Final-project Report on Various Labour Welfare Activities Done by Jaypee Group and Its Effectiveness...

7/30/2019 Final-project Report on Various Labour Welfare Activities Done by Jaypee Group and Its Effectiveness [Hr] (1)

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PROJECT REPORT ON

VARIOUS LABOUR WELFARE

ACTIVITIES DONE BY JAYPEE

GROUP

Submitted To: Prof. Satish Kumar

Submitted By: Aditya Subramanian

Shashank Gupta

Ashish Kapoor

Shriank Kakkar

Sunny Saini

Sahil Jain

Ankur Mathur


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ACKNOWLEDGEMENT

Its a matter of pleasure for us to express oursincere gratitude towards all the people who

have helped us towards the completion of this project. We are indebted to countless

people without whom the success of this project was uncertain.

First, I would like to convey my sincere thanks to Mr. Rai, (General Manager, Human

Resource Department, Jaypee Group.

Next, we are extremely grateful to Prof. Satish Kumar for having been helped us

immensely at every state of project development & without whom, this project would not

have been materialized and would not have been a success.

In addition we would like to thank all the HRD (Human Resource Department)

employees who cooperated at all time and helped us to carry out this project.


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Table of Contents

Topic Page No

EXECUTIVE SUMMARY 4

OBJECTIVE 5

PREFACE 6

COMPANY PROFILE 7

LITERATURE REVIEW 30

DATA ANALYSIS 49

CONCLUSION 57

RECOMMENDATION 58

RESEARCH METHODOLOGY 59

APPENDICES 62

BIBLIOGRAPHY 65


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EXECUTIVE SUMMARY

This project aims to study the activities of various labor welfare done by Jaypee group.

The project also tries to bring out the shortcomings, if any, in the present system and thus

recommends suggestions to improve the same. These suggestions are based on the market

research conducted by our group.

The project was prepared in accordance to the guidelines provided by our group mentor

Prof. Satish Kumar and the company officials we contacted during the survey. This

project report also contains the valuable insights provided to us by the employees and

employers of the company. The survey was done through questionnaire and interviews of

the employees in Jypee group on different designation. Respondent were approximate 10.

The project outlines the labor welfare done by the Jaypee group. We have also provided a

brief history of the company we have chosen. Further this project explains the meaning,

scope and reason for the labor welfare.

We have also tried to explain the various problems encountered by the employees in the

company and provided suggestions which were based on a survey conducted.


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OBJECTIVE

1.

The objective of the research was to study the different welfare provisionprovided by JAYPEE GROUP.

2. To study initiatives used by the company for their welfare programs and thevarious tools and techniques, methodologies used by them for welfare.

3. To study employees perceptions regarding various welfare initiatives, schemes,facilities and responses towards it.


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Preface

Labour welfare is concern with developing skill, knowledge and competencies of

people. It is people oriented concept. Labour welfare is applied in both national

level and organizational level, many personnel managers calls it as simony mouse

to training and development and many organizations renamed their personnel

department as labour welfare.

Labour welfare is processes by which the employees of organizations are helped

in a continuous way to Acquire or sharpen capabilities that are required to

perform numerous functions associated with their present or expected future role.


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COMPANY

PROFILE


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INTRODUCTION TO JAYPEE GROUP

History

With a single minded focus, to achieve pioneering myriads of feat in civil engineering

Shri Jaiprakash Gaur, Founder Chairman of Jaiprakash Associates Limited after

acquiring a Diploma in Civil Engineering in 1950 from the University of Roorkee, had a

stint with Govt. of U.P. and with steadfast determination to contribute in nation building,

branched off on his own, to start as a civil contractor in 1958, group is the 3rd largest

cement producer in the country. The groups cement facilities are located in the Satna

Cluster (M.P.), which has one of the highest cement production growth rates in India.

Milestones

Year Events

1979 Jaiprakash Associates Pvt. Ltd formed and sets foot in Iraq.

1981 Commenced Hotel Business with first hotel in Delhi - Siddharth

1982 Hotel Vasant Continental was set up

1986 Commissioning of 1st unit of 1 MTPA Jaypee Rewa Plant (JRP) in District Rewa,

MP

Formation of Jaiprakash Industries Ltd (JIL) by amalgamation of Jaiprakash Associates

Pvt. Ltd with Jaypee Rewa Cement Ltd


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Public Issue of JIL - 2, 25, 00,000 shares issued at a price of Rs. 10/-

1987 JIL listed on Bombay Stock Exchange

1991 Commissioning of 2nd unit of 1.5 MTPA Jaypee Rewa Plant

1992 Jaiprakash Hydro Power Ltd established to operate 300 MW Baspa II HE Project

Jaiprakash Power Ventures Ltd established to operate 400 MW Vishnuprayag HE project

1993 JIL signs MOU to develop & operate 1000 MW Karcham Wangtoo HE Project

1995 Bela Cement Ltd incorporated to establish 3rd Cement Plant at Bela

Hotel Jaypee Residency Manor set up

1996 Commissioning of the 3rd cement plant 1.7 MTPA Jaypee Bela Plant in District

Rewa, MP

1999 Hotel Jaypee Palace, Agra set up

2000 Jaypee Greens Ltd458 acre golf centric real estate company comes into being

2001 Jaypee Institute of Information Technology (deemed University since Nov 1

2004) set up at NOIDA

All 3 cement plants were brought under one roof by hiving off Cement Business by JIL

under Jaypee Cement Ltd

2002 Jaypee Karcham Hydro Corporation Ltd established to operate 1000 MW

Karcham Wangtoo HE Project


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Jaypee University of Information Technology (State university), Waknaghat set up 2003

1st Captive Thermal Power Plant of 25 MW commissioned at JRP

Formation of Jaiprakash Associates Ltd (JAL) by merging JIL with Jaypee Cement Ltd

Jaypee Institute of Engineering & Technology, Guna Set up

Awarded the NOIDA-Agra Expressway project on BOOT basis

300 MW Baspa-II commissioned and begins power generation

2004 Commissioning of 2nd Captive Power Plant of 25 MW at Jaypee Bela Plant

2005 Shares of JHPL listed on BSE/NSE. First Hydropower Company to be listed in

the country

2006 Setting up of Madhya Pradesh Jaypee Minerals Corporation Ltd (MPJMCL) in JV

with MP State Mineral Development Corporation Ltd for Coal Mining at Amelia Coal

Block in Sidhi district of MP

Setting up of 1320 MW Nigrie Thermal project in Singrauli district in the State of

Madhya Pradesh is expected to comprise two 660 MW units, each deploying supercritical

technology and is expected to be commissioned in 2013.

Commissioning of 3rd Captive Power Plant of 38.5 MW at Jaypee Bela Plant


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Acquisition of Cement Plants & Assets of UP State cement corporation Ltd (in

Liquidation) of 2.5 MTPA capacity

Acquisition of Gujarat Anjan Cement Ltd for setting up a green field cement plant of 1.2

MTPA capacities in Bhuj, District Kutch Gujarat

400 MW Vishnuprayag Hydropower Station of JPVL, commissioned and begins power

generation

MOU signed with Govt. of Arunachal Pradesh for setting up of 2700 MW HE project on

Siang river and 500 MW HE project on Syon river on BOOT basis

2007 Signing of a joint venture agreement with Steel Authority of India Ltd for setting

up a 2.0 MTPA slag based cement plant at Bhilai.

Himalayan Expressway Ltd incorporated for implementation of 27.14 km Zirakpur

Parwanoo Expressway awarded by NHAI

Mandla North Coal Block in District Chindwara allotted to the company for captive

requirement of cement business

JAL in consortium with Prize Petroleum Company Ltd secures the south Rewa block for

Oil & Gas exploration under the NELP VI round


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JHPL signs MOU with PGCIL for formation of a Joint Venture company to lay a 230 km

(approx.) long transmission system to evacuate power from the 1000 MW Karcham-

Wangtoo Hydro Electric Project in Himachal Pradesh.

Jaypee Greens launched Wish Town a historic residential township in India. Slated to

be the Indias largest township development in over 1162 acres.

Signed an agreement with the Formula One Administration (FOA) to host the very first

F1 Race in India in the year 2011.

2008 Jaypee Ganga Infrastructure Corporation Ltd incorporated for implementation of

1047 Km long 8 lane Access controlled expressway between Greater Noida and Ballia in

UP

Chunar and Dalla cement plants (UPPCL) in UP commissioned

1.5 MTPA Grinding unit at Panipat, Haryana, commissioned

Bokaro Jaypee Cement Ltd incorporated for implementation of 2.1 MTPA slag based

cement plant at Bokaro, Jharkand in JV with SAIL

2 MTPA cement capacity plant at Sidhi (M.P.) and 1.20 MTPA cement plant at

Sewagram (Gujarat) has also been successfully commissioned.


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Acquired Bina Power Supply Company Limited (BPSCL) from the Aditya Birla Group to

set up a 1250 MW coal fired Thermal Power Plant at Bina, Madhya Pradesh.

2009 Amalgamation of four Group Companies, namely, Jaypee Cement Limited,

Gujarat Anjan Cement Limited, Jaypee Hotels Limited and Jaiprakash Enterprises

Limited with flagship company JAL.

Acquired Sangam Power Generation Company Ltd. for setting up

3 x 660 MW Karchana Thermal Power Project (Phase I : 2x660 MW) & Prayagraj

Power Generation Company Ltd. for 5 x 660 MW Bara Thermal Power project (Phase I

: 3x660 MW) from UP Power Corporation Ltd. on BOO basis.

Signing of MOU for setting up a 2.0 million tonnes per annum capacity cement plant in

joint venture with Assam Mineral Development Corporation Limited (AMDC).

Group is setting up a Jaypee Hitech Casting Centre with capacity of 18,000 TPA at

Rewa, M.P.

Jaiprakash Associates 2.4 million tonnes per annum capacity cement plant in Sewagram,

Kutch, Gujarat was dedicated to the nation.

Amalgamation of Jaiprakash Power Ventures Ltd. with Jaiprakash Hydro-Power Ltd.; the

name of the Company i.e. Jaiprakash Hydro-Power Ltd. changed to Jaiprakash Power

Ventures Ltd.

2010 Commissioning of 2.00 MnTPA Jaypee Himachal Cement Grinding and Blending

Plant, Bagheri (H.P.).


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Commissioning of 1.20 MnTPA Jaypee Wanakbori Cement Grinding Unit, Wanakbori,

Gujarat.

Commissioning of 2.2 MnTPA Bhilai Jaypee Cement Ltd., Satna (Madhya Pradesh) &

Bhilai (Chattisgarh).

1.2 million tonnes Jaypee Roorkee Cement Grinding Unit (JRCGU) at Roorkee,

Uttarakhand.

Jaypee Infratech Limited listed on NSE/BSE.

Jaypee Rewa Cement Plant and Jaype Bela Cement Plant in Madhya Pradesh of the

Group have been awarded with renowned and most prestigious SWORD OF

HONOUR award by the British Safety Council, UK. This is a well acclaimed and

celebrated international award in the field of Health and Safety management system. 3.00

MnTPA Rewa and 2.40 MnTPA Bela are the only cement plants to be bestowed with this

honour in India.

2011 Amalgamation of Jaypee Karcham Hydro Corporation Limited (JKHCL) and

Bina Power Supply Company Limited (BPSCL) with Jaiprakash Power Ventures Limited

(JPVL) with effect from April 1, 2010, being the Appointed Date.

The Group was awarded two contracts relating to construction of the 990 MW

Punatsangchhu II Hydro-electric Project, Bhutan. This hydro-electric project will be

jointly implemented by the Royal Government of Bhutan and the Government of India.


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Commissioning of 1.00 MnTPA capacity cement grinding plant at Sikandrabad, Uttar

Pradesh.

Commissioning of cement grinding plant of 2.10 MnTPA capacity at Bokaro, Jharkhand,

set in JV with SAIL (Bokaro Jaypee Cement Ltd.).

1000 MW Karcham-Wangtoo Hydropower Station of JPVL commissioned and begins

power generation.

Hosted the first Indian Formula OneTM Grand Prix on 30th October at Buddh

International Circuit.


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VISION

Jaypee Groups vision is to continue to be an environmentally responsible organization

making continuous improvements in the management of the environmental impact of

operations.

For this we adopt an Integrated Environment Management approach, which focuses on

People, Technology and Facilities, supported by Management Review Group (MRG) as

the prime driver of the Environment Management Policy Initiative.

In a nutshell the environmental vision encompasses the following objectives:

The efficient & optimum utilization of available resources The Minimization of Waste The Maximization of ash Utilization The providing and maintaining of green belts all around production zone.


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Company/Organizational Profile

Transforming challenges into opportunities has been the hallmark of the Jaypee Group,

ever since its inception five decades ago. The Group is a diversified infrastructure

conglomerate with business interests in Engineering & Construction, Power, Cement,

Real Estate, Hospitality, Expressways, Sports & Education (not-for-profit).

ENGINEERING & CONSTRUCTION

The Engineering and Construction wing of the Group is an acknowledged leader in the

construction of multi-purpose River Valley and Hydropower projects. It has the unique

distinction of having simultaneously executed 13 Hydropower projects spread across 6

states and the neighboring country Bhutan for generating 10,290 MW power.

The Group has been assigned CR1 grade by ICRA Ltd. indicating very strong contractexecution capacity with best prospects of timely completion of projects, without cost

overruns for projects with average value of Rs. 2500 crore. It is the only Group in India,

which pre-qualifies on its own for the bidding of various projects that are awarded in the

country.

A leader in Engineering and Construction of Hydropower projects in India, the Group

has the largest market share in the Indian Hydropower, E&C and EPC sector having

participated in 54% of Hydropower projects developed in 10th 5-Year Plan in different

capacities.


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JAL is the only integrated solution provider for Hydropower projects in the country with

a track record of strong project implementation in different capacities and has

participated in projects that have added over 8840 MW of Hydroelectricity to the

National grid between 2002 & 2009. (AN UNPARALLEL FEATURE IN INDIAN

POWER SECTOR)

The Group also has the distinction of executing three out of five Hydropower projects

contracted on an EPC basis in the country till March 2009. Two of these, 300 MW

Chamera - II and 520 MW Omkareshwar, have been completed ahead of schedule.

The 900 MW Baglihar (Stage-I and II) Hydroelectric project in Jammu & Kashmir, has

been set up in the challenging environment of the State with 22 million cubic meters of

concrete, has been the largest EPC project executed in the country in Hydropower sector,

so far.

The key non-EPC projects completed across India are -

1450 MW Sardar Sarovar Project, the largest water resource project in India,

1000 MW Tehri Dam, Asia's highest rockfill dam.

1000 MW Indira Sagar Power House, second largest surface power house in the

country.

1500 MW Nathpa Jhakri Power House, the largest underground power house in

the country.


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The in-house Design and Consultancy Company, Jaypee Ventures Pvt. Ltd. (JVPL),

gives JAL a competitive edge over its rivals. The design and engineering arm has been

awarded CT1 grade by ICRA with CIDC (The Construction Industry Development

Council). This is the highest rating assigned to consultants in the field of Engineering.

POWER

The Group with its operational projects of 300 MW Baspa-II (Himachal Pradesh), 400

MW Vishnuprayag (Uttarakhand) and 1000 MW Karcham Wangtoo (Himachal Pradesh)

is Indias largest private sector Hydropower producer.

In addition, with 3200 MW projects (2700 MW Lower Siang & 500 MW Hirong )

coming up in Arunachal Pradesh and 720 MW (270 MW Umngot and 450 MW Kynshi

Stage II) in Meghalaya, the Group will have total Hydropower generation capacity of

over 5600 MW by 2020.

After having established a strong presence in the Hydropower sector the Group has

initiated its entry into Thermal Power Generation, Power Transmission and also forayed

into Wind Power.

The Group is in the process of implementing 2 x 660 MW pit head based Nigrie Thermal

Power plant in district Singrauli of M.P. and 5x 250 MW Thermal Power plant at Bina

M.P. JAL has been awarded LOIs for 1980 MW (3 x 660 MW) Karchana Thermal Power

Project and 3300 MW (5 x 660 MW) Bara Thermal Power project in UP. Besides this, 49

MW of Wind Power plant is operational in Maharashtra and Gujarat.


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The Group has also successfully implemented a Transmission system associated with

1000 MW Karcham Wangtoo Hydro-electric project. The Transmission project consists

of a 217 km long transmission line between Wangtoo in Himachal Pradesh and

Abdullapur in Haryana.

CEMENT

Jaypee Group is the 3rd largest cement producer in the country. The group produces

special blend of Portland Pozzolana Cement under the brand name Jaypee Cement

(PPC). Its cement division currently operates modern, computerized process control

cement plants with an aggregate capacity of 28 MnTPA. The company is in the midst of

capacity expansion of its cement business in Northern, Southern, Central, Eastern and

Western parts of the country and is slated to be 35.90 MnTPA by FY13 (expected) with

Captive Thermal Power plants totaling 672 MW.

HOSPITALITY

The Groups hospitality business owns and operates 6 properties spread across New

Delhi, Uttar Pradesh and Uttarakhand. The 4 Five Star Hotels, two in New Delhi and one

each in Agra and Mussoorie have a total capacity of 644 rooms. Another 5 star luxury

with state-of-the-art resort and SPA has been set up in collabouration with SIX SENSES

at Greater Noida with 170 living spaces. Apart from this, Jaypee Delcourt at GreaterNoida has comfortable deluxe rooms, multiple dining options, state-of-the-art wellness

centre and a promenade of lifestyle stores indeed making it a viable destination for

corporate, entrepreneurs, expats business and leisure stays.


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REAL ESTATE AND EXPRESSWAYS

The Group is a pioneer in the development of Indias first golf centric Real Estate. JaypeeGreens - a world class fully integrated complex consists of an 18 hole Greg Norman Golf

Course. Stretching over 452 acres, it also includes residences, commercial spaces,

corporate park, entertainment and nature in abundance.Jaypee Greens also launched its

second project in Noida in November 2007. Indias First Wish Town, is an Integrated

Township spread over 1162 acres of land comprising one 18 hole and two 9 hole golf

facility & world class residences.

The Group is constructing 165 km long 6 lane Yamuna Expressway project from Noidato Agra and ribbon development on 6175 acres at five or more locations along the

expressway for commercial, industrial, institutional, residential and amusement purposes,

will also be undertaken as an integral part of the project.

SPORTS

The Group has hosted Indias first ever Formula OneTM Grand Prix on 30th October,

2011. In addition to F1, the track is also expected to host other top-level international

motorsports events from 2012 onwards.

EDUCATION

People of resources must contribute towards making a better tomorrow for all. Shri

Jaiprakash Gaur ji, Founder Chairman of the Group firmly believes that quality education

on an affordable basis is the biggest service which, as a corporate citizen, we can provide.

Education is the cornerstone to economic development and the strength of 1 billion

Indians can be channelized by education alone to build India into a developed nation.


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The Group currently provides education across all spectrum of the learning curve

through 27 Schools, 5 ITCs, 1 Post Graduate College, 1 B.Ed College and 3 Universities

catering to learning of over 23,000 students. The Jaypee education system plans to take

the vision of service to society through quality education to another plane by expanding

its infrastructure to provide education to a universe of 200,000 students in less than a

decade from now.

SOCIAL COMMITMENTS

The Group has always believed in growth with a human face and to fulfill its

obligations it has set up Jaiprakash Sewa Sansthan (JSS), a not-for-profit trust which

primarily serves the objectives of socioeconomic development, reducing the pain and

distress in society.

For over 5 decades now, Jaypee Group has supported the socio-economic development

of the local environment in which it operates and ensured that the economically and

educationally challenged strata around the work surroundings are also benefited from the

Groups growth by providing education, medical and other facilities for local

development.

The Group also undertakes Comprehensive Rural Development Programme (CRDP)

which covers a wide range of projects such as free medical camps, health check-ups for

village school children, literacy campaigns like Balwadis for young boys and girls, safe

drinking water supply, creating huge water reservoirs in different villages, self

employment which includes tailoring classes for women and animal husbandry. Some

other important activities undertaken include the renovation of old temples, other schools

and hospital buildings in the adjoining adopted villages.


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ENVIRONMENT

Every time we borrow from nature, we return it with interest.

We at Jaypee believe that harmony between the man and his environment is the prime

essence of healthy life and living. The sustenance of our ecological balance is therefore

of paramount importance.

Efforts are made to conserve ecological balance without any harm done to the local flora

and fauna. The Group has also taken green initiatives, afforestation drives, resources

conservation, water conservation, air quality control and noise pollution control and

created a green oasis amidst the limestone belt at the cement complex in Rewa and

other cement division plants.


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QUALITY OBJECTIVES

To focus on customers successfully and to strive to meet their needs and requirements.

To manufacture effective health care products at competitive prices and to improve the Quality ofLife of common masses.

To implement and emphasize on systems to ensure prevention of errors rather than detection oferrors.

To ensure global competitiveness by striving to achieve Current Good Manufacturing Practices(CGMP).

To ensure safety in all operations and to follow the systems in all areas of operations.

To continually train people to build up and upgrade skills and expertise and to involve them tobecome committed to the quality process.

To reduce wastages within the organization and increase productivity.


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IMPORTANT STRATEGIES ADOPTED

Developing to build philosophy for HR personnel.

Shifting to zonal set up of sales and marketing to facilitate better distribution.

Adopting contribution enhancement plan for performance management.

Empowering employees through Employee Stock Purchase Option Plan.

Backward integration strategy in Engineering & Construction.

Continuous enhancement of automation.

Continuous emphasis on Research & Development (DRF i.e. JAYPEE GROUP ResearchFoundation is a separate company working in collabouration with JAYPEE GROUP solely for the

purpose of R&D).


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LEVEL STRUCTURE OF ORGANISATION

Vice President

General Manager

Deputy General Manager

Senior Manager

Manager

Assistant Manager

Officer


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Assistant Officer

Supervisor/Chemist

Senior Mechanic/Senior Assistant

Mechanic/Junior Chemist

Junior Mechanic

Workers


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PERSONNEL DEVELOPMENT IN JAYPEE GROUP

Personnel department is headed by Vice- President (HR) Functions of Vice President (HR) Personnel administration Recruitment and Promotion Industrial Relations Human Resource Group Human Resource Development General Administration and Welfare Public Relations Security/Fire Vigilance Medical Services Implementation Of Official Language Policy (Hindi) Land Acquisition

The above functions are grouped under different General Managers/Deputy General Managers. These

executives provide support to Vice President (HR) on different issues, which arise in Headquarter/regional

offices and field. Vice President (HR) has the responsibility of keeping the Board of Directors informed on

the above mentioned personnel activities and also on Industrial Relations. In addition to this, he is also

expected up date senior officials in their respective areas.


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Scope of study

With the help of this research we analyze the labour welfare in organization because all the organizations

have followed the rules and regulation of promotional activities in all departments.

It helps in increasing the interest of the employees towards their organization and thus result in profit

maximization as only happy mind can increase productivity. So every organization needs to engage

themselves in labour welfare activities in order to make its employees satisfied with their respective job and

check out the high outflow of workforce from the organization.

Limitations:

As we started doing the project certain constraints restricted us that cannot be called as insignificant. These

limitations includes-

Human behavior is supposed to be requirement of every person which keeps on changing so itbecomes difficult to know the exact perception.

One may hide the originality in providing the response as persons. The study may not cover the exact answer as the sample size is 60 and the employees were 1500

approx in the organization.

The study is based on a particular class of employees i.e., officers, clerical grade staff etc.


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LITERATURE

REVIEW


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According to Arthur James Todd:

Labour welfare means anything done for the comfort and improvement, intellectual and social, of the

employees over and above the wages paid which is not a necessity of the Industry.

According to Industrial Labour Organization (ILO)

Labour welfare may be understood and including such services facilities and amenities which may be

established in vicinity of undertaking to perform their work in healthy and congenial environment and to

avail of facilities which improve their health and bring high morale.

How and why companies came to be involved in welfare provisions

There are two types of corporate involvement in welfare provisions, namely, bearing statutory welfare costs

(the employer's share of social insurance premiums required under law) and non-statutory welfare costs

(fringe benefits to employees). We have examined how and why companies came to be involved in welfare

provisions on both statutory and non-statutory bases, tracing the development in several industrialized

countries from the end of the 19th century to the early 20th century. Also, from the viewpoint of

international comparison, we have examined how the existing systems of these countries differ from each

other and discussed the characteristics unique to each country. Here, I would like to summarize the

implications that we have derived from this study.

Firstly, as many countries underwent rapid industrialization subsequent to the Industrial Revolution, some

capitalists - those financing major companies - demonstrated enthusiasm for improving welfare for

employees based on paternalism. From this, we can see that the idea that companies should play a part in

welfare provisions was already taking root in some corners of society at that time. And this provided the

foundation upon which a statutory system for corporate involvement in welfare was developed in later

years.


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Secondly, the advancement of industrialization imposed harsh labour conditions on workers. And this led to

the enlightenment of workers concerning their rights, the formation of labour unions and the rise of socialist

ideas, thereby intensifying a capital-labour confrontation over the improvement of worker's rights. In

response to the demands of workers, companies generally demonstrated some sympathy and agreed to

improve welfare for employees, though to differing extents depending on country, industry and the size of

each company.

Thirdly, companies work on welfare for a variety of reasons. One motivation is associated with labour-

management needs based on the idea that improved welfare will help enhance employee morale. Another is

passive in nature, with companies reluctantly agreeing to make their share of welfare contributions as

required by law.

Fourthly, the former of the two motivations cited above is a valid interpretation of non-statutory welfare and

linked to the development of welfare capitalism. Meanwhile, the latter motivation, which is based on the

ideas advocated in the Beveridge Report on welfare state ("Social Insurance and Allied Services"), explains

why statutory welfare contributions by companies have become widespread.

Fifthly, it should be noted that non-statutory welfare and statutory welfare are targeted at different groups of

employees. Non-statutory welfare offered by a company provides benefits solely to the employees of the

company. In contrast, beneficiaries under statutory welfare are anonymous employees or the general public

of a country although individual companies make financial contributions to such a program. From the point

of view of companies, contributions to non-statutory welfare are useful for the purpose of labour

management, whereas statutory welfare costs are generally regarded as a burden which companies bear with

reluctance. Yet, even in the case of statutory welfare, companies may find a positive incentive to make

contributions so long as they recognize their responsibility, as members of society, to actively contribute to

public policy. Underlying this idea is the perception that private enterprises are a public property.

Sixthly, non-statutory welfare is dependent upon the capacity of individual companies to pay and the level

of benefit differs widely from one employee to another. It is well known that in Japan, as well as in the

United States, there are substantial gaps in the level of employee benefits provided by companies depending

on the scale of each company. In this respect, it could be considered desirable to rely more on statutory

welfare than on non-statutory welfare so as to reduce such disparities. Or even greater equality of welfare

services funded by tax revenue could be called for, whereby all the employees - regardless of their

profession or affiliation - would be entitled to uniform welfare services.


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WHY THE STUDY OF EMPLOYEE WELFARE AT JAYPEE GROUP?

India is a developing country. This means that majority of the population belong to the working

class. They have to struggle to make both the ends meet. In their struggle for daily living, they lose sight of

the individual development, productivity, self-actualization etc.

The present scenario in India is that the employers are becoming aware of their needs and are taking

effective measures to improve their morale and self-worth by various Employee Welfare measures both the

statutory and voluntary. The reason being the increasing awareness created globally, by the initiatives of

ILO, and other organizations, the charismatic leadership of some Indian and International Labour Union

Leaders and initiatives taken by the Indian Government to enact various legislations concerning the good of

the working class and to punish the defaulters.

In such a context, I thought it is worthwhile doing a project on Employee Welfare Activities done at

Jaypee Group.


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MEANING OF EMPLOYEE WELFARE:

As a business, you have to provide various benefits to ensure your employees' welfare. While this may

increase your business expense and negatively affect your bottom line, looking after your employees will

benefit you in other ways. In fact, in this day and age, it 's almost impossible to operate a business without

offering a basic set of benefits for the employees' welfare.

The term EmployeeWelfare 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 one

company to another company and from one place to another place and from time to time.

Oxford dictionary defines welfare as state or condition of doing or being well: good fortune, happiness o

well-being of a person, community or things.

IMPORTANCE OF EMPLOYEE WELFARE:

Enables workers to have a richer and more satisfying life.

Raises the standard of living of the workers by indirectly reducing the burden on their pocket. Absorbs the shocks injected by industrialization and urbanization on workers. Promotes a sense of belonging among workers, preventing them for resorting to unhealthy practices

like absenteeism, labour turnover, strikes etc.


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PRINCIPLES OF EMPLOYEE WELFARE:

Employee welfare activities look forward to the betterment of the individual and developing ones morale

and personal fulfillment. On the part of the individual it helps him to contribute better to the organizationa

objectives. There are certain principles to be kept in mind while introducing Employee Welfare Policies as

well as administering them.

Principle Of Adequacy Of WagesEmployee Welfare measures cannot be a substitute for wages. Employees have a right to receive

adequate remuneration. In fact, payment or reward to the contribution made the individual is the

basic and necessary welfare measures that an organization can take. However, payment of high

wages alone cannot bring in commitment and enhancement of productivity for the simple reason that

employees are completely different from the other factors of production and has to be handled

carefully. Thus, welfare schemes coupled with adequate remuneration can bring good results for a

company.

Fulfilling Ego And Social StatusA company has responsibilities to the workers as well as to the society. An unhappy worker is a

burden to the society, and the company has the responsibility to see to it that such a phenomenon

does not occur. Adequate welfare facility can convert an individual into a less unhappy person. The

company has to lead the employee out of monotonous working and give responsibility as per his

capacity, and thus motivate him.

Principle Of EfficiencyEmployee Welfare and Efficiency are very closely linked. Availability of adequate welfare facilities

motivate the worker and increase his morale, and this result in increase of the individuals efficiency

On the other hand, an unhappy employee whose welfare needs are not taken care of will slowly go

backward in efficiency and this will result in reduction of the product in quality and quantity.


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Principle Of Improving Morale Through MotivationWages and salaries are for the skill one has earned. To improve th morale , the management has to

give incentives like attendance bonus, productivity linked incentives etc. Other measures like

attitudinal development exercise, fringe benefits are also important motivational tools to improve the

morale of the employees.

Principle Of Totality Of WelfareThis principle emphasizes that the concept of Labour Welfare must spread throughout the hierarchy

of an organization. Employees t all levels must accept this total concept of Labour Welfare

Programmes and they will never really get off the ground.

Principle Of Self-DevelopmentThis means that a person wishes to learn, and acquire knowledge. If opportunity is given, he/she

will give more result. If management finds out the capabilities and trains him/her. He/she will be an

asset to the organization, and will find his self-development.

Principle Of Effective CommunicationThere 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 ProsperityThe more welfare, the more interested would be the employees. 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.


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OBJECTIVE OF EMPLOYEE WELFARE

Employee Welfare aims at the whole development of the person of the working class. The Labour WelfarePolicies of any organization should keep in mind the following objectives:

To increase the standard of living of the Working Class:The employees are more prone to exploitation from the capitalists if there is no standardized way of

looking after their welfare.

To make the management feel the employees are satisfied about the work and the workingconditions.

To reduce the employee problems in the organization:There are various problems affecting the workers. Problems like absenteeism, indebtedness

alcoholism etc., which make the employee further weak both physically and psychologically.

Employee Welfare looks forward to helping the employees to overcome these problems.

To recognize human values:Every person has his/her own personality and needs to be recognized and developed. It is in the

hands of the management to shape them and help them grow. The management employs various

methods to recognize each ones worth as an individual and as an asset to the organization.

Employee Welfare helps to foster a sense of responsibility in the industry:A person works both in a group and as an individual. If the person is given responsibility he will act

better or else he/she will be only a slave to the direction of the superiors and will not show any

initiative to prove his worth.

Employee Welfare improves industrial relations and reduces industrial disputes:Industrial dispute in any industry is a sign of unsatisfied employees. Employee Welfare measures

act as a preventive tool to most of these disputes.


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To retain the employees:There should be fixed policies. This calls in to prepare the policies, o conduct different training

programmes, to have various motivational schemes, to create interest in the job. The employees

who feel secure in an organization, backed by fixed welfare policies have less chance of looking for

a job elsewhere.

To increase the bargaining power of the employees:Bargaining means to systematically extract something from the opponent. The better the bargaining

power, the better would be the influence on the opponent. Employee Welfare measures like

formation of works committee, workers participation, Trade Union etc., will surely help them to

have better bargaining power.


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SCOPE OF EMPLOYEE WELFARE

The scope of Employee Welfare cannot be limited, since it differs according to social customs

and the degree of industrialization in different 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 lifeand the minimum basic amenities. They 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 Employee Welfare is fairly wide and is not limited to any country,

region or industry. Writers and institutions have described its scope in different ways and from differen

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, Employee Welfare policies should enable employees to live a

richer and more satisfactory life.


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Duties of a Welfare Officer

The duties of a Welfare Officer are as follows:

To establish contacts and hold consultations with a view to maintaining harmonious relationsbetween the factory management and workers;

To bring to the notice of the factory management the grievances of workers, individual as well ascollective, with a view to securing their expeditious redress and to act as a liaison officer between

the management and labour ;

To study and understand the point of view of labour in order to help the factory management toshape and formulate labour policies and to interpret these policies and to interpret these policies to

the workers in a language they can understand.

to watch industrial relations with a view to using his influence in the event of a dispute between thefactory management and workers and to help to bring about a settlement by persuasive effort.

To advise on fulfillment by time management and the concerned departments of the factory ofobligations, statutory or otherwise, concerning regulation of working hours, maternity benefit,

medical care, compensation for injuries and sickness and other welfare and social benefit measures.

To advise and assist the management in the fulfillment of its obligations, statutory or otherwiseconcerning prevention of personal injuries and maintaining a safe work environment, in such

factories where a Safety Officer is not required to be appointed under the enabling provisions under

section 40 B.

to promote relations between the concerned departments of the factory and workers which will bringabout productive efficiency as well as amelioration in the working conditions and to help workers to

adjust and adapt themselves to their working environments.


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To encourage the formation of Works and Joint Production Committees, Co-operative Societies andWelfare Committees, and to supervise their work.

To encourage provision of amenities such as canteens, shelters for rest, crches, adequate latrinefacilities, drinking water, sickness and benevolent scheme payments, pension and superannuation

funds, gratuity payments, granting of loans and legal advice to workers.

Help the factory management in regulating the grant of leave with wages.

To advise on provision of welfare facilities, such as housing facilities, foodstuffs, social andrecreational facilities, sanitation, advice on individual personnel problems and education of children.

To advise the factory management on questions relating to training of new starters, apprenticesworkers on transfer and promotion, instructors and supervisors, supervision and control of notice

board and information bulletins to further education of workers and to encourage their attendance at

technical institutes.

To suggest measures which will serve to raise the standard of living of workers and in generalpromote their well-being.


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SWOT ANALYSIS

SWOT is:

S: Strengths W: Weaknesses O: Opportunities T: Threats

1. Strengths:

Good engineering capabilities

Good design backed by reputed foreign pump manufacturers. Good manufacturing and testing facilities Good performance of equipments already supplied Good quality and high degree of reliability Stable industrial relations

2. Weaknesses:

High material and manufacturing cost Delays in delivery Lack of planning and scientific monitoring of jobs Lack of reliable vendors for casting Inadequate after sales service and delays in resolving customers problems Poor liquidity position and market credibility Reference to BIFR


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3. Opportunities: Large investment planned in oil and gas, petrochemicals, refineries, power and chemical

industries etc. during 8th

plan period.

Growing demand for pumps in all the core sectors4. Threats:

Entry of foreign suppliers due to recession in the world market and increased competitionfrom private sector companies resulting in cut throat competition.

Dependence on World Bank and other agencies for funds resulting in large scale importequipment.

Foreign companies quoting dumping prices. Companys own ex-collabourators are now competing with it. Recession in steel industry is hitting the gas cylinders.


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Welfare department of Jaypee Group

In every factory/company welfare facility is necessary for every employee. Head of this Department &

executive welfare officer report to DGM. There are two typist of welfare facility in any factory/company.

Welfare amenities provided under factory act 1984 sec.42 to sec.49.

Statutory welfare facility

Washing facility which is provided under sec 42 of factory

Facility for drying & clothing (sec-43)

Sitting facility (sec-44)

First aid box (sec-450).

In Jaypee Group there is a dispensary and one medical officer is available for primary treatment.

Canteen (sec-46) is very important part of welfare in Jaypee Group. It is under maintenance department,

they maintain good quality and hygiene in canteen area and food quality. There are different lunch rooms

for men and women.

Shelters, restroom & lunch rooms (sec-47) are provided where 150 or more workers are employed.

Crche, if employing more than 30 women (sec-48)

Welfare officer employees 500 or more workers.


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Voluntary welfare facility:

Transport facility- Company provides transport facility 4 wheeler of his employee to take 80.00 RS/month

bus charges.

Company provides housing facility to his employee. Company provides housing facility to his employee.

Company provides accommodation in IT colony and if accommodation is not available then company

provides rent for employees.

Company provides children education allowances for non executive employees.

Some other facilities like uniform, shoes, watches etc are provided by Jaypee Group.

WASHING FACILITY- Jaypee Group under sec 42 of the factory act 1948 provides an adequate and

suitable washing facility for its workers be kept in a state of cleanliness.

FACILITIES FOR SITTING- under sec 44 of the factory act 1948, Jaypee Group 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.

FACILITIES FOR FIRST AID APPLIANCES- under Section 44 of the factory act, Jaypee Group has

provided first aid facilities to the employees. The company has a dispensary with having two beds. A doctor

and a trained compounder remain available during working hours of the factory. An ambulance is also

available always round the clock for any mishap.

CANTEEN FACILITY - under section 46 of the factories act, Jaypee Group had earlier provided a good

arrangement in the canteen for its employees but due to some financial crisis the canteen is running on the

contract basis. An elected canteen committee is there to oversee the working of canteen. Maintenance

department take care of the hygiene and food quality by time to time hidden inspections. Canteen provides


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breakfast, tea and lunch to workers at reasonable price. The rate of the food items are fixed under an

agreement between management and contractor.

CRECHE FACILITY- under section 48 of the factories act 1948, the public sector units has to provide

crche in every organization for helping working women. At present in Jaypee Group there is no crche

because there is no large number of working in the company.

WELFARE OFFICER

Under sec. 49 of the factories act 1948, a welfare officer has been duly appointed by the state government,

which is looking after the welfare in Jaypee Group very competently in spite of the prevailing financial

crisis.

OTHER WELFARE ACTIVITIES

1. TRANSPORT SERVICE-Jaypee Group provides bus facilities to the employees. These buses arerunning from factory to different place in city. This service is available in all shifts. For this service

Jaypee Group charges nominal rates from its employees which are deducted from the salaries of the

employees.

2. CHILDREN EDUCATION- Rs. 35 per month is given to employees for the education of theirchildren. Up to 10+2 level free education are provided for two children.

3. WASHING ALLOWANCES- Rs. 35 per month. (only for non executive staff)

4. SHIFT ALLOWANCES - For A shift-Rs 6 per shift. For B Rs.4.5 per shift.

5. VOCATIONAL TRAININGJaypee Group provides the training to management and engineeringstudents from the month of April till July.


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REAL INJURY AND INDUSTRIAL ACCIDENT

An industrial injury has been defined as a personal injury to an employee which has been caused by

an accident of an occupational disease, and which alias out of or in the course of employment and

which would entitile such employee to compensation under the men compensation act .

PLANT SAFETY INSPECTION

Plant safety inspection is carried out routinely to demonstrate management interest in the safety and

welfare of employee and thus contributes in building better understanding and shop floor relations.

Following is the program of safety inspection drawn for a week which will be repeated every week.

A part from the areas indicated in daily schedule all other areas will be generally visited every day.The contents of the inspection will be as following ways:-

1. To ensure the free movement of person in and around the various plants.(PROPER HOUSEKEEPING)

2. All the dangerous part of the machine should be guarded.(MACHINE GUARDING)3. Safety measures are adopted for proper lightening.(LIGHTING/WIRING/ELECTRICAL)4. For maintaining proper ventilation all exhaust fans are maintained.(VENTILATION)5. It is always ensured that disposal or waste and fluent is done properly with the health point of

view.(HEALTH AND HYGINES)

6. Storing/placement of material should be systematic way.(STORING/PLACEMENT OFMATERIAL)

7. The safety office inspects all the opening pits, trenches, on the floor and remedial measures areadopted immediately to avoid the accident according to section 33 of the factories act 1948.

8. Safety inspections of floors, stairs and means of cress are done to comply with section 32 of thefactory act.

9. All the lifting mechanism, chain, ropes and lifting trickles are inspected periodically once in 3months to comply with section 29 of the factory act.

10.All the hoists and lift are inspected according to the section 28 of the factory act.


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11.Revolving machinery namely, grinding wheels are inspected in regard and revolution perminutes etc.

12.Material handling methods and equipment.13.Fire and extinguishing equipment/fire extinguishers.14.Pressure vessels/boilers.15.Fire aid box16.Personal protective equipment17.Drainage system18.E.O.T cranes etc19.Tools20.Indenting unsafe act and condition and hazardous areas.


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DATAANALYSIS


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1. Are you satisfied with the work timing of Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied

S.No. Options: Frequency: Percentage:

1. Satisfied 6 60

2. Highly satisfied 2 20

3. Neutral 1 10

4. Dissatisfied 1 10

TOTAL 10 100

Hence, it was inferred that 60% of the respondents were satisfied, 20% were highly satisfied

and 20% of the respondents were neutral or dissatisfied with the work timings of the

organization.

60%

20%

10%

10%

Work Timings

Satisfied

Highly satisfied

Neutral

Dissatisfied


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2. Are you satisfied with the canteen facility in Jaypee Group? Satisfied Highly satisfied

Neutral


1. Satisfied 6 60


3. Neutral 3 30

TOTAL 10 100

Hence, it was inferred that 60% of the respondents were satisfied, 20.0% were highly satisfied and

30% were neutral in their opinion.

60%

20%

30%

Canteen Facility

Satisfied

Highly satisfied

Neutral


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3. Are you satisfied with the Grievance handling process in Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied


1. Satisfied 4 40


3. Neutral 3 30


TOTAL 10 100

Hence, it was inferred that 40% of the respondents were satisfied, 20% were highly satisfied, 30%

were neutral in their opinion and 10% were dissatisfied.

40%

20%

30%

10%

Grievance Handling Process

Satisfied

Highly satisfied

Neutral

Dissatisfied


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4. Are you getting wages as per basic minimum criteria allotted by the Government? Yes No No idea


1. Yes 6 60

2. No 3 30

3. No idea 2 20

TOTAL 10 100

Hence, it was inferred that 60% of the respondents said YES, 30% said NO and 20% had no idea

about the basic minimum criteria allotted by the Government.

60

30%

20%

Basic Salary

Yes

No

No idea


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5. Are you satisfied with the sanitary conditions of Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied


1. Satisfied 5 50


3. Neutral 1 10


TOTAL 10 100

Hence, it was inferred that 50% of the respondents were satisfied, 30% were highly satisfied, 10%

were neutral and 10% were dissatisfied with the sanitary conditions of Jaypee Group.

50%

30%

10%

10

Sanitary conditions

Satisfied

Highly satisfied

Neutral

Dissatisfied


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6. Are you satisfied with the conveyance allowance in Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied

S.No. Options: Frequency: Percentage

1. Satisfied 4 40


3. Neutral 4 40


TOTAL 10 100

Hence, it was inferred that 40% of the respondents were satisfied with the conveyance

allowance, 10% were highly satisfied, 40% were neutral and 10% were dissatisfied.

40%

10%

40%

10%

Conveyance Allowance

Satisfied

Highly satisfied

Neutral

Dissatisfied


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7. Does welfare benefits provided by the organization plays as an important motivationalfactor?

Agree Highly agree Disagree Cant say


1. Agree 5 50

2. Highly agree 2 20

3. Disagree 1 10

4. Cant say 2 20TOTAL 10 100

Hence, it was inferred that 50% of the respondents agreed, 20% highly agreed, 10% disagreed and

20% had no say about the welfare benefits provided in the organization to play an important

motivational factor.

50%

20%

10%

20%

Welfare Benefits

Agree

Highly agree

Disagree

Can't say


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CONCLUSION

At Jaypee, each and every employee has equal opportunity to avail the welfare facilities. The Human

Resource Department have strengthened the human and employee relation and the Department takes good

care of the administration of the welfare of the employees. They take time to listen to the grievances of theemployees, check if theyre provided with good working conditions. The personal problems of employees,

if any, are also looked upon personally by the Deputy General Manager, HR Department and a serious effort

is made to solve the problem. Through generous fringe benefits, the HR Department makes life worth

living for their employees. The welfare amenities are extended in addition to normal wages and other

economic rewards available to employees as per the legal provisions. The HR Department with a good team

work has provided its efficiency and become an inevitable part of the organization.


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RECOMMENDATION

All the shop floors should be neat and clean. Company should appoint the employee as per his/her qualification so that they can work

smoothly.

In every canteen there should be adequate quantity of fly killer sprays, ACs, fans, lights. On every shop floor the condition of water cooler is not satisfactory so they should be

maintained properly.

Every month the representatives should visit the shop floor so that employee can share theirproblem without hesitation, which results no complaints and no demands.

In every department of plant there should be sufficient and separate space for bikes and cars. Work life balance should be given more attention.


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RESEARCH

METHODOLOGY


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The process of developing the objective statement, deciding modes of data collection and the means of

analysis the date and the final presentation leading to logical interpretation is known as Research

Methodology.

PROBLEM STATEMENT:

In todays world, every company is striving hard to maintain its position in the market. In my research I am

trying to reflect the strategies which the company must take to enhance its employees productivity and

quality of work so that their organization can sustain in the market for a long time and its effectiveness.

POPULATION:

Population is the total area, number of person or group of person, who are the subject of the study. To

determine the population is the first step of any research, it defines the boundaries of research. To achieve

the objectives of the study, the employees of Jaypee Group in the department of Pot Room (Smelter). Cast

House, canteens were selected.

SAMPLE:

A sample is a finite number of units taken for the purpose of study out of the Universe. The sample is

selected for the convenient study. For this, optimum sample should be selected. Sample should represent

the whole Universe. It is neither feasible nor desirable to go to each and every employee, so sampling is

done. The sample size selected was 10.

QUESTIONNAIRE:

A questionnaire is a device for collection of data from large, diverse and widely scattered group of people.

It can be most useful tool for gathering information from respondents. Keeping in mind the objective of the

study, a questionnaire is prepared.


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TOOLS AND TECHNIQUES OF DATA COLLECTION:

Data is collected by the help of questionnaire. It was collected in all hours of the day. In order to address the questions, an exploratory study was conducted. The idea was to probe and get

deeper insight into effectiveness of welfare initiatives in Jaypee Group and to tap perceptions oforganization and employees.

Study of secondary sources was carried out. Structured questionnaire was designed to seek each and every employees response. The total respondents were 10 in number ranging from different designation. In-depth interviews and questionnaires were filled by employees with the help of the project guide.


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APPENDICES


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QUESTIONNAIRE

Q-1) which of the following benefits are provided by company to employees (Tick)?

a. Educationb. Housingc. Medicald. Transporte. Subsidy for foodf. Uniformsg. Any other, specify

Q-2) to what extent are you satisfied with current wage rate offered by the company?

a. Satisfiedb. Partially Satisfiedc. Not satisfied

Q-3) for which of the following items, company allows reimbursement?

a. Conveyance expensesb. Medical expensesc. Entertainment expensesd. Household items expensese. Electricity expensesf. Others

Q-4) what type of accommodation facility is provided by the company to its employees?

a. Single accommodationb. Dual accommodationc. No accommodation

Q-5) Are you satisfied with policies of organization?

a. Yesb. Partiallyc. No


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Q-6) what kind of facilities would you like the organization to provide to the employees?

Q-7) is the organization covering the employees for P.F.?

a. Yesb. No

Q-8) is the organization covering the employees for ESI?

Q-9) Are the employees paid statutory bonus?

a. Yesb. No

Q-10) if yes, how much bonus was paid last year?

Q-11) Are you satisfied with the hygienic conditions in the organization?

Yes/No

Q-12: Does the management organize cultural programme for the employees?

Yes/no


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BIBLIOGRAPHY

1. Deepak Mathur, GM Jaypee Group2. Kothari C.R., Research Methodology3. Saxena R. C., Labour problems and Social Welfare, K. Nath and Co-educational Publishers.4. Goel Pratibha, Labour Welfare and Job Satisfaction5. Service Rules of jaypeegroup.com.6. smallbusiness.cron.com

Final-project Report on Various Labour Welfare Activities Done by Jaypee Group and Its Effectiveness...

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