with another most

modern Unit at Kashipur at Uttarakhand, where the commercial production

is expected within three months from now. . This Unit will have excise duty

exemption for next 10years and partial exemption for CST.

Aim / Vision / Mission

Flexi tuff International Limited Is one of the very few fully integratedplants is the world.

Its 100% integration permits there to deliver their products in multipleoptions while retaining 100% control over the manufacturing process.Needless to say, Flexi tuff is fully independent from the vagaries ofoutsourced material or workmanship.

We aim to develop capabilities and identify opportunities that best servethe goal of value generation, thereby creating an outstanding

organization.


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CORPORATE OUTLINE

Year Established :- 2004

Company Name :- FLEXITUFF INTERNATIONAL LTD.

Business Type : - Manufacture

Product/Service :-

(We Sell):

Annual turnover :-

BOPP BAGS, FIBC BAGS, JUMBO BAGS,

CIRCULAR BAGS, GASSET ,

6oo core approximately

Address: C41-50, SEZ, sector-3, Pithampur

Number of Employees :- 12000 approximately People

y Website URL: http://flexituff.com
http://flexituff.com/http://flexituff.com/http://flexituff.com/


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Ownership & Capital

Trade & Market

Main

Markets:

North America

South AmericaEastern Europe

Southeast Asia

Oceania

Western Europe

Main Customers:

pet food manufacturers, food grade product

manufacturers

, fertilizer companies

Export

Percentage:71% - 80%

Factory Information

Factory Location:C41-50, SEZ, Sector-3, Pithampur, Dhar,India

No. of

Production

Lines :

5

Management Certification: ISO 9001:2000 Others

FLEXITUFF INTERNATIONAL LTD.

City: DharCountry/Region: India

Business Type: Manufacturer
http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/


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Registered Office: 2nd floor, Main Building, 19, R.N. Mukherjee Road, Kolkata

700 001, West Bengal

Email:[email protected]

Website:www.flexituff.com

Responsible corporate

People Focus

Dreams are what drive us. We respect people and value their individual differences

and this has led to a free, vital corporate culture that encourages creativity.

We are fortunate to have so many talented people with different backgrounds, interests

and skills who come together to create offerings for the future.

Flexi tuff is a place where teamwork is essential. Yet our employees also maintain the

freedom to work on their own, be creative and make their own decisions. And most ofall, grow both personally and professionally.

Equal Opportunity & Meritocracy:

Recruitment and promotions in Flexi tuff are all based strictly on merit. Equal

opportunities are provided to all without regard to race, caste, religion, colour,

ancestry, marital status, gender, age or nationality.

Environment, Health and Safety:

Since its inception, the Flexi tuff core values of commitment to safety, health and the

environment, high ethical standards and respect for people have been the cornerstoneof who we are and what we stand for.
http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/mailto:[email protected]:[email protected]:[email protected]://www.flexituff.com/http://www.flexituff.com/http://www.flexituff.com/http://www.flexituff.com/mailto:[email protected]


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Well communicated EHS policies ensure that production targets never override the

safety of a person and that as a responsible corporate, we remain an environmentally

responsible neighbor in the communities where we operate, acting promptly and

surely to correct incidents or conditions that endanger health, safety or theenvironment.

CORPORATE GOVERNANCE

At Flexituff, our pursuit to achieve good governance is an ongoing process,

thereby ensuring truth, transparency, accountability and responsibility in all our

dealings with our employees, shareholders, consumers and communities. We

aim to develop capabilities and identify opportunities that best serve the goal of

value generation, thereby creating an outstanding organization.


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MANAGEMENT OF THE COMPANY


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Board of Directors

The Board of Directors of our Company comprises of the followingpersons:

Name of Directors Designation

1.Mr. Anirudh Sonpal Chairman andIndependent Director

2. Mr. Manish Kalani Managing Director

3. Mr. Pawan Kumar Jain Non-Executive Director

4. Mr. Ravindra Chourasiya Non-Executive Director

5. Mr. Aswini Sahoo Non ExecutiveDirector

6. Mr. Kevan John Upperdine Independent Director

7. Mr. Sharat Anand Independent Director


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UNITS / BRANCHES OF THE COMPANY

Flexi tuff International Limited was incorporated in the year 2000. The

company is one of the leading manufacturers of multifilament yarn, bags,

webbing and many more. The company has established itself as a strong

contender in the market. The company is known for its quality products. The

company produces all types of raw materials.

Branches of company:-

Flexi tuff international ltd Noida

Flexi tuff international ltd Pithampur Indore

Flexi tuff international ltd Kashipur Uttrakhand

Flexi tuff international ltd Dhar (M.P.)


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New products of flexi tuff

BOPP Bags, PP Fabric, Tarpoline Fabric, Leno Bags,

Disposal Glasses

BOPP Multi Color PP Bags
http://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.htmlhttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.htmlhttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.hthttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.hthttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.hthttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.hthttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.html


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process of making bags


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QUALITY CERTIFICATIONS

1. ISO 9001:2008 certified for conforming to quality management systemstandards.

2. ISO 14001:2004 certified for conforming to environmentalmanagement system standards.

3. ISO 22000:2005 certified for conforming to food safety standards.

4. Complies with ISO-6 (class 1000) for Internal Bubble Cooling System.

5. Complies with ISO-7 (class 10000) for Liner Section.

6. Complies with ISO-8 (class 100000) for Liner Section (other than linerforming)

7. Certificate of Conformity dated January 20, 2010 issued by MoodyInternational Certification India Limited for the manufacture of Silt FenceFabric (FIL 124SF), Silt Fence Fabric (FIL100SF)Geotextile Fabric (FIL200G) and Geotextile Fabric (FIL 315G).

8. Quality certification issued by Det Norske Veritas (DNV) certifying thatour Company meets the requirements of BRC/IOP Issue 3 GlobalStandard- Food Packaging and other Packaging Materials,January 2008 in category 1 in respect of manufacture of poly woven

bags and FIBCs for food contact applications.

9. Recognition of Achievement issued by AIB International for the years2009, 2008, 2007 and 2006Certifying that the Company has fulfilled the requirements of the AIBInternational Consolidated Standards for Food Contact PackagingFacilities Programmes.


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10. Top Exporter of FIBCs (Jumbo Woven Bags) and the highestrecognition for exports from The PlasticsExport Promotion Council, Govt. of India for the years 2008-09, 2007-08,

2006-07 and 2005-06.11. Top Exporter of woven sacks/ fabrics and the highest recognition forexports from The Plastics Export

Promotion Council, Govt. of India for the year 2002-03 and 2001-02

12. Second Best Exporter of Plastic Tarpaulin and the highestrecognition for exports from The Plastics Export

Promotion Council, Govt. of India for the year 2004-05.

13. Niryat Shree Award, Certificate of Excellence from Federation ofIndian Export Organizations.


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Our major customers

Ashapura Minechem Ltd.

Jindal Power & Steel Ltd.
http://www.indiacatalog.com/cgi-bin/redirect_url.pl?url=http://www.ashapura.chttp://www.indiacatalog.com/cgi-bin/redirect_url.pl?url=http://www.ashapura.c


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Micro Inks Ltd.

Grasim Industries Ltd.

Wolkem India Ltd.
http://en.wikipedia.org/wiki/File:Grasim_logo.jhttp://en.wikipedia.org/wiki/File:Grasim_logo.jhttp://en.wikipedia.org/wiki/File:Grasim_logo.jhttp://en.wikipedia.org/wiki/File:Grasim_logo.j


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Ashtech India Pvt. Ltd.

EBM India Pvt. Ltd.


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Ultratech Cement Lt

Hindustan Unilver Ltd


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Chapter 2

EMPLOYEE WELFARE

INTRODUCTION


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Employee welfare defines as efforts to make life worth living for workmen.

These efforts have their origin either in some statute formed by the state or in

some local custom or in collective agreement or in the employers own initiative.

Employee welfare is a comprehensive term including various services, benefits and

facilities offered to employees by the employer. Through such generous fringe

benefits the employer makes the life worth living for employees. The welfare

amenities are extended in addition to normal wages and other economic rewards

available to employees as per the legal provisions. Welfare measures may also be

provided by the government, trade unions and non-government agencies in addition

to the employer. The basic purpose of employee welfare is to enrich the life of the

employees and keep them happy and contended.

To give expression to philanthropic and paternalistic feelings.

To win over employees loyalty and increase their morale.

To combat trade unionism and socialist ideas.

To build up stable labour force, to reduce labour turnover and

absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job

appeal).


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DEFINATION

Employee welfare means the efforts to make life worth

living for workmen. According to Todd employee welfare means

anything done for the comfort and improvement, intellectual or

social, of the employees over and above the wages paid which is not anecessity of the industry.

Welfare includes anything that is done for the comfort and

improvement of employees and is provided over and above the wages.

Welfare helps in keeping the morale and motivation of the employees


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high so as to retain the employees for longer duration, which helps the

organization to achieve its goals.

FEATURES OF EMPLOYEE WELFARE:

* Employee welfare is a comprehensive term including various services,

facilities and amenities provided to employees for their betterment.* The basic purpose in to improve the lot of the working class.

* Employee welfare is a dynamic concept.

* Employee welfare measures are also known as fringe benefits and

services.


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* Welfare measures may be both voluntary and statutory.

* The work generally includes those items of welfare which are overand above what the employees expect as a result of the contract of

service from

the employers.

* Employee welfare is a very broad term, covering social security and

such other activities as medical aid, crches, canteens, recreation,

housing, adult education, arrangements for the transport of employee to

and from the work place.

.

OBJECTIVES OF EMPLOYEE WELFARE

Employee welfare is in the interest of the employee, the employer and

the society as a whole. The objectives of employee welfare are: -

* It helps to improve.

* It improves the loyalty and morale of the employees


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* It reduces labor turnover and absenteeism.

* Welfare measures help to improve the goodwill and public image of theenterprise.

* It helps to improve industrial relations and industrial peace.

* It helps to improve employee productivity.

* Enabling workers to live richer and more satisfactory lives;

*Enhancing the standard of living of workers by indirectly reducing the

burden on their purse;

MERITS & DEMERITSMerits

* Motivates employees

* Employee Retention


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* Minimized social evils

* Better Job satisfaction

* Cuts down labor turnover

Demerits

* Huge investment

* Employees being dissatisfied


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THE AGENCIE OF EMPLOYEE WELFARE ARE:

-

1. Central government: - The central government has made elaborate

provisions for the health, safety and welfare under Factories Act 1948,

and Mines Act 1952. These acts provide for canteens, crches, rest

rooms, shelters etc.

2. State government: - Government in different states and Union

Territories provide welfare facilities to workers. State government

prescribes rules for the welfare of the workers and ensures compliance

with the provisions under various labor laws.

3. Employers: - Employers in India in general looked upon welfare

work as fruitless and barren though some of them indeed had done

pioneering work.

4. Trade unions: - In India, trade unions have done little for the

welfare of workers. But few sound and strong unions have been the

pioneering in this respect.


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5. Other agencies: - Some philanthropic, charitable d social service

organizations like: - Seva Sadan society, Y.M.C.A., etc.

.

NEED FOR FRINGE BENIFITS

* Employees demand

* Trade union demand

* Employers preference

* As a social security

* To improve human relations

Examples of fringes

o 1. Legally required payments


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o - Old age, survivors, disability and health insurance (commonly known

as social security)

o - Workers compensation

o - Unemployment compensation

o 2. Contingent and Deferred benefits

o - Pension plans

o - group life insurance

o - military leave and pay

o - maternity leave

o - child care leave & sick leave etc.,

o 3. Payments for time not worked

o - vacations & holidays

o - voting pay allowances

o 4.Other benefits

o - travel allowances & moving expenses

o - uniform tool expenses

.

.TYPES OF WELFARE SERVICES

1. Intramural: -These are provided within the organization

like:

* Canteen,


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*Rest rooms,

*Crches,

*Uniform etc.

2. Extra mural: -These are provided outside the

Organization , like:

* Housing,

* Education,

* Child welfare,

* Leave travel facilities,

* Interest free loans,

* Workers cooperative stores,

* Vocational guidance etc.

EMPLOYEE WELFARE IS ALSO DIVIDED AS:

>Statutory welfare work comprising the legal provisions in

Various pieces of labor legislation.

>Voluntary welfare work includes those activities which are


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undertaken by employers for their voluntary work.

Different ways ofSocial Security Provision in India

1. Social Insurance- common fund is established with periodical

contribution from workers out of which all benefits in terms of

cash or kind are paid .The employers & state prove major portion of

finances. Benefits such as PF, Group Insurance etc are offered.

2. Social Assistance- Benefits are offered to persons of small

Means by govt. out of its general revenues. E.g. - Old age pension

SOCIAL SECURITY IN INDIA

- Medical care

- Sickness benefit in cash

- Old age pension or retirement benefit

- Invalidity pension

- Maternity benefit

- Accident benefit

- Survivors benefit

. . STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

* Drinking Water


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* Facilities for sitting

* First aid appliances

* Latrines and Urinals

* Canteen facilities

* Spittoons

* Lighting

. VOLUNTRAY WELFARE SCHEMES

* Personal Health Care (Regular medical check-ups): Some of the

companies provide the facility for extensive health check-up

* Flexi-time: The main objective of the flextime policy is to provide

opportunity to employees to work with flexible working schedules

* Employee Assistance Programs: Various assistant programs are

arranged like external counseling service so that employees ormembers

of their immediate family can get counseling on various matters


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PHILOSOPHY OF EMPLOYEE WELFARE

ACTIVITIES

The philosophy of employee welfare activities is based on

the theory that success of industrial development depends upon

harmonious relations and co-operation between employee andmanagement (employer). The employee has a fund of knowledge and

experience at his jobs. If rightly directed and fully used, it would make a

good contribution to the prosperity of the organization this can be

achieved only through

the satisfaction of the labour.

THEORIES OF EMPLOYEE WELFARE

The Police Theory:

This is based on the contention that a minimum standard of welfare

is necessary for laborers. Here the assumption is that without policing,

that is, without compulsion, employers do not provide even the minimumfacilities for workers.

The Religious Theory: This is based on the concept

that man is essentially "a religious animal."


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The Philanthropic Theory: This theory is based on

man's love for mankind. Philanthropy means "Loving Mankind."

. The Trusteeship Theory

This is also called the Paternalistic Theory of Employee

Welfare. According to this the industrialist or employer holds the total

industrial estate, properties, and profits accruing from them in a trust.

The Placating Theory:

According to this theory, timely and periodical acts of

employee welfare can appease the workers. They are some kind of

pacifiers which come with a friendly gesture.

The Public Relation Theory:

This theory provides the basis for an atmosphere of goodwill

between employee ,management, and also between management and thepublic, employee welfare programmes under this theory, work as a sort of

an advertisement and help an organization to project its good image and

build up and promote good and healthy public relations.

The Functional Theory

This is also called the Efficiency Theory. Here, welfare work is

used as a means to secure, preserve and develop the efficiency and

productivity of labour, it is obvious that if an employer takes good care ofhis workers, they will tend to become more efficient and will thereby step

up production.


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PRINCIPLES OF WELFARE ACTIVITIES

Adequacy of Wages:

Employee welfare measures cannot be a substitute for

wages. A combination of social welfare, emotional welfare and

economic welfare together would achieve good results.

Social Liability of Industry:

Industry, according to this principle, has an obligation or

duty towards its employees to look after their welfare

Impact on Efficiency:

This plays an important role in welfare services, and is based

on the relationship between welfare and efficiency, though it is

difficult to measure this relationship.

Increase in Personality:

The development of the human personality is given here as

the goal of industrial welfare which, according to this principle, should

counteract the baneful effects of the industrial system.

Totality of Welfare:

This emphasizes that the concept of employee welfare must

spread throughout the hierarchy of an organization. Employees at all

levels must accept this total concept of employee welfare programme will

never really get off the ground.

Co-ordination or Integration:

This plays an important role in the success of welfare

services. From this angle, coordinated approach will promote a healthy

development of the worker in his work, home and community. This is


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essential for the sake of harmony and continuity in labour welfare

services.

Democratic Values:

The co-operation of the worker is the basis of this principle.

Consultation with, and the agreement of workers in, the formulation and

implementation of employee welfare services are very necessary for their

success.

Responsibility:

This recognizes the fact that both employers and workers are

responsible for employee welfare. Trade unions, too, are involved inthese programmes in healthy manner, for basically employee welfare

belongs to the domain of trade union activity.

Accountability:

This may also be called the Principle of Evaluation. Here, one responsible person

gives an assessment or evaluation of existing welfare services on a periodical basis

to a higher authority.

Timely:


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SCOPE OF EMPLOYEE WELFARE WORK

Employee satisfaction is supremely important in an organization

because it is what productivity depends on. If your employees are

satisfied they would produce superior quality performance in optimal

time and lead to growing profits. Satisfied employees are also more likely

to be creative and innovative and come up with breakthroughs that allow

a company to grow and change positively with time and changing market

conditions.


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EMPLOYEE WELFARE ACTIVITIES IN

FLEXI TUFF INTERNATIONAL LTD. KASHIPUR

A. program to be organized in such a way that employeesparticipation is ensured.

1. During the Annual Day, employees along with their spouse & children

will be invited.

2. Following awards /Prizes are also distributed.

a. Best Operatorskill wise (min. 5 skills)

b. Best Line of the year

c. Attendance Award (No. of days of actual full day presence)

d. LONG SERVICE AWARD: Who have completed the following no. of

years of service in any of Group Company.


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DIWALI - GIFTS, SWEETS AND BONUS

1. The company has the policy to give gift to all the employeesirrespective of level including Temporary employees, driversattached to employees and employees through contractor.

2. Cost of the gift should not exceed Rs. 500/- per employee,

sweets amounting to Rs.200/- per employee to be distributed to all the

employees.

3. The items to be decided for distribution of gift / sweets to allthe units will be decided by the committee to be decided before Diwali.

The responsibility to purchase the gift rests with the committee.

4. The cost of gifts/sweet shall be borne by each unit.

DISTRIBUTION OF BONUS

a. The bonus wherever applicable will be distributed along with the

gifts and sweets. Rs. 101/- to be given to the employees as Shagunwho are exempted from Bonus limit.

b. An employee who is working with in a unit where the bonus is not

applicable, he may be entitled to have an ex-gratia payment equivalent to


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the amount declared at the previous unit from where he was transferred

only in the first year.

c. It is also the policy of the company that the bonus will be paid to

employees only after the accounts are finalized and bonus declared by the

management.

d. For employees (Staff and Operator) leaving the company before the

declaration of bonus, the bonus shall be settled at the time of his

settlement of account if the bonus is applicable.

DIWALI GREETING CARD

a. The company has the practice to send Diwali Greeting Card to the

important persons who comes into the contact of the company.

b. Each unit should send their requirement to Group Functional Head -

Marketing, which will get the same purchased in bulk and distribute to

the Indenting Units at least 20 days before the Diwali Day.

c. The cost of these Diwali cards shall be borne by concerned unit.

//////////// GIFT TO EMPLOYEES ON HIGHEST SALE/ ACHIEVEMENT

a. On highest sale, unit gives recognition to employees by giving

gifts.

I. If a unit has achieved highest ever sale and sale is more than 15% of

budgeted sale may decide to give gifts to its employee.


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ii. The gift amount should not exceed the amount of Diwali gift.

iii. SBH can decide whether to give gift or not. However, gift is not allowed

more than three times in a year.

G :OTHER FESTIVALS

1.NEW YEAR

a. Sweets should be distributed on 1st January every year to all employees.

2. LOHRI FESTIVAL

a. On Lohri festival sweets (preferably ground nuts and rewries) to be

distributed to all the employees in the evening at the close of the working

hrs.

3.AKADSI FESTIVAL

a. On Akadsi traditional Prasad (preferably Lassi, Musk Melon and Mango)

to be distributed to all the employees.

4. MANGALWAR

a. An employee to be sent to the temple for Bhog and distribute the

Prasad to each and every employee of the Company including the

guests who are present at the reception as well as in the office.


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//////////

Loan & Advance

1. As a broad guideline the reasons may be observed under the gambit of

exigencies; Marriage. (Self, dependent brothers/ sisters/ daughter/son),

Hospitalization of self / dependent family members, ceremonies in the

house of specific nature cause due to death of any first line family member.

2. Any other miscellaneous reason of grave nature/calamity that has caused a

need for cash assistance to the employee with which the immediate

superior is satisfied and has found the employee to be genuine and

reasonable in his request.

3. An advance / loan can be granted to any employee who approach for loan /

advance in writing addressed to his immediate superior. The immediate

superior should put it up with his recommendation to the approving

authority clearly stating his conclusive decision along with logic for such a

decision.

4. Employee claiming a loan /advance (MSM-33/F01) shall be granted an

amount which should as follows:


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Employee with 6

months & below

employment in the

Company

No loan is allowed but salary

advance may be allowed

which shall be deducted on

immediate pay day.

Employee with 6

months to 5 years

employment in the

company

2 months Basic + HRA

Maximum

Employee with 5

years and above

employment in he

company

3 months Basic + HRA

Maximum

5. The loan will be deducted in ten (10) equally monthly installments.

6. A salary advance would mean an immediate need for cash to the employee

for his personal need depending on his monthly salary due for logical

reasons like his proceeding on leave till the pay day etc. This amount shall

be granted as an advance, which shall, however, be adjusted against salary

payable on the immediate pay day succeeding such a payment.

.

1. As per the Income Tax Rule, interest free loan exceeding to Rs.20000/-

if given to an employee then it will be treated as perquisite and will be

Working

day are

25 & above will get 80%

amount of his salary

Workingdays are

20 to 24 will get 60% amountof his salary

Working

days are

15 to 19 will get 40% amount

of his salary.


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part of taxable salary of the employee. In such case, the perquisite value

will be calculated by applying the following interest rates on reducing

monthly outstanding balance or such other rates as may be prescribed

under Income Tax Act / Rule, from time to time :

Purpose of the Loan Rate of Interest

(p.a.)

Marriage 13%

Hospitalization NIL

Ceremony at House 13%

HousingConstruction / Purchase 10%

(Not for repair)

Others (Including Housing loan for repair) 13%

MEDICAL Facility

1. Employees can claim a medical reimbursement either monthly, quarterly,

yearly or annually on submission of medical bills.

2. An eligible employee shall have to submit the medical bills.

3. Employees joining/leaving during the month shall be eligible for medical

reimbursement on pro-rata basis for the number of days worked in that

particular month.

4. There will not be any deduction of medical entitlement on account of

their remaining absent for a long period on account of

sickness/illness/LWP.


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ACCIDENT INSURANCE

1. This policy is applicable for all the employees of N.K.Minda Group

including those who are covered in ESI scheme. In case employee is

already having Accident Insurance policy, is exempted under this scheme

subject to submission of copy of policy to the concerned HRM Head and

he is entitled for reimbursement of the amount against the same as per his

entitlement of premium amount.

2. The company will take the policy in its own name. The premium of the

policy shall be borne by the company.

3. Processing of claims: Bills and claims of any employee should be

submitted in appropriate form with enclosure to HRM department for

interface & conclusion with Insurance company to result in

reimbursement of claim. Any employee wish to make a claim should

obtain blank claim form from HRM department and intimation as to

accident should always be made to HRM as and when such accident

occurs.

MEDICLAIM INSURANCE

1. This policy enables employees to claim reimbursement of

expenses in case of hospitalization for illness/diseases or injury sustained.


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2. Policy will be taken on the date of joining itself. Company will

deposit an advance amount with Insurance company for inclusion of new

joinees. On the day of joining, Unit HRM will intimate Insurance

company for inclusion of new employee in mediclaim insurance from day

one. Company will take floater policy including Maternity benefits

having child care coverage & pre existing disease for all employees, other

than covered under ESI. Once an Employee is out of ESI scheme,

company will immediately take the Mediclaim policy. Floater policy

means all family members will be covered under the same amountcollectively and not individually. The meaning of family is self, spouse

and children. No other family members/ dependents of the employees

will be included in the policy. If insurance company allows inclusion of

any other member at extra premium, the additional premium will be

borne by the employee.

3. In case employee is already having Mediclaim policy, is

exempted under this scheme subject to submission of copy of policy to

the concerned HRM Head and he is entitled for reimbursement of the

amount against the same as per his entitlement of premium amount.

4. Policy will be taken in the Companys name on the behalf of the

employees; the premium shall be paid by the company.

5. In case employee Leaves Company during the policy period, he/she can get

it renewed himself/herself in order to maintain the continuity of the

policy. However in this case he/she will not be eligible for advantage of

discount.


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6. After taking this policy, employee can avail the weekly benefits of accident

insurance policy also side by side.

EXECUTIVE HEALTH CHECK UP (EHC)

1. EHC scheme covers DGM & above employees. Managers who are

above 40 years of age also ..covered under this scheme.

2. Corporate HRM will identify Hospital & Scheme for Annual Checkup.

Unit HRM will co-ordinate ..the activity.

3 .Provision of the budget will be taken care by Unit HRM.

FAMILY PLANNING INCENTIVE SCHEME

1. The scheme shall cover all regular Operators of the company who have

put in at least 2 years of service in the company and are in the age group

of 25 to 45 years.

2. The employee and the spouse of the employee must be within the

Reproductive age group. In case of a male employee, this would mean

that he should not be over 45 years of age and his wife should not be over


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40 years of age. In the case of a female employee, she must not be over

40 years of age and her husband must not be over 45 years of age.

3. Only one of the couple is eligible for grant of incentive at their option even

when both of them under go sterilization operation.

INCENTIVES

a. Employee having up to two children will get cash reward of

Rs.1000/- if he/she undergoes a family planning operation. The award is

also permissible if the spouse of the employee undergoes the operation.

b. Cash reward of Rs. 2,000/- will be awarded, if the employee or

his/her spouse undergoes family planning operation, if the two

childrens are daughters.

c. A cash reward of Rs. 500/- will be given to those employees who

maintain minimum difference of three years between first and second

child.

5. An employee may apply in the prescribed application form, for the grantof incentive to the HRM Department along with the requisite certificate

(s) from the prescribed authorities, as mentioned in para 06 of this policy

The HRM department will process and issue the sanction order.

6. In order to be eligible for the benefit under this scheme, the sterilization

certificate should be issued by an authorized central authority of the


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hospital. Where this is not possible, the sterilization certificate issued by

the Central Government for the purpose is sufficient. If the employee or

his/her spouse undergo sterilization operation in a Private Nursing

Home/Private Hospital is also eligible to get incentive provided he or she

produces a certificate from the concerned Nursing Home/Hospital duly

countersigned by the Civil Surgeon/ District Medical Officer/Authorized

Medical Officer (CGHS).

7. In addition to the cash reward, employee will be eligible for two days

special casual leave, for the day of operation and next day for rest and

recovery. These leaves are applicable even if his/her spouse undergoes

the operation.

8. Combination of special casual leaves granted in connection with planning

with other regular leave is permissible.

.

..PERMANENT ITEM ISSUE

1. As and when any item is issued for the official use to any employee, the

record should be maintained by each unit HRM department in his

Personal file as well as Permanent Issue Register, where signature should

be obtained to whomsoever it is issued.

2. As and when any employee who has been issued any item, leaves the

company, a signature should be obtained by the HRM department before

clearing full and final clearance form & will check the items issued to

him as per the register and shall see that these have been received back in

proper condition.


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3. For Items like Laptop, LCD, Camera, etc. a Permanent Issue Card to be

issued to the user and user to show card on gate while taking out such

item.

TRANSPORTATION (AS APPLICABLE)

1. The share of cost of transportation would be borne by the employees with

as following:

Category % of Cost

Staff 60

Operator 30

CANTEEN ( AS APPLICABLE)

2. This policy has been laid down to provide the food and tea at the work

place for all, where the canteen facility is available.

3. Company will provide the Food at the specified place for all where thecanteen is available.

4. The food will be subsidized by the company.

5. The share of cost would be borne by the employees with as following:

Category % of Cost

Staff 60

Operator 30

DISTRIBUTION OF TEA

1. Company shall provide tea two times in a day.

4. Tea will be served to all the employees at the specified place decided by

the HRM

FESTIVAL HOLIDAYS


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1. The company has the policy to declare 9 no. of festival holidays.

2. Units located at following regions to follow Holiday Calendar of customers

as given below:-

NCR - Maruti

Pune - TATA & BAL

Pant Nagar - BAL

MARRIAGE GIFT

1. There shall be a Company gift on self-marriage of the employee of any

level, who gets married.

2. Gift shall be of worth Rs. 2100/- (Cash or in kind).

3. The employee should be a permanent employee of the company. (includes

probationers and trainees)

4. The concerned department head of such an employee who is getting

married shall ensure that the gift is presented to him/her. The voucher

pertaining to the same shall be authorized by the department head. The

voucher should be accompanied with the marriage invitation copy in all

possible cases.

FURNITURE POLICY

1. Each Unit to have its own policy for Furniture i.e. within the unit there

should be uniformity of furniture. This shall be the responsibility of

HRM.

OPEN HOUSE

1. To meet the all staff members on regular basis to have better interaction

with them.


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2. Half yearly Open House shall be planned for 2nd Line of SBH for his Unit.

CMDs INNOVATION AWARDS

Innovation is quite different from kaizens. Kaizens are incremental

improvements, where as Innovation is radical improvement. Kaizens,

generally improve the existing systems and where as

1. Innovation may improve, abandon the existing system and create anew system. Innovation is bigger in scale and scope and the benefits

are enormous. The intent of the CMDs Innovation award is to create

the innovative environment in the organization and also recognize

and reward those people who can

2. Think innovatively and can create value to the organization. This

scheme is applicable to all employees.

3. AREAS COVERED: Products, Processes, Services, Systems &

Skills.

INNOVATION COMMITTEE:

Innovation Committee comprises of

- Design Head

- HeadGroup HRM


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Chapter 3


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RESEARCH METHODOLOGY

Research methodology is a way to systematically solve

the research problem. It includes not only the research methods, but also

the logic behind using the methods. Its shows the type of sample design

used, its size and the procedure used to draw the sample. In short, the

search for knowledge through objective and systematic method of finding

solution to a problem is research.

Research Methods may be understood as all those methods

/techniques that are used for conduction of research. Research methods or

techniques refer to the methods the researchers use in performing

research operations. Research Methodology is a way to systematically


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solve the research problem. Thus when we talk of research methodology

we not only talk of the research methods but also consider the logic

behind the methods we use in the context of in the context of our research

study. There are many types of research methods as analysis of historical

records, analysis of documents, personnel interview, focused interview,

group interview, telephone survey etc.

Keeping research methods in view, we can divide it in three groups.

1. In first group, we include those methods which are concerned with the

collection of data.

2. The second group consists of those statistical techniques which are used

for establishing relationships between the data and unknowns.

3. The third group consists of those methods which are used to evaluate the

accuracy of the results obtained.

MY RESEARCH AT Flexi Tuff International Ltd

Kashipur:


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1. I collected the data about the data about the welfare activities in flexituff

and then taking the feedback from the employees about the Welfare

activities.

2. Then I used those feedback for my research purpose i.e. what are the

benefits of welfare activities as well as the lacking of the programme

and what can be done to improve the same.

RESEARCH PROCESS

Research process consists of series of actions or steps necessary to

effectively carry out research. The following diagram shows the research

proc


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F=feedback & FF = feed forward

TYPES OF RESEARCH:

There are different types of research

DEFINE RESEARCH PROBLEM

REVIEW OF LITERATURE

REVIEW CONCEPTS AND THEORIES

REVIEW PREVIOUS RESEARCH FINDINGS

FORMULATE HYPOTHESIS

DESIGN RESEARCH

COLLECT DATA (EXECUTION)

ANALYSE DATA

INTERPRET AND REPORT

F

F

FF FF

FF

SUGGESTIONS AND CONCLUSION


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1) Descriptive vs. Analytical:

Descriptive research comprises surveys and fact-finding

enquiries of different types. The main objective of descriptive research

is describing the state of affairs as it prevails at the time of study. The

most distinguishing feature of this method is that the researcher has no

control over the variables here. He/she has to only report what is

happening or what has happened. The methods of in conducting

descriptive research are survey methods of all kinds, including correlation

and comparative methods.

Meanwhile in the analytical research, the researcher has to use

the already available facts or information, and analyse them to make

a critical evaluation of the subject.

2) Applied vs. Fundamental

Research can also be applied or fundamental research. An

attempt to find a solution to an immediate problem encountered by

a firm, an industry, a business organisation, or the society is known as

applied research. Researchers engaged in such researches aim at

drawing certain conclusions confronting a concrete social or

business problem. On the other hand, fundamental research

mainly concerns generalizations and formulation of a theory. In other

words,Gathering knowledge for knowledges sake is termed

pure or basic research.

3) Quantitative vs. Qualitative

Quantitative research relates to aspects that can be quantified

or can be expressed in terms of quantity. It involves the

measurement of quantity or amount. The various available

statistical and econometric methods are adopted for analysis in such


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research. They include correlation, regressions, time series analysis,

etc.

Whereas, qualitative research is concerned with qualitativephenomenon, or more specifically, the aspects relating to or

involving quality or kind. The main aim of this type of research is

discovering the underlying motives and desires of human beings,

using in-depth interviews. The other techniques employed in such

researches are story completion tests, sentence completion tests, word

association tests, and other similar projective methods. Qualitative

research is particularly significant in the context of behavioural

sciences, which aim at discovering the underlying motives of human

behaviour. Such research help to analyse the various factors that

motivate human beings to behave in a certain manner, besidescontributing to an understanding of what makes individuals like

or dislike a particular thing.

4) Conceptual vs. Empirical

A research related to some abstract idea or theory is known

as conceptual research. Generally, philosophers and thinkers use it

for developing new concepts or for reinterpreting the existing ones.

Empirical research, on the other hand, exclusively relies on

observation or experience with hardly any regard for theory and

system. Such research is data based. They often come up with

conclusions that can be verified through experiment or

observation. They are also known as experimental type of research.


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THE TYPES OF RESEARCH & METHOD ADOPTED FOR

DOING THIS RESEARCH ARE:

TYPE OF RESEARCH:

Data are collected by using one or more appropriate method: Interview

method and by filling questionnaires.

The study falls under the category ofDescriptive Research. It is the

description of the state of affair as it exists at the present. Descriptive study

is a fact finding investigation with adequate interpretation. It is the simplest

type of research. It is more specific than an exploratory study, as it has

focus on particular aspects or dimensions of the problem studied.

It is designed to gather descriptive information and provides

information for formulating more sophisticated studies.

It is also an Analytical Research because the researcher has to use facts or

information already available, and analyze these to make a criticalevaluation.

.

Research Method:

Research method refers to the behavior and instruments we use in

performing research operation. There are three types of data collection they

are as:

Interview Method:-The biggest benefit of face-to-face interviews is the

human interaction that occurs. This method was purposefully selected so

that the researcher could interact on a personal level with the departmental

heads.

Through Questionnaires:- Identical questionnaires were used to assess the

training needs of the staff . A questionnaire was developed using some, but


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not all, of the face-to-face interview questions. Some of the questions

provided data that I needed, and since all the information is not relevant to

the outcome of the assessment, it will not be made a part of the report. The

open-ended questions required respondents to answer in their own words.

This elicited in-depth responses, as opposed to limited responses. Questions

were framed so that they could be answered easily. The number of questions

was limited so that it could be completed in twenty minutes or

Sampling Design and Sample SizeOnce the researcher has formulated and developed a research

design including the questionnaire, the researcher has to decide the

amount of people comprising the population from whom the information

is to be collected. A sample design is a definite plan for obtaining a

sample from a given population. All items in this field of inquiry

constitute a Universe or Population. There are two types of survey:

Sample Survey Census Survey

.

In this project, I have used sample survey where the universe is small

one as only Executive members and Departmental Heads were survey to

formulate a new system. Since the time period was limited and the

company personnel were busy, the sample survey was limited to the

Executive Staff Members and the Departmental Heads.

The selected respondents are technically called sample.

POPULATION:

The first step in developing any sample design is to clearly define the

set of objects, technically called the Universe. In this research, the

population under observation is finite, consisting of 50 employees.


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SAMPLING METHOD

There are two methods of sampling:-

1. Probability Sampling: It is based on the concept of random selection of a

controlled procedure that assures that each Population element is gives a

non-zero chance of selection. Probability Sampling is of following types:

1. Simple Random

2. Systematic

3. Cluster

4. Stratified

5. Double

2. Non-Probability Sampling: Non probability sampling is non-random and

subjective. That is each member does not have a known non zero chance of

being included. Types of Non-Probability Sampling

1. Convenience

2. Judgement

3. Quota

Researcher selects the sample as per their convenience.

For this research work I have chosen Non- Probability Convenience

Sampling because time limit for the completion of the work is limited

and also managers and employees are not available all the time.

DATA COLLECTION:

Data are facts, and other relevant materials, past and present, serving a basis

for the study and analysis. The data serve as a base or raw material or

analysis. Without an analysis of factual data, no specific inferences can be


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drawn on the questions under the study. The relevance, adequacy and

reliability of data determine the quality of the findings of a study.

DATA COLLECTION METHOD:

Data for the present study is collected from two sources:

a). Primary: - The first hand information is collected with the responses of

questionnaire. For this purpose a questionnaire is given to the employees of

Minda Pantnagar. They were interviewed so as to get the information about

the functions that are performed by them, as well as what the employers

expect out of them, as per their knowledge, experience and observation.

b).Secondary: - These are sources containing data which have been

collected and complied for another purpose. The secondary sources

consists of readily available compendia and already compiled statistical

statements and reports whose data may be used by researchers for their

studies. Secondary sources consist of not only published records and

reports, but also unpublished records. It is collected with the help of

following sources:

INTERNET

JOURNALS

COMPANY MAGZINES


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DATA ANALYSIS AND INTERPRETATION

Age Details Of The Respondents

PARTICULAR PERCENTAGE (%)

BETWEEN 18-26 YEARS 29%



47 AND ABOVE 11%

TOTAL 100

INFERENCE

It is found from the Table that 29% of respondents are between 18

to 26 years of age,39% of the respondents are between 27 to 36 years of

age,21% of the respondents are between 37 to 46 years of the age 11% of

the respondents are coming under the age of 47 and above.


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DATA ANALYSIS

.

We asked some questions from workers by preparing a questionnaire .In 50employees at various levels were asked the reactions of workers on different

questions are as follow.

Q.1Are you satisfied with welfare schemes given by the company

Responses

S.N. RESPONSES PERCENT OFTOTAL

1 YES 85

2 NO 15

Satisfaction With welfare schemes


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Q.2Are you satisfied with your relationship with the management?

Responses

S.N. RESPONSES PERCENT OF

TOTAL1 GOOD 82

2 NOT GOOD 18

Workers Relation With The Management


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Q.3Are you satisfied with the Safety practices for the welfare of

Employees?

Responses


TOTAL1 YES 80

2 NO 20


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Satisfaction With Safety Practices


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Q.4Are you satisfied with Working Environment of the company?

Responses


TOTAL1 YES 81

2 NO 19

Satisfaction With Working Environment


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Q.5Are you satisfied with the Canteen Facility of the company?

Responses


TOTAL1 YES 87

2 NO 13

Satisfaction of Employees with Canteen Facility


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Q.6Are you satisfied with the Bus Service provided by the

company?

Responses


TOTAL1 YES 86

2 NO 14

Satisfaction with the Bus Service


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Q.7Are you satisfied with Festival Allowance given by the

company?Responses


TOTAL1 YES 79

2 NO 21

Satisfaction With Festival Allowance


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Limitation

While making the project in Flexi tuff international ltd the mainlimitation that I was faced the secrecy the adopted by the company in

providing the information

Time was the limitation while carrying the project.


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Company was conducting the summer training for the MBA studies so

the exactly did not know the way to give training.

The trainees of one department were not allow to go and interact with the

other department

The respondents were too busy to providing me proper time for the

project

There was no proper schedule for training


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///////////////////////////////

FINDINGS

*Employees feel that their motivation increased through welfare activities of the

company.

* Almost all employees feel that service satisfy real needs of the workers. This

means that the company determine what the employees real needs are with the

active participation.

* Employees are satisfied with the Effective arrangements used for ventilation and

temperature so as to provide comfort to the workers and prevent injury to their

health.

* 85% employees are satisfied with the Health Facility given by the company and

rest 15% employees are not satisfied.

* 82% employees said their relationship with management is good and other 18%

feels their relationship are not so much good.

* 80% employeesare satisfied with safety practices for the welfare of Employees

and rest 20% are not satisfied.

* 81% employees aresatisfied with Working Environment of the company and

19% are not satisfied with it.


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* 87% employees are satisfiedwith the Canteen Facility of the company and

other 13% are not satisfied with it

* 86% employees are satisfied with the Bus Service provided by the company andrest 14% are not feel satisfied.

* 79% employees said that they aresatisfied with Festival Allowance given by

the company and other 21% employees are not satisfied.

* Employee are also highly satisfied with the Insurance, loaning and educational

support provided by the company.


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CONCLUSION

The welfare measures increases the productivity of the

organization as well as it enhances the morale and motivation of the employees

which gives a positive impact on the efficiency level of the organization.

Welfare includes anything that is done for the comfort and improvement of .

. employees and is provided over and above the wages. Welfare helps in

keeping the morale of. the employees high so as to retain the employees for

longer duration, which helps the organization to achieve its goals.

After studying all the welfare activities I have came to a

conclusion that the Employees Welfare Activities followed by the company are

providing highly beneficial to its employees is not only . . .

developing them but in giving them best support contribution to their work and I

have also found that the organization is doing great efforts to achieve the targetedobjective effectively & successfully.

If a tailor makes mistake it becomes a fashion, If a scientist makes a mistake it

becomes an invention. If an HR manager deploys a retention strategyit becomes a

welfare measure.


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SUGGESTIONS

To improve the level of Employee welfare, it is better to consider

following suggestion.

1. Management should reduce the work load of the employees.

2. It will be more effective if the management take the steps to introduce

suggestion scheme system for the employees.

3. The management should pay reasonable wage and allowance to the

employees.

4. It is better the management should recognize the needs of employees

and encourages employees special talents.

5. It will be better if the management provides incentives to employees so

it will boost in their morale and productivity.

6. Supervisors should maintain coordinal relationship with workers and

offers recognitions of the employee efforts and provide needed guidance

to workers.

7. It will be better if management provide performance and potential

appraisal in regularly.


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8. The management should provide opportunities for career development.

9. It will better if management given performance awards to employees.

BIBLIOGRAPHY

NASIR HUSAIN( HRD) FLEXITUFF INTERNATIONAL LTD

KASHIPUR

MR. S.K.BHATIA-EMERGING HUMAN RESOURCE

MANAGEMENT

MR. MICHAEL ARMSTRONG-HUMAN RESOURCE

MANAGEMENT PRACTICE

MR. K.ASWATHAPPA-HUMAN RESOURCE AND

PERSONNEL MANAGEMENT

WWW.flexituff.com

WWW.GOOGLE.COM

WWW.WIKIPEDIA.COM

WWW.AMAZON.COM
http://www.flexituff/http://www.google.com/http://www.wikipedia.com/http://www.amazon.com/http://www.amazon.com/http://www.wikipedia.com/http://www.google.com/http://www.flexituff/


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Chapter 5


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Annexure

QUESTIONNAIRE

Q.1Are you satisfied with Health facilities given by the company?

(1) YES (2) NO

Q.2 Are you satisfied with your relationship with the management?

(1) GOOD (2) NOT GOOD

Q.3 Are you satisfied with the Safety practices for the welfare of

Employees?

(1) YES (2) NO

Q.4 Are you satisfied with Working Environment of the company?

(1) YES (2) NO

Q.5 Are you satisfied with the Canteen Facility of the company?

(1) YES (2) NO

Q.6Are you satisfied with the Bus Service provided by the company?

(1) YES (2) NO

Q.7Are you satisfied with Festival Allowance given by the company?

(1) YES (2) NO


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Mahesh Project

Documents

Transcript of Mahesh Project