Study Of Employees Welfare Of Saurashtra Chemicals Nirma Ltd

Summer Internship Project Report On Employees Welfare At Saurashtra Chemicals Division of Nirma ltd, Porbandar Submitted to Institute Code: 734 Institute Name Marwadi Education Foundations’ Group of Institutions Under the Guidance of Dr. Uma Sharma Assistant Professor In partial Fulfilment of the Requirement of the award of the degree of Master of Business Administration (MBA) Offered By Gujarat Technological University Ahmedabad Prepared by: Nishit jakhariya 197340592143 MBA (Semester - III) Month & Year (June, 2020)

STUDENT’S DECLARATION I hereby declare that the Summer Internship Project Report titled Employees Welfare “Saurashtra Chemicals Division of Nirma ltd, Porbandar” is a result of my own work and my indebtedness to other work publications, references, if any, have been duly acknowledged. If I am found guilty of copying from any other report or published information and showing as my original work, or extending plagiarism limit, I understand that I shall be liable and punishable by the university, which may include Failing me in examination or any other punishment that university may deem fit.

Enrollment No.

Place: Rajkot

Name

Signature

Date: _____/_____/2020

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INSTITUTE CERTIFICATE

  

Put this page blank (One page per student) Guide will issue it once he/she will approve your project Guide will provide you hard copy of certificate. At the time of binding, insert that certificate and remove this blank page.

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CERTIFICATE OF EXAMINER This is to certify that project work embodied in this report entitled _________________ ____________________________________________________________was carried out by Student Name: NISHIT JAKHARIYA Enrollment no. 197340592143 of Marwadi

Education

Foundation’s

Group

of

Institutions

(Faculty

of

Management) (734).

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of Master of Business Administration offered by Gujarat Technological University.

---------------------------------(Examiner’s Sign) Name of Examiner: External Examiner’s Institute Name: External Examiner’s Institute Code: Date: ____/____/2020 Place:

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PLAGIARISM REPORT: DIGITAL RECEIPT

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PLAGIARISM REPORT: SIMILARITY PERCENTAGE PAGE Guide will give you pdf file of 1 or 2 page(s) which you have to insert in pdf copy of report as well as hard copy of report.

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PREFACE MBA is a professional course that in for a student to passes only theoretical Knowledge is not enough. We are to make a detail study on the working of its Different Department and general information about the units and prepare a report on it.

I have prepared the report on the Saurashtra chemicals division of Nirma ltd, Porbandar in which every aspects of the unit are consider. During the preparation of this report I got the opportunity to have a proper knowledge of the HR and other major departments of the company. I have put sincere effort and tried my level best in preparing and presenting and this report.

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ACKNOWLEDGEMENT “Dreams come true for those who work while they dream has proved itself at “Saurashtra Chemicals Division of Nirma ltd”. My SIP at that place is like flash of light. It’s my gratitude towards all of them.

I would like to thank Dean, Faculty of management: Dr. Sunil Kumar Jakhoria, Program head: Dr. Alpesh Gajera and Dr. Uma Sharma, Faculty of Business Management Master of Business Administration (MBA) for providing me Knowledge and guidance. I also express my gratitude towards all the staff members and employee who have directly or indirectly help me in preparing this report.

I am also grateful to Gujarat Technological university for giving me such opportunity.

I would like to thank Mr. Sudhir Barot of “Saurashtra Chemicals Division of Nirma ltd” for giving me permission for my summer internship. I would like to thank all my friends and family members for supporting and encouraging me in the successful completion of the project work, I would also like to thank to the GOD and “Saurashtra Chemicals Division of Nirma ltd”.

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SUBJECT INDEX Sr. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18

Particular Introduction to the Industry Introduction to the Company Business Policy Introduction to the Production Industry Introduction to the Products Vision and Mission Human Resource Department Literature Review Need for the study Introduction to the Topic Introduction to the Research Objectives Statement of Problem Sources of Data Collection Responses Suggestions Conclusions Bibliography

Page No. 1 2 6 7 8-12 13 14-15 16-18 19 20-36 37 38 39 40 41-55 56 57 58

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INTRODUCTION OF THE INDUSTRY Manufacturing is the construction of stock for use or auction using labours and machines, tools, chemical and biological dispensation, or formulation. Modern trade includes all transitional developments required in the production and integration of a product's components.

The term may raise to a range of human activity, from handiwork to high-tech, but is most generally applied to manufacturing design in which raw materials are changed into finished goods on a large scale. Such complete goods may be sold to other producers for the production of other, more products, such-as aircraft, householdappliances, furniture, automobiles, sold to retailers, who in turn sell them to retailers, who then sell them to end users and customers.

Manufacturing engineering or manufacturing process are the stages through which raw materials are changed into a final product. The manufacturing process begins with the product design, and materials specification from which the product is made. These materials are then modified through manufacturing processes to become the required part.

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INTRODUCTION OF THE COMPANY

They are demanding in making their main goods are soda ash, soda bi-carbonate, caustic lime and bromine. It started with installed size of 66,000 tons per year. Today it has completed 3,65,000 tons per year. 96% of the country’s total creation of soda ash overwhelming industries grew-up in Gujarat, thus cheering industrialization in the state of Gujarat. Soda ash is one of the basic heavy chemicals and this is a very vital industrial Raw material for countless industries trade products like Glass, Soaps & Detergents, and Silicate industries and is also actuality used in metallurgy, dyes & chemicals and various other industries. saurashtra chemicals division of Nirma, Porbandar ltd is a present unit located at Birla Sagar village Chayya, Taluka district Gujarat. This plant has manufacturing capacity of soda ash, sodium bicarbonate, caustic lye, captive power plant. Which is being operated since 1959. Unit has developed all the necessary approvals from concern authorities for establishment and procedure of above facility.

The main Raw materials for manufacturing soda ash are salt, limestone, hard-coke liquid ammonia and coal & lignite are used as fuels. Meanwhile the process requires lot of steam, facilities include TPS based on co-gen. concept to take care of both steam and power necessities of the company. Saukem owns its quarries in the vicinity of around 20 to 40 kms away from factory and also has its own salt works in Jamnagar district. As per the EIA notification, 2000.

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They have applied for environment clearance for the development of captive power plant by installing 20 MW captive cogeneration plant of proposed turbine. Present steam mandatory is catered from the two CFBC BOILERS having steam group capacity 120 TPH each.

Saurashtra chemicals division of Nirma ltd, Porbandar also known as SAUKEM is one of the prime soda ash manufacturers in the country. SAUKEM positioned besides the Arabian sea of PORBANDAR. It was recognized in 1956 under flagship of jayaji Rao cotton mill ltd, Gwalior it is started its construction in December 1959.

It has started with 66,000 tones capacity.

In year 1965 there was 99,000 tons per year.

In year 1969 there was 1,68,000 tons per year.

In year 1980 there was 2,30,000 tons per year.

In year 2018 there was 3,65,000 tons per year.

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Saukem

plays

a

important

role

in

the

progress

of

PORBANDAR.

About 6000 employees counting staff members, direct and indirect labours and contractors are employed in it. The revenue of company is about 250croces. The company’s age is 60 years till date.

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Business Policy 

Nirma ltd is committed to perform all its activities with the letter and spirit of laws that affects the business and employees.



All employees must exercise the highest level of integrity, ethics and objectivity in actions and relationships which may affect the entity of where the employment represents or negotiates on behalf of the entity.



Employees must not misuse the authority and influence of their positions while dealing with supply chain, fair contractual practices and relationship political parties.

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Introduction to the Production Industry Production management deals with decision making related to production processes, so that the result of goods and service is produced according to specification in the amount and by the schedule demanded and at minimum cost. The production of the firm is concerned with the creation of a product or services required to satisfy customer need. In any business, that activity of production system must be related to the customer demand of reflected in the continuous flow of order. Production means the raw materials is converts into finished products with the help of manufacturing process.

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Introduction of the Product

Soda ash

Its main products are Soda ash, soda ash is mainly known as sodium carbonate, Na2CO3. They manufacture light soda ash using the ammonia soda process and after that process the final product is being send to Rajasthan for the process of Nirma soaps and detergents.

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Sodabi-Carbonate

Sodabi-Carbonate commonly known as the baking soda or cooking soda and also known as NaHCO3. It consumes a somewhat salty, alkaline taste approaching that of washing soda.

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Caustic lime

In the manufacturing industry, limestone is a universal term for rocks that hold 80% or more of calcium or magnesium carbonate, composed with marble, chalk, oolite, and marl.

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Bromine

Bromine is the third lightest halogen through a fluming red brown melted liquid. A chemical component with the symbol Br and consuming the atomic number 35.

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Final packaging

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VISION AND MISSION Vision of the company Give a man orders and he have to do the task reasonably well. But let him set his task becomes a personal mission. “I CAN�

Mission of the company To strive for an environmental beyond compliance. To adopt environmentally sound technologies and management practices for optimum utilization and conservation of natural resources.

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Human Resource Management

Human resource management includes everything related to the employer-employee joining and is about supporting and handling the organization’s people and associated procedures. Human resources are the greatest valued and unique assets of an organization. The effective management of an organization’s human resources is a stimulating, dynamic and stirring task, especially at a time when the word has become a universal village and economics are in a state of change. Most of higher administrations in the public and private sector have their own selected HR department, opening up a large choice of companies and parts to hopefuls. Recent years have seen growing numbers of companies outsource key elements of their HR jobs.

Employees Benefits and Services: Here in this segment very simple data is mentioned that is about the subject things are stated. How they are being benefited in the following opinions and how are the employees fulfilled with the paybacks.

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Fringe Benefits: Here in these segments the information is about that kind of the facility that are given as the basic of the all amenities. PF, leave and all such aids will be given to them here.

Here also some of the other data of the benefits are also said like child care, proposal awards and all such are declared.

Employees Health: Nothing can be finished if the health of the employee is not respectable than it is obvious that the working of the commerce or any of the place will be stopped.

Especially all the worker is covered under the E.S.I. Scheme. Here in this department all the information is mentioned that are being done for the health care of the employee.

Employee Welfare: This part mention about the welfare activity of the employees done within and outside of the workshop to make them happy and keep fresh. As we know that human is the social animal and needs some of the basic welfare so that can be free to be on the work when they are called.

Employee Safety: Here in this department the things that are being done for the safety of the employee in the workshop of Saukem is mentioned. How they are doing and what are the different other programs they are conducting for the safety of it. Also, the information about how they are planning about the safety of the employee is also mentioned.

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Literature Review 1.

Detected that Employee Welfare Leading to Corporate Garments Industries discovered that the study suggests that most of the sample farms offer welfare benefits to their employees and such benefits have improved the productivity and sustainability of the business. The study similarly opens avenue for further research in this field considering employee welfare reporting as a tool for corporate sustainability in the developing counties.

2. Prof. Robinson. M (2017) - The uncomplicated determination of labour welfare is to augment the life of employees and to make them happy and satisfied. Welfare services enable Employees to have a comfortable than more satisfying life. In order to keep improved industrial relations and solidity in the organizations, these types of welfare conveniences can go a long way in civilizing productivity in the organizations.

3. Aswathappa (2010) - Discussed the several types of paybacks and facilities providing to operative’s in relationships of expense for time not worked, assurance benefits, return benefits, pension plans. He also debated the ways to order the benefits and facilities in a better method.

4. Dr. K. Lalith (2017) - The elementary purpose to employee welfare is progress the lot of the service class and thereby make an employee a good employee and a pleased citizen. Employee welfare means all done for the comfort and improvement of the workers above the wages paid which were not a requirement of the industry.

Individuals are allowed to be frozen as full human beings with specific needs, concerns & hopes.

5. David, A Decenzo (2001) and Stephen P, “Human Resource Management explained countless benefits and amenities provided by the concerns to their workforces.

According to them, the legally compulsory benefits and facilities include social

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security rewards, idleness arrival, workers reward and state disability plans. They stroked that the cost of the voluntary paybacks available appears to be collective.

6. Michael (2001) – It is said that the establishment of intra-mural and extra-mural welfare services support in educating the class of work life of worker’s thereby respectable human relations will advance among dissimilar units of employees.

7. Binoy joseph (2009) - article point out that, the construction of welfare positions rests on social security fabric. Government, employers, employment unions have completed lot to help the benefit of workers conditions.

8. Punekar, Deodhar and Sankaran (2004) – It is said that the labor wellbeing is whatever done for comjfort and upgrading, academic and social-wellbeing of the employees done and above the pays paid which is not a requirement of the industry.

9. T. Priyanka (2003) - Workers have always been a vital part of an organization and in this study a determination is put to realize the measures applied to seek employee welfare in facility sector by the way of creation their work life contented. It has been experiential that the workers do not need only economically paybacks but nonmonetary also.

10. Odeku, O. F., & Odeku, K. O. (2014) - In article they have stated that employees is vital to growth of any association, they should be reserved pleased and should be provided with sustainable wages, good packages, and other motivations which are not given to any employees. It is so not rare to see labour confusion as a result of complains of bad welfare provisions and amenities to the workers.

11. Dr. Usha Tiwari (November, 2014) - Every association should afford statutory and non-statutory welfare measures but some association provides some extra welfare facilities to the employees and quality of work life. The welfare measures are very much important for every employee, without this employee cannot work successfully in the association.

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12. Satyanarayana and Reddi (2012) - quantified that the overall fulfilment points of employees about welfare dealings in the association cover is satisfactory. However, a few are not satisfied with welfare measures provided by the organization. Employee assistance programme, complaint handling department, improved facilities, good work place gives worker a good level of satisfactory level. This gives an association to grow considerable sooner.

13. Srinivas (2013) - identified welfare services and employee’s fulfilment level about welfare services adopted at Bosch limited, Bangalore. That most of the, welfare amenities like medical, canteen, working atmosphere, safety measures etc., are provided by the firm and most of the workers are satisfied with the welfare services adopted by the firm towards the worker’s welfare.

14. Mohan and Panwar (2013) - show the retail stores at Udaipur are giving not only intramural facilities but extramural welfare facilities too. It is stretching its hands to provide amenities that may advance health and living values of the workers. The active and well-organized policies and welfare amenities make their employees to perform the job better, which primes to success of the association.

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Need for the Study The study is being conducted to know that whether welfare services plays an significant role on the salaried of employees and know when the employees are dissatisfied welfare services will help them to get interested. Staffs play an important role in the engineering construction of the nation. Hence, administrations have to protected the cooperation of workers in command to surge the making and to get higher revenues. The support of employees is conceivable only when they are fully fulfilled with their employer and the occupied conditions on the job. business persons and the employers believed that their only responsibility towards their workers was to pay them satisfactory wages and salaries.

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INTRODUCTION TO THE TOPIC

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Employees Welfare Industrial progress of country be contingent on its committed labor-force. In this respect the meaning of labour welfare was recognized as early as 1931, when the Royal Commission on Labours stated that the reimbursements which go under this terminology are of great standing to the worker who is unable to protected by himself.

Employees welfare is a term with various services, profits and facilities offered to employees by the employers. The welfare actions need not be monetary but in any forms. This includes things such as allowances, housing, transportation, medical insurance and food. Employee welfare also includes nursing of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against illness, accident and unemployment for the workers and their families. Through these substantial benefits the organization kinds life worth living for employees. Employees have always been an essential part of an organization and in this training an effort is put to realize the actions realized to seek employee welfare in service sector by the way of making their work life satisfied. It has been observed that the workers do not need only monetarily benefits but non-monetary also. Welfare includes the activities that is done for the improvement and comfort of personnel and is provided over and more than the wages. Welfare actions helps in maintaining the morale and motivation of the employees high so as to remember the employees for longer periods.

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Why Need for Employee’s Welfare? 

For Good Industrial Relations



Create Organizational Commitment

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Change in Political Philosophy

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Enhanced Pressure on Employees

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Social service

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Good image over other people

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Thinking about their employees

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Meeting with Changing Environment

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Meeting Research and Development Requirements

STATUTORY WELFARE MEASURES Welfare facilities provided by the employer to the employees under the act termed as statutory measures. Section 42 to 49 of the Factories Act contains specific provisions relating to the welfare of industrial labour. Section 42 to 45 applies to all the place of work irrespective of the number of the workers employed. Section 46 to 49 are applicable to the factories employing a more than a specified number of workers.

These provisions are: • Washing facilities (section 42) • Facilities for storing & drying clothes (section 43) • Facilities for sitting (section 44) • First aid appliances (section 45) • Canteens (section 46) • Shelter, rest rooms & lunch rooms (section 47) • Crèches (section 48) • Welfare officers (section 49)

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NON-STATUTORY WELFARE MEASURES These are the welfare provided by the employer voluntarily though he is not under an obligation under Act or Acts.

• Conveyance facilities • Housing facilities • Educational facilities • Festival advances • Allowances • Leave travel concession

SOCIAL SECURITY MEASURES The opinion social security laws endorsed centrally are as following: • The Employee’s Provident Funds & Miscellaneous Provisions Act ,1952;(EPF Act) • The Payment of Gratuity Act,1972; (PG Act) • The Employee’s State Insurance Act,1948; (ESI Act) • The Workmen’s Compensation Act,1923 (WC Act) • The Maternity Benefit Act, 1961; (MB Act)

THE FACTORY ACT, 1948 This act was endorsed to ensure adequate safety, sanitary, health, welfare events, working hours, leaves with wages & weekly off for the workers employed in manufacturing establishments. The main provisions under this act are: • Safety • Health • Welfare • Employment of women & young persons • Working hours 23

• Holidays & leave with wages

EMPLOYEES BENEFITS SERVICES

Employee benefits and aids in kind include many types of non-wage reward provided to employees in accumulation to their regular wages or salaries. Samples of these benefits include: housing equipped or not, with or without free conveniences; group insurance-disability-income protection; daycare; tuition; trip (paid and non-paid), social security, profit sharing, employer student loan donations, conveyancing; local help and other specific benefits.

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Compensation System According to Henderson Compensation system depends on organization rules and payment system. It take some point. Like, Economies scale available through group purchasing, the benefits through tax and regulation and government laws requiring certain.

Compensation System

Pay for work and Disability Income Performance

Spous Income

Deferred Income

Pay For Time not Health,Accident, worked Liability

Income Equivalent Payments

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2 Non-Compensation System According to Henderson Non-compensation system contains many of the components that behavioral scientists have been describing for 50 years as critical improving workplace performance.

Non-compensation System

Dignity and Satisfaction work performance

Allocate Suffciant Resources

Offers Supportive Leadership and Management

Social Relationships with co-workers

Physiological,Health, Intellectual growth

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Types of Compensation

Direct Compensation is wage providing to service in exchange labor and services.

What makes it straight is that it is agreed with labour without an middle. Under direct compensation.  Pay: It consists of earnings and salaries established for performance work. It can be base salary and merit wage based on job performance.  Incentives: These are provided for the employee’s advantage but is not specified directly to the worker. Under indirect compensation around two performing work. It shall be piece wage, commission, bonus, profit sharing, etc. Indirect compensations are provided for the employees benefit but is not given directly to the employee.

Under direct compensation there are two types of compensation:  Benefits are the costs addition to pay. They can be 1. Pay for time not worked: paid vacation, holidays, leaves

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2. Protection Programs: Pension, Gratuity, Insurance etc 3. Executives Benefit: Free Newspapers, telephone etc Employee Compensation and Benefits Management:  Service and Perquisites: They increase employees wellbeing at on cost or significantly reduced cost to employees. They can be 1. Housing, transport, food 2. Loans Children’s, education expenses 3. Discount on purchases, credit cards 4. Social-culture recreational activities; club subscriptions.

Retirements programme a) Employees provident fund – A statutory, hybrid, interest guarantee retirement plan administered & supervised by a government entity called the employees provident fund organization (EPFO).

Employees contribute up to 12% of basic salary with an option of paying an additional 12% contribution. Employers also pay 12% of basic pay, out of which 8.33% is used to fund the pension portion of the provident fund, called the employees’ pension scheme. The remaining 3.67% is deposited into the employee’s provident fund account. Interest is credited at a rate that is announced by EPFO each year in consultation with the government. Employers pay an additional 1.61% to EPFO partly as an administration charge and partly to buy life insurance for the employees.

SAURASHTRA CHEMICALS DIVISION OF NIRMA LTD has been playing positive role in EPFO scheme by serving the employees their rights truly.

The company cuts 1800rs from a salary of worker as a provident fund i.e. if he is getting 15000rs as his basic pay and company also invest 1800rs as their duty.

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B) private plans – there are several types of retirement plans available in India, depending on benefits offered:

Superannuation plans: superannuation plans are optional retirements plans which are often offered to selected employees. They can be defined benefit or defined contribution in nature. i.

Pension plans: legacy pension plans in India are limited to certain industries like banks, mines, plantation, railways & others) or were created in others cases as a result of unions cases as a result of unions pressures. Very few private companies sponsor pension plans in India.

ii.

Gratuity: this is defined as benefit plan, mandated by law (payment of gratuity act) that provides a minimum lump-sum payment of 15 days for each year of service. It is applicable to all employers with more than 10 employees. The benefits are tax free up to Rs 1,000,000/The employer can either book reserve for the benefits or establish a fund. In the event it is funded, the employer can claim contributions as allowable deductions against taxable income, subject to overall limits. Funding can be arranged using a trust or an insurance policy.

Most employers prefer insurance policies; the administration & documentation are simpler than establishing a trust around 60% of employers in India fund the gratuity obligation. The company is performing their duty fairly by providing gratuity to their employees, none of their workers are unsatisfied by their work.

1. Health benefits: Main thing in any of the workshop is the health of the worker. As they are the main asset of any business, they have to be nourished. Main motive of improving working conditions and the working environment and maintain the health of the 29

enterprise as a whole by providing occupational health services to workers and expert advice to the employer on how to achieve the good health.

These are one of the most common & usually the most expensive employee benefits that an employer can provide to its employees. They range from the usual group health insurance coverage to reimbursement of pharmacy& outpatient bills, on-site doctor on call or discount arrangements with healthcare providers. There is a gradual shift fromthe traditional all expenses-paid inpatient indemnity health cover to alternate methods of risk or cost sharing like co-pay health insurance plans or high-deductible plans.

Most of employee’s fund hospitalism cover via an insurance policy which is preliminary an indemnity product. The health coverage may cover just the employee or spouse or children. Some cover employees’ parents as well.

Minimum sum assured to an employee is above Rs2,00,000 to each.

Saurashtra Chemical Division of Nirma LTD is providing health and medical benefits to their employees by giving ESIS scheme and they also have their own medical center in their residence area and in their industries with qualified and experienced surgeons and doctors, they also have x-ray machine and laboratory of their own with every possible test. They also organize wellness programs with additional benefits like preventive health check-ups, health risks assessments & gym memberships, vaccination, yoga, meditation classes & physiotherapy etc.

They provide free facilities to their employees and also at minimum rate to nearby remote area peoples.

Their team of 3 doctors and 5 nurses once in month organize a camp to the residence of the employees in which they give them free checkup.

2. Housing facilities:

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They have situated colony 1km away from the company for all the employees like 2,A-type quarters for senior heads of the company, 30,B-type quarters for managers and engineers who are permanent in their jobs, 59,C-type quarters for only engineers who are married but not permanent, 256,D-type quarters for workers and labors who are performing their work efficiently and who are permanent on their job,100 S-type quarters for the people who are singles and married but they are from different states and working under company but not in company like teaching in the company’s school, working in the medical center, doing work as security guard, working as a cooperative store manager,in the dairy of the company etc. 300 small houses in the society namely (Balaji Nagar)for the peoples who are not permanent but working on contract basis.

In short, the company is providing a better residence facility for their employees.

3. Education facility: They have a reputed field name in the education in the town, they have their own school running under central board (CBSE) from STD 1st to 12th.

It is situated 2.5kms away from the Arabian sea in the chayya, area of Porbandar district. In that the children of the employees can get admission with only 25% of paying the original fees of the school which other students were paying.

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4. Saukem welfare centers: - The company has provided 2 welfare centers 1. Saukem welfare club for all those who are working as seniors in the company.

2. Saukem employees club for all the workers.

In this club there is carrom room in which the employees and their family members can play carrom when they want in between 9 am to 9 pm.

It also has a huge court for badminton and table tennis.

A room for playing chess and cards.

One marriage banquet for any type of social function.

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5. Other benefits: There are various benefits which has been offered to employees by Saurashtra Chemicals Division of Nirma Ltd. These are listed below-: Paid time off/ leave encashment programmes:

The second-most-common

employee benefit programme in India is paid time off/ leave encashment programme.

All employers in India have a leave policy where they either allow employees to carry forward their untaken leave to the next financial year or cash the value at the end. a. Food coupons: Large Indian companies provide lunch for their workers through a canteen on site. More recently they have been providing employee food coupons as an alternative. Under current income tax rules, coupons are non-taxable up to Rs50 per meal. Hence, assuming 22 working days in month and one meal per day.

b. Flex-time: This benefit is one of the most appreciated by employees but underutilized by employees. It is a more recent development & primarily provided by large employers specializing in information technology or information technology enabled technology (IT-ITES). Flextime is offered only to employees who have spent a certain amount of time with the organization & is offered under strict & manually acceptable policies.

Companies are finding that flextime is a strategic business tool that improves productivity & quality of life for employees. Its popularity means that more companies are realizing that informal schedule changes can create communication problems and hostility among employees. To combat this problem, more organizations are implementing formal policies 33

that require workers to be present solid business cases for flex-time, including how it will benefit their clients & how they plan to manage workflows with team members & supervisors. c. Transportation benefits: Company is providing RS2000 to every permanent employee as a transportation cost and additionally Bus facility to employees who are coming from far areas. d. Future education: As people near their retirement age, they understand the need for a plan which can help them overcome the financial anxiety of retirement.

Unfortunately, by that time it is usually to late. As financial awareness increases among the general public, people understand the need to save the early & the power of the compound interest.

In order to help its employees, overcome this retirement anxiety & to provide them piece of mind,there are few companies in India that have started to conduct financial education seminars to help employees manage money more responsibly.

e. Conditions of Working Environment: Working environment is the main thing that are affecting the worker’s mind to work. Here from the above statement we mean that, surrounding of the employee has a great effect on the work that has to be done by the worker. Many at times it is happening that worker will work according to the environment they are having. That is if the environment is not proper than the worker will not feel to work from the heart and ultimately that will affect the quality of the worker. So, to maintain the quality if the work and to maintain the worker they have to keep the environment clean.

f. Flex benefits: flex benefits have few advantages 34

i.

The employer derives good value from financial commitment to a mix of benefits that the employee has controlled & therefore

ii.

appreciates.

Recruitment & retention rates should improve as a result of higher levels of employee satisfaction, tax efficiency & commercial advantages.The tax efficiency arises in general both to the employee and employer. Neither would expect to be worse off as a result of the new structure, & in many causes they may see tax advantages.

G. Leaves & Holidays: There are 5 types of leaves are provided to the employee in a year.  Festival holiday- 12 days with full pay.  Casual leave- 10 days with full pay.  Earned leave- 14 days with full pay.  Sick leave- 14 days with full pay.

H. Annual Increment sSpecial increment also given those who demonstrate extraordinary experiences or skills.

Employee Benefit & Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. An idle compensation & Benefit management system will help an organization significantly boost the performance of its employees and create a more engaged workforce that’s willing to go the extra mile for an organization. That is why I have decided to do our report on “Employees Benefit & Compensation management”.

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I. Temple Saukem has made a temple in the middle of the colony so that everyone can come there to pray, in that temple every festival like Janmashtami, Ramanavami, and Many others is celebrated by the employees and their family members.

J. Consumer cooperative store Saukem has opened a cooperative store in the colony itself so that people can get every type of things which the family needs to fulfill their needs in daily basis.

INTRODUCTION TO RESEARCH The arrangement of collecting data for research project is known as research methodology. Theoretical or practical research for example management research may be strategically conceptualized along operational planning methods change management. Some important factors in research methodology include legitimacy of research data ethics and the reliability of measures most of your work is finished by the time you finish the analysis of your data.

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OBJECTIVES 

Employees welfare was a major issue of employers and owners. Prior to the labour unions in the organizations and labour unions movements in the early



20th century Employers cared little about their real assets of the organizations that are employees of the organization by not providing employees welfare and instead thought of employee labour as something to be bought at the cheap rate



possible.

In todays era employees must be taken care as they can make a company



profitable and a most loss earned also.

Company need to provide welfare facilities to the employees to keep them



motivated at high level. There are 2 acts for this 1. Industrial acts like factories act 1948 2. Dock workers act (safety, health and welfare) 1986, mines act To understand that how welfare measures improve the motivation of the employees and how welfare facilities are being provided in the organizations



and how employees are being satisfied.

To know which types of benefits are being provided to the employees in the



form of the welfare.

To acquire basic knowledge about the welfare facilities provided by industry



in India.

To know the satisfaction level of the employees.

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STATEMENT OF PROBLEM This research was limited because of facts that the major sources and data are from the direct contact of HR manager and employees of the organization.

Major problems are 

Due to this pandemic of COVID-19 in the world there are many problems like

 

many of the employees are being fired from the job.

Employees are satisfied with the benefits provided to them as a welfare Employers are not able to think with a view of employees they are helping



with the needs and wants which they think not from the view of the employees The data which is shown is 100% correct.

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SOURCES OF DATA COLLECTION The task of data collection after a research problem has been define and research design/plan checked out. While deciding about the methods of data collection to be used for the study, the researcher should keep in mind two types of data viz.

(1) Primary data and (2) secondary data  Primary data: The primary data are those which are collected afresh and for the first time and thus happen to be original in character.

In bank, primary data have been collected through discussions with executives and staff in the bank. there are following methods of obtaining primary data:  Questionnaire or survey method  Observation method  Panel research  Experimental research

 Secondary data: The secondary data are those which have been already collected by someone else and which have already been passed through the statistical process.

By reading books of the company and by taking the guidance of the company members.

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RESPONSES

AGE 7.84% 31.37% 27.45%

21-30 31-40 41-50 51-60

33.33%

CHART 1 I have taken the responses of the people in the organization with the age group of 21-60, and the responses are as above.

40

50 45 40 35 30 25 20 15 10 5 0

MALE

FEMALE Seri es 2

CHART 2

This bar graph shows the gender of the respondents of the questionnaire and by analyzing this we can know that there are many male employees’ respondents as compared to the female employees.

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Q. From how many years you are working with this Organization?

Column1

11.76%

11.76%

29.41%

29.41%

0-5 YEARS 5 - 10 YEARS 10 - 15 YEARS 15 - 20 YEARS MORE THAN 20 YEARS

17.65%

CHART 3 By seeing this responses we can see that the time span spend in the organization from 0 to more than 20 years is there and most of the employees are working in the slot of 5– 10 years and 15 – 20 years in the organization,

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Q. How do you rate the Working Environment of the Organization?

25 20

20 17

15 10 9 5

4 0

G HI

Y HL

TI SA

Y OR T AC SF

E AV

GE RA

LY

TI SA

Y OR T AC SF

TI SA

S

R TO C FA

I LY

DI

I AT SS

S

I CT FA

ON

HI

LY GH

D

TI SA S I

2 Y OR T AC SF

CHART 4

After getting this much responses we can say that most of the employees are averagely satisfied with the working environment of the organisation, and can say that the management of the company is being succeed in making their employees happy.

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Q. How do you rate the medical benefits provided by the Organization for the employees & their families?

Column1 HIGHLY DISSATISFACTORY; DISSSATISFACTORY; 7.84% 1.96% HIGHLY SATISFACTORY; 33.33% SATISFACTORY; 21.57%

HIGHLY SATISFACTORY AVERAGE SATISFACTORY DISSATISFACTORY HIGHLY DISSSATISFACTORY

AVERAGE; 35.29%

CHART 5

By getting these responses we can say that the employees of the organization are averagely satisfied with the medical benefits provided to them as a part of the employees benefits and it is a good thing to get such a good response from the employees

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Q. Does the company provide maternity leave to Female Employees?

CHART 6

Column1 Col umn1 50 45 43 40 35 30 25 20 15 10

9

5 0 Y ES

NO

By getting this type of response by around 80% of employees are saying yes for providing maternity leave to the female employees is such a good thing for a organization and both for the employees also.

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Q. How do you rate the working Hours of the Organization?

Column1 6.25%

25.00%

39.58%

1 2 3 4

29.17%

CHART 7

As by the responses we can say that the rating for the working hours is much better as compared to the other organizations.40% of the respondents are saying that the working hours is averagely good.

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Q. How do you rate the Conveyance Allowance offered by the organization?

CHART 8

Column1 2.13% 25.53% 42.55%

1 2 3 4

29.79%

The conveyance allowance offered to the employees is rated 3 out of 4. So it is also accepted positively by the employees of the organization.

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Q. Rate the Organization?

Overtime

allowance

offered

by

the

CHART 9

Column1

17.54% 3.51%

29.82%

17.54%

1 2 3 4 5

31.58%

The overtime allowance offered to the employees is not that much good because only 18% of the respondents have rated 5 out of 5, so company need to do changes in the overtime allowances.

48

Q. Are you satisfied with the drinking water facilities provided?

CHART 10

Column1

16.67% yes no

83.33%

83% of the respondents have rated the drinking water facilities is being satisfied so we can say that the organization is taking care of the hygiene of the employees.

49

Q. How often first aid box with prescribed contents is available?

CHART 12

Column1

12.50% 40.00%

every time most of the time rarel y avai l abl e

47.50%

Around 47% of the respondents are saying that first aid box with prescribed contents is available most of the time so the organization is also taking care of the safety of the employees and it is good ethical thing to do for the employees.

50

Q. How do you rate leave policy of the Organization?

CHART 13

Column1

15.00% 30.00%

1 2 3

55.00%

Around 55% of the respondents are saying that the leave policy is good and rated 2 out of 3.

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Q. Does the company takes safety measures for employee safety?

CHART 14

Column1

16.67% yes no

83.33%

By studying this we can say that the organization is providing safety measures for the employees by providing them safety shoes, helmet, gloves and a safety belt for the workers working at a very dangerous level.

52

Q. Does the company takes care of the employees working in night shift?

CHART 15

Column1

37.50%

yes no

62.50%

It is being noticed that the company is taking care of the employees who are working in the night shift.

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Q.) Do you think that management tries to minimize the stress at workplace?

OPTIONS Yes- 50% No- 0 % Don’t know 50%

Q. Rate the overall satisfaction with employee welfare activities of the Organization?

CHART 15

Column1

18.64% 1 2 3 4

33.90%

32.20% 15.25%

The overall rating of the satisfaction level of the employees by the welfare activities provided by the organization to the employees is higher at 4, means the satisfaction is much more for many of the employees.

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SUGGESTIONS  

The Performance should be linked with the incentives.

Drinking water provided to the employees in the quarter (home provided by

 

the company) should be improved.

The Transportation facilities should be better taken care off.

Emphasis should be laid on creating more satisfactorily residential facilities



for all their employees.

The administrations higher management should consider workers grievances



more carefully and sincerely.

The Labour welfare officers should work with the aim of satisfying the needs

of all their workers.  The company should have 2way communication that is higher management should be more interactive with the employees.

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CONCLUSIONS The company is doing such a good job by providing employees welfare facilities to the employees of the organization. All the employees are mindful of the welfare facilities provided by organization. All are agreeing yes to the questions. 90% of the respondents agreed that there are ambulance services in the factory premises, respondents are aware of the insurance schemes provided to them.

It was such a good thing to learn about the company’s welfare and other things as a part of internship, thus I can conclude that in the organization employee welfare facilities is taken as important for overall growth. A lot of activities are going on and many facilities are provided for employee development and their welfare. Just there is a requirement to improve upon a little other than that everything is worthily satisfied.

Bibliography Books: 56



Human Resource Management; sultan Chand & publications.

Class 12th



Human Resource Management sultan Chand & publications.

MBA



Articles about the company



Garry Dazzler human resource management

I have also considered the internet for this report. The link of the internet is as follows: 

http://www.investopedia.com/terms/h/humanresources.asp



www.google.com



Slideshare.com



www.wikipedia.com



www.google/googlescholar.com



Google forms

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