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SAAB MARFIN MBA
A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL
SAAB MARFIN MBA
CONTENTS
Chapter-1 Executive summary
Industry Profile Company Profile Need For Study Objectives Methodology Scope Findings Suggestion Conclusion 1 2 3 4 5 6
Chapter-2
Introduction of the Study History of the company Present status of the company
7-8 8-10 9-15

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Swat analysis Mission and Vision Growth of the company Manufacturing process Organization structure
16-27 28-29 30-34
Chapter-3
Background of the study
35-50
Chapters-4
Data analyses and Interpretation Findings And Suggestions.
50-72 73-76 77
Conclusion Chapter-5
Annexure
78-82 83
Bibliography
SAAB MARFIN MBA
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 latexs (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 HLLs land mark in the 37th since its 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.
SAAB MARFIN MBA

COMPANY PROFILE:
Hindustan latexs (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 programme the company commenced its for the national family planning
commercial operations on April 5,1969. The plant was established in technical collaboration with M/s Oakmont industries. To trace briefly HLLs land mark in the 37th since its 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.
SAAB MARFIN MBA

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.
SAAB MARFIN MBA

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
SAAB MARFIN MBA

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.
SAAB MARFIN MBA

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 promoting Kanagala. it is clear that the company is very keen in the
all the welfare facilities provided by Hindustan Lifecare Limited
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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 governments has undertaken policy various to encourage measures to small families the
government growth.
reduce
population
The Government of India adopted the policy of family planning in 1952 in order to control population. One of the major 14
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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 worlds 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 latexs (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 operations on April
programme the company commenced its commercial
5,1969. The plant was established in technical collaboration with M/s Oakmont industries. To trace briefly HLLs land mark in the 37th since its 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 pills (OCP) for female. Its OCP range
HLL has added to its oral contraceptive Mala D/N, Saheli, Arpana, Apsara,
include
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.
HLLs Health care product range include: Blood Collection Bags, Surgical Sutures, Auto Disable Syringes, Vaccines, Womens 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 nations 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. HLLs 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. HLLs products are today exported to over 70 countries. HLLs 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 nations 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. HLLs 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. HLLs products are today exported to over 70 countries.
HLLs 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 commenced collaboration from March 1987. The in 1986 and regular production Kanagala plant is setup in and it incorporates
with M/s Okamoto Industries, Japan
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 Belgaum District. It is 55 kms away from Belagum, taluka of from
12 kms
Sankeshwar
and 15 kms from Nippani. It is situated beside the NH-4, and means for communication. In initiative step in the successful
which is convenient for transportation 1984 Shri. B.Shankaranand took the
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 Centchroman Bulk Durg, which has annual kilograms. Other side of production of
production capacity of 1,000
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 Address : HLL, Kanagala : 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 Nature of Industry
: KTK/25/11/87 : Manufacturing.
Date of commencement
: March 1987 21
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e-mail Web-site : hllnfk@sancharnet.in : www.hlllifecarehll.com
Fax No.
: 08333-279245
Phone no.
: 08333-279244, 279206,279680
Promoter Former minister of Health and family Welfare of Government of India.
: Shri.B.Shankaranand
CMD
: Shri.M.Ayyappan.
Present status of the Company:
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Officers Supervisory Staff Administration Staff Grade IV workmen Grade III workmen Grade II workmen Grade I workmen Induction level I Induction level-II Worker trainee TOTAL Shift General Shift 1st Shift 2nd Shift 3rd Shift 46 50 43 131 84 7 16 44 41 11 472 Time 9:15 AM to 5:15 Pm 6:00 AM to 2:00PM 2:00 PM to 10:00PM 10:00 PM to 6:00AM
Manpower position in HLL, Kanagala:
WORK SCHDULE:
Company workers for entire 24 hours with following work schedule.
BOARD OF DIRECTORS:
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Sr.No . 1 2 Shri.M.Ayyappan Shri.Raghubir Singh Chairman & Managing Director Additional Secretary Of Health and family welfare 3 Shri.Braj Kishore Prasad Joint secretary of Health and Family Welfare 4 5 6 7 8 9 Shri.K.K.Sureshakumar Shri.B.B.Chandrashekaran Nair Shri.M.D.Shreekumar Shri.K.Mohan Das Shri.V.Sanjeevi Shri.V.Meenakshi Sundaram Director (Marketing) Director (Finance) Director (Technical and Operation) Director Director Senior Chartered Accountant NAME DESIGANATION
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 to the of the company. of The the board company of directors and are are also
accountable
shareholders
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 , 25
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Trojan competitors products and their respective market shares as shown below: Company Product Market Share TTK Kohinoor, Duropack JK Group Imported Brands Kamsutra Durex 22% 04% Flesta, Champ, 33%
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 & contraceptive Tamilnadu. pills Today in HLL the has state wide of international markets were Kerala, Karnataka network and to
RAKSHAK and NEW SHARE. HLL taken up marketing of MALA-D/N, oral Rajastan, of
range
distribution
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
from
Food from
And SGS
Drug United
Administration (FDA)
and
CE
MARK
certification
Kingdom. Both these certification are necessary to the countries like USA, UAE, UK,
market condoms in Oman. HLLs
Kenya, Mauritius and
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, 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 Double, Triple, Quadruple, Penta, Pediatric, &
FAMIL PLANNING & HIV/AIDS PREVENTION:
CONDOMS
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Nirodh Zaroor Deluxe Nirodh Rangeele Mauj 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 2004-05 2005-06 2006-07 2007-08 Target 215 225 242 235 Production 223.40 228.03 237.99 243.51
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 2002-03 2003-04 2004-05 Rs.(Lakhs) 4272.39 4971.21 5306.41 32
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2005-06 2006-07 5166.65 5127.70
SALES DETAILS:
Sr.no 1 particulars Condoms(in LakhRs) 2 Oral Contraceptive Pills LakhRs) 3 Centchroman Bulk Drug (In Kgs) 641.56 641.56 788.18 (in 578.41 578.75 575.80 2005-06 221.51 2006-07 232.99 2007-08 232.08
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 (ARVs) 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 HLLs 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 managements 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 employees it covers both organized and unorganized employees. 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 OEs 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 qualification many people have applied for the job their 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. Employees 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 following area. to the
1. Administration and human recourses department.
Industrial relations Language Training programme. Salary Welfare
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 departments 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 with certified queried for export of its products to European
diseases, 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 HLLs Kanagala(Belgaum) plant awarded the CE mark for its 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
CAPEXILs
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. pay
Gread/Designation
scale of
Induction level 1 2700-40-3660
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2 Induction level 2 3000-55-4320
Grade 1/sweeper/cleaner etc.
3600-
70-5280
Grade 2/peon/security guard 3800-85-5840
Grade 3/Jr.steno- typist 4000-100-6400
Grade 4
4200-115-6960 7 Senior clerk/Jrstenographer
4400-130-7520 8 Grade 5
4410-130-7530
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 Dessais, 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 worldwide. condoms for reaching countries
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: HLLs Perokuda plant and Kanagala plant awarded the ISO 14001 certification. And HLLs 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 SED(CQA)&administra tively to Unit CHIF
AGM(QC/La b)I/C SAPM
Pharma consultan t
APM (BUD)
AGM( OCP) SAPM APM
AGM (Vaccine) DM (Pharm a)
DGM (O)
DM (Proj)
APM AGM( HR)I? DM(P PC)I? JO DM(HR)
APM
M
JO/SUP APM(Engg AGM( Pri) Mgr(I& E) M(En gg) DM Mech) ET(IT) JO/Sup JO/Sup APM JO/S up AM( IT) DMIC Mgr( sec)
SAPM
AM(H R)
DM(Safety)Saf ety ForumCo-ord inator/Safety
JO/Sup
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 Industrial
Background of Safety. 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. 62
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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 ACTIVITIES
IMPLEMENTATION OF WELFARE
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 Companys premises only. Company is having well constructed Executive Hostel and Executive Quarters at its 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 uniformsFor 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, fourwheeler 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 employees 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 Second shift Third shift
No allowance Rs.10/-per 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 and Staff 1 2 3 Earned leave Casual leave Half pay leave 30 per year 12 per year 20 per year 1leave 12 days 8 per year Supervisory Operative Staff
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 dont 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 workers 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
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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 mans 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 77
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Temporary permanent
Total partial
partial
Total
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 prone more accident
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 79
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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 prevention for his/her family. to So, mangers the pain must and
undertake
accident
measures
minimize
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 should the rest responsibility on the of the on management. the all cadres safety 80 This of responsibility personal shoulders
management, such as plant manger, production manger, maintenance engineer,
manger, chief engineer, foreman,
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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 damage or injury.
and effective system for reporting all accidents causing
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 necessary. and in ensuring that corrective action is taken when
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 management process. an
emergency. The management must view safety as an integral part of the
Role of Government
The Government of India established the factory Advice Service and Labor Institute, Mumbai. The institute renders advice on safety matters and
82
SAAB MARFIN MBA

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. sveral methods to evaluate the safety program. The techniques used are as follows:1. Safety Inspections: In this, inspectors are given specific to follow. programmed elements such These may include as formation of safety committees, how There are
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 companys 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.
83
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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 y Valid Aware not aware Total 90 10 100 Valid Percent Percent 90.0 10.0 100.0 90.0 10.0 100.0 Cumulative Percent 90.0 100.0
Graph No 1
INTERPRETATION:
84
SAAB MARFIN MBA

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 ncy Valid Good 70 Valid Percent Percent 70.0 15.0 15.0 100.0 70.0 15.0 15.0 100.0 Cumulative Percent 70.0 85.0 100.0
Excellent 15 not aware 15 Total 100
Graph No.2
85
SAAB MARFIN MBA
INTERPRETATION:
It
may
inferred
form
Table
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 .
86
SAAB MARFIN MBA

Which welfare activity is most important Frequen cy Valid Training health and safety other measures Total welfare 24 64 12 100 Valid Percent Percent 24.0 64.0 12.0 100.0 24.0 64.0 12.0 100.0 Cumulative Percent 24.0 88.0 100.0
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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SAAB MARFIN MBA
Question No.4 Table No.4 Showing participation of workers in worker participation programme .
Participation of workers in workers participation programme Frequenc y Valid Yes No 94 6 Valid Percent Percent 94.0 6.0 100.0 94.0 6.0 100.0 Cumulative Percent 94.0 100.0
Total 100
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 Frequenc y Valid higher productivity 76 indusstrial harmony peace 19 Valid Percent Percent 76.0 19.0 5.0 100.0 76.0 19.0 5.0 100.0 Cumulative Percent 76.0 95.0 100.0
welfare programes 5 Total 100
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.
90
SAAB MARFIN MBA
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 Frequenc y Valid Yes No 76 24 Valid Percent Percent 76.0 24.0 100.0 76.0 24.0 100.0 Cumulative Percent 76.0 100.0
Total 100
Graph No.6
91
SAAB MARFIN MBA
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 Frequenc y Valid immediately within mints within 1/2hour more than 1 hour Total 15 56 37 Valid Percent Percent 56.0 37.0 56.0 37.0 Cumulative Percent 56.0 93.0
6.0
6.0
99.0
1 100
1.0 100.0
1.0 100.0
100.0
Graph No.7
INTERPRETATION:
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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 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 Frequenc y Valid every time Mostly sometimes only Total 84 11 5 100 Valid Percent Percent 84.0 11.0 5.0 100.0 84.0 11.0 5.0 100.0 Cumulative Percent 84.0 95.0 100.0
Graph No.8
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SAAB MARFIN MBA
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.
95
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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. Frequenc y Valid full claim amount job to one of the family members any specify Total other type 50 44 Valid Percent Percent 50.0 44.0 50.0 44.0 Cumulative Percent 50.0 94.0
6 100
6.0 100.0
6.0 100.0
100.0
Graph No.9
INTERPRETATION:
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It may inferred form Table 9 that 50% of the respondents said that full claim amount ,44%of the respondents said that job to one of the family members and 6% of the respondents said that and other type compensation provide if any major accident happens to them.
Question No.10
Table No.10 Showing responses of respondents that how much they are satisfied with the foods/snacks/drinks provided at different intervals.
Satisfaction of employee about food/ snacks/ drinks provided at different intervals Frequenc y Valid to the lowest somewhat neutral to the lowest Total 8 60 32 100 Valid Percent Percent 8.0 60.0 32.0 100.0 8.0 60.0 32.0 100.0 Cumulative Percent 8.0 68.0 100.0
Graph No.10
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SAAB MARFIN MBA
INTERPRETATION: It may inferred form Table 10 that 8% of the respondents said that to the lowest ,60% of the respondents said that some whatneutal and 32% of the employee said that to the lowest they satisfied with the food/snacks/drinks provided to you at different intervals.
Question No11 Table No.11 Showing responses of respondents that how nutritious is the food provided by canteen.
How nutritive is the food
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Frequenc y Valid highly nutritive 11 nutritive some nutritive least nutritive Total what 21 51 17 100 Valid Percent Percent 11.0 21.0 51.0 17.0 100.0 11.0 21.0 51.0 17.0 100.0 Cumulative Percent 11.0 32.0 83.0 100.0
Graph No.11
INTERPRETATION: It may inferred form Table 11 that 11% of the respondents said that Highly nutritive ,21% of the respondents said that nutritive,51% of the respondents said that some what nutritive and 17% of the respondents said that least nutritive is the food provided by canteen
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Question No.12 Table No.12 Showing responses of respondents that do the health checkup increases the morale of the worker.
Do the Health and safety training increases the morale of the workers Frequenc y Valid Yes No 90 10 Valid Percent Percent 90.0 10.0 100.0 90.0 10.0 100.0 Cumulative Percent 90.0 100.0
Total 100
Graph No.12
A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 100
SAAB MARFIN MBA
INTERPRETATION: It may inferred form Table 12 that 90% of the respondents said that the health and safety training provided by the company workers and 10% said no . increases the morale of the
SAAB MARFIN MBA

Showing responses of respondents that whether management conducts health checkup programmes for employees
Whether
management
conduct
health
checkup
programmes. Frequenc y Valid Yes 100 Valid Percent Percent 100.0 100.0 Cumulative Percent 100.0
Graph No 13
INTERPRETATION: It may inferred form Table 13 that 100% of the respondents said that the management conducts health checkup programmes for employees.
SAAB MARFIN MBA
Question No.14 Table No14 Showing responses of respondents that if yes in what intervals.
In what intervals Management conduct health checkup programmes. Frequenc y Valid quarterl y half yearly yearly Total 9 Valid Percent Percent 9.0 9.0 Cumulative Percent 9.0
18 73 100
18.0 73.0 100.0
18.0 73.0 100.0
27.0 100.0
Graph N0.14
SAAB MARFIN MBA
INTERPRETATION: It may inferred form Table 14 that 9% of the respondents said that quarterly,18% of the respondents said that half yearly and 73% of the respondents said that yearly management conducts health checkup
programmes for employees.
Question No,15 Table No.15 Showing responses of respondents that are they satisfied with the drinking water facilities provided
SAAB MARFIN MBA

Drinking water facility Frequenc y Valid Yes no 97 3 Valid Percent Percent 97.0 3.0 100.0 97.0 3.0 100.0 Cumulative Percent 97.0 100.0
Total 100
Graph No.15
INTERPRETATION: It may inferred form Table 15 that 97% of the respondents satisfied with the drinking water facilities provided and 3%of the respondents are not satisfied with the drinking water facilities provided.
SAAB MARFIN MBA
Question No.16 Table No.16 Showing responses of respondents that is the HRA allowance provided by the company satisfactory.
Does company provides HRA allowance Frequenc y Valid Yes No 80 20 Valid Percent Percent 80.0 20.0 100.0 80.0 20.0 100.0 Cumulative Percent 80.0 100.0
Total 100
Graph No.16
SAAB MARFIN MBA

INTERPRETATION: It may inferred form Table 16 that 80% of the respondents said that HRA allowance provided by the company satisfactory and 20% of the respondents said that HRA allowance provided by the company not satisfactory.
Question No.17 Table N0 .17 Showing responses of respondents that does company is taking due care of employees.
Does company take due care of employees. Frequenc y Valid Yes No 89 11 Valid Percent Percent 89.0 11.0 100.0 89.0 11.0 100.0 Cumulative Percent 89.0 100.0
Total 100
Graph No.17
SAAB MARFIN MBA
INTERPRETATION: It may inferred form Table 17 that 89% of the respondents said company is taking due care of them and 11% said no.
Question No.18 Table No.18 Showing responses of respondents that are the facilities provided by credit society are satisfactory.
SAAB MARFIN MBA

Satisfaction about facilities of credit society Frequenc y Valid Yes No 88 12 Valid Percent Percent 88.0 12.0 100.0 88.0 12.0 100.0 Cumulative Percent 88.0 100.0
Total 100
Graph No.18
INTERPRETATION: It may inferred form Table 18 that 88% of the respondents said you think facilities provided by credit society are satisfactory and 12% of the respondents said you think facilities provided by credit society are not satisfactory.
SAAB MARFIN MBA
Question No.19 Table N0.19 Showing responses of respondents that how employees are committed achieve the company objective. to
Commitment of employees to achieve the company objectives Frequen cy Valid rank 1 rank 2 rank 3 rank 4 rank 5 6 Valid Percent Percent 6.0 6.0 Cumulative Percent 6.0
6.0
6.0
12.0
32
32.0
32.0
44.0
29
29.0
29.0
73.0
27
27.0 100.0
27.0 100.0
100.0
Total 100
Graph No.19
SAAB MARFIN MBA
INTERPRETATION: It may inferred form Table 19 that 6% of the respondents are given rank 1, 6% of the respondents are given rank2 ,32% of the respondents are given rank 3,29% of the respondents are given rank 4 ,27% of the respondents are given rank 5.
Question No.20
Table No.20 Showing responses of respondents that does health affected by workplace environment
SAAB MARFIN MBA

Is health affected by workplace environment Frequenc y Valid Yes No 21 79 Valid Percent Percent 21.0 79.0 100.0 21.0 79.0 100.0 Cumulative Percent 21.0 100.0
Total 100
Graph No.20
INTERPRETATION: It may inferred form Table 20 that 21% of the respondents are said health affected by workplace environment and79% of the respondents are said health not affected by workplace environment.
SAAB MARFIN MBA
Question No.21
Table No.21 Showing responses of respondents that is there sufficient number of latrines and urinals at convenient places.
are there sufficient number of latrines and urinals at convenient places Frequenc y Valid Yes No 92 8 Valid Percent Percent 92.0 8.0 100.0 92.0 8.0 100.0 Cumulative Percent 92.0 100.0
Total 100
Graph No.21
SAAB MARFIN MBA
INTERPRETATION: It may inferred form Table 21 that 92% of the respondents are said that there are sufficient number of latrines and urinals at convenient places and 8% % of the respondents are said that there are not sufficient number of latrines and urinals at convenient places.
Question No.22 Table No.22 Showing responses of respondents that how well hygienic conditions
maintained in latrines and urinals.
SAAB MARFIN MBA

Hygienic conditions maintained in latrines and urinals Frequenc y Valid Above average Average Below average Total 19 78 3 100 Valid Percent Percent 19.0 78.0 3.0 100.0 19.0 78.0 3.0 100.0 Cumulative Percent 19.0 97.0 100.0
Graph No.22
INTERPRETATION: It may inferred form Table 22 that 19% of the respondents are said that well hygienic conditions maintained in latrines and urinals are above average, 78% of the respondents are said that well
SAAB MARFIN MBA

hygienic conditions maintained in latrines and urinals are average and 3% of the respondents are said that well hygienic conditions maintained in latrines and urinals are below average.
CHAPTER- IV
SAAB MARFIN MBA
FINDINGS:
The welfare facilities, which are organized by the management, are well known to the workers and all about the respondents are satisfied with the majority welfare facility except the few mentioned below. But the only complaint is that transportation and canteen facility which is essential for them. I have pointed out the positive and negative points of the welfare facilities as
SAAB MARFIN MBA

follows: 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.
It was noticed that 70% of employees feel good about present welfare facilities it shows the welfare facilities are good.
It was found that 64% of employee say ,training is the most important welfare activity and that the training and education provided by the organization is popular and as per the expectation of the employees.
It was found that 94% of employees participate in workers participation programme indicating that the employees are happy to be part of the organization and the activities that are happening around them. They are also happy to help the management as and when their capabilities are required.
It was found that 76% 0f employees said that higher productivity is the first objective of the company.
It was found that 76% of employees said that there an advancement for the employee for there upliftment of career it shows company trying to increase knowledge of the employees.
It was found that 56% of the employees said that treatment is given to injured worker immediately it shows other employees getting treatment in 15 mints or more than it therefore company have to try to give the treatment before 15 mints. .
SAAB MARFIN MBA

From the study it was found that 84% of employees said that every time contents are available in first aid box , means medical committee always aware pf its functions.
From the study it was found that 50% of employees opinion is full claim amount, if any major accidents happens to them, it shows monetary benefit is important for them.
It was found that 62% of employees are somewhat satisfied with food/snacks/drinks provided at different intervals means they want some changes in the food, snacks drinks provide From the study it was found that 51% of employees said that the food provided by the canteen is somewhat nutritive.
From the study it was noticed that majority of respondents i.e.90% of employees said that the health and safety training increases the moral of the worker it .
From the study it was noticed that majority of respondents i.e.100%said that management conducts health checkup programmes.
It was found that73% of the employees said that management conducts health checkup programmes yearly.
SAAB MARFIN MBA

From the study it was found that 97% of the employees said that they are satisfied with drinking water facility it shows company is providing good drinking water.
From the study it was found that 80% of the employees said that HRA allowance provided by the company is satisfactory it shows employee can stay at convent places.
From the study it was found that 89% said that company is taking due care of them,it means everyone is important in comany.
From the study it was found that 88% of the employees said that facilities provided by the credit society are satisfactory it shows the credit society is helping the employee for their future.
From the study it was found that 32% of the employees given rank to 3, means employees are trying to achieve company objective .
From the study it was found that 79% of the employees said that health is not affected by the workplace environment it means the workplace environment is clean and not hazardous.
From the study it was found that 92% of the employees said that there are sufficient number of Toilet and washroom at convent places.
From the study it was found that 78% of the employees said that average hygienic conditions maintained in latrines and urinals.
SAAB MARFIN MBA
SUGGESTION:
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. 3 The company should provide Toilet and wash room facilities to contract
workers. 4 Company should increase the Canteens facilities to the contract workers.
5. Some workers complained about the rest room in the company is not so good it should be kept clean and comfortable in rest period.
SAAB MARFIN MBA
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 promoting Kanagala. it is clear that the company is very keen in the all the welfare facilities provided by Hindustan Lifecare Limited
SAAB MARFIN MBA

Employees are satisfied to medical checkup and HRA allowance. Really company will take care about all Employees and also contract base workers. Finally the study concludes that the employees are satisfied with the present Welfare Facilities in the organization.
SAAB MARFIN MBA
CHAPTER-V
SAAB MARFIN MBA
ANNEXUR
QUESTIONNAIRE Dear sir/madam,
SAAB MARFIN MBA

I am pleased to introduced my self as MBA student of SVM.V.V.Sanghas Institute of Management Studies, ILKAL.As a part of cocurriculum I have undertaken a study on the EMPLOYEE WELFARE FACILITY IN HLL LIFECARE .LTD KANAGALA The information provided by u will kept confidential and used for academic purpose only. Personal Profile Name:
Age:
Sex:
Marital
status: Department:
Length of service:
1) Are you aware of all the welfare facilities provided by the company? Aware Not aware
2) How do you feel about present welfare facilities?
Good
Excellent
Average
3)
Which
welfare
activity
is
most
important
for
you?
SAAB MARFIN MBA

Training Health and safety
Other welfare measures
4) Do workers
actively participate in workers participation programs?
Yes
No
5)
what
is
your
first
objective
in
the
company?
Higher productivity
Industrial peace harmony
Welfare programs
6) Any advancement for the employees in their upliftment of career provided in the company?
Yes
No
7)
Within
how
much
time
the
injured
worker
is
given
treatment?
SAAB MARFIN MBA

Immediately Within 15 mints
Within hr
more than 1 hr
8)
How
often
first
aid
box
with
prescribed
contents
is
available?
Every time
Mostly
Sometimes
only
9) If any major accident happens to you and not able to work then what kind of compensation is provided .
Full claim amount
Job to one of the family members
Any other type specify
SAAB MARFIN MBA

10) Are you satisfied with the food/snacks/drinks provided to you at the work place? To the highest Some what
To the lowest
11)
How
nutritious
is
the
food
provided
to
you?
Highly nutritive
Nutritive
some
what
nutritive
least
nutritive
12) Do the health and safety training provided by the company safety of the workers?
increases the
Yes
No
13) Whether management conducts health checkup programmes for employees? Yes No
14) If yes at what intervals?
SAAB MARFIN MBA

Monthly Quarterly
Half yearly
Yearly
15) Are you satisfied with the drinking water facilities provided? Yes_____ If no ____ why?
16)
Is
the
HRA
Allowance
provided
by
the
company
satisfactory?
Yes
No
17) Yes
Do
you
think s No
company
is
taking
due
care
of
you?
18)
Do you think facilities provided by credit society are satisfactory?
Yes
No
SAAB MARFIN MBA

19) How committed are you to achieve the company objective? (ranks 1-5) (5 highest-----1st least)
1 2 3 4 5
20)
Is
your
health
affected
by
workplace
environment?
Yes
No
If yes how? 21) Are there sufficient number of Toilets and washroom at convenient places?
Yes
No
22) How well hygienic conditions maintained in toilet and wash room?
Above average
Average
Below
average
23) Do you have any suggestions regarding welfare activates in your company? ______________________________________________________________ ______________________________________________________________ ______________________________________________________________
SAAB MARFIN MBA
BIBILIOGRAPHY: Personnel and Human Resource Management- P.Subba Rao. Internet www.Hindletex.com www.googl.com
: www.hlllifecarehll.com

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

7-8 8-10 9-15

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

16-27 28-29 30-34

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

SAAB MARFIN MBA

Findings Suggestion Data Analysis

EXECUTIVE SUMMARY INDUSTY PROFILE:

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

Objectives Of the study:

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

Scope of the Study:

Limitations of the Study:

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

all the welfare facilities provided by Hindustan Lifecare Limited

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

Growth of the company Manufacturing process

Organization structure Future plans

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

Thiruvananthapuram and Belgaum.

HLL LIFECARE LIMITED

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

programme the company commenced its commercial

manufacturing at thiruvanathpuram (karalla), as

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

Contraceptive Cream, and Tubaler Rings.

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

HISTORY OF HLL KANAGALA UNIT:

with M/s Okamoto Industries, Japan

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

which is convenient for transportation 1984 Shri. B.Shankaranand took the

production capacity of 1,000

the factory there is a guesthouse, a hostel for

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

SAAB MARFIN MBA

Public Limited Company

(A Government of India undertaking)