Summer Internship Report-Tanvi Gupta

Summer Internship Report
On
DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN CONTEXT OF JOB SATISFACTION OF HEMA ENGINEERING LIMITED By
TANVI GUPTA A0102311065 MBA Class of 2013
Under the Supervision of Ms. Deepshikha Singh Assistant Professor Department of HR Amity Business School
In Partial Fulfillment of Award of Master of Business Administration
AMITY BUSINESS SCHOOL AMITY UNIVERSITY UTTAR PRADESH SECTOR 125, NOIDA 201303, UTTAR PRADESH, INDIA 2012
DECLARATION DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN CONTEXT OF JOB SATISFACTION I, Ms. Tanvi Gupta student of Masters of Business Administration from Amity Business School, Amity University Uttar Pradesh hereby declare (a) That the work presented for assessment in this Summer Internship Report is my own, that it has not previously been presented for another assessment and that my debts (for words, data, arguments and ideas) have been appropriately acknowledged (b) That the work conforms to the guidelines for presentation and style set out in the relevant documentation.
Date: 12/07/12 Place: Noida
Ms. Tanvi Gupta A0102311065 MBA Class of 2013
CERTIFICATE
I Ms. Deepshikha Singh hereby certify that TANVI GUPTA student of Masters of Business Administration H.R at Amity Business School, Amity University Uttar Pradesh has completed the Project Report on Human Resource budget and cost control in Hema Engineering Limited under my guidance.
Ms. Deepshikha Singh (Department of Human Resource)
ACKNOWLEDGEMENT
Project work is never the accomplishment of one individual; rather it is an amalgamation of efforts, ideas and co-operation of a number of individuals. It is my proud privilege to acknowledge with deep sense of gratitude the invaluable help, kind patronage and able guidance given to all those who helped me in successfully completing the project. I express my thanks to HEL for giving me an opportunity of working on the assignment and for extending all the possible support. . I take this opportunity to express my gratitude to all of them. First and foremost, I would like to thank my Faculty Guide, Ms. Deepshikha Singh for the valuable guidance and advice. She gave me some examples and also asked me to work on certain key areas which widened the scope of my project. I express my profound gratitude to my industry guide Mr. Jagdish Bhatotia(Manager, PEA) for his prudent counsel, meticulous supervision, ardent personal interest, sustained encouragement and affection have been of immeasurable help all along. He gave me an opportunity to work on IR, which is one of the most important as well as crucial department of HEL. I am grateful to Mr. Gulab Singh and Mr. Sandeep for their indispensable help during the course of the project. I also express my heartfelt thanks to the staff of the HUMAN
RESOURCE DEPARTMENT OF HEL, Dharuwera for their support and cooperation. Last but not the least; I thank my family members and friends for their unconditional support and encouragement.
CONTENTS
Chapter: 1 INTRODUCTION Section 1: General Introduction of the Study Purpose of the Study Objective of the Study Theoretical Framework Scope of the Study Limitations of the Study Section 2 INDUSTRY AND COMPANY PROFILE Introduction of the Automobile Industry Industry Background History of HEL Company Background Chapter 2 Literature Review Chapter 3 RESEARCH METHODOLOGY Purpose of the study Objective of the study Research Design Sampling technique Chapter 4 DATA ANALYSIS & FINDINGS Data interpretation Chapter 5 CONCLUSIONS AND RECOMMENDATIONS Findings Suggestions Limitations References Annexure Page no. 1 1 2 2 6 6
7 7 8 9
10
15 15 15 15
16
44 44 45 46
LIST OF TABLES
S.NO 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26.
PARTICULARS Awareness of Welfare Policies Communication about Welfare Policies Availing Welfare Benefits Children Education Allowance Tour Facilities Leave Facilities Medical Facilities Professional skills/Updating Night Halt/ Over time Shift Allowance Dependency Facilities Allowances paid timely Discrepancy in the allowances is low Updating in Welfare Policies Cafeteria Food Quality Cafeteria Services Cafeteria Hygiene Cafeteria Prices Family feel about Welfare Policies Reporting Person System of Grievances Handling Secure with welfare policies Employees values Companys benefits Quality work Feels appreciated
PAGE No. 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41
LIST OF FIGURES
S.NO 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21.
PARTICULARS Percentage of Awareness of Welfare Policies Communication about Welfare Policies Procedures of availing welfare policies Different Opinion about Children Education Allowance Different opinions about Tour Facilities Different opinion about Leave Facilities Different opinion about Medical Facilities Different opinion about Professional Skills/Updating Different opinion about Night halt/Over time Different opinion about Shift Allowance Different opinion about Dependency Facilities Percentage about allowances paid timely Different opinion for Discrepancy in allowances Percentage about updating in Welfare Policies Different views on Cafeteria Food Quality Different views on Cafeteria services Different Views about Cafeteria Hygiene Different views about Cafeteria Prices Different opinion of families feels about Welfare Policies Different opinion about Reporting Person Different opinion about Grievances Handling System
PAGE No. 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36
22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32.
Different opinion of feeling secure Different opinion about employees value Different opinion about companys benefits Different opinion about quality work Different opinion about feel appreciated Reliability test Correlation b/w job satisfaction and work related issues Correlation b/w job satisfaction and Cafeteria facilities Correlation b/w job satisfaction and Allowances Correlation b/w job satisfaction and Welfare policies Regression analysis
37 38 39 40 41 42 42 42 43 43 43
CHAPTER 1: INTRODUCTION
GENERAL INTRODUCTION OF THE STUDY
The productivity of any organization depend on its employees so its organization responsibility to ensure that its employee are happy and satisfied. It is up to the firm to take steps to benefit employees. If employees do not believe that their organization values them and adopts benefits for them, such as employee welfare programs, they will not be as invested in their jobs as they might be. They will find a place to work where they can feel committed and happy with their jobs and receive a satisfactory level of benefits, so today every organization frames a set of welfare policies for its employees. Welfare of employees in general can be defined as Employee or labour welfare is comprehensive term including various comprehensive term including various services, benefits and facilities offered to services, benefits and facilities offered to employee by the employer. This project would help us to understand the welfare policy and to know how much aware the employees are.
PURPOSE OF THE STUDY
To increase employee morale and motivation by ensuring the welfare for employees. Industrial Relations help in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.
OBJECTIVE OF THE STUDY 1. To relieve workmen from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. 2. To study how job satisfaction depends on Employees welfare
THEORITICAL FRAMEWORK The corporation has different welfare policies for workmen and officers in few areas but most of them are same. The similar ones areEducation allowances The scheme applies to all regular employees who are on deputation to the Corporation. A consolidated amount of `1000/- (up to Class X) and Rs.1100/- (beyond Class X) p.m. per eligible child pursuing studies in a recognized institution (i.e. School / College / Polytechnic, etc.) would be admissible upon certification by the officer concerned in respect of children actually pursuing studies regularly as required under the Scheme. This Allowance would not be admissible to those pursuing Ph.D studies and those who are pursuing part time/correspondence courses. If both Husband & Wife are employed in HEL, the Assistance would be admissible only to one of them. If the Husband or Wife is employed outside HEL, the Assistance is admissible only if the other spouse is not availing the benefit from his/her employer and a declaration to that effect, is furnished by the employee. The number of children for whom the facilities can be availed at a time shall be limited to two. Hostel Subsidy will be admissible @ ` 1500/- p.m. per child, irrespective of whether his/her children are pursuing a Professional or Non-Professional Course in a school/college/Institute and staying in a hostel which is at a location other than the place of posting of the employee.. The employee in order to claim the hostel facility will be required to produce a certificate from the Head of the Institute certifying that the child is availing the hostel facility from the Institute or alternatively he should produce receipt of payment of hostel fee along with his reimbursement claims. Leave facilities Different types of leaves are granted to the employees such as: 1. Earned leave: EL will be credited at the rate of 8 days on completion of quarter ending March, June, September and December. There will be no bifurcation of EL into cashable and non-cashable portions. The full credit of 8 days shall be available for availing or encashment
2. Sick leave: Leave on Half Pay (HAPL) admissible to officers shall stand discontinued w.e.f. 1/1/2007 and thus; Sick Leave (SL) would henceforth be availed only on full pay basis. Sick Leave shall now be credited @ 5 days on full pay at the end of every 6 months. Special leave for serious sickness is provided if If an officer is suffering from serious specified diseases, such as TB, Cancer, Leprosy,
Mental Disorder, Heart diseases, Brain diseases, Paralysis & Chronic Renal failure he/ she can be granted a special leave up to 6 months with full pay. The officer will first exhaust SL available to his credit in excess of such leave admissible for one year's service i.e. 10 days SL. 3. Maternity leave A female employee shall be entitled to maternity leave for a period of 135 days (for the first two children) from the date she desires to proceed on such leave or from the date of actual confinement, whichever is earlier. For subsequent occasions of maternity, leave would be admissible to her only for a period up to 2 months. The leave application must be supported by a certificate from a registered medical practitioner or the Corporation's Medical Officer, as the case may be. Maternity leave for a period not exceeding 6 weeks may also be granted in case of miscarriage or abortion, provided the application for leave is supported by the discharge summary from the hospital and a certificate from the registered medical practitioner or the Corporation's Medical Officer, as the case may be.
4. Disability leave This leave is granted to an officer who is disabled by injury unintentionally inflicted or caused in or in consequence of the due performance of his official duties or in consequence of his official position. Up to 120 days (with full pay) can be granted by GM of the Region and beyond 120 days and up to 365 days by Dir. The officer will not earn EL during the period of disability leave.
Medical facilities Employees and their dependents residing with them under the same roof are entitled to receive medical attendance from an Authorized Medical Attendant, as defined under the Medical Rules, either under Allopathic or Homoeopathic System. The expenditure incurred by an employee/ dependent in obtaining medical attendance under these rules in India will be reimbursed by the Corporation, subject to certain provisions as indicated in the Medical Rules. In case of hospitalization of the employee or his dependent family members, if an employee makes a request for an advance to meet the emergency expenses, an amount of 10,000- to Officers & 7,000- to workmen is given as Medical Advance. If the spouse of an employee is employed in another organization (Private or Govt.) whether at the same station or elsewhere, which provides medical facilities in cash or kind or both, the spouse shall be entitled to the medical facilities under the medical rules only if he/she does not avail of the medical facilities in the organization, in which he/she is employed. The employee shall give his/her option in writing whether his/her spouse who is employed in another organization, shall avail of the medical facilities of HEL or of the organization, in which he/she is employed and shall certify to the effect that he/she is not availing medical facilities in cash or kind or both, from any other sources. Where the husband of a female employee is posted/self employed at a place other than the place of posting of the female employee, but family is residing with the female employee, then the medical facilities shall not be admissible to the husband of the female employee concerned. In case, however, family retention permission has been obtained by the employee and the husband resides along with the other family members at the place of retention of the family, the medical facilities can be extended to him provided the other condition of submission of a certificate that he is not availing medical facilities in cash or kind or both from any other source, has also been met. The admissibility of medical expenses on treatment for self and/or either eligible family members on the prescription given by employees spouse, who is otherwise qualified as an Authorized Medical Attendant (AMA) under Medical Rules, shall be restricted as under:
a) On prescription/advice by the spouse (AMA) for self, medical benefits shall not be admissible, and b) On the prescription/advice by the spouse (AMA) for other family members and employee, medical benefits shall be admissible only during emergency. Canteen Tea reimbursement to officers are reimbursed lunch expenses on monthly basis with the overall annual ceiling of Rs 5000, however the claim should not exceed Rs525 in a particular month.
SCOPE OF THE STUDY It improves the loyalty and morale of the employees. Welfare measures help to improve the goodwill and public image of the enterprise. It helps to improve industrial relations and industrial peace.
LIMITATIONS OF THE STUDY This research is majorly a qualitative research supplemented with quantitative data. Moreover it is a very wide area. The organization has some hundred plus policies in their handbook which was not possible to cover all of them in my research. So the focus was limited to only few. The sample size is not that good as it was a very time taking process to request employees to fill up the questionnaires and running after them for the same. Employees participation rate is low Internal information of the organization is not made available to the interns. There is lack of clarity while answering questions by the employees The research is conducted within a period of limited duration.
2. INDUSTRY AND COMPANY PROFILE COMPANY PROFILE
INTRODUCTION OF THE AUTOMOBILE INDUSTRY Automobile, self-propelled vehicle used primarily on public roads but adaptable to other surfaces. Automobiles changed the world during the 20th century, particularly in the United States and other industrialized nations. From the growth of suburbs to the development of elaborate road and highway systems, the so-called horseless carriage has forever altered the modern landscape. The manufacture, sale, and servicing of automobiles have become key elements of industrial economies. But along with greater mobility and job creation, the automobile has brought noise and air pollution and automobile accidents rank among the leading causes of death and injury throughout the world. But for better or worse, the 1900s can be called the Age of the Automobile and cars will no doubt continue to shape our culture and economy well into the 21st century. Automobiles are classified by size, style, number of doors, and intended use. The typical automobile, also called a car, auto, motorcar, and passenger car, has four wheels and can carry up to six people, including a driver. Larger vehicles designed to carry more passengers are called vans, minivans, omnibuses, or buses. Those used to carry cargo are called pickups or trucks, depending on their size and design. Minivans are van-style vehicles built on a passenger car frame that can usually carry up to eight passengers. Sport-utility vehicles, also known as SUVs, are more rugged than passenger cars and are designed for driving in mud or snow.
INDUSTRY BACKGROUND
The history of the automobile actually began about 4100 years ago when the first wheel was used to transportation in India. In the early 15th century Portuguese arrived in china and the interaction of the two cultures leaded to variety of new technologies including the creation of a wheel. By the 1600s small steam powered engine models had been developed but it was another century before a full sized engine powered vehicle was created. In 1769 French Army Officer captain Nicolas joseph Cugsnot built what has been called the first automobile cugnots parel wheeler steam powered vehicle carried four person designed to move artillery pieces. It has a top speed of a title more than 3.2km/h and had a stop every 20
minutes to build up a fresh head of steam. As easily in 1801 successful but very heavy steam automobile type introduced in England laws barred them from public road and forced their owners to run them like train or private tracks their owners to run them like train or private tracks in 1802 a steam powered coach designed by British Engineer. Steam powered caught the attention of other vehicle builders. In 1804, American inventor Oliver Evans built a steam powered car in 1828. The first successful self propelled road vehicle was a steam automobile invented in 1770 by the French engineer Nicolas Joseph Cugsnot.
INTRODUCTION OF HEL The Hema Group of industries, a 450 crore conglomerate, is a leading OEM (Original Equipment Manufacturer) catering to leading automobile manufacturers of India. The group has varied diversified operations, which is presently propelling it to new heights. The group present positions have been made possible, due to the Groups futuristic vision of Attaining Leadership through Engineering Excellence and the stress on the mantra of Perfection in Quality, Cost and Delivery Products for Domestic Market: As an OEM of M/s Hero Honda, TVS, Yamaha and other Auto Majors, the Group supplies the following major parts: Chassis parts Front and Rear fork parts Front and Rear panel parts Muffler(silencer) and its parts Shock absorber and strut parts Spoke and nipples Handle Bar Seating Mechanisms Seat Parts Frame for Two Wheelers
COMPANY BACKGROUND Established in 1984 under the visionary leadership of Sh. K. K. Jajoo, Chairman, Hema Group of Industries has positioned itself as one of the leading original equipment manufacturer for major two wheeler and four wheeler manufacturing giants of the country. With an annual turnover of more than Rs. 450 crore, Hema Group dominates in the field of design, mass production of sheet metal and tubular fabricated components, aluminum high pressure die casting with a virtual unbeatable leadership in all types of surface treatment solutions, like electro plating (Ni-Cr & Zinc), powder coating, liquid painting and heat resistance painting. The group companies hold TS 16949, ISO 9001, ISO 14001, OHSAS 18001 as well as Design Capability and NABL Certification. In 2006, Hema Group was awarded Research & Development certificate by the Government of India. The group has number of units in India covering from Haridwar in Uttar Pradesh to Hosur in Tamilnadu with its corporate office in Gurgaon. Chandresh Jajoo, Managing Director, Hema Engineering Industries is son of Sh. K. K. Jajoo. Under the stewardship of the father-son duo, Hema Group has expanded its footprint beyond India and diversified into other specialized hi-end products and components. Hema Group has the distinction of being the first Indian company to start a Greenfield manufacturing facility in Bosnia and Herzegovina.
CHAPTER 2: LITERATURE REVIEW Galinsky, E., Bond, J.T., and Hill, E.J., Landauer, J., 2004, The role of employee benefits in enhancing employee commitment. Jill landauer, a member of marketing communication department at work life directions conducted a research on work family programs for companies like DuPont, Hoechst celanese, Johnson & Johnson, IBM, Fel-pro and others which clearly shows that the companies which support the work/life need of employees are rewarded with significant returns on their investments. Several benefits highlighted in the research are- employee time saved, increased motivation and productivity, employee retention, decrease stress related illness and less absenteeism. Golding, N., Lineberry, J. & Trumble, S., 2000, Journal of medical entomology Nick Golding, an employment specialist from UK writes about different employee benefits given by the companies realizing its importance in todays world. Few of them are-Hundreds of employees at Compass Group have been given the opportunity to visit an independent financial adviser (IFA) following changes to the company's defined benefit (DB) pension scheme. Standard life launches a share incentive plan (Sip) for its 7,000 UK based employees,
Employees even received a free share windfall worth up to 420 each, along with the chance to buy discounted shares. Property consultancy EC Harris has added payroll giving and a wine club to its flexible benefits from which employees can choose. M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid , 2008, The journal of animal and plant sciences M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid conducted a micro level study on the health of labours in fazilabad, Pakistan and the extent of health services extended by the Punjab Employees Social Security Institution (PESSI) to labourers working in industrial units located in Faisalabad city. Data was collected through field survey from randomly selected four textile industries. A random sample of 200 respondents revealed that employers provide medical facility in case of emergency. The medical facilities provided by PESSI to workers and their dependent family members were inadequate.
A reasonable majority also indicated that PESSI gave daily allowance only to secured workers during their hospitalization.
Guendelman, S., Kosa, J.L., Pearl, M., Graham, S., Goodman, J., Kharrazi, M., 2009 , Gender, career(s), occupation and roles Sylvia Guendelman, Jessica Lang Kosa, Michelle Pearl, Steve Graham, Julia Goodman and Martin Kharrazi conducted a study and examined the relationship between breastfeeding and maternity leave before and after delivery among working mothers in Southern California. California is 1 of only 5 states in the United States providing paid pregnancy leave that can be extended for infant bonding. The study revealed that. A maternity leave of 6 weeks or 6 to 12 weeks after delivery was associated, respectively, with a fourfold and twofold higher odds of failure to establish breastfeeding and an increased probability of cessation after successful establishment, relative to women not returning to work, after adjusting for covariates. The impact of short postpartum leave on breastfeeding cessation was stronger among non managers, women with inflexible jobs, and with high psychosocial distress. It is suggested that Pediatricians should encourage patients to take maternity leave and advocate for extending paid postpartum leave and flexibility in working conditions for breastfeeding women. Gogo, N.N., 2011, Work Safety Climate, Musculoskeletal Discomfort, Working While Injured, and Depression among Migrant Farm workers Nora Nayra Gogo conducted a research to study the impact of working environment on employees at the Pharmacy department of the Korle-bu Teaching Hospital. From this study carried out on a sample size of 30 employees, it has been established that, the stated industry is one with a lot of stress and pressure, as most of the employees work on weekends which may have an adverse effect on the employees physically, mentally and emotionally. Most employees would opt for competitor organizations when the opportunity comes, meaning majority of them is not satisfied and happy with the current job conditions and the work environment in which they find themselves. They would therefore want to explore into other organizations for better work environments and work conditions. It is suggested for management to take a moment to reflect on companys values and objectives, which will then assist to undertake the right surveys in the organization as to the challenges and shortfalls. This study found out that the development
of a good working environment will most likely increase productivity, commitment and reduce employee turnover. Glomm, G., Jung, J., Lee, C., Tran, C., 2009, Capital Accumulation in Emerging Economics Gerhard Glomm, Juergen jung, changmin Lee and Chung Tran conducted a study on public sector pension policies and capital accumulation in an emerging economy of Brazil In such emerging economies pension programs of public sector workers are more generous than pension programs of private sector workers. The opportunity costs of running generous public pension schemes for civil servants are potentially large in emerging economies that often suffer from low public investments in education and infrastructure. In this paper, a two-sector dynamic general equilibrium framework is developed to quantify these opportunity cost effects. It is found that the efficiency and welfare gains of reallocating government resources from non-productive public sector pensions to productive public education and infrastructure investments are larger than the welfare effects created by classic public pension reforms that simply reduce savings and tax distortions by making pensions less generous. Calculating transitions to the post-reform steady state, it is found that welfare losses for the generation born before the reform are offset by welfare gains by the generations born after the reform. In this paper the study on the adverse effects of generous pension policies for public sector workers is also done. Baral, R. & Bhargava, S., 2011, HR interventions for work-life balance: evidences from organizations in India R. Bara1 and S. Bhargava, in his research had made an attempt to provide a holistic picture of work-life balance benefits and programmes (WLBPs) offered by various organizations in India. With the basis of extant literature, primary and secondary data, the present paper has made an effort to understand the current status of WLBPs in Indian organizations and to identify its future prospects. The paper has discussed the challenges for effective implementation of such policies, which can help HR managers to be cautious before introducing WLBPs in their respective organizations. Analysis of literature and available data suggests that family friendliness of employers in India have been reflected in various welfare provisions which have been a matter of concern for employers since industrialization. With time, the scope and coverage of such initiatives have broadened and have become more individual growth and family well-being
oriented. However, these policies and practices are more prominent in new economy organisations such as software and services organisations. Moreover, the range of WLBPs varies across organisations and there is still a long way to go when WLBPs will become strategic HR initiatives in most organisations. The paper suggests that organisations need to incorporate WLBPs and encourage a culture that support utilizing them to ensure employee commitment and productivity. While introducing WLBPs, congruence between employee needs and organisational values also should be considered. Goodpaster, N.K., 2010, Leaves and Leaving: The Family and Medical Leave Act and the Decline in Maternal Labor Force Participation Natalie K. Goodpaster did a research to estimate the effect of the Family and Medical Leave Act (FMLA) on participation of married women with children under the age of six in the United States, by using the FMLA as a natural experiment and exploiting state-level differentiation in maternity leave statutes. Theoretically, maternity leave statutes intend to preserve job tenure for expecting mothers. However, if an employed mother on maternity leave learns that her value for staying at home exceeds her value from working, she will exit the labor force once the leave expires. Difference-in-differences estimates show that after the FMLA, employed and expecting married mothers who live in an area without state-mandated maternity leave are 2.7 percentage points more likely to leave the labor force after taking maternity leave than those who live in an area with state-mandated maternity leave. As a sensitivity test, it is evaluated that married women without infant children and single women as additional control groups to estimate different effects of the FMLA. Altogether, the increase in the proportion of mothers leaving the labor force due to federally-mandated maternity leave accounts for almost two-thirds of the overall fall in labor force participation. Kiewiet, D.R., 2010, Leaves and Leaving: The Family and Medical Leave Act and the Decline in Maternal Labor Force Participation D. Roderick Kiewiet at The Pew Center estimates that as of July 2008, state and local
governments in the United States had promised current and future retirees $3.34 trillion in benefits but had only $2.35 trillion of projected assets to pay for the rents within the state, from ever again offering their employees defined benefit pension plans.
CHAPTER 3: RESEARCH METHODOLOGY
PURPOSE OF THE STUDY: To increase employee morale and motivation by ensuring the welfare for employees. Industrial Relations help in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.
OBJECTIVE OF THE STUDY: 1. To relieve workmen from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.
2. To study how job satisfaction depends on Employees welfare
RESEARCH DESIGN The descriptive research design has been used in this case to find out whether the employees are aware about the welfare policies of the organization and their opinion on various welfare policies, which they like the most and which they want to be changed for their better. There was a survey conducted by me with the help of a questionnaire which helped me collect the feedback and come to a conclusion as per the designed objective.
SAMPLE SIZE: 57 employees
SAMPLING TECHNIQUE: In our project we use Non Probability Sampling technique.
TOOLS USED: The tool used in the questionnaire is SPSS
CHAPTER 4: DATA ANALYSIS AND FINDINGS
RESULTS OF RESEARCH QUESTIONS Q1. Everyone is aware of various welfare policies of the organization?
Cumulative Frequency Valid disagree neutral agree strongly agree Total Missing Total System 6 10 39 2 57 1 58 Percent 10.3 17.2 67.2 3.4 98.3 1.7 100.0 Valid Percent 10.5 17.5 68.4 3.5 100.0 Percent 10.5 28.1 96.5 100.0
Table 1: Awareness of welfare policies
Figure 1: Percentage about Awareness of welfare policies
The above chart shows that 67.24% of employees are aware of welfare policy and 10.34% feel that they are not aware of the welfare policies of the organization.
Q2. Communication about the welfare policies of the organization is very transparent?
Cumulative Frequency Valid strongly disagree disagree neutral agree strongly agree Total Missing Total System 1 5 14 29 8 57 1 58 Percent 1.7 8.6 24.1 50.0 13.8 98.3 1.7 100.0 Valid Percent 1.8 8.8 24.6 50.9 14.0 100.0 Percent 1.8 10.5 35.1 86.0 100.0
Table 2: Communication about Welfare Policies
Figure 2: Communication about Welfare Policies From the table it is clear that information about the welfare policies is transparent, 63.79% of employees agree on this. These are the only sources from which employees can know about the policies.
Q3. Procedure for availing the welfare benefits of the organization is very easy
Table 3: Availing Welfare Benefits
Figure 3: Procedures of availing welfare policies The above table shows that most of the employees with the highest percentage of 46.5% feel that the procedure for availing the welfare benefits is easy and 31% employees even feel that the procedure is very easy. There are hardly 20% of employees who think that the procedure is difficult.
Q4.Give your opinion on the following statements about the organization varying from strongly disagrees to strongly agree and comment in case of extremes. a) Children education allowance provided by the organization is enough.
Cumulative Frequency Valid Disagree Neutral Agree Strongly agree Total Missing Total System 10 17 19 11 57 1 58 Percent 17.2 29.3 32.8 19.0 98.3 1.7 100.0 Valid Percent 17.5 29.8 33.3 19.3 100.0 Percent 17.5 47.4 80.7 100.0
Table 4: Children Education Allowance
Figure 4: Different Opinion about Children Education Allowance The table shows that most of the employees feel neutral 17.24%, strongly agree32.76%, 19% agree and hardly 17% dont stand by the statement that children education allowance provided by the corporation is enough. Many Employees hesitated about giving comments in case of strong disagreement about the statement but few mentioned that the allowance is very less in
comparison with education getting expensive at a rate of around 20% annually. The other point of disagreement is that children education policy doesnt cover up children doing correspondence courses.
b) Conveyance on Tour facility provided by the organization is good

Table 5: Tour facility
Figure 5: Different views on tour facility Out of 57 employees 44.83% agree with it, 10.34% strongly agree and 25.86% is neutral about it. Only 17.24% disagree for the statement.
c) Leave Facilities of the organization is good

Cumulative Frequency Valid Strongly disagree disagree neutral agree strongly agree Total Missing Total System 2 12 16 20 7 57 1 58 Percent 3.4 20.7 27.6 34.5 12.1 98.3 1.7 100.0 Valid Percent 3.5 21.1 28.1 35.1 12.3 100.0 Percent 3.5 24.6 52.6 87.7 100.0
Table 6: Leave Facilities
Figure 6: Different opinions about Leave Facilities Most of the employees are satisfied with the leave facilities the organization is provided as 34.48% and 12.07% employees agree and strongly agree respectively about the statement. Only 3.45% of employees are not withstanding the statement.
d) Medical Facilities of the organization is good

Table 7: Opinion about Medical Facilities
Figure 7: Different opinion about Medical Facilities Medical facility of the corporation are most liked policies which is very much visible from the answers given by the employees 63.79% and 3.45% employees strongly agree and agree respectively about the statement. Only 6.9% disagree with it.
e) Professional skills updating facility of the organization is good

Table 8: Professional skills updating
Figure 8: Different opinion about professional skills/updating
For this statement employees have varying opinions, major portion of sample feels agree and neutral. There are fewer employees to rate this statement in extremes.
f) Night halt/over time allowance provided by the organization is enough.

Table 9: Night Halt/Over time
Figure 9: Different opinion about Night halt/Over time Even in case of this statement employees have varying opinions mostly centered on neutral and agree. The extremes are less chosen in this case too.
g) Shift allowance provided by the organization is enough

Table 10: Shift Allowance
Figure 10: Different opinion about Shift Allowance Shift allowance of the organization is also liked in comparison to other policies which are very clear from the answers they gave. Most of the employees say that 43.10% agree with the statement that shift allowance is paid enough.
h) Dependency facilities of the organization is good

Table 11: Dependency Facilities
Figure 11: Opinion about Dependency Facilities
Dependency facility is also one of the appreciated facilities of the organization. 78% employees say, agree and strongly agree and neutral with the statement. Employees are happy that the policy has a wide coverage for their dependents.
Q5. Allowances are paid on time by the organization?
Table 12: Allowances paid timely
Figure 12: Percentage about allowances paid timely The table shows that employees stand united in saying that there is no delay at all in payment of allowances. In fact it came as a surprise as, the employees say that the process hardly takes 2-3 days to get their allowances passed. This helps the organization to increase productivity.
Q6. Discrepancy in the allowances being paid to various categories of employees is very low
Table 13: Discrepancy in the allowances is low
Figure 13: Different Opinion Discrepancy in allowances
When employees were asked about the discrepancy in allowances, then, majority of employees agree with this.
Q7. Welfare policies of the organization updated regularly?
Table 14: Updating in Welfare Policies
Figure 14: Percentage about updating in Welfare Policies Most of The employees of HEL say that the policies are updated regularly and a major percentage out of which also feels that it is done in a progressive manner. Only 8% say that they are rarely updated but even in this the major percentage feels that they are changed with changing times.
Q8. What are your views on the cafeteria facilities on the following grounds? 1. Food quality a. 2. Service 3. Hygiene 4. Price
Food qualityCumulative Frequency Valid disagree neutral agree strongly agree Total Missing Total System 5 10 34 8 57 1 58 Percent 8.6 17.2 58.6 13.8 98.3 1.7 100.0 Valid Percent 8.8 17.5 59.6 14.0 100.0 Percent 8.8 26.3 86.0 100.0
Table 15: Cafeteria Food Quality
Figure 15: Different views on Cafeteria Food Quality 58.62% of the employees are satisfied with the food quality and 8.62% are disagree with the food quality.
b.
Services
Table 16: Cafeteria Services
Figure 16: Different views on Cafeteria services This is the major area in which canteen of the office needs improvement as majority of employees express their dissatisfaction about it. 20.69% people were dissatisfied with the service provided in canteen.
c.
Hygiene
Table 17: Cafeteria Hygiene
Figure 17: Different Views about Cafeteria Hygiene The level of hygiene is mostly satisfactory as answered by employees. But few of the employees are not satisfied by the hygiene in canteen.
d.
Price
Cumulative Frequency Valid strongly disagree disagree neutral agree strongly agree Total Missing System Total 1 11 14 24 7 57 1 58 Percent 1.7 19.0 24.1 41.4 12.1 98.3 1.7 100.0 Valid Percent 1.8 19.3 24.6 42.1 12.3 100.0 Percent 1.8 21.1 45.6 87.7 100.0
Table 18: Cafeteria prices
Figure 18: Different Views about Cafeteria prices
53.45% employees are satisfied with the prices charged in canteen; only few are not satisfied with the prices charged.
Q9. Family feels happy about the welfare policies of your organization? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Table 19: Family feel about Welfare Policies
Figure 19: Different views of family feel about Welfare Policies Most of the families are happy from the welfare policy of the organization and majority feel of the Families feel that welfare policy of HEL is good.
Q10 In case of any work related issues/problems; you normally approach to your immediate boss. 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Table 20: Reporting Person
Figure20: Different opinion about Reporting Person In case of any work related issues/problems, 34.48%of the employees normally approach their immediate boss and 32.76% strongly disagree on this.
Q11. The organization has an active and effective system of handling the grievances of employees
Cumulative Frequency Valid strongly disagree neutral agree strongly agree Total Missing Total System 3 5 32 17 57 1 58 Percent 5.2 8.6 55.2 29.3 98.3 1.7 100.0 Valid Percent 5.3 8.8 56.1 29.8 100.0 Percent 5.3 14.0 70.2 100.0
Table 21: System of Grievances Handling
Figure 21: Different views on Grievances Handling System According to 84.48% employees, HEL is having an active and effective system of handling Grievances.
Q12. I feel secured with these welfare policies in my organization.
Table 22: Secure with welfare policies
Figure 22: Different opinion of feeling secure 86.21% employees say that they feel secure with these welfare policies.
Q13. The company values its individual employees
Table 23: Employees values
Figure 23: Different opinion about employees value 87.59% says that company takes care of them and they value the individual employees.
Q14. Company benefits and requirement information is clearly communicated
Table 24: Companys benefits
Figure 24: Different opinion about companys benefits 60% of the employees of the company replied that yes, there is clear communication about companys benefits
Q15. You are involved in Quality work
Table 25: Quality work
Figure 25: Different opinion about quality work 63% of the employees respond that they involved in quality work.
Q16. You feel recognized and appreciated at work
Cumulative Frequency Valid strongly disagree disagree neutral agree disagree Total Missing Total System 1 8 19 22 7 57 1 58 Percent 1.7 13.8 32.8 37.9 12.1 98.3 1.7 100.0 Valid Percent 1.8 14.0 33.3 38.6 12.3 100.0 Percent 1.8 15.8 49.1 87.7 100.0
Table 26: Feels appreciated
Figure26: Different opinion about feeling appreciating
SPSS OUTPUT
Reliability test:
Reliability Statistics Cronbach's Alpha .910 N of Items 26
Table 27: Reliability test Correlations:
Correlations JSMEAN JSMEAN Pearson Correlation Sig. (2-tailed) N WRMEAN Pearson Correlation Sig. (2-tailed) N 57 .508
**
WRMEAN 1 .508
**
.000 57 1
.000 57 57
Table 28: Correlation between job satisfaction and work related issues
Correlations JSMEAN JSMEAN Pearson Correlation Sig. (2-tailed) N CFMEAN Pearson Correlation Sig. (2-tailed) N 57 .740
**
CFMEAN 1 .740
**
.000 57 1
.000 57 57
Table 29: Correlation between job satisfaction and cafeteria facilities
Correlations JSMEAN JSMEAN Pearson Correlation Sig. (2-tailed) N ALLOMEAN Pearson Correlation Sig. (2-tailed) N 57 .767
**
ALLOMEAN 1 .767
**
.000 57 1
.000 57 57
Table 30: Correlation between job satisfaction and Allowances
Correlations WPMEAN WPMEAN Pearson Correlation Sig. (2-tailed) N JSMEAN Pearson Correlation Sig. (2-tailed) N 57 .749
**
JSMEAN .749
**
.000 57 1
.000 57 57
Table 31: Correlation between job satisfaction and welfare policies
REGRESSION:
Adjusted R Model 1 R .843

a
Std. Error of the Estimate
R Square .711
Square .689
.32874
Table 32: Regression Analysis
CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS
SUMMARY OF FINDINGS Based on the study conducted, results of the survey done in the corporation and the general feedback given by the employees following conclusions have been drawn: 1. HEL management understands the importance of welfare in the life of the employees and therefore provides them with lots of allowances, high pay scale and benefits to them. This in return helps HEL to get best out of their employees. 2. HEL has integrated processes which are followed for availing the welfare benefits which some employees feel is complicated and time taking process. 3. HEL knows how important it is to maintain relationship not only with employees who are serving the org. but also not to forget the contribution of employees who have served the organization. HEL provides a lot of benefits to the employees even after they get separated from the org. this makes employees and their families feel secure and motivates them. 4. HEL is even taking the welfare of the dependants of the employees seriously and provides them with every benefit. 5. Most of the employees are satisfied and happy with most of the policies especially medical and child allowance. 6. After studying the responses, it can be included that welfare is definitely one of the most important motivational factors which help organization. To retain the best talent. And also be at par with the private and other players in the market. 7. HEL is capable of attracting the best pool of talent and is also able to retain them through their welfare policy.
RECOMMENDATIONS Medical facility can be improved by Arranging for frequent visit of specialist doctors. Introducing Ayurvedic medical facilities.
Professional skills/ updating can be improved by Better maintenance of infrastructure
More emphasis on computer education Emphasizing on time management.
Management should try to get best out of their the employees by proper redresser of complaints and grievances of employees Awarding extra to employees for doing extra efforts eg. Bonus- increases their moral Improving the working condition and by overlooking the relations of superiors and juniors Nobody has mentioned grievance handling machinery as an approach for getting their problem solved so this shows that the grievances is just on papers and not in action.
LIMITATIONS This research is majorly a qualitative research supplemented with quantitative data. Moreover Its a very wide area, the organization has some hundred plus policies in their handbook which was not possible to cover all of them in my research. So the focus was limited to only few. The sample size is not that good as it was a very time taking process to request employees to fill up the questionnaires and running after them for the same. Employees participation rate is low. Internal information of the organization is not made available to the interns. There is lack of clarity while answering questions by the employees. The research is conducted within a period of limited duration.
REFERENCES
HR handbook Hema Engineering Limited. India.gov.in/sectors/health/family/index.php http://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FW
A_OverviewMemo.pdf http://berger.claremontmckenna.edu/Publications/Papers/StressHealth.pdf http://www.bioone.org/doi/abs/10.1603/ME11145 http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rende
rtype=abstract http://www.ncbi.nlm.nih.gov/pubmed/19364617 http://ideas.repec.org/n/nep-lab/ Cgstaffnews.com Economywatch.com
ANNEXURES QUESTIONNAIRE
Name: . Department: Sex: .
Designation.. No. of years of working.. Age .
WELFARE POLICIES Q1. Everyone is aware with the various Welfare Policies of the Organization? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5.Strongly agree
Q2. Communication about the Welfare Policy of the Organization is transparent? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5.Strongly agree
Q3. How is the procedure for availing welfare benefits of the organization? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q4. Give your opinion on the following statements about the organization. Varying from strongly disagree to strongly agree and comment in case of extremes.
Facilities
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree
Comments
Children education allowance provided the organization is enough. Conveyance on Tour by
facility provided the organization is good. by
Leave Facilities the organization is good of
Medical Facilities the organization is good of
Professional skills/updating facility of the organization
Night halt/over time facility of the organization Shift allowance provides by
organization
Dependency facilities provided the organization. by
Q5. The allowances paid timely 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q6. Discrepancy in the allowance being paid to various categories of employees is low? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q7. The welfare policies of the organization updated regularly? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q8. What are your views on the cafeteria facilities on the Following grounds?
Strongly disagree Disagree Neutral Agree Strongly agree Food Quality Service Hygiene Price
Q9. Family feels happy about the welfare policies of the corporation? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
JOB SATISFACTION Q10. You approach to get your problem solved or register your complaint to your immediate boss? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q11. The organization has an active and efficient system of handling the Grievances? 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q12. I feel secured with these welfare policies in my organization 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q13. The company values its individual employees 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree
Q14. Company benefits and requirement information is clearly communicated 1. Strongly disagree 2. Disagree 3. Neutral Q15. You are involved in Quality work 1. Strongly disagree 2. Disagree 3. Neutral Q16. You feel recognized and appreciated at work 1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree 4. Agree 5. Strongly agree 4. Agree 5. Strongly agree

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Summer Internship Report

TANVI GUPTA A0102311065 MBA Class of 2013

In Partial Fulfillment of Award of Master of Business Administration

Date: 12/07/12 Place: Noida

Ms. Tanvi Gupta A0102311065 MBA Class of 2013

Ms. Deepshikha Singh (Department of Human Resource)

GENERAL INTRODUCTION OF THE STUDY

PURPOSE OF THE STUDY

2. INDUSTRY AND COMPANY PROFILE COMPANY PROFILE

CHAPTER 3: RESEARCH METHODOLOGY

SAMPLE SIZE: 57 employees

SAMPLING TECHNIQUE: In our project we use Non Probability Sampling technique.

TOOLS USED: The tool used in the questionnaire is SPSS

CHAPTER 4: DATA ANALYSIS AND FINDINGS

Table 1: Awareness of welfare policies

Figure 1: Percentage about Awareness of welfare policies

Table 2: Communication about Welfare Policies

Table 3: Availing Welfare Benefits

Table 4: Children Education Allowance

b) Conveyance on Tour facility provided by the organization is good

Table 5: Tour facility

c) Leave Facilities of the organization is good

Table 6: Leave Facilities

d) Medical Facilities of the organization is good

Table 7: Opinion about Medical Facilities

e) Professional skills updating facility of the organization is good

Table 8: Professional skills updating

Figure 8: Different opinion about professional skills/updating

f) Night halt/over time allowance provided by the organization is enough.

Table 9: Night Halt/Over time

g) Shift allowance provided by the organization is enough

Table 10: Shift Allowance

h) Dependency facilities of the organization is good

Table 11: Dependency Facilities

Figure 11: Opinion about Dependency Facilities

Q5. Allowances are paid on time by the organization?

Table 12: Allowances paid timely

Table 13: Discrepancy in the allowances is low

Figure 13: Different Opinion Discrepancy in allowances

Q7. Welfare policies of the organization updated regularly?

Table 14: Updating in Welfare Policies

Table 15: Cafeteria Food Quality

Table 16: Cafeteria Services

Table 17: Cafeteria Hygiene

Table 18: Cafeteria prices

Figure 18: Different Views about Cafeteria prices

Table 19: Family feel about Welfare Policies

Table 20: Reporting Person

Table 21: System of Grievances Handling

Q12. I feel secured with these welfare policies in my organization.

Table 22: Secure with welfare policies

Q13. The company values its individual employees

Table 23: Employees values

Q14. Company benefits and requirement information is clearly communicated

Table 24: Companys benefits

Q15. You are involved in Quality work

Table 25: Quality work

Q16. You feel recognized and appreciated at work

Table 26: Feels appreciated

Figure26: Different opinion about feeling appreciating

Table 27: Reliability test Correlations:

Table 29: Correlation between job satisfaction and cafeteria facilities

Table 30: Correlation between job satisfaction and Allowances