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A

TARANING REPORT ON

LABOUR WELFARE

LIBERTY SHOES LIMITED


KARNAL (HARYANA)

Submitted to
KURUKSHETRA UNIVERSITY, KURUKSHETRA

In partial fulfillment of the requirement for the Degree of

MASTER OF BUSINESS ADMINISTRATION (2008 2009)


Submitted to Submit by:

Mr. Parveen Sharma


HR. Manager Liberty

Suman Verma
MBA 2nd Semester Roll No

JANAKI JI INSTITUTE OF MANAGEMENT & TECHNOLOGY MARWAKALAN, BILASPUR

Acknowledgement
There is always a sense of gratitude which one express to other for the selfless services they render during all phases of life. I have completed this project report with the help of different personalities. I feel obliged to all of these. First of all, I would like to thank the supreme power, the God. A very big thank to my project guide Mr.Parveen Sharma (Asst.HR Manager) to provide the most valuable inputs in the terms of experts guidance and moral support and the precious time. I have piled up a huge debt of gratitude to all the heads of department who provides me information about their department. So I plan to redeem the debt by placing the project in the hands of company so that it can be helpful for the coming trainees. I would like to thank Mr. B. P. Singh and all the staff of Co. for their corporation. I would like to thanks my parents and friends who provide me with full cooperation for the successful completion of my project. I would like to thank to all of the people who helped me to be successful in my objective.

Suman Verma

PREFACE
Consumers play a crucial role in the welfare and development of any organization. As without colors, there is no value of holi (festival).in the same way, there is no value of any organization without their customers. These are the people who either make rise for a company on the peak or make fall on the ground. So to know the consumers view about the companys product, I decided to make a project report on CONSUMER VIEW-THE LIFELINE FOR THE ORGANIZATION. When we work in real situation then we are able to the things going in the industry and get some practical experience As a part of curriculum of MBA, I was assigned to study & prepare a report on Liberty Shoes Limited, Karnal, in context with CONSUMERS VIEWTHE LIFE LINE FOR THE ORGANIZATION. On the project of consumer behavior in the guidance of Mr. Parveen Sharma, HR manager of the company. Research has primarily been developed to meet those needs which arise from the complex relationship between companies, consumers, markets, product and sellers. I have focused on these aspects in my project: This research has been conducted in the city of karnal, by taking a sample of 300 people, to the study factors affecting the sales of the product. The objective have been firstly the preference towards company; secondly, what major influences compel them to buy a particular brand; and thirdly, to analyze the brand loyalty. During the training, I recognized that most of the personalities like to buy the company s product for its long life. And I understood how Liberty Shoes Limited increases the efficiency & effectiveness of its workers by imparting training to them and developing them in all respects to attract their consumers with a better quality of product.

INTRODUCTION TO FOOTWEAR INDUSTRY


When Bartle Bogle Hegarty created the iconic Keep Walking campaign for the ailing whisky producer Johnnie Walker, little did he have glam footwear brands in mind .in fact, many people still seem to think that shoe wearing is comparatively a new thing in India. On the contrary, it can be attributed to the past. In the rig Veda mention is made of the treatment of leather. In Ramayana and Mahabharata there is not only clear mention of shoes but description of richly ornamented & bejeweled shoes. In Indian society, there has been since the olden times a particular class of people who made shoe from leather. With the passage of time, for a majority of aspirational %Indians, keep walking simply translates into wearing swedeshi footwear brands.

Till the mid of 20th century, the bulk of shoes industry were in cottage sector .professional cobblers were responsible for traditional shoes, Indian styles as well as western styles. But in the present era, there are a lot of footwear brands which entered into the global market. Shoes are the largest single item among leather products accounting for a little over 50 percent of the global trade in leather products. The major players in the international leather footwear trade are Italy, Brazil, Spain, Portugal and China.

In the sports shoes and non-leather footwear category Korea, Taiwan and China are the major players. India at present has an estimated production capacity of 440 million pairs of shoes of all types The industry has long been used to in-process quality control ad are today well placed to get accreditation under ISO 9000, 9001 and 9002 scheme. As a matter of fact, many Indian firms are in the process of acquiring accreditation under ISO 9000, 9001 and 9002. However any complacency on the part of the shoe industry and trade is ill justified and will lead to and slippages marketing unless skills constant is up gradation The of manufacturing attempted. present

improvement in the export content of shoe in no doubt encouraging but by no means satisfying. It is in this content that the Govt. of India has taken several policy measures to strengthen the efforts of the industry. The very fact that various apex bodies related to the promotion of this industry such as council for Leather Export, the Indian Chamber of Leather Industry, the Indian Shoe Federation and All India Chamber of Footwear Exporters have all joined hands with the I.T.P.D. to organize an exclusively export oriented fair on shoes, is indicative of the seriousness with which the trade and industry in India seeks to enhance their own profitability and the countrys export earnings. Such efforts will bring about fresh dynamism in the shoe sector of India to face the challenges of competitions and demand in the world market.

PIONEERING BRANDS IN THE FOOTWEAR INDUSTRY:


Liberty, relaxo, adidas, woodland, Lakhani, bata, action, red tape, Nike, reebok, etc. are few of pioneering brands today. They are having the infrastructure, the competence, the budget, the potential to take the industry in the global way.

PROBLEM THE FOOTWEAR INDUSTRY IS FACING:


Continuously increasing cost for raw material. Excise duty is very high. Sales tax is very high in Delhi as compared to the neighboring state. Marketing & advertising is a tough job. The assessable value of footwear is now determined on the M.R.P. in terms of section 4A of central Excise Act,1944.the govt. having reduced the M.R.P. to arrive at the assessable value from 50% to 40% has adversely affected manufacturing units.

LIBERTY AN INTRODUCTION
For a group, which started its operations in the pre-independence era, Liberty has truly liberated itself from a conservative mould to face the challenges of the present competitive scenario. Starting off as a small trading shop called Pal Boot House; the 52 years old group has today evolved into a leading shoe manufacturer in the country and has starmen the export market, too. Though its core business is and will be, for a long time-footwear, the group has also diversified into the manufacture of cigarette lighters. The group has also invested in state of the art manufacturing facilities at Karnal, Libertypuram, Gharaunda, Agra, Kanpur and Saharanpur. While Libertys main manufacturing facility is located at the group headquarters in Karnal, the Delhi office is concerned with the advertising and marketing of the various brands as well as the diversification plans.
The company manufactures a wide range of footwear with PVC/leather soles, genuine leather and synthetic uppers, catering to men, women Liberty Shoes Ltd. is the only Indian company that is among the top 5 manufacturers of leather footwear in the world with a turnover exceeding U.S. $100 million and children.

With 50 years of excellence, today Liberty produces footwear for the entire family and is a trusted name across the world. In the domestic market it is one of the most admired footwear brands and holds the largest market share for leather footwear.

The company has been set up to manufacture and sell leather and nonleather shoes, leather shoes upper and leather garments. Presently, the company is engaged in manufacturing of leather and non-leather shoes.

It had also set up a joint venture in Russia to manufacture shoes in 1991 under the name M/s Liberty & Co. with Gorky Production (shoes unit) Gorky city. Subsequently, the name of the joint venture was changed to Liberty & Nino vide No.1/43/89-ep (01) dated 29.04.1991 of Ministry of commerce, Govt. of India. Entered into an agreement with one of the group firms . Liberty shoe Ltd. for using the established brand name LIBERTY. As per the terms of this agreement the company can use this trademark initially for a period of 5 years on a royalty payment of Rs.20 Lac spread over even in Europe and other advance countries the show industry has only growth of ancillary industries.

BACKGROUND OF THE COMPANY :


It was the 25th December of 1954 when India was nurturing its growth as a free country, three dreamers in a small town in erstwhile Punjab thought of producing an Indian brand of footwear to make a basic necessity available to their countrymen. Mr. D P Gupta, Mr. P D Gupta and Mr. R K Bansal allowed their vision to cross every barrier and brought cutting-edge technologies to their own country. They started shoe business at karnal in 1944.after then they started manufacturing in 1946 with 4 pairs a day. After a fantastic starting, they converted it in LIBERTY FOOTWEAR CO. In 1954.In 1964, the company set up semi mechanized manufacturing unit. Within a short span of time, the name, Liberty became a synonym to quality footwear in the domestic market and this encouraged the company to invest further for enhancing production capacities and to cater to the demands of international markets.

THE PRESENT SENARIO:


The company is marketing its product nationally and internationally under brand liberty and it is well-established in national and international market. The company has appointed dealers distributor for marketing its products besides selling through the existing dealer provide 20% to 30% discount on print rate. Now domestically company has a integrated marketing network comprising of 150 distibutors, 5000 retailers and 100 exclusives showrooms. In fact, Windsor brand is most popular in both male and females. not only this, the company has strong command in international business in the countries like USA ,CANADA, ITALY, GERMANY,ENGLAND ,SINGAPORE, EUROPE, etc.

KEY FIGURES
Year 2004-05 Production per day Capital investment in business Total Sales Turn Over Domestic Export 50,000 Pairs Rs. 200 Crores Rs. 325 Crores Rs. 275 Crores Rs. 60 Crores Year 2005-06 75,000 Pairs Rs. 300 Crores Rs. 400 Cr. Rs. 300 Cr. Rs. 100 Cr.

VISION OF THE COMPANY


To ensure that the method we use is the latest technology the world over. To follow the highest standards of honest workmanship in whatever we make. To walk the extra mile to ensure customer satisfaction worldwide. To remain a true cosmopolitan to the spirit. To remain a great corporation to associate with, to work for. To know that

We are about people

MISSION OF THE COMPANY

Always one step ahead.


Enriching the lives of our customers globally by our commitment to the industry and in making available products and services that truly match their desires in terms of style, comfort and value.

QUALITY STATEMENT:
The success of the company depends on our ability to fulfill the expectations of people and organizations. We continuously work at finding better methods and tools to improve relations, quality and productivity.

LIBERTY SHOES LIMITED

AN INNER VIEW
LOCATION:
The company has entered into a lease agreement for 410 cannels and 17 marlas (248500 sq.yards) of land on national highway no.1 main G.T. Road in Libertypuram, Kutail, District Karnal. The site is around 115 KM from Delhi on National Highway between Chandigarh and Delhi. The site is 15 KM from Karnal and is well connected with major cities and has all basis infrastructure facilities.

BUILDING:
It mainly consists of eight huge halls meant for manufacturing operation facility; raw material ad finished goods storage, cutting sections, PVC Sole section, PU sole section, Administrative Block etc. the design and finished of building is among the best. The total area of the building is 170 lacks sq.feet (approx) and total cost of building is around 550 lacks. The building is of RC framed structure.

MACHINERY:
Five (new technology) injection-moulding machines are being used by the company for production purpose. All the machines are imported from Italy and Germany. Production of shoes as well as quality of shoes has been increased and problems of pasting, sole cracking have been reduced substantially by this technology. Recently one new computerized machine has been purchased for cutting leather. It has also been imported from Italy.

NATIONAL AND INTERNATIONAL AWARDS

Leather Export Promotion Merit Award (1975), till 1982. Haryana Government Export award (1978-79). International Asian Award, Jakarta (1982). European Awards, Paris (1987). National Award for best Export of leather Garments (1987-88). International Award for Good Quality, Brussels, Belgium (1988). Leather Export Award for Government of India (1991-92). National Productivity Award from president (1997). Council of Leather Export (CLE), Indias apex body of Leather products exporters, during the International Leather fair held at Chennai, conferred is highest award the DOYEN OF INDUSTRY upon Mr. P.D. Gupta on 5th Feb., 1998. Worldwide Prestige Award (WPA)-2001.

CORPORATE GOALS
Liberty wants to make its products according to new fashion and according to consumers demand. Liberty wants to develop a spirit of cooperation between individuals & group within the company. Liberty wants to attain & maintain good relations between its union and management. Liberty will endeavor to keep highly qualified employees by appropriate training and thus raise their morale & competence. Liberty will try to practice management of highest standard of competence & professionalism. Liberty will strive to remain or become the technological as well as market leaders in footwear industry and leather product industry. Liberty wants to be known for the quality for its products & services. Liberty wants To work as buying /selling agent with or without

trademark for finished products & to import the technical know -how of footwear & PVC tech.

Group data at a glance


Year of Establishment : Employment : Business investment : Status of Business ; 1954 About 5000 employees US $ 100 Million Flagship company of the group, liberty shoes Ltd., a public limited company listed in all major stock exchanges of India. Second largest footwear manufacturer in the country having fully integrated plants to manufacture various kind of footwear with annual production of over 10 million pairs. Over US $ 100 Million Mother brand LIBERTY is ranked among top 100 brands in the country. other 10 successful national brands, known for its respective segment of footwear Various plants spread over 200 acres of land in & around Karnal& Gharaunda, Haryana supported by strong marketing network having 20 branch offices 2 overseas offices 300 distributors & dealers 350 liberty exclusive retail stores 20 overseas showrooms All over the world mainly with Europe in Germany Austria France Spain Hungary

Present Activities :

Annual turnover: Brand Equity:

Infrastructure:

Export market :

Popular brands of the company


Force 10 Winsdor Ricardo fortune Senorita Gliders Geo sport Coolers Tip-top Foot-fun

LABOUR WELFARE
The development of harmonious relations will lead to develop healthy relationship between the two groups of industry and paves the way for industrial peace.

Labour
The word labour means any productive activity The industrial progress of a country depends to a great extent on a contended labour force. An in different, even if not frustrates and bitter, worker is not only a stigma upon the society, but also a stumbling block to harmonious industrial functioning resulting in strained industrial relations, excessive rate of labour turnover, absenteeism & low labour productivity and it hampers the economic growth of the country.

A contended worker is the backbone of the prosperous industrial society. Welfare Welfare means faring or doing well. It is a comprehensive term & refers to the physical, mental, moral & emotional well being of a person.

LABOUR WELFARE

Total Concept

Social Concept

Relative Concept

Positive Concept

1. Total Concept: It is a desirable state of existence involving physical, mental, moral & emotional well-being. 2. Social Concept: Implies the welfare of man, his family & his community each aspect serving as ends and means. 3. Relative Concept: Welfare is related to time and space. 4. Positive Concept: The positive nature calls for the setting up of the minimum disable standards necessary for certain components of welfare.

LABOUR WELFARE
It connotes a state of well-being, happiness, satisfaction, conservation dev. of human resources.

The Oxford Dictionary defines Labour Welfare as betterment of work for employees relates to taking care of the well being of workers by employers trade union govt. and non-govt. agencies. The concept of labour welfare cannot be concisely defined bcoz of the relativity of the concept. However, efforts have been taken by the expert bodies to do each his own way. The importance of labour welfare was recognized as early as 1931, where Royal Commission on labour stated that the benefits, which go under this nomenclature, are great. Importance of the worker who is unable to secure by himself 20 yrs. Later, the planning commission realized the importance of labour welfare, that in order to get best out of worker in the matter of production, working conditions need to be improved a lot. The working conditions should be such as to safeguard his health and to protect against occupational hazards. Despite phenomenal rise in wages there is still lack of stabilized work force. Labour Welfare is a flexible concept and part of social welfare, conceptually & operationally. Labour Welfare has tremendous potentialities for fostering good Industrial Relations in India. Hence, we might use scientific procedure for Labour welfare and Organization and labour force must be directed in right channels in our fast developing technological machinery.

Principles of Labour Welfare


Labour Welfare is dependent on certain basic principle, which must be kept in mind and properly followed to achieve a successful implementation of welfare programmes.

1)

Principle of Adequacy of Wages


Labour Welfare measures cannot be a substitute for wages. Workers have

a right to adequate wages. But high wages rate alone cannot create a healthy atmosphere, for bringing a sense of commitment on the part of workers a combination of social welfare; emotional welfare and economic welfare together would achieve good results.

2)

Principle of Social Responsibility of Industry


Acc. To this principle, industry has an obligation or duty towards its

employees to look after their welfare.

3)

Principle of Efficiency
It is based on the relationship between welfare and efficiency, though it is

difficult to measure the relationship. Whether one accepts the social responsibility for implementing such labour welfare measure as would increase efficiency.

4)

Principle of Re-Personalization
The development of the human personality is given here as the goal of

industrial welfare which acc. To this principle, should counter-act benefits effects of the industrial system.

5)

Principle of Totality of Welfare


Employees at all levels must accept this total concept of labour welfare

because without this acceptance, labour welfare programmes will never really get-off the ground.

6)

Principle of Co-ordination or Integration


A co-coordinated approach will promote a healthy development of the

workers; in his work, home and community.

7)

Principle of Association or Democratic Values


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.

8)

Principle of Responsibility
When responsibility is shared by different groups (Employers, Employees

and Trade Unions), Labour welfare work becomes simple and lazier.

9)

Principle of Accountability
This may also be called the principle of evaluation. Here, one responsible

person gives an assessment or evaluation of existing welfare services on a periodical basis to a higher authority. This is very necessary, for them one can judge and analyze the success of labour welfare programmes.

10)

Principle of Timeliness
The timeliness of any service helps in its success. To identify the labour

problem and to discover what kind of help is necessary to solve it and to provide the help is very necessary in planning labour welfare programmes.

11)

Principle of Self-Help
Labour welfare must aim at helping workers to help themselves in the long

run. This helps them to become more responsible and more efficient.

Scope of Labour Welfare


Labour welfare has become essential of the very nature of the industrial system. The approach to this problem or movement differs from country to country according to the degree of development in a particular country however the need for labour welfare in some way or the other is realized all over the world of the socio-economic condition and problems which the industrial society has thrown up. Labour Welfare work is increasing with changing opportunities and needs to meet varying situations. It is also increasing with the growing knowledge and experience of techniques. An able l welfare officer would. Therefore, includes in his welfare programme the activities that would be conducive to the well being of the worker and his family.

The International Labour Conference at its 39th session adopted a resolution enumerating some of these services and amenities. These include: i. ii. iii. Feeding facilities in or near the undertaking Rest & recreation facilities, and Transportation to and from work where ordinary public transport is inadequate or impracticable.

Thus, the term WELFARE is a very comprehensive term, which may include any activity, which is connected with the social, morale, economic betterment of workers provided by any agencies government, employer, employees or any other agency. Such activities may differ from country to country and from region to region or from firms to firm. To conclude, we can say that the scope of labour welfare includes: Minimum standards of safety hygiene given under labour registration. Voluntary social insurance scheme. Measures for protection of women and young workers. Limitations of hours of work. Paid vacations. Social relationships at work place.

Objectives of Labour Welfare

The aim or objectives of welfare activities is three field: Humanitarian to enable workers to enjoy a future and riches life. Economic to improve the efficiency of the workers. Civic to develop among the workers a sense of responsibility and dignity and thus make them worthy citizens of the nation.

In total, we can say that following could be the objectives of the labour welfare activities: To create and improve sound industrial relations. To win over employees loyalty and increase their morale. To combat trade unionism and socialists ideas. To build up stable labour force, to reduce labour turnover and absenteeism. To motivate the employees by identifying and satisfying their unsatisfied needs. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits.

LABOUR WELFARE SCHEME

Labour Welfare scheme are generally divided include to broad category:

EXTRA-MURAL
Those welfare activities, which are undertaken outside the vicinity of the undertaking. good For e.g. Facility of transport to & from the place of work, accommodation, maternity benefit, medical benefit, PF etc. The welfare

INTRA-MURAL
activity which are undertaken inside the premises of factory For e.g. canteen, rest room, first aid equipment, proper rent & sanitation etc.

BENEFITS PROVIDED TO WORKERS: Educational Facilities Sickness & Maternity Benefit Provident Fund & Pension Compensation Facility Leave Facility Canteen Facility Drinking Water Facility Various Allowances

These benefits if provided to worker reduces the rate of :


Absenteeism Strengthening of cordial relationship Increases mental efficiency & economic productivity

Developing sense of belongingness Minimizing industrial strike Better management & workers relationship Thus, we can say that the overall objective of labour welfare activities is to win over the employees loyalty, to increase productivity, reduce absenteeism and turnover. Promote better relationships with the employees and to enhance the image or create goodwill between labour and mgt. and mgt. and public.

Various Laws Aiming At Welfare Of Labour Class


A)

Factory Act, 1948


The state leg. of working conditions in factory in India started only in 1881

when the 1

st

Indian factory act was passed. The factory act was quit-1st step to safeguard int. of workers. It was

subsequently amended in 1891, 1911, 1922, 1923, 1926 & in 1931.

Objective of Act
The Act is a social piece of leg. and it aims at providing projection to workers against the ind. Occupational hazards. It imposes certain obligations upon the owner to provide such condition as are conducive to health and safety of workers.

Scope & Coverage


The act applies to factories all over India including the state of J&K.

Provision Of Act

According to factories act 1948 labour welfare includes in sec. 42 to sec. 50.
The need for adoption of welfare measures as a means to increase the workers productive efficiency to keep up their morale & for the maintenances of industrial peace. It has been realized by all sections of society.

Provisions relating to welfare of factory workers have been made in section 42-50 in ch. 5 to factories act 1948 which are: 1. Washing Facilities 2. Facilities for Storing & Drying Clothes 3. Facilities for Sitting 4. First-aid appliances 5. Canteen 6. Shelters, Rest room Lunch room 7. Crches 8. Welfare Officers Sec.42 Sec.43 Sec.44 Sec.45 Sec.46 Sec.47 Sec.48 Sec.49

B)

The Workmens Compensation Act, 1923


This Act marked the beginning of social security system in India. The main

object of the Act, is to impose an obligation upon employers to pay compensation to workers for accidents arising out of and in the course of employment.

Coverage
The Act covers all workers employed in factories, mines, plantations, transport undertakings construction works, railways, ships and other hazardous occupations specified in Schedule II of the Act.

Administration
State Governments have appointed commissioners for administering the Act.

Benefits
The employer is liable to pay compensation to a workman for all personal injuries caused to him by accident arising out of and in the course of employment which disable him for more than 3 days. The Act provides that if a workman contracts any occupational disease specified in the III Schedule it shall ordinarily be deemed as an employment injury. The amount of compensation depends upon the wages, age and the type of injury of the workman.

Employers Liability
The employer is not liable to pay compensation in the following cases : Where the injury does not result in total or partial disablement for a period exceeding 3 days. The willful disobedience of the workman to an order or rule. The willful removal or disregard by the workman of any safety guard or other safety devices which he knew to have been provided for the purpose of securing the safety of workers. C)

The Employees State Insurance Act, 1948


The ind. Worker is exposed to various kind of risk and dangers. These risk

are such that an industries Of small means cannot effectively provide for them by his own ability. It was in 1931 that the royal com on lab. It raised the need for health of industrial worker. It came into force from 19 The ESI Act is a major step Grant of cash benefits to employees in contingence of sickness , Injury, Medical
benefit in kind to the employee & their family. To water co-op., constitute fund, reduce medical care.
th

April, 1948.

Benefit
Sickness Maternity Disablement Dependent

Scope & Coverage All non-seasonal factory operation with power employ in 10 persons or more and non power using factory provisional employees to 20 or more workers D)

Employees Provident Fund & Misc. Provision Act, 1953


This Act provides for retirement benefits in the form of Provident Fund,

Family Pension & Deposit Linked Insurance. Objective : substantial measure of the
sec. 4 timely monetary assistance.

Scope: whole of India except J& K. Benefits Provident Fund Scheme Employees Family Pension Scheme, 1971 Employees Deposit Linked Insurance Scheme, 1976

E)

Payment of Gratuity Act, 1972

Gratuity is kind of reward given to employees for his good, efficiently faithful service. Provision for old age kind of this help to employees in his age of second dependency.

Objective: object benefit to workmen who have rendered long & blemished
service to employees.

Scope: whole of India, every famine, of field plantation, post railway.

Main provision of Act


As per the provision of Act employees is the person who claims salary not exceeding Rs. 2500 PM. It includes such powers who employed in administrative of managerial capacities. After the elimination of service the vacuity is payable to all those employees who have completed 5yrs. of continuous service in the establishment. E)

The Maternity Benefit Act, 1961


The main purposes of this Act are :

Aims
To regulate the employment of women in certain establishments for certain specified periods before and after child-birth, To provide for the payment of maternity benefits to women workers. To provide for certain benefits in case of mis-carriage, premature birth or illness arising out of pregnancy.

Coverage
The Act is applicable to all establishments not covered under the Employees State Insurance Act.

Benefits
Under this Act, a women worker can get maternity leave upto 12 weeks & is entitled to full wage/salary. Out of this 6 weeks must be prior to the delivery of

the child and 6 weeks immediately thereafter. In addition, a medical bonus of Rs. 25/day is given if the employer provides no free medical care.

NECESSITY OF LABOUR WELFARE WORK IN INDIA

The necessity of labour welfare work in India can easily be realized if look into the working condition of the labour classes in Indian industries. India, an industrially backward country is in its developing stages. The working conditions in Indian industries are not satisfactory. The workers have to work for long hours under unhealthy surroundings & have no means to remove the drudgery of their lives. A contended, stable & efficient labour force cannot be built up without an

improvement in two conditions of their life and works in industrial centers. It is axiomatic that in all pursuits a high standards of efficiency can be expected only from persons who are properly housed, fed & clothed if the labourers are properly treated & certain amenities are supplied, they feel satisfied & find no scope for resentments against employers. This need was emphasized in free India by the constitution.

Welfare Activities In Indian Organisation Organisation


COTTON MILLS

Facilities / Activities
Canteen, cretches, ambulance, rooms, grain shops, Sports , cooperative credit societies.

JUTE MILLS TISCO IISCO

Welfare centers, sports and cultural activities. Community centers, sports activities. Community centers, welfare of harijans and advasis, cooperative credit societies, cooperative stores, educational inst. Welfare centers and com. Center death benefit scheme.

BOKARO, ROURKELA & BHILAI STEEL PLANTS.

Hospitals,

consumer

co-operative

stores

credit societies, holiday homes received facilities, school, com. centers.

PORT (Bombay)

Dispensaries stores,

and

hospitals

co-operate and

educational

allowances

scholarship rest shelters, centers, sports. BILT Common fund, eg. club, blood donation, sickness cases, festival loan, death cases, vehicle facility, retirement benefits, cycle loan was uniform facility, scholarship, family planning, medical fund, accommodation.

RESEARCH METHODOLOGY
Research is an original contribution to the existing stock of knowledge making for its advancement search of knowledge through objective & systematic

method of finding solution to the problem of research. Every project requires genuine research. Success of any project & getting genuine results from that depends upon the research method used by the research.

DEFINITION
A careful investigation or inquiry specially through search for new facts in any branch of knowledge. The faction that provide base to the research are : Desire to get a research degree along with its consequential benefits. Desire to face challenge in solving the unsolved problem. Desire to get intellectual joy of doing some creative work. Desire to be of service to the society. Desire to get respectability.

Objectives of Research
To gain familiarity with a phenomenon or to achieve new insights into it. To portray accurately the characteristics of a particular individual or a group. To determine the frequency with which something occurs or with which it is associated with something else. To test hypothesis of a casual relationship between variables.

Research Methodology For The Report

A.

RESEARCH DESIGN
I have used Descriptive Research as a tool to study labour welfare

measures of workers. Descriptive Research Studies are those studies, which are concerned with specific predictions, with narration of facts and characteristics concerning individual, group or situation.

Scope of Study
This study is made to know the best of labour welfare activities so that it can be implemented for better efficiency and better achievement. The research studies the RELEVANCE OF LABOUR WELFARE. It also attempts to analyze the views and attitudes of workers on various labour welfare measures for workers.

Area Of Study
The units selected for the purpose of study is M/s. Ballarpur Industries Limited, Unit Shree Gopal, labour welfare measures Yamuna Nagar and deals with respect to being implemented in the mentioned

organization.

Objective of Study
To examine the existing labour welfare measures. To know the level of satisfaction areas among employees. To know about the opinions of workers towards labour welfare measures. To point out the drawbacks in the existing policies, methods & procedures meant for providing the welfare facilities to workers.

Certain steps for the improvement or advancement of these facilities. To study the relevance of labour welfare measures.

B.

DATA COLLECTION
The task of data collection begins after a research problem is being

defined and research design chalked out.

Data types
a) b) Primary Sources Secondary Sources

a) Primary Sources :
The primary data are those which are collects fresh and for the first time, and thus happen to be original in character.

b)Secondary Sources :
The secondary data are those which have already been collected by someone and which have already been passed through the statistical process. Collection Of Data For Project PRIMARY SOURCE Observation SECONDARY SOURCE Books, Journals, Magazines, Newspaper, Reports, Internet. Personal Interviews, Questionnaires,

In order to collect the information for the research study I used the questionnaire which had both open-ended and close-ended questions. The questionnaire was filled by the investigator herself because most of the workers were not able to go through the questionnaire. The questions were explained to them in Hindi and the replies were sought. So filling-up of the questionnaire was followed with the brief interview with the worker. Personal observations are also obtained by visiting work place, canteen, workmen shelters and colony of workers.

C.

DATA ANALYSIS
After the data collection, various parameters have been used for the purpose of data analysis & the information collected has been presented in different tables & on the basis of these tables analysis & interpretation has been made & the same has been presented in the form of Bar Diagrams, Doughnuts & Pie-Diagrams.

D.

SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from a given population. There are many sample design from which a researcher can choose. Researchers must prepare /select a sample design which should be reliable and appropriate for their research only.

Sampling Unit
The first step in developing any sample design is to clearly define the set of objectives technically called universe to be studied. The universe of my study includes the corporate houses whether big or small. These are the

organization which are indulged in providing welfare amenities to labour for their betterment thereby improving the lot of working class & make a worker a good employee and a good citizen.

Sample Size
This refers to the organizations surveyed. Although large samples are more reliable but due to shortage of time and money this organization has been selected. Sample Size Type Of Question Instrument Used Area covered Type Of Universe : : : : : 50 Close-ended & Open-ended Questionnaire, Personal Interviews Yamuna Nagar Finite

Sampling Technique
This refers to procedure by which the organizations have been chosen. This is : Non-Random Sampling : Convenience Sampling Judgment Sampling

Table No. 1

NUTRITION CONDITIONS IN FACTORY CANTEEN PREMISES


Nutrition Conditions Yes No

Existence of canteen Facilities Provided Canteen Committee


Service on duty Moderate rates Hygiene checking 07 45

50 35
10 43 05 12

-15
40

38

The graphical representation and table reveals that all respondents i.e. 100% and 90% are happy with existence of canteen and moderate prices respectively but a of 86% and 76% were not satisfied with service and hygiene checking due to non-availability of committee.

Nutrition Conditions According to Workers


No. of Respondents
60 50 40 30 20 10 0 existenc of canteen facilities provided canteen committee service on duty moderate rates hygiene checking

Yes No

Nutrition Conditions

Table No. 2
SHELTERS AND REST FACILITIES
Level of Satisfaction Excellent Satisfactory Un-Satisfactory No. Of Respondents 5 42 3

Total

50

Respondents attitude towards Shelter & Rest Facilities depicts that upto 84% workers surveyed are satisfied with the shelter and rest-room facilities whereas 6% are not satisfied with these facilities.

Shelter & Rest Facilities 50


No. of Respondents

40 30 20 10 0
Excellent Satisfactory Unsatisfactory

Level of Satisfaction

No. of Workers

T able No. 3 DRINKING WATER FACILITY


Level of Satisfaction Satisfied Un-satisfied Total 02 50 No. of Respondents 48

Graphical representation points out that 96% of the workers were satisfied and only 4% were unsatisfied and felt that it was a distance from their place of duty. Some persons wanted that there should be adequate number of glasses at an appropriate place.

Drinking Water Facility to Respondents


4%

Satisfied Un-satisfied

96%

Table No. 4
STORING AND DRYING FACILITY
Level of Satisfaction Excellent Satisfactory Unsatisfactory Total 50 15 10 No. of Respondents 25

Here, most of the workers are more than satisfied (40) with the storing facilities while nobody is found to be unsatisfied with these facilities.

Respondents's Attitude towards Storing & Drying Facilities

20%
Excellent Satisfactory Unsatisfactory

50% 30%

Table No. 5 MEDICAL FACILITIES


Level of Satisfaction Excellent Satisfactory Unsatisfactory Total 50 13 02 No. of Respondents 35

The table shows that up to 70 % workers surveyed find the medical facilities are excellent and only 4% are not satisfied.

Medical Facilities
4% 26%

70%
Excellent Satisfactory Unsatisfactory

Table No. 6
RECREATIONAL FACILITIES
Responses Provision for workers Club Facilities Provided Maintenance on Facilities Rest House Provision Games and Sports Facilities 35 50 12 10 05 15 Yes No -38 40 45

The respondents admire the availability of workers club but only few i.e. that is 24%,20%,10%workers were satisfied with these facilities such as maintenance and rest house facility where as games & sports facilities were very much praised by 70% workers.

Recreational Facilities
60 50

No. of Respondents

40 30 20 10 0
Provision for Worker's Club Facilities Provided Maintainence on Facilities Rest House Provision Gam es & Sports Facilities

Responses

Yes

No

Table No. 7 SANITARY CONDITIONS


Sanitary Conditions Hygienic Semi hygienic Unhygienic Total 06 50 No. of Respondents 12 32

Table and graph shows that according to 64% of the workers sanitary condition of the canteen were semi hygienic and 24% felt that it was hygienic. 12% called it as un hygienic.

Sanitary Conditions Acc. to Workers


12% 24%

Hygenic Semi-Hygenic Un-Hygenic

64%

Table No. 8
HOUSING FACILITIES

Level of Satisfaction Excellent Satisfactory Unsatisfactory Total

No. Of Respondents 18 25 7 50

The above table reveals that half of the respondents i.e. 50% are satisfied with housing facilities, 36% says that they are excellent & 14% are not satisfied with

these facilities .

Housing Facilities

14% 36% Excellent Satisfactory Unsatisfactory

50%

Table No. 9
HEALTH CARE FACILITIES
Level Of Satisfaction Excellent Satisfactory Unsatisfactory No. of Respondents 40 10 -

Total

50

From among the 50 workers surveyed 40 says health care facilities are excellent and 10 workers says that they are satisfied. No one was found unsatisfied.

Worker's Attitude Towards Health Care Facilities


50

No. of Respondents

40 30 20 10 0

Excellent

Satisfactory

Unsatisfactory

Level of Satisfaction

No. of Respondents

Table No. 10
SATISFACTION LEVEL WITH REGARD TO LABOUR WELFARE MEASURES

Responses Inadequate Wages Poor working Conditions Lesser Opportunities Total

No of Respondents 25 10 15 50

Workers responses reveals that 50% workers were not satisfied with present management because they were inadequately paid and were not satisfied with working conditions. lesser opportunities available to grow which was the concern of 30% workers and 20%

Satisfaction Level With Regard to Labour Welfare Measures


50

No. of Respondents

40 30 20 10 0

No. of Respondents

Inadequate Wages

Poor Working Lesser Conditions Opportunities

Responses

Table No. 11
RELATIONS BETWEEN RESPONDENTS AND EMPLOYER

Responses Co-operative Un-co-operative Total

No. Of Respondents 34 16 50

The above table shows that according to the workers 68% workers relation between worker and supervisor is co-operative and 32% workers according to relation between worker and supervisor is un-co-operative.

Relation between Respondents & Employer

32%

68%

Co-operative Un-co-operative

SUMMARY OF FINDINGS
After going through the Labour Welfare facilities I was impressed to see the workers attitude towards such facilities. However, still there is a wide scope for Labour welfare activities. The object of preparing this report is to know various measures adopted by the organization regarding the Labour Welfare facilities. The major conclusion emerging from the study may be summarized as follows :

The organization is very conscious about the welfare of the employees working at various levels & takes every step to provide more & more facilities to the workers. So, we can say that most of the workers are quite satisfied.

There is a statutory liability on the part of employer to provide canteen facilities to workers. After analyzing the collected data , we can find from the responses of workers which reveals that canteen facility is working effectively. Various eatables are provided to workers on cheap rates. Canteen is working on no profit no loss.

It is very common that a person cannot work continuously for long period of time, after a certain period of time he feels need for rest. And it has been found better results can be obtained as it not only removes the fatigue but also eliminate the element of monotony and burden. Therefore, majority of the workers were found to be satisfied with the Shelter and Rest Room Facilities.

Most of them were satisfied with the accommodation they were being provided according to some of them it was excellent but there are some sections of the employees who are dis-satisfied with the housing facilities they are getting.

We can find from the responses that the company takes every step essential for safeguarding the health of workers. There are proper provisions for the proper disposal of wastes and effluents and arrangement of adequate temperature and ventilation in the factory premises. However, arrangement of cleanliness is not as good as it should be.

After analyzing the data, we can find that workers were dissatisfied with regard to various parameters. Some were having the problem that they were inadequately paid, some were not satisfied with working conditions being provided and other considered future prospects were not brighter & there are lesser opportunities to grow. Thus, we can say that only a contended labour force can prove a right hand to the employee in achieving organizational activities. And this contended labour force can be built only when steps are taken for their welfare in every sphere of life. Now company is aware of this fact and i.e. why it is taking every necessary step which is essential for the welfare of its employees.

SUGGESTIONS
In the present circumstances of rapid liberalization & industrialization, the importance of systematic and perfect labour welfare activities at every stage is demand of time to improve the individual and society at large. Labour welfare activities are practical and vital necessity because it enables employee develop and rise within the organization and increase their earning power, job security & reduce absenteeism. Labour welfare activities help employees to achieve a better cooperation with the company & a greater loyalty to it. The mgt. is benefited in the sense that higher standards of quality is achieved as satisfactory organization structure is built-up, thus, following recommendations should be made for the improvement which might be beneficial to organization, to workers and to society. 1. 2. 3. 4. 5. 6. The companies should try to reduce the work-load. Job security to the educated children should be there. Performance linked schemes should be introduced. Delegation of authority and responsibility should be there. The company should provide more facilities to female workers. Motivation or rewards should be given to performers for achieving the target. 7. The rules & regulations regarding taking loans should be further liberalized. 8. Organisation should have a secular image & social needs of the workers should be fulfilled by encouraging team culture.

9.

The entertainment programs should be arranged in order to recreate the workers so that they can work with full zeal.

10. The canteen standards should be increased in-terms of quality

of

snacks, lunch and adequate no. of glasses, furniture and sitting arrangements. 11. Medical facilities in-terms of well-equipped dispensary, adequate medical staff, whole-time M.B.B.S. Doctors should be taken employed. 12.The working conditions are not free from dust & heat The company should install Dust-boxes and some additional measures should also be taken to cool the environment. 13.The company should also consider that after death of any person, his dependent must also be provided with the job. 14.The transport facility to workers who are not living in the colony should be provided. 15.There is a lack of proper training to workers as a result the workers very often take the liberty of violation of safety hazards. I am of the view that workers should be provided adequate training about the safety measures. 16.A special cell should also be framed in the personnel department to establish and fill the communication gap between mgt. and workers shall try to reduce grievances as-well-as various problems.

LIMITATIONS
Every search work has limitation. During course of study, although every effort has been made to make the study as precise and accurate as possible, but one cannot guarantee 100% accuracy and preciseness because of limitation one has to undergo during the study. The Limitations Faced During The Study Were: The size of the sample is very small due to shortage of time and resources. Respondents may be biased in favour of management. Due to pressure of management, respondents were reluctant in communicating. Difficulty was faced in getting the responses to various questions because respondents could not devote enough time to me. Since this is an opinion survey, personal bias may have crept in, due to the respondents tendency to rationalize their views. Measures taken in respect to labour welfare were found at the introductory stage, so the data collected reflects the introductory trend in regard to labour welfare activities. Moreover a period of six weeks of training is too short to study the vast concept of H.R.D. In spite of the hurdles this period was a very good time of learning experience and exposure to industrial atmosphere and culture.

CONCLUSION
Welfare Activities, the project has been a valuable experience for me. What I conclude is that labour welfare is an important tool for development of the employees. Due care is taken that the workers are provided with basic welfare benefits of leave & allowances, canteen, medical facility etc. and the workers feel quite motivated & satisfied by the type of amenities provided to them. Labour Welfare is concerned with activities that lead to:

Improved morale and loyalty of workers. Improves the goodwill and public image of the enterprise. Reduce the threat of Govt. intervention. Improvement in material, intellectual and cultural conditions of workers life. In the present scenario of liberalization, implementation of labour laws is the

need of the hour & for this various labour reforms have been enacted but there is an urgent for the proper implementation of labour reforms in the contemporary context of Human Resource Management. Hence, it can be said that this had been a source of knowledge & experience and gave me lot of exposure which is valuable for my bright future.

QUESTIONNAIRE
Personal Profile Name : ____________________________ Department : ____________________________

Welfare Measures For workers


A) Statutory Welfare Facilities

1. Do you have adequate canteen facility in organization ?

Satisfaction Level With Regard to Labour Welfare Measures


50

No. of Respondents

40 30 20 10 0

No. of Respondents

YES

NO

Responses

2. Do you have facility of drinking water at the place of work ?

Water Facilities

5%

5%

Excellent Satisfactory Unsatisfactory

90%

3. Is there any facility for washing, storing & drying clothes ?

50

No. of Respondents

40 30 20 10 0
YES NO

No. of Respondents

Responses

4. Are there any facility for sitting in the factory ?

Satisfaction Level With Regard to Labour Welfare Measures


50

No. of Respondents

40 30 20 10 0

No. of Respondents

YES

NO

Responses

5. Are you provided with first-aid & medical facility

Satisfaction Level With Regard to Labour Welfare Measures


50

No. of Respondents

40 30 20 10 0
YES NO

No. of Respondents

Responses

6. Is there any welfare officer in the organisation?

Water Facilities 0% Excellent Satisfactory Unsatisfactory 100%

7. What are your views regarding this

50

No. of Respondents

40 30 20 10 0
EXCELENT UNSATISFACTORY

No. of Respondents

Responses

8.Suggestions if any to improve labour welfare measures? ______________________________________________________________ __________________________________________ ____________________________________________________

OTHER WELFARE ACTIVITIES

CYCLE LOAN :
Interest free loan of Rs. 1700/-recoverable in 34 installments.

FESTIVAL LOAN :
Interest free loan of Rs1200/- recoverable in 8 installments.

VEHICLE FACILITY :
Two vehicles have been kept for the welfare of the workers and is being provided @ Rs 1.5/km.

UNIFORM :
Two sets of tricot uniform and Rs 150/- towards stitching charges are being given to all employees every year.

SHOE :
One pair of shoe costing Rs 200/- is being provided to all employees every year.

SWEETS :
750 gms mix sweets are given to all permanent workmen on occasion of Diwali and 500 gms sweets to casual and contractor workmen.

COMMON FUND :
Under common fund a worker can get an amount of Rs 1200/- which is free of interest recoverable in 8 installments. For this fund Rs 4/- per month per employee is deducted from salary and the management is giving a matching grant.

BLOOD DONATION :
If any employee donates blood to any one then mill is making payment of Rs 300/- plus one day OD. Rs 300/- is being given out of the common fund.

BIBLIOGRAPHY

1. 2.

Personnel Management Dynamics of Industrial Relations

Edwin P.Flippa Dr. C.B. Mamoria & Dr. Satish Mamoria T.N. Chabra & B.P.Singh

3.

Personnel Management & Industrial Relations

Website
www.liberty.com.

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