SUMMER TRAINING REPORT

ON
EMPLOYEE WELFARE SCHEMES
AT
ESCORT LIMITED FARIDABAD
Submitted in partial fulfillment of the requirement of Degree in
Master Business Administration
of
MaharshiDayanand University, Rohtak
(SESSSION (2013-2015)

Submitted to:

Submitted by:

The Controller of Examination

BHAWNA GOYAL

M.D.U, Rohtak

MBA 3THSEM
Roll no.-MB I3004
Regn.no.-10DWF4331

ADVANCE INSITITUTE OF
TECHNOLOGY ANDMANAGEMENT
Palwal (HARYANA)
1

PREFACE

I have embarked the study in ESCORT AGRI MACHINERY GROUP. This subject has been
suggested for dissertation in lieu of summer training for Master of Business Administration.
For the deep inclination into the management concepts Practical Training is an important
aspect. Theoretical knowledge gives us the fundamental concepts of management, and
Practical Training teaches us those tact and skills, which are successfully employed to
capture todays competitive market. Theoretical lecture must be correlated with practical
training to make learning process more effective and to provide to judge and apply ones
theoretical knowledge. Thus training plays an important role in development and sharpening
ones skills in the field of business management and administration.
I have under gone 8 weeks summer training in ESCORTS LTD. Faridabad, Great deal of
attention is paid towards strategic factors of culture, climate, environment with respect to
sales system of Escorts Tractors, because it goes a long way in developing and maintaining
good labour& management relationship, which is the hallmark of Escort, Faridabad.
Being a student of Business Administration, this Training contributed a lot in gaining
knowledge about the actual business environment set up at ESCORTS LTD

BHAWNA GOYAL

ACKNOWLEDGEMENT

At the outset I would like to thank the Management of ESCORTS

AGRIMACHINERY GROUP for the wholehearted co-operation and guidance
extendedby them, which made my summer training project possible.

I would like to thank Mr. SACHIN KOTHARI (Training Manager)

forproviding me this opportunity to carry out the project.

BHAWNA GOYAL

TABLE OF CONTENTS

Chapter 1

Company profile

Chapter 2

Review of Literature

Chapter 3

Research Methodology

Chapter 4

Data Analysis

Chapter 5

Findings of the Study

Chapter 6

Conclusion and Suggestions

Chapter 7

Annexure
Bibliography
Questionnaire

CHAPTER -1
COMPANY PROFILE

COMPANY PROFILE

BACKGROUND
The steadily increasing population of India calls or raising the production of food grains to at
least 25of India calls or raising the production of food grains to at least 225 millions tones by 2000
ad. The mechanization in agricultural field is a sine-quo-non for increasing the crop production and
thereby enhancing the earnings of the farming community. A study conducted by the national institute
of applied economic research (ncear) in 1980 revealed that an average tractor owner has a cropping
intensity 15% higher than that of bullock farms.
The real spirit in mechanization of agriculture care in India with the introduction of the high
yielding seeds in 1966-67, particularly in the wheat growing NW region, with the acceptation of high
yielding seeds by the farming community. The demand for mechanical equipment suddenly spiraled.
The situation provided a fillip to the growth of the farm equipment industry in the country viz,
tractors threshers and other implements.
The Indian tractor industry is of relatively recent origin , quite young as compared to the world
standard. It had its beginning when the first tractor plant was set up in 1961 at Faridabad in haryana
with the production of only 880 units.

Tractor population exhibited an annual growth of 15.3% during the 70s , while during the 80s
(1980-89) it has been at 5.4% and industry seems to have gained stature.
The new trend observed in this sector is the shift in consumption from majority in the northern states
to other parts of the country too. The soil in the northern states is alluvial in nature and thus requires
a low powered tractor for tilling it. However, states located in the western and southern parts of the
country where the soil being laterite or black etc- is harder and needs high powered tractors.
The Indian tractor is dominated by low price , rugged , versatile and low to medium powered
tractors the main reason being the inability of farmers to invest in farm mechanization tractors b are
categorized on the basis of horsepower hp of engine in India . the popular range of tractor is 20-30
hp compare to 60 hp in Europe and 90 hp in USA. Though large tractors are also being sold in states
like Punjab, tractor available in India are one forth of similar power tractors internationally are in
developed countries. India is the worlds largest market in tractor since 1996.
Escorts have played a pivotal role in the agricultural growth of India for over five decades.
One of the leading tractor manufacturers of the country,
Escorts produces tractor in the 27-75 hp range and has already sold over 6 lac tractors. Its
tractors are marketed under three brand names, viz. escort,
Powertrac and farmtrac. Powertrac brand of tractors are the most fuel efficient and they are
helpful in improving the quality of life. Farmtrac
Brand gives most powerful premium range to the tractors.

To understand the completion in the industry, one has the first look at the market segmentation
based on hp the industry can split into five maker categories less than 20 hp ,21 hp, 31-40 hp, 41-50
hp, 51hp, and above of this 80% of the demand is accounted for about 15% of the total sale while the
51 hp and the above segment has a share of just 4.45% but it is going quite fast. Have a presence of
across the major segment has move upward following the shrinking market in the low hp segment.
To sustain the present momentum and to realize the future goals, escorts has invested rs.60 cr.
towards strengthening new product development programs and enhancement of R&D capabilities.
Additionally, RS.. 400 cr. has been invested towards modernization of its manufacturing facilities
bringing them to international standards.
The company has one of the most comprehensive distribution networks comprising of over 500
dealership / outlets and 40 area offices spread across the country. It has a manufacturing capacity of
75000 tractors per annum escorts agri machinery group is looking at forward and backward
integration through food processing, food chains and genetic engineering. It will be expanding its
product range by launching highly specialized tractors and draft implements.
In line to our vision for becoming a major player in sub 100 hp segments by 2008 in the global
markets, we have increased our reach from a major regional player to major global markets which
stretch from North America to Australia covering all the continents. Despite the strict competition by
other major tractor manufacturers we have been able to gain constant volumes in the global market.
Our target for this year is to export 15% of the volumes of our total production volumes of our total
production volumes.
Our products are marketed mainly in USA, central and Easter Europe through Poland, Ghana,
Malaysia, Australia, south Africa and in many other countries. Between M&M, PTL, AND TAFE
there is a tight competition. These three are neck with the share around 30% each with M&M holding
edge.
8

To consolidate its presence in the overseas markets, the company has ventures in the USA and
Europe (Poland). It has a recently acquired a majority stake in long agribusiness LLC, a tractor
distributing company in the USA and pol-mot escorts. Besides these escorts has strong presence in
turkey, Australia, Bangladesh, Sri Lanka, and South Africa.
Through its network in these countries. Escorts have very ambitious plans to expand the
dealers in network in other potential countries in the coming year . by the end of the next year ,
the company hopes to be the largest exporter of tractors in Indian tractors industry.

Escorts Group Overview Are:Cooperate center

24

Cooperate branch

Manufacture unit

30

Marketing unit

160

Dealers

1762

Manpower

21927

TOP MAJOR PLAYERS

In the tractors industry, following are the key manufacturers:

Mahindra & Mahindra Ltd. (M&M)

VST Industry Ltd.

Eicher Ltd., Escorts Ltd.

Punjab Tractors Ltd.

International Tractors Ltd.

Gujarat Tractors Ltd.

Tractors and Farm Equipment Ltd.

Hindustan Machine Tools Ltd.

Bajaj Tempo Ltd.

In the existing range of M&M models, there is the launch of new model arjun 605
DI in the higher HP segment (60hp).

10

ESCORTS

E- ENSURE INBUILT QUALITY

S- SAVE ENERGY
C-CULTIVATE SAFE HABITS
O- OBSERVE PROCESS
R- REDUCE WASTAGE
T- TAKE CARE OF MACHINES
S- STRIVE FOR EXCELLENCE

11

SEVEN GROUPS OF ESCORTS

Te
le
Aut co
m
o
com
Cp oo nn
es nt rt s
u c t i B ion
wh

eel
e rs

Fi
na
nc
ia l

A g ri
m ac
h in e
ry

Tr a d i n
g and
C o rp o
r aEt e
S
C
O
R
T
S

12

PERSONNEL FUNCTIONS IN THE COMPANY

Powertrac division takes pride in people who strive for excellence people who are not merely
satisfied what they have but are looking for more and better for betterment of their products , their
organization and themselves. Its endeavor therefore is to provide with an environment where one can
learn and grow.
Farmtrac division has its own objective and strives to reach there and for this required coordination among employees their healthy sprit , mid good working environment sound industrial
relation etc. and here comes the role of personnel department which is to hire the right people for
various jobs equip them to handle the job and keep them motivated .
The key to success, it is said is not just the state of the art of the technology. It is the state of the
art of the people. The company recognizes that human resources are its most important assets. While
requirement is done very carefully to ensure that only the best get selected the various systems
operating with in the company is it. The compensation the benefit package the evaluation system or
the reward systems are all geared to attract the best talent available.

THE VISION
We shall strive to be the numerousuno in the Indian Tractor industry and top five
tractor manufactures In the world. We shall continuously strive to meet the ever rising expectations of
our valued customers at the lowest Internal cost .We shall aim to offer the faming community a Range
of innovative products and services, Which shall enable them to improve their Productivity and
Competitiveness We shall archive a turnover of rs. 20 billions and Profit of rs 2 billions by the
Transcending national boundaries, we shall strive to attain exports of one tenth of our Total tractor
production by the year 2007.
13

SWOT ANALYSES OF THE COMPANY

S- STRENGHTS
W- WEAKNESS
O- OPPORTUNITIES
T- THREATS

STRENGHTS:- Escorts limited have one of the most extensive and highly service oriented distribution networks in
the company.
A market share of over 80% in pick n carry crane in India and escorts has now emerged as the
largest manufacturer of pick n carry crane in the world.
Escorts IED remains market leader and technology leader in the field of material handling and
construction equipment and is contemplating to introduce many new equipment besides extending the
existing range of product.

The compliment of 7 associate and the subsidiary companies in the escorts group
which manufacture supportive products.

Besides business activities escorts is discharging its social responsibilities and employee welfare
through different schemes .
Quality certification gaining in importance with companies obtaining ISO-9000.
Enlarge customer base.
Better cost control.

14

WEAKNESSES:-o Escorts seem to be running with over staff.

o Infrastructure development is encouraging but still need turning up.
o Educational standards among workers need to be improved and curriculum revamped.
o Low horsepower range
o No four wheelers drive.

OPPORTUNITIES:-The piston & piston pin plant of escorts LTD. & piston ring plant in goetze

(India) ltd. At Bangalore and Patiala have been awarded ISO-9002 certificate that can help in export
derive.
o

With the fast growing Indian economy, rapid industrialization is taking place,
which would provide more & more opportunities to industrial equipment division of escorts ltd.
Which manufacture different kind of industrial cranes.

Greater avenue in the market segment such as banking distribution,

insurance, manufacturing & telecommunication.

Potential in European market with special reference to POLAND, UK,

FRANCE, GERMANY, ITALY, SPAIN.

15

THREATS:-o Influenced by immense popularity of escorts pick n carry cranes, many manufacturers are
coming in this field.
The complete automobile industry is facing several competitions in

terms of foreign technological collaboration.

Any change in government policy regarding tax may affect the fortune

o
of the company.

Declining market share.

DYNAMIC OF THE FUTURE

In the last 50 years escorts has been more than merely one of Indias largest
engineering companies. It has been a prime mover on the, industrial front, at every stage introducing
products and technologies has helped take momentous towards being catalysts for qualitative growth
by engineering change with a global perspective.

Escorts ltd.
Liberalization and the move towards a market driven economy have created two compelling
realities. One the generation of tremendous opportunities through the availability of new choices,

16

both for producers and customers. To the sudden exposure to keen competition in the domestic
market from international player.

At escorts, these new realities have led to new prospects. As the country integrates with the
global economy, the world is no only market place; it is now business environment for escorts. Over
the last 5 decades, the company has earned 3 very distinct markets proven competitive advantages:
Escorts groups infrastructure: escorts has full fledged R&D facility, 24 regional marketing
officers ,nearly1000 sale/service outlets.

The Escorts Symbol

The ESCORT symbol means more than if seen by the eyes . It has been prepared
certain objective and is symbolic in more than one way. The philosophy behind ESCORT and the
E in the ESCORT is ENETRPRISE the hexagon is a symbolize a craftsman ship and mending
productivity. Escorts the single word company describe the character philosophy and success of the
company which grew from a small beginning to one of the ever changing dimensions for 5 decades
escorts has been in the core sectors like agriculture, transportation and resources for engineering
change , through optimum product performance.

EVERY MAN IS THE ARCHITECT OF HIS FUTURE

17

Escorts came into being with a vision:- a vision that was nutured by Late Mr.Hari
Nanda and late Mr. yudinanda .
The foundation of escorts limited was laid in the formation f escorts (agents) ltd., 17th
October, 1944 and of escorts (agriculture and machinery) ltd., in 1948. These two were later merged
in 1953 to form escorts agents pvt. Ltd. The companys incorporation in its present name, escorts
ltd. Was effected on 18th Jan 1960.
Having initially started with a franchise for westing house domestic appliances, escorts
have come a long way in manufacturing and marketing a range of products. It has pioneered farm
mechanization in India through import and distribution of agricultural tractors.
The company has entered into exclusive distribution agreement with traksan for sale of
the companies FARMTRAC -60 tractors in turkey. The escorts group is investing 300 crore in the
agri machinery business. Of this rs. 200 crore will be invested in the tractor plant in pune. It is also
setting up a joint venture with the majority stake of 51% in the joint venture, carraroIndia, while the
company holds through.

What is mean by Employee?

An employee generally includes any individual who performs services if the relationship
between the individual and the person for whom the services are performed is the legal relationship
of employer and employee. This includes an individual who receives a supplement unemployment
pay benefits that is treated as wages.
But does not include a person who, in the boards opinion,
(a)

performs the functions of a manager or superintendent ,or

(b)

is employed in a confidential capacity in matters relating to labour relations or

personnel;
18

Who is Employer:An employer generally is that person who appoints the employees and workers. Employer is
a major part of a business organization. In the organization, Business owners who want their
business to continue to grow and expand its capacities will eventually have to consider taking on
employees. Employing people is a complex, but not impossible task, provided that you are wellinformed about your rights, your legal obligations and your responsibilities. This section provides
information about various aspects involved in being an employer. There are various authorities who
enforce the employer to create a healthy environment in the organization.

About industrial relations or employees relationships

The relationship between employer and employee is called employee relationship. Here the
victoriangovernment says about workplace relations. And it passed an act also. This is as follows:In 1996 the Victorian Government referred most of its industrial relations powers to the
Commonwealth Government. This allowed for the establishment of a single framework of laws
regulating industrial matters in Victoria through the Workplace Relations Act.

19

While Victoria no longer has a state-based Industrial Relations (IR) system, except for some
specialist legislation, the Victorian Government is committed to fostering fair, co-operative and
innovative workplaces.

To achieve this, the State Government has called for changes to the Workplace Relations
Act to generate more harmonious IR outcomes, passed specific legislation to improve fairness and
security for various employees, and developed a number of programs to promote cooperative, highperformance workplaces.

Basic meaning of industrial relationship

The term industrial relations in practice has come to mean primarily the relations between
the management and the union (s) in an industrial enterprise. It ought to include employee
relations irrespectively of whether a union exists in a particular unit or not.
We all know that unions come into being because for age the individual employee has been
exploited by the employer. To be sure, most of us Indians are even today, partners in this process of
exploitation. The reference here is to the working conditions and facilities that we provide to our
domestic servants, whether we look at their wages, at their working houses, or at their health care.
The some is by and large true for labour employed on construction projects or in firms. It must
therefore be accepted that the trade unions did serve a social purpose through the practice of
collective bargaining.
20

The National Commission on Labor (NCL) also emphasize on the same concept.
According to NCL, industrial relations affect not merely the interests of the two participants- labor
and management, but also the economic and social goals to which the State addresses itself. To
regulate these relations in socially desirable channels is a function, which the State is in the best
position to perform. In fact, industrial relation encompasses all such factors that influence behavior
of people at work. A few such important factors are below:

Institution: It includes government, employers, trade unions, union federations or associations,

Government bodies, labor courts, tribunals and other organizations which have direct or indirect
impact on the industrial relations systems.

Characters: It aims to study the role of workers unions and employers federations officials, shop
stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges of labor
court, tribunal etc.
Methods: Methods focus on collective bargaining, workers participation in the industrial relations
schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery
working of closed shops, union reorganization, organizations of protests through methods like
revisions of existing rules, regulations, policies, procedures, hearing of labor courts, tribunals etc.

Contents: It includes matter pertaining to employment conditions like pay, hours of works, leave
with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc., laws relating

21

to such activities, regulations governing labor welfare, social security, industrial relations, issues
concerning with workers participation in management, collective bargaining, etc.

Labour welfare:-Labor welfare refers to all the facilities provided to labor in order to improve their working
conditions, provide social security and raise their standard of living. Majority of labor force in India
is working in unorganized sector. In order to provide social security to such workers, Government
has introduced Labor Welfare Fund to ensure assistance to unorganized labors. Five different welfare
funds, which are governed by different legislations, are administered by Ministry of Labor. The
purpose of these welfare funds is to provide housing, medical care, educational and recreational
facilities to workers employed in beedi industry and non-coal mines and cine workers.
Here is a protection group for the safety of employees and labors which tells about what
services are to be provided to employees and shop floor workers.

Employee Welfare Protection Group - Employment Lawyer

Established in 2006, Employee Welfare Protection Group has over 15 years experience in the
employee welfare protection profession, with the focus on providing income, injury and legal
protection to the employee throughout the local area. The company is located in Lowestoft, East
Anglia.
With a 24 / 7 emergency contact centre and fully qualified staff, the company is able to offer a
professional advise service to all employee status. The service is intended to be cost effective,
enabling

members

to

become

financially

secure.

The organisation supplies reliable welfare benefits, featuring easy, manageable premiums. Tailored to
the employee's requirements, the products are essential for every day needs and can prevent financial
22

difficulties.

The

product

is

available

from

the

website

at

reduced

cost.

With a staff body of 10 fully qualified tradesmen and women, Employee Welfare Protection Group
has a professional team, qualified in employee rights. Employee Welfare Protection Group has a
satisfied network of members, located through outEast Anglia, including many who are part time
employed. The organization is managed by a board of directors who have been involved in the
Employee and Employment Welfare industry for many years. They are well trained to oversee the
organisation, having previously trained in Employment Law.

The five legislations governing welfare funds are as follows:

The Mica Mines Labor Welfare Fund Act, 1946

The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972

The Iron Ore, ManganeseOre and ChromeOre Mines Labor Welfare Fund Act, 1976
The Cine Workers Welfare Fund Act, 1981

Schemes under welfare funds provide assistance with respective to the following:

Public health and sanitation

Housing

Recreational (including standard of living)

Social security
23

Educational facilities

Water supply

Transportation

Medical facilities (prevention of diseases)

Social security

Group Insurance Schemes for Beedi and Cine workers.

Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on manufactured
beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This is presently Rs 2 per 1000 beedis
with effect from 28th June 2000.

The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not being less
than one thousand rupees and not exceeding twenty thousand rupees, on every feature film submitted
to the Chairman, Central Board of Film Certification. This is Rs 20000 per feature film of Hindi and
English and for regional films it is Rs 10000 per film with effect from 20th April 2000.

The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976 provides for
levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore between 50p to Re.1/-, Re.1/to Rs.6/- and Rs.3/- to Rs.6/- respectively.

The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and collection of
cess on Limestone and Dolomite as a duty of excise at such rate not exceeding one rupee per metric

24

tone of limestone & dolomite. The rate of cess on Limestone and Dolomite is Re.1/- with effect from
27th December 2000.

Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of cess on all mica
exported as duty of Customs not exceeding 6.25% ad valorem. This is 4.5% ad valorem on export
with effect from 1st November 1990.

25

CHAPTER - 2
REVIEW OF LITERATURE

26

REVIEW OF LITERATURE
What is employee welfare?
Employee welfare in general, these are the benefits that an employee must receive from
his/her company, like allowances, housing for those companies who provides, transportation, medical,
insurances, food and some other way where the employee has rights to demand.
At escorts, we care for our employees and consider each and every one a part of the escorts family.
Various Welfare Schemes are in place in keeping with this spirit
Bonuses, 13 month pay, sick leave, maternity leave and vacation are also part of this and even
holidays for other companies.
EMPLOYEE WELFARE FACILITIES
You must provide "adequate and appropriate" welfare facilities for your employees. these
must be provided unless they are unreasonable in terms of time, cost and physical difficulty.
Welfare facilities include toilets, washing facilities, rest and changing facilities, personal security
arrangements (e.g. lockers) and refreshment.
There must be a sufficient number of toilets and washing facilities so that people should not have to
queue for long periods to use them. these should be separate for male and female, unless you have a
very small number of staff. the facilities must be clean, and provided with toilet paper, soap, drying
facilities, and hot and cold running water. they must be well lit, and ventilated to the external air.

27

FACILITIES FOR WOMEN

Number of
Toilets

Washbasins

1-5

6 - 25

26 - 50

51 - 75

76 - 100

People

FACILITIES FOR MEN

Number of People
1 15
16 30
31 45
46 60
61 75
76 90
91 100

Toilets
1
2
2
3
3
4
4

Urinals
1
1
2
2
3
3
4

Washbasins
1
2
2
3
3
4
4

28

You must provide a supply of clean and wholesome drinking water, which is easily accessible
to all employees. cups should be provided and the taps clearly labelled.
You must consider whether suitable facilities are available to staff working off-site or on
temporary sites. if not, temporary arrangements must be provided. some workers may need to be
provided with portable facilities for hand washing.
If the work activity requires employees to change into specialist clothing, you must provide changing
rooms and facilities for secure storage of personal belongings. you may need to consider separate
storage for clean and dirty clothing, or the provision of laundry facilities.
There should be a suitable seating area for use during breaks. this must be clean and provided with
washing facilities nearby and a means of heating water for hot drinks.

29

EMPLOYEE BENEFITS AND SERVICES

It includes any benefits that the employee receives in addition to direct remuneration. The
synonyms used are fringe, service programmes, employee benefits and hidden payroll.
FUNCTIONS OF EMPLOYEE WELFARE:--

Employees
health service

Conditions at
work place

Working conditions

A)Factory Health Service

Factory Sanitation

B) Recreation

C) Workers Education
D) Economic Services
E) Housing for Employees And
Community Services.
F) Study of the Working Of The
Welfare Acts.
G) Social Work in Industrial Setting.

Conditions At Workplace:-WORKING CONDITIONS:It include many kinds working conditions for employees which are helpful for employee in
doing work these are like: temperature, ventilation, lighting, noise, dust, smoke, fuels, gasses,
humidity.

30

FACTORY SANITATION AND CLEANLINESS:-It is related to cleanliness of the factory, it include provisions for Urinals in factory provisions
for the disposable f waste and rubbish; Provision for water and proper bathing and washing facilities,
and facilities of whitewashing and repair of buildings care and maintenance of gardens, roads and etc.
WELFARE AMENITIES:It include care of drinking water, canteen service, lunch, restroom, and other amenities.

Employee Health Services:-FACTORY HEALTH SERVICES:-This includes medical examination of employees, factory dispensary and clinic treatment,
firstaid and ambulance room and treatment of any incidents and other kind of health service.
RECREATION:-It is related to maintain our body fit and fine for this purpose, construct a playground for
playing games. And organize various types of programs like social and cultural activities and physical
games for recreation.
OTHER SERVICES:-It includes various facilities like:-Education to improve skills, earning capacity and lecture programs and audio

o
visual educations.

31

Economic services like; housing cooperatives, grain shops and fair price shops,

study of the working of welfare acts.

Social works in industrial settings like: family planning and employee counseling.

But now these services are counted in statutory provisions and non-statutory provisions. These are
explain further.
Escorts believe that satisfied employees contribute to the development and growth of the
organization. Escorts apart from providing statutory benefits offers various voluntary benefits to its
employees. These are offered in the form of various allowances, perks and advances as given below:

Types of welfare activities:-i.

Statutory provisions

ii.

Non- statutory provisions.

i.

Statutory provisions:
These are mandated by the:
a.

The factories act, 1948.

b.

The mines act, 1952.

c.

The plantations act, 1951.

d.

The motor transport workers act, 1961.

e.

The contract labour (regulation and abolition) act, 1970.

f.

The merchant shipping act, 1958.

g.

Dock workers (safety, health and welfare ) schemes,1961

32

h.

Inter- state migrant workmen (regulation of employment and conditions of

services) act, 1979.

ii.

Non-statutory provisions:-It is also called voluntary benefits; include loans for house building, education of children, leave
travel concession, fair price shops, loans for purchasing personal conveyance and a host of other
facilities.

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.

33

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:

34

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.

35

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.

LONG SICKNESS BENEFITS

Long sickness benefits is payable to permanent workmen to cover up the loss of wages
incurred due to absence caused by long sickness.

Long sickness benefit is extended when the workmen is suffering from

any of the diseases

mentioned below:
1. Kidney transplant
2. Renal failure requiring long- term dialysis
3. cerebral or vascular strokes
36

4. Coronary artery diseases or a coronary bypass surgery.

5. Open heart surgery, valve replacement.
6. All kinds of cancer
7. Tb including pulmonary TB.
8. Brain hemorrhage incapacitating the workmen for a minimum period of one month.
9. Serious accident resulting in the compound fracture or a fractured is incapacitating the
workman to work for a minimum period of 30 days.

Incapacitation of a workman from work should be for 30 days or more so as become eligible to
receive this benefit.

To release the benefits under the scheme it is necessary to get the claim certified from ESIC
or by the companys medical officer as the case may be.

Full payment of HRA is made during the period of long sickness.

The maximum period for which sickness benefit are payable is 365 days.

FINANCIAL ASSISTANCE ON COMPASSIONATE GROUNDS

A lump-sum assistance of rs. 2 lac is given to the legal heir / dependents of the workman dying
during employment.

WELFARE SERVICE FOR MEDICAL PURPOSE

Medical Insurance Hospitalization Scheme:
Eligibility : All regular employees not covered under ESI.
Limit: As per hospital bills subject to entitlement under the medical

insurance

hospitalization scheme.
37

Procedure:
The company has tie up with RAKSHA TPA for cashless treatment facilities for
employees and their wards in different networking hospital and claims are directly lodged by
hospital to RTPA.
Employees taking treatment in non-networking hospital have to inform RAKSHA
TPA office 3 days advance in case of emergency have to dial 2250000 and completed set of
papers shall be submitted in personnel department for settlement of claim.
Coverage:

self, spouse, legitimate dependent, children up to the age of 25 yrs or up to their

marriage or employed whichever is earlier.

Premium :

it is paid by company except for parents whose premium is borne by the

employee.

Sum insured(annual) for each member of the familyWorkmen

For minor aliment

RS. 40,000

For major aliment

RS. 2, 00,000(family floater)

(For major aliment, claim will be entertained up to, max, limit i.e. up to
2, 00,000)
Maternity benefits: Maximum benefits allowable will be rs 40000 applicable only if the
members do not have more than children.
38

Group personnel accident insurance (gapi)policy

Eligibility:All regular employees covered under corporate medi claim policy. Minimum 3 days
of incapacitation is must for getting claims.
Policy renewal:1st July of every year.
Coverage: The accident risk covers both inside and outside the factory irrespective of being
present on duty or off duty provided the employee has met with an accident. This benefit is for
self only.
Claims:

The employee will submit a claim from duty attested by medical officer along

with the supporting documents like medical certificate, x-ray film, fitness certificate, copy of
x-ray report and bills related to medical treatment and certificate of absence from the duty.
Insured amount: Basic *60(minimum of rs.75, 000 &maximum of rs. 2, 25,000)
Cash benefits: temporary disablement -1% of sum assured per week
Permanent partial

as per scale of compensation

Permanent disablement:100% of the sum assured.

Upon death:

100% of the sum assured to the legal heir.

LOAN FACILITIES TO ITS MEMBERS

Escorts employees welfare society

ELIGIBLITY:

All confirmed employees, who are members of society.

Membership Procedure:To submit application form.

Fixed monthly contribution:

Min rs. 300 and max RS.500per month

Loan:

Every Tuesday through ICICI bank.

Interest payable:

10% p.a. on reducing balance.

39

On loan:
Interest payable:

9% p.a.

On contribution:
Calculation of loan amount:
(Total contribution of employees * 3)+ (500*no. of yrs of completed service)

or

RS. 85000 which ever is less.

Presently members can take a loan up to a maximum of rs. 70000 from the escorts employees welfare
society and rs. 50000 from escorts(farmtrac division) employees welfare society.
Escorts employees welfare trust

Eligibility:

All regular employees with minimum 5 yrs of

Confirmed service.

Process:

The forms are processed as per budgetary provision

On seniority and need basis.

Purpose: To purchase utility items like T.V., fridge, motor

Cycle or marriage (self, daughter, son).

Interest: 10% p.a. on reducing balance.

Recovery:

3 years.

Maximum limit of loan amount is rs. 45000 (20% down payment) in case of marriage rs. 36,000.
40

LONG SERVICE AWARD

The workmen who have put in long service of 10 year and above are recognized and
honoured by cash awards/gifts worth the cash value as per the table given below:
Completed year of service

Value of gift item /cash

10

2,000

15

2,500

20

3,500

25

4,500

30

5,500

35

6,500

40

8,000

The list of eligible employees is displayed half yearly.

In case of retiring employee 6 month or more is counted as one full year of service.

TRANSPORT FACILITIES FOR THE EMPLOYEES

The company provided bus facility to the employees coming from Delhi, palwal, hodal,
and mohana area on subsidized rate. As per company policy the management will bear 70% of the
total cost and 30% of the total cost will be borne by the employees. The rate applicable presently of
bus fare (recoverable from employees) are as under:

41

Categor

Delh

Moha

Palw

na/

al

da

alawa

l
6

lpur
636

Workm
en

502

447

8
9

42

LEAVE RULE AND ENTITLEMENT

Type of leave

Workmen

Apprentices
(apprenticeship

07

act)
12

02

02

availed at stretch
Sick leave accumulation limit

07

15

no. of SL can be availed at a

84

stretch

02

02

any balance

any balance

Earned leave accumulation

21

Nil

limit no. of times for which

126

EL can be availed in a

03

Casual leave
maximum

leave

without

can

be

medical

certificate.
SL can be availed at a stretch
with medical certificate.

calendar year.
Minimum no. of EL that can
be availed at time.

03

EDUCATIONAL SCHOLARSHIP TO SELF AND EMPLOYEES WARDS

Need cum merit scholarship

43

Workmen are eligible to apply for need cum merit scholarship for their wards subject to
get minimum percentage of marks is 60%.
Studying in class vii to university level.
Standard

amount in rs. Per annum

Up to 10th

1,000

Up to 11th

1,475

Up to 12th

1,525

Graduation

2,250

Post graduation

2,500

Merit scholarship
1. Irrespective of monthly income,

RS.2,250yearly

The children of all employees

Studying from 11th to university
Level are eligible. Provided, they
Fulfill the %age criteria as policy.
2. 11th and 12th minimum 70%

RS.2,400/-yearly

3. Graduation B.COM, B.A65%,

rs.3,000/-yr.

Others 70%
4. Post graduation m.a./m.com,

rs. 3,250/-yearly

Others 70%

MERITIOUS PERFORMANCE AWARD

Class 10th board examination, aggregate 90% and above: Rs. 5,000/Class 12th board examination, aggregate 90% and above: Rs. 7,500/44

University gold medal in academic course/ professional: Rs.10, 000/And degree course.

PROFESSIONAL SCHOLARSHIP
Employees up to the rank of chief general manager who have completed 5 years of
service, their children are eligible for professional scholarship.

For correspondence course

Course

amount of scholarship

Lump-sum in rs.
Company secretary ship

6,000

Cost & work accountancy 12,000

Charted accountant

12,000

MBA (Open University)

8,000

AIME

5,000

General management

5,000

For regular course

Course

amount of scholarshipin rs per month

45

Residential
Engineering

Non-residential

900

Modern medicine

500
900

Law /msw/b.ed/m.ed/

500

700

300

500

300

Public administration/
Industrial public relation/
Hotel management/MBA
Diploma engineering

RETIRAL BENEFITS TO EMPLOYEES

GRATUITY
Applicability: All employees who have rendered continuous service for not less than 5 yrs.in case of
service will not be applicable disablement condition of 5 yrs of service will not be applicable.
Permanent gratuity: on registration /retirement amount of gratuity (basic+d.a.)* Years of service *
15/26.

On death , gratuity to nominee will be given as under:

46

Service up to 5 yrs

Amount equivalent to 5 months

Service above 5 yrs but less than 10

salary (basic +D.A.).

Amount equivalent to 10 months

yrs.
Service above 10 yrs but less than 20

salary (basic+D.A.).
Amount equivalent to 15 months

yrs.
Service above 20 yrs.

salary (basic+D.A.).
Normal gratuity plus additional
50% gratuity calculated.

PROVIDENT FUND AND EMPLOYEES

PENSION SCHEME

47

Applicability:--ALL employees except apprentices under apprenticeship act are enrolled under the
provident fund act and employees pension scheme 1995.

Contribution
Employees
12 %( Basic+d.a. +personal pay)

Employers
12% (basic+d.a. +p.p.)

8.33%-employees pension scheme.

3.57% p.f.
Up to rs. 6,500/- salary
Contribution above rs. 6,500 salaries are added in p.f. a/c of employee.
Interest:8.5% interest p.a. for the year 2007-08 accrued on balance
Amount of p.f. a/c.
Normally retirement pension starts from the age of 58 yrs. The amount of
Pension is calculated as under:
(Pension able salary * pension able service)/70
Pension able salary is average of monthly salary for 2 months proceeding the date of exit.
Pension able service is the service rendered by the members for which contribution has been
made in EPS.

PENSION FROM JEEVAN DHARA POLICY FOR WORKMEN

Guaranteed pension
48

Rs. 450/- per month or 1% of policy amount whichever is higher D.A. :-D.A.
neutralization @ rs. 2 .40 per point AICPI from 1.8.2006.

Canteen service
The canteen services in plant/divisions are run by the management through contractors at subsidized
rates.
The contractor supplies food, tea and snacks as approved by the management in the contract.
Tea and meal breaks in the different shifts are as under:
Shifts
First shift

Tea break
9.30a.m to9.40 a.m.

Meal break
12.00 noon

Second shift

2.30p.m. to 2.40p.m.
6.30 p.m. to 6.40

12.30
8.30 p.m. to 9.p.m.

to

p.m.
10.30 p.m. to 10.40
Third shift

p.m.
2.30

a.m.

to

2.40a.m.

5.00 a.m. to 5.30

a.m.

6 a.m. to 6.10 a.m.

In third shift only tea and snacks are provided during meal break.

CANTEEN MANAGEMENT COMMITTEE

49

A canteen management committee nominated for a period of one year consisting of

equal numbers of workmen and management representative is constituted. The committee
meets once in a month to review and suggest improvements in the functioning of the canteen.
The grievance of the workmen with regard to quality of food, cleanliness of the canteen and
service are discussed and action plans are worked out for implementation.

50

CHAPTER 3

RESEARCH METHODOLOGY

OBJECTIVES OF THE STUDY

51

o To know employees preferences regarding welfare facilities provided by the company.

o To study the information regarding the welfare policies provided by the company to themployees.
o To check the role of management while providing welfare schemes.
o The study aims at providing relevant information for marking the necessary amendment in the
welfare policies of the company.
o To know how employees are availing the welfare schemes.
o To know the formalities fulfilled before availing the welfare schemes.

52

SCOPE OF THE STUDY

Only theoretical knowledge is not enough in any study, one also has to look after its practical
aspect if he wants to know real situation and to know what the problems in implementing theory in
to practice are. Lecture given in classroom help us to understand the fundamental concept of
management.
As an essential part of our BBA. program I got a chance to have the training with escorts
(AMG, plant-1 Faridabad)
The project assigned to me during my summer training at escorts (AMG) was the employee
welfare policies of the company

There are three plant in Faridabad i.e. plant-1, plant-2, plant-3.

For the purpose of my study, I personally met the employees of various plants; all of them
provided me with the necessary information related to the project.
First of all I have collected the various welfare policies from induction manual, from welfare
notice board , internet and with direct interaction with the employees of the company.
From this study I came to know the various facilities that are provided by company to their
employees.
For this study a questionnaire was prepared to collect the information on the employees
preference regarding the welfare policies provided by the company.
From the study I came to know the preference of employees regarding various facilities
provided by the company.

53

LIMITATIONS OF THE STUDY

Sample size, which I have taken, is very small, on the basis of which efficient

decisions cannot be taken.

Co-operation of respondents: this has been a major problem. Employees were

reluctant to fill the questionnaire or face the interview.

Another constraints has been regarding cost since study involves the

collection of primary and secondary data. Therefore the cost incurred was much more. Due to
constraints the coverage of the study could not be extended to more customers.
Our knowledge is limited as we are students and does not have much

experience.

Managers and employees of the company are hesitating to disclose the

information.

54

RESEARCH METHODOLOGY

Research is a systematized effort to gain new knowledge. It is a systematic study

consisting of a problem formulating a hypothesis collecting the facts and data, analyzing the facts
and reaching for certain conclusions, which can be in the form of either solution towards a problem.

1.RESEARCH DESIGN:-A 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. The
research design used in my study is basically descriptive in nature.
Research design is of three types:a) EXPLORATORY RESEARCH
b) DESCRIPTIVE RESEARCH
c) CASUAL OR EXPERIMENTAL RESEARCH
Exploratory Research:This type of research is used to gain familiarity with the phenomenon and know about it. In this it is
used to discovering the history and the working of the organization.
Descriptive Research:It is used to describe the factors of the objects that are used when I have to measure something in the
changing conditions.
Causal & experimental Research:55

It is used when I have to know what the results of some action on

the organization. Generally, it is used to do experiments.
I used exploratory research to use to discovering the history and working of the organization.

2. SAMPLE DESIGN:
A sample design is a definite plan for obtaining a sample from a given population. It
refers to the technique or the procedure the researcher would adopt in selecting items for the sample
i.e. the size of the sample. Stratified sample method is adopted to select the sample.
4. SAMPLE UNIT:
Sample is made on the basis of the stratified sampling, in this type of sampling simple
random and sub sample are drawn from different data which are equal o some characteristics .The
first step in stratified sampling choosing a strata on the basis of existing information.
5. SAMPLE SIZE:
Hundred
6. GEOGRAPHICAL AREA:
Plant-1, plant2, plant-3.

56

RESEARCH PROBLEM

A researcher experiences some difficulty either in a theoretical and practical

situation and wants to obtain a solution
Major components of a research problem:
If someone goes for a research then there should be a problem for which he go and solved
it.

The problem should be helpful for achievement of objective.

There are alternative means to achieve objectives, and the researcher must know about
the favorable and unfavorable means of the objective.

There is a doubt in the mind of the researcher, so that researcher can achieve his
objective.

The environment should be problem pertaining so that he can found the problem and for
solving it he can do research.

57

DATA COLLECTION

The study made in use of both primary and secondary sources.

PRIMARY DATA COLLECTION: -- the survey has been undertaken on the lines of interaction
with employees of different plants and managers of the company with the help of structured
questionnaires.

SECONDARY DATA COLLECTION:-- secondary data have been collected from various sources
involving induction manual, internet etc that were of considerable help to me.

ANALYSIS OF DATA:The data after collection has to be processed and analyzed with the outline laid for the
purpose at the time of developing the research plan. This is essential for a scientific study and
forinsuring that we have all relevant data for making contemplated comparison and analysis.
Technically speaking processing implies editing, coding, classification and tabulation of
collection data so that they are amenable to analysis.
The term analysis refers to the computation of certain measures along with searching for
patterns of relationship that exist among data groups. To analyze the data percentage, pie charts,
graphs etc are used.
58

CHAPTER- 5
DATA ANALYSIS
AND
INTERPRETATION

59

DATA ANALYSIS & INTERPRETATION

QUESTION 1: DOES YOUR ORGANIZATION /COMPANY FOLLOW THE

EMPLOYEE WELFARE SCHEMES?

TABLE
YES

NO

100

GRAPH

INTERPRETION:
Out of 100 employees surveyed, all are agreed that there are welfare schemes in their
organization/company.

60

QUESTION 2: WHAT IS /ARE THE MAIN OBJECTIVE(S) BEHIND EMPLOYEE

WELFARE?
TABLE
OBJECTIVES

NO.OF

Help to motivate and retain employees.

Loyalty in workers towards the organization
To minimize social evils such as alcoholism,

PERSONS
30
20
6

gambling etc.
Helps to improve the local image of the

38

company
All of above

GRAPH

INETERPRETATION:
Out of 100 people surveyed, 38% employees said that welfare schemes helps in improving the
image of the company. 30% says motivate to do work in this organization, 20% are loyal
61

because of goods welfare schemes and 6% helps in minimizing the social evils among the
employees
QUESTION 3: WHO MAKES THE EMPLOYEE WELFARE SCHEMES/POLICIES?
TABLE
MAKERS
Immediate superior
Specialized committee
Personnel department
Dont know

NO. OF PERSONS
11
25
24
40

GRAPHGRAPH

INTERPRETATION:

Out of 100 people surveyed, 40% of people doesnt know who made welfare schemes for
them. 11% says immediate superior made, 25% says specialized committee and 24% says
personnel department.

62

QUESTION 4: ARE YOU SURE SATISFIED WITH EMPLOYEE WELFARE

SCHEMES IN THE ORGANIZATION ?
TABLE
Thinkers
Always
Sometimes
Never

NO. OF PERSONS
50
40
10

GRAPH

INTERPRETATION:

Out of 100 persons 50% are always satisfied from the welfare schemes of the
company, 40% are satisfied and 10% never satisfied from the welfare schemes.

63

QUESTION 5: DO YOU THINK THAT WELFARE WHICH HAS BEEN DONE IS

FAIR TO ALL WORKERS?
TABLE
YES
80

NO
20

GRAPH

INTERPRETATION:
Out of 100 people surveyed, 80% says welfare schemes are fair to all workers and 20% says
not fair to all workers.

64

QUESTION 6: HAVE YOU NOTICIED ANY MISTAKE REGARDING EMPLOYEE

WELFARE SCHEMES?

TABLE
Implication

NO. OF PERSONS

Every time

10

Sometimes

30

Never

60

GRAPH

INTERPRETATION:

Out of 100 people surveyed, 60% people says there is no mistake in welfare schemes, 30%
says sometimes there is mistake done by the management and 10% says there is always
mistake in welfare schemes

65

QUESTION 7: ARE YOU SUFFICIENTLY UTLIZING THE WELFARE SCHEMES

PROVIDING BY THE COMPANY?

TABLE

YES

NO

90

10

GRAPH

INTERPRETATION:

Out of 100 people surveyed, most of people are availing the welfare schemes i.e. 90%, only
10% people are not availing welfare schemes sufficiently.

66

QUESTION 8: WHAT ARE THE TOOLS AND TECHNIQUES ADOPTED FOR THE
WELFARE SCHEMES?

TABLE

Type of implication
Proper format
First come first serve

No. of persons
80
18

basis
No method

GRAPH

INTERPRETATION:

Out of 100 people surveyed, most people say proper format is there for availing welfare
schemes of the company i.e. 80% and 25 says there is no method for availing welfare schemes.

67

QUESTION 9: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT

BESIDES ANY WELFARE SCHEMES?
TABLE

Implication
ALWAYS
SOMETIMES
NEVER

NO. OF PERSONS
35
58
7

GRAPH

INTERPRETATION:
Out of 100 people surveyed, 35% says management helps them besides welfare schemes, 58%
says on some occasion management helps them besides welfare schemes and 7% says there is
no help from the side of management.

QUESTION 10: IS WELFARE SCHEMES PROVIDING BENEFICIAL TO YOU IN

ENHANCING YOUR PRESENT LIVING OF STANDARD?

68

TABLE

YES
70

NO
30

GRAPH

INTERPRETATION:

OUT of 100 people surveyed, 70% people agreed that welfare schemes have increased their
standard of living but 30% are not agreed to this statement.

QUESTION 11: DO YOU WANT ANY CHANGES IN THE METHOD / POLICIES OF

EMPLOYEE WELFARE?

TABLE
YES
98

NO
2

69

YES
80
GRAPH

NO
20

INTERPRETATION:

Out of 100 people surveyed, 98% people doesnt want any changes in existing welfare
schemes, only 2% people want the change.

QUESTION 13:

ARE ALL THE EMPLOYEES MOTIVATED THROUGH MONETARY

(WELFARES) INCENTIVES?
TABLE

70

GRAPH
80
70
60
50
40
30
20
10
0
YES

NO

INTERPRETATION:

OUT of 100 people surveyed, 80% people agreed that employees motivated through
71

monetary incentives but 30% are not agreed to this statement.

QUESTION 14: ARE ALL THE EMPLOYEES MOTIVATED THROUGH SUPERVISION?

TABLE
YES
70

NO
30

GRAPH
80
70
60
50
40
30
20
10
0
YES

NO

INTERPRETATION:
72

Out of 100 people surveyed, 70% says mostly welfare schemes not motivated to all workers
and 30% says not fair to all workers.

QUESTION 15:

IS THE EMPLOYEE OFTEN TAKE PART IN THE MANAGEMENT

PLANNING?
TABLE
YES
70

NO
30

GRAPH

NO

YES

10

20

30

40

50

60

70

80

73

INTERPRETATION:
Out of 100 people surveyed, 60% says sometimes employees takes part in management
planning and 30% says they not provide the opportunity to the employee in mgt. planning.

QUESTION 16:

DOES THE WORKING CONDITION EFFECTS THE EMPLOYEES

ATTITUDE TOWARDS THE ORGANIZATION?

TABLE
YES
90

NO
10

GRAPH

74

YES
NO

INTERPRETATION:
Out of 100 people surveyed, 90% says working conditions helps in change the attitude of
employees towards the organization and 10% says no.

75

QUESTION 17: IS THE RESPONSIBILITY AFFECTS THE EMPLOYEES MOTIVATION?

TABLE
YES
75

NO
25

GRAPH

80
70
60
50
40
30
20
10
0
YES

NO

INTERPRETATION:
Out of 100 people surveyed, 75% says working responsibility helps in motivate the employees
of organization and 25% says it just remove the burden of Mgt.

76

DATA ANALYSIS
The analysis was done for frequency distribution. And in this I have used tabulation
technique of data analysis.
The data after collection has to be processed and analyzed with the outline laid for
the purpose at the time of developing the research plan. This is essential for a scientific study
and for insuring that we have all relevant data for making contemplated comparison and
analysis.
Technically speaking processing implies editing, coding, classification and tabulation of
collection data so that they are amenable to analysis.
The term analysis refer to the computation of certain measures along with searching
for patterns of relationship that exist among data groups. To analyze the data percentage, pie
charts, graphs etc are used.

77

CHAPTER -6
FINDINGS OF THE STUDY

78

FINDINGS
During my training I found that Most of the employees are satisfied with employee welfare schemes of the organization.
Written notice should be given to the personnel department in advance before availing any
welfare schemes.
The trust provides financial assistance in case where the employees has medical expenses on
treatment of self or the family members beyond his coverage /limits under any of the scheme
of the company.
There are so many formalities before availing welfare schemes: Written notice with your signature and E.I. no. and department.
Filling of application form before availing any scheme.
If a benefit is taking for long sickness, then the claims should be certified from ESIC or by the
companys medical officer.
Reason behind taking welfare scheme.
A worker can avail some schemes of welfare when he completed some specific year while
working in the organization.
Many employee take unduly advantage of the welfare schemes

79

CHAPTER - 7
CONCLUSION
AND
SUGGESTIONS

80

CONCLUSION

In the end I like to conclude that:

o The Employee Welfare Scheme provided by the ESCORTS is very good for employees, but
many employees take unduly advantage of it and sum employees do not know how to avail the
welfare policies.
o Trust provides financial beyond his limit under any of the scheme of the company.
o The welfare scheme provide by the company is fulfilling all the statutory and non-statutory
provisions.
o Employees are very happy with the welfare schemes of the company and they do want any
changes in it.

In the end, I would like to conclude that besides having a very good welfare schemes
running by the organization, the managers of the company specially personnel managers should
take care that, no employee take unduly advantage of the welfare policies and the employees who
do not sufficient knowledge about welfare policies, they should guide them. And each and every
employee should be treated equally.

81

SUGGESTIONS
Suggestions received from the respondents of the questionnaire:

The following are the suggestions received from the respondents of the questionnaire. The
suggestions are based on their experience regarding welfare schemes for the workers.

1. Extension of bus facilities of local conveyance should be improved.

2. Periodic surveys to know the opinion of the employees should be conducted and findings should be
implemented.
3. Formalities for availing the welfare schemes should be reduced.
4. The welfare services should be fast and any problem related to the employees should be trackled
within short span of time.
5. A yearly welfare calendar should be printed and distributed among all employees.
6. There should be no biased decision taken by the managers while providing any help besides welfare
schemes of the company.
7. The employees who should take undue advantage of welfare schemes should be given warning not to
do these type of activities again.

In the end, I can say that ESCORTS is doing its best efforts in providing a welfare services
which are universal to their employees and have made Them leader in the market, but even then
ESCORTS should consider the Problems faced by their employees while availing its services.

82

CHAPTER-9
ANNEXURE

83

BIBLIOGRAPHY

a.

KOTHARI, C. R.RESEARCH METHODOLOGY, new age publication

house (2nd edition).

b. ASWATHAPPA, K.,PERSONNEL MANAGEMENT MC GRAW hill publications (4th

edition ).
c. MAMORIA, C.B.PERSONNEL MANAGEMENT(2nd edition).
d. SHARMA,V.K. HUMAN RESOURCES MANAGEMENT (3rd edition).

WEBSITES
www. Escortsagri .com
www. Escorts agri machinery group.com
www.google.com

84

QUESTIONNAIRE
Employee welfare
NAME ------------------NO...
DEPTT..
Q1. Does your organization follow the employee welfare schemes?
i.
ii.

YES
NO
Q2. What is/are the main objectives behind employee welfare?

II.

Help to motivate and retain employees

III.

Loyalty in workers towards the organization.

IV.

To minimize social evils such as alcoholism, gambling. Etc.

V.
VI.

Helps to improve local image of the company.

All of the above.
Q3. Who makes the employee welfare schemes/policies?

I.

Immediate superior

II.

Specialized committee

III.

Personnel department

IV.

Dont know
Q4. Are you satisfied with employee welfare schemes in the organization?

i.
ii.
iii.

Always
Sometimes
Never

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Q5. Do you think that welfare which has been done is fair to workers?
i.
ii.

Yes
No
Q6. Have you noticed any mistake regarding employee welfare schemes?

i.
ii.
iii.

Every time
Sometimes
Never
Q7. Are you sufficiently utilizing the welfare schemes providing by the company?

i.
ii.

Yes
No
Q8. What are the tools and techniques adopted for the welfare schemes?
1. proper format
2. first come first serve basis
3. no method
Q9. Do you receive any help from your management besides any welfare Schemes?

i.
ii.
iii.

Always
Sometimes
Never
Q10. Is welfare schemes providing beneficial to you in enhancing your Present living of standard?

i.
ii.

Yes
No
Q11. Do you want any changes in the method /policies of Employees Welfare?

i.
ii.

Yes
No

Q12. Any kind of suggestions?

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-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Q.13 Are all theemployees motivated through monetary (welfares) incentives?

i.

Yes

ii.

No

Q.14 Are all the employees motivated through supervision?

i.

Yes

ii.

No
Q.15

Is the employee often take part in the management planning?

i.

Yes

ii.

No
Q.16 Does the working condition effects the employees attitude towards the organization?

i.

Yes

ii.

No

19. How do you determine your welfare schemes of your employees?

--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

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20. What are the different types of welfare schemes you have for the employees?
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

21. What is the methodology of evaluating the welfare schemes?

I.

Working conditions

II.

Factory Sanitation & Cleanliness

III.

Welfare Amenities

IV.

Factory Health Service

V.

Workers Education

VI.

Economic Services
a) Housing for Employees And Community Services.
b) Study of the Working Of The Welfare Acts.
c) Social Work in Industrial Setting.
22. Do you evaluate the welfare schemes in different stages (reaction level, learning level, job
behavior level and result)?
------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------23. Do you have any system of making action plan or job improvement plan if schemes undergoes?
------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------88

24. How do you evaluate the behavior after getting the benefits?

25. Who all are involved in the evaluation process (superior, subordinate, peers, trainer and cocoordinator)?
------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

89