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project report employee welfare (mithun kumar sheel

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project report employee welfare (mithun kumar sheel

  1. 1. Phonics Group Of Institutions Roorkee (Affiliated to Uttarakhand Technical University Dehradun) Summer traing project report On Employee welfare or health and safety With Price And Buckland India pvt ltd (FOR THE PARTIAL FULLFILLMENT OF MASTERS OF BUSINESS ADMINISTRATION) Submittedto, submittedby, Shatakshi Kausik Mithun Kumar sheel Faculty of mgmt MBA 3rd sem.
  2. 2. STUDENT DECLERATION The project has been undertaken as a partial fulfillment of the requirement of the award of the degree of masters of business administration of uttarakhand technical University, Dehradun. The project was executed during the summer break after the MBA semester under the supervision of Mr. Chander Prakash (senior manager Human resource) Further, I declared that this project is my original work& the analysis & finding are academic purpose only .this project has not been presented in any semester elsewhere for the award of any degree or diploma. SIGNATURE MITHUN KUMAR SHEEL MBA 3rd sem.
  3. 3. ACKNOWLEDGEMENT The satisfaction that accompanies successful completion for any task would we incomplete without mention of the people without the mention of the people who made it possible. I consider it may great privilege to have worked under the expert guidance of Mr. Chander prakash (senior manager HRD),his guidance, suggestion and constant encouragement saved me from many pitfalls through the time of my training. I also want to express my gratitude toward Mr. Ashok kumar sikdar .(production head manager) for his constant guidance and his support. I am very thankful to PRICE AND BUCKLAND INDIA PVT. LTD. For trusting in me. I am also indebted my miss Shatakshi ( internal guide) my sincere go to all the particulars of the training that extended help willingly and made the training highly enjoyable. Student name: MITHUN KUMAR SHEEL
  4. 4. CHAPTER ARRANGEMENT page no. CHAPTER- 1 ……………………………………………… 1. Introduction……………………………………………. 2. Objective………………………………………………. 3. Period of study………………………………………… 4. Methodology………………………………………….. 5. Limitation of study……………………………… ….. 6. Scope of study………………………………………..... CHAPTER- ll…………………………………………………. 1. company profile………………………………………., CHAPTER-lll………………………………………………… 1. Recruitment and Selection…………………………… 2. Process of recruitment and selection ………………… 3. Factor affecting the process…………………………… CHAPTER- lV……………………………………………….. 1. Data analysis………………………………………… 2. SWOT Analysis……………………………………… CHAPTER- V……………………………………………… 1. Questionnaire…………………………………… 2. Suggestions and Recommendation…………… Bibliography……………………………………………….,,
  5. 5. PREFACE: human resource management is both an academic theory and a business practice that address the techniques of managing workforce. The theoretical discipline is based on the assumption that employees are individual with varying goals and need, and such should not be thought of as bonded labor or can be purchased at price. The field takes a positive view of employees and study of practice followed by organization to manage this intellectual capital for their maximum satisfaction , so that they can work to the best of their ability. So, as a MBA student I must know the practical implication of concept of Human Resource Management , PHONICS GROUP OF INSTITUTIONS has gives me this golden opportunity to meet his end, by means of this project work. Project work consist of visit to the company and collecting the information about the practice being followed there, as an HR student my aim was to get a deep insight into HR functioning and to know about the vital role that HR department lays in functioning of other department. I have done my project work PRICE AND BUCKLAND INDIA PVT LTD. NOIDA, as a requirement of degree of MBA. I hope to provide relevant information about the various HR function of the organization in a nutshell by means of this report. It had been a constant endeavor to remain informative and to the point.
  6. 6. INTRODUCTION As we know that in today’s competitive world it’s very tough for every organization to compete to others. In any organization human capital is most important factor to compete to this situation. Human resource affects every part in an organization. So today every org. very attention to search the talent pool for their org. Recruitment & selection is so an important exercise to a personnel manager.Every year a number of companies becomes bankrupt due to their poor performance. Presently number technique available to judge the current position of the business. Summer training is an activity where the person is trained for a person is trained for a present job. It improved the performance of a person towards the society and also towards the Organization. I have taken this project to enhance or to gain knowledge in the field of human resource management in an organization. I had completed my training from PRICE AND BUCKLAND INDIA PVT LTD
  7. 7. OBJECTIVE OF THE STUDY The main objective of this study is to get information about. Non statutory welfare measure impact on employee productivity This Dissertation report also covers following objectives: To win over employee’s loyalty and increase their morale. To know about the workers expectations on welfare facilities To know about the satisfaction level of workers on welfare facilities. To know welfare facilities provides social comfort to employees. To know intellectual improvement of employees. To build stable work force. To reduce absenteeismand employee turnover. To make employees lives good and worth living. To provide healthy and proper working conditions. To ensures that the working conditions for employees are of higher standard To know well-being of employees and families. Employee Welfare enhances efficiency of workers, it improves health and upgrades economic and social status of workers..
  8. 8. LIMITATION OF STUDY 1) The research process was time consuming and little expensive well. 2) The sources of data collection were limited. 3) It was difficult to complete a study of this nature and to study all the aspect of Problem with in short period. 4) The time factor is important.
  9. 9. RESEARCH METHODOLOGY To get a reporting any particular area; research is required & that research is being done through data collection. Data could be collected through its sources such as- • Primary sources. Observation method Interview Method Structured questionnaire • Secondary sources. Books Annual Report of the company Journals & Magazines Company Websites • Time schedule • Sample Design Target population:- price and buckland india pvt ltd Sample unit :- Individual Sample size :-150 Individual Sample area :-)price and buckland india pvt ltd Noida I have gone through secondary sources of data collection while preparing this project report. While going through secondary sources of data collection I have gone through www.pbonline.co.in Wikipedia Google.com Various books of HR Department
  10. 10. Company profile Made in India, Born in Britain As leading international school uniform and sportswear specialists, we will help you to stand out from the crowd by designing and producing premium garments, tailored to your school. Over 50 Years of Design and Manufacturing Excellence Price & Buckland are a leading school uniform and sportswear manufacturer based in Delhi NCR, India. Partnered with our parent company in the United Kingdom, we have a rich heritage and a wealth of experience in bringing an exceptional range and quality service to meet customer needs. We supply bespoke uniforms to both schools and universities, with student populations of up to 7000 across India, the Middle East and Europe. In addition, we have also delivered uniform solutions to large blue chip companies including Virgin and British Airways, alongside well- established retailers such as Boots and British Home Stores. Our core principle is a simple one: we want to provide high quality, affordable uniforms, in a socially responsible way, whilst supporting you through excellent customer service. British Branded Price & Buckland have been established since 1959, this stands for superior quality, reliability and a superb service. design, produce and supply tailor made garments from our own dedicated factory, ensuring quality and consistency at every step Outstanding value Our prices have remained competitive year after year, so you’ll know you’re getting best value.
  11. 11. Naveen Thapliyal Director, Price & Buckland India Ltd. Standing at the forefront of expertise in production, international marketing and business development, Naveen Thapliyal is the Director and principal founder of Price & Buckland India, a leading schoolwear manufacturer located on the outskirts of Delhi, with its parent company based in the UK. A go-getter, Naveen holds an MBA degree in management, international trade and business administration. He has 19 years of expertise in the textile industry, heading up the business planning, management, marketing, sales and other core facets of the company. His vast experience in establishing and creating business solutions is testament to the inception of Price & Buckland (India). Aside from the continual strategic planning in order to sustain company growth, Naveen also oversees the day to day smooth functioning of the organisation. From understanding the market needs and maintaining international relations with clients, to managing the internal functions, Naveen is the driving force behind the development of the company. As well as being a dedicated entrepreneur, Naveen enjoys keeping abreast of current affairs happening around the globe – be it business, sports, social or politics. With a dynamic personality, he strongly supports continuous mentoring and encourages a fun and friendly ethos within the workplace. Naveen’s association with Price & Buckland is longstanding. He envisions taking the company from strength to strength, both in India and beyond, by offering exceptional school uniform and sportswear solutions with the continuous support of UK partners Nick and Anthony Buckland. Nick Buckland Director, Price & Buckland UK Ltd. I take great pride in being part of a family business that is fast approaching its 60th anniversary. The business has been through many changes since it was established by our father in 1959 and we continue to evolve and change in response to our customers and to the opportunities offered by new technology. Together with my brother, Anthony and long standing colleague, Naveen, we care passionately about what we do and together with all colleagues from across the business, we’re very proud to be a truly global schoolwear supplier. From our new manufacturing base here in India, we are now distributing uniforms to children in Europe, India, the UAE as well as Canada. We believe in always putting the customer first and we work tirelessly to manufacture and supply high quality garments, that are value for money and supported by a service that is second to
  12. 12. none. This ambition is only made possible by working with an amazing group of dedicated people who share the same ambition and belief. Ant Buckland Director, Price & Buckland UK Ltd. I believe that it has been by maintaining our strong family values that Price & Buckland has grown into a successful global schoolwear brand. We care about the people we work with, we care about the quality of what we produce and we care about our customers. There is an overriding passion within Price & Buckland and a dedication that runs throughout the business to design, manufacture and deliver superb quality and value to our schools and parents, wherever they may be in the world. By putting our customers first and working together as one team, we can exceed our customers’ expectations and offer schoolwear solutions that are unique and truly exceptional. Family run, for families Company owners Ant and Nick Buckland in their school days Long ago, our father decided to start making school uniforms that children would love to wear, inspired by happy memories of his own school days. We’re still the same family run company today, with the same simple ethos and passion. Here at Price & Buckland, we want your school pupils to look good and feel great, making sure that they are ready to learn and eager to embrace school. A wealth of experience Since 1959, we have designed and manufactured high quality uniforms for schools and colleges, as well as corporate uniforms for some of the world’s leading companies.
  13. 13. Based outskirts of Delhi and partnered with Price and Buckland UK, we have a wealth of experience in providing excellent customer service and exceptionally high quality garments. star-iconWe have supplied large blue chip companies including Virgin and British Airways, as well as well-established retailers such as Boots and British Home Stores. We currently supply over 2,000 primary and secondary schools across Europe with unrivalled bespoke garments. Our service to you Because of our commitment to providing our customers with the very best service, from beginning to end, Price & Buckland has become a leader in schoolwear manufacturing. Our core values are simple: we want to supply superior quality, affordable uniforms and sportswear, in a socially responsible way, whilst supporting you through exceptional customer service. Unlike traders, we oversee the design, production and delivery of all of our garments, in our own dedicated factory. For our customers, this means that we can adapt to your unique requirements, so that you end up with a school uniform that your school pupils love to wear, their parents can afford and school owners and management are really proud of. Our New Product Development Team are extremely skilled and are at the forefront of school uniform and sportswear trends. Inspired by the latest styles and using the very best fabrics and yarns available, we are able to introduce fantastic new designs year after year. Everyone at Price & Buckland are passionate about our core values and are proud of the garments that we offer. Hopefully you’ll find these pages useful and if you require any further information or assistance please do not hesitate to get in touch. We fully believe that it is important that you have a uniform that enables you to truly stand out, as well as reflecting the core principles of your school. Schoolwear that speaks volumes Not only does a fantastic school uniform help to generate positive perceptions of your school identity to the wider community, it also has a positive effect on the pupils who wear it. By choosing Price & Buckland for a premium school uniform, we can make sure that your pupils look and feel great, performing to their best and feeling like a team. Since coming to Price & Buckland, many of our customers have noticed an increase in concentration in their pupils, greater academic achievements and a heightened respect for the schools core values.
  14. 14. Our uniforms exceed expectations every time. Your uniform, your way. Are you looking to tailor your existing uniform? Are you perhaps wanting to create a brand new one? Whatever your requirements, we can work with you to strengthen your school identity and help you to stand proud. With our almost limitless range of fabrics, finishes, colours and styles, we can design and produce a custom made uniform that is distinctive, original, robust and affordable. When you choose to customise your school uniform with Price & Buckland, you can rest assured we’ll deliver exactly what you are looking for; whether it’s a prestigious uniform, classically styled to reflect your traditional core values, or something with a more modern twist. Alternatively, your school may have a more casual approach to uniform, where comfort is essential. We can create all of these and much more. How does this work? By getting to know you and what you want from your schoolwear, we will produce visuals to help you get a real feel for how the colours and styles look and give an impression of how the uniform might come to life, followed by sample garments for you to assess the quality and fit on an actual pupil.
  15. 15. We can provide both compulsory and optional uniform items, as well as coordinating accessories. Many of our happy customers have benefited from our expertise and the years of experience we have in the industry. Some schools require an update or refresh to their existing school uniform, some are looking to add a bespoke blazer or a specific itemto help them stand out from the rest, whereas other schools require help putting together an entirely new uniform from scratch, often with the added challenge of a coordinating sports kit. But with Price & Buckland, we take care of the whole process, whatever you’re looking for. This is why Price & Buckland really can be the best choice for you: not only do we manufacture and supply uniforms to the highest standards, year after year, but we also work very closely with each customer to advise and direct at every step of the way. Our end-to-end service is second to none, with a dedicated team who can personally develop a top quality uniform in your preferred colour scheme with just the right finishes across all garments and fabrics.
  16. 16. What sets us apart At Price & Buckland, no request is too big or small and we are delighted to serve such a variety of schools and organisations, often meeting and many times exceeding their expectations. With our unique manufacturing capabilities, we can ensure consistency down to the finest detail, including your school logo. Whatever the style of your school emblem, with our skilled design team based in the UK, we can deliver precision on every garment and we can even incorporate Arabic words and lettering. With the end result of perfect quality, colour and style, we go above and beyond to ensure you end up with an outstanding uniform. Once you are happy with your chosen garments and the overall look of your uniform, you can sit back and relax while we work to deliver your fantastic new schoolwear. With our own state-of-the-art production facility and dedicated workforce, you can be confident knowing that you are receiving a truly reliable and efficient service. We can supply your new uniform to you in any number of ways, the most popular being direct to your school, or your school shop. With an efficient supply chain and extremely skilled workforce, our delivery service is second to none.
  17. 17. You can rely on our consistency time after time. There’s a good reason why schools have been loyal to Price & Buckland for decades: because we deliver on our promise of premium quality garments and outstanding customer service, year after year. With our dedicated manufacturing facility and a long standing history of production excellence, Price & Buckland has a unique ability to produce made to measure uniforms and sportswear that are both distinctive and practical. By applying effective design techniques and using the latest production methods, we can help schools to create a unique image that’s affordable for parents. Quality throughout At Price & Buckland, we have a ‘right first time’ ethos which extends beyond just the quality of our garments, right through to our customer service. When you purchase your schoolwear from us, we can guarantee that your uniform will be of a consistently high quality, no matter how many orders you place, from one year to the next, your garments will be exactly the same in all ways, every time. New beginnings In 2010, we opened a brand new 50,000 square foot factory in response to an overwhelming increase in schoolwear orders. This latest addition to the growing Price & Buckland business secures over 250 jobs and also maintains rigorous high quality standards, an efficient supply chain and vast improvements to our delivery service. Based in a busy economic area with a thriving textile industry, the new factory has allowed us to significantly enhance the reliability and continuity of our colours, sizing and fabric quality; which in turn has improved our flexibility and cost control. Because of this, our customers can have the confidence that their pupils will be dressed in a uniform that meets, often exceeding their high standards, every time they order from us.
  18. 18. All under one roof Having our own factory means that we are able to adapt to the needs of our customers without ever compromising on the quality or the look of the uniform that is required. By using the most efficient production techniques and the best fabrics on the market, we are able to drive down the cost to a price that remains consistently competitive. We have a production capacity of over 1,000,000 pieces every month and we are able to manufacture knitted or woven school uniforms and sportswear, as well as custom accessories for a fully coordinated uniform range. We know schoolwear which is why we chose to cut out the middle man. Through every stage of garment design and production, to the quality of our packaging and delivery service, you won’t find a better schoolwear supplier. An international benchmark As a fully SA 8000:2008 (Social Accountability) certified company, we aim to make our new state-of-the-art factory a benchmark in international clothes manufacturing, by ensuring the very best quality control of all processes, across the board. Doing our part At Price & Buckland we are very proud of our ethical trading and social responsibility values, continually striving to guarantee excellent working conditions and practices. We also do everything we can to contribute to the quality of life in communities outside the UK. Our workers are happy and are looked after, this means they in turn maintain our very high standards. We make every effort to reduce our carbon footprint and ensure our business practices comply with relevant laws and regulations. Ethical trading and sustainability are at the heart of everything we do. The Price & Buckland approach Rather than taking an arm’s length approach, Price & Buckland are far closer to the supply process than most other school uniform suppliers. That’s because we manufacture the garments ourselves in our own dedicated factory facilities. We have total control and full visibility of the working conditions, practices and pay of every employee. Our factory has recently been credited as being a fully SA 8000:2008 (Social Accountability) certified company. In addition, we not only ensure exceptional conditions for
  19. 19. our skilled workers, but also maintain precise control of the quality of the garments that they produce. Further up the supply chain, we also visit the yarn and fabric producers to ensure the highest standards are maintained on a regular basis. Regular audits are carried out to assess the quality of the fabrics, which enables us to preserve the consistency of our garments. From the workers who weave the yarn, the knitters who knit the fabric, to the pattern cutters who make the garments; we get to meet them face to face. Supporting charities For many years we have supported ‘Room To Read’, a non-profit organisation dedicated to improving literacy and gender equality in education, in the developing world. In the last six years we have donated over £50,000 of our profits to helping improve children’s lives in Asia and Africa. We have also established the PB EduFoundation in India, which helps children and schools by providing them with educational tools and resources. In addition to the larger corporate donations, every employee gets involved in raising hundreds of pounds for a wide range of other charities, giving back to those less fortunate than ourselves. There are numerous benefits to choosing Price & Buckland, but here are our big three to get you started: 1 British branded With over 50 years’ experience and a rich heritage of manufacturing premium schoolwear for a wide range of different schools, we are immensely proud of our British roots. Based on the outskirts of Delhi and partnered with Price and UK, we stand for superior quality, reliability, honesty and excellent service. Our highly skilled New Product Development Team are leading the way in great design; year after year we innovate in order to create uniforms that are full of character and style. Our garments have been tried and tested by over 2,000 primary and secondary schools, as well as numerous large blue chip companies. We have an unrivalled track record of producing outstanding school uniforms and sportswear, using the latest technologies, in our very own factory.
  20. 20. We pride ourselves on delivering fantastic results to our customers as well as our ethical trading and sustainability values. We ensure that we invest in our staff and keep them happy and motivated as well as supporting charities locally and beyond, we do genuinely care. 2 Manufacturers, not traders We design, produce and supply made to measure garments from our own dedicated factory, ensuring quality and consistency at every step. Because Price & Buckland is a manufacturer as well as a supplier, we have complete visibility and control over the entire production process, from start to finish. Not only does this enable us to easily adapt to our customer requirements, but we are also able to ensure extremely high standards in the supply chain. We have our own factory based in a thriving textile industry, where we locally source and select the very best fabrics and materials. Since we can ensure superior quality across all stages of garment production, our customers have every confidence in our schoolwear and the consistency that they get year after year. No matter how many orders they place with us, we can guarantee the same high quality, every way, every time. With our huge inventory of fabrics and skilled manufacturing team, we can deliver new and refill orders quicker than any other supplier. Our new factory is a benchmark in quality overseas manufacturing; our facilities and production equipment have significantly improved our efficiency and the overall worth of our products. Our customers can expect a quick and reliable service, whether it’s their first order, or subsequent sale. 3 Outstanding value Our prices have remained competitive year after year, so you’ll know you’re getting best value. We firmly believe that a great looking uniform can be affordable. That’s why our prices have remained competitive year after year, without us compromising on the premium quality of our garments. Because you come direct to us, the manufacturer instead of going through a third party, we are able to offer fully bespoke schoolwear, without the expensive price tag. By choosing locally sourced fabrics and producing garments using the latest technologies, we are able to greatly improve efficiency. This in turn helps us to drive down our production costs, which means we can offer our customers the best schoolwear on the market at affordable prices too.
  21. 21. BODY OF PROJECT OBJECTIVE OF EMPLOYEE WELFARE There is necessity to provide welfare measures to the employees for making them happy and contented. Workforce may remain with the organization when they find that in addition to wages. Company given them fringe benefit to carry on their lives comfortably and conveniently, so stable and created in such situation. THE OBJECTIVES OF EMPLOYEE WELFARE ARE DISCUSSED BELOW:- 1. To enhance the level of moral of employees. 2. To Create a Loyal, Contented workforce in Organization. 3. To Develop a Better Image Of The Company In The Mind Of Employees. 4. To enable the workers too comfortably & happily. 5. To Develop Efficiency Of The Workers 6. To Reduces Influence Of Trade Union Over The Workers 7. To Expose Philanthropic & Benevolent Activities Of The Company 8. To Make the Workers know that the company takes Care of Them. 9. To Develop Positive Altitude Towards Job, Company & Management 10. To Reduce Tax Burden. 11. To Developed a feeling of satisfaction of employees with the company 12. To Develop a sense Of belonging To The Company 13. To Retain Skilled & Talented Workers 14. To Develop Better Human Relation. 15.To Prevent Social Evils like Drinking, Gambling Activities & Social Conditions.
  22. 22. NEED FOR SOCIAL SECURITY & WELFARE ACTIVITIES 1. EMPLOYEE DEMANDS Employee’s demands more varied types of fringe Benefits rather than pay like because of reduction in Tax burden on the part of employees & in view of the galloping price index and cost of living. 2. TRADE UNION DEMANDS Trade unions compete with other for getting more and a new variety of fringe benefits to their members such as life insurance, beauty clinics etc. Thus, the competition among trade unions within an organization results in more & varied benefits. 3. EMPLOYER’S PREFERENCE: Employer prefers fringe benefits to pay-hike as fringe benefits motivate employees for better contribution to the organization results in more & varied benefits. 4. AS A SOCIAL SECURITY: Social security is a security that the society furnishes through appropriate organization against certain risks to which its members are exposed. These risks are contingencies of life like accidents & occupational diseases. 5 .TO IMPROVE HUMAN RELATIONS: Human relations are maintained when the employees are satisfied economically, socially the worker’s economic, Social & psychological needs. Consumer stores, credit facilities, canteen ‘Recreational facilities satisfy the worker’s needs.
  23. 23. FEATURES OF EMPLOYEE WELFARE 1. Employee welfare is a comprehensive term including various services. Facilities & amenities provided to employees for their betterment. 2. Employee welfare is a dynamic concept varying from country & from region within same country. It is a flexible & ever changing concept as new welfare measures are added to the existing measure from time to time. 3. Welfare measures are in addition to regular wages & other economics benefits available to employees under legal provision & collection bargaining. 4. Welfare measure may be provided not only by employers but by the government, trade unions & others agencies too. 5. The basic purpose of employee welfare is to improve the lot of the working class & thereby make a worker a good employee & happy citizen. 6. Employee’s welfare is an essential part of social welfare. It involves adjustment of an employee’s work life & family life to the community or social life. 7. Welfare measures may be both voluntary& statutory. Employee welfare Measures are also known as fringe benefit & services.
  24. 24. EMPLOYEE WELFARE IN INDIA. The chapter on Directive principle of state Policy in the Indian constitutes express the need for labour welfare as discussed below: ARTICLE 38: The state shall strive to promote the welfare of the people by securing & protecting as effectively as it may a social order in which justice social, economic & political shall inform all the institution of the national life ARTICLE 39: The state shall in particular, direct its policy towards securing. 1- That the citizen, men & women equally have the right to an adequate means of livelihood. 2- That the ownership & control of the material resources are so distributed as to sub serve the common goal. 3- That the operation of the economic system does not result in the concentration of wealth & means of production to the common detriment. ARTICLE 41: The state shall within the limits of its economic capacity & development, make effective provision for securing the right to work, to education & to public assistance in case of unemployment, old age, sickness & disablement & other case of under served wants. ARTICLE 42: The state shall make provision for securing just & human conditions of work & for maternity relief. ARTICLE 43: The state endeavor to secure, by suitable legislation or economic organization or in any other way, to all workers, agricultural, industrial or otherwise, work a living wage, conditions of work ensuring a decent standard of life & full employment of leisure & social & cultural opportunities & in, particular, the state shall endeavor to promote cottage industries on an individual or co- operative basis in rudrapur.
  25. 25. CAUSES FOR THE SLOW PROGRESS OF LABOUR WELFARE ACTIVITIES IN INDIA: 1- The ales parried in India for the welfare of workers are not coordinative in nature these ales have been passed in unplanned & unscientific manner. 2- In most of the industries workers are not united they are not aware of their rights. 3- There is a lack of proper planning & scientific approach in easier welfare activities being underline by the employers, the government in our country. 4- There is a lack of proper implementation of labour welfare also. 5- Workers are also responsible for such slow progress they do not have attuned towards their employers. There is lack of initiative among employers to provide such facilities to them worked they feel the money spent on labour welfare activities is only the wastage of money whatever facilities they provide they are providing either because of legal compulsion or because of possibility of sheik by workers. PRINCIPLES OF LABOUR WELFARE: Following Principal should be kept in mind & properly following to achiever successfully implementation of welfare programmes: 1. Principal of social responsibility industry. 2. Principle of totality of welfare. 3. Principle of accountability. 4. Principle of timelier. 5. Principle of responsibility. 6. Principle of democratic values. 7. Principle of efficiency. 8. Principle of co- ordination or integration. 9. Principle of adequacy of wages. 10. Principle of repersonalisation.
  26. 26. STATUTORY PROVISIONS: Employees are required to offer welfare facilities to workers under different labour laws. These are as follows:- TRADE UNIONS:- The contribution of trade unions in India towards labour welfare activities is not significant. A poor finance, multiple unionisms comes in the way of undertaking labour welfare work enthusiastically; they can however take the following measures. 1. To act as a watch dog of worker’s interest. 2. To organize & inexpensive facilities. 3. To assist in the establishment & administration of welfare schemes. 4. To identify worker’s need & bring them to the notice of the government & the employers. VOLUNTARY AGENCIES:- Many voluntary social services have been doing labour welfare work. Mention may be made of the Bombay social service, seva sadan society, Maternity & infant welfare association the depressed classes’ mission society & women institute of Bengal. CENTERAL GOVERNMENT:- The central Government tries to extend its helping hand through various acts covering the safety, health & welfare of workers. It also administers the implementation of industrial & labour laws .The important acts which as follows. The factories act 1948, Mines act 1952, Shipping act 1948, Employees state Insurance Act 1948, Plantation labour Act 1951, etc.
  27. 27. THE FACTORY ACT 1948:- The act provides the following services to workers.  Washing facilities to male & female workers separately.  Facilities for storing & drying clothes.  Facilities for occasional rest for workers who work in a standing position for long hours.  First aid boxes or cupboard & the ambulance facility if there are more than 500 workers.  Canteen where there are more than 250 workers.  Shelters, restroom & lunchrooms where over 15 workers are employed.  Crèche, If 30 or more women are employed.  Welfare officer, If 500 or more workers are employed.
  28. 28. TYPES OF WELFARE ACTIVITIES. Moorthy has divided welfare activities in two groups: 1-WELFARE MEASURES INSIDE THE WORK PLACE  Condition of work environment.  Conveniences.  Worker health Services.  Women & child welfare.  Worker recreation  Employment follows up.  Economic services.  Work Education. 2- WELFARE MEASURES OUTSIDE THE WORK PLACE.  Water, waste disposal.  Road, Park, Playgrounds.  Market & co- operatives.  Bank.  Transport.  security  Communication.  Housing.  Games & clubs.
  29. 29. WELFARE MEASURE INSIDE THE WORKPLACE AT PRICE AND BUCKLAND.  SAFETY AND CLEANLINESS NEIGHBORHOOD: Safety and cleanliness to the neighborhood in this modern era has very important role. Company adopts the policy of being eco- friendly and cleanliness is maintained in the surrounding which is equally important for the company and neighborhood.  UP KEEPING OF PREMISES – COMPOUND LAWNS, WALL GARDENS, AND SO FORTH, EGRESS PASSAGES AND DOORS: As discussed earlier, company should be eco friendly, and also the company should have good compound for the better perspective. Lawns, gardens should be maintained, compound walls should be proper white washed even the passage for the entrance and exit should clearly give the idea about the route to follow.  ELIMINATION OF DUST, SMOKE, FUMES, GASES: The work to be done in this operation for the production purpose also produces various gases, waste material , dust, smoke which is moreover always dangerous if we come in contract with them their should be proper elimination of the waste material and the place where the actual work is done should be well ventilated and well maintained.  SANITATION AND CLEANLINESS: Where there the condition of work , produce waste , gases, and other material not for use their elimination were mostly done by sewers, and pipes the sanitation process for the waste should be well formulated and also cleanliness in respect of sanitation also should be there.  CONTROL OF EFFLUENTS: Accordingly when the process of sanitation is done the wastage is industrial process is eliminated and that wastage is eliminated through the process of sewage. This eliminated waste should be taken care off as this waste material is also harmful for the environment. Emphasis should be given on reduction of waste material.  CONVENIENCE AND COMFORT DURING WORK: SEATING ARRANGEMENTS: There should be proper arrangements for Convenience and comfort. Measure should be Adopted for the reduction of stress there- in Employee having by regular work. Proper seating Arrangements should be there as situation needs.
  30. 30.  DISTRIBUTION OF WORK HOURS AND PROVISION FOR REST HOUR MEAL TIMES AND BREAK: Proper distribution of work should be there employee working were not machine they are men their should be provision for breaks, meal times, rest hours for better governing shift wise system should be adopted.  SAFTEY MEASURES, THAT IS MAINTENANCE OF MACHINE AND TOOLS, PROVIDING GUARDS HELMET AND TOOLS APRONS, GOGGLES, FIRST AID EQUIPMENT: Working condition was not same at all places, workers while working in operations should be well equipped with safety measure essential for those operations. Guards, helmet, aprons, goggles should be provided to them for their safety.  SUPPLY OF NECESSARY BEVERAGES, AND PILLS AND TABETS :SALT TABLET MILK AND SODA While being in exhaust place and working there from long period, leads to lack of energy that gives birth to stress and compulsive nature. Employees should be provided with milk, soda, other mineral drinks in intervals so that they are able to carry on their work in good position.  NOICE BOARDS; POSTERS AND PICTURE, SLOGANS, LIBRARY, INFORMATION’S: Under company compound they should have notice board so that any important information, notice can be easily come under the notification of the employee. Company should provide their workers with library so that they are able to get material to enhance their knowledge. Use of posters, picture, and slogans should be there which help in employee motivation.
  31. 31. CONVENIENCE:  URINALS AND LAVATORIES, WASH BASINS, BATHROOMS,PROVISION FOR SPIT ROOMS, WASTE DISPOSAL: The maintenance of company compound and for the welfare of employee there should be provision for urinal and lavatories, wash basins, bathroom and waste disposal.  PROVISION OF DRINKING WATER AND COOLERS: Operation were not same at all places, they differ in respect of work. Employee working there were also human being they also need water to drink, and fresh air to breath. Workers should be provided with drinking water facility and also of coolers.  CANTEEN SERVICES: Company should provide their workers canteen service also as it is beneficial for both company, it will save their time and workers will get their meal. Canteen should provide good nutritious food to the workers.  MANAGEMENT OF WORKERS: Workers should be well managed, according to work. Company should manage the proper distribution of the workers in each task so that employees are able to complete their task WORKERS HEALTH SERVICES:  EMERGENCY AID , MEDICAL EXAMINATION FOR WORKERS; HEALTH EDUCATION; MEDICAL OFFICER: It is normal in nature of the companies where work is performed in huge capacity anyone can get hurt or any type of emergency can take place. Emergency aid i.e. first aid kit should be there, company should perform medical examination of their workers and medical officer should be appointed. Company should lead their employee with well- versed education.  MEDICAL INSURANCE: Company must be sure about medical insurance to their employee for the welfare of the employees. (ESI & EMI)  COMPENSATION: Company should compensate their employee and their family members in respect of medical treatment.
  32. 32.  WOMEN AND CHILD WELFARE: Companies now usually make compound in their employees workers live with their family. For the welfare purpose, women and child must be lead with education programmes, provision of loan to the employees for the education of child should be there, and recreational parks should be there for the women and child.  RECREATION: Recreation comprises of various activities like social cultural programmes for the women’s, and playgrounds for their children, extra curricular activities should be there.  EDUCATION: Education facility to the women and children for their welfare, grant of the loan to the employee for better education of their children WELFARE MEASURES OUTSIDE THE WORKPLACE:  WATER SANITATION WASTE DISPOSAL: As discussed earlier, company should have proper measures in consideration of waste disposal; water sanitation in broader sense company should have control on their effluents.  ROADS, LIGHTING, PARKS, PLAYGROUNDS: Company being whole- sole responsible for the welfare of their employees with playgrounds and parks as a part of recreational activity  SCHOOLS: Schools is a major associated thing with our country for its bright future and if it’s provided to the employees by the company for their children and themselves  TRASNSPORT: Companies have employees from various places nearby their province. They should provide them with transport facility for their convenience. It will be good in respect of both company and employee.  COMUNICATION: Communication is essential to carry on the work, and to maintain the relationship, company should have its own flexible communication system that is suitable for the welfare of the company and its employees.
  33. 33. RECREATION; GAMES AND CULBS, CULTURAL PROGRAMMES: Continuous working with no other activity leads to stress, and then sometimes to depression company should have recreational facilities it should have its own playground and on regular interval tournament of various games should be made. Beside games company should have its own clubs fir the company members; they should arrange different cultural programmes for the welfare of the employees.  WATCH AND WARD; SECURITY: Security deserve its own importance company should have its own security team headed with its own security officer, security is essential for confidential documents, goods, semi finished goods, raw material and primarily of residential compounds so that any misconduct act will not happen.  HOUSING FACILITY: Company has moreover large no. of employees working there, some were from the neighboring places and some from the places situated far away from its compound. Company should have housing facilities for those employees who have come to serve company with their best performance. RELATION BETWEEN WELFAREAND PRODUCTIVITY Welfare services are not charity to workers but are necessary for the organization to achieve its goals. There is a distinct relationship between welfare measure and the worker’s productivity which is described below: 1- The welfare work of an employer largely differentiates attitude towards the workers in the employment market. It serves to attract and keep a better workforce for the work in relation to other organizations. 2- Generally, the existence of these benefits gives an idea to the workers that these are non monetary gains. It will give him a different kind of motivation to feel loyal to the organization and work devotedly for achieving the desired results. 3- Such service facilities like housing scheme, medical benefits, education and recreational facilities for worker’s families help create contented worker’s families. This will help them to devote themselves towards their work. The gain in terms of productivity and quality of work will be large indeed.
  34. 34. 4- Employee’s services also serve to maintain some degree of peace with the employee’s union in as much as these constitute a considerable part of the bargaining package. The harmony and the good relations that result in the kingpin of higher productivity. APPROACHES TO LABOUR WELFARE The various approaches to labour welfare reflect the attitudes and benefits of the agencies which are engaged in welfare activities. Welfare facilities may be provided on religion, philanthropic or some other ground. More over, the different approaches to labour welfare reflect the evolution of the concept of welfare. In bygone days, the government of the land had to compel the owner of an industry establishment to provide such basic amenities as canteens, rest room drinking water, good working condition, and so forth, for their employees. Such compulsion was necessary because the employer believed in exploiting labour and treating it in an unfair manner. But times have changed and the concept of welfare, too, has undergone change. Much progressive management today provides welfare facilities, voluntarily and with enlightened willingness and enthusiasm. In fact, welfare facilities are not restricted to the worker alone. A study of the approaches to labour welfare is desirable for the management, the workers and the general reader. For the general reader, a study of approaches is essential his/her knowledge of the subject is incomplete without knowledge of these approaches, and knowledge of approaches enables the manager and the worker to have a better perspective on welfare work. 1- The policing theory of labour welfare. 2- The religion theory of labour welfare. 3- The philanthropic theory of labour welfare. 4- The paternalistic theory of labour welfare. 5- The placating theory of labour welfare 6- The public relation theory of labour welfare. 7- The functional theory of labour welfare. 8- The social theory of labour welfare.
  35. 35. Functional Theory Public relations theory Placating theory Policing Theory Religion theory Philanthropic theory Social Theory LABOUR WELFARE Paternalistic Theory
  36. 36. APPROACHES TO LABOUR WELFARE POLICING THEORY A welfare state cannot remain a passive spectator of this limitless exploitation. It enacts legislation under which management are compelled to provide basic amenities to the workers. The state assumes the role of a policeman, and compels the managers of industrial establishments to provide welfare facilities, and punishes the non – complier. This is the policing theory of labour welfare. RELIGION THEORY The religion theory has two connotations, namely, the investment and atonement aspects. The investment aspect of the religion theory implies that the fruits of today’s deed will be reaped tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired by this belief, some employers plan and organize canteens. The atonement aspect of the religion theory implies that the present disabilities of a person are the result of the sins committed by her/ his previously. He / She should undertake to do good deeds now to atone or compensate for his/ her sins. PHILANTHROPIC THEROY Philanthropic means affection for mankind. The philanthropic theory of labour welfare refers to the provision of good working conditions, crèches and canteens out of pity on the part of the employers who want to remove the disabilities of the workers. PATERNALISTIC THEORY This theory is also called the trusteeship theory, of the labour welfare, the industrialist or the employer holds the total industrial estate, properties and the profit accruing from them, in trust. The trusteeship is not actual and legal, but it is moral and, therefore, not less real. PLACATING THEORY This theory is based on the assumption that appeasement pays when the workers are organized and are militant. Peace can be bought by welfare measures. Workers are like children who are intelligent, but not fully so. As crying children are pacified by sweets, workers should be pleased by welfare works.
  37. 37. PUBLIC RELATIONS THEORY According to this theory, welfare activities are provided to create a good impression on the minds of the workers and the public, particularly the latter. Clean and safe working conditions, a good canteen, crèche and other amenities, make a god impression on the workers, visitors and the public. FUNCTIONAL THEORY Also known as the efficiency theory of labour welfare, the functional theory implies that welfare facilities are provided to make the workers more efficient. If workers are fed properly, clothed adequately and treated kindly, and if the conditions of their work are congenial, they will work efficiently. Welfare work is a means of securing, preserving and increasing the efficiency of labour. SOCIAL THEORY The social obligation of an industrial establishment has been assuming great significance these days. The social theory implies that a factory is morally bound to improve the condition of the society in addition to improving the condition of its employees. Labour welfare, as mentioned earlier, is gradually becoming social welfare.
  38. 38. WELFARE SCHEMES IN PRICE AND BUCKLAND (I) pvt ltd . Statuary welfare scheme:- Drinking water:-atall the workingplace Safe andhygienicdrinkingwatershouldbe provided. Facility of sitting:- ineveryorganizationespeciallyfactorysuitable sittingarrangementshouldbe provided. First aid:- firstaidappliancesshouldbe readilyassessablesothatincase of any minoraccident medicationcanbe provided. Canteen facility:- cafeteriaand canteenare tobe providedbythe employersoasto provide hygienic and nutrition foodtothe employees. Lighting :- lightingfacilityshouldbe proper. Health and safety standard:- we maintaina safe cleanandhealthyenvironmentin complianceswithall applicablelawandregulation.Thatare as follows:- Fire protection equipment :  Fire alarmin all floor  Fire protectionequipmentisimmediatelyaccessible andfree fromabstraction  Emergencyandfire alarm. Medical programme:- we provideadequateandappropriate firstaidfacilityforouremployee incase of injuryorillness. Chemical safety:- all chemical are hazardoussubstance andidentifiedandlabeledwithwarningsign.  Personnel protectionequipmentare provided.  Eye washingequipment.
  39. 39. `Role and responsibility of healthand safety officer:-  To developimplementandmonitoroccupationhealthandsafetypolicyprogramme and procedure.  To assistthe managementincomplyingwithcurrenthealthandsafetylegislationandregulation withthe objective of ensuringthatall reasonable andpropermeasureare takentoprotectthe safetyandhealthof learner,staff andvisitors.  To establishbudgetproposalforthe operationof the occupationhealthandsafetyofficerand specifictrainingprogramme.  To increase healthandsafetyawarenessatall levelwithinthe organization.  To respondemployeessafetyconcern.  To conduct as necessarythe safetyinspection.  To coordinate registration&removal of hazardouswaste.  To assistexecutivestaff middle andlowerlevelemployeessupervision.  To developreview &update appropriate sectionof the organizationemergency.
  40. 40. Wages compensation and payroll policy:- Price and Bucklandpltd iscomplywithall legal retirementandfollow clientscode of conduct requirement. Price and Bucklandhascommittedthatwagesandcompensationtobe paidas per definedpayroll systemtoemployee accordingtothe industrial factoriesactandrules. The followingrulesisdefinedbythe PRICE AND BUCKLAND P LTD:- 1. Total salaryincludingbasic+DA shouldnotbe lessthenthe state definedminimumwages./ 2. All deductionshouldbe asperthe applicable normsandcompanywill deductandsurplusthe wagesdepositedtothe authorizedbodyontime. 3. Leave with wagestobe paidas perdefinednorms. 4. Bonusto be paid as perdefinednorms.
  41. 41. MERITS AND DEMERITSOF WELFARE MEASURES Merits: Most of the organizations have been extending the welfare measures to their employees, year, for the following merits: MEETS EMPLOYEE DEMANDS: Employees demand more and varied types of fringe benefits rather than pay hike because of reduction in tax burden on the part of employees and in view of the galloping price index and cost of living. BUYS EMPLOYEE LOYALTY: Providing employee welfare measure leads to employee satisfaction and satisfied employees become loyal to the organization. BUYS EMPLOYEE COMMITMENT: Employees increase their commitment to the job having availed of welfare measures. LOYALTY OF EMPLOYEE FAMILY MEMBERS: Welfare measures are provided not only to employees, but also their family members. Employees’ family members also are loyal to the organization having availed of welfare measures. MEET TRADE UNION DEMANDS: Trade unions compete with each other for getting more and a new variety of fringe benefits to their members such as life insurance, beauty clinics etc. If one union succeeds in getting one benefit, the other union persuades the management to provide a new model fringe. Thus, the competition among trade unions within an organization results in more and varied benefits. SATISFIES EMPLOYER’S PREFERENCE: Employers prefer fringe benefits to pay hike, as fringe benefits motivate the employees for better contribution to the organization. It improves morale and works as an effective advertisement. MEETS THE CRITERIA AS A SOCIAL SECURITY: Social security is a security that the society furnishes through appropriate organization against certain risk to which their members are exposed. These risks are contingencies of life like accident and occupational disease. The employer has to provide various benefits like safety measures and compensation in case of involvement of workers in accidents, medical facilities etc, with a view to provide security to his employees against various contingencies.
  42. 42. IMPROVES HUMAN RELATIONS: Human relations are maintained when the employees are satisfied economically, socially and psychologically. Fringe benefits satisfy the worker’s economic, social and psychological needs. Consumer stores, credit facilities, canteen, recreational facilities etc., satisfy the worker’s social needs, whereas retirement benefits satisfy some of the psychological problems about the post- retirement life. However, most of the benefits minimize economic problems of the employee. Thus, fringe benefits improve human relations. CREATE AND IMPROVES SOUND INDUSTRIAL RELATIONS: Welfare measures satisfy employee and trade union and thus prevent grievances disputes. Absence of grievances and disputes lead to sound industrial relations. BOOST UP EMPLOYEE MORALE: Providing employee welfare measures enhance employee state of mind, turns employee state of mind positive towards the job and organization. Thus employee welfare measures boost up employee loyalty. MOTIVATE THE EMPLOYEES BY IDENTIFYING AND SATISFYING THEIR UNSATISFIED NEEDS: Employee welfare measures satisfy physiological, security and affiliation needs by identifying unsatisfied needs of employees. PROVIDE QUALITATIVE WORK ENVIRONMENT AND WORK LIFE: Employee welfare measures improve the quality of work life as well as general life. PROVIDE SECURITY TO THE EMPLOYEES AGAINST SOCIAL RISK LIKR OLD AGE BENEFITS AND MATERINTY BENEFITS: Welfare measures provide insurance and security against social risks. PROTECT THE HEALTH OF THE EMPLOYEES AND TO PROVIDE SAFETY TO THE EMPLOYEES AGAINST ACCIDENTS: Welfare measures protect the general health, health against accidents and safety of employees and their family members. CREATE A SENSE OF BELONGINGNESS AMONG EMPLOYEES AND TO RETAIN THEM: Welfare measures create and improve a sense of belonging ness of employee to the organization and hence, employees prefer to stay with the organization for longer period. Therefore, fringe benefits are called golden hands-cuffs.
  43. 43. DEMERITS OF WELFRE MEASURES: Demerits of the employee welfare measures are limited compared to merits. Demerits include; COST TO THE EMPLOYER: Providing welfare measures to the employees and their family members in variably increases cost of labour to the employers. AS A MATTER OF RIGHT: Employees and their family members feel that they have a legal right to get welfare measures. Therefore, employees some times may not be satisfied and loyal to the organizations. In fact, satisfied needs are no longer motivators. DISCREPANCIES AND DE- MOTIVATION: Employers may commit some mistakes while providing welfare measures, which may lead to discrepancies. These situations lead to employee de-motivation.
  44. 44. DATA ANALYSIS 1. Are you aware about welfare facilities? S.no Response No of respondents in% 1 YES 80% 2 NO 5% 3 NOT MUCH 15% In my survey, I found that 80% of employee aware about welfare measure, 15% less aware about welfare measure and, 5% unknown to welfare measures.
  45. 45. 2. Whether company provided welfare facilities? S.no Response No of respondents in% 1 YES 80% 2 NO 20% In my survey, I found that 80% of employee say, yes company provided, welfare measure, where as 20% say. Not up to mark company provided welfare measures.
  46. 46. 3.Are you satisfied with Tea break(lemon water/Tea ) provided by company? S.no Response No of respondents in% 1 YES 50 2 NO 20% 3 NOT MUCH 30% In my survey ,I found that 50% of employee is satisfied with Tea break(lemon water/Tea ) and 20% not satisfied and 30% not much satisfied Tea break(lemon water/Tea ).
  47. 47. 5.Appreciation and recognition given to employee for their excellence in company? S.no Response No of respondents in% 1 YES 50% 2 NO 20% 3 NOT UP TO THE SATISFACTION 30% In my survey ,I found that 50% of employee is satisfied with Appreciation and recognition of given to employees for their excellence and 20%not satisfied and 30% not up to the mark.
  48. 48. 6.Does company provide all type of welfare facilities (like safety, health, and social security? S.no Response No of respondents in% 1 YES 90% 2 NO 0% 3 NOT ALL TYPE 10% In my survey ,I found that 90% of employee say company provide all type of welfare measure and 10% not up to the mark.
  49. 49. 8. Does the company provide Cultural programmes to the employee? S.no Response No of respondents in% 1 YES 80% 2 NO 0% 3 SOMETIME 20% In my survey ,I found that 40% of employee say company provide Cultural programmes where as 20% say , company provide Cultural programmes.
  50. 50. 9. Does the company provide counseling to the employee? S.no Response No of respondents in% 1 YES 80% 2 SELDOM 20% In my survey, I found that 80% of employee say, company provide counseling whereas 20% say, company provided sometime counseling.
  51. 51. 12.Are you satisfied with first aid and safety equipment and non-statutory welfare measures, which is provided by the employer? S.no Response No of respondents in% 1 YES 80% 2 NOT MUCH 20% In my survey, I found that 80% of employees are with first aid and safety equipment and non-statutory welfare measures, which is provided by the employer whereas 20% employees are not satisfied.
  52. 52. Questionnaire 1. Are you aware about welfare facilities? a) Yes b) No c) Not much 2.Whether company provided welfare facilities? a) Yes b) No 3. Are you satisfied with Housing facilities of Tata motors ltd? a) Yes b) No c) Not much 4. Are you satisfied with Tea break(lemon water/Tea ) provided by company? a) Yes b) No c) Not much 5. Appreciation and recognition given to employee for their excellence in company? a) Yes b) No c) Not up to satisfaction level
  53. 53. 6. Does company provide all type of welfare facilities (like safety, health, and social security? a) Yes b) No c) Not much 7. Company focus on intramural (canteen, restroom, uniform, crèches) or extramural facilities (housing, child education, travel facilities, interest free loans, family tour)? a) Intramural b) Extramural c) Both 8. Does the company provide Cultural programmes to the employee? a) Yes b) No c) Sometimes 9.Does the company provide counseling to the employee? a) Yes b) No 10.Does provide recreational activates for employees? a) Yes b) No 11. Does company provide Uniforms allowance? a) Yes b) Not much
  54. 54. SWOT ANALYSIS STRENGTHS  Cost advantage  Current leaders in quality service  Largest distribution network  Ability to constantly innovate  Highly skilled workforce  Entrepreneurial zeal WEAKNESSES  To prove credibility  Price pressures  Need for Government support  Awareness OPPORTUNITIES  To sustain passion and commitment  Attain higher value services  Collaborative business needs to be explored  Vertical repeatable solutions.  Low penetration level in rural markets. THREATS  Foreign investment  Global trends moving from GPS to WLL.  Other competition
  55. 55. FINDINGS 1- There is a good working condition inside the company. 2- There is a high cooperation and good deal in the team sprit. 3- Workers are given adequate facilities like restroom, clean drinking water, medical facilities. In short we can say fulfills the statuary provisions of the factory act 1948. 4- Large number of the employees aware about the welfare programmes carried on, in the company. 5- The facilities of ATM to the teammate level employees are also provided in the only company.
  56. 56. CONCLUSION According to the report that conclusion are extracted- 1- Welfare schemes are properly applies due to financial condition of the company. Company spends a lot of money on the employees for their welfare. 2- PRICE AND BUCKLAND concentrate more on welfare programmes for the employees. It provides subsidized canteen for both staff & teammates. Special welfare policies & benefits are provided to the employees. 3- The management selects proper educated employee and post in proper place where employee can work as per qualification & experience. The factory also provides training time to time as according to their need. 5-An excellent performance appraisal system is carried on, in order to know the requirements as well as to judge the performance of the employees.
  57. 57. SUGGESTION:  Product must be improved.  There should be provision of complain suggestion boxes at each branch.  There is a need to aware the people regarding company products and Its advantage.  To enhance the online services by which the customer can approach the right product according to their need.
  58. 58. BIBLIOGRAPHY www.google.com www.wikipedia.com slideshare www.managementparadise.com www.pbonline.com Book & Research Paper (1) K.K.Kothari : Research Methodology Internet (1) Company website (2) Google search

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