Professional Documents
Culture Documents
HZL Project
HZL Project
HZL was created from the erstwhile mental corporation of India (MCL) on 10th
January 1966 as a public taking undertaking. In April 2002, the government of India,
disinvested its majority stake in HZL, and it became a part of the growing sterlite
groups. Since then HZL has been growing from strength to strength.
HZL produces zinc, lead and other by products including sulphuric acid, silver and
cadmium. HZL achieved an all-time high with a record output of 2,61,226 tones zinc
and 6,14,938 tones of record production of zinc concentration during 2003-2004.
2002-2003: - sterile acquires 26% and management control in HZL from the
government of India in privatization. A further 20% is brought from market through
open offer and 18.92% from government of India under call option.
1977:- Vizag zinc smelter and second set of zawar mine facilities
commissioned.
1
1968:- Debari smelter commissioned.
MISION:
VISION:
HIGHLIGHTS:
2
AWARDS:
Year: - 2003.
National safety award.
Year :- 2003-04.
Greantech safety award.
Year :- 2004-05.
Greantech safety award .
PRODUCTION OF CLZS
3
HZL IS A VERTICALLY INTEGRATED COMPANY WITH
MINES AND SMELTERS SPREAD ACROSS MULTI-LOCATION
IN INDIA
4
1.3 PERFORMANCE
April 2005:
To fulfill the demand of Zinc in 2005 a new Hydro Plant of 7-lakh mt capacity was
launched.
2003-04:
Sterlite acquires 26% and management control in HZL from the government of India in
privatization. A further 20% is brought from market through open offer and 18.92% from
government of India under call option.
1991:
Chanderiya pyrometallugical lead-zinc smelter and Rampura Agucha mines being
production.
1983:
Rampura Dariba mines starts production.
1977:
Viraz zinc smelter and second set zawar mine facilities commissioned.
1971:
First expansion of Zawar mines commissioned.
1968:
Debari smelter commissioned.
1942:
Commencement of mining at Zawar.
Chanderiya Lead Zinc Smelter was established in the year 1989. It started raising
Lead Zinc from its Agucha Mines in Udaipur.
There are many places in our country, where we get different types of metallic substances
as raw materials for industries. In compound form.
Plenty of minerals are obtained in Rajasthan. The Jawar Mines in Udaipur
are famous as a source of zinc all over world . Bhilwara the, Beawar, Ajmer, Dungarpur,
5
Baswara & Tonk are the famous places as a source of mica . There are basically 2 types
of assets:
1.5
A) Mines:-
i) Zawar Mines.
ii) Rampura Agacha Mines.
iii) Dariba Mines.
B) Smelter:-
i) Deriba Smelter
ii) Chanderiya Smelter.
iii) Vizaj Smelter.
• What is safety ?
• Safety Materials :-
i) Safety Belt.
ii) Safety Shoes.
iii) Ear Muf.
iv) Face Shield.
v) Helmet.
vi) Ear Plug.
vii) Safety Glass.
viii) Acid Proof.
ix) Breathing Set.
x) Air Stream Helmet.
xi) Dust & Gas Mask.
6
CHAPTER :- 2
(Conceptual framework)
PHILOSOPHY OF LABOUR WELFARE.
2.1 CONCEPT :-
Labour welfare may be viewed as a total concept, as a social
concept and as a relative concept. The total concept is a desirable state of existence
involving the physical, mental, moral, and emotional well being. These four elements
together constitute the structure of welfare, on which its totally is based. The
SOCIAL CONCEPT of welfare implies that welfare is relative in time and place. It is
a dynamic and flexible concept and hence its meaning and content differ from time to
time, region, industry to industry and country, depending upon the value system, level
of education, social customer, and degree of industrialization and general standard of
the socio-economic development of the people. All these three aspects are inter-
related and work together in a three – dimensional approach.
Labour welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food, clothing, housing, medical, assistance,
education, insurance, job security, recreation, etc. such facilities enables the worker
and his family to lead a good work life, family life and social life. Welfare also
operates to neutralize the harmful effects of large scale industrialization and
urbanization.
2.2 DEFINATION :-
In the Report 11of the ILO Asia Regional Conference, it has been stated that
worker’s welfare may be understand to mean “such services, facilities and amenities,
7
which may be established outside or in the victim of undertakings, to enable the
persons the persons employed therein to perform their work in healthy and congenial
surroundings and to provide them amenities conductive to good health morale.”
2.3 SCOPE :-
In the final analysis, labour welfare services should include all extramural and
intramural welfare work, statutory services and non-statutory welfare facilities
undertaken by the employers, govt. trade unions or voluntary organizations and also
social security measures which contribute to workers, welfare such as industrial
health, insurance, PF, gratuity, maternity, benefits, workmen’s compensations,
retirement benefit, workmen’s compensations, retirement benefits, etc.
8
To fulfill the future needs and aspirations of labour.
To reduce labour turnover and absenteeism.
To create an atmosphere of goodwill between labour and
management and also between management the public.
2.5 FINANCING :-
The capacity of the economy puts the ultimate limit to the extent
of welfare measures to be provided to the workers or to any other
section of the society.
It is difficult to specify who bears the costs of welfare services.
Even where employers finance the welfare activities, either
voluntarily or under the requirement of law, nobody can say who
meet ultimate cost, the employers, the consumers or the workers.
The employers do strive to pass on the burden to the consumers by
raising prices or to the workers by delaying wage increases.
It really difficult to make the employers pay for the welfare
amenities out of their profits. It is the community which pays for the
welfare services and the employer is merely an for collecting the cost
from the community and spending it on the welfare of workers.
2.6 PRINCIPLSE :-
The following are some of the principles to be kept in mind for successful
implementation of welfare program in an organization:
9
There should be periodical assessment or evaluation of welfare
measures and necessary timely improvement on the basis of
feedback.
CHAPTER :- 3
The Statutory Welfare Facilities Provided By The
Company To Its Employee:
1. CANTEEN :-
Canteen is a place where people can have their meals snacks, tea
or coffee. Its and obligations on the part of the management of CLZS to provided the
canteen facility to its employees as the company provided employment to a large
number of people who on shift basis on day time as well as on night time. It has
sitting capacity for over 100 people. Safety message are displayed on the wall of the
canteen. Canteen runs on the contract basis. The food stuffs are provided subsidies
rates. It offers tea, coffee, breakfast, lunch, and dinner. The rates are as follows :-
Table No.3.1.1.
Items Charges from Subsidy Rates payable
employees (Rs.) to contractor
(Rs.) (Rs.)
There are statutory canteen management committees which supervises the canteen
activities. Its responsibilities to supervise the quality of food stuff according to the
prescribed level. It also supervises the cleanliness of the canteen. If there is any
complain, then its looks in the future.
The contractor also gets some facilities from the company. He gets water, and
building free of cost. Water coolers, desert coolers are also provided by the company.
Contractor’s labours also get food stuff at subsidized rates on contractor account. The
furniture in the canteen provided by the company.
2. DISPENSARY :-
10
There is one dispensary at plant & one at colony. The one at
colony is full fledge hospital with all facility. A dispensary at plant very essential to
cope with any emergencies arising in the plant. Those employees who are ill or not
feeling well can get themselves checked at the dispensary at plant. The colony
hospital is for the employees and their dependent. There is a good stock of services of
a Homeopathic doctor is provided at the colony hospital on every Sunday. There are
three doctors and seven paramedical staff in hospital.
4. REST ROOMS :-
Where working hours is of eight hours or more, the company
should given the facility of some kind of rest room where the employees can refresh
themselves. CLZS also provides rest rooms facility to its employees where bathing
and toilet facility also provided.
5. SITTING FACILITY :-
Those workmen who required to work at standing position
are given the facility of sitting nearby their work place, so that they can sit wherever
they can find free time. It helps them to releare their muscles and their energy.
6. STORING FACILITY :-
The facility for storing cloths is given to the employees of
the company. Lockers are provided in each plant for storing cloths and materials.
7. WELFARE OFFICER :-
There is labour welfare officer who looks the welfare of the
employees of the company.
• UNIFORM :-
The company provided facility of uniform to its employee
as per nature of job. The workers of the organization are provided two uniforms
cloths every year. The executives of the organization are given three uniforms in two
years. The company also gives stitching charges to its employees. The colour of
uniform is different according to the nature of the job .
11
• WOOLEN COAT / SUITINGS :-
The facility is provided to drivers & guest house staff who
get it once in the three years.
• RAINCOAT :-
The workman gets the raincoat once in four years. The
executive gets the raincoat in five years.
• SHOES :-
Managerial staff and higher executives are given one pair of
leather shoes every year. Other employees are given one pair of shoes in six months .
shoes are by the company to its employees as per nature of job. Mainly shoes are
classified two types :
i. Safety shoes – for technical staff.
ii. Non safety shoes – for non technical.
• STAFF TRANSPORTS :-
Transport facility is provided to the employees for the
purpose of going to and for the workplace and home. In total, eight buses run for
employee’s transportation in all shifts. Seven buses run between company and smelter
for collecting and dropping of employees. These facilities are given to the employees
at subsidized rates. The workmen is charged Rs.80 and executives is charged Rs.90
per month. The balance is given by the employer.
• School bus :-
Those wards of employees who live in colony and studies
in other school in city or those who live in city and studies in at HZL are provided
subsidized transport facilities.
3.1 The following table shows the hiring charges and
expenditure of transportation facility borne by the company
for transport facility borne by the company for the welfare
of its employees :- Table No.3.1.2.
Contract Hiring charges per Average expenditure per
vehicles month
12
Taxi car Rs.17800/- Rs.89000/-
Taxi jeep Rs.8500/- Rs.17180/-
Mini bus Rs.20801/- Rs.20801/-
Buses Rs.13.75 (per k.m.) Rs.479000/-
Ambulance Rs.13886/- Rs.13886/-
Total expenditure 619867.00
per month
• SCHOOL :-
The company runs a CBSE school name HIND ZINC
SCHOOL, which is up to 12th standard for the employee’s children in the colony
itself. Employee’s children as well as children from outside study in this school. The
employee’s children are charged subsidised fees.
All expanses of the school are borne by the company. It includes salary and wages to
the school staff along with housing facility for going to the market. Presently there
are 888 students are studying & 40 teachers are also in the school.
• SCHOLARSHIP :-
There is a scheme of giving scholarship to those employees
children who are outstanding in there respective fields for the purpose of higher
studies. They are given scholarship on merit basis.
• MEDICAL REIMBURSEMENT :-
• GUEST HOUSE :-
A well furnished guest house of having 21 rooms is being
maintained at the colony for the facility of those coming on tour, guests etc. there is
available staff trained in cooking. 24 hours to cater to the guest. The house is
surrounded by spacious lawn.
• HOUSING FACILITY :-
13
The employees of the company are provided housing facility.
Subsidized houses rent and electricity is charges whereas water is free of charge. The
colony is situated in a surround fall of natural habitat.
• QUARTERS :-
Four types of quarters are provided. These are A,B,C & D.
These quarters are given to the employees according to their grade and post. Quarters
B has more facility then A type quarters and like wise goes the hierarchy.
There is house allotment committee which takes care of the
allotment of the quarters. The representative of both management and union are there
in the committee.
The quarters are provided to the employees at subsidized rates.
Only a small amount of House Rate Recovery (HRR) is charged from the employees.
The amount of HRR is as given below :
Table No.3.1.3.
Category of Type of quarter HRR charged
employee
Rs.115/-
B) Executive B-type Rs.155/-
C-type Rs.345/-
D-type
• SHOPING COMPLEX :-
There is a shopping colony, in which there is a cooperative
society and some other shops which cater to the necessities of the members of the
colony. There is also a gas agency which is being functioned through co-operative.
There is a flour mill, a telephone boot, a pressing centre and a general stores, and a
bakery stores.
• ENRERTAINMENT FACILITY :-
For the entertainment of the employees the company provided
some facility for entertainment to the employees. These facilities are :
14
Community center and executive club :-
The facility of community centre and executive club is
provided to the employees for their recreation and sporting activities. The facilities
are provided at free of cost. But the employees have to pay membership fees of
Rs30/- to became the member of executive club per month. Management too
contributes some amount towards the same.
• CABLE FACILITY :-
For the entertainment of the employees residing in the colony,
the cable facility is provided at subsidized rates. There is a committee who decides
the channels shown and rates charges from employees.
• AMBULANCE ROOM :-
There is an ambulance room near to the dispensary inside the
plant. There are two ambulances in the plant round the clock. One ambulance is sent
outside the plant on emergency calls.
• SEWING FACILITY :-
15
Sewing classes are conducted in the colony for the women
residing in the colony. These classes are conducted periodically. The expenditure is
borne by welfare fund.
Table No.3.3.1.
16
Visakhapatanam.
C Bhuneshwar, Ajmer,
Chittorgarh. 7.5% 15%-
Udaipur. Rs.1200/-
C
- 15% 15%-
Unclassified Rs.1200/-
cities 5% 7.5%-
Rs.1200/-
1) Those drawing pay of Rs.5610/- will get facility of 1st class or 2nd AC railway
compartment, they are entitled to travel by Air, or they can travel by Sea in its
highest class. If travel by road then actual taxi fare.
2) Those drawing salary of less then Rs.5610/- are entitled to go by 2nd class of
railway or highest or middle class by Sea and they are not entitled t5o travel by
Air.
3) Those in the post of E-6 and above is entitled to travel is AC of Railways, avail
the facility of traveling by Air not during tour but also during LTC or highest
class by Sea and if travel by Road then actual taxi far.
17
In case of transfer, the company would provide the facility of transit
or reimburse the actual amount incurred in transferring one’s goods from the old
posting to new posting.
The below table also shows the allowance for taking higher studies
and shows the amount given for taking a PG Degree & a Diploma.
Table No.3.5.1.
Grade Amount Degree Diploma
E-1 Rs.1880/-
E-2 Rs.2275/- Rs.750/- Rs.350/-
E-3 Rs.2535/-
E-4 & above Rs.3000/-
18
Loan and advances are given for those activities which are essential
to be performed and requires a large sum of amount and which can not be done
without any such monetary assistance. Thus, by granting various loans & advances
the company helps it employees to fulfill their responsibilities. So, granting of loans
and advances comes under the scope of welfare activities. The following loans and
advances are given by the company to its employees.
a) Advances from CPF :-
Advances from CPF can be taken in case of his/her own
marriage of children or sister’s/brother’s marriage, on serious medical ground like
serious surgical operations, treatment of TB, leprosy, paralysis, cancer, mental
derangement, heart ailment etc. to meet the cost of higher education of child
department on him for purchase of house/plot/construct a house etc.
The extend of withdrawal from CPF for each of the causes
mentioned above is different and the maximum equal monthly installment for
repayment for each causes is different and is clearly defined in the law.
Table No.3.7.1.
19
Slab Interest amount
Table No.3.7.2.
E0-E2 Rs.3,00,000/-
E3-E5 Rs.3,50,000/-
Table No.3.8.1.
20
1. Bicycle advance. Rs.1500/- 12
Scooter/moped/motorcycle Rs.25000/- 48
Motorcar advances. Rs.1,50,000/- 80
Transfer advances. One month basic pay 3
Likely expanses of
Tour advances. tour adjustment through
bills
Table No.3.8.2.
LEAVE ENCASEMENT :-
Leave encasement facility is provided to the employees for
those numbers of leaves which have not been availed.
21
FOR EXECUTIVES:
An employee will be allowed to encase once in two years
calendar year his earned leaves or privilege leave due provided such encasement shall
not exceed 50% of the total earned such leave due. The cash value of the leave
payable to the employees on encasement will be the basic pay, adhoc, dearness
allowance and underground allowance.
Earned leave or privilege leave as may be due or remaining unveiled
on the date of superannuation/ compulsory retirement, subject to a maximum limit of
300 days, shall be encashed & refusal of privilege leave shall not be pre-requisites
for encashment.
FOR WORKMEN :
All workmen shall be allowed encashment of privilege (earned)
leave in excess of minimum leave prescribed under the under the factories/mines. Act
or any other labour low governing the grant of leave encasement will be allowed once
in two calendar years. Provided the leave encashed shall not exceed 50% of the total
privilege (earned) leave due only the basic pay, dearness allowance of a workman
shall be taken into account for calculating the cash value of leave.
If the service of workmen is terminated or if he is discharged, he
shall be paid for the privilege (earned) leave to his credit including for the incomplete
year to be calculated on pro-rata basis subject to a maximum, limit of 270 days.
• TIME PERIOD :-
i. The LTC admissible once in a period of two calendar
years for visiting home town, and the employees and his development
family members (max. 4 tickets) can go to any place in India once in a
block of four years.
ii. For all India tour the time period is four years block.
• LTC ENCASHMENT :-
Employees who want to encash LTC facility are given option
to entire 4 years block. In such case encashment amount @ Rs.5000/- per tear is paid,
in each year of 4 years block.
22
• DISTANCE COVERED :-
i. Home Town :- Upto Home Town there is no restriction on the
distance. The employees can also go upto 750 km in line of Home
Town.
ii. All India tour :- Any other place in India .
• Furnishing of tickets to
management for confirmation of the travel actually been undertaken :-
At least one ticket has to be furnished by the employee to
confirm the travel actually been undertaken or cash receipt should be produced
which is essential.
• Grant of advances :-
The amount of advance in case will be limited to four fifth
(4/5) of the estimated amount which company would have to reimburse in respect of
the cost of the journey both ways to the home town or 750 km. in lieu there for
destination (in case of 4 year block LTC) and back. The advances if taken one moth
earlier to the project leave than only 50% is given and the remaining 30% is given
just before commencement of the journey.
23
E3 & above II. Scooter/motor cycle Rs.820/- p.m.
I. Scooter/motor cycle Rs.820/- p.m.
E0 to E2 II. Moped Rs.475/- p.m.
I. Scooter/motor bike Rs.725/- p.m.
Workmen II. Moped Rs.450/- p.m.
Chapter:- 4
RESERCH METHODOLOGY.
A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to research purpose with economy in
procedure. In fact research design is the conceptual structure with in research
constitutes the blue print for the collection, measurement and analysis of data.
The research design which I used , was though convince basis . It was non-
probability-sampling technique.
Secondary data.
Published data are secondary data . I took some information by the book
published by HZL about the welfare activities of HZL.
(Name of books)
1) Standing orders.
2) Factory act.
24
3) ESI act, P.F. act.
Primary Data
In this research project primary data in the employees of HZL . There are
of three grades .
1. Top level.
2. Middle level.
3. Lower level.
TIME OFFICE
The main functions of this department are as:-
25
According to CLZS, minimum wages are as
follows:
Category Wages/day
Table No.4.2.2.
There are three shifts and one general shift, the time
schedule is as follows:
26
Shift Timings
Table No.4.2.4.
27
Workers and executives have following documents at the timing of establishment.
This all documents are kept in personal file. These are as:
• Appointment certificate.
• Physical certificate.
• Cast certificate.
• Qualification certificate.
28
• Office order.
• Form “G” under Gratuity Act 1972; it is filled when nominative is changed for
gratuity.
• RLTE form.
• Accident form.
• Application form.
Before entering in the Gate, contractor should submit ESI form, their PF A/C
proof.
For entering state lobour, they have to submit certificate in which they have to
mention from how long this labour is staying in the Rajasthan.
Contractor has to submit Character & Antecedents in connection with their
conduct.
Contractor should submit medical certificate in the prescribed form of this labour
within a week.
In case where the contractor labour is 20 or more the contractor is required to
obtain license authority. On application of the contractor a certificate in form-V is
given to the contractor for the purpose.
• GATE PASES:-
29
to the competent authority. In the absence of valid Gate passes, the
action will be taken against the contract labour.
• Maximum 2 months gate pass is given.
• LABOUR PAYMENT :-
Administration
30
To provide adequate furniture.
To take licenses adjustment at the time of accidents.
Misc. contract as photography, repairing of furniture etc.
To keep public relation.
To provide guest house.
Allotment of quarters.
Leave entitlement:
Table No.4.4.1.
Type of leave Workmen Executive
31
28(accum.270) 30(accum.300)
Privilege leave (P.L.)
10(accum.120) 14(accum.168)
Sick leave (S .L.)
08 14
Casual leave (C.L.)
02 02
Operational holiday
full period of unfitness. full period of unfitness.
Special disability leave
12 weeks 12 weeks
15 day for every 15 day for every
Maternity leave
completed year of completed year of service.
Half pay leave in case of
service. -
TB/Cancer/Leprosy
6 months 03/06 months
12 days
Advance half pay leave
21 days
Extra ordinary leave/WP
30 days
Quarantine leave
06 days
Special casual leave
06 days 14 days
i. Vasectomy
14 days 17 days
ii. Tubectomy
17 days
iii. To employee
whose wife undergoes
Tubectom
01 days
iv. IUD insertion
01 days as per requirement
Special leave
as per requirement
Social security provided by the company is the welfare activity undertaken for the
welfare of its employees, like security of their life, providing pension after retirement,
giving retirement benefits, death benefit, and benefit in case of disablement of the
person employed in the company. These benefits secure their life against retirement,
old age, disablement and also support their nominee in case of death of the welfare of
its employee and helps them when they need the help at most. The company provides
the social security to its employees :
GRATUITY:-
Gratuity shall be payable to an employee on the termination of his
employment after he has rendered continuous service for not less than 5 years-
32
a) On his superannuating, or
b) On his retirement or resignation, or
c) On his death or disablement due to accident or disease.
• Calculation of gratuity:-
Monthly wages last drawn 15/26 no. of completed
years of service. But the amount is limited to Rs.3,50,000/- exceeding which no
amount gratuity shall be paid.
PROVIDENT FUND:-
PF is called “HINDUSTAN ZINC LIMITED
EMPLOYEES CONTRIBUTORY PROVIDENT FUND RULES.” The rules
came in force 10.01.1996. The contribution to CPF by employee and the company is
as follow:
Contribution by Employee:- the employer contributes 12% out of which 8.33 max
of Rs.6500 taken as base goes to the pension scheme of the employee and the
remaining goes the CPF of the employee.
In this way both employee as well as the employer contribution towards the CPF. It is
compulsory to maintain by the employer.
There is a separate trust for CPF, which is managed and controlled by a board of
trustees. The broad of trustees shall consist of equal numbers of representatives of the
fund. The trust gives various advances or loans to the employees.
The money belonging to the fund shall be deposited in the Reserve Bank of India or
in SBI or in such other Nationalized Scheduled Bank as may be approved by the
Central Govt. from time to time.
At the end of each year interest shall be credited to the individual account of the
members. In the event of death, the amount in the account of PF will be paid to his
nominee. At the time of retirement, the whole amount including the interest in the
CPF up to the date of retirement will be payable to the employee.
A particular amount can be withdrawn from the CPF by the occasion of marriage of
self, marriage of son/daughter, marriage of brother/sister for Mundan
33
Ceremony, purchase of plot or purchase of house. But ththere is a particulars limit
up to which the employee can withdraw from the CPF on the event of the above
occasion like 80% of the self contribution to CPF in case of purchase house or plot,
50% of the self contribution to CPF in case of marriage of his brother/sister. Some of
these withdrawals are refundable and some non-refundable.
The employees will get pension in his retirement and also in case of his death. In case
of his death, the amount will be given to his nominees. The payable after retirement
or death would be fixed and in no case shall it exceed Rs.3250/- i.e. 50% of Rs.6500
per month. If the service of employee is less than 10 years than lump sum amount is
paid.
RETIREMENT BENEFITS :-
34
• Facilities of leave encasement is given to the employee.
35
• SALARY/WAGES :- Upto the last day of work.
• BONUS :- Bonus for the accounting year in which the employee died,
shall be payable to his nominee’s and when it becomes due.
Age Benefit
36
Between -50-retirement age Rs.70,000/-
DISCHARGE ON ACCOUNT OF
DISABLEMENT :-
37
• PENSION :- Pension shall be payable to the nominee as per rule .
MATERNITY BENEFITS :-
CHAPTER :- 5
DATA ANALYSIS
(Questionnaire Worker)
38
A. Personal Information:
B. Other Information:
15
Yes
No
20
Don't know
55
Fig5.1
From the above information it has been seen that ,55 persons told welfare
officer appointed , 20 says no.,& 15 persons says that they don’t know.
39
2. If yes than are you satisfied with their work?
Yes (60 ) No. ( 40 )
70
60
No of persons
50
40 Fig5.2
30
20
10
0 From the above
Yes No
Answers
bar graph it has been
concluded that 60
persons are satisfied
with the work of
officers appointed in plant and 40 says they are not satisfied
80
70
60
No of persons
50
40
30
20
10
0
Yes No
Answers
Fig 5.3
Out of data size 100, 70 persons says that they are covered under
employ scheme of insurance and 30 told that they are not cover under any
such scheme
40
4. What does the firm do for improving your living standards?
……………………………………………………………..
5. Are you satisfied with the welfare local tiles given by the firm? Give your
Suggestion?
…………………………………………………………..
40
30
20
10
0
Yes No
Answ e rs
fig 5.4
41
Safety officer appointed
15
Yes
No
20
Don't know
55
Fig 5.5
From the above information it has been seen that ,55 persons told safety
officer appointed , 30 says no.,& 15 persons says that they don’t know.
S a fe ty c o m m itte e e s ta b lis h e d
45
40
35
30
No. of persons
25
20
15
10
5
0
Y es No D on't k no w
A n sw e rs
Fig 5.6
When it was asked to the sample size of 100 persons that Is there safety
committee established in you plant? 40 persons answer is yes, 25 says no.
and 15 told that they don’t know about such committee.
42
Traning related to safety
70
60
No of persons
50
40
30
20
10
0
Yes No
Answers
Fig 5.7
From the above bar graph it has been concluded that 60 persons
are given training related to safety in plant and 40 says they are not given
any such training.
80
70
60
No of persons
50
40
30
20
10
0
Yes No
Answ ers
Fig 5.8
Out of data size 100, 70 persons says that they are aware of
safety during the work of insurance and 30 told that they are not aware of any
such scheme
12. Which leave are you given?
PL ( 55 ) Leave Medical (20 ) CL ( 15 )
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Leaves given
15
PL
Medical leave
20
CL
55
Fig 5.9
From the above information it has been seen that ,55 persons told
that they are given PL , 20 says they are given medical leave & 15 persons
says that they are given CL.
13.. Are you satisfied with the rest hours given during every shift?
Yes ( 60 ) No ( 40 )
70
60
No of persons
50
40
30
20
10
0
Yes No
Ans w ers
Fig 5.10
From the above bar graph it has been concluded that 60 persons
are satisfied with the rest hours given during every shift in plant and 40
says they are not satisfied
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CHAPTER :- 6
1. Canteen facilities.
2. Dispensary.
3. Toilets, Drinking Water & Heater facility.
4. Rest room.
5. Sitting facilities.
6. Storing facility.
7. Welfare officers.
8. Liveries and uniform.
9. Staffs transport.
10. The bus facility for the colony to go to market.
11. School Bus.
12. Scholarship.
13. Medical Reimbursement.
14. Guest House.
15. Housing facilities.
16. Quarters.
17. Shopping Complex.
18. Entertainment facilities.
19. Community center and executive club.
20. Cable facilities.
21. Ambulance Room.
22. Sewing facilities.
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Social welfare constructed by the company:
Other Facility:
Leave encashment.
Leave travels concession.
LTC Encashment.
RLTE.
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6.1 CONCLUSION
During the last 4 weeks, I certainly learnt a lot about every aspect of
this field, right from the working environment to the human nature. Relating to my
branch, I certainly learnt about the nature of people and various training methods.
The things are numerous , while words are only few. To conclude, I
would rather say that even after my full try, I would rather say that even after my full
try, I could pick up only a mouthful of knowledge out of the sea. The time was really
very less while there was a lot to learn.
Well, that’s how the life goes on. I hope I would have another
chance to visit and learn more in it.
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6.2 Limitations
1. The main thing that here H.R. employee are not specialized in H.R. so this solved
problems of other employees on there experience.
2. Mass facility is good but in C.S.F. mass food is not satisfy.
3. For new joiners there is no facility to start their work as like sitting &
cabin facility.
4. Relation b/w GETS & employers are not satisfactory relations.
5. There is no different cabin & other facility for the trainees under H.R.
finance.
6. There is no special person for trainees to guide them.
6.3 Suggestions
1. Appointed specialized & experiences persons in H.R. because they have extra
knowledge for their field so they can handle easily critical situation.
2. Mass facility is good for employees but in nightshift employees are not satisfy
their food. So improve it because its effect on employees health.
3. Provided for trainees room facility and guide so they are taken more information
about their company so they can improve their project report.
4. Frequently medical checkup for canteen workers employee workers.
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BIBLOGRAPHY
STANDING ORDERS.
ESTABLISHMENT GUIDE.
FILES.
COMPANY MAGAZINE.
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DATA ANALYSIS
(Questionnaire Worker)
A. Personal ssssInformation:
B. Other Information:
………………………………………………………………
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5. Are you satisfied with the welfare local tiles given by the firm? Give your
suggestion.
………………………………………………………………….
13.. Are you satisfied with the rest hours given during every shift?
Yes ( ) No ( )
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