anbu selvan alignment

8/2/2019 Anbu Selvan Alignment

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CHAPTER-I

INTRODUCTION

1.1 BACKGROUND OF THE STUDYWelfare provides the satisfaction to the employee and increases their productivity. It is the

responsibility of the organization to provide the benefits to the employees. If employees are

satisfied, it increases the productivity of the employees and also provides the growth to the

organization. Now a days employees are considered as a valuable asset of the organization. If

these assets are glossed over, it leaves an adverse impact on the growth of the organization.

Growth and development of the organization is directly proportionate to the welfare of the

human power. So the employee welfare is one of the important elements of the organization.

Welfares aim is to increase the productivity in an organization. Welfare always has a positive

impact on the relationship between management and employees. Welfare is an important

function of the Human Resource department. Every department in an organization formulates

their objective in accordance with the organization objectives and to achieve those objectives

strategies are formulated. Human Resource strategy follows organizational strategy with

some interactive linking.

Welfare provides the satisfaction to employees to increase their productivity. Training is

one of the welfare activities currently. Training refers to the act of increasing the knowledge

and skills of an employee for doing a particular job. Training implies activities that teach

employees how to perform their jobs better. Selecting people of quality with caliber and

potential is not enough in todays competitive world. They need to be trained and groomed to

make a bloom and to contribute their best. After a person is selected and appointed to the

position or job for which he was selected, the next task for the manager is to see that he

adjusts himself in the job as quickly as possible so that he may be able to perform his job

efficiently and successfully. He may be in the need of some training to sharpen his

knowledge and skills so that he may perform his job well.

Even experienced employees with a long service need to improve their knowledge and

skills so as to perform their job in a more efficient way. They also need to update their

knowledge and acquire improved skills to retain and improve their position in the

organization.


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They also need to be groomed and developed to meet their future responsibilities and to

reach higher levels of managerial positions. All this requires consistent and continuous

programmes of training and development. It is responsibility of the personnel department to

devise a continuous and proper training and development programmes to fulfill enterprise

present goals and future needs.

1.2 HISTORY OF WELFARE MEASUREAccording to Robert Henry Nelson, The medieval Roman Catholic Church operated a

far-reaching and comprehensive welfare system for the poor.

The concepts of welfare and pension were put into practice in the early Islamic law of

the Caliphate as forms ofZakat(charity), one of the Five Pillars of Islam, since the time of

the Rashidun Caliph Umar in the 7th

century. The taxes (includingZakatandJizya)

collected in the treasury of an Islamic government were used to provide income for the

needy, including the poor, elderly, orphans, widows, and the disabled. According to the

Islamic jurist Al-Ghazali, the Government was also expected to store up food supplies in

every region in case a disaster or famine occurred.

There is relatively little statistical data on welfare transfer payments before the Middle

Ages. In the medieval period and until the Industrial Revolution, the function of welfare

payments in Europe was principally achieved through private giving or charity. In those

early times, there was a much broader group considered to be in poverty as compared to the

21st

century.

Early welfare programs in Europe included the English Poor Law of1601, which

gave Parishes the responsibility for providing welfare payments to the poor. This system was

substantially modified by the 19th

century Poor Law Amendment Act, which introduced the

system ofworkhouses.

It was predominantly in the late 19th

and early 20th

centuries that an organized system of

state welfare provision was introduced in many countries. Otto Von Bismarck, Chancellor of

Germany, introduced one of the first welfare systems for the working classes. In Great

Britain the Liberal Government of Henry Campbell-Bannerman and David-Lloyd

George introduced the National Insurance system in 1911, a system later expandedby Clement Attlee.
http://en.wikipedia.org/wiki/Medievalhttp://en.wikipedia.org/wiki/Roman_Catholic_Churchhttp://en.wikipedia.org/wiki/Pensionhttp://en.wikipedia.org/wiki/Shariahttp://en.wikipedia.org/wiki/Caliphatehttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Five_Pillars_of_Islamhttp://en.wikipedia.org/wiki/Rashidun_Caliphatehttp://en.wikipedia.org/wiki/Umarhttp://en.wikipedia.org/wiki/Taxhttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Treasuryhttp://en.wikipedia.org/wiki/Incomehttp://en.wikipedia.org/wiki/Povertyhttp://en.wikipedia.org/wiki/Old_agehttp://en.wikipedia.org/wiki/Orphanhttp://en.wikipedia.org/wiki/Widowhttp://en.wikipedia.org/wiki/Al-Ghazalihttp://en.wikipedia.org/wiki/Disasterhttp://en.wikipedia.org/wiki/Faminehttp://en.wikipedia.org/wiki/Statistichttp://en.wikipedia.org/wiki/Transfer_paymenthttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/Medievalhttp://en.wikipedia.org/wiki/Industrial_Revolutionhttp://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Charity_(practice)http://en.wikipedia.org/wiki/Englandhttp://en.wikipedia.org/wiki/Poor_Lawhttp://en.wikipedia.org/wiki/1601http://en.wikipedia.org/wiki/Parishhttp://en.wikipedia.org/wiki/Poor_Law_Amendment_Acthttp://en.wikipedia.org/wiki/Workhousehttp://en.wikipedia.org/wiki/Otto_von_Bismarckhttp://en.wikipedia.org/wiki/Chancellor_of_the_German_Empirehttp://en.wikipedia.org/wiki/Working_classhttp://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Liberal_Party_(UK)http://en.wikipedia.org/wiki/Henry_Campbell-Bannermanhttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/National_Insurancehttp://en.wikipedia.org/wiki/Clement_Attleehttp://en.wikipedia.org/wiki/Clement_Attleehttp://en.wikipedia.org/wiki/National_Insurancehttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/David_Lloyd_Georgehttp://en.wikipedia.org/wiki/Henry_Campbell-Bannermanhttp://en.wikipedia.org/wiki/Liberal_Party_(UK)http://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Great_Britainhttp://en.wikipedia.org/wiki/Working_classhttp://en.wikipedia.org/wiki/Chancellor_of_the_German_Empirehttp://en.wikipedia.org/wiki/Otto_von_Bismarckhttp://en.wikipedia.org/wiki/Workhousehttp://en.wikipedia.org/wiki/Poor_Law_Amendment_Acthttp://en.wikipedia.org/wiki/Parishhttp://en.wikipedia.org/wiki/1601http://en.wikipedia.org/wiki/Poor_Lawhttp://en.wikipedia.org/wiki/Englandhttp://en.wikipedia.org/wiki/Charity_(practice)http://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Industrial_Revolutionhttp://en.wikipedia.org/wiki/Medievalhttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/High_Middle_Ageshttp://en.wikipedia.org/wiki/Transfer_paymenthttp://en.wikipedia.org/wiki/Statistichttp://en.wikipedia.org/wiki/Faminehttp://en.wikipedia.org/wiki/Disasterhttp://en.wikipedia.org/wiki/Al-Ghazalihttp://en.wikipedia.org/wiki/Widowhttp://en.wikipedia.org/wiki/Orphanhttp://en.wikipedia.org/wiki/Old_agehttp://en.wikipedia.org/wiki/Povertyhttp://en.wikipedia.org/wiki/Incomehttp://en.wikipedia.org/wiki/Treasuryhttp://en.wikipedia.org/wiki/Jizyahttp://en.wikipedia.org/wiki/Taxhttp://en.wikipedia.org/wiki/Umarhttp://en.wikipedia.org/wiki/Rashidun_Caliphatehttp://en.wikipedia.org/wiki/Five_Pillars_of_Islamhttp://en.wikipedia.org/wiki/Zakathttp://en.wikipedia.org/wiki/Caliphatehttp://en.wikipedia.org/wiki/Shariahttp://en.wikipedia.org/wiki/Pensionhttp://en.wikipedia.org/wiki/Roman_Catholic_Churchhttp://en.wikipedia.org/wiki/Medieval


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The United States did not have an organized welfare system until the Great Depression,

when emergency relief measures were introduced under President Franklin D. Roosevelt.

Even then, Roosevelt's New Deal focused predominantly on a program of providing work

and stimulating the economy through public spending on projects, rather than on cash

payment.

Welfare may be provided directly by governments or their agencies, by private

organizations, or by a combination. The term welfare state is used to describe a state in

which the government provides the majority of welfare services; the phrase also describes

those services collectively.

Welfare may be funded by governments out of general revenue, typically by way

ofredistributive taxation. Social insurance-type welfare schemes are funded on a

contributory basis by the members of the scheme. Contributions may be pooled to fund the

scheme as a whole, or reserved for the benefit of a particular member. Participation in such

schemes is either compulsory, or the program is subsidized heavily enough that most

eligible individuals choose to participate. Some opponents of welfare argue that it affects

work incentives. They also argue that the taxes levied can also affect work incentives.

1.3 IMPORTANCE OF THE STUDY Employers get stable labour force by providing welfare facilities. Workers take

active interest in their jobs and work with a feeling of involvement and

participation.

It improves moral & loyalty of workers. It reduces labour turnover & absenteeism. It helps in improving recruitment, through internal reference. It helps in increasing productivity & efficiency by improving physical & mental

health.

It helps in improving industrial relation & industrial peace.
http://en.wikipedia.org/wiki/Great_Depressionhttp://en.wikipedia.org/wiki/President_of_the_United_Stateshttp://en.wikipedia.org/wiki/Franklin_D._Roosevelthttp://en.wikipedia.org/wiki/New_Dealhttp://en.wikipedia.org/wiki/Public_spendinghttp://en.wikipedia.org/wiki/Welfare_statehttp://en.wikipedia.org/wiki/Revenuehttp://en.wikipedia.org/wiki/Redistribution_(economics)http://en.wikipedia.org/wiki/Social_insurancehttp://en.wikipedia.org/wiki/Social_insurancehttp://en.wikipedia.org/wiki/Redistribution_(economics)http://en.wikipedia.org/wiki/Revenuehttp://en.wikipedia.org/wiki/Welfare_statehttp://en.wikipedia.org/wiki/Public_spendinghttp://en.wikipedia.org/wiki/New_Dealhttp://en.wikipedia.org/wiki/Franklin_D._Roosevelthttp://en.wikipedia.org/wiki/President_of_the_United_Stateshttp://en.wikipedia.org/wiki/Great_Depression


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1.4 NEED FOR THE STUDY

This study is conducted to know about the Constitutional provisions in Vishal

Precision Product (P) Ltd and to find whether Labour welfare helps in providing good

industrial relations, to know about the employees satisfaction towards welfare

measures and to find out the facilities entitled by Integral Coach Factory.

1.5 PROBLEM STATEMENT

The statement of the problem of this research is as follows:

To study about the welfare measures provided to the employees of Vishal Precision

Products Private Limited.

1.6 RESEARCH QUESTION

1) Does the company provide better physical and mental health to promote a healthywork environment?

2) Are the employees satisfied with the existing facilities and welfare measures?1.7 OBJECTIVES OF THE STUDY

To study and analyze the effectiveness of welfare measures provided to theemployees of Vishal Precision Products Private Limited.

To study and analyze the perception / level of satisfaction of the employeesregarding welfare measures provided to them.

To study and analyze whether they provide better physical and mental health toworkers and thus promote a healthy work environment.

1.8 SIGNIFICANCE OF THE STUDY

Welfare measures may be both voluntary and statutory. 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.

Technical information gives the worker the judgment forming, decision- making ability to

perform the task in a safe and correct manner.


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It has been interpreted to mean that when employees feel important and recognized, they

exhibit greater motivation to excel in their work activities.

Employee cannot satisfy fully it may be given depends upon the employee cadre and

position. Employee welfare is a comprehensive term including various services facilities and

amenities provided to employees for their betterment. The basic purpose to improve the lot of

the working class. It is a dynamic concept. Employee welfare measures are also known as

fringe benefits and services.


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1.9 CONCLUSION

A number of alternative approaches to measuring welfare have been developed during the

past decades. Each of these approaches has generated specific indicators to evaluate the

welfare implications of the economic progress that was made. Unfortunately only a few of

these alternative welfare measures have gained widespread acceptance (e.g. the Human

Development Index). It is important that all alternative approaches are being supported, since

they each contain information that is not captured by the other ones (Diener and Suh, 1997).

Furthermore, the different indicators focus each on different aspects of human well-being, so

that all of them are needed in order to obtain a complete picture of a societys progress. In

developed countries, it is not clear whether economic growth is still contributing to human

welfare, and if so, to what extent. The analysis of the Index of Sustainable Economic

Welfare suggests that there is a growing divergence between trends in economic growth and

economic welfare.


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CHAPTERII

2.1 REVIEW OF LITERATURE

Employee welfare has been defined in several ways and its therefore understood in

various ways in various countries. According to Mr.Auther James Todd, welfare is series of

sharply diverse exist on the motives and merits of industrial welfare works.

Thus welfare work may be defined as work for improving the health, safety, general well

being and the industrial efficiency of the workers beyond the minimum standards laid down

by The Factories Act (1980) and Other Legislation.

The whole field of welfare is one in which much can be done to combat the sense offrustration of the industrial worker, to relieve him of personal and family worries, to improve

his health, to afford him a means of self expression to other him some sphere in which he can

excel all others to help him to wider conception of life.

According to a report of the Indian Employee Organization (1972) workers welfare

should be understood as meaning such services, facilities and amenities which may be

established in or in the vicinity of undertaking to enable the person employed in them to

perform their work in healthy, congenial surrounding and provided with good health and high

morale.

Employee welfare has been defined in several ways and its therefore understood in

various ways in various countries. The Employee Investigation Committee (1985)preferred

to include under employee welfare anything done for the intellectual, moral, physical,

economic betterment of the workers by employers, by government or by other agencies over

and above what is laid down by law or what is normally expected of the contractual benefit

for which workers may have bargained.

According to N.G.Nair and Latha Nair (1977)the protection which society provides for

its members though a series of public measure, against & social distress that otherwise would

be caused by the stoppage of sustained reduction of earnings resulting from sickness,

maternity, employment injury, invalidity, old age and death, provision of medical care and

provision of subsided for familiar with children.


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According to Garry Dessier (1991) social security federal program that provides three

types of benefits; retirements income at the age of 62 and thereafter, survivors or death

benefits payable to the employees dependents regardless of age at time of death, and

disabilitybenefits payable only if the employees in insured under the social security act.

According to H.K. Saharay and N.K.Sahain (1984) commercial and industrial law. It is

said that the following are the provisions relating to welfare of workers, sec 42 to 50 facilities

for storing and drying, facilities for sitting, shelter, restrooms.

Royal Commission on Employee (1993) defines welfare as one which must necessarily be

flexible elastic and differs widely with times industry and bearing a somewhat different

interpretation in one country from another according to different social customs the degree of

industrialization and the educational of the workers.

Malhothra, Sharma and Nachhaltar Singh (1997) emphasized for the necessity for good

working condition. Services provided by employers in private business and other non-profit

organization are as variables as the practice of occupational medicine.

Punekar S.D. Peodhar S.B. and Saraswathi Shankaran (1981)stated that veil defines the

industrial health working condition as the promotion and maintenance of the highest degree

of physical mental and social well being of workers.

According to the Committee on Employee Welfare (1985) welfare services should mean

such services, facilities and amenities as adequate canteens, rest, recreation facility.

2.1.1 DEFINITION

The term labor welfare is one, which tends itself to various interpretations and it has not

always the same significance in different countries. The term welfare as applied to the

Industrial worker as author James Remarks, a series of supply diverse option exists on

motives merits Industrial welfare work.


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2.1.2 MEASURES OF EMPLOYEE WELFARE

Welfare measures are provided mainly by the employers. However government schemes,

social set up and charitable agencies may also extent their help all the aimed at improving

employee health, economic betterment and social status.

There are reasonable welfare measures available to employees through statutory

provisions. In most cases collective bargaining helps to improve the degree of welfare

facilities.

The welfare measures are not rigid. It will be changing all the time. It reflects the

personality of the welfare officer on his vision, creativity and understanding the spirit of his

work ethics.

The welfare measures may also develop the personality of employees to certain extent.

Motivate behind providing welfare measures is to create efficient, healthy, loyal and satisfied

labour force for the organization.

The important welfare measures can be detailed as follows:

Housing schemes, medical benefits, education and recreation facilities for workers,

families help in raising their standards of living. Because the welfare of their families is taken

care of workers pay more attention towards work increasing their productivity. There are

statutory and non-statutory welfare schemes.

Statutory welfare schemes:

The statutory welfare schemes include the following provisions:

Drinking water, Medical facilities, First aid facilities, Canteen facilities, Transport

facilities, Lighting facilities, Education facilities, Rest room, Washing places etc.

Non- Statutory welfare schemes includes;

Housing, recreation facilities, and all that one can imagine can be extended to the workers

under welfare scheme. Some industries provide schools and college, sports, clubs and teams

of their own, scholarships for employees, children etc. all aimed at one thing-keep the

employee and get their work done.


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2.1.3 FACTORS AFFECTING EMPLOYEE WELFARE

No single factor can be singled out as the reason for the substantial growth in employee

benefits. Rather, this growth has resulted from a combination of factors, including

industrialization, the influence of organized labor, wage controls, cost advantages, tax

advantages, inflation, and legislation.

a) Influence of organized labourSince a Supreme Court ruling in 1949, there has been no question about the right of labor

unions to negotiate legally for retirement and insurance plans. Although union pressures prior

to that time had frequently resulted in the establishment or broadening of employee benefit

plans, this Labor unions have also influenced benefits for nonunion employees.

Some employers provide generous benefit plans in an effort to discourage their employees

from unionizing. In addition, employers with both union and nonunion employees often

provide the same benefits for the nonunion employees as are stipulated in the union contracts.

b) Wage controlsEmployee benefit plans grew substantially during World War II and the Korean War when

wage freezes were in effect. Although wages were frozen, no restrictions were imposed on

employee benefits. Therefore, employee benefits became an important factor in attracting and

retaining employees in labor markets characterized by little unemployment.

When wage controls were instituted in the early 1970s, however, no unusual growth took

place in employee benefit plans because the duration of the controls.

c) Cost advantageBecause of the economics associated with group underwriting and administration, benefits

can usually be obtained at a lower cost through group arrangements than through separate

contracts purchased by individual employees.

d) Tax advantageThe Internal Revenue Code also provides favorable tax treatment to employer contributions

for certain types of employee benefits.


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The employer may deduct the contributions as usual business expenses, and, within limits,

employees will often have no taxable income that results from employer contributions on

their behalf. In addition, payments received from some types of employee benefit plans may

be received tax free by employees, even if provided by employer contributions.

e) InflationInflation also affects employee benefits. When benefit levels are related to employees' wages,

the level and cost of these benefits will increase as wages increase; when benefit levels are

stated as fixed amounts, inflation results in employee pressure for increases. Welfare includes

anything that is done for the comfort and improvement of employees and is provided over

and 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.

2.3 COMPANY PROFILE

Started in the year 1986,Vishal Precision Products Private Limited is successfully catering

to the Engineering industry for over a decade now. Vishal Precision Products Private Limited

technical expertise, strict quality control, competitive pricing and prompt delivery can help

company reduce tool delivery time and increase its productivity.

Vishal Precision Products Private Limited makes standard mold bases as well as custom

mold bases incorporating all special machining including pocket opening, finger cam/pin

holes and side core holders. It has all the required facilities for machining inspection. It also

has qualified personnel to meet any technical demand. It manufacturing Precision

Components, sub-assemblies and many more Indian and abroad customer, For printing,

Paper, Textile, Aero, Oil and all the type of Open indent machineries world wide.

They have a well equipped engineering industry with advanced CNC (Computer

Numerical Control) machines with skilled operators. They have well developed designing

department with good number of designers. In their units they have boring machines and

other machines, drilling machines for their precision work.

The company has effective communication system and an advanced software packages

that reduces the work load of the employees and saves the time.


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In vishal Precision Products Private Limited the relationship between top level

management and the bottom level is cordial and smooth going; all the level of employees are

cooperative.

The ISO 9001 certifies company caters to the demand for mould based products in that

company. They give almost priority to the quality standards and prompt delivery. Vishal

Precision Products Private Limited implements uncompromised quality control measures to

ensure high quality and reliability in its products.

2.3.1 THE ADDRESS OF THE COMPANY IS AS FOLLOWS

Glory Manor No. 113-A

Kaveri Nagar, Vilankurichi Road

Peelamedu, Coimbatore.

Tamil Nadu - 641 004 (India).


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2.4 ORGANIZATION STRUCTURE

Figure showing organization structure

Mr.JAYASELAN.D

MANAGING DIRECTOR

DIRECTOR

Mr.PRINCE HERALD

MILTON, DEPUTY

G.MANAGER

Mr.KRISHNANMOORTHY

Sr.MANAGER-MARKETING

Mr.PRASAD.L.N

PRODUCTION-PLANING&CONTROL

Mr.HARISH KUMAR

MANAGER-CPPD

Mr.SUBRAMANIAN .R

MANAGER ACCOUNTS

CNC DEPT

Ms.VIMAL SINGH

REBECCA CRM

Mr.PRABHAKARAN

PRODUCTION

Mr.SANKARASUBRAMANIAN

PRODUCTION

Mr.STEPHEN

C

Mr.JOHNSON.V

VENDOR

Mr.RAJA.R

ASST.PURCHASE

Mr.NANDAKUMAR.L

HARDWARE&NETWORKING

Mr.RAJESH.P

OFFICER SYSTEM&HRD

Mr.JOHNSON JEBARAJ

ACCOUNTSMr.SENTHIL KUMAR

ACCOUNTS

Mr.AMALRAJ

DESIGN

Mr.JEY KRISHNAN

DESIGN

Mr.RAJAN

CNC

Mr.JEYASINGH

ISSAC,CNC

Mr.MOHANA SUNDRAM

C

Mr.KARTHICK

CMMMr.SANKAR GANESH

C

Mr.RAMKUMAR

Mr.PREMKUMAR

VENDOR

Mr.MOHAN KUMAR

STORES


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2.5 DEPARTMENT DETAILS

Process flow of the company

The process flow of the company consists of various stages. The product to be manufacturedshould undergo the systematic process flow. The various stages in this process flow are as

follows.

Marketing Design Purchase Production

Production planning and control (PPC) Vendors

Quality control Human resource

These various stages, their individual participation in the process flow are clearly

explained below

2.5.1 MARKETING DEPARTMENT

The marketing department of a company serves as a mediator between the company and

the customer. There are various steps involved in the working of this marketing department.

Step 1: Enquiry

Enquiry is mostly done by the customers regarding their need of the product, the cost etc.

These communications may be either via mail or may written communication.

Step 2: Quotation costing

Based on the customers requirement the actual cost required to manufacture and the

amount that can be set as a cost to the customers are all declared. This declaration depends on

many factors. These factors are commonly the following; It depends on the amount of raw

material consumed for the manufacture of that particular product, the amount of time the

machines should be used for such as manufacture, the amount of manpower required and also

many other factors. Thus the entire costing is done and the bill is pass.


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Step 3: Quotation

Thus the amount at the end of costing is verified by the authorities and a general cost is

fixed for the particular company and the quotation is sent.

Step 4: Negotiation

The negotiation may be either through mail or through written means. This process is

nothing but the verification whether the customers need is satisfied both in cost and in

quality. At the end of negotiation there may be two decisions either the order may be

cancelled or order may be confirmed. In case of cancellation there may be two reasons for

that. The first one is that the company may not be cost effective to the customer. In case of

conformity the following procedure take place.

Step 5: Placing the work order

The work order completely consists of the systematic process to be done for

manufacturing the product. The delivery date is also mentioned along with it. This work order

is given to the design, purchase and production departments.

2.5.2 DESIGN DEPARTMENT

On receiving the work order form the marketing department along with the entire drawing

of the product, part drawings are drawn by them as per the requirement of each machine

section and are given to the purchase and production department. They mainly use Auto

CAD, Pro-E software for this designing purpose. Mainly engineers study the drawing of the

customer. After the clear study of the drawing. Then part drawings are made. They are

divided into parts based on the availability of the machines; operators and some of the

drawings should also be completed by the vendors. Thus these part drawings help to do the

work some efficiently when compared to the whole drawing process.

Software used:

Auto CAD:

This is highly professional software where all the need of a designer are met completely.

Pro-E:

This is also designing software which highly facilitates 3D drawings.


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Master CAM:

This software enables clear layering of the drawings by which in turn part drawings are

able to be drawn.

2.5.3PURCHASE DEPARTMENT

They study the drawings completely. Then they analyze the requirement of the drawing.

The materials required are sorted out and then bill is placed to the supplier. They possess

almost all the details of the suppliers. They go for different suppliers for different items as per

their specialty. This purchase may be again classified as follows.

Stores:

The purchase order [P.O] is placed by the purchase department. The standard items are

bought and stored. These kind of bought-out materials are bought and stored permanently

regardless of the work order.

Raw materials:

The raw materials needed for the manufacture of the product is bought based on the P.O.

usually iron, aluminum, plastic serve as the best raw materials. This is bought according tothe need of the work order. The bill is issued for the specific W.O. and the bill is recognized

by this number.

This is also called material inverting. When the material is supplied by the supplier an

invoice and delivery chelan is placed.

2.5.4PRODUCTION DEPARTMENT

Based on the part drawing given by the design department and based on the materials

available the production department analyses whether the jobs has to done in house or

vendors. This decision on the availability of the machines, tools and also to manage the time.

Production planning and control

The operations required for manufacture of the product are analyzed. For any work order

sizing is the first operation. The raw materials are first sized. Then the stage report is

prepared for the various other operation some of which may be diverted to the vendors.


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Then the operations to be performed by the individual machines are classified. Then the

corresponding operators of the machines are given their respective jobs. This is called

scheduling. This is done on daily basis. Based on work order their duty is assigned for both

day and night shift operations.

Job card entry is the process where the operator enters the operation done by him. The

actual required for the operation and the total time required by the operator are all observed.

Based on this entry rating of the operation is done. This helps to encourage them.

Vendors

The job to be performed external to the in house is given to the vendors. They perform the

required operation and return the finished products. Mostly some intermediate jobs like

welding are given outside. They have a specific issue number. The delivery date is also

specified and the delivery is also based on the issue number.

2.5.5QUALITY CONTROL DEPARTMENT

The duty of the quality control department is to determine the quality of the product. Thos

analysis is done for both in house and vendor products. They check for accuracy. In case of

error a non conformity report is given by this department. If an error occurs in the vendorsproduct, the calculated amount is debited from their account. If it is an in house product the

respective operator is warned about. If it is repeated then IPRR-in process reason report is

received from the operator. This may also lead to salary deduction. Thus based on the

consistency of the product manufactured the quality check is done at periodic intervals.

The quality control department makes use of some computer controlled machines such as

the Capability Maturity Model(CMM) to check the accuracy of the product.

2.5.6HUMAN RESOURCE DEPARTMENT

Human resource is considered to be the most important and the most efficient department

in an industry only if the human source is functioning properly it will be lead to the smooth

functioning of an industry. It is very easy to control 100 machines when compared to a single

man. Thus the human resource department completely takes care of the employee

management.


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a) PayrollWhen an employee is appointed the entire details about him are collected and placed

in the companys record. This can be later referred to whenever needed. From the time

the employee is registered all his activities inside the organization is clearly monitored.

When found to be caught for any illegal affairs them there is a black mark in his resume.

On the other hand if the employee is found to be very sincere and fruitful worker then the

company recognizes it. He may be awarded with an increment in his salary or other

special allowances.

b) Attendance management: Is another important criterion of this department? The dailyrecords show the punctuality and sincerity of the workers. This is maintained by the

human resource department. There is a time keeper at 5 the gate who clearly watches over

regarding the punctuality of the staffs.

Thus the human resource department serves as the backbone of any industry.

2.6 PRODUCT PROFILE

Vishal Precision Products - include Die casting dies, Drill jigs and Fixtures, Die housings

and Precision machining

Vishal Precision Products is a leading manufacturer of standard mould bases and custom

mould bases for various industrial applications. The products range covers mould bases,

pressure die castings, dies, die housings, drill jigs, fixtures, precision machining and mould

maker accessories.

Established in 1986, Vishal Precision Products has carved a niche for itself in the mould

business. The ISO 9001-certified company caters to the demand for mould based products in

the industry.

All custom mould bases come with specially machined features, including pocket opening,

finger cam / pin holes and side core holders. Vishal Precision Products implements

uncompromised quality control measures to ensure high quality and reliability in its products.


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a) Mould base / Mould maker accessoriesPrecision machining products include mould base, mould maker accessories, gauges,

templates, job works, export components, etc. The company offers customized mould base,

mould maker accessories and products for precision machining to its customers. The range of

products for precision machining and mould maker accessories are widely accepted in the

industry.

Vishal Precision Products manufactures precision tool dies including progressive die,

mould maker accessories and forming tools at high level of accuracy. Vishal manufactures

mould base and mould maker accessories for plastic injection moulds, die housings for

pressure die casting dies and plate die for press tools.

Precision Precision Products machining includes pillars, bushes, stop buttons, ejector

systems finger cam and other mould maker accessories, which are accurately machined and

fitted.

b) Pressure die casting diesThe mould base of the company includes pressure die casting dies and die housings.

Die housings for pressure die casting dies are widely used in different industries. The

company customizes the mould base, including pressure die casting for plastic injection

moulds.

A variety of plate die sets under the pressure die casting dies for press tools are

available at global quality standards. Vishal Precision Products customizes the pressure die

casting dies for various requirements of customers.

c) Drill jigs and FixturesUsing state-of-the-art technology, Vishal Precision Products produces drill jigs and

fixtures for grinding, turning, milling, boring, CNC machining, etc. In addition to drill jigs

and fixtures, Vishal Precision Products also manufactures sub assemblies, assembly fixtures

and testing fixtures. Under the drill jigs and fixtures category, a variety of products are being

developed by the company.

The other range of drill jigs and fixtures include critical profiles for fitting inserts

(pockets, bores) and slots for side cores and guide rails. These profiles under the drill jigs and

fixtures category can be machined to the required tolerance by computer numerical control

(CNC) machines.


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2.7 CONCLUSION

This chapter presented a review of the literature regarding the constructs of the

proposed model. It began with a discussion of Emotional Labour, display rules, the acting

paradigm, the research framework, and the consequences of Emotional Labour. Issues

concerning the quantitative approach to studying Emotional Labour were also discussed.

Based on the proposed theoretical model, this chapter presented the antecedents,

consequences, and moderators of Emotional Labour in detail. Based on the relationships

among the constructs, research hypotheses were formulated and discussed.


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CHAPTER-3

RESEARCH METHODOLOGY

3.1 RESEARCH METHODOLOGY AND ITS SIGNIFICANCE

Research methodologyis a way to systematically solve the research problem. It may

be understood as a science of studying how research is done scientifically. In this study the

researcher is trying to solve the research problem. In order to achieve this, it is necessary for

the researcher to know not only the research techniques but also the methodology of doing a

research.

For an effective decision making process, an accurate and timely information is

highly necessary for any level of managers in an organization. Gathering such sound

information are possible only with an effective research methodology.

3.2 DESIGN OF THE STUDY

Considering the nature of the problem and the data required for the study, the

researcher has decided to adopt survey method of collecting data. A survey design can be

defined as the plan for conducting the research. the research design is the blueprint for

fulfilling objectives and answering questions (Cooper and Schindler, 2007).

3.3 RESEARCH SETTING AND STUDY POPULATION

A research setting can be defined as the natural or artificial field to carry out the

research study. In natural setting, field studies are conducted. Artificial environment are

staged in lab or field experiments.In the present study, the research setting was in Vishalprecision products private limited, Coimbatore.

A study population is defined as a well-defined collection of individuals in a study,

known to have similar and binding characteristics or traits. The respondents of the present

study were the permanent employees of Vishal precision products private limited,Coimbatore and included both the top management and the functional level employees.


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3.4 SAMPLE DESIGN

A sample is a part of the target population, carefully selected to represent that

population (Cooper and Schindler, 2007). In the sampling design, elements are selected

individually (unrestricted) or in a controlled way (restricted) from the list of all objects in the

population (Krishnaswamy, Sivakumar, Mathirajan, 2006). The present study has adopted

convenience sampling method.

Whoever is easily accessible, subjects who are cooperative, or subjects who can

articulate are chosen and hence it is called as convenience sampling. The study was

undertaken among 100 respondents.

3.5 CONSTRUCTION AND STANDARDIZATION OF THE RESEARCH TOOL

The data collection was done with the aid of a questionnaire. The questionnaire was

made based on the insights of literature review and pilot testing. The questionnaire was

distributed to the respondents and they were asked to complete it in a convenient location.

The questionnaire consists of the Demographic Survey which includes the various

data such as gender, age, educational qualification, department, total number of years of

experience in the current organization and total years of work experience.

The questionnaire included the employee welfare measures Scale which was article in

job welfare inventory.

3.6 PILOT STUDY

A pilot test was conducted to detect to check if the questionnaire is understandable,

the feasibility of using the instrument and to check for the average time taken complete the

questionnaire.


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3.7 COLLECTION OF FINAL DATA

Considering the objectives of the present study the researcher conducted the data

collection from January 9, 2012 to February 9, 2012 at Vishal precision products private

limited, Coimbatore. A total of 100 responses were collected from the permanent employees

of Vishal precision products private limited, Coimbatore.

The time taken by the employees to complete their questionnaire was approximately

25 minutes on an average.

3.8 STATISTICAL TOOLS USED

The collected data was subjected to the following analysis to investigate research

question formulated for the present study, by using the SPSS (Statistical Package for Social

Sciences) software.

Only percentage analysis was done to analyze the date collected.

3.9 LIMITATIONS OF THE STUDY

a) The time period for data collection was limited to one month.

b) It was a real challenge to garner responses from the participants as they were busy with

their hectic work schedule.

c) There may be errors due to biased opinion of the respondents.

3.10 CONCLUSION

In this chapter, the researcher has attempted to present and discuss the research

methodology undertaken to complete the study. Further this chapter also provides the types of

statistical techniques employed and limitations of the study. The next chapter will deal with

the analysis and interpretation of the data.


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CHAPTER-5

FINDINGS, SUGGESTION AND RECOMMENDATION

5.1 GENERAL

This chapter explains the findings, suggestion, recommendations and conclusions of

the research study. Findings are derived from the analysis of data. Suggestions are based on

findings and in this chapter recommendations for future researchers are also made.

5.2 FINDINGS

79% of the respondents are working in production department. 98% of the respondents are male. 42 % of the respondents are in between the age group of 30-40. 76 % of the respondents is married. 34% of the respondents have 5-10 years experience. 32 % of the respondents are diploma. 54 % of the respondents earns above 9000. 74 % of the respondents an satisfied in their bonus and salary increments. 32% of the respondents are dissatisfaction in their canteen facility. 36 % of respondents are dissatisfaction in their transport facility. 70 % of respondents are satisfaction in their medical facility. 43 % of respondents are dissatisfaction in their rest room facility.

42 % of respondents are dissatisfaction in their recreational facility. 46 % of respondents are satisfaction in their education facility. 40 % of respondents are satisfaction in the housing facility. 54 % of respondents are satisfaction in their first aid facility. 41 % of respondents are satisfaction and highly satisfactory in their toilet facility. 76 % of respondents are satisfied with employee welfare measures provided by the

company.


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The study shows that 54% respondents agree to the fact the welfare measures help increating better industrial relation, 14% respondents strongly agree, 14% respondents

neither satisfied and nor dissatisfied, 14% respondents strongly disagree,14%

respondents disagree to the fact the welfare measures help in creating better industrial

relation.

The study shows that 54% respondents agree to the fact the welfare measures buildgreater loyalty to the company,14% respondents strongly agree, 18% respondents

neither satisfied and nor dissatisfied, 2% respondents strongly disagree,12%

respondents disagree to the fact the welfare measures build greater loyalty to the

company.

The study shows that 44% respondents agree to work with team spirit, 36%respondents strongly agree, 12% respondents neither satisfied and nor dissatisfied,

4% respondents strongly disagree, 4% respondents disagree to work with team spirit

of the company.

The study shows that 32% of the respondents feel that the welfare measures alwayshelp to satisfy their needs, 40% of the respondents almost always, 16% of the

respondent sometimes, 12 % of the respondent are seldom.

The study shows that 24% of the respondents are solving problem faced by employeesalways, 36% of the respondents almost always, 22% of the respondent sometimes, 10

% of the respondent are seldom, 8% of the respondents never.

The study shows that 46% of the respondents satisfied to the safety helmets given bythe organization, 18% respondents are highly satisfied, 18% respondents are

dissatisfied, 12% respondents are highly dissatisfied, 6% respondents are neutral.

The study shows that 52% of the respondents satisfied to the leather gloves given bythe organization, 14% respondents are highly satisfied, 24% respondents are

dissatisfied, 2% respondents are highly dissatisfied, 8% respondents are neutral.

The study shows that 46% of the respondents satisfied to the safety shoes given by theorganization, 30% respondents are highly satisfied, 20% respondents are dissatisfied,

4% respondents are highly dissatisfied.

The study shows that 30% of the respondents satisfied to the safety boots given by theorganization, 12% respondents are highly satisfied, 22% respondents are dissatisfied,

20% respondents are highly dissatisfied, 16% respondents are neutral.


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The study shows that 24% of the respondents satisfied to the safety belt given by theorganization, 4% respondents are highly satisfied, 28% respondents are dissatisfied,

24% respondents are highly dissatisfied, 20% respondents are neutral.

The study shows that 32% of the respondents to use of above safety measure always,46% of the respondents almost always, 12% of the respondent sometimes, 4 % of the

respondent are seldom, 6% of the respondents are never.

64 % of the respondents is highly satisfied in their drinking water facility. 60 % of the respondents is highly satisfied in their ventilation and lightning facility. The study shows that 48% of the respondents satisfied to the provident fund given by

the organization, 42% respondents are highly satisfied, 4% neither satisfied and nor

dissatisfied, 6% respondents are dissatisfied.

The study shows that 64% of the respondents satisfied to the pension given by theorganization, 10% respondents are highly satisfied, 8% neither satisfied and nor

dissatisfied, 18% respondents are dissatisfied.

The study shows that 30% of the respondents satisfied to the insurance scheme givenby the organization, 18% respondents are highly satisfied, 10% neither satisfied and

nor dissatisfied, 34% respondents are dissatisfied, 8% respondents are highly

dissatisfied.

The study shows that 54% of the respondents satisfied to the gratuity given by theorganization, 10% respondents are highly satisfied, 8% neither satisfied and nor

dissatisfied, 18% respondents are dissatisfied, 10% respondents are highly

dissatisfied.

It was found that majority of the employees are satisfied with the training programsprovided by the company.82% of the respondents say yes, 18% of the respondents say

no.

It was found that majority of the employees effectiveness,72% of the respondents sayyes, 28% of the respondents say no.


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5.3 SUGGESTIONS

The management of Vishal Precision Products (P) Ltd takes care of the welfare of the

employees. However few suggestion are made that would make the employees happier.

They are as follows;

Organization should ensure healthy working condition as workers feel thatmanagement takes little interest in improving the welfare facilities of the workers.

Organization should be focusing its attention on to the overall development ofworkers.

Management should provide cool drinking water, spittoons and more cleanwashrooms.

The company should improve the incentive plan. Company may try to maintain the present satisfactory level of the employees and reach

greater height in future.

The company should pay more attention for improving the safety measures. The company may increase the salary for all the employees. The company may increase the bonus to make the employees more satisfied. The company may provide more rest room facilities to make employees comfortable. The company may make some additional recreational facility to make employees relax. The company may concentrate on making educational facilities to make employees better

in skills and knowledge.

The company may provide safety shoes and safety boots to the employee to make theirwork easier and safer.

The company may provide some additional transport facilities to the facilities to makeimprove employees conveyance.


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5.4 RECOMMENDATION FOR FUTURE RESEARCH

Employee welfare measures at vishal precision product private limited play vital roles in

the effective functioning of any organization. This is being evident from existing research on

welfare measures. This study found that organization must focus their attention towards

investing to cater better welfare measures within the organization. The present study can be

done in a larger search in the same company to get better insights to the findings.

The present study can be conducted in various other industries with different

characterstics of respondent participating, which would further expand and confirm the

welfare field of research in this area. Future research might also explore the implication of

welfare measures on the organizations.

It will be beneficial to develop a new conceptual framework to be developed to measure

the welfare measure and the study can be carried out in various industries to generalize the

results.

5.5 CONCLUSION

Vishal Precision Products (P) Ltd has provided many benefits and facilities to their

employees. This report would surely be useful to the management to know about the opinion

of the employees on those benefits with the help of this report, the management can also take

any remedial measures to necessarily motivate the employees by providing adequate welfare

facilities and other fringe benefits. This study revealed employee satisfaction levels, with the

welfare provisions offered by the company. If the company can get the suggestions from the

employee; it will enhances satisfactory levels of the employees. This may leads to raise the

employees morale in their employment and any concern can succeed through the employees

who are the main assets of an organization and not through the technology, experts and

specialists alone.


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REFERENCES

The machinery, technology and other imported items are not important to the organization

the main important one to the organization is the employees, they are asset to the

organization.

The organization can grow only along with the growth of the employee in the organization

and it can reach the greatest height if the employees in the organization are fully satisfied and

dedicated to the organization for its growth.

References:

C.R. Kothari Research Methodology Methods and Techniques 2nd Revised editionNew Age International Publisher, New Delhi.

K. Aswathappa, Human Resource Management 5th edition Tata Mc Graw HillEducation Private Limited, New Delhi.

Edwin B.Flippo, Personal Management, New York Mc Graw Hill Book andcompany, 1984.

Stephen P. Robbins Organizational Behavior 13th edition Pearson Education.Inc R.S. Bhardwaj, Business Statistics 2nd edition Excel Books, New Delhi. L.M. Prasad, Organization Behavior, 2nd edition; Sultan Hand & Sons, New Delhi. N.D.Kapoor, elements of industrial Law, 1999,10th edition, Sultan Chand & Sons.


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APPENDIX

Place: Coimbatore

Date: 26.12.2011

Dear Respondent,

For my MBA major project, as a student of SNT Global Academy of Management

Studies and Technology, Coimbatore, I am carrying out a study on Effectiveness of

Employee Welfare Measure at Vishal Precision Product Private Limited Coimbatore. I am

collecting the data from over 100 Professionals employees in the Precision industry of a

private sector. I request you to participate in gathering the data in this project.

The following page contains some questions / statements. There are no rights or

wrong answer these questions / statements. Please give your answers, Kindly, without

discussing with your co- workers. All data will be kept confidential. Specific individual will

not be mentioned in the report.

Thanking you for your participation,

Anbuselvan.A

08056850857

[email protected]


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APPENDIX

A STUDY ON EMPLOYEE WELFARE MEASURES WITH SPECIAL

REFERENCE TO VISHAL PRECISION PRODUCTS PVT.LTD

PEELAMEDU, COIMBATORE.

QUESTIONNAIRE

1) Department: -----------------------------------------------------------------------2) Sex

(a) Male (b) Female

3) Age(a) Below 20 years (b) 20-30 years

(c) 30-40 years (d) above 40 years

4) Marital status(a) Married (b) Unmarried (c) Divorced

5) Educational qualification of the employees(a) SSLC (b) ITI (c) Diploma

(d) Degree (e) Illiterate (f) Others

6) Monthly Salary(a)Below 3000 (b) 3001 to 6000(c) 6001 to 9000 (d) Above 9000

7) How long you have been working in this organization?(a)Below 5 years (b) Above 5 years to 10 years(c) Above 10 years to 15 years (d) Above 15 years

8) Are you satisfied with bonus provided by your company?(a) Highly Satisfied (b) Satisfied (c) Neither satisfied and Nor dissatisfied

(d) Dissatisfied (e) Highly Dissatisfied

9) Are you satisfied with the welfare measures provided at your company?(a)Highly Satisfied (b) Satisfied (c) Neither satisfied and Nor dissatisfied



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10) Give your response for the following statement(StronglyDisagree = SD, Disagree =D,

Neither satisfied andNorDissatisfiedNAND, Agree A, StronglyAgree SA)

Welfare measures help to

Strongly

DisagreeDisagree

Neither satisfied

and Nor

Dissatisfied

AgreeStrongly

Agree

Create better

industrial

relation

Build greater

loyalty to the

company

Helps for team

spirit

11) What is your opinion about the following welfare measures at your company?

(Highly Satisfactory HS,Satisfactory S,

Neither satisfied andNorDissatisfiedNAND, Dissatisfactory D,

HighlyDissatisfactory

HDS)

WELFARE

MEASURES

Highly

SatisfactorySatisfactory

Neither

satisfied

and Nor

Dissatisfied

DissatisfactoryHighly

Dissatisfactory

Medical

Facilities

Canteen

Facilities

Rest Room

Facilities

Recreational

Facilities

EducationFacilities

Transport

Facilities


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Housing

Facilities

First Aid

Facilities

Toilet Facilities

12) Do the welfare measures satisfy your needs?(a) Always (b) Almost Always (c) Sometimes

(d) Seldom (e) Never

13) To what extent the welfare help in solving the problem faced by employees?(a) Always (b) Almost Always (c) Sometimes


14)Are you satisfied with the precision of following safety measures?Provision of safety

measures

Highly

SatisfiedSatisfied Dissatisfied

Highly

DissatisfiedNeutral

Safety

helmets

Leather

gloves

Safety shoes

Safety boots

Safety belt

15)Do you make use of the above safety measures provided to you?(a)Always (b) Almost Always (c) Sometimes


16) Are you satisfied with the drinking water facility?(a)Highly Satisfied (b) Satisfied

(c) Dissatisfied (d) Highly Dissatisfied


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17)Are you satisfied Ventilation and lightning in your work area?(a) Highly Satisfied (b) Satisfied (c)Neither satisfied and Nor dissatisfied


18) To what extent you are satisfied with the following provisions?

ParticularHighly

SatisfiedSatisfied

Neither

satisfied

and Nor

dissatisfied

DissatisfiedHighly

Dissatisfied

1.Provident fund

2.Pension

3.Insurance

Scheme

4.Gratuity

19) Have you attended any safety training programme conducted by your company?(a) Yes (b) No

If yes, was the safety training programme effective?

(a)Yes (b) No

Thank you


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