Summer Training Project Report

On

EMPLOYEE WELFARE ACTIVITIES

AT

Submitted To

Sri Sai University,Palampur

In the partial fulfillment of the requirement of award of

Degree of Bachelor of Business Administration (B.B.A)

SUBMITTED BY: SUBMITTED TO:

Lohit T.P.O

Univ.Roll No.614011005

SESSION 2014-2017

Sri Sai University,Palampur

 ACKNOWLEDGEMENT

The entire project from the very idea of it to reality would not have been possible
without the guidance and support of many people. As no human efforts and attempt
are completed unless somebody have a right direction and right path. So is the case
with me in accomplishing my project objectives. I am indebted to many and it is high
time to acknowledge and appreciate them. I would like to express my sincere
gratitude to my guide and friends.

I would like to extend my hearties thanks to for acting as my internal guide

during the course of my research . My research in ThinkNext Technologies Pvt.
Ltd. has been quite fruitful in understanding about the corporate world. I have
gain a lot of knowledge to my research report I am very much thankful to all my
friends who have helped me to complete this research report.

I would like to thank my college guide Miss.DIKSHA PARMAR SRI SAI

UNIVERSITY, PALAMPUR for her valuable guidance and support.

Dated.. Lohit

2
 STUDENT DECLARATION

I hereby declare that the summer Training Project Report Welfare Activities of
Employee at ThinkNext Technologies Pvt Ltd Mohali (Punjab) submitted to
partial fulfillment of the award of the degree of Bachelor of Business Administration
(B.B.A) to Sri Sai University,Palampur. is one of my original works and not
submitted to any other Degree/Diploma, Fellowship or Other Similar Title.

Lohit

TABLE OF CONTENTS

3
SR.NO. TITLE PAGE NO.

0. COMPANY PROFILE 5-19

1. INTRODUCTION OF HRM 20-27

Meaning
Role of HRM
Scope of HRM
Objectives of HRM
2. INTRODUCTION OF WELFARE 28-33
ACTIVITIES OF EMPLOYEES
Meaning
Employee welfare
Objectives Of employee Welfare
3. REVIEW OF LITERATURE 34-38

4. RESEARCH METHODOLOGY 39-42

5. DATA ANALYSIS & INTERPRETATION 43-53

6. FINDING, SUGGESTION, LIMITATIONS 54-58

AND CONCLUSION

7. BIBLIOGRAPHY 59-60

8. QUESTIONNAIRE 61-64

4
Company profile

5
 COMPANY PROFILE

ThinkNEXT Technologies Private Limited (Formerly Brilliant Software Solutions) is

an ISO 9001:2008 certified software development company founded in August 2009
and it is approved from Ministry of Corporate Affairs which deals in
University/College/School ERP Solutions, Android /iPhone Applications
development, Web designing, Web development, Discount Deals
(And.thinknextcard.com, www.tricitydeal.com), Bulk SMS, Voice SMS, Bulk Email,
Biometric Time Attendance, Access Control, SEO/SMO, Database Solutions,
Payment Gateway Integration, E-Mail Integration, Industrial Training, Corporate
Training and Placements etc. Think NEXT Technologies provides software solutions
using latest technologies e.g. Smart Card, NFC, Biometrics, GPS, Barcode, RFID,
SMS, Auto SMS (Short code), Android, iPhone, Web, Windows and Mobile based
technologies.

ThinkNEXT has wide expertise in .NET, Crystal Reports, Java, PHP, Android,
iPhone, Databases (Oracle and SQL Server), Web Designing, Networking, Web
Server configurations, various RAID Levels etc.

ThinkNEXT Technologies has also setup its offices in USA, Delhi, Shimla and
Bathinda for its software support. ThinkNEXT has its own multiple Smart Card
printing, encoding and barcode label printing machines to provide better and effective
customer support solutions.

ThinkNEXT has also setup its own placement consultancy and is having numerous
placement partner companies to provide best possible placements in IT industry.

6
ThinkNEXT Technologies has developed for the first time in northern region cloud
computing based Cloud Campus 4.0 to facilitate knowledge and placement centric
services. It is a unique concept for effective and collaborative learning.

1. ThinkNEXT deals exclusively in campus automation through Smart Campus

ERP Solutions. Therefore we have better experience in handling large group of
institutions through proper time-tested policies and procedures.
2. First Company of India who has Launched NFC Technology (The Future) for
Smart Campuses through NFC Smart Cards.
3. First Company of India who has launched Android Version of Smart Campus
ERP Solutions for Mobiles and Tablet PCs.
4. First company of India who has developed SMS Opt-In Technology so that
Institutes/Colleges can send Transactional SMS with SMS Sender ID and
without SMS Template approval.
5. First company of Punjab, Haryana, Himachal, J&K (Northern region) who
launched Smart Cards (Contact Type), Smart Cards (Contactless) in Punjab for
campus automation.
6. First company of India which has launched its Think NEXT Smart Card as
Discount Card in more than 120 enterprises.
7. Established own multiple Smart Card Designing, Smart Card Printing, Smart
Card Lamination and Oyster Barcode Printing Units.
8. Multiple SMS Gateway Support.

SERVICES:

7
 We provide Software Solutions using latest technologies or features:

NFC
Biometrics (Fingerprint with Automated Online)
Smart Card
Barcode
RFID
SMS
Short code 56767 (Auto SMS)
Android
ions (phone)
GPS
WAP (For WAP Enabled Mobile Phones)
Multiple SMS Gateway Support
Web based Technologies (365x24x7 services)
Windows based Technologies
Mobile based Technologies
Webcam support for various operations
Parallel Internet, Intranet and Wi-Fi Support

VISION:

ThinkNEXT Technologies Pvt. Ltd. are already very flexible and scalable. Still, we always take care of
specific requirements of our clients. Our highly committed R&D team makes our
software feature rich, dynamic and future tuned everyday so that our clients always
maintain the lead over their competitors. The development of the software is being
done and the purpose full customization of the package is carried out in the
ThinkNEXT lab.

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MISSION:

ThinkNEXT is pioneer in Smart Campus ERP Solutions for

Universities/Colleges/Schools using latest technologies and features. We provide
software solutions using .NET, PHP, Java technologies with three tier-architecture
support. We provide back-end solutions using MS SQL Server, Oracle, and MySQL.

QUALITY POLICY:

We have wide experience working with eminent Educationists, Managements,

Directors, Principals, Head of Departments, other Staff Members, Parents and students.
Therefore we do not sell only software Modules but an innovative system which has
more importance than just ERP software modules. Today Smart Campus solutions are a
need of hour for every University/Group of Colleges or an Institution to make edge
over others and maintain a lead over their competitors. Our Research and Development
team is committed to make your institute(s) to maintain lead over their competitors.

MORE SERVICES:

ThinkNEXT offers various industry-ready programs so that student needs not

to struggle for jobs. ThinkNEXT offers 6 weeks/2 Months/6 Months training
programs to make students industry.

9
 ThinkNEXT is pioneer in providing best placements in Industry. We offer
minimum five job interviews for each student and provide 100% Placement
Assistance.

ThinkNEXT Offers Life-Time Validity Learning and Placement Card. Students

undergoing six months training will have advantage to learn free of cost
anything against that training program for life-time.

ThinkNEXT offers Part-Time/Full Time Job Offer for each student during
training so that students can earn while they learn. Student can bear their food,
accommodation and other expenses on.

MANAGEMENT OF ThinkNEXT Technologies PVT.LTD.

BOARD OF DIRECTOR

Sunil Jindal
Munish Mittal
Vikas Gupta
Ghansham Das

10
MANAGING DIRECTOR

Sunil Jindal

MARKETING HEAD

Munish Mittal

IT HEAD

Mukesh Kumar

SOME OF OUR CLIENTS:

11
12
PLACEMENTS

COMPANY LIST

13


14


INDUSTRIAL TRAINING

6 Months/Weeks Industrial Training Programs

Microsoft .NET

Android

iPhone

Java

PHP/MySQL

Web Designing

Embedded Systems

AutoCAD

Online Bidding (Freelancing)

15
 Oracle/SQL Server Administration

Software Testing and Quality Assurance

Hardware & Networking

CCNA

MCITP

SEO

CATIA

Pro-E

Solid Works

Human Resource

(FREE Spoken English/Personality Development/IELTS Classes

on daily basis with Industrial Training + Job Offer).

One-to-one Project and Project will be made Live and to make

it Live, ThinkNEXT will provide sub-domain and hosting worth
Rs. 3000 absolutely free to each student for web based
Project. To host mobile apps, ThinkNEXT will provide free
Google Play account (For Android Mobile Apps) and Apple
iTunes Connect Account (Apple App Store) for iPhone Apps.

ThinkNEXT EDGE

Industrial Training and Certificates from Software/Electronics Company not

just from an institute.

Free Interview Preparation, Spoken English and Personality Development

Programmers.

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 Opportunity to get placed in ThinkNEXT and numerous other companies.

Life-Time Validity Learning and Placement Card.

Part-Time/Full-Time Job Offer for each student during Training.

Think NEXT Cloud Campus advantage not only during training, even after
completion of training for life time.

One-to-one PC and Corporate Environment.

Learn from Developers/Industry experts rather than Trainers/Teachers.

Direct interaction with Developers/Industry Experts.

Industrial training programmers are designed to make students industry-ready.

Large Display LEDs in each Class-Room/Lab, Wi-Fi Labs.

Guest Lectures/Seminars by Industry Experts.

Every Student is provided with Live Projects mentored by Software/

Electronics/Industry Experts.

100% Placement assistance.

ThinkNEXT Cloud Campus Advantages

Each Student will have Unique User ID and Password to Login to

ThinkNEXT Cloud Campus 4.0 anytimeanywhere

View Numerous Technical, Personality Development Videos anytime

anywhere

Students will be able to download e-Books, e-Journals, Class Notes, Important

Links and other study material.

ThinkNEXT Smart Campus is a step towards not only 100% placements but
also better job offers even after placements.

17
 Student Profile, Instant Technical Updates, Class Notes, Project Report
Submitted, Attendance, Performance, Notice-Board, Class Timings etc.
Everything online.

Communication with industry experts, Technologists through cloud Campus

anytimeanywhere.

Regular SMSes and E-mail for Related Job Offers.

Access through PCs, Laptops, Tablet PCs, Mobiles via internet.

ACHIEVEMENTS
Industrial Training from Software/Electronics and
CAD/CAM Systems Development Company (MNC) not
just from a Training Institute.

Get Training under an ISO 9001:2008 Certified Company.

Accredited Training Partner of National Institute of Electronics
and Information Technology, Department of Electronics and
Information Technology, Ministry of Communications Information
Technology.
Approved from Ministry of Corporate Affairs, Govt. of India.
Corporate Identity No. U72200PB2011PTCO35677

18
 Accredited Training Partner of ISTQB (International Software
Testing Qualifications Board).
Member of CII (Confederation of Indian Industry) Membership
No. N5238P.

OTHER INFORMATION

Type Privately Held

Company Size 50 Employees

Website http://thinknexttraining.com

IT Development and Professional

Industry Type
Training Company

Year of Establishment
August 2009

ThinkNEXT Technologies Pvt Ltd, SCF 113,

Sector 65, Phase XI, Mohali
Cooperate office
Canada US , 6931 148A Surrey, BC

19
 CANADA(V350Y9)
Head office

20
HUMAN RESOURCE MANAGEMENT
WHAT IS HUMAN RESOURCE MANAGEMENT?

HRM is the study of activities regarding people working in an organization. It is a

managerial function that tries to match an organizations needs to the skills and
abilities of its employees.

DEFINITION OF HRM

Human resources management (HRM) is a management function concerned with

hiring, motivating and maintaining people in an organization. It focuses on people in
organizations. Human resource management is designing management systems to
ensure that human talent is used effectively and efficiently to accomplish
organizational goals.

According to Dessler (2008) the policies and practices involved in carrying out the
people or human resource aspects of a management position, including recruiting,
screening, training, rewarding, and appraising comprises of HRM.

NATURE OF HRM

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HRM is a management function that helps managers to recruit, select, train and
develop members for an organization. HRM is concerned with peoples dimension in
organizations.

The following constitute the core of HRM

1. The functions and principles are applied to acquiring, developing, maintaining and
providing remuneration to employees in organization.

2. Decisions on different aspects of employees must be consistent with other human

resource (HR) decisions.

3. Effectiveness of an organization will result in betterment of services to customers

in the form of high quality products supplied at reasonable costs.

SCOPE OF HRM

The scope of HRM is indeed vast. All major activities in the working life of a worker
from the time of his or her entry into an organization until he or she leaves the
organizations comes under the purview of HRM. The major HRM activities include
HR planning, job analysis, job design, employee hiring, employee and executive
remuneration, employee motivation, employee maintenance, industrial relations and
prospects of HRM.

The scope of HRM is really vast. All major activities n the working life of a worker
from the time of his or her entry into an organization until he or she leaves it comes
under the purview of HRM. American Society for Training and Development (ASTD)
conducted fairly an exhaustive study in this field and identified nine broad areas of
activities of HRM.

These are given below:

Human Resource Planning

Design of the Organization and Job
Selection and Staffing

22
 Training and Development
Organizational Development
Compensation and Benefits
Employee Assistance
Union/Labour Relations
Personnel Research and Information System

a) Human Resource Planning: The objective of HR Planning is to ensure that the

organization has the right types of persons at the right time at the right place. It
prepares human resources inventory with a view to assess present and future needs,
availability and possible shortages in human resource.

b) Design of Organization and Job: This is the task of laying down organization
structure, authority, relationship and responsibilities. This will also mean definition of
work contents for each position in the organization. This is done by job description.
Another important step is Job specification.

c) Selection and Staffing: This is the process of recruitment and selection of staff.
This involves matching people and their expectations with which the job
specifications and career path available within the organization.

d) Training and Development: This involves an organized attempt to find out

training needs of the individuals to meet the knowledge and skill which is needed not
only to perform current job but also to fulfill the future needs of the organization.

e) Organizational Development: This is an important aspect whereby Synergetic

effect is generated in an organization i.e. healthy interpersonal and inter-group
relationship within the organization.

f) Compensation and Benefits: This is the area of wages and salaries administration
where wages and compensations are fixed scientifically to meet fairness and equity
criteria. In addition labour welfare measures are involved which include benefits and
services.

g) Employee Assistance: Each employee is unique in character, personality,

expectation and temperament. By and large each one of them faces problems
everyday. Some are personal some are official.

23
h) Union-Labour Relations: Healthy Industrial and Labour relations are very
important for enhancing peace and productivity in an organization. This is one of the
areas of HRM.

i) Personnel Research and Information System: Knowledge on behavioral science

and industrial psychology throws better insight into the workers expectations,
aspirations and behavior. Thus, continuous research in HR areas is an unavoidable
requirement.

OBJECTIVES OF HRM
The primary objective of HRM is to ensure the availability of competent and willing
workforce to an organization. The specific objectives include the following:

1) Human Capital : assisting the organization in obtaining the right number and
types of employees to fulfill its strategic and operational goals.

2) Developing Organizational Climate: helping to create a climate in which

employees are encouraged to develop and utilize their skills to the fullest and to
employ the skills and abilities of the workforce efficiently.

3) Helping To Maintain: performance standards and increase productivity through

effective job design; providing adequate orientation, training and development;
providing performance-related feedback; and ensuring effective two-way
communication.

Figure 1.2: Objectives of HRM

Objectives of HRM

Societal Organizational Functional Personnel

Objectives Objectives Objectives Objectives

1) Societal Objectives: seek to ensure that the organization becomes socially

responsible to the needs and challenges of the society while minimizing the negative
impact of such demands upon the organization. The failure of the organizations to use
their resources for the societys benefit in ethical ways may lead to restriction.

24
2) Organizational Objectives: it recognizes the role of HRM in bringing about
organizational effectiveness. It makes sure that HRM is not a standalone department,
but rather a means to assist the organization with its primary objectives. The HR
department exists to serve the rest of the organization.

3) Functional Objectives: is to maintain the departments contribution at a level

appropriate to the organizations needs. Human resources are to be adjusted to suit the
organizations demands. The departments value should not become too expensive at
the cost of the organization it serves.

4) Personnel Objectives: it is to assist employees in achieving their personal goals, at

least as far as these goals enhance the individuals contribution to the organization.
Personal objectives of employees must be met if they are to be maintained, retained
and motivated. Otherwise employee performance and satisfaction may decline giving
rise to employee turnover.

ROLE OF HRM
The role of HRM is to plan, develop and administer policies and programs designed
to make optimum use of an organizations human resources. It is that part of
management which is concerned with the people at work and with their relationship
within enterprises. Its objectives are:

(a) effective utilization of human resources,

(b) desirable working relationships among all members of the organizations,

(c) maximum individual development. Human resources function as primarily

administrative and professional.

The primary responsibilities of Human Resource managers are:

To develop a thorough knowledge of corporate culture, plans and policies.

To act as an internal change agent and consultant
To initiate change and act as an expert and facilitator
To actively involve in companys strategy formulation
To keep communication line open between the HRD function and individuals and
groups both within and outside the organization\

25
 To identify and evolve HRD strategies in consonance with overall business
strategy.
To provide co-ordination and support services for the delivery of HRD
programmes and services.
To evaluate the impact of an HRD intervention or to conduct research so as to
identify, develop or test how HRD In general has improved individual and
organizational performance.

Different management gurus have deliberated different roles for the HR manager
based on the major responsibilities that they full fill in the organization. Few of the
commonly accepted models are enumerated below.

According to Dave Ulrich HR plays four key roles.

1. Strategic Partner Role-turning strategy into results by building organizations that

create value.

2. Change Agent Role- making change happen, and in particular, help it happen fast.

3. Employees Champion Rolemanaging the talent or the intellectual capital within

a firm.

4. Administrative Roletrying to get things to happen better, faster and cheaper.

The role HR in organizations has undergone an extensive change and many

organizations have gradually oriented themselves from the traditional personnel
management to a human resources management approach.

CURRENT CLASSIFICATION OF HR ROLES

According to R.L Mathis and J. H. Jackson (2010) several roles can be fulfilled by
HR management. The nature and extent of these roles depend on both what upper
management wants HR management to do and what competencies the HR staff have
demonstrated. Three roles are typically identified for HR. The focus of each of them,
as shown in Figure 1.is elaborated below:

Administrative Operational Strategic HR

Action
1. Administrative
Personnel Organizational /
practices Managing business strategies
employee
Legal compliance relationship HR strategic or
forms and issues planning
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The administrative role

1. Administrative And Personal Practices Role for HR

Technology has been widely used to improve the administrative efficiency of HR and
the responsiveness of HR to employees and managers, more HR functions are
becoming available electronically or are being done on the Internet using Web-based
technology. Technology is being used in most HR activities, from employment
applications and employee benefits enrollments to e-learning using Internet-based
resources..

2. Operational and Employee Advocate Role for HR

HR managers manage most HR activities in line with the strategies and operations
that have been identified by management and serves as employee champion for
employee issues and concerns. HR often has been viewed as the employee advocate
in organizations. They act as the voice for employee concerns, and spend considerable
time on HR crisis management, dealing with employee problems that are both
work-related and not work-related. Employee advocacy helps to ensure fair and
equitable treatment for employees regardless of personal background or
circumstances.

3. Strategic Role for HR

The administrative role traditionally has been the dominant role for HR. However, as
Figure 1.4 indicates that a broader transformation in HR is needed so that significantly
less HR time and fewer HR staffs are used just for clerical work.

Differences between the operational and strategic roles exist in a number of HR areas.
The strategic HR role means that HR professionals are proactive in addressing
business realities and focusing on future business needs, such as strategic planning,
compensation strategies, the performance of HR, and measuring its results.

According to McKinseys 7-S framework model HR plays the role of a catalyst for the
organization. According to this framework, effective organizational change is a
complex relationship between seven Ss. HRM is a total matching process between

27
the three Hard Ss (Strategy, Structure and Systems) and the four Soft Ss (Style, Staff,
Skills and Super-ordinate Goals). Clearly, all the Ss have to complement each other
and have to be aligned towards a single corporate vision for the organization to be
effective. It has to be realized that most of the Ss are determined directly or indirectly
by the way Human Resources are managed, and therefore, HRM must be a part of the
total business strategies.

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 STUDY OF THE WELFARE ACTIVITIES

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

A contended worker is the backbone of the prosperous industrial society.

Welfare means faring or doing well. It is a comprehensive term & refers to the
physical, mental, moral & emotional well being of a person.

WELFARE

29
Total Concept Social Concept Relative Concept
Positive Concept
1. Total Concept: It is a desirable state of existence involving
physical, mental, moral & emotional well-being.
2. Social Concept: Implies the welfare of man, his family & his
community each aspect serving as ends and means.
3. Relative Concept: Welfare is related to time and space.
4. Positive Concept: The positive nature calls for the setting up of
the minimum disable standards necessary for certain components
of welfare.

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EMPLOYEE WELFARE

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

resources.

The Oxford Dictionary defines Employee Welfare as betterment of work for

employees relates to taking care of the well being of workers by employers trade
union govt. and non-govt. agencies.

The importance of labour welfare was recognized as early as 1931, where Royal
Commission on labour stated that the benefits, which go under this nomenclature, are
great. Importance of the worker who is unable to secure by himself 20 yrs. Later, the
planning commission realized the importance of labour welfare, that in order to get
best out of worker in the matter of production, working conditions need to be
improved a lot. The working conditions should be such as to safeguard his health and
to protect against occupational hazards. Despite phenomenal rise in wages there is
still lack of stabilized work force. Labour Welfare is a flexible concept and part of
social welfare, conceptually & operationally.

Labour Welfare has tremendous potentialities for fostering good Industrial Relations
in India. Hence, we might use scientific procedure for Labour welfare and
Organization and labour force must be directed in right channels in our fast
developing technological machinery.

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 OBJECTIVES OF EMPLOYEE WELFARE

The aim or objectives of welfare activities is three field:

Humanitarian to enable workers to enjoy a future and riches life.

Economic to improve the efficiency of the workers.

Civic to develop among the workers a sense of responsibility and dignity and thus make

them worthy citizens of the nation.

In total, we can say that following could be the objectives of the employee welfare activities:

To create and improve sound industrial relations.

To win over employees loyalty and increase their morale.

To combat trade unionism and socialists ideas.

To build up stable labour force, to reduce labour turnover and absenteeism.

To motivate the employees by identifying and satisfying their unsatisfied needs.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

 EMPLOYEE WELFARE SCHEME

Welfare scheme are generally divided include two broad categories:

EXTRA-MURAL INTRA-MURAL
Those welfare activities, which are
The welfare activity which are
undertaken outside the vicinity of the
undertaken inside the premises of
undertaking. For e.g. Facility of transport
factory For e.g. canteen, rest room, first
to & from the place of work, good
aid equipment, proper rent & sanitation
accommodation, maternity benefit,
etc.
medical benefit, PF etc.

Benefits Provided to the Worker:

Educational Facilities
Sickness & Maternity Benefit
Provident Fund & Pension
Compensation Facility
Leave Facility
Canteen Facility
Drinking Water Facility
Various Allowances
These benefits help in:

Reducing the rate of Absenteeism

Strengthening of cordial relationship
Increases mental efficiency & economic productivity
 Developing sense of belongingness
Minimizing industrial strike
Better management & workers relationship

WELFARE ACTIVITIES AT ThinkNEXT Technologies

ThinkNEXT Technologies is convinced that its people are the most valuable asset of the
company. This is reflected in its attitude and in its sense of responsibility towards its employees.
It is a human company providing a response to human needs the world over-from the
ThinkNEXT Technologies basic management and leadership principles.

OBJECTIVES OF THE STUDY IN ThinkNEXT

To get practical knowledge in organisation.

To know about the employee behaviour towards the organisation.
To study about the benefits and facilities provided to the employees.
To study the overall satisfaction with employees of the company.
 REVIEW OF LITERATURE

1.Michael R. White :- University of Westminster - Policy Studies Institute

Abstract:

Using British national survey data, this article assesses the impact of unions on management
practices to reduce labour costs, implement high-performance work systems, and make employee
welfare provisions. Relative to non-union workplaces, those with unions are found to have
practices which are consistent with 'mutual gains' outcomes.

2. Paul Osterman :- Massachusetts Institute of Technology (MIT) - Sloan School of

Management

Abstract:

High Performance Work Organizations (HPWOs) took root in the early 1990s but then faced an
environment of organizational turmoil and restructuring. This paper, drawing on a second-round
survey of employers that replicated and extended a 1992 survey, addresses two questions:
whether HPWO practices continued to spread, and whether their productivity and quality gains
redounded to employees' benefit. The results show that HPWO practices continued to diffuse at a
rapid rate between the 1992 and 1997 survey dates, although more slowly for self-managed
teams than for other practices. With regard to the second question, however, the author finds that
adoption of HPWO practices in 1992 was associated with increased layoff rates in subsequent
years and no compensation gains--patterns that appear to result largely because HPWO practices
are linked to employment reorganization, such as reductions in contingent and managerial
employment.

3.William Jack :-World Bank

Arik Levinson :-Georgetown University - Department of Economics; National Bureau of
Economic Research (NBER)
Sjamsu Rahardja :- Georgetown University - Department of Economics

Abstract:

In recent years, employees have been shouldering an increasing share of the costs of employee-
provided health care. At the same time, more and more employers have been allowing employees
to pay their out-of-pocket health care costs using pre-tax earnings, through tax-subsidized
flexible spending accounts (FSAs). We use a cross-section of firm-level data from 1993 to show
empirically that these FSAs can explain a significant fraction of the shift in health care costs to
employees, and that this shift may be efficient, given the distortionary effects of the existing tax-
subsidy to premiums. Correcting for selection effects, we find that FSAs are associated with
insurance contracts with coinsurance rates that are about 7 percentage points higher, relative to a
sample average coinsurance rate of 17 percent. Meanwhile, coinsurance rates net of the subsidy
are approximately unchanged, providing evidence that FSAs are welfare-neutral.

4. Praveen Moolchandani :- Career Crown International FZE

Abstract:
The purpose of the research is to outline the issues which Intel faced, when it initiated assembly
operations at its Costa Rica facility. The report starts with a brief introduction of Costa Rica,
discussing the potential factors that make it attractive to foreign firms. Overviews of the
economic indicators bring to light the historical and current performance of the country in terms
of stability. The report then progresses with a comprehensive introduction about Intel and its
strengths and weaknesses, cultural aspects including the values, beliefs, philosophies and the key
areas of concern for example, its advertising policies. Next, the semiconductor industry's facts
are laid down, which includes the key players, the volume of activity, demand and supply
patterns and the opportunities and threats that may reduce the attractiveness of the industry as a
whole using Michael Porter's five force analysis. The report then addresses all the issues that
exist at the Costa Rica facility i.e. appointment of a CEO, developing appropriate local
management teams, cultural clashes etc.

5.Peter K. Stirs :-Whittier Law School; Stirs & Maher LLP

Abstract:

Because of an annual tax subsidy that well exceeds $100 billion, most private healthcare
expenses in the United States today are covered by employer-sponsored insurance. Like other
important employee-welfare benefits, employer-sponsored health insurance is regulated by the
Employee Retirement Income Security Act of 1974 (ERISA) - a landmark federal statute whose
primary objective was the protection of private-sector retirement savings. A rich scholarly
literature has developed which addresses the effects of federal tax and regulatory policy on the
structure and performance of our healthcare industry. Within legal academia, however, one issue
in particular has engendered much debate: to what extent has ERISA - because of the manner in
which its pre-emption and civil enforcement provisions have been interpreted - created a system
in which employees and their beneficiaries receive insufficient protection. Broadly speaking,
commentators divide into two camps. One group believes that the status quo is grossly unjust and
sadly ironic. In their view, legislation intended to protect employees and their beneficiaries
against fiduciary misdeeds is habitually used as a shield by such fiduciaries against liability for
negligence and even deliberate wrongdoing.

6.Deborah Walker :- Deloitte Tax, LLP

Michael Haberman :-Deloitte Tax, LLP

Abstract:

In this second of two articles reviewing the significant developments of the last year (August
2004-August 2005), the authors discuss changes in the rules of qualified retirement plans and the
taxation of employee welfare benefits. The authors discuss: final, updated regulations for Internal
Revenue Code (IRC) section 401(k) cash-or-deferred arrangements; proposed "Roth 401(k)"
regulations; Internal Revenue Service (IRS) guidance on actuarial assumptions to be used for
lump-sum distributions from defined benefit plans during 2004 and 2005; rumblings at the IRS
over application of qualified plan non-discrimination rules; temporary and proposed regulations
for Employee Stock Ownership Plans holding stock of subchapter S corporations; guidance from
both the Department of Labour (DOL) and IRS regarding automatic rollovers from qualified
plans to IRAs; DOL guidance regarding the accounts of missing participants, abandoned defined
contribution plans, and a simplified Voluntary Fiduciary Correction Program; additional
guidance on both Health Savings Accounts (HSAs) and Health Reimbursement Accounts
(HRAs); IRS guidance on medical reimbursement accounts within profit sharing plans; and
initial proposed regulations to implement the Uniformed Services Employment and
Reemployment Rights Act (USERRA).

7.Brett McDonnell :- University of Minnesota Law School

Abstract:
This paper argues for employee primacy in corporate governance. "Employee primacy" has two
elements: ultimate employee control over the corporation, and an objective function of
maximizing employee welfare. In methodology, the argument draws upon both economics, but
understood more broadly than in most corporate law scholarship, and upon civic republican
ideas. The paper presents four different arguments favoring employee primacy.
 RESEARCH METHODOLOGY FOR THE REPORT

RESEARCH DESIGN

I have used Descriptive Research as a tool to study welfare measures of workers. Descriptive
Research Studies are those studies, which are concerned with specific predictions, with narration
of facts and characteristics concerning individual, group or situation.

Scope of Study

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

Area Of Study

The units selected for the purpose of study is ThinkNEXT Technologies Pvt. Ltd.
(Mohali) and deals with respect to welfare measures being implemented in the mentioned
organization.

DATA COLLECTION

The task of data collection begins after a research problem is being defined and research design
chalked out.

Data types:

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

B). Secondary Sources :The secondary data are those which have already been
collected by someone and which have already been passed through the statistical process.

COLLECTION OF DATA FOR PROJECT

PRIMARY SOURCE Feedback Form, Personal Interviews, Observation

SECONDARY SOURCE Books, Journals, Magazines, Newspaper, Reports, Internet.

In order to collect the information for the research study I used the feedback form which
had both open-ended and close-ended questions. The feedback form was filled by the
participant himself. The questions were explained to them in English and Hindi and the
replies were sought. Filling-up of the feedback form was followed with the brief
interview with the participant. Personal observations are also obtained by visiting various
workshop classes.

DATA ANALYSIS

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

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

Sample Size: This refers to the participants surveyed. Although large samples are more
reliable but dues to shortage of time and money this organization has been selected.

Sample Size : 35

Sample unit. : Employees of ThinkNEXT Pvt Ltd.

Instrument Used : Feedback form, Personal Interviews

Sampling Technique

This refers to procedure by which the participants have been chosen.

This is : Non-Random Sampling : Convenience Sampling

 ANALYSIS

This analysis is based on the response from 35 participants.

Q.1 From How many years you are working with this Company?

WORKING YEARS NO. OF PARTICIPANTS

(A) 0-5 Years 30

(B) 5-10 Years 4

(C) 10-15 Years 1

 HOW MANY YEARS OF WORKING

9%
(A) Satisfied
20% (B) Not satisfied
(C) There is need for
improvement

71%

Interpretation:-Majority of the people (86%) of Employees works up to 0-5 years in the

company and (11%) people works 5-10 years in the company and remaining (3%) works 10-15
years in the company.

Q.2 How do you rate the Working Environment of the Company?

WORKING ENVIRONMENT NO. OF PARTICIPANTS

(A) Much satisfied 20

(B) Satisfied 10

(C) Dissatisfied 05
 WORKING ENVIRONMENT

(C) Dissatisfied ; 5

(B) Satisfied; 10
(A) Very much satisfied ; 25

Interpretation:-Majority of the people (71%) were very much satisfied with the working
environment of the company(25%) people were satisfied with the environment of the company
and remaining (13%) were dissatisfied with the environment of the company.

Q.3 How do you rate the sitting arrangement of the Company?

SITTING ARRANGEMENT NO. OF PARTICIPANTS

(A) Satisfied 25

(B) Not satisfied 07

(C) There is need for improvement 03

 SITTING ARRANGEMENT

9%
(A) Satisfied
(B) Not satisfied
20%
(C) There is need for
improvement

71%

Interpretation:-Majority of the people (40%) were satisfied with the sitting arrangement of the
organizations and (50%) were not satisfied the sitting arrangement of the organizations and
remaining (10%) felt that there was need for improvement.

Q.4 Does the Company provide maternity leave to the female Employee?

MATERNITY LEAVE NO. OF PARTICIPANTS

(A) YES 30

(B) No 05
 MATERNITY LEAVE TO THE FEMALE

(B) No ; 14%

(A) YES ; 86%

Interpretation:-Majority of the people (86%)thinks Company provide maternity leave to the

female Employee and (14%) Company does not provide maternity leave to the female
Employee.

Q.5 Training provided to you are really upgrading your skills?

REALLY UPGRADING YOUR SKILLS NO. OF PARTICIPANTS

(A) Completely developed 31

(B) Less developed 2

(C) Not developed 3

REALLY UPGRADING YOUR SKILLS

(A) Completely developed (B) Less developed
(C) Not developed

8%
6%

86%

Interpretation:-Majority of the people (86%) felt that they were completely developed by the
training provided by the factory and (6%) people felt that they were less developed by the
training and (8%) felt that they were not developed by this.

Q.6 Are you satisfied with the wage policy of the company?

SATISFIED WITH THE WAGE POLICY NO.OF PARTICIPANTS

(A) Very much satisfied 20

(B) Satisfied 08
(C) Not satisfied 07

SATISFIED WITH THE WAGE POLICY

(C) Not satisfied ; 20%

(A) Very much satisfied ; 57%

(B) Satisfied ; 23%

Interpretation:- (57%) employees were very much satisfied with the wage policy of the
company (23%) were satisfied with the wage policy of the company (20%) were not satisfied
with the wages provided by the factory.

Q.7 Do you feel safe when you are in company?

FEEL SAFE IN COMPANY NO. OF PARTICIPANTS

(A) Completely safe 15

(B) Less safe 15

(C) More safety measures are to be taken 05

 FEEL SAFE IN COMPANY

(A) Completely safe ; 25%

total; 50%
(B) Less safe ; 17%
(C) More safety measures are to be taken ; 8%

Interpretation:-Majority of the employees (50%) felt safe when they were in the company and
(33%) felt less safe and remaining (16%) employees felt that there was need for improvement.

Q.8 What are your views regarding infrastructure of the Company?

VIEW REGARDING INFRASTRUCTURE NO.OF PARTICIPANTS

(A) Well structured 20

(B) Badly structured 08

(C) There is need for improvement 03

 VIEWS REGARDING INFRASTRUCTURE

(A) Well structured ; 33%

total ; 50%

(B) Badly structured; 13%

(C) There is need for improvement ; 3%

Interpretation:-Majority of the employees (66%) felt that the infrastructure of the company was
well structured and (26%) felt that it was badly structured and remaining (6%) felt that there was
need for improvement.

Q.9 Are you satisfied with the lease policy of the company?

SATISFY WITH THE LEASE POLICY NO. OF PARTICIPATION

(A) Completely sufficient 10

(B) What some sufficient 15

(C) Not sufficient 10

 SATISFIED WITH THE LEASE POLICY

(A) Completely sufficient ; 14%

(B) What some sufficient ; 21%

(C) Not sufficient; 14%

Interpretation:-Majority of the people (28%) were completely satisfied with the lease policy of
the company and (43%) people were satisfied with this and remaining (28%) were not satisfied
with the lease policy of the company.

Q.10 Rate the overall satisfaction with employees welfare activities of the MNC
company?

RATE THE OVERALL SATISFACTION WITH NO. OF PARTICIPANTS

EMPLOYEES

(A) Completely satisfied 15

(B) Less satisfied 10

(C) Not satisfied 10

 RATE THE OVERALL SATISFACTION WITH EMPLOYEES

(A) Completely satisfied ; 21%

Total; 50%
(B) Less satisfied ; 14%

(C) Not satisfied ; 14%

Interpretation:- (43%)employees were fully satisfied with overall satisfaction with employees
welfare activities of the by the company and (28%) employees were less satisfied with this and
remaining (28%) were not satisfied.
FINDINGS
 Labour welfare measures help in increasing the productivity of an enterprise as these
influence the attitude of the workers.
Increase in productivity to a large extent depends upon the constructive role and attitude
of workers in the production process.
The objective of profit maximization which is the ultimate objective of business
enterprises may be achieved only with the contribution of workers in the form of
enhanced labour productivity.
It is noteworthy that the desired objective of enhanced labour productivity may not be
achieved unless some other incentives apart from money wages are also offered.
Labour welfare measures cover housing facilities, clothing, holiday with wages,
subsidized canteens for breakfast and lunch, educational facilities to children, crches,
sports, games and plays for recreation, cleanliness, health and medical facilities,
transportation facilities and all other facilities whose objective is mental, physical, moral,
economic, social and cultural upliftment of workers.
Labour welfare measures may be extra-mural and intra-mural or statutory and non-
statutory. These may be undertaken by the employers, Government, trade unions or
voluntary organizations.
The happiness and the efficiency of workers are the indicators of the prosperity of an
organization which is the end result of enhanced productivity. Neglecting the workers is
just like neglecting the productivity. Undoubtedly it may be put that labour welfare work
can be the only relief to the laboring class.
Labour welfare exerts positive impact on productivity resulting in increase in profitability
of the enterprise.
Labour welfare measures have drawn the attention of employers, Government, trade
unions as well as the voluntary organizations.
 SUGGESTIONS FOR IMPROVEMENT

The welfare activities influence the sentiments of the workers thus paving the way for
industrial peace. the workers realize that they also have some stake in the undertaking in
which they are engaged thus avoiding any reckless action injurious to the interest of the
undertaking.
Some welfare measures like subsidized food in canteens, free medical and educational
facilities etc. indirectly increase real income of the workers resulting in avoidance of
industrial disputes and strikes.
Welfare activities may provide better mental and moral health to workers by reducing the
vices of industrialization. Labour welfare measures help in reducing labour turnover and
absenteeism.
Welfare activities create permanent settled labour force by making service attractive to
the workers. Welfare measures improve the physique, intelligence, morality and standard
of living of the workers The Kumaun region of Uttarakhand has limited number of large
scale industries.
 LIMITATIONS

1. Short span of time: The main limitation of the is availability of time. Due to short span
of time, some inaccuracy may have occurred.

2. Biasness on the part of respondents: Some respondents were not ready to reveal the true
information.

3. Inaccurate access: Due to short span of time it was not possible to access all employees as
factory is wide.

4. Some were not interested in filling the questionnaires and they did not give back the
questionnaires.

CONCLUSION
 There has been a gradual extension of scope and extent of welfare measures partially
through statutory provisions and partially and through the employers realization that
welfare is an important aspect of human relation and as much beneficial to the interest of
the industry as to that of the workers.

The pattern of welfare that is provided by the employers is broad based policy of
providing recreational and educational facilities. However, most of the facilities for the
workers welfare provided by the employers such as sitting arrangement, female maternity
leave are the implementation of the statutory provisions.

The standards of these provided amenities are the often high and much above the legal
requirements. With the working of the various welfare schemes, the social security is also
must for the employees.

The welfare facilities and social security schemes make the employer and employees
relation happier and generate good morale in the employees. It also provides
physiologically satisfactory work environment in the factory.
BIBLIOGRAPHY
1.Mamoria C.B. & Mamoria, Satish; Dynamics of Industrial Relations.

2.Mishra, S.N.; Labour and Industrial Laws.

3.Kapoor, N.D ; Elements of Mercantile Law.

4.Kothari,C.R ; Research Methodology.

Websites

1. http://www.thinknext.com/

2. http://www.inc.co/

3. http://www.academia.com/

4. http://www.scribd.com/

5. http://www.scribd.com/www.studymode.com/
 ANNEXURE
Dear Sir/Madam,
I am, LOHIT SAHNI pursuing BBA second year in Sri Sai University. I am doing a study
programmed on Welfare Activities of Employee process in ThinkNEXT Technologies
PVT.LTD. MOHALI
I request you to render kind co-operation towards this Questionnaire. I assure you that the
information given by you is kept confidential and purely used for academic purpose.

Name:

Designation:

Department:

Gender

Age:

Marital Status:

Q.1 From How Many years you are working with this organization?

(A) 0-5 years

(B) 5-10 years

(C) 10-15years

Q.2 How do you rate the Working Environment of the organizations?

(A) Very much satisfied

(B) Satisfied

(C) Dissatisfied

Q.3 How do you rate the sitting arrangement of the organizations?

(A) Satisfied

(B) Not satisfied

(C) There is need for improvement

Q.4 Does the Company provide maternity leave to the female Employee?

(A) Yes

(B) No

Q.5 Training provided to you are really upgrading your skills?

(A) Completely developed

(B) Less developed

(C) Not developed

Q.6 Are you satisfied with the wage policy of the company?

(A) Very much satisfied

(B) Satisfied

(C) Not satisfied

Q.7 Do you feel safe when you are in company ?

(A) Completely safe

(B) Less safe

(C) More safety measures are to be taken

Q.8 What are your views regarding infrastructure of the company?

(A) Well structured

(B) Badly structured

(C) There is need for improvement

Q.9 Are you satisfied with the lease policy of the company?

(A) Completely sufficient

 (B) What some sufficient

(C) Not sufficient

Q.10 Rate the overall satisfaction with employees welfare activities of the MNC company?

(A) Completely satisfied

(B) Less satisfied

(C) Not satisfied