MBA Programme

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

INTRODUCTION:
Human resource management is the qualitative improvement of human
beings who are considered the most valuable assets of an organization-the sources,
resources and end-users of all products and services. But, it is much more than its
parent disciplines viz., personnel Management and behaviour and science. It is also
more comprehensive and deep-rooted than training and development, its approach
is multi-disciplinary from the beginning to the end.
MEANING:
Human resource management is concerned with people dimension in
management. Human Resource management is the term increasingly used to refer
to the philosophy, policies, procedures and practices relating top management of
people within organization. It seeks to achieve the fullest development of human
resources to fullest possible social economic development.
DEFINITION:
According to Coleman HRM or Manpower planning is defined as the
process of determining Manpower requirements and the means for meeting those
requirements in order to carry out the integrated plan of the organization.
National Institute Of Personnel Management Of India-personnel management
or HRM is the part of management concerned with people at work and with their
relationship with in the Organization. It seeks to bring men

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and women who make up an enterprise enabling each to make his own best
contribution to its success both as an individual and as member of working group.
Human resource management is about understanding your men. It is about
understanding their culture upbringing and finding out at style to suit the same in
order to make them more productive.
History of Human Resources Management:
Stages in the evolution of Human Resources Management:
Industrial
Revolution
ERA

Scientific
Management
ERA

Paternalistic
ERA

Industrial
Psychologica
l ERA

Welfare ERA

Personnel
Specialists
ERA

Behavioural
Science ERA

Human
Relations ERA

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:

Objectives are pre-determined goals to which a group activity in an
organization is directed.

Objectives determined the character of an organization and serves as the

basis for voluntary co-operation.

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Operations and co-ordination among employees. It also provides a bench

mark or standard of performance.
Valuating performance to improve service rendered enterprise to society,

which leads to more efficient individual or group performance, to establish in the

minds of those associated with the enterprise-employee, shareholder, creditor,
customer and public at large - the fact that the enterprise is rendering to accomplish
the basic organizational goals.
The Ultimate mission or purpose is to relate future human resources to
future enterprises, need so as to maximize the future returns on investment in
human resources
THE HR FUNCTIONS:
THE 4MS OF MANAGEMENT

MAN

MACHINE

MONEY
METHODS

Human Resources is the most important asset

Human Resources can be only real competitive
advantage

What does an HR do?

HR in the past

Recruiting
Training
Counseling
Managing salaries
Policy decision
Dealing with unions

Making career plans Backroom operate

Employee welfare
Only HR doing HR

Personnel department
Transaction
Policing
Bureaucratic hurdle
Stand alone soldier
Policy making

HR today
Human Resources
Strategic.
Enabling.
Facilitator.
Integrated leader
Decision Maker
Business Partner
Line Function.

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Broadly speaking experts has generally classified the functions into two
major categories, viz.,
1.

Managerial functions and

2.

Operative functions.

1.

MANAGERIAL FUNCTION:
Management may be the process of allocating an organization inputs (human

and economic resources) by planning, organizing, directing and controlling for the
purpose of producing outputs (goods and services) desired by its customers so that
organizations objectives are accomplished. In this process, work is performed with
and through Organizational Personnel in an ever changing business environment.
(a)

Planning:
Is a pre-determined course of action? According to Terry planning is a

foundation of most successful actions of any enterprise. Planning is determined of

the plans, strategies, programmers, policies, procedure and standard needs to
accomplish the desired organization objectives.
The two most important features of planning are research and forecasting.
These two are interrelated, forecast is possible only as a result of research.

Therefore planning or decision-making has to be undertaken much in

advance of an action, so that unforeseen or anticipated problems or events may be
properly handled. This is also stressed by saying good managers make thing
happen.
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(b)

Organizing:
After a course of action has being determined, an organization plan may be

established to carry it out. According to J.C.Massie, an organization is a structure,

a frame work and a process by which a cooperative group of human beings
allocates its tasks among its members, identifies a relationship and integrates its
activities towards common objectives. This is done by designing the structure of
relationship among jobs, personnel and physical factors.
(c)

Directing:
Directing the subordinates at any level is a basic function of the managerial

personnel. It is involved with getting the person together and asking them (either
through command or motivation) to work willingly and effectively for the
achievement of designated goals.
Directing deals not only with the dissemination of orders within an
organization units and departments, but also with the acceptance and execution of
these orders by the employees.
The decisions are taken by the top management, but only after consultating
with personnel department.

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(d)

Coordinating and controlling:

Coordinating refers to balancing timings and integrating activities in an

organization, so that a unity of action in pursuit of a common purpose is achieved.

In the words of Terry, Coordinating deals with the tasks of blending efforts
in order to ensure a successful attainment of an objective. It takes place at all
levels, from top management through the superior and those for whom he is
responsible.
Controlling is the act of checking, regulating and verifying whether it occurs
in conformity with plan that has been adopted the instruction issued and the
principles established. It is greatly concerned with remedial actions. Conducting
separate interviews, auditing, training programmers etc., are some of the means
for controlling the management of personnel.
2.

Operative Functions:
The operative functions of personnel management are concerned with the

activities specifically dealing with procuring, developing, compensating and

maintaining an efficient work force.

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These functions are also known as service functions.
Operative functions of HRM

Employment

Human

Compensation

Employee

Resources

Rewards

Development

Remuneration

Communication

Relation

Organizational

Training and

Salary and

Morale

Design

Development

Benefits

Job
Satisfaction

Job Design

Job Analysis

Performance

Administration

Grievances

Appraisal

Incentives

Redress

Awards

Discipline

Performance

Maintenance

Improvement
Quality of Work Life
Participation
Quality
Human Resources

Career Planning

Planning Recruitment

Management

Selection Induction

Development

Placement

Organization
Development

OBJECTIVES OF THE STUDY

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To anticipate, identify, evaluate, and control workplace hazardous conditions

and practices.
To develop effective safe operating procedures and comprehensive safety
and health programs.
To address identified hazards, conditions, and practices in a cost effective
manner.
To support employees and managers in developing a positive organizational
safety culture.
To work effectively with labour and management in an effort to address
safety and health issues.
To measure and evaluate occupational safety and health performance.

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NEED FOR THE STUDY

In the INDIAN textile industries the HR department plays an important role

in giving the safety and health of the employee in his work in the organization.
These all aspects relates to the study on HEALTH &SAFETY in Sp edible
products pvt.ltd.

HEALTH &SAFETY is needed in order to: Explain that occupational health and safety is more than accident prevention

that it encompasses all aspects of working conditions.

Explain why management's commitment to health and safety is crucial.
Explain why training is a critical component of any health and safety
programmer.
Recognize a number of occupational hazards and some of the types of work
generally associated with those hazards.
Discuss the range of hazards in their own workplaces.
Provide information which helps to counsel the subordinate.
Provide information to diagnose deficiency in employee regarding skill,

knowledge, determine training and developmental needs and to prescribe the

means for employee growth.
Prevent grievances and in disciplinary activities.

SCOPE OF THE STUDY

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Scope of the study tends to the limits of the study. The scope is as follows:
Study on the employee HEALTH &SAFETY in the organization.
Study on the feedback of the employees about their HEALTH &SAFETY.
The scope of the HEALTH &SAFETY study is as follows, In HRM areas
only.
1.
2.
3.
4.
5.

Remuneration administration.
Validation of selection programs.
Employee training and development program.
Grievances and discipline management.
HR planning

SIGNIFICANCE OF THE STUDY

1. To protect the employees health who are is the factories.
2. To provide the various safety measures to the employee.
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3. The study is helpful to the company to identify the problems relating to job
dissatisfaction and to remedial measures.
4. Company is expected to derive advantages by getting opportunities of
knowing strengths and weakness in HR area.
5. The study is useful to academicians and scholars to make futures insights.

METHODOLOGY OF STUDY
RESEARCH DESIGN:
A Research Design is an arrangement of conditions for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure.
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The research design used for the study is in simple random method.
Simple random design includes surveys and fact-findings enquire of different
kinds. The major purpose of descriptive research is description of the state of
affairs, as it exists at present.
SAMPLING TECHNIQUE:The type of sampling technique adopted in this project analysis is simple
random sampling. Employees various departments were approached and
administered questionnaire to know their opinion about welfare measures in the
organization.
Source of data:
The relevant data has been collected from the primary and secondary
sources.
Methodology is a systematic procedure of collecting information in order to
analysis a phenomenon. The collection is done through two principle sources
viz.
Primary data
Secondary data

PRIMARY DATA:It is the information collected directly without any reference. It was mainly
interviews with concerned officers and staff, either individually or collectively.
Some of the information had been verified or supplemented conducting personal
with personal observations.
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The data includes: Interviews with the officers of the MSL.
By observation.
Through telephone interview.
By mailing of questionnaire.
Through schedule.
SECONDARY DATA:
Secondary data are those which have already been collected by someone else
and which have already been passed through the statistical process.
Secondary data has been collected from the following:

Web sites

Brochures.

SAMPLING SIZE:
Sample size: 150 respondents.
Sample Unit: The workers at the production unit Sp edible products pvt.ltd

LIMITATIONS OF THE STUDY

Duration of project is 5weeks only.

Sample size is limited to 150 labours only.
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The study is made only on the company and therefore inter comparison is
not possible.
The study is limited by time, cost and effective constraints.

FOOD PROCESSING INDUSTRY IN INDIA

The food processing industry in India is segmented into food grain / pulse
milling, fruit / vegetable processing, milk and milk products, beverages,
fish, poultry products, meat and meat products, aerated water / soft drinks,

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beer

alcoholic

beverages,

breakfast

cereals,

bread,

biscuits,

confectioneries, malt protein and edible oils / fats.

Like many other industries, the food processing industry also comprises of
both the organized and unorganized sector. Certain branded and packed
products such as butter, cheese, ghee, jams, jellies, fruit / vegetable juices,
sauces and ketchup, soups, broths, fruit pulp and fruit juice based drinks
are already exempted from Excise Duty. This should be extended to all
processed products made from perishable goods such as poultry, meat,
milk, fruits and vegetables.
The industry is estimated to grow at 9-12 percent, on the basis of an
estimated GDP growth rate of 6-8 percent, during the Tenth Five Year Plan
period. Value addition of food products is expected to increase from the
current 8 percent to 35 percent by the end of 2025. Fruit & vegetable
processing, which is currently around 2 percent of total production will
increase to 10 percent by 2010 and to 25 percent by 2025. Given the size of
the industry and the nascent development stage, the food processing sector
is a key focus area for the Government of India. The importance of the
sector is further enhanced by the fact that over 70 percent of the population
depends upon agricultural activity for livelihood.
The Government has therefore been focusing on commercialization and
value addition to agricultural produce, minimizing pre/post harvest
wastage, generating employment and export growth in this sector, through
a number of regulatory and fiscal incentives. The potential for processed
food as per the stated vision (INR billion.) at 2003-04 prices is as follows:

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Source: Vision, Strategy and Action Plan for Food Processing Industries in India.
Prepared by Rabo India Finance Pvt. Ltd. for Ministry of Food Processing
Industries, Government of India, April 2005.

In order to achieve the market potential, the investment required in capacity

creation and setting up requisite infrastructure in the period 2003-04 was
Rs.560 billion. Between 2009-10 it is expected to be Rs.437 billion. and
Rs.997 billion. in 2014-15. The sectoral breakdown is as follows
represented on next page: -

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The source for these funds will be a combination of investment by industry

players, debt/equity from financial institutions, foreign direct investment
and Government funding through financial schemes. The contribution from
financial institutions, equity from industry (including FDI) and
Government is estimated to be approximately 45%, 45% and 10%
respectively.

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The unorganized sector in food processing requires an investment of about
INR 100 billion. In the next ten years (estimated on the basis of output ratio
as 2:1 and capital intensity ratio as 5:1 of organized and unorganized
sector). The employment intensity is estimated to be approximately 10
direct employment per INR million of investment in the unorganized sector
(Source: Dr. J.S.Bedi Analysis). This will lead to direct employment
creation of 1 million in the unorganized sector. The indirect employment
generation in the unorganized sector will be about 1 million (assuming a
ratio of direct to indirect employment as 1:1). The above analysis assumes
no replacement of existing employment.
A nine-point strategy is recommended to achieve the stated vision:
1. Shift from supply driven to demand driven approach
2. Increase affordability of food products by reducing costs through
rationalization of tax regime and increasing supply chain efficiency
3. Enhance financing to the agriculture and food processing sector in a
comprehensive manner given the intrinsic linkages of the two sectors
4. Improve food standards and safety systems through science based setting
of standards and strengthening of the food testing network
5. Strengthen institutional framework to develop manpower and R&D
capabilities to address global challenges
6. Increase competitiveness of the small and medium enterprises by
facilitating their access to the best practices, technology, capital and
marketing opportunities
7. Effective market development and awareness campaign to enhance the
image of Indian food products, particularly overseas
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8. Foster public-private partnerships for infrastructure creation and
technology Upgradation
9. Replicate successful Indian and international business models including
cooperative models in production, processing and marketing of food
products
Food processing has an important role to play in linking Indian agriculture
to consumers in the domestic and international markets. The agriculture
sector in India contributes a fourth of the countrys GDP and provides
employment to approximately two thirds of the population. However, its
potential has not been tapped due to underdevelopment of the food
processing sector in India.
One of the most important challenges facing the country is providing
remunerative prices to farmers for their produce without incurring the
additional burden of subsidies. This challenge could be addressed if
cereals, fruits, vegetables, milk, fish, meat and poultry etc. are processed
for consumption in the domestic and international markets. The impact of
increased economic growth in agribusiness through food processing can
play a significant role in reducing rural poverty and increasing rural
income. Further, food processing leads to significant employment
generation not only directly but also across the supply chain in
production of raw materials, storage of produce and finished products and
distribution of food products to consumers.

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For example a grant of INR 66.7 million (total investment of approximately
INR 250 to 300 million) to 35 units in UP in 2003-04 has resulted in direct
employment of 2,500 and indirect employment of 20,000. Processing of
food enhances shelf life of agricultural products and thus reduces wastages.
The role of food processing becomes critical since agricultural production
is targeted to double in the next 10 years. With low farmer price realization
and wastage in the food supply chain being significant even with the
current level of production, only processing of agri products can secure
farmer incomes against a slump in prices as well as reduce wastages.
Further, a vibrant food processing industry can be a catalyst for crop
diversification.
The big opportunity for India
As a food supplier, India with the second largest arable land in the world,
and with diverse agro-climatic zones across the country, has tremendous
production advantages in agriculture, with the potential to cultivate a vast
range of agricultural products. For example, India produces 41% of the
worlds mangoes, 30% of cauliflowers, 28% of tea, 23% of bananas, 24%
of cashew nuts, 36% of green peas and 10% of onions. This strong base in
agriculture produces a large and varied raw material base for food
processing. These advantages if leveraged optimally, can translate into
India becoming a leading food supplier to the world. As a consumer, India
with a population of 1.08 billion, growing at about 1.6% per annum
(Census Estimates) is a large and growing market for food products.
Food is the single largest component of private consumption expenditure,
accounting for as much as 53% of the total. Further, the upward mobility of
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income classes and increasing need for convenience and hygiene will drive
demand for (a) perishables and non food staples and (b) processed foods.
However, the agri & food sector faces several challenges, which hamper
realization of potential. A long and fragmented supply chain is the single
largest bottleneck facing the sector. This together with demand related
issues as well as regulatory distortions have cumulatively resulted in
several inefficiencies. Comprehensive supply chain solutions are the key to
achieving sustainable development of the Food Processing sector in India.
Food safety is a growing concern across the world. There is an increasing
need to provide greater assurance about the safety and quality of food to
consumers. With the increase in world food trade, Indias potential to
garner a higher share in world food trade and the advent of the Sanitary and
Phytosanitary (SPS) Agreement under the
World Trade Organization (WTO) have led to increasing recognition and
adoption of food safety measures. The capacity of India to penetrate world
markets depends on its ability to meet increasingly stringent food safety
standards imposed in developed countries. Food standards are expected to
acquire greater importance given increasing concerns on food safety on the
back of breakout of diseases such as BSE, avian influenza etc. on the one
hand and growing consumer demand for products which are healthy on the
other. Therefore, compliance with international food standards is a
prerequisite to gain a higher share of world trade. At the same time, there is
growing awareness among Indian consumers given recent controversies on
quality standards of many food products. The players in the Indian food
industry need to keep these trends in view and meet domestic and
international consumer demand for safe food.
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Future Employment Generation
Food processing has significant potential for employment generation not
only directly but also across the supply chain in production of raw
materials, storage of produce and finished products and distribution of food
products. Employment intensity is significantly higher in the Small Scale
Industries (SSI) sector as compared to the organized sector for the same
level of investment.

The incremental employment in the organized sector in FPI sector by 2015

on the basis of the stated vision is estimated at 8.2 million. The sectoral
break-down is as represented on next page:

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The employment intensity in the organized sector is 1.8 direct and 6.4
indirect per million on investment. The ratio of indirect to direct
employment is therefore 3.5. Rabo India has estimated investment required
in the organized sector of FPI as INR 997 billion. in the next ten years.
Hence the employment generation potential in the organized sector is 8.2
million including 1.8 million direct and 6.4 million indirect for an
estimated investment of INR 997 billion.
The unorganized sector in food processing requires an investment of about
INR 100 billion. in the next ten years (estimated on the basis of output ratio
as 2:1 and capital intensity ratio as 5:1 of organized and unorganized
sector).

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The employment intensity is estimated to be approximately 10 direct
employments per INR million of investment in the unorganized sector
(Source: Bedi Analysis). This will lead to direct employment creation of 1
million in the unorganized sector. The indirect employment generation in
the unorganized sector will be about 1 million (assuming ratio of direct to
indirect employment as 1:1). The above analysis assumes no replacement.
SSI in Food Processing
The SSI sector accounts for 95% of industrial units in the country, 40% of
value added in the manufacturing sector, 34% of national exports and 7%
of Gross Domestic Product (GDP). The SSI sector is the largest
employment generator next only to agriculture. It has been estimated that
an investment of INR 1 million in fixed assets in the small-scale sector
generates employment for forty persons and produces more than four
million rupees worth of foods or services. The food sector is a leading
employer within SSI, providing employment to 480,000 persons (13% of
SSI).
The SSI sector is less capital intensive with a high potential to generate
employment. However, the efficiency of SSI units is impacted by the
following:
- Lack of capital / credit
- Inadequate training technical / managerial
- Tools and technology (traditional and less efficient)
- Limited market knowledge (demand, food standards)
The organized large-scale sector is focused on processed foods, where SSI
cannot compete due to lack of marketing and distribution strengths.
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However, SSIs can play an important role in procuring from farmers and
primary processing of produce to increase shelf life and make it available
to processor / marketers who have access to the final consumer.
There is a strong need to provide necessary training and R&D support to
SSIs to promote product innovation. Also, SSIs have limitations in terms of
investments on brand development. There is a need to promote public
private participation in supporting collective investment by SSIs in
branding.

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COMPANY PROFILE
Introduction
Sp edible products has been successfully catering to the diverse needs of the clients by offering
highquality Spices and Spices Grinding Services. We are an ISO 9001:2008 Certified Company
engaged in manufacturing, supplying and exporting a wide range of Spices such as Coriander,
Red Chilli and Turmeric. We are also counted among the leading Service Providers of Spices
Grinding Services which are inclusive of Coriander Grinding Services, Red Chilli Grinding
Services and Turmeric Grinding Services. Our products are high on demand in various export
houses, wholesale and retail chains, hotel chains, repackers, etc.
The company was established in 1997 at Guntur (Andhra Pradesh, India). Since then, we are
serving the abroad market along with the domestic market and are continuously running forward
with a constant growth rate. Our company has achieved several milestones under the leadership
of Mr. Kondalarao Dasari. We undertake the job for grading, grinding and packing of Red
Chilly, Coriander and Turmeric. We also offer Packing Services for diverse quantities of products
(20g, 50g, 100g, 200g, 500gms, 1kg and manual packing for 5kg, 10kg, 25kgs, and 50kgs).
Infrastructure
Our godown cum factory is located in area of more than 35000 square feet. Here in our
production unit, we produce spices in bulk quantities every day under the supervision of well
trained employees. We have advanced machinery such as Pulverizers, and other packing
machines ensuring smooth production of diverse range of Spices. Moreover we have 3 factories
handling bulk production of Spices.
Production Capacity : 20 tons per day
Quality
The company understands the significance of quality. We have highly dedicated professional
team, monitoring different operations of the company while manufacturing, supplying or
distributing the products. The company provides excellent packing of products in poly packs and
jute bags. Quality packaging helps in preserving the freshness of the Spices. Moreover, we have
customized packaging facility ensuring high quality of products.
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Why Us?
The company has proved its mettle in the world of domestic and international markets. The
company exports the Spices to Oman and has envisaged exporting in other parts of the world
except India. We have gained loyalty of the customers with the help of following factors such as :

Timely delivery

Planned execution

Quality offering

Competent team of professionals

Well-developed Infrastructure

Reliable Service Provider

Products :
The company brings forth the best-quality Coriander Powder, helping it to cater diverse
demands of our customers as a trustworthy Manufacturer, Supplier and Exporter. We process
Coriander Powder under highly controlled environment due to which we are able to conform
international standard. Coriander Powder, offered by us, is high on demand in Service Sectors
such as hotels, restaurants, etc. Moreover, owing to the natural flavor and fragrance, we are
receiving repetitive bulk orders of Coriander Powder.

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BOARD OF DIRECTORS

Govindaswamy Ravindran
Chairman
Over 26 Years of experience in procuring, manufacturing and marketing pure Indian spices.
In 1989, introduced spices in attractive and convenient consumer packs that set a new trend in
Indian spice market.
Successfully launched instant mixes, asafoetida, blended spices, pickles masala thereafter.
Actively involved in production planning, product formulation, business development, project
management, quality control, distribution and export management.
A visionary who initiated the tough task to set a distribution net work on foreign soils instead of
exporting containers conventionally

BOARD OF DIRECTOR
Name
Designation
Govindaswamy Ravindran Director
Sureshbabu Daggubati
Director

MISSION
The mission of the company is to provide authentic Indian food experience to the consumers
across the world.

VISION
The vision of the company is to grow profitably and to be among the top 5 processed food brand
in and from AP.

STRATEGY
In terms of principles
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Launch all products under SP Edible Products .
Operate only in categories in a market where SP Edible Products is among top three plays
in that category.
Sell only vegetarian products under SP Edible Products.
Set industry standard for hygiene and Food safety.
Us the route of organic growth as well as acquisitions.

ORGANIZATION STRUCTURE
Govindaswamy Rav
(Managing Director)

Gopala Krishna
(General
Manager)

V.Srinivasa
Reddy
P.A

Venkateswarulu
(Accountant)

Ramu
(IN House
Finance
Manager)

Coriander Seeds
Leveraging on more than 15 years of industrial experience, we are counted amidst the renowned
Manufacturers, Suppliers and Exporters of Coriander Seeds. Coriander Seeds, offered by us, are
processed in hygienic condition and are carefully packed by our professionals. Coriander Seeds,
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provided by us, carry rich taste and savor. Coriander Seeds are added in number of cuisines
especially deserts to add flavor and aroma to the dish.
Dry Red Chilli

We are reckoned as one of the prominent Manufacturers, Suppliers and Exporters of Dry Red
Chilli. Our cultivation experts are wellversed with the entire process of cultivation of Dry Red
Chilli. We follow the international set standards while processing Dry Red Chilli under the
supervision of quality analysts. Dry Red Chilli adds high flavor and tastes to the various dishes.

RED CHILLI POWDER

The company has gained trust of the clients as a reputed Manufacturer, Supplier and Exporter of
Red Chilli Powder. The Red Chilli Powder is processed at our manufacturing unit under strict
observation of highly experienced professionals. We provide quality packaging solution prior to
the final delivery to the clients.

Turmeric Finger

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The company has come up as a dependable Manufacturer, Supplier and Exporter of Turmeric
Finger. We employ the latest techniques and machinery during the production of Turmeric
Finger. We have a team of quality auditors that are responsible for checking the quality of the
Turmeric Finger prior to its delivery. Our clients can place bulk orders of Turmeric Finger as per
their requirement.

The company is one of the credible Manufacturers, Suppliers and Exporters of Turmeric
Powder. The Turmeric Powder, offered by the company, is processed with the help of the latest
techniques and methodologies. Our team of quality auditors examines the quality, freshness and
other aspects of the Turmeric Powder. With the help of proficient logistic system, we are able to
complete all our bulk consignments within specified time-frame.

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Coriander Grinding Services
We hold specialization in providing Coriander Grinding Services as per the demand of our
customers. We have the advanced machinery for providing quality Coriander Grinding Services.
We have well-trained team of professionals responsible for carrying out the job of Coriander
Grinding without any flaw. Our Coriander Grinding Services are widely appreciated for
timeliness. Further, we are capable of rendering Coriander Grinding Services as per the demand
and specification provided by the client.
Red Chilli Grinding Services
We are counted amongst the well-known Service Providers of Red Chilli Grinding Services.
We make use of sophisticated tools and machinery while rendering Red Chilli Grinding Services.
We have highly trained workers and machine operators who work under the supervision of
engineers and professional. The entire execution of Red Chilli Grinding Services is done in
professional manner satisfying the needs of the customers. Further, clients can easily avail Red
Chilli Grinding Services at minimal service charge.
Turmeric Grinding Services
The company is excelling in its domain as a renowned Service Provider of Turmeric Grinding
Services. We are successfully rendering the Turmeric Grinding Services with the help of our
highly dedicated and experienced professionals, engineers, machine operators and other skillful
workers. We adhere to the global set standards while rendering Turmeric Grinding Services. We
have team of experienced professionals in order to execute the entire process of Turmeric
Grinding efficiently.

COMPETITORS:
Everest masala
Govind foods
Mtr masala

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SWOT ANALYSIS

Strengths
A firm's strengths are its resources and capabilities that can be used as a basis for
developing a competitive advantage. Examples of such strengths include:
Patents
Strong brand names
Good reputation among customers
Weaknesses
The absence of certain strengths may be viewed as a weakness. For example, each of the
following may be considered weaknesses:
Lack of patent protection
A weak brand name
Poor reputation among customers
Opportunities
The external environmental analysis may reveal certain new opportunities for profit and
growth. Some examples of such opportunities include:
An unfulfilled customer need
Threats
Changes in the external environmental also may present threats to the firm. Some
examples of such threats include:
Shifts in consumer tastes away from the firm's products
New regulations
Increased trade barriers

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INTRODUCTION TO EMPLOYEES
HEALTH AND SAFETY

Goal of the Module

This Module provides trainees with general background information on
occupational health and safety, and on the magnitude and variety of health and
safety problems worldwide, and explains the role of the health and safety
representative.

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MBA Programme
Meaning:
Often referred to as OHAS, this is the general area of concern in employment
that covers the physiological and psychological well being of persons engaged in
work. Employers have a common law duty to take reasonable care to guard their
employees' health and safety at work.
Business Definition for: Health and Safety:
Health and safety within an organization is often coordinated by a
particular person, but it is the responsibility of all employees. Maintaining a safe
working environment and safe working practices and ensuring that employees'
health is not detrimentally affected by their work is a statutory duty of
organizations.
OHAS Definition for: Health and Safety:
A federal agency that oversees the federal laws requiring employers to
provide employees with a workplace free from hazardous conditions
OSHA was created by law in 1970 to oversee workplace safety and health.
Today, it covers more than 100 million employees and six and a half million
employers. Miners, transportation workers, many public employees, and those who
are self-employed are about the only ones not covered by OSHA. Businesses that
use no employee workers, such as independent contractors or volunteers, are also
not subject to OSHA. Workers are considered employees under OSHA if you

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Control the actions of the employee,

Have the power to control the employee's actions, and
Are able to fire the employee or modify employment conditions.
OSHA itself employs more than 2,000 inspectors, plus hordes of
investigators, engineers, physicians, educators and others in more than 200
offices nationwide.
Health and safety management Definition:
Organized efforts and procedures for identifying workplace hazards and
reducing accidents and exposure to harmful situations and substances.
Objectives
At the end of this Module, trainees will be able to:
explain that occupational health and safety is more than accident prevention
that it encompasses all aspects of working conditions;
explain why management's commitment to health and safety is crucial;
explain why training is a critical component of any health and safety
programmer;
recognize a number of occupational hazards and some of the types of work
generally associated with those hazards;
Discuss the range of hazards in their own workplaces.

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The History of Workplace Health & Safety

Workplace safety and health slowly became issues as the United States
rapidly industrialized. Unions and reformers first promoted the need for safer
working conditions. Workers had few options if they became injured or ill on the
job until state governments created regulations for industries like coal mining and
manufacturing. Many viewed the system of state laws that protected workers as
imperfect, and Congress stepped in to regulate workplace safety at the beginning of
the 1970s.
Workplace Safety and Health in the Late 19th Century
Concern over workers' safety and health on the job arose in the late 1900s as
the United States became an industrial power. The increasing use of heavy
machinery in areas like mining, railroad freight and manufacturing resulted in
accidents that crippled or even killed workers.
Workers and their families during the late 1800s had little recourse except to
sue employers who could afford more talented lawyers. States took tentative steps
toward regulating industries like coal mining and manufacturing
As early as 1869, but not until the early 1900s did the actions of states force
industries to reduce the possibility of work-related accidents or illness.

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Progressive Era Reforms

During the Progressive Era in U.S. history (roughly 1900-1920), a
coalition of journalists, businessmen, unions and politicians used the power of the
government to mitigate the worst effects of rapid industrialization. In 1911 New
York's Triangle Shirtwaist Co. caught fire, and 146 of 300 employees died.
Managers had locked the exit doors, claiming employees would steal from the
company and could be permitted to leave only under supervision. The tragedy
became a rallying point for reformers.
The Rise of Workers' Compensation
States responded by passing workers' compensation laws. In 1910 New
York was the first state to pass a workers' compensation law, which forced
companies to make restitution to workers or their families according to established
rates. The rest of the states followed New York's lead during the next decade.
When companies became subject to workers' compensation laws, they had a
financial incentive to encourage safer working practices and environments.
The Intervention of the Federal Government
While the state workers' compensation and other regulatory laws helped
decrease the incidence of accidents, they did not cover all of the potential
workplace hazards. So Congress passed the Occupational Safety and Health Act of
1970 (OSHAct). The OSHAct created the Occupational Safety and Health
Administration (OSHA) within the Department of Labor, making the safety and
health of private-sector workplaces the purview of the federal

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government. OSHA established safety standards, researched workplace hazards
and educated workers about their rights.
OSHA Controversy
Since its inception, OSHA has inspired controversy along political lines.
Politically liberal critics assert OSHA takes too long to act on new information
requiring a revision of safety standards and poorly enforces the standards it has
enacted. Political conservatives argue OSHA is overly cautious, imposing costly
and unnecessary regulations on industry. As a result, politicians on both sides of
the aisle have repeatedly called for the reform of OSHA
I. What is occupational health and safety?
Occupational health and safety is a discipline with a broad scope involving
many specialized fields. In its broadest sense, it should aim at:
the promotion and maintenance of the highest degree of physical, mental and
social well-being of workers in all occupations;
the prevention among workers of adverse effects on health caused by their
working conditions;
the protection of workers in their employment from risks resulting from
factors adverse to health;
the placing and maintenance of workers in an occupational environment
adapted to physical and mental needs;

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In other words, occupational health and safety encompasses the social,

mental and physical well-being of workers that is the whole person.
Successful occupational health and safety practice requires the collaboration
and participation of both employers and workers in health and safety programmes,
and involves the consideration of issues relating to occupational medicine,
industrial hygiene, toxicology, education, engineering safety, ergonomics,
psychology, etc.
Occupational health issues are often given less attention than occupational
safety issues because the former are generally more difficult to confront. However,
when health is addressed, so is safety, because a healthy workplace is by definition
also a safe workplace? The converse, though, may not be true - a so-called safe
workplace is not necessarily also a healthy workplace. The important point is that
issues of both health and safety must be addressed in every workplace. By and
large, the definition of occupational
Health and safety given above encompasses both health and safety in their
broadest contexts.
Poor working conditions affect worker health and safety
Poor working conditions of any type have the potential to affect a worker's health
and safety.
Unhealthy or unsafe working conditions are not limited to factories they
can be found anywhere, whether the workplace is indoors or outdoors. For many
workers, such as agricultural workers or miners, the workplace is outdoors and
can pose many health and safety hazards.
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Poor working conditions can also affect the environment workers live in,
since the working and living environments are the same for many workers. This
means that occupational hazards can have harmful effects on workers, their
families, and other people in the community, as well as on the physical
environment around the workplace. A classic example is the use of pesticides in
agricultural work. Workers can be exposed to toxic chemicals
During and after spraying, the chemicals can be absorbed through the skin,
and the workers can ingest the chemicals if they eat, drink, or smoke without first
washing their hands, or if drinking water has become contaminated with the
chemicals. The workers' families can also be exposed in a number of ways: they
can inhale the pesticides which may linger in the air, they can drink contaminated
water, or they can be exposed to residues which
May be on the worker's clothes. Other people in the community can all be exposed
in the same ways as well. When the chemicals get absorbed into the Soil or leach
into groundwater supplies, the adverse effects on the natural environment can be
permanent.
Overall, efforts in occupational health and safety must aim to prevent
industrial accidents and diseases, and at the same time recognize the connection
between worker health and safety, the workplace, and the environment outside the
workplace.

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Why is occupational health and safety important?

Work plays a central role in people's lives, since most workers spend at least
eight hours a day in the workplace, whether it is on a plantation, in an office,
factory, etc. Therefore, work environments should be safe and healthy. Yet this is
not the case for many workers. Every day workers all over the world are faced with
a multitude of health hazards such as:
dusts;
gases;
noise;
vibration;
Unfortunately some employers assume little responsibility for the protection of
workers' health and safety. In fact, some employers do not even
Know that they have the moral and often legal responsibility to protect workers. As
a result of the hazards and a lack of attention given to health and safety, workrelated accidents and diseases are common in all parts of the world.
Costs of occupational injury/disease
Work-related accidents or diseases are very costly and can have many
Serious direct and indirect effects on the lives of workers and their families. For
workers some of the direct costs of an injury or illness are:

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the pain and suffering of the injury or illness;

the loss of income;
the possible loss of a job;
Health-care costs.
It has been estimated that the indirect costs of an accident or illness can be
four to ten times greater than the direct costs, or even more. An occupational
illness or accident can have so many indirect costs to workers that it is often
difficult to measure them. One of the most obvious indirect costs is the human
suffering caused to workers' families, which cannot be compensated with money.
The costs to employers of occupational accidents or illnesses are also estimated
to be enormous. For a small business, the cost of even one accident can be a
financial disaster. For employers, some of the direct costs are:
payment for work not performed;
medical and compensation payments;
repair or replacement of damaged machinery and equipment;
reduction or a temporary halt in production;
increased training expenses and administration costs;
possible reduction in the quality of work;
Negative effect on morale in other workers.
Some of the indirect costs for employers are:
the injured/ill worker has to be replaced;

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a new worker has to be trained and given time to adjust;

it takes time before the new worker is producing at the rate of the original
worker;
time must be devoted to obligatory investigations, to the writing of reports
and filling out of forms;
accidents often arouse the concern of fellow workers and influence labour
relations in a negative way;
Poor health and safety conditions in the workplace can also result in poor
public relations.
Health and safety programmers
For all of the reasons given above, it is crucial that employers, workers and
unions are committed to health and safety and that:
workplace hazards are controlled - at the source whenever possible;
records of any exposure are maintained for many years;
both workers and employers are informed about health and safety risks in
the workplace;
there is an active and effective health and safety committee that includes
both workers and management;
Worker health and safety efforts are ongoing.

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MBA Programme
Effective workplace health and safety programmes can help to save the
lives of workers by reducing hazards and their consequences. Health and safety
programmes also have positive effects on both worker morale and productivity,
which are important benefits. At the same time, effective programmes can save
employers a great deal of money
Points to remember
Occupational health and safety encompasses the social, mental and physical
well-being of workers in all occupations.
Poor working conditions have the potential to affect a worker's health and
safety.
Unhealthy or unsafe working conditions can be found anywhere, whether the
workplace is indoors or outdoors.
Poor working conditions can affect the environment workers live in. This
means that workers, their families, other people in the community, and the
physical environment around the workplace, can all be at risk from exposure
to workplace hazards.
Employers have a moral and often legal responsibility to protect workers.
Work-related accidents and diseases are common in all parts of the world and
often have many direct and indirect negative consequences for workers and
their families. A single accident or illness can mean enormous financial loss to
both workers and employers.

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II. Extent of the problem worldwide

A. Accidents
In general, health and safety in the workplace has improved in most
industrialized countries over the past 20 to 30 years. However, the situation in
developing countries is relatively unclear largely because of inadequate accident
and disease recognition, record-keeping and reporting mechanisms.
It is estimated that at least 250 million occupational accidents occur every year
worldwide. 335,000 of these accidents are fatal (result in death). (Since many
Countries do not have accurate record-keeping and reporting mechanisms, it can be
assumed that the real figures are much higher than this.) The number of fatal
accidents is much higher in developing countries than in industrialized ones. This
difference is primarily due to better health and safety programmes, improved firstaid and medical facilities in the industrialized countries, and to active participation
of workers in the decision-making process on health and safety issues. Some of the
industries with the highest risk of accidents worldwide are: mining, agriculture,
including forestry and logging, and construction.
Identifying the cause of an accident
In some cases, the cause of an industrial injury is easy to identify. However,
very often there is a hidden chain of events behind the accident which led up to the
injury. For example, accidents are often indirectly caused by negligence on the part
of the employer who may not have provided adequate worker training, or a
supplier who gave the wrong information about

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a product, etc. The consistently high fatal accident rates in developing countries
emphasize the need for occupational health and safety education programmes that
focus on prevention. It is equally important to promote the development of
occupational health services, including the training of doctors to recognize workrelated diseases in the early stages.
B. Diseases
Some occupational diseases have been recognized for many years, and
affect workers in different ways depending on the nature of the hazard, the route of
exposure, the dose, etc. Some well knew occupational diseases include:
Asbestosis (caused by asbestos, which is common in insulation, automobile
brake linings, etc.);
Silicosis (caused by silica, which is common in mining, sandblasting, etc.);
Lead poisoning (caused by lead, which is common in battery plants, paint
factories, etc.);
And noise-induced hearing loss (caused by noise, which is common in many
workplaces, including airports, and workplaces where noisy machines, such
as presses or drills, etc. are used).
There are also a number of potentially crippling health problems that can be
associated with poor working conditions, including:
heart disease;
musculoskeletal disorders such as permanent back injuries or muscle
disorders;
allergies;
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reproductive problems;
Stress-related disorders.
Many developing countries report only a small number of workers affected
by work-related diseases. These numbers look small for a variety of reasons
that include:
inadequate or non-existent reporting mechanisms;
a lack of occupational health facilities;
A lack of health care practitioners who are trained to recognize work-related
diseases.
Because of these reasons and others, it is fair to assume that in reality, the
numbers of workers afflicted with occupational diseases are much higher. In
fact, overall, the number of cases and types of occupational diseases are
increasing, not decreasing, in both developing and industrialized countries.

Identifying the cause of occupational disease

The cause of work-related diseases is very often difficult to determine. One
factor is the latency period (the fact that it may take years before the 1disease
produces an obvious effect on the worker's health). By the time the disease is
identified, it may be too late to do anything about it or to find out what hazards the
worker was exposed to in the past. Other factors such as changing jobs, or personal
behaviours (such as smoking tobacco or drinking alcohol) further increase the
difficulty of linking workplace exposures to a disease outcome.

Although more is understood now about some occupational hazards than in the
past, every year new chemicals and new technologies are being introduced which
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present new and often unknown hazards to both workers and the community. These
new and unknown hazards present great challenges to workers, employers,
educators, and scientists, that is to everyone concerned about workers' health and
the effects that hazardous agents have on the environment.
Points to remember
There are at least 250 million occupational accidents every year worldwide, at
least 335,000 of which result in death.
Developing countries have more fatal accidents than industrialized nations,
emphasizing the need for health and safety education programmes that focus
on prevention.
Some occupational diseases have been recognized for many years and affect
workers in different ways. Such diseases are still problems in all parts of the
world.
The numbers of work-related diseases in developing countries are much
higher in reality than the numbers that are reported.
The numbers of cases and types of occupational diseases are increasing in
both developing and industrialized countries.
It is often difficult to identify the cause of both occupational accidents and
diseases.

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III. The range of hazards

There is an unlimited number of hazards that can be found in almost any
workplace. There are obvious unsafe working conditions, such as unguarded
machinery, slippery floors or inadequate fire precautions, but there are also a
number of categories of insidious hazards (that is, those hazards that are dangerous
but which may not be obvious) including:
Chemical hazards, arising from liquids, solids, dusts, fumes, vapours and
gases;
Physical hazards, such as noise, vibration, unsatisfactory lighting, radiation
and extreme temperatures;
Biological hazards, such as bacteria, viruses, infectious waste and
infestations;
Psychological hazards resulting from stress and strain;
Points to remember
There is an unlimited number of hazards that can be found in almost every
workplace. These include both obvious unsafe working conditions and insidious,
less obvious hazards.
Hazards often are built into the workplace. Therefore, trade unions must
ensure that hazards are removed, rather than trying to get workers to adapt to
unsafe conditions.
The most effective accident and disease prevention begins when work processes
are still in the design stage, when safe conditions can be built into the work
process.
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IV. Importance of management commitment

In order to develop a successful health and safety programme, it is
essential that there be strong management commitment and strong worker
participation in the effort to create and maintain a safe and healthy workplace. An
effective management addresses all work-related hazards, not only those covered
by government standards.
All levels of management must make health and safety a priority. They must
communicate this by going out into the worksite to talk with workers about their
concerns and to observe work procedures and equipment. In each workplace, the
lines of responsibility from top to bottom need to be clear, and workers should
know who is responsible for different health and safety issues.
Points to remember
Strong management commitment and strong worker involvement are
necessary elements for a successful workplace health and safety programme.
An effective management addresses all work-related hazards, not only those
covered by government standards, and communicate with workers.
V. The importance of training
Workers often experience work-related health problems and do not realize
that the problems are related to their work, particularly when an occupational
disease, for example, is in the early stages. Besides the other more obvious benefits
of training, such as skills development, hazard recognition, etc., a comprehensive
training programme in each workplace will help workers to:
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Recognize early signs/symptoms of any potential occupational diseases
before they become permanent conditions;
Assess their work environment;
Insist that management make changes before hazardous conditions can
develop.
Points to remember
A comprehensive health and safety training programme in each workplace
will, among other more obvious benefits, help workers to recognize any early
signs/symptoms of potential occupational diseases before they become permanent
conditions, to assess their work environment, and to insist that management make
changes before hazardous conditions can develop.
VI. Role of the health and safety representative
As health and safety representative your role is to work proactively (this
means taking action before hazards become a problem) to prevent workers from
being exposed to occupational hazards. You can do this by making sure
management eliminates hazards or keeps them under control when they cannot be
eliminated.
Steps to help you reach your goals are:
1.

Be well informed about the various hazards in your workplace and the
possible solutions for controlling those hazards.

2.

Work together with your union and the employer to identify and control
hazards.

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3.

Although these Modules have been developed for the protection of

workers, you may occasionally need to share some of this information
with your supervisors and employer in the process of working towards a
safe and healthy workplace.
Being a health and safety representative is not always easy, but helping to

protect the lives of your fellow workers is worth all the time and effort you put into
the job.
VII. Summary
Workers in every occupation can be faced with a multitude of hazards in the
workplace. Occupational health and safety addresses the broad range of
workplace hazards from accident prevention to the more insidious hazards
including toxic fumes, dust, noise, heat, stress, etc. Preventing work-related
diseases and accidents must be the goal of occupational health and safety
programmes, rather than attempting to solve problems after they have
already developed.
Hazards in the workplace can be found in a variety of forms, including
chemical, physical, biological, psychological, non-application of ergonomic
principles, etc. Because of the multitude of hazards in most workplaces and
the overall lack of attention given to health and safety by many employers,
work-related accidents and diseases continue to be serious problems in all
parts of the world. Therefore, trade unions must insist that employers control
hazards at the source and not force workers to adapt to unsafe conditions.

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Management commitment to health and safety and strong worker
participation are two essential elements of any successful workplace health
and safety programme. The most effective accident and disease prevention
begins when work processes are still in the design stage.
Identifying hazards in the workplace
Discuss the hazards that may be associated with these jobs
Welder A welder can be burnt from the sparks and there is always the
danger of the work process starting a fire. There is the problem of the intense
light which can cause permanent eye damage as well as the fumes given off
by the process which can damage the lungs.
Mechanic - Depending on the precise nature of a mechanic's duties, there
may be safety problems from cuts and falls, etc., and exposure to chemical
hazards: oils, solvents, and asbestos and exhaust fumes. Mechanics can also
have back and other musculoskeletal problems from lifting heavy parts or
bending for long periods.
Port worker - Again hazards depend largely on the nature of the job and in
particular the cargo being handled. Port workers often have no idea of the
dangerous nature of the cargo; there may be a sign on the side of a box or
drum, but the information may not be in their language or in words that
make much sense to the average worker. The condition of the cargo is also
important as leaking drums or split bags can be very hazardous for the
handlers. Other risks include falls, cuts, back and other musculoskeletal
problems as well as collisions with fast moving vehicles such as fork-lift
trucks or delivery trucks
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Textile worker - The textile worker faces a variety of problems. First there
is the problem of safety with many machines around that are often
unguarded, as well as the risk of fire with so much combustible material in
the workplace. Then there are the hazards of noise and vibration. There is
also exposure to dust from the material which can seriously affect the lungs.
Exposure to cotton dust can lead to the occupational disease known as
byssinosis.
Tractor driver - One of the most serious problems with tractors is that they
often overturn and, if they have no safety cab, the driver can easily be
crushed. Other problems include noise, vibration and exposure to chemical
herbicides and pesticides when being sprayed by tractor.
Agricultural worker - When spraying crops the worker may be exposed to
hazardous chemicals contained in the spray. Many pesticides and herbicides
that have been banned in some countries because of their toxic effects are
still used in many developing countries. If spraying takes place on a windy
day, the spray can be breathed into the lungs and blown on to the skin where
it can cause damage. It can also be absorbed into the body through the skin.
Electronics assembly worker - An electronics assembly worker can suffer
eye problems from doing close work, often in poor light. Because such
workers sit still for long periods with inadequate seating, they can also suffer
from back and other musculoskeletal problems. For some workers there are
the dangers of solder fumes or solder flecks in the eye when the excess
solder is cut off with pliers.

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Office worker - Many people may think that office workers have no health
and safety problems; this is far from true. Stress is one of the most common
complaints, as well as exposure to chemical hazards from office machines
such as photocopiers. Poor lighting, noise and poorly designed chairs and
stools can also present problems

Construction worker - Construction workers face a variety of hazards,

particularly safety problems such as falls, slips, trips, cuts, and being hit by
falling objects. There are also dangers from working high up, often without
adequate safety equipment, musculoskeletal problems from lifting heavy
objects, as well as the hazards associated with exposure to noisy machinery.

Miner - The hazards of mining are well known and include the ever present
danger of dusts, fire, explosion and electrocution, as well as the hazards
associated with vibration, extreme temperatures, noise, slips, falls, cuts, etc.

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A STUDY ON DATA ANALYSIS AND INTETPRETATION

PART-A
TABLE: IV.1
Details of age of respondents
Age

N=150

Below25
25-35
35-45
Above45

22
71
40
17

15
47
26
12

INTERPRETATION:From the above table it can be observed that 15% of the respondents are below25
age group, 47% of the respondents are 25-35 age groups, 26% of the respondents are 3545 age groups, and 12% of the respondents are Above45 age group.

GRAPH: IV.1

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TABLE: IV.2
Details of gender of respondents

Gender
Male
Female

N=150
103
47

%
69
31

INTERPRETATION:From the above table it can be observed that 69% of the respondents
are male persons and 31% of the respondents are female persons.

GRAPH: IV.2

T ABLE: IV.3
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Details of the education of respondents
Education
Less than degree
Greater than degree
Others

N=150
85
45
20

%
57
30
13

INTERPRETATION: From the above table it can be interpreted that 57% of the respondents are
less than degree, 30% of the respondents are greater than degree, and 13% of the
respondents are others.
GRAPH: IV.3

TABLE: IV.4
Details of the designation
Designation
Top level

N=150
23

%
15
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Middle level
Low level

87
40

58
27

INTERPRETATION:From the above table it can be observed that 15% of the respondents are Top Level
designation, 58% of the respondents are Middle Level designation, and 27% of the
respondents are Low Level designation.
GRAPH: IV.4

TABLE: IV.4
Details of Annual income
Annual income
Below 60000
B/W60000-80000
B/W80000-100000
Above100000

N=150
35
46
50
19

%
23
31
33
13
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INTERPRETATION:From the above table it can be observed by the 23% of the respondents are Below60000
annual income,31% of the respondents are B/W60000-80000 Annual income ,B/W80000100000 Annual income,and13% of the respondents are Above100000 Annual income.

GRAPH: IV.5

PART B
TABLE: IV.6
Basic minimum requirements
Particulars

N=150

Strongly agree

76

51

Agree

50

34

Disagree

14

Strongly disagree

10

6
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INTERPRETATION:From the above table we observed that 51% of the respondents are strongly agree and
34% of the respondents are agree ,and 9% of the respondents are disagree, and 6% of the
respondents are strongly disagree with the basic minimum requirements for the workers safety
and health measures.

GRAPH: IV.6

TABLE: IV.7
Proper training timings
Particulars

N=150

Strongly satisfied

81

54

Satisfied

40

27

Dissatisfied

20

13

Strongly dissatisfied

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INTERPRETATION:From the above table we observed that 54% of the respondents are strongly satisfied and
27% of the respondents are satisfied, and13% of the respondents are dissatisfied, and 6% of the
respondents are strongly dissatisfied with the proper training period.

GRAPH: IV.7

TABLE: IV.8
Providing medical facilities
Particulars

N=150

Strongly satisfied

25

17

Satisfied

40

26

Dissatisfied

55

37

Strongly dissatisfied

30

20

INTERPRETATION:-

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From the above table we observed that 17% of the respondents are strongly satisfied and
26% of the respondents are satisfied, and 37% of the respondents are dissatisfied, and 20% of the
respondents are strongly dissatisfied with the medical facilities by providing by your
organization.

GRAPH: IV.8

TABLE: IV.9
Working hours
Particulars

N=150

Strongly satisfied

23

15

Satisfied

45

30

Dissatisfied

70

47

Strongly dissatisfied

12

INTERPRETATION:From the above table we observed that 15% of the respondents are
strongly satisfied and 30% of the respondents are satisfied, and 47% of the respondents are
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dissatisfied, and 8% of the respondents are strongly dissatisfied with the working hour by
providing organization.

GRAPH:-IV.9

TABLE: IV.10
To prevent accidents at the work place
Particulars

N=150

Strongly satisfied

42

28

Satisfied

61

40

Dissatisfied

40

27

Strongly dissatisfied

INTERPRETATION:-

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From the above table we observed that 28% of the respondents are strongly satisfied and
40% of the respondents are satisfied, and 27% of the respondents are dissatisfied, and 5% of the
respondents are strongly dissatisfied with the safety and health programs to prevent accidents at
work place by providing organization.

GRAPH: IV.10

TABLE: IV.11
Reducing the exposure of dust
Particulars

N=150

Strongly satisfied

45

30

Satisfied

60

40

Dissatisfied

25

17

Strongly dissatisfied

20

13

INTERPRETATION:From the above table we observed that 30% of the respondents are strongly
satisfied and 40% of the respondents are satisfied, and 17% of the respondents are
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dissatisfied, and 13%of the respondents are strongly dissatisfied with the reducing
the exposure of dust.
GRAPH: IV.11

TABLE: IV.12
The exposure to dangerous chemicals
Particulars

N=150

Strongly satisfied

48

32

Satisfied

62

41

Dissatisfied

30

20

Strongly dissatisfied

10

INTERPRETATION:From the above table we observed that 32% of the respondents are
strongly satisfied and

41% of the respondents are satisfied, and 20% of the

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respondents are dissatisfied, and 7% of the respondents are strongly dissatisfied
with the reducing the exposure of dust.
GRAPH: IV.12

TABLE:-IV.13
Reducing the exposure to noise on your work place
Particulars

N=150

Strongly agree

29

19

Agree

57

38

Disagree

43

29

Strongly disagree

21

14

INTERPRETATION:From the above table we observed that 19% of the respondents are strongly
agree and 38% of the respondents are agree, and 29% of the respondents are
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disagree, and 14% of the respondents are strongly disagree with the reducing the
exposure to noise on your work place.
GRAPH: - IV.13

TABLE: IV.14
Performance of the machinery at the work place
Particulars

N=150

Strongly agree

80

53

Agree

53

35

Disagree

10

Strongly disagree

INTERPRETATION:From the above table we observed that 53% of the respondents are strongly
agree and 35% of the respondents are agree ,and 7% of the respondents are
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disagree, and 5% of the respondents are strongly disagree with the performance of
the machinery at the work place.
GRAPH:-IV.14

TABLE: IV.15
Canteen facilities with low price and high quality
Response

N=150

Strongly satisfied

45

30

Satisfied

61

41

Dissatisfied

29

19

Strongly dissatisfied

15

10

INTERPRETATION:

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From the above table we observed that 30% of the respondents are strongly
satisfied and 41% of the respondents are satisfied, and 19% of the respondents are
dissatisfied, and 10% of the respondents are strongly dissatisfied with the canteen
facilities with low price and high quality.
GRAPH: IV.15

TABLE: IV.16
To avoid chemical hazards
Particulars

N=150

Strongly agree

55

36

Agree

70

47

Disagree

16

11

Strongly disagree

INTERPRETATION:71

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From the above table we observed that 36% of the respondents

are

strongly agree and 47% of the respondents are agree, and 11% of the respondents
are disagree and 6% of the respondents are strongly disagree to avoid chemical
hazards.
GRAPH: IV.16

TABLE: IV.17
To avoid physical hazards
Particulars

N=150

Strongly satisfied

34

23

Satisfied

65

43

Dissatisfied

29

19

Strongly dissatisfied

22

15

INTERPRETATION:72

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From the above table we observed that 23% of the respondents
are strongly satisfied and 43% of the respondents are satisfied, and 19% of the
respondents are dissatisfied and 15% of the respondents are strongly dissatisfied
with the provide to avoid physical hazards.
GRAPH: IV.17

TABLE: IV.18
To provide medical compensation payments to labours
Particulars

N=150

Strongly agree

47

31

Agree

71

47

Disagree

19

13

Strongly disagree

13

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INTERPRETATION:From the above table we observed that 31% of the respondents

are

strongly agree and 47% of the respondents are agree, and 13% of the respondents
are disagree and 9% of the respondents are strongly disagree to provide medical
compensation payments to labours.
GRAPH: IV.18

TABLE: IV.19
The injured/ill worker has to be replaced.
Particulars

N=150

Strongly agree

50

33

Agree

66

44

Disagree

26

17

Strongly disagree

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INTERPRETATION:From the above table we observed that 33% of the respondents

are

strongly agree and 44% of the respondents are agree, and 17% of the respondents
are disagree and 6% of the respondents are strongly disagree with the injured / ill
worker has to be replaced.
GRAPH: IV.19

TABLE: IV.20
To avoid biological hazards
Particulars

N=150

Strongly agree

58

37

Agree

61

40

Disagree

22

15

Strongly disagree

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INTERPRETATION:From the above table we observed that 37% of the respondents

are

strongly agree and 40% of the respondents are agree, and 15% of the respondents
are disagree and

6% of the respondents are strongly disagree with to avoid

biological hazards.
GRAPH: IV.19

TABLE: IV.21
To avoid psychological hazards
Particulars

N=150

Strongly agree

40

27

Agree

65

43

Disagree

30

20

Strongly disagree

15

10

INTERPRETATION:76

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From the above table we observed that 27% of the respondents

are

strongly agree and 43% of the respondents are agree, and 20% of the respondents
are disagree and 10% of the respondents are strongly disagree with to avoid
psychological hazards.
GRAPH: IV.21

TABLE: IV.22
The safety measures taken by the company to prevent accident
Particulars

N=150

Strongly satisfied

69

46

Satisfied

60

40

Dissatisfied

15

10

Strongly dissatisfied

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INTERPRETATION:From the above table we observed that 46% of the respondents
are strongly satisfied and40% of the respondents are satisfied, and 10% of the
respondents are dissatisfied and 4% of the respondents are strongly dissatisfied
with the safety measures taken by the company to prevent accident.
GRAPH: IV.22

TABLE:

IV.23

Availability and access of the drinking water

Particulars

N=150

Strongly satisfied

85

57

Satisfied

55

37

Dissatisfied

Strongly dissatisfied

INTERPRETATION:-

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From the above table we observed that 57% of the respondents are
strongly satisfied and 37% of the respondents are satisfied, and 5% of the
respondents are dissatisfied and 1% of the respondents are strongly dissatisfied
with the availability and access the drinking water.
GRAPH: IV.23

FINDINGS
1.
2.
3.
4.
5.

Most of the respondents are in the age group of 25-35.

Majority of the respondents are in the gender of males.
Large Number of respondents are in the education less than degree.
Most of the respondents are having there designation in the middle level.
Majority of the respondents are annual income is in between80000100000.

6. Majority of the respondents satisfied with health and safety measures.

7. Large number of the respondents are satisfied with the proper training
period.
8. Most of the respondents are satisfied with reducing the exposure of dust.

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9. Good number of respondents are satisfied with exposure to chemicals
10.Majority of the respondents are agreed with the reducing the exposure to
noise at workplace.
11.

Most of the respondents are satisfied with the performance of the

machinery at workplace.

12.Most of the respondents satisfied with the canteen facilities with low price
and high quality.
13.Large number of respondents agreed to avoid the chemical hazards.
14.Most of the respondents agreed with to avoid the physical hazards.
15.Most of the respondents are satisfied with the medical facility and
compensation provided by SP Edible Products Pvt.Ltd.
16.Most of the respondents are agreed with the injured/ill worker has to be
replaced.
17.Majority of the respondents agreed to avoid biological hazards.
18.A good number of respondents agreed to avoid psychological hazards.
19.Most of the respondents are satisfied with safety measures taken by
company to prevent accident.
20.Majority of the respondents are satisfied with the availability and access
of the drinking water.

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SUGGESTIONS
1. Company should form health and safety measures with the help of selected
representatives of labours.
2. Company should get feedback from labours about health and safety
measures facilities.
3. Company can form a safety committee which will help to reduce accidents
and all improves and develop measures for safety.
4. The requirements provided by the organisation have to be improved.
5. It is suggested that, a very few number of respondents are satisfied with
medical facilities, the organisation should improve better facilities for the
labours.
6. It is suggested that, a few respondents are not satisfied with working hours;
the organisation should provide proper working hours to the labour.
7. It is suggested that, the noise level cannot be controlled, workers should be
provided with earplugs so that exposure to noise can be reduced.
8. To plan for the textile worker protection because he faces a variety of
problems.
9. It is suggested that, the company should provide Medical examinations
conducted by the employers for the workers from time to time.

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CONCLUSION
The study concluded that, the labour Health and Safety measures in Sp
edible products pvt.ltd are effective but not highly effective. It is essential that the
workers be aware of the various occupational hazards in the industry. At the same
time, it is necessary that the management take the necessary steps to protect
workers from potential hazardous situations.
As health and safety representative your role is to work proactively (this
means taking action before hazards become a problem) to prevent workers from
being exposed to occupational hazards. Occupational health and safety
encompasses the social, mental and physical well-being of workers that is the
whole person.

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QUESTIONNAIRE ON HEALTH AND SAFETY OF THE LOBOUR IN

SP EDIBLE PRODUCTS PVT.LTD:

Name

Age

Gender

Education

Designation

Income

1. Is the management follows basic minimum requirements for the workers

health and safety measures?
A. Strongly Agree

B. Agree

C .Disagree

D. Strongly disagree

2. Are you satisfied with the proper training timings in your organization?
A. Strongly satisfied

B. satisfied

C. dissatisfied

D .Strongly dissatisfied

3. Are you satisfied with medical facilities providing by your organization?

A. Strongly satisfied

B. satisfied

C. dissatisfied

D. Strongly dissatisfied

4. Are you satisfied with working hours?

A. Strongly satisfied

B. satisfied

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C. dissatisfied

D .Strongly dissatisfied

5. Are you satisfied with the safety and health programs to prevent accidents at
the work place?
A. satisfied

B. dissatisfied

C. highly satisfied

D. highly dissatisfied

6. How do you feel about reducing the exposure of dust?

A. Strongly satisfied

B. satisfied

C. dissatisfied

D. Strongly dissatisfied

7. What is your opinion on reducing the exposure to noise on your work place?
A. Strongly satisfied

B. Satisfied

C. Dissatisfied

D. Strongly dissatisfied

8. How do you feel about performance of the machinery at the work place?
A. satisfied

B. dissatisfied

C. highly satisfied

D. highly dissatisfied

9. Do you have canteen facilities with low price and high quality?
A. Strongly satisfied

B. Satisfied

C. Dissatisfied

D. Strongly dissatisfied

10. Does your organization providing any facilities to avoid chemical hazards?
A. Strongly agree

B. agree

C. disagree

D. Strongly disagree

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11. Does your organization providing any facilities to avoid physical hazards?
A. Strongly agree

B. agree

C. disagree

D. Strongly disagree

12. Does your organization provide any medical and compensation payments
to employees?
A. Strongly agree

B. agree

C. disagree

D .Strongly disagree

13. The injured / ill worker has to be replaced.

A. Strongly agree

B. Agree

C. Disagree

D. Strongly disagree

14. Does your organization provide any facilities to avoid biological hazards?
A. Strongly agree

B. agree

C. disagree

D. Strongly disagree

15. Does your organization provide any facilities to avoid psychological

hazards?
A. Strongly agree
B. agree
C. disagree

D. Strongly disagree

16. What is your opinion about availability & access of the drinking water?
A. Strongly satisfied

B. Satisfied

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C. Dissatisfied

D. Strongly dissatisfied

17. What is your satisfaction level about the safety measures taken by the
company to prevent accident?
A. strongly satisfied
C. dissatisfied
18. Any suggestions______________________

B. dissatisfied
D. strongly dissatisfied

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BIBLIOGRAPHY
TITLE OF THE
BOOK

NAME OF THE
PUBLISHER

Dr. P V Subba Rao

Essentials of HRM &

Industrial Relations

Himalaya Publishing House

C B Mamoria

Personnel
Management

Himalaya Publishing House

Edwin B Flippo

Personnel
Management

Tata Mc.Graw Hill

Publishing Company Ltd.,
New Delhi

David A Decenzo
Stephen P Robbins

Personnel / Human
Resource Management

Prentice Hall of India

Private Ltd., New Delhi

AUTHORS NAME

WEBSITES VISITED:

www.citehr.com
www.hrm.com
www.spedibleproducts.com