Employee Welfare Project

PROJECT REPORT 2011
CHAPTER I INTRODUCTION
The project is intended to access and to acquire the knowledge regarding the functional as well as the management aspects of the firm. The project is a study on labour welfare measures on the employees of Hi-Care Polymers Pvt Ltd, Palakuz a in !oot attukulam, !erala. Employee is an indispensable factor in production. Organization would be effective only when there is high degree of co-operation between employee and management. anagement seeks co-operation of labour force by providing various welfare measures. These welfare activities go a long way in stimulating interest in the workers to produce at their full capacity and pay a good dividend to the management in the long run. anagement scholars agree that employee welfare activities act as motivators and result in higher productivity and profit. The importance of labour welfare was regarded as wise investment that should and usually does bring a profitable return in the form of greater efficiency. !t may include not only the minimum standard of hygiene and safety laid down in general regulation but also such aspects of working life on social insurance schemes" measures for the protection of women and young workers" limitation of hours of work paid vacation. !n the narrow sense welfare in addition to general physical working conditions is mainly concerned with day-to-day problems of the workers and the social relationships at the place of work. #abour welfare is an important facet of industrial relations" the e$tra dimension" giving satisfaction to a worker in a way which even good wages cannot.
Mar Augusthinose College, Ramapuram
PROJECT REPORT 2011
"TATE#ENT O$ THE PRO%LE# !n &!-'()E *O#+ E), the manufacturing activity is mainly depend on the efficiency of the employees. This study is undertaken with a view to understand the different welfare measures taken and facilities provided by the company. -ather the opinion of the employees about these facilities and also to know the reason for the dissatisfaction" if any. "COPE O$ LA%OUR &EL$ARE #abour welfare facilities have a great scope to develop a sense of responsibilities and dignity among the workers enabling them to be worthy and enlightened citizens. &!-'()E *O#+ E), also needs to make a study about employees attitudes towards the welfare amenities provided to them. (ll such aspects help to reduce industrial strike and peace in the industrial organization. "I'NI$ICANCE O$ LA%OUR &EL$ARE The logic behind providing welfare facilities is to create efficient" healthy" loyal and satisfied work force for the organization and also for the nation. Employees are important stakeholders. #abour welfare measures are endeavoring to establish effective systems for performance evaluation. !t helps to increase employee.s productivity efficiency and protect workers from social evils. !t helps to enhance goodwill and public image of the organization. (lso it helps to improve industrial relations and peace. O%(ECTI)E" O$ THE "TUD* 'e+eral O,-e.tive/ To study about effectiveness of labour welfare measures.
PROJECT REPORT 2011
"0e.i1i. O,-e.tives/ %0 /0 To identify the welfare facilities provided in the organization. To find out the employees level of satisfaction through the welfare measures. 10 20 30 To find out the draw backs in current welfare measures. To know the suggestions and recommendations of the employees. To put forward the matters to be rectified and further welfare measures to be adopted. DURATION O$ THE "TUD* 4uration of the study was for a period of two months. LI#ITATION" O$ THE "TUD* The workers are fear to answer certain questions" because they thought that it will affect their job. Time constraint is another limiting factor. The respondents could be approached only during break hours and also there was a specified time to complete the project in the organization. !nferences were drawn from a sample. -eneralization is not free from sampling errors" so the navigator should not go deep into total position. anagement did not disclose the confidential reports.
The navigator has to depend mainly on primary data.
PROJECT REPORT 2011
The attitude" views and thinking pattern of each person is different. This is reflected in their answers also. CHAPTER "CHE#E #abour welfare study is divided into 5 chapters6 The first chapter deals with introduction" statement of the problem" scope of the study" significance of the study" objectives of the study" duration of the study" limitations of the study and chapter scheme. The second chapter covers the industrial profile. The third chapter covers the industrial profile. The fourth chapter deals with literature review of labour welfare. The fifth chapter includes the research methodology. The si$th chapter measures the opinion of the employees about welfare measures according to the various aspects and the interpretation and analysis. The seventh chapter contains the findings from analysis. The eighth chapter contains the suggestions of the study. The ninth chapter includes the conclusion of the study.
PROJECT REPORT 2011
CHAPTER II INDU"TR* PRO$ILE

HI"TOR* AND %AC!'ROUND O$ LATE2 'LO)E" #ate$ is made from the sap of rubber trees called Hevea Brasiliensis 7razilian )ubber0. #ate$ rubber has a milky white appearance and is made of various lipids" phospholipids and proteins. This protein causes allergic reactions to some people who are sensitive to late$. ,ince the mid %588s" late$ gloves have been primarily manufactured in alaysia. alaysia continues to be a dominant supplier of late$ gloves because the country is a key player of raw late$ production. 9rom a business stand point" it makes sense to manufacture goods in close pro$imity to raw materials to reduce cost. The use of late$ as the preferred material for medical gloves ramped up due to the scare of contracting (!4, or &!:. (t the time" late$ became the barrier of choice for the medical industry and there was a rush to manufacturer late$ gloves as demand soared. (s a result" in the late %5;8s and early %558s" there were sudden increases in reported cases of late$ reactions. The quantity of late$ e$amination gloves was produced at steady rates until the early %558s where demand for late$ gloves skyMar Augusthinose College, Ramapuram
PROJECT REPORT 2011
rocketed. This demand was driven by an increase public awareness of &!: and the risks healthcare professionals faced. 9or this reason" hospitals sought out quality late$ medical e$amination gloves in increased numbers putting pressure on the available supply. ,oon thereafter" many other professionals like dentists" rescue workers" and police officers began wearing late$ gloves adding to the growing demand. *roduction capabilities e$panded in alaysia and other countries to meet this demand.
(t this time" late$ gloves had minimal regulation and pinholes" rips" and other imperfections were not an uncommon occurrence. To make matters worse" people started to complain about having sensitivity to the late$ gloves showing symptoms of allergic reactions. #ooking at the manufacturing process of late$ gloves" it is not surprising that many gloves were causing issues because certain steps in the process of making late$ gloves involve minimizing the occurrence of late$ allergies. ,ince these steps were e$pensive" many factories minimized their costs by shortening or ignoring. Over time" the 94( began regulating the quality of e$amination gloves produces forcing factories to conform to standards set. Today" all medical-grade e$amination gloves must pass through a series of tests to be sold in the <.,. market. The hazards of late$ protein were not secret. !n fact" the removal of the hazardous protein is one of the steps for manufacturers when creating late$ gloves. This process is called leaching which removes water-soluble chemicals and late$ protein from the gloves. <nfortunately" this process does not remove all the protein found in late$ gloves. 'LO)E" PRODUCT #AR!ET !ndia is a major market for many kinds of -loves" surgical" e$amination" industrial" electrical" and household ones being the star
PROJECT REPORT 2011
performers. >ith a vast population of more than %888 million" !ndia is a large consumer of health care products. ,urgeons in thousands of hospitals in the -overnment as well as the private sector invariably don surgical gloves before taking up the scalpel every day. >ith a population of over % billion" !ndia possesses an e$cellent internal market. The concept of disposable surgical glove is catching on and if its use gathers momentum" one could see a virtual e$plosion in consumption with in the country. >ith the increase in the purchasing power of the mighty !ndian middle class" one can foresee definite growth ? related inducements to relocate manufacturing facilities to !ndia. ,ome portion of the production is e$ported every year" while their imports also take place to make good deficiency in domestic supply. !ndia e$ported surgical gloves worth )s.=53 million in /88;-/885" against )s. 3%3 million during /88@-/88;. Over two decade back !ndia had to depend on imports for her requirements of several rubber products including dipped goods. Aow our late$ industries are capable of catering almost entire needs of the home market and made appreciable progress in the e$port front. &ygienic material and surgical articles including surgical gloves are e$ported to several countries" which mainly include <,(" of world demand of gloves. 'LO%AL 'RO&TH O$ 'LO)E" DE#AND 'O<AT)!E, A. ( E)!'( EE'">.E<)O*E(A (,!(C*(,'!9!' +E() /883 %=528 =2;8 2@8 B illion *airs0 /88@ /885 /8%@3 //=@8 @383 ;/@3 =%8 @/8
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(sian countries. The following table gives the world demand and growth
PROJECT REPORT 2011
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Out of the total world demand for gloves @8D of it.s from Aorth (merican countries" mainly from <, market. 9rom the total demand for late$ products in the <, market" gloves products had major share. !ndia.s share in the world market is negligible now" around 1D of the total. This low share is not the country.s weakness but the ample scope for improving the share in the near future. INDIAN "ENARIO AND 'RO&TH POTENTIAL" >ith the e$cellent quality of locally available late$" well-trained personnel" adequate facilities for )esearch and 4evelopment" a welldefined legal system" changed mindset of the government due to globalization and improved infrastructure" !ndia could well shape up into an e$cellent manufacturing base for gloves. The !ndian labour is comparatively cheap and can be well ?disciplined if proper amenities are provided. The government policy is also helpful. The !ndian )ubber 7oard is playing a positive role" realizing the e$cellent prospectusE the board has very actively and vigorously interacting with the respective government agencies to see that an e$cellent atmosphere is created in terms of customer ?friendly attitude. The !ndian gloves industry is now at the threshold of big opening to the world market. !f !ndia can produce quality gloves in accordance with the specification of consumers to the standardized specification confirming either to the (,T B(merican ,ociety for testing ethods0 standard or !,! specifications" the market can developed much further and the share of !ndian gloves in the world market can be improved several times in the near future. The alaysia" which is the largest producer of gloves in the
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PROJECT REPORT 2011
world facing the several problems such as quality labour" infrastructure" etc. but !ndia" has no such problem. 4ue to the global trade scenario" all the trade restriction between !ndia and other countries will cease to e$ist" e$pecting for the tariff regulations" free import and e$port will take place. *rospects for enhanced imports loom large. >e have to endeavor attaining a matching e$port operation. -loves supply is one area" which can gain substantially from sales abroad. 9or this the country has to enhance production considerably" to offer sustainable supply of quality material. #ANU$ACTURIN' PROCE"" O$ LATE2 'LO)E" Today" the process for manufacturing gloves is a simple process. 9or a step-by-step illustration of how late$ gloves are made" the raw material harvested is late$E however" to make late$ into a favorable glove material" it must be formulated with chemical compounds. This ensures the final glove product has increased tensile strength and fle$ibility. This formulation plays a major role in determining the quality of the final glove produced. To make late$ into a glove form" molds called !ormers are used. These formers determine the te$ture on the product as well as what size the glove will be. The formers pass through a production line where they are dipped into the late$ liquid formulation. The speed of the line will determine the thickness Bmeasured in mil0 of the glove which is correlated to the strength. (fter the forming process is complete" the gloves need to remove harsh chemicals through vulcanization and leaching process. !t is during the leaching phase where protein is minimized. Once the gloves pass
PROJECT REPORT 2011
through these stages" they are washed and dried before they are inspected for testing.
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PROJECT REPORT 2011
E2A#INATION 'LO)E" !n general" e$amination gloves are disposable intended for one time use. 4isposable gloves were originally used to provide protection against biological or chemical hazards. &owever" since disposable gloves have become quite cheap over the years" disposable e$amination gloves can be feasibly used for everyday tasks. This precaution allows healthcare workers to remain protected from harmful chemicals or blood borne pathogens while e$amination gloves are donned. !t is not uncommon for healthcare facilities to stock multiple types of e$amination gloves. ( facility that primarily utilizes late$ e$amination gloves will have synthetic options to accommodate workers who are either allergic or sensitive to late$. &ospitals that only use late$-free gloves may use a combination of vinyl and nitrile gloves to remain cost-effective. &ealthcare facilities that have laboratories or oncology departments will use nitrile e$amination gloves to protect clinicians from harmful chemicals like chemotherapy drugs. T*PE" O$ E2A#INATION 'LO)E" There are 1 major types of e$am glove based on material6
34 Late5 E5ami+atio+ 6loves
#ate$ is the original material used to create medical gloves. 4ue to the great durability and fle$ibility of natural rubber" late$ gloves continue to be used in the medical industry. #ate$ disposable e$amination gloves have been the traditional choice for the healthcare industry for over %88 years. (lthough concerns regarding late$ allergies continue" late$ gloves are unsurpassed when it comes to durability" tactile sensitivity" comfort" and fit.
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PROJECT REPORT 2011
aking late$ e$amination gloves is a multi-stage process to ensure qualityE medical-grade gloves are produced. The quality of gloves will differ based on how the factories treat each manufacturing stage. #ate$ e$amination gloves manufacturing start from collecting the raw material needed which is natural rubber. (fter workers tap the rubber trees for late$ sap" the materials are sent to the glove factories where they will be combined according to the glove specifications. (t the glove factories" e$am glove formers go through stages of dipping" powdering" rinsing" and drying until late$ gloves are made.
74 )i+yl 8 "y+t eti. E5ami+atio+ 6loves
:inyl gloves are made from the synthetic material polyvinyl chloride B*:'0" commonly called vinyl. 4ue to concerns of late$ allergies healthcare facilities have been transitioning to synthetic alternatives like vinyl. Today" vinyl gloves are the most cost effective e$amination gloves available. 4isposable vinyl gloves are the most economical gloves for cost conscious facilities. ade from poly vinyl chloride material or *:'" these e$amination gloves provide standard barrier protection. !n addition to being comfortable to wear" vinyl gloves have a soft feel. 9or a great value late$-free choice" vinyl e$amination gloves are the way to go. !t is important to note that as with all glove types" the quality levels seen on vinyl gloves will vary. +ears ago" vinyl gloves provided minimal protection and were not recommended to be used in general. Today" the glove industry has improved technology by creating stretch vinyl-synthetic material to provide comparable protection to late$ gloves. (ll vinyl gloves labeled as e"amination gloves undergo must pass through same standard
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PROJECT REPORT 2011
tests as nitrile and late$ e$amination gloves. 9or this reason" many facilities are using vinyl gloves as the preferred late$-free choice. Even though the vinyl glove has evolved over the years" this glove should not be used in high-risk or hazardous conditions. :inyl provides weaker chemical protection and should not be used when handling chemotherapy drugs. &owever" vinyl e$amination gloves are suitable in most scenarios within the hospital environment and thus recommended. One of the most important characteristics of vinyl e$amination gloves is the late$-free claim.
94 Nitrile E5ami+atio+ 6loves
&ealthcare facilities that have laboratories or oncology departments will use nitrile e$amination gloves to protect clinicians from harmful chemicals like chemotherapy drugs. = percent of the general populated have late$ allergy and as many as %@D of health care workers are reported to be affected. )eplacing late$ gloves with nitrile gloves will help make the clinical environment safer for staff and patients with late$ allergies without sacrificing the quality of gloves.
a: "terile E5ami+atio+ 6loves
,terile e$amination gloves are medical gloves that have been sterilized. ,terile gloves are used whenever working with patients with open wounds to prevent infections. available in sterile versions. ,: "ur6i.al 'loves ,urgical gloves are medical gloves used by surgeons during operations. ,urgical gloves are higher quality and more e$pensive per glove compared with e$amination gloves. ost brands of e$amination gloves are
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PROJECT REPORT 2011
&H* LATE2-$REE; FOur facility needs to become late$-freeGH &ow many times have you heard someone make this statementI #ate$-free has become the new trend in the healthcare industry and every day" more and more hospitals are jumping on the bandwagon for one reasonJ to prevent late$ allergies. The healthcare industry is pushing for a late$-free environment to minimize workers from developing late$ related allergies including irritant contact dermatitis and allergic contact dermatitis. ,ymptoms range from skin redness to respiratory symptoms and in rare cases shock. (s individuals are e$posed to late$ frequently" they can develop sensitivity and eventually become allergic. &HO "HOULD %E CONCERNED; (nyone who has frequent e$posure to late$ is at risk for developing late$ allergy. This means healthcare workers Bnurses" physicians" dentists" and laboratory technicians0 who wear late$ e$amination gloves are highly affected. (bout 3-%8D of health care providers have developed late$ allergy. LATE2-$REE ALTERNATI)E" 4ue to concerns of late$ allergies" late$-free glove production has increased. Today" vinyl and nitrile material has become the material of choice for late$-free alternatives. 'ombined with improved technologies" late$-free gloves have become just as effective" if not more" as late$ gloves as a barrier of protection.
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PROJECT REPORT 2011
CHAPTER III CO#PAN* PRO$ILE

%a.k 'rou+d o1 t e Com0a+y a+d Details o1 Promoters &i-care *olymers *vt. #td situated at Koothattukulam" in Ernakulum 4t. is manufacturing #ate$ edical ,urgical -loves" and late$ e$amination gloves. !t started its commercial production in the year /881. The &i-'are *olymers is promoted by Lohns ( Aeerakal" a graduate in commerce having more than /8 years e$perience in dipped goods production facility and well e$pert in e$port trading. -loves *vt. #td ,ituated in r. Lohns promoted two more -loves manufacturing units in the Aame and style &i-care arangatupilly" in Kottayam 4t. and &i-'are #ate$ *vt. #td situated at 'oimbatore in Tamilnadu. Aothing but the strict adherence toward quality maintaining and keenness to update according to the changes for the impressive growth in business. &i-care *olymers on its each and every phase of growth were adamantly keen to manage healthy network knitting together the directors" suppliers" dealers and employees us maintaining wholesome professional relationship. (nd they all together form.s &i-care *olymers family hardworking relentlessly for the sake of consumers satisfaction and success of the organization. $ACTOR* LOCATION" &i-'are *olymers has production units located at Koothattukulam" marangatupilly and 'oimbatore.
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PROJECT REPORT 2011
)I"ION O$ HI-CARE POL*#ER" P)T4 LTD4 To become a leading player in the manufacturing of surgical and e$amination gloves and provide customers durable and world class products at affordable price. #I""ION O$ HI-CARE POL*#ER" P)T4 LTD4 (n organization that operates according to an overall purpose" or vision HI-CARE 'ROUP O$ CO#PANIE" &i-care *olymers *vt. #td 6 Koothattukulam" Ernakulam" Kerala. Aame M ,tyle &i-care *olymers *vt. #td 6 arangatupilly" Kottayam" Kerala. &i-care #ate$ *vt. #td <UALIT* DRI)E The quality of &i-care *olymers highlighted by five factors6 E$ceptional quality of the raw material 4edicated ) M 4. <nique product design. ,tringent quality control. Efficient workforce. 6 'oimbatore" Tamil Aadu
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PROJECT REPORT 2011
Each and every piece is e$amined minutely for ensuring perfection. Only then it goes out into the market durable and comfortable to reach its valued customers. <UALIT* "TATE#ENT The quality policy of &i-care *olymers stands for6 #eadership by e$ample. <tmost customer satisfaction. Aon-stop quality up gradation. (ssure employee involvement in the quality management system. )eciprocate by delivering products that moves fast in the market. <UALIT* O%(ECTI)E !ncrease the turn over by ever year. (ttendant all customer complaints within a short period of time. 'ollect suggestions from the employee and utilize for improvement. INPUT" AND OUTPUT" &i-care -loves *vt. #td is situated in Koothattukulam" Ernakulum 4t. !t is a place which is much accessible to the entire input helps in production such as raw materials. The main inputs are6 =8Dcentrifuged late$ represents about @3D of the production cost 'hemicals 9ire wood
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PROJECT REPORT 2011
'onsumables >ater electricity *ollution control systems anpower etc4
,ufficient skilled and unskilled
The entire output can be much easily shift through transport agents" railway from kottayam" ship through Kochi port etc. #ANPO&ER =AD#INI"TRATION The 'ompany is having %3 ,killed >orkers and @3 unskilled workers doing in ;N1 ,hift. The day to day affairs of the company is vest under the control of -eneral and finance angers" anager. anager administration" (ccounts anger report to the arketing mangers help the general manger in the
day to day workings of the company. The -eneral
anaging 4irector and who reports to the 7oard of 4irectors. *roper supervision is necessary to the factory employees because a little carelessness on the part of workers may leads to the wastage of the product. The workmen are categorized into6 *ermanent workers *robationary workers Temporary workers 'asual workers etc.
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PROJECT REPORT 2011
PLANT CAPACIT* The installed capacity of the plant is @3" 888 *airs of surgical gloves or %=8"888 *ieces of #ate$ E$amination gloves per day in ;N1 shift. &OR!IN' TI#E >orking time for office staff is from 5 am to 3 pm. There are ;$1 shifts for factory workers. There is a break for each % hours of work. #ETHOD O$ &A'E PA*#ENT Time wage system is applicable to all types of workers. TECHNICAL A"PECT" 4ifferent kinds of gloves such as surgical gloves" E$amination gloves" !ndustrial gloves" Electrical gloves" &ousehold gloves and gloves with miscellaneous applications are made in the country. (mong these gloves" ,urgical M E$amination gloves has significant role. This is the item that currently commands great demand in the world resulting from the heightened awareness of &!:" hepatitis etc. #ANU$ACTRIN' PROCE"" ajor steps involved in the manufacture of surgical and e$amination gloves are narrated in the process flow chart furnished in the anne$ure. (ll the materials used in the preparation of dipping compounds must be deduced to very small particle size if good quality films are to be obtained. )ubber chemicals such as accelerators" sulpher" antio$idants" etc are properly ground in a 7all ill and then mi$ed with =8D 'entrifuged
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PROJECT REPORT 2011
late$ in a mi$ing tank with agitator. The solution is filtered and taken to the emulsion-dipping tank. The 'eramic formers connected with the holders" which are running on conyer chain carrying //88 9ormers at a time for #ate$ ,urgical gloves and #ate$ E$amination -loves 'eramic moulds are washed and cleaned and then given a dip in the coagulant gelatin bath containing solutions of acid and salts of certain metals. The coagulant will cause a relatively thick sold deposit of late$ to congeal on the surface of the mould. The mould are then dried under hot air and taken to the late$ emulsion dipping tank .The glove moulds going into the tank after passing through the gelatin dipping tank lift up slowly in order to prevent the emulsion liquid from dropping too much on the floor. This action is the most important part of the operation and will determine the quality of the gloves. Thickness and quality of gloves will vary depending upon the number of times of dipping and the speed of dipping. The moulds then move out of the dipping tank and are dried by hot air and are then taken to the lipC bead-winding unit. The gloves are then vulcanized at a temperature of %88 to %18 degree centigrade using steam. (fter vulcanization" the gloves are washed with hot water to remove the protein on the surface and to keep them clean and easy to be removed from the mould. 'halk or corn powder is then sprayed on to the gloves to remove the moisture and prevent them from becoming sticky. The gloves are then released the mould manually and after inspection they are packed for dispatch.
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PROJECT REPORT 2011
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PROJECT REPORT 2011
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PROJECT REPORT 2011
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PROJECT REPORT 2011
DEPART#ENT" The organization is made up of different departments.
4epartmentation is the grouping together of similar or logically related activities. There are several bases for departmentation. 4ifferent forms of departmentation are departmentation by functions" by products" by region" by process or combination of any of them. The basic need of departmentation arises because of specialization of work and limitation on the number of sub-ordinates that can be directly controlled by the superior. 4epartmentation makes the work into manageable units. !f there is no departmentation" there would be serious limitation on the side of the organization. &!-'()E *O#+ E), has five different departments as follows6 9inance and (dministration 4epartment *roduction department arketing 4epartment
)esearch and 4evelopment 4epartment &uman )esource 4epartment
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PROJECT REPORT 2011
I4 $INANCE AND AD#INI"TRATION DEPART#ENT 9inance is the life blood of every organization. 9inance and
administration manager is in full charge of this department. This department keeps accounts of all the financial transactions and administrative functions of the company. 9unctions of finance and administration department are as follows6 4ealing of financial and cost accounts. (dministrating the funds of the business. >age and salary determination. atters related to sales ta$.
*lanning and organizing. 'ontrolling. $i+a+.e De0artme+t "tru.ture
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PROJECT REPORT 2011
II4 PRODUCTION DEPART#ENT *roduction is the primary function of the company. *roduction department controls the production process by coordinating the activities of other departments. This department is headed by the *roduction anager. !t is concerned with terms forming the inputs is in the form of raw materials" labour machinery" men and money into output" goods and services with the help of certain production process. 9unctions of production department are as follows6 *lanning for production process aterial indent and receipt
*rocessing 'hecking and inspection 'ontrol of non-conforming products Aew machinery layout preparation *reventive and breakdown maintenance 'ondition monitoring and overhauling of machinery Produ.tio+ De0artme+t "tru.ture
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PROJECT REPORT 2011
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PROJECT REPORT 2011
III #AR!ETIN' DEPART#ENT The marketing department is headed by marketing manager. This department conducts studies to e$plore new markets and to e$pand the e$isting markets. They also asses the targets fi$ed for the sales and compare it with the achievements made. This study helps to analyze and control the problems faced by the product in the market. The marketing manager gets a clean picture of the present position.
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PROJECT REPORT 2011
I)4 RE"EARCH AND DE)ELOP#ENT DEPART#ENT The )M4 department carries out )esearch M 4evelopment activities and the results of those activities are transferred to the plants. Puality is considered as the most effective tool to improve productivity" to achieve cost effectiveness" to improve profitability and market share and to remain competitive in the global market. *lant quality assurance manager is in charge of this department. ajor activities of the ) M 4 department are as follows6 Aew product development Aew compound development 4esigning and inspection of new moulds ,election and evaluation of new materials. ,election and evaluation of alternative materials 9inishes product listing and analysis (ssisting plants in problem solving
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PROJECT REPORT 2011
)4 HU#AN RE"OURCE" DEPART#ENT &uman resource management perceives organizations in their totality. The &) 4epartment is headed by the &uman )esource anager. &) 4epartment view people as the most important source of asset to be used for the benefit of organization and society. The human resource philosophy of the management aims at formulation of policies that promote neutrality" mutual respect" mutual rewards and mutual responsibilities. Huma+ resour.e De0artme+t "tru.ture
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PROJECT REPORT 2011
$UNCTION" O$ HU#AN RE"OURCE DEPART#ENT ARE A" $OLLO&/ &uman )esource planning C anpower planning. )ecruitment and selection !nduction M orientation. Training M development 'areer planning M development. >age and salary administration *erformance appraisal *romotion M transfers. 'ompensation M benefits. !ndustrial )elations and labor management #abor >elfare Employee counseling. *robation M confirmation. ,uggestion schemes. 9estival advance. Employee rewards M recognition programs. #eave policy. 4ealing with absenteeism M employee turnover.
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PROJECT REPORT 2011
#abour welfare activities. 4isciplinary actions and proceedings &andling grievances. *ersonal accident. -ratuity. E$it management system. RECRUIT#ENT )ecruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. Re.ruitme+t sour.es/ The main source of recruitment in &i-care polymers is e$ternal sources. Ao special educational qualification is considered during recruitment of factory workers. The only factor is the ability and willingness of person to work hard. The minimum age for workers is fi$ed as %; years but no ma$imum age limit is fi$ed. "ELECTION ,election is the process of choosing the most suitable persons out of the entire applicant. The purpose of selection is to pick up the right person for the right job and at the right time and at the right place. ,election is an important function. Ao organization can achieve its goals without selecting the right people. "ele.tio+ 0ro.ess/ *reliminary interview
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PROJECT REPORT 2011
(pplication form ,election test ,election interview *hysical e$amination )eference checks 9inal approval of employment TRAININ' AND DE)ELOP#ENT Employee training is distinct from management development. Training is a short term process" utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose. On the other hand development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual theoretical knowledge for general purpose. On-the-job and off-the-job training methods are commonly used. PER$OR#ANCE APPRAI"AL *erformance appraisal is measuring the relative worthiness of a person who engaged in a job. 7ased on performance appraisal the best workers should be rewarded. PRO#OTION *romotion is on the basis of employee efficiency" performance" commitment or loyalty the management will give job promotion to the employees
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PROJECT REPORT 2011
CO#PEN"ATION Employee compensation is a vital part of human resource management. >ages" salaries and other form of employee compensation constitute a very large component of operating cost. One of the biggest factors affecting industrial relations is the salary or wage" the compensation an employee receives a fair day.s work. Em0loyee .om0e+satio+ may ,e o1 t>o ty0es6 %. 7ase compensation- 7asic pay /. ,upplementary compensation- !ncentives and variable payments. INCENTI)E" There is a standard performance beyond which workers will get special rewards. (nd this is termed as fringe benefits. )ecreational facilities are also provided. %ONU" 7onus is given once in every year AD)ANCE" The company provides 1 types of advances6 34 $E"TI)AL AD)ANCE"4 Employees are given festival advances during festival seasons. 74 "ALAR* AD)ANCE" Employees are given one monthly salary in advance in case of emergency. !t will be returned in seven equal installments" which will be deducted from salary.
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PROJECT REPORT 2011
LEA)E"
34 CA"UAL LEA)E
One casual leave is given in a month by the company to its employees.
7. "IC! LEA)E
E,! benefit is provided to the employees of the company as per the E,! (ct. Those who are getting salary below )s. %8888 can take leave according to the seriousness of the sickness under the E,! (ct. (ccording to this (ct there is no specific time period for leave. Those who are getting salary above )s. %8888 can take %/ days of sick leave under E,! (ct.
9. EARNED LEA)E
!f an employee is working for /28 days continuously %2 days is given as leave with wage" i.e. for every /8 days % leave is given. $RIN'E %ENE$IT"
*ersonal (ccident *olicy. !nsurance. *rovident 9und. -ratuity. :oluntary )etirement ,ervice B:),0. edical facilities &ousing facilities etc.
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PROJECT REPORT 2011
LA%OUR &EL$ARE #EA"URE"
The workers of &i-care polymers *vt. #td enjoy the following

facilitiesE %. 9acilities for washing" storing" M drying their clothes at their company premises. /. Earned #eave 1. )est rooms 2. 9acilities for drinking water 3. edical facility
=. )ecreational facilities @. Orientation programs of the newly selected employees ;. ,ocial security schemes 5. &ealth and safety measures. %8. 'anteens %%. &ousing and travelling facilities etc.
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PROJECT REPORT 2011
CHAPTER I) LITERATURE $RA#E&OR!

LA%OUR &EL$ARE The terms Qlabour welfare." Qlabour welfare. and Qworkers welfare. are used interchangeable to denote various services provided by the employers to the employees in addition to wages. The importance of labour welfare was accepted as yearly as in %51% when the royal commission on employee was started. #abour welfare aim at providing the physical" psychological and general well being of the working population. #abour welfare is carried by the >elfare Officer. The improvement of labour welfare and increasing productivity with reasonable level of social security is one of the prime objectives concerning social and economic policy of the government. The resources have been directed through the plan programs towards skill formation and development" monitoring of working conditions" creation of industrial harmony through infrastructure for health" industrial relations and insurance against diseases" accident and unemployment for the workers and then families. #abour welfare is a part and parcel of social welfare. The term social welfare connotes the welfare of the society where as labour welfare is a narrow concept concerned with the welfare of workers. #abour welfare facilities include medical" education" cultural and other facilities. !n !ndia" some welfare facilities are compulsory as per employee laws" while others are purely voluntary in character. !t should be noted that
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PROJECT REPORT 2011
the e$penditure on labour welfare is a profitable investment in the long run as it motivates the worker for higher productivity. DE$INITION"/ 34 F(ny effort to make life worth living for workmanH -O51ord di.tio+ary4 74 F>orkers welfare should be understood as meaning with services" facilities and amenities which may be established in or in the vicinity of the undertakings to enable the persons employed in them to perform their work in healthy" congenial and provided with amenities conductive to good health and high morale"H - T e I+ter+atio+al La,our Or6a+izatio+4 94 F(nything done for the intellectual" physical" moral and economic betterment of the workers whether by employer or by government or by other agencies and above what is laid down by law of what is normally the contractual benefits for which workers may have bargainedH - Em0loyee I+vesti6atio+ Committee, 3?@@-@A. @4 FThe voluntary efforts of the employees to establish within the e$isting industrial system working and sometimes living and cultural conditions of the employees beyond what is required by the custom of the country and the conditions of the marketH -T e E+.y.lo0edia o1 "o.ial ".ie+.e4 B4 #abour welfare means Fanything done for the employees over and above the wages paid which is not a necessity of the industryH - Art ur (ames Todd4
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PROJECT REPORT 2011
CONCEPT O$ LA%OUR &EL$ARE The concept of labour welfare is fle$ible" elastic and differs widely. #abour welfare is a dynamic conceptE a new welfare measure is added to the e$isting ones along with social changes. !t is also a comprehensive concept. The modem concept of #abour welfare entails all those activities of the employers" which are directed towards providing the employees with certain facilities and services in addition to wages or organization salaries. #abour welfare may be viewed as a total concept" as a social concept and as a relative concept. The total concept is a desirable state of e$istence involving the physical" mental" moral and emotional well being. These four elements together constitute the structure of welfare" on which its totality is based. ,ocial concept of welfare implies the welfare of man" his family and his community. The relative concept of welfare implies that welfare is relative in time and place. HI"TOR* O$ LA%OUR &EL$ARE %E$ORE INDEPENDENCE The movement to improve the working conditions of !ndian labour started with the passing of the first !ndian 9actories (ct in %;;%. The 9actories (ct" %;5% was passed as a result of the recommendations of the 7ombay 9actory 'ommission of %;;2 and the 9actory #abour 'ommission of %;58. !t applied to all factories employing 38 persons or more. The lower and upper age limits for children were raised to 5 and %2 respectively and their hours of work were limited to @ and between 3.88am and ;.88pm. Employment of women between @.88pm and 3.88 am was prohibited. >omen were allowed to work for %% hours in a day with one and a half hours rest. *rovisions relating to better ventilation" cleanliness and for preventing overcrowding in factories were also made.
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PROJECT REPORT 2011
The outbreak of the 9irst >orld >ar in %5%2 led to a number of new developments. The )ussian )evolution had a tremendous impact on the attitudes of government and society towards labour. 4uring the war years the number of factories and the number of persons employed therein increased. The formation of (!T<' B%5/80" the first central trade union organization in our country also helped in furthering the cause of welfare movement. The ,econd >orld >ar brought about far-reaching consequences in all fields of activities. The need for sustained and increased production gave a fillip to !ndian industry. The number of factories and factory employees increased enormously" the government took initiative and actively promoted various welfare activities among industrial employees. ( number of legislations for the welfare of the working classes were also enacted. A$TER INDEPENDENCE (fter !ndependence" the labour welfare movement acquired new dimensions. :arious labour welfare activities were incorporated in different five year plans. The 9irst 9ive +ear *lan B%53%-3=0 paid considerable attention to the welfare of the working classes. 4uring the ,econd 9ive +ear *lan B%53=-=%0 the importance of better working conditions had been progressively recognized. The Third 9ive +ear *lan B%5=%-==0 stressed the need for more effective implementation of various statutory welfare provisions. The 9ourth 9ive +ear *lan B%5=5-@20 provided for the e$pansion of the Employees ,tate !nsurance ,cheme to cover medical facilities to the families of insured persons" and to cover shops and commercial
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PROJECT REPORT 2011
establishments in selected centers. The 9ifth 9ive +ear *lan B%5@2-@50 also laid down programs for promoting industrial safety. !n the ,i$th 9ive +ear *lan B%5;8-;30 special programs would also need to be undertaken by the state governments for the benefit of agricultural labour" artisans" handloom weavers" fisherman" leather workers and other unorganized workers in the rural and urban areas. !n the ,eventh 9ive +ear *lan B%5;3-580 emphasis was given on labour welfare" improvement in working and living conditions of unorganized labour not only in rural areas" but also in urban areas. The Eight 9ive +ear *lan B%55/-5@0 laid stress on strategic improvement in the quality of labour" productivity" skills and working conditions and provisions of welfare and social security measures" especially of those working in the unorganized sector for quantitative and qualitative enhancement of employment opportunities. LA%OUR &EL$ARE #EA"URE" HA)E THE $OLLO&IN' O%(ECTI)E"/ To provide better life and health to the workers. To make the workers happy" satisfied and efficient. !t helps to improve industrial relations and industrial peace. !t helps to increase employee productivity or efficiency by improving their physical and mental health. To improve the goodwill and public image of the enterprise. To relieve workers from industrial fatigue and to improve intellectual" cultural and material conditions of living of the workers.
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PROJECT REPORT 2011
!t improves the morale and loyalty of workers. !t reduces labour turnover and absenteeism thereby building stable workforce. THE %A"IC O$ &EL$ARE #EA"URE" ARE A" $OLLO&"/ #abour welfare includes various facilities" services and amenities provided to workers for improving their health" efficiency" economic betterment and social status. >elfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining. #abour welfare schemes are fle$ible and ever-changing. #abour welfare measures are also known as fringe benefits and services. !t is an essential part of social welfare. >elfare measures are both voluntary and statutory. #abour welfare measures are fle$ible and ever changing. Aew welfare measures are added to the e$isting ones from time to time. >elfare measures may be introduced by the employees" government" employers or by any social or charitable agency. The purpose of labour welfare is to bring about the development of the whole personality of the worker to make him a good worker and a good citizen. AI#" O$ LA%OUR &EL$ARE
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PROJECT REPORT 2011
To win over employees loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable employee force to reduce employee turnovers and absenteeism. To develop productivity and efficiency among workers. To save oneself from heavy ta$es on surplus profit. To earn goodwill and enhance public image. To reduce the threat of further government intervention. !t helps to improve recruitment of efficient employees. !t improves the morale and loyalty of workers by making them happy and satisfied. !t reduces employee turnover and absenteeism there by building stable work force. PRINCIPLE" O$ LA%OUR &EL$ARE anagement should be welfare oriented.
The workers have the right to adequate wages in addition to welfare measures. There should be periodical assessment or evaluation of welfare measures and necessary timely improvements on the basis of feedback.
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PROJECT REPORT 2011
The
management of
should unions
ensure and
co-operation in
and
active and
participation
workers
formulating
implementing labour welfare programs. The labour welfare work of an organization must be
administratively viable and essentially development oriented. There should be proper coordination" harmony and integration of all labour welfare services in an undertaking. The employer should look after the welfare of his employees as a matter of social obligation. The 'onstitution of !ndia" in its 4irective *rinciples of ,tate *olicy also emphasizes this aspect of labour welfare. #abour welfare must aim at helping employees to help themselves in the long run. This principle of self will enable them to become more responsible and more efficient. "I'NI$ICANCE O$ LA%OUR &EL$ARE The logic behind providing welfare facilities is to create efficient" healthy" loyalty and satisfied employee force for the organization and also for the nation. Employees are important stakeholdersE employees who will carryout fulfill their roles" with the aim of contributing to the enhancement of the company.s enterprise value" there by winning society.s trust. !n order to have a solid organization" this attracts and inspirer.s employees like these to actively contribute to the company with their best efforts" skills and abilities. #abour welfare measures are endeavoring to establish effective systems for performance evaluation. Employee welfare is the interest of the employee" the employer and the society as a whole. 9or the employee" welfare measures help to
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PROJECT REPORT 2011
counteract the negative effects of the factory system. These measures enable the employee and his family to lead a good life. >elfare facilities like housing" medical and children.s education etc help to improve the family life of employees. 9or employer" welfare measures lead to higher morale and productivity of labour. Employee welfare is also in the interest of the larger society because the health" happiness and efficiency of each individual represent the general well-being of all. >ell-housed" well-fed" and well-looked after" labour is not only an asset to the employer but serves to raise the standards of industry and labour in the country. NEED $OR LA%OUR &EL$ARE The need for labour welfare arises from two basis factorsE one" the conditions under which works is earned on are not congenial for the health" and second" when laborer joins in an industry he has to work in an entirely strange atmosphere which creates problems of adjustments. >hen worker" who is in fact a rusting has to work and live in unhealthy congested factories and sum areas with no outdoor recreation facilities to escape from the living of his tedious and tiresome job he absents himself becomes irritated and often undisciplined. This is a social reason. The provision of canteen improves the physique" environment" reduces the evidence of vices" medical aid and maternity and child welfare services improves the health of the employees and bringing down the rates of general" maternal and child welfare services improve the health of the workers and bingeing down the rates of general" maternal and infantile morality and educational facilities increase their mental efficiency and economic productivity.
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PROJECT REPORT 2011
T*PE" O$ LA%OUR &EL$ARE #EA"URE" #abour welfare may be classified as follows6

I+tramural/
These facilities are those which are provided within factory such as6 edical facilities.
'ompensation for accidents. *rovision for crRches and canteens. ,upply of drinking water. >ashing and bathing facilities. *ension and gratuity. *rovision for provident fund. )ecruitment and discipline. 9ire e$tinguishers. 9irst aid appliances. E5tramural/ These facilities are those which are provided outside the occupation such as6 &ousing accommodation. Transport facilities.
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PROJECT REPORT 2011
Educational facilities for children and adults. ,ports and amusements. *rovisions for libraries and reading rooms. !nterest 9ree #oan. aternity benefits.
)olu+tary >el1are servi.es &ousing. Transport facilities. Education. !ndoor and outdoor recreation facilities. 'onsumer cooperative stores. "tatutory 0rovisio+s The 9actories act" %52;. The plantation labour act" %53%. The mines act" %53/. The motor transport workers act" %5=%.
The contract labour regulation and abolition act" %5@8.
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PROJECT REPORT 2011
%A"IC $EATURE" O$ LA%OUR &EL$ARE/ The chief characteristics of labour welfare work may be noted as6 !t is the work which is usually undertaken within the premises for the benefit of the employee and the members of his family. The work generally includes those items of welfare which are one and about what is provided by statutory provision. The purpose of providing welfare amenities is to bring about the development of the whole personality of the worker. These facilities may be provided by progressive and enlightened entrepreneurs of their town accord or government or trade union may be under taken them" if they have the necessary funds for the purpose. #abour welfare is a very broad term covering social security and such other activities as medical aid" crRches" canteens" recreations" housing" adult education and arrangements for the transport of employees to and from work place. #abour welfare is a comprehensive term including various services" facilities and amenities provided to employees for their betterment. #abour welfare is an essential part of social welfare. #abour welfare is a dynamic concept varying from country to country and from region to region within same country.
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PROJECT REPORT 2011
#abour welfare measures are also known as fringe benefits and services
A'ENCIE" O$ E#PLO*EEC" &EL$ARE/ -overnment. ,tate -overnment. Employers. Trade <nions. Other (gencies. &EL$ARE O$$ICER #abour welfare is the statutory code controlled by the 9actories (ct for the benefit of the employees within the e$isting industrial system" working and sometimes living and cultural conditions of the employees beyond that which is required by law" keeping in par with the custom of the industry and the controls of the maker. F#abour welfare aims at providing the physical" psychological and general well being of the working population. #abour welfare is carried by the >elfare Officer. The >elfare Officer takes care of the physical and general well being of the employees. To sum up welfare officer is e$pected to act as an advisor" counselor" mediator and liaison officer between management and employees. THE $UNCTION" O$ THE &EL$ARE O$$ICER ARE A" $OLLO&"/
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PROJECT REPORT 2011
a. To maintain harmonious relations between the management and workers by establishing contact and holding consultations. b. To notice the grievance of the workers of employee at work place in order to help the management to shape and formulate employee policies and to interpret the policies to the workers in their language. c. To help the management to ask questions relating to the training of new workers" apprentices" supervisors and control of notice board and information bulletins to further the education of workers and to encourage their attendance at technical institutes. d. To advise on provision for welfare facilities such as housing facilities" food stuff" recreational facilities etc. e. To promote the relation between the concerned departments of the company and to bring about efficient production of employees. f. To advice the workers to adapt or adjust themselves to their working environment. g. To watch industrial relations in a view by using his influence in an event of a dispute arising between management and employees and help to bring down settlement by persuasive efforts. h. To encourage provisions for amenities such as canteen shelters" drinking water" benevolent schemes in payments" pension funds" gratuity payments" granting loans and legal advice to the employees. i. To assist arid help the management in achieving the objectives. j. ,uggest the workers to raise their living and to promote their well being.
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PROJECT REPORT 2011
k. To study absenteeism and employee turnover and to take strict measures to prevent them.
DUTIE" O$ AN LA%OUR &EL$ARE O$$ICER/The committee of labour welfare B%5=50 has prescribed the following duties of a labour welfare officer6 a. ,upervision of B%0 safety" health and welfare programs like housing" sanitation" recreation etcE B/0 working of joint committeesE B10 grant of leave with wages EB 20 redressal of worker.s grievances. b. 'ounseling workers in B%0 personal and family problemsE B/0 adjustment to their work environmentE B10 understanding their rights and privileges. c. Establishing liaison with workers so that they may B%0 understand the limitations under which they workE B/0 appreciates the need of harmonious industrial relations in the plantE B10 interpret company policies correctlyE B20 come to a settlement in case of dispute. d. (dvising management on matters of B%0 formulating employee and welfare policiesE B/0 apprenticeship training programsE B10 meeting statutory obligations to workersE B20 developing fringe benefitsE B30 workers education and use of communication media. e. Establishing liaison with management so that they may appreciate worker.s view point on various matters in the plant. f. >orking with management and workers to improve productivity. g. >orking with out side public to secure proper enforcement of various laws.
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PROJECT REPORT 2011
RELE)ANT &EL$ARE PRO)I"ION" UNDER $ACTORIE" ACT The 9actories (ct" %52; provides for the need for adoption of welfare measures as a means to increase the workers productive efficiency" to keep up their morale etc. provisions relating to welfare of the factory workers have been made in sections 2/-38 of the 9actories (ct" %52; which are6 34 &as i+6 $a.ilities D"e.4@7: !n every factory" adequate separate and screened facilities shall be provided for the use of male and female workers. 74 $a.ilities 1or "tori+6 a+d Dryi+6 Clot es D"e.4@9: !n every factory" facilities must be provided for storage of clothing not worn during working hours and for the drying of wet clothing. 94 $a.ilities 1or "itti+6 D"e.4@@: !n every factory" where workers are obliged to work in standing positions" suitable sitting should be made so that such workers may take advantage of an opportunity for rest which may occur in course of their work. @4 $irst Aid A00lia+.es D"e.4@B: The (ct has made the provisions of first aid appliances obligatory. Every factory must have first aid bo$es with prescribed contents in every factory. >here more than 388 workers are ordinarily employed there shall be maintained an ambulance room. B4 Ca+tee+ D"e.4@A:
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PROJECT REPORT 2011
!n every factory" where more than /38 workers are employed" the ,tate -overnment is given the right to maintain a canteen for the use of workers. A4 " elters, Rest Rooms a+d Lu+. Rooms D"e.4@E: !n every factory where there %38 workers are employed" adequate and suitable shelter or rest rooms and suitable lunch rooms shall be provided and maintained for the use of workers. E4 CrF. es D"e.4@G: !n every factory" where more than 18 women workers are ordinary employed" there shall be provided and maintained a suitable room for the use of children under the age of si$ years of such women.
G4 &el1are O11i.ers D"e.4@?: The main duty to look after the welfare of the workers lies on the welfare of a factory. (s such in every factory where in 388 or more workers are ordinarily employed the occupier shall employ in the factory such number of welfare officers as may be prescribed. ?4 Po>er to #ake Rules D"e.4BH: The ,tate -overnment" to e$empt any factory or class of factories from compliances with any of the above mentioned welfare provisions provided that it prescribes alternative arrangements for the welfare of the workers.
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PROJECT REPORT 2011
CHAPTER ) RE"EARCH #ETHODOLO'*

TITLE O$ THE "TUD* #A stu$% on la&our 'el!are measures on the emplo%ees o! HICARE POLYMERS PVT. LTD, PALAKUZHA, KOOTHATTUKULAM. RE"EARCH )esearch means search for knowledge. !t is the search for knowledge through objective and systematic method of finding solution to problems. #Resear(h (omprises o! $e!ining an$ re$e!ining pro&lems, !ormulating h%pothesis, (olle(ting, organi)ing an$ evaluating $ata, ma*ing $e$u(tions an$ resear(h (on(lusions an$ at last (are!ull% testing (on(lusions to $etermine 'hether the% !it the !ormulating o! h%pothesis+, ? Cli11ord &oody RE"EARCH #ETHODOLO'* )esearch methodology is a science. !t is a systematic way to solve research problems. !t helps in studying how research is done scientifically. UNI)ER"E *opulation or universe is the aggregate of all units possessing certain specified characteristics on which the sample seeks to draw inferences.
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PROJECT REPORT 2011
RE"EARCH DE"I'N )esearch design is simply a specific presentation of the various steps in the process of research. ( research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. There are basically 1 types of research design6 %. E$ploratory research design /. 4escriptive research design 1. 'asual research design The research design adapted to this study is -es(riptive Resear(h+ -es(riptive Resear(h studies are those studies which are concerned with describing the characteristics of a particular individual or of a group. This study focus on the method of putting the knowledge into practice in finding a solution to the problem. RE"EARCH TOOL" The main tools used in the study are6 34 "urvey !t was conducted on the franchises at different areas for setting the primary information. 74 <uestio++aire Puestionnaire is used to collect primary data from employees. 94 "tatisti.al Tools
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PROJECT REPORT 2011
4ifferent statistical tools were used to analyze and interpret the data. The main tools used in the analysis are percentage" diagrams and charts. "OURCE" O$ DATA The researcher used Primary and Seco !ary sources of data for this study. PRI#AR* DATA6 *rimary data are those collected by the investigatorC researcher himself for the first time. !nterview and observation are the primary sources of data collection. The data are collected by using a questionnaire served among the employees. "ECONDAR* DATA/ The data which are not originally collected but rather obtained from the published or unpublished sources are known as secondary source of data. ,econdary data have been collected from books" news papers" internet" print media and unpublished books" records" documents etc. maintained by the company. "A#PLE DE"I'N ( sample design is the theoretical and the practical means by which we infer the characteristics of some population by generalizing from the characteristics of relatively few units of the units comprising the population. UNI)ER"E
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PROJECT REPORT 2011
<niverse is the total population of the study. &ere the universe is the whole employees of &!-'()E *O#+ E), *:T #T4. !n this study" the researcher use finite number of items.
"A#PLIN' UNIT The unit for sampling is selected. The sampling unit may contain one or several population elements. The &i-care *olymers *vt. #td. is the sampling unit. "IIE O$ THE "A#PLE The number of elements of the population to be sampled is chosen is called the size of the sample. The sample size used for collecting data is 38. "A#PLIN' TECHNI<UE ( probability sample is also called a random sample. !t is chosen in such a way that each member of the universe has a known chance of being selected. ,imple random sampling technique is used in the research. <nder simple random sampling each member of the population has a known and equal chance of being selected. #ottery method is a simple random method for selecting the sample members. !t is assigning each employee a number" placing all these numbers in a container and then randomly drawing out numbers. ( major assumption of this process is that the numbers have to be thoroughly mi$ed up within the container so that the sequence of numbers placed in the container may not affect the probability of their being drawn. (fter a
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PROJECT REPORT 2011
number is drawn out" it is again placed back into the container so that the probability of any number being selected remains known and equal. This process is repeated and the required number of sample is selected.
"A#PLIN' AREA The sampling area was limited to &i-care *olymers *vt. #td" Koothattukulam. TOOL" $OR ANAL*"I" (nalysis of data is the basic tool for data representation. (fter collecting data" they must be properly evaluated. &ere" the data analysis tools used are simple percentage method" tables" pie charts and bar diagrams.
"I#PLE PERCENTA'E !t is the simplest way of analyzing the inter-related characteristics of the data. The data are converted into percentage charts are used for quick and accurate comparison of data. 'alculation of simple percentage method6 Ao. of responses N %88 Total no. of responses TA%LE"4 PIE CHART"4 %AR DIA'RA#"4
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PROJECT REPORT 2011
DURATION O$ THE "TUD* The duration of the study was for a period of two months.
CHAPTER )I DATA ANAL*"I" AND INTERPRETATION

The data collected in this study have been tabulated" analyzed" and interpreted using tables" percentages" graphs and diagrams. 4ata analysis and interpretation deals with the personal information of the respondent and the aspect related to welfare measures in &!-'()E *#O+ E), *:T #T4. $ormula/ *ercentageS Aumber of respondents Total number of respondents The above formula is used to find out the percentage analysis. Tables and figures are used to interpret the data. N %88
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PROJECT REPORT 2011
34 &OR! E2PERIENCE &ITH THE OR'ANIIATION

Ta,le3/
*ear 7elow % year %-3 year 3-%8 year (bove %8 years Total C art 3/
E50erie+.e @ %@ %5 @ 38
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PROJECT REPORT 2011
I+ter0retatio+
Out of 38 samples" there are @ employees working below one year" found %@ employees are working between %-3 years" %5 of them between 3-%8 years and remaining @ employees having above %8 years e$perience.
74 &OR! EN)IRON#ENT4
Ta,le7/ Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 o1 Res0o+de+ts /3 %3 %8 8 BH Per.e+ta6e 38 18 /8 8 3HH
C art7/
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PROJECT REPORT 2011
I+ter0retatio+ The above diagram shows that 38D of the employees are highly satisfied with the e$isting environment" 18D of the respondents are satisfied with the present situation and /8D of the respondents are dissatisfied.
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PROJECT REPORT 2011
94 LA%OUR &EL$ARE PRO'RA#"
Ta,le9/ Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 o1 Res0o+de+ts %8 18 5 % BH C art9/ Per.e+ta6e /8 =8 %; / 3HH
I+ter0retatio+ The above diagram shows that /8D of the employees are highly satisfied with the labour welfare programs" =8D of the respondents are satisfied" %;D of the respondents are dissatisfied and /D of the respondents are highly dissatisfied.
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PROJECT REPORT 2011
@4 TRAININ' AND EDUCATION PRO'RA#"

Ta,le @/ Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts %; // @ 1 BH Per.e+ta6e 1= 22 %2 = 3HH
C art @/
I+ter0retatio+ The above diagram shows that 1=D of the employees are highly satisfied with the training and education programs" 22D of the respondents are satisfied" %2D of the respondents are dissatisfied and =D of the respondents are highly dissatisfied. .
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PROJECT REPORT 2011
B4 E#PLO*EE" OPINION A%OUT "UPER)I"ION O$ &OR! Ta,le B/

Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts /8 %3 %8 3 BH Per.e+ta6e 28 18 /8 %8 3HH
C artB/
I+ter0retatio+ The above diagram shows that 28D of the employees are highly satisfied with the supervision of work" 18D of the respondents are satisfied" /8D of the respondents are dissatisfied and %8D of the respondents are highly dissatisfied.
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PROJECT REPORT 2011
A4 E#PLO*EE"
OPINION A%OUT THE TI#IN' $OR
"HI$T &OR!IN' Ta,leA/

Cate6ory :ery -ood -ood ,atisfactory Aot ,atisfactory Total No4 o1 Res0o+de+ts %8 /8 /8 8 38 Per.e+ta6e /8 28 28 8 %88
C artA/
==
PROJECT REPORT 2011
I+ter0retatio+ !n this analysis /8D of the respondents have very good opinion" 28D of them have good opinion and 28D of them are satisfactory and no one is there with the opinion dissatisfied.
=@
PROJECT REPORT 2011
E4 E#PLO*EE" OPINION A%OUT &A'E POLIC* Ta,leE/

Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 o1 Res0o+de+ts %@ /2 ; % BH Per.e+ta6e 12 2; %= / 3HH
C artE/
I+ter0retatio+ The above diagram shows that 12D of the employees are highly satisfied with the e$isting wage policy" 2;D of the respondents are satisfied" %=D of the respondents are dissatisfied and /D of the respondents are highly dissatisfied.
=;
PROJECT REPORT 2011
G4 LEA)E" AND HOLIDA*" Ta,leG/

Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts %@ /3 ; 8 BH Per.e+ta6e 12 38 %= 8 3HH
C artG/
I+ter0retatio+ The above diagram shows that 12D of the employees are highly satisfied with the e$isting leaves and holidays" 38D of the respondents are satisfied and %=D of the respondents are dissatisfied.
=5
PROJECT REPORT 2011
?4 RETIRE#ENT %ENE$IT"
Ta,le ?/
Cate6ory :ery -ood -ood *oor :ery *oor Total No4 o1 res0o+de+ts /2 %2 ; 2 38 C art?/ Per.e+ta6e 2; /; %= ; %88
I+ter0retatio+ Out of 38 samples" 2;D of the employees e$pressed very good opinion towards retirement benefits" /;D of them with good opinion" and %= D of the employees are in satisfactory kevel and ;D of them have very poor opinion.
@8
PROJECT REPORT 2011 3H4 #ONETAR* %ENE$IT"
Ta,le3H/
Cate6ory :ery -ood -ood *oor :ery *oor Total No4 o1 res0o+de+ts %8 1/ 3 1 38 C art 3H/ Per.e+ta6e /8 =2 %8 = %88
I+ter0retatio+ Out of 38 samples" /8D of the employees e$pressed very good opinion towards monetary benefits. =2D of them with good opinion" %8D of the employees are in satisfactory kevel and =D of them have very poor opinion.
334#EDICAL $ACILITIE"
@%
PROJECT REPORT 2011
Ta,le33/
Cate6ory :ery -ood -ood *oor :ery *oor Total No4 o1 Res0o+de+ts %; /; 2 8 38 C art33/ Per.e+ta6e 1= 3= ; 8 %88
I+ter0retatio+ Out of 38 samples" 1=D of the employees e$pressed very good opinion towards medical facilities. 3=D of them with good opinion and ;D of the employees are in a satisfactory level.
@/
PROJECT REPORT 2011
374HEALTH AND "A$ET* #EA"URE" Ta,le37/

Cate6ory :ery -ood -ood *oor :ery *oor Total No4 o1 Res0o+de+ts // %; %8 8 38 Per.e+ta6e 22 1= /8 8 %88
C art437/
I+ter0retatio+
@1
PROJECT REPORT 2011
Out of 38 samples" 22D of the employees e$pressed very good opinion towards health and safety measures. 1=D of them with good opinion and /8D of the employees are in a satisfactory level.
@2
PROJECT REPORT 2011
394 CO#PEN"ATION PAID TO IN(URED PER"ON Ta,le39/

Cate6ory :ery -ood -ood *oor :ery *oor Total No4 o1 Res0o+de+ts /@ %@ 2 / 38 Per.e+ta6e 32 12 ; 2 %88
C art439/
@3
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" 32D of the employees e$pressed very good opinion towards compensation paid to injure. 12D of them with good opinion" ;D of the employees are in satisfactory level and 2D of them have very poor opinion.
3@4
CANTEEN Ta,le43@/
Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 o1 Res0o+de+ts 18 %@ 1 8 BH Per.e+ta6e =8 12 = 8 3HH
C art43@/
@=
PROJECT REPORT 2011
I+ter0retatio+ The above diagram shows that =8D of the employees are highly satisfied with the e$isting facilities of canteen" 12D of the respondents are satisfied and =D of the respondents are dissatisfied.
3B4LUNCH ROO# AND RE"T ROO#
Ta,le43B/
Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts /; %; 2 8 BH Per.e+ta6e 3= 1= ; 8 3HH
C art43B/
@@
PROJECT REPORT 2011
I+ter0retatio+ The above diagram shows that 3=D of the employees are highly satisfied with the lunch room and rest room" 1=D of the respondents are satisfied and ;D of the respondents are dissatisfied.
3A4 LATRINE" AND URINAL" Ta,le43A/

Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts /5 %; 1 8 BH Per.e+ta6e 3; 1= = 8 3HH
C art43A/
@;
PROJECT REPORT 2011
I+ter0retatio+ The above diagram shows that 3;D of the employees are highly satisfied with the latrines and urinals" 1=D of the respondents are satisfied and =D of the respondents are dissatisfied.
@5
PROJECT REPORT 2011
3E4TRAN"PORT "U%"ID* AND CON)E*ANCE

Cate6ory :ery -ood -ood *oor :ery *oor Total No4 o1 Res0o+de+ts %; %= %8 = 38 Per.e+ta6e 1= 1/ /8 %/ %88
Ta,le43E/
C art3E/
;8
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" 1=D of the employees e$pressed very good opinion towards transport subsidy and conveyance. 1/D of them with good opinion" /8D of the employees are in satisfactory level" and %/D of them have very poor opinion.
3G4 RECREATIONAL $ACILITIE" Ta,le3G/

Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts 18 %/ ; 8 BH Per.e+ta6e =8 /2 %= 8 3HH
C art43G/
;%
PROJECT REPORT 2011
I+ter0retatio+ The above diagram shows that =8D of the employees are highly satisfied with the recreational facilities" /2D of the respondents are satisfied and %=D of the respondents are dissatisfied.
3?4 LI'HTIN' AND )ENTILATION Ta,le43?/

Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 o1 Res0o+de+ts %/ %; %/ ; BH Per.e+ta6e /2 1= /2 %= 3HH
C art43?/
;/
PROJECT REPORT 2011
I+ter0retatio+ The above diagram shows that /2D of the employees are highly satisfied with the lighting and ventilation facilities" 1=D of the respondents are satisfied" /2D of the respondents are dissatisfied and %=D of the respondents are highly dissatisfied.
7H4 DRIN!IN' &ATER $ACILIT*
Ta,le47H/
Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts /8 /3 3 8 BH Per.e+ta6e 28 38 %8 8 3HH
C art47H/
;1
PROJECT REPORT 2011
I+ter0retatio+ The above diagram shows that 38D of the employees are highly satisfied with the e$isting environment" 18D of the
;2
PROJECT REPORT 2011
respondents are satisfied with the present situation and /8D of the respondents are dissatisfied.
734 (O% "ECURIT*
Cate6ory :ery -ood -ood *oor :ery *oor Total
No4 o1 Res0o+de+ts %; %= %8 = 38
Per.e+ta6e 1= 1/ /8 %/ %88
Ta,le473/
C art473/
;3
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" 1=D of the employees e$pressed very good opinion towards their job security" 1/D of them with good opinion" and /8D of the employees with poor opinion and %/D with opinion of very poor.
774 OPINION A%OUT LA%OUR &EL$ARE #EA"URE" #OTI)ATE E#PLO*EE" Ta,le477/

Cate6ory No4 O1 Res0o+de+ts ,trongly (gree %8 (gree 18 4isagree = ,trongly 4isagree 2 Total 38 Per.e+ta6e /8 =8 %/ ; %88
C art477/
;=
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" /8D of the employees are strongly agreed with the opinion that welfare measures motivate employees. =8D of them agreed" %/D of the employees disagree with the opinion and ;D of them are strongly disagreeing with the opinion.
794OPINION A%OUT LA%OUR &EL$ARE #EA"URE" INCREA"E PRODUCTI)IT*

Ta,le 79/
;@
PROJECT REPORT 2011
Cate6ory No4 O1 Res0o+de+ts ,trongly (gree %8 (gree /3 4isagree %8 ,trongly 4isagree 3 Total 38
Per.e+ta6e /8 38 /8 %8 %88
C art79/
I+ter0retatio+ Out of 38 samples" /8D of the employees are strongly agreed with the opinion that welfare measures increase productivity of employees. 38D of them agreed" /8D of the employees disagree
;;
PROJECT REPORT 2011
with the opinion and %8D of them are strongly disagreeing with the opinion.
7@4 E)ALUATION O$ &OR! AND E$$ORT" Ta,le47@/

Cate6ory &ighly ,atisfied ,atisfied 4issatisfied &ighly 4issatisfied Total No4 O1 Res0o+de+ts %8 %5 %1 ; BH C art47@/ Per.e+ta6e /8 1; /= %= 3HH
I+ter0retatio+ The above diagram shows that /8D of the employees are highly satisfied with the evaluation of work and efforts" 1;D of the
;5
PROJECT REPORT 2011
respondents are satisfied" /=D of the respondents are dissatisfied and %=D of the respondents are highly dissatisfied.
7B4 E#PLO*EE J E#PLO*ER RELATION"

Ta,le47B/ Cate6ory E$cellent :ery -ood -ood *oor Total No4 O1 Res0o+de+ts %1 /= 5 / BH Per.e+ta6e /= 3/ %; 2 3HH
C art47B/
58
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" /=D of the employees e$pressed very e$cellent opinion towards acceptance of employee suggestions" 3/D of them with very good opinion" and %;D of the employees with good opinion and 2D with opinion of poor.
5%
PROJECT REPORT 2011
7A4(O% PO"ITION Ta,le47A/

Cate6ory :ery -ood -ood *oor :ery *oor Total No4 o1 Res0o+de+ts /8 %@ %8 1 38 Per.e+ta6e 28 12 /8 = %88
C art47A/
5/
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" 1=D of the employees e$pressed very good opinion towards their job security" 1/D of them with good opinion" Cate6ory No4 o1 Res0o+de+ts Per.e+ta6e :ery -ood %3 18 -ood /1 2= *oor 5 %; :ery *oor 1 = Total 38 %88 and /8D of the employees with poor opinion and %/D with opinion of very poor.
7E4CAREER OPPRTUNITE" Ta,le47E/

C art47E/
51
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" 18D of the employees e$pressed very good opinion towards career opportunities" 2=D of them with good opinion" and %;D of the employees with poor opinion and =D with opinion of very poor.
7G4 ACCEPTENCE O$ E#PLO*EE "U''E"TION" Ta,le47G/

Cate6ory E$cellent :ery -ood -ood *oor Total No4 O1 Res0o+de+ts %8 %/ %; %8 BH Per.e+ta6e /8 /2 1= /8 3HH
C art47G/
52
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" /8D of the employees e$pressed very e$cellent opinion towards acceptance of employee suggestions" /2D of them with very good opinion" and 1=D of the employees with good opinion and /8D with opinion of poor.
7?4 O)ERALL ATTITUDE O$ #ANA'E #ENT TO&ARD" E#PLO*EE Ta,le7?/

Cate6ory E$cellent :ery -ood -ood *oor Total No4 O1 Res0o+de+ts %1 /3 %/ 8 BH Per.e+ta6e /= 38 /2 8 3HH
53
PROJECT REPORT 2011
C art7?/
I+ter0retatio+ Out of 38 samples" /=D of the employees e$pressed very e$cellent opinion towards acceptance of employee suggestions" 38D of them with very good opinion" and /2D of the employees with good opinion.
9H4 E$$ECTI)ENE"" O$ CURRENT &EL$ARE #EA"URE" Ta,le49H/

Cate6ory E$cellent :ery -ood -ood *oor Total No4 O1 Res0o+de+ts %1 /2 %% / BH Per.e+ta6e /= 2; // 2 3HH
C art49H/
5=
PROJECT REPORT 2011
I+ter0retatio+ Out of 38 samples" /=D of the employees e$pressed very e$cellent opinion towards acceptance of employee suggestions" 2;D of them with very good opinion" and //D of the employees with good opinion and 2D with opinion of poor.
CHAPTER )II $INDIN'"

The main findings of this study are based on the anaysis of data obtained from the respndents with the help of questionnaire method. 'ENERAL DETAIL" 28D of employees are between the age group of /8-18 @3D of employees are male =8D of employees are married
5@
PROJECT REPORT 2011
23D of employees have passed ,,#' 'ENERAL O%(ECTI)E/ To study about effectiveness of labour welfare measures. 2;D of the employees have very good opinion about the effectiveness of current welfare measures. "PECI$IC O%(ECTI)E"/ 3: To ide+ti1y t e >el1are 1a.ilities 0rovided i+ t e or6a+izatio+. 38D of the employees are satisfied with the leave and holiday provided by the company. 2;D of the employee.s have very good opinion about retirement benefits. =2D of the employees have good opinion about the monetary benefits. 3=D of the employees have good opinion about the medical facilities. 22D of the employees have very good opinion about the health and safety measures. 32D of the employees have very good opinion about the compensation paid to injured person. =8D of the employees are highly satisfied with the canteen facility. 3=D of the employees are highly satisfied with lunch room and rest room facility.
5;
PROJECT REPORT 2011
3=D of the employees are highly satisfied with latrines and urinals facility. The employees are making use of recreational facility and =8D of employees are highly satisfied. 38D of the employees are satisfied with drinking water facility. 7: To 1i+d out t e em0loyees level o1 satis1a.tio+ t rou6 >el1are measures4 2;D of the employees are satisfied with the current wage policy. =8D of the employees agree that labour welfare measures motivate employees. 38D of the employees agree that labour welfare measures increase productivity. 3/D of the employees have very good opinion about the employeeemployer relationship. 28D of the employees are satisfied with the current job position. 9: To 0ut 1or>ard t e matters to ,e re.ti1ied a+d 1urt er >el1are measures to ,e ado0ted4 Only 1=D of the employees have very good opinion about job security. 1=D of the employees have very good opinion about the transport and conveyance facility. 1=D of the employees are satisfied with the lighting and ventilation facility. t e
55
PROJECT REPORT 2011
28D of the employee.s good opinion about the supervision. 22D of the employees are satisfied with the training and education programs. OTHER $INDIN'" ost of the employees have a very good work e$perience with the company. 38D of the employees are satisfied with the work environment. =8D of the employees are satisfied with the labour welfare programs of the company. 28D of the employees have good opinion about the timing for shift work. 1;D of the workers are satisfied with the evaluation of work and efforts. 2=D of the employees have good opinion about the career opportunities available to them. 1=D of the employees have good opinion about the acceptance of their suggestions. 38D of the employees have very good opinion about the overall attitude of management towards employees.
%88
PROJECT REPORT 2011
CHAPTER )III "U''E"TION"

The improved relationship between the employees and #abour >elfare Officers must be ensured which will increase the efficiency and commitment of employees. ( systematic and scientific approach is necessary to improve the welfare of the employees. ajority of the respondents suggest to increasing the number of leave days. *eriodical training to be provided in order to increase the efficiency of the employees. The improvement of housing and transportation facilities is very helpful to the welfare of the employees. !ncrease entertainment programs for the refreshment of employees like family get together. The company can provide some educational facilities for the employee.s children. (ll the above facilities provided by the company are good and it is suggested that they keep it up so that the job satisfaction of the employees increase and that they feel one with the company.
%8%
PROJECT REPORT 2011
CHAPTER I2 CONCLU"ION"
The term Flabour welfareH is a comprehensive term including various services facilities and amenities provided to the worker to increase their performance. !n order to get the best out of a worker in a company" they should provide the best welfare facilities than their competitors. The main findings of the study based on the analysis of data obtained from the respondents with the help of interview schedule and research observation. This has been done systematically and major findings of the study are represented with few recommendations. 9rom this study" it is clear that the employees are satisfied with labour welfare facilities provided by the company. These kinds of researches help the companies like &!-'()E *O#+ E), *vt. #td to get a feed back on the degree of quality of provided welfare facilities and to take necessary steps to increase their performance these by achieving the organizational goals more effectively.
%8/
PROJECT REPORT 2011
<UE"TIONNAIRE
La"o#r $e%&are Mea'#re' &or ()e Em*%oyee' o& HI-CARE POL*#ER" P)T4 LTD, PALA!UIHA4 ! humbly request your participation in this survey. The information provided by you will be strictly used for academic purpose only. PER"ONAL DATA6 Aame (ge ,e$ 6 6 6
Educational qualification 6 OPINION"/ %. &ow long have you been working with &!-'()E *O#+ E), *:T #T4I 7elow % year 3-%8 year % -3 year (bove %8 year
/. (re you satisfied with the working environmentI &ighly satisfied ,atisfied 4issatisfied &ighly 4issatisfied
1. (re you satisfied with the labour welfare programs of the companyI &ighly satisfied ,atisfied 4issatisfied &ighly 4issatisfied
2. &ow do you rate the training and education programI &ighly satisfied ,atisfied 4issatisfied &ighly 4issatisfied
%81
PROJECT REPORT 2011
3. (re you satisfied with the method of supervision of workI &ighly satisfied 4issatisfied =. >hat do you think about the timing of shift workI &ighly satisfied 4issatisfied @. (re you satisfied with the wage policy of the companyI :ery -ood -ood ,atisfactory Aot ,atisfactory ,atisfied 4issatisfied &ighly ,atisfied 4issatisfied &ighly
;. (re you satisfied with the leave and holidays provisionsI &ighly satisfied 4issatisfied 5. (re you satisfied with the retirement benefits like provident fund" gratuity schemes etcI &ighly satisfied 4issatisfied %8. (re you satisfied with the welfare measures like incentives" bonus and other monetary benefitsI :ery -ood -ood *oor :ery *oor ,atisfied 4issatisfied &ighly ,atisfied 4issatisfied &ighly
%%. &ow do you rate the medical facilities provided by the companyI :ery -ood -ood *oor :ery *oor
%/. >hat is your opinion about health and safety measures in the companyI
%82
PROJECT REPORT 2011
:ery -ood
-ood
*oor
:ery *oor
%1. 4o you agreed with the compensation paid to the injured personsI :ery -ood -ood *oor :ery *oor
%2. (re you satisfied with the functioning of canteenI :ery -ood -ood *oor :ery *oor
%3. (re you satisfied with the lunch room and rest room facilityI &ighly satisfied 4issatisfied %=. (re you satisfied with the latrines and urinalsI &ighly satisfied ,atisfied 4issatisfied &ighly 4issatisfied ,atisfied 4issatisfied &ighly
%@. 4id the company provide you sufficient transport subsidy and conveyanceI &ighly satisfied 4issatisfied %;. (re you satisfied with the recreational facilitiesI :ery -ood -ood *oor :ery *oor ,atisfied 4issatisfied &ighly
%5. (re you satisfied with the lighting and ventilation facilitiesI &ighly satisfied 4issatisfied /8. (re you satisfied with the drinking water facilitiesI ,atisfied 4issatisfied &ighly
%83
PROJECT REPORT 2011
&ighly satisfied
,atisfied
4issatisfied
&ighly 4issatisfied
/%. 4oes your job provide high level of job securityI &ighly satisfied ,atisfied 4issatisfied &ighly 4issatisfied
//. 4o you think that labour welfare programs motivate employeesI :ery -ood -ood *oor :ery *oor
/1. 4o you think that labour welfare measures can increase your productivityI ,trongly (gree (gree 4isagree ,trongly 4isagree
/2. (re you satisfied with the evaluation of work and effortsI ,trongly (gree (gree 4isagree ,trongly 4isagree
/3. &ow do you rate the employeeemployer relationshipI &ighly satisfied 4issatisfied /=. (re you satisfied with your job positionI E$cellent :ery -ood -ood *oor ,atisfied 4issatisfied &ighly
/@. 4oes your job provide any career opportunitiesI E$cellent :ery -ood -ood *oor
/;. &ow do you rate the promptness of management in implementing employee.s suggestions in welfare facilitiesI :ery -ood -ood *oor :ery *oor
%8=
PROJECT REPORT 2011
/5. (re you satisfied with the overall attitude of management towards employee.s satisfactionI E$cellent :ery -ood -ood *oor
18. &ow do you rate the effectiveness of current welfare measures in &!-'()E *O#+ E),I E$cellent :ery -ood -ood *oor
1%. *lease give your suggestions to improve your labour welfare measures/KKKKKKKKKKKKKKKKKKKKKKKKKK KKKKKKKKKKKKKKKKKKKKKKKKKK KKKKKKKKKKKKKKKKKKKKKKKKKK KKKKKKKKKKKKKKKKKKKKKKKKKK KKKKKKKKKKKKKKKKKKKKK KKKKKKKKKKKKKKKKKKKKKKKKKK KKKKKKKKKKKKKKKKKKKKKKKK T a+ks 1or your .o-o0eratio+4
%8@
PROJECT REPORT 2011
OR'ANI"ATIONAL CHART
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PROJECT REPORT 2011
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PROJECT REPORT 2011
%I%LIO'RAPH*
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%. 'habra T. A" Human Resour(e Management Con(epts an$ .ssues, 4hanpat )ai M 'ompany" Aew 4elhi" /88;. /. -upta '. 7" Human Resour(e Management, ,ultan 'hand and ,on.s" Aew 4elhi" /885. 1. Kapoor A. 4" .n$ustrial Relations" ,ultan 'handM ,ons *ublications" Aew 4elhi" /885. 2. Kothari '. )" Resear(h Metho$olog%" Aew (ge !nternational *ublishers" )ajasthan" /88;. 3. *rasad !. " Human Resour(es Management" Aew Lyothi *ublications" /88@. =. Tripathi *.', Personnel Management an$ .n$ustrial relations" ,ultan 'hand and ,on.s" Aew 4elhi" /88/. &E%"ITE/ www.glovesmanufacturingindustries.com CO#PAN* RECORD" = $ILE"
%%8

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PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

The navigator has to depend mainly on primary data.

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

CHAPTER II INDU"TR* PRO$ILE

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

iddle East" and south East

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

CHAPTER III CO#PAN* PRO$ILE

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

PROJECT REPORT 2011

'onsumables >ater electricity *ollution control systems anpower etc4

,ufficient skilled and unskilled

day to day workings of the company. The -eneral

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

PROCE"" $LO& CHART

7<#K!A- (A4 !A,*E'T!OA

4!**!A- !A (4&E,!:E 7(T&

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011

(A(-E) &) (A(-E)

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PROJECT REPORT 2011

DEPART#ENT" The organization is made up of different departments.

)esearch and 4evelopment 4epartment &uman )esource 4epartment

Mar Augusthinose College, Ramapuram

PROJECT REPORT 2011