rohit dissertation report

DESSERTATION REPORT

ON

“A Study on Employee Welfare Measures”

SUBMITTED TO UTTRAKHAND TECHNICAL UNIVERSITY IN PARTIAL FULFILMENT OF

“MASTER IN BUSINESS ADMINISTRATION”

SUBMITTED BY

ROHIT KUMAR

M.B.A (IV SEMESTER)

(2009-2011)

UTTARAKHAND TECHNICAL UNIVERSITY

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CERTIFICATE I

This is to certify that aforesaid candidate of MBA of the TULA’S Institute of technology have

satisfactorily completed the DESSERTATION REPORT on the topic “A STUDY ON

EMPLOYEE WELFARE MEASURES in AQUAMALL WATER SOLUTIONS,

DEHRADUN” as per the rule of UTTARAKHAND TECHNICAL UNIVERSITY,

DEHARADUN in the academic session 2009-2011.This report is an authentic record of his

work, carried out under my supervision.

The performance was satisfactory during the development of the project.

Internal faculty guide:

Miss Neha Malhotra

(Asst. professor)

Tula’s Institute, Dehradun

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ACKNOWLEDGMENT II

First and foremost we thank god for his blessings showered on us for completing the project

successfully.

I take this opportunity to express my deep senses of gratitude to Mr. Vijay Kumar Raman

P., Director and C.E.O, Aquamall Water Solutions, Dehradun.

It is also our privilege to express our sincere thanks to Mr.Bhagwati, H.R.Manager,

Aquamall Water Solutions, Dehradun. for having given us an opportunity to do this project

work in their esteemed organization.

I am also bound to give my sincere thanks to our Mr.Sukant Vishwakarma Head of

Department, Department of Management studies. Tula’s Institute,Dehradun for his

benevolent and noble assistance in doing the project.

I profoundly express our indelible indebtedness to Ms.Neha Malhotra, Asst. professor,

Tula’s Institute,Dehradun, who through her immense knowledge greatly helped & guided

us in this endeavor. They were very generous in suggesting improvements and supervising

this work all through & her constant interest and guidance helped us to complete this project.

Thank you (ROHIT KUMAR)

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PREFACE III

Classroom teaching helps the students by making conceptual base clear, but on the job

training is the practical way, which helps the students to get the practical knowledge of the

concept.

Normally the students are not aware of actual requirement in the practical field keeping in

view this fact, a system of industrial training is has been established to make the students

aware of actually difficulties that come in the way of practical field, which is not taught in the

course of their education.

Industrial training at Aquamall Water Solution Limited has given me a great experience. I

was required to prepare a training report on the topic of “A Study on Employee Welfare

measures”. The Human Resource department of the office has helped me lot to prepare this

project report.

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CONTENTS IV Certificate from Institute……………………………………………..I

Acknowledgement…………………………………………………….II

Preface………………………………………………………………...III

Contents……………………………………………………………….IV

Executive Summary…………………………………………………..V

Objectives of study……………………………………………………VI

1. About Company………………………………………….10-29

Company’s Profile

Activites

Core values

Work culture

Company’s values & benefits

Welfare activities

HR Practices

Board of Directors

Human Resources Management in AWS

Aquamall Water Solution LTD

AWS HR Vision

AWS HR Mission

AWS HR Objectives

Personnel policies

Main functions of HR Department

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Responsibilities Of HRD

AWS Plant at Dehradun

Brands

2. About Topic……………………………………………………30-37

3. Review of Literature…………………………………………..38-41

4. Research Methodology………………………………………..41-60

a) Sample size

b) Sample unit/profile

c) Method of Sampling

d) Location of study and subject

e) Parameters of Study

f) Method of data collection

g) Tools for analysis of Data

h) Limitations of study

5. Analysis & findings of

research……………………………………………………………61

6. Recommendations for the company……………………………..62

7. Conclusions from research……………………………………….63

8. Bibliography……………………………………………….………64

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Executive Summary VThe human resource has immense potential. The role of economic development of any nation

depends on the degree of effective mobilization of these resources. The economic planning

envisaging material progress should count on the role of human labour for harnessing the

physical resource of the economy .As human resources from the basis of very existence of life

on the earth of late, the government of India has set up an Independent Ministry of HRD to

carter to the all around development of human resource.

Labour, as a factor of production has certain characteristics that set it apart from others while

land and capital has no mind of their own, labour dose have it. The physical presence of

labour combines with his attitude carves out a special place for labour in the production

process.

The attitude of labour toward the worker holds the key for his performance and unless a

labour is enthusiastic , committed and devoted ,the fruit of his abilities innate acquired and

developed can not be repeated. It can be said without any hesitation that all industrialist

should realize that “one can buy a man’s time the physical presence at a particular place ,

even few muscular movements, but enthusiasm , initiatives, loyalty and devotion to duty can

not be bought”. Labour marks a distinction from other factors of production on two counts.

a) Management, supervision, organization, co-ordination and such other functions owe

their origin to labor.

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b) Unlike capital, which is a depreciating assert, labour is doubtedly an appreciating

assert, contributing more and more to productivity with the advancement in experience

and expertise.

When labour occupies such as prominent place and has a pivotal to play, it is necessarily

may be imminent to provide for its performance through creation proper industrial

atmosphere. Thus the workers performance depends upon the physical and mental

capabilities, which is in turn depends on various factor like working and living condition,

education, health, hygienic and sanitation. In view of the several peculiarities of Indian

Labour composition, Migratory nature, low level of living etc., the importance of these

welfare activities need explict emphasis.

Labour is an asset of every company. The needs of the labour must be satisfied in order to

meet the goals of the organization. Any organization would be effective only when there is

high degree of co-operation between the labour and management. Management seeks co-

operation between the labour force by providing welfare facilities. These welfare facilities go

a long way stimulating interest in the workers to produce their full capacity and pay a good

return to management in the long run. Therefore, labour welfare activities act as motivators

And the rest in the higher productivity and the profit . It also enables the worker employed in

industries to perform their work in healthy congenital surrounding conductive to good health

& high morale Any attempt to increase the productivity of efficiency of labour can bear fruit

only if the workers are given the right type of environment and are provided with those basic

amenities of life which have direct bearing on his physical efficiency. Thus plan of labours

welfare regard as an important part of scheme for rising efficiency of labour.

PROBLEM OF THE STATEMENT:

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Researcher project titled “A Study On Employee welfares Measure With Special Reference to

Social security in “. In this project the reseacher to know the labour welfare measures provide

in the Aquamall Water Solutions, and to study the various dimensions of employee welfare

measures as precevied by the worker and to the perception of the respondents regarding the

various labour welfare provided to them and to suggest to suitable measures to enhance HRD

intervention used in improve the welfare facilities.

OBJECTIVES VI1. To study the level of satisfaction of various employee welfare measure with special

reference to social security in Aquamall Water Solutions,Dehradun.

2. To study the employee welfare measure with respect to work environment factor, convince

factor, work health factor, women and child welfare factor worker’s education factor and

outside welfare factor.

3. To suggest suitable recommendation to improve employee welfare measures in Aquamall

Water Solutions,Dehradun

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We shall achieve growth by continuously offering unique products and services that would give customers utmost satisfaction and thereby be a role model”

Profile

Chapter 1 About the Organization

M/s Aquamall Water Solutions Ltd. is a manufacturing Division of Eureka Forbes

Limited. The Company is manufacturer of Water Purifiers in the brand name of

“AQUAGUARD”. The company was originally was established in the year 1980 in

name of A. P. Industrial Components Private Limited (APIC) at Hyderabad. The

company commenced production of Water Filter-cum-Purifiers in1981.

In early 1983, APIC became a wholly owned subsidiary of Eureka Forbes Limited, a

subsidiary of Forbes Gokak Limited. It became a deemed Public Limited Company in

December 1985. APIC, the world’s largest producer of UV based Water Filter-cum-

Purifiers, was rechristened Aquamall Water Solutions Limited on 20th March 2002.

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1.1 - Manufacturing Facilities:

Aquamall, currently, has three ISO 9001:2000 & ISO 14001 certified State-of-the-Art

manufacturing facilities. With its registered office at Hyderabad, the first Aquamall factory was set

up at Sanathnagar, Hyderabad. The second factory was established, as a part of the expansion

programme, as a part of the expansion programme, in Bhimtal near Nainital district in Uttar

Pradesh in 1989-90, to manufacture Water Filter-cum-Purifiers, Water Filter Cartridges, Flexible

Food Grade Pipes/Tubes and Water Testing Kits.

To meet the growing demand in the market and to develop new products in the field of water

purification, Aquamall established a third factory at Bommasandra, Bangalore in 1997-98. This

factory is equipped with state-of-the-art facilities with the latest modular cell concept. All Aquamall

factories are well equipped with stationed Water Labs to check the water quality of the Water

Filter-cum-Purifiers.

Further to cater the demand of eastern region, one factory was established in Meghalaya near

Gowhati in the year 2002 in the name of Forbes Aquamall Ltd. Due to sudden fire in May 2004, the

Hyderabad factory was totally exhausted hence the operation was not possible there. Therefore,

the operation was shifted in the Year 2005 to Baddi (Near Chandigarh).

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After such network and further demand of products, it was felt by the management to establish one

more factory in northern regions. Considering the same, a very huge factory is established in

LalTappar Industrial Area in District Dehradun. This factory came into the operation in November,

2007 in operation. The factory building is having about 3 acres of land and the building is really

state of art built. The Corporate office for all locations i.e. Bhimtal, Baddi, Banglore, Meghalaya

and Bhimtal is also shifted from Hyderabad to Deheradun.

1.2 - The organization structure – The organization structure at corporate level as well as Dehradun factory is mentioned below:

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1.3 - A Track Record of Trust

Aquamall has sold over 3 million water purifiers in India, satisfying the water needs of over

15 million people. Most of its products are ISI certified.

Besides establishing a huge presence in India, the company exports to other SAARC

countries, the Middle East and Africa. A special landmark in its history has been the export

of 160 UV purifiers to the United States of America.

1.4 - The Products

Aquamall’s original product, Aquaguard, has undergone several modifications. It has a

variety of designs and models available today, but the fundamental design remains the same.

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It has a three-stage purification process consisting of:

Pre-filter stage, which ensures that physical impurity, is removed completely

Activated carbon filtration stage, which ensures complete removal of chemical impurities

UV Purification stage, to deactivate all harmful bacteria and viruses

The list of major products is mentioned below:

Aquaguard – Classic,

Aquaguard – Enova,

Aquaguard – Reviva

Aquagurad – R O

Aquaguard – Total Sensa

1.5 - New Innovations

The success of Aquamall can be attributed to constant product upgrades and development of

new products to meet the customers’ requirements. 2002 saw the launch of the Aquaguard i-

Nova, a water purifier for the Internet age.

Besides its sleek looks, the I-Nova comes with a Micro Controller Scan System or a mini

brain that constantly monitors the electronics of the purifier and detects when it needs

attention. It has a provision to alert the service centre through the existing phone line. A

technician is informed and he is sent to inspect the system, thus saving both time and energy.

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Very futuristic, the i-Nova has a micro-chip that tells in advance about the need to replace the

sediment filter, activated carbon block or UV lamp, called the Intelligence Quotient Alert

System or the IQA, this enables one to call a service representative ahead of schedule so that

he is assured of safe drinking water all the time.

The Forbes AquafloDesigna, the elegant UV purifier, was also introduced in 2002. The

stylish 3-stage water purifier can be placed conveniently on the counter or mounted on the

wall. Complementing the refined taste for safe drinking water, the Designa has a special dual

filter cartridge which removes suspended impurities, odour, bacteria and viruses.

THE JOURNEY TOWARDS SUCCESS (Mile Stones)

1984 Introduced the first UV based Water Purifier in India – Aquaguard

1988 Introduced the in-built Voltage stabilizer to tide over voltage

fluctuations.

1992 Introduced silver-impregnated carbon to check bacterial growth

1993 Introduced the Polypropylene candle as the pre-filter candle

1994 Introduced Aquaguard with high flow-rate )3 1/min) for institutions

1995 Launched Pump model for areas without running water

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1995 Introduced Cooler-cum-Purifier for institutional customers

1996 Introduced new model with higher flow-rate of 101/min for offices

and institutions

1997 Introduced the decalcification system, and products like water

softeners and Iron removers

1998 Launched economy model of UV based purifiers-Aquaflo

1998 Launched the first designer model, Royale, with improved aesthetics

and electronics

1999 Introduced Compact cartridge, integrating the sediment filter candle

with activated carbon to enhance filtration performance.

2000 Introduced the most advanced UV water purifier with improved

filtration, better flow and an auto-flush system – Nova. Also features

the microchip –based system IQA – Intelligent Alert system

2001 Introduced resin based purifier, Aquapower and 3-in-1 storage

purifiers for the low-end market

2002 Launched the first UV based water purifier with MCS or the mini-

brain I-Nova, in India. Also introduced a new sleek UV purifier

Designa

2004 Setting of New Location at Baddi

2005 Land Purchased for New Location at Dehradun

2006 BhoomiPoojan at Dehradun

2007 Starting of Dehradun Factory & Corporate Office at Dehradun

2008 Dehradun Factory Administratively completed

2009 Jan. Worn the Golden Peacock Award for “Aquaguard – Total Sensa”

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1.6 - Financial Status

Over the past decade, the company has been growing constantly at a compounded rate of 15%.

Aquamall posted a turnover of the year 2008 over Rs.261982205 lakhs and the net profit after tax

Rs.137962489. March 31st 2008.

1. 7 - The Future

Aquamall is developing new water solutions, which are currently being tested. These include water

purifiers based on Reverse Osmosis technology. Also on the anvil are arsenic and lead removal

systems. Five-stage purifiers including hot and cold water dispenser will also be introduced soon.

Thus, the quest for excellence continues. The plans for introducing new products and solutions for

satisfying the drinking water needs of the people will see results in the coming days.

Eureka Forbes Limited (EFL) is in the business of Health, Hygiene and Security. EFL markets

Vacuum Cleaners, Water Purifiers, Air Purifiers and Security Systems.

Water Purifiers are manufactured by its 100% own subsidiary Aquamall Water Solutions Limited

and procures Vacuum Cleaners from FAL Forbes Group.

EFL is the Asia largest product selling Company with more than 4,500 customer’s specialists. EFL

markets Aquaguard brand water purifiers are world largest domestic UV based purifier systems.

Customers’ specialists of our Company go out and meet individual customers and sell the product.

Hence, it would be difficult to identify large customers as we have more than 4000 customers coming

into the customers’ list every year.

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1.8 - About H R Practices –

M/s Aquamall Water Solutions Ltd., believe in best H R Practice and have approved H R Manual for

H R Policies and practices. The company also believes in Human Capital Development. Hence,

regularly organize Training Programmes. The Induction Module for New Joinees is unique one. Every

employee in the grade of Asstt. Manager and above is put for about 15 days under induction and

deputed to all locations for training and familiarization. The employees below the grade of Asstt.

Manager are put under orientation programme in the related office or factory concerned.

The following are few major H R Policies of the organization –

Hardship Loan:

Housing Loan:

Two-Wheeler:

Car (Four Wheeler) Loan:

Policy on Financial Assistance to Employees for Higher Education:

Own Your Computer Scheme:

Own Your Car Scheme for Management Staff:

Scheme for provision of Furniture / Equipment to Managing Staff:

Land Line Telephone Expenses Reimbursement:

Policy on Mobile Phone Reimbursement:

Group Medic Liam Policy:

Holidaying Facilities

Euro Whiz – Recognition for Top Academic Performers among Children of Aqua champs:

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Objectives (welfare activites in Aquamall)

To reward outstanding academic performance by children of Aqua champs.

To create a feeling of belonging / solidarity amongst all employees towards the organization.

To generate a feeling of involvement with the entire family of the Aqua champ.

Eligibility: Children of all Permanent employees in Aquamall.

Guidelines:

The award will be applicable to children of employees studying in Class I to Class XII.

The child should have secured a minimum score of 80% in the final examination conducted

by a recognized school / college / university.

The institution conducting the examination should be an Indian establishment.

The award will not be applicable to children of employees pursuing educational courses

through correspondence.

The award is restricted to 2 children per employee.

Procedure: An Employee whose child fulfills the above criteria should follow the procedure as outlined

below

Make a formal application to the HOD – Human Resources through the Unit Head / Functional

Head as the case maybe.

The mark sheet or report card in original together with a copy should accompany the application.

In case the original has been submitted to the college / institute for admission, a photocopy of the

same, duly attested by the principal of the educational establishment declaring the results, should

accompany the application.

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The HOD – Human Resources will verify the copy of the mark sheet / report cards against the

original and duly attest it as being a true copy.

The application along with the copy of the report / mark sheet will then be forwarded to the

Corporate HR department.

In case an application meets all the criteria laid down, the Corporate HR department will arrange

to release the award together with a congratulatory letter signed by CEO.

Award

The company will distribute the following ‘Cash Awards’ for meritorious academic performance:

ClassAmount

1 - 9 Rs. 1,000/-

10 Rs. 3,000/-

11 Rs. 1,000/-

12 Rs. 5,000/-

The award will not be applicable in case of supplementary/ mid-term examinations.

The Students who have been designated as Euro Whiz each year will receive an award as detailed

above along with a congratulatory letter signed by the Director and CEO.

Euro Genie:

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All employees across all factories are entitled to the following benefits:

Occasion Memento Responsibility

On Wedding Anniversary Greeting Card & Cake Functional Head / factory HR

On Birthday Greeting Card & Cake Functional Head / factory HR

On Wedding Day Gift Aquaguard to the couple Functional Head / factory HR

T A – Rules etc.

1. 9 - List of Board of Directors

1- Mr. S. L Goklaney – Chairman,

2- Mr. P J Reddy – Director

3- Mr. A V Suresh – Director

4- Mr. J N Ichhaporia – Director

5- Mr. Vijay Kumar Raman P. – Director & C.E.O.

1.10 - The manufacturing locations and their addresses –

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Sl.No. Location Address Telephone Number

1Delhi Office

A 57 /4, IInd Floor, Okhla Industrial Area, Phase II, New Delhi – 110 020

011 30881467

2 DehradunLalTappar Industrial Area, Majri Grant, Dehradun – 248 140

0135 2499161

3 BhimtalHiltron Electronic Complex, Mallital, Bimetal (Nainital) – 263 136

05942 24711505942 247086

4 Baddi121-122, EPIP Phase –I, Jharmajri, Baddi, Distt.-Solan (H.P.) – 173 205

0179 5271841

5 Banglore143, C-4, Bommasandra Industrial Aread, Off Hosur Road, Banglore – 562 158

080 22631000

6 Meghalaya9th Mile G S Road, Vill.-Baridua, Distt. Ri-bhoi, P.O. – Amerigog, Meghalaya 781 023

0361 2895155-57

HUMAN RESOURCE MANAGEMENT INAQUAMALL WATER SOLOUTION.

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AWS considers the HR to be its greatest asset in its stride to archive corporate excellence. The

success of the company is due to its strongly, highly motivated, professionally competent

committed multidisciplinary work force. Several initiatives and measures have been taken to

ensure that HR is managed and developed office lively.

AWS, provide both, the opportunity as well as the environment to learn, develop and grow.

Employees will be considered for promotion provided they have shown the abilities for the

following:

Their current job content has increased.

Their performance is best in their department.

They meet the requirements of higher jobs.

At AWS, the selection process ensures that only the most competitive joins the team. They

strive to develop and gear Human Resource for higher achievement through constant

motivation, training and employee development programmed. They believe there is more to

Human Resource than merely meeting company’s targets.

AWS HR VISION

To attain organizational excellence by developing and inspiring the true potential of the

Company’s human capital and providing opportunities for growth, well being and enrichment.

AWS HR MISSION

To create a value and knowledge based on organization by initiating a culture of learning,

innovation and team working and aligning business priorities with aspirations of employees

leading to development of an empowered, responsive and competent human capital.

PERSONNEL POLICIES

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"AWS performance

improvement/enhancement system”

At AWS, we carry out a formal exercise in which we assess your performance in terms your

contributions made towards achieving the organization objectives, your strengths and

development needs etc.

It is aimed at providing feedback to help you improve your performance, to identify a career

path for you and your performance, to identify a career path you and serve as an input for

remuneration and reward decision.

Appraisals at AWS are done on every six months.

We have a performance appraisal Programmed (PAP). The PAP assesses the staff on the following scale:

1. Value of contribution

2. performance by standards

3. Supervisions required

4. Sense of responsibility

5. Emotional Maturity

6. initiative & innovativeness

7. Team work and Managerial Skill

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MAIN FUNCTIONS OF HR DEPARTMENT

To create smooth people functioning.

To provide environment filled with ease, liberty for people to work.

To create equal & suitable beneficial policies.

HRD is the backbone oh the any organization. HRD provides the right person with the right

job or vice-versa, as an ongoing process in itself. It creates a conductive environment having

constant learning opportunities. It also initiates, monitors & manages the process of

“Appraisal”, its feedback and resulting key factors, after which any action (training,

correction or motivational methodologies in references to the same is taken note of by HRD).

It provides and ensures a cozy feeling environment of participation, team spirit and a

projection of a close-knit family. HRD ensures quality behavior of all, thereby maintaining a

disciplined & professional environment. It also ensures the effectiveness and efficiency of all

team members in their respective functions and guides the heads in achieving the goals &

objectives, through motivational training sessions which are held frequently, internally as well

externally, so as to boost the morale of individual performers. HRD makes “AWS”.

RESPONSIBILITIES OF HRD

To Provide the Right Person at Right Job

To create opportunities for employee training and development continuously in the

areas of Behavior, Skills and knowledge.

To facilitate the process of Performance Management.

To ensure timely availability of Welfare Measures/ Salaries/ Perks/ Allowances.

To facilitate harmonious relationship and ensure implementation of healthy HR

practices.

To develop the understanding about responsibility as to why and by whom it is done..

To the familiar with the working of SAP.

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ACTIVITIES

RECRUITMENT:-

Candidates are sourced through consultants, advertisements and by utilizing in-house resources.

SELECTION:-

All selections are based on interviews. Sales Representatives and Sales Officers are

selected at the Regions using selection instruments while selection of all others is done at

the Corporate Office. HRD involves in the entire process.

INDUCTION:-

The induction program introduces the new entrants to various aspects of the business.

Vision, Values & Beliefs, Goal of the company, the role of various functions and group

companies, through interactions with departmental heads and other senior employees of

the organization.

TRAINING:-

Our main focus is on in-house training. Training Needs are identified through Appraisals,

recommendations by superiors and functional heads. We also sponsor employees for

external programmes. Efforts are also taken to develop internal trainer. On the job training

is our prime priority.

PERFORMANCE MANAGEMENT:-

Employee performances are reviewed once in every quarter using the Performance

Tracking System (PTS). The PTS is used to list down the Key Result Activities (KRAs) of

an employee after mutual agreement between the superior and subordinate. Performance

is evaluated against the KRAs agreed upon. At the end of the year the overall performance

scores are consolidated for the purpose of rewards and development.

COMPENSATION MANAGEMENT:-

Salaries fixed based on one’s Qualification, experience and is much competitive when

compared to similar industry.\

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PERSONNEL POLICY:-

The personnel policy document is a consolidation of various policies pertaining to

employee welfare, transfers, service awards, leave, and discipline and travel regulations.

This policy is available at all Regional Offices and Corporate office.

PERSONNEL ADMINISTRATION:-

To coordinate and to ensure that the day to day operations are attended too and running

smoothly.

INDUSTRIAL RELATIONS:-

This function ensures congenial working atmosphere, adherence to policies and

procedures, and also to ensure discipline. Efforts are taken to facilitate dialogue with

workman representatives for smooth functioning.

LIBRARY:-

A library is maintained by HRD, which has books on various subjects. The main objective

of the Library is to make learning a continuous process in the organization.

EMPLOYEE SATISFACTION SURVEY-

It is carried out to diagnose employees satisfaction and opinion and work related areas.

Based on the outcome of the survey, actions are initiated to rectify deviations. The

outcome of the exercise is communicated to all the employees. This exercise is undertaken

every year.

WELFARE MEASURES:-

The companies’ welfare facilities are as follow-

1. Group Mediclaim Policy

2. Group Personal Accident Policy

3. Group Insurance Scheme

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4. Group Superannuation Scheme

5. Group EDLI Scheme

6. Salary Advance/ Loans

7. Leave

8. Provident Fund

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About the Topic

INTRODUCTION:

The term welfare Suggest many meaning such as the state of well being, healthy happiness &

development of human resource. The concept of welfare has been described state as tool

concept .It describes state of existence involving, physical, mental, moral emtion well

being .The social concept of welfare of man and his family hic community. There is

interconnection of there aspect .In the sense that all the three works together or individual

supplement on another,in a three dimensional approach Each serving are ends.

Definition:

The term labour welfare is one, which tends itself to various interpretation and it has not

always the same significance in different countries . As appointed out by the same

significance in labour ,the term “welfare” as applied to the Industrial worker as author James

ODD Remarks ,”a series of supply diverse option exists on motives merits Industrial welfare

work.

LABOUR WELFARE:

According to proud, welfare work refers to the effort on the part of employee to improve

within in the existing Industrial system, the condition of employment in their own factories.

PRINCIPEL OF LABOUR WELFARE:

Labour welfare is dependent on certain basic principles, which must be kept in mind

properly followed to achieve a successful implementation of welfare programmes

SOCIAL SECURITY:

According to the WILLIAMBEVERIDGE “a means of securing an income to take the place

of earning s when they are interrupted by an unemployment ,sickness or accident to provide

an income up to a minimum and also medical treatment to bring the interruption of earning to

an end as soon as possible.

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CONCEPT:

Social security is primarily an instrument of social and economic justice.

Social security is the security that society furnishes through appropriate

organization against certain risk to which its member is exposed.

OBJECTIVES OF SOCIAL SECURITY:

The objectives of social security can be sub-summed under three categories

1. COMPENSATION

2. RESTOATION

3. PRVENTION

COMPENSTION:

It ensure security of income

It is based on this consideration that during the period of contingency of risk

RESTORATION:

It con notates cure of one’s sickness.

PREVENTION:

These measures imply to avoid the loss of productive capacity due to sickness unemployment

or invalidity to earn income.

SCOPE:

The term “social security” is all embracing .the scope of social security is

It covers the aspects relating to social economic justice.

Social security schemes furnished by the government are broadly classified into two types ,

1. SOCIAL ASSISTANCE

2 .SOCIAL INSURANCE

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1.SOCIAL ASSISTANCE:

It refers to the assistance rendered by the government to the needy persons with out asking

them contribution to be entitled to get such assistance

Social assistance includes those benefits which provided by government with out any

Contribution form workers and employer.

Workmen’s compensation, maternity benefits, old age pensions,

2.SOCIAL INSURANCE:

*It refers to scheme of maintaining fund from the contribution made by the employees

and employer with or without a subsidy from the government

*It can be defined as device to provide benefits as of right for persons of small earning .in

amounts which combine the contributive efforts of the insured with subsidies from the

employer and the government

SOCIAL SECURITY MEASURES IN INDIA:

In the pre-industrial society, security against various contingencies was provided by the

institution like joint family, caste, guild, village community, religious institution,

etc .Eventually; the emergence of industrial revolution changed both the nature of nines

security as well as the remedies provided for it. The United States of America is considered to

be the birth place of modern social security Act, 1935 under which a United Social Insurance

System was established as the first major step taken in the field of social security .An old age

pension system was also established by the Act of 1935. In 1938, a social security Board was

set up to administer social security measures in the United States. Later on, the term “social

security” was adopted in various countries, of course, in different forms.

The introduction of social security measures in India is expectedly a recent one. In fact, the

making of climate for industrial security in India started from the 10 th session of the

International Labour Conference held in1927 in which two convention and recommendations

were adopted for social security in the country.

These were discussed thread by bare in the Indian Legislatively Assembely in1928. However,

the Assembely resolved that the introduction of any comprehensive scheme for social security

on the lines proposed by the ILO was impracticable under conditions then prevailing in the

country .Later, the preparatory Asian Regional Labour Conference, held in New Delhi in 33

1947 adopted a comprehensive resolution on social security implementation in various Asian

Countries. Following this resolution, the Employees State Insurance Act, 1948 was enacted in

India to inaugurate the social security measures in the country.

As stated earlier, India, as a “Welfare State”, is expected to take care of the citizens from the

‘cradle to the grave’. It is this realization; the constitution of India lays down that the State

shall, within the limits of its resources and development, make effective provisions for

securing public assistance in event of unemployment, old age, sickness, and disablement. The

constitutional obligation has served as epoch-making in India’s effort in the field of social

security schemes have been introduced in the country. Among the social assistance schemes,

old- age assistance schemes are the most important ones. It was the Government of Uttar

Pradesh who introduced old-age assistance scheme for the first time in 1957. The scheme was

designed to pay a monthly benefit to needy individual over the age of 70 years who had no

one to support them. Later on, similar schemes were introduced in Andra Pradesh yes, the

eligibility condition to avail of these benefits and level of benefit differ across the states.

Subsequently, with increasing need for social security along with the increasing level of

national protection against uncertainties in their lives.

SOCIAL SECURITY LEGISLATION IN INDIA:

In her drive to provide protection to the needy workers, the Government of India has made the

various enactment from time to time. The important among them are:

1. The Workmen’s Compensation Act’1923.

2. The Employee’s State Insurance Act, 1948.

3. The employee’s provident Funds and Miscellaneous Provision Act, 1952.

4. The Maternity Benefit Act, 1961.

5. The Payment of Gratuity Act, 1972.

The social security provisions in these Acts are now briefly outlined as under.

The Workmen’s Compensation Act, 1923:

This Act is the first planned step in the field of social security bin India. The main objective of

the Act is to ensure compensation to workers for accidents occurred during the course of

employment. The main features of the Act are as fallow.

34

COVERAGE:

This act covers workers employed in factories, mines, plantations, mechanically propelled

vehicles, construction work, railway, ship, circus and other hazardous occupations specified in

schedule II of Act .It does not apply to the Armed forces, casual workers and workers covered

by the Employee’s State Insurance Act1948.

ADMINISTRATION:

The Act is administered by the State Government by appointing commissioners for this

purpose under Section 20 of the act.

BENEFITS:

Under this Act, compensation is payable by the employer to the workmen for all personal

injuries caused by industrial accident which disable him\her for more than three days. In case

of the death of workman, the compensation is paid to his\her dependents. The Act also

specifies that in case a workman contracts any occupational disease, which is

Specified in its third schedule, such disease shall ordinarily be treated as an employment

injury arising out of and in the course of employment. The compensation depends upon on

injury.

The Employee’s State Insurance Act, 1948:

The main object of the is to provide social insurance for workers. It is a contributory and

compulsory health insurance scheme that provides medial facilities and unemployment

insurance to industrial workers for the period of their illness. The following are the main

features of the Act.

COVERAGE:

The Act covers all workers (whether manual, supervisor or salaried employees) whose income

do not exceed Rs 6,500 per month and are employed in factories, other than seasonal factories

which run with power and employ 20 or more workers. The state Governments, employees,

medical profession and the parliament.

35

BENEFITS:

Under this Act, an insured is entitled to receive the following benefits:

1. Medical benefit.

2. Sickness Benefit.

3. Maternity Benefit.

4. Disablement Benefit.

5. Dependent Benefit.

The employee’s provident Funds and Miscellaneous Provision Act, 1952:

The main objective of this act is to afford the retired workers financial security by way of

provident fund, family pension, and deposit linked insurance .the act is characterized by the

following features

COVERGE:

The act covers workers employed in a factory of any industry specified in schedule in which

20 or more worker are employed or which the central government in its official gazette. The

act not apply to co-operative societies employing less than 50 persons and working without

the aid of power .It also does not apply to those new establishment till they become 3 years

old.

ADMINISTRATION:

There is administered by tripartite central board of trustees represented by employers,

employee and the government .

BENEFITS (THE ACT PROVIDES (3)TYPES BENEFITS

1. PROVIDENT FUND

2 .PENSION

3 .DEPOSIT LINKED INSURANCE

THE MATERNITY BENEFIT ACT 1961:

The main object of this act is to regulate women employment in industrial establishment for

certain specified period before and after childbirth

36

COVERAGE:

The act is applicable to all establishment not covered under employee’s state insurance act

(1948)

ADMINISTRATION:

The act is administered by the employee’s state insurance (ESI) corporation.

BENEFITS:

Under this act, a woman is entitled to receive the payment foe maternity benefit at the rate of

average daily wages for a total period of 12 weeks. with effect from 1 sFebruary 1996,a

woman worker is entitled to grant of leave with wages for maximum period of one month in

cases off illness arising out of MTP or tubectomy .women workers who under gone

tubectomy operation will get tow week’s leave

THE PAYMENT OF GRATUITY ACT (1972):

The objective of this Act is to provide economic assistance on the termination of an

employee.

COVERAGE:

The Act is applicable to the employees employee in factories, mines, oil field, plantations,

port, railway, companies, shops or other establishments employing 10 or more persons.

ADMINISTRATION:

The Act is administered by a controlling authority appointed by appropriate Goverment.

BENEFITS:

Under this Act, on completion of 5 years of service, the employees are entitled to gratuity

payable at the rate of 15 days wages for each completed year of service subject to maximum

of 3.5 lakhs with effect from September 1997.

37

Literature Review

Behling, F., 2008-07-31 "Theory and Empirical Evidences of Employee

Welfare” Paper presented at the annual meeting of the American Sociological

Association Annual Meeting

Publication Type: Conference Paper/Unpublished Manuscript

Abstract: Globalization and neoliberalism fundamentally reconfigured relations

between economy, society and state in recent years. Especially for welfare, this

increased demands for options to traditional governmental provisions. One

possibility is the partial transfer of welfare responsibilities to corporations.

Corporate welfare, it will be argued, subsumes and defines such activities which

enhance and secure the wellbeing of employees. Wellbeing will be understood

as including psychological, socio-psychological, and physiological issues of an

employee’s life. This broad definition, firstly, is possible as corporate welfare

situates itself at the margins of economy, state and society. Secondly, it focuses

on less welfare recipients than states do and, hence, can provide more

individualized benefits.

Various propositions with i.e. Corporate Social Responsibility, De-

commodification or Managerial Capitalism have been made to explain

economic, sometimes non-profit oriented, behavior - but unsatisfactorily in their

approach. In this presentation, I briefly outline a theory of corporate welfare and

present results from the British Workplace Employee Relations Survey 2004.

The simplicity and feasibility of corporate welfare programs will evolve, as non-

monetary implementations like honesty or flexible job design are the greatest

contributing factors to wellbeing. I will try to assess the possibility of

positioning corporate welfare as an option to traditional welfare states.

38

2. Dickson, Tracey J; Huyton, Jeremy “Customer service, employee welfare

and snow sports tourism in Australia”.

Article Type: Research paper

Abstract:

Purpose – The aim of this paper is to explore the extent to which employee

welfare and human resource management impacts on customer services.

Design/methodology/approach – Data were collected from a number of

operational staff of the Mount Kosciusko ski fields in Australia. The staff was

selected at random and comprised both permanent local staff and seasonal staff,

and completed a self-administered questionnaire.

Findings – The results highlight the challenging living conditions of many

seasonal workers on whom the industry depends and at the organizational level

this research demonstrates a need for effective management skills and

employment strategies that reflect the needs of seasonal staff. As was shown,

there is a relationship between staff satisfaction, camaraderie and customer

satisfaction.

Research limitations/implications – To better gauge the extent to which this

research is applicable to all “front line” employees this study could be replicated

in such locations as islands or isolated resorts with comparisons made with the

same labor in established tourism resorts. The limitation of this study would be

the specific mountain location in which it was conducted, and the size of the

sample.

39

Practical implications – This study clearly identifies an area of human resource

management which needs to be considered. When a region relies heavily on

seasonal staff their welfare should be of prime consideration, because

disgruntled staff translates directly into disgruntled customers.

3. Mishra, Shobha; Dr Bhagat, Manju “ Principles for successful

implementation of labor welfare activities”.

Abstract: The success of welfare activities depends on the approach which has

been taken into account in providing such activities to the employees. Welfare

policy should be guided by idealistic morale and human value. Every effort

should be made to give workers/ employees some voice in the choice of welfare

activities so long as it does not amount to dictation from workers.

There are employers who consider all labor welfare activities as distasteful legal

liability. There are workers who look upon welfare activities in terms of their

inherent right. Both parties have to accept welfare as activities of mutual

concern. Constructive and lasting Progress in the matter of social justice can be

achieved only if welfare activities are accepted as essential factors in the

progress of the business organization

India introduced literal industrial policy which is aimed at stepping up industrial

growth promoting modernization and technological up gradation to make

industrial competitive in both domestic and global market. In this perspective

enterprises have to improve their production and productivity which is possible

with the satisfaction of labor.

Even today's scientific development of modern techno- production methods

40

higher productivity depends on workers. If they are rightly directed and fully

used, it would make a great contribution to the prosperity of the enterprise.

The high rate of labor absenteeism in Indian industries is indicative of the lack

of commitment on the part of the workers. This can be reduced to a great extent

by provision of good housing, health and family care canteens, educational and

training facilities, provision of welfare activities enables the workers to live a

richer and more satisfactory life and contributes to the productivity of labor,

efficiency of the enterprise and helps in maintaining industrial peace. Hence

steps need to be taken on a larger scale to improve the quality of life of the

workers

41

RESEARCH METHODOLOGY

42

Research methodology is a way to systematically solve the research problem. It deals with the

objective of a research study, the method of defining the research problem, the type of

hypothesis formulated, the type of data collected, method used for data collecting and analyzing

the data etc. The methodology includes collection of primary and secondary data.

RESEARCH DESGIN:

To study and describe the satisfaction level of various employee welfare measure provided to

employee Aquamall Water Solutions is Descriptive Research. Descriptive research includes

surveys and fact finding enquires of different kinds. The major purpose of descriptive

research is description of the state affairs as it exist at present.

5.1 SAMPLE SIZE

The sample size taken for this study is 40.

5.2 SAMPLING DESIGN:

40 employees has been taken from all departments (Manufacturing & Research and

Development Department, Finance Department, Marketing Department, Material

management department, HRD/personnel/Admn.).

5.3 SAMPLING METHOD

Sampling technique used in this study is ‘Random sampling’. The selected sample size is 40.

5.4 LOCATION OF STUDY

In Aquamall Manufacturing plant & marketing deptt. in Dehradun.

5.5 PARAMETERS OF STUDY

Survey for a study of BENCHMARK the employee’s behavior, skills& causes of absent.

“Benchmarks© is an instrument designed to measure important factors in being a successful manager”

Items measured are based on research that examines the lessons executives learn at critical

events in their careers.

43

This includes items that measure managers’ skills in dealing with subordinates, acquiring

resources, and creating a productive work climate.

DATA COLLECTION METHOD:

For collecting primary data, questionnaires method was followed. The questionnaires were

issued to collect the data. Interaction with the employees was also done in a informal way. So

as to gather information about the feeling of the respondent with regard to the topic under

investing.

SOURCE OF DATA:

PRIMARY DATA:

The primary data has been collected by means of questionnaires and interview method and

also to the employee of Aquamall Water Solutions.

SECONDARY DATA:

The secondary data has been collected from various public sources. Books, journals and

various website.

TOOL FOR ANALYSIS OF DATA:

Percentage Analysis

LIMITATIONS:

Regarding data, the researcher had difficulty to get back all the questionnaires supplied to the

employees, and also some of the workers were reluctant to respond to the questionnaires due

to

fear. Some of the favorable & unfavorable answer due to reasons unknown to them.

DATA ANALYSIS AND INTERPETATION

44

The data has been collected from 100 employees of Aquamall Water Solutions,Dehradun.

Regarding Employee welfare measure with special reference to social security has been

analysised and interpreted in the following table and charts.

Table 4.1 Age of the Respondents

Frequency Percent Valid Percent

Valid Less than 25

32 32.0 32.0

25-35 40 40.0 40.0

35-45 22 22.0 22.0

45 and above

6 6.0 6.0

Total 100 100.0 100.0

Source: Primary dataInterpretation:From the above table it is clear that40% of the employee belongs to 25-35 age.

Less than 25 25-35 35-45 45 and above

Age of the Respodents

0

10

20

30

40

Fre

qu

en

cy

Age of the Respodents

Table 4.2 Gender of the Respondents

45


Valid Male 85 85.0 85.0 Female 15 15.0 15.0

Total 100 100.0 100.0

Source: Primary data

Interpretation:From the above table it is clear that 85% of the employees are male and 15 of them are female.

Male Female

Gender of the Respondents

0

20

40

60

80

100

Fre

qu

ency

Gender of the Respondents

Table 4.3 Income of the respondent46


Valid <Rs. 5000 9 9.0 9.0 Rs.5000-

10,00029 29.0 29.0

Rs.10,000-15,000

37 37.0 37.0

Rs.15,000-20,000

16 16.0 16.0

>20,000 9 9.0 9.0

Total 100 100.0 100.0


Interpretation:From the above table it is cleat that 37% of the respondent are earning10, 000-15000.

<Rs. 5000 Rs.5000-10,000 Rs.10,000-15,000

Rs.15,000-20,000

>20,000

Income of the respondent

0

10

20

30

40

Fre

qu

ency

Income of the respondent

Table 4.4 Medical benefit to individual and family

47


Valid highly Satisfied

42 42.0 42.0

Satisfied 41 41.0 41.0

Neutral 15 15.0 15.0

Dissatisfied 2 2.0 2.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 42 percent of the people are highly satisfied and 41 percent of the people satisfied towards medical benefit to individual and family.

highly Satisfied Satisified Netural Dis-Satisified

Medical benefit to individual and family

0

10

20

30

40

50

Fre

qu

ency

Medical benefit to individual and family

Table 4.5Maternity benefit to women employee

48


Valid Highly satisfied

7 7.0 7.0


Neutral 42 42.0 42.0

Dis-Satisfied

1 1.0 1.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 50 percent of the people are satisfied and 7 percent of the people highly satisfied towards to maternity benefit to women employee.

Highly satisified Satisified Netural Dis-Satisfied

Maternity benefit to women employee

0

10

20

30

40

50

Fre

qu

ency

Maternity benefit to women employee

Table 4.6 Disablement benefits to individual

49


Valid Highly Satisfied

21 21.0 21.0


Neutral 25 25.0 25.0

Dis-satisfied 1 1.0 1.0

Highly dis-satisfied

1 1.0 1.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 52 percent of the people are satisfied and 21 percent of the people highly satisfied towards disablement benefits to individual.

Highly Satisfied Satisfied Neutral Dis-satisfied Highly dis-satisfied

Disablement to individual

0

10

20

30

40

50

60

Fre

qu

ency

Disablement to individual

Table 4.7 Dependence Benefit50



7 7.0 7.0


Neutral 30 30.0 30.0



2 2.0 2.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 58 percent of the people are satisfied and 7 percent of the people highly satisfied towards dependence benefit.

Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-satisfied

Dependence Benefit

0

10

20

30

40

50

60

Fre

qu

ency

Dependence Benefit

.

Table 4.8 Employee injury benefit

51



20 20.0 20.0


Neutral 23 23.0 23.0



2 2.0 2.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 52 percent of the people are satisfied and 20 percent of the people highly satisfied towards employee injury benefit.


Employee injury benefit

0

10

20

30

40

50

60

Fre

qu

ency

Employee injury benefit

Table 4.9 Environmental Protection effort

52



19 19.0 19.0


Neutral 25 25.0 25.0



4 4.0 4.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 47 percent of the people are satisfied and 19 percent of the people highly satisfied towards environmental protection effort offered in the organization.


Environmental Protection

0

10

20

30

40

50

Fre

qu

ency

Environmental Protection

Table 4.10 Canteen Facilities


53


27 27.0 27.0


Neutral 27 27.0 27.0



3 3.0 3.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 38 percent of the people are satisfied and 27 percent of the people highly satisfied towards canteen facility offered in the organization.


Canteen Facilities

0

10

20

30

40

Fre

qu

en

cy

Canteen Facilities

Table4.11 Transport Facilities


Valid Highly 16 16.0 16.0

54

satisfied Satisfied 48 48.0 48.0

Neutral 23 23.0 23.0



6 6.0 6.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 48 percent of the people are satisfied and 16 percent of the people highly satisfied towards the transport facility offered in the organization.


Transport Facilities

0

10

20

30

40

50

Fre

qu

ency

Transport Facilities

Table 4.12 Provision for Safety equipment



55


Neutral 39 39.0 39.0



2 2.0 2.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 43 percent of the people are satisfied and 15 percent of the people highly satisfied towards provision of safety equipment offered in the organization.


Provision for Safety equipment

0

10

20

30

40

50

Fre

qu

ency

Provision for Safety equipment

.

Table 4.13 Drinking water facility and sanitation



56


Neutral 23 23.0 23.0

Dis-satisfied

2 2.0 2.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 60 percent of the people are satisfied and 15 percent of the people highly satisfied towards the drinking water facility and sanitation offered in the organization.

Highly satisfied Satisfied Neutral Dis-satisfied

Drinking water facility and sanitation

0

10

20

30

40

50

60

Fre

qu

ency

Drinking water facility and sanitation

Table 4.14 Conducive work environment

57



13 13.0 13.0


Neutral 31 31.0 31.0



2 2.0 2.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 50 percent of the people are satisfied and 13 percent of the people highly satisfied towards the conducive work environment offered in the organization.


Conducive work envrionment

0

10

20

30

40

50

Fre

qu

ency

Conducive work envrionment

.

58

QUESTIONNAIRESATISFACTION LEVEL FOR VARIOUS WELFARE MEASURES AND

SOCIAL SECURITY OFFERED TO EMPLOYEES.

NAME : ______________________________

AGE :□ Less than 25□ 25-35□ 35-45□ 45 & above.

SEX : □ Male□ Female

EDUCATION QUALIFICATION : SSLC/UG/PG/PROFESSIONAL

INCOME :Less than 5000□ 5000-10,000□ 10,000-15,000□ 15,000-20,000□ 20,000 & above

DEPARTMENT : ______________________________

DESIGNATION : ______________________________

YEARS OF EXPERIENCE : ______________________________

(Please tick the appropriate box)Slno QUESTIONS HIGIILY

SATISFIEDSATISFIED NEUTRAL DIS-

SATISFIED

HIGHLY DIS-

SATISFIED

1.Medical benefit to

individual and family.

2.Maternity benefit for

women employee.

3.Disablement to

individual.

4. Dependence benefit.

5. Employee injury benefit.

59

6.Environmental

protection.

7. Canteen facilities.

9. Transport facilities.

10.Provision for safety

equipment.

11.Drinking water facility

and sanitation.

12.Conducive work

environment.

13.Worker’s education

facility.

14.Fair distribution of

work/ provision for rest hours/ breaks

FINIDINGS

60

1. 40% of the employee in the organization belongs to 25-35 age which means large

people is young.

2. 85% of the employee are male.

3. 42% of the are employee are highly satisfied towards medical benefit to individual

and family offered in the organization.

4. 50% of the employee are satisfied towards the maternity benefit to women

employee offered in the organization.

5. 52% of the employee are satisfied towards disablement benefits to individual

offered in the organization

6. 58% of the employee are satisfied towards the dependence benefit provided in the

organization.

7. 52% of the employee are satisfied towards old age benefit provided in the

organization.

8. 52% of the employees are satisfied towards employee injury benefit offered in the

organization.

9. 47% of the employee are satisfied towards environmental protection offered in the

organization.

10. 38% of the people satisfied towards the canteen facility offered in the organization

11. 43% of the people are satisfied towards provision for safety equipment provided in

the organization.

12. 48% of the people are satisfied towards educational facility provided in the

organization.

13. 57% of the employee are satisfied towards worker’s education offered in the

organization

14. 34% of the employee are satisfied towards crèches benefit offered in the

organization.

15. 58% of the employee are satisfied towards the uniforms offered in the

organization.

16. 47% of the employee are satisfied towards distribution of work/provision of rest

hours

SUGGESTIONS

61

The management must intervene in the day to day activities of the employees. They should provide

full-fledged support, guidance and encouragement.

The management must provide training programme to the employees at a frequent basis. This will

help them to enhance their skill and improve their existing performance. The management must further,

scrutinize the response of the employees after the implementation of the training programme.

Employees must be encouraged for their creativity and innovative outlook towards their job assigned.

Welfare measures of the employees should be improved so as to make the employees feel more

satisfied and contended. A satisfied employee will be more committed to the organization.

Medi-claim policies, weekly or monthly medical checkups etc. should be provided to the employees’

in order to make them physically fit for the job.

The employees should either be provided with transportation facility or housing facility so that they

would have ample time for recreation in substitute for the time they spend in traveling.

The management should take necessary action to strengthen the relationship between the employees

62

CONCLUSION

The welfare measure are more important for every employee, without welfare measure

employee can not work effectively in the organization. Social securities measure like

workmen compensation, maternity benefit, old age benefit, medical benefit and family

welfare benefit are very important. The organization by providing better social securities to

employee the satisfaction towards job can be improved. But they are lacking in canteen

facilities, worker’s education facilities, marketing co-operative credit societies. They should

take necessary steps to improve in those measures. So that the employee can do his job more

effectively.

The things which make AWS a place and organization to work with it is the relation between

management and employees, the employees can easily approach to the management for their

problems and get immediate feedback. AWS also provides continuous training to employees

for acquiring skills and knowledge, which helps in their career succession also. To maintain

good quality of work life AWS provides good and safe working conditions, it has canteen,

rest rooms, conveyance facility, proper number of toilets and drinking water arrangements.

Crèche facility will be also provided in near future. Here employees are free to give their

ideas and these are taken into concern by management. All these things makes employees

comfortable at work place and keep them motivated to perform well.

The other areas which need attention to improve quality of work life and in turn effects

performance are the kind of benefit plans given to employees, the companies attitude towards

educational and professional development, job security, recognition of accomplishments,

opportunities for acquiring higher skills and about organization values and policies..

So all these things should be improved to employee skills and abilities which helps employees

to perform well.

63

BIBOLOGRAPHY:

1. Aswathappa.k, Human Resource and Personnel Management Text and

cases, Tata Mc Graw Hill, 2002, New Delhi.

2. Aswathappa.k, Human Resource and Personnel Management, Tata Mc

Graw Hill, 1999, New Delhi.

Websites:

www.google.com

www.wikipedia.org

www.bing.com

The following are few references, which I have referred while preparing this report. Reference: Rajendra Singh (HEAD-HR)

Aqua mall Water Solutions Ltd.

Lal Tappar Industrial Area, Majri Grant,

Dehradun - Haridwar Highway

DEHRADUN (UTTARAKHAND) - 248 140

1. Employees Handbook Aquamall Water Solutions Ltd.,

2. Photograph Manual Aquamall Water Solutions Ltd.

3. In-house magazines of Aquamall Water Solutions Ltd.,

64

http://www.bing.com/

http://www.wikipedia.org/

http://www.google.com/

rohit dissertation report

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