final

HINDALCO INDUSTRIES LIMITED

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DECLARATION

I hereby declare that this project titled “SATISFACTORY LEVEL OF EMPLOYEES WITH THE

WELFARE FACILITIES AT HINDALCO” at Hindalco Ind. Ltd., has been completed in Hindalco

Industries Limited, Renukoot. It is my own and original work. This is a project report submitted in partial

fulfillment of the MPM. It has never been submitted nor published anywhere else before.

The above statement is true to the best of my knowledge.

Vikas Sarolia


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GUIDE’S CERTIFICATE


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COMPANY’S CERTIFICATE


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ACKNOWLEDGEMENT

My heartfelt thanks to Hindalco industries ltd an Aditya Birla group for giving me an opportunity to learn

and complete my dissertation work. I thank Hindalco industries ltd. from the bottom of my heart that has

given me a valuable chance to be associated with it.

I extend my sincere thanks & gratitude towards Mr. A.P.Panday (Assistant General Manager ER) who has

shown confidence in me and assigned a project. In spite of his busy schedule he spent quality time with me,

explaining the framework and intricacies of HR/ER department. I feel honored to have him as a guide

throughout my project & always be grateful for his affection and respect. I am very much indebted for his

continuous support and guidance.

My special thanks goes to Mr. S.K.Das, for their cooperation & guidance.

Vikas Sarolia


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PREFACE

In the era of globalization and liberalization of the economy, business practices are in the process of getting

modified at greater speed with the change in the policies and procedure of government .in this context,

business education is also witnessing great transformation which strike for excellence to meet the global

standard so that our new managers are not only able to get them absorbed to do the right thing at the right

time. Therefore HR plays a very potent force in an organization to achieve its endeavor.

―Time and again the supremacy of human element cannot be over emphasized. The success of failure of an

organization depends on people, a human being on their talent, on their ability, on their enterprise, on their

initiative to lead and coordinate the others, to work as a team. It also depends on the ability so the

Organization motivates them to greater height ―

I have taken my project report topic as ―SATISFACTORY LEVEL OF EMPLOYEES WITH THE

WELFARE FACILITIES AT HINDALCO”. I hope this report will prove to be an indispensible

companion for all those who are concerned & who are in any way interested in the subject matter of this

report.

This was a great experience for me during my training period. I wish you will have an interesting ride in the

page ahead.


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CONTENT

Table of Contents

Acknowledgement

Preface

Executive summery

Aditya Birla groups profile

Overview of the Hindalco

Labour welfare

Welfare facilities provided at Hindalco

Welfare department

Research methodology

Data presentation , analysis and interpretation

Conclusion

Recommendation

Bibliography

Questionnaire


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EXECUTIVE SUMMARY

elfare of employee and his family members is an effective advertising and also a method of buying

the gratitude and loyalty of employees. Employee welfare is a comprehensive term including

various services, benefits and facilities offered by the employer.

The basic purpose of labour welfare is to enrich the life of employees and keep them happy and

contented. Welfare facilities enable workers to have a richer and more satisfying life. It raises the standard

of living of workers by indirectly reducing the burden on their pocket.

Welfare means improving, faring or doing well. It is a comprehensive term, and refers to the

physical, mental, moral and emotional well-being of an individual. Further, the term welfare is a relative

concept, relative in time and space. It therefore, varies from time to time, region to region and from country

to country.

Labour welfare is an important aspect in every organization with some added incentives which enable

the workers to lead a decent life. There are several agencies involved in the labour welfare work namely the

central government, employer‘s trade union and other social service organization. Welfare services may

broadly be classified into two categories:-

1) Intramural

2) Extramural

In order to get the best out of a worker in the matter of production, working condition is required to

be improved to large extent. The work place should provide reasonable amenities for the worker‘s essential

need.

Today various medical services like hospital, clinical and dispensary facilities are provided by organizations

not only to the employees but also to their family members. Normally welfare and recreational benefits

includes canteens, housing, transportation, education etc.

W


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Some large organizations set up welfare organizations with a view to provide all types of welfare

facilities at one Centre and appointed welfare benefits continuously and effectively to all employees fairly.

HINDALCO (Renukoot) area has recognized that welfare of employees by improving their quality of life

and their family‘s wellbeing in general will help in achieving the objectives of organization directly and

indirectly thereby increasing and improving production and productivity. This task is carried on ceaselessly

by involving employees, workers, representatives and management representative. HINDALCO is spending

lots of money on the employee welfare. Welfare facilities provided by this organization are unique for all the

employees. The only difference is that the top level officers receive some additional facilities along with

routine one.

With the help of the project an attempt is made to study the welfare measures provided to employees,

what is the procedure, time required for sanctioning welfare facilities and such other basic policies of the

organization.

The study is based on the information collected from respondents through questionnaire. The data analyzed

is presented in the form of graph and on the basis of that conclusions are made. At last the required

suggestions are given.

After analyzing the data it is found that the employees are satisfied with the welfare facilities provided to

them by the HINDALCO.


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ADITYA BIRLA GROUP PROFILE

A US$ 30 billion corporation, the Aditya Birla Group is in the League of Fortune 500. It is anchored by an

extraordinary force of 130,600 employees, belonging to 40 different nationalities. In the year 2009, the

Group was ranked among the top six great places for leaders in the Asia-Pacific region, in a study conducted

by Hewitt Associates, RBL Group and Fortune magazine. In India, the Group has been adjudged the best

employer in India and among the top 20 in Asia by the Hewitt-Economic Times and Wall Street Journal

Study 2007.

Over 60 per cent of the Group's revenues flow from its overseas operations. The Group operates in 27

countries – Australia, Bahrain, Bangladesh, Brazil, Canada, China, Egypt, France, Germany, Hungary,

India, Indonesia, Italy, Korea, Laos, Luxembourg, Malaysia, Myanmar, Philippines, Singapore, Sri Lanka,

Switzerland, Thailand, UAE, UK, USA and Vietnam.

Globally, the Aditya Birla Group is:

:: A metals powerhouse, among the world's most cost-efficient aluminium and copper

producers. Hindalco-Novelis is the largest aluminium rolling company. It is one of

the three biggest producers of primary aluminium in Asia, with the largest single

location copper smelter

:: No.1 in viscose staple fiber

:: The fourth-largest producer of insulators

:: The fourth-largest producer of carbon black

:: The fifth-largest producer of acrylic fibre

:: The eighth-largest cement producer

:: Among the best energy-efficient fertilizer plants

http://www.novelis.com/


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In India:

:: One of the leading cement producers

:: The top fashion (branded apparel) and lifestyle player

:: The second-largest producer of viscose filament yarn

:: The second-largest in the chlor-alkali sector

:: Among the top four mobile telephony companies

:: Among top 10 Indian BPO companies by revenue size

:: A leading player in life insurance and asset management

:: Among the top three supermarket chains in the retail business

Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success does not come in the

way of the need to keep learning afresh, to keep experimenting .

Beyond Business

Transcending business for over 50 years now, the Group has been and continues to be involved in

meaningful welfare-driven initiatives that distinctly impact the quality of life of the weaker sections of

society in India, South-East Asia and Egypt.

In India, the Group's social projects span 3,000 villages. It reaches out to seven million people annually

through the Aditya Birla Centre for Community Initiatives and Rural Development, spearheaded by Mrs.

Rajashree Birla. Its focus is healthcare, education, sustainable livelihood, infrastructure and espousing social

causes.

The Group runs 42 schools, which provide quality education to over 45,000 children in India's interiors. Of

these, over 18,000 children receive free education. An additional 8,000 students receive merit scholarships.

Likewise at its 18 hospitals in India, more than a million patients are given extremely subsidised medical


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care. To embed corporate social responsibility as a way of life in organisations, the Group has set up the

FICCI – Aditya Birla CSR Centre for Excellence, in Delhi.

The Group transcends the conventional barriers of business and reaches out to the marginalised because of

its conviction of bringing in a more equitable society.

The roots of the Aditya Birla Group date back to the 19th century in the picturesque town of Pilani, set

amidst the Rajasthan desert. It was here that Seth Shiv Narayan Birla started trading in cotton, laying the

foundation for the House of Birlas.

Through India's arduous times of the 1850s, the Birla business expanded rapidly. In the early part of the 20th

century, our Group's founding father, Ghanshyamdas Birla, set up industries in critical sectors such as

textiles and fibre, aluminium, cement and chemicals. As a close confidante of Mahatma Gandhi, he played

an active role in the Indian freedom struggle. He represented India at the first and second round-table

conference in London, along with Gandhiji. It was at "Birla House" in Delhi that the luminaries of the Indian

freedom struggle often met to plot the downfall of the British Raj.


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ADITYA VIKRAM BIRLA: putting India on the world map

A formidable force in Indian industry, Mr. Aditya Birla dared to dream of setting up a global business

empire at the age of 24. He was the first to put Indian business on the world map, as far back as 1969, long

before globalization became a buzzword in India.

In the then vibrant and free market South East Asian countries, he ventured to set up world-class production

bases. He had foreseen the winds of change and staked the future of his business on a competitive, free

market driven economy order. He put Indian business on the globe, 22 years before economic liberalization

was formally introduced by the former Prime Minister, Mr. Narasimha Rao and the former Union Finance

Minister, Dr. Manmohan Singh. He set up 19 companies outside India, in

Thailand, Malaysia, Indonesia, the Philippines and Egypt.

Interestingly, for Mr. Aditya Birla, globalization meant more than just

geographic reach. He believed that a business could be global even whilst

being based in India. Therefore, back in his home-territory, he drove

single-mindedly to put together the building blocks to make our Indian

business a global force. .

.

Under his stewardship, his companies rose to be the world's largest producer of viscose staple fibre, the

largest refiner of palm oil, the third-largest producer of insulators and the sixth-largest producer of carbon

black. In India, they attained the status of the largest single producer of viscose filament yarn, apart from

being a producer of cement, grey cement and rayon grade pulp. The Group is also the largest producer of

aluminium in the private sector, the lowest first cost producers in the world and the only producer of linen in

the textile industry in India.


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At the time of his untimely demise in 1995, the Group's revenues crossed Rs.8,000 crore globally, with

assets of over Rs.9,000 crore, comprising of 55 benchmark quality plants, an employee strength of 75,000

and a shareholder community of 600,000.

Most importantly, his companies earned respect and admiration of the people, as one of India's finest

business houses, and the first Indian international Group globally. Through this outstanding record of

enterprise, he helped create enormous wealth for the nation, and respect for Indian entrepreneurship in South

East Asia. In his time, his success was unmatched by any other industrialist in India.

That India attains respectable rank among the developed nations, was a dream he forever cherished. He was

proud of India and took equal pride in being an Indian.


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KEY BUSINESS OF THE GROUP

Aluminium

Brands Company

Everlast aluminium roofing sheets

Hindalco

Freshwrapp aluminium foil

Hindalco

Freshpakk semi-rigid containers Hindalco

Permashield waterproofing Hindalco

Copper

Brands Company

Birla Copper Hindalco

Birla Gold Hindalco

Birla Silver Hindalco

Cement

Brands Company

Birla Super

Grasim

UltraTech Cement

UltraTech Cement

Vikram Cement Grasim

Rajashree Cement Grasim

http://www.hindalco.com/businesses/rolled_products_buildingsheets.htm

http://www.hindalco.com/

http://www.hindalco.com/businesses/foil_and_packaging.htm




http://www.hindalco.com/businesses/aluminium_overview.htm


http://www.birlacopper.com/




http://www.hindalco.com/businesses/copper_overview.htm#02


http://www.hindalco.com/businesses/rolled_products_buildingsheets.htm

http://www.grasim.com/

http://www.ultratechcement.com/


http://www.grasim.com/products/cement.htm


http://www.grasim.com/products/cement.htm



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UltraTech Concrete

UltraTech Cement

Birla White

Grasim

Garments

Brands Company

Louis Philippe

Aditya Birla Nuvo

Van Heusen

Aditya Birla Nuvo

Allen Solly

Aditya Birla Nuvo

Peter England

Aditya Birla Nuvo

Esprit

Aditya Birla Nuvo

The Collective

Aditya Birla Nuvo

Carbon

Brands Company

Birla Carbon

Aditya Birla Nuvo

Retail

Brands Company

more.

Aditya Birla Retail Limited

Telecom

Brands Company

Idea

Idea Cellular

http://www.ultratechconcrete.com/index.html


http://www.birlawhite.com/


http://www.louisphilippe.com/

http://www.adityabirlanuvo.com/

http://www.vanheusenindia.com/


http://www.allensolly.com/


http://www.peterengland.com/


http://www.adityabirlanuvo.com/maduragarments/profile.aspx?id=Ry2ILhnoSIA=


http://www.adityabirlanuvo.com/maduragarments/profile.aspx?id=Ry2ILhnoSIA=


http://www.adityabirlanuvo.com/hitechcarbon/index.aspx


http://www.morestore.com/

http://www.adityabirla.com/our_companies/indian_companies/retail.htm

http://www.ideacellular.com/

http://www.ideacellular.com/


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OVERVIEW OF THE HINDALCO

indalco industry limited is leader in aluminum and copper ,Hindalco industry limited the metals

flagship company of the Aditya Birla group is one of the world‘s largest aluminum rolling

companies and one the biggest producer of primary aluminum in Asia .established in 1958 Hindalco

commissioned its aluminum facility at renukoot in eastern Uttar Pradesh india in 1962.later acquisition and

mergers with Indal Birla copper and the nifty and MT Gordon copper mines in Australia, strengthened its

position in value added alumina aluminum and copper products.

The acquisition of Novelis Inc. in 2007 positioned it among the top five aluminium majors worldwide and

the largest vertically integrated aluminium company in india .today Hindalco is a metal powerhouse with

high end rolling capabilities and a global footprint in 12 countries . its consolidation turnover of usd 15

billion (Rs. 600,128 million ) places it in the fortune 500 league.

Hindalco’s business

Hindalco is one of the leading producer of alumina and copper. Its alumina unit across the globe encompass

the entire range of operations, from bauxite mining , alumina refining and alumina smelting to downstream,

extrusion, foils , along with captive power plant and coal mines.

Hindalco copper unit , Birla copper ,produces copper cathodes continuous cast copper rods and other by

product ,such as gold ,silver and dap fertilizers. Our copper smelter holds the unique distinction of being

among the world‘s largest single location custom smelter.

Units of Hindalco industries ltd are iso 9001:2000, iso 14001:2004 and has 18001 certified. They have

accorded the star trading house status in india. Hindalco aluminium metal is accepted for delivery under the

high grade aluminium contract on the London metal exchange (LME) .its copper quality standard are also

internationally recognized and registered on the lme with grade a accreditation.

H


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Aluminium

Hindalco major product include standard and specialty grade alumina‘s and hydrate aluminium ingot, billets

wire rods flat rolled product extrusion and foils.

The integrated facility at renukoot houses an alumina refinery and an aluminium smelter along with facilities

for the product of semi fabricate product, namely redraw rods flat rolled product and extrusion. The plant is

backed by a cooperation power unit and a captive power plant at Renusagar to ensure the continuous supply

of power for smelter and other operations.

A strong presence across the value chain and synergies between operations has given the company a

dominant share in the value added product market. As a step toward expanding the market for value added

product and services, Hindalco has launched various brand in recent years ever last roofing sheets,

freshwrapp kitchen foils and freahpakk semi rigid containers.

Copper

Birla copper. Hindalco copper unit is located at Dahej in Gujarat India. The unit has the unique distinction of

being one the largest single location copper smelter in the world. The smelter uses state of the art technology

and had a capacity of 500000 tps. Birla copper also produced precious metal, fertilizers and sulphuric and

phosphoric acid. The unit has captive power plant for continuous power generation and a captive jetty to

facilitate logistics and transportation.

Birla copper upholds its longstanding reputation for quality copper cathodes and continuous cast copper rods

by assuring its management processes meet the highest standard. It has acquired certification such as iso

9001:2000 (quality management system ) iso 14001:2004 (environment management system ) and ohsas

18001:2007 (occupational health and safety management system) .


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Mines

Hindalco acquired two Australian copper mines, nifty and mt Gordon in 2003. The Birla nifty copper mines

consists of an open pit mines, heap leach pads and a solvent extraction and electro winning (sxew)

processing plant, which produces copper cathode.

The MT Gordon copper operation consists of an underground mines and a copper concentrate plant. Until

recently, the operation produced copper cathode through the fabric leach process.

In 2004 a copper concentrator was commissioned to provide concentrate for use at Hindalco operation in

Dahej. During fy2008. Mt Gordon produced 23,886 tonnes of copper in cathode / concentrate.

Both nifty and MT Gordon have along term life of mines off take agreement with Hindalco for supply of

copper concentrate to the copper smelter at Dahej.

Cornerstones of growth

Hindalco well-crafted growth and integration hinges on the three cornerstones if cost competitiveness

quality and global reach. They are also committed to the triple bottom lines accountability of economic,

environment and social factors. Care for the community around its operation units is best exemplified by its

deep rooted social commitment.


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VISION, MISSION AND VALUES

Our vision

To be a premium metals major, global in size and reach, excelling in everything we do, and

creating value for its stakeholders

Our mission

To relentlessly pursue the creation of superior shareholder value, by exceeding customer

expectation profitably, unleashing employee potential, while being a responsible corporate citizen,

adhering to our values.


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Our values — Path to excellence

Honesty in every action.

On the foundation of integrity, doing whatever it takes to deliver, as promised.

Missionary zeal arising out of an emotional engagement with work.

Thinking and working together across functional silos, hierarchy levels, businesses and geographies.

Responding to stakeholders with a sense of urgency.


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SOME RECENT LANDMARKS

The Aditya Birla Group, India's first multinational corporation, traces its origins back to the tiny village of

Pilani in the Rajasthan desert, where Seth Shiv Narayan Birla started cotton trading operations in 1857.

Today, the Group's footprint extends to 20 countries and its revenues are US$ 28 billion. We retrace the

highlights of this remarkable journey, starting from the present.

2011 :: Mrs. Rajashree Birla was presented the All India Management Association (AIMA)

Managing India Award 2011 for 'Corporate Citizen of the Year'. The award was

presented by Mr. P. Chidambaram, India’s Union Minister for Home Affairs.

:: The Government of India has bestowed the Padma Bhushan Award on Mrs. Rajashree Birla for her

exemplary contribution in the area of ‗Social Work‘.The Padma Bhushan is among the highest civilian

awards in India and was conferred on Mrs Birla at a special ceremony on 01 April 2011.

2010

:: Ultratech's 'Concern for Health' project awarded the Asian Corporate Social

Responsibility Award by the Asian Institute of Management Centre for Corporate

Social Responsibility.

:: Hindalco ranked ninth across industries on Forbes Asia's Fab 50 companies list of Asia's 50 most valued

companies.

:: Mrs. Rajashree Birla, Chairperson, Aditya Birla Centre for Community Initiatives and Rural

Development receives 'Hello Hall of Fame' award for 'Exemplary Philanthropist of the year' from

Worldwide Media Goup's 'Hello' celebrity journal.

:: Indian Rayon, Veraval (a division of Aditya Birla Nuvo) is awarded The Rajiv Gandhi Environment

Award for Clean Technologies by The Ministry of Environment and Forests, Government of India.

:: Mr. Kumar Mangalam Birla, Chairman of the Group, presented the All India Management Association

(AIMA) Managing India Award 2010 for ' Business Leader of the Year'. AIMA confers these awards to


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persons who are ―exemplary leaders who have made a fundamental difference‖.

:: Mrs. Rajashree Birla, Chairperson, Aditya Birla Centre for Community Initiatives and Rural

Development, awarded the Global Golden Peacock Life Time Achievement Award for Community

Development for the year 2010 for "Outstanding Contribution Towards Community Development and

Social Welfare".

:: Hindalco and Birla White declared winners in the Golden Peacock Awards for Corporate Social

Responsibility 2010 by an eminent international jury, headed by Justice P.M. Bhagwati, the erstwhile

Chief Justice of India.

:: The Aditya Birla Centre for Community Initiatives and Rural Development team up with Columbia

University's research centre, the Columbia Global Centers' Earth Institute in Mumbai, to become its

principal partner. The Earth Institute's goal is to help achieve sustainable development primarily by

expanding people's understanding of the earth as one integrated system.

:: Hindalco wins Amity International Business School‘s, ‗Amity Corporate Excellence Award for

Corporate Social Responsibility‘

2009

:: Grasim's pulp and fiber division wins the highly prestigious Asian CSR Award. The

Asian CSR Awards, Asia's Premier CSR Awards program, is a project of the Asian

Institute of Management, Manila.

:: The Ministry of Labor and Social Welfare, Government of Thailand confers ―The Best Labor Relations

and Welfare Award, 2009‖ on Indo Thai Synthetic Company Limited.

:: Birla Sun Life Mutual Fund named "The Asset Management Company of the Year, India", by the Hong

Kong based magazine, The Asset, in the country awards category of their "Triple A Investment

Performance Awards 2009".

:: CNBC TV18 Crisil recognises Birla Sun Life Mutual Fund as "The Mutual Fund House of the Year" in

2008 and 2009 (for 2007 and 2008), creating history as the only fund house to have won this recognition


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in two consecutive years.

:: The Birla Sun Life Equity-Linked FMP wins the "Best Local Currency Structured Product-India" at the

Triple A Investment Performance Awards 2009.

:: Birla Sun Life Mutual Fund named the best "Onshore Fund House — India" by Hong Kong based

magazine, The Asian Investor, at the Investment Performance Awards 2009.

:: Rajiv Gandhi Award for Eminence in Social Field, 2009 conferred on Mrs. Rajashree Birla by Mr.

Jyotiraditya Scindia (Union Minister of State, Commerce & Industry) on 19 August 2009. The award

recognises Mrs. Birla's pathbreaking work among the poor, more so in India's villages, carried out

through the Aditya Birla Centre for Community Initiatives and Rural Development.

:: Idea Cellular wins the Economic Times' "Emerging Company of the Year Award for 2009".

:: Vikram Cement and Aditya Cement wins the Federation of Indian Mineral and Industries' "Social

Awareness Award for the year 2008-09".

:: Reader's Digest Pegasus Star Award conferred on Hindalco in recognition of work that truly exemplifies

the highest values of society and corporate leadership for social responsibility and sustainable

development initiatives. Mrs. Rajashree Birla who spearheads all the Group's social projects received

this much coveted award on behalf of Hindalco from Mr. Arun Jaitley, MP, Rajya Sabha, on 21 January

2009 in Delhi.


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GRADE AND WAGE STRUCTURE AT HINDALCO

Worker Number Wage Benifits

Permanent 5500 to6000 U-man: Rs 997

GradeC:Rs.1132

Grade B:Rs.1267

GradeA:Rs.1415

Special Grade:Rs.1625

Grade Charge:Rs.1835

Annual increments for the

above grades are

Rs.24,29,40,48,60 and 75

respectively.

In addition to thee are:

(a) D.A.:Rs.2691.70

(b) Conveyance:Rs.4 per day

(c) Night duty;Rs.3 per duty

(d)Washing:Rs.17

(e)For complete

attendance:Rs.50

Provident Fund

Bonus of Rs.110 per

month since 1986.

Medical allowance of up

to 45 days wages per

year.

58% of them are housed

in company quarters.

Gratuity paid according

to the scheme:

(a) below 5 years‘

service: no gratuity

(b) 5-10 years:18 days

wages per year

(c)10-15 years:21 days

wages per year

(d)15-20 years:26 days

wages per year

Badli as substitute to

permanent workers.

(a) Regular i.e. getting

continuous work

2500 to3000

(include both

type of badli

workers)

Same as U-man

No increments

No provident Fund.

Bonus of Rs.110 per

month from 1986.

Medical allowance of

upto 45 days wages per

year

No housing facilities.

Gratuity according to

scheme given

Badli

(b) Temporory assured

work forat least 15 days a

included in

above.

Same as U-man.

No increments.

No provident fund.

Bonus subject to 240

days work/year.


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month. Given break in

service after 3-5 months

No medical allowance.


Gratuity according to

scheme given above but

subject to at least 240

days of work each year.

Contract

(a) Supply i.e. involved in

permanent nature work.

7000 Minimum wage of Rs.52 per

day

No provident Fund.

No Bonus.

No Medical allowance.


No Gratuity.

Contract

(b) Civil i.e.

Those in construction work

or Temporary work

6000 Approximately Rs.42

Those residing in villages pay

Rs.8 for transport.

No Provident Fund or

gratuity.

No bonus

No Medical allowance

No housing facilities


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FULLY INTEGRATED OPERATION-RENUKOOT

Bauxite Mines

Alumina 660,000

TPA

Aluminum 345,000

TPA

Caustic Soda From

Subsidiary

Al. Fluoride From JV

Captive Power (820 MW)

Wire Rods

40,000 TPA

Rolled 80,000

TPA

Extrusion 13,700

TPA

Foils 5,000 TPA

Foils

5Wheels 300,000

Pcs


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HR vision

―To provide an enabling environment where employees‘ competencies are nurtured and harnessed towards

sustainable growth and leadership.‖

HR mission

―To proactively access and provide service for the HR needs of the business and customers for the

attainment of organization goals.‖

HR objectives

To collaborated with and support internal customer of HR in achieving business objective through

HR service viz effective manpower planning, ensuring harmonious industrial relations etc.

To review & redesign the structure of the organization with clarity of roles, responsibly and

accountability for overall organization effectiveness and speedy response to emerging business

challenges.

To develop knowledge & skill of the employees and groom leaders with functional and business

competencies to meet future demands of the organization.

To benchmark best HR practices in order to enhance human resource effectiveness.

To enhance employee productivity through rationalization of jobs and manpower optimization.

To promote employee involvement in decision making, team working creativity and empowerment.

To institutionalize transparency by framing, updating and communicating system and processes.

To maintain good liaison with environment and continuously benchmark and upgrade the standard of

safety and hygiene; and

To work towards improving the quality of work life of employees and the lives of their families.

Human resource at work in Hindalco

At Hindalco, HR policies are not only preached but also practiced in true spirit. Our HR vision which is

aligned to our business vision has provided us clear direction to plan our HR processes. To achieve our

overall organizational goal, we have undertaken a number of paralleled HR initiatives such as:

Availability of HR , ER & safety officer right at the shop floor to cater to the needs of employees

thus providing HR services at the door step of the customer.

Review up gradation of system, policies, processes to meet the emerging organizational & people

expectations.

Conducting regular organizational health survey (OHS) to increase employee participation.

Infusion of fresh blood/talent at all levels.

Building leadership pipeline through ―talent management‖ process.

Propagating e-learning as a means of self-development.


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Increasing employee involvement through greater commitment in small group activities like qualities

circle 5‘S etc.

Talent management

It refers to the conscious deliberate approach undertaken to attract, develop and retain people with the

aptitude and abilities to meet current and future organizational needs. It involves individual @

organizational development in response to a changing & complex operating environment. The career stages

model developed by Walt Mahler forms the basis of ABG‘S talent management framework. The core

essence of this model is the belief that managers to be effective. Every leader goes through six career turns

in his lifecycle. Manager Self (Individual Contributor) , Manage Other (Section Head) , Managers (Dept./

Regional/ Zonal Manager), Function Head/ SBU Head, Business Head

Time & payroll office

Mainly performs two activities (1) Time Keeping Activity (2) Payroll Activity.

Time keeping consists:

To keep attendance records.

To decide the schedule of shift duties

51 punching machines caleed ―Badge readers‖ are placed at different places to register the

attendance of the employees.

There are four working shifts:

7:30 A.M in the morning to 3:00 P.M in the evening

3:00 P.M in the evening to 11:00 P.M in the night

11:00 P.M in the night to 7:00 A.M. in the morning

8:00 A.M in the morning to 5:30 P.M in the evening

The leave provided by the organization to the employees is of four types:

Earn leave (EL) -1 day leave per 14 earning days (max.22 in a year )

Casual leave (CL) - 10 days to 12 per annum.

Shift leaves (SL) – 8hrs per day & up to 48hrs per week.

Monthly allowances for 100% attendance Rs.150 per month & Rs.700 per annum.

Max.50hrs of overtime per 3 months.

Payroll consists

Wages to the workers

Salaries to the employees

Bonus &increments

Gratuity & Ex-gratia

Loans &facilities


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Application to MIS in-

Preparation of budget

Manpower facilities

Outstation duties

Action plan

Fire and security

In case of fire, fire hydrant network system (FHNS), portable fire extinguishers such as : dry chemical

powder. CO2 gases, mechanical forum etc. are the system to prevent from fire. The fire and foremost in

safety is safety inspection & provide safety training and induction training and need based training.

Training and development

The training facilities are classified into the three broad categories:

Behavioral / managerial (WDPs,SDPs,MDPs)

Functional / technical training

Supportive training ( WCM, quality circles )

Module design for training programs:

To decide objective of the programs

To decide the design of the objective

To design the delivery of the objective

Post training evolution:

Reaction level evolution

Job behavior level evolution (transfer of learning)

Punctually and frictionless remuneration is heart of organization. so responsibility of the ER department is

increased . Statutory compliance of certain act is performed duly& efficiently. Management at Hindalco

industries ltd. Renukoot is making all the necessary efforts towards statutory compliance of various labour

laws; however there is always scope for further improvement.


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CORPORATE SOCIAL RESPONSIBILITY

Winning smiles…touching hearts

Long before corporate social responsibility found a place in the corporate lexicon, it was already textured

into the Group's value system. As early as the 1940s, the late Mr. G.D. Birla espoused the trusteeship

concept of management — investing a portion of the company's profits for the larger good of society. The

late Mr. Aditya Birla went beyond chequebook philanthropy when he brought in the concept of 'sustainable

livelihood'.

For over 50 years, Hindalco has worked in the hinterlands of

India to better the quality of life of the underprivileged sections

of society .

Today, we reach out to millions of people in the villages, of

whom more than 60 per cent live below the poverty line. Their

needs include: access to water, agriculture and sustainable

livelihood, healthcare, and education. These four areas form the

focus of our efforts. The company also works to bring about

social reform through widow re-marriage and dowerless

marriages. We work in partnership with government agencies

and the beneficiaries to provide these necessities and encourage

social reform.

Focus areas

Health care

Medical camps: Taking mobile medical units and providing

ambulance service to remote areas.

Health facilities: Setting up well-equipped and professionally

manned health centres at several locations.

Regular health camps: Providing family planning, mother and

child care and specialised camps for eye care and for

cataract; coordinating regular pulse polio immunisation

drives; and promoting the awareness, prevention and

treatment of malaria, water-borne diseases, TB, HIV/AIDS,

and others diseases.


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Education

Balwadis: Providing for the primary education of underprivileged children.

Adult literacy: Providing formal and informal classes and active support to

the government's mission to improve rural literacy levels.

Merit scholarships / Schemes: Support female students for educational

endeavours.

Educational support: Contributing uniforms, textbooks and

classroom equipment and undertaking school building construction

and maintenance.

Skills training / capacity building

The Aditya Birla Rural Technology Park (Muirpur, Uttar Pradesh,

India): Runs over 70 training programmes in diesel / hand pump

repair / maintenance, electrical repair/maintenance, bee-keeping,

tailoring, knitting and agriculture-related programmes and

encouraging self-employment through income-generating

projects.

The Yashogami Skills Training Centre (Radhanagari, Tarale,

Maharashtra, India): Trains women in skills such as rexine

handicraft, fashion design, tailoring, food processing, pottery,

lamination, electronics assembly, zardozi, jewellery design,

papier mache, rangolli, and fabric design.

Women's empowerment

Self-Help Groups (SHG): These programmes involve over

11,000 women from rural communities around Hindalco units.

SHG activities: Micro credit and micro finance schemes,

entrepreneurship building, oil-processing units, tailoring centres,

horticulture and nutrition gardens, diesel and hand pump repair,

vermi compost production, mushroom cultivation, food

processing, etc.

Awareness building: Health and sanitation, family planning,

literacy drives and microfinance; facilitating government loans

for small-scale enterprise and rural insurance schemes, etc.


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Social causes: Promoting dowerless marriages and widow re-

marriages.

Agricultural support

Irrigation schemes: Land brought under irrigation with better

yield and multi-cropping methods.

Watershed development: Hydel towers, drainage canals, wells,

check-dams, pedal pumps and harvest tanks.

Training: Field schools train local farmers in modern

agricultural techniques for higher crop yield; introducing lac

cultivation, post-harvest technology with safe grain storage

through an integrated pest-management system, floriculture,

horticulture and kitchen gardens; shifting from mono to multi

cropping patterns and distribution of high-yield seeds.


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MANAGEMENT TEAM

Hindalco‘s management team consists of experienced individuals with strong credentials.

Board of Directors

Mr. Kumar Mangalam Birla, Chairman

Mrs. Rajashree Birla

Mr. C. M. Maniar

Mr. S. S. Kothari

Mr. M. M. Bhagat

Mr. K. N. Bhandari

Mr. A. K. Agarwala

Mr. N. J. Jhaveri

Prof. Ram Charan

Mr. D. Bhattacharya, Managing Director

Group Executive President and Chief Financial Officer

Mr. S. Talukdar

Executive President Corporate Projects and Procurement

Mr. R. Ram

Company Secretary

Mr. Anil Malik

Chief People Officer

Mr. Vineet Kaul

Business / Unit Head

Mr. Dilip Gaur, Group Executive President, Copper

Mr. Shashi K. Maudgal, Chief Marketing Officer, Aluminium

Mr. Satish M Bhatia, President, Foil and Packaging


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Mr. R. S. Dhulkhed, Senior President, Operations

Mr. Sanjay Sehgal, President, Chemicals & Intl. Trade

Mr. D. K. Kohly, Chief Officer Operations, Renukoot Unit & Renusagar Units

Aditya Aluminium

Mr. S. N. Jena, COO

Utkal Alumina International Ltd

Mr. Suryakant Mishra, CEO

Novelis Inc.

Mr. Philip Martens, President and Chief Executive Officer

Aditya Birla Minerals Limited

Mr. D. Bhattacharya, Chairman

Mr. Sunil Kulwal, CEO and MD

Mr. Peter Torre, Company Secretary


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LABOUR WELFARE

abour welfare work aims at providing such service facilities and amenities which enable the workers

employed in an organization to perform their work in healthy congenial surrounding conductive to

good health and high morale.

Labour welfare is a comprehensive term including various services, benefits and facilities offered by

the employer. Through such generous fringe benefits the employer makes life worth living for employees.

The welfare amenities are extended in additional to normal wages and other economic rewards available to

employees as per the legal provisions.

Welfare measures may also be provided by the government, trade unions and non-government agencies

in addition to the employer. ―International Labour Organization efforts to make life worth living for

workers‖ According to the Oxford dictionary ―Welfare is fundamentally an attitude of mind on the part of

management influencing the method by which management activities are undertaken.

Objectives of labour welfare activities:-

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

1)To win over employees loyalty and increase their morale.

2)To develop efficiency and productivity among workers.

3)To reduce of threat of future government intervention.

4)To make recruitment more effective.

5)To earn goodwill and enhance public image.

6) To build up stable labour force to reduce labour turnover and absenteeism

Importance of labour welfare activities:-

Labour welfare in India has a special significance as the constitution provides for the promotion of welfare

of the labour for human conditions of work and securing to all workers.

L


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The various welfare measures provided by the employee will have immediate impact on the health,

physical and mental efficiency, alertness, morale and overall efficiency of the workers and thereby

contributing to the highest productivity.

Social security measure provided by employer will act as a protection to the workers. Labour welfare

means activities designed for the promotion ofthe economic, social and cultural wellbeing of the employees.

Labour welfare includes both statutory as well as non-statutory activities undertaken by the employers, trade

unions and both the central and state governments for the physical and mental development of the workers.

Labour welfare enables workers to have richer and more satisfying life. It raises the standard of living

of workers by indirectly reducing the burden on their pocket. Welfare measures improve the physical and

physiological health of the employees, which in turn enhance their efficiency and productivity.

Labour welfare promotes a sense of belongings among the workers, preventing them from resorting

to unhealthy practices like absenteeism, lobour unrest strike, etc. welfare work improves the relations

between employees and employers. It promotes a real change of heart and a change of outlook of the part of

both the employers and employees.

Reasons for the labour welfare activities in India:-

1) Increase in efficiency of employees:

Labour welfare activities increases in efficiency of employees to work. These facilities help in developing

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

of the enterprise increase considerably.

2) Helpful in reducing the state of poverty among employees:

Most of the workers in our country are unable in providing for base necessities for themselves and to their

family members. This is because of the extreme poverty among Indian workers. Provision of labour welfare

activities plays an important role in reducing such poverty and in providing essential amenities to the

workers.


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3) Establishment of Organizational peace:

Labour welfare activities help in establishing sound relations between employees and employers. When the

employees of the organization feels that they are getting all the possible facilities and the employers are very

caring to them, then such good feeling increases enthusiasm among employees which will establish peace in

the organization.

4) Helpful in reducing the rate of absenteeism and labour turnover:

The rate of absenteeism and labour turnover is much higher in India as compared to that of developed

countries of the world. Provision of labour welfare activities help in reducing this because the workers feel

themselves well settled at one place.


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WELFARE FACILITIES PROVIDED AT HINDALCO

elfare is a broad concept referring to state of living of an individual or a group , in a desirable relationship

with the total environment –ecological , economic & social. Labour welfare may be viewd as total concept

(desirable state of existence involving the physical, mental, moral & emotional wellbeing), social concept (the welfare

of man ,his family & his community) & relative concept (welfare is relative in time an d place ). It implies the setting

up of minimum desirable standard and provision of facilities. it deals with the providing of opportunity for he

employee and the family for a good lie as understood in its most comprehensive sense this personal objective alone is

not adequate welfare is also individual concept and general wellbeing of all.

James Todd ― anything done for the comfort and improvement , intellectual and social , of the employees over the

wage paid , which is not a necessity of the industry,‖

AIMS & OBJECTIVE

The aims or objective of welfare activities is partially humanitarian. To enable workers to enjoy a fuller and richer life

and partially economic – to improve the efficiency of the worker – and also partly civic to develop among them a

sense of responsibility and dignity and thus make them worthy citizen of the nation.

The need for welfare lies in the fact that industrial worker today constitute functionally a very significant and

important part the country population their labour help to dig and soul from the towels of the earth to fetch to solid

done and reservoir to lay pipes canals, lines and roads. Their labour creates and transit power and through various

passenger og manufacturer pattern raw materials into finished product of necessity as well as luxury. We are getting so

much accustomed to multifarious and manifold amenities characterized of modern ways of living and thinking

whether in the contest of the term of the factory house of the council hall whether is travel at work or at rest that

continuation of our civilization appears to depend on the labour of workers. if we withdraw the activities of labour

from the various shepherd in which average life was or nasty brutish and short. Civilized life as it is today is possible

on account of the coordinated labour of millions of workers working in factories and workshop and other industrial

workers play a very useful and important role in the community.

W


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WELFARE DEPARTMENT

Welfare amenities have become an accepted part of good industrial organization. Consequently, welfare

department have been locked upon as a positive contributing factor to increase the efficiency of the business.

Welfare department should establish direct relationship with the business in the way as , the publicity

advertising or accounting department. All organization will make an effort to keep accurate costs in order

that a basic of comparison can be worked out. If welfare department should be located at a convenient

central spot. It has to maintain broadly employment, welfare and medical records.

TYPES OF WELFARE:

Welfare measures can be two distinct types via:

Employers in India are generally required to comply with the provision of various welfare amenities under

different labour legislations. The statutory welfare facilities provided under the factories act, 1948,

plantation labour act, 1961 and contract labour (regulation and abolition) act 1970. The following are the

working of statutory provision in the Hindalco. All measures have been adopted there to provide maximum

statutory welfare facilities to its employee, which is as follows:

STATUTORY WELFARE SCHEMES

I. Drinking Water:

At all the working places , safe hygienic drinking water points are provided.

II. Latrines and Urinals:

A sufficient number of latrines and urinals are provided in the plant area and office premises of Hindalco

and same are maintained in a neat and clean condition.

III. Spittoons:

In every work place, such as ware houses, store places, in the plant area and office premises where

Employees/workers are deployed, spittoons are provided in convenient places and same are maintained in a

hygienic condition.

IV. Lighting:

At all the working places in the plant area, sufficient lights are provided for working safely during the night

shift.


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V. Ventilation:

For the circulation of fresh air, and maintaining the normal

temperatures sufficient number of ventilators are provided in plant

area, where workers are required to work in three shifts, such as

ware houses, and office premises.

VI. Washing places:

Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in

the plant area in the vicinity of the work places.

VII. First-aid appliances and Ambulance room:

Adequate first-aid boxes are provided on the working places in the plant area & office premises and same

are accessible. First-aid treatments are readily available during the working hours to the workers at the

working places and the ambulance is also provided with the full equipment and qualified nursing staff. 2/- :

2:

VIII. Changing rooms:

Adequate changing rooms are provided to the male and female workers separately to change their cloth in

the plant area and office premises. Adequate lockers are also provided to the workers to keep their cloth and

belongings, etc.

IX. Rest rooms:

Adequate no. of rest rooms are provided in the plant area to the workers with provisions of drinking water,

wash basins, toilets, bathrooms, etc. for those who are working in the night shift.

X. Canteens:

The canteens are provided in the plant area and other places of working for giving nutritious valued food to

the dock workers


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NON - STATUTORY WELFARE SCHEMES

SOCIAL WELFARE

Every business should have a sense of responsibility towards th society in which it operates.hindalco realize

and embraces these responsibilities thereby performing a number of functions for the appraisal of the

society. Hindalco is providing social welfare in terms of library, games & sports, nature cure & yoga center

, gymnasium , cultursl programs, employment of needy women.

Centralized Library:

Centralized Library facility is provided to all Hindalco employees/workers in main training center building.

A sum of Rs.69,696 has been spent for purchase of books etc. during the financial year 2009 – 2010.

Presently there are 29,433 numbers of books available in the library in Hindi/English languages.

YEAR BOOK MEMBERSHIP NO OF VISITORS

2004 24827 5628 875

2005 26161 5636 910

2006 26825 5530 885

2007 27687 5572 925

2008 28026 5628 900

2009 28990 5680 945

2010 29433 5738 937


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Ladies Club:

A Ladies Club has been set up by wives of the employees in the

Hindalco colony. The Club is conducting various programs for the

benefit of the Hindalco employees wives and their children.

Officers Club:

The Officers club is constituted by the Officers for the benefit of the officers and their families. The club is

conducting various programs, competitions, tournaments, etc. The Officers club is celebrating various

festivals such as Diwali, Christmas, New Year and other get together programs for the benefits of the

officers and their families.

Manoranjanalaya:

The manoranjanalaya of Hindalco is the core of the entertainment activities. Most of the sports & socio

cultural activities are conducted by it. With membership fees of rs 25 per month, it has a membership of

2000. Tournament like manoranjanalaya open, Hindalco open, inter departmental etc. are organized. Player

with extra skills are sent to participate in district, state and even in the national games. All the expenses are

beard by the company. The company also has players from international sports games.

Rural & social development:

To improve the weaker section of the society, the company is engaged in a series of welfare driven

initiatives. These are carried out under the aegis of ―The Aditya birla center of community initiatives &

rural projects‖, spearheaded by smt Rajshree birla ,also a director on the board of the company. The

company has adopted 307 villagers surrounding the aluminium complex at renukoot, power division at

Renusagar and the mines at Bihar. The company reaches out to as many as 4 lac people. The area of focuses

are espousing social reforms , restoring a people‘s self-esteem, medical campus.


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Hindalco Auditorium:

In Hindalco colony the Hindalco Auditorium having the seating capacity of 550 has been constructed.

Dramas, office programs, school/colleges program and various cultural activities are being conducted for the

benefit of the port employees and their families at the Auditorium. The same is also given on hire for

outsiders for performing various programs.

ECONOMIC WELFARE

I. Housing Facilities:

Hindalco has constructed residential quarters in the localities at RENUKOOT. At present 53% of the total

employees have been provided with quarters which are classified as under:-

a) ‗A‘ type quaters: 4

b) ‗B‘ type quarters: 5.

c) ‗C‘ type quarters: 11.

d) ‗CR‘ type quarters : 4.

e) ‗D‘ type quarters : 22 .

) ‗SE‘ type quarters :60

) ‗OE‘ type quarters:48

) ‗E‘ type quarters:60

) ‗SR‘ type quarters:50

) ‗JR‘ type quarters:514

) ‗G‘ type quarters:96

f) Non Standard quarters : 5592.

________

Total : 6466 Nos.


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Super Bazar & Birla Market:

All items of domestic requirement are available. Loan mela is

organized from time to time for purchasing consumer

durable. Household items are available at easy installments.

Ex-Gratia Payment:

It is given to the employee‘s long & meritorious service

tenure. Payment equivalent to 13 days wages /salary for each block of two years of completed beyond 25

years of service. The amount is subject to a maximum of 3 months wages / salary.

Length of service Ex gratia amount

Service up to 25 years Nil

Service beyond 25 years Ex gratia payment equivalent to 13 days wages for

each block of two years of service subject to a

maximum of 3 months wages / salary

Leave Travel Assistance (Lta):

The company also gives travel assistance to its employees. To calm the LTA the employee should have

worked for at least 280 days in a calendar year. Moreover he should have taken accrued leave for 6

continuous days. The rulers for the payment are:

Salary Drawn (Rs. Per Month) Maximum Amount Of LTA Payable

Up To 6000 10000

6001 To 7500 12000

7501 To 10000 15000

10001 To 12500 18000

12501 To 15000 21000

15001 To 25000 25000

25001 To 45000 30000

45001 & Above 35000


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Transport Facilities:

The transport facility has been provided to employees of the

Hindalco, and their dependents, for the said purpose 12 big

buses and 4 midi buses are engaged. The transport is also

provided to the children of Hindalco employees studying in

various Schools in different locations. The subsidized transport

rates are being charged to the employees/their dependents.

Education facilities:

School No of school Medium

Aditya Birla Public School (sr) (jr) 650 & 500 English

Hindalco higher secondary school 5048 Hindi

Hindalco primary school unit-1 & unit -2 1780 & 1550 Hindi

Hindalco Montessori school 523 Hindi

Education up to the higher secondary level is available at

renukoot. At present Hindalco is running four schools where about

10000 children are getting education.

The company provides the bus facilities to the school going

children. Also provides school uniform every year to the

employee‘s school going children. It also has provision for the

scholarships to brilliant students.

Hindalco Employees Consumer Co-Op. Society:

The employee‘s consumer‘s co-operative society manages two shops to supply provisions at fair prices. The

credit facility is also available to the society members for buying various items. Occasionally exhibitions

cum sales are also arranged by the society for the benefit of its clients wherein reputed manufacturer/dealers


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of various goods display their products. The member employees have also the option to buy the goods and

pay on installment basis through salary deductions.

HEALTH SERVICE

Hospital/Medical facility:

Hindalco has its own 100 bedded hospital having fully equipped indoor and outdoor departments, Medical

facilities in the disciplines of General Medicine, General Surgery, Obstetrics & Gynecology, Pediatrics,

Ophthalmology and Dentistry are available to the employees and their dependents. These are further

supported by other Sonography , Pathology, X-Ray, Orthopedics. The hospital has also extended medical

facilities of Ayurveda and Homeopathic treatment to the employees and their families. Whenever, necessary,

the arrangements for external specialist consultations/referral are made in the interest of the patient. Apart

from medical officers, the hospital is enriched with qualified and experienced nursing personnel and other

paramedical staff. Every year provisional budgetary allocation is made for providing medical facilities for

the employees and their families. In collaboration with lions club of renukoot it also organize monthly eye

camp which is attended by a team of doctors from the Renukoot Sitapur Eye Hospital.

Canteen:

The company has well equipped canteen for its employees.

There are 138 workers and 11 staffs to manage the canteen.

It provides highly subsidized foodstuff to the

employees.The employees can get their tea, breakfast,

lunch and dinner from here while on duty. The canteen on

an average serve lunch to 2000 people per day and dinner

to about 500 people per day. That means it serves food

about 2500 people per day.


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RESEARCH METHODOLOGY

AN INTRODUCTION

esearch is the process of systematic and in-depth study or search for any particular topic, subject or

area of investigation, backed by collection, compilation, presentation and interpretation of relevant

details or data. Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically.

Research may develop hypothesis and test it. In it we study the various steps that are generally adopted by

the researcher in studying his research problem along with the logic behind them.

Research must be based on fact observable data forms a sound basis for research inductive investigation lead

better support to research finding for analyzing facts a scientific methodology of analysis must be developed

and result interpreted logically.

It is necessary for the researcher to know not only the research method or techniques but also the

methodology. 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 our research study and explain why we

are using a particular method or technique and why we are not using others so that research results are

capable of being evaluated either by the researcher himself or by others. Research problems would result in

certain conclusions by means of logical analysis which the decision-maker may use for his action or

solution.

Objectives Of Study:

1)To study the welfare facilities provided to employees by Hindalco.

2)To study how the organization motivate the employees by identifying and satisfying their unsatisfied

needs.

3)To compare the satisfaction level between the managers & labour with the welfare facilities provided by

Hindalco.

4) To provide some suggestion to improve the satisfaction level of the managers and labours.

Hypothesis:

R


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Employees of HINDALCO are found to be satisfied with the welfare facilities provided by their

organization.

RESEARCH PROCESS:

In research process, the first and foremost step is selecting and defining are search problem. A researcher

should at first find the problem. Then he should formulate it so that it becomes susceptible to research. For a

systematic presentation, the process of research may be classified under three stages- primary stage,

secondary stage, and the tertiary stage.

The Primary Stage Includes:-

i)Observation

ii)Interest

iii) Formulating research problem

IV) Documentation

V) Preparation of a bibliography &

vi) Research design

The Secondary Stage Includes:-

i)Project planning

ii)Data collection

iii)Analysis of data

iv)Testing of hypothesis

v)Interpretation

vi)Questionnaire preparation

The tertiary stage includes:-


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i) Report writing

ii) Observation, suggestions, and conclusions.

iii)Preparation of a bibliography

Observation

Research starts with observation, which leads to curiosity to learn more about what has been observed.

While observation leads to research the research results in elaborate observations and conclusions; or even

further research.

The observation method is widely used mainly because of its simplicity, usefulness in the

framing of hypothesis, its accuracy; the possibility of getting convincing results, the possibility of the test of

validity etc. to be precise, observation tends to be the basic of any research.

Interest

The observation of certain occurrences creates an interest and inquisitiveness in the mind of the research to

study it future. This is the basis of interest to study the subject matter of observation. The interest is the

guiding force behind any research.

Formulating Research Problem

The research problem undertaken for study must be carefully selected. The problem must be defined

thoroughly and should be framed into meaningful terms from the analytical point of view. The area of

working must be decided.

I have defined my problem as “SATISFACTORY LEVEL OF EMPLOYEES WITH THE WELFARE

FACILITIES AT HINDALCO”. I had got the information from the HOD of HR department and from

some of the employees.


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METHODOLOGY

Research methodology:

Research methodology is the systematic and objective identification, collection, analysis, dissemination and use of

information for the purpose os assisting management in decision making relating to the identification and solution of

the problem & opportunity.

Research design:

I have adopted descriptive research design for my project because descriptive research is concerned with describing

the characteristics of a particular individual or of a group.

Sample design:

Questionnaire on satisfaction level of the manager‘s % workers with the welfare facilities provided by Hindalco.

Sample size

Number of managers-50

Number of workers-50

Collection of data:

Primary data is collected from the managers & workers through questionnaire and secondary data is collected through

informal talk, observation & study of welfare facilities at Hindalco.


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DATA PRESENTATION, ANALYSIS AND INTERPRETATION

Q.1.How do you come to know about any new welfare measures being introduced in your

organization?

Scale Managers® % of response Labours® % of response

Through your superior 6 12% 7 14%

Coworkers 14 28% 18 36%

Circulars 30 60% 9 18%

Union representative 0 0% 16 32%

Total 50 100% 50 100%

Interpretation

Most of the managers come to know about any new welfare measures from the circulars & most of the

labours came to know about any new welfare measures from their coworkers.

6

14

30

0

50

12% 28% 60% 0% 100%

7

18

9

16

50

14% 36% 18% 32% 100% 0

10

20

30

40

50

60

Through your

superior

Coworkers Circulars Union

representative

Total

New welfare measures

Managers®

Labours®


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Q.2.How much are you satisfied with organization supervision of employee welfare work provided by

Hindalco?


H.satisfied 1 1% 0 0%

Satisfied 14 29% 12 24%

Neutral 23 46% 25 50%

Dissatisfied 12 24% 10 19%

H.dissatisfied 0 0% 3 7%

Total 50 100% 50 100%

Interpretation:

Most of the mangers and labours are neutral showing that they do not want to give any answer against the

management. This shows their distrust and non-reliability in the management equals %age of them are

dissatisfied and satisfied.

1

14

23

12

0

50

1% 29% 46% 24% 0% 100% 0

12

25

10

3

50

0% 24% 50% 19% 7% 100% 0

10

20

30

40

50

60

Organization Supervision Of Employee Welfare

Managers®

Labours®


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Q.3.How much are you satisfied with the improvement in living condition of employees?



Satisfied 14 28% 22 44%

Neutral 28 56% 17 34%



Total 50 100% 50 100%

Interpretation

Most of the managers and labours are neutral & dissatisfied. They think there is no improvement in the

standard of living. Labour are more dissatisfied than the managers with their living condition.

0

14

28

8

0

50

0% 28% 56% 16% 0% 100% 0

22

17

11

0

50

0% 44% 34% 22% 0% 100% 0

10

20

30

40

50

60

The Improvement In Living Condition Of Employees

Managers®

Labours®


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e55

Q.4.How much are you satisfied with the timely redressal and feedback of grievance and complain of

employees with regards to service condition?



Satisfied 18 35% 22 44%

Neutral 26 53% 17 34%



Total 50 100% 50 100%

Interpretation

Most of the managers & labours are neutral and satisfied with solution of their problems but labours are

more satisfied with the service related to grievance.

0

18

26

6

0

50

0% 35% 53% 13% 0% 100% 0

22 17

11

0

50

0% 44% 34% 22% 0% 100% 0

10

20

30

40

50

60

The Timely Redressal And Feedback Of Grievance And

Complain Of Employees

Managers®

Labours®


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e56

Q.5.How much are you satisfied with the atmosphere (friendly and supporting) in the organization?

Managers® % of response Labours® % of response


Satisfied 27 54% 30 60%

Neutral 7 15% 4 9%



Total 50 100% 50 100%

Interpretation

Managers and labour are highly satisfied with friendly and supportive environment of the organization.

Labour are more satisfied with atmosphere and they enjoy doing work.

13

27

7 3

0

50

25% 54% 15% 6% 0% 100%

16

30

4 0 0

50

31% 60% 9% 0% 0% 100% 0

10

20

30

40

50

60

The Atmosphere (Friendly And Supporting) In The

Organization

Managers®

Labours®


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Q.6.How much are you satisfied with the promotion of harmonious relation and liaison work between

employees and management?



Satisfied 13 25% 11 22%

Neutral 32 64% 28 56%



Total 50 100% 50 100%

Interpretation

This data also shows that most of the managers and even the labour are neutral in giving even any small

answer against the management. This shows their trust in the management.

0

13

32

5 0

50

0% 25% 64% 11% 0% 100% 0

11

28

8 3

50

0% 22% 56% 16% 6% 100% 0

10

20

30

40

50

60

The Promotion Of Harmonious Relation And Liaison

Work

Managers®

Labours®


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Q.7. Are you satisfied with different educational programs for developing the skills of the workers/staffs?


H.satisfied 37 75% 22 44

Satisfied 13 25% 28 56

Neutral 0 0% 0 0

Dissatisfied 0 0% 0 0

H.dissatisfied 0 0% 0 0

Total 50 100% 50 100%

Interpretation

Mangers and labour both are highly satisfied with training provided to them for the improvement of their

work and development of their personality.

37

13

0 0 0

50

75% 25% 0% 0% 0% 100%

22

28

0 0 0

50

44

56

0 0 0 100% 0

10

20

30

40

50

60

Educational Programs For Developing The Skills Of

The Workers/Staffs

Managers®

Labours®


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Q.8.Employees social welfare



Satisfied 6 12% 8 15%

Neutral 11 23% 6 12%



Total 50 100% 50 100%

Interpretation

Most of the mangers & labours are dissatisfied with the library, sports, nature cure, cultural program but

some of them are dissatisfied with the employment of needy women that is provided by Hindalco.

0

6 11

27

6

50

0% 12% 23% 53% 12% 100% 0

8 6

24

12

50

0% 15% 12% 48% 25% 100% 0

10

20

30

40

50

60

Social Welfare

Managers®

Labours®


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e60

Q.9 Employees health service



Satisfied 33 65% 36 72%

Neutral 5 10% 5 10%



Total 50 100% 50 100%

Interpretation

Most of the managers & labours are dissatisfied with the hospital service & maintenance. Doctors, patient

care and medical facilities. Labours are more dissatisfied with the health services.

12

33

5 0 0

50

25% 65% 10% 0% 0% 100%

9

36

5 0 0

50

18% 72% 10% 0% 0% 100% 0

10

20

30

40

50

60

Health Service

Managers®

Labours®


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Q.10. Condition of work environment



Satisfied 32 65% 36 72%

Neutral 5 10% 5 10

Dissatisfied 0 0% 0 0

H.dissatisfied 0 0% 0 0

Total 50 100% 50 100%

Interpretation

Mangers and labour are equally satisfied with the conditions like lighting, ventilation, rest time, safety

measures in which they are working.

13

32

5 0 0

50

25% 65% 10% 0% 0% 100%

9

36

5 0 0

50

18% 72%

10

0 0 100% 0

10

20

30

40

50

60

Work Environment

Managers®

Labours®


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Q.11.Employees economic welfare



Satisfied 27 53% 25 72%

Neutral 15 31% 7 10%



Total 50 100% 50 100%

Interpretation

Most of the mangers and labours are satisfied with the retirement benefit, insurance, transport benefit

provided by Hindalco. Mangers are more satisfied but both of them want some improvement in the housing

facility.

0

27

15

8

0

50

0% 53% 31% 16% 0% 100%

7

25

7 11

0

50

18% 72% 10% 0% 0% 100% 0

10

20

30

40

50

60

Economic Welfare

Managers®

Labours®


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Q.12. Welfare scheme



Satisfied 22 44% 11 23%

Neutral 0 0% 0 0%



Total 50 100% 50 100%

Interpretation

Mangers &labour equally are highly satisfied with the schemes like intt free loan, marriage gift scheme, long

service ex-gratia, computer/vehicle scheme.

28

22

0 0 0

50

56% 44% 0% 0% 0% 100%

39

11

0 0 0

50

77% 23% 0% 0% 0% 100% 0

10

20

30

40

50

60

Welfare scheme

Managers®

Labours®


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e64

Q.13. Education welfare



Satisfied 17 35% 23 47%

Neutral 8 16% 9 19%



Total 50 100% 50 100%

Interpretation

Most of the mangers & labour are satisfied but some of them are neutral and dissatisfied of schools, std of

teachers and fees structure & education. Managers are more dissatisfied with educational welfare.

7

17

8

15

3

50

13% 35% 16% 30% 6% 100%

9

23

9 9

0

50

17% 47% 19% 17% 0% 100% 0

10

20

30

40

50

60

Education welfare

Managers®

Labours®


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e65

CONCLUSION

From the analysis it can be concluded that Hindalco is providing a number of welfare facilities to its

managers for their benefit. I have done a comparative study on the satisfaction level of the mangers & labour

with the welfare facilities. The result shows that the responses of the mangers & labours are similar means

mangers are satisfied with the things from which labours too are satisfied &both are dissatisfied with some

of the welfare activities on the same level. There are some crucial topics on which they do not want to give

any answer and remain neutral raising a state of confusing that they are in favour or management or against

it.


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RECOMMENDATIONS

1) Medical facilities can be improved by:-

Establishing state of art laboratory.

Arranging for frequent visit of specialist doctors.

Sensitizing medical staff towards patients.

More emphasis on patient care.

2) Standard of education can be improved by-

Better maintenance of infrastructure.

More emphasis on computer education

Recruiting on computer education.

Arranging for remedial classes.

3) Mangers should discourage trade union leaders indulging in unfair practices like-

Showing favoritisms to few workers.

Overlooking the interest of majority of workers.

4) Workers participation in decision affecting their can be improved by way of –

Taking in confidence majority workers prior to decision

Making them aware with all the essential details of a decision going to be taken.

Employees should be given proper training and development programs.

5) Management should try to retain the employees by-

Proper redresal of the complains and grievance of the employees.

Awarding extra for the employees doing extra or putting extra affords.

Improving the working condition and by overlooking the relation of superior and juniors.


Pag

e67

BIBLIOGRAPHY

Sharma A.M, aspect of labour welfare & social security, New Delhi, Himalaya publication house.

Memorial C.B. & gankar, S.V.dynamics industrial relations, Himalaya publication house.

Aditya Birla hand book.

Induction manual of Hindalco industries ltd.


Pag

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QUESTIONNAIRE

SATISFACTORY LEVEL OF EMPLOYEES WITH THE WELFARE

FACILITIES AT HINDALCO

Please tick ( ) at only one answer for question according to your satisfaction level.

Name:…..…………………………………………………………………………..……..…….… (Optional)

Designation:…………..………………………………………………………………………………………

Age:…………………………………………………………………………………………………………..

Q.1.How do you come to know about any new welfare measures being introduced in

your organization?

1. Through your superior 2. Coworkers 3. Circulars 4. Union representative

Q.2.How much are you satisfied with organ7ization supervision of employee welfare work

provided by Hindalco?

1. H.Satisfied 2.satisfied 3.neutral 4.dissatisfied 5.H.dissatisfied

Q.3.How much are you satisfied with the improvement in living condition of employees?

1.H. Satisfied 2.satisfied 3.neutral 4.dissatisfied 5.H.dissatisfied

Q.4.How much are you satisfied with the timely redressal and feedback of grievance and

complain of employees with regards to service condition?


Q.5.How much are you satisfied with the atmosphere (friendly and supporting) in the

organization?


Q.6.How much are you satisfied with the promotion of harmonious relation and liaison work

between employees and management?


Q.7. Are you satisfied with different educational programs for developing the skills of the

workers/staffs?


Q.8.Employees social welfare


Pag

e69

H.Satisfied Satisfied Neutral Dissatisfied H.dissatisfied

Library

Games and sports

Nature cure and yoga Centre

Gymnasium

Cultural programs

Employment of needy women’s

Q.9 Employees health service


Medical facilities

Hospital service

Hospital maintenance

Doctors

Diagnosis and treatment

Canteen

Q.10. Condition of work environment


Ventilation and temperature

Lighting

Working hour

Meal time and rest time

Safety measures

Q.11.Employees economic welfare


Housing

Transportation benefit

Retirement benefit

Insurance

Super bazar and Birla market

Q.12. Welfare scheme


Need based interest free loan

Marriage gift scheme

Long service Ex gratia

Employee welfare scheme(death case)

Own your desktop, vehicle scheme

Transportation of house hold items


Pag

e70

Q.13. Education welfare


Std of schools

Std of colleges

Fees structure

Std of staff /teachers

Q.14. Suggestion regarding to improve the industrial relation operation in

HINDALCO?

…………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………