ASummer training report onCRITICAL STUDY OF HUMAN WELFARE POLICIES AS ADOPTED BY DAWAR FOOTWEAR

Submitted to Mahamaya Technical University, Noida inThe partial fulfillment of the requirement for the Award of the degree of Master of Business Administration (MBA) Session 2011-12

Under the Guidance of Submitted ByDr B.K Gupta MALVIKA RANAH.R .MANAGER. ROLL NO. - 1000570033 DAWAR FOOTWEAR IND. MBA 3rd SEMESTERAGRA

Faculty of Management & Computer ApplicationR.B.S. College, Khandari Farm Campus, Agra- 282002ACKOWLEDGEMENT

I would like to express my gratitude to all those who gave me the possibility to complete this project report.I have furthermore to thank the guide Mr. R.K.VERMA & Mr. B .K. Gupta for his great support and guidance in my project.

Name: MALVIKA RANA ROLL NO: 1000570033

PREFACE

This program is an important part of the curriculum of MBA (Master of Business Administration). I got the privilege of working over the project entitled CRITICAL STUDY OF HUMAN WELFARE POLICIES AS ADOPTED BY DAWAR FOOTWEAR. It gives me immense pleasure in placing this project on CRITICAL STUDY OF HUMAN WELFARE POLICIES AS ADOPTED BY DAWAR FOOTWEARThe objective of this project is to study the numerous welfare activities that an organization hold to keep their employees motivated and give their 100 percent towards the interest of the organization. This project deals with the employee welfare activities that undertake by Dawar so that they can retain and attract their talent.This project has been completed under the proper guidance of Mr.R.K Verma and Mr.B.K.Gupta.

DECLARATION

I hereby declare that this project report CRITICAL STUDY OF HUMAN WELFARE POLICIES AS ADOPTED BY DAWAR FOOTWEAR is my own work, to the best of my knowledge and belief.It contains no material previously published or written by another person nor material which to a substantial extent has been accepted for the award of any other degree or diploma of any other institute, except where due acknowledge has been made in the text.

Place: Name: Malvika RanaDate: Roll no: 1000570033

TABLE OF CONTENTS

S.no.

1. EXECUTIVE SUMMARY

2.INTRODUCTION 08

3.RESEARCH OBJECTIVES 09

PART-A

S.no

1.INDUSTRY PROFILE10

2.EXPORT PROJECTIONS FOR THE NEXT TWO YEARS15

3.COMPANY PROFILE16

4.VALUE OF DAWAR18

5.SAKSHAM DAWAR MEMORIAL TRUST21

6.VISION OF DAWAR24

7.COMPANY POLICY OF DAWAR25

8.GROWTH AND DEVELOPMENT OF ORGANIZATION27

9.PRESENT STATUS OF ORGANIZATION28

10.OBJECTIVES OF DAWAR29

11.MANUFACTURING PROCESS OF DAWAR31

PART-B S.no.

12.INTRODUCTION TO THE TOPIC32

13.IMPORTANCE OF EMPLOYEE WELFARE35

14.OBJECTIVES OF EMPLOYEE WELFARE POLICIES 36

15.TYPES OF WELFARE POLICIES 39

16.LABOUR WELFARE ACTIVITIES46

17.OBJECTIVES OF THE STUDY49

18.RESEARCH METHODOLOGY51

19.LIMITATIONS54

20.WELFARE POLICIES AT DAWAR56

21.ANALYSIS AND INTERPRETATION65

22.RECOMMENDATION AND CONCLUSION85

23.APPENDIX89

24.BIBLIOGRAPHY90

25.QUESTIONNAIRE ON HUMAN WELFARE POLICIES91

EXECUTIVE SUMMARY:

This project was undertaken to find out the various Welfare Policies, that an organization organize so that the employees working in their organization remain connected to it, which gives profitability to the organization, and give rise towards Employee satisfaction and Mitigating Grievances.A survey was done to Study Welfare policies provided by the organization for the employee welfare and what are Different Statutory & Non Statutory Policies presently incorporated in organization for satisfaction level of employees. The survey was done at Dawar Footwear Industries Ltd.The sample size taken was 50.The data so obtained was then analyzed and after analyzing the data findings and recommendation were made.

INTRODUCTION

STATEMENT OF THE PROBLEMTo Study The Welfare Policies Implemented For Employees In Dawar Footwear. To analyze the Affectivity of welfare policies running at Dawar Footwear Industries Limited and to find out the employee satisfaction level towards these Policies. If Any Sort of dissatisfaction is there in the employees for the current welfare policies? And also to find out what Improvements they need in these policies?INTRODUCTION TO THE AREA OF RESEARCHThe research project work undertaken for the partial fulfillment of the MBA program. This project was undertaken to find out the various Welfare Policies, that an organization organize so that the employees working in their organization remain connected to it, which gives profitability to the organization, and give rise towards Employee satisfaction and Mitigating Grievances.A survey was done to Study Welfare policies provided by the organization for the employee welfare and what are Different Statutory & Non Statutory Policies presently incorporated in organization for satisfaction level of employees

RESEARCH OBJECTIVES

To Study Employee Welfare To Study Employee Welfare Policies Implemented In Dawar Footwear To analyze Various Statutory & Non Statutory Welfare Policies Of Dawar Footwear To analyze Employee Satisfaction Level Towards Welfare Policies To Study The Benefits Of Incorporating Employee Welfare Policies In Organization To Have A Practical Exposure In An Industry To Consider The Grounds On Which Benefits Of Welfare Policies Are Provided To The Employees In context of Dawar Footwear Industries Ltd., Agra.

PART-ACHAPTER-1INDUSTRY PROFILE

INDIAN FOOTWEAR INDUSTRY The Footwear Industry is a significant segment of the Leather Industry in India. India ranks second among the footwear producing countries next to China. India produces more of gents footwear while the worlds major production is in ladies footwear. The industry is labour intensive and is concentrated in the small and cottage industry sectors. While leather shoes and uppers are concentrated in large scale units, the sandals and chappals are produced in the household and cottage sector. In the case of chappals and sandals, use of non-leather material is prevalent in the domestic market. The major production centers India are Chennai, Ranipet, Ambur in Tamil Nadu, Mumbai in Maharashtra, Kanpur in U.P. , Jalandhar in Punjab, Agra and Delhi. The following table indicates concentration of units in various parts of the country:RegionLarge & Medium ScaleSSIHousehold

Tamil Nadu64317

Delhi & up North4825

Agra, Kanpur93414

Calcutta1319

Bangalore634

Mumbai3114

Others131032

The estimated annual footwear production capacity in 1999 is nearly 1736 million pairs (776 million pairs of leather footwear and 960 million pairs of non-leather footwear). Region-wise share of total estimated capacities is as follows:RegionLeather shoesNon-leather ShoesLeather Shoe UppersLeather SandalsNon Leather Sandals

Tamil Nadu26%5%54%1%0%

Delhi & up North10%77%4%1%60%

Agra, Kanpur45%0%32%62%0%

Calcutta12%0%2%3%0%

Bangalore3%3%4%0%0%

Mumbai4%2%1%32%0%

Others0%13%3%1%40%

Total100%100%100%100%100%

Shoes manufactured in India wear brand names like Florsheim, Gabor, Clarks, Salamander and St. Michaels. As part of its effort to play a lead role in the global trade, the Indian leather industry is focusing on key deliverables of innovative design, consistently superior quality and unfailing delivery schedules. India in itself has a huge domestic market, which is largely untapped. The Indian footwear industry is provided with institutional infrastructure support through premier institutions like Central Leather Research Institute, Chennai, Footwear Design & Development Institute, Noida, National Institute of Fashion Technology, New Delhi, etc in the areas of technological development, design and product development and human resource development. The availability of abundant raw material base, large domestic market and the opportunity to cater to world markets makes India an attractive destination for technology and investments.

IMPORT In 1999, the global import of footwear (leather and non-leather) in terms of value was around US$ 43278 million, accounting a share of 63.42% in the total global import of leather and leather products. Out of this, import of leather footwear alone accounted for US$ 26379 million and non-leather footwear US$ 16899 million.

EXPORT Indias export of Leather Footwear touched US$ 331 million in 1999-2000, recording an increase of 3.29% over the preceding year. India thus holds a share of 1.25% in the global import of leather footwear. The major markets for Indian Leather Footwear are the U.K., the U.S.A., Germany, Italy, France and Russia. Nearly 71% of Indias export of Leather Footwear is to Germany, the U.S.A., the U.K and Italy. In 1999-2000, export of leather footwear from India constituted 21% share of its total export of leather and leather products. Nearly 33 million pairs of various types of leather footwear were exported during the year, out of which shoes / boots constituted 90%. The different types of leather footwear exported from India are dress shoes, casuals, moccasins, sport shoes, horrachies, sandals, ballerinas, booties.:

Export projections for the next two years:(Value in million US$)PRODUCT2001-022002-03

Leather Footwear453506

MARKET SHARE OF FOOTWEAR COMPANIES

CHAPTER -2COMPANY PROFILE

PROFILE OF DAWAR FOOTWEAR INDUSTRIES LTD:-

DAWAR GROUP has controlled the specification, production, distribution And technical information of Footwear Technology DAWAR GROUP was founded in 1977 on the modest scale in the city AGRA. A move to set up more units were necessary to cope with the abrupt Increase in the volume of business A 100% Export Oriented Unit in Agra Produces Men's and Ladies Leather Footwear

VALUES OF DAWARA Footwear Manufacturing group strong values towards:- Clientele Quality InfrastructureINSTALLED CAPACITY OF DAWAR Ladies ~ 2000 Pairs/ day Mens ~ 4000 Pairs/ day Uppers ~ 2000 Pairs/ dayMAIN MARKET OF DAWAR FOOTWEAR INDUSTRIES U.K. & Europe Scandinavia North America South America Australia

EXPANSION AND DIVERSIFICATION OF DAWAR FOOTWEAR INDUSTRIES Double Capacity From 6400 to 10000 Pairs a Day Company Has Plans To Foray Into Retail Plans To Launch Own Brand Globally. To Foray in Chain Of Hospitals in Tier 3 Cities in North India

COMPANY PROFILE

To give the better quality product and to be the customer first choice.DAWAR FOOTWEAR INDUSTRY: -Is a government recognized export house Engaged in the manufacture & export of mens footwear. i.e classic- comfort Classic & support line & all type of upper.

DAWAR LTD :- is a government recognized export house engaged in the Manufacture & export of ladies footwear * fashion * comfort * sporty *Wovel Ankled mid long boots , shoe & sandals .Dawar footwear ltd works with this mission. In 1977 Mr.Puran Dawar the chairperson of Dawar footwear ltd to work with his brother at Dawar shoe shop at Sadar market (Agra)there he started to pay order from the customer he learned salesman ship 1987 he comes in export. In 1987 the turnover of Dawar footwear ltd is 1 crore. It decline to 90 lacks in 1988.

In house production of shoes, TRP soles and shoes Dawar family is larger and growing family. It expands beyond the people who work for Dawar group. Their families are also integral part of it group shares the hopes and an inspiration of its people and their children. It goes out of its way to revered their hard work and dedication.SAKSHAM DAWAR MEMORIAL TRUST:

It is children education in addition to this it also provides monitory assistance to a large member of its workers children studying in other schools.The group also works in association with number of NGO S to full fill its other social welfare commitments. It also organizes regular health checkups for the families of its workers.LEADING FROM THE FRONT:

Mr.Puran Dawar (chairperson)

Dawar is led by Mr. Puran Dawar a pro-active veteran from the shoe industry. Mr. Dawar has been associated with shoe industry from more than thru decades. The under stands the dynamics of shoe business and how it is conducted in the international market. With his clear vision rock solid dedication he has brought Dawar group this far and continued to lead it with missionary zeal.

It is Mr. Dawar concern for his people and environment related issue that has endeavored him to one end all a visit to groups manufacturing facility and corporate office reflects theses concern. Mr. Prem Agrawal, General Manager is one who looks after the day to day affairs of the company.INFRASTRUCTURE:It is hazard free airy, well lit and well built working facility, they provide there complex with clean toilets and educated drinking water facilities.RECREATION:There is a volley ball court in the front amidst sprawling greens. It has witness many a competitive in house tourneys it is important for our peoples to know the joy of willing and agony of losing to each other. But together they make a formidable team of 800 strong and highly skilled people we are proud.MARKETING TACTICS:Our product range is exhibited is many prestigious fair like ITALY, GERMANY AND USA. WORK STRENGTH:For a company to stay ahead in term of quality and competitiveness. It has a relay on the strength of its own infrastructure and resource. We at Dawar group releasing it very early.Today we not only have a most modern manufacturing complies but also an array so sophisticated manufacturing complies but also array of sophisticated machine to produce a diverse range of world class footwear. Besides a no of Italian hasting machines and German closing machines, there are other machines of various stages of production online quality checks enable us to monitor consistency in production of particular order from shoes upper to complete shoes; everything is produced in house there by reducing production had time enhancing cost effectiveness. Over the year the group kept a study pace with technologically advances in footwear production. It has continuously upgraded in to infrastructure to produce quality footwear.

Quality PolicyAt Dawar, we look at quality from a different prospective concern for quality is ingrained in our system. it is an integral part of our through process. And that is how it has become a tangibles aspect of our product you can see and feel it. Quality is not taking about it. Its should be inherent in our belief system. We at Dawar have involved our own quality policy turned in to capabilities of our peoples. They produce quality because we provide them quality environment and facilities. We lead the crusade for quality from the front. At professional inspect it a together they deliver it.

From time to time people undergo orientation programmers conducted with the assistance of technocrats to understand qualitative aspect of products we make. To top it all, the management of Dawar group monitors the production process to ensure the each foot bears Dawars seal of quality alwaysVISION OF DAWARTo be the best Quality footwear & footwear components producing world class plant with lowest production cost, Ecofriendly,Safe & healthy environment, conformance with social /ethical compliance. ORGANIZATION CHART OF DAWAR:

COMPANY POLICY OF DAWAR

We at DAWAR FOOTWEAR IND. a leading manufacturer and exporter of footwear and footwear components, are committed to carry out our activities with highest concern for Customer delight, Environmental protection, Occupational Health & Safety, Ethical governance and in compliance with all applicable statutory, legislative and national and international standards requirements.

To this goal, we shall:

Supply high quality of footwear and footwear components and meet requirements of our customers.

Continually improve Quality, Productivity, Social Performance, cost of poor quality, impact of our activities on air, water & land and also in prevention / control of Occupational Health and Safety risks; Monitor, control and upgrade our technology / processes and operational practices so as to optimize resource consumption and ensure safe work environment / well being at work place;

Recognize and care for the concerns of our employees and affected interested parties regarding the impact of our operations on the environment and Occupational Health & Safety hazards at work place;

Participate in overall social development of the neighborhood;

Strengthen awareness, skill and competence of our employees so as to enable them to contribute effectively in ensuring sound quality, environmental, social, occupational health and safety management.

GROWTH AND DEVELOPMENT OF ORGANIZATION

This Index show how Dawar group increase his performance Month by month and also year by year

PRESENT STATUS OF ORGANIZATIONRanks of the Footwear company in Agra :-1. DAWAR GROUP2. TEZ SHOES3. GUPTA OVERSES4. ROGER EXPORT5. VIROLA INDUSTRY6. PARK EXPORT7. METRO & METRO8. SUPER HOUSE9. VASHANA EXPORT10. NOVA SHOESDAWAR GROUP [excellence in footwear] ranked no. 1 in export of Leather Shoes.

OBJECTIVES OF DAWAR To reduce spillage & leakage To reduce oil, grease & leather contents in discharged water to zero To reduce electrical energy consumption by 5% To provide Awareness Training to all employees of company & subcontractors To ensure improved emergency preparedness To ensure safe Workplace for employees To ensure improved safe work practices To review & update personal Manual To upgrade sanitation facilities in the plant To maintain zero overtime To reduce diesel energy consumption by 3%

Market profile of the organization:-

DAWAR GROUP capture 24% shoe market in whole AGRA.

MANUFACTURING PROCESS OF DAWARRaw Material

Cutting

Closing

Lasting

PART-BCHAPTER -1

INTRODUCTION TO THE TOPIC

Welfare entails all those activities of Employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries which enable workers to live a richer and more satisfactory life & improving their health, efficiency, economic betterment and social status.MEANING OF EMPLOYEE WELFARE:-Employee welfare is comprehensive term including various services, benefits and facilities offered to employee by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health,industrial relationsand insurance against disease, accident and unemployment for the workers and their families

Employee welfare is a comprehensive term including:- Employee welfare is a dynamic concept varying from country to country and from region to region within same country. It is a flexible and ever changing concept as new welfare measures are added to the existing measures from time to time.

Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining.Welfare measures may be provided not only by employers but by the government, trade unions and other agencies too.The basic purpose of employee welfare is to improve the lot of the working class and thereby make a worker a good employee and a happy citizen.Employee welfare is an essential part of social welfare. It involves adjustment of an employees work life and family life to the community or social life.Employee welfare is in the interest of the employee, the employer and the society as a whole. For the employee, welfare measures help to counteract the negative effects of the factory system.

IMPORTANCE OF EMPLOYEE WELFARE Enables workers to have a richer and more satisfying life. Raises the standard of living of the workers by indirectly reducing the burden on their pocket. Absorb the shocks injected by industrialization and urbanization on workers. Promotes a sense of belonging among workers, preventing them for resorting to unhealthy practices like absenteeism, labour turnover, strikes, etc.DEFINITIONS OF EMPLOYEE WELFARE POLICIES:- BY ILO:-Such services, Facilities, and Amenities, which may be established in, or in the Vicinity of undertakings to enable persons employed therein to perform their work in Healthy and congenial surroundings and provided with Amenities conducive to good Health and High Morale

BY DR.PARANDIKAR:-Labour welfare work is work for improving the health, safety and general well being and the industrial efficiency of the worker beyond the minimum standard laid down by labour legislation.

OBJECTIVES OF EMPLOYEE WELFARE POLICIES:- To Provide Better life and Health to the Workers To Make the Workers Happy and Satisfied To Relieve Workers from Industrial Fatigue To Improve Intellectual and Material conditions of Living of the workers. It helps to improve recruitment. As the job becomes more attractive, more efficient employees can be recruited. Employee welfare improves the morale and loyalty of workers by making them happy and satisfied. It reduces labour turnover and absenteeism thereby building a stable workforce. It helps to improve employee productivity or efficiency by improving their physical and mental health. By supplementing wages, welfare measures free employees from the worries of daily life and thereby enable them to concentrate on their jobs. Improvement in material, intellectual and cultural conditions of life protects workers from social evils like drinking, gambling etc. Employee welfare helps to improve industrial relations and industrial peace. When the workers feel that the employer and the government are interested in their happiness, they are less likely to indulge in militant trade unionism. Welfare measures help to improve the goodwill and public image of the enterprise. Voluntary efforts for the welfare of workers reduce the threat of further government intervention. FEATURES OF EMPLOYEE WELFARE:-* Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment.* The basic purpose in to improve the lot of the working class.* Employee welfare is a dynamic concept.* Employee welfare measures are also known as fringe benefits and services.* Welfare measures may be both voluntary and statutory.

Adequacy of Wages

Social Liability of Industry

Impact on Efficiency Increase in Personality Totality of Welfare Co-ordination & Integration

Democratic Values Responsibility

Accountability Timely Implementation

TYPES OF WELFARE SERVICESEmployee Welfare services may be classified into different categories:- Statutory Welfare Policies The Policies that are compulsory to provide by an organization to the employees as compliance to the laws governing employee health and safety.PROVISIONS OF STATUTORY POLICIES Drinking Water Facilities for sitting First aid appliances Toilets Canteen Lighting Rest rooms

Non Statutory Welfare Policies - Non statutory Policies differ from organization to organization and from industry to industry.

PROVISIONS OF NON STATUTORY POLICIES:- Personal Health Care Flexi-Time Employee Assistance Programs Harassment policies Maternity & Adoption Leave Medi claim Insurance Scheme Employee Referral SchemeDIFFERENT WELFARE FACILITIES ARE:-HOUSING: In view of acute shortage of housing accommodation in cities industrial housing is an important part of employee welfare in India. An Industrial housing scheme was introduced in 1952. Under this scheme, the central government provides loans and subsidies for the construction of houses for industrial workers. Low Income housing scheme and a special housing scheme for displaced persons have also been introduced .The committee on labour welfare stressed the need for state governments acquiring land near industrial areas and renting houses at reasonable rates. The National Commission on labour recommended that the Government should take the major responsibility for housing fiscal and monetary incentives should be provided.EDUCATION: The Indian Industrial Commission (1918) and the Royal Commission on Labour (1931) stressed the need for workers education. In 1957 the Government of India formulated an All India Scheme of Workers Education was constituted to administer the scheme. The programme of workers education operates in three tiers:

THE SCHEME OF WORKERS EDUCATION IS DESIGNED TO ACHIEVE THE FOLLOWING OBJECTIVES: To develop strong trade unions through trained officials and more enlightened members. To develop leadership from the rank and file and promote the growth of the democratic processes and traditions in trade union organization and administration. To equip organized labour to take its due place in a democratic society and to fulfill its function and responsibilities effectively. To promote among workers a greater understanding of the problems of their economic environment and their privileges and obligations as union members and as citizens.The National Commission on Labour and the Committee on Labour Welfare recommended that trade unions should take an active interest in educating workers and in running schools for the children of workers.

1. TRANSPORTATION: With the growth of industries, the distance between the workplace and residence of worker has increased considerably. It is, therefore, necessary to provide proper transport facilities to and from the factory. Such facilities will reduce strain and absenteeism. The Committee on Labour Welfare recommended the provision of adequate transport facilities to workers to enable them to reach their workplace without loss of much time and without fatigueEmployers should also advance loans for purchase of bicycles, scooters, etc by employees. In undertakings where transport services are not provided, some conveyance allowance mutually agreed upon the employer and the employees should be paid.

2. RECREATION: Recreation in the form of music, art, theatre, sports and games can play an important role in the physical and mental development of employees. The I.L.O has urged upon the members countries to take appropriate steps to provide recreational facilities for the workers in or near the undertaking in which they are employed.

3. CONSUMER COOPERATIVE STORES: The National Cooperative Development Board set up a committee in 1961. The committee suggested that employers should introduce consumer cooperative stores in their Labour Conference in 1963 adopted a scheme for setting up consumer cooperative stores in all industrial establishment including plantations and mines employing 300 or more workers. The employer was required to give assistance in the form of share capital, working capital, loan, free accommodation and other amenities.

STATUTORY PROVISIONS CONCERNING EMPLOYEE WELFARE:Employers are required to provide welfare facilities for workers under the following laws:1) The factories act 1948. the welfare facilities provided under the act are as follows:a) Adequate, suitable and clean washing facilities separately for male and female worker.b) Facilities for storing and drying clothes.c) Sitting facilities for occasional rest for workers who are obliged to work in a standing position. d) First aid boxes or cupboards-one for every 150 workers, and ambulance facilities if there are more than 500 workers.e) Canteens, if more than 250 workers are employed.f) Shelters, rest rooms and lunch rooms if there are more than 150 workers.g) Crche where more than 30 women are employed.h) Welfare officer, whenever more than 500 workers are employed.

2) The plantation labour act 1951. welfare measure prescribed under this law are as follows:(a) A canteen wherever 150 or more workers are employed.

(b) A crche, if employing 50 or more women workers.(c) Recreational facilities for the workers and their children.(d) Educational arrangements in the estate if there are 25 children of workers between the age of 6 and 12.(e) Housing facilities for every worker and his family residing in the plantation.(f) Medical aid to workers and their families.(g) Sickness allowance and maternity allowance subject to any rules framed by the state government.(h) The state government may make rules requiring the employer to provide the workers with the prescribed number and type of umbrellas, blankets, raincoats or other such amenities for the protection of workers from rain or cold.(I) Appointment of a welfare officer in plantations employing 300 or more workers.The mines act 1952. The mine owners are required to make provision for (a) Crches if 50 or more than women are employed.(b) Shelter for taking food and rest, whenever 150 or more workers are employed.(c) A canteen whenever 250 or more workers are employed.(d) First aid boxes for first aid rooms in mines employing more than 150 workers.(e) Pit head equipped with shower bath, sanitary latrines and lockers, separately for men and women workers.

(f) Appointment of a welfare officer wherever more than 150 workers are employed.3) The motor transport workers act 1961. It contains the following provisions for labour welfare:(a) Canteens of prescribed standards if employing 100 or more workers.(b) Clean, ventilated, well-lighted and comfortable rest rooms at every place where motor transport workers are required to halt at night.(c) Uniforms, raincoats to drive, conductors and time checkers for protection against rain and cold. (d) The prescribed amount of washing allowance to the above mentioned staff. (e) Prescribed medical facilities at the operating centers and the halting stations.(f) First aid facilities in every transport vehicle. 4) The contract labour (Regulation and abolition) act 1970. It is obligatory on the part of the contractor to provide the following facilities:(a) A canteen in every establishment employing 100 or more workers. (b) Rest rooms or other suitable alternative accommodation where the contract labour is required to halt at night in connection with work of an establishment.(c) Washing facilities.

(d) First aid boxes equipped with the prescribed contents.

LABOUR WELFARE ACTIVITIES:The factories act, the plantation labour act and the mines act provide for the appointment of one or more welfare officers. According to the factories act, in every factory wherein 500 or more workers are ordinarily employed the occupier shall employ in the factory such number of welfare officers as may be prescribed. The state government may prescribe the duties, qualification and conditions of service of such officers.The welfare officer should possess (a) a university degree; (b) degree or diploma in social service/social work/social welfare from a recognized institution; and (c) adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated. The committee on labour welfare (1969) has prescribed the following duties of labour welfare officers:I. Supervisor of (a) safety, health and welfare programmers like housing sanitation recreational, (b) working of joint committees; (c) grant of leave with wages; (d) redressed of workers grievances.II. Counseling workers in (a) personal and family problems; (b) adjustment to their work environment (c) understanding their right and privileges.III. Advising management on matters of (a) formulating labour and welfare policies; (b) apprenticeship training programmes; (c) meeting statutory obligations to workers; (d) developing fringe benefits; (e) workers education and use of communication media.IV. Stabilization with workers so that they may (a) understand the limitation under which they work; (b) appreciate the need of harmonious industrial relation in the plant; (c) interpret company policies correctly; (e) come to a settlement in case of dispute.V. Establishing liaison with management so that they may appreciate workers viewpoint on various matters in the plant.VI. Working with management and workers to improve productivity. VII. Working with outside public to secure proper enforcement of various laws.To sum up, a welfare officer is expected to act as an adviser, counselor, mediator and liaison officer between management and workers.AGENCIES FOR WELFARE WORK:- Central government State government Employers Trade unions Other Agencies Such as the Bombay social service league, Assam seva samiti, Young Man Christian Association.

Chapter -2OBJECTIVES OF STUDY

OBJECTIVE OF THE STUDY To provide better life and health to the workers. To make the worker happy and satisfied. To relieve workers from industrial fatigue and improve intellectual, cultural and material conditions of living of the workers.The purpose of introducing welfare policies is to bring about the Development of the whole personality of the workers to make a better workforce.Welfare Policies foster respect and trust among all EmployeesEmployee welfare Policies create a sense of belonging towards an organization

CHAPTER -3RESEARCH METHODOLOGY

RESEARCH METHODOLOGYFor the completion of this project a very straight forward methodology was adopted .The first step undertaken at the beginning of this project was to start with the literature review .This involved finding various reports and studies done earlier on the topic EMPLOYEE WELFARE POLICIES PROVIDED BY ORGANIZATIONS. The collected data was then analyzed to form a basis on which our report could stand and serve as a basis on which the questionnaires could be prepared. The literature review session took in depth analysis of studies and reports done and undertaken by various people in the past year. The collected analysis of the data helped me to understand the concept of brand EMPLOYEE WELFARE POLICIES OF ORGANIZATIONS. This helped me a great deal in forming questionnaires with the most appropriate questions that would enable us to fulfill the basic objective of the entire project. The questionnaire was formulated and consisted of a total of 20 questions which dealt in those areas of activities that the various organizations undertake for the welfare of employees in organization.After having completed the literature survey and formulating the questionnaires, it was clearly defined how the entire survey was to be carried out.

The study will be based on following two data:-1. Primary Data- Primary data that is collected by circulating a questionnaire, which consist of 20 questions.2. Secondary Data- By various resources.DATA COLLECTIONSince research is combination of secondary data collection through desk research and primary data that is collected through filling up the questionnaire by face to face interview and interviews taken on telephone and through personal observation.Tools Used For Data Collection Personal Interviews/ Interactions Documents/ Files/ Manuals Questionnaires Reference Books Internet Journals/ Magazines

SAMPLE SIZEThe sample size taken for the survey was 50.TYPE OF RESEARCHAnalytical Research

CHAPTER-4 LIMITATIONS

LIMITATIONS Maximum employees were hesitant towards responding so there was the problem in fiiling of the questionnaire Less support from top mgmnt.employees the workers because they are having busy schedules. Employees were not willing to fill the entire questionnaire due to the less time available to them. Due to less time available, could not gather more information through the employees The organizations rules were very strict regarding the communication of outsider with the employees This research is a very comprehensive process and requires long time for the precise results . Sometimes the respondents are unable to give correct information due to fear and ambiguity of the questions . All the questions were attempted by the employees in a reluctant manner so that it may not cause any risk to their job as the answer given by them can go against their organization and may cause harm to the image of the organization.

CHAPTER-5Welfare policies at Dawar

WELFARE POLICIES AT DAWAR

GRATUITY

15 Days salary is provided as a gratuity. Gratuity is provided to the permanent employees. It should be awarded only once in a financial year.FESTIVAL BONUS

1 Month salary is provided as Festival Bonus.

Festival Bonus is provided to the permanent as well as Temporary Employees. It should be awarded only on Festivals. ESI & PROVIDENT FUND

Esi & PF is provided at the Rate of 1.75 %.

Esi & PF is provided to the permanent employees.

It should be awarded only once in a financial year.

EDUCATION FACILITY FOR CHILDRENS OF EMPLOYEES

Amount for education is provided at the Rate of 15 %

Education amount is provided to the permanent employees having salary less than Rs 4000 per month

It should be awarded every month for the education of their children

. NAGRIK SURAKSHA INSURANCE POLICY

Amount Of Insurance Is Provided In Accordance Of Designations Of Employees Insurance Should Be Provided To The Permanent Employees

It is Valid for the Term of Service of employee with Organization.

TRANSPORTATION

Transportation Facility is provided Free of Cost.

Transportation Facility is provided to the permanent as well as Temporary Employees

It is provided Round the Year for Employees. MEDICLAIM 50 % Amount of Medical Bill bears by Dawar. Mediclaim is provided to the permanent as well as Temporary Employees. It is provided whenever is needed by Employee in a Financial Year.OVERTIME Salary of one day is provided to the Employee against Overtime.

Overtime is provided to the permanent as well as Temporary Employees.

Amount is provided on Daily basis of Overtime.

TEA COUPONS

125 coupons are provided as Tea Coupons.

Coupons are provided to the Permanent Employees.

Coupons are provided on Monthly Basis. CULTURAL PROGRAMMES & PARTIES

Organized Only on Festivals. Open for permanent as well as Temporary Employees. Provides cooperation & Sense of Belongingness in Employees.

RECREATIONAL ACTIVITIES

There is a volley ball court in the front amidst sprawling greens.

It is important for Employees to know the joy of willing and agony of losing to each other.

Together Employees make a formidable team of 800 strong and highly skilled people as a pride of Dawar.

NOTICE BEFORE FIRING

1 month Notice is given to the employee before Firing.

WAGES ACC. TO MINIMUM WAGES ACT

Minimum Wages Act is applicable in Dawar.

Wages are provided Acc. To Designation.

Wages differs for unskilled, Skilled & Semi skilled Employees.

TRAINING

Training is provided to the Employees at Each Level. Duration of Training Varies Acc. To the Designation of Employee. Management Actively Participates in Conducting training Sessions for Employees.

PERMANENT EMPLOYEES

Dawar provides Training to the Employees at Entry Level.

After Training Organization Absorbs the Employees on Muster Rolls in Organization.

Maximum Employees are permanent employees of Dawar.

STATUTORY FACILITIES

Statutory Facilities are provided acc. to Factories Act.

Statutory Facilities are provided to permanent as well as Temporary Employees.

These are Drinking Water; Facilities for Sitting, Safety Equipments, etc. are properly implemented in Dawar.

FIRST AID ROOM

First Aid Supplies are always available Round the Clock.

Medical Checkups are conducted after Regular Intervals of Time.

Medical Room is situated in the Premises of Dawar.

MOCK DRILLS FOR SAFETY MEASURES

Mock drills are organized for safety purposes of employees.

Proper Safety Equipments are assembled in Dawar.

Management Actively Participates in providing safety practices to employees.

EMERGENCY GATES

There are 2 Emergency Gates at each Floor. These are properly maintained by caretakers.

PROPER LIGHTING Proper Lighting facilities are there in premises. Adequate Tube lights are available at each Floor.

URINALS Proper Urinal facilities are there in premises. 3 Urinals are available at each Floor.

DRINKING WATER

Potable Drinking Water is there in premises.

Adequate Water Bottles at each Floor.TRAINEES

Provision of Training is applicable for Trainees.

Trainees got Bonus on Festivals.

CHAPTER-6ANALYSISANDINTERPRETATION

ANALYSIS AND INTERPRETITIONQ. Whether the Respondent Falls under the Category1) Top Mgmnt .. 2) Middle Mgmnt .. 3) Lower Mgmnt ..

InterpretationMaximum Respondents are from Lower Management.

Q. Whether the Salary is paid in Accordance To

1) Designation.. 2) Exp. .. 3) Gender ..

InterpretationSalary is paid to the Maximum Respondents in Accordance to their Experience in Dawar.

Q. Whether the Respondent is Satisfied with workplace

1) Yes .. 2) No .. 3) Cant Say ..

10%

Interpretation

Maximum Respondents of Dawar are satisfied with their work place.

Q. Whether the Respondent is Satisfied with Rules & Regulations

1) Yes .. 2) No .. 3) Cant Say ..

Interpretation

A large volume of Respondents are satisfied with the Rules and Regulations of Dawar.

Q. Whether the Respondent is Satisfied with the Job Security provided by Dawar

1) Yes .. 2) No .. 3) Cant Say ..

InterpretationMaximum Respondents are satisfied with the job security provided by Dawar

Q. Whether the Respondent is Satisfied with the Salary provided by Dawar

1) Yes .. 2) No .. 3) Cant Say ..

InterpretationA large volume of Respondents are satisfied with the Salary provided by Dawar

Q. Different Statutory Welfare Policies as Adopted by Dawar are

1) Family Gratuity .. 2) Insurance .. 3) Educational Trust .. 4) Free Transportation .. 5) All ..

InterpretationAll Respondents are having all the Following Statutory Services of Dawar

Q. Different Non Statutory Welfare Policies as Adopted by Dawar are 1) Safety Equipments .. 2) Canteen .. 3) Lighting .4) Tea Coupons .. 5) All ..

Interpretation

All Respondents are Having all the Following Non statutory Services of Dawar

Q. What Kind of Benefits the Respondent is Seeking in Respective Job1) Bonus .. 2) Insurance .. 3) Gratuity ..

20%

InterpretationMaximum Respondents are seeking Bonus in their job.

Q. Whether the Respondent is Satisfied with the Statutory Facilities provided by Dawar

1) Yes .. 2) No .. 3) Cant Say ..

InterpretationA Large Number of Respondents are Satisfied with Statutory Facilities provided by Dawar

Q. Whether the Respondent is Satisfied with the Non Statutory Facilities provided by Dawar1) Yes .. 2) No .. 3) Cant Say ..

InterpretationMaximum Number of Respondents are satisfied with Non Statutory Facilities provided by Dawar

Q. Whether the Respondent is Satisfied with the Reporting Structure & Hierarchy in Dawar

1) Yes .. 2) No .. 3) Cant Say ..

Interpretation

A Large Number of Respondents are Satisfied with the Reporting Structure & Hierarchy in Dawar

Q. What is the Provision of Fetching Mediclaim in Dawar?1) Designation.. 2) Exp. .. 3) Gender ..

InterpretationAll Respondents of Dawar are Fetching Mediclaim in accordance to their Designation

Q. Whether the Respondent is getting

1) Family Gratuity .. 2) Insurance .. 3) ESI & PF .. 4) Bonus .. 5) All ..

InterpretationAll Respondents are getting all the Above Mentioned Provisions.

Q. Whether the Respondent is getting any Formal Training in Dawar

1) Yes .. 2) No .. 3) Cant Say ..

InterpretationMaximum Number of Respondents are Getting Formal Training in Dawar

Q. Whether the Respondent is providing Feedback1) Yes .. 2) No .. 3) Cant Say ..

Interpretation

A Large Number of Respondents are giving feedback to their superiors in Dawar.

Q. Whether the Respondent is Satisfied with the Opportunities of Promotions in Dawar

1) Yes .. 2) No .. 3) Cant Say ..

InterpretationMaximum number of Respondents are satisfied with the Opportunities of getting promoted in Hierarchy of Dawar

Q. What can Dawar do to increase your satisfaction as an employee?1) Facilities .. 2) Training .. 3) Bonus..

InterpretationAccording to Maximum number of Respondents Dawar can improve in training as well as In bonus to be Provided to Employees.

Q. What Areas are to be improved by Dawar?

1) Compensation .. 2) Performance Appraisal .. 3) Welfare policies ..

InterpretationAmong all of the Mentioned Areas Compensation & Welfare policies are to be improved by Dawar.

CHAPTER -7RECOMMENDATIONAND CONCLUSION

RECOMMENDATIONSThe Following Are The Recommendations Which Came Into Light After The Completion Of Study. Employees Are Least Intested In Training Programmes Due To The Reason More Education Should Be Given By Top Management Regarding Training Sessions. Employees should emphasize in providing feedback to their superiors in organization.All employees whether temporary as well as permanent should be aware of Statutory & Non Statutory Provisions of welfare policies. The criteria of increment in salary should be performance & not affected by experience of employee in organization. Employees should emphasize more on giving quality rather than quantity. There should be proper periodic review of welfare policies after a regular interval of time. Compensation should be increased Acc. To the performance of Employees. Some additional facilities such as Recognition should be provided to the Top Performers.

An Open Platform should be provided by organization for putting suggestions of employees in front of Management. Career Growth should be provided to the employees along with providing salary & welfare measures.

Conclusions

After completing the research study on 20 Employees of Dawar regarding Critical Study of human welfare policies as adopted by Dawar footwear.My Findings are:- Employees are encouraged to accept more responsibilities and challenges. Employees need to be awarded by fringe benefits in addition to salary for their positive contribution. Identify factors which are contributing towards increasing job satisfaction of employees. Organization took some steps in providing better welfare facilities to the employees. Negative attitude of employees would be changed by implementing new strategies of welfare and adopting some improvements in it. Employee satisfaction is the most important parts for running any organization. Welfare policies are properly executed in Dawar footwear.

CHAPTER -7APPENDICES

BIBLIOGRAPHY

www.dawargroup.comHR journalsNewspapersGoogleCompanys records, files, manuals.Dr. Premveer kapoor (book) and also various other booksCompanys Data, Magazines

QUESTIONNAIRRE ON HUMAN WELFARE POLICIES

Q. Whether the Respondent Falls under the Category1) Top Mgmnt .. 2) Middle Mgmnt .. 3) Lower Mgmnt ..

Q. Whether the Salary is paid in Accordance To1) Designation.. 2) Exp. .. 3) Gender ..

Q. Whether the Respondent is Satisfied with Workplace1) Yes .. 2) No .. 3) Cant Say ..

Q. Whether the Respondent is Satisfied with Rules & Regulations1) Yes .. 2) No .. 3) Cant Say ..

Q. Whether the Respondent is Satisfied with the Job Security provided by Dawar1) Yes .. 2) No .. 3) Cant Say ..Q. Whether the Respondent is Satisfied with the Salary provided by Dawar1) Yes .. 2) No .. 3) Cant Say ..

Q. Different Statutory Welfare Policies as Adopted by Dawar are1) Family Gratuity .. 2) Insurance .. 3) Educational Trust .. 4) Free Transportation .. 5) All ..

Q. Different Non Statutory Welfare Policies as Adopted by Dawar are 1) Safety Equipments .. 2) Canteen .. 3) Lighting .4) Tea Coupons .. 5) All ..

Q. What Kind of Benefits the Respondent is seeking in Respective Job1) Bonus .. 2) Insurance .. 3) Gratuity ..

Q. Whether the Respondent is Satisfied with the Statutory Facilities provided by Dawar1) Yes .. 2) No .. 3) Cant Say ..

Q.Whether the Respondent is Satisfied with the Non Statutory Facilities provided by Dawar1) Yes .. 2) No .. 3) Cant Say ..

Q. Whether the Respondent is Satisfied with the Reporting Structure & Hierarchy in Dawar1) Yes .. 2) No .. 3) Cant Say ..

Q. What is the Provision of Fetching Mediclaim in Dawar?1) Designation.. 2) Exp. .. 3) Gender ..

Q. Whether the Respondent is getting1) Family Gratuity .. 2) Insurance .. 3) ESI & PF .. 4) Bonus .. 5) All ..

Q. Whether the Respondent is getting any Formal Training in Dawar1) Yes .. 2) No .. 3) Cant Say ..

Q. Whether the Respondent is providing Feedback1) Yes .. 2) No .. 3) Cant Say ..

Q. Whether the Respondent is Satisfied with the Opportunities of Promotions 1) Yes .. 2) No .. 3) Cant Say ..

Q. What can Dawar do to increase your satisfaction as an employee?1) Facilities .. 2) Training .. 3) Fringe Benefits ..

Q. What Areas are to be improved by Dawar? 1) Compensation .. 2) Performance Appraisal .. 3) Welfare policies ..

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