PREFACE

It is a memorable event while undergoing summer training in Tyco Healthcare India

Pvt I learnt handful knowledge while undergoing training here, I got an opportunity to
have an exposure of practical side of theoretical concept that we studied during our
academic session.

A major concern of every manager should be to contribute, positively towards the

achievement of the organizations objectives. Organizational effectiveness if often
equated with the managerial efficiency. As a manager, you can ensure Organizational
effectiveness only by guaranteeing the full utilization of human resources available,
through the individual employees under full guidance.

Hence, the need for monitoring and improving the performance of employees is
inevitable.
 CONTENTS
Company Certificate

College Certificate

Student Declaration i

Acknowledgement ii

Preface iii

Chapter 1
1 Introduction 1

1.1 Need For The Study 2

1.2 Chapter Arrangement 2
1.3 Objectives Of Study 3
1.4 Scope Of The Study 3
1.5 Sample Size 3
1.6 Period Of Study 4
1.7 Research Methodology 4
1.8 Sources Of Data 4
1.9 Limitations Of Study 5
1.10 Theoretical Background 5-20
1.10.1 Employee Benefits and Social Welfare: Complement and Conflict
1.10.2 Personnel services and welfare
1.10.3 Employee Welfare
1.10.4 Definition Of Labour Welfare
1.10.5 Scope Of Labour Welfare Activities
1.10.6 Principles For Successful Implementation Of Welfare Activities

Chapter 2
 2.1 Industry Profile 21-27
2.1.1 Introduction
2.1.2 Technological Strengths
2.1.3 Pharmaceutical Export Promotion Cell
2.1.4 Medical Industry
2.1.5 India's Pharmaceutical Industry to Be Global Player

2.2 Profile Of The Company 28-32

2.2.1 CEO Message
2.2.2 World-Class Products, Worldwide Care
2.2.3 Strategic Initiatives, Core strengths
2.2.4 Our Products....

Chapter 3

3.1 Tool Of Analysis & Interpretation 33-42

Chapter 4

4.1 Summary of Findings 43-44

4.2 Suggestions/recommendations 44

4.3 Conclusion: 45

Bibliography

Annexure

Questionnaire
1. Introduction

An employees welfare provision refers to a program, which seeks to provide a

minimum level of income, service or other support for employees. Employees welfare
services are typically provided free of charge or at a nominal fee, and are funded by the
company.

You must provide "adequate and appropriate" welfare facilities for

your employees. These must be provided unless they are
unreasonable in terms of time, cost and physical difficulty.

As a part of BBA Programme I am opportunity to do a project in an

Organization. For about two months I completed my summer training
in Tyco Healthcare India Pvt. Ltd and my project related to the study
of selection and recruiting procedure in firm.

I was supposed to make a project open the present selection and recruitment policy
of firm. I use the methodology of collecting the primary as well as secondary data
through the questionnaire and the company manual respectively. I made a
questionnaire consist of about 8 questions in very simple language so that it can be
clear to every respondent.

At the completion of the project work. I have made my best efforts to summarize the
same in the report so that my report my act as understanding practical & knowledge
imparting detail for all reader.

My summer training report includes the policy of the firm about the
topic. Its importance and my research time finding followed by the
suggestion and conclusion.
1.1 Need Of The Study:

Employee welfare activities in an industrialized society have far

reaching impact not only on the work force but also all the facets of
human resources. Employees welfare includes all such activities,
which not only secures existential necessities but also ensures
improvement in spiritual and emotional quotient. It comprises of
short term and long terms goal toward building a humane society. As
labour welfare is a dynamic concept, attract me to opt as a topic for
summer training.

1.2 Objective Of The Study

Employee welfare activities are combinations of various steps, the cumulative effect of
which is to grease the wheels of industry and society. After considering such a wide range
of this topic I decided the fallowing object for my study :

To promote economic development by increasing sale and grow rate with the
help of welfare activities.

To know role of welfare to Improve the efficiency of the employees.

To know how welfare activities secure the employee proper human conditions
of work and living.

To know the objective of employees welfare activities in Tyco Health care.

1.3 Scope Of The Study

This study can be helpful to know how employees welfare activities are to promote
greater efficiency of the workers, assure proper human conditions to the workers and
their family members, supplement their wages in monetary teams, give more real wages
and foster better industrial relations. Along with my study will also provide a deep look
about actual status of employees social welfare in Tyco Health care.

1.4 Sample Size

The survey was conducted with factory employee-30 sampled

Sample includes = 30

1.5 PERIOD OF THE STUDY

The period of the study consists of two months from 1 st July to 31st July. 2013 in of
Tyco Healthcare India Pvt. Ltd.

1.6 RESEARCH METHODOLOGY

A training period of about six weeks was taken to complete the project. The project was
conducted under the supervision of the HRD of Tyco Healthcare India Pvt. Ltd. The
views were taken from both staff and workers.

The research methodology followed during the training period is as follows:

Direct communication with superintendent (HRD) to get the details regarding the
performance appraisal system followed in TYCO HEALTHCARE INDIA PVT.
LTD.

A questionnaire was prepared to know Employees View regarding welfare.

Questions designed were of multiple choices and of close ended nature.

The universe (factory employee-60) sampled was divided into Managers and
workers.
Sample includes = 30

1.7 Source Of Data

PRIMARY DATA: These are collected by asking questions to the
employees of the company.

SECONDARY DATA: Sources of information are attained indirectly. Such data

are attained generally published and unpublished documents like personal
documents and the records available with HRD Department. And some data I
collect from the Internet

1.8 Limitations Of Study

Some important limitations, which were faced, are as follows:

I have completed the research in limited time. In spite of all the difficulties if the time is
short it is quite possible that one cannot collect the sufficient data and have to depend
upon other source of data.

The research needs a lot of statistical work involving collection and tabulation of data,
interpretation of data and drawing out the necessary results. It requires an able,
efficient and experienced research works.

Some of the respondent was not honest and genuine in their approach.

1.9 Chapter Arrangement

CHAPTER-1
This chapter of the project report includes the introduction, objective, and sample size,

period of study, methodology, and limitation of the study.

CHAPTER-2

This part of project report states the theoretical background and profile of the company.

CHAPTER-3

This part of project report contains data analysis on the basis of questionnaire and

Findings.

CHAPTER 4
In this part of the project report I finally conclude the project with some recommendation.

1.10 Theoretical Background:

 1.10.1 Employee Benefits and Social Welfare: Complement and
Conflict

Employee benefits constitute a major vehicle for the provision of income security for
Indians. Since the 1950s, wage supplements, particularly in the form of pensions and
health insurance, have expanded to provide protections that are the province of public
programs in most Western countries. Building upon the precedents of the welfare
capitalism of the early 1900s, the growth of employee benefits has been actively
stimulated by federal tax and regulatory policies. The emergence of employee benefits as
a major source of income security and health insurance has reduced the aggregate need
for public programs, but it has left those in lower-paying, less stable jobs
disproportionately women and minoritiesboth unprotected and with fewer political
allies to press for improved protections. The implementation of the employee benefit
programs has also created financial interests in the existing structure that would resist
changes that would diminish their role.

1.10.2 Personnel services and welfare

Childcare

The Company owns one nursery and kindergarten with 63 places. In addition we have
rights to places at "Blindern barnestuer" and SiO' nurseries/kindergartens. The deadline
for application is March 15. Anyone who has at least a 3/4 post at the Company and who
needs a place may apply.

Application form. If the link doesn't work, the application form may also be had from the
Organisation- and Personnel Department, or the kindergarten. The phone number for the
kindergarten is 22 85 62 25.
 Parking

The Company has parking spaces reserved for the staff, but you need a special licence to
use them.

Further information about the parking regulations, and an application for the parking
licence can be found on the web-pages for Technical department.

ID/access cards

All employees at The Company must have an identification card with a photograph. It
also works as an access card. The card should be carried and produced should there be a
control in one of the Company buildings. Admission rights to buildings and floors are
registered on the card by the Guard according to notification by the departments and units

In addition to the magnetic stripe for admission control, the cards also have a bar code
that may be used for borrowing books at the Company Library. The cards are produced
by the Employee Welfare Organization

Loans

Employees may apply for welfare loans, which are an interest-free advancement of up to
two month's gross salary. The loan is granted according to specified guidelines.

More information may be had from the Organization- and Personnel Department.

staff at the Company also have the opportunity to apply for housing-mortgages and re-
financing of mortgages .
 Credit cards
Employees in service of the company can get credit cards. The company has entered into
agreements for the following cards:
American Express Company A/S: American Express company card
Diners Club Norge A/S: Diners Club company car
An additional Master Card is offered both by Diners Club and American Express

Training and courses

The personal development activities are meant to give employees the opportunity to
develop in the work they have and thus strengthen the Company's general competency.
Information about training, courses and personal development may be found on the
internet, at company web sites Further information about the courses may also be had by
contacting the personnel development officer at the Organisation- and Personnel
Department,

Social and cultural activities

The welfare funds for the employees at the Company are handled by a Welfare Comittee
whose members are representatives from the unions and the Company management.

The Welfare Committee har a varied offer of cultural and social activities, amongst other
things trips to the theatre, concerts, different trips and larger parties.

The Organisation- and Personnel Department is the secretariat for the Welfare
Committee.

Staff sports club

The staff sports club at The Company has activities in a number of different sports, and
also offers fitness training.
There are groups for athletics, badminton, bicycling, bowling, bridge, handball, ice-
hockey, football, shooting, table-tennis and volleyball.

All employees, and on certain conditions their spouses/partners, may become members.

The sports club publishes a booklet at the start of every year listing the exercise and
fitness training classes. It is sent to all employees.

Medical services / Health, Safety and work Environment (HSE)

Medical services

The Company Health Services Centre has a staff of general practitioners, nurses,
psychiatrists and psychologists and is available on an appointment basis, as well as to
deal with emergencies. A standard patient's consulting fee must be paid. The Health
Services Centre is on the first floor in the low building beside the Administration
building.

Health, safety and work environment (HSE)

Health, safety and work environment at the Company is a management responsibility.

The section for HSE, has as its main task giving expert help to managers, safety officers
and other staff, in order to create a better work environment. This is done by every unit
charting and evaluating health-, safety- and environment conditions systematically
according to an action plan. Questions about work environment of a more extensive or
general character are discussed in work environment committees locally and centrally.

The HMS-section also is responsible for co-ordinating activities in this area. Mainly this
lies in ensuring that all units establish and maintain a system for monitoring these
conditions and that they report on how the system works.

The HSE-section assists in charting and assessing different factors:

Ensuring the standard and physical qualities of the work-place
 Altering work-places and buildings
Indoor climate and environment
Handling of dangerous substances
Pollution
General questions about regulations and requirements
Radioactive radiation
Special waste handling
Staff who want to discuss HSE-matters may contact the section. The
HSE-section is part of the Organization- and Personnel Department.

1.10.3 Employee Welfare

Labour welfare activities in an industrialized society has far reaching
impact not only on the work force but also all the facets of human
resources. Labour welfare includes all such activities, which not only
secures existential necessities but also ensures improvement in
spiritual and emotional quotient. It comprises of short term and long
terms goal toward building a humane society.
As labour welfare is a dynamic concept, changes in its principles activities and the
rationale supporting them have not been static. They closely follow the stages of
advancement of the industrialized society from police Theory to Functional Theory.
Accordingly principles for successful implementation of labour welfare activities ranges
from adequacy of wages to impact on efficiency as well as transformation of personality
in nut shell, it is extension of democratic values in an industrialized society.

Theories of Labour welfare Activities have been formulated on the conviction that it is
man behind the machine who is responsible for achieving mission of an organization. A
person can deliver at his best only when he is satisfied and committed to the cause. To
keep the employees motivated and committed various welfare facilities are provided by
the organization not only to the employees but also to their family member too.

The term 'Welfare' expresses many ideas, meanings and connotations, such as the state of
well being, health, happiness, prosperity and the development of human resources. It
includes both the social and economic aspects of welfare. The social concept of welfare
implies the welfare of man, his family and his community. All these three aspects are
inter-related and work together. The economic aspect of welfare covers promotion of
economic development by increasing production and productivity.

Welfare is also called a relative concept, for it is related to time and space. Changes in it
have an impact on the system of welfare as well. As welfare is growing and dynamic, the
welfare potential changes, as a result of which its content keeps on varying and has to
keep pace with the changing times. Also the characteristics of welfare vary for it depends
of a nation in all fields. Its meaning and components, therefore, differ from country to
country and from place to place.

The economic welfare activities are such, which can be brought directly or indirectly into
relation with money, Pigou[1] defined economic welfare as that part of social welfare
that can be brought directly or indirectly into relation with the measuring need of money.
According to him, "the economic welfare of a community of a given size is likely to
be greater, the larger is the share that accrues to the poor." However, he admitted that
economic welfare was not the index of total welfare.

The word labour means any productive activity. In a broader sense, therefore the phrase
labour welfare means the adoption of measures to promote the physical, social,
psychological and general well being of the working population. Welfare work in any
industry aims or should aim at improving the working and living conditions of workers
and their families.

The concept of labour welfare activities, however, is flexible, elastic and differs from
time to time, region to region, industry to industry and country to country, depending
upon the value system, level of education, social customs, degree of industrializations
and the general standard of the socio-economic development of a people.

It is also related to the political situation in a country. Further it depends upon the kinds
of problems with which society is confronted as well as on the structure of the industry. It
is molded according to the age group, sex, socio-cultural background, marital status,
economic status and educational level of the employees in various industries.

1.10.4 Definition Of Labour Welfare

Labour welfare has been defined in various ways, though no single definition has found
universal acceptance. The Oxford dictionary defines labour welfare as "Efforts to make
life worth living for workmen." Chambers dictionary defines welfare as "A state of faring
or doing well. Freedom from calamity, enjoyment of health and prosperity [2]".
The Encyclopedia of Social Science defines it as "the voluntary efforts of the employers
to establish, within the existing industrial system, working and sometimes living and
cultural conditions of employees beyond what is required by law, the customs of the
industry and the condition of market"[3].

In the Report II of the ILO Asian Regional conference, it has been

stated that worker's welfare may be understood to mean "such
services, facilities and amenities, which may be established outside
or in the vicinity of undertakings, to enable the persons employed
therein to perform their work in healthy and congenial surroundings
and to provide them with the amenities conducive to good health and
high morale." [4]
The Labour Investigation committee (1944-46) includes under labour welfare activities
"anything done for the intellectual, physical, moral and economic betterment of the
workers, whether by employers, by government or by other agencies, over and above
what is laid down by law or what is normally expected as per of the contractual benefits
for which the workers may have bargained." [5]

The Report of the Committee on Labour welfare (1969) includes under it "such services,
facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from work and for the accommodation
of workers employed at a distance from their homes and such other services, amenities
and facilities including social security measures as contribute to improve the conditions
under which worker are employer." [6]
Thus, the whole field of welfare is said to be one "in which much can be done to combat
the sense of frustration of the industrial workers, to relieve them of personal and family
worries, to improve their health, to afford them means of self expression, to offer them
some sphere in which they can excel others and to help them to a wider conception of
life". [7] It promotes the well-being of workers in variety of ways.

1.10.5 Scope Of Labour Welfare Activities

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

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

Labour welfare activities are based on the plea that higher productivity requires more
than modern machinery and hard work. It requires co-operative endeavor of both the
parties, labour and management. This is possible only when labour is given due
importance and human element is taken into account at every stage.
The worker has a fund of knowledge and experience at his job. If rightly directed and
fully used, it would make a great contribution to the prosperity of the organization. This
can only be achieved through satisfaction of the labour as the worker feels that he is an
active participant in the production process, and he does at most for increasing the
production and its productivity.

Objectives Of Labour Welfare Activities

The object of welfare activities is to promote economic development by increasing

production and productivity. The underlying principle is to make the workers given their
loyal services ungrudgingly in genuine spirit of co-operation, in return for obligations,
voluntary and compulsory, accepted by the employee towards the general well-being of
the employees.

Improving the efficiency of the labour is another objective of labour welfare activities.
Efficiency gives double reward, one in the form of increased production and the other in
the shape of higher wages due to achievement of higher productivity. Welfare activities
add to their efficiency and efficiency in turn help the worker to earn more wages.
Therefore, welfare activities in an organization are twice blessed. It helps the employer
and the employee both.

Another objective of welfare activities is to secure the labour proper human conditions of
work and living. Working conditions of organization may be led by an artificial
environment which features are dust, fumes, noise, unhealthy temperature, etc. It is
generally found that these conditions impose strain on the body.

The welfare activities are done to minimize the hazardous effect on the life of the workers
and their family members. It is the duty of the employer to see these human needs. If
welfare activities are viewed in this light, it can be seen that they are guided by purposes
of humanitarian and social justice.
The next objective of welfare activities is to add in a real way to the low earning of the
labour. The facilities are provided to supplement the income of the workers by services
such as housing, medical assistance, school, co-operative, canteens, stores, play grounds
etc.

Thus, the objective of activities are to promote greater efficiency of the workers, assure
proper human conditions to the workers and their family members, supplement their
wages in monetary teams, give more real wages and foster better industrial relations.

Philosophy Of Labour Welfare Activities

The philosophy of labour welfare activities is based on the theory that success of
industrial development depends upon harmonious relations and co-operation between
labour and management (employer ). The labour has a fund of knowledge and experience
at his jobs. If rightly directed and fully used, it would make a good contribution to the
prosperity of the organization this can be achieved only through the satisfaction of the
labour.

Efficiency in the matter of running an organization and maintenance of productivity at

rising rate and higher level, call for good labour relations throughout the process of
production. It enables all those engaged in the organization to make their maximum
personal contribution to its effective working.

M. V. Pylee and Simon George has pointed out that "Even one discontented employee
or an employee nursing a grievance can eventually infect an entire organization with
the germ of discontent which, in turn, will result in lower efficiency, poor morale
and reduction in overall production".

The labour welfare activities in the form of health services centers are provided with the
philosophy that a good medical service center will help in ensuring sturdy improvement
of job satisfaction and productivity. A healthy worker is a basic requirement of an
organization.
It is, therefore, incumbent on the part of the employer to look after the health of the
workers and to provide such facilities which would ensure minimum health hazards. The
concerning law prescribes the minimum standard but progressive employer must extend
his activities to protect the health of the labourers and their dependents. In return, their
co-operation will be wholehearted, efficiency will be maximum and attitude will be
proper and congenial.

Theories Of Labour Welfare

The form of labor welfare activities is flexible, elastic and differs from time to time,

region to region, industry to industry and country to country depending upon the value

system, level of education, social customs, degree of industrialization and general

standard of the socio-economic development of the nation. Seven theories constituting

the conceptual frame work of labour welfare activities are the following:-

1. The Police Theory: This is based on the contention that a minimum standard of

welfare is necessary for labourers. Here the assumption is that without policing,

that is, without compulsion, employers do not provide even the minimum

facilities for workers. Apparently, this theory assumes that man is selfish and self

centered and always tries to achieve his own ends, even at the cost of the welfare

of others. According to this theory, owners and managers of industrial

undertakings get many opportunities for exploitation of labour. Hence, the state

has to intervene to provide minimum standard of welfare to the working class.

2. The Religious Theory: This is based on the concept that man is essentially "a

religious animal." Even today, many acts of man are related to religious

sentiments and beliefs. These religious feelings sometimes prompt an employer to

 take up welfare activities in the expectation of future emancipation either in this

life or after it.

3. The Philanthropic Theory: This theory is based on man's love for mankind.

Philanthropy means "Loving mankind." Man is believed to have an instinctive

urge by which he strives to remove the suffering of others and promote their well-

being. In fact, the labour welfare movement began in the early years of the

industrial revolution with the support of philanthropists.

4. The Trusteeship Theory: This is also called the Paternalistic Theory of Labour

Welfare. According to this the industrialist or employer holds the total industrial

estate, properties, and profits accruing from them in a trust. In other words, the

employer should hold the industrial assets for himself, for the benefit of his

workers, and also for society. The main emphasis of this theory is that employers

should provide funds on an ongoing basis for the well-being of their employees.

5. The Placating Theory: This theory is based on the fact that the labour groups are

becoming demanding and militant and are more conscious of their rights and

privileges than ever before. Their demand for higher wages and better standards

of living cannot be ignored. According to this theory, timely and periodical acts of

labour welfare can appease the workers. They are some kind of pacifiers which

come with a friendly gesture.

6. The Public Relation Theory: This theory provides the basis for an atmosphere of

goodwill between labour and management, and also between management and the

public, labour welfare programmes under this theory, work as a sort of an

 advertisement and help an organization to project its good image and build up and

promote good and healthy public relations.

7. The Functional Theory: This is also called the Efficiency Theory. Here, welfare

work is used as a means to secure, preserve and develop the efficiency and

productivity of labour, It is obvious that if an employer takes good care of his

workers, they will tend to become more efficient and will thereby step up

production. This theory is a reflection of contemporary support for labour welfare.

It can work well if both the parties have an identical aim in view; that is, higher

production through better welfare. And this will encourage labour's partcipation in

welfare programmes.

1.10.6 Principles For Successful Implementation Of Welfare Activities

The success of welfare activities depends on the approach which has been taken into
account in providing such activities to the employees. Welfare policy should be guided by
idealistic morale and human value. Every effort should be made to give workers/
employees some voice in the choice of welfare activities so long as it does not amount to
dictation from workers.

There are employers who consider all labour welfare activities as distasteful legal
liability. There are workers who look upon welfare activities in terms of their inherent
right. Both parties have to accept welfare as activities of mutual concern. Constructive
and lasting Progress in the matter of social justice can be achieved only if welfare
activities are accepted as essential factors in the progress of the business organization
Labour welfare is dependent on certain basic principles. The following are the principles
on which successful implementation of welfare programmes depends :

1. Adequacy of Wages: Labour welfare measures cannot be a substitute for wages.

Workers have a right to adequate wages. But high wage rates alone cannot create
healthy atmosphere, nor bring about a sense of commitment on the part of
workers. A combination of social welfare, emotional welfare and economic
welfare together would achieve good results.

2. Social Liability of Industry: Industry, according to this principle, has an

obligation or duty towards its employees to look after their welfare. The
constitution of India also emphasizes this aspect of labour welfare.

3. Impact on Efficiency: This plays an important role in welfare services, and is

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

4. Increase in Personality: The development of the human personality is given here

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

5. Totality of Welfare: This emphasizes that the concept of labour welfare must
spread throughout the hierarchy of an organization. Employees at all levels must
accept this total concept of labour welfare programme will never really get off the
ground.

6. Co-ordination or Integration: This plays an important role in the success of

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

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

8. Responsibility: This recognizes the fact that both employers and workers are
responsible for labour welfare. Trade unions, too, are involved in these
programmes in healthy manner, for basically labour welfare belongs to the
domain of trade union activity. Further, when responsibility is shared by different
groups, labour welfare work becomes simpler and easier.

9. Accountability: This may also be called the Principle of Evaluation. Here, one
responsible person gives an assessment or evaluation of existing welfare services
on a periodical basis to a higher authority. This is very necessary, for then one can
judge and analyze the success of labour welfare programmes.

10. Timely: The timeliness of any service helps in its success. To identify the labour
problem and to discover what kind of help is necessary to solve it and when to
provide this help are all very necessary in planning labour welfare programmes.
Timely action in the proper direction is essential in any kind of social work.

Last, but not the least is the fact that labour welfare must aim at helping workers to help
themselves in the long run. This helps them to become more responsible and more
efficient.

Perceptive Of Labour Welfare Activities

The focus on the labour welfare Activities has led to a growing interest by stakeholders
who have started to identify the problem of the labour welfare and formulate their
position. The main stake holders are the enterprises investors, employees, trade urions
and governments. They are, therefore, gradually becoming aware of the potential of
labour welfare activities, albeit from different prospective.

The basic questions in this prospective are the followings:

1. Should labour welfare activities be mandatory for enterprises ?

2. If mandatory should law and/or social organization should regulate the labour
welfare activities?
3. If voluntary, how to secure the interests of the employees at enterprise level ?

Observation
Industrial development in recent years has resulted in the advent of large enterprises with
large labour force. Obviously, the larger the labour force, the greater are the potential
problems. Besides, the recent trends indicate that the employee can no longer be viewed
as commodity.

The socialistic pattern of society, the advent of invention by the nation and the idea of a
welfare state must & move to the recognition of labour welfare activities. Enterprises can
use the labour in proper direction for maximum utilizations through their satisfaction
which is possible only when labour is satisfied. To keep the employees motivated and
committed various activities are needed.
2.1 Industry Review

2.1.1 Introduction

The Indian pharmaceutical industry has shown tremendous progress in terms of

infrastructure development, technology base creation and a wide range of production.
Even while undergoing restructuring, it has established its presence and determination to
flourish in the changing environment. The industry now produces bulk drugs belonging
to all major therapeutic groups. Strong scientific and technical manpower and pioneering
work done in process development have contributed to this. Total production of bulk
drugs and formulations during 1997-98 is estimated at Rs. 26280 million and Rs. 120680
million respectively. The growth rate has been around 15% for bulk drugs and 20% for
formulations during ninetees. The performance on the export front is also noteworthy,
clocking a growth rate of more than 20% in 1997-98. Nevertheless, the scope to increase
the volume of exports is tremendous.

2.1.2 Technological Strengths

The following form the basis of the technological strengths of the Indian pharmaceutical
industry:-

Self-reliance displayed by the production of 70% of bulk drugs and almost the
entire requirement of formulations within the country

Low cost of production

Low R&D costs

Innovative Scientific manpower

Strength of National Laboratories

 Increasing balance of trade in pharma sector

2.1.3 Pharmaceutical Export Promotion Cell

The Export Promotion Cell in the Pharmaceutical Division acts as a nodal agency in the
matters related to export of pharmaceuticals. In order to give adequate attention to day-to-
day problems faced by the exporters, the Cell interacts with various
Ministries/Departments and our Missions abroad. The Cell also collects statistical data on
export and import of pharmaceuticals in the country and provides commercially useful
information on developing and increasing drugs and pharmaceutical exports. The Cell has
also been entrusted with organisation of seminars and workshops on standards, quality
control requirements etc. of important countries so as to prepare domestic companies for
exporting their products.

The Cell communicates with 131 Missions abroad to collect information related to
pharmaceutical industry in these countries such as, status of the pharmaceutical industry,
details of documentation, guidelines for licensing of pharmaceutical companies as well as
registration for medicines, details of pharmaceutical market with information on local
production, demographic data, details of health care system, health indicators and
prevalent disease pattern, details of imports of pharmaceuticals of these countries, details
of joint venture units for pharmaceuticals operating in these countries etc. The Cell has
started providing commercially useful information to the industry/exporters for boosting
pharmaceutical exports.

2.1.4 Medical Industry

The industry uses host of narrow fabrics for manufacturing products that are safe, have
high aesthetic value and are comfortable.

The medical industry includes various medical devices/ equipment, dental products and
diagnostic re agents etc.
The industry has witnessed major technical advancements in the last 3 decades and
continues to remain dynamic. The majority of players providing medical devices and
fabrics have to meet the specific demands.

Manufacturers in the industry use new and innovative materials to

provide more aesthetic, comfortable and safer products. Prototyping
is extensively done for ensuring the best-suited and well designed
product to patients
Medical industry has specific requirements in terms of fabrics they use, for various
medical products and devices. Narrow fabrics are used on a large scale to manufacture
most medical and health care products.

A person should prefer narrow fabrics that have high abrasion resistance, moisture
absorbency or repellency and anti-microbial properties and above all ensure the wearer's
comfort.

A person should look for a manufacturer who is able to provide quality prototypes in
short period of time.

Medical & Pharmaceutical

The Indian Pharmaceutical Industry is one of the largest in the developing world. It
produces a wide range of bulk drugs and is leader in the manufacture of some of the basic
drugs. It is fast emerging as the largest and the cheapest manufacturer of pharmaceuticals.

The ground fact is that Indian Pharmaceutical sector is highly fragmented with more than
20,000 registered units. The leading 250 pharmaceutical companies control 70% of the
market and the market leader holding nearly 7% of the market share

What Indian companies need to attain the right product-mix,

developing the core competencies and the right exposure to invite
JVs and funds for research and development for sustained future
growth. IIL has used its expertise in global exposure through Internet,
marketplace and through other business enhancement tools.
 Our information rich portal on health care and pharmaceuticals
health.indiamart.com provides comprehensive information on
pharmaceuticals manufacturers, pharmaceutical equipment
manufacturers catalogs and directories.
Some of our Clients in Medical and Phamceuticals Industry are as follows:
aurasamart.com poultryhealthcare.com ayurvedanherbs.com
infihealthcare.com cg-asia.com aeonmedicaluk.com
quipoworld.com indogermanpharma.net abyssiniaimpex.com
viharengineering.com aciddyes.net kolorjetchemicals.com
belsons.net jd-exports.com sainiherbals.com
scillabiotech.eu savaglobal.com kaiserdrugs.com
aurochemlaboratories.com sriramherbals.com falconsessentialoils.co

A pharmaceutical company, or drug company, is a commercial business whose focus is to

research, develop, market and/or distribute drugs, most commonly in the context of
healthcare. They can deal in generic and/or brand medications. They are subject to a
variety of laws and regulations regarding the patenting, testing and marketing of drugs.
From its beginnings at the start of the 19th Century, the pharmaceutical industry is now
one of the most successful and influential, attracting both praise and controversy.

History

Most of today's major pharmaceutical companies were founded in the late 19th and early
20th centuries. Key discoveries of the 1920s and 1930s, such as insulin and penicillin,
became mass-manufactured and distributed. Switzerland, Germany and Italy had
particularly strong industries, with the UK and US following suit.

Legislation was enacted to test and approve drugs and to require appropriate labeling.
Prescription and nonprescription drugs became legally distinguished from one another as
the pharmaceutical industry matured. The industry got underway in earnest from the
1950s, due to the development of systematic scientific approaches, understanding of
human biology (including DNA) and sophisticated manufacturing techniques.
Numerous new drugs were developed during the 1950s and mass-produced and marketed
through the 1960s. This included the first oral contraceptive, The Pill, Cortisone,
blood-pressure drugs and other heart medications. MAO Inhibitors, chlorpromazine
(Thorazine), Haldol (Haloperidol) and the tranquilizers ushered in the age of psychiatric
medication. Valium (diazepam), discovered in 1960, was marketed from 1963 and rapidly
became the most prescribed drug in history, prior to controversy over dependency and
habituation.

Attempts were made to increase regulation and to limit financial links between
pharmaceutical companies and prescribing physicians, including by the relatively new
US FDA. Such calls increased in the 1960s after the thalidomide tragedy came to light, in
which the use of a new tranquilizer in pregnant women caused severe birth defects. In
1964, the World Medical Association issued its Declaration of Helsinki, which set
standards for clinical research and demanded that subjects give their informed consent
before enrolling in an experiment. Phamaceutical companies became required to prove
efficacy in clinical trials before marketing drugs.

Cancer drugs were a feature of the 1970s. From 1978, India took over as the primary
center of pharmaceutical production without patent protection.

The industry remained relatively small scale until the 1970s when it began to expand at a
greater rate. Legislation allowing for strong patents, to cover both the process of
manufacture and the specific products, came in to force in most countries. By the mid-
1980s, small biotechnology firms were struggling for survival, which led to the formation
of mutually beneficial partnerships with large pharmaceutical companies and a host of
corporate buyouts of the smaller firms. Pharmaceutical manufacturing became
concentrated, with a few large companies holding a dominant position throughout the
world and with a few companies producing medicines within each country.

The pharmaceutical industry entered the 1980s pressured by economics and a host of new
regulations, both safety and environmental, but also transformed by new DNA
chemistries and new technologies for analysis and computation. Drugs for heart disease
and for AIDS were a feature of the 1980s, involving challenges to regulatory bodies and a
faster approval process.

Managed care and Health maintenance organizations (HMOs) spread during the 1980s as
part of an effort to contain rising medical costs, and the development of preventative and
maintenance medications became more important. A new business atmosphere became
institutionalized in the 1990s, characterized by mergers and takeovers, and by a dramatic
increase in the use of contract research organizations for clinical development and even
for basic R&D. The pharmaceutical industry confronted a new business climate and new
regulations, born in part from dealing with world market forces and protests by activists
in developing countries. Animal Rights activism was also a problem.

Marketing changed dramatically in the 1990s, partly because of a new consumerism. The
Internet made possible the direct purchase of medicines by drug consumers and of raw
materials by drug producers, transforming the nature of business. In the US, Direct-to-
consumer advertising proliferated on radio and TV because of new FDA regulations in
1997 that liberalized requirements for the presentation of risks. The new antidepressants,
the SSRIs, notably Fluoxetine (Prozac), rapidly became bestsellers and marketed for
additional disorders.

Drug development progressed from a hit-and-miss approach to rational drug discovery in

both laboratory design and natural-product surveys. Demand for nutritional supplements
and so-called alternative medicines created new opportunities and increased competition
in the industry. Controversies emerged around adverse effects, notably regarding Vioxx in
the US, and marketing tactics. Pharmaceutical companies became increasingly accused of
disease mongering or over-medicalizing personal or social problems.

There are now more than 200 major pharmaceutical companies, jointly said to be more
profitable than almost any other industry, and employing more political lobbyists than
any other industry. Advances in biotechnology and the human genome project promise
ever more sophisticated, and possibly more individualized, medications.
 2.1.5 India's Pharmaceutical Industry to Be Global Player

India's pharmaceutical companies are gearing up to become a major global player, not
only in producing low-price generic medicines but also as innovators in drugs and
vaccines, "India is innovating its way out of poverty," said Nature Technology study co-
author Peter Singer of the McLaughlin-Rotman Centre for Global Health in Toronto.

India could revolutionise biotechnology on the basis of its large and increasingly well-
educated workforce, just as it did information technology, Singer believes.

The costs are considerably lower for companies operating in India, the study published in
the April 9 issue of the journal says, citing as an example the way the 1997 launch of an
Indian hepatitis B vaccine cut prices to one-thirtieth.

"The biotech industry is globalising rapidly," Singer said, adding that the world market
for generics was expected to increase significantly in the next few years as several major
drugs lost patent protection.

India is well placed to take advantage of this, according to the study that looked at 21
Indian firms.

The authors caution, however, that the lure of profits on the world market could distract
attention from research into illnesses typical of developing countries.
2.2 Company Profile:
 2.2.1 CEO Message

Over the past year, much that we had taken for granted in our world has
changed--terrorists have struck within U.S. boundaries; the stock
market has reached record setting lows; and consumer confidence in
traditional corporate culture has been substantially shaken. At Tyco
Healthcare we have been touched by each of these events.
Thankfully, no Tyco Healthcare employees died in the tragic events
of September 11, but there isn't a family within our community that
was not impacted. We dealt with the seeming hopelessness of these
events the only way we knew how-by sending medical equipment
and supplies to the crash sites, by shipping much needed aid to
Afghanistan, and by gathering together as a community to volunteer
and draw strength from each other.

While the economic events certainly do not have the same import as those of 9-11, the
impact to our employees has been felt on many levels. Some of our employees invested
in the stock market have had to make tough choices regarding retirement and college
educations. Some have had job responsibilities and opportunities altered as we have
responded to the changing marketplace. Finally, while the resignation of Tyco's CEO has
been a distraction, we have also faced continued questions regarding accounting issues
and corporate liquidity as we struggle to separate fact from media speculation and watch
the seemingly capricious nature of our company stock price. What hasn't changed over
the last year? Tyco Healthcare's commitment to meeting the needs of our customers,
expanding our product offerings and reaching deeper into our global markets. We
continue to build on the product platforms we have established as a broad line medical
products company, producing high quality, innovative, cost effective products. With a
renewed focus on organic growth of our core businesses, we are refocusing effort on
R&D, making substantial investments in capital improvements and new manufacturing
technologies. A few examples of the results of these efforts have included: Investment

We have recently completed major capital investments in needles and syringes for the
manufacture of our new MONOJECT Magellan safety syringe as well a new state of the
art packaging and distribution facilities for our pharmaceutical group.

New Products

We continue to build on our leadership positions in markets such as minimally invasive

surgery and respiratory therapy, with the release of products like the new VersaStep radial
dilation access device and OXIMAX, the next generation pulse oximeter.

Global Reach

Globally, we have further expanded our business with the release of a variety of new
products. The HELiOs liquid oxygen system, MotherMates breastfeeding pads and an
integrated line of incontinent products, are all showing exponential growth in our
international markets. We have also consolidated operations in many of our countries to
provide a marketing strategy focused on selling the total Tyco Healthcare product
offering.
While the last year has been challenging, we are excited about the future.
Tyco Healthcare maintains a leadership position in many of our
markets. The economic outlook for the purchase of medical supplies
and equipment remains robust. And our employees are the best to be
found, anywhere in the world. We look forward to continuing to
build on the successes of the past as we take advantage of the
opportunities of the future.

2.2.2 World-Class Products, Worldwide Care

"These few simple words capture the essence of Tyco Healthcare. They reflect the
foundation on which this company has been built, and reaffirm the direction in which we
are headed. And as we continue to discover ways to improve care, ease pain and
revolutionize the treatment of disease, this statement evokes a sense of what the future
holdsfor our customers, their patients and our employees around the globe.

At Covidien, we're passionate about making doctors, nurses, pharmacists and other
medical professionals as effective as they can be. From Autosuture to Valleylab, from
Kendall to Mallinckrodt, our industry-leading brands are known worldwide for
uncompromising quality.

Through ongoing collaboration with medical professionals and organizations, we identify

clinical needs and translate them into proven products and procedures. Over the years,
we've pioneered a number of medical advances including contrast media, pulse oximetry,
electrosurgery, surgical stapling and laparoscopic instrumentation.

Offering an extensive product line that spans medical devices, imaging solutions,
pharmaceuticals and medical supplies, we serve healthcare needs in hospitals, long-term
care and alternate care facilities, doctors offices and in the home.
 International in every respect

Covidien is part of the local fabric of the communities where we operate. Deriving more
than one third of our sales from outside the United States, Covidien's success wouldnt be
possible without the dedication of our 43,000 employees, who live in 57 countries. More
than two thirds of our colleagues work in 65 manufacturing facilities, located in 16
countries. In addition, more than 4,000 sales representatives in more than 50 countries
meet our customers needs every day.

2.2.3 Strategic Initiatives, Core strengths

At Covidien, we believe that supporting the lifesaving work of medical professionals and
emphasizing growth are not mutually exclusive. In fact, our financial stability enables us
to hold to our vision of being an essential resource to the healthcare profession and
therefore to doing our part to improve patient outcomes.

With that in mind, we have outlined the following strategic initiatives:

Focus on Growth
Commitment to Innovation
Leveraging Our Global Structure
Driving Operational Excellence
Increased Portfolio Management

We're confident that we will succeed in these areas because of our core strengths:

Scale, product diversity and reach. As one of the largest global manufacturers
and marketers in the healthcare industry, our scale and diversity allow us to invest
wisely in infrastructure and technology and to develop lower cost sources of
supply and global distribution. We offer products in a number of high growth
healthcare areas, including laparoscopic surgery, electrosurgery, biosurgery, sleep
therapy and pain management.

A portfolio of leading brands. Our brands are among the most well-known and
respected in the healthcare field. Quality and reliability are their hallmarks.
 Strong customer relationships. Our sales force develops and maintains strong
relationships with clinician decision makers. We foster these relationships by
providing extensive clinical education through dedicated training centers, by
sponsoring fellowships and offering other continuing education programs.

Operational excellence. We have a history of developing and manufacturing

high-quality products in a cost-effective manner. Throughout our organization, we
are committed to Six Sigma, Design for Six Sigma, Lean Manufacturing and
strategic sourcing initiatives to ensure product availability. We employ strict
safety and quality controls to reduce disruption throughout the supply chain.

Our aim is to enhance growth by increasing research and

development initiatives, pursuing targeted acquisition
opportunities and enhancing our global infrastructure, including
sales, marketing and distribution.

2.2.4 Our Products....

Kendall
Kendall Healthcare
Kendall LTP
Mallinckrodt
Imaging
Critical Care
Airway
Management
Temperature
Management
Oximetry
US Surgical
Auto Suture
Suture
Valleylab
 Valleylab

3.1 Data Analysis & Interpretation:

Q1. Rate the company policy for financial assistance to various categories of
company Personnel.

Excellent 6
Good 14
Not Bad 10

20%
33%
Excellent
Good
Not Bad
47%

Interpretation:
During my survey to 30 respondents I found 20% of them company policy for financial
assistance is Excellent, 47% were say good and 33% respondent say not bad.
Q2. The schemes for Rehabilitation of disabled employees are.

Satisfactory 16
Not satisfactory 14

47% Satisfactory
53% Not satisfactory

Interpretation:
I surveyed 30 respondents out of which 53% replied the schemes for rehabilitation of
disabled employees are Satisfactory and 47% respondents replied is not Satisfactory
Q3. Are you satisfied with Education facilities for wards of company Personnel?

Yes 8

No 22

27%

Yes
No

73%

Interpretation:
I surveyed 30 respondents out of which 27% respondents replied satisfied with Education
facilities for wards of company Personnel and 73% respondents replied were not.
Q 4: Is company provided Improvement in Medical Facilities timely?

Yes 12

No 18

40%
Yes
No
60%

Interpretation:
I surveyed 30 respondents out of which 40% respondents replied yes company provided
Improvement in Medical Facilities timely and 60%respondents say no.
Q 5: Are you satisfied with the procedure for allowing the leave?

Completely 6
A little bit 16
No 8

27% 20%
Completely
A little bit
No
53%

Interpretation:
I surveyed 30 respondents out of which 20% respondents replied completely satisfied
with the procedure for allowing the leave 27% respondents were not satisfied with the
procedure for allowing the leave and 53% respondents say a little bit.
Q 6: According to you the policy that apply for employees travel & entertainment
is?

Excellent 20
Good 8
Not bad 2

7%
27% Excellent
Good
Not bad
66%

Interpretation:
I surveyed 30 respondents out of which 66% respondents replied the policy that apply for
employees travel & entertainment is excellent, 27% respondents say the policy that apply
for employees travel & entertainment is good and 7% respondents replied the policy that
apply for employees travel & entertainment is not bed.
Q 7: Is company take effective steps to provide good quality of:

Yes No
Working Life 11 19
Job Security 8 22
Income 21 9
Stress Disorder 1 16

30

9
25

19
20 22

15 No
21 Yes
10 16
11
5 8
1
0
Working Job Income Stress
Life Security Disorder
Q 8: The policy of company regarding employees family need and Public assistance
(with respect to their benefits) are.

Excellent 4
Good 14
Not good 12

13%
40% Excellent
Good
Not good
47%

Interpretation:
I surveyed 30 respondents out of which 13% respondents replied The policy of company
regarding employees family need and Public assistance (with respect to their benefits)
are excellent, 47% respondents say The policy of company regarding employees family
need and Public assistance (with respect to their benefits) are good and 40%respondents
were not bed.
Q 9: Are you satisfied with training & development programme of companies?

Yes 8
No 12
A little bit 10

33% 27%
Yes
No
A little bit
40%

Interpretation:
I surveyed 30 respondents out of which 27% respondents are
satisfied with training & development programme of companies, 40%
 respondents are not and 33% respondent replied a little bit satisfied
with training & development programme of companies

Q 10. Are you satisfied with Performance Appraisal system of the company?

Yes 14
No 4
A little bit 12

40% 47% Yes

No
A little bit
13%

Interpretation:
I surveyed 30 respondents out of which 47% respondents are satisfied with Performance
Appraisal system of the company, 13% respondents are not and 40% respondents replied
a little bit satisfied with Performance Appraisal system of the company.

4.1 Suggestions/recommendations
Employer should see and understand the human needs of employee.

Welfare activities should be seen like that they are guided by purposes of
humanitarian and social justice.

Welfare activities should be like that employee feel he is getting double

reward, one in the form of increased sale and the other in the shape of higher
salary due to achievement of higher target.

Working conditions of organization should be like that these conditions cant

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

Welfare activities add to their efficiency and efficiency in turn help the worker
to earn more wages. Therefore, welfare activities in an organization are twice
blessed. It helps the employer and the employee both.

The welfare activities are done to minimize the hazardous effect on the life of
the workers and their family members.

The facilities are provided to supplement the income of the workers by

services such as housing, medical assistance, school, co-operative, canteens,
stores, play grounds etc.
Bibliography:

Books:
Employee Benefits - by Deborah Rosenbloom
Communicating with Employees about Pension and Welfare Benefits
-by Jozetta H. Srb

Website:
www.tvsiyengar.com
www.microinks.com

ANNEXURE;
Questioner for Employees welfare
Q1. Rate the company policy for financial assistance to various categories of
company Personnel.
 1. Excellent
2. Good
3. Not Bad

Q2. The schemes for Rehabilitation of disabled employees are.

1. Satisfactory
2. Not satisfactory

Q3. Are you satisfied with Education facilities for wards of

company Personnel?
1. Yes
2. No

Q4. Is company provided Improvement in Medical Facilities

timely?
1. Yes
2. No

Q5. Are you satisfied with the procedure for allowing the leave?
1. Completely
2. A little bit
3. No

Q6. According to you the policy that apply for employees travel & entertainment is.
1. Excellent
2. Good
3. Not bad

Q7. Is a company take effective step to provide good quality of:

 Yes No
Working Life
Job Security
Income
Stress Disorder

Q8. The policy of company regarding employees family need and Public assistance
(with respect to their benefits) are.
1. Excellent
2. Good
3. Not good

Q9. Are you satisfied with training & development programme of

companies?
1. Yes
2. No
3. A little bit

Q10. Are you satisfied with Performance Appraisal system of the

company?
1. Yes
2. No
3. A little bit