employee welfare
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SUMMER TRAINING REPORTON
EMPLOYEE WELFARE INEscorts Ltd.
SUBMITTED TO M.D UNIVERSITY, ROHTAK IN THE PARTIAL FULFILLMENT FOR THE AWARD OF THE
DEGREE OF
B .B .A(CAM)(BACHELOR OF BUSINESS ADMINISTRATION, COMPUTER AIDED
MANAGEMENT)
Session 2009-10
TRAINING MANAGER: SUBMITTED BY:(MR.RAJESH GOEL) MANPREET KAUR[ HEAD OF HR DEPT.] B. B. A(CAM)5th Sem.
Roll No.Faculty guide:
……………………….
[B. B. A(CAM)Co-ordinator]
D.A.V INSTITUTE OF MANAGEMENT
Faridabad
I hereby declare that, the project entitled
Employee Welfare In escorts ltd.. assigned to me for the partial fulfillment of B. B. A. 5th Sem. degree from M. D. UNIVERSITY, Rohtak. It s the original work done by me and
the information provided in the study is authentic to the best of my knowledge.
This study has not been submitted to any other
institute or university for the award of any other
degree.
[……………………….]
ACKNOWLEDGEMENT
This project report prepared by me is a result of the joint effort of several helping hands of
the Personnel Department of Escorts Ltd., Construction Division, Faridabad. The knowledge
of our theoretical studies is absolutely incomplete without its proper implementation and
application in the diversified corporate world of today. I have been really opportunistic to be a
part of the Escort Group during my summer training, which is one of the leading business
houses in today’s scenario.
Any accomplishment requires the effort of many people and this work is no different. It
has been my proud privileges to be attached to do research on such a topic which gave
me the chance to get connected with some great people who are thoroughly
professional i.e., staff of Escorts Ltd. highly professional company with modern outlook.
With due respect I express my indebt-ness to the management of the company. For
accommodating me to have a look into their systems and providing me with all
information I needed to complete my research work.
I am deeply indebted to Mr. Anand Kishore (Chief Manager , HRD) for allowing me to
conduct an in – depth study of “Employee Welfare” in the esteemed organization like
Escorts (Agri Machinery Group, Plant-1, Faridabad).
I would like to express my heart gratitude to Mr. Rajesh Goel and Mr. Amod Thakur
(Personnel Department ) who extended his full cooperation and support , subverted his
expert guidance wherever necessary which was of paramount importance to me.
[………………………]
TABLE OF CONTENTS
Chapter 1: Introduction
Need of the study
Objective of the study
Research problem
Research methodology
Research design
Sample design
Sources of data collection
Chapter 2: Review of literature
Chapter 3: The Company
Chapter 4: Data Analysis and Presentation
Chapter 5: Conclusions and Recommendations
Bibliography
Appendices
INTRODUCTION OF STUDY
INTRODUCTION
NEED OF THE STUDY
Only theoretical knowledge is not enough in any study, one also has to look after its
practical aspect if he wants to know real situation and to know what the problems in
implementing theory in to practice are. Lecture given in classroom help us to
understand the fundamental concept of management.
As an essential part of our B.B.A(cam). program I got a chance to have the training
with Escorts (AMG, plant-1 Faridabad)
The project assigned to me during my summer training at escorts (AMG) was the
“employee welfare policies of the company”
There are three plant in Faridabad i.e. plant-1, plant-2, plant-3.
For the purpose of my study, I personally met the employees of various plants; all of
them provided me with the necessary information related to the project.
First of all I have collected the various welfare policies from induction manual, from
welfare notice board , internet and with direct interaction with the employees of the
company.
From this study I came to know the various facilities that are provided by company to
their employees.
For this study a questionnaire was prepared to collect the information on the
employee’s preference regarding the welfare policies provided by the company.
From the study I came to know the preference of employees regarding various
facilities provided by the company.
OBJECTIVES OF THE STUDY
To know employees preferences regarding welfare facilities provided by the company.
To study the information regarding the welfare policies provided by the company to
the employees.
To check the role of management while providing welfare schemes.
The study aims at providing relevant information for marking the necessary
amendment in the welfare policies of the company.
To know how employees are availing the welfare schemes.
To know the formalities fulfilled before availing the welfare schemes.
Research Problem
A researcher experiences some difficulty either in a theoretical and practical
situation and wants to obtain a solution.
Major components of a research problem:
If someone goes for a research then there should be a
problem for which he go and solved it.
The problem should be helpful for achievement of objective.
There are alternative means to achieve objectives, and the researcher must know
about the favorable and unfavorable means of the objective.
There is a doubt in the mind of the researcher, so that researcher can achieve his
objective.
The environment should be problem pertaining so that he can found the problem
and for solving it he can do research.
RESEARCH METHODOLOGY
Research
For understanding our study very firstly we should understand that what are the various
methods which are generally being used to do a research work, and then we will relate
our research with the one type which is of its kind.
But before relating the research and understanding it we should have little knowledge of
“Research” indeed.
Research in common meaning refers to a search for knowledge. If we define research
properly then it would be like “It is a scientific and systematic search for pertinent
information on a specific topic”. Still some people consider research as a Movement,
the movement from known to unknown. All of us posses some amount of inquisitiveness
in our self, and it is this inquisitiveness that make all of us to get known with the things
which are unknown to us.
Research is an academic activity, which help us to get familiar with the basic things of
the findings and spread the knowledge so that all can be benefited from it. In short, the
search for knowledge through objectives and systematic method of finding solution to a
problem is research. The systematic approach concerning generalization and the
formulation of a theory is also Research.
OBJECTIVES OF RESEARCH:
The main aim of research is to find out the truth which is hidden and which has not been
discovered as yet. Though each research study has its own specific purpose, we may
think of research objectives as falling into a number of following broad groupings:
1 To gain familiarity with a phenomenon or to achieve new insights into it.
2 To portray accurately the characteristics of a particular individual, situation or a
group.
3 To determine the frequency with which something occurs or with which it is
associated with something else.
4 To test a hypothesis of a casual relationship between variables.
However this is not an exhaustive list of factors motivating people to undertake research
studies. Many more factors such as directives of government, employment conditions,
curiosity about new things, desire to understand casual relationships, social thinking and
awakening, and the like may as well motivate people to perform research operations.
Now as we know that what are the various objectives behind the research work we
should also understand that what the type of research work is, that is being done by us
and categories our lies in which category.
METHODOLOGY OF PROJECT
Firstly i choose the topic which was of my interest and I knew it will increase my
view in working of the organization.
After I visited company’s office and met with the executives over there.
Thirdly I made them understood what I am trying and in what prospect I wanted
their help.
After this they told me what methods they are using for the performance
appraisal, it was the rough idea they provided me as their company rules don’t
allow them to reveal their policies.
After that I came in contact with some people working for the organization and
going through those appraisals.
I saw the forms which they are supposed to fill during the appraisal process.
On the basis of the information got and gathered I made the project report.
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure. The research design used in my study is basically
descriptive in nature.
i) Descriptive research : -- the research design in my study is
descriptive. Its studies are concern with describing the characteristics of a
particular group or individual. Studies concerned with specific prediction with
narration of facts and characteristics
concerning individual, group or situations are examples of descriptive research .it is
also known as social research.
SAMPLE DESIGN:
A sample design is a definite plan for obtaining a sample from a given population.
It refers to the technique or the procedure the researcher would adopt in selecting
items for the sample i.e. the size of the sample. Stratified sample method is adopted
to select the sample.
SAMPLE UNIT:
Sample is made on the basis of the stratified sampling, in this type of sampling
simple random and sub sample are drawn from different data which are equal o
some characteristics . the first step in stratified sampling choosing a strata on the
basis of existing information.
SAMPLE SIZE:
Hundred
GEOGRAPHICAL AREA:
Plant-1, plant2, plant-3.
SOURCES OF DATA COLLECTION :--
1. Formal Information Sources – These are the sources of information
which are authentic and reliable, obtained through a proper channel in the
organization by adhering to a systematic and structured procedure.
For Example:
Through company manuals, journals, brochures and any other published material like
balance sheets, annual reports, articles etc.
Questionnaire
Personal Interview and Mails etc
Through the Company Person
.
2. Informal Information Sources - These are the sources of
information which are obtained through our interpersonal relationships with the
employees of the company.
For Example:
Employees of the same department.
External stakeholders involved in the Company like Existing Clients
3. Primary Data – Data which is collected for the first time for a specific
purpose is generally known as Primary data.
For Example:
Questionnaire
Personal Interview
E- mail
Telephone Enquiry
Feedback Form
4. Secondary Data – Data which is collected for some other purpose but
which can be used either partially or fully for the present study is known as
Secondary data.
For Examples:
Published Articles
Annual reports of company like annual sales report, annual finance
report and annual marketing report
Reports of different types of Governmental and non- governmental
agencies
Internet
These four types of sources helped us to gather information about the company and its
competitors. We can use formal information sources only for the information about the
company. Informal sources will be great help to get information about the company also.
Secondary data will be used for the competitor’s information. Internet will be used for the
information about the company and its competitors. Competitors home web site will be
great help to us to get knowledge about the lacking in our’s and need of growth in our
presentation.
REVIEW OF LITERATURE
Employee:--
An employee generally includes any individual who performs services if the
relationship between the individual and the person for whom the services are
performed is the legal relationship of employer and employee. This includes an
individual who receives a supplement unemployment pay benefits that is treated as
wages.
But does not include a person who, in the board’s opinion,
(a) Performs the functions of a manager or superintendent ,or
(b) Is employed in a confidential capacity in matters relating to
labour relations or
Personnel.
Employer:-
An employer generally is that person who appoints the employees and
workers. Employer is a major part of a business organization. In the organization,
Business owners who want their business to continue to grow and expand its
capacities will eventually have to consider taking on employees. Employing people is
a complex, but not impossible task, provided that you are well-informed about your
rights, your legal obligations and your responsibilities. This section provides
information about various aspects involved in being an employer. There are various
authorities who enforce the employer to create a healthy environment in the
organisation.
About industrial relations or employees relationships:--
The relationship between employer and employee is called employee
relationship. Here the victorian government say about workplace relations. And it
passed an act also.this is as follows:-
In 1996 the Victorian Government referred most of its industrial relations powers to
the Commonwealth Government. This allowed for the establishment of a single
framework of laws regulating industrial matters in Victoria through the Workplace
Relations Act.
While Victoria no longer has a state-based Industrial Relations (IR) system, except
for some specialist legislation, the Victorian Government is committed to fostering
fair, co-operative and innovative workplaces.
To achieve this, the State Government has called for changes to the Workplace
Relations Act to generate more harmonious IR outcomes, passed specific
legislation to improve fairness and security for various employees, and developed a
number of programs to promote cooperative, high-performance workplaces.
Basic meaning of industrial relationship:--
The term “industrial relations” in practice has come to mean primarily the relations
between the management and the union (s) in an industrial enterprise. It ought to
include “employee relations” irrespectively of whether a union exists in a particular
unit or not.
We all know that unions come into being because for age the individual employee
has been exploited by the employer. To be sure, most of us Indians are even today,
partners in this process of exploitation. The reference here is to the working
conditions and facilities that we provide to our domestic servants, whether we look at
their wages, at their working houses, or at their health care. The some is by and
large true for labour employed on construction projects or in firms. It must therefore
be accepted
that the trade unions did serve a social purpose through the practice of collective
bargaining.
The National Commission on Labor (NCL) also emphasize on the same concept.
According to NCL, industrial relations affect not merely the interests of the two
participants- labor and management, but also the economic and social goals to
which the State addresses itself. To regulate these relations in socially desirable
channels is a function, which the State is in the best position to perform.
In fact, industrial relation encompasses all such factors that influence behavior of
people at work. A few such important factors are below:
Institution: It includes government, employers, trade unions, union federations or
associations, government bodies, labor courts, tribunals and other organizations
which have direct or indirect impact on the industrial relations systems.
Characters: It aims to study the role of workers unions and employers’ federations
officials, shop stewards, industrial relations officers/ manager, mediator/conciliators /
arbitrator, judges of labor court, tribunal etc.
Methods: Methods focus on collective bargaining, workers’ participation in the
industrial relations schemes, discipline procedure, grievance redressal machinery,
dispute settlements machinery working of closed shops, union reorganization,
organizations of protests through methods like revisions of existing rules,
regulations, policies, procedures, hearing of labor courts, tribunals etc.
Contents: It includes matter pertaining to employment conditions like pay, hours of
works, leave with wages, health, and safety disciplinary actions, lay-off, dismissals
retirements etc., laws relating to such activities, regulations governing labor welfare,
social security, industrial relations, issues concerning with workers’ participation in
management, collective bargaining, etc.
Labour welfare:--
Labor welfare refers to all the facilities provided to labor in order to improve their
working conditions, provide social security and raise their standard of living. Majority
of labor force in India is working in unorganized sector. In order to provide social
security to such workers, Government has introduced Labor Welfare Fund to ensure
assistance to unorganized labors. Five different welfare funds, which are governed
by different legislations, are administered by Ministry of Labor. The purpose of these
welfare funds is to provide housing, medical care, educational and recreational
facilities to workers employed in beedi industry and non-coal mines and cine
workers.
Here is a protection group for the safety of employees and labors which tells
about what services are to be provided to employees and shop floor workers.
Employee Welfare Protection Group - Employment Lawyer
Established in 2006, Employee Welfare Protection Group has over 15 years
experience in the employee welfare protection profession, with the focus on
providing income, injury and legal protection to the employee throughout the local
area. The company is located in Lowestoft, East Anglia.
With a 24 / 7 emergency contact centre and fully qualified staff, the company is able
to offer a professional advise service to all employee status. The service is intended
to be cost effective, enabling members to become financially secure.
The organisation supplies reliable welfare benefits, featuring easy, manageable
premiums. Tailored to the employee's requirements, the products are essential for
every day needs and can prevent financial difficulties. The product is available from
the website at a reduced cost.
With a staff body of 10 fully qualified tradesmen and women, Employee Welfare
Protection Group has a professional team, qualified in employee rights. Employee
Welfare Protection Group has a satisfied network of members, located through out
East Anglia, including many who are part time employed. The organization is
managed by a board of directors who have been involved in the Employee and
Employment Welfare industry for many years. They are well trained to oversee the
organisation, having previously trained in Employment Law.
The five legislations governing welfare funds are as follows:
The Mica Mines Labor Welfare Fund Act, 1946
The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972
The Iron Ore, Manganese Ore and Chrome Ore Mines Labor Welfare Fund Act,
1976
The Cine Workers’ Welfare Fund Act, 1981
Schemes under welfare funds provide assistance with respective to the following:
Public health and sanitation
Housing
Recreational (including standard of living)
Social security
Educational facilities
Water supply
Transportation
Medical facilities (prevention of diseases)
Social security
o Group Insurance Schemes for Beedi and Cine workers.
Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on
manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This
is presently Rs 2 per 1000 beedis with effect from 28th June 2000.
The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not
being less than one thousand rupees and not exceeding twenty thousand rupees, on
every feature film submitted to the Chairman, Central Board of Film Certification.
This is Rs 20000 per feature film of Hindi and English and for regional films it is Rs
10000 per film with effect from 20th April 2000.
The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976
provides for levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore
between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/- respectively.
The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and
collection of cess on Limestone and Dolomite as a duty of excise at such rate not
exceeding one rupee per metric tone of limestone & dolomite. The rate of cess on
Limestone and Dolomite is Re.1/- with effect from 27th December 2000.
Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of
cess on all mica exported as duty of Customs not exceeding 6.25% ad valorem. This is 4.5%
ad valorem on export with effect from 1st November 1990.
What is Employee Welfare?
Employee welfare in general, these are the benefits that an employee must receive
from his/her company, like allowances, housing for those companies who provides,
transportation, medical, insurances, food and some other way where the employee
has rights to demand.
At escorts, we care for our employees and consider each and every one a part of the
escorts family. Various Welfare Schemes are in place in keeping with this spirit
Bonuses, 13 month pay, sick leave, maternity leave and vacation are also part of
this and even holidays for other companies.
EMPLOYEE WELFARE FACILITIES
you must provide "adequate and appropriate" welfare facilities for your employees.
these must be provided unless they are unreasonable in terms of time, cost and
physical difficulty.
Welfare facilities include toilets, washing facilities, rest and changing facilities,
personal security arrangements (e.g. lockers) and refreshment.
There must be a sufficient number of toilets and washing facilities so that people
should not have to queue for long periods to use them. these should be separate for
male and female, unless you have a very small number of staff. the facilities must be
clean, and provided with toilet paper, soap, drying facilities, and hot and cold running
water. they must be well lit, and ventilated to the external air. sometimes a shower
may be necessary.
FACILITIES FOR WOMEN
Number of PeopleToilets Washbasins
1 - 5 1 1
6 - 25 2 2
26 - 50 3 3
51 - 75 4 4
76 - 100 5 5
Facilities for Men
Number of
PeopleToilets Urinals Washbasins
1 – 15 1 1 1
16 – 30 2 1 2
31 – 45 2 2 2
46 – 60 3 2 3
61 – 75 3 3 3
76 – 90 4 3 4
91 – 100 4 4 4
You must provide a supply of clean and wholesome drinking water, which is easily
accessible to all employees. cups should be provided and the taps clearly labelled.
you must consider whether suitable facilities are available to staff working off-site or
on temporary sites. if not, temporary arrangements must be provided. some workers
may need to be provided with portable facilities for hand washing.
if the work activity requires employees to change into specialist clothing, you must
provide changing rooms and facilities for secure storage of personal belongings. you
may need to consider separate storage for clean and dirty clothing, or the provision
of laundry facilities.
there should be a suitable seating area for use during breaks. this must be clean and
provided with washing facilities nearby and a means of heating water for hot drinks.
EMPLOYEE BENEFITS AND SERVICES:-
It includes any benefits that the employee receives in addition to direct
remuneration. The synonyms used are fringe, service programmes, employee
benefits and hidden payroll.
FUNCTIONS OF EMPLOYEE WELFARE:--
Working conditions A)Factory Health Service
Factory Sanitation & Cleanliness B) Recreation
C) Workers Education
Welfare Amenities D) Economic Services
E) Housing for Employees And
Community Services.
F) Study of the Working Of The
Welfare Acts.
G) Social Work in Industrial Setting.
Conditions At Workplace:--
WORKING CONDITIONS:-
Conditions at work place Employees
health service
It include many kinds working conditions for employees which are helpful for
employee in doing work these are like: temperature, ventilation, lighting, noise,
dust, smoke, fuels, gasses, humidity.
FACTORY SANITATION AND CLEANLINESS:--
It is related to cleanliness of the factory, it include provisions for Urinals in
factory provisions for the disposable f waste and rubbish; Provision for water and
proper bathing and washing facilities, and facilities of whitewashing and repair of
buildings care and maintenance of gardens, roads and etc.
WELFARE AMENITIES:-
It include care of drinking water, canteen service, lunch, restroom, and other
amenities.
Employee Health Services:--
FACTORY HEALTH SERVICES:--
This includes medical examination of employees, factory
dispensary and clinic treatment, first aid and ambulance room and treatment of any
incidents and other kind of health service.
RECREATION:--
It is related to maintain our body fit and fine for this purpose, construct a
playground for playing games. And organize various types of programs like social
and cultural activities and physical games for recreation.
OTHER SERVICES:--
It includes various facilities like:--
Education to improve skills, earning capacity and lecture programs and audio
visual educations.
Economic services like; housing cooperatives, grain shops and fair price shops,
study of the working of welfare acts.
Social works in industrial settings like: family planning and employee counseling.
But now these services are counted in statutory provisions and non-statutory
provisions. These are explain further.
Escorts believe that satisfied employees contribute to the development and growth of the
organization. Escorts apart from providing statutory benefits offers various voluntary
benefits to its employees. These are offered in the form of various allowances, perks and
advances as given below:
Types of welfare schemes:--
i. Statutory schemes
ii. Non- statutory schemes.
STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
Drinking Water: At all the working places safe hygienic drinking water should be
provided.
Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to
the needed employee.
Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and clean
condition.
Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees.
Spittoons: In every work place, such as ware houses, store places, in the dock area
and office premises spittoons are to be provided in convenient places and same are to
be maintained in a hygienic condition.
Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work places.
Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.
Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
NON STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:
Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up
Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are initiated
by employees and approved by management to meet business commitments while
supporting employee personal life needs
Employee Assistance Programs: Various assistant programs are arranged like
external counseling service so that employees or members of their immediate family
can get counseling on various matters.
Harassment Policy: To protect an employee from harassments of any kind, guidelines
are provided for proper action and also for protecting the aggrieved employee.
Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.
Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in
the organization.
Welfare items for workmen
S.
No.
Item Eligibility Duration /frequency/
quantity
Remarks
1. Uniform
(terricot)
All regular
workmen
2 sets of uniform
every year to be
given in
April -June
as per the
existing practice
2. Safety shoes All regular
workmen
Additional pair of
safety shoes to be
given once in the
period of three
years. the first pair
of safety shoes
Will be given in the
year 2008 in
November-
December.
Additional branded
safety shoes will
be provided to all
regular workmen.
3. Jacket All regular
workmen
One jacket matching
to uniform to be
given in alternate
year in the month of
October/November.
Matching jacket
will be provided.
4. Raincoat All regular
workmen
One raincoat to be
given once in the
period of 3 years
commencing from
2007 in the month of
may-july.
As per the
existing practice.
5. Soap All regular
workmen
working at
workshop.
Two cake every
month.
As per the
existing practice.
6. Excursion trip Only permanent
workmen &
their family
members.
One excursion trip in
a year in the
month of April or
August.
As per the
existing practice.
7. New year
celebration
All regular
workmen.
Sweet and tea on new
year day.
As per the
existing practice.
8. Sports(kabbadi/
volley ball)
Selected
players of
the team.
Sports kit will
be provided to the
players of
the team only.
Teams of kabbadi
& volley ball will be
selected by the
professional coach
every year.
9. Shoes All regular
workmen
One pair every year
to be given in month
of April -June.
As per the
existing practice.
10. Tumbler glasses. All regular
workmen
One tumbler each in
the month of April /
October
As per the
existing practice.
11. Khaki pant&
shirt or
dangari
Welders,
workmen
working in
electroplat
ing/ hard
chrome/
phosphati
ng/ paint
shop
One pair every year to be
given in the month of
April – June.
Color khaki
(cotton cloth)
(workmen
working in
paint
booths)
SAFETY ITEMS FOR WORKMEN
S.
no.
Item Eligibility Duration/
Frquency/
Quantity
Remarks
1. Safety
goggles
All regular workmen
(except welders)
actually working on
machine & areas
specified by safety
officers.
Once in a
year and
there
after only
replacement
will be
provided.
Only colorless-
industrial safety
goggles with side
shield, compulsory to
wear safety
goggles on the
shop/area while
Working.
2. Goggles for
welders
Welders Once in a year and
there after only
replacement
will be provided.
Proper welding
goggles will be
Procured.
3. Reinol cream
(hand washing
cream)
All regular
workmen actually
working on shop floor.
One pack of 200
gram per month.
As per existing
Practice.
4. Karodex barrier
cream
Workmen actually
working in the
oily conditions where
there is a chance of
any skin problem.
Need based
(one pack of
100 gram per
month)
Advice of the
company’s medical
officer will be
taken in the
Market.
5. Ear muffs/ ear
plugs
Workmen working Once in a year. As and when
in power house,
engine testing, air
blowing stage in paint
shop level exceeds
9o decibels.
required to be
replaced.
6. Respirators/ gas
mask/ cloth mask
Workmen working in
hazardous operatios
as determined by
safety officer.
Need based. As and when
required to be
replaced.
LONG SICKNESS BENEFITS
Long sickness benefits is payable to permanent workmen to cover up the loss of
wages incurred due to absence caused by long sickness.
Long sickness benefit is extended when the workmen is suffering from any of
the diseases mentioned below:
Kidney transplant
Renal failure requiring long- term dialysis
Cerebral or vascular strokes
Coronary artery diseases or a coronary bypass surgery.
Open heart surgery, valve replacement.
All kinds of cancer
To including pulmonary TB.
Brain hemorrhage incapacitating the workmen for a minimum period of
one month.
Serious accident resulting in the compound fracture or a fractured is
incapacitating the workman to work for a minimum period of 30 days.
Incapacitation of a workman from work should be for 30 days or more so as
become
eligible to receive this benefit.
To release the benefits under the scheme it is necessary to get the claim certified
from ESIC or by the company’s medical officer as the case may be.
Full payment of HRA is made during the period of long sickness.
The maximum period for which sickness benefit are payable is 365 days.
FINANCIAL ASSISTANCE ON COMPASSIONATE GROUNDS
A lump-sum assistance of rs. 2 lac is given to the legal heir / dependents of the
workman dying during employment.
WELFARE SERVICE FOR MEDICAL PURPOSE
Medical Insurance Hospitalization Scheme:
Eligibility : All regular employees not covered under ESI.
Limit: As per hospital bills subject to entitlement under the medical insurance
hospitalization scheme.
Procedure: The company has tie up with RAKSHA TPA for cashless treatment
facilities for employees and their wards in different networking hospital and claims
are directly lodged by hospital to RTPA.
Employees taking treatment in non-networking hospital have to inform RAKSHA
TPA office 3 days advance in case of emergency have to dial 2250000 and
completed set of papers shall be submitted in personnel department for settlement
of claim.
Coverage: self, spouse, legitimate dependent, children up to the age of 25 yrs or
up to their marriage or employed which ever is earlier.
Premium : it is paid by company except for parents whose premium is borne by
the employee.
Sum insured(annual) for each member of the family
Workmen
For minor aliment RS. 40,000
For major aliment RS. 2, 00,000(family floater)
(For major aliment, claim will be entertained up to, max, limit i.e. up to
2, 00,000)
Maternity benefits: Maximum benefits allowable will be rs 40000 applicable only if
the members do not have more than children.
Group personnel accident insurance (gapi) policy
Eligibility: All regular employees covered under corporate medi claim policy.
Minimum 3 days of incapacitation is must for getting claims.
Policy renewal: 1st July of every year.
Coverage: The accident risk covers both inside and outside the factory
irrespective of being present on duty or off duty provided the employee has met with
an accident. This benefit is for self only.
Claims: The employee will submit a claim from duty attested by medical officer
along with the supporting documents like medical certificate, x-ray film, fitness
certificate, copy of x-ray report and bills related to medical treatment and certificate
of absence from the duty.
Insured amount: Basic *60(minimum of rs.75, 000 &maximum of rs. 2, 25,000)
Cash benefits: temporary disablement -1% of sum assured per week
Permanent partial as per scale of compensation
Disablement:
Permanent disablement: 100% of the sum assured.
Upon death: 100% of the sum assured to the legal heir.
LOAN FACILITIES TO ITS MEMBERS
Escorts employees welfare society
ELIGIBLITY: All confirmed employees, who are members of society.
Membership Procedure To submit application form.
Fixed monthly contribution: Min rs. 300 and max RS.500 per month
Loan Every Tuesday through ICICI bank.
Distribution:
Interest payable 10% p.a. on reducing balance.
On loan:
Interest payable 9% p.a.
on contribution:
Calculation of loan amount:
(Total contribution of employees * 3)+ (500*no. of yrs of completed service)
or
RS. 85000 which ever is less.
Presently members can take a loan up to a maximum of rs. 70000 from the escorts
employees welfare society and rs. 50000 from escorts(farmtrac division) employees
welfare society.
Escorts employees welfare trust
Eligibility: All regular employees with minimum 5 yrs of
Confirmed service.
Process: The forms are processed as per budgetary provision
on seniority and need basis.
Purpose: To purchase utility items like T.V., fridge, motor cycle or marriage (self,
daughter, son).
Interest: 10% p.a. on reducing balance.
Recovery 3 years.
period:
Maximum limit of loan amount is rs. 45000 (20% down payment) in case of marriage
Rs. 36,000.
TRANSPORT FACILITIES FOR THE EMPLOYEES
The company provided bus facility to the employees coming from Delhi, palwal,
hodal, and mohana area on subsidized rate. As per company policy the
management will bear 70% of the total cost and 30% of the total cost will be borne
by the employees. The rate applicable presently of bus fare (recoverable from
employees) are as under:
Category Delhi Hodal Mohana/
alawalpur
Palwal
Workmen 502 689 636 447
LEAVE RULE AND ENTITLEMENT
Type of leave Workmen Apprentices
(apprenticeship act)
Casual leave
maximum leave can be availed
at stretch
07
02
12
02
Sick leave accumulation limit
no. of SL can be availed at a
stretch without medical
certificate.
SL can be availed at a stretch
with medical certificate.
07
84
02
any balance
15
-
02
any balance
Earned leave accumulation
limit no. of times for which EL can
be availed in a calendar year.
Minimum no. of EL that
can be availed at time.
21
126
03
03
Nil
RETIRAL BENEFITS TO EMPLOYEES
GRATUITY
Applicability : All employees who have rendered continuous service for not less than
5 yrs.in case of service will not be applicable disablement condition of 5 yrs of
service will not be applicable.
Permanent gratuity: on registration /retirement amount of gratuity (basic+d.a.)*
Years of service * 15/26.
On death , gratuity to nominee will be given as under:
PROVIDENT FUND AND EMPLOYEES
PENSION SCHEME
Service up to 5 yrs Amount equivalent to 5
months salary (basic +D.A.).
Service above 5 yrs but less
than 10 yrs.
Amount equivalent to 10
months salary (basic+D.A.).
Service above 10 yrs but less
than 20 yrs.
Amount equivalent to 15
months salary (basic+D.A.).
Service above 20 yrs. Normal gratuity plus additional
50% gratuity calculated.
Applicability:--ALL employees except apprentices under apprenticeship act are
enrolled under the provident fund act and employees pension scheme 1995.
Contribution
Employees Employers
12 %( Basic+d.a. +personal pay) 12% (basic+d.a. +p.p.)
8.33%-employees pension scheme.
3.57% p.f.
Up to rs. 6,500/- salary
Contribution above rs. 6,500 salaries are added in p.f. a/c of employee.
Interest: 8.5% interest p.a. for the year 2007-08 accrued on balance
Amount of p.f. a/c.
Normally retirement pension starts from the age of 58 yrs. The amount of
Pension is calculated as under:
(Pension able salary * pension able service)/70
Pension able salary is average of monthly salary for 2 months proceeding the
date of exit.
Pension able service is the service rendered by the members for which
contribution has been made in EPS.
Pension from jeevan dhara policy for workmen
Guaranteed pension
Rs. 450/- per month or 1% of policy amount whichever is higher D.A. :-D.A.
neutralization @ rs. 2 .40 per point AICPI from 1.8.2006.
CANTEEN SERVICE
The canteen services in plant/divisions are run by the management through
contractors at subsidized rates.
The contractor supplies food, tea and snacks as approved by the management in
the contract.
Tea and meal breaks in the different shifts are as under:
Shifts Tea break Meal break
First shift 9.30a.m to9.40 a.m.
2.30p.m. to 2.40p.m.
12.00 noon to 12.30
Second shift 6.30 p.m. to 6.40 p.m.
10.30 p.m. to 10.40 p.m.
8.30 p.m. to 9.p.m.
Third shift 2.30 a.m. to 2.40a.m.
6 a.m. to 6.10 a.m.
5.00 a.m. to 5.30 a.m.
In third shift only tea and snacks are provided during meal break.
CANTEEN MANAGEMENT COMMITEE
A ‘canteen management committee’ nominated for a period of one year consisting of
equal numbers of workmen and management representative is constituted. The
committee meets once in a month to review and suggest improvements in the
functioning of the canteen. The grievance of the workmen with regard to quality of
food, cleanliness of the canteen and service are discussed and action plans are
worked out for implementation.
COMPANY ’S PROFILE
Company’s Profile
ABOUT ESCORTS :-
Escorts Corporate Centre
The Escorts Group, is among India’s leading engineering conglomerates operating
in the high growth sectors of agri-machinery, construction & material handling
equipment, railway equipment and auto components.
Having pioneered farm mechanization in the country, Escorts has played a pivotal role in
the agricultural growth of India for over five decades. One of the leading tractor
manufacturers of the country, Escorts offers a comprehensive range of tractors, more than
45 variants starting from 25 to 80 HP. Escort, Farmtrac and Powertrac are the widely
accepted and preferred brands of tractors from the house of Escorts.
A leading material handling and construction equipment manufacturer, we manufacture
and market a diverse range of equipment like cranes, loaders, vibratory rollers and
forklifts. Escorts today is the world’s largest Pick ‘n’ Carry Hydraulic Mobile Crane
manufacturer.
Escorts has been a major player in the railway equipment business in India for nearly five
decades. Our product offering includes brakes, couplers, shock absorbers, rail fastening
systems, composite brake blocks and vulcanized rubber parts. In the auto components
segment, Escorts is a leading manufacturer of auto suspension products including shock
absorbers and telescopic front forks. Over the years, with continuous development and
improvement in manufacturing technology and design, new reliable products have been
introduced.
The Escort Group has also been operating in the ITES and financial services sectors.
Throughout the evolution of Escorts, technology has always been its greatest ally for
growth. In the over six decades of our inception, Escorts has been much more than just
being one of India’s largest engineering companies. It has been a harbinger of new
technology, a prime mover on the industrial front, at every stage introducing products and
technologies that helped take the country forward in key growth areas. Over a
million tractors and over 16,000 construction and material handling equipment that have
rolled out from the facilities of Escorts, complemented by a highly satisfied customer
base, are testimony to the manufacturing excellence of Escorts. Following the globally
accepted best manufacturing practices with relentless focus on research and development,
Escorts is today in the league of premier corporate entities in India.
Technological and business collaboration with world leaders over the years, Globally
competitive indigenous engineering capabilities, over 1600 sales and service outlets and
footprints in over 40 countries have been instrumental in making Escorts the Indian
multinational. At a time when the world is looking at India as an outsourcing destination,
Escorts is rightly placed to be the dependable outsourcing partner of world’s leading
engineering corporations looking at outsourcing manufacture of engines, transmissions,
gears, hydraulics, implements and attachments to tractors, and shock absorbers for heavy
trailers and armored tanks.
In today’s Global Market Place, Escorts is fast on the path of an internal transformation,
which will help it to be a key driver of manufacturing excellence in the global arena. For
this we are going beyond just adhering to prevailing norms, we are setting our own
standards and relentlessly pursuing them to achieve our desired benchmarks of
excellence.
Logo of Escorts
Logo rationale :-
A hexagonal nut (in red) representing a geometric perfection. The nut has been a
functional device that has stayed at the core of mankind’s engineering adventures. In
spite of modern technologies coming in, it still remains unarguably a symbol of
technology and all that holds it together. Locked into the nut is a spanner (in white), the
turning force for the symbol of technology. The two pictorial elements are configured
together to form an ‘E’, a pneumonic for Escorts.
A doctrine of corporate and engineering openness, the Escorts logo allows an aisle, a
pathway through which new ideas can walk in any time freely, giving Escorts the
character to listen and absorb new and fresh thoughts.
The symbol with its three meanings makes a rebus or visual pun and is rendered in red,
the color of energy and dynamism. Every time it is used, it represents the Escorts seal of
quality and excellence.
The Founding Philosophy
Over six decades back two young men set out on a journey together armed with
little beyond intelligence, business acumen and determination and dreams aplenty. They
believed that India could only achieve total freedom with a breakthrough in the field of
agriculture and mechanization would have to rule the fields. Their youthful enthusiasm
had kindled the hope that one day they would make a mark of their own. They were in
fact writing the first chapter of what has come to be widely 48ulcanized as one of the
greatest success stories in Indian industry.
Escorts came into being with a vision. A vision that eschewed easy paths to profitability,
and sought instead for ways to make a contribution. A vision that led two young brothers,
Yudi and Hari Nanda, to branch out of their family’s prospering transport business and
institute ventures that were to become the foundations of Escorts Limited. On 17th
October 1944, Escorts Agents Limited was born at Lahore (now in Pakistan) with Mr.
Yudi Nanda as Managing Director and Mr. Hari Nanda as Chairman. It was a trendsetting
marketing house driven by the same business philosophy, which had given their family
enterprise an unrivalled reputation: customer concern. Not long afterwards, this driving
ambition to go beyond the expected led Hari Nanda to the first of his many successful
business insights – the discovery of the great business potential that lay in India’s
villages. This led to the launch, in 1948, of Escorts (Agriculture and Machines) Ltd., with
Yudi Nanda as Director. Though separate business entities then, both companies had two
great strengths in common: the dynamic Nanda brothers and the unifying force of the
name they gave their companies; Escorts, literally ‘escorting’ their products and services
to the customer while most other businessmen were just selling.
Tragically, Mr. Yudi Nanda died in an accident in 1952 – but his spirit remained
embedded in the foundations of the company. Mr. H P Nanda then took on the mantle to
49ulcani the dreams which he had always seen with his brother.
Escorts (Agents) Ltd., and Escorts (Agriculture and Machines) Ltd. merged in 1953 to
create a single entity –Escorts Agents Pvt Ltd. Having initially started with a franchise
for Westinghouse domestic appliances, by this time the Company had already expanded
its marketing and service operations, representing internationally known German and
American 49ulcanized49on such as MAN, AEG, Haniel & Leug, Knorr Bremse, MIAG
and BMA for sophisticated electrical and mechanical engineering equipment and
Minneapolis Moline and Wisconsin for agricultural tractors, implements and engines.
Escorts made a major thrust into the agricultural arena by taking on the marketing and
service franchise for Massey Ferguson tractors in Northern India, which soon comprised
75% of MF’s all-India sales – a signal tribute to Escorts’ inherent strengths. Its first
industrial venture came up in 1954, in partnership with Goetzewerke of Germany for the
manufacture of piston rings and cylinder liners – followed by production of pistons in
collaboration with MAHLE, also of Germany, in 1960. The company’s incorporation in
its present name, Escorts Limited, was effected on 18 th January, 1960. Escorts’ next
major industrial activity was the assembly of tractors in 1961 in technical cooperation
with URSUS of Poland. Subsequently this led to the manufacture of the country’s first
indigenous tractors under Escorts’ own brand name, which were to play a pivotal role in
the Green Revolution. This went on to lay the foundations that even today are the
Company’s core strengths –relevant, world-standard technology through strategic
international alliances; a broadbased marketing and service network yet unrivalled;
powerful symbiotic relationships with suppliers and dealers; and above all, the crusade to
make a difference.
Beyond the growth of the 49ulcanized49o, these principles have ensured that Mr. H. P.
Nanda’s contribution to the cause of industry and the consumer will endure. He pioneered
the revolutionary concept of ‘interdependence’ between ancillary and large industries,
50ulcanized50on50zing vendor development and in the process building Faridabad and
the entire belt of townships in the region. He introduced the discipline of service going
before marketing, reassuring the customer that Escorts would stay with them, that they
were here for the long run. He built lasting alliances with an array of the world’s most
respected names in tractors, industrial equipment, two-wheelers, construction equipment
and telecommunications. Going further, he created institutions devoted to value
engineering and training, not only as investments in the company’s future but also as
catalysts for the enhancement of Indian industry as a whole the Escorts R&D Centre and
the unique Escorts Institute of Farm Mechanisation. His concern extended to the society
in which he worked, and he manifested it by establishing the Escorts Medical Centre at
Faridabad, Escorts Heart Institute and Research Centre at New Delhi, as well as
numerous village development programmes. And above all, he imbued the corporation
with his own pioneering, entrepreneurial spirit, instilling both a conscience and a vision
of leadership.
Escorts is testimony to the valour, vision and values of its Founder Mr. H P Nanda. He
remains the inspiration for our courage, spirit of adventure and ability to ‘Think Big’.
These qualities are his enduring legacy and have inspired and encouraged us down the
decades and will continue doing so in all our endeavors.
Management
Mr. Rajan Nanda Chairman
An alumnus of Doon School, Dehradun, Mr. Rajan Nanda took over as
Chairman of Escorts Group in the year 1994. That was the time when the Indian economy
had begun to burgeon as a result of liberalization. The task before him was to prepare
Escorts Group for the emerging competitive, globalised business environment and steer it
to greater heights. Displaying vision and leadership qualities, Mr. Nanda undertook a
major restructuring programme to give sharper focus to the Group's businesses. Under his
stewardship the Escorts Group today is moving ahead in the high growth areas of agri
machinery, construction equipment, railway equipment and auto components.
Mr. Nanda is an active member of several apex trade and industry bodies.
As member of the CII National Council he has served as Chairman of its Agriculture
Committee in the past years. He played a pivotal role in promoting the cause of Indian
agriculture and his endeavours resulted in the Government announcing the long-awaited
National Agriculture policy.
Mr. Nikhil Nanda Joint Managing Director
Mr. Nikhil Nanda is an alumnus of Wharton Business School,
Philadelphia. Having graduated in Business Administration in 1995, he majored in
Management and Marketing, before undergoing professional training with JC Bamford
Excavators Ltd., U.K.
He is a member on the Board of most Group companies since 1997 and
has the overall responsibility for managing the Group's agri, construction and engineering
businesses. Combining contemporary management techniques with real life practical
approach, Mr. Nikhil Nanda has been responsible for driving the business growth
initiatives of the Group to strategically position it in the global arena.
Mr. Nanda is also among the five Indians selected as the Global Leaders
of Tomorrow for the year 2001 by the World Economic Forum, Geneva.
Mr. Rohtash MalExecutive Director and Chief Executive Officer - Agri Machinery Group
An alumnus of Indian Institute of Management Calcutta and Indian
Institute of Technology - Delhi, Mr. Mal has over 27 years of rich and varied experience.
In his last assignment as the Chief Executive he was responsible for the entire operations
of Bharti Fieldfresh Ltd. Having started his career with Ballarpur Industries Ltd., in his
stint of 17 years stint of 17 years he went on to become the Vice President (Sales &
Marketing) of its paper division. Later at Maruti Udyog Ltd. as its Chief General
Manager (Sales & Marketing) for 3 years, he was highly successful in sales and
marketing of its passenger cars. In addition, spread over 6 years and three assignments,
Mr. Mal had been with Bharti Airtel Ltd. in its mobility and broadband / telecom services
business verticals as the Chief Executive.
With rich experience in successfully driving business growth in sectors
like paper, automobiles, telecom and retail, Mr. Mal is now driving Escorts to
significantly improve its competitive advantage and attain an even dominant position in
the Agri Machinery sector.
Mr. Manoj JhaExcutive Vice President of Engineering Division
Mr. Jha has an experience of over 25 years with prestigious companies
like Tata Motors, Eicher and the Minda Group. Prior to joining Escorts, he was the
Managing Director at Minda Sai Ltd.
Mr. Jha brings with him a wide range of skills and expertise in business
re-engineering turnaround, conceptualization and execution of strategic initiatives and
handling turnkey projects. At Escorts, as the head of business operations of the
Engineering Division, Mr. Jha will focus on building a strategic approach to move up the
revenue chain and create value.
Mr. Kamal BaliCEO – Escorts Construction Equipment Limited (ECEL)
A mechanical engineer from IIT Roorkee, Mr. Bali has over 25 years' of
experience. Having started his career with Eicher Limited, till recently he was the
Managing Director and CEO of the Italian tractor manufacturing company Same Deutz-
Fahr, India. Mr. Bali has also been associated with the Escorts Group earlier and was
looking after all India sales for the Agri Machinery Group. With his strong business
orientation and leadership capabilities Mr. Kamal Bali is spearheading ECEL to that of a
dominant player in the Construction Equipment segment at a time when the infrastructure
Industry is witnessing spiralling growth.
Mr. G.B. MathurVice President - Law & Company Secretary
Has considerable experience in Secretarial and Legal matters. Having
joined Escorts in 1993, Mr. Mathur is responsible for all Company law related matters
and is also the custodian of the shareholder related matters. Prior to joining Escorts he
was the Company Secretary at Chambal Fertilizers & Chemicals Ltd.
Mr. Rakesh Kumar BudhirajaGroup Chief Financial Officer
A Chartered Accountant by profession and also an LLB, MBA (Finance)
and a Company Secretary. Has over of 27 years of rich and varied experience in all facets
of Finance, strategic planning, Restructuring of Businesses, Treasury Management, and
Secretarial functions. Prior to joining Escorts, he worked for more than 5years as Vice
President (Finance) with JK Tyres & Industries Ltd. Earlier he was Chief Financial
Officer & Company Secretary with Kajaria Ceramics Ltd.
He has worked for tyre, ceramics, fertilizer & Chemicals, textiles and export house
companies during his tenure of service.
As the Group CFO he aims to substantially improve the economic
performance, shareholder value and enhance financial discipline within the organization
& bring high standards of Business focus.
Mr. Partha Dasgupta Group Vice President Human Resources and Employee
Relations
Mr. Dasgupta has over 30 years of experience spanning all facets of HR
and ER.He has worked with leading companies like the Times of India, ICI
India ,Vedanta PLC / Sterlite industries amongst various others in senior level
assignments.
Prior to joining Escorts, he worked with Raymonds on HR branding
initiatives including work culture transformation, performance and talent management,
and productivity improvement. At Escorts, Mr.Dasgupta will focus on strategic HR and
Employee Relations
Chairman’s message :-
The Indian economy during the year has grown in all sectors and there has been a
supporting growth in consumption that has given the country a GDP growth of 8% in real
terms. Ironically however, the farm sector was confronted with many adversities that
have reduced its growth to mere 3% and was expected to decline further.
Whilst the country had a normal monsoon and harvested a good standing crop, the
support price given by the Government to the farmers was unattractive – in fact it was
lower than the cost at which India was proposing to import wheat. This has upset the
agriculture market very extensively. The lapse of this crop income limited the farmers
from raising fresh loans for buying equipment and for some farmers they had to repay old
loans. There has been higher NPA from farm loans and hence lower lending by banks.
The above vicious cycle is proposed to be corrected a year later in the next wheat crop to
be harvested in March-April ’08. The Food and Agriculture Ministry has already fixed
the support price and the standing crop is assessed to be good. The farmers’ cash flow
will thus become positive and business will begin to grow again.
AGRI MACHINERY
Your company with a long term view has been consistently improving its fundamentals.
Towards this end, we have expanded our product offering and technologically advanced
the tractors to become more competitive for specific products like –
Lighter axle rice plantation tractor for South India
Orchard & Vineyard tractors
Heavy duty large tractors in the range of 70-80 hp for four wheel drive suitable for heavy duty haulage and use in hilly terrain.
We have established our brand “Farmtrac” which carries a strong reputation of quality
products and we will build on this brand further. Our manufacturing quality has become
consistent and the manufacturing processes have been refined. All these will help us gain
market share and give incremental growth beyond the country’s industry volume growth.
In the past year we lost substantially on our export volumes because of weakening of the
Dollar by 12-14% which has eroded our entire working margin of sale for export
destinations. As a result we had to withhold exports to the Dollar markets – mostly to
USA where we have our own company and organisation to distribute, service and sell.
We have attractive margins and growing volume sales in export markets of Africa,
Europe and South East Asia that will continue to bring good export volumes for the
company.
We have transformed the management leadership of our farm equipment and tractor
business by bringing in a new CEO who will cultivate a strong marketing culture in our
company, as well as make strong focused efforts to unleash a cost sensitive management
culture and monetise the enormous value creation opportunities that this business is
sitting on. All of us at Escorts are very optimistic about showing significant gains and
growth in our farm machinery business by growing in volumes and concurrently reducing
the cost of operations and achieving significant profitability from Agribusiness.
The company’s market network of dealers has intensified and we are aggressively
targeting market share gains through new products for niche markets. This will
strengthen our brand appeal and grow our business volumes over the next 2 years to
reach 75,000 - 80,000 tractors. Tractor engines are being sold for industrial stationary use
for which there is a very attractive market opportunity, the market size at present being
around Rs. 2,500 – 3000 crs. annually. In our efforts to add more revenue from the
existing investments, we have geared up to gain a sizeable share of this engine market.
Your company is bringing in technology for farm implements from European companies
to add more productivity to tractors and assist the farmer to improve his horticulture
yields to meet the retail activity started by private sectors. Additionally, for water
management we are going to be distributing and selling laser land levelling equipment.
Escorts with the knowledge of customer market and farmer opportunity is now packaging
a holistic offering to the farmer specific for improving his present yields and ultimately
his income from farming.
In summary as our fortunes linked with the performance of the agriculture sector rise
with government interventions and policies, the excitement within this business at Escorts
is in unlocking its true wealth potential.
CONSTRUCTION MACHINERY - ECEL
Our subsidiary company Escorts Construction Equipment Limited is in an equally
exciting mode of business opportunity and demand growth. We have experienced
extraordinary growth in demand and actual execution despite having limited
manufacturing infrastructure till we move to our new premises in April ’08. The results
are excellent as you would see from the comparative in-depth analysis of top line, bottom
line and volume line that is reproduced below:
Actuals
31.3.2007 31.3.2008
Estimated 31.3.2009
Growth over Previous Year
Equipment Sales Volume (Units) 2547 3064 4350 42%
Gross Sales Turnover (Rs. Crs.) 315.67 408.21 585 43%
Net Sales Turnover (Rs. Crs.) 279.27 364.56 520 43%
Profit Before Tax (Rs. Crs.) 26.76 26.58 40 50%
ECEL has wisely well invested in a very intelligent and modern manufacturing plant
capable of handling an annual volume of 14,000 machines per annum. The major
products to be built at this plant would be:
Compaction Road Rollers
Pick and Carry Cranes
Forklift trucks
Loaders & Excavators
Slew Cranes
All the above machines would be in serial production at the new plant location from
May-June ’08.
The retained earnings of this company are going to get stronger as the products which
now have a growing demand are more profitable than the Pick and Carry Cranes. The
road programmes of India are now becoming major activities and that generates a large
demand for the products we manufacture.
ECEL has a mature well manned product designing department to design and develop
improvements on our present machines so that the products offered to the markets are
always comparative with the international branded products marketed. We also have
exclusive Distribution Rights for India for some heavy machines that sell very well in
major worksites in India such as:
Crawler Cranes up to 280 tonnes
Heavy duty and special purpose forklift trucks
Road paving machines
Motor graders
Tower Cranes
Equipment for Power and Telecom Utilities
For each of these products we have chosen a very competitive design from a reputed
manufacturer who would give us the supply support to meet the demands of our markets.
These arrangements can be converted to licensed manufacturing programmes at a later
date if the demand of volumes from the market warrants local production initiatives.
ECEL will always be a high performance and high growth company because
Construction Industry and business in India is a high growing area.
AUTO SHOCK ABSORBERS AND RAILWAY EQUIPMENT – ASP & RED
Escorts also has a component business of Auto Shock Absorbers and Railway
Equipment. The railways have growing opportunities with traffic loads for both freight
and passengers which warrants modernisation for which we have the products and are
also looking at relationships and synergies with international companies for a two way
exchange of technology products so that we have a bigger canvas to grow in the context
of our future. Our plant in Rudrapur has also given us good economic savings of tax and
business growth.
Likewise in Auto Shock Absorbers, we are refreshing our entire manufacturing facilities
to primarily export the majority of our production that progressively will be actualised in
the year 2007-08.
We have acquired excellent human skills at all the key function areas of the company and
their collective efforts will transform Escorts into a high performance company with
strengths of marketing and financial controls. This change will be progressive and will be
reported by the management on a quarterly basis with the year ending in September ’08.
These results will also be reflected in the price quotation in the Stock Exchange of our
listing because we hope to have good growth on top line and bottom line.
The fitness of the company is better than it has ever been and we owe this all to the
collective intellectual minds that now serve the organisation to whom I am very grateful
for their commitment to the company and to their profession. I also want to place on
record the cooperation we have had from the labour union who had a very constructive
and progressive approach with the management to help the company grow and with that
growth help the employees grow too.
I would also like to place on record the great help and advice I have had from the Board
of Directors who have been very supportive in this transition period till we actually
reinvented ourselves.
Businesses
Agri Machinery :-
Background
In 1960, Escorts set up the strategic Agri Machinery Group (AMG) to venture into tractors.
In 1965, we rolled out our first batch of tractors under the brand name of Escort.
In 1969 a separate company, Escorts Tractors Ltd., was established with equity participation of Ford Motor Co., Basildon, UK for the manufacture of Ford agricultural tractors in India.
In the year 1996 Escorts Tractors Ltd. formally merged with the parent company, Escorts Ltd.
Since inception, we have manufactured over 1 million tractors.
Technologies
Escorts AMG has three recognized and well-accepted tractor brands, which are on distinct and separate technology platforms.
Farmtrac: World Class Premium tractors, with single reduction and epicyclic reduction transmissions from 34 to 75 HP.
Powertrac: Utility and Value-for-money tractors, offering straight-axle and hub-reduction tractors from 34 to 55 HP. India’s No.1 economy range – engineered to give spectacular diesel economy.
Escort: Economy tractors having hub-reduction transmission and twin-cylinder engines from 27 to 35 HP. Pioneering brand of tractors introduced by Escorts with unbeatable advantages.
International Subsidiaries
Escorts AMG has two international subsidiaries.
Farmtrac North America LLC in the U.S.A
Farmtrac Tractors Europe Sp.z o.o.in Poland.
We now cater to 41 countries.
Fuctional Excellence
Manufacturing
Quality Assurance
Materials Management
Sales & Marketing
Knowledge Management
Finance
Human Resources
Information Technology
Beyond manufacture, Escorts has made substantial investments towards the
63ulcanized63on of farm technology. The Escorts Institute of Farm Mechanisation
(EIFM) at Bangalore is a unique center where training is imparted in operation,
maintenance and repair of farm machinery. It is among the few institutions of its kind in
the world. Its programs are aimed at encouraging customers, dealers, engineers,
mechanics as well as the field staff of Escorts, towards meeting its objective of enhancing
agricultural productivity and improving quality of life in rural India.
Knowledge Management
The Escorts Agri-Machinery Group Knowledge Management Centre, set up in
1976, has a history of over twenty-nine years. It is spread over 100000 Sq M (23 acre)
area. It is equipped with modern facilities set up with an investment of over US $ 7.5
million.
It designs the entire tractor, defined as engine, transmission plus hydraulic systems and
Vehicle design consisting of sheet metal (including styling) plus controls and accessories.
Virtual prototypes of components and aggregate assemblies are made and assembled on
computer workstations using 3D technology. The performance is checked on computers
using simulation techniques thus saving a lot of time for the end-user as well as lowering
development costs. The KMC uses advanced 3D-modeling, analysis and simulation
software for engines, transmissions and vehicles. Physical prototypes are then extensively
tested for performance, durability and reliability.
The facilities include a high-technology engine laboratory featuring fully computerized
test beds with online control, data acquisition and analysis. We can test engine emissions
for meeting the Bharat TREM norms, US Environmental Protection Agency (EPA)
norms and European (Euro) norms. Additional capabilities of the engine lab are engine
performance, durability, reliability, tribology and fluid dynamics studies. An advanced
vehicle testing laboratory includes fatigue testing, dynamometer testing for chassis and
power-take-off, and smooth as sell as torture test tracks. Other facilities include Noise
Vibration and Harshness (NVH) Lab., Metrology Lab., and Materials Engineering Lab.
Product styling is carried out in a computerized virtual environment, which is supported
by a model-making shop for physical prototypes.
In addition to multi purpose tractors ranges, a variety of special-purpose tractors have
been developed for industrial applications as also non-agricultural applications like
Haulage, Airport, potato and vineyard cultivation.
Construction Equipment
Escorts manufacturers and markets a diverse range of construction and material handling
equipment like cranes, loaders, vibratory rollers and forklifts. The company was a
pioneer in introducing the concept of Pick ‘n’ Carry hydraulic mobile cranes in the 70s in
India and continues to be the world’s largest manufacturer of these cranes.
A nationwide network of 16 Sales Offices, 50 dealership locations, over 300 company
trained dealers’ service engineers, gives it the best market reach in India for the Sales &
Service of material handling and construction equipment.
With over 30 years experience in Construction Equipment Industry, Escorts has a proven
track record in :
Hydraulic Mobile Cranes
Loaders
Forklifts
Vibratory Compactors
Today, it not only continues to be the largest mobile crane manufacturer in the country,
but also the largest Pick ‘n’ Carry Hydraulic Mobile Crane manufacturer in the world.
While recording a rapid growth in Crane Industry we’ve also been able to steadily
increase our presence in the field of Vibratory, Soil & Tandem Compactors. Escorts was
the first to bring the concept of Vibratory Compactors in India in a big way, back in 80’s.
Subsequently more models in Tandem Vibratory Compactors and heavy duty Soil
Compactor range were added in technical collaboration with HAMM Germany. Recently,
we’ve further strengthened the range with a 3T Shoulder Compactor. Today our range of
compaction equipments is one of the most preferred in the market, and is being viewed as
the most efficient and effective compaction solutions available in the country.
Along with Cranes and Compactors, we also manufacture Frontend loaders with payload
capacity of 700kgs. Suitable for narrow lanes and confined spaces, these loaders are
compact in design and are ideal for garbage handling, handing of chemicals, sands, small
chips, etc.
Escorts also offers other material handing solutions like Forklifts from Daewoo Doosan
Infracore Ltd., Korea and Articulated boom cranes from Fassi, Italy. In LPG Forklift
category, the company enjoys a market share in excess of 85%.
This single-minded pursuit of precision and customer satisfaction has made us the 3 rd
largest in terms of Construction Equipment Sales unit per annum
Railway Equipment
Escorts is a leading manufacturer of critical railway components since the last 40 years. It
is one of the oldest and most trusted partners of Indian Railways, the largest rail network
in the world. Having played a significant role in the growth and modernization of Indian
Railways, today it is a multi-product, multi-technology business at Escorts.
Broad Product Portfolio:
Shock Absorbers
Couplers
Brake systems
Brake Blocks An ISO: 9001-20000 certified company, Escorts manufactures products as per
international standards specified by UIC, AAR and Indian Railways. The products
are exported to over 15 countries worldwide.
For railway equipment, the initial source of technology has come from some of
world leaders in the arena like:
Schaku of Germany for couplers
Knorr Bremse of Germany for air brakes
General & Railway Suppliers Pty Limited of Australia for rail fastening systems
ICER of Spain for composite brake blocks
Vulcanite of Australia for 67ulcanized rubber parts
A state of the art manufacturing facility located at Faridabad, near New Delhi has
facilities for advanced product development, design, testing and validation. The in-house
Research & Development has played a critical role in bringing about a high level of
customer satisfaction, reliability and safety – the key drivers of business.
Escorts’ engineering experts have trained over 8000 railway personnel of various
countries. As Asia’s largest manufacturer of air brake systems, the conversion of vacuum
brake stocks to air brakes and installation and commissioning of complete brake systems
on new builds are also undertaken by Escorts.
Auto Component
The Auto Suspension Products Division (ASPD) under the Engineering Division
of Escorts Ltd. is the leading manufacturer of auto suspension products including shock
absorbers, struts and telescopic front forks. Escorts was the pioneer in Automotive Shock
Absorber manufacturing in India in 1966 in Technical Collaboration with Fichtel &
Sachs, Germany. Over the years the technology obtained from Fichtel & Sachs of
Germany has been continuously upgraded and new reliable products have been
introduced. Another step forward in this direction is a comprehensive technical
collaboration with world leaders Kayaba of Japan. A strong in-house design and
development infrastructure of the Division enables introduction of new applications as
per specifications of customers.
PRODUCTS
TRACTORS
Most powerful tractor in its range with excellent productivity in terms of output
Most fuel efficient and tractor which has best value for money
Reliable and trustworthy with a powerful feel. Low maintenance cost
ENGINES
Excellent in Performance
Designed for 100% continuous operation and longer service intervals
Highly fuel efficient / Low operating cost
Class A1 governing with 4% regulation for stable operation in fluctuating load
condition
Low Noise and Vibration
Compact size
Cooling system designed for extreme weather conditions
Equipped with Pusher type fan for better cooling in Stationary application
Meets CPCB Emission norms
Fitted with Coolant expansion bottle - Does not require frequent topping up
Easy and Low maintenance
Quick start
Plateau honed wet liners for longer life and low oil consumption and better service
ability
3 ring pack version Piston with ring carrier for top ring for
Longer life
Low friction & Higher fuel efficient
Chrome Plated top piston ring for longer life & low lub oil consumption
Valve stem seal for lower lub oil consumption
Water pump with integral bearings and unitised seal for longer leakage free life of
Pump
Low cost of spares
G 15 G 20 G 25 G 30
LUBRICANTS
A key initiative of Escorts Ltd. in our continuous endeavor to provide Total
Customer Satisfaction.
Genuine Engine and Gear oils for the complete range of Escorts tractors developed
to suit varying temperatures and climatic conditions.
Every drop of SURAKSHA embodies the excellence that Escorts has gained over
50 years experience in tractor manufacturing and reflects its keen understanding of
the Indian farmer and his tractor.
"SURAKSHA" - the protective shield for the tractor - tailor made for enduring
performance year after year.
FarmtracGenuine Engine
Oil
FarmtracGenuine Gear Oil
Powertrac
Genuine Engine Oil
Powertrac
Genuine Gear Oil
Escorts Construction Equipment Limited
The range of material handling and construction equipment products are manufactured
and marketed under the brand ECEL (Escorts Construction Equipment Limited). ECEL
has earned market leadership through constant innovations of product technology and
features. ECEL has come to be synonymous with Strength, Reliability and Sophistication.
Hydraulic Mobile Cranes
360 0 Slew Cranes
Compactors
Forklifts
Articulated Boom Cranes
RAILWAY EQUIPMENT
An ISO: 9001-20000 certified company, Escorts manufactures railway equipment
as per international standards specified by UIC, AAR and Indian Railways.
Asia’s largest manufacturer of air brake systems, the conversion of vacuum brake stocks
to air brakes and installation and commissioning of complete brake systems on new
builds are also undertaken by Escorts.
Diverse product range:
Shock Absorbers (Oil Dampers) for coaches, locomotives, EMUs, MEMUs, DMUs, Metro and Rail Cars
Air brakes for coaches, Freight cars, DMU and OHE Cars Automatic/Semi Permanent Couplers for EMUs, DEMUs, MEMUs Electro Pneumatic Brake Systems for EMUs and MEMUs Composition brake blocks for coaches, locomotives, freight cars and EMUs Rail fastening systems for wooden, steel and concrete sleepers Direct Admission Valves for vacuum braked coaches Testing equipment for brake systems and shock absorbers
Air brake accessories for passenger coaches, freight cars, locomotives and self propelled vehicles
Metal to rubber bonded vulcanized components Automatic twist locks for container freight cars
Air Brake Hose Couplings
Angle Cocks Brake Beam
Mounted Brake System
Distributor Valves
Slack adjuster
AUTO COMPONANT
Escorts’ leadership in auto suspension products in India comes through
continuous improvement in manufacturing technology and expansion of product range to
cater to OEMs of all vehicle categories, including passenger cars, commercial vehicles,
multi-utility vehicles, motorcycles, scooters and mopeds.
Indian Motorcycles/Scooters/Scooterettes
Part No. 3220
Part No. 3241
Part No. 3280
Part No. 3234
Part No. 3247
Part No. 3267
Part No. 3276
Part No. 6710
Part No. 3298
DATA COLLECTION
AND DATA ANALYSIS
DATA ANALYSIS & PRESENTATION
QUESTION 1: DOES YOUR ORGANIZATION /COMPANY FOLLOW
THE EMPLOYEE WELFARE SCHEMES?
0
20
40
60
80
100
120
yes no
answerof follwers
foll
ow
ers
Series1
YES NO
100 0
INTERPRETION:
Out of 100 employees surveyed, all are agreed that there are welfare schemes in
their organization/company.
QUESTION 2: WHAT IS /ARE THE MAIN OBJECTIVE(S) BEHIND EMPLOYEE
WELFARE?
MOTIVATE ANDRETAINEMPLOYEES
LOYALTYTOWARDS ORG.
MINIMISESOCIAL EVILS
IMPROVE LOCALIMAGE
ALL OF ABOVEINETERPRETATION:
OBJECTIVES NO.OF PERSONS
Help to motivate and retain employees. 30
Loyalty in workers towards the organization 20
To minimize social evils such as
alcoholism, gambling etc.
6
Helps to improve the local image of the
company
38
All of above 6
Out of 100 people surveyed, 38% employees said that welfare schemes helps in
improving the image of the company. 30% says motivate to do work in this
organization, 20% are loyal because of goods welfare schemes and 6% helps in
minimizing the social evils among the employees
QUESTION 3: WHO MAKES THE EMPLOYEE WELFARE SCHEMES/POLICIES?
MAKERS NO. OF PERSONS
Immediate superior 11
Specialized committee 25
Personnel department 24
Don’t know 40
Immediatesuperior
specializedcommittee
personneldepartment
don't know
INTERPRETATION:
Out of 100 people surveyed, 40% of people doesn’t know who made welfare
schemes for them. 11% says immediate superior made, 25% says specialized
committee and 24% says personnel department.
QUESTION 4: ARE YOU SURE SATISFIED WITH EMPLOYEE WELFARE
SCHEMES IN THE ORGANIZATION ?
01020304050
1/1/1900 1/3/1900
never
always
no. of persons
Series1
Thinkers NO. OF PERSONS
Always 50
Sometimes 40
Never 10
INTERPRETATION:
Out of 100 persons 50% are always satisfied from the welfare schemes of the
company, 40% are satisfied and 10% never satisfied from the welfare schemes.
QUESTION 5: DO YOU THINK THAT WELFARE WHICH HAS BEEN DONE IS FAIR
TO ALL WORKERS?
0
20
40
60
80
100
YES NO
NO. OF PERSONS
Series1
INTERPRETATION:
Out of 100 people surveyed, 80% says welfare schemes are fair to all workers and
20% says not fair to all workers.
YES NO
80 20
QUESTION 6: HAVE YOU NOTICIED ANY MISTAKE REGARDING EMPLOYEE
WELFARE SCHEMES?
Implication NO. OF PERSONS
Every time 10
Sometimes 30
Never 60
010203040506070
1no. of persons
every time
sometimes
never
INTERPRETATION:
Out of 100 people surveyed, 60% people says there is no mistake in welfare
schemes, 30% says sometimes there is mistake done by the management and 10%
says there is always mistake in welfare schemes
QUESTION 7: ARE YOU SUFFICIENTLY UTLIZING THE WELFARE SCHEMES
PROVIDING BY THE COMPANY?
YES NO
90 10
85 90 95 100
NO. OF PERSONS1
NO 10
YES 90
1
INTERPRETATION:
Out of 100 people surveyed, most of people are availing the welfare schemes i.e.
90%, only 10% people are not availing welfare schemes sufficiently.
QUESTION 8: WHAT ARE THE TOOLS AND TECHNIQUES ADOPTED FOR THE
WELFARE SCHEMES?
0
50
100
1no. of persons
0123
proper formatproper format
fcfs
no method
Type of implication No. of persons
Proper format 80
First come first serve basis 18
No method 2
INTERPRETATION:
Out of 100 people surveyed, most people say proper format is there for availing
welfare schemes of the company i.e. 80% and 25 says there is no method for
availing welfare schemes.
QUESTION 9: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT
BESIDES ANY WELFARE SCHEMES?
Implication NO. OF PERSONS
ALWAYS 35
SOMETIMES 58
NEVER 7
no.of persons
always
sometime
never
INTERPRETATION:
Out of 100 people surveyed, 35% says management helps them besides welfare
schemes, 58% says on some occasion management helps them besides welfare
schemes and 7% says there is no help from the side of management.
QUESTION 10: IS WELFARE SCHEMES PROVIDING BENEFICIAL TO YOU IN
ENHANCING YOUR PRESENT LIVING OF STANDARD?
YES NO
70 30
YES
NO
INTERPRETATION:
OUT of 100 people surveyed, 70% people agreed that welfare schemes have
increased their standard of living but 30% are not agreed to this statement
QUESTION 11: DO YOU WANT ANY CHANGES IN THE METHOD / POLICIES OF
EMPLOYEE WELFARE?
YES
NO
INTERPRETATION:
Out of 100 people surveyed, 98% people doesn’t want any changes in existing
welfare schemes, only 2% people want the change.
YES NO
98 2
DATA ANALYSIS
The analysis was done for frequency distribution. And in this I have used
tabulation technique of data analysis.
FINDINGS OF THESTUDY
FINDINGS
During my training I found that-
Most of the employees are satisfied with employee welfare schemes of the
organization.
Written notice should be given to the personnel department in advance before
availing any welfare schemes.
The trust provides financial assistance in case where the employees has medical
expenses on treatment of self or the family members beyond his coverage /limits
under any of the scheme of the company.
There are so many formalities before availing welfare schemes
Written notice with your signature and E.I. no. and department.
Filling of application form before availing any scheme.
If a benefit is taking for long sickness, then the claims should be certified from
ESIC or by the company’s medical officer.
Reason behind taking welfare scheme.
A worker can avail some schemes of welfare when he completed some specific
year while working in the organization.
Many employee take unduly advantage of the welfare schemes
CONCLUSIONSAND
SUGGESTIONS
Recommendations and conclusions
LIMITATIONS OF THE STUDY
On the basis of my study following are the major recommendations.
Sample size, which I have taken, is very small, on the basis of which efficient
decisions can not be taken.
Co-operation of respondents: this has been a major problem. Employees were
reluctant to fill the questionnaire or face the interview.
Another constraints has been regarding cost since study involves the collection
of primary and secondary data. Therefore the cost incurred was much more.
Due to constraints the coverage of the study could not be extended to more
customers.
Our knowledge is limited as we are students and does not have much
experience.
Managers and employees of the company are hesitating to disclose the
information.
CONCLUSION
In the end I like to conclude that:
The “Employee Welfare Scheme” provided by the ESCORTS is very good for
employees, but many employees take unduly advantage of it and sum
employees do not know how to avail the welfare policies.
Trust provides financial beyond his limit under any of the scheme of the
company.
The welfare scheme provide by the company is fulfilling all the statutory and
non-statutory provisions.
Employees are very happy with the welfare schemes of the company and they
do want any changes in it.
In the end, I would like to conclude that besides having a very good welfare
schemes running by the organization, the managers of the company specially
personnel managers should take care that, no employee take unduly advantage of
the welfare policies and the employees who do not sufficient knowledge about
welfare policies, they should guide them. And each and every employee should be
treated equally.
SUGGESTIONS
Suggestions received from the respondents of the questionnaire:
The following are the suggestions received from the respondents of the
questionnaire. The suggestions are based on their experience regarding welfare
schemes for the workers.
Extension of bus facilities of local conveyance should be improved.
Periodic survey’s to know the opinion of the employees should be
conducted and findings should be implemented.
Formalities for availing the welfare schemes should be reduced.
The welfare services should be fast and any problem related to the employees
should be tracked within short span of time.
A yearly welfare calendar should be printed and distributed among all
employees.
There should be no biased decision taken by the managers while providing any
help besides welfare schemes of the company.
The employees who should take undue advantage of welfare schemes should be
given warning not to do these type of activities again.
In the end, I can say that ESCORTS is doing its best efforts in providing A welfare
services which are universal to their employees and have made them leader in the
market, but even then ESCORTS should consider the problems faced by their
employees while availing its services.
BIBLIOGRAPHY
BIBLIOGRAPHY
Text books:
a. C.R. KOTHARI, RESEARCH METHODOLOGY, new age publication house
(2nd edition).
b. G.C.BERI , MARKETING RESEARCH ,tata McGraw hill publications
(3rd edition)
c. K. ASWATHAPPA, PERSONNEL MANAGEMENT MC GRAW hill
publications (4th edition ).
d. C.B.MAMORIA PERSONNEL MANAGEMENT (2nd edition).
e. V.K. SHARMA HUMAN RESOURCES MANAGEMENT(3rd edition).
Websites:
www. Escortsagri .com
www. Escorts agri machinery group.com
www.google.com
http://www.hongkong
post.com/eng/services/brames/fag/index.httm.
Who can benefit from this service?
Hongkong Post - Bulk Registered Air Mail Service (online)
http://www.Arkbluecross.com/faq/feb.aspx
Are routine eye exams covered under the Federal Employee
Service Benefit Plan?
QUESTIONNAIRE
Annexure or questionnaire
Employee welfare
NAME ------------------- E.I. NO………………...
DEPTT………………..
Q1. Does your organization follow the employee welfare schemes?
YES NO
Q2. What is/are the main objectives behind employee welfare?
II. Help to motivate and retain employees
III. Loyalty in workers towards the organization.
IV. To minimize social evils such as alcoholism, gambling. Etc.
V. Helps to improve local image of the company.
VI. All of the above.
Q3. Who makes the employee welfare schemes/policies?
I. Immediate superior
II. Specialized committee
III. Personnel department
IV. Don’t know
Q4. Are you satisfied with employee welfare schemes in the organization?
Always sometimes never
Q5. Do you think that welfare which has been done is fair to workers?
Yes no
Q6. Have you noticed any mistake regarding employee welfare schemes?
Every time sometimes never
Q7. Are you sufficiently utilizing the welfare schemes providing by the
company?
Yes no
Q8. What are the tools and techniques adopted for the welfare schemes?
1. proper format
2. first come first serve basis
3. no method
Q9. Do you receive any help from your management besides any
welfare
Schemes?
Always sometimes never
Q10. Is welfare schemes providing beneficial to you in enhancing your
Present living of standard?
Yes no
Q11. Do you want any changes in the method /policies of employees
Welfare?
Yes no
Q12. Any kind of suggestions
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