EXECUTIVE SUMMARY An organization is made up of four resources, namely men, material, money and machinery.

Of these, the first one id living one, i.e. human resource and other three are non-living i.e.non human. It is the human/people that make use of non human resources. Hence, people are the most significant resources in an organization. It is man who makes all the difference in organizations. L.F.Urwick had remarked that business houses are made or broken in the long run not by markets or capitals, patents or equipments, but by men. According to Peter F.Drucker, man, of all the resources available to man, can grow and develop. The main objective of this chapter is to present a perspective for human capital management in the Indian context. Accordingly the meaning, objectives, scope and functions become the subject matter of this chapter. Before we define HRM, it seems pertinent to first define the term human resources. In common parlance, human resources mean people. OR Personnel means the persons employed. Personnel management is the management of people employed. Organization may be a manufacturing firm, a business concern, an insurance company, a governmental agency, social organizations, hospital, a university and even families. It may be small or large, simple or complex. An Organization is a human grouping in which work is done for the accomplishment of some specific goals, or missions

CONTENTS CHAPTERS CHAPTER-1 INTRODUCTION COMPANY PROFILE CHAPTER-2 OBJECTIVES OF THE STUDY CHAPTER-3 RESEARCH METHODOLOGY RESEARCH DESIGN SAMPLE DESIGN DATA COLLECTION LIMITATIONS OF THE STUDY 41 34 33 PAGE NO. 3

CHATPER-4 DATA ANALYSIS AND INTERPRETATION CHAPTER-5 FINDING CONCLUSIONS SUGGESTIONS BIBLIOGRAPHY ANNEXURE QUESTIONNAIRE

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66

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INTRODUCTION

INTRODUCTION Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries. Labor welfare has the following objectives: 1. To provide better life and health to the workers 2. To make the workers happy and satisfied 3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. he very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living.

COMPANY PROFILE

Heavy Electrical Plant ,Bhopal is the mother plant of Bharat Heavy Electricals Limited, the largest engineering and manufacturing enterprise in India in the energy-related and infrastructure sector, today. It is located at about 7 kms. from Bhopal Railway station, about 5 kms. from Habibganj Railway station and about 18 kms. From Raja Bhoj Airport. With technical assistance from Associated Electricals (India) Ltd., a UK based company, it came into existence on 29th of August, 1956. Pt. Jawaharlal Nehru, first Prime minister of India dedicated this plant to the nation on 6th of November, 1960. BHEL, Bhopal with state-of-the-art facilities, manufactures wide range of electrical equipments. Its product range includes Hydro, Steam, Marine & Nuclear Turbines, Heat Exchangers, Hydro & Turbo Generators, Transformers, Switchgears, Control gears, Transportation Equipment, Capacitors, Bushings, Electrical Motors, Rectifiers, Oil Drilling Rig Equipments and Diesel Generating sets. BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, is moving towards excellence by adopting TQM as per EFQM / CII model of Business Excellence. Heat Exchanger Division is accredited with ASME U Stamp. With the slogan of Kadam kadam milana hai, grahak safal banana hai, it is committed to the customers. BHEL Bhopal has its own Laboratories for material testing and instrument calibration which are accredited with ISO 17025 by NABL. The Hydro Laboratory, Ultra High Voltage laboratory and Centre for Electric Transportation are the only laboratories of its in this part of the world. BHEL Bhopal's strength is it's employees. The company continuously invests in Human Resources and pays utmost attention to their needs. The plant's Township, well known for its greenery is spread over an area of around 20 sq kms. and provides all facilities to the residents like, parks, community halls, library, shopping centers, banks, post offices etc. Besides,
6

free health services is extended to all the employees through 350 bedded (inclusive of 50 floating beds) Kasturba Hospital and chain of dispensaries.

ABOUT US leading engineering enterprise which supplies all types of equipment for hydro power generation. A leading turbine manufacturer offering a wide range of Hydro Turbine, Valves, Governors, Turbine and Station Auxiliary systems, Balance of plants for Hydro Power Station and related Services. Installed manufacturing capacity:2500 MW/annum. Two units manufacturing hydro turbines. In the market for more than three decades. Dedicated shop area of over 100000 sq. meters. Ultramodern model development and testing facilities. Sophisticated CAD/CAM facilities. ISO 9001 Certification. ASME "Q" stamp for fabrication facilities BHEL manufactures over 180 products under 30 major product groups and caters to core sectors of the Indian Economy viz., Power Generation & Transmission, Industry, Transportation, Telecommunication, Renewable Energy, etc. The wide network of BHEL's 14 manufacturing divisions, four Power Sector regional centres, over 100 project sites, eight service centres and 18 regional offices, enables the Company to promptly serve its

customers and provide them with suitable products, systems and services -efficiently and at competitive prices. The high level of quality & reliability of its products is due to the emphasis on design, engineering and manufacturing to international standards by acquiring and adapting some of the best technologies from leading companies in the world, together with technologies developed in its own R&D centres. BHEL has acquired certifications to Quality Management Systems (ISO 9001), Environmental Management Systems (ISO 14001) and Occupational Health & Safety Management Systems (OHSAS 18001) and is also well on its journey towards Total Quality Management BHEL has Installed equipment for over 90,000 MW of power generation -- for Utilities, Captive and Industrial users. Supplied over 2,25,000 MVA transformer capacity and other equipment operating in Transmission & Distribution network up to 400 kV (AC & DC). Supplied over 25,000 Motors with Drive Control System to Power projects, Petrochemicals, Refineries, Steel, Aluminum, Fertilizer, Cement plants, etc. Supplied Traction electrics and AC/DC locos to power over 12,000 kms Railway network. Supplied over one million Valves to Power Plants and other Industries. BHEL's operations are organised around three business sectors, namely Power, Industry including Transmission, Transportation, Telecommunication & Renewable Energy - and Overseas Business. This

enables BHEL to have a strong customer orientation, to be sensitive to his needs and respond quickly to the changes in the market. BHEL's vision is to become a world-class engineering enterprise, committed to enhancing stakeholder value. The company is striving to give shape to its aspirations and fulfill the expectations of the country to become a global player. The greatest strength of BHEL is its highly skilled and committed 42,600 employees. Every employee is given an equal opportunity to develop himself and grow in his career. Continuous training and retraining, career planning, a positive work culture and participative style of management ? all these have engendered development of a committed and motivated workforce setting new benchmarks in terms of productivity, quality and responsiveness. Contribution to various sectors: Power Generation Power Generation Sector comprises thermal, gas, hydro and nuclear power plant business.As of 31.3.2006, BHEL-supplied sets account for 76,741 MW or nearly 65 percent of the total installed capacity of 1,18,561 MW in the country, as against Nil till 1969-70. BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. It possesses the technology and capability to produce thermal sets with super critical parameters up to 1000 MW unit rating and gas turbine-generator sets of up to 250 MW unit rating. Co-

generation and combined cycle plants have been introduced to achieve higher plant efficiencies. To make efficient use of the high-ash-content coal available in India, BHEL also supplies circulating fluidised bed combustion boilers for thermal plants. The Company manufactures 220/235/500/540 MW nuclear turbinegenerator sets. Custom-made hydro sets of Francis, Pelton and Kaplan types for different head-discharge combinations are also engineered and manufactured by BHEL. In all, orders for more than 880 utility sets of thermal, hydro, gas and nuclear have been placed on the Company as on date. The power plant equipment manufactured by BHEL is based on contemporary technology comparable with the best in the world, and is also internationally competitive.The Company has proven expertise in Plant Performance Improvement through renovation, modernisation and uprating of a variety of power plant equipment, besides specialised knowhow of residual life assessment, health diagnostics and life extension of plants. Industries BHEL manufactures and supplies major capital equipment and systems like captive power plants, centrifugal compressors, drive turbines, industrial boilers and auxiliaries, waste heat recovery boilers, gas turbines, pumps, heat exchangers, electric machines, valves, heavy castings and forgings, electrostatic precipitators, ID/FD fans, seamless pipes etc. to a number of industries other than power utilities like metallurgical, mining, cement, paper, fertilizers, refineries and petro-chemicals, etc. BHEL has also

10

emerged as a major supplier of controls and instrumentation systems, especially distributed digital control systems for various power plants and industries. Transportation Most of the trains on Indian Railways, whether electric or diesel powered are equipped with BHELs traction propulsion system and controls. The systems supplied are both with nconventional DC drives and state of the art AC drives. Indias first underground metro at Kolkata runs on drives and controls supplied by BHEL. The company also manufactures complete rolling stock ie. electric locomotives up to 5000 HP, diesel electric locomotives from 350 HP to 3100 HP for both mainline and shunting duty applications. BHEL also undertakes retrofitting and overhauling of rolling stock. In the area of Urban transportation, BHEL is geared up for turnkey execution of electric trolley bus systems, light rail systems and metro systems. BHEL is contributing to the supply of electrics for EMUs for 1500V DC & 25 kV AC to Indian Railways. Almost all the EMUs in service are with electrics manufactured and supplied by BHEL. BHEL has also diversified into the area of track maintenance machines for Indian Railways. Renewable Energy BHEL has been manufacturing and supplying a range of Renewable Energy systems and products. It includes Solar Energy systems namely, PV modules, PV power plants, solar lanterns, street lighting, solar pumps and solar water heating systems. A large number of small hydro power stations have also been completed. New areas like Wind power generationetc. are also being explored for entry.

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In line with the efforts being made at National level for development of remote areas, BHEL has commissioned three Stand Alone Solar Photovoltaic (SPV) power plants of 2x110 KWp and 1x55 KWp capacities in Sunderbans (WB) which was inaugurated by the Honble President of India, Dr. A.P.J. Abdul Kalam. Indias largest Solar-Diesel Hybrid Power Plant of 50 KWp was commissioned at Lakshadweep. 150 sets of Solar Powered Water Pumping systems of 2 HP rating have also been supplied by BHEL in Punjab for agricultural purposes. Oil and Gas BHEL is supplying onshore drilling rigs equipment viz. drawworks, rotarytable, traveling block, swivel, mast and sub structure, mud systems and rig electrics and Xmas tree valves and well heads up to a rating of 10,000 psi to ONGC, Oil India and Private Drilling Companies. BHEL has also supplied Casing Support System, Mudline Suspension System and Block Valves to ONGC for offshore application. It also has the capability to supply complete onshore drilling rigs, super deep drilling rigs, desert rigs, mobile rig, workover rigs and sub sea well heads. Currently, BHEL is executing orders for refurbishment and up-gradation of onshore Oil Rigs from ONGC & Oil India. Transmission BHEL supplies a wide range of products and systems for transmission and distribution applications. The products manufactured by BHEL include power transformers, instrument transformers, dry type transformers, shunt reactors, capacitors, vacuum and SF6 switchgear, gas insulated switchgears,
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ceramic insulators, etc. BHEL has developed and commercialized the countrys first indigenous 36 kV Gas Insulated Substation (GIS) and has also developed 145 kV GIS which has undergone successful field trials at Hyderabad. For enhancing the power transfer capability and reducing transmission losses in 400 kV lines, BHEL has indigenously developed and executed fixed series compensation schemes and has developed thyristor controlled series compensation scheme, involving thyristor controlled reactors, popularly known as Flexible AC Transmission System (FACTS). BHEL has indigenously developed state of the art controlled shunt reactor for reactive power management of long transmission lines. With a strong engineering base, the company undertakes turnkey execution of substations upto 400 kV and has the capability to execute 765 kV substations. High Voltage Direct Current (HVDC) systems have been supplied for economic transmission of bulk power over long distances. Labor standards Businesses should uphold the freedom of association and the effective recognition of right to collective bargaining. The Government of India has enacted various labour laws to adequately protect the interest of the working class. These laws are strictly adhered to in BHEL. All Heads of BHEL units are required to submit a report about compliance with different laws. This is done to ensure that the interests of the workers are protected. Apart from this, BHEL has various bi-partite fora for workers, where the issues/problems concerning the workers are discussed and settled. BHEL has also an apex level bipartite forum wherein representatives of all units of BHEL, along with the Central
13

Trade Union Organization, to which the Unions are affiliated, are represented from the workers side and the Management is represented by Chairman and functional Directors along with the Heads of Units. The elimination of all forms of forced and compulsory labour The company does not employ forced and compulsory labour. The effective abolition of child labour As per BHELs Recruitment Policy, the minimum age for the employment is 18 years. No person below this age can be employed in BHEL, thereby ensuring that child labour is not employed in BHEL. Eliminate discrimination in respect of employment and occupation Uniform set of rules are mentioned in the The Personnel Policy of BHEL, that apply equally to all employees, irrespective of manner, giving factors such as sex, caste, religion, race etc. All recruitments are done in open equal opportunity to all citizens of India without any discrimination whatsoever. Environment Business should support a precautionary approach to environmental challenges: BHELs Health, Safety and Environment policy is aligned to

international standards

on Occupational Health & Safety (OHSAS (ISO- 14001-2004). All BHEL

18001-2007) and on Environment

units/regions BHEL including Industry Sector office & a township, located

14

near New Delhi (NOIDA), besides a hospital in Bhopal unit are certified to these standards, after stringent audit by an international certifying agency. Companys commitment towards environment conservation continued with the completion of several Environment Improvement Projects. These projects helped in creating a pollution free environment, conservation of precious resources like energy, water, fuel oil, coolant, lubricant beside installation of proper system for storage/handling of chemical waste, utilizing state of art technologies. Major Environment Improvement Projects executed during the year included : Conservation of natural resources, generation of energy from waste and efficient water management. Continuing its tradition of bagging prestigious awards, during the year BHEL award.
Undertake initiatives to promote greater environmental responsibility

plant received the awards for Excellence in Energy

Management from CII, Green Business Centre and Greentech Silver

As part

of

its commitment

towards the

society

and

as a

responsible corporate citizen, BHEL is involved in a host of community development programmes in various parts of the country.
Considering BHELs standing and expectation of stakeholders with

regard to Corporate Social Responsibility (CSR),

the Company

formally adopted a CSR policy with the following 8 thrust areas and decided to earmark 0.1% of Profit After Tax (PAT) every year on CSR activities:

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Product Profile Hydro sets: Hydro turbines of Kaplan Francies and Pelton types with matching generators, valves and auxiliaries, reversible pump storage sets. Mini Micro Hydro sets, Vertical generator, Reversible Pump Turbine, Butterfly valves, spherical valves for all ranges. Thermal Sets: Steam Turbine and generators up to 210 MW, Nuclear Turbines of 236 MW, Marine Turbines for Vanal Frigate with matching condensers and heat exchangers, Industrial Turbine, Diesel Engines, Rubber Expansion joints for cooling water systems and Renovation & Modernization of old thermal sets of BHEL & Non BHEL make. Switchgear:

Indoor and Out door circuit breakers for 11 KV and 33 KV

Applications Gas insulated switch gears up to 145 kv class. Control gear:

a.

Control gear for industrial applications with air breaks contractors. traction applications. Traction control gear, control gear equipment for

vacuum
b.

railways and other

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c.

Control relay panels for power stations and transformer

tap changers application. Capacitors: Medium voltage and high voltage ratings up to 400 kv systems. Coupling Capacitors up to 400 kv class Surge capacitors for protection. Industrial machines: AC Induction Motors of Medium & Large rating for Industrial uses. AC Squirrel cage and slip ring ranging from 150 to 15000 kW AC Synchronous and synchronous induction motors ranging from 750 to 15000kw Alternators for Captive Power Plant from 1.5 mw to 30 mw rating. Traction equipment: 1. 2. 3. 4. 5. 6. 7. 2600/2400 & 3100 HP Augmented broad gauge diesel locos 1380/1250 HP meter gauge diesel locos 1500 volt DC locos AC/DC locomotives 25 KV AC locos 1500 volts DC multiple units for Bombay suburban 25 kVC broad gauge electrical multiple units for Delhi, madras and 1400 HP broad gauge diesel electric shunting locomotives.

Calcutta

17

8. 9. 10.

6000 HP 3-Phases AC Locomotives (ABB Design), Dual Voltage Mining locomotives Underground Metro Railway Systems

(AC/DC) EMUS (3Phase)

Rectifier, power & electronic equipment: 1. 2. drives.

3.

Power rectifier equipment. Thyristor converters for speed control of DC motors industrial Power electronics equipment for power station for traction

equipment. Transformer: 1. 2. 3.
4.

Power transformer up to 44kv class and 600 MVA, 3 Phase bank. Current transformers up to 400 kV class. Capacitor voltage transformer up to 220kv class. Electromagnetic voltage transformer up to 220kv class.

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Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry. STATUTORY WELFARE SCHEMES The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking

water should be provided.

2. Facilities for sitting: In every organization, especially factories,

suitable seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and

should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.

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4. Latrines and Urinals: A sufficient number of latrines and urinals are

to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the

employer so as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in

the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for

employees so that they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash

basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for

workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the

workers with provisions of water supply, wash basins, toilets, bathrooms, etc. NON STATUTORY SCHEMES Many non statutory welfare schemes may include the following schemes:

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

companies provide the facility for extensive health check-up

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

opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are

arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any

kind, guidelines are provided for proper action and also for protecting the aggrieved employee.
5. Maternity & Adoption Leave Employees can avail maternity or

adoption leaves. Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides

adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral

scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. Labor welfare has the following objectives: 1. To provide better life and health to the workers 2. To make the workers happy and satisfied
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3. To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.

The basic features of labor welfare measures are as follows: 1. Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status. 2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining 3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time. 4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency. 5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work environment

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Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity. Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation. Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace. The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the welfare policies

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HUMAN RIGHTS 1) Business should support and respect the protection of internationally proclaimed human rights. BHELs policies have been meticulously drafted & followed, keeping the principles of human rights, the Constitution of India, labour laws etc., in mind. 2) Make sure they are not complicit in human rights abuses. There has been no instance of the company having abused human rights in any manner. Labour Standards 3) Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining. The Government of India has enacted various labour laws to adequately protect the interest of the working class. These laws are strictly adhered to in BHEL. All Heads of BHEL Units are required to submit a report about compliance with different laws. This is done to ensure that the interests of the workers are protected. Apart from this, BHEL has various bi-partite fora for workers, where the issues/problems concerning the workers are discussed and settled. BHEL has also an apex level bipartite forum wherein representatives of all Units of BHEL, along with the Central Trade Union Organizations, to which the Unions are affiliated, are represented from the workers side

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and the Management is represented by Chairman and functional Directors along with the Heads of Units. 4) The elimination of all forms of forced and compulsory labour The company does not employ forced and compulsory labour. 5) The effective abolition of child labour : As per BHELs Recruitment Policy, the minimum age for the employment is 18 years. No person below this age can be employed in BHEL, thereby ensuring that child labour is not employed in BHEL. 6) Eliminate discrimination in respect of employment and occupation Uniform set of rules are mentioned in the The Personnel Policy of BHEL, that apply equally to all employees, irrespective of factors such as sex, caste, religion, race etc. All recruitments are done in open manner, giving equal opportunity to all citizens of India without any discrimination whatsoever. Environment 7) Businesses should support a precautionary approach to environmental

challenges; BHELs Health, Safety and Environment policy is aligned to international standards on Occupational Health & Safety (OHSAS-18000) and on Environment Management Systems(ISO-14000). All BHEL units/regions including Industry Sector office complex in New Delhi besides a hospital in Bhopal unit and BHEL township, located near New Delhi (NOIDA),are certified to these standards, after stringent audits by an international certifying agency. During the year, the process of re-certification on these systems was continued for number of BHEL Units/Regions. As part of its efforts for development of new Environment Improvement Projects on sustainable basis, number of initiatives has
25

been taken by the company during the year 2006-07 & significant among these are; To improve quality of ground water & preserving every drop of water, additional rain water harvesting systems were installed at all the plants & township of the Company. Several tree plantation drives were organized at plants/townships of the company located across the country , involving the employees and surrounding community, bringing a total number of trees planted so far up to 3 millions. - Conservation of natural resources, generation of energy from waste and efficient water management. 8) Undertake initiatives to promote greater environmental responsibility As part of its commitment towards the society and as a responsible corporate citizen, BHEL is involved in a host of community development programmes in various parts of the country. BHEL has set up schools for mentally challenged children at its four major units. These schools, run by BHEL in association with members of BHEL Ladies Club, cater to the special training required for these under privileged children. The first such school called `Arivalayam was set up by the management in 1977 at its Trichy Plant with technical support from Christoffel Blinden Mission of Germany. A psychiatrist and psychologist attend to the needs of the children & speech therapists provide guidance to teachers and parents, periodically. Vocation training like weaving door mat, screen printing, tailoring, electrical coil winding, helps these students in integrating with the community and making a living on their own, besides boosting their self confidence. - In the area of rural development, BHEL has been playing a proactive role and has adopted 56 villages all over the country in the vicinity of its major manufacturing plants. In these villages welfare activities like medical aid, provision of street
26

lights, drinking water and infrastructure support to schools are undertaken regularly, benefiting over 80,000 people of these villages.

Encourage technologies

the

development

and

diffusion

of

environmentally

friendly

The Company has developed and offers products in the area of non-conventional and renewable sources of energy like wind electric generators, solar photovoltaic systems, solar heating systems, solar lanterns and battery powered road vehicles. BHEL has contributed to the national effort for development of far-flung/remote areas on a sustained basis & commissioned three Stand-Alone Solar Photovoltaic (SPV) power plants in eastern India- Sunderbans. BHELs effort in harnessing renewable energy for the welfare of people living in remote parts of the country was admired by the President of India & West Bengal Renewable Energy Development Authority. -In addition, Indias largest Solar-Diesel Hybrid Power Plant (50 KWp capacity) facilitating availability of un-interrupted & environment friendly power for various applications at the world-famous tourist island of Bangaram in Lakshadweep -150 sets of solar powered water pumping systems commissioned by the company in Punjab in Northern India, catering to the power requirement of 2 H.P. pumps for irrigation purpose. Anti Corruption 10. Business should work against all forms of corruption, including extortion and bribery In order to prevent corruption, a host of transparency measures have been initiated company wide. To achieve the objective, training programmes, seminars/ onferences & time to time Chief Vigilance Officers address to employees are a regular feature in the Company. Main objective of the Company is to curb
27

corruption by focusing more on the preventive and educative aspects, rather than investigative / punitive. With a view to reducing corruption, Government of India has enacted Right To Information Act - giving right to all citizens of India to seek information besides other rights of inspection etc., from all Government controlled institutions and public organizations. BHEL has taken lead role in implementing all provisions of the act in letter and spirit. Employee benefits (also called fringe benefits, perquisites, or perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries.

Employee Benefits are growing in both cost and complexity. Once regarded as "fringe benefits"--minor appendages to basic wages and salaries--they now commonly account for a fourth or more of expenditures on employee compensation. Furthermore, their increased complexity is a major reason for the growing professionalization of benefits design and administration. EMPLOYERS OBJECTIVES IN PROVIDING BENEFITS: Enthusing and motivating employees to work harder. Improving staff retention and attraction. To foster good morale. Improving the health and welfare of employees. Being seen as an employer of choice. Reducing workplace stress. Complying with benefits regulations

TYPE OF BENEFITS Healthcare

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 Private medical insurance (PMI) Employee assistance programs (EAPs) Personal accident insurance Healthcare cash plans Subsidized gym membership Child care Employer funding of childcare Employer makes full or partial payment for the cost of childcare services, regardless of location. On-site childcare Employer manages a childcare facility at the work site. Off-site care Employers, or a group of employers, manage a childcare facility away from the work site. Retirement Plans Defined benefit scheme guarantees a certain payout at retirement, the sum of which is based on an employee's salary and length of employment. Defined contribution scheme is built up through cash contributions from both the employer and the employee. The final fund employees stand to gain, however, is dependent on the stock market performance of their investment choices. This scheme may include: 401(k) plan Individual Retirement Accounts (IRA) Simplified Employee Pension (SEP) Insurance Plans Life insurance Health insurance

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 Disability insurance Other Time-off Plans Sick Leave Vacations Paid holidays Miscellaneous Work-life balance Telecommuting Subsidized food services Fitness programs Recreational opportunities Education subsidies Financial assistance

BEST BENEFITS PROVIDED BY THE FORTUNE COMPANIES Type of benefit Description Sixteen companies on this year's list pay Health Care 100% of their employees' health-care premiums. Almost one-third of the Best Companies Child Care (32) offer an onsite child-care center. The top 10 Best Companies where Work-Life Balance employees feel "encouraged to balance their work and personal life." Of the 82 Best Companies that allow Telecommuting employees to telecommute or work at home at least 20% of the time, these 10 have the highest percentage of telecommuters. Sabbaticals Unusual Perks 22 companies on this year's list offer fully paid sabbaticals. These companies found unusual ways to keep their workers happy.

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BENEFITS ADMINISTRATION
Absence recording

Absence can be recorded electronically or on paper. Increasingly large numbers of employers are implementing systems that allow employees or their managers to record absences themselves.
Enterprise resource planning (ERP)

ERP software systems integrate key business processes of organizations into a single software system that allows information to flow seamlessly throughout the organization.
Financial calculators

Financial calculators allow employees to calculate the value of their own benefits, pensions and share options.
In-house administration

This is when the benefits are administered by the employer (usually the HR department), rather than outsourced to an external administration company.
Intranet

A network based the Internet belonging to an employer, accessible only by employees. An intranet's websites look and act just like websites on the internet, but the firewall surrounding an intranet prevents unauthorized access.
Online administration

Administering benefits via the internet, where the software is held by a third-party administrator.
Online holiday booking

Online holiday booking allows employees to access their holiday entitlement records and to request annual leave online.

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 Outsourced administration

A third-party administrator does the administration of benefits on behalf of an employer.

Payroll systems

Software that allows employers or payroll providers to process pay information for workforces.
Self-service administration systems

These allow employees to access their personal details and update records such as a change of name or address The trends that employee benefits include: Increasing health care costs have driven employers to seek innovative cost control solutions such as disease management, enabling Internet-based health care tools, establishing a wellness campaign More number of employers are offering a defined contribution plan. Most of the administration of benefits is moving online. Outsourcing of benefits continues to appeal The issues shaping the benefits design: Improving the perceived value of the benefits package. Making the benefits more cost-effective. Communicating the benefits. Improving the staff engagement levels. Matching benefits to employee needs. Complying benefits to legislation

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OBJECTIVE OF THE STUDY: Primary Objective : To study about Employee welfare activity of BHEL. To study about the facilities of employees in BHEL.
To measure about the adequacy of the training for improving skill &

competency of employees. Secondary Objective : To know the recruitment & selection procedures adopted in this To know about product profile of BHEL

company.

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RESEARCH METHODOLOGY

34

RESEARCH METHODOLOGY Research methodology is a way to systematically solve the research problem. Research methodology constitutes of research methods, selection criterion of research methods, used in context of research study and explanation of using of a particular method or technique so that research results are capable of being evaluated either by researcher himself or by others. Why a research study has been undertaken, how the research problem has been formulated, why data have been collected and what particular technique of analyzing data has been used and a best of similar other question are usually answered when we talk of Research methodology concerning a research problem or study. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet The research methodology that I undertook for the purpose of this study is enumerated belowRESEARCH DESIGN: DESCRIPTIVE Descriptive studies are well structured, they tend to be rigid and its approach can not be changed every now and then. Descriptive study can be divided in two categories: (A) Cross sectional (B) Longitudinal
35

Descriptive study are undertaken in many circumstances: 1. when the researcher is interested in knowing the characteristics of certain groups such as age , profession. 2. when the researcher is interested in knowing the proportion of people in given population who have behaved in a particular manner, making projection of certain things. The objective of this kind of study is to answer the why, who, what, when and how of the subject under consideration. I have taken descriptive because my research includes the knowing the Study of welfare in BHEL Bhopal Scope of the Study Each and every project study along with its certain objectives also have scope for future. And this scope in future gives to new researches a new need to research a new project with a new scope. Scope of the study not only consist one or two future business plan but sometime it also gives idea about a new business which becomes much more profitable for the researches then the older one. Employee

36

Scope of the study could give the projected scenario for a Study of Employee welfare in BHEL Bhopal - Factors which I observed while doing project study are followingHR Practices Employee welfare Training methodology Environment of company, Economic conditions Tools and Techniques As no study could be successfully completed without proper tools and techniques, same with my project. For the better presentation and right explanation I used tools of statistics and computer very frequently. And I am very thankful to all those tools for helping me a lot. Basic tools which I used for project from statistics are- Bar Charts - Pie charts - Tables bar charts and pie charts are really useful tools for every research to show the result in a well clear, ease and simple way. Because I used bar charts and pie charts in project for showing data in a systematic way, so it need not necessary for any observer to read all the theoretical detail, simple on seeing the charts any body could know that what is being said. Technological Tools Ms-Access Ms-Word

37

Above application software of Microsoft helped me a lot in making project more interactive and productive. Microsoft-Excel had a great role in my project, it created for me a situation of you sit and get. I provided it simply all the detail of data and in return it given me all the relevant information.. Microsoft-Access did the performance of my personal assistant who organizes my all the details of document without disturbing them even a single time in all the project duration. And in last Microsoft-Word did help me for the documentation of the project in a presentable form. Applied Principles and Concepts While I started to do the project the main thing which was the matter of concern was that around what principles I have to revolve my project. Because with out having any hypothesis and objective we can not determine that what output or result we are expecting form the project. And second thing is that having only tools and techniques for the purpose of project is not relevant until unless we have the principals for which we have to use those tools and techniques. Mathematical Averages Standard Deviation Correlation Sources of Primary and Secondary data: For the purpose of project data is very much required which works as a food for process which will ultimately give output in the form of information. So before mentioning the source of data for the project I would like to mention that what type of data I have collected for the purpose of project and what it is exactly.
38

1. Primary Data:

Primary data is basically the live data which I collected on field while doing cold calls with the employees, I shown them list of question for which I had required their responses. In some cases I got no response form their side and than on the basis of my previous experiences I filled those fields. Source: Main source for the primary data for the project was questionnaires which I got filled by the employees or some times filled myself on the basis of discussion with the employees. 2. Secondary Data: 1 2 3 4 5 6 7 Internet , Books Journals , Newspaper, Annual report, Database available in the library, Catalogues and presentations.

Statistical Analysis In this segment I will show my findings in the form of graphs and charts. All the data which I got form the market will not be disclosed over here but extract of that in the form of information will definitely be here. Detail: Size of Data : 100
39

Area Type of Data Industry Respondent

: BHOPAL : 1. Primary : BHEL BHOPAL : Employees LIMITATIONS OF THE STUDY 2. Secondary

This study covers the The study of Employee welfare in B.H.E.L. BHOPAL. There are so many limitations in this study. Following of them are:(i) Collection of primary dataWhile collecting the primary data from the employees innumerable difficulties were encountered. The employees would not readily show and reveal their desire. Lot of persuasion and efforts were needed to extract the information required from them. But, still I felt that the information provided were not quite accurate. Similar was the case of employees, through questionnaire. (ii) Collection of secondary data:The collection of secondary data on the other hand was by no means an easy task. The officers and the personnels of the organization had to squeeze out times from their busy schedule to supply the information needed. The various information supplied has to be analyzed, appreciated and reconciled to reach and obtain. In order to maintain the policy of secrecy, some data and information have not been provided with the authorities of the company. (iii) Time

40

During the course of project, the subject is vast and all the information, statistical data and its other activities can not be collected within a short span of time.

(iv)

Finance

Availability of sufficient money is another limitation before the researcher. Due to the limited action of finance, it had not been possible to make it depth study in above respect. (v) Geographical limitation:This study was carried out within the geographical limits of place. In spite of all these limitations, the investigator hopes that the study will yield dependable and useful result.

41

DATA ANALYSIS & INTERPRETATIO N

42

Table no: 1
Gender Frequency 74 26 100 Percent 74.0 26.0 100.0 Valid Percent 74.0 26.0 100.0 Cumulative Percent 74.0 100.0

Valid

male female Total

Chart no: 1
Gender
80

60

40

Frequency

20

0 male female

Gender

43

Table no: 2

M o nth ly AInco me F requency below rs.10000 8 10000-20000 45 20000-30000 31 above 30000 16 Total 100 Percent Valid Percent 8.0 8.0 45.0 45.0 31.0 31.0 16.0 16.0 100.0 100.0 Cum ulative Percent 8.0 53.0 84.0 100.0

Valid

Chart no: 2

M n ly A c m o th In o e
5 0

4 0

3 0

2 0

Frequency

1 0

0 b lo rs 0 0 e w .1 0 0 100 00 0 0 -2 0 0 200 00 0 0 -3 0 0 a o e3 0 0 bv 00

M n ly A c m o th In o e

44

Table No: 3

Education qualification Frequency 46 54 100 Percent 46.0 54.0 100.0 Valid Percent 46.0 54.0 100.0 Cumulative Percent 46.0 100.0

Valid

P.G U.G Total

Chart No: 3
E ducation qualification
6 0

5 0

4 0

3 0

Frequency

2 0

1 0

0 P .G U .G

Education qualification

45

Tale No: 4
M arital S tatus Frequency 55 45 100 P ercent 55.0 45.0 100.0 V alid P ercent 55.0 45.0 100.0 C ulative um P ercent 55.0 100.0

V alid

m arried U arried nm Total

Chart no: 4
M rita S tu a l ta s
6 0

5 0

4 0

3 0

Frequency

2 0

1 0

0 mrrie a d U mrrie n a d

M rita S tu a l ta s

46

Table No: 5

Years of Experience Frequency 8 26 20 26 20 100 Percent 8.0 26.0 20.0 26.0 20.0 100.0 Valid Percent 8.0 26.0 20.0 26.0 20.0 100.0 Cumulative Percent 8.0 34.0 54.0 80.0 100.0

Valid

Less than 1yr 1-2 yrs 2-3yrs 3-4yrs Above 4yrs Total

Chart Mo: 5

47

Y a o E p rie c e rs f x e n e
3 0

2 0

Frequency

1 0

0 L s th n1 e s a yr 1 y -2 rs 2 yrs -3 3 y -4 rs A o e4 rs bv y

Ya oE e n e rs f xp rie ce

Table No: 6

I'm happy iwth my work place Frequency 30 39 18 8 5 100 Percent 30.0 39.0 18.0 8.0 5.0 100.0 Valid Percent 30.0 39.0 18.0 8.0 5.0 100.0 Cumulative Percent 30.0 69.0 87.0 95.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 6

48

I'm a p iw m w r p c h p y th y ok la e
5 0

4 0

3 0

Frequency

2 0

1 0

0 sro g a r e t n ly ge a re g e n it e a re n r d eh r g e o i d ar e is ge sro g d a re t n ly is g e

I'm a p iw m w r p c h p y th y ok la e

Interpretation: From the above table it is clear that 30% respondents strongly agree and 39% respondents agree that they are happy with their work place only 13% disagreed and 18% have no idea towards their work place.

Table No: 7 safety measures provided by the company Frequency 28 31 24 11 6 100 Percent 28.0 31.0 24.0 11.0 6.0 100.0 Valid Percent 28.0 31.0 24.0 11.0 6.0 100.0 Cumulative Percent 28.0 59.0 83.0 94.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 7

49

s fe m a ue po id db th c m a y a ty e s r s r v e y e o p n
4 0

3 0

2 0

Frequency

1 0

0 s o g a re tr n ly g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

s fe m a ue po id db th c m a y a ty e s r s r v e y e o p n

Interpretation: From the above table it is evident that the safety measures provided by the organizations are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed and 24% neither agreed nor disagreed.

Table No: 8

M y supervisor is not partial Frequency 18 30 15 19 18 100 Percent 18.0 30.0 15.0 19.0 18.0 100.0 Valid Percent 18.0 30.0 15.0 19.0 18.0 100.0 Cum ulative Percent 18.0 48.0 63.0 82.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

50

Chart No: 8

M s p r is r isn t p r l y u ev o o atia
4 0

3 0

2 0

Frequency

1 0

0 s og ar e tr n ly ge ar e ge n it e a r en r d eh r ge o i d ar e is ge sr n lyd a r e t o g is ge

M s p r is r isn t p r l y u ev o o atia

Interpretation: From the above table it is evident that the supervisors are not partial to the employees as 18% strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly disagreed this level is quite high compared to other questions.

Table No: 9

I'm satisfied with the refreshment facilities Frequency 9 20 30 26 15 100 Percent 9.0 20.0 30.0 26.0 15.0 100.0 Valid Percent 9.0 20.0 30.0 26.0 15.0 100.0 Cumulative Percent 9.0 29.0 59.0 85.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

51

Chart No: 9

I'ms tis dw th re s m n fa ilitie a fie ith e fre h e t c s

4 0

3 0

2 0

Frequency

1 0

0 s n ly a re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n ly d a re tro g is g e

I'ms tis dw th re s m n fa ilitie a fie ith e fre h e t c s

Interpretation: From the above table it is clear that the employees are not satisfied with the refreshment facilities offered by the company as 26% of respondents disagreed and 15% strongly disagreed and 30% neither agreed nor disagreed and only 29% agreed.

Table No: 10

We are provided with the rest and lunch room and they are good Frequency 8 16 22 34 20 100 Percent 8.0 16.0 22.0 34.0 20.0 100.0 Valid Percent 8.0 16.0 22.0 34.0 20.0 100.0 Cumulative Percent 8.0 24.0 46.0 80.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

52

Chart No: 10

W a p vid d w th re a d lu ch ro ma d th y a g o e re ro e ith e st n n o n e re o d
4 0

3 0

2 0

Frequency

1 0

0 stro g a re n ly g e a re g e n ith r a re n r d e e g e o i d g e isa re stro g d g e n ly isa re

W a p vid dw th re a d lu ch ro ma dth y a g o e re ro e ith e st n n o n e re o d

Interpretation: From the above table it is quite evident that 24% strongly disagreed and 30% of the respondents disagreed and 22% neither agreed nor disagreed and only 24% of the respondents are satisfied with the rest and lunch room provided.

Table No: 11

53

The parking space for our vehicles are satisfactory Frequency 4 9 24 32 31 100 Percent 4.0 9.0 24.0 32.0 31.0 100.0 Valid Percent 4.0 9.0 24.0 32.0 31.0 100.0 Cumulative Percent 4.0 13.0 37.0 69.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 11

T ep r in s a efo o r v h le aes tis c r h ak g p c r u e ic s r a fa toy

4 0

3 0

2 0

Frequency

1 0

0 sro g a r e t n ly ge a re g e n it e a re n r d eh r g e o i d ar e is ge sro g d a re t n ly is g e

T ep rk gs a efo o r v h le aes tis c ry h a in p c r u e ic s r a fa to

Interpretation: From the above table it is clear that respondents are not satisfied with the parking facilities provided by the company as 31% of respondents strongly disagreed and 32% of respondents disagreed and only 13% of respondents are satisfied with the parking facilities and 24% have neither agreed nor disagreed.
Table No: 12

54

I'm satisfied with the first aid facilities Frequency 5 12 31 31 21 100 Percent 5.0 12.0 31.0 31.0 21.0 100.0 Valid Percent 5.0 12.0 31.0 31.0 21.0 100.0 Cumulative Percent 5.0 17.0 48.0 79.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 12

I'ms tis dw th firs a fa ilitie a fie ith e t id c s

4 0

3 0

2 0

Frequency

1 0

0 s n lya re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

I'ms tis dw th firs a fa ilitie a fie ith e t id c s

Interpretation: From the above table it is clear that employees are not satisfied with the first aid facilities as more than 52% ( 31% disagree and 21% strongly disagree) disagreed and only 17% agreed and 31% of respondents neither agreed nor disagreed.

Table No: 13

55

I'm satisfied with the loan facilities and other personal welfare faclities offered by the company Frequency 7 12 30 34 17 100 Percent 7.0 12.0 30.0 34.0 17.0 100.0 Valid Percent 7.0 12.0 30.0 34.0 17.0 100.0 Cumulative Percent 7.0 19.0 49.0 83.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 13

I'ms tis dw th lo nfa ilitie a do e p rs n l w lfa fa lit a fie ith e a c s n th r e o a e re c

4 0

3 0

2 0

Frequency

1 0

0 s n lya re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

I'ms tis dw th lo nfa ilitie a do e p rs n l w lfa fa lit a fie ith e a c s n th r e o a e re c

Interpretation: From the above table it is quite clear that respondents are not satisfied with the loan facilities offered by the organization as 34% of respondents disagree and 17% of respondents strongly disagree 30% of respondents neither agree nor disagree and only 19% are satisfied with the loan facilities.
Table No: 14

56

I fell I'm paid a fair amount for the work i do Frequency 15 39 25 13 8 100 Percent 15.0 39.0 25.0 13.0 8.0 100.0 Valid Percent 15.0 39.0 25.0 13.0 8.0 100.0 Cumulative Percent 15.0 54.0 79.0 92.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 14

I fe I'mp idafa a o n fo th w r i d ll a ir m u t r e ok o
5 0

4 0

3 0

Frequency

2 0

1 0

0 s n lya re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

I fe I'mp idafa a o n fo th w rk i d ll a ir m u t r e o o

Interpretation: From the above table it is evident that the respondents are satisfied with their salary as 39% agree and 15% strongly agree. Only `3% disagree and 8% strongly disagree, 25% neither agree nor disagree.

57

Table No: 15

I'm satisfied with the ch an ces fo r my pro motion F requency 27 43 13 9 8 100 Percent 27.0 43.0 13.0 9.0 8.0 100.0 Cum ulative Valid Percent Percent 27.0 27.0 43.0 70.0 13.0 9.0 8.0 100.0 83.0 92.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree T otal

Chart No: 15

I'ms tis dw th c a c s fo m p m tio a fie ith e h n e r y ro o n

5 0

4 0

3 0

Frequency

2 0

1 0

0 s n lya re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

I'ms tis dw th c a c s fo m p m tio a fie ith e h n e r y ro o n

Interpretation: From the above table it is quite clear that employees are satisfied with their chances for promotion as 43% agree and 27%

58

strongly agree. Only 9% disagree and 8% strongly disagree, 13% neither agree nor disagree
Table No: 16
The salary we receive are good as other organizations offer pay to their employees Frequency 27 37 26 6 4 100 Percent 27.0 37.0 26.0 6.0 4.0 100.0 Valid Percent 27.0 37.0 26.0 6.0 4.0 100.0 Cumulative Percent 27.0 64.0 90.0 96.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 16

T es layw r c iv aeg o a o e og n a n o r p ytoth ir h a r e e e e r o d s th r r a iz tio s ffe a e

4 0

3 0

2 0

Frequency

1 0

0 s o g a re tr n ly g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

T es layw r c iv aeg o a o e og n a n o r p ytoth ir h a r e e e e r o d s th r r a iz tio s ffe a e

Interpretation: From the above table it is quite clear that the salary in this organization is at par to the industry as 37% agree and 27% strongly agree. Only 6% disagree and 4% strongly disagree, 26% neither agree nor disagree. 59

Table No: 17
I'm satisfied with the allownaces provided by the organization Frequency 19 42 21 11 7 100 Percent 19.0 42.0 21.0 11.0 7.0 100.0 Valid Percent 19.0 42.0 21.0 11.0 7.0 100.0 Cumulative Percent 19.0 61.0 82.0 93.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No:17

I'ms tis dw th a w a e p v e b th o a iz tio a fie ith e llo n c s ro id d y e rg n a n

5 0

4 0

3 0

Frequency

2 0

1 0

0 s n lya re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

I'ms tis dw th a w a e p v e b th o a iz tio a fie ith e llo n c s ro id d y e rg n a n

Interpretation: From the above table it is clear that the employees are satisfied with the allowances and other benefits provided by the organization as 42% agree and 19% strongly agree. Only 11% disagree and 7% strongly disagree, 21% neither agree nor disagree. 60

Table No: 18

My supervisor motivates me to increase my efficiency at times when i'm not productive Frequency 18 44 18 13 7 100 Percent 18.0 44.0 18.0 13.0 7.0 100.0 Valid Percent 18.0 44.0 18.0 13.0 7.0 100.0 Cumulative Percent 18.0 62.0 80.0 93.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 18

M s p r is r m tiv te m toin r a em e ie c a tim sw e i'mn y u ev o o a s e c e s y ffic n y t e hn

5 0

4 0

3 0

Frequency

2 0

1 0

0 s n lya r e tro g ge ar e ge n ith r a re n r d e e g e o i d a re is g e s o g d a re tr n ly is g e

M s p r is r m tiv te m toin r a em e ie c a tim sw e i'mn y u ev o o a s e c e s y ffic n y t e h n

Interpretation: From the above table it is evident that employees boss motivates the employee when he is unproductive and help him to be productive as 44% agree and 18% strongly agree. Only 7% strongly disagree and 7% disagree, 18% neither agree nor disagree.

61

Table Nio: 19
Communication seems good within this organization Frequency 26 39 17 10 8 100 Percent 26.0 39.0 17.0 10.0 8.0 100.0 Valid Percent 26.0 39.0 17.0 10.0 8.0 100.0 Cumulative Percent 26.0 65.0 82.0 92.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 19

C m u ic tio s e s g o w in th o a iz tio o m n a n e m o d ith is rg n a n

5 0

4 0

3 0

Frequency

2 0

1 0

0 s n ly a re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n ly d a re tro g is g e

C m u ic tio s e s g o w inth o a iza n o m n a n e m o d ith is rg n tio

Interpretation: From the above table it is clear that communication seems good in this organization as 39% agree and 26% strongly agree. Only 10% disagree and 8% strongly disagree. 17% neither agree nor disagree.

62

Table No: 20

Work assignments are explained clearly to me Frequency 17 41 15 17 10 100 Percent 17.0 41.0 15.0 17.0 10.0 100.0 Valid Percent 17.0 41.0 15.0 17.0 10.0 100.0 Cumulative Percent 17.0 58.0 73.0 90.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 20

W rk a s n e ts a e p in d c a to m o s ig m n re x la e le rly e
5 0

4 0

3 0

Frequency

2 0

1 0

0 s n ly a re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

W rk a ig m n a e la e c a tom o ss n e ts re xp in d le rly e

Interpretation: From the above table it is evident that respondents are quite happy with the way work assignments are explained as 41% agree and 17% strongly agree. Only 10% strongly disagree and 17% agree, 15% neither agree nor disagree. 63

Table No: 21
Overall I'm satisfied with my job Frequency 21 33 25 15 6 100 Percent 21.0 33.0 25.0 15.0 6.0 100.0 Valid Percent 21.0 33.0 25.0 15.0 6.0 100.0 Cumulative Percent 21.0 54.0 79.0 94.0 100.0

Valid

strongly agree agree neither agree nor disagree disagree strongly disagree Total

Chart No: 21

O e ll I'ms tis dw m jo v ra a fie ith y b

4 0

3 0

2 0

Frequency

1 0

0 s n lya re tro g g e a re g e n ith r a re n r d e e g e o i d a re is g e s n lyd a re tro g is g e

O e ll I'ms tis dw m jo v ra a fie ith y b

Interpretation: From the above table it is evident that Overall satisfactions of the respondents are good as 33% agree and 21% strongly agree. Only 6% strongly disagree and 15% disagree and 25% neither agree nor disagree.

64

Findings:
The descriptive statistics table helps us to derive satisfaction level of employees on various factors: The respondents are satisfied with the environment and nature of work factors as their mean value is near to 2.50 The respondents relationship with the superiors and colleagues are quite good as their mean value is 2.36 is an agreeable level. The Respondents are not provided with proper welfare facilities thats the reason the mean value is quite high at 3.46 levels which is disagree level. The communication and motivation of employees by their superiors in this organization is reasonable as the mean value is 2.57. The Pay and promotion activities in this organization is also good as their mean value is 2.4 The Respondents are overall satisfied with their job as their mean value is 2.54 which is an agreeable level. The Parking facilities provided by the organization are not good thats why most respondents disagree with this question. The refreshment facilities are also need to be improved because most of the employees are dissatisfied on this factor.

65

The Rest room facilities in the company are not good and they are not satisfied with the lunch facilities

SUGGESTIONS Company should do changes in terms of authority & freedom. Company should abate the work load. Company should increase the level of salary and Benefits. Company should provide best level of training to employees. Upper management should maintain relationship with the employees. Management Should give holidays for proper relaxation. To keep building positive image of the organization in front of its HRD must take initiative surveys and taking an action on their results in other areas as well. Every programmme must have its own evolution criteria depending on the content of programme. Management must brief the people about the ongoing surveys officially

66

CONCLUSION
Bharat heavy electronic limited is one of the India most dynamic and successful company which has already attained ISO 9000 certification for quality management and ISO 14001 certification for environment management. It was really worth doing in this company as this project has raised my knowledge, about various employee welfare during six week period of my project and giving an exposure towards corporate world. According to my study and analysis in the end I would like to conclude my project that overall employee benefit programme was at satisfactory level even there are few modification (as suggested) are needed which would make the employee benefit programme more effective and productive.

67

BIBLIOGRAP HY

68

BIBLIOGRAPHY By the help of Books Human Resource Management (C.B.Gupta) Business Environment written By Francis Cherunilam Marketing Management written BY Phillip Kotlar By the Help of Manuals BHEL Report of 2008-9 By the help of Websites
www.Bhel.com www.bhelbhopal.com www.google.com

www. Wikkipedia.com

69

ANNEXURE

70

Questionnaire
A study on Employee welfare in BHEL BHOPAL 1. Name: 2. Age: 3. Gender: Male Female

4. Monthly Income: A) Below Rest. 10,000 B) 10,000- 20000 C) 20,000-30000 D) Above 30,000 5. Education Qualification: A) Under graduation B) Post graduation 6. Marital Status A) Married B) Unmarried 7. Years of experience: A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs Please indicate your level of agreement in connection with various factors: Strongly agree 2. Agree 3. Neither agree nor disagree 4. Disagree 5. Strongly Disagree Work S. No 1. 2. 3. 4. 5. Environment and nature of work Particulars Working hours are convenient for me Im happy with my work place The lighting and other arrangements in the office are satisfactory I feel I have too much work to do Im satisfied with the safety measures provided by my company

71

Relationship with supervisors and colleagues S. Particulars 1 No 6. My relationship with my supervisor is cordial 7. My supervisor is not partial 8. My supervisor considers my ideas too while making decision 9. Im satisfied with the support from my co-workers 10. People here have concern for one another and tend to help one another

Welfare Facilities S. No 11 12 13 14 15 Particulars Im satisfied with the refreshment facilities We are provided with the rest and lunch room and they are good The parking facilities provided for our vehicles are satisfactory Im satisfied with the first aid facilities Im satisfied with the Loan facilities and other personal welfare benefits offered by company 1 2 3 4 5

Pay and promotion S. No 16 17 18 19 Particulars I feel Im being paid a fair amount for the work I do Im satisfied with my chances for promotion The salaries we receive are good as other organizations pay to their employees. Im satisfied with the allowances provided by my organization 1 2 3 4 5

72

Communication and motivation S. No 20 21 22 23 Particulars I feel that my Boss motivate me to achieve the organization goal My supervisor motivates me to increase my efficiency at times when Im not productive Communication seem good within this organization Work assignments are explained clearly to me 1 2 3 4 5

Job factors S. No 24 25 26 27 28 Particulars I love my job and to work in this organization My work life is meaningful I consider that my work is valuable in attaining my organizational goals I have adequate opportunity to use my ability Overall, Im satisfied with my job 1 2 3 4 5

73

74