CHAPTER-1

INTRODUCTION TO VERKA

1.1 Introduction to organisation

The Plant was established in 1980 by The Punjab Dairy Development

Corporation. The Punjab Dairy Development Corp. and Milked are the two

Government dairy organizations which are running pay rolled to each other. In

1982 both these organizations submerged into one which is now named as

MILKFED. In the beginning the capacity of the plant was 1,00,000 liters per day

and the number of workers was only 700. The products manufactured initially

were liquid milk, ghee and cheese. Paneer production started in 1990 and curd

production started in 1997. The Plant has introduced ISO-9002 quality

Management System to ensure highest quality products with built in safety to the

consumers.

Milk Plant, Mohali is located at District Ropar in Punjab. It is located on

National Highway No. 21, joining Chandigarh with Ropar, Jalandhar and

Amritsar. It is situated in Phase-VI Industrial area, Mohali at a distance of about

8km.from Chandigarh. There is a great advantage as it is directly connected to

National Highway which is facilitating all transportation and allied facilities.

The working of the plant is in two shifts: -

1.) Morning Shift: - 8:00 A.M. TO 11 A.M.

2.) Evening Time:- 8:30 P.M. TO 11.30 P.M.

It came into existence with a twin objective; First to carry activities for

promoting production, procurement and processing of milk for the economic

development of milk producers by providing remunerative milk market to

them at their door step. Second, provide quality milk and milk products to

consumers at reasonable rates.1

Although the federation was registered much earlier, but it came to real self in

the year 1983 when all the milk plants Punjab Dairy Development corporation

Limited were handed over to cooperative sector and the entire State was covered

under operation Food programme to give farmers to a better deal and our valued

customers better products. Today, when we look back, Verka has fulfilled the

promise to great extent.

The setup of the organization is a three tier system, Milk Producers Cooperative

Societies at the village level, Milk Union at District level and Milk Fedration as

an apex body at a State level. Milk production is a very important part of

agricultural economy in the State of Punjab. Punjab is one of smallest state in

Indian Union with a total area of 50,362 Sq. km. Dairy Farming is an

old subsidiary profession in the rural area of Punjab. Punjab is the second largest

milk producing state in India, producing 10 % of country’ s milk.

Some fact about verka

First Milk Plant of the State was setup at verka near the Amritsar.

The brand name of Milk and Milk Products was adopted as verka.

The Foundation stone of Milk Plant Ludhiana was laid by Hon. S . Parkash

Singh Badal the CM of Punjab in 1970.

Commissioning of the Plant was done by Dairy Development Corporation

in 1974.

Inauguration was done by Late Smt. Indra Gandhi the PM of India.

The capacity of plant was 1.00 lac. Liter per day, including power plant of

7MT and now the milk plant of 4.00 lac Liter per day.

1.2 HISTORY OF PLANT2

This plant has been established in 1980 by Punjab Dairy Development

Corporation. The Punjab Dairy Development Corporation and Milkfed are the

two Government Dairy Organizations which are running parallel to each other at

this time. In 1982 these both organizations submerge into one organization which

is named as Milkfed.

Milkfed came into existence with twin objective of providing remunerative milk

market to the milk producers in the state by value addition and marketing of

produce one hand and to provide technical input to the milk producers for the

enhancement of milk production on other hand.

Set up of the organization is the three tier system, Milk Producer’s, Cooperative

Societies at the village level, 11 Milk Union at District Level, and Federation as

an Apex Body at State Level, Ropar Milk Union, Mohali includes about 860 milk

producers* cooperative societies at the village level which are distributed under

12 zones.

.

1.3 OBJECTIVES3

The specific objectives of the Federation are as under:

a) To carry out activities for promoting production, procurement processing and

marketing of

milk and milk products for economic development of the farming community.

b) To develop and expand such other allied activities as may be conducive for the

promotion of

the dairy industry, improvement and protection of milk animals and economic

betterment of

those engaged in milk production.

c) To purchase and erect buildings, plants, machinery and other ancillary

equipment to carry out business.

d ) To study problems of mutual interest related to production, procurement and

marketing of dairy and allied products.

e) To establish research and quality control laboratories.

f) To make necessary arrangements for transfer of milk, allied milk products and

commodities.

g) To market its products under its own trade name/brand name with its Member

Union's trade Mark/brand.

h) To promote the organization of primary societies and assist members in

organization of the Primary Societies.

j) To plan development strategies and programme to increase the volume of

procurement and production of the Federation and its members Unions and for its

affective marketing.

k) To give remunerative prices to farmers and to ensure permanent market for the

whole year.

1.4 PRODUCTS4

GHEE POLY PACK

GHEE TIN PACK

TABLE BUTTER

CHEESE

PIZZA CHEESE

VERKA VIGOUR

DAIRY WHITENER

SKIMMED MILK POWDER

SWEETENED FLAVOURED MILK

SWEET LASSI

MANGO RASEEELAPINE

CHAPTER-25

INTRODUCTION TO PROJECT

2.1 EMPLOYEE WELFARE

The term employee welfare means to fare well or to do well. It refers to

Physical, mental, emotional well being of an individual. Welfare is relative to

time and space. The welfare needs may vary from company to another

company and from place to place and from time to time.

Oxford dictionary defines welfare as “state or condition of doing or being

well:

Good fortune, happiness or well being of a person, community or things .

“Workers or employees welfare should be understood as meaning such

services, facilities and amenities which may be provided within the vicinity of

the undertaking to enable them to perform their work in healthy, congenial

surroundings and provided with the amenities conductive to good health and

high morale.”

Thus, welfare means state of living of an individual or group in a desirable

relationship with the total environment. It also means efforts to make the life

meaningful for the working class. These efforts cover provisions of the

amenities to workers over and above the minimum working conditions.

2.2 PRINCIPLES OF EMPLOYEE WELFARE

6

PRINCIPLE OF EFFECTIVE COMMUNICATION:

There is always a communication gap between employer and employees

- the more the gap, the more the tension. This means the message should

be passed without addition and edition, so that communication gap is

filled to the maximum.

PRINCIPLE OF CONTRIBUTION TO NATIONAL

PROSPERITY:

The more welfare, the more interest from the workers. The more is

interest, the less is rejection. If lesser is rejection, higher are profit and

the government gets better revenue. Thus labour welfare enhances

national prosperity.

PRINCIPLE OF PRODUCTIVITY :

Productivity is a qualitative measurement and production refers to

quantity. The person has the capacity to higher productivity, but has to

be given opportunity. The management has to play the key role here to

enhance the productivity of the employees to the better growth of

employee and employer.

2.3 CONCEPTS OF EMPLOYEE WELFARE7

1.Social Concept:

The human person is a social animal. Therefore, Labour Welfare measures

should see that a worker, his family and community needs to be looked after

besides the wages, even socially. It means caring to their ego and social status.

The government should look after the social interests of the working class

through social Security legislations.

2.Positive concept:

In order to establish the concept of productivity and attitudinal development,

experiments need to be conducted with the help of behavioural sciences. By

this, intrinsic abilities and capabilities of the employees can be developed and

this will contribute in helping better interest in the job, thereby cause

improvement in the quality of the work and in personal satisfaction.

3. Relative concept:

This helps to ensure that the employee is relatively changed as for the time.

Their needs some advancement, technological in nature by the management.

To understand that either training, change in the job, or generating awareness

about present scenario, if done more results can be given by the employees.

2.4 SCOPE OF EMPLOYEE WELFARE8

The scope of employee Welfare cannot be limited, since it differs according to

social customs and the degree of industrialization indifferent countries and at

different times. They have to be elastic and flexible enough to suit the

conditions of the workers, and to include all the essential prerequisites of life

and the minimum basic amenities. The laws of every country highlight

directions to specific application to the working class, the necessity of securing

just and humane conditions of work, for them. However, what these conditions

actually imply cannot be specified in rigid terms for all times and situations.

Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone

country, region or industry. Writers and institutions have described its scope in

different ways and from different angles. The line of demarcation cannot be

very precise. But what should be common is that a welfare measure should

enhance the working and living conditions of the workers and their families

and make their lives better worth living. In other words, Labour Welfare

policies should "Enable workers to live a richer and more satisfactory life".

It is also the time to earn employee goodwill and loyalty, particularly at a time

when the rate of attrition is at all time low. “Team spirits and collaboration

should be encouraged among employees. Initiatives like celebrating

success/achievements in small ways goes a long way in raising the confidence

and morale of the team. Also, employee of week/ month should be identified

and felicitated,” stated Kanipakam.

Even in case a company is forced to take cost cutting measures, it should be

taken in a manner that direct impact on employees is kept to a minimum, as

during tough times it becomes all the more important to keep sentiments of

employees high and nothing should hurt their morale.

2.5 WELFARE ACTIVITIES

9

SUMMER CAMPS

SPORTS

FAMILY DAY

CAMPS

SWEETS ON NATIONAL DAYS

EDUCATION SUBSIDY

LOANS

RETIREMENT PARTY

EARNED LEAVE

FAMILY BENEFITS

MEDICAL FACILITIES

2.6 IMPORTANT BENEFITS & FACILITIES PROVIDED TO THE

EMPLOYEES BY VERKA

10

CANTEEN

The factory canteen provides lunch & dinner prepared under hygiene

conditions for all employees at a subsidized rate against a coupon. In addition

tea/coffee is served free of cost during specified break timings.

UNIFORMS

All employees are required to be in complete uniform specified. Uniform

consists of a Pant, Shirt & Cap/Turban for each department.

LAUNDRY

The laundry is located near the main canteen. Neat, clean & ironed clothes can

be collected from laundry during specified hours.

DISPENSARY AND HEALTH CARE

The Company has a Dispensary with a full time Pharmacist and a

visiting Doctor to provide treatment of minor ailments & First aid in case of

accidents. The health record of employees is maintained in the medical card

kept in the Dispensary including Blood Group.

ACCIDENTS/FIRST-AID BOXES

All departments are equipped with First –Aid Boxes which can be

used in case of an accident or minor ailment. In case of serious

accident/emergency the employee is shifted to a near by hospital.

MEDICAL SCHEME

11

The company covers the medical expenses & reimbursement of the

hospitalization expenses of all eligible employees, in case they are

hospitalized, within prescribed limits.

INFANT FEED SCHEME

Nestlé provide infant foods free of cost to the newborns of its permanent

employees only where breast-feeding is not possible. For this a doctor’s

prescription, birth certificate with a prescribed format of the newly born is

required to be submitted to the H.R.Deptt. This facility can be availed during

the child’s first year of age and the facility continues for 48 weeks after that

first week in which the feed is obtained.

STAFF SALES

Nestle provide a standard discount rate of 10% on the wholesale price of its

products to the employees. The Staff sale shop is located near the factory gate,

stocks all the products marketed by firm. The employees can purchase products

after obtaining the staff sale card from the H.R.Deptt.

LOCKERS AND REST ROOMS

Each employee is given a locker to keep his uniform & other

clothes. Money or valuables should not be kept there. Lockers are issued

against codes which are provided with Showers, lavatories & resting place for

break. Separate lockers & rest rooms are available for female employees.

LEAVES

12

Three types of leave are granted to employees:

Earned Leave

Sick Leave

Casual Leave

RETIRAL BENEFITS

Retrial benefits are provided on retiring from the job on completion of 60

years of age:

Provident Fund And Family Pension Scheme

Employees Deposit Link Insurance

Gratuity

VOLUNTARY WELFARE MEASURES:

There are certain employers especially in the organized sector of industry, who

have promised a wide variety of welfare amenities and services to their

employees. A brief account of such welfare measures is given below:

EDUCATIONAL FACILITIES:

The pace of economic and social progress of a particular country largely depends

on the quality of its work force. Education plays a very important part in

motivating and enabling the working population for changes necessary for

accelerated progress and for their mental and physical development..

MEDICAL FACILITIES:

Employers, whether in public or private sectors have been providing medical

facilities for their workers and their families, even before the introduction of

E.S.I. Scheme. The workers in departmental undertakings are more or less

governed by the medical rules applicable to government servants, or such other

facilities, both indoor and outdoor.

13

TRANSPORT FACILITIES:

Transport facilities to workers residing at a long distance are essential to relieve

them from strain and anxiety. Such facilities also provide greater opportunity for

relaxation and recreation, and help in reducing the rate of absenteeism. The

practice followed with regard to transport facilities varies from country to

country.

RECREATIONAL FACILITIES:

Recreation is commonly taken to be the opposite of work. It has an important

bearing on the individual’s personality as well as his capacity to contribute to

social development. It affords the worker an opportunity to develop his sense of

physical and mental discipline. Music, dance, drama, games and sports,

paintings, carvings, are different forms of recreation. The importance of

recreation in creating a healthy climate for industrial peace and progress has been

emphasized by several study teams. In India, a variety of recreational facilities

have been provided in more than one way, statutorily, voluntarily and also by

different welfare agencies, and to some extent by trade unions as well. Broadly

speaking, these can be divided into two parts, namely,

(a)Recreational amenities provided by the industrial organizations inside or

near the work place, and

b) Amenities provided on community basis

HOUSING FACILITIES:

14

Housing is the primary need of workers’ family in civilized life. Without a roof

to cover his head, the worker naturally feels frustrated about his poor standard of

living in big cities. Good houses mean possibility of home life, happiness and

health; bad houses spell squalor, drink, diseases, immorality, crime etc.

Overcrowding of people in dark quarters in slum areas is mainly responsible for

the outbreak of tuberculosis. Recognizing the need for housing accommodation,

an industrial housing scheme was introduced in 1952. Under this scheme, the

central government offers loans to industrial workers for constructing houses at

concessional rates.

2.7 STATEMENT OF OBJECTIVES

15

To know the welfare services provided by organisation.

To know the satisfaction level of employees.

CHAPTER-3

16

RESEARCH METHODOLOGY

The research methodology is the specification of method of acquiring the

information needed to structure or solve the problem. It is not considered to be

the decision of facts but also building up the data knowledge and to discover the

new fact involved through the process in the dynamic change in the society.

3.1SCOPE OF THE PROJECT

This research was conducted in Mohali Region on those respondents who have

been employed in Verka milk plant.

3.2. TYPE OF RESEARCH

The present study, being conducted, followed a Descriptive Design. It produces a

picture of phenomenon in which decision maker is entrusted. Design of

descriptive studies includes the nature and source of the data, the nature of

expected results and the analytical methods. Descriptive research describes about

the population or phenomenon being studied. Descriptive research is pre-planned

and structured.

3.3. METHODS OF DATA COLLECTION

Primary Data -The method followed in obtaining the primary data was through

the structured questionnaire.

Secondary Data: It refers to the information or facts already collected. The data

was taken from internet and journals.

3.4. SAMPLE DESIGN

17

Population

All the employees in Mohali region.

Sampling Unit

Every single respondent who has filled the questionnaire.

Sample size

Sampling size refers to total number of respondents targeted for collecting the

data for the research. The sample size for survey conducted is 20 respondents.

3.5. SAMPLING TECHNIQUE

The selection of respondents was done on the basis of Convenience Sampling

technique.

3.6 LIMITATIONS OF STUDY

18

TIME CONSTRAINTS:

The working of the plant is such that there is a little or no time for providing

information regarding the welfare department. This is one of the major limitation

as far as training is concern.

UNNATURAL CIRCUMSTANCES:

Due to the lack of proper timings & busy schedule, its not possible for the

trainers to retrieve hundred percent information from the department & officials.

So there cannot be a congenial flow of information between the trainers &

officials.

NON- PARTICIPATION OF RESPONDENTS:

Due to indifferent behaviour their role has shrunk to non- participation by the

employees. There is more stress on the workings of the departments and less

concern is shown for the trainers

CHAPTER-4

19

DATA INTERPRETATION

1).Level of satisfaction of job:

Options Respondents Percentage

Yes 38 76

No 12 24

Total 50 100

76%

24%

%

YesNo

INTERPRETATION:

According to this diagram we observed that 76 % employees are satisfied with

their job while the remaining 24 % are not.

2. Level of Satisfaction regarding safety programmes:

20

OPTIONS RESPONDENTS %

Yes 40 80

No 10 20

Total 50 100

80%

20%

RESPONDENTS

YesNo

INTERPRETATION:

As the diagram above it shows that 80%Of employees are satisfied with the

safety programmes while the other 20% are not satisfied.

3. View concerning refreshment and other facilities:

Options Respondents Percentage

21

Rarely 14 28

often 8 16

sometimes 6 12

Always 22 44

Total 50 100

Rarely often sometimes Always05

101520253035404550

Percentage

Percentage

INTERPRETATION:

As there are arrangements for the refreshment and other facilities for the

employees of Verka plant 28%employees rarely liked the refreshment and other

facilities,often16%, ,sometimes 12% and always remaining 44% .

4. Arrangement of training and development programmes for employees for

future advancement

OPTIONS RESPONDENTS PERCENTAGE

22

Rarely 16 32

Often 23 46

Sometimes 8 16

Always 3 6

Rarely Often Sometimes Always05

101520253035404550

32

46

16

6

PERCENTAGE

PERCENTAGE

INTERPRETATION:

The training and development programmes for the future advancement are given

major importance.in which 32% employees say that these programmes are

organized rarely,often 46%sometimes 16% and 6% said always.

5. Methods of solving problems regarding subordinates

WAYS RESPONDENTS PERCENTAGE

Mutually understanding 30 60

employers involvement 8 1623

dispute settling committee 12 24

Total 50 100

60%16%

24%

respondents

Mutually understand-ingemployers involvementdispute settling commit-tee

INTERPRETATION:

If the problem arises with the subordinates then it is solved 60% by mutual

understanding,16% by employers involvement and 24% by dispute settling

committee.

6. Provision of safe and healthy environment

OPTIONS RESPONDENTS PERCENTAGE

Yes 40 80

No 10 20

24

Total 50 100

Yes No0

102030405060708090

80

20

PERCENTAGE

PERCENTAGE

INTERPRETATION:

Safe and healthy environment is necessary for the satisfaction as well as for the

welfare of the employees.in which 80% employees said that they are provided

the healthy environment and the remaining 20% said that they are not provided

with safe environment.

7.Excellent medical facilities available to employees

OPTIONS RESPONDENTS %

Yes 30 60

No 20 40

25

Total 50 100

60%

40%

%

YesNo

INTERPRETATION:-

The 60% employees are quite satisfied with the medical facilities. While the 40%

said that they are not provided excellent medical facilities.

8. Benefit to employees family from organization

OPTIONS RESPONDENTS %

Rarely 15 30

Often 12 2426

Sometimes 13 26

Always 10 20

Total 50 100

30%

24%

26%

20%

RESPONDENTS

RarelyOftenSometimesAlways

INTERPRETATION:

According to this pie-chart, 30% said rarely, 24% often, 26% sometimes and

while the other 20% said always our families are provided the benefits.

CHAPTER-5

FINDINGS:

1. Employees of the Verka satisfied with their working hours.

2. The employees get healthy and nutritious food within the company.

27

3. The employers are of very friendly nature. They handle their employees like a

friend not like their bosses.

4. Employees families also get benefits under welfare services .

5. Adequate provision of safe and healthy environment to prevent accidents.

SUGGESTIONS

1. The meeting should be organized every week so that the employees can tell

their problems and resolve it for the better functioning.

2. More and more training & development programmes should be organized so

the level of the working can be upgraded.

3. Every employee should be given time to time instructions for maintaining

safety and healthy environment.

4. Additional benefits can be given to employees to motivate them.

5. Some employees who are given just 6 months experience in the factory, they

should get certain chances to work for long period and show their capability.

CONCLUSION

Employee welfare programs are also important part of every organization it helps

to motivate the employee & boost up the employee morale so that the

organizational goal could be achieved.

28

This welfare programs helps the management to motivate the employees by

identifying & satisfying their unsatisfied needs. The data, which has been

collected from the Nestle summer camp, shows that the employee’s families are

mostly satisfied with the welfare program prevailing in their organization but not

fully satisfied.

Employees in the factory need some kind of changes in their welfare facilities

they have some demands,which they think that should be fulfilled by the

management. At last I would like to say that the VERKA put many efforts for its

employees and their families are given much importance as compared to any

other firm.

QUESTIONNAIRE

Q: 1.Are you satisfied with your job in Nestle India Pvt Ltd.Moga?

a). Yes

29

b). No

Q: 2.Are you satisfied with the safety programmes?

a).Yes

b). No

Q: 3.Did you like the refreshment and other facilities provided to you in your

organization?

a).Rarely

b).Often

c).sometime

d).always

Q: 4.Did your company organize training and development Programmes for your

future advancement?

a).Rarely

b).Often

c).Sometimes

d).Always

Q: 5.If you have any problem regarding your subordinates then how it is solved?

a).Mutual understanding

b).Employers involvement

30

c).Dispute settling committee

Q: 6.Are you provided with safe and healthy working environment?

a).Yes

Q: 7.Does your company give you excellent medical facilities?

a).Yes

b).No

Q: 8.Does your family get any benefit from Nestle company?

a).Rarely

b).Often

c).Sometimes

d).Always

BIBLIOGRAPHY

1. http://www.employeebenefits.co.uk

]2. http://www.google.co.in

31

3. http://industrialrelations.naukrihub.com

4. http://wikipedia.com

5 Human Resource Management, Excel Publishers

- V.S.P. Rao

6. Human Resource Management, Kataria Publishers

- A.P.VERMA

32