ACKNOWLEDGEMEN1

qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjkl

Summer training

inBPCL

Research report on

A Study of Function Related To Labour Welfare

Project submitted by:-Reena john(09mba003)

Bharat Pumps And Compressors Ltd, Naini Allahabad

ACKNOWLEDGEMENTACKNOWLEDGEMENT

It is a great sense of satisfaction and a matter of privilege for us to work at Bharat Pumps and Compressors Limited. We wish to express our heartiest thanks to Bharat Pumps and Compressors Limited For providing us the opportunity to undergo training in an esteemed organization under such a proactive environment, Systematic work approach and target oriented task management of this division provided us with the much desired training experience needed for future management professional.

I have very grateful dean Dr. Masood Naseer who directs me for attaining the Vocational Training and they manage to contact Bharat Pumps & Compressors Ltd.

I am especially thankful to the Manager Mr. Subodh Mathur (Safety and WS) and Mr. R.B. Singh (Training officer) whose valuable guidance has developed creative instincts during my project report.

I am also thankful to the Manager Mr. S.N.Pandey (HD).I am also thankful to staff member of BPCL, Naini, Allahabad

for their kind co-operation throughout my study.

Thanking you Reena John

(09mba003)


PREFACE

Excellence is that attitude that human race is born with. Human race is the environment that makes sure that makes sure that whether the result of this attitude is visible. Project Function Of Human Resource Department helps a lot in including the good work culture. It provides linkage between the student and community in order to develop the awareness of community approach to solve the problems based on board understanding of process and mode of operation of a project.

During this period, the students get their real first hand experience on working in the actual environment. Most of the theoretical knowledge that they have gained during the course of their studies is to put to test here. Apart from this the students get the opportunity to learn the latest technology, which immensely help them in their career.

I had the opportunity to have the real practical experience, which has increased my sphere of knowledge to a great extent. Now, I am better equipped to handle the thing than anyone else who has not undergone any such project does. During the project period, I learned how an actual community progresses, what sort of problems actually occurs during the development of such projects, how to problems actually occurs and so on. And being in such a reputed organization, I had but the best exposure.


GENERAL

BACKGROUND OF

THE INDUSTRIAL

ESTABLISHMENT

VISION/MISSION & OBJECTIVE


OFBHART PUMPS & COMPRESSORS LIMITED

VISION

To become an India MNC in the field of fluid handling, gas compression. Gas storage equipment, service & project mgmt.

MISSION

To provide quality products and service to core services to core sector industries with special thrust on oil and natural gas. Petrochemicals, Refineries, Nuclear and Thermal Power Plants, Fertilizers and Public Transport services complying to health & Safety requirements.

OBJECTIVES

To increase market of our products & services.

To maximize customers satisfaction by providing quality products and services within stipulated delivery.

To increase the business of spares and rendering prompt offer sale services including refurbishment. Achieve export turnover of 15% by 2009-10.

THE FOUNDATION FOR ALL IMPROVEMENTS


(Human Resource Department)

BHARAT PUMPS & COMPRESSORS LTD. NAINI, ALLAHABAD (U. P.)

‘5 S’

5-S: is more a do. It yourself approach. Changing the mindset is very important for success of ‘5-S’ program.

The ‘5-S’ are the five keys to total quality environment. These are five Japanese words starting with‘s’. These along with their corresponding English meaning are as follows: SEIRI – Starting SEITING –Systematic arrangement SEISO - Spic & Span SEIKETSU – Standardizing (For serene environment) SHITSUKE – Self discipline.

7’C ON BPCL

C : Concept of what I wantC : Concentration of what it takesC : Commitment to achieve &see it throughC : Consistency in what I doC : Commitment of emotionsC : Character of high qualityC : Capacity to enjoy it.

BHARAT PUMPS & COMPRESSORS LTD.


(A Govt. of India ENTERPRISE)Naini, Allahabad-211010, U.P., India

Profile

Bharat Pumps & Compressors Ltd. the public sector corporate enterprise was incorporated in 1970 with manufacturing facility at Naini, Allahabad, India.

Mission and objective of the company in to research, design and develop , manufacture and supply capital goods in the fluid handling field including provision of services connected three with to cater the need of Oil exploration and exploration , refineries ,petro-chemicals, chemicals and fertilizer, power sector and process and downstream industries.

The corporate philosophy also involves approach for TOTAL QUALITY MANAGEMENT (T&M) and TOTAL PRODUCTIVE MAINTAINANCE (TPM) in order to achieve and substain a reputation for Quality at Competitive Cost in National &Industrial Markets for our products & Services through collective involvement of hi-tech products heavy duty pumps compressors and high pressers and high pressures seamless and welded gas cylinders under one.

Such high valued hi-tech products are function to the total satisfaction of the customers with least maintenance cost & optimum energy conservation.

HISTORICAL BACKGROUND OF THE ORGANISATION


Bharat Pumps &Compressors Ltd.

Bharat Pumps &Compressors Ltd. Was set up in January, 1970 at Naini, the Trans Yamuna areas of the land. The major purpose of establishing the BPCL is to provide the specified pumps & compressor to their customers for various process industries. Later on it diversified its product line to include manufacture of Gas cylinders also. Bharat Pumps &Compressors limited is specially a tailor made and order based company .The full fledge manufacturing process started from the year 1973 onwards .The company establish as a first in the field of pumps and compressors .

The technical know how its various products were required from foreign companies who were leaders in their own fields. The company started commercial production in 1972

With the objective to design research and development and manufacturer and supply of capital goods in the fluid handling field including provision of services connected there-with, BPCL had entered into technical collaboration with world famous manufacturers of pumps, compressors and gas cylinders and high technology oil equipments.

BPCL which caters to need of care setters of economy of Exploration, Refineries and Petrochemicals, Chemicals and Fertilizers, Process Industries, Nuclear and Thermal Power Plant, Heat units in earlier phase technical collaboration with world renowned manufacture heavy duty centrifugal and high pressure Gas Cylinders and other hi-tech oil field equipment such as cementing unit sucker and mud pumps etc..

1. BHARAT HEAVY PLANTS & VESSELS LTD.(VISHAKHAPATTANAM)

2. BRIDGE AND ROOF COMPANY (KOLKATA )


3. TRIVENI STUCTURAL LTD. (ALLAHADAD )4. TUNGBHADRA STEEL PRODUCTS LTD.

(KARNATAKA)5. RICHARDSON AND GOODS LTD.(MUMBAI)

When the govt. launched the liberalization policy in 1991, the BPCL is referred to B.F.I.R. in 1992, due to the continuous running into losses. On this basis issue, the management, union, B.F.I.R. and the govt. delicates are discussing for the future of the BPCL.

DIVERSIFICATION EFFORT OF BPCL – The company has embarked upon an ambitious plan to add its products rang, cementing and fracturing units, sucker rod pumps, mini and micro hydro turbines, boiler feed pumps and nuclear pumps besides, further expansion in its existing capacity in the area of oil well drilling pump is also envisaged .The diversification effort would be directed towards self-sufficiency in the capital goods requirement in the oil and petrochemical industries.

FACILITY IN BPCL -To cope with the challenge of indigenous manufacturing highly technically sophisticated products, equaling international standards of quality and performance, BPCL has installed a most modern and sophisticated special and general purpose machines, assembly and testing shop, heat treatment and fabrication shop. The machining center has, in operation; the latest computerized numerically controlled (CNC) and numerically controlled (NC) machines.

Test facilities in the factory are capable of full load testing of the complete product range to 2000kw. Endurance testing is conducted without affecting other test programs in the factory. A strong design department has been trained in application engineering, thermodynamic calculations, hydraulic calculation and system design in the areas of piping and instrumentation etc. A computer aided design center is being planned.


To augment the functioning research and development, test facilities for model testing in the centrifugal pumps areas and also out to carry out life testing of expendables etc, is being set up. BPCL has fully groom installation and commissioning department for rendering technical assistance and advice. After sales services department not only keep a close watch on the performance of pumps and compressors supplied by other foreign supplies. After having achieved the expertise in the pumps and compressors engineers of BPCL are conducting seminars on varied product.

DEPARTMENTES OF BPCL

(1) STORE DEPARTMENT (MSX)(2) PURCHASE DEPARTMENT (MPX)(3) PRODUCT DESIGN & DEVELOPMENT (PDD)(4) MARKETING DEPARTMENT (MKTG)(5) HUMAN DEVELOPMENT DEPARTMENT (HD)(6) FINANCE DEPARTMENT(7) GAS CYLENDER PLANT(8) WORK SHOP DEPARTMENT (W.S.)(9) PRODUCTION PLANNING (PEX)(10) TECHNOLOGY DEPARTMENT (TSX)(11) CIVIL(12) CIVIL & ESTATE DEPARTMENT (E & C)(13) QUALITY CONTROL DEPARTMENT (QCX)(14) PUMP COMPRESSORS MANUFACTURING PLANT(15) FEEDER(16) TOOL ROOM(17) SPARE PARTS MANUFFACTURING

BOARD OF DIRECTOR


NAME DESIGNATION ADDRESS

PHONE NO

EMAIL ID

ABHAY

KUMAR JAIN

MANAGING DIRECTOR

MANAGING DIRECTOR,, B.P.C.L. NAINI, ALLAHABAD, 211010, INDIA

0532- 2687320

[email protected]

R. MANOHAR

DIRECTOR(NOMINEE OF GOVT OF INDIA)

B 510 PRAGITI VIHAR LODHI ROAD, NEW DELHI-110003, INDIA

011- 23063707

[email protected]

PALLESENA RAJGOPAL SHRIRAM

DIRECTOR(NOMINEE OF BHEL)

690 ANNA SALAI NANDANAM, CHENNAI- 600035, INDIA

044- 24343382

[email protected]

S. DHANDAPANI

DIRECTOR(NOMINEE OF ONGC)

ONGC TEL BHAWAN DHERADUN - 248003

0135- 2793754

[email protected]

SHYAM CHOUBEY

DIRECTOR(NOMINEE OF EIL)

7045, SECTOR-B, POCKET-10,, VASANT KUNJ, NEW DELHI- 110070, INDIA

011- 26101458

[email protected]

FLOW CHART OF BPCL

CMD

CGM

GM

DGM

EXECUTI

mailto:[email protected]


SR. MANAGER

MANAGER

DY. MANAGER

GENERAL FOREMAN SR. ENG. /SR. EO. /SR. A.O.

CHIEF FOREMAN ENG. /P.O. /E.O. / A.O.

SR.FOREMANENG. A.E. /A.P.O. /A.E.O. /A.

FOREMAN (W) FOREMAN /O.S. SR. TECH. CHARGEMAN /A.O.S. H .S. W.

S.K.W. --- 1st

S.K.W. --- 2nd

S.K.W. --- 3rd S.S.W.

U.S.W.

LIST OF SENIOR EXECUTIVE (AS ON 01.05.2009)

S.N. Name (s/shri) Designation Department

1. A.K.JAIN C.M.D. ---------------

2. K.C.JOSHI CGM WORKS

3. SUDHAKAR CGM FINANCE

EXECUTI

SUPERVISOR

NON

EXECUTIVE


4. A.K.MATHUR GM MARKETING

5. D.K.PATEL GM MPX

6. D.K.THAKUR GM PEX & HD

7. ANJANI KUMAR GM W.S/C.S.

8. A.K.PANDEY DGM P.D.D.(CDE/PDE)9. A.K.SRIVASTAVA DGM TOOL DESIN

10. G.K.PANDEY DGM Q.A/Q.C.

11. R.N.SINGH DGM E & C

12. SYED MUBARAK DGM DELHI OFFICE

13. MO.SHAHABUDDIN DGM MKTG14. MOHAN KUMAR DGM GCD

15. RAJENDRA ROY DGM HD

16. GANESH JI SINGH DGM PCM

16. P.K.MALVIYA SR.M MKTG

17 J.P.SINHA SR.M SB

Financial Position of the Organization

During the year 2004-2006 company improved its performance substantially achieving a production level of Rs.144.00 crores. In 2004-2005 company achieved production level of Rs.92.00 crores.

Before the Duration of 2004 company was in loss.


PERFORMANCE HIGHLIGHT Rs. In Lacks

2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 % change over last year

Turnover 5140 7008 9442 14372 19459 23623 21.4%Total Earnings 4923 7114 10536 15348 20033 25134 25.4%

Net Profit/(Loss)

(2494) (1086) 184 1914 3050 3770* 23.6%

Value added 2422 3483 4959 6146 7491 9349 24.8%Value added per employee

1.93 2.80 4.02 5.06 6.69 8.80 31.5%

Net worth (Indicates negative)

(11340) (12161) (11715) 5696 8728 10131 16%

Contribution to Exchequer

884 1269 1360 2157 2738 2112** (22.8%)

Orders in hand 5403 4868 13864 17003 27691 29409 6%

BPCL’s production target of the year 2009-10 is 285 crore.

Raw Material Used in BPCL:-

Various type of component is being used in the making of pumps compressor and gas cylinders some of these are being used in as if is condition. There are some main parts of various pumps and compressors and cylinder.

1. Reciprocating Compressor:- Casting: Frame slides bodies’ cylinders and linear cylinder head. Forging: Crank shafts connecting rate cross heads.


Finished bought out: Cylinder values control value, bearing engine turbine etc. Pressure vessels-water cobbler volume bottle radiator etc.

2. Reciprocating Pumps:- Casting: Crank shafts crosshead frame connecting rods. Forging: Field stuffing box etc. Finished bought out: Bearing cylinder valves.

3. Centrifugal Pumps:- Casting: Pumps casing impeller bearing housing stuffing box coves etc. Finished bought out: Mechanical seal instrument valves.

4. Gas Cylinder: - Seamless pipe dished end valves necking cop etc.Suppliers: - BPCL procure the raw material and bought out from various venders all over country according to technical requirement for example:-

Sai Ltd.MUSCO.GEI Human Industries Ltd. Bhopal.Shanti Gears Ltd. etc.

PRODUCT OF BPCL

PUMPS & COMPRESSORS

Centrifugal Pumps Reciprocating Piston Plunger Pumps


Reciprocating Compressors, Carbamate & Ammonia Pumps Sucker Rod Pumping Units Cementing Units Pumps for Nuclear Power Station Applications

GAS CYLINDERS

High Pressure Seamless Industrial Cylinders Welded Cylinders LPG Domestic/Industrial Cylinder

RANGE OF PRODUCTS

Centrifugal Pumps Maximum Power : 2500 KWMaximum Pressure : 140 KG/CM2

Maximum Capacity : 12,000 M3/HRFluid Handled : Dematerialized Water, Sew Water,

Hydrocarbons, Naphtha, LPG, Carbonate Solution, Boiler Feed Water, Benefield

Solution, Alkaline and Acidic Solutions,Ammonia Liquor and Slurry.

RECIPROCATING PUMPS

Maximum Power : 1700 KWMaximum Pressure : 450 KG/CMMaximum Capacity : Drilling Mud, Cementing, Slurry, Crude

Oil Stream, Condensate Heavy Water, Fatty Acid, Ammonium Carbonate,Liquid Ammonia, Water Injection.


RECIPROCATIN COMPRESSORS

Maximum Power : 25,000 KWMaximum Pressure : 450 KG/CM2

Maximum Capacity : 70,000 N M3/HRGases Handled : Air Nitrogen, Oxygen, Hydrogen, Carbon

Di Oxide, Hydrogen -Sulphite, Coal Gas etc.

GAS CYLINDERS

Maximum Pressure : 140 KG/CM2

Maximum Capacity : 110 Liters Gases Handled : Oxygen, Nitrogen, Hydrogen, Carbon Di

Oxide, Nitrous Oxide, Acetylene, Ammonia, Chlorine, Freon, LPG, etc.


Personnel Management: - Personnel management is the recruitment selection, development utilization of the accommodation of the human resources by an organization.

P - Plan E - EvaluateR - Recruit S - Select O - OrganizeN - NegotiateN - NatureE - Enrich/Educate L - Lead

There is the no standard definition of the term. “Personnel Management”. However, it may be broadly defined as that branch of Management which.

1. Is concerned with human or man power resources of the organization.

2. Includes managerial function, ex- planning organizing, directing, controlling and coordination the activities of personnel at work and operative function ex- procurement, development, compensation, integration and records of the organization personnel.

3. Focuses in the human relationship, fully recognizing the uniqueness of the human factor and its usefulness in accomplishing the organizational objectives.

4. Aims to establishing harmony between the organization and individual goals as to ensure unity of direction and effort.


5. Seeks to accomplish the organizational goals and through it, the satisfaction of various need of personnel working within it, including the community at large.

Personnel department plays an important role in any or in any Company. We can not ignore the importance of personnel department. In personnel sceneries a personnel manager must have the knowledge of psychology because it helps to improve self-confidence willpower and decision making.

So personnel department plays key role in any organization and also of BPCL following are the functions of personnel or H.D. Department. H.D. means Human Development. It is the new concept of personnel or H.R.

1. Man power planning.2. Recruitment and selection. 3. Training and Management Development. 4. Performance appraisal.5. Motivation and job satisfaction.6. Grievances settlement.7. Discipline.8. Promotion and Demotion.9. Time Keeping.

10. Record Keeping. 11. Exit Policy

EXECUTIVE QUANTITY

NON EXECUTIVE

QUANTITY

MD 1 CHIEF FOREMAN 37 C G M 2 SR. FOREMAN 221


G M 4 FOREMAN (W) 269 D G M 10 SR. TECH 143 S M 19 H S W 49 MANAGER 24 S K W -1 26

D M 77 S K W -2 22 SR.ENGINEER 23 S K W -3 12 ENGINEER 28 S S W 12

ASST. ENGINEER

49 U S W 18

ASSIST.OFFICE SUPERITENDENT

10

TOTAL 247 TOTAL 809 TOTAL STRENTH = 1056

PAY PAKAGE

BASIC PAY DEARNESS ALLOWANCE HOUSE RENT ALLOWANCE CITY COMPENSATORY ALLOWANCE TRANSPORT ALLOWANCE PRODUCTION INCENTIVES


DEDUCTION:-

12% for employer 12% for employee Insurance policies Loans & Advances

Pay Scale

Pay scale (Non-Executives)

Workmen Category Pay slabs ScaleUSW 4150-90-6400 1SSW 4350-100-6850 2SKW III 4550-115-7425 3SKW II 4725-125-7850 4SKW I 4925-135-8300 5HSW 5270-145-8895 6SR. TECH. 5600-150-9350 7FOREMAN (W) 6000-160-9680 8SR.FOREMAN 6400-180-10000 9CHIEF FOREMANE 8600-250-14600 10GEN. FOREMANE 10750-300-16750 11

Pay Scale (Executives)

Supervisor Pay slabs Scale

Charge man 5600-150-8600 21

Foreman 6000-160-9200 22


Assit. Engr 6400-180-10000 23

Officer pay scale

Engr./officer 8600-250-14600 51Sr.ER/SR officer 10750-300-16750 52Dy. Manager 13000-350-18250 53Manager 14500-350-18700 54Sr. manager/Chi ef 16000-400-20800 55Dy. Gen. Manager 17500-400-22300 56Gen. Manager 18500-450-23900 57C.G.M. 20500-500-26500 58M.D. 25750-650-30950 70

A STUDY 0F THE

FUNCTIONS RELATED


TO THE PERSONNEL

AND THE

ADMINISTRATION


G M (HD & PEX)

SR. M. (HD)

MANAGER (HD) TRAINING DY. MANAGER GAD

TIME OFFICE

FIRE

WELFARE MEDICAL CLAIM LEGAL CASE ESTABLISHMENT RECRUITMENT PROMOTION, & SELECTION DEMOTION & TRANSFER

CANTEEN


Function of H.D. Department in BPCL

1. Board Agenda2. Confidential Section/ACRs3. Pay Fixation4. Self Appraisal/Probation matter5. Establishment 6. Disciplinary action 7. D.P.C. (Departmental Promotion Committee).8. Ministry affairs9. SC/ST Matter10. Department Attendance11. Maintaining Personnel Files of Employees 12. Gate Control 13. VRS14. Leave Travel Concession15. Medical Advance for Hospitalization in authorized Hospitals of Allahabad.16. LIC17. MIS, Manpower18. Recruitment & Selection 19. PF, Bank related matter20. Labour Supply 21. Maintaining Personnel Files.


Man Power Planning in BPCL:-

BPCL considers man power resource more important as compared to capital and physical resource. Therefore it has given very high importance to man power management and undertakes various activities of purpose.Process of man power planning:-

Following are the steps involved in man power planning process-a) Analysis of the system.b) Deciding the time horizon of the plan.c) Forecasting the demand for and the supply of man power.d) Reconciliation and.e) Preparation of action plan.

Career Planning:-

If any organization want to retain its employee it must satisfy their innate aspiration for growth and development in their career plan is blue print in which the entire career of employee is mapped out from the point of their entry into the point of their retirement from the organization.


Recruitment:-“Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization”.

Sources: - There can be two sources of recruitment- Internal: - (I) Promotion, (II) Transfer.

External: - (I) Advertisement, (II) Employing agency (III) Campus interview, (IV) Deputation.

The recruitment of Workers and Managers are not being done due to lack of work and financial crisis. The establishment is running in financial crisis and the Government’s police is shed the surplus employees. Therefore the recruitment of new personnel is not being carried out.

Since thee government has banned the new recruitment there is no job analysis now a day. At the time when the Company started job analysis was being carried out before the recruitment of workers. The company has selection process of employee and Officers. Application blanks had been at the of recruitment.

Vacancies are to be filled though promotion while 75% of under recruitment policy of BPCL for Executives 25% vacancies are to be filled through outside sources.

Under the policy, Non-executives posts are also to be filled in the same manner, i.e. 25% through promotion and balance 75% through recruitment from.

In open recruitment, the vacancies as to be filled in through Employment exchange. In case of non-availability of sufficient number of suitable candidates through Employment Exchange, an open call of the candidates is to be made through loading newspapers, like Times of India, Hindustan Times, and The Hindu etc.

Other sources like University Employment Bureau, District Soldiers, Sailors and Airman Board, etc. are taken into


consideration for non-professional jobs. Copies of advertisement are also forwarded to local M.L.As. M.L.Cs. M.Ps. for forwarding suitable candidates.

At the times of establishment of BPCL, the policy of sons of the soil in selection procedure had also been applied and appx. 400 Displaced Person were selected, trained in their Training Center in various fields, and there after absorbed in regular employment of the company. Many of them are still working in the organization.

Selection Process in BPCL:-

The Company adopts a systematic and integrated selection process to select to the best possible candidates. BPCL select the process can be broken into these steps.

(i) Searching of application: - The company usually receive a large number of application is used to serene the application who are found to be qualified for consideration of employment the selected candidates are called for further process of selection.

(ii) Selection test: - For identification of disciplinary knowledge, aptitude interest, personality BPCL organized various of test, the selected candidates are called for further process.

(iii) Interview: - The selected candidates are called for interview. In interview a panel of selection tries to the actual capacity of the candidates. In the case of campus selection, interview conducted before the selection test. Sometimes physical examination is carried out to a certain the physical standards of employee.


(iv) Checking reference and approval: - Before placement Company checks the reference giving by candidates and after the approval of appropriate authority (function head) the candidates are informed about their selection and asked to report for duty to specified person.

(v) Placement: - After all formalities are completed the candidates are placed on probation basis. Probation period may range from three months, two years duration this they are observed keenly and when they completed this successfully they become permanent employee of BPCL.

Note: - Job analysis done before the recruitment of workmen in BPCL.

Induction and Job Placement:-

Induction: - Induction is the process of a including a new employee into the new social setting of his work. The step should be taken into account two major objects.

Familiarizing the new employee with his new surrounding and Company rules and regulations.

Integrating his personal goals the first object is generally easy to achieve the information which is commonly passed on the new employee covers the following subject-

I. Company history, products and major operations.II. Geography of the plant.

III. Structure of the organization and function of the various departments.


IV. General Company policies and regulations regarding wages and payment her. Of work and overtime, safety and accident, discipline and grievances.

V. Economic and recreational services available.VI. Opportunities for promotion and transfer, performance appraisal

and suggestions system.

BPCL is having a system of induction and further job placement at various work centre limited not in BPCL industries at head of parameter but outside the Allahabad at various regional officer and successfully running till date within organizational frame work limit after inception of BPC for enter employee with consist workman supervisory and officers Cadre.

Placement: - Placement is decision to place a selection selected individual in one job than in another. In placement the task is too much position with people so that each individual is assigned to that position where he likely to make the best use of his ability consistent with requirement of his ability consistent with requirement of his total working group.

In such situation the individual is already employed and the placement decision is then made to him to the job for which he is considered to be the best qualified.


A Study of Function

Related To Labour Welfare


WELFARE

Welfare is a board concept referring to a state of living of an individual or a group, in a desirable relationship with the total environment ecological, economical & social Labour Welfare includes both the social and economic contents of welfare. Social welfare is primarily concerned with the solution of various problems of the weaker section of society like prevention of destitution of poverty.

Labour welfare may be viewed as a total concept, as a social concept and as a relative concept. The total concept is a desirable state of existence involving the physical, mental, moral, and emotional well-being. The social concept of welfare implies the welfare of man, his family and his community,

Labour welfare also operates to neutralize the harmful efforts of large-scale industrialization and urbanization.

DEFINITION:-

The Oxford dictionary defines labour welfare as “Efforts to make life worth living for workmen.

In the word of R.R.Hopking “Welfare is fundamentally an attitude of mind on the part of

management influencing the method by which management activities are undertaken.”


Welfare” is a broad concept referring to a state of living of an individual or group, in a desirable relationship with the total environment - ecological, economic and social. Labor welfare includes both the social and economic contents of welfare. Social welfare is primarily concerned with the solution of various problems of the weaker sections of society like the prevention of destitution, poverty, etc.

It aims at social development by such means as social legislation, social reform, social services, social work, social action, etc. The object of economic welfare is to promote economic development by increasing production and productivity and through equitable distribution. Labor welfare is a part of social welfare, conceptually and operationally. It covers a broad field and connotes a state of well-being, happiness, satisfaction, conservation and development of human resources.

Labor welfare may be viewed as a total concept, as a social concept and as a relative concept. The total concept is a desirable state of existence involving the physical, mental, moral and emotional well-being. These four elements together constitute the structure of welfare, on which its totality is based. The social concept of welfare implies the welfare of man, his family and his community. All these three aspects are inter-related and work together in a three dimensional approach. The relative concept of welfare is relative in time and place. It is a dynamic and flexible concept and hence its meaning and concept differ from time to time, region to region, industry to industry and general standard of the socio-economic development of the people.

Why labour welfare:-


Labour welfare work aims at providing such service facilities and amenities which enable the workers employed in an organization to perform their work in healthy congenial surrounding conductive to good health and high morale. Labour welfare is a comprehensive term including various services, benefits and facilities offered by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in additional to normal wages and other economic rewards available to employees as per the legal provisions. Welfare measures may also be provided by the government, trade unions and non-government agencies in addition to the employer. “International Labour Organization efforts to make life worth living for workers” According to the Oxford dictionary “Welfare is fundamentally an attitude of mind on the part of management influencing the method by which management activities are undertaken. Objectives of labour welfare activities:-

Following are the objectives of the voluntary labour welfare services by employer-

1)To win over employees loyalty and increase their morale.2)To develop efficiency and productivity among workers.3)To reduce of threat of future government intervention.4)To make recruitment more effective.5)To earn goodwill and enhance public image.6) To build up stable labour force to reduce labour turnover and absenteeism. Visit hrmba.blogspot.com for more project reports, presentations, notes etc.3

Importance of labour welfare activities:-


Labour welfare in India has a special significance as the constitution provides for the promotion of welfare of the labour for human conditions of work and securing to all workers. The various welfare measures provided by the employee will have immediate impact on the health, physical and mental efficiency, alertness, morale and overall efficiency of the workers and thereby contributing to the highest productivity. Social security measure provided by employer will act as a protection to the workers. Labour welfare means activities designed for the promotion of the economic, social and cultural well being of the employees. Labour welfare includes both statutory as well as non-statutory activities undertaken by the employers, trade unions and both the central and state governments for the physical and mental development of the workers. Labour welfare enables workers to have richer and more satisfying life. It raises the standard of living of workers by indirectly reducing the burden on their pocket. Welfare measures improve the physical and physiological health of the employees, which in turn enhance their efficiency and productivity. Labour welfare promotes a sense of belongings among the workers, preventing them from resorting to unhealthy practices like absenteeism, lobour unrest strike, etc. welfare work improves the relations between employees and employers. It promotes a real change of heart and a change of outlook of the part of both the employers and employees.

Reasons for the labour welfare activities in India:-

1)Increase in efficiency of employees: Labour welfare activities increases in efficiency of employees to work. These facilities help in


developing the feeling of dedication among them. Due to the increase in efficiency the production and the productivity of the enterprise increase considerably.

2)Helpful in reducing the state of poverty among employees: Most of the workers in our country are unable in providing for base necessities for themselves and to their family members. This is because of the extreme poverty among Indian workers. Provision of labour welfare activities plays an important role in reducing such poverty and in providing essential amenities to the workers.

3)Establishment of Organizational peace: Labour welfare activities help in establishing sound relations between employees and employers. When the employees of the organization feels that they are getting all the possible facilities and the employers are very caring to them, then such good feeling increases enthusiasm among employees which will establish peace in the organization.

4)Helpful in reducing the rate of absenteeism and labour turnover: The rate of absenteeism and labour turnover is much higher in India as compared to that of developed countries of the world.

Importance of welfare:-

Reduce labour turnover and absenteeism.


Encourage employees and cordial relation between employee and employees, which result in increase production in better quality and also give to profit.

Fulfill social, recreational and cultural needs of the employees and at the same time make their life easier.

Make the plant personnel a healthier, sound thinking and more forward looking group.

Make the employees a group of citizens better able to carry on the productive processes.

Function Related to Labour Welfare:-

The welfare amenities provided under the Factories Act, 1948 are given below-

Washing facilities. (Sec.42) Facilities for storing and dry clothing. (Sec.43) Sitting facilities for occasional rest for workers who are

obliged to work standing. (Sec.44) First Aid boxes are Cupboards one for every 150 workers and

ambulance facilities; if there are more than 500 workers.(Sec.45)

Canteens if employing more than 250 workers. (Sec.46) Shelters, rest rooms and lunch rooms, if employing over 150

workers. (Sec.47) Crèche, if employing more than 30 women. (Sec.48) Welfare Officer, if employing 500 or more workers.(Sec.49)

Canteen facility:-


There is a good canteen in this company. For the last few years, contractor is running the canteen. An elected Canteen Committee is there to oversee the working of the canteen. It provides good refreshment; breakfast and lunch at very reasonable rate. The rates are fixed under the agreement entered into between the Contractor and the Management. Management is providing subsidy for canteen facilities to every employee in term of allowance at the rate of Rs.10/- per working day, subject to a maximum of Rs. 220/- per month.

Creches:-

The need for setting up crèches in industrial establishment was stressed by the Royal commission on Labour in its report way back in 1931.

It recommended that the provision of crèches should be made statutory obligation in all factories employing not less than30 women workers.

Washing facilites:-

Under section 42 of the factory act, 1948. The BPCL has provided and adequate and suitable washing facilities for its workers to be kept in a state of cleanliness. Washing allowance is paid at the rate of Rs.60/- per month on attendance of at least in a month.

Facilites for storing and drying clothes:-


Under section 43 the company provides a locker to each worker for keeping dry cloths, which are not use during working hour.

Facilites for sitting:-

Under section 44 of the factories act 1948, BPCL has provided the iron stools, chairs and iron benches to each worker in the manufacturing area, where they can take rest for some time during the working period.

Shelter rooms, rest rooms & lunch rooms:-

In every factory wherein more than 150 workers are ordinarily employed, suitable shelter, rest rooms and lunch rooms such rooms shall be provided under section 47 of factory act,1948. BPCL is having well laid sitting facilities and shelter rooms.

First aid and ambulance facilites :-

There is a well-equipped First Aid Center for providing first aid to the employees. One part-time Medical Officer, three Pharmacists Commoners. An ambulance with a driver is also remains available round the clock.


Welfare officer:-

Welfare officer is directly related to labour commissioner. The management work really hard to take care of these people by doing management of people. For this, the co-operation among the employees is quite important and all this happens when the employees are satisfied by their job and above all the working condition of the work place.

For this, provision of better condition of work suitable temperature, adequate lighting and in general a pleasant atmosphere is quite important so that they can realize that management is concerned about there welfare. Such activities not only benefit the worker but also the management.

Workers feel the importance of services of welfare officer. In every industry the job related to welfare is very peculiar. An employee expects the welfare programs where he workers. There are many things, which are related to workplace that must be provided. All these things related to welfare programs motivate the employees to work sincerely. Thus, the utility of welfare officer has great importance.

Working hours:-


In the BPCL, the working period is of 8 hours a day in a week, which is in accordance whit Section-51 of the “Factories Act 1948”.

As per section-14 of the Certified Standing Orders of the Company, management shall have the right to determine, change or regulate the period and hours of work, rest intervals, starting, alteration or discontinuation of shift work etc and all the matters relating to working hours attendance checking up of arrival & departure time etc.

Holidays:-

As per clause 24 of the Certified Standing Orders the monthly rated employees are granted 12 Paid Holiday in a calendar year. The exact dates to be observed as closed Holidays are notified by the management at the beginning of each calendar year in consultation whit the Union. The daily rated (including casual) employees are also allowed wages for three National holidays, under the provision of the Uttar Pradesh Establishments (National Holidays) Act.


NO. OF HOLIDAYS

HOLIDAYS RESTRICTED HOLIDAYS

1. REPUBLICDAY GURU GOVIND SINGH JAYANTI

2. HOLY VASANT PANCHAMI

3. JANMASTAMI GURU RAVIDAS JAYANTI

4. INDEPENDENTDAY DAYANAND SARSWATI JAYANTI

5. ID-UL-FITTER MAHA SHIVRATRI

6. DASHAHARA RAM NAVMI

7. MAHATMA GANDHI JAYANTY

GOOD FRIDAY

8. DEEPAWALI HAZRAT ALI JAYANTI

9. GURU NANAK JAYANTY

MAHRSHI BALMIKI JAYANTI

10. ID-UL-JUHA (BAKREED)

BHAIYA DOOJ

11. CHRISTMASDAY

Note:- Workers can take one day leave in list of restricted holiday in whole year.


Women employees & young person:-

There are many women and young employees in BPCL. The statutory provisions regarding emplacement of women are well maintained as per section-66 of the “Factory Act 1948”. Through the company has very small number of women & young employees they get the benefits regarding employment of women & young persons.

Health:

Provisions relating to Health have been implemented as per direction given under Chapter III- “HEALTH” of the “Factory Act 1948”. In the factory cleanliness disposal of wastes ventilation and temperature dust and fumes, lighting, drinking water, latrines and urinals etc. are well managed galvanizing plant employees are provided with 1kg milk power and 2kg gur every month and 4 towels every year.

Safety:-

A safety department headed by a Safety Officer is functioning here. The rules regarding safely in accordance with the provisions of “Factory Act 1948” are in application. All the machines in the workshop & maintenance shop are well protected. Workers doing dangerous hobs have been provided with shoes gloves and other necessary protective items.

Safety and accident prevention are of the prime importance to management and the personnel administration is


deeply administration is deeply involved in organizing and administering a safety and accident prevention program. Public policy, union and management have attempted to combat the problem of accident and safety. In India, the factories act 1948 requires the employees to introduce safety measure relating to the facing of machinery, casing of machinery, casing of new machinery, testing and examination of appliances such as hoists, lifts, cranes, chains and pressure vessels, again dust, fumes, gases and fires. The state government is empowered to make special rules for certain dust, fumes, gases and fires. The state government is empowered to make special rule for certain dangerous operation specified by them.

Safety is the measure or rather method that is adopted by the workers from any kind of mishap.

S – SelfA – Alert F – Finding E – Education T – Training Y – Your Common Sense.

Industrial Injury and Industrial Accident:-


An industrial injury has been defined as “A person injury to an employee which has been caused by an accident by an accident of an occupational disease. And which alias out of or in the course of employment and which would entitle such employee to compensation under the work men’s compensation act 1923”.

Housing facilities:-

The Company does not have township or residential quarters of its own earlier some quarters were allotted to it en-block in the industrial Labour Colony at Naini which in trun were provided to the employees. Subsequently as per the policy of the State Government the Labour Department directly allotted the quarters to the employees in two Industrial Labour Colonies. The Chief Executive and some other key officials have been provided

with leased accommodation as per their entitlement and in accordance with guidelines issued by the Government of India from time to time. All the employees are paid House rent allowance package depending upon the place of their positing as per rules framed by the Govt. of India.

Medical treatment facilities:-


Bharat pumps and compressors ltd.Naini- allahabad

Form for reimbursment of medical expensesdomiciliary treatment

NAME: _____________ Pers. No.________ Destination_______

Department__________ Period of treatment from______ to_____

Name of patient:_________ Relationship with employee_______

PARTICULARS OF CLAIM

Amount spent (Rs.)

Amount admissible (Rs.)

IFee paid to Doctor (Prescription to be attached) no. of Consultation:

II Pathological or other fests (please attach receipt)

III Cost of medicines (bills may please be enclosed)

IV

Charges for consultation cum medicine supplied by the Doctor

V Others, if any please specify TOTAL

Amount in words:

CERTIFICATE


Certificate that the above particulars are correct and that the person for whom expenses were incurred are decedent on me/me.

Date: Signature of employee: ________________

Place:

Encl: Signature of Controlling officer:_________

Passed for payment of Rs.___________________________

(Rupees_________________________________________)

A.O/S.A.O. Dy. F.M. Accountant------------------------------------------------------------------------

FOR. E.D.P. USE: CONTROL ON DOMICILIARY

TRETMENT

St. No.

Personal No.

Amount pass

Date of payment


Claims are to be submitted to finance Department in the form prescribed for the purposes. For domiciliary treatment. In case of hospitalization, he claims are to be sent to Finance concerned in case of outside treatment in Govt. hospitals or public Sector undertaking or local bodies hospitals the claim are to be sent to the personnel department on form prescribed for the propose, duly signed by the Medical Superintendent concerned.

BENEFITS RELATING TO WELFARE

DEARNESS ALLOWANCE -97.3% OF BASIC

HOUSE RENT ALLOWANCE -15% OF BASIC

CITY COMPENSATORYALLOWANCE -4.5% OF BASIC

SOME OTHER WELFARE FACILITIES

VEHICAL ADVANCE:-

An advance of Rs.1000 is admissible to the non-executive employees for purchase of cycle. The advance is sanctioned on ‘First Come First Served’ basis depending upon availability of funds. Employees may send their application on prescribed form obtainable from Personnel Department through proper channel. Advance for purchase of Scooter/motor cycle and car is also admissible to executive employees. These advances are recoverable in easy monthly installments and a nominal interest is charged.


CONVEYANCE ALLOWANCE:-

The employees who are not a availing companies transport facility shall be paid conveyance allowance.

Bicycle allowance is revised from Rs.75/- to Rs.105/- per month on attendance of more than 20 days payment.

Reimbursement of conveyance expenses for Moped is revised from Rs.90/- to Rs135/- per month on attendance of more than 20 days.

Reimbursement of conveyance expenses for scooter/motor cycle is revised from Rs.100/- to Rs.175/- per month on attendance of more than 20 days.

The conditions for payment of conveyance expenses for moped and scooter/motor cycle will be that the vehicle must be registered in the name of the concerned employees.

Subject to the existing terms and conditions the bus charged from employees availing the Company’s transport will be revised Rs.40/- to Rs.80/- per month (for anywhere in ALLAHABAD.)

SHIFT ALLOWANCE:-

Subject to the existing terms and conditions the shift allowance is revised as under-

‘B’ shift: from Rs.7/- per shift ‘C’ shift: from Rs.9/- per shift The working hours and rest internal in all the shifts will be

regulated as per provision of the “Factories Act, 1948”.

ATTENDANCE BONUS:-


Under the existing attendance bonus scheme the amount of attendance bonus is revised from Rs.55/- per month on 100% attendance. Availing not more than one day casual leave in a month will be treated as 100% attendance for payment of attendance bonus.

SERVICE WATTAGE

Service wattage is also provided for the worker of BPCL. FUNERAL EXPENSES:-

On the death of a regular employee, Funeral expenses are payable of Rs.3000/- to his family members.

INCENTIVE SCHEME:-

The management will engage Govt. agency to undertake productivity improvement studies; review then existing permanents and formulae incentive scheme for various precuts in the Company in consultation with the employees Union and the management.

In spite of the above regular incentives are being given to all concerned employees who are connected with production directly or indirectly.

INTEREST SUBSIDY ON HOUSE BULDING LONE:-

The company does not provide House Building Advance. There is a scheme for Reimbursement of interest subsidy on the loans acquired by the employees from the approved agencies for construction or for purchase of built house/flat or enlargement of exiting accommodation. The difference in interest chargeable from


the employees on House Building Advance as per Central Government Rules and the actual interest paid by the employee to the financing agency is borne by the company. This is granted after the loan has been sanctioned in force till the repayment continues or cessation of employment of the employee whichever is earlier.

FESTIVAL ADVANCE:-

Festival advance is provided once in a calendar year to confirmed employees on regular scale of pay. The amount advance admissible is Rs.1400 for Non-Executives and Rs.1500 for the Executives. The amount is recoverable in five/ten monthly installments.

DOUBLE WAGE:-

Double wage are provided of those workers who work on national holidays.

LEAVE TRAVEL CONCESSION:-

Leave Travel Concession (LTC) is provided by the Company to visit any place in India, once in a black of four years or to visit Home Town every year by self only. In a block of four years, an employee can avail one Home Town every year by self only, in a block of four years, an employee can Home Town LTC + one for visiting any place in India or two Home Town LTC for self Only + one for visiting any place India.


Encashment of LTC for visiting any place in India is admissible. This is however restricting to four tickets in all at the rate of 75% of fare by a distance of 1500 km each day.

For the time being many of the facilities like Vehicle Advance Training of Trade Apprentices LIC for any place in India, interest Subsidy on Housing Loan etc are suspended in view of financial crisis being faced by BPCL the Company has been declared sick by the board for Industrial and Financial Reconstruction (BIFR).

The Company is running a labour welfare Centre for the employees residing in the Industrial Labour Colony Naini it is managed by a full Lady Welfare Assistant.

The Labour Department of the State Government is also running a labour Welfare Center in the Industrial labour colony.

TIME OFFICE:-

Controls the arrival and the exist of the employees in there respective by way of punching their daily attendance card through electronic sense ring machine and the same is directly token in feeding for payment of salary processed by E.D.P.

Functions of the Time Office:-


Processing of earned leave encashment applications and forwarding to finance department for payment.Discrepossecies, if any in leave records is to be rectified the time office by way off cancellation from or leave correction resistor [Manually].

Preparation of three years record [leave].of on employee.

Preparation of final [resistor] attendance in the event of death, seek in V.R.S. or being roistered, on the considerictive manner of two months back attendance from their prospective dates.

Control of attendance dually cross checked from their

concern department. A = Maintenance of leave record for wording leave

application of the employee to E.D.P. for the absently, for regulating payment.B = Print out of the leave record by the E.D.P. or maintained by the time office for time to time references.

Management information pattern in to the leave absent is or the physical presence which ever is needed is to be furnished by the office with the reference of the E.D.P. prints outs.


RESEARCH METHODOLOGY

Research design:

Research design provides the glue that holds the research project together. A design is used to structure the research, to show how all of the major parts of the research project -- the samples or groups, measures, treatments or programs, and methods of assignment -- work together to try to address the central research questions

Data collection

Data collection is one of the most important aspects of research. For the success of any project accurate data is very important and necessary. The information collected through research methodology must be accurate and relevant. The data collection method can be classified into two methods:-

-Primary Data:- questionnarie

-Secondary Data:-newspaper, internet, business journals.


Primary Data:

Data collected by a researcher is known as primary data. It is collected by a person for his own use obtained from findings. This is considered as first hand information. This is that data which is collected by us to meet our own specific purpose. The data is collected by the means of questionnaire filled in by the employees at different posts of Nagpur area office. This method of data collection is very popular particularly in big organizations.

Secondary Data:

Secondary data means data that are already available ie, they refer to data which has already been collected and analyzed by some one else. This type of data information can also be used by the researcher for his use as second hand information sources through which secondary data can be collected. Secondary data may either be published data or unpublished data.


ANALYSIS OF DATA

Once the collection of data is complete, it should be analyzed and processed through classification tabulation etc in accordance with the subject matter. A careful planning of the analytical framework should therefore be done by the researcher. Data analysis is carried out by arranging the data received by the employees in an excel sheet. This data is then converted into graphical forms. Pie charts have also been used for the tabulation and interpretation of data collected.

HYPOTHESIS TESTING After analyzing the data hypothesis testing is done. It will result in either accepting the hypothesis or rejecting it.

INTERPRETATION After testing the hypothesis the researcher comes out with his conclusions. The explanation of theory can also be considered as interpretation

THE RESEARCH APPROACH:Survey Method


THE RESEARCH INSTRUMENT:Questionnaire

THE RESPONDENTS(universe):The employees of the organization

SAMPLING SIZE :The sampling size on which the analysis is based is 72.

SAMPLING TECHNIQUES:

The sampling technique used for carrying out this study is RANDOM sampling technique


Significance of the study:

The study will signify the various functions of labour welfare department in bpcl and how they are helpful in increasing the motivation level of workers in the organisation. And to understand various functions covered by bpcl for welfare of labour.

i. Reduce labour turnover and absenteeism.ii. Encourage employees and cordial relation between employee and

employees, which result in increase production in better quality and also give to profit.

iii. Fulfill social, recreational and cultural needs of the employees and at the same time make their life easier.

iv. Make the plant personnel a healthier, sound thinking and more forward looking group.

v. Make the employees a group of citizens better able to carry on the productive processes.


QUESTIONNAIRE PLEASE TICK

1)How many facilities provided by the company to you? a) Canteen b) Housing c) Education d) Medical

2)How many special facilities have you availed?a) 2 to 5b) 5 to 6 c) 6 and above

3)How many facilities are you availing on routine basis?a) 1 to 5 b) 5 to 10 c) 10 and above

4)How many facilities are provided for education of children to employees?

a) Bus Facilitiesb) School Facilitiesc) Educational loan facilities

5)Are you getting wages as per basic minimum criteria allotted by Government?

a) Yes b) No c) No Suggestions


6)How much time it will take for sanctioning special welfare facility?a) 1-2 week b) 2-3 week c) 3-4 week

7) Is there suitable ventilation and good environment in the work place?a) Yes b) No c) No Suggestions

8)Is the work place regularly cleaned?a) Yesb) No

9)How much are you satisfied by the procedure of availing routine welfare facilities?Highly satisfiedSatisfiedPartly satisfiedNot satisfied

10) How much are you satisfied by the procedure of availing Special welfare facilities?

a) Highly satisfiedb) Satisfiedc) Partly satisfiedd) Not satisfied


11)Kindly suggest the methods of improving or adding special Welfare facilities?

a) No improvementb) Early action should be takenc) Proper time should be taken

12) Does welfare benefits provided by the organization plays as a Motivational factor?

a) Highly agreeb) Agreec) Do not agree

13) Do you get medical reimbursement on time? a) Yes and with full reimbursement b) Yes but with reduced reimbursementc) No reimbursementd) Not applicable

14) Briefly explain the procedure of availing routine welfare facilities in points.

a) Making an application, submit proof and immediate sanction.b) Only application is required.c) Just an approach.

15) Briefly explain the procedure availing the special welfare facilities in points.

a) Lengthy processb) Not availedc) Apply take approval and show proof.

16) Your comment and suggestion …………………………………………………


Data Interpretation

2)How many special facilities have you availed?


2 to 575%

5 to 623%

6 and above2%

Sales

3)How many facilities are you availing on routine basis?


1 to 564%

5 to 1025%

10 and above11%

Sales

5)Are you getting wages as per basic minimum criteria allotted by Government?

a) Yes b) No c) No Suggestions


yes42%

no24%

no suggestion34%

Series 1

7) Is there suitable ventilation and good environment in the work place?a) Yes b) No c) No Suggestions


47%

21%

32%

Sales

yesnono suggestion

8)Is the work place regularly cleaned?a) Yesb) No


yes; 8.2

no; 3.2

ACKNOWLEDGEMEN1

Documents

Transcript of ACKNOWLEDGEMEN1