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A DISSERTATION REPORT ON An Analysis of The Recent Mergers & Acquisitions Undertaken by Indian Companies Globally PARLE BISCUITS PVT .LTD. Sector-01, Plot No-03 Industrial Estate, Pantnagar Rudrapur (Uttarakhand) (FOR PARTIAL FULLFILMENT OF THE RQUIREMENT FOR MASER OF BUSINESS ADMINISTRATION DEGREE) SUBMITTED TO: SUBMITTED BY: Mr. Azhar Khan Ankita Choudhary Lecturer,( Mgt. Deppt.) MBA IV Sem. Roll No. 08290500007 SARASWATI INSTITUTE OF MANAGEMENT & TECHNOLOGY 1

Transcript of Ruchi project

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A

DISSERTATION REPORT

ON

“An Analysis of The Recent Mergers & Acquisitions Undertaken by Indian Companies Globally

PARLE BISCUITS PVT .LTD.

Sector-01, Plot No-03 Industrial Estate, Pantnagar

Rudrapur (Uttarakhand)

(FOR PARTIAL FULLFILMENT OF THE RQUIREMENT FOR MASER OF BUSINESS ADMINISTRATION DEGREE)

SUBMITTED TO: SUBMITTED BY:

Mr. Azhar Khan Ankita Choudhary

Lecturer,( Mgt. Deppt.) MBA IV Sem.

Roll No. 08290500007

SARASWATI INSTITUTE OF MANAGEMENT & TECHNOLOGY

Rudrapur-Kashipur Highway, Gadarpur (U.S. Nagar)

(Affiliated to Kumaun University, Nainital)1

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ACKNOWLEDGEMENT

Every work requires an assistance and support, without which no work may be done away

with.

I wish to express my deep sense of gratitude and indebtedness to Mr.Shishir srivastava,

Programme Co-ordinator, for his guidance, expert advice, and unfailing interest at allstages

of my work. The number of researchers, friends, and family members from whom I have

received constant encouragement and guidance is so large that I cannot even hope to mention

them all.

Next to PARLE BISCUIT Pvt. Ltd., RUDRAPUR for their valuable suggestions which gave

backbone support in completing this project and giving this opportunity to complete my

summer training project there. I would like to special thanks Mr. Sorav Sir who is Executive

H.R in PARLE (RUDRAPUR) for guiding me and spending time with me on this project. I

thank them for sharing all kinds of human resource information related to recruitment and

selection with me and providing me with support material from library. This project has

helped me clearing human resource fundamental and has taught me some very important

concept about recruitment and selection process in industries, which no book could have given

me Training at PARLE was very good, learning experience for my professional career and it

will always help me in the future. I would also like to thank to Miss Shallu Arora and my

parents, brothers, friends, and well wisher who contributed and encourage me in development

of this project.

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(RUCHI BAWA)

PREFACE

It is a matter of great pleasure for me to write the preface of PARLE BISCUITS PRIVATE

Ltd. As summer training is an integral part of MBA program for the partial fulfillment of the

course. A project is essential need for a professional course. Project makes a student eligible

for developing good skills & makes deep sense for working in an organization. Project also

help in generating new idea & present it.

I got the opportunity to undertake my summer training in “Parle Biscuits Private Ltd

Pantnagar.” Where I was assigned the project “Survey on Human Resource with reference to

Social Security and Labor welfare”.

As such I here by present my project for evaluation which give, an insight over the current

trend in H.R. prevailing in the Parle Biscuits pvt.ltd.

Parle is known for its brand image whether its INDIA or The RUDRAPUR plant of Parle

where generally the productions of biscuits like Parle-G takes place. In a very short time span

it has built its image in market &it competing with other factories manufacturing biscuits

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STUDENT DECLERATION

This project has been under taken in partial fulfillment of the requirement for the award of

the degree of Master Of Business Administration of Uttrakhand Technical University

Dehradun.

This project was executed during the second semester under the supervision of Mr. Shishir

Shrivastav

Further, I declare that this project is my original work and analysis and finding are for

academic purpose only. This project has not been Presented in my seminar or submitted

elsewhere for the award of any degree or diploma.

(Ruchi Bawa) (Miss Shalu Arora)

Project Supervisor

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TABLE OF CONTENT

ACKNOWLEDGEMENT

PREFACE

DECLARATION

CHAPTER –I

INTRODUCTION TO COMPANY

COMPANY PROFILE

QUALITY COMMITMENT

MISSION STATEMENT

THE BISCUIT BASKET

SWOT ANALYSIS

CHAPTER-II

HR SURVEY IN PARLE(With reference to social security and labor

welfare)

CHAPTER –III

OBJECTIVE OF STUDY

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SCOPE OF THE STUDY

RESEARCH METHODOLOGY

CHAPTER –IV

DATA ANALYSIS

CHAPTER –V

FINDINGS

CONCLUSION

SUGGESTIONS

BIBLIOGRAPHY

CHAPTER-VI

ANNEXURE (Questionnaire)

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COMPANY PROFILE

“QUALITY, HELTH AND GREAT TASTE”…..

The Parle story unfolded in the year 1929, with the establishment of its first confectionery

factory in the western suburbs of Mumbai, presently known as the landmark region of “vile

Parle”. Thereafter in 1939 Parle started the manufacturing of biscuits, which henceforth

became its core activity. PARLE BISCUITS LIMITED is a subsidiary to PARLE PRODUCTS

LIMITED, MUMBAI, which is closely held company run by the Chechens. The company

commands a 40 % market share in the Rs. 35 billion biscuit markets in India.

Parle-G; its first venture became an instant favorite amongst the masses, leading the glucose

category with the huge market share of 65 %. It’s topped charts worldwide by becoming the

world’s largest biscuit selling brand as revealed by the US-based bakery manufactures

association in 2002. The products portfolio also comprises of KRACKJACK, MONACO,

HIDE ‘ N’ SEEK and its variants.

The success and survival of Parle is its adherence to quality and diversification in its core

area. The strong and extensive distribution network assures the availability of Parle biscuits

even remote region. Most of its offerings are in the low and mid price range making it

affordable to the masses. Parle understands the psyche of the Indian consumer and provides

them value-for-money.

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There are four of its own at Mumbai (head office), Bahadurgarh (Haryana), Neemrana (rajas

than) and distribution of the biscuit are controlled by the “business development department”,

Mumbai office with assistance from the regional sales offices at new Delhi, Calcutta, ban

galore and Mumbai.

To reduce freight rates and increases production, Parle has tie-ups with contract

manufacturing units supervised by a “Parle officer”. These units are provided with

theprocessing charges biscuits, which are transferred to depots established at strategic

location.

THE CUSTOMER CONFIDENCE

The Parle name conjures op fond memories across the length and breath of the country. After

all, since 1929, the people of India have been growing up on Parle biscuits and sweets.

Today, the Parle brands have found there way into the hearts and homes of people all over

India and abroad. Parle biscuits and confectioneries continue to spread happiness and joy

among people of all ages. The consumer is the focus of all activities at Parle. Maximizing

value to consumer and forging enduring customer relationships are the core endeavors at

Parle.

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THE BISCUITS BASKET

Parle G- the taste, energy and nourishment Parle-G offer, along its quality and value-for-

money, contributes to making its an unchanged success. Parle-G is the winner of 8 Gold and

Silver awards at the method selection Share the company of

great taste anytime, anywhere with Monaco. A light crispy

biscuit sprinkled with salt, Monaco adds a namkeen twist to

life’s ordinary moments.

Orange: Tickle your senses with Parle Orange Kream –

The tangy orange cream between two scrumptious biscuits

makes for a real treat.

Here’s a choco biscuit that flirts with your taste buds. Seek out

the chocolate chips that aren't really hidden. And relish a

delectable experience as they melt in your mouth. Also know to

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work as an effective icebreaker it’s easy to see why it’s tasty itna, ki dil aaj

The ingredients that go into making this prized cookie

are a well-guarded secret. What is, is the effect it has

on those who eat it. A cookie with a reputation for

romance. Indulge in the sinful taste of Milano and

everything that follows it.

Digestive

Marie will change your daily dipping and sipping routine;

making it more enjoyable and much healthier.

With five times more fibre than the regular Marie, you can

actually see the differences in Digestive Marie. With lower

fat and calories than other digestive biscuits, Digestive Marie

helps you stay Active-Lite all day.

Yahi Marie, Sahi Marie

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Your favorite Marie biscuit, Parle Marie is now even more exciting. It’s lighter. It’s crispier.

And it’s tastier. Making it even more appealing than before.

So the next time you’re hanging out with your buddies, just tear open a pack of Parle Marie.

And immerse yourself in an engaging conversation and an even more engaging taste.

From boy-next-door to Super Boy, no that’s not the plot for the

next Hollywood blockbuster it’s the effect of Milk Shakti. The

Shakti of milk fortified with the goodness of honey, a zabardast

combo that even ace batsman Dhoni swears by. So get that cape out

and head straight to for a pack of Milk Shakti toda

Mouth watering cookies that you’ll want to nibble as ‘sweet

nothings’. Not to mention, always have them within your reach. The

delicious taste of butter, sugar and milk in an all-you-can-have tasty

offering

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A crispy cracker that adds a namkeen zing to the usual biscuit.

Goes well with a cup of tea, an evening snack or an occasional

namkeen thought. Just bite in and let the rich golden texture melt

in your mouth.

Share the company of great taste anytime, anywhere with Monaco.

A light crispy biscuit sprinkled with salt, Monaco adds a namkeen

twist to life’s ordinary moments.

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THE QUALITY COMMITMENT

Hygine is the precursor to every process at Parle. From husking the wheat and melting the

sugar to delivering the final products to the supermarkets and store shelves nationwide, care is

taken at every stepto ensure the best product of long lasting freshness. Every batch of biscuits

and confectioneries are thoroughly checked by expert staff, using the most modern equipment

hence ensuring the same perfect quality across the nation and abroad.

Concentrating on Consumer tastes and preferences. The brand has grown from strength to

strength ever since its inception. The factories at Bahadurgarh in Haryana and Neemrana in

Rajasthan are the largest biscuits and confectionery plants in the country. The factory in

Mumbai was the first to be set up, followed soon by the one in Banglore, Karnatka. Parle

Products also has 14 manufacturing units for biscuits and 5 manufacturing units for

confectioneries, on contract.

EMERGING TRENDS OF THE BRAND

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Since its inception in the 30s Parle biscuits have prided itself in offering quality products that

are affordable to the common man. The marketing mix has evolved with the times..........

THE PRODUCT

Parle biscuits have a range of variants in it product portfolio. The popular brand Parle- G,

krackjack, Monaco, and its variants (Zeera, onion and Methi) are available in packets of

various convenient sizes. New products like hide & seek are a foray into the premium segment.

THE PRICING STRATEGY

The biscuit major has not bothered to raise the price of its flagship brand "Parle- G" for the

past 6 to 8 years and has always tried to provide its offering at nearly 33% discount as

compare to other competitive brands.

THE PROMOTION POLICY

The consumer is the focus of all activities at Parle. Maximizing value to consumer and forging

enduring customer relationships are the core endeavors at Parle. Parle-G " My Dream Come

True "- was one its biggest promotional ventures (2.5 crore) which gave contestants a chance

to fulfill their dreams. Discounts, gift offer schemes are other popular promotional offerings.

MISSION STATEMENT

Grow then higher then market growth rate, while maintaining leadership in the

industry.

Export 1 % of annual turnover.

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Have access to customized information globally.

Aim to zero defect products, there is exceeding customer’s expectations.

Develop process flexibility and innovation to get significant portion of turnover from

new products.

Expand distribution network in neighboring countries, presence in other countries.

Impart training, motivation and respect to all employees and associates.

COMPANY PROFILE

ABOUT THE COMPANY UNIT AT RUDRAPUR:

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BHOOMIPUJAN - 4 TH MAY 2004

MACHINE ERECTION ACTIVITY - 21 ST SEP. 2004

FOUNDED BY -MR. NAROTAM CHAUHAN

PRODUCT PROFILE IN PANTNAGAR PLANT:

PARLE – G BISCUITS

ORANGE CREAM BISCUITS

WHOLE COMPANY BRANDS:

PARLE – G

CREAM BISCUITS:-

KRACKJACK

MONACO ORANGE

MARIE CHOICE BOURBON

HIDE SEEK CHOCOLATE

FUN CENTER ELAICHI

CHEESLINGS PINEAPPLE

SIXER MANGO

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HUMAN RESOURCES:

>PEOPLE PERSPECTIVE IS IMPORTANT

>EMPLOYEE ORIENTED

>CONTINUOUSLY MOTIVATE

>TRAIN & DEVELOP THE WORKFORCE

EMPLOYEE PROFILE:

TOTAL NO. OF WORKERS - 763

STAFF MEMBERS - 46

Parle products pvt ltd. Mumbai promotes the company, which is holding company of the Parle

biscuits pvt ltd. The directors of M/s Parle products pvt limited are:

BOARD OF DIRECTORS:

MR. ATUL K. SHAH

MR. R.S. NEVATIA

MR. BRAJESH K.TRIPATHI

MR. S.N.VERMA

AUDITORS:

DELLOIT HARSHSKIN & SONS

BANKER:

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AXIS BANK

PUNJAB NATIONAL BANK

MOTHER UNIT:

PARLE PRODUCTS PVT. LTD.

NORTH LEVEL CROSSING

VILLE PARLE (EAST)

MUMBAI

CORPORATE OFFICE:

NIRLON HOUSE

A.B.ROAD

MUMBAI.

MOTHER UNITS: -

Mumbai, Nasik, Banglore, khaboli, Bahadurgarh (Haryana), Bhuj (Gujarat), Neemrana

(rajasthan), sitarganj, pantnagar.

Parle (Rudrapur) organizational structur

Unit head

Depty Manager

Executives

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Officer Officer Officer Officer Officer

Engineering Mechanical Accounts Production Personnel

Assistance Assistance Assistance Assistance Assistance

Officers Officers Officers Officers Officers

Foreman

Coordinator

Supervisor

Training

Operator / Fitters

Assistance Operator

Helper

SWOT ANALYSIS

The SWOT ANALYSIS summarizes the internal factor of the firm as list of its strength and

weakness and the opportunity and threats it faces from its external environment.

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INTERNAL ANALYSIS:

The internal analysis comprehensive evaluation of the internal environment’s potential

strength and weaknesses.

Company image: A closely held company of a Parle product Limited

headquartered at MUMBAI; “PARLE PARIVAR”- a family oriented work culture

which provides flexibility and discretion in ones key resources area.

Company Image: A biscuit and confectioner major in the Indian market, Parle

has a unique position in the heart of million Indian.

Organizational Structure: A flat organizational with minimum overhead, mainly

dependent on direct communication with colleagues and superiors. No succession

policy.

KEY STAFF: The general manager.

Access to natural resources: good accessibility

Position on the experience curve: more than 60 years of experience in the

biscuit manufacturing industry, it has not bothered to raise the price of its flagship

brand for the past 6 years and has always tried to provide its offerings at nearly 33

percent discount to competitive brands

Operational efficiency: highly efficient production units, 4 factories of its own

and 18 contract manufacturing units for biscuits 6 under PBPL. The Bahadurgarh

factory prides itself of having the longest oven in Asia; automated printing and

packing section.

Operational capacity: 200-250 tons per day at PBPL, Bgarh; Bahadurgarh and

Neemrana factories have the largest manufacturing facilities of biscuits.

Brand awareness: highly aware product and brand profile (esp. Parle-G,

Krackjack and Monaco) due to a strong and efficient marketing team. The other

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biscuits in the Parle product’s basket include Marie; Hide n Seek, Cheeslings, Jeffs,

Sixer and Fun Centre. But consumers need to be aware that are from Parle.

The marketing strength: Parle has nearly 1500 wholesalers, catering to 4, 25,000

retail outlets directly or indirectly. A 200 strong dedicated field force services these

wholesalers and retailers. Additionally, there, there ar39 depots and C& F agents

supplying goods to the wide distribution network.

Market Share: The Company commands a 40% market share in the rs .35 billion

biscuits market in India. Has established a dominant position in the glucose biscuit

market share (around 65%): Marie segment (12-13%) ; sweet and salty category at

90%

Financial resources: A cash rich company having major investments. Needs to

emphasize on budgeting and cost minimization.

Patents and trade secrets: the Parle-G formula…..

EXTERNAL ANLYSIS

An opportunity is the chance to introduce a new product or service that can generate superior

returns. Opportunity can arise when changes occur in external environment. Many position of

existing products and may necessitates a change in product specifications or developments of

new products in order for the firm to remain competitive . Changes in the environment may be

related to:

Customers: Customers an expectation has increased over the years, Parle needs to

evolve with the changing environment and focus upon R&D and advertising.

Competitors: the competitive scenario at the national level is more of a disguised

duopoly than a real one. A closer look at state-levels markets show the presence of strong

regional players such as Barman’s, Priyagold, Shalimar, Windsor and Champion other

than the national players, Parle and Britannia. This has held the prices in check for a long

time.

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Market trends: Growth in the over 40 year-old Indian biscuit industry has sremained

slow. Back-of -the-envelope calculations will show that per capital household per month.

Hence there is immense opportunity for Parle to move up the value chain in the Indian an

export market.

Social changes: more and more marketing budgets are being spent on below-the-line

promotions and less on brand building. The freebie driven purchase behavior may lead to

long-term damage of the brand.

New technology: both Parle and Britannia are now trying to different iate their brands

to reflect their superior quality through superior packaging. Being a national player, Parle

can afford to concentrate on continuous technological updation.

Economic environment: a reduction in the 16% excise to 8% has proved to be a boon

to the biscuit industry.

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INTRODUCTION TO TOPIC24

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(Social security and Labour Welfare)

“Each needs the other; capital cannot do without labour nor labour without

capital”

Social security is one of the pillars on which the structure of a welfare state rests, and it

constitutes the hard core of social policy in most countries. It is through social security

measures that the state attempts to maintain every citizen at a certain prescribed level below

which no one is allowed to fall. It is the security that society furnishes through appropriate

organisation, against certain risks to which its members are exposed (ILO, 1942). Social

security system comprises health and unemployment insurance, family allowances, provident

funds, pensions and gratuity schemes, and widows’ and survivors’ allowances.

The essential characteristics of social insurance schemes include their compulsory and

contributory nature; the members must first subscribe to a fund from which benefits could be

drawn later

On the other hand, social assistance is a method according to which benefits are given to the

needy persons, fulfilling the prescribed conditions, by the government out of its own resources.

The present section reviews labour welfare activities in India with particular emphasis on the

unorganised sector.

Although provisions for workmen’s compensation in case of industrial accidents and

maternity benefits for women workforce had existed for long, a major breakthrough in the

field of social security came only after independence. The Constitution of India (Article 41)

laid down that the State shall make effective provision for securing the right to public

assistance in case of unemployment, old age, sickness and disablement and in other cases of

undeserved want. The Government took several steps in compliance of the constitutional

requirements.

The Workmen’s Compensation Act (1926) was suitably revised and social insurance

programmes were developed for industrial workers. Provident funds and gratuity schemes

were introduced in most industries, and maternity legislation was overhauled.

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Subsequently, State governments instituted their own social assistance programmes. The

provisions for old age comprise pension, provident fund, and gratuity schemes. All the three

provisions are different forms of retirement benefits. Gratuity is a lumpsum payment made to

a worker or to his/her heirs by the company on termination of his/her service due to

retirement, invalidity, retrenchment or death (Bajpayee and Shanker, 1950).

Concept of labour welfare

Labour welfare work is work for improving the healh, safety and general well being and the

industrial efficiency of the workers beyond the minimum standard laid down by the labour

legislation.The basic purpose of labour welfare is o enrich the life of employees and keepthem

happy and contented.

In its broad connotation, the term welfare refers to a state of living of an individual or a group

in a desirable relationship with total environment – ecological, economic, and social.

Conceptually as well as operationally, labour welfare is a part of social welfare which, in turn,

is closely linked to the concept and the role of the State. The concept of social welfare, in its

narrow contours, has been equated with economic welfare. Pigou defined it as “that part of

general welfare which can be brought directly or indirectly into relations with the measuring

rod of money” (Pigou, 1962).

According to Willensky and Labeaux, social welfare alludes to “those formally organised and

socially sponsored institutions, agencies and programmes which function to maintain or

improve the economic conditions, health or interpersonal competence of some parts or all of a

population”

Labour welfare is an extension of the term Welfare and its application to labour. During the

industrialisation process, the stress on labour productivity increased; and brought about

changes in the thinking on labour welfare.

The concept of labour welfare has received inspiration from the concepts of democracy and

welfare state. Democracy does not simply denote a form of government; it is rather a way of

life based on certain values such as equal rights and privileges for all. The operation of

welfare services, in actual practice, brings to bear on it different reflections representing the

broad cultural and social conditions. In short, labour welfare is the voluntary efforts of the

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employers to establish, within the existing industrial system, working and sometimes living and

cultural conditions of the employees beyond what is required by law, the custom of the

industry and the conditions of the market (A. J. Todd, 1933).

The constituents of labour welfare included working hours, working conditions, safety,

industrial health insurance, workmen’s compensation, provident funds, gratuity, pensions,

protection against indebtedness, industrial housing, rest rooms, canteens, crèches, wash

places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms,

workers’ education, co-operative stores, excursions, playgrounds, and scholarships and other

help for education of employees’ children.

objectives:

1. Enabling workers to live richer and more satisfactory lives;

2. Contributing to the productivity of labour and efficiency of the enterprise;

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3. Enhancing the standard of living of workers by indirectly reducing the burden on their

purse;

4. Enabling workers to live in tune and harmony with services for workers obtaining in the

neighbourhood community where similar enterprises are situated;

5. Based on an intelligent predictions of the future needs of the industrial workers, designing

policies to cushion off and absorb the shocks of industrialisation and urbanisation to workers;

6. Fostering administratively viable and essentially developmental outlook among the

Workforce

7. Discharging social responsibilities.

8. To enhance the level of moral of employees.

9. To create a loyal, contented workforce in organization.

10. To develop a better image of the company in the mind of employees.

11. To develop positive attitude towards job, company & management.

12. To prevent social evils like drinking, gambling activities &social conditions

Principles of labour welfare

Certain fundamental considerations are involved in the concept of labour welfare. The

following are the more important among them.

Social responsibility of industry: This principle is based on the social conception of

industry and its role in the society that is, the understanding that social responsibility of the

state is manifested through industry. It is assumed that labour welfare is an expression of 28

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industry’s duty towards its employees. Social responsibility means that the obligation of the

industry to pursue those policies, to take such decisions, and to follow those lines of action

which are desirable in terms of the objectives and values currently obtaining in the society.

The values of the Indian community are enshrined in the constitution of the country. Labour

welfare is not embroidery on capitalism nor the external dressing of an exploitative.

Democratic values:

The principle of democratic values of labour welfare concedes that workers may have certain

unmet needs for no fault of their own, that industry has an obligation to render them help in

gratifying those needs, and that workers have a right of determining the manner in which

these needs can be met and of participating in the administration of the mechanism of need

gratification. The underlying assumption to this approach is that the worker is a mature and

rational individual who is capable of taking decisions for himself/herself.

Adequacy of wages:

The third principle of labour welfare is adequacy of wages; it implies that labour welfare

measures are not a substitute for wages. It will be wrong to argue that since workers are given

a variety of labour welfare services, they need be paid only low wages. Right to adequate wage

is beyond dispute.

Efficiency:

The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is to

cultivate efficiency. Even those who deny any social responsibility for industry do accept that

an enterprise must introduce all such labour welfare measures which promote efficiency

(Marshall, 1950). It has been often mentioned that workers’ education and training, housing,

and diet are the three most important aspects of labour welfare, which always accentuate

labour efficiency.

Re-personalisation:

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Since industrial organisation is rigid and impersonal, the goal of welfare in industry is the

enrichment and growth of human personality. The labour welfare movement seeks to bring

cheer, comfort, and warmth in the human relationship by treating man as an individual, with

quiet distinct needs and aspirations. Social and cultural programmes, recreation and other

measures designed after taking into consideration the workers’ interests go a long way in

counteracting the effects of monotony, boredom, and cheerlessness.

Co-responsibility:

The sixth principle of labour welfare recognises that the responsibility for labour welfare lies

on both employers and workers and not on employers alone (Moorthy, 1958). Labour welfare

measures are likely to be of little success unless mutuality of interest and responsibilities are

accepted and understood by both the parties, in particular the quality of responsibility at the

attitudinal and organisational level.

Totality of welfare:

The final principle of labour welfare is that the concept of labour welfare must permeate

throughout the hierarchy of an organisation, and accepted by all levels of functionaries in the

enterprise.

Social security comprises two types of measures, promotional and protective.

Promotional measures consist mainly of employment, training, and nutrition schemes, by

which persons are enabled to work and earn a livelihood. On the other hand, protective

measures consist of schemes by which the State provides the means of livelihood when a

person is not able to work (Sankaran, T.S, 1993). ILO standards relating to social security are

mainly protective and have been designed primarily for workers in the organised sector. Both

promotional and protective measures are necessary to provide adequate social security

facilities.

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Medical care

According to ILO recommendation No.69, medical care should be provided either through a

social service medical care service, with supplementary provisions by way of social assistance,

to meet the requirements of people in need who are not covered by social insurance, or

through a public medical service (ILO, 1984). It requires that complete preventive and

curative care be available, care which is rationally organised and co-ordinated with general

health services. In India, medical care is provided largely by the public medical service, by

private doctors and hospitals, and to a limited extent by social insurance schemes,welfare

funds, and voluntary health associations.

Sickness benefit

Sickness benefit is payable when an insured person has to stop work due to his poor health

conditions, and such a stop in work usually entails reduction or stoppage of earnings. Cash

benefit is designed to replace in whole, or in part, the lost earnings. In India, there is provision

for payment of sickness benefit under the Employees State Insurance Scheme (Government of

India, 1996). Employees of Central and State governments and some public and private sector

establishments are entitled to medical leave on half-pay.

Maternity benefit

One of the earliest conventions adopted by ILO was the Maternity Protection Convention in

1919. The purpose of this Convention was to ensure that a woman worker would be able to

sustain herself and her baby during the period immediately before and after her confinement.

Maternity benefit is usually provided under a social insurance scheme along with medical care

and sickness benefit. In India maternity benefit is provided under the Maternity Benefit Act

(as an employers’ liability) the Employees State Insurance Act (as a part of the health

insurance scheme), the Beedi and Cigar (Conditions of Employment) Act, The National

Social Assistance Programme also provides for payment of maternity benefitsin lump sum.

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Employment injury benefit

Employment Injury Benefit is the most widely adopted branch of social security, and is also

known as workmen’s compensation. According to ILO Recommendation No.67 concerning

income security, the contingency for which compensation for employment injury should be

paid, is traumatic injury, or disease in the course of employment, and not injury brought about

deliberately, or by serious and wilful misconduct of the victim, which results in temporary or

permanent disability or death (ILO, 1984). This is a cash benefit but is often associated with

medical care. In India, employment injury benefit is provided under the Compensation Act

and the Employees State Insurance Act. While the former Act is applicable to some

employment in the unorganised sector, such as the construction industry, the latter Act is

applicable mainly to workers in the organised sector.

Old-age bnenefit

Old age, invalidity, and survivors’ benefits are the main long-term social security benefits,

which are of great importance in any social security scheme. ILO conventions stipulate that

the pensionable age should not be more than 65 years, unless required by demographic,

economic, and social criteria, and that there should be a lower age for persons engaged in

arduous occupations. Old age pension may be at a flat rate, or be related to one’s past

earnings. The current trend appears to be toward building a multi-tiered system consisting of a

basic minimum pension and one or more earnings-related pensions. In India old-age

Invalidity benefit

Invalidity benefit is meant for people who have permanently lost their capacity to earn to the

extent prescribed. According to ILO Recommendation No.67 concerning income security, the

contingency in which invalidity benefit is payable is the inability to engage in any substantially

gainful activity, because of a chronic condition due to disease or injury, or because of the loss

of a member or its proper functioning. The relevant ILO convention specifies 15 years of

contribution or employment or 10 years of insurance. But usually one requires only a few

years’ insurance, say five years, a part of which needs to be immediately preceding the

invalidity. In India, the Employees Pension Scheme introduced in 1995 provides for invalidity

benefits.

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Survivors’ benefit

This benefit is meant primarily for widows and children of persons covered by Social Security

Schemes who cease to have any financial support on the death of their breadwinner. However,

national legislation often recognises claims of other dependents provided there are no primary

beneficiaries. A widespread practice is to base the survivors’ pension on the rate of the old age

pension the deceased was receiving or would have received (Sankaran, T.S, 1993). In India,

survivors’ benefit is provided under the Employees State Insurance Act and

.Unemployment benefit

The underlying principle of unemployment benefit is that if a person, through no fault of his,

is deprived of his income, he has a right to expect income support, at least for the necessities of

life while he remains available for work. According to ILOrecommendations No.67, the

contingency in which unemployment benefit should be paid is loss of earnings due to a state of

unemployment of an insured person who is ordinarily employed, a person who is capable of

regular employment in some occupation and is searching for suitable employment or due to

part time unemployment (Government of India, 1995-‘96). Its main purpose is to deal with

temporary unemployment of employed persons and not the extensive and prolonged

unemployment and under-employment found in many developing countries. The payment of

the benefits depends on satisfying the qualifying clause of covered employment, and a waiting

period may also be applied.

Family benefit

ILO Recommendation No.67 says that society should co-operate with parents, and give

general assistance designed to secure the wellbeing of children. This benefit is intended to

assist families in raising their children. Although there are no family benefit schemes in India,

which provide for the payment of cash allowances to families for the maintenance of

children,there exist many schemes which help families of Scheduled Castes/Tribes, minorities

and other weaker sections of society, in the discharge of their responsibilities for education of

their children, marriage of their daughters, construction of houses, and meeting funeral

expenses.

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Welfare Fund Model of Social Security Measures

Welfare Funds represent one of the models developed in India for providing social security

protection to workers in the unorganised sector. Funds are raised by levying a cess on the

production, sale or export of specified goods, or through contributions from various sources

including employers, employees, as well as the government; the funds are used for meeting

expenditure for the welfare of workers. The present section reviews the growth and

functioning of Welfare Funds in the country. LABOUR

WELFARE IN INDIA

The chapter on directive principle of state policy in the Indian constitution expresses the need

for labour welfare as discussed below:

ARTICLE 38:

The state shall strive to promote the welfare of the people by securing & protecting as

effectively as it may a social order in which justice social, economic & political shall inform

all the institution of the national life.

ARTICLE 39:

The state shall in particular, direct its policy towards securing.

1. That the citizen, men & women equally have the right to an adequate means of

livelihood.

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2. That the ownership & control of the material resources are so disturbed as to sub serve

the common goal.

3. That the operation of the economic system does not result in the concentration of

wealth & means of production to the common detriment.

ARTICLE 41:

The state shall within the limits of its economic capacity & development, make effective

provision for securing the right to work, to education & to public assistance in case of

unemployment, old age, sickness & disablement & other case of under served wants.

ARTICLE 42:

The state shall make provision for securing just & human conditions of work & for maternity

relief.

ARTICLE 43:

The state endeavor to secure, by suitable legislation or economic organization or in any other

way, to all workers, agricultural, industrial or otherwise, work a living wage, conditions of

work ensuring a decent standard of life & full employment of leisure & social & cultural

opportunities & in, particular, the state shall endeavor to promote cottage industries on an

individual or cooperative basis in rural area.

Welfare measure inside the workplace

Safety and cleanliness neighborhood :

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Safety and cleanliness to the neighborhood in this modern era has very important role.

Company adopts the policy of being eco-friendly and safety and cleanliness is maintained in

the surroundings which is equally important for the company and neighborhood.

Up keeping of premises –compound lawns, walls gardens ,and so forth,

egress and ingress passages and doors:

As discussed earlier, company should be eco friendly, and also the company should have good

compound for the better perspective. Lawns, gardens should be maintained, compound walls

should be proper white washed even the passage for the entrance and exit should clearly give

the idea about the route to follow.

elimination of dust, smoke ,fumes, gases:

The work to be done in this operations for the production purpose also produces various gases,

waste material, dust, smoke which is moreover always dangerous if we come in contact with

them their should be proper elimination of the waste material and the place where the actual

work is done should be well ventilated and well maintained.

Sanitation and cleanliness:

where there the condition of work, produce waste, gases, and other material not for use their

elimination were mostly done by sewers, and pipes the sanitation process for the waste should

be well formulated and also cleanliness in respect of sanitation also should be there.

Control of effluents:

Accordingly when the process of sanitation is done the wastage of industrial process is

eliminated and that wastage is eliminated through the process of sewage. This eliminated

waste should be taken care off as this waste material is also harmful for the environment.

Emphasis should be given on reduction of waste material.

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Convenience and comfort during work seating arrangements:

Their should be proper arrangements for convenience and comfort. Measures should be

adopted for the reduction of stress there-in employee having by regular work. Proper Seating

arrangements should be there as situation needs.

Distribution of work hours and provision for rest hours meal times and

breaks:

proper distribution of work should be there employees working were not machine they are

also men their should be provision for breaks, meal times, rest hours for better governing shift

wise system should be adopted.

safety measures , that is maintenance of machines and tools, providing guards helmet and

tools aprons goggles , first aid equipment:

Working condition were not same at all places, workers while working in operations should be

well equipped with all safety measure essential for that operations. Guards, helmets, aprons,

goggles should be provided to them for their safety. First aid equipment should be there so that

if any emergency occur it can be handle with ease.

supply of necessary beverages , and pills and tablets: salt tablet milk and

soda:

While being in exhaust place and working there from long period, leads to lack of energy that

gives birth to stress and compulsive nature. Employees should be provided with milk, soda,

other mineral drinks in intervals so that they be able to carry on their work in good position.

Notice boards; posters and picture, slogans, library, information's:

Under company compound they should have notice board so that any important information,

notice can be easily come under the notification of the employee. Company should provide

their workers with library so that they are able to get material to enhance their knowledge. Use

of posters, picture, and slogans should be there which help in employee motivation.

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Urinals and lavatories, wash basins, bathrooms, provision for spit rooms,

waste disposal:

For the maintenance of company compound and for the welfare of employee there should be

provision for urinals and lavatories, wash basins, bathroom, spit rooms and waste disposal.

Provision of drinking waters and coolers:

Operation were not same at all places, they differ in respect of work. Employees working there

were also human being they also need water to drink, and fresh air to breath. Workers should

be provided with drinking water facility and also of coolers.

Canteen services:

Company should provide their workers canteen service also as it is beneficial for both

company, it will save their time and workers will get their meal. Canteen should provide goon

nutritious food to the workers.

Management of workers:

Workers should be well managed, according to the work. company should manage the proper

distribution of the workers in each task so that employee be able to complete their task.

Emergency aid, medical examination for workers; health education;

medical officer:

It is normal in nature of the companies where work is performed in huge capacity anyone can

get hurt or any type of emergency can take place. Emergency aid i.e. first aid kit should be

there, company should perform medical examination of their workers and medical officer

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Medical insurance:

Company must be sure about medical insurance to their employee for the welfare of the

employees. (ESI &EMI)

Compensation:

Company should compensate their employee and their family members in respect of medical

treatment.

Women and child welfare:

Companies now usually make compound in their province for their employees where workers

live with their family. For the welfare purpose, women and child must be lead with education

programmes, provision of loan to the employees for the education of child should be there,

and recreational parks should be there for the women and child.

Recreation:

Recreation comprises of various activities like social cultural programmes for the women's,

and playgrounds for their children, extra curricular activities should be there

Education:

Education facility to the women and children for their welfare, grant of loan to the employee

for better education of their children

Measures outside the workplace:

Water sanitation, waste disposal:

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As discussed earlier, company should have proper measures in consideration of waste

disposal, water sanitation or in broader sense company should have control on their effluents.

Roads , lightning , parks , playgrounds:

Company being whole-sole responsible for the welfare of their employees have roads inside

their compound with good lightning overall. They provide their employees with playgrounds

and parks as a part of recreational activity.

Schools :

Schools is a major associated thing with our country for its bright future and if it is provided

to the employees by the company for their children and themselves its being the major

contribution of the company towards the welfare of their employees

Transport:

Companies have employees from various places nearby their province. They should provide

them with transport facility for their conveyance. It will be good in respect of both Company

and their employee.

Communication:

Communication is essential to carry on the work, and to maintain the relationship, company

should have its own flexible communication system that is suitable for the welfare of the

company and its employees.

Recreation; games and clubs, cultural programmes:

Continuous working with no other activity leads to stress, and then sometimes to

depression.Company should have recreational facilities it should have its own playgrounds

and on regular interval tournament of various games should be made. Beside games

companies should have its own clubs for the company members; they should arrange different

cultural programmes for the welfare of the employees.

Watch and ward; security:

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Security deserve its own importance company should have its own security team headed with

its own security officer, security is essential for confidential documents, goods, semi finished

goods, raw material and primarily of residential compounds so that any misconduct act will

not happen.

Housing facility:

Companies have moreover large no. of employees working there, some were from the

neighboring places and some from the places situated far away from its compound.

Companies should have housing facilities for those employees who have come to serve

company with their best performance.

THE FACTORY ACT, 1948

In its sections and sub-sections defines all measure points company should follow this

sections and sub-sections also lead provisions that too results for the welfare of employees

Some of those general duties were:

HEALTH

1- Cleanliness

2- Disposal of wastes and effluents

3- Ventilation and Temperature

4- Dust and Fume

5- Artificial Humidification

6- Overcrowding

7- Lighting

8- Drinking Water

9- Latrines and Urinals

10- Spittoons

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SAFETY

1. Fencing of Machinery

2. Self-acing Machines

3. Hoists and Lifts

4. Protecion of Eyes

5. Employment of young persons on dangerous machines

WELFARE

1. Washing facilities

2. Facilities for sitting

3. Canteen

4. Shelters, rest rooms,and lunch rooms

5. Creches

6. First-aid appliances

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Employee Welfare policies At Parle :

1)Training and development

2) Incentive policies

3) Cultural programmes

4)Sports

5)Art of living

6)Naturopathy

7)Medical facilities

8)Education access

9)Home visits.

Training and development:

Parle biscuits pvt. Ltd. gives their employees, opportunity for training and development. In

many of the field related to:

• Computer handling and its uses

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• In technology field (other tech. department)

• Dealing in H.R.Department.

• In other departments for e.g. mechanical, production, marketing, personnel.

Training and development leaves perfection under employee about their work.

Incentive policies:

The company has introduce incentive policies which motivates employee in doing better work

as well as effect company performance by reducing wastage and increasing production; 5-s

policy

5-s policy stands on five words.

• Seiri meaning proper organizing of things

• Seition meaning right place for right thing

• Seiso meaning neatness and cleanliness

• Seiketsu meaning standardization

• Shitsuke meaning discipline

Depending on the performance of employee related to 5-s the employees receives incentives in

their salaries.

Although increment of rs.250 to rs.350 has been made per. employee

Average increment resulted rs.350

Other policies on the basis of various incentive or gifts were awarded:

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Kaizen;

KRA (key responsible area).

Cultural activity:

Cultural activities took place and many programmes happens there from which one is

awarded being the best. Gifts and awards were given to the persons which were the best in

their respective tasks and also from best one, selected following different policies and rules

made by the executives. Cultural activities i.e. plays were done by the employees themselves in

supervision of their heads.

Different type of themes type these cultural activities happens sometimes monthly, mostly

quarterly. These cultural programmes get employees reducing stress and fill them with great

sense of being with an organization.

Sports:

Sports also reduce stress and gives employees great pleasure which helps employees in

concentrating more on their work, sports that carried out in the company is cricket,

badminton, volleyball, and table-tennis

Games took place on every Saturday of a week. Tournament for different games also happen

at their respective time by making out teams within all employees.

Art of living:

This was the programmes specially done for the employees getting them how to come out of

stress and tension which employees suffers by the continuous work, employees were told how

to get relief by keeping them in continuous process of doing meditation and yoga. Camp was

set on 16 of May to 20 of may and employees were brought shift-wise there in morning from

0600 hrs.

Naturopathy:

Knowledge was also given to the employees, which means how nature and its sources can be

beneficial. Groups were made consisted of 5-6 members and were send for the naturopathy

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Medical facilities:

Medical facilities for the employees, giving them compensation for medical claims. Company

also has first aid kit with all usually needed medicines, tools and equipments necessary for the

treatment.

ESI policies were made for all employees. If any causality happens his\her family is

compensated by the company as such, company give compensation to their employee

Education access:

Company also leads access to the employees for the better education of their children by

providing them education loan.

Home visits:

Every week visits were made to the homes of employee time by time to see the effect of policies

executed (5-s) whether they are rightly implemented. Also they notifies the change in the

family status of employees

Other than these services Parle Company also has many other policies for the

employee welfare like:

• Transport facility to the employees (pick and drop) was expanded till haldwani for the

employees coming from haldwani. At the expense of rs. 1500 p.m. which also give

conveyance to the employees in the matter of transport and expense both?

• Company besides providing lunch, now also providing dinner to the employees which

costing rs. 20 but only rs. 5 were charged to the employees. Provision of drinking

water, urinals and lavatories were already there.

• New incentive schemes for employees enable them to get till rs. 500 p.m.

• Casual leave can be given to the employees who has completed the tenure of 2 year

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• Employees those increment has been left, for an year were receiving airier in that case

which means that if the time is 1year 8 months then the employee will be getting rs.

• 8*350=2800

These were the policies that Parle biscuits pvt. ltd. follows for the welfare of their employees

which makes strong relations between employees and the company. The production by

organized players is estimated to be 1561, 000 tones, for the year 2005, which means if we

include the unorganized sector the total tonnage should be at least 2,600,000. The industry

consists of 3 large-scale manufacturers, around 50 medium scale brands and 2500 small-scale

units in the country. The unorganized sector is estimated to have approximately 30,000 small

& tiny bakeries across the country.

The major brands are - Britannia, Parle, ITC, Priyagold, Cremica, Dukes, Anmol, Priya, etc

besides various regional and state brands. Biscuit industry, which was reserved in the small-

sca the Abid Hussain Committee.

The annual production of biscuit in the organized sector continues to be predominantly in the

small and medium scale sector before and after de-reservation. Biscuit production witnessed

an annual growth of 10% to 12%, up to 1999-00.

According to the biscuit manufacturers federation, the annual growth of overall biscuit

industry showed a decline of 3.5% in 2000-01, mainly due to 100 percent hike in central excise

duty (from 8 % to 16%). Production in the year 2001-02 increased very marginally by 2.75%,

whereas in 2002-03 the growth was around

 

 

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OBJECTIVE OF STUDY

1-To study the statuary provisions undertaken in the company

2-To view the level, impact &importance of the welfare activities in the company

3-To analysis the satisfaction among employees in respect of welfare

4-To gain the practical knowledge in contrast to theoritical knowledge

5-To understand the activities of Human Resources Management..

6-How the relationship (Employee Employer) changes with .the welfare programmes.

7- How the welfare activities cope with management objective such as organization culture,

productivity, quality.

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SCOPE OF THE STUDY

The project” survey on Human Resource with reference the social security and Lobour

welfare” in Parle biscuits pvt.ltd reflect the labour welfare policies of Parle biscuits pvt.ltd. As

well as other industries in sidcul pantnagar. The policies which the company use for the

execution of its welfare activities. As we know that labor is the most important part of the

production company. Without it accompany cannot run its operation smoothly. So for the well

being of the labor, labor welfare activities must be provided by the company.

During the study of this project as whatever measures I have observed in the company

Implements them than that will increase the capability of the company. It will motivate the

workers so that Labor will work in the company with a personal touch and it will increase the

productivity of the company. If Scholars study this project than he/she will be able to know the

labor welfare activities of several industries and as well as they will be able to know the labor

laws related to the labor welfare activities. My project will help the scholar to get an overview

of all the labor laws and how they work in the organization.

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RESEARCH OBJECTIVE

The objective of research is to discover answers to questions through the application of

scientific procedures. The main aim of research is to find out the truth, which is hidden and

which has not been discovered is yet.

The main objective of this research is to find out the degree of satisfaction from the customer

of PARLE with the service and quality of the product of PARLE.

RESEARCH METHODOLOGY

This project report based on the research work. Research methodology is away to systematically solve the research problem and considered the logic behind the method, which we applied for research.

Sources of Data

To analyze the data primary & secondary both types of data are required.

Primary Data

Primary data involves the normal procedure of interview some people individually and or in group to get a preliminary sense of how people think about the company.

1. Discussion with the Management of PARLE BISCUITS PVT. LTD.2. Personal discussion with Employees of the Company3. Conducting Survey in the company

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Secondary Data

These are the data that were collected for another purpose and already exist somewhere. Secondary data provides a starting point for research and offer the advantage of low cost and ready availability. Secondary those are:-

1. Company brochures 2. Catalogs3. Internet4. Newspaper

Research Approach & Instruments

1. Survey and observation2. Structured questionnaire

To achieve the objectives of the survey, detailed questionnaire was designed to gather information about each of the market segments.

Other Data

A questionnaire was prepared and asked to Employees for their answer.

Sampling procedure:-

To get the most feasible & accurate result stratified random sampling method was ad.

Analysis:-

The important factors and data’s collected were sequentially analyzed and graphed, by the use of simple statistics.

SAMPLING DESIGN:

SAMPLE SIZE: 100

SAMPLE AREA: Parle Biscuit Pvt. Ltd.

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DATA ANALYSIS

Ques1: Are you proud to be a member of Parle Biscuit Pvt. Ltd?

0

5

10

15

20

25

30

35

40

45

50

Satisfied Completelysatisfied

Dissatisfied

Satisfied

Completely satisfied

Dissatisfied

Satisfied 49

Completely satisfied 48

Dissatisfied 3

Ques2: Are you satisfied with the welfare activities like:

ACTIVITIES % ACTIVITIES %

Bus 92% Production incentive 98%

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Canteen 100% Attendance award 100%

Uniform 71% Apron 100%

Cultural program 100% Biscuit coupon 76%

Sports 92% Bank account 45%

Naturopathy 98% Safety 98%

Yoga/ Art of living 92% Social welfare 91%

Parle patrika 100% Monthly award 91%

Home visit 98% Star of the month, star of the quality, best performance.

91%

ESI/ Medical check up 98%

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Ques3: Did the company provide proper training to you?

0

5

10

15

20

25

30

35

40

45

50

All time As requried some time

All time

As requried

some time

All time 46

As required 47

some time 7

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Ques4: Does good welfare activities provide a job satisfaction?

0

10

20

30

40

50

60

70

Agree Partially Agree not Agree

Agree

Partially Agree

not Agree

Agree 62

Partially Agree 26

not Agree 7

can't say 5

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Ques5: The Company provided all the safety equipment to his workers to ensure their safety?

0

10

20

30

40

50

60

70

80

90

100

All time AS requried never

All time

AS requried

never

All time 93

AS required 5

Never 2

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Ques6: The level of awareness among employees about their welfare programmes?

0

10

20

30

40

50

60

70

80

Fully aware partially aware not aware

Fully aware

partially aware

not aware

Fully aware 17

partially aware 71

not aware 12

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Ques7: Number of training & development programmes attended in Parle Biscuits Pvt. Ltd.

Training Hour per month. INTERNAL AND EXTERNAL

0

20

40

60

80

100

120

1 2 3

EXTERNAL

INTERNAL

Training Hours per month

INTERNAL 6 67 27

EXTERNAL 34 53 3

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Ques8: What type of welfare activities are required by your family members?

0

10

20

30

40

50

60

70

80

90

Monatory Non Monatary

Monatory

Non Monatary

Monetary 81

Non Monetary 9

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QUES9: Is the canteen deduction provided to you are at fair cost?

0

10

20

30

40

50

60

Satisfied Partiallysatisfied

Dissatisfied

Satisfied

Partially satisfied

Dissatisfied

Satisfied 36

Partially satisfied 53

Dissatisfied 11

Note: Food quality may be improved in night shift & menu should be revised time to time.

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Ques10: Does the compensation provided by the company is fair as per the rule?

0

10

20

30

40

50

60

70

80

90

satisfied partiallysatisfied

satisfied

partially satisfied

Satisfied 86

partially satisfied 14

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Ques11: Do you get the leaves while you apply or required?

0

10

20

30

40

50

60

70

Yes No

Yes

No

Yes 64

No 36

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Ques12: Does the company appreciate or provide some awards or monetary benefits when you do a wonderful job?

0

10

20

30

40

50

60

70

All time Some time Never

All time

Some time

Never

All time 70

Some time 25

Never 5

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Ques13: Are the monthly biscuits coupons distributed at fair practices?

0

10

20

30

40

50

60

70

80

90

100

All time Some time Never

All time

Some time

Never

All time 100

Some time 0

Never 0

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Ques14: Does the compensation provided to you at the time of causality are fair as per your concern?

0

10

20

30

40

50

60

70

80

90

100

Satisfied Partially satisfied

Satisfied

Partially satisfied

Satisfied 96

Partially satisfied 4

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FINDINGS

1. There is good working condition inside the company.

2. There is a good cooperation and good deal in the team spirit in Parle Biscuits Pvt. ltd

3. Workers are given adequate facilities like canteen, restroom, clean drinking water,

medical facilities. In short we can say fulfills the statuary provisions of the factory act

1948.

4. Large number of the employees aware about the welfare programmes carried on, in

the company.

5. The facilitiy of ATM to the teammate level employees are also provided in the only

company, Parle Biscuits Pvt. Ltd

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CONCLUSION

According to the report that conclusion are extracted-

1. Welfare schemes are properly applies due to financial condition of the company.

company spends a lot of money on the employees for their welfare.

2. Parle Biscuits Pvt.ltd concentrate more on welfare programmes for the employees. It

provides subsidized canteen for both staff & experience. The factory also provide

training time to time as according to their need.

3. The Management selects proper educated employee and post in proper place where

employee can work as per qualification & experience. The factory also provides

training time to time as according to their need.

4. An excellent performance appraisal system is carried on, in order to know the

requirements as well as to judge the performance of the employees.

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SUGGESTIONS

1. Whenever necessary some practical exercise like brainstorming or some games should

be conducted, for the deep understanding the concept.

2. The company should introduce some more new schemes & programmes for the welfare

of the employees.

3. The company should motivate the employees to participate in these types of programmes

with full interest.

4. It can organize counseling programmes on a continous basis for the management of the

workers personal emotional problems.

5. The company should appoint external agencies to look after the welfare activities.

6. About all the induction programmes one should provide all the welfare activities,

company rules & norms, so that it is to resolve the problem.

7. In few HR decisions like hiring employees on company roll, retrenchment, increment,

PLA, promotion, HR department appraisal should have a relevant database & after such

activities tries to get the satisfaction level of the employees.

8. External environment study time to time should be taken in to consider

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BIBLIOGRAPHY

BOOKS

Singh A.K. Human resource management

Flippo Edwin B., Human resource management

Jha A.K., Management of human resource

Aswathapa K, Human resource management

Human resource management review IFCIA Unv.

URL

www.parleproducts.com

MAGZINES

Internet (google.com)

Kumar Ashok, Encyclopedia of HUMAN RESOURCES

Times of India dated

Business Today

Economics Times

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QUESTIONNAIRE

Questionnaire On service conditions, wages/Salaries and Other Benefits,

General information

Name and Address of the company : Parle Biscuits Pvt.Ltd

Name and Telephone no, and destination Mr. Shishir Shrivastav

Of the person to be contacted for clarification: Executive H.R, 9410166311

Whether public sector/private sector/joint sector: private sector

Nature of industry (Specify the products manufactured): Food Industry (PARLE G, orange

cream)

Whether large/Medium/Small scale Industry : Medium

Annual turnover: 2%

Average age of workmen: 26 years

Average service of workmen: 3 years

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Ques1: Are you proud to be a member of Parle Biscuit Pvt. Ltd?

Satisfied

Completely satisfied

Dissatisfied

Ques2: Are you satisfied with the welfare activities like:

ACTIVITIES % ACTIVITIES %

Bus Production incentive

Canteen Attendance award

Uniform Apron

Cultural program Biscuit coupon

Sports Bank account

Naturopathy Safety

Yoga/ Art of living Social welfare

Parle patrika Monthly award

Home visit Star of the month, star of the quality, best performance.

ESI/ Medical check up

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Ques3: Did the company provide proper training to you?

All time

As required

some time

Ques4: Does good welfare activities provide a job satisfaction?

Agree

Partially Agree

not Agree

can't say

Ques5: The Company provided all the safety equipment to his workers to ensure their safety?

All time

AS required

Never

Ques6: The level of awareness among employees about their welfare

programmes?

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Fully aware

partially aware

not aware

Ques7: Number of training & development programmes attended in

Parle Biscuits Pvt. Ltd.

Training Hour per month. INTERNAL AND EXTERNAL

Training Hours per month

INTERNAL

EXTERNAL

Ques8: What type of welfare activities are required by your family members?

Monetary

Non Monetary

Ques9: Is the canteen deduction provided to you are at fair cost?

Satisfied

Partially satisfied

Dissatisfied

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Note: Food quality may be improved in night shift & menu should be revised time to time.

Ques10: Does the compensation provided by the company is fair as per the rule?

Satisfied

partially satisfied

Ques11: Do you get the leaves while you apply or required?

Yes

No

Ques12: Does the company appreciate or provide some awards or monetary benefits when you do a wonderful job?

All time

Some time

Never

Ques13: Are the monthly biscuits coupons distributed at fair practices?

All time

Some time

Never

Ques14: Does the compensation provided to you at the time of causality are fair as per your concern?

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Satisfied

Partially satisfied

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