PROJECT REPORT ON VARIOUS LABOUR WELFARE ACTIVITIES DONE BY JAYPEE GROUP

Submitted To: Prof. Satish Kumar Submitted By: Aditya Subramanian Shashank Gupta Ashish Kapoor Shriank Kakkar Sunny Saini Sahil Jain Ankur Mathur

ACKNOWLEDGEMENT
Its a matter of pleasure for us to express our sincere gratitude towards all the people who have helped us towards the completion of this project. We are indebted to countless people without whom the success of this project was uncertain. First, I would like to convey my sincere thanks to Mr. Rai, (General Manager, Human Resource Department, Jaypee Group.

Next, we are extremely grateful to Prof. Satish Kumar for having been helped us immensely at every state of project development & without whom, this project would not have been materialized and would not have been a success.

In addition we would like to thank all the HRD (Human Resource Department) employees who cooperated at all time and helped us to carry out this project.

Table of Contents
Topic Page No

EXECUTIVE SUMMARY OBJECTIVE PREFACE COMPANY PROFILE LITERATURE REVIEW DATA ANALYSIS CONCLUSION RECOMMENDATION RESEARCH METHODOLOGY APPENDICES BIBLIOGRAPHY

4 5 6 7 30 49 57 58 59 62 65

EXECUTIVE SUMMARY
This project aims to study the activities of various labor welfare done by Jaypee group. The project also tries to bring out the shortcomings, if any, in the present system and thus recommends suggestions to improve the same. These suggestions are based on the market research conducted by our group. The project was prepared in accordance to the guidelines provided by our group mentor Prof. Satish Kumar and the company officials we contacted during the survey. This project report also contains the valuable insights provided to us by the employees and employers of the company. The survey was done through questionnaire and interviews of the employees in Jypee group on different designation. Respondent were approximate 10. The project outlines the labor welfare done by the Jaypee group. We have also provided a brief history of the company we have chosen. Further this project explains the meaning, scope and reason for the labor welfare. We have also tried to explain the various problems encountered by the employees in the company and provided suggestions which were based on a survey conducted.

OBJECTIVE

1. The objective of the research was to study the different welfare provision provided by JAYPEE GROUP. 2. To study initiatives used by the company for their welfare programs and the various tools and techniques, methodologies used by them for welfare. 3. To study employees perceptions regarding various welfare initiatives, schemes, facilities and responses towards it.

Preface
Labour welfare is concern with developing skill, knowledge and competencies of people. It is people oriented concept. Labour welfare is applied in both national level and organizational level, many personnel managers calls it as simony mouse to training and development and many organizations renamed their personnel department as labour welfare.

Labour welfare is processes by which the employees of organizations are helped in a continuous way to Acquire or sharpen capabilities that are required to perform numerous functions associated with their present or expected future role.

COMPANY PROFILE

INTRODUCTION TO JAYPEE GROUP

History
With a single minded focus, to achieve pioneering myriads of feat in civil engineering Shri Jaiprakash Gaur, Founder Chairman of Jaiprakash Associates Limited after acquiring a Diploma in Civil Engineering in 1950 from the University of Roorkee, had a stint with Govt. of U.P. and with steadfast determination to contribute in nation building, branched off on his own, to start as a civil contractor in 1958, group is the 3rd largest cement producer in the country. The groups cement facilities are located in the Satna Cluster (M.P.), which has one of the highest cement production growth rates in India.

Milestones

Year

Events

1979 Jaiprakash Associates Pvt. Ltd formed and sets foot in Iraq. 1981 Commenced Hotel Business with first hotel in Delhi - Siddharth 1982 Hotel Vasant Continental was set up 1986 Commissioning of 1st unit of 1 MTPA Jaypee Rewa Plant (JRP) in District Rewa, MP

Formation of Jaiprakash Industries Ltd (JIL) by amalgamation of Jaiprakash Associates Pvt. Ltd with Jaypee Rewa Cement Ltd

Public Issue of JIL - 2, 25, 00,000 shares issued at a price of Rs. 10/1987 JIL listed on Bombay Stock Exchange 1991 Commissioning of 2nd unit of 1.5 MTPA Jaypee Rewa Plant 1992 Jaiprakash Hydro Power Ltd established to operate 300 MW Baspa II HE Project

Jaiprakash Power Ventures Ltd established to operate 400 MW Vishnuprayag HE project 1993 JIL signs MOU to develop & operate 1000 MW Karcham Wangtoo HE Project 1995 Bela Cement Ltd incorporated to establish 3rd Cement Plant at Bela

Hotel Jaypee Residency Manor set up 1996 Commissioning of the 3rd cement plant 1.7 MTPA Jaypee Bela Plant in District Rewa, MP 1999 Hotel Jaypee Palace, Agra set up 2000 Jaypee Greens Ltd 458 acre golf centric real estate company comes into being 2001 Jaypee Institute of Information Technology (deemed University since Nov 1 2004) set up at NOIDA

All 3 cement plants were brought under one roof by hiving off Cement Business by JIL under Jaypee Cement Ltd 2002 Jaypee Karcham Hydro Corporation Ltd established to operate 1000 MW Karcham Wangtoo HE Project

Jaypee University of Information Technology (State university), Waknaghat set up 2003 1st Captive Thermal Power Plant of 25 MW commissioned at JRP

Formation of Jaiprakash Associates Ltd (JAL) by merging JIL with Jaypee Cement Ltd

Jaypee Institute of Engineering & Technology, Guna Set up

Awarded the NOIDA-Agra Expressway project on BOOT basis

300 MW Baspa-II commissioned and begins power generation 2004 Commissioning of 2nd Captive Power Plant of 25 MW at Jaypee Bela Plant 2005 Shares of JHPL listed on BSE/NSE. First Hydropower Company to be listed in the country 2006 Setting up of Madhya Pradesh Jaypee Minerals Corporation Ltd (MPJMCL) in JV with MP State Mineral Development Corporation Ltd for Coal Mining at Amelia Coal Block in Sidhi district of MP

Setting up of 1320 MW Nigrie Thermal project in Singrauli district in the State of Madhya Pradesh is expected to comprise two 660 MW units, each deploying supercritical technology and is expected to be commissioned in 2013.

Commissioning of 3rd Captive Power Plant of 38.5 MW at Jaypee Bela Plant

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Acquisition of Cement Plants & Assets of UP State cement corporation Ltd (in Liquidation) of 2.5 MTPA capacity

Acquisition of Gujarat Anjan Cement Ltd for setting up a green field cement plant of 1.2 MTPA capacities in Bhuj, District Kutch Gujarat

400 MW Vishnuprayag Hydropower Station of JPVL, commissioned and begins power generation

MOU signed with Govt. of Arunachal Pradesh for setting up of 2700 MW HE project on Siang river and 500 MW HE project on Syon river on BOOT basis 2007 Signing of a joint venture agreement with Steel Authority of India Ltd for setting up a 2.0 MTPA slag based cement plant at Bhilai.

Himalayan Expressway Ltd incorporated for implementation of 27.14 km Zirakpur Parwanoo Expressway awarded by NHAI

Mandla North Coal Block in District Chindwara allotted to the company for captive requirement of cement business

JAL in consortium with Prize Petroleum Company Ltd secures the south Rewa block for Oil & Gas exploration under the NELP VI round

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JHPL signs MOU with PGCIL for formation of a Joint Venture company to lay a 230 km (approx.) long transmission system to evacuate power from the 1000 MW KarchamWangtoo Hydro Electric Project in Himachal Pradesh.

Jaypee Greens launched Wish Town a historic residential township in India. Slated to be the Indias largest township development in over 1162 acres.

Signed an agreement with the Formula One Administration (FOA) to host the very first F1 Race in India in the year 2011. 2008 Jaypee Ganga Infrastructure Corporation Ltd incorporated for implementation of 1047 Km long 8 lane Access controlled expressway between Greater Noida and Ballia in UP

Chunar and Dalla cement plants (UPPCL) in UP commissioned

1.5 MTPA Grinding unit at Panipat, Haryana, commissioned

Bokaro Jaypee Cement Ltd incorporated for implementation of 2.1 MTPA slag based cement plant at Bokaro, Jharkand in JV with SAIL

2 MTPA cement capacity plant at Sidhi (M.P.) and 1.20 MTPA cement plant at Sewagram (Gujarat) has also been successfully commissioned.

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Acquired Bina Power Supply Company Limited (BPSCL) from the Aditya Birla Group to set up a 1250 MW coal fired Thermal Power Plant at Bina, Madhya Pradesh. 2009 Amalgamation of four Group Companies, namely, Jaypee Cement Limited, Gujarat Anjan Cement Limited, Jaypee Hotels Limited and Jaiprakash Enterprises Limited with flagship company JAL.

Acquired Sangam Power Generation Company Ltd. for setting up 3 x 660 MW Karchana Thermal Power Project (Phase I : 2x660 MW) & Prayagraj Power Generation Company Ltd. for 5 x 660 MW Bara Thermal Power project (Phase I : 3x660 MW) from UP Power Corporation Ltd. on BOO basis.

Signing of MOU for setting up a 2.0 million tonnes per annum capacity cement plant in joint venture with Assam Mineral Development Corporation Limited (AMDC).

Group is setting up a Jaypee Hitech Casting Centre with capacity of 18,000 TPA at Rewa, M.P.

Jaiprakash Associates 2.4 million tonnes per annum capacity cement plant in Sewagram, Kutch, Gujarat was dedicated to the nation.

Amalgamation of Jaiprakash Power Ventures Ltd. with Jaiprakash Hydro-Power Ltd.; the name of the Company i.e. Jaiprakash Hydro-Power Ltd. changed to Jaiprakash Power Ventures Ltd. 2010 Commissioning of 2.00 MnTPA Jaypee Himachal Cement Grinding and Blending Plant, Bagheri (H.P.).

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Commissioning of 1.20 MnTPA Jaypee Wanakbori Cement Grinding Unit, Wanakbori, Gujarat.

Commissioning of 2.2 MnTPA Bhilai Jaypee Cement Ltd., Satna (Madhya Pradesh) & Bhilai (Chattisgarh).

1.2 million tonnes Jaypee Roorkee Cement Grinding Unit (JRCGU) at Roorkee, Uttarakhand.

Jaypee Infratech Limited listed on NSE/BSE.

Jaypee Rewa Cement Plant and Jaype Bela Cement Plant in Madhya Pradesh of the Group have been awarded with renowned and most prestigious SWORD OF HONOUR award by the British Safety Council, UK. This is a well acclaimed and celebrated international award in the field of Health and Safety management system. 3.00 MnTPA Rewa and 2.40 MnTPA Bela are the only cement plants to be bestowed with this honour in India. 2011 Amalgamation of Jaypee Karcham Hydro Corporation Limited (JKHCL) and Bina Power Supply Company Limited (BPSCL) with Jaiprakash Power Ventures Limited (JPVL) with effect from April 1, 2010, being the Appointed Date.

The Group was awarded two contracts relating to construction of the 990 MW Punatsangchhu II Hydro-electric Project, Bhutan. This hydro-electric project will be jointly implemented by the Royal Government of Bhutan and the Government of India.

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Commissioning of 1.00 MnTPA capacity cement grinding plant at Sikandrabad, Uttar Pradesh.

Commissioning of cement grinding plant of 2.10 MnTPA capacity at Bokaro, Jharkhand, set in JV with SAIL (Bokaro Jaypee Cement Ltd.).

1000 MW Karcham-Wangtoo Hydropower Station of JPVL commissioned and begins power generation.

Hosted the first Indian Formula OneTM Grand Prix on 30th October at Buddh International Circuit.

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VISION

Jaypee Groups vision is to continue to be an environmentally responsible organization making continuous improvements in the management of the environmental impact of operations. For this we adopt an Integrated Environment Management approach, which focuses on People, Technology and Facilities, supported by Management Review Group (MRG) as the prime driver of the Environment Management Policy Initiative. In a nutshell the environmental vision encompasses the following objectives: The efficient & optimum utilization of available resources The Minimization of Waste The Maximization of ash Utilization The providing and maintaining of green belts all around production zone.

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Company/Organizational Profile

Transforming challenges into opportunities has been the hallmark of the Jaypee Group, ever since its inception five decades ago. The Group is a diversified infrastructure conglomerate with business interests in Engineering & Construction, Power, Cement, Real Estate, Hospitality, Expressways, Sports & Education (not-for-profit).

ENGINEERING & CONSTRUCTION

The Engineering and Construction wing of the Group is an acknowledged leader in the construction of multi-purpose River Valley and Hydropower projects. It has the unique distinction of having simultaneously executed 13 Hydropower projects spread across 6 states and the neighboring country Bhutan for generating 10,290 MW power.

The Group has been assigned CR1 grade by ICRA Ltd. indicating very strong contract execution capacity with best prospects of timely completion of projects, without cost overruns for projects with average value of Rs. 2500 crore. It is the only Group in India, which pre-qualifies on its own for the bidding of various projects that are awarded in the country.

A leader in Engineering and Construction of Hydropower projects in India, the Group has the largest market share in the Indian Hydropower, E&C and EPC sector having participated in 54% of Hydropower projects developed in 10th 5-Year Plan in different capacities.

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JAL is the only integrated solution provider for Hydropower projects in the country with a track record of strong project implementation in different capacities and has participated in projects that have added over 8840 MW of Hydroelectricity to the National grid between 2002 & 2009. (AN UNPARALLEL FEATURE IN INDIAN POWER SECTOR)

The Group also has the distinction of executing three out of five Hydropower projects contracted on an EPC basis in the country till March 2009. Two of these, 300 MW Chamera - II and 520 MW Omkareshwar, have been completed ahead of schedule.

The 900 MW Baglihar (Stage-I and II) Hydroelectric project in Jammu & Kashmir, has been set up in the challenging environment of the State with 22 million cubic meters of concrete, has been the largest EPC project executed in the country in Hydropower sector, so far.

The key non-EPC projects completed across India are -

1450 MW Sardar Sarovar Project, the largest water resource project in India, 1000 MW Tehri Dam, Asia's highest rockfill dam. 1000 MW Indira Sagar Power House, second largest surface power house in the country. 1500 MW Nathpa Jhakri Power House, the largest underground power house in the country.

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The in-house Design and Consultancy Company, Jaypee Ventures Pvt. Ltd. (JVPL), gives JAL a competitive edge over its rivals. The design and engineering arm has been awarded CT1 grade by ICRA with CIDC (The Construction Industry Development Council). This is the highest rating assigned to consultants in the field of Engineering.

POWER

The Group with its operational projects of 300 MW Baspa-II (Himachal Pradesh), 400 MW Vishnuprayag (Uttarakhand) and 1000 MW Karcham Wangtoo (Himachal Pradesh) is Indias largest private sector Hydropower producer.

In addition, with 3200 MW projects (2700 MW Lower Siang & 500 MW Hirong ) coming up in Arunachal Pradesh and 720 MW (270 MW Umngot and 450 MW Kynshi Stage II) in Meghalaya, the Group will have total Hydropower generation capacity of over 5600 MW by 2020.

After having established a strong presence in the Hydropower sector the Group has initiated its entry into Thermal Power Generation, Power Transmission and also forayed into Wind Power.

The Group is in the process of implementing 2 x 660 MW pit head based Nigrie Thermal Power plant in district Singrauli of M.P. and 5x 250 MW Thermal Power plant at Bina M.P. JAL has been awarded LOIs for 1980 MW (3 x 660 MW) Karchana Thermal Power Project and 3300 MW (5 x 660 MW) Bara Thermal Power project in UP. Besides this, 49 MW of Wind Power plant is operational in Maharashtra and Gujarat.

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The Group has also successfully implemented a Transmission system associated with 1000 MW Karcham Wangtoo Hydro-electric project. The Transmission project consists of a 217 km long transmission line between Wangtoo in Himachal Pradesh and Abdullapur in Haryana.

CEMENT

Jaypee Group is the 3rd largest cement producer in the country. The group produces special blend of Portland Pozzolana Cement under the brand name Jaypee Cement (PPC). Its cement division currently operates modern, computerized process control cement plants with an aggregate capacity of 28 MnTPA. The company is in the midst of capacity expansion of its cement business in Northern, Southern, Central, Eastern and Western parts of the country and is slated to be 35.90 MnTPA by FY13 (expected) with Captive Thermal Power plants totaling 672 MW.

HOSPITALITY

The Groups hospitality business owns and operates 6 properties spread across New Delhi, Uttar Pradesh and Uttarakhand. The 4 Five Star Hotels, two in New Delhi and one each in Agra and Mussoorie have a total capacity of 644 rooms. Another 5 star luxury with state-of-the-art resort and SPA has been set up in collabouration with SIX SENSES at Greater Noida with 170 living spaces. Apart from this, Jaypee Delcourt at Greater Noida has comfortable deluxe rooms, multiple dining options, state-of-the-art wellness centre and a promenade of lifestyle stores indeed making it a viable destination for corporate, entrepreneurs, expats business and leisure stays.

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REAL ESTATE AND EXPRESSWAYS

The Group is a pioneer in the development of Indias first golf centric Real Estate. Jaypee Greens - a world class fully integrated complex consists of an 18 hole Greg Norman Golf Course. Stretching over 452 acres, it also includes residences, commercial spaces, corporate park, entertainment and nature in abundance.Jaypee Greens also launched its second project in Noida in November 2007. Indias First Wish Town, is an Integrated Township spread over 1162 acres of land comprising one 18 hole and two 9 hole golf facility & world class residences. The Group is constructing 165 km long 6 lane Yamuna Expressway project from Noida to Agra and ribbon development on 6175 acres at five or more locations along the expressway for commercial, industrial, institutional, residential and amusement purposes, will also be undertaken as an integral part of the project.

SPORTS
The Group has hosted Indias first ever Formula OneTM Grand Prix on 30th October, 2011. In addition to F1, the track is also expected to host other top-level international motorsports events from 2012 onwards.

EDUCATION
People of resources must contribute towards making a better tomorrow for all. Shri Jaiprakash Gaur ji, Founder Chairman of the Group firmly believes that quality education on an affordable basis is the biggest service which, as a corporate citizen, we can provide. Education is the cornerstone to economic development and the strength of 1 billion Indians can be channelized by education alone to build India into a developed nation.

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The Group currently provides education across all spectrum of the learning curve through 27 Schools, 5 ITCs, 1 Post Graduate College, 1 B.Ed College and 3 Universities catering to learning of over 23,000 students. The Jaypee education system plans to take the vision of service to society through quality education to another plane by expanding its infrastructure to provide education to a universe of 200,000 students in less than a decade from now.

SOCIAL COMMITMENTS

The Group has always believed in growth with a human face and to fulfill its obligations it has set up Jaiprakash Sewa Sansthan (JSS), a not-for-profit trust which primarily serves the objectives of socio economic development, reducing the pain and distress in society. For over 5 decades now, Jaypee Group has supported the socio-economic development of the local environment in which it operates and ensured that the economically and educationally challenged strata around the work surroundings are also benefited from the Groups growth by providing education, medical and other facilities for local development. The Group also undertakes Comprehensive Rural Development Programme (CRDP) which covers a wide range of projects such as free medical camps, health check-ups for village school children, literacy campaigns like Balwadis for young boys and girls, safe drinking water supply, creating huge water reservoirs in different villages, self employment which includes tailoring classes for women and animal husbandry. Some other important activities undertaken include the renovation of old temples, other schools and hospital buildings in the adjoining adopted villages.

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ENVIRONMENT

Every time we borrow from nature, we return it with interest. We at Jaypee believe that harmony between the man and his environment is the prime essence of healthy life and living. The sustenance of our ecological balance is therefore of paramount importance. Efforts are made to conserve ecological balance without any harm done to the local flora and fauna. The Group has also taken green initiatives, afforestation drives, resources conservation, water conservation, air quality control and noise pollution control and created a green oasis amidst the limestone belt at the cement complex in Rewa and other cement division plants.

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QUALITY OBJECTIVES

To focus on customers successfully and to strive to meet their needs and requirements.

To manufacture effective health care products at competitive prices and to improve the Quality of Life of common masses.

To implement and emphasize on systems to ensure prevention of errors rather than detection of errors.

To ensure global competitiveness by striving to achieve Current Good Manufacturing Practices (CGMP).

To ensure safety in all operations and to follow the systems in all areas of operations.

To continually train people to build up and upgrade skills and expertise and to involve them to become committed to the quality process.

To reduce wastages within the organization and increase productivity.

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IMPORTANT STRATEGIES ADOPTED

Developing to build philosophy for HR personnel.

Shifting to zonal set up of sales and marketing to facilitate better distribution.

Adopting contribution enhancement plan for performance management.

Empowering employees through Employee Stock Purchase Option Plan.

Backward integration strategy in Engineering & Construction.

Continuous enhancement of automation. Continuous emphasis on Research & Development (DRF i.e. JAYPEE GROUP Research Foundation is a separate company working in collabouration with JAYPEE GROUP solely for the purpose of R&D).

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LEVEL STRUCTURE OF ORGANISATION

Vice President

General Manager

Deputy General Manager

Senior Manager

Manager

Assistant Manager

Officer

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Assistant Officer

Supervisor/Chemist

Senior Mechanic/Senior Assistant

Mechanic/Junior Chemist

Junior Mechanic

Workers

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PERSONNEL DEVELOPMENT IN JAYPEE GROUP

Personnel department is headed by Vice- President (HR) Functions of Vice President (HR) Personnel administration Recruitment and Promotion Industrial Relations Human Resource Group Human Resource Development General Administration and Welfare Public Relations Security/Fire Vigilance Medical Services Implementation Of Official Language Policy (Hindi) Land Acquisition

The above functions are grouped under different General Managers/Deputy General Managers. These executives provide support to Vice President (HR) on different issues, which arise in Headquarter/regional offices and field. Vice President (HR) has the responsibility of keeping the Board of Directors informed on the above mentioned personnel activities and also on Industrial Relations. In addition to this, he is also expected up date senior officials in their respective areas.

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Scope of study

With the help of this research we analyze the labour welfare in organization because all the organizations have followed the rules and regulation of promotional activities in all departments. It helps in increasing the interest of the employees towards their organization and thus result in profit maximization as only happy mind can increase productivity. So every organization needs to engage themselves in labour welfare activities in order to make its employees satisfied with their respective job and check out the high outflow of workforce from the organization.

Limitations:
As we started doing the project certain constraints restricted us that cannot be called as insignificant. These limitations includes Human behavior is supposed to be requirement of every person which keeps on changing so it becomes difficult to know the exact perception. One may hide the originality in providing the response as persons. The study may not cover the exact answer as the sample size is 60 and the employees were 1500 approx in the organization. The study is based on a particular class of employees i.e., officers, clerical grade staff etc.

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LITERATURE REVIEW

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According to Arthur James Todd:

Labour welfare means anything done for the comfort and improvement, intellectual and social, of the employees over and above the wages paid which is not a necessity of the Industry.

According to Industrial Labour Organization (ILO)

Labour welfare may be understood and including such services facilities and amenities which may be established in vicinity of undertaking to perform their work in healthy and congenial environment and to avail of facilities which improve their health and bring high morale.

How and why companies came to be involved in welfare provisions

There are two types of corporate involvement in welfare provisions, namely, bearing statutory welfare costs (the employer's share of social insurance premiums required under law) and non-statutory welfare costs (fringe benefits to employees). We have examined how and why companies came to be involved in welfare provisions on both statutory and non-statutory bases, tracing the development in several industrialized countries from the end of the 19th century to the early 20th century. Also, from the viewpoint of international comparison, we have examined how the existing systems of these countries differ from each other and discussed the characteristics unique to each country. Here, I would like to summarize the implications that we have derived from this study. Firstly, as many countries underwent rapid industrialization subsequent to the Industrial Revolution, some capitalists - those financing major companies - demonstrated enthusiasm for improving welfare for employees based on paternalism. From this, we can see that the idea that companies should play a part in welfare provisions was already taking root in some corners of society at that time. And this provided the foundation upon which a statutory system for corporate involvement in welfare was developed in later years.

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Secondly, the advancement of industrialization imposed harsh labour conditions on workers. And this led to the enlightenment of workers concerning their rights, the formation of labour unions and the rise of socialist ideas, thereby intensifying a capital-labour confrontation over the improvement of worker's rights. In response to the demands of workers, companies generally demonstrated some sympathy and agreed to improve welfare for employees, though to differing extents depending on country, industry and the size of each company. Thirdly, companies work on welfare for a variety of reasons. One motivation is associated with labourmanagement needs based on the idea that improved welfare will help enhance employee morale. Another is passive in nature, with companies reluctantly agreeing to make their share of welfare contributions as required by law. Fourthly, the former of the two motivations cited above is a valid interpretation of non-statutory welfare and linked to the development of welfare capitalism. Meanwhile, the latter motivation, which is based on the ideas advocated in the Beveridge Report on welfare state ("Social Insurance and Allied Services"), explains why statutory welfare contributions by companies have become widespread. Fifthly, it should be noted that non-statutory welfare and statutory welfare are targeted at different groups of employees. Non-statutory welfare offered by a company provides benefits solely to the employees of the company. In contrast, beneficiaries under statutory welfare are anonymous employees or the general public of a country although individual companies make financial contributions to such a program. From the point of view of companies, contributions to non-statutory welfare are useful for the purpose of labour management, whereas statutory welfare costs are generally regarded as a burden which companies bear with reluctance. Yet, even in the case of statutory welfare, companies may find a positive incentive to make contributions so long as they recognize their responsibility, as members of society, to actively contribute to public policy. Underlying this idea is the perception that private enterprises are a public property. Sixthly, non-statutory welfare is dependent upon the capacity of individual companies to pay and the level of benefit differs widely from one employee to another. It is well known that in Japan, as well as in the United States, there are substantial gaps in the level of employee benefits provided by companies depending on the scale of each company. In this respect, it could be considered desirable to rely more on statutory welfare than on non-statutory welfare so as to reduce such disparities. Or even greater equality of welfare services funded by tax revenue could be called for, whereby all the employees - regardless of their profession or affiliation - would be entitled to uniform welfare services.
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WHY THE STUDY OF EMPLOYEE WELFARE AT JAYPEE GROUP?

India is a developing country. This means that majority of the population belong to the working class. They have to struggle to make both the ends meet. In their struggle for daily living, they lose sight of the individual development, productivity, self-actualization etc. The present scenario in India is that the employers are becoming aware of their needs and are taking effective measures to improve their morale and self-worth by various Employee Welfare measures both the statutory and voluntary. The reason being the increasing awareness created globally, by the initiatives of ILO, and other organizations, the charismatic leadership of some Indian and International Labour Union Leaders and initiatives taken by the Indian Government to enact various legislations concerning the good of the working class and to punish the defaulters. In such a context, I thought it is worthwhile doing a project on Employee Welfare Activities done at Jaypee Group.

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MEANING OF EMPLOYEE WELFARE:

As a business, you have to provide various benefits to ensure your employees' welfare. While this may increase your business expense and negatively affect your bottom line, looking after your employees will benefit you in other ways. In fact, in this day and age, it's almost impossible to operate a business without offering a basic set of benefits for the employees' welfare. The term Employee Welfare means to fare well or to do well. It refers to physical, mental, emotional wellbeing of an individual. Welfare is relative to time and space. The welfare needs may vary from one company to another company and from one place to another place and from time to time. Oxford dictionary defines welfare as state or condition of doing or being well: good fortune, happiness or well-being of a person, community or things.

IMPORTANCE OF EMPLOYEE WELFARE:

Enables workers to have a richer and more satisfying life. Raises the standard of living of the workers by indirectly reducing the burden on their pocket. Absorbs the shocks injected by industrialization and urbanization on workers. Promotes a sense of belonging among workers, preventing them for resorting to unhealthy practices like absenteeism, labour turnover, strikes etc.

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PRINCIPLES OF EMPLOYEE WELFARE:

Employee welfare activities look forward to the betterment of the individual and developing ones morale and personal fulfillment. On the part of the individual it helps him to contribute better to the organizational objectives. There are certain principles to be kept in mind while introducing Employee Welfare Policies as well as administering them.

Principle Of Adequacy Of Wages Employee Welfare measures cannot be a substitute for wages. Employees have a right to receive adequate remuneration. In fact, payment or reward to the contribution made the individual is the basic and necessary welfare measures that an organization can take. However, payment of high wages alone cannot bring in commitment and enhancement of productivity for the simple reason that employees are completely different from the other factors of production and has to be handled carefully. Thus, welfare schemes coupled with adequate remuneration can bring good results for a company.

Fulfilling Ego And Social Status A company has responsibilities to the workers as well as to the society. An unhappy worker is a burden to the society, and the company has the responsibility to see to it that such a phenomenon does not occur. Adequate welfare facility can convert an individual into a less unhappy person. The company has to lead the employee out of monotonous working and give responsibility as per his capacity, and thus motivate him.

Principle Of Efficiency Employee Welfare and Efficiency are very closely linked. Availability of adequate welfare facilities motivate the worker and increase his morale, and this result in increase of the individuals efficiency. On the other hand, an unhappy employee whose welfare needs are not taken care of will slowly go backward in efficiency and this will result in reduction of the product in quality and quantity.

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Principle Of Improving Morale Through Motivation Wages and salaries are for the skill one has earned. To improve th morale , the management has to give incentives like attendance bonus, productivity linked incentives etc. Other measures like attitudinal development exercise, fringe benefits are also important motivational tools to improve the morale of the employees.

Principle Of Totality Of Welfare This principle emphasizes that the concept of Labour Welfare must spread throughout the hierarchy of an organization. Employees t all levels must accept this total concept of Labour Welfare

Programmes and they will never really get off the ground.

Principle Of Self-Development This means that a person wishes to learn, and acquire knowledge. If opportunity is given, he/she will give more result. If management finds out the capabilities and trains him/her. He/she will be an asset to the organization, and will find his self-development.

Principle Of Effective Communication There is always a communication gap between employer and employees- the more the gap, the more the tension. This means the message should be passed without addition and edition, so that communication gap is filled to the maximum.

Principle Of Contribution To National Prosperity The more welfare, the more interested would be the employees. The more is interest, the less is rejection. If lesser is rejection, higher are profit and the government gets better revenue. Thus, Labour Welfare enhances national prosperity.

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OBJECTIVE OF EMPLOYEE WELFARE

Employee Welfare aims at the whole development of the person of the working class. The Labour Welfare Policies of any organization should keep in mind the following objectives: To increase the standard of living of the Working Class: The employees are more prone to exploitation from the capitalists if there is no standardized way of looking after their welfare.

To make the management feel the employees are satisfied about the work and the working conditions.

To reduce the employee problems in the organization: There are various problems affecting the workers. Problems like absenteeism, indebtedness,

alcoholism etc., which make the employee further weak both physically and psychologically. Employee Welfare looks forward to helping the employees to overcome these problems.

To recognize human values: Every person has his/her own personality and needs to be recognized and developed. It is in the hands of the management to shape them and help them grow. The management employs various methods to recognize each ones worth as an individual and as an asset to the organization.

Employee Welfare helps to foster a sense of responsibility in the industry: A person works both in a group and as an individual. If the person is given responsibility he will act better or else he/she will be only a slave to the direction of the superiors and will not show any initiative to prove his worth.

Employee Welfare improves industrial relations and reduces industrial disputes: Industrial dispute in any industry is a sign of unsatisfied employees. Employee Welfare measures act as a preventive tool to most of these disputes.
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To retain the employees: There should be fixed policies. This calls in to prepare the policies, o conduct different training programmes, to have various motivational schemes, to create interest in the job. The employees who feel secure in an organization, backed by fixed welfare policies have less chance of looking for a job elsewhere.

To increase the bargaining power of the employees: Bargaining means to systematically extract something from the opponent. The better the bargaining power, the better would be the influence on the opponent. Employee Welfare measures like formation of works committee, workers participation, Trade Union etc., will surely help them to have better bargaining power.

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SCOPE OF EMPLOYEE WELFARE

The scope of Employee Welfare cannot be limited, since it differs according to social customs and the degree of industrialization in different countries and at different times. They have to be elastic and flexible enough to suit the conditions of the workers, and to include all the essential prerequisites of life and the minimum basic amenities. They laws of every country highlight directions to specific application to the working class, the necessity of securing just and humane conditions of work for them. However, what these conditions actually imply cannot be specified in rigid terms for all times and situations.

Thus, the subject of Employee Welfare is fairly wide and is not limited to any country, region or industry. Writers and institutions have described its scope in different ways and from different angles. The line of demarcation cannot be very precise but what should be common is that a welfare measure should enhance the working and living conditions of the workers and their families and make their lives better worth living. In other words, Employee Welfare policies should enable employees to live a richer and more satisfactory life.

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Duties of a Welfare Officer

The duties of a Welfare Officer are as follows: To establish contacts and hold consultations with a view to maintaining harmonious relations between the factory management and workers;

To bring to the notice of the factory management the grievances of workers, individual as well as collective, with a view to securing their expeditious redress and to act as a liaison officer between the management and labour ;

To study and understand the point of view of labour in order to help the factory management to shape and formulate labour policies and to interpret these policies and to interpret these policies to the workers in a language they can understand.

to watch industrial relations with a view to using his influence in the event of a dispute between the factory management and workers and to help to bring about a settlement by persuasive effort.

To advise on fulfillment by time management and the concerned departments of the factory of obligations, statutory or otherwise, concerning regulation of working hours, maternity benefit, medical care, compensation for injuries and sickness and other welfare and social benefit measures.

To advise and assist the management in the fulfillment of its obligations, statutory or otherwise, concerning prevention of personal injuries and maintaining a safe work environment, in such factories where a Safety Officer is not required to be appointed under the enabling provisions under section 40 B.

to promote relations between the concerned departments of the factory and workers which will bring about productive efficiency as well as amelioration in the working conditions and to help workers to adjust and adapt themselves to their working environments.

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To encourage the formation of Works and Joint Production Committees, Co-operative Societies and Welfare Committees, and to supervise their work.

To encourage provision of amenities such as canteens, shelters for rest, crches, adequate latrine facilities, drinking water, sickness and benevolent scheme payments, pension and superannuation funds, gratuity payments, granting of loans and legal advice to workers.

Help the factory management in regulating the grant of leave with wages.

To advise on provision of welfare facilities, such as housing facilities, foodstuffs, social and recreational facilities, sanitation, advice on individual personnel problems and education of children.

To advise the factory management on questions relating to training of new starters, apprentices, workers on transfer and promotion, instructors and supervisors, supervision and control of notice board and information bulletins to further education of workers and to encourage their attendance at technical institutes.

To suggest measures which will serve to raise the standard of living of workers and in general
promote their well-being.

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SWOT ANALYSIS

SWOT is:
S: Strengths W: Weaknesses O: Opportunities T: Threats

1. Strengths:

Good engineering capabilities Good design backed by reputed foreign pump manufacturers. Good manufacturing and testing facilities Good performance of equipments already supplied Good quality and high degree of reliability Stable industrial relations

2. Weaknesses: High material and manufacturing cost Delays in delivery

Lack of planning and scientific monitoring of jobs Lack of reliable vendors for casting Inadequate after sales service and delays in resolving customers problems Poor liquidity position and market credibility Reference to BIFR

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3. Opportunities:
Large investment planned in oil and gas, petrochemicals, refineries, power and chemical industries etc. during 8th plan period. Growing demand for pumps in all the core sectors

4. Threats:
Entry of foreign suppliers due to recession in the world market and increased competition from private sector companies resulting in cut throat competition. Dependence on World Bank and other agencies for funds resulting in large scale import equipment. Foreign companies quoting dumping prices. Companys own ex-collabourators are now competing with it. Recession in steel industry is hitting the gas cylinders.

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Welfare department of Jaypee Group

In every factory/company welfare facility is necessary for every employee. Head of this Department & executive welfare officer report to DGM. There are two typist of welfare facility in any factory/company. Welfare amenities provided under factory act 1984 sec.42 to sec.49.

Statutory welfare facility

Washing facility which is provided under sec 42 of factory Facility for drying & clothing (sec-43) Sitting facility (sec-44) First aid box (sec-450). In Jaypee Group there is a dispensary and one medical officer is available for primary treatment. Canteen (sec-46) is very important part of welfare in Jaypee Group. It is under maintenance department, they maintain good quality and hygiene in canteen area and food quality. There are different lunch rooms for men and women. Shelters, restroom & lunch rooms (sec-47) are provided where 150 or more workers are employed. Crche, if employing more than 30 women (sec-48) Welfare officer employees 500 or more workers.

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Voluntary welfare facility:

Transport facility- Company provides transport facility 4 wheeler of his employee to take 80.00 RS/month bus charges. Company provides housing facility to his employee. Company provides housing facility to his employee. Company provides accommodation in IT colony and if accommodation is not available then company provides rent for employees. Company provides children education allowances for non executive employees. Some other facilities like uniform, shoes, watches etc are provided by Jaypee Group.

WASHING FACILITY- Jaypee Group under sec 42 of the factory act 1948 provides an adequate and suitable washing facility for its workers be kept in a state of cleanliness.

FACILITIES FOR SITTING- under sec 44 of the factory act 1948, Jaypee Group has provided the iron stools, chairs and iron benches to each worker in the manufacturing area, where they can take rest for some time during the working period.

FACILITIES FOR FIRST AID APPLIANCES- under Section 44 of the factory act, Jaypee Group has provided first aid facilities to the employees. The company has a dispensary with having two beds. A doctor and a trained compounder remain available during working hours of the factory. An ambulance is also available always round the clock for any mishap.

CANTEEN FACILITY - under section 46 of the factories act, Jaypee Group had earlier provided a good arrangement in the canteen for its employees but due to some financial crisis the canteen is running on the contract basis. An elected canteen committee is there to oversee the working of canteen. Maintenance department take care of the hygiene and food quality by time to time hidden inspections. Canteen provides
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breakfast, tea and lunch to workers at reasonable price. The rate of the food items are fixed under an agreement between management and contractor.

CRECHE FACILITY- under section 48 of the factories act 1948, the public sector units has to provide crche in every organization for helping working women. At present in Jaypee Group there is no crche because there is no large number of working in the company.

WELFARE OFFICER Under sec. 49 of the factories act 1948, a welfare officer has been duly appointed by the state government, which is looking after the welfare in Jaypee Group very competently in spite of the prevailing financial crisis.

OTHER WELFARE ACTIVITIES 1. TRANSPORT SERVICE-Jaypee Group provides bus facilities to the employees. These buses are running from factory to different place in city. This service is available in all shifts. For this service Jaypee Group charges nominal rates from its employees which are deducted from the salaries of the employees.

2. CHILDREN EDUCATION- Rs. 35 per month is given to employees for the education of their children. Up to 10+2 level free education are provided for two children.

3. WASHING ALLOWANCES- Rs. 35 per month. (only for non executive staff) 4. SHIFT ALLOWANCES - For A shift-Rs 6 per shift. For B Rs.4.5 per shift.

5. VOCATIONAL TRAINING Jaypee Group provides the training to management and engineering students from the month of April till July.
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REAL INJURY AND INDUSTRIAL ACCIDENT

An industrial injury has been defined as a personal injury to an employee which has been caused by an accident of an occupational disease, and which alias out of or in the course of employment and which would entitile such employee to compensation under the men compensation act .

PLANT SAFETY INSPECTION

Plant safety inspection is carried out routinely to demonstrate management interest in the safety and welfare of employee and thus contributes in building better understanding and shop floor relations. Following is the program of safety inspection drawn for a week which will be repeated every week. A part from the areas indicated in daily schedule all other areas will be generally visited every day. The contents of the inspection will be as following ways:-

1. To ensure the free movement of person in and around the various plants.(PROPER HOUSE KEEPING) 2. All the dangerous part of the machine should be guarded.(MACHINE GUARDING) 3. Safety measures are adopted for proper lightening.(LIGHTING/WIRING/ELECTRICAL) 4. For maintaining proper ventilation all exhaust fans are maintained.(VENTILATION) 5. It is always ensured that disposal or waste and fluent is done properly with the health point of view.(HEALTH AND HYGINES) 6. Storing/placement of material should be systematic way.(STORING/PLACEMENT OF MATERIAL) 7. The safety office inspects all the opening pits, trenches, on the floor and remedial measures are adopted immediately to avoid the accident according to section 33 of the factories act 1948. 8. Safety inspections of floors, stairs and means of cress are done to comply with section 32 of the factory act. 9. All the lifting mechanism, chain, ropes and lifting trickles are inspected periodically once in 3 months to comply with section 29 of the factory act. 10. All the hoists and lift are inspected according to the section 28 of the factory act.

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11. Revolving machinery namely, grinding wheels are inspected in regard and revolution per minutes etc. 12. Material handling methods and equipment. 13. Fire and extinguishing equipment/fire extinguishers. 14. Pressure vessels/boilers. 15. Fire aid box 16. Personal protective equipment 17. Drainage system 18. E.O.T cranes etc 19. Tools 20. Indenting unsafe act and condition and hazardous areas.

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DATA ANALYSIS

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1. Are you satisfied with the work timing of Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied

S.No. 1. 2. 3. 4.

Options: Satisfied Highly satisfied Neutral Dissatisfied TOTAL

Frequency: 6 2 1 1 10

Percentage: 60 20 10 10 100

Work Timings
10% 10%

20%

Satisfied Highly satisfied Neutral Dissatisfied 60%

Hence, it was inferred that 60% of the respondents were satisfied, 20% were highly satisfied and 20% of the respondents were neutral or dissatisfied with the work timings of the organization.

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2. Are you satisfied with the canteen facility in Jaypee Group? Satisfied Highly satisfied Neutral

S.No. 1. 2. 3.

Options: Satisfied Highly satisfied Neutral TOTAL

Frequency: 6 2 3 10

Percentage: 60 20 30 100

Canteen Facility

30% Satisfied Highly satisfied 60% 20% Neutral

Hence, it was inferred that 60% of the respondents were satisfied, 20.0% were highly satisfied and 30% were neutral in their opinion.

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3. Are you satisfied with the Grievance handling process in Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied

S.No. 1. 2. 3. 4.

Options: Satisfied Highly satisfied Neutral Dissatisfied TOTAL

Frequency: 4 2 3 1 10

Percentage: 40 20 30 10 100

Grievance Handling Process

10%

40% 30%

Satisfied Highly satisfied Neutral Dissatisfied

20%

Hence, it was inferred that 40% of the respondents were satisfied, 20% were highly satisfied, 30% were neutral in their opinion and 10% were dissatisfied.

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4. Are you getting wages as per basic minimum criteria allotted by the Government? Yes No No idea

S.No. 1. 2. 3.

Options: Yes No No idea TOTAL

Frequency: 6 3 2 10

Percentage: 60 30 20 100

Basic Salary

20%

Yes No 30% 60 No idea

Hence, it was inferred that 60% of the respondents said YES, 30% said NO and 20% had no idea about the basic minimum criteria allotted by the Government.

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5. Are you satisfied with the sanitary conditions of Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied

S.No. 1. 2. 3. 4.

Options: Satisfied Highly satisfied Neutral Dissatisfied TOTAL

Frequency: 5 3 1 1 10

Percentage: 50 30 10 10 100

Sanitary conditions
10

10% 50%

Satisfied Highly satisfied Neutral Dissatisfied 30%

Hence, it was inferred that 50% of the respondents were satisfied, 30% were highly satisfied, 10% were neutral and 10% were dissatisfied with the sanitary conditions of Jaypee Group.

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6. Are you satisfied with the conveyance allowance in Jaypee Group? Satisfied Highly satisfied Neutral Dissatisfied

S.No. 1. 2. 3. 4.

Options: Satisfied Highly satisfied Neutral Dissatisfied TOTAL

Frequency: 4 1 4 1 10

Percentage 40 10 40 10 100

Conveyance Allowance
10%

40%

Satisfied Highly satisfied Neutral

40%

Dissatisfied

10%

Hence, it was inferred that 40% of the respondents were satisfied with the conveyance allowance, 10% were highly satisfied, 40% were neutral and 10% were dissatisfied.

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7. Does welfare benefits provided by the organization plays as an important motivational factor? Agree Highly agree Disagree Cant say

S.No. 1. 2. 3. 4.

Options: Agree Highly agree Disagree Cant say TOTAL

Frequency: 5 2 1 2 10

Percentage: 50 20 10 20 100

Welfare Benefits

20% Agree 10% 50% Highly agree Disagree Can't say

20%

Hence, it was inferred that 50% of the respondents agreed, 20% highly agreed, 10% disagreed and 20% had no say about the welfare benefits provided in the organization to play an important motivational factor.

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CONCLUSION

At Jaypee, each and every employee has equal opportunity to avail the welfare facilities. The Human Resource Department have strengthened the human and employee relation and the Department takes good care of the administration of the welfare of the employees. They take time to listen to the grievances of the employees, check if theyre provided with good working conditions. The personal problems of employees, if any, are also looked upon personally by the Deputy General Manager, HR Department and a serious effort is made to solve the problem. Through generous fringe benefits, the HR Department makes life worth living for their employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. The HR Department with a good team work has provided its efficiency and become an inevitable part of the organization.

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RECOMMENDATION
All the shop floors should be neat and clean. Company should appoint the employee as per his/her qualification so that they can work smoothly.

In every canteen there should be adequate quantity of fly killer sprays, ACs, fans, lights. On every shop floor the condition of water cooler is not satisfactory so they should be maintained properly. Every month the representatives should visit the shop floor so that employee can share their problem without hesitation, which results no complaints and no demands.

In every department of plant there should be sufficient and separate space for bikes and cars. Work life balance should be given more attention.

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RESEARCH METHODOLOGY

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The process of developing the objective statement, deciding modes of data collection and the means of analysis the date and the final presentation leading to logical interpretation is known as Research Methodology.

PROBLEM STATEMENT:
In todays world, every company is striving hard to maintain its position in the market. In my research I am trying to reflect the strategies which the company must take to enhance its employees productivity and quality of work so that their organization can sustain in the market for a long time and its effectiveness.

POPULATION:
Population is the total area, number of person or group of person, who are the subject of the study. To determine the population is the first step of any research, it defines the boundaries of research. To achieve the objectives of the study, the employees of Jaypee Group in the department of Pot Room (Smelter). Cast House, canteens were selected.

SAMPLE:
A sample is a finite number of units taken for the purpose of study out of the Universe. The sample is selected for the convenient study. For this, optimum sample should be selected. Sample should represent the whole Universe. It is neither feasible nor desirable to go to each and every employee, so sampling is done. The sample size selected was 10.

QUESTIONNAIRE:
A questionnaire is a device for collection of data from large, diverse and widely scattered group of people. It can be most useful tool for gathering information from respondents. Keeping in mind the objective of the study, a questionnaire is prepared.

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TOOLS AND TECHNIQUES OF DATA COLLECTION:

Data is collected by the help of questionnaire. It was collected in all hours of the day. In order to address the questions, an exploratory study was conducted. The idea was to probe and get deeper insight into effectiveness of welfare initiatives in Jaypee Group and to tap perceptions of organization and employees. Study of secondary sources was carried out. Structured questionnaire was designed to seek each and every employees response. The total respondents were 10 in number ranging from different designation. In-depth interviews and questionnaires were filled by employees with the help of the project guide.

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APPENDICES

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QUESTIONNAIRE

Q-1) which of the following benefits are provided by company to employees (Tick)? a. b. c. d. e. f. g. Education Housing Medical Transport Subsidy for food Uniforms Any other, specify

Q-2) to what extent are you satisfied with current wage rate offered by the company? a. Satisfied b. Partially Satisfied c. Not satisfied

Q-3) for which of the following items, company allows reimbursement? a. b. c. d. e. f. Conveyance expenses Medical expenses Entertainment expenses Household items expenses Electricity expenses Others

Q-4) what type of accommodation facility is provided by the company to its employees? a. Single accommodation b. Dual accommodation c. No accommodation

Q-5) Are you satisfied with policies of organization? a. Yes b. Partially c. No

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Q-6) what kind of facilities would you like the organization to provide to the employees?

Q-7) is the organization covering the employees for P.F.? a. Yes b. No

Q-8) is the organization covering the employees for ESI?

Q-9) Are the employees paid statutory bonus? a. Yes b. No

Q-10) if yes, how much bonus was paid last year?

Q-11) Are you satisfied with the hygienic conditions in the organization? Yes/No

Q-12: Does the management organize cultural programme for the employees? Yes/no

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BIBLIOGRAPHY

1. Deepak Mathur, GM Jaypee Group 2. Kothari C.R., Research Methodology 3. Saxena R. C., Labour problems and Social Welfare, K. Nath and Co-educational Publishers. 4. Goel Pratibha, Labour Welfare and Job Satisfaction 5. Service Rules of jaypeegroup.com. 6. smallbusiness.cron.com

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