welfare policies of dawar footwear

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PROJECT REPORT

ON

CRITICAL STUDY OF HUMAN WELFARE

POLICIES AS ADOPTED BY DAWAR

FOOTWEAR

SUBMITTED TO ANNAMALAI UNIVERSITY IN PARTIAL

FULFILLMENT OF THE REQUIREMENTS FOR THE

DEGREE OF MASTER OF BUSINESS ADMINISTRATION

IN APPLIED MANAGEMENT

BY

PALLAVI PANDIT

Enroll. No.

47400800362

GUIDED BY: Mrs. Reema Sharma

DIRECTORATE OF DISTANCE EDUCATION

ANNAMALAI NAGAR

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2010

FORM SUBMISSION OF PROJECT

Name of the student : PALLAVI PANDIT

Enrolment No. : 4740800362

Programme with subject : M.B.A. in Applied

Management

Title of the project : CRITICAL STUDY OF HUMA

WELFARE POLICIES AS ADOPTED B

DAWAR FOOTWEAR

Period of Study : 2008 -2010

Address of the candidate : 40/9 Balkeshwar Colony Agra-282004

Ph No.9808315378

Name of the Guide : Mr. Reema Sharma

Designation with experience : Faculty

3 year

Address of the guide

1. Official : M.P.S Memorial Group Of Business

Studies,Agra-282002.

2. Residential . 29,Jaipur House Colony Behind A.D.A Office

Agra

In case of late submission, furnish the payment particulars for late fee

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paid.Date of submission of project

Place : Signature of the student

Date : Signature of the Guide

DIRECTORATE OF DISTANCE EDUCATION

PROFORMA OF GUIDES CONSENT

Name of the student: PALLAVI PANDIT Enrollment

No: 4740800362

Name of the Guide Mrs. Reema Sharma

Designation Faculty

Official and Address M.P.S Memorial Group Of Business

Studies, Agra

Mobile No. 09897331988

E-Mail ID [email protected]

Academic Qualification MBA

Experience 3 years

Selected area of Specialization of the Student: HUMAN RESOURCE

MANAGEMENT

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Topic chosen for the Project CRITICAL STUDY OF HUMAN WELFARE

POLICIES AS ADOPTED BY DAWAR FOOTWEAR

I Reema Sharma do hereby accept to guide Ms.PALLAVI PANDIT

Enrolment No.4740800362 Directorate of Distance Education, Annamalai

University, Annamalainagar.

Signature of the Student Signature of the

Guide

With Official Seal

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.

Signature of the Student ______________

Place: Agra Name: Pallavi Pandit

Date: Enrollment no. 4740800362

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ACKOWLEDGEMENT

Achievement is finding out what you would be then doing, what you have

to do. The higher the summit, the harder is the climb. The goal was fixed

and we began with a determined resolved and put in ceaseless sustained

hard work. Greater challenge, greater was our effort to overcome it.

I would like to express my gratitude to all those who gave

me the possibility to complete this thesis.

I would like to thank Annamalai University for providing me

the opportunity to work with one of the most prestigious

organization.

I have furthermore to thank the guide Mrs. Reema Sharma &

Mr.Bipin Gupta for his great support and guidance in my

project.

I would also like to express my special gratitude for Dr.

Sanjeev Goyal (Director), the NIS Academy, Agra.

I am deeply indebted to my Faculty Guide Mrs. Shruti Das

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and Ms. Kehkashan Khan whose stimulating suggestions and

encouragement helped me in all the times of research for

and writing of this thesis.

Especially, I would like to give my special thanks to my

parents & friends, their love and blessing enabled me to

complete this project

Signature of the student________________________________

Place: Agra Name: Pallavi Pandit

Date: Enrolment No. 4740800362

CERTIFICATE

Certified that the projectCRITICAL STUDY OF HUMAN

WELFARE POLICIES AS ADOPTED BY DAWAR

FOOTWEAR is a work done by Mr./Ms. PALLAVI

PANDIT during the period of his/her study under my

guidance, and that the project has not previously formed

the basis for the award of any degree, diploma, associate

ship, fellowship or similar other titles and that it is an

independent work done by his/her.

Signature of the Guide __________________

Place: Agra Name:

Reema Sharma

Date: Official address

with Seal:

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PREFACE

This program is an integral 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

FOOTWEAR

The 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 and decrease the attrition

rate. This project deals with the employee welfare activities that undertake

by Dawar so that they can retain and attract their talent.

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This project has been completed under the proper guidance ofMrs. Reema

Sharma

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.

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The sample size taken was 20.

The data so obtained was then analyzed and after analyzing the data

findings and recommendation were made.

LIST OF CONTENTS

Chapter Page No.

DECLARATION 4

ACKNOWLEDGEMENT

5

CERTIFICATE

6 BODY OF THE PROJECT

i. INTRODUCTION TO AREA OF RESEARCH 11

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ii. STATEMENT OF THE PROBLEM 11

iii. RESEARCH OBJECTIVE 12

iv. CHAPTERIZATION

CHAPTER 1 Introduction to the topic 13

CHAPTER 2 Objective of study 29

CHAPTER 3 Research methodology 31

CHAPTER 4 Limitation 34

CHAPTER-5 Industry profile 36

CHAPTER- 6 Company Profile

42

CHAPTER-7 Welfare policies at Dawar

66

CHAPTER-8 Analysis and Interpretation

75

CHAPTER-9 Recommendation and Conclusion

96

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CHAPTER-10 Appendices

100

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

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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 presently

incorporated in organization for satisfaction level of

employees

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RESEARCH OBJECTIVES

To Study Employee Welfare

To Study Employee Welfare Policies Implemented In Dawar

Footwear

To analyse Various Statutory & Non Statutory Welfare Policies Of

Dawar Footwear

To analyse 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.

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CHAPTER -1

INTRODUCTION TO THE TOPIC

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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 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.

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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 industrialisation and urbanisation 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:-

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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.

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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 oflife protects workers from social evils like drinking, gambling,

prostitution, 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.

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FEATURES OF EMPLOYEE WELFARE:-

* Employee welfare is a comprehensive term including various services,

facilities and amenities provided to employees for their betterment.

* The basic purpose in to improve the lot of the working class.

* Employee welfare is a dynamic concept.

* Employee welfare measures are also known as fringe benefits and

services.

* Welfare measures may be both voluntary and statutory.

SUCCESSFUL IMPLEMENTATION OF WELFARE

POLICIES:-

Adequacy of Wages

Social Liability of Industry

Impact on Efficiency

Increase in Personality

Totality of Welfare

Co-ordination & Integration

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Democratic Values

Responsibility

Accountability

Timely Implementation

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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 to industry.

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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:-

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

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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 fulfil its function and responsibilities effectively.

To promote among workers a greater understanding of

the problems of their economic environment and theirprivileges 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

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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:

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.

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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.

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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 there 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 there 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.

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(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 followingprovisions 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.

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(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. Establishing liaison with workers so that they may (a) understand

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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.

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Chapter -2

OBJECTIVES OF STUDY

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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

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CHAPTER -3

RESEARCH

METHODOLOGY

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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.

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.

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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

SAMPLE SIZE

The sample size taken for the survey was 20.

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CHAPTER-4

LIMITATIONS

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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.

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CHAPTER-5

INDUSTRY PROFILE

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Industry 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:

Region Large & Medium Scale SSI Household

Tamil Nadu 64 31 7

Delhi & up North 4 8 25

Agra, Kanpur 9 34 14

Calcutta 1 3 19

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Bangalore 6 3 4

Mumbai 3 11 4

Others 13 10 32

The estimated annual footwear production capacity in 1999 is nearly1736 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

Percentage

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. Micheals. 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

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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 anattractive 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.

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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,

beallerinas, booties.

Export of leather footwear during the last three years :

(Value in million US$)

April-Feb

Product 1998-99

1999-

2000 2000-2001

Leather Footwear 320.25 330.80 348.96

Source : DGCI & S, Calcutta

Export projections for the next two years:

(Value in million US$)

PRODUCT 2001-02 2002-03

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Leather Footwear 453 506

Source : Indicative Medium Term Plan

MARKET SHARE OF FOOTWEAR COMPANIES

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CHAPTER -6

COMPANY PROFILE

PROFILE OF DAWAR FOOTWEAR INDUSTRIES

LTD:-

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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 DAWAR

A Footwear Manufacturing group strong values towards:-

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Clientele

Quality

Infrastructure

INSTALLED CAPACITY OF DAWAR

Ladies ~ 2000 Pairs/ day

Mens ~ 4000 Pairs/ day

Uppers ~ 2000 Pairs/ day

MAIN MARKET OF DAWAR FOOTWEAR

INDUSTRIES

U.K. & Europe

Scandinavia

North America

South America

Australia

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LIFESTYLE BRANDS ASSOCIATED WITH DAWAR

Esprit

United Colours of Benetton

ZARA

NEXT

QUICK SILVER

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HYPERMARKET AND SUPERMARKET OF DAWAR

FOOTWEAR INDUSTRIES

Wal-Mart

Carrefour

Tesco

C & A

Deichmann

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MAJOR UK CLIENTLE OF DAWAR FOOTWEAR

INDUSTRIES

BARRATS

DOLCIS

STEAD N SIMPSON

NEXT

BURTON

SHOE FAYRE

RIVER ISLAND

OFFICE

EXPANSION AND DIVERSIFICATION OF DAWAR

FOOTWEAR INDUSTRIES

Double Capacity From 6400 to 10000 Pairs a Day

Company Has Plans To Foray Into Retail

Pact With Omaxe Constructions For Retail

Plans To Launch Own Brand Globally.

To Foray in Chain Of Hospitals in Tier 3 Cities in North India

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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 LSD :- 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 expand

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 rvered their hard work and

dedication.

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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.

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It is Mr. Dawar concern for his people and environment related

issuethat 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 Riva Dei

Garda (ITALY).GDS (GERMANY) AND WSA (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

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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 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. Its should be inherentin 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

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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 always

.

VISION OF DAWAR

TPM (TOTAL PRODUCTIVE MAINTENANCE)

To 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:

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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.

Pursuant 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

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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.

(PURAN DAWAR)

DATE: 1ST JANUARY , 2005. Chairman / Managing Director

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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

V

A

L

U

E

I

N

L

A

C

S

APRIL

'06

APRIL

'07

MAY '06 MAY '07 JUNE '06JUNE '07JULY '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

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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.

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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%

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Market profile of the organization :-

DAWAR GROUP capture 24% shoe market in whole AGRA

EXPORT %

24%

12%

10%10%

8%

8%

8%

7%

7%6%

.

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FUNCTIONAL DEPRTMENTS OF THE

ORGANIZATION :

CUTTING DEPARTMENT

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CLOSING DEPRTMENT

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LASTING DEPRTMENT

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PACKING AND DISPATCH DEPARTMENT

SERVICE OUTLETS OF ORGANIZATION

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Service outlets of Dawar

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PRODUCT RANGE OF DAWAR

DAWAR GROUP Produce World Class Product on Reasonable Price

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MANUFACTURING PROCESS OF DAWAR

Raw Material

Cutting

Closing

Lasting

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Chapter-7

Welfare policies at Dawar

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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

Amountfor educationis 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 childrens

.

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

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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.

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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

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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.

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DRINKING WATER

Potable Drinking Water are 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-8

ANALYSIS AND

INTERPRETATION

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Interpretation

Maximum Respondents are from Middle Management .

Q2.Whether the Respondent is on Muster Rolls

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

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0

20

40

60

80

100

120

yes no can'tsay

yes

no

can'tsay

Interpretation

All Respondents are on Muster Rolls of Dawar.

Q3. Whether the Salary is Paid in Accordance To

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

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0

10

20

30

40

50

60

70

80

90

designation

experie

nce

gratutity

designation

experience

gratutity

Interpretation

Salary is paid to the Maximum Respondents in Accordance

to their Experience in Dawar.

Q4. Whether the Respondent is Satisfied with workplace

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

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0

10

20

30

40

50

60

70

80

90

yes no can'tsay

yes

no

can'tsay

Interpretation

Maximum Respondentsof Dawar are satisfied with their

work place.

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Q5. Whether the Respondent is Satisfied with Rules & Regulations

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

0

10

20

30

40

50

60

70

80

90

100

yes no can'tsay

yes

no

can'tsay

Interpretation

A large volume of Respondents are satisfied with the Rules

and Regulations of Dawar.

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84/110

Q7. Whether the Respondent is Satisfied with the Salary provided by

Dawar

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

0

10

2030

40

50

60

70

80

90

100

yes no

can'tsay

yes

no

can'tsay

Interpretation

A large volume of Respondents are satisfied with the Salary

provided by Dawar

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86/110

Q9. Different Non Statutory Welfare Policies as Adopted by

Dawar are

1) Safety Equipments .. 2) Canteen .. 3) Lighting .

4) Tea Coupons .. 5) All ..

020

40

60

80

100

120

Safety

equipment

Canteen

Ligh

ting

Teacoupnes

Safety equipment

Canteen

Lighting

Tea coupnes

All

Interpretation

All Respondents are Having all the Following Non statutory

Services of Dawar

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Q10. What Kind of Benefits the Respondent is Seeking in Respective

Job

1) Bonus .. 2) Insurance .. 3) Gratuity ..

0

5

10

15

20

25

30

35

40

45

Bonus Insurance Gratuity

Bonus

Insurance

Gratuity

Interpretation

Maximum Respondents are seeking Bonus as well as

Insurance in their job

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Q11. Whether the Respondent is Satisfied with the Statutory Facilities

provided by Dawar

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

0

10

20

30

40

50

60

70

80

90

100

yes no can'tsay

yes

no

can'tsay

Interpretation

A Large Number of Respondents are Satisfied withStatutory

Facilities provided by Dawar

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90/110

Q13. Whether the Respondent is Satisfied with the Reporting

Structure & Hierarchy in Dawar

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

0

10

2030

40

50

60

70

80

yes no can'tsay

yes

no

can'tsay

Interpretation

A Large Number of Respondents are Satisfied with the Reporting Structure

& Hierarchy in Dawar

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Q14. What is the Provision of Fetching Mediclaim in Dawar


0

20

40

60

80

100

120

Designatio

n

Experie

nce

Gratuity

Designation

Experience

Gratuity

Interpretation

All Respondents of Dawar are Fetching Mediclaim in

accordance to their Designation .

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Q15. Whether the Respondent is getting

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

Bonus .. 5) All ..

0

20

40

60

80

100

120

Gratuit

y

Insuranc

e

ESI/P

F

Bonu

sAll

Gratuity

Insurance

ESI/PF

Bonus

All

Interpretation

All Respondents are Getting all the Above Mentioned

Provisions.

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Q16. Whether the Respondent is getting any Formal

Training in Dawar

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

010

20

30

40

50

60

70

80

90

yes no can'tsay

yes

no

can'tsay

Interpretation

Maximum Number of Respondents are Getting Formal

Training in Dawar

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95/110

Q18. Whether the Respondent is Satisfied with the Opportunities of

Promotions in Dawar

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

0

10

20

30

40

50

60

70

80

90100

yes no can'tsay

yes

no

can'tsay

Interpretation

Maximum number of Respondents are satisfied with the

Opportunities of getting promoted in Hierarchy of Dawar

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97/110


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CHAPTER -9

RECOMMENDATION AND

CONCLUSION

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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 rater 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.

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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.

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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 mor 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 -10

APPENDICES

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105/110

QUESTIONNAIRRE ON HUMAN WELFAREPOLICIES

Q1. Whether the Respondent Falls under the Category

2) Top Mgmnt .. 2) Middle Mgmnt .. 3) Lower Mgmnt ..

Q2. Whether the Respondent is on Muster Rolls

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

Q3. Whether the Salary is Paid in Accordance To


Q4. Whether the Respondent is Satisfied with

Workplace

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

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2) Safety Equipments .. 2) Canteen .. 3) Lighting .

4) Tea Coupons .. 5) All ..

Q10. What Kind of Benefits the Respondent is Seeking in

Respective Job

2) Bonus .. 2) Insurance .. 3) Gratuity ..

Q11. Whether the Respondent is Satisfied with the Statutory

Facilities provided by Dawar

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

Q12. Whether the Respondent is Satisfied with the Non

Statutory Facilities provided by Dawar

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

Q13. Whether the Respondent is Satisfied with the Reporting

Structure & Hierarchy in Dawar

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

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Q14. What is the Provision of Fetching Mediclaim in Dawar


Q15. Whether the Respondent is Getting

2) Family Gratuity .. 2) Insurance .. 3) ESI & PF .. 4)

Bonus .. 5) All ..

Q16. Whether the Respondent is Getting any Formal

Training in Dawar

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

Q17. Whether the Respondent is providing Feedback

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

Q18. Whether the Respondent is Satisfied with the

Opportunities of Promotions

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

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Q19. What can Dawar do to increase your satisfaction as an

employee

2) Facilities .. 2) Training .. 3) Fringe Benefits ..

Q20. What Areas are to be Improved by Dawar

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

policies ..

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