human welfare policies at dawar
TRANSCRIPT
TABLE OF CONTENTS
S.no.
1. EXECUTIVE SUMMARY 2. INTRODUCTION 3. RESEARCH OBJECTIVES
PART-A
S.no
1. INDUSTRY PROFILE
2. EXPORT PROJECTIONS FOR THE NEXT TWO YEARS
3. COMPANY PROFILE
4. VALUE OF DAWAR
5. SAKSHAM DAWAR MEMORIAL TRUST
6. VISION OF DAWAR
7. COMPANY POLICY OF DAWAR
8. GROWTH AND DEVELOPMENT OF ORGANIZATION
9. PRESENT STATUS OF ORGANIZATION
10. OBJECTIVES OF DAWAR
11. MANUFACTURING PROCESS OF DAWAR
PART-B
1
S.no.
12. INTRODUCTION TO THE TOPIC
13. IMPORTANCE OF EMPLOYEE WELFARE
14. OBJECTIVES OF EMPLOYEE WELFARE POLICIES
15. TYPES OF WELFARE POLICIES
16. LABOUR WELFARE ACTIVITIES
17. OBJECTIVES OF THE STUDY
18. RESEARCH METHODOLOGY
19. LIMITATIONS
20. WELFARE POLICIES AT DAWAR
21. ANALYSIS AND INTERPRETATION
22. RECOMMENDATION AND CONCLUSION
23. APPENDIX
24. BIBLIOGRAPHY
25. QUESTIONNAIRE ON HUMAN WELFARE POLICIES
2
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.
3
INTRODUCTION
STATEMENT OF THE PROBLEM
To 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 RESEARCH
The 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
4
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.
5
PART-ACHAPTER-1INDUSTRY PROFILE
6
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 world’s 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:
Region Large & Medium Scale SSI Household
7
Tamil Nadu 64 31 7
Delhi & up North 4 8 25
Agra, Kanpur 9 34 14
Calcutta 1 3 19
Bangalore 6 3 4
Mumbai 3 11 4
Others 13 10 32
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:
Region Leather
shoes
Non-leather
Shoes
Leather Shoe
Uppers
Leather
Sandals
Non
Leather
Sandals
8
Tamil Nadu 26% 5% 54% 1% 0%
Delhi & up
North
10% 77% 4% 1% 60%
Agra, Kanpur 45% 0% 32% 62% 0%
Calcutta 12% 0% 2% 3% 0%
Bangalore 3% 3% 4% 0% 0%
Mumbai 4% 2% 1% 32% 0%
Others 0% 13% 3% 1% 40%
Total 100% 100% 100% 100% 100%
Shoes manufactured in India wear brand names like Florsheim, Gabor,
Clarks, Salamander and St. Michael’s. 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
9
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
India’s export of Leather Footwear touched US$ 331 million in 1999-2000,
10
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 India‘s 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$)
11
PRODUCT 2001-02 2002-03
Leather Footwear 453 506
MARKET SHARE OF FOOTWEAR COMPANIES
12
CHAPTER -2COMPANY PROFILE
13
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
14
VALUES OF DAWAR
A Footwear Manufacturing group strong values towards:-
Clientele
Quality
Infrastructure
INSTALLED CAPACITY OF DAWAR
• Ladies ~ 2000 Pairs/ day
• Men’s ~ 4000 Pairs/ day
• Uppers ~ 2000 Pairs/ day
MAIN MARKET OF DAWAR FOOTWEAR INDUSTRIES
• U.K. & Europe
• Scandinavia
• North America
• South America
• Australia
15
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
16
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 men’s 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
17
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
18
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.
19
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.
20
Quality Policy
At 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. It’s 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 Dawar’s seal of quality always
VISION OF DAWAR
“To be the best Quality footwear & footwear components producing world
class plant with lowest production cost, Ecofriendly,Safe & healthy
21
environment, conformance with social /ethical compliance.”
ORGANIZATION CHART OF DAWAR:
22
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
23
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.
24
GROWTH AND DEVELOPMENT OF ORGANIZATION
215
368
211
458
364
761
849
938
617
841
0
100
200
300
400
500
600
700
800
900
1000
VALUE IN LACS
APRIL'06
APRIL'07
MAY '06 MAY '07 JUNE '06 JUNE '07 JULY '06 JULY '07 AUG '06 AUG '07
MONTH
MONTHLY SALES PERFORMANCE
Cumulative Total (In Lacs) 826 1587 2525 3366
This Index show how Dawar group increase his performance Month by month
and also year by year
25
PRESENT STATUS OF ORGANIZATION
Ranks of the Footwear company in Agra :-
1. DAWAR GROUP
2. TEZ SHOES
3. GUPTA OVERSES
4. ROGER EXPORT
5. VIROLA INDUSTRY
6. PARK EXPORT
7. METRO & METRO
8. SUPER HOUSE
9. VASHANA EXPORT
10. NOVA SHOES
DAWAR GROUP [excellence in footwear] ranked no. 1 in export of Leather
Shoes.
26
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%
27
Market profile of the organization:-
DAWAR GROUP capture 24% shoe market in whole AGRA
28
24%
12%
10%10%
8%
8%
8%
7%
7%6%
DAWAR GROUP
TEJ SHOE
GUPTA OVERSES
ROGER EXPORT
VIROLA INDUSTRY
PARK EXPORT
METRO & METRO
SUPER HOUSE
VASHANA EXPORT
NOVA SHOES
.
MANUFACTURING PROCESS OF DAWAR
29
Raw Material
Cutting
Closing
Lasting
30
PART-BCHAPTER -1
INTRODUCTION TO THE TOPIC
31
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 relations and
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
32
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 employee’s 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
33
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.
34
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.
35
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:-
36
* 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
37
TYPES OF WELFARE SERVICES
Employee 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
38
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 Scheme
DIFFERENT WELFARE FACILITIES ARE:-
39
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:
40
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
41
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 fatigue’
Employers 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 :
42
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:
43
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) Crèche 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:
44
(a) A canteen wherever 150 or more workers are employed.
(b) A crèche, 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)
Crèches if 50 or more than women are employed.
45
(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.
46
(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
47
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 48
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
49
samiti, Young Man Christian Association.
50
Chapter -
2OBJECTIVES OF STUDY
51
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 Employees
Employee welfare Policies create a sense of belonging towards an
organization
52
CHAPTER -3
RESEARCH
METHODOLOGY
53
RESEARCH METHODOLOGY
For 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.
54
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 COLLECTION
Since 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
55
SAMPLE SIZE
The sample size taken for the survey was 50.
TYPE OF RESEARCH
Analytical Research
56
CHAPTER-4
LIMITATIONS
57
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
58
CHAPTER-5
Welfare policies at Dawar
59
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.
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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.
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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.62
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.
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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.
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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.
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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 MEASURES66
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
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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.
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CHAPTER-6
ANALYSIS AND INTERPRETATION
69
ANALYSIS AND INTERPRETITION
Q. Whether the Respondent Falls under the Category
1) Top Mgmnt ….. 2) Middle Mgmnt ….. 3) Lower Mgmnt …..
10%
Top MgmntMiddle MgmntLower Mgmnt
75%15%
Interpretation
Maximum Respondents are from Lower Management.
70
Q. Whether the Salary is paid in Accordance To
1) Designation….. 2) Exp. ….. 3) Gender …..
40%
DesignationExperienceGender
60%
Interpretation
Salary is paid to the Maximum Respondents in Accordance to their Experience in
Dawar.
71
Q. Whether the Respondent is Satisfied with workplace
1) Yes ….. 2) No ….. 3) Can’t Say …..
80%
YesNoCan't say
10%
Interpretation
Maximum Respondents of Dawar are satisfied with their work place.
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10%
Q. Whether the Respondent is Satisfied with Rules & Regulations
1) Yes ….. 2) No ….. 3) Can’t Say …..
10%
YesNoCan't say
90%
Interpretation
A large volume of Respondents are satisfied with the Rules and Regulations of
Dawar.
73
Q. Whether the Respondent is Satisfied with the Job Security provided by Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
75%
YesNoCan't say
15%
10%
Interpretation
Maximum Respondents are satisfied with the job security provided by Dawar
74
Q. Whether the Respondent is Satisfied with the Salary provided by Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
90%
Yes NoCan't say
10%
Interpretation
A large volume of Respondents are satisfied with the Salary provided by Dawar
75
Q. Different Statutory Welfare Policies as Adopted by Dawar are
1) Family Gratuity ….. 2) Insurance ….. 3) Educational Trust ….. 4) Free
Transportation ….. 5) All …..
60%
Family Gratuity
Insurance
Educational trust
Free transportation
All
10%8%
12%
10%
Interpretation
All Respondents are having all the Following Statutory Services of Dawar
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Q. Different Non Statutory Welfare Policies as Adopted by Dawar
are
1) Safety Equipments ….. 2) Canteen ….. 3) Lighting ….
4) Tea Coupons ….. 5) All …..
100%
Safety EquipmentsCanteenLightingTea couponsAll
Interpretation
All Respondents are Having all the Following Non statutory Services of Dawar
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Q. What Kind of Benefits the Respondent is Seeking in Respective Job
1) Bonus ….. 2) Insurance ….. 3) Gratuity …..
50%
BonusInsuranceGratuity
30%
Interpretation
Maximum Respondents are seeking Bonus in their job.
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20%
Q. Whether the Respondent is Satisfied with the Statutory Facilities provided
by Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
85%
YesNoCan't say
10%5%
Interpretation
A Large Number of Respondents are Satisfied with Statutory Facilities provided by
Dawar
79
Q. Whether the Respondent is Satisfied with the Non Statutory Facilities
provided by Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
70%
YesNoCan't say
20%10%
Interpretation
Maximum Number of Respondents are satisfied with Non Statutory Facilities
provided by Dawar
80
Q. Whether the Respondent is Satisfied with the Reporting Structure &
Hierarchy in Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
65%
YesNoCan't say
25%
10%
Interpretation
A Large Number of Respondents are Satisfied with the Reporting Structure &
Hierarchy in Dawar
81
Q. What is the Provision of Fetching Mediclaim in Dawar?
1) Designation….. 2) Exp. ….. 3) Gender …..
85%
DesignationExperienceGender
15%
Interpretation
All Respondents of Dawar are Fetching Mediclaim in accordance to their
Designation
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Q. Whether the Respondent is getting
1) Family Gratuity ….. 2) Insurance ….. 3) ESI & PF ….. 4) Bonus ….. 5) All …..
100%
Family GratuityInsuranceESI & PFBonusAll
Interpretation
All Respondents are getting all the Above Mentioned Provisions.
83
Q. Whether the Respondent is getting any Formal Training in Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
80%
YesNoCan't say
15%5%
Interpretation
Maximum Number of Respondents are Getting Formal Training in Dawar
84
Q. Whether the Respondent is providing Feedback
1) Yes ….. 2) No ….. 3) Can’t Say …..
75%
YesNoCa't say
15%10%
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 85
in Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
90%
YesNoCan't say
10%
Interpretation
Maximum 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?
86
1) Facilities ….. 2) Training ….. 3) Bonus…..
40%
FacilitiesTrainingBonus
20%
40%
Interpretation
According 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?
87
1) Compensation ….. 2) Performance Appraisal ….. 3) Welfare policies …..
50%
CompensationPerformance AppraisalWelfare Policies
40%
10%
Interpretation
Among all of the Mentioned Areas Compensation & Welfare policies are to be
improved by Dawar.
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CHAPTER -7
RECOMMENDATIONAND
CONCLUSION
89
RECOMMENDATIONS
The 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 90
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.
91
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.
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CHAPTER -7
APPENDICES
93
BIBLIOGRAPHY
www.dawargroup.com
HR journals
Newspapers
Company’s records, files, manuals.
Dr. Premveer kapoor (book) and also various other books
Company’s Data, Magazines
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QUESTIONNAIRRE ON HUMAN WELFARE
POLICIES
Q. Whether the Respondent Falls under the Category
1) Top Mgmnt ….. 2) Middle Mgmnt ….. 3) Lower Mgmnt …..
Q. Whether the Salary is paid in Accordance To
1) Designation….. 2) Exp. ….. 3) Gender …..
Q. Whether the Respondent is Satisfied with Workplace
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. Whether the Respondent is Satisfied with Rules & Regulations
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. Whether the Respondent is Satisfied with the Job Security provided by Dawar95
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. Whether the Respondent is Satisfied with the Salary provided by Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. Different Statutory Welfare Policies as Adopted by Dawar are
1) 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 Job
1) Bonus ….. 2) Insurance ….. 3) Gratuity …..
Q. Whether the Respondent is Satisfied with the Statutory Facilities provided by
Dawar96
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q.Whether the Respondent is Satisfied with the Non Statutory Facilities provided
by Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. Whether the Respondent is Satisfied with the Reporting
Structure & Hierarchy in Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. What is the Provision of Fetching Mediclaim in Dawar?
1) Designation….. 2) Exp. ….. 3) Gender …..
Q. Whether the Respondent is getting
1) Family Gratuity ….. 2) Insurance ….. 3) ESI & PF ….. 4) Bonus ….. 5) All
…..
97
Q. Whether the Respondent is getting any Formal Training in Dawar
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. Whether the Respondent is providing Feedback
1) Yes ….. 2) No ….. 3) Can’t Say …..
Q. Whether the Respondent is Satisfied with the Opportunities of Promotions
1) Yes ….. 2) No ….. 3) Can’t 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 …..
98