SUMMER TRAINING REPORT ON EMPLOYEE WELFARE ACTIVITIEs At Flexituff international ltd. Kashipur

Partial fulfillment of the Requirement for the Degree of Master of Business Administration

UNDER THE GUIDENCE OF: − SUBMITTED BY: MISS PRIYANKA ARYA Megha Bharti

MBA 2ND YEAR ROLL NO.- ENROLMENT NO.-

DEPARTMENT OF MANAGEMENT STUDIES BHIMTAL KUMAUN

UNIVERSITY NAINITAL

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S. No Contents Page no

Preface 4

1 Acknowledgement 5

2 Students declaration 6

3 Certification by mentor 7

4 Objective of study 8

Chapter 1 5 Company profile:- I Company history 10-13

Ii Responsible corporate 14-15

Iii MANAGEMENT OF THE COMPANY 16-18

Iv UNITS / BRACHES OF COMPANY 19-20

V Product of company 21-25

Vi CUSTOMER OF THE COMPANY 26-28

Chapter 26 EMPLOYEES WELFARE ACTIVITIES

I INTRODUCTION, MEANING AND DEFINITION OF WELFARE

ACTIVITIEs31-32

Ii TYPES OF EMPLOYEE WELFARE 33

Iv MERITS & DEMERITS 34

V IMPACT OF WELFARE ON EMPLOYEE

PRODUCTIVITY35

Vi SCOPE OF EMPLOYEE WELFARE 47

Vii EMPLOYEE WELFARE ACTIVITIES IN FLEXITUFF 48-62

Chapter 37 RESEARCH METODOLOGY 64-83

8 DATA ANALYSIS AND INTERPRETATION 72-83

9 Limitation 84

10 FINDINGS 85-86

Chapter 5

14 ANNEXURE 90

15 QUESTIONNAIRE

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Preface

Theory and practice are the two aspects of management education. In order to produce

a dynamic and promising executive, the two have to be blended together. In India, the

industrial training in the domain of management courses has received pivotal

importance. It exposes the potential manager to the actual work environment and

provides them a rich insight into what actually goes on in the industrial climate of India.

In fact it is the implementation of theory in practice is the life force of management.

A six week vocational training is a requirement for the award of the Master

Degree in Business Administration. I had the privilege of doing my summer training

at “FLEXITUFF INTERNATIONAL LTD” (Kashipur); I must say that the

management provided me with an excellent work atmosphere for learning.

The project I worked on during my training at flexi tuff international limited

was

“EMPLOYEE WELFARE ACTIVITIES”

Mr. Ashok Sharma and Mr. R.P Singh motivated me to undertaken this topic for

my project report.

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ACKNOWLEDGEMENT

I wish to express my heartfelt Gratitude to the Management of FLEXITUFF

INTERNATIONAL LIMITED KASHIPUR (UTTARAKHAND) for

extending co-operation and guidance to me during the Summer Training. They

provide me an excellent, disciplined and cordial work environment throughout

the training.

I would like to express my gratefulness in particular Mr. Milan and Mr.

Ashok Sharma (HR Executive) for accepting me as a summer trainee in his highly

esteemed organization. His help, guidance and keen interest in the project are a

source of inspiration for me to ameliorate the research. In spite of the busy

schedules, his deep involvement in the project directs me to proceed in the right

direction with enhanced enthusiasm and zeal.

I humbly acknowledge the help and support rendered by in “Flexi

tuff international limited Kashipur Uttrakhand” in the preparation of this project

report. His outstanding co-operation was instrument in the smooth completion of

this report.

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Student declaration

This project has been undertaken as a partial fulfillment of the requirement for the award of the degree of “MASTER BUSINESS

ADMINISTRATION” OF KUMAUN UNIVERSITY NANITAL .

The project was executed during 2nd sem of MBA programme under the supervision of Miss Priyanka Araya

I declare that this project is my original work and the analysis and findings are for academic purpose only.

Counter singed by :- (Student signature)

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EXECUTIVE SUMMARY

Employee welfare is a comprehensive term including various services, benefits

and facilities offered to employees by the employer. Through such generous

fringe benefits the employer makes the life worth living for employees.

The welfare amenities are extended in addition 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.

The basic purpose of employee welfare is to enrich the life of the

employees and keep them happy and contended.

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OBJECTIVE OF THE STUDY

The main purpose of my practical training at flexi tuff international ltd. Was to study the Employee Welfare.

Conducted by HR Department within the organization.

To gain the knowledge about such types of activities to have some idea on the working of the administration to manage its activities according to the priorities already setup.

To study the employee's behavior in the organization.

The subsidiary object of this study was to undergone with the various activities Performed within the organization.

The study was conducted mainly to know the important work performed by the Human Resource Management Department in flexi tuff international Limited.

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To gain the practical knowledge about the employees welfare activities knowing the various programmes & employees services taken up by the Management of the company.

Chapter 1

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Company profile

(Company history)

Flexi tuff International Ltd, a company promoted by the renowned Kalani group from Indore. Flexi tuff has the largest capacity in India (2nd largest in the World) to produce PP woven based products. It has the most modern Plant & Equipments under one roof to convert PP granules to tapes, fabric, printing, extrusion, lamination & bag making. Flexituff is the first company to start BOPP printed & laminated pp woven bags in India about seven years back. It is the leader in Jumbo bags, Big bags and container liners. Due to continuous support and strength derived from its own R& D and the international quality set & maintained by its team of scientists, engineers & professionals, today, Flexituff is exporting to more than 40 countries in the world and has been receiving Best export awards year after year

We are also glad to mention here that Flexi tuff is the first and only Asian company now successfully audited and certified by AIB (American Institute of Food Bakers, USA) and BRC (British Retailers Consortium UK) to make direct food contact bags for

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supplies to American and European companies. We are also certified for ISO 9001: 2000 and HACCP. In addition to three Units at Pithampur near Indore, we are coming up with another most modern Unit at Kashipur at Uttarakhand, where the commercial production is expected within three months from now. . This Unit will have excise duty exemption for next 10

years and partial exemption for CST.

Aim / Vision / Mission

Flexi tuff International Limited Is one of the very few fully integrated plants is the world.

Its 100% integration permits there to deliver their products in multiple options while retaining 100% control over the manufacturing process. Needless to say, Flexi tuff is fully independent from the vagaries of outsourced material or workmanship.

We aim to develop capabilities and identify opportunities that best serve the goal of value generation, thereby

creating an outstanding organization.

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CORPORATE OUTLINE

Year Established :- 2004

Company Name :- FLEXITUFF INTERNATIONAL LTD.

Business Type : - Manufacture

Product/Service :-

(We Sell):

Annual turnover :-

BOPP BAGS, FIBC BAGS, JUMBO BAGS, CIRCULAR BAGS, GASSET ,

6oo core approximately

Address: C41-50, SEZ, sector-3, PithampurNumber of Employees :- 12000 approximately People

Company Website URL: http://flexituff.com

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Ownership & Capital

Trade & Market

Main Markets:

North AmericaSouth AmericaEastern EuropeSoutheast AsiaOceaniaWestern Europe

Main Customers:

pet food manufacturers, food grade product manufacturers, fertilizer companies

Export Percentage:

71% - 80%

Factory Information

Factory Location:C41-50, SEZ, Sector-3, Pithampur, Dhar, India

No. of Production Lines :

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Management Certification: ISO 9001:2000   Others

FLEXITUFF INTERNATIONAL LTD.

City: Dhar Country/Region: India

Business Type: Manufacturer

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Registered Office: 2nd floor, Main Building, 19, R.N. Mukherjee Road, Kolkata 700 001, West Bengal Email: mail@flexituff.comWebsite: www.flexituff.com

Responsible corporate

People Focus

Dreams are what drive us. We respect people and value their individual differences and this has led to a free, vital corporate culture that encourages creativity.

We are fortunate to have so many talented people with different backgrounds, interests and skills who come together to create offerings for the future.

Flexi tuff is a place where teamwork is essential. Yet our employees also maintain the freedom to work on their own, be creative and make their own decisions. And most of

all, grow both personally and professionally. Equal Opportunity & Meritocracy:

Recruitment and promotions in Flexi tuff are all based strictly on merit. Equal opportunities are provided to all without regard to race, caste, religion, colour,

ancestry, marital status, gender, age or nationality.

Environment, Health and Safety: Since its inception, the Flexi tuff core values of commitment to safety, health and the environment, high ethical standards and respect for people have been the cornerstone

of who we are and what we stand for.

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Well communicated EHS policies ensure that production targets never override the safety of a person and that as a responsible corporate, we remain an environmentally

responsible neighbor in the communities where we operate, acting promptly and surely to correct incidents or conditions that endanger health, safety or the

environment.

CORPORATE GOVERNANCE

At Flexituff, our pursuit to achieve good governance is an ongoing process, thereby ensuring truth, transparency, accountability and responsibility in all our dealings with our employees, shareholders, consumers and communities. We aim to develop capabilities and identify opportunities that best serve the goal of value generation, thereby creating an outstanding organization.

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MANAGEMENT OF THE COMPANY

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Board of Directors

The Board of Directors of our Company comprises of the following persons:Name of Directors Designation

1.Mr. Anirudh Sonpal Chairman and Independent Director

2. Mr. Manish Kalani Managing Director

3. Mr. Pawan Kumar Jain Non-Executive Director

4. Mr. Ravindra Chourasiya Non-Executive Director

5. Mr. Aswini Sahoo Non Executive Director

6. Mr. Kevan John Upperdine Independent Director

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7. Mr. Sharat Anand Independent Director

UNITS / BRANCHES OF THE COMPANY

Flexi tuff International Limited was incorporated in the year 2000. The company is one of the leading manufacturers of multifilament yarn, bags, webbing and many more. The company has established itself as a strong contender in the market. The company is known for its quality products. The company produces all types of raw materials.

Branches of company:-

Flexi tuff international ltd Noida Flexi tuff international ltd Pithampur Indore Flexi tuff international ltd Kashipur Uttrakhand Flexi tuff international ltd Dhar (M.P.)

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Product of the company

BOPP BAGS,

FIBC BAGS,

Disposal Glasses, ,

Tarpoline Fabric   

Thermoformed Wares

Leno Bag,

PP Fabric,

Some of the standard designs at Flexi tuff are as under :

Sift -proof Bags

Baffle Bags

Form-fitted Liner Bags

Builder Bag / Tunnel-lift

Single-loop Bags

Sling Bags

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New products of flexi tuff

BOPP Bags, PP Fabric, Tarpoline Fabric, Leno Bags, Disposal Glasses

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BOPP Multi Color PP Bags

process of making bags

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QUALITY CERTIFICATIONS

1. ISO 9001:2008 certified for conforming to quality management system standards.

2. ISO 14001:2004 certified for conforming to environmental management system standards.

3. ISO 22000:2005 certified for conforming to food safety standards.

4. Complies with ISO-6 (class 1000) for Internal Bubble Cooling System.

5. Complies with ISO-7 (class 10000) for Liner Section.

6. Complies with ISO-8 (class 100000) for Liner Section (other than liner forming)

7. Certificate of Conformity dated January 20, 2010 issued by Moody International Certification India Limited for the manufacture of “Silt Fence Fabric (FIL 124SF)”, “Silt Fence Fabric (FIL100SF)”“Geotextile Fabric (FIL200G)” and “Geotextile Fabric (FIL 315G)”.

8. Quality certification issued by Det Norske Veritas (DNV) certifying that our Company meets the requirements of BRC/IOP Issue 3 – Global Standard- Food Packaging and other Packaging Materials,January 2008 in category 1 in respect of manufacture of poly woven bags and FIBCs for food contact applications.

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9. Recognition of Achievement issued by AIB International for the years 2009, 2008, 2007 and 2006Certifying that the Company has fulfilled the requirements of the AIB International Consolidated Standards for Food Contact Packaging Facilities Programmes.

10. Top Exporter of FIBCs (Jumbo Woven Bags) and the highest recognition for exports from The PlasticsExport Promotion Council, Govt. of India for the years 2008-09, 2007-08, 2006-07 and 2005-06.11. Top Exporter of woven sacks/ fabrics and the highest recognition for exports from The Plastics Export

Promotion Council, Govt. of India for the year 2002-03 and 2001-02

12. Second Best Exporter of Plastic Tarpaulin and the highest recognition for exports from The Plastics ExportPromotion Council, Govt. of India for the year 2004-05.

13. ‘Niryat Shree’ Award, Certificate of Excellence from Federation of Indian Export Organizations.

      

                 

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Our major customers

Ashapura Minechem Ltd.

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Jindal Power & Steel Ltd.

Micro Inks Ltd.

Grasim Industries Ltd.

Wolkem India Ltd.

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Ashtech India Pvt. Ltd.

EBM India Pvt. Ltd.

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Ultratech Cement Lt

Hindustan Unilver Ltd

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Chapter 2

EMPLOYEE WELFARE

INTRODUCTION

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Employee welfare defines as “efforts to make life worth living for workmen”. 

These efforts have their origin either in some statute formed by the state or in

some local custom or in collective agreement or in the employer’s own initiative.

Employee welfare is a comprehensive term including various services, benefits and

facilities offered to employees by the employer. Through such generous fringe

benefits the employer makes the life worth living for employees. The welfare

amenities are extended in addition 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. The basic purpose of employee welfare is to enrich the

life of the employees and keep them happy and contended.

To give expression to philanthropic and paternalistic feelings.

To win over employee’s loyalty and increase their morale.

To combat trade unionism and socialist ideas.

To build up stable labour force, to reduce labour turnover and

absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job

appeal).

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DEFINATION

Employee welfare means “the efforts to make life worth living for workmen.” According to Todd “employee welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry.”

Welfare includes anything that is done for the comfort and

improvement of employees and is provided over and above the wages.

Welfare helps in keeping the morale and motivation of the employees

high so as to retain the employees for longer duration, which helps the

organization to achieve its goals.

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FEATURES OF EMPLOYEE WELFARE: −

* Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. * The basic purpose in to improve the lot of the working class.

* Employee welfare is a dynamic concept.

* Employee welfare measures are also known as fringe benefits and services.

* Welfare measures may be both voluntary and statutory.

* The work generally includes those items of welfare which are over and above what the employees expect as a result of the contract of

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service from the employers.

* Employee welfare is a very broad term, covering social security and

such other activities as medical aid, crèches, canteens, recreation,

housing, adult education, arrangements for the transport of employee to

and from the work place.

.

OBJECTIVES OF EMPLOYEE WELFARE−

Employee welfare is in the interest of the employee, the employer and the society as a whole. The objectives of employee welfare are: -

* It helps to improve.

* It improves the loyalty and morale of the employees

* It reduces labor turnover and absenteeism.

* Welfare measures help to improve the goodwill and public image of the enterprise.

* It helps to improve industrial relations and industrial peace.

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* It helps to improve employee productivity.

* Enabling workers to live richer and more satisfactory lives;

*Enhancing the standard of living of workers by indirectly reducing the

burden on their purse;

MERITS & DEMERITS−

Merits −

* Motivates employees

* Employee Retention

* Minimized social evils

* Better Job satisfaction

* Cuts down labor turnover

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Demerits −

* Huge investment

* Employees being dissatisfied

THE AGENCIE OF EMPLOYEE WELFARE ARE: -

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1. Central government: - The central government has made elaborate provisions for the health, safety and welfare under Factories Act 1948, and Mines Act 1952. These acts provide for canteens, crèches, rest rooms, shelters etc.

2. State government: - Government in different states and Union Territories provide welfare facilities to workers. State government prescribes rules for the welfare of the workers and ensures compliance with the provisions under various labor laws.

3. Employers: - Employers in India in general looked upon welfare work as fruitless and barren though some of them indeed had done pioneering work.

4. Trade unions: - In India, trade unions have done little for the welfare of workers. But few sound and strong unions have been the

pioneering in this respect.

5. Other agencies: - Some philanthropic, charitable d social service organizations like: - Seva Sadan society, Y.M.C.A., etc.

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.

NEED FOR FRINGE BENIFITS −

* Employees demand

* Trade union demand

* Employer’s preference

* As a social security

* To improve human relations

Examples of fringes−

o 1. Legally required payments

o - Old age, survivors, disability and health insurance (commonly known

as social security)

o - Worker’s compensation

o - Unemployment compensation

o 2. Contingent and Deferred benefits

o - Pension plans

o - group life insurance

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o - military leave and pay

o - maternity leave

o - child care leave & sick leave etc.,

o 3. Payments for time not worked

o - vacations & holidays

o - voting pay allowances

o 4.Other benefits

o - travel allowances & moving expenses

o - uniform tool expenses

………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… .

.TYPES OF WELFARE SERVICES−

1. Intramural : - These are provided within the organization

like: −

* Canteen,

*Rest rooms,

*Crèches,

*Uniform etc.

2. Extra mural: - These are provided outside the

Organization , like:−

* Housing,

* Education,

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* Child welfare,

* Leave travel facilities,

* Interest free loans,

* Workers cooperative stores,

* Vocational guidance etc.

EMPLOYEE WELFARE IS ALSO DIVIDED AS: −

> Statutory welfare work comprising the legal provisions in

Various pieces of labor legislation.

> Voluntary welfare work includes those activities which are

undertaken by employers for their voluntary work.

Different ways of Social Security Provision in India

1. Social Insurance- common fund is established with periodical

contribution from workers out of which all benefits in terms of

cash or kind are paid .The employers & state prove major portion of

finances. Benefits such as PF, Group Insurance etc are offered.

2. Social Assistance- Benefits are offered to persons of small

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Means by govt. out of its general revenues. E.g. - Old age pension

SOCIAL SECURITY IN INDIA−

- Medical care

- Sickness benefit in cash

- Old age pension or retirement benefit

- Invalidity pension

- Maternity benefit

- Accident benefit

- Survivor’s benefit

. . …STATUTORY WELFARE SCHEMES −

The statutory welfare schemes include the following provisions:−

* Drinking Water

* Facilities for sitting

* First aid appliances

* Latrines and Urinals

* Canteen facilities

* Spittoons

* Lighting

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. VOLUNTRAY WELFARE SCHEMES − * Personal Health Care (Regular medical check-ups): Some of the

companies provide the facility for extensive health check-up

* Flexi-time: The main objective of the flextime policy is to provide

opportunity to employees to work with flexible working schedules

* Employee Assistance Programs: Various assistant programs are

arranged like external counseling service so that employees or members

of their immediate family can get counseling on various matters

PHILOSOPHY OF EMPLOYEE WELFARE ACTIVITIES−

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The philosophy of employee welfare activities is based on the theory that success of industrial development depends upon harmonious relations and co-operation between employee and management (employer). The employee has a fund of knowledge and experience at his jobs. If rightly directed and fully used, it would make a good contribution to the prosperity of the organization this can be achieved only through the satisfaction of the labour.

THEORIES OF EMPLOYEE WELFARE − The Police Theory: −

This is based on the contention that a minimum standard of welfare

is necessary for laborers. Here the assumption is that without policing,

that is, without compulsion, employers do not provide even the minimum

facilities for workers.

The Religious Theory: − This is based on the concept

that man is essentially "a religious animal."

The Philanthropic Theory: − This theory is based on

man's love for mankind. Philanthropy means "Loving Mankind."

. The Trusteeship Theory−

This is also called the Paternalistic Theory of Employee Welfare. According to this the industrialist or employer holds the total industrial estate, properties, and profits accruing from them in a trust.

The Placating Theory:−

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According to this theory, timely and periodical acts of employee welfare can appease the workers. They are some kind of pacifiers which come with a friendly gesture.

The Public Relation Theory: −

This theory provides the basis for an atmosphere of goodwill between employee ,management, and also between management and the public, employee welfare programmes under this theory, work as a sort of an advertisement and help an organization to project its good image and build up and promote good and healthy public relations.

The Functional Theory−

This is also called the Efficiency Theory. Here, welfare work is used as a means to secure, preserve and develop the efficiency and productivity of labour, it is obvious that if an employer takes good care of his workers, they will tend to become more efficient and will thereby step up production.

PRINCIPLES OF WELFARE ACTIVITIES−

Adequacy of Wages: −

Employee welfare measures cannot be a substitute for wages. A combination of social welfare, emotional welfare and economic welfare together would achieve good results.

Social Liability of Industry: −

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Industry, according to this principle, has an obligation or duty towards its employees to look after their welfare

Impact on Efficiency: −

This plays an important role in welfare services, and is based on the relationship between welfare and efficiency, though it is difficult to measure this relationship.

Increase in Personality: −

The development of the human personality is given here as the goal of industrial welfare which, according to this principle, should counteract the baneful effects of the industrial system.

Totality of Welfare: −

This emphasizes that the concept of employee welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of employee welfare programme will never really get off the ground.

Co-ordination or Integration: −

This plays an important role in the success of welfare services. From this angle, coordinated approach will promote a healthy development of the worker in his work, home and community. This is essential for the sake of harmony and continuity in labour welfare services.

Democratic Values: −

The co-operation of the worker is the basis of this principle. Consultation with, and the agreement of workers in, the formulation and implementation of employee welfare services are very necessary for their success.

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Responsibility:

This recognizes the fact that both employers and workers are responsible for employee welfare. Trade unions, too, are involved in these programmes in healthy manner, for basically employee welfare belongs to the domain of trade union activity.

Accountability : −

This may also be called the Principle of Evaluation. Here, one responsible person

gives an assessment or evaluation of existing welfare services on a periodical basis

to a higher authority.

Timely: −

The timeliness of any service helps in its success. To identify the employee

problem and to discover what kind of help is necessary to solve it and when to

provide this help are all very necessary in planning employee welfare programs.

IMPACT OF WELFARE ON EMPLOYE PRODUCTIVITY−

The welfare measures aim at integrating the socio-psychological needs of employees, the unique requirements of a particular technology, t he structure and processes of the organization and the existing socio-cultural environment.

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It creates a culture of work commitment in organizations and society which ensure higher productivity and greater job satisfaction to the employees.

Due to the welfare measures, the employees feel that the management is interested in taking care of the employees that result in the sincerity, commitment and loyalty of the employees towards the organization.

The employees work with full enthusiasm and energetic behavior which results in the increase in production and ultimately the increased profit.

SCOPE OF EMPLOYEE WELFARE WORK

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Employee satisfaction is supremely important in an organization

because it is what productivity depends on. If your employees are

satisfied they would produce superior quality performance in optimal

time and lead to growing profits. Satisfied employees are also more likely

to be creative and innovative and come up with breakthroughs that allow

a company to grow and change positively with time and changing market

conditions.

EMPLOYEE WELFARE ACTIVITIES IN FLEXI TUFF INTERNATIONAL LTD. KASHIPUR

A. program to be organized in such a way that employee’s participation is ensured.

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1. During the Annual Day, employees along with their spouse & children

will be invited.

2. Following awards /Prizes are also distributed.

a. Best Operator – skill wise (min. 5 skills)

b. Best Line of the year

c. Attendance Award (No. of days of actual full day presence)

d. LONG SERVICE AWARD: Who have completed the following no. of

years of service in any of Group Company.

DIWALI - GIFTS, SWEETS AND BONUS –

1. The company has the policy to give gift to all the employees irrespective of level including Temporary employees, drivers attached to employees and employees through contractor.

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2. Cost of the gift should not exceed Rs. 500/- per employee, sweets amounting to Rs.200/- per employee to be distributed to all the employees.

3. The items to be decided for distribution of gift / sweets to all

the units will be decided by the committee to be decided before Diwali.

The responsibility to purchase the gift rests with the committee.

4. The cost of gifts/sweet shall be borne by each unit.

DISTRIBUTION OF BONUS

a. The bonus wherever applicable will be distributed along with the gifts and sweets. Rs. 101/- to be given to the employees as “Shagun” who are exempted from Bonus limit.

b. An employee who is working with in a unit where the bonus is not

applicable, he may be entitled to have an ex-gratia payment equivalent to

the amount declared at the previous unit from where he was transferred

only in the first year.

c. It is also the policy of the company that the bonus will be paid to

employees only after the accounts are finalized and bonus declared by the

management.

d. For employees (Staff and Operator) leaving the company before the

declaration of bonus, the bonus shall be settled at the time of his

settlement of account if the bonus is applicable.

DIWALI GREETING CARD

a. The company has the practice to send Diwali Greeting Card to the

important persons who comes into the contact of the company.

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b. Each unit should send their requirement to Group Functional Head -

Marketing, which will get the same purchased in bulk and distribute to

the Indenting Units at least 20 days before the Diwali Day.

c. The cost of these Diwali cards shall be borne by concerned unit.

//////////// GIFT TO EMPLOYEES ON HIGHEST SALE/ ACHIEVEMENT

a. On highest sale, unit gives recognition to employees by giving

gifts.

I. If a unit has achieved highest ever sale and sale is more than 15% of

budgeted sale may decide to give gifts to its employee.

ii. The gift amount should not exceed the amount of Diwali gift.

iii. SBH can decide whether to give gift or not. However, gift is not allowed

more than three times in a year.

G :OTHER FESTIVALS −

1.NEW YEAR

a. Sweets should be distributed on 1st January every year to all employees.

2. LOHRI FESTIVAL

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a. On Lohri festival sweets (preferably ground nuts and rewries) to be

distributed to all the employees in the evening at the close of the working

hrs.

3. AKADSI FESTIVAL

a. On Akadsi traditional Prasad (preferably Lassi, Musk Melon and Mango)

to be distributed to all the employees.

4. MANGALWAR

a. An employee to be sent to the temple for “Bhog” and distribute the

“Prasad” to each and every employee of the Company including the

guests who are present at the reception as well as in the office.

//////////

Loan & Advance−

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1. As a broad guideline the reasons may be observed under the gambit of

exigencies; Marriage. (Self, dependent brothers/ sisters/ daughter/son),

Hospitalization of self / dependent family members, ceremonies in the

house of specific nature cause due to death of any first line family member.

2. Any other miscellaneous reason of grave nature/calamity that has caused a

need for cash assistance to the employee with which the immediate

superior is satisfied and has found the employee to be genuine and

reasonable in his request.

3. An advance / loan can be granted to any employee who approach for loan /

advance in writing addressed to his immediate superior. The immediate

superior should put it up with his recommendation to the approving

authority clearly stating his conclusive decision along with logic for such a

decision.

4. Employee claiming a loan /advance (MSM-33/F01) shall be granted an

amount which should as follows:

a) Employee with 6 months & below employment in the Company

No loan is allowed but salary advance may be allowed which shall be deducted on immediate pay day.

b) Employee with 6 months to 5 years employment in the company

2 months Basic + HRA Maximum

c) Employee with 5 years and above employment in he company

3 months Basic + HRA Maximum

5. The loan will be deducted in ten (10) equally monthly installments.

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6. A salary advance would mean an immediate need for cash to the employee

for his personal need depending on his monthly salary due for logical

reasons like his proceeding on leave till the pay day etc. This amount shall

be granted as an advance, which shall, however, be adjusted against salary

payable on the immediate pay day succeeding such a payment.

.

1. As per the Income Tax Rule, interest free loan exceeding to Rs.20000/-

if given to an employee then it will be treated as perquisite and will be

part of taxable salary of the employee. In such case, the perquisite value

will be calculated by applying the following interest rates on reducing

monthly outstanding balance or such other rates as may be prescribed

under Income Tax Act / Rule, from time to time :

Purpose of the Loan Rate of Interest (p.a.)

51

A Working day are

25 & above will get 80% amount of his salary

B Working days are

20 to 24 will get 60% amount of his salary

C Working days are

15 to 19 will get 40% amount of his salary.

Marriage 13%

Hospitalization NIL

Ceremony at House 13%

Housing – Construction / Purchase 10%

(Not for repair)

Others (Including Housing loan for repair) 13%

MEDICAL Facility

1. Employees can claim a medical reimbursement either monthly, quarterly,

½ yearly or annually on submission of medical bills.

2. An eligible employee shall have to submit the medical bills.

3. Employees joining/leaving during the month shall be eligible for medical

reimbursement on pro-rata basis for the number of days worked in that

particular month.

4. There will not be any deduction of medical entitlement on account of

their remaining absent for a long period on account of

sickness/illness/LWP.

ACCIDENT INSURANCE−

1. This policy is applicable for all the employees of N.K.Minda Group

including those who are covered in ESI scheme. In case employee is

already having Accident Insurance policy, is exempted under this scheme

subject to submission of copy of policy to the concerned HRM Head and

52

he is entitled for reimbursement of the amount against the same as per his

entitlement of premium amount.

2. The company will take the policy in its own name. The premium of the

policy shall be borne by the company.

3. Processing of claims: Bills and claims of any employee should be

submitted in appropriate form with enclosure to HRM department for

interface & conclusion with Insurance company to result in

reimbursement of claim. Any employee wish to make a claim should

obtain blank claim form from HRM department and intimation as to

accident should always be made to HRM as and when such accident

occurs.

MEDICLAIM INSURANCE−

1. This policy enables employees to claim reimbursement of

expenses in case of hospitalization for illness/diseases or injury sustained.

2. Policy will be taken on the date of joining itself. Company will

deposit an advance amount with Insurance company for inclusion of new

joinees. On the day of joining, Unit HRM will intimate Insurance

company for inclusion of new employee in mediclaim insurance from day

one. Company will take floater policy including Maternity benefits

having child care coverage & pre existing disease for all employees, other 53

than covered under ESI. Once an Employee is out of ESI scheme,

company will immediately take the Mediclaim policy. Floater policy

means all family members will be covered under the same amount

collectively and not individually. The meaning of family is self, spouse

and children. No other family members/ dependents of the employees

will be included in the policy. If insurance company allows inclusion of

any other member at extra premium, the additional premium will be

borne by the employee.

3. In case employee is already having Mediclaim policy, is

exempted under this scheme subject to submission of copy of policy to

the concerned HRM Head and he is entitled for reimbursement of the

amount against the same as per his entitlement of premium amount.

4. Policy will be taken in the Company’s name on the behalf of the

employees; the premium shall be paid by the company.

5. In case employee Leaves Company during the policy period, he/she can get

it renewed himself/herself in order to maintain the continuity of the

policy. However in this case he/she will not be eligible for advantage of

discount.

6. After taking this policy, employee can avail the weekly benefits of accident

insurance policy also side by side.

54

EXECUTIVE HEALTH CHECK UP (EHC)−

1. EHC scheme covers DGM & above employees. Managers who are

above 40 years of age also ……..covered under this scheme.

2. Corporate HRM will identify Hospital & Scheme for Annual Checkup.

Unit HRM will co-ordinate ……..the activity.

3 .Provision of the budget will be taken care by Unit HRM.

FAMILY PLANNING INCENTIVE SCHEME−

1. The scheme shall cover all regular Operators of the company who have

put in at least 2 years of service in the company and are in the age group

of 25 to 45 years.

2. The employee and the spouse of the employee must be within the

‘Reproductive’ age group. In case of a male employee, this would mean

that he should not be over 45 years of age and his wife should not be over

40 years of age. In the case of a female employee, she must not be over

40 years of age and her husband must not be over 45 years of age.

3. Only one of the couple is eligible for grant of incentive at their option even

when both of them under go sterilization operation.

55

INCENTIVES−

a. Employee having up to two children will get cash reward of

Rs.1000/- if he/she undergoes a family planning operation. The award is

also permissible if the spouse of the employee undergoes the operation.

b. Cash reward of Rs. 2,000/- will be awarded, if the employee or

his/her spouse undergoes family planning operation, if the two

children’s are daughters.

c. A cash reward of Rs. 500/- will be given to those employees who

maintain minimum difference of three years between first and second

child.

5. An employee may apply in the prescribed application form, for the grant

of incentive to the HRM Department along with the requisite certificate

(s) from the prescribed authorities, as mentioned in para 06 of this policy

The HRM department will process and issue the sanction order.

6. In order to be eligible for the benefit under this scheme, the sterilization

certificate should be issued by an authorized central authority of the

hospital. Where this is not possible, the sterilization certificate issued by

the Central Government for the purpose is sufficient. If the employee or

his/her spouse undergo sterilization operation in a Private Nursing

Home/Private Hospital is also eligible to get incentive provided he or she

produces a certificate from the concerned Nursing Home/Hospital duly

countersigned by the Civil Surgeon/ District Medical Officer/Authorized

Medical Officer (CGHS).

56

7. In addition to the cash reward, employee will be eligible for two days

special casual leave, for the day of operation and next day for rest and

recovery. These leaves are applicable even if his/her spouse undergoes

the operation.

8. Combination of special casual leaves granted in connection with planning

with other regular leave is permissible.

…….

..PERMANENT ITEM ISSUE

1. As and when any item is issued for the official use to any employee, the

record should be maintained by each unit HRM department in his

Personal file as well as Permanent Issue Register, where signature should

be obtained to whomsoever it is issued.

2. As and when any employee who has been issued any item, leaves the

company, a signature should be obtained by the HRM department before

clearing full and final clearance form & will check the items issued to

him as per the register and shall see that these have been received back in

proper condition.

3. For Items like Laptop, LCD, Camera, etc. a Permanent Issue Card to be

issued to the user and user to show card on gate while taking out such

item.

TRANSPORTATION (AS APPLICABLE)−

1. The share of cost of transportation would be borne by the employees with

as following:

Category % of Cost

57

Staff 60

Operator 30

CANTEEN ( AS APPLICABLE)−

2. This policy has been laid down to provide the food and tea at the work

place for all, where the canteen facility is available.

3. Company will provide the Food at the specified place for all where the

canteen is available.

4. The food will be subsidized by the company.

5. The share of cost would be borne by the employees with as following:

Category % of Cost

Staff 60

Operator 30

DISTRIBUTION OF TEA−

1. Company shall provide tea two times in a day.

4. Tea will be served to all the employees at the specified place decided by

the HRM

FESTIVAL HOLIDAYS−

1. The company has the policy to declare 9 no. of festival holidays.

2. Units located at following regions to follow Holiday Calendar of customers

as given below:-

NCR - Maruti

Pune - TATA & BAL

Pant Nagar - BAL

58

MARRIAGE GIFT−

1. There shall be a Company gift on self-marriage of the employee of any

level, who gets married.

2. Gift shall be of worth Rs. 2100/- (Cash or in kind).

3. The employee should be a permanent employee of the company. (includes

probationers and trainees)

4. The concerned department head of such an employee who is getting

married shall ensure that the gift is presented to him/her. The voucher

pertaining to the same shall be authorized by the department head. The

voucher should be accompanied with the marriage invitation copy in all

possible cases.

FURNITURE POLICY−

1. Each Unit to have its own policy for Furniture i.e. within the unit there

should be uniformity of furniture. This shall be the responsibility of

HRM.

OPEN HOUSE−

1. To meet the all staff members on regular basis to have better interaction

with them.

2. Half yearly Open House shall be planned for 2nd Line of SBH for his Unit.

CMD’s INNOVATION AWARDS−

Innovation is quite different from kaizens. Kaizens are incremental

improvements, where as Innovation is radical improvement. Kaizens,

generally improve the existing systems and where as

59

1. Innovation may improve, abandon the existing system and create a

new system. Innovation is bigger in scale and scope and the benefits

are enormous. The intent of the CMDs’ Innovation award is to create

the innovative environment in the organization and also recognize

and reward those people who can

2. Think innovatively and can create value to the organization. This

scheme is applicable to all employees.

3. AREAS COVERED: Products, Processes, Services, Systems &

Skills.

INNOVATION COMMITTEE: −

Innovation Committee comprises of

- Design Head

- Head – Group HRM

60

Chapter 3

RESEARCH METHODOLOGY

61

“Research methodology is a way to systematically solve

the research problem. It includes not only the research methods, but also

the logic behind using the methods. Its shows the type of sample design

used, its size and the procedure used to draw the sample”. In short, the

search for knowledge through objective and systematic method of finding

solution to a problem is research.

Research Methods may be understood as all those

methods /techniques that are used for conduction of research. Research

methods or techniques refer to the methods the researchers use in

performing research operations. Research Methodology is a way to

systematically solve the research problem. Thus when we talk of research

methodology we not only talk of the research methods but also consider

the logic behind the methods we use in the context of in the context of

our research study. There are many types of research methods as analysis

of historical records, analysis of documents, personnel interview, focused

interview, group interview, telephone survey etc.

Keeping research methods in view, we can divide it in three groups.

1. In first group, we include those methods which are concerned with the

collection of data.

62

2. The second group consists of those statistical techniques which are used

for establishing relationships between the data and unknowns.

3. The third group consists of those methods which are used to evaluate the

accuracy of the results obtained.

MY RESEARCH AT Flexi Tuff International Ltd

Kashipur : −

1. I collected the data about the data about the welfare activities in flexituff

and then taking the feedback from the employees about the Welfare

activities.

2. Then I used those feedback for my research purpose i.e. what are the

benefits of welfare activities as well as the lacking of the programme

and what can be done to improve the same.

63

RESEARCH PROCESS

Research process consists of series of actions or steps necessary to

effectively carry out research. The following diagram shows the research

64

proc

65

COLLECT DATA (EXECUTION)

ANALYSE DATA

INTERPRET AND REPORT

F

F

FF

SUGGESTIONS AND CONCLUSION

F=feedback & FF = feed forward

TYPES OF RESEARCH:−

There are different types of research−

1) Descriptive vs. Analytical:−

Descriptive research comprises surveys and fact-finding enquiries of different types. The main objective of descriptive research is describing the state of affairs as it prevails at the time of study. The most distinguishing feature of this method is that the researcher has no control over the variables here. He/she has to only report what is happening or what has happened. The methods of in conducting descriptive research are survey methods of all kinds, including correlation and comparative methods.

Meanwhile in the analytical research, the researcher has to use the already available facts or information, and analyse them to make a critical evaluation of the subject.

2) Applied vs. Fundamental−

Research can also be applied or fundamental research. An attempt to find a solution to an immediate problem encountered by a firm, an industry, a business organisation, or the society is known as applied research. Researchers engaged in such researches aim at drawing certain conclusions confronting a concrete social or business problem. On the other hand, fundamental research mainly concerns generalizations and formulation of a theory. In other words, —Gathering knowledge for knowledge’s sake is termed “pure” or “basic” research.

66

3) Quantitative vs. Qualitative−

Quantitative research relates to aspects that can be quantified or can be expressed in terms of quantity. It involves the measurement of quantity or amount. The various available statistical and econometric methods are adopted for analysis in such research. They include correlation, regressions, time series analysis, etc.

Whereas, qualitative research is concerned with qualitative phenomenon, or more specifically, the aspects relating to or involving quality or kind. The main aim of this type of research is discovering the underlying motives and desires of human beings, using in-depth interviews. The other techniques employed in such

researches are story completion tests, sentence completion tests, word association tests, and other similar projective methods. Qualitative research is particularly significant in the context of behavioural sciences, which aim at discovering the underlying motives of human behaviour. Such research help to analyse the various factors that motivate human beings to behave in a certain manner, besides contributing to an understanding of what makes individuals like or dislike a particular thing.

4) Conceptual vs. Empirical−

A research related to some abstract idea or theory is known as conceptual research. Generally, philosophers and thinkers use it

67

for developing new concepts or for reinterpreting the existing ones. Empirical research, on the other hand, exclusively relies on observation or experience with hardly any regard for theory and system. Such research is data based. They often come up with conclusions that can be verified through experiment or observation. They are also known as experimental type of research.

THE TYPES OF RESEARCH & METHOD ADOPTED FOR DOING THIS RESEARCH ARE:−

TYPE OF RESEARCH− :

Data are collected by using one or more appropriate method: Interview method and by filling questionnaires.

The study falls under the category of Descriptive Research. It is the description of the state of affair as it exists at the present. Descriptive study is a fact finding investigation with adequate interpretation. It is the simplest type of research. It is more specific than an exploratory study, as it has focus on particular aspects or dimensions of the problem studied.

It is designed to gather descriptive information and provides information for formulating more sophisticated studies.

It is also an Analytical Research because the researcher has to use facts or information already available, and analyze these to make a critical evaluation.

.

Research Method: −

Research method refers to the behavior and instruments we use in performing research operation. There are three types of data collection they are as:

68

Interview Method:-The biggest benefit of face-to-face interviews is the human interaction that occurs. This method was purposefully selected so that the researcher could interact on a personal level with the departmental heads.

Through Questionnaires:- Identical questionnaires were used to assess the

training needs of the staff . A questionnaire was developed using some, but

not all, of the face-to-face interview questions. Some of the questions

provided data that I needed, and since all the information is not relevant to

the outcome of the assessment, it will not be made a part of the report. The

open-ended questions required respondents to answer in their own words.

This elicited in-depth responses, as opposed to limited responses. Questions

were framed so that they could be answered easily. The number of

questions was limited so that it could be completed in twenty minutes or

Sampling Design and Sample Size−

Once the researcher has formulated and developed a research design including the questionnaire, the researcher has to decide the amount of people comprising the population from whom the information is to be collected. A sample design is a definite plan for obtaining a sample from a given population. All items in this field of inquiry constitute a ‘Universe’ or ‘Population’. There are two types of survey:

Sample Survey Census Survey

.

In this project, I have used sample survey where the universe is small one as only Executive members and Departmental Heads were survey to formulate a new system. Since the time period was limited and the company personnel were busy, the sample survey was limited to the Executive Staff Members and the Departmental Heads.

69

The selected respondents are technically called ‘sample’.

POPULATION:−

The first step in developing any sample design is to clearly define the set of objects, technically called the Universe. In this research, the population under observation is finite, consisting of 50 employees.

SAMPLING METHOD−

There are two methods of sampling:-

1. Probability Sampling: It is based on the concept of random selection of a controlled procedure that assures that each Population element is gives a non-zero chance of selection. Probability Sampling is of following types:

1. Simple Random2. Systematic 3. Cluster 4. Stratified 5. Double

2. Non-Probability Sampling: Non probability sampling is non-random and subjective. That is each member does not have a known non zero chance of being included. Types of Non-Probability Sampling

1. Convenience

2. Judgement

3. Quota

Researcher selects the sample as per their convenience.

For this research work I have chosen Non- Probability Convenience Sampling because time limit for the completion of the work is limited and also managers and employees are not available all the time.

70

DATA COLLECTION:−

Data are facts, and other relevant materials, past and present, serving a basis for the study and analysis. The data serve as a base or raw material or analysis. Without an analysis of factual data, no specific inferences can be drawn on the questions under the study. The relevance, adequacy and reliability of data determine the quality of the findings of a study.

DATA COLLECTION METHOD: −

Data for the present study is collected from two sources:

a). Primary: - The first hand information is collected with the responses of questionnaire. For this purpose a questionnaire is given to the employees of Minda Pantnagar. They were interviewed so as to get the information about the functions that are performed by them, as well as what the employers expect out of them, as per their knowledge, experience and observation.

b).Secondary: - These are sources containing data which have been collected and complied for another purpose. The secondary sources consists of readily available compendia and already compiled statistical statements and reports whose data may be used by researchers for their studies. Secondary sources consist of not only published records and reports, but also unpublished records. It is collected with the help of following sources:

INTERNET

JOURNALS

71

COMPANY MAGZINES

DATA ANALYSIS AND INTERPRETATION

“Age Details Of The Respondents ”

PARTICULAR PERCENTAGE (%)

BETWEEN 18-26 YEARS 29%

BETWEEN 27-36 YEARS 39%

BETWEEN 37-46 YEARS 21%

47 AND ABOVE 11%

TOTAL 100

INFERENCE –

It is found from the Table that 29% of respondents are between 18 to 26 years of age,39% of the respondents are between 27 to 36 years of age,21% of the respondents are between 37 to 46 years of the age 11% of the respondents are coming under the age of 47 and above.

72

DATA ANALYSIS

. We asked some questions from workers by preparing a questionnaire .In 50 employees at various levels were asked the reactions of workers on different questions are as follow.

Q.1−Are you satisfied with welfare schemes given by the company

Responses−

S.N. RESPONSES PERCENT OF TOTAL

1 YES 85

2 NO 15

Satisfaction With welfare schemes

73

Q.2−Are you satisfied with your relationship with the management?

Responses−

S.N. RESPONSES PERCENT OF TOTAL

1 GOOD 82

2 NOT GOOD 18

Workers Relation With The Management

74

Q.3−Are you satisfied with the Safety practices for the welfare of Employees?

Responses−

S.N. RESPONSES PERCENT OF TOTAL

1 YES 80

2 NO 20

75

Satisfaction With Safety Practices

76

Q.4−Are you satisfied with Working Environment of the company?

Responses−

S.N. RESPONSES PERCENT OF TOTAL

1 YES 81

2 NO 19

Satisfaction With Working Environment

77

78

Q.5−Are you satisfied with the Canteen Facility of the company?

Responses−

S.N. RESPONSES PERCENT OF TOTAL

1 YES 87

2 NO 13

Satisfaction of Employees with Canteen Facility

79

Q.6−Are you satisfied with the Bus Service provided by the company?

Responses−

S.N. RESPONSES PERCENT OF TOTAL

1 YES 86

2 NO 14

Satisfaction with the Bus Service

80

81

Q.7−Are you satisfied with Festival Allowance given by the company?Responses−

S.N. RESPONSES PERCENT OF TOTAL

1 YES 79

2 NO 21

Satisfaction With Festival Allowance

82

Limitation

While making the project in Flexi tuff international ltd the main limitation that I was faced the secrecy the adopted by the company in providing the information

Time was the limitation while carrying the project.

83

Company was conducting the summer training for the MBA studies so the exactly did not know the way to give training.

The trainees of one department were not allow to go and interact with the other department

The respondents were too busy to providing me proper time for the project

There was no proper schedule for training

///////////////////////////////

84

FINDINGS

* Employees feel that their motivation increased through welfare activities of the

company.

* Almost all employees feel that service satisfy real needs of the workers.  This

means that the company determine what the employee’s real needs are with the

active participation.

* Employees are satisfied with the Effective arrangements used for ventilation

and temperature so as to provide comfort to the workers and prevent injury to

their health.

* 85% employees are satisfied with the Health Facility given by the company and rest 15% employees are not satisfied.

* 82% employees said their relationship with management is good and other 18% feels their relationship are not so much good.

* 80% employees are satisfied with safety practices for the welfare of Employees and rest 20% are not satisfied.

* 81% employees are satisfied with Working Environment of the company and 19% are not satisfied with it.

* 87% employees are satisfied with the Canteen Facility of the company and other 13% are not satisfied with it

* 86% employees are satisfied with the Bus Service provided by the company and rest 14% are not feel satisfied.

85

* 79% employees said that they are satisfied with Festival Allowance given by the company and other 21% employees are not satisfied.

* Employee are also highly satisfied with the Insurance, loaning and educational support provided by the company.

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CONCLUSION

The welfare measures increases the productivity of the

organization as well as it enhances the morale and motivation of the employees

which gives a positive impact on the efficiency level of the organization.

Welfare includes anything that is done for the comfort and improvement of .

. employees and is provided over and above the wages. Welfare helps in

keeping the morale of . the employees high so as to retain the employees for

longer duration, which helps the organization to achieve its goals.

After studying all the welfare activities I have came to a

conclusion that the Employees Welfare Activities followed by the company are

providing highly beneficial to its employees is not only . . .

developing them but in giving them best support contribution to their work and I

have also found that the organization is doing great efforts to achieve the targeted

objective effectively & successfully.

If a tailor makes mistake – it becomes a fashion, If a scientist makes a mistake – it

becomes an invention. If an HR manager deploys a retention strategy – it becomes a

welfare measure.

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SUGGESTIONS

To improve the level of Employee welfare, it is better to consider

following suggestion.

1. Management should reduce the work load of the employees.

2. It will be more effective if the management take the steps to introduce

suggestion scheme system for the employees.

3. The management should pay reasonable wage and allowance to the

employees.

4. It is better the management should recognize the needs of employees

and encourages employees special talents.

5. It will be better if the management provides incentives to employees so

it will boost in their morale and productivity.

6. Supervisors should maintain coordinal relationship with workers and

offers recognitions of the employee efforts and provide needed guidance

to workers.

7. It will be better if management provide performance and potential

appraisal in regularly.

88

8. The management should provide opportunities for career development.

9. It will better if management given performance awards to employees.

BIBLIOGRAPHY

NASIR HUSAIN( HRD) FLEXITUFF INTERNATIONAL LTD KASHIPUR

MR. S.K.BHATIA-“EMERGING HUMAN RESOURCE MANAGEMENT”

MR. MICHAEL ARMSTRONG-“HUMAN RESOURCE MANAGEMENT PRACTICE”

MR. K.ASWATHAPPA-“HUMAN RESOURCE AND PERSONNEL MANAGEMENT”

WWW.flexituff .com

WWW.GOOGLE.COM

WWW.WIKIPEDIA.COM

WWW.AMAZON.COM

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Chapter 5

Annexure

90

QUESTIONNAIRE

Q.1− Are you satisfied with Health facilities given by the company?

(1) YES (2) NO

Q.2− Are you satisfied with your relationship with the management?

(1) GOOD (2) NOT GOOD

Q.3− Are you satisfied with the Safety practices for the welfare of Employees?

(1) YES (2) NO

Q.4− Are you satisfied with Working Environment of the company?

(1) YES (2) NO

Q.5− Are you satisfied with the Canteen Facility of the company?

(1) YES (2) NO

Q.6−Are you satisfied with the Bus Service provided by the company?

(1) YES (2) NO

Q.7−Are you satisfied with Festival Allowance given by the company?

(1) YES (2) NO

91