A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 1

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CONTENTS
Chapter-1
Executive summary 1
Industry Profile 2
Company Profile 3
Need For Study 4
Objectives 5
Methodology
6
Scope
Findings
7
Suggestion
Conclusion

Chapter-2
Introduction of the Study 7-8
History of the company 8-10
Present status of the company 9-15


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Swat analysis

Mission and Vision 16-27
Growth of the company 28-29
Manufacturing process 30-34
Organization structure

Chapter-3
Background of the study 35-50
Chapters-4
Data analyses and Interpretation 50-72
Findings And Suggestions. 73-76
Conclusion 77
Chapter-5
Annexure 78-82

Bibliography 83


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CHAPTER-I

Executive Summary
Company profile
Need For The Stutdy.
Objectives
Methodology
Scope Of the study
Limitation Of The Study


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Findings
Suggestion
Data Analysis

EXECUTIVE SUMMARY

INDUSTY PROFILE:
Hindustan latex’s (HLL)journey started with its incorporation as a
corporate entity under the ministry of health and family welfare of the
government of India on march 1,1966.HLL was setup in the natural rubber rich
state of kerala , for the production of male contraceptive sheaths for the
national family planning programme the company commenced its commercial
operations on April 5,1969. the plant was established in technical collaboration
with M/s Oakmont industries.

To trace briefly HLL’s land mark in the 37th since it’s commencement
of operation. In the year 1969 the company started manufacturing at
thiruvanathpuram (karalla) . as part of expansion program of the company
starts decided to establish
One more unit Kanagala near Belgaum in the year 1986. and they start the
manufacturing in 1987.


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COMPANY PROFILE:

Hindustan latex’s (HLL) journey started with its incorporation as a
corporate entity under the ministry of Health and Family welfare of the
Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the
production of male contraceptive sheaths for the national family planning
programme the company commenced its

commercial operations on April 5,1969. The plant was established in technical
collaboration with M/s Oakmont industries.
To trace briefly HLL’s land mark in the 37th since it’s
commencement of operation. In the year 1969 the company started
manufacturing at thiruvanathpuram (karalla), as part of expansion programme
of the company starts decided to establish one more unit at Kanagala near
Belgaum in the year 1986, and they start the manufacturing process in 1987.

HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing
various public health challenges facing humility.

Hindustan life care limited is the only company in the world which
manufactures and markets the widest range of contraceptives. It is unique in
providing a range of condoms, including female condoms, intra uterine devices,
oral contraceptive pills- steroidal
In the area of contraceptives HLL has added to its oral
contraceptive pills(OCP)for female. Its OCP range include Mala D/N, Saheli,
Arpana, Apsara, Menders, Jaljeevan etc, it has also added female
condoms to range. It also started manufacturing of copper T, Blood bags,
Hydrocephalus shunt, Hand gloves etc.


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Today HLL is a multi-product, multi-unit organization
addressing various public health challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore
company by the year 2010.

Title of the project:

A Study on Employee welfare facilities.
.
Need for the study

To know that whether welfare facilities play an important role on the working
of employees,
And to know hen the employees are dissatisfied welfare facilities will help them
to get motivated.

Objectives Of the study:

1 To study the existing welfare facilities provided to the employees at HLL
kanagala.

2To know the employees
opinion about the present welfare facilities at HLL kanagala...

3To study the satisfaction of workers towards the present welfare facilitates.


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4To give certain suggestion based on findings for improvement in the welfare
facilities provided by the management.

Scope of the Study:
This study aims to find out the satisfaction of the employees,
whether the company is providing necessary health, safety and welfare
measures in HLL Life care Limited, Kanagala. The scope of the current study
named” Employee welfare facilities” is limited only to HLL Life care limited,
Kanagala unit& its application is also specifically limited to the HLL Life care
Limited, Kanagala unit, and the study cannot be applied to other unit of the HLL.
This study helps to improve the performance of the Human resource
management department.

Limitations of the Study:
Following are some of them limitation of the study:

1 The data was collected during the working hours, employees were busy in
their routine work so they were less responsive.

2) The data is collected from the permanent and casual employees and hence
the opinion of contract employees is not collected.
3) Inadequacy of time was a major limiting factor faced by researcher.

Research Methodology:
Data required
1. Primary data
2. Secondary data


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1) Primary data
Questionnaire methods are used to elicit information from
employees of various hierarchy departments.
Primary data are those which are gathered specially for the project at
hand is directly through questionnaire & personal interaction. Primary data is
collected by administering the
questionnaire & personal interaction.
2) Secondary data
The secondary data has been collected from different books and
company files and website.
The secondary data has been collected by an individual from different sources.
Text book
Internet
Sampling
Sampling size
The study was taken on 100 respondents.
Data presentation
Data was presented with the help of tables, charts; interpretation and
observation were noted below each table/charts.

Data analysis
Data was analyzed by simple qualitative analysis for the study.
Findings:
o From the study it was noticed that majority of respondents i.e.90%
of employees aware of all the welfare facilities provided by the
company it means company always think of employees but still it
can improve to satisfy other 10% of the employees.

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o It was noticed that 70% of employees feel good about present
welfare facilities it shows the welfare facilities are good.
Suggestions:
1. Employees are not satisfied to quality of the food which is providing by
the canteen, so quality of the food has to be increased to keep the health
of the employees good.

2. In my opinion company should provide transportation facility to contract
worker by taking the fare of the bus.

CONCLUSION:
Human resource plays an important role in any organization .
employee welfare facilities are concern to this department , if the employee
happy with welfare facilities then only the productivity of that organization can
be increased .
Based on the study of Employee Welfare Facilities in Hindustan
Lifecare Limited Kanagala it is clear that the company is very keen in the
promoting all the welfare facilities provided by Hindustan Lifecare Limited
Kanagala.


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CHAPTER- II


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CHAPTER - II
COMPANY PROFILE

INTRODUCTION

History of the company


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Present status of the company

Growth of the company

Manufacturing process

Organization structure

Future plans

INTRODUCTION


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The project is done at HLL LIFECARE LIMITED, Kanagala
(Dist-Belgaum). HLL is a public sector undertaking by the ministry of health and
family welfare of Government of India. HLL LIFECARE LIMITED is into
manufacture of condoms and contraceptives. Hindustan latex is a largest
manufacturer of indigenous low priced, high quality Contraceptives namely
MOODS, SUPER DELUX RAKSHAK, USTAD etc.
“Without population control our plans of economic development
are like writing on water and with waves of population washing off whatever we
have written” an effective control of population growth is a key to our economic
development.

HLL LIFECARE LIMITED is a public sector undertaking
contributing in promoting the family planning which is essential for controlling
population explosion in our country.
Workforce is an important integral part of the organization. To
keep the workforce satisfied “Employee satisfaction and welfare facilities” plays
a very important role in the organisation.

INDIAN SCENARIO:
Today, India is the 2nd most populist country in the
world. In the half of this century, India is poised to replace China as
the most populist country in the world. Therefore, birth control and
family planning measures have assumed great importance in India. It has
become the government’s policy to encourage small families the
government has undertaken various measures to reduce population
growth.

The Government of India adopted the policy of family
planning in 1952 in order to control population. One of the major


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policies in growth control for reducing births, various methods have been
adopted, and one such methods is contraceptive for male and females,
thus on 1st march 1969, Hindustan Latex Limited was born. On 5th
April 1969 that the first batch of condoms rolled out from the plant at
Peroorkada. In 1985 was the addition of two plants at
Thiruvananthapuram and Belgaum.

At the same time, Government initiated massive
advertising and awareness campaigns. Up to the late eighties, the
campaign spoke of “ do yaw teen bus”, highlighting an average family
size of five members. By the nineties, the message was changed to
“ hum do hamare do “ , emphasizing the two child norm.
Non-government organization (NGOs) also began to participate in the
social marketing programme, with funding from Government as also from
other organizations. In 1987, Parivar sewa sansatha was the first NGO
to introduce its own branded condoms in the market.
Hindustan Latex Limited become one of the world’s largest manufactures
of condoms, with an annual production of 670 million pieces.
The commercial branded condom industry has been declining at the rate
of 10% over the last three years.

HLL LIFECARE LIMITED


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Hindustan latex’s (HLL) journey started with its incorporation as a
corporate entity under the ministry of Health and Family welfare of the
Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the
production of male contraceptive sheaths for the national family planning
programme the company commenced its commercial operations on April
5,1969. The plant was established in technical collaboration with M/s Oakmont
industries.
To trace briefly HLL’s land mark in the 37th since it’s
commencement of operation. In the year 1969 the company started
manufacturing at thiruvanathpuram (karalla), as

part of expansion programme of the company starts decided to establish one
more unit at Kanagala near Belgaum in the year 1986, and they start the
manufacturing process in 1987.

HLL IS TODAY A MULTI- PRODUCT, multy- unit organization
addressing various public health challenges facing humility.
Hindustan life care limited is the only company in the world which
manufactures and markets the widest range of contraceptives. It is unique in
providing a range of condoms, including female condoms, intra uterine devices,
oral contraceptive pills- steroidal

In the area of contraceptives HLL has added to its oral contraceptive
pills (OCP)
for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara,
Menders, Jaljeevan etc, it has also added female condoms to range. It
also started manufacturing of copper T, Blood bags, Hydrocephalus shunt,
Hand gloves etc.


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Today HLL is a multi-product, multi-unit organization addressing various
public health challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore
company by the year 2010.

HLL has been declared a Mini Ratna Company by the Government of India and
upgraded as a Schedule BPSU.

HLL Life care Limited is the only company in the world which manufactures and
markets the widest range of Contraceptives. It is unique in providing a range of
Condoms, including Female Condoms, Intra Uterine Devices, Oral Contraceptive
Pills - steroidal, non-steroidal and Emergency Contraceptive pills;
Contraceptive Cream, and Tubaler Rings.

HLL’s Health care product range include: Blood Collection Bags, Surgical Sutures,
Auto Disable Syringes, Vaccines, Women’s Health Care Pharma products, In -
Vitro Diagnostic Test Kits,
Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bank
equipment, Iron and Folic Acid Tablets, Sanitary Napkins, and Oral Rehydration
Salts.

With a vast array of innovative products and social programmes launched to
meet the nation’s health care needs, HLL Lifecare Limited (HLL) is year after year
taking a step closer to its vision of Innovating for Healthy Generations.


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Over the past sixteen years HLL has steadily set up a strong and sound
infrastructure for direct marketing. HLL has put in place a vast distribution
network covering the length and breadth of the country. HLL’s products today
reach over five lakh retail outlets, in 10 states, covering over 600 districts,
1509 distribution points, including over a lakh villages, in the remotest corners
of the nation.

It is the leading social marketing organization in the country in the area of
contraceptives - with a market share of over 65 percent in the rural and semi
urban markets, including in the highly populated states of UP, Madhya Pradesh,
Bihar etc.

HLL has also made vast inroads in the commercial segment too, with the growth
in its market share from 0.1 percent over a decade back to 19 percent at
present. HLL’s products are today exported to over 70 countries.

HLL’s association with world leaders include those with Okamoto of Japan;
Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,
USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,
USA

With a vast array of innovative products and social programmes launched to meet the nation’s health care
needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision of Innovating for
Healthy Generations.

Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct marketing.
HLL has put in place a vast distribution network covering the length and breadth of the

country. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over 600 districts,
1509 distribution points, including over a lakh villages, in the remotest corners of the nation.


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It is the leading social marketing organization in the country in the area of contraceptives - with a market
share of over 65 percent in the rural and semi urban markets, including in the highly populated states of
UP, Madhya Pradesh, Bihar etc.

HLL has also made vast inroads in the commercial segment too, with the growth in its market share from
0.1 percent over a decade back to 19 percent at present. HLL’s products are today exported to over 70
countries.

HLL’s association with world leaders include those with Okamoto of Japan;
Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,
USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,
USA

HISTORY OF HLL KANAGALA UNIT:

HLL was set up 1969 at Thiruvananthapurm, Kerala as a government of
India undertaking. In 1984 the company decided to establish one more
unit at Kanagala Belgaum district of Karnataka state. Shri.R.Venkataraman
the vice-president Government of India laid down the foundation stone
for the Kanagala unit. The function was prescribed by Shri. Shankaranand,
the ministry of Health and Family welfare of Government of India. The
construction of plant was completed in 1986 and regular production
commenced from March 1987. The Kanagala plant is setup in
collaboration with M/s Okamoto Industries, Japan and it incorporates
Japanese technology cable of manufacturing tested condoms in the world.
The plant is fully automated andcomputerized and it has annual
production capacity of 144 million condom


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Location of the Plant:
The plant is situated in Kanagala, a small village in hukkeri taluka of
Belgaum District. It is 55 kms away from Belagum, 12 kms from
Sankeshwar and 15 kms from Nippani. It is situated beside the NH-4,
which is convenient for transportation and means for communication. In
1984 Shri. B.Shankaranand took the initiative step in the successful
establishment of Kanagala unit of HLL.
HLL unit Kanagala plant acquires of about 30 acres of land. About 3/4th
of land is occupied by administrative office, main factory building,
electrical and maintenance department, boiler room, effluent plant, stores
building, ammonia storages, rest room, time office, canteen and
assistance aid room, locker room etc. Other two buildings have been
constructed one for production of oral contraceptive pills like Mala D,
Mala N, Choice, Saheli, Ecroz etc. And one more is production of
Centchroman Bulk Durg, which has annual production capacity of 1,000
kilograms. Other side of the factory there is a guesthouse, a hostel for
unmarried officers and quarters for General Manger and Deputy General
manger.
The Kanagala plant, Karnataka commenced operation with the production
of condoms in 1985 using Japanese technology. It was expanded with
the tablet tin


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Facility for birth control pills, Mala D/N, Saheli commenced in 1992.

UNIT PROFILE:

Name : HLL, Kanagala

Address : Hindustan Latex Limited

A/P-Kanagala-591225

Tal-Hukkeri

Dist-Belgaum

State-Karnataka.

Corporate : Public Limited Company

Status (A Government of India undertaking)

Registration No : KTK/25/11/87

Nature of Industry : Manufacturing.

Date of commencement : March 1987


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e-mail : hllnfk@sancharnet.in

Web-site : www.hlllifecarehll.com

Fax No. : 08333-279245

Phone no. : 08333-279244, 279206,279680

Promoter : Shri.B.Shankaranand
Former minister of Health and family
Welfare of Government of India.

CMD : Shri.M.Ayyappan.

Present status of the Company:


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Manpower
Officers 46
position in HLL,
Supervisory Staff 50
Kanagala:
Administration Staff 43

Grade IV workmen 131

Grade III workmen 84

Grade II workmen 7
WORK SCHDULE:
Grade I workmen 16
Company workers
Induction level –I 44 for entire 24 hours

Induction level-II 41 with following work
schedule.
Worker trainee 11

TOTAL 472

Shift Time

General Shift 9:15 AM to 5:15 Pm

1st Shift 6:00 AM to 2:00PM

2nd Shift 2:00 PM to 10:00PM

3rd Shift 10:00 PM to 6:00AM

BOARD OF DIRECTORS:


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Sr.No NAME DESIGANATION
.
1 Shri.M.Ayyappan Chairman & Managing Director

2 Shri.Raghubir Singh Additional Secretary Of Health and
family welfare
3 Shri.Braj Kishore Prasad Joint secretary of Health and Family
Welfare
4 Shri.K.K.Sureshakumar Director (Marketing)

5 Shri.B.B.Chandrashekaran Nair Director (Finance)

6 Shri.M.D.Shreekumar Director (Technical and Operation)

7 Shri.K.Mohan Das Director

8 Shri.V.Sanjeevi Director

9 Shri.V.Meenakshi Sundaram Senior Chartered Accountant

HLL LIFECARE LIMITED Commenced its journey to serve the nation in the area of
Health care, on march 1, 1966, with its incorporation as a corporate entity
under the ministry of family welfare of the government of India. HLL was set up
in the natural rubber rich state of Kanagala, for the production of male
contraceptive sheaths for the national family planning programme.

The company commenced its commercial operations on April 5, 1969 at
peroorkada in Trivandrum. The plant was establishment in technical
collaboration with M/s Okamoto industries inc. Japan two most modern plants
were added, one at Thiruvananthpuram and the other at Belgaum.


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Management Structure:

HLL is fully owned by the Government of India. Board of
directors appointed by the Government manages it. HLL is incorporated as a
company under the ministry of Health and Family welfare of Government
of India.
Overall management of the company is vested with the
board of directors of the company. The board of directors are
accountable to the shareholders of the company and are also
accountable to Government of India.
The day-to-day management of the company is entrusted to the
Chairman & Managing Director (C & MD) and the functional directors and
other officers of the company assists him. The Chairman and Managing
director, functional Directors and other officers exercise their
decision-making power as per the delegation of powers approved by the
Board of Directors.

COMPETITORS INFORMATION:

The major competitors of the company for condoms are
TTK, JK Group, Polar Latex and the other imported brands like Durex ,


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Trojan competitors products and their respective market shares as shown
below:
Company Product Market
Share
TTK Kohinoor, Flesta, Champ, 33%
Duropack
JK Group Kamsutra 22%

Imported Brands Durex 04%

MARKETING & EXPORT:

To meet the increasing demand for high quality
and newer varieties of condoms, today company markets its products
domestically and internationally. ‘MOODS’ was the first premium brand,
which was launched in the market on a national scale, and it is also
launched in the international markets.
The other brands introduce in domestic & international markets were
‘RAKSHAK’ and ‘NEW SHARE’. HLL taken up marketing of MALA-D/N, oral
contraceptive pills in the state of Rajastan, Kerala, Karnataka and
Tamilnadu. Today HLL has wide range of distribution network to
distribute commercial products all over the country.


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HLL has its domestic Marketing Offices at:
Noida , Mumbai, Kolkata, Bangalore, Hyderabad, Luck now

HLL brands condoms have received “ 510 K” from Food And Drug
Administration (FDA) and “ CE MARK” certification from SGS United
Kingdom. Both these certification are necessary to market condoms in
the countries like USA, UAE, UK, Kenya, Mauritius and Oman. HLL’s
marketing association is spread over Asia Specific, Europe, USA, Central
America, Africa and Middle

PRODUCT PROFILE:

The various products produced and marketed by the company are as
shown below:

HEALTHCARE PRODUCTS

Blood Single, Double, Triple, Quadruple, Penta, Pediatric, &
Transfer Bags.
Sutures Hicon, Hincryl, Hisil, hilon.
Tissues expanders HLL Subcutex
Auto Disposable Syringe Bsure, Autolok
Oral Re-hydration salts Jal Jeevan
Medicated Plasters Plastid
Women Healthcare Pharma Products

FAMIL PLANNING & HIV/AIDS PREVENTION:

CONDOMS


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Nirodh Deluxe Nirodh Mauj

Zaroor Rangeele Nymph

Ustad Share TNMSC

Moods Sparsh Rakshak

Moods Suprereme

Female condoms
Confidom Passion Rings

Motto, Vision and Mission

Motto
Innovating for Healthy Generations.

Vision
HLL will establish itself as the Leader in its core activities, through a process of
continuous innovation and participatory approach in order to -
Provide best value to the customer.
Be an employer of choice.

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Promote the cause of family health in general, and women's health in particular.

Mission
To accomplish the Corporate Vision, HLL has outlined a Mission to be a World
Class Health Care Company by the year 2010, with focus on five key areas,
namely

* Business * Customer * Innovation * Employee and
* Social Sector initiatives.

Business Leadership:
Attain rapid growth and global levels of operations with cost competitiveness.
Be among the top three players in each main product category.
Become the organization to be benchmarked with.
Become an acknowledged and admired leader at industry forums.
Customer Focus:

Focus on quality and customer delight at all time

Innovation:
Establish core competence through a process of learning and innovation.
Create a culture of continuous innovation resulting in at least 10% of turnover
from Research and Development initiative.

Employee Satisfaction:
Strive to be the employer of choice in India with employee satisfaction levels of
over 90%.
Social Sector Initiatives:
Be recognized as the leading social organization in the field of Reproductive
and Women's Health, with a commitment to the society - a partner of choice

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implementing all government and multi-lateral initiatives in these segments.

OBJECTIVES OF THE COMPANY

To maximize capacity utilization of existing plant.

To increase the profitability of the company and to maximize generation
of surplus to enable HLL to finance its diversification projects.

To make social marketing projects.

To maintain and improve the existing cordial relationship between
employees and management by mutual interaction at various levels and
to further improve efficiency of the executives, supervisors and works to
meet future challenges.

To make continuous efforts for up gradation of technology and quality to
be internationally competitive.

To improve substantially direct marketing for all products.

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To maximize cost reduction.

To explore possibilities for strategic alliances for diversification.

To be an active player in realization of the objectives set forth in the
national population policy (NPP)2000.

To straighten information, education and communication aimed at
enhancing the outreach of contraceptives in remote areas

The Kanagala unit is divided into the following Departments:
Operations and production
Boiler house
Machine shop
HR
Accounts
Purchase
Stores

Dispatch
Systems
Safety
Electrical
Mechanical


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Commitment to Quality Systems:

HLL underlines its commitment to quality by mandating that all our
manufacturing facilities are certified to a quality system standard. Our
manufacturing facilities conform to requirements of ISO 9001:2000, ISO 13485
and various international product certification marks, thus offering best value
to our customers in conformance with international standards.

List of certificates:

ISO 9001-2000 certificate
GMP certificate
CE mark certificate

YEARLY PRODUCTION OF CONDOMS:

Year Target Production
2004-05 215 223.40
2005-06 225 228.03
2006-07 242 237.99
2007-08 235 243.51

TURNOVER OF THE ORGANIZATION:
The below chart shows last five year turnover of the organization last three year
it is constant neat to 5100 and because of that they increasing their profit.
Year Rs.(Lakhs)
2002-03 4272.39
2003-04 4971.21
2004-05 5306.41


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2005-06 5166.65
2006-07 5127.70

SALES DETAILS:
Sr.no particulars 2005-06 2006-07 2007-08
1 Condoms(in 221.51 232.99 232.08
LakhRs)
2 Oral 578.41 578.75 575.80
Contraceptive
Pills (in
LakhRs)
3 Centchroman 641.56 641.56 788.18
Bulk Drug
(In Kgs)

FUTURE PROSPECT:

Develop new low modus latex formulation with liquid accelerator
system. introduce new products like Super Dotted Extra-time Condoms, Baggy
Ribbed Condoms , and Warming Gel etc.
Develop new latex formulation with single accelerator. Develop
water- based Condoms lubricated as substitute for silicon oil. Manufacturing
condoms with low protein content. Set up Rapid Test Kit manufacturing facility.
Develop New-Generation women Health care products. Develop Autologus
Blood Bags. To increase the profitability of the company and to maximize
generation of surplus funds to enable HLL to finance its diversification projects.


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The commercial production of Anti Retro Viral Drugs (ARV’s) will be
undertaken at Kanagala plant for which the formulation development is under
progress.To maintain and improve the existing cordial relationship between
employees and management by mutual interaction .

SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY:

HLL is committed to protect environment, eliminate occupational hazards and
ensure safety of employees & subcontractors through: Monitoring and control
of the impact of its
activities, products and services on a continual basis;

Compliance of applicable legal and other requirements;
Adopting appropriate operating practices;

Facilitating employee training and their involvement;
Pollution mitigation through adoption of best practices;
Conserving materials, energy and reducing waste at source, and / encouraging
usage of renewable energy sources;
Periodic review of safety health and environment management system.
HR Vision
HR Mission
To provide company wide leadership in formulating human resource
policies and programmes that enhance the quality of employee services
and encouraging employee contributions towards sustaining HLL’s
continued excellence.

To collaborate with all other departments in supporting effective
recruitment, development and maintenance of a highly competent
workforce.


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To be a strategic partner in creating a work environment this fosters
individual achievements, teamwork, integrity, professionalism and
accountability.

To foster a meaningful, environmental friendly and productive work
environment and
ensure positive contribution to the community around us.

HR Objectives:

Exercise leadership in modeling and implementing successful human resource
policies and practices that help unleash employee potential. Create an
organizational ambience where talents can bloom and support the
management’s efforts to foster a high performance workforce.
Support local efforts to recruit, develop and retain a highly qualified work force
by building market practices and effective employer practices into human
resource methodologies.
Encourage, support, reward and recognize creativity, innovation, individual and
team performs

HR Philosophy:
We,
Believe in the potential of our most valuable assets- Our employees.
Believe and trust our employees.
Strive for excellence.


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Exhibit the values of honesty, integrity and respect among our employees and
the public in our work and conduct.

FEATURES OF HUMAN RESOURCES MANAGEMET:
Human resources management is concerned with employee
both as individuals and as a group in attaining goals. It is also concerned with
behavior, emotional and social

Aspects of personal:
It concerned with development of human resources, i.e.
Knowledge, capability skill, potentialities and attaining and achieving employee
goals, including job satisfaction human resource management covers all
levels(low middle and top) and categories (Unskilled, skilled, technical,
professional, clerical and managerial ) of employee’s it covers both organized
and unorganized employee’s.
It applies to the employees in all types of organization in
the world (industry, tread, service, social, religious, political and government.
Department). It all types of organize human resources management is a
continuous never ending process.
It aims at attaining the goals of organization and society in an integrated
approach.


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Functions of HR department.

1. Manpower planning

2. Recruitment and selection

3. Induction and employee communication

4. Performance appraisal

5. House keeping

6 .Environmental regulation

7. Employee attendance

8. Wages and salary system

9. Welfare facilities to OE’s and administration

10. Staffing and motivating the employees

11. Compensation and bonus

12. Training


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MANPOWER PLANNING:
Planning for HR is most impotent then planning for any
other resources. As demand for latter demand upon the size and the structure
of the former, wither it is in a country or in an industry father management of
HR hardly being form HR planning. In this organization top management
formulates corporate level plan based on corporate philosophies, policies,
vision and mission.

At the end of the every year top management of SIL
combined with Dana do hell week These is done in order to formulate target
plans for fulfill further manpower needs. Budgeting is done yearly at the
corporate office of the Anand Group. TO formulate HR plan factors like targets
set, employee turn over, Expansion programs, cell structure, shift structure etc
taken into consideration. At the hell week the management tries to fix a math
between three major factors that is target set, present employee strength and
employee turn over once a detailed analysis and overall assessment of future
manpower requirement are made in the respective plans, the HR manager at the
plant board plans, then the detailed manpower requirement and the same are
the corporate head quarters.

RECRUITMENT:

It is the process of searching for prospective employees and encouraging for
applying jobs in organization. Recruitment is done through two sources.


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INTERNAL SOURCES:
The organization can recruit internally and connect information through
number of
sources.

ORGANIZATION DATABASE

HR department maintains information though a data blank. They collected
information has to how many people have applied for the job their
qualification and also the employee who want get shifted to another
department whenever there is an opining. HR staff tries to find people
through these data blacks ; any person meeting the recruitment would be given
a call letter form the organization.

a. Job Posting:

Depending on ability and skills of the person the respected post has been give
to him.

b. Promotion:

It refers to shifting of the employees from lower position to high position
carrying higher salaries and better prestige. The higher position, which are
vacant, may be filled up from up with in organization.

C. Transfers:

It involves shifting of employees from their present jobs to similar job in the
other department without any change in rank or responsibility or prestige of
employees.
Employee’s website:

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The recruitment firm displays about the opening reconsolidated and
cross –examined with the required job position.

External Sources:

A). College and university:
The requirement of student is a very important source for entry
level
Professionals. In this, organization interacts and gets candidates.
The major factor that infuelance this requirement methods are

1. Deputation of the college and university.
Experience with placement officer in handling requirement process
with the organization.
Completion level for the top students in the colleges and university.

B). Advertisement:


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These are the basis for recruitment for this organization. They place the
advertisement of the requirement of candidates and their eligibility required in
the newspaper.
Selection:
The selection process is done immediately after recruitment. It is a
process of eliminating understanding candidates and selecting the best
candidates out of them for the job. The selection procedure starts with the
scrutinizing of all applications received for job. If the bio data/ resume sent,
matches with the requirement of the job, then candidates will be called for an
interview, which may be in the right person will be selected for the job. The
selection procedure is complete when the appointment order is given to the
selected candidates.

Authority flow by HRD

Manager (personal)

Dy. Manager

Asst. Manager

Spur. Manager


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Functions of the department:

The functions of the department and wider perspective can explain with
respective to the
following area.

1. Administration and human recourses department.

Industrial relations
Language
Training programme.
Salary
Welfare

I Administration and human resources development:

a. Manpower planning:

Manpower is the main source of organization. We have to make planning for full
utilization of manpower of an organization.

b. Recruitment and selection:

Company conducts these two processes whenever they need manpower.
Recruitment programme by giving advertisement and same people they will
carry selection process also.

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New candidates are selected on the base on the employee work experienced
and merits and also by taking personal interview.

C. Promotion, demotion, transfer:

Promotion of the employee depends upon employee qualification, seniority, and
annual appraisal report, also experience on all these employees promotion will
be given.

Employee is also can demoted when his performance is not good; all the rules
of government for transfer an employee.

2. Industrial relation:

HLL has cordial peaceful ration history. The company allowed outsiders to visit
the company by given visitor pass.

Relationship between trade union and management is good.
Management arrange trade union meeting weekly.
The maintenance in the company is very strict.

3. Language:

As public sector company HLL always has way ahead in implementing the Hindi
language not only management but as well as in organization level also.
Company is publishing two language magazines for development of Hindi


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among its employee, those are follows.

A. Parivar-Manthly magazine.

B. Ramayana-official language magazine.

4. Training

A. Company conducts tanning programs for all the department’s employees
from
Time to time.

B. Training is given to employee for adopting skills and also increases ability
of employee.

C. As per employee opinion the training arraigned for them is helpful.

D. Some training names as are as follow.

One day computation training. Art of learning. Hindi Workshop.
Development of personality training

5. Salary.

E. salary range varies in between 5000-40,000 for permanent employee.

F. salary is not fixed on base of employee work ability but more constrained on
the service of the employee.


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G. salary is given on time on a fixed date.

H. there is an increase in each employee salary Yearly.

Welfare facilities provided in the organization.

a) Canteen subsidy rs.250 p. month.

b) Leave travel concession- FOR 3000 kms (Once in 4-years)

c) House rent allowance (HRD)-12% of the basic pay.

e) Conveyance allowance –320 p. month (attendance 15 or more in month).


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f) Uniforms- for office staff, security guard, cook, drivers, first aid attainment

g) Raincoat and caps-who work in open area during rainy season

h) Shift allowance-I-no allowance, II-3RS/-per shift, III-5 RS/-per shift

i) Festival advance-Rs/-2500 only once in year each employees, etc

j) Maternity benefit- 7 days for male & 84 days for female employee these days
workers are getting pay.

k) HLL co-op society purpose, gives loans, sale of consumer articles, etc.

l) Festival holidays-total 10 holidays. 5 national&5 religious (during these days
workers are getting pay)

m) Disablement benefit-the insured person will b given full pension at full rate.

n) Overtime facility-operative staff; drivers, store person, &supervisors


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Award

. 1995-96 HLL awarded with the NF mark by the laboratory national
diseases, with certified queried for export of it’s products to European
nations.

1999-00 HLL Receives MOU and certificate of from the vice president of
India for excellence in the achievement of MOU target.

2002-HLL Belgaum plat awarded the ISO 14001.certification as well as
HLL’s Kanagala(Belgaum) plant awarded the CE mark for it’s condoms.

.2003 once again HLL received on 5TH April 2003 The MOU award of
govt of India from the president of India Dr A.P.J.Abdul kalam for
excellence achivement of target for 2001-02 .

HLL received CAPEXIL’s Export Award for outstanding export
performance, from the union Finance Minister.

HLL received the National Award for excellence in cost management
in 2006.

HLL upgrade as a Schedule ‘B’ PSU by the Government of India in
2006 and HLL declared as a MINI RATNA PSE by the Government
of India on Aug , 31 2006.


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HLL Kanagala received GREENTECH SAFETY SILVER AWARD from
Greentech foundation New Delhi in 2006.

HLL Kanagala won the First prize among the Drugs and
Pharmaceutical sector, in the energy conservation in 2006.

The monthly remuneration received by each of its officers and
employees.

NO. Gread/Designation scale of
pay

1 Induction level 1
2700-40-3660


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2 Induction level 2
3000-55-4320

3 Grade 1/sweeper/cleaner etc. 3600-
70-5280

4 Grade 2/peon/security guard
3800-85-5840

5 Grade 3/Jr.steno- typist
4000-100-6400

6 Grade 4
4200-115-6960

7 Senior clerk/Jrstenographer
4400-130-7520

8 Grade 5
4410-130-7530

9 Grade 6/sales officer
4600-145-8080

10 Asst/Sr.Steno/Supvr/Jr.teritory officer
4800-160-8640

11 Superintendent/PA etc.
5000-175-9200


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12 Foreman/territory officer/Liaison officer
5030-175-9230

13 Senior territory officer
5200-180-9520

14 Marketing officer
5600-190-10160

15 Junior officer
6000-180-10320

16 Scientific officer
6400-190-10360

GROWTH AND DEVELOPMENT:

The HLL has come across several milestones to reach present status. Let us see
these growth steps in chronological order.

1966: HLL incorporated as a company under the ministry of the Health
and Family welfare of Government of India on 1st mach 1966.


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1969 : HLL commenced production of condoms at its
Thiruvanathapuram plant.

1976:Production capacity doubled to 288 million pieces per year.

1985: Additional plant setup at near Belgaum in Kanagala and at
Perokada in Kerala With adoption Japanese Technological (Production
Capacity 800 million units/year).

1991: HLL was granted the 510(k) certification by the Food and Drug
Administration (FDA) USA

1992:HLL diversified into manufacturing of surgical and examination
gloves, commenced formulation and tabletting of Saheli polls in
Kanagala plant.

1993: HLL build plant for formulation and tab letting of Male-N, oral
pills commenced at HLL Kanagala Belgaum.

1994: Commenced production of Copper-T Intra Uterine device at the
Akkulam plant, and commenced production of Ceredrain
Hydrocephalus shunts.

1995: HLL awarded the NF mark by the Laboratory National D’essais,
France, which is the certification required for export of its condoms to
the European nations.


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: HLL granted with an ISO 9002 certification for its quality
management system.

1997: HLL, the only company from India selected by WHO for
obtaining their requirements of condoms for reaching countries
worldwide.

1998: Hindustan Latex family planning and promotion trust (HLFPPT)
commenced social marketing project all over the country.

1999-2000: Receives MOU award and certificate of merit from the vice
president of India, for excellence in achievements of MOU targets.

2002: HLL’s Perokuda plant and Kanagala plant awarded the ISO
14001 certification. And HLL’s Kanagala plant awarded the CE mark
for its condoms.

2003: HLL on April 5, 2003 received the MOU award of the
Government of India, from president on India Dr.A.P.Abdul Kalam, for


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excellence in the achievement in MOu targets for 2001and 2002 and
emergency contraceptive pills ‘Preventol’.

2004: HLL setup anew unit at Kochin special economic zone (CSEZ) in
March 2004 and HLL;s female condom launched in Feb 2004.

2005: received national safety innovation awared from the ministry of
Labour, Government of India.

2006: HLL Kanagala received GREENTEC SAFETY SILVER AWARED from
Greentec foundation Delhi.

2006: HLL Kanagala won the First prize among the Drugs and
Pharmaceutical sector, in the area of energy conservation.


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Manufacturing process:

Raw material
(rubber Latex, Sulphur, Zinc Oxide , Casein ,Tamol etc)

Stores
(Material handling)

Compounding
Mixing ( according to proportion)
Heated (up to 55 c deg) and Tested .

Moulding
(Steel moulds dipped dipped into the Latex)drying chamber (Dried and stripped
with silicon PPT

Vulcanizing Barrel
Drying at 80 c deg(half product)

Random testing (Visual test, water leakage test, dimension test)


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Inspection section
Individually testing of condom manually

(Pinhole testing machine it can automatically reject the condoms)

Primary Packing Section

With silicon oil and packed into automatically foil by machine

Secondary Packing Section
Manually packed into corrugated boxes
(According to different scheme)


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C&MD

ED(O)I/
C

GM(Operation)
Unit Chief

JGM(pharma)

M.(Q&A)Functionally
reporting to
Pharma APM AGM( AGM DGM DM SED(CQA)&administra
AGM(QC/La consultan (BUD) OCP) (Vaccine) (O) (Proj) tively to Unit CHIF
b)I/C t

SAPM SAPM DM
(Pharm APM
a)
APM
APM AGM(
HR)I?
M
DM(P
JO/SUP APM(Engg Mgr( PC)I? DM(HR)
AGM( sec)
Pri)
JO
AM(H
Mgr(I& M(En AM( IT) SAPM R)
DM(Safety)Saf E) gg) DMIC
ety
ForumCo-ord DM Mech)
inator/Safety ET(IT) JO/Sup
JO/Sup APM JO/S
JO/Sup up

Organization Chart


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CHAPTER-III

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CHAPTER - III
BACKGROUND OF STUDY :

Theoretical Background of Employee welfare.

Theoretical Background of Health.

Theoretical Background of Safety.

Industrial Background of Safety.

Industrial Background of Employee Welfare.


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DEFINITION OF LABOUR WELFARE

Labour welfare has been defined in various ways, though no
single definition has found universal acceptance. The Oxford dictionary defines
labour welfare as "Efforts to make life worth living for workmen." Chambers
dictionary defines welfare as "A state of faring or doing well. Freedom from
calamity, enjoyment of health and prosperity".

The Report of the Committee on Labour welfare (1969)
includes under it "such services, facilities and amenities as adequate canteens,
rest and recreation facilities, sanitary and medical facilities, arrangements for
travel to and from work and for the accommodation of workers employed at a
distance from their homes and such other services, amenities and facilities
including social security measures as contribute to improve the conditions
under which worker are employer."

Thus, the whole field of welfare is said to be one "in which
much can be done to combat the sense of frustration of the industrial workers,
to relieve them of personal and family worries, to improve their health, to afford
them means of self expression, to offer them some sphere in which they can
excel others and to help them to a wider conception of life". It promotes the


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well-being of workers in variety of ways.

SCOPE OF LABOUR WELFARE ACTIVITIES:

Lab our welfare Activities is combinations of various steps,
the cumulative effect of which is to grease the wheels of industry and society.
Sound industrial relations can only be based on human relations and good
human relations dictate that labour being, human being should be treated
humanly which includes respect for labour dignity, fair dealing and concern for
the human beings physical and social needs. In any industry good relations
between the management and workers depend upon the degree of mutual
confidence, which can be established. This, in turn, depends upon the
recognition by the labour of the goodwill and integrity of the organization in

The day to day handling of questions which are of mutual concern.

The basic needs of a labour are freedom from fear, security of
employment and freedom from want. Adequate food, better health, clothing
and housing are human requirements. The human heart harbors secret pride
and invariably responds to courtesy and kindness just as it revolts to tyranny
and fear. An environment where he is contended with his job, assured of a
bright future and provided with his basic needs in life means an atmosphere of
good working condition and satisfaction to labour.

Labor welfare activities are based on the plea that higher
productivity requires more than modern machinery and hard work. It requires
co-operative endeavor of the parties, labour and management. This is possible
only when labour is given due importance and human element
is taken into account at every stage.

.


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OBJECTIVES OF LABOUR WELFARE ACTIVITIES

The object of welfare activities is to promote economic
development by increasing production and productivity. The underlying
principle is to make the workers given their loyal services ungrudgingly in
genuine spirit of co-operation, in return for obligations, voluntary and
compulsory, accepted by the employee towards the general well-being of the
employees.
Improving the efficiency of the labour is another objective
of labour welfare activities. Efficiency gives double reward, one in the form of
increased production and the other in the shape of higher wages due to
achievement of higher productivity. Welfare activities add to their efficiency and
efficiency in turn help the worker to earn more wages.
Therefore, welfare activities in an organization are twice blessed. It helps the
employer and the
employee both.
Another objective of welfare activities is to secure the
labour proper human conditions of work and living. Working conditions of
organization may be led by an artificial environment which features are dust,
fumes, noise, unhealthy temperature, etc. It is generally found that these
Conditions imposestrain on the body.
The welfare activities are done to minimize the hazardous
effect on the life of the workers and their family members. It is the duty of the
employer to see these human needs. If welfare activities are viewed in this light,
it can be seen that they are guided by purposes of humanitarian and social
justice.
The next objective of welfare activities is to add in a real way
to the low earning of the labour. The facilities are provided to supplement the
income of the workers by services such as housing, medical assistance, school,
co-operative, canteens, stores, play grounds etc.


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Thus, the objective of activities are to promote greater efficiency of the workers,
assure proper human conditions to the workers and their family members.

THEORIES OF LABOUR WELFARE

The form of labor welfare activities is flexible, elastic and differs from time to
time, region to region, industry to industry and country to country depending
upon the value system, level of education, social customs, degree of
industrialization and general standard of the socio-economic development of
the nation. Seven theories constituting the conceptual frame work of labour


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welfare activities are the following:-

The Trusteeship Theory:

This is also called the Paternalistic Theory of Labour Welfare. According to this
the industrialist or employer holds the total industrial estate, properties, and
profits accruing from them in a trust. In other words, the employer should hold
the industrial assets for himself, for the benefit of his workers, and also for
society. The main emphasis of this theory is that employers should provide
funds on an ongoing basis for the well-being of their employees.

The Public Relation Theory:
This theory provides the basis for an atmosphere of goodwill between labour
and management, and also between management and the public, labour
welfare programmes under this theory, work as a sort of an advertisement and
help an organization to project its good image and build up and promote good
and healthy public relations.
.
PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE
ACTIVITIES
The success of welfare activities depends on the approach which has been
taken into account in providing such activities to the employees. Welfare policy
should be guided by idealistic morale and human value. Every effort should be
made to give workers/ employees some voice in the choice of welfare activities
so long as it does not amount to dictation from workers.
There are employers who consider all labour welfare activities
as distasteful legal liability. There are workers who look upon welfare activities
in terms of their inherent right. Both parties have to accept welfare as activities
of mutual concern.


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Adequacy of Wages:
Labour welfare measures cannot be a substitute for wages.
Workers have a right to adequate wages. But high wage rates alone cannot
create healthy atmosphere, nor bring about a sense of commitment on the
parts of workers. A combination of social welfare, emotional welfare and
economic welfare together would achieve good results.
Social Liability of Industry: Industry, according to this principle, has an
obligation or duty towards its employees to look after their welfare. The
constitution of India also emphasizes this aspect of labour welfare.

Impact on Efficiency:

This plays an important role in welfare services, and is based on the
relationship between welfare and efficiency, though it is difficult to measure
this relationship. Programmes for housing, education and training, the
provision of
balanced diet and family planning measures are some of the important
programmes of labour welfare which increases the efficiency of the workers,
especially in underdeveloped or developing countries.

Increase in Personality:

The development of the human personality is given here as the goal of
industrial welfare which, according to this principle, should counteract the
baneful effects of the industrial system. Therefore, it is necessary to implement
labour welfare services. Both inside and outside the factory, that is, provide
intra-mural and extra-mural labour welfare services.

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throughout the hierarchy of an organization. Employees at all levels must
accept

Co-ordination or Integration:

This plays an important role in the success of welfare services. From this angle,
a co-ordinated approach will promote a healthy development of the worker in
his work, home and community. This is essential for the sake of harmony and
continuity in labour welfare services.

Democratic Values:

The co-operation of the worker is the basis of this principle. Consultation with,
and the agreement of workers in, the formulation and implementation of labour
welfare services are very necessary for their success. This
principle is based on the assumption that the worker is "a mature and rational
individual." Industrial democracy is the driving force here. Workers also develop
a sense of pride when they are made to feel that labour welfare programmes
are created by them and for them.


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WELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA)

(UNIT)
1. Washing facility/ Allowance:

The company provides this facility only to the operation staff provides washing
facility. Rs.25/-per month provided as washing allowance for the those who
secure actual working of 15 in a wage month.

2. Canteen facility :

Food items are provided to the employees at subsidized rates. Employees are
paid canteen subsidy @ Rs.250/- per month for those who secure a minimum
attendance of 21 days or more in month. Declared public holidays are counted
for the purpose of21 days for this purpose

3. Conveyance facilities:

Bus facility in made available to the employees for nipani and sankeshwar as
per the shift time. Conveyance allowance of Rs.320/-p.m. is paid if employee
who does not utilize bus facilities, but subject to ceiling of 60 employees.

4. Accommodation Facilities:


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The company has provided accommodation facility in Company’s premises only.
Company is having well constructed Executive Hostel and Executive Quarters at
it’s premises. Maximum executives/supervisors are availing the facility

5. Housing Rent Allowance:

The Employees in the factory At Kanagala unit are getting the housing rent
allowance at the rate of 12% of the basic pay.

6. Uniform with stitching:

The company provides uniforms to their workers. All the workers are provided
one uniform each year expected the workers working in mechanical and
electrical section, because these workers are provided 3 uniforms in 2 years.
Also the stitching changes are provided along with uniforms-
For Male Workers –Rs.75/-
For Female Workers –Rs.75/-

7. Educational Allowance:

A sum of Rs.100/-p.m. per head will be paid towards reimbursement of
education allowance Rs.2500/-is also given as school penning advance.


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8. Festival Advance:
The company is also giving festival advance once in a year. Every employee is
eligible for Rs. 2500/- as festival advance. It given during the festival.

9. Shoes/ Slippers :

All the portative staff is provided Rs. 120/- per year towards slippers and shoes.

10. Shift Allowance:

Shift allowance is also provided to the workers –
For II shift –Rs. 10/- per day shift
For III shift –Rs.15/- per shift

11. Shifting allowance:

An employee whenever is transferred from one unit to another will be provided
with shifting allowance to facilitate his residence shifting expense from the
organisation

12. Recreation club:

There are two recreation clubs in factory, one is for executive staff and another
is for operative, supervisory and administrative staff. Various social, cultural,
entertainment and tour programmes are arranged by recreational club.

13. House Building Advance (HBA):

Nine financial institutions are approved for the financial help to the employees.
HBS, two wheeler advance, four–wheeler advance is paid interest subsidy @

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on reducing balance method. Each employee will be for HBA only during his
entire service period.

14. First-aid facility:
There is a first-aid box in factory. If any normal accident takes place, he gets
treatment form a person in the charge of first-aid box.
16. Seasonal Protection:
The employees who are working in open place are provided with raincoats,
sweaters and caps. This facility is available to security guards, cooks, drivers etc.
The rest rooms are well maintained properly ventilated having several
newspapers.

17. Rest room facility:

There is a separate rest room for the operative staff to rest during the off time.
The rest rooms are separate for male female employees. The rest rooms are
well maintained properly ventilated and having several newspapers.

18. Locker facility:
Lockers are given to the employees in the factory wherever necessary. This
facility is for safe storage of employee’s bags, dresses etc.

19. Drinking water: The company provides pure water at place where they
are working or at the assembly points.

20. Toilet and Wash Room:
Separate latrines and urinals facility is available for operative, administrative
and official/executive staff.


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21.Ventilation Facility:
There are fans and air conditioners in every department and section. These
ventilation devices are necessary during summer season to get cold air in work
place.

22Sitting Facility :

Company has made sitting facilities to operative as well as to a administrative
staff. Nearly 100% work id done at sitting position only.

23.Shift Allowance:
The employees of HLL are getting shift allowance at the following rates:

First Shift No allowance
Second shift Rs.10/-per shift
Third shift Rs.15/-per shift

24. Safety Equipments:
Almost all necessary safety equipments like nose masks, caps hand gloves,
safety uniforms, aprons, safety shoes, goggles, helmet etc, are provided to the
operative staff.

25. Health Check-up Facility:
Management conducts medical health check up programmes once in a year for
all employees and twice in a year for OCP plant employees.


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26.Leave Facility:
Sr.no Type of Leave Administrative Operative Staff
and Supervisory
Staff
1 Earned leave 30 per year 1leave 12 days
2 Casual leave 12 per year 8 per year
3 Half pay leave 20 per year

27. Medical Aid:
The company has provided housing facility only for top-level management .
There is no housing facility for other employees.

28. Leave Travel Concession:
This facility is given to the permanent employees of the company employee
including his/ her eligible dependents is given leave travel concession. Leave
traveling concession given to the employee is Rs.10000/- once in a four year
and if employees don’t want to travel then he will be given 75% of encashment.
The traveling should be within 3000kms in any part of India.


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A. Theoretical Background.

HEALTH
a. Importance of Health
The trite saying ‘Health is Wealth’ explains the importance of health. The
health results in high rate of absenteeism and turnover, industrial
discontent and indispline, poor performance and low productivity and
more accidents. On the country, the natural consequences of good

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are reduction in the rate of absenteeism and turnover, accidents and
occupational disease. Beside, employee health also provides other benefits
such as reduced spoilage, improved morale of employee, increased
productivity of employee and also longer working period of an employee,
which of course, cannot be easily measured.

In long and short, employee health is important because it helps:
Maintain and improvement the employee performance both quantitatively and
qualitatively.
Reduced employee absenteeism and turnover.
Minimize industrial unrest and indiscipline.
Improve employee morale and motivation.

Occupational health services should be established in or near a place of
employment for the purpose of:-
1) Protecting the workers against any health hazard arising out of work
or
Conditions in which it is carried on
2) Contributing towards worker’s physical and mental adjustment and
3) Contributing to establishment and maintenance of the highest possible
degree of
Physical and mental well-being.

b. OCCUPATIONAL HAZARDS AND DISEASES:
Employee in certain industries are exposed to retain hazards and disease.
Occupational hazards classified into following categories:
1) Chemical hazard

Occupational Diseases:
Working condition prevalent in industries causes occupational diseases.
Protection against Hazards:

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1) Preventive Measures
The preventive measures to protect employee against occupational health
hazards
May include:

Pre-employment medical examination.
Periodic post employment medical examination.
Removal of hazardous condition the extent possible

Emergency treatment in case of accidents.
Education of workers in health and hygiene.

Training in first-aid to workers.
Proper factory layout and illumination.
Proper effluent disposal treatment plants.
Proper scheduling of the work and adequate rest.

Curative Measures :

The curative measures include the following:
Adequate and timely medical treatment
Allowing the employee adequate period of convalescing and recuperating.
Availing the needed best medical treatment facilities from outside
hospitals.

C. Statutory provisions concerning health

SAAB MARFIN MBA
The factories Act.1948 insist that the following provisions must be made in
Industrial establishment for safeguarding employee-health:
1) Cleanliness
2) Disposal of wastes and Effluents
3) Ventilation and temperature
4) Dust and fumes
5) Lighting
6) Drinking water

Safety.

a. Accidents
The ever increasing mechanization, electrification. Chemicalisation and
sophistication have made industrial jobs more and more complex and interacts.
This has led to increasing dangers to human life in industries through accidents
and injuries.
.
What is safety?
A safety man’s in a simple terms freedom from the occurrence or risk of injury
or loss. Industrial safety or employee safety to the protection of workers from
the industrial accidents.

What is an accident?
An accident is an unplanned and uncontrolled event in which an action or
reaction of an object, a substance, a, person result in personal injury or
material damage.
According to the factories Act 1948, it is “an occurrence in industrial
establishment causing bodily injury to a person which makes him unfit to
resume his duties in the next 48 hours”.s


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Types of Accidents:
Accidents may be of different types depending upon the severity, durability,
and degree of
the injury. An accident causing death or permanent or prolonged.
Disability to the injured employee is called ‘major’ accident cut that does not
redder the employee disabled is termed as ‘minor’ accident

Accidents

Internal
External

Major
Internal

Fatal Disability


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Temporary
permanent

Total partial Total
partial

C. Causes for industrial accidents:

Unsafe conditions (or situational factors) :
Job itself:
work schedules :
Psychological conditions:
Machinery and equipment

Unsafe Acts (or individual Factors) :
Operating without authority
Failure to use safety devices
Careless throwing of materials on floor
Operating at unsafe speed
Using unsafe equipment


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Theoretical background

Removing or disconnecting safety devices
Lifting things improperly
Taking unsafe positions under suspended loads
Using unsafe procedure in loading and unloading
Cleaning, oiling, repairing or adjusting moving machines
Teasing, quarreling, day-dreaming or horseplay.
Personality and behavior, which make some, people more accident
prone

c. Miscellaneous causes:
young untrained and inexperienced workers cause more accidents than
old, trained and experienced workers. Alcoholic and Drug addicted workers
are more accident-prone. Workers having disturbed family life are likely to
cause more accidents due to stress.

d. Need of Safety:
An accident free plant enjoys benefits such as substantial savings in
costs, increased . Productivity, moral and legal grounds.
1cost savin
a. Direct costs
Direct cost are such as compensation payable, medical expenses incurred.
If the victim is uninsured, compensation and medical expenses are the
responsibility of management.

b. Indirect costs
indirect costs include loss on account of downtime of operators, slowed
production rate of other workers, materials spoiled and labor for


SAAB MARFIN MBA
cleaning and damages to equipment.
A safety plant, by avoiding accidents eliminates these direct and indirect
costs

2. Increased productivity
Safety plants are efficient plants. To a large extent, safety promotes
productivity. Employees in safe plants can devote more time to improving
the quality and quantity of output and spend less time worrying about
their safety and well being.
3. Moral
Safety is important on human rounds too. An employee is a worker in the
factory and the breadwinner for his/her family. So, mangers must
undertake accident prevention measures to minimize the pain and
suffering the injured worker and his/her family are exposed to as a
result of accident.

4. Legal
The maintenance of safety in the factory premises is a legal requirement
for the industry. There are laws and acts for ensuring safety measures
in the factory and imposing penalties for non-compliance have become
quite server. The responsibility extends to the safety and health of the
surrounding community, too.
Finally, financial losses, which accompany accidents, can be avoided if
the plant is accident free.

e. Responsibility of safety
Safety is primarily the responsibility of the management. This
responsibility should rest on the shoulders on the all cadres of
management, such as plant manger, production manger, chief engineer,
personal manger, maintenance engineer, individual foreman, safety

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f. Measures ensure industrial safety
The main steps that can be taken to ensure safety and security of
employees are as follows:

1. Safety Programmed
Safety Programmed deals with the prevention of accidents and with
minimizing the resulting loss and damage to persons and property. The
most important function of safety programmed is to identify potential
hazards, provide effective safety facilities and equipment and to take
prompt remedial action. This is possible only if there are:

1. Comprehensive and effective system for reporting all accidents causing
damage or injury.
2. Adequate accident records and statistics.
3. Systematic procedures for carrying out safety checks, inspections and
investigations.
4. Methods of ensuring that safety equipment is maintained and used.
5. Proper means available for persuading mangers, supervisors and
workers to
pay more attention to safety matters.

2. Safety Policy
The top management should determine the safety policies of the
organization and it must be continuously involved in monitoring safety
performance and in ensuring that corrective action is taken when
necessary.

3. Organization for Safety
A safety director and a safety committee be set up by an organization.
The management and the supervision must be made fully accountable for
safety performance in the working areas they control.

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4. Safety Engineering
Safety engineering helps to minimize unsafe conditions. Full attention
should be paid to safety in the layout, design and installation of plant
and machinery.

5. Safety Education and Training
Safety education and training develop awareness among employees and
ensure safe work performance by developing their skills.
6. Safety Contests
Companies may encourage safety competitions among their departments
with a view to bringing about reduction in number of accident

Role of Management and Unions
The problem of safety must begin with the management should believe
in, and have a commitment to safety rules. The mere consultation of a
safety committee or the appointment of a safety officer servers no great
purpose. Nor is it enough merely to show concerns for safety after an
emergency. The management must view safety as an integral part of the
management process.

Role of Government
The Government of India established the factory Advice Service and Labor
Institute, Mumbai. The institute renders advice on safety matters and

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enforces safety laws. A ‘National Program for Coordinated Action Plan’
for control of hazards and protection of health and safety of workers in
dangerous manufacturing process has been launched. The National safety
Council was set up in 1966 to promote safety consciousness, to prevent
accidents and to conduct safety programmed.

g. Safety Program Evaluation
The effectiveness of safety program must have to be evaluated. There are
sveral methods to evaluate the safety program.
The techniques used are as follows:-
1. Safety Inspections:
In this, inspectors are given specific to follow. These may include
programmed elements such as formation of safety committees, how
often they meet. After inspection, a report of the findings is made to
the management con

2. Safety Audit:
Audit is an in-depth analysis of facilities, management and employee
attitude towards safety, managerial effectiveness in maintaining safety and
quality of the safety planning as well as the operations conformity with
safety regulations.
3. Comparison
This is the third method of evaluating the company’s safety efforts. The
purpose here is to compare the experience of a plant or industry with
that of another which is comparable. It is well known that some
operations have consistently better frequency (or service) rates, often in
spite of inherently high operating hazards.

DATA ANLAYSIS AND INTERPRETATIONS.

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Question No.1

Table No.1
Showing the responses towards awareness of all the employee welfare facilities
in HLL

Awareness of welfare facilities.

Frequenc Valid Cumulative
y Percent Percent Percent

Valid Aware 90 90.0 90.0 90.0

not
10 10.0 10.0 100.0
aware

Total 100 100.0 100.0

Graph No 1

INTERPRETATION:


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It may inferred form Table 1 that 90% of the respondents aware and 10% of the
respondents not aware of all the welfare facilities provided by the company.

Question No.2
Table No.2
Showing the responses towards present welfare facilities in HLL

Opinion of employees about present welfare facilities

Freque Valid Cumulative
ncy Percent Percent Percent

Valid Good 70 70.0 70.0 70.0

Excellent 15 15.0 15.0 85.0

not aware 15 15.0 15.0 100.0

Total 100 100.0 100.0

Graph No.2


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INTERPRETATION:

It may inferred form Table 2 that 70% of the respondents feel
good,15%respondents feel excellent and 15% respondents feel average of
present welfare facilities.

Question No.3
Table No.3
Showing responses of respondents that which welfare activity is most important
for them
.


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Which welfare activity is most important

Frequen Valid Cumulative
cy Percent Percent Percent

Valid Training 24 24.0 24.0 24.0

health and safety 64 64.0 64.0 88.0

other welfare
12 12.0 12.0 100.0
measures

Total 100 100.0 100.0

Graph No .3

INTERPRETATION:

It may inferred form Table 3 that 24% of the respondents said that training,64%
of the respondents said that health and safety and 12% of the respondents said
that is the this welfare facility is most important for them.


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Question No.4

Table No.4
Showing participation of workers in worker participation programme .

Participation of workers in workers participation
programme


Valid Yes 94 94.0 94.0 94.0

No 6 6.0 6.0 100.0

Total 100 100.0 100.0

Graph No .4

INTERPRETATION:

It may inferred form Table 4 that 94% of the respondents said that worker
particepate,6% of the respondents said workers not participate in workers
participation programs.


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Question No.5

Table No.5
Showing the first objective in the company.


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First objective in the company


Valid higher productivity 76 76.0 76.0 76.0

indusstrial peace
19 19.0 19.0 95.0
harmony

welfare programes 5 5.0 5.0 100.0

Total 100 100.0 100.0

Graph No.5

INTERPRETATION:
It may inferred form Table 5 that 76% of the respondents said that higher
productivity ,19% of the respondents said that industrial peace and harmony
and said that welfare programs is the first objective of the company.


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Question No.6

Table No.6
Showing responses of respondents about advancement for their career in the
company .

Advancement for the employees in their upliftment of
career


Valid Yes 76 76.0 76.0 76.0

No 24 24.0 24.0 100.0

Total 100 100.0 100.0

Graph No.6


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INTERPRETATION:
It may inferred form Table 6 that 76% of the reapondents said there an
advancement and 24% said there no advancement for the employees in their
upliftment of career.

Question No.7

Table No.7


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Showing that with how much time the injured worker is given treatment.

In how much time the injured worker is given treatment


Valid immediately 56 56.0 56.0 56.0

within 15
37 37.0 37.0 93.0
mints

within
6 6.0 6.0 99.0
1/2hour

more than 1
1 1.0 1.0 100.0
hour

Total 100 100.0 100.0

Graph No.7

INTERPRETATION:


SAAB MARFIN MBA
It may inferred form Table 7 hat 56% of the respondents said that immediately,
37% of the respondents said within 15% minutes,6% of the respondents said
that within ½ an hour and 1%of the respondents said that the injured is given
treatment.

Question No.8
Table:8
Contents available in first aid box


Valid every time 84 84.0 84.0 84.0

Mostly 11 11.0 11.0 95.0

sometimes
5 5.0 5.0 100.0
only

Total 100 100.0 100.0

Graph No.8


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INTERPRETATION:

It may inferred form Table 8 that 84% of the respondents said that every
time,11% of the respondents said that mostly and 5% of the respondents said
sometimes only first aid box with prescribed contents is available.

Question No.9

Table No.9


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Showing responses of respondents that if any major accident happens to
worker and they are not able to work then what kind of compensation is
provided.

Compensation should provide if major accident happens.


Valid full claim amount 50 50.0 50.0 50.0

job to one of the
44 44.0 44.0 94.0
family members

any other type
6 6.0 6.0 100.0
specify

Total 100 100.0 100.0

Graph No.9

INTERPRETATION:


A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

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