CHAPTER-1

INTRODUCTION

1
HEALTH AND SAFETY OF EMPLOYEES

The meaning of health and safety in the workplace may seem too obvious to need explaining, but when it
comes to health and safety, with all its legal ramifications, things are rarely as simple as they seem.

For example, this statement from the joint ILO/WHO Committee on Occupational Health shows how
much more there is to health and safety in the workplace than simply preventing people from getting ill
and having accidents.

"Occupational health should aim at: the promotion and maintenance of the highest degree of physical,
mental and social wellbeing of workers in all occupations; the prevention amongst workers of departures
from health caused by their working conditions; the protection of workers in their employment from risks
resulting from factors adverse to health; the placing and maintenance of the worker in an occupational
environment adapted to his physiological and psychological capabilities; and, to summarize, the
adaptation of work to man and of each man to his job."
In other words, health and safety in the workplace is about promoting positive wellbeing as well as
preventing injury and illness.

Mainly the employer’s responsibility

Under UK law it’s the employer’s responsibility to protect the health and safety of not only their
employees, but also anyone else who might be affected by the business. Customers ,visitors and passers-
by for example.

The law recognizes that 100% protection is not a realistic expectation. Under the Workplace (Health,
Safety and Welfare) Regulations 1992, employers have a legal duty to ensure, as far as is reasonably
practicable, the health, safety and welfare at work of employees.

For most small, low-risk businesses just a few straightforward measures are all that’s needed. All
businesses have to conduct a risk assessment and have a health and safety policy. The law states that
those with fewer than five employees don’t need to write down their health and safety policy or risk
assessment results although it’s probably wise to do so in any case.

Health

Not merely the absence Occupational health has been defined as ‘enabling people to undertake their
occupation in the way that causes least harm to their health’. But according to the World Health

2
Organization (WHO) this is too narrow, because health means much more: “a state of complete physical,
mental and social wellbeing and of disease or infirmity.”

Why workplace health matters

The best reason for a business to look after the health of its employees and promote their well being is
that it can enhance productivity and loyalty. People with health problems are more likely to be absent
from work, less productive when in work and more likely to leave. And health problems at work are
extremely common, as shown by the latest government figures:

(1)1 in 4 UK employees have a physical health condition

(2)1 in 8 has a mental health condition

(3)1 in 10 has a musculoskeletal condition

(4)1 in 3 has a long-term health condition

(5)42% of those with a health condition say that it affects their work

Safety

Some types of business are inherently more dangerous than others - mining and those involving the
handling of explosives and noxious chemicals or working at height for example. But it’s impossible to run
any kind of business without incurring some level of risk.

As with health, employers are responsible for the physical safety of employees and anyone else who visits
the workplace. A list of possible safety measures would be so long it would take us into War and Peace
territory. But common sense measures include making sure those buildings and equipment are in good
repair and that the relevant safety regulations are carefully followed. This is why a health & safety risk
assessment is so essential for every organization.

Prevention is better than cure

Companies are regularly prosecuted following accidents in the workplace. When the HSE reports on
these prosecutions the same few mistakes constantly recur: failures to assess risks accurately and physical
plan tasks correctly, neglecting to provide the right training and supervision. These problems are
mentioned time and time again.

3
The conclusion is clear. When it comes to avoiding health and safety problems, having the right
procedures, systems and training in place is at least as important as the state of the premises and
equipment. Choose the right training courses from an expert provider such as Phoenix and you’re on your
way to successfully managing health and safety in the workplace.
Health and safety tips to help protect your employees and business Our top health and safety tips to
protect not only your employees but also your business as a whole.

17th Mar 2014

As an employer you are faced with many issues within the workplace, including the health and safety of
your employees. It is your responsibility to ensure the health and safety of your employees at all times, so
here are some tips on how to make sure your business complies with health and safety laws.

Health and safety law does apply to all business, regardless of size, and as an employer, you are required
to maintain responsibility of the health and safety of your employees within your business. This means
implementing and taking the correct precautions to eliminate or reduce hazards within the working
environment and to keep your office safe for all.
Appoint someone
As an employer, it is important to appoint another individual to assist you with all health and safety
issues. This person has to be competent, that is they have sufficient training and experience or knowledge
and other qualities that allow them to assist you properly. This would usually require formal training in
health and safety, which is why some Employer’s use the services of a competent Health and Safety
Consultant who then acts as their competent person.
Write a health and safety policy for your business
Informing your employees about the implementation of a health and safety strategy in your business will
provide your staff with the information they need to control the safety within the working premises; this
will also make it much easier to manage. You can do this by creating a health and safety policy and
putting it in a location where all staff can access it easily. Your policy should clearly state who does what
within the business, when and how. By law, you must have a written health and safety policy if you have
five or more employees.
This policy is not complicated to create, and will not take up much of your rime. Once written, you must
ensure that this policy is reviewed on a regular basis and fully implemented.

Risk assessment
4
Risk assessment is paramount for health and safety in business. This entails carrying out a scrupulous
examination of what in your business could cause harm to employees, which will then give you the means
to be able to make a decision on whether you need to enforce additional precautions. Involving your
employees during any risk assessment of the company will give you the additional knowledge of what
they believe needs to be changed or improved within the office. Your employees will be in the best
position to advise you in developing safer and more effective practices, as they are the individuals that
will know most about the daily tasks they do.

The five easy steps for risk assessment are as follows:

Identify the hazards.
Decide who might be harmed and how.
Evaluate the risks and decide on precautions.
Record your findings and implement them.
Review your assessment and update if necessary.

Very few offices remain the same as new equipment and procedures will be updated whenever necessary,
which obviously could lead to different or new hazards. Because of this, reviewing your risk assessment
frequently, for example every 12 months is integral to the smooth running of your business. Also, don’t
forget to update it when you make any significant change within your business.

Training and information

Every single one of your employees should know how to conduct themselves safely in the office without
risking the life of others, as well as themselves. You can ensure this by providing initial information,
instruction and training sessions. Useful information such as; hazards and risks they may face; the
measures set in place to deal with any particular risks or hazards, and emergency procedures are key to
any health and safety training. You could also ask for the input of your employees by getting them to
provide feedback on the training to make sure it is relevant enough for them. You may also want to keep a
record of any training that has been given, so you can keep on track of refresher courses or training for
new employees. It is important to know that any health and safety training that takes place should be
allotted within working hours.
In addition to initial and ongoing training, you also need to make sure that new employees are provided
with a thorough health and safety induction, which should cover all the relevant issues outlined above.

5
Again, this induction should be documented.

Workplace facilities
Protecting the health and safety of everyone in your office is important, including people with disabilities.
You must ensure that you have taken care of the following:

Workplace facilities – To maintain the wellbeing you must have toilets, hand basins with hot and cold
running water, soap and towels, or a hand dryer. You must also provide drinking water, a place to store
clothing and somewhere to eat meals or rest, such as a kitchen or communal area.
Health issues – A healthy working environment is paramount, so necessary measures need to be taken to
ensure this. Aspects such as suitable lighting, ventilation, temperature control, roomy workstations,
suitable seating and clean surroundings with waste bins are all needed.
Safety issues – Safety is key, so to do this you must have windows in your office that can be opened,
make sure traffic routes and floors are free from obstacles, maintenance of your premises and equipment,
and also any glass doors must be clearly indicated with a sticker and are either covered with a safety
material to stop shattering, or are made of safety glass.
Fire Safety -Most fires can be prevented. As an employer, you must carry out a fire safety risk
assessment and then make sure that is kept up to date and reviewed regularly. Based on the findings of the
assessment, you must make sure that adequate and appropriate fire safety measures are in place to
minimize the risk of injury or loss of life in the event of a fire. To help with this, your risk assessment
should identify what could cause a fire to start, i.e. sources of ignition (heat or sparks) and substances that
burn, and the people who may be at risk. Once you have identified the risks, you must then take
appropriate action to control them. Consider whether you can avoid them altogether or, if this is not
possible, how you can reduce the risks and manage them. You will also need to consider how you will
protect people if there is a fire, which would usually include the introduction and maintenance of fire
precautions. Such precautions include fire doors, fire extinguishers, fire detection and alarm system,
emergency lighting, fire exit and escape routes, display of suitable fire safety signage, adequate training,
and fire drills at least once a year etc.
First aid
First aid is important and you must implement it in your workplace. It is your responsibility as an
employer to make sure that employees are able to receive immediate attention if they are injured or take
ill for any reason. A first aid kit can potentially saves lives as accidents can happen suddenly and at any
time. Making arrangements for your first aid procedure will depend on the particular circumstances

6
within your company, so you need to make an assessment of what your first aid requirements are.

At the very minimum, it is law to have a fully stocked first aid kit in the office and an appointed first aid
person that can take charge of any situation which may occur. Once you have made your first aid
arrangements, you must make all employees aware of the expected procedure. It is also important to
report and keep a log of accidents, injuries and incidents that occur within your company as this is stated
under health and safety law. Keeping a record of these incidents will help you when it comes to
completing your risk assessment and it will also allow you to identify any patterns of accidents.

Health and safety law poster

As an employer, you must display the health and safety law poster where employees can easily access and
read it. This poster outlines health and safety laws in Britain and has a clear list that explains to both
employers and employees of their requirements. You may also include the details of your health and
safety representative by writing their names and contact details on the poster, as this will let everyone
know who they are.
Business insurance
It is important to obtain employers’ liability insurance as you need to be covered for injury or illness of
your employees as a consequence of working for you. If an employee does take ill or undergoes injury at
work then they could potentially claim compensation from you. Employer’s liability insurance will enable
you to meet the cost of this compensation for your employees’ injuries or illness.
If you own a family business or have no employees, then it is not necessary to invest in employers’
liability insurance. It is best to check with your insurance company to find out what you are covered for.
You will find in some cases that this will already be included in your insurance package and therefore you
will not have to invest in it separately.
Ensuring that your business follows health and safety rules doesn’t have to be time consuming or costly.
You will be sure to reap the benefits and have a happy working environment if you are to follow the rules.
Alcumus Group offers a variety of services that can help companies meet their health and safety
obligations, whatever their size, by providing a range of health and safety packages or one off services to
meet specific needs as well as consultancy services and health and safety law advice.
Himachal Road Transport Corporation, also referred to as HRTC, is the state-owned road
transport corporation of the state of Himachal Pradesh India. HRTC is one of the first HRTC's in India to
offer a facility for online booking of tickets for all types of buses. HRTC

7
Bus services were first introduced in Himachal Pradesh by a private company named Lord Claire on
Mandi-Pathankot route in the year 1960. Subsequently the King of Mandi State formed Mandi State
Transport and introduced bus service on the Mandi-Baijnath route in 1945 and 1946 some transport
services were started by the Feudal Governments in different districts of Himachal Pradesh.

Subsequently, several private operators started operating bus services in different parts of Himachal
Pradesh; however, the growth in the number of buses in the private sector was very much restricted up to
1950. The process of nationalization started long after the framing of the Road Transport Corporation
Act, 1950. The Himachal Road Transport Corporation was established by the Govt. of H.P. on 24th Sept.,
1974 under Section 3 of the Road Transport Corporation Act, 1950 (Act LXIV of 1950), by renaming the
then existing Mandi Kullu Road Transport Corporation constituted as per Punjab Govt. in 1958. This was
done with a view to taking over the management of the then existing Himachal Govt. Transport in the
public sector in the Pradesh and for ensuring an efficient and economical system of Road Transport
Services. The management of the erstwhile H.G.T. was taken over by the Himachal Road Transport
Corporation w.e.f. 2.10.1974.

Ever since its inception, Himachal Road Transport Corporation has played a dominant role in the social
and economic development of the State. Himachal Road Transport Corporation has developed a bus route
network in the remote and inaccessible areas like Lahaul-Spiti, Chamba, Kullu, Kinnaur, Sirmour and
Keylong. Besides providing passenger transport services in the State, Himachal Road Transport
Corporation had been operating goods transport services for providing food and essential commodities to
the remote corner of the State even where private truck owners hesitated to go. Himachal Road Transport
Corporation has undoubtedly played a major role in the economic development of the State.

In comparison to other States, due to hilly terrain, Himachal Pradesh is not served by a rail network,
except for the narrow-gauge trains operated between Kalka-Shimla and Pathankot-Joginder Nagar. Road
infrastructure in the State is increasing which has increased the demand for transport. Thus, passenger
transport in the State is totally dependent on road transport, and within the given resources HRTC is
successfully playing its role. Almost in every area of Himachal, Himachal Road Transport Corporation is
operating its services despite tough terrain, and climatic conditions. Not only this, the Corporation is also
operating inter-state routes and providing direct services to Haryana, Punjab, Uttar Pradesh, Uttaranchal,
Jammu & Kashmir and Rajasthan.

8
 ORGANIZATION STRUCTURE

Himachal Road Transport Corporation is head by a Board of Directors with Transport Minister as
the Chairman. Managing Director is the Chief Executive of the Corporation.

Himachal Road Transport Corporation has a three tier structure. The Corporate Office at Shimla controls
4 Divisional Offices located at Shimla, Mandi, Hamirpur and Dharamshala. These 4 Divisions controls
23 Regional Offices (Depots) under them.

DIVISION REGIONS

I. SHIMLA 1 Taradevi
.

2 Rural Unit, Dhalli.

.

3 Local Unit, Dhalli

.

4 Rekong Peo
.

5 Rampur
.

6 Rohroo
.

7 Solan
.

8 Nahan
.

II MANDI 1 Mandi

9
 .

2 Kullu
.

3 Keylong
.

4 Sarkaghat
.

5 Sunder Nagar
.

III HAMIRPUR 1 Hamirpur

.

2 Dehra
.

3 Una
.

4 Bilaspur
.

5 Nalagarh
.

IV DHARAMSHALA 1 Dharamshala
.

2 Pathankot
.

10
 3 Chamba
.

4 Palampur
.

5 Baijnath
.

At the Corporate Office, the Managing Director is assisted by Chief General Manager, Financial
Advisor & Chief Accounts Officer, and General Manager (Admn.). The corporate office has different
Sections as:

SECTIONS OFFICER INCHARGE

G.M. (Admn.)/R.M.
1 Administration (HRD)
(Admn.)

Accounts (Banking, Budget, Pension, Fund

2 F.A. & C.A.O./ D.C.(F&A)
& Audit)

D.M.(Traffic) / R.M.
3 Traffic
(Traffic)

4 Legal & Labour D.D.M. (L & L)

5 Works/Building D.M.(Tech.)/ D.D.M(Tech.)

D.D.M.(Tech.)/ R.M.
6 Central Purchase Agency (Store)
(Store)

7 Establishment & Accounts (HQ) R.M. (Hqr.)

D.M.(IT)/Computer
8 Computer/Inspection/Statistics
Programmer

four Divisional Office at Shimla, Hamirpur, Mandi and Dharamshala are headed by Divisional Manager
respectively. Divisional Offices is an important channel between the Corporate Office and the Regional

11
Offices. Divisional Managers are assisted by the Manager (Tech.), Regional Manager (Traffic),
Regional Manager (Enquiry) and Asstt. controller (F & A).

The Regional unit (depot) in any transport undertaking is the key operating unit. In Himachal Road
Transport Corporation, 23 Regions are functioning under 4 Divisions; each region is headed by a
Regional Manager. These Regional Managers are assisted by Works Manager, Traffic Manager,
Superintendent, Inspectorate Staff, Sr. Store Keeper, and Store Keepers for the smooth functioning in
terms of operational, technical, administrative and inventory management activities.

Apart from above Divisional Offices/Regional Offices, HRTC has its four Divisional Workshops
located at Taradevi, Parwanoo, and Mandi& Jassur. These four Divisional Workshops undertake the
major repair work of buses of Units falling under the respective division. Besides major repair work,
except D.W. Taradevi, all Divisional Workshops are undertaking the work of fabrication/ re-fabrication
of HRTC Ordinary and Semi Deluxe buses. These workshops are headed by a Technical Officer viz.
Manager (Tech.) or D.D.M. (Tech.) or D.M. (Tec)

12
 CHAPTER-2
LITERATURE REVIEW

13
1. Report of National Commission on Labour (1885), Government of India, made recommendations in
the area of labor welfare measures which include social security, extending the application of the
Provident Fund, gratuity and unemployment insurance etc.

2. N. K. Jetli (1886), Labour reforms in India, in the context of globalization, are much desired, but also
feared and misinterpreted. The issue has been a touchy one ever since the liberalization era began in the
early 1990s. Labour reforms are a very sensitive subject in the Indian context, given the ground realities
of poverty, illiteracy, diseases, deprivation, exploitation, and per capita income.

3. C.P.John (1888), The majority of Welfare Funds in the State expends a large chunk of their incomes as
establishment charges. It means that a sizeable proportion of the savings of the informal sector workers is
used to finance the salaries and perquisites of formal sector workers in government service. Higher costs
of administration raise basic questions about the basic purpose of running Welfare Funds.

4. K. Narindar Jetli (1991), During the pre-Independence period, industrial relations policy of the British
Government was one of laissez faire and also of selective intervention. There were hardly any labor
welfare schemes. After independence, labor legislations have formed the basis for industrial relations and
social security. These legislations have also provided machinery for bipartite and tripartite consultations
for settlement of disputes. This book examines the whole gamut of labor related issues during the post
Independence periods.

5. Meenakshi Rajeev (1992), In order to surpass the stringent labor regulations, the industry sector in
India is largely resorting to contract laborers, who are governed by the “Contract Labour Regulation and
Abolition Act of 1970”.A primary survey carried out in Karnataka reveals that many of the stipulations
made in the Act to safeguard contract laborers are not followed in practice.

6. Shaba Mishra and Manju Bhagat (1993), in their article discuss labor welfare activities in an
industrialized society has far reaching impact not only on the work force but also all the facets of human
resources. Labour welfare includes all such activities, which not only secures existential necessities but
also ensures improvement in spiritual and emotional quotient
7. Piyali Ghosh, Shefali Nandan and Ashish Gupta (1994), Trade unions are a major component of the
system of modern industrial relations in any nation, each having, in their constitution, their own set of
objectives or goals to achieve. Change in the political, social and educational environment has seen them
rechristened as a forum that protects and furthers workers' interests and improves the quality of life of
workers, enlarging their 67traditional roles of establishing terms and conditions of employment.

14
8. Indian Labour Year Book (1995- 1996) , In this 58th issue of Indian Labour Year Book covering
developments in the labor-related areas 12 subjects are being covered, viz.,Employment and Training,
Wages and Earnings, Family Income and Expenditure Surveys and Consumer Price Index Numbers,
Industrial Relations, Labour Welfare, Industrial Housing, Health and Safety, Labour Administration,
Labour Legislation, Agricultural /Rural Labour, India and the International Labour Organization.
9. Deb Tapomoy (1997), Sixty years have passed since India gained its independence, but it is still a
large agrarian economy with 3/5'h of workforce employed in agriculture and produces about l/4th of gross
domestic product (GDP).
10. Sabarirajan, T.Meharajan, B.Arun (1998), The Cotton Textile plays a vital role in human life.
Textile industries are one of the important industries of India for earning Foreign Exchange and giving
employment to lakes of workers .Because of being a highly labor intensive industry it needs to
concentrate more in the area of employee welfare. 22 % of the employees are satisfied with their welfare
measures.39 % of the employees is average with their welfare measures. 16% of them are in highly
dissatisfied level.
11. P. Swapna and N. Samuyelu (1999), India being a welfare state wedded to the philosophy of
socialistic pattern of society, it is imperative to have a contended workforce, enjoying a reasonable
standard of living with adequate facilities and provisions for the well being of them.
12. K. Mariappan (2000), As in other developing countries, unemployment is a serious problem of the
Indian Economy. The poverty of the masses in India is closely related to the70 problem of
unemployment.
13. Josephine Moeti-Lysson and Rudolph L. Boy(2001),The research views of different employees in
small and medium enterprises about what can be done to improve the health and safety in work places.
From the findings, it shows that when good health and safety practices are not put and it is what most of
the employees in other companies have so far experienced.
14. Bhavani and Thamil Selvan Labour Welfare Measures (2002), India has liberalized its economic
policies in 1991, it has positively responded and now India is considered as one of the dynamic emerging
nations. Recently the World Bank forecasts that by 2020, India could become the fourth largest economy
in the world.
15. Third Annual Report to the people on Employment (2003), The report notes that in order to tackle
youth unemployment, both demand and supply side issues need to be addressed in a coherent manner.
16. M.Rama Satyanarayana and R.Jayaprakash Reddy (2004),The study is undertaken by the authors
to know the satisfaction levels of employees about labor welfare measures in KCP limited. The results of
the research reveal that majority of the employees are satisfied with all the welfare measures provided by
the organization.
15
17. P. Venugopal, T. Bhaskar, P. Usha (2005), Human Resources play a very important role in the
development of the business. They constitute the organization at all levels and are regarded as a dynamic
factor of production. In order to get best results from the employees, management must be aware of what
employees expect from their employees.
18. Soumi Rai (2006), This study addresses gaps in Research related to study and understanding of
Human Resource Management in the context of Indian Automobile sector. The review is based on the
available and published literature in journals of reputation and academic standing. A total of 138 papers
were reviewed related to the general context of Human Resource Management practices.
19. Jebamalairaja1, R. Pichumani (2007), The concept of ‘labour welfare’ is dynamic. It bears a
different interpretation from country to country and from time to time. Different factors like value system,
social institutions, degree of industrialization and the general level of social and economic development
obtaining in a country at a particular time determine the contents of labour welfare. But broadly speaking,
labour welfare should meet the necessary requirements of labour.
20. R. Sanjeevi (2008), The role of trade unions in resolving the problems facing the country. These are
political issues and a trade union is a non-political body fighting only for benefit of the employees. In
contrast to the majority of the responses, however, indicates a willingness to postpone or even to set aside
the goal of higher wages and facilities for their members the use of trade unions as interest groups in
favor of educating the general public for radical social transformation.
21. Minakshi Garg and Pardeep Jain (2009), Industrial progress depends on satisfied labour force and
in this connection the importance of labour welfare measures was accepted long back. Labour welfare
concept is basically based on human values, where each citizen has a right to work in a congenial
environment with no hazards to his health on reasonable wages and other terms and conditions of
employment.
22. Esrafil Ali (2010), An organization is made up of a number of people who do their utmost to achieve
the organization goals. Human Resource Management is the 76 body of science that correlates the
existence of able HR and the success of the organization.
23. Parul P Bhati, and Ashokkumar M. (2011), This study contains the overviews of Engineering
Industry. This also contains the different welfare provisions to be given to the employees under the
Factory Act 1948. The study contains the research on employee satisfaction towards welfare facilities
under the act.
24. Sharanappa Saidapur And Jayakumar Sindhe(2012), The country has the distinction of having
some of the most comprehensive labour laws in the world, even while having one of the largest fractions
of the working population is unprotected and under privileged. Labour legislations and protecting the
interest of the labour and promoting the welfare of labour community in India.
16
25. K. B. Ravindra (2013), Labour welfare and social security has got a lot of significance with Public
Sector, Private Sector and also Multinational Companies. Labour welfare activities in an industrialized
society have far78 reaching impact not only on the work force but also on all facets of human resources.
26. Neeraj Sharma, Jyoti Kandpal Bhatt, Monika Singh (2014), During the pre-independence period,
industrial relations policy of the British Government was one of laissez faire & also of selective
intervention. These were hardly any labour welfare schemes. After independence, labour legislations have
formed the basis for industrial relations & social security.
27. K. Logasakthi & K. Rajagopal (2015), Labour health, safety and welfare are the measures of
promoting the efficiency of labour. The various welfare measures provided by the employer will have
immediate impact on the health, physical and mental efficiency alertness, morale and overall efficiency of
the worker and thereby contributing to the higher productivity.
28. Deepali S.Kadam and H.M.Thakar (2016),If workers health is good, they can work with full
capacity & efficiency. Industrial health depends upon the workers health & workers health depends upon
safety measures provided by organization. An employ spends about 8 hours at the place of work during
any working day.
29. R. Madhesh (2017), The State Industries Promotion Corporation of Tamil Nadu Ltd. industrial
complex was established in the year 1971 to develop industrial growth in Tamil Nadu. These industrial
parks are important for the country in earning Foreign Exchange and providing employment to lakhs of
workers.
30. K John (2018), India, being a welfare State, has taken upon itself the responsibilities of extending
various benefits of Social Security and Social Assistance to its citizens. The social security legislations in
India derive their strength and spirit from the Directive Principles of the State Policy as contained in the
Constitution of India. Although the Constitution of India is yet to recognize Social Security as a
fundamental right it does require that the State should strive to promote the welfare of the people by
securing and protecting, as effectively as it may, a social order in which justice social, economic and
political shall inform all the institutions of national life.

17
 CHAPTER-3
RESEARCH METHOLODGY

18
RESEARCH METHODOLOGY
Research methodology is a way to systematic solve that problem. Research methodology includes the
various method and technique for conducting a research.D.Slesinger and M.Stephenson in the
encyclopedia of Social science as the manipulative of things, concepts and symbols for the purpose of
generalizing to extend, correct or verify knowledge.
SCOPE OF THE STUDY
The scope of the study was restricted to the employees of the HRTC.
NEEDS OF TYE STUDY
Health and safety is a multi disciplinary field concerned with the safety, heath, and welfare of people at
work. These terms also refer to the goals of the field, so their use in the sense of this article was originally
an abbreviation of occupational safety and health program/department etc. on this ground present study
has great importance.
OBJECTIVE OF THE STUDY
1. To study the various issues regarding health and safety.
2. To study the health and safety provision adopted by the HRTC.
3. To know the responses of employees regarding the health and safety.
RESEARCH DESIGN
A good research design has the characteristics via, problem definition, time required for research project
and estimate of expenses to be incurred the function of research design is to ensure that the required data
are collected and they are collected accurately and economically. A research design is purely and simply
the framework or plan for a study that guide the collection and analysis data.
In this project the two basic types of research designs are used:
Exploratory Research
Descriptive Research
Exploratory Research:
All research projects must start with exploratory research. This is a preliminary phase and is absolutely
essential in order to obtain a proper definition of problem in hand. The major emphasis on the discovery if
ideas and insights.
Descriptive Research
Descriptive Research design is the one that simply describe something such as demographic
characteristics of people. The descriptive study is typically concerned with determining frequency with
which something occurs or how two variables vary together. study is typically guided by an initial
19
hypothesis.
DEVELOPING THE RESEARCH PLAN
The data for this research project has been collected through self Administration. Doe to time limitation
and other constraints direct personal interview e study method is used. A structured questionnaire was
farmed as it less time consuming generates specific and to the point information, easier to tabulate and
interpret. Moreover respondents prefer to give direct answers.
Development of research plan has the following steps.
Sampling Design
Sample unit
Sample size
Sample procedure
SAMPLING DESIGN
The complete study of all the items in the population is known as a census inquiry. Sample is a group of
few items, which represents the population is or universe from where it is taken. The sampling plan calls
for three decision.
SAMPLE UNIT
The target population must be define as that has to be sampled. It is necessary so to develop a sample
frame so that everyone in the target population gets an equal chance of being sampled. In the study the
target population has to be the employees of HRTC.
SAMPLE SIZE
This refers to the number of items to be selected from the universe to constitute a sample in this study the
sample size has been consisting of 100 respondents.
SAMPLING PROCEDURE
The sampling procedure for the present study was convenience sampling.
COLLECTUON OF DATA
PRIMARY DATA
SECOMDARY DATA
Primary data: Primary data are collected for the first time by an investor or an agency for any
statistical investigation and analysis. Such data are original I character and are generated when a
particular problem at hand is investigated by the researcher employing scheduling, personal interviews,
telephone surveys, questionnaire etc.
Secondary data: Secondary data are collected from some secondary resources i.e. the source of
reservation or storage where the data are stored after being collected and used for some purpose by the
20
 some other agency. The secondary data was collected on the basis of organizational file, official records,
news papers, magazines, management books, preserved information in the company database and website
of the company.
For the purpose of study primary data has been collected through the questionnaire method.
DATA ANALYSIS INSTRUMENT:
The technique used for data analysis and interpretation are Pie charts and Percentage method.
Percentage method: It was used to draw specific inferences from the collected data that fulfill the
objective of the study.
The formula was use:
P = Q/R x 50
P = Reading in percentage
Q = Number of respondents falling in a specific
Category to be measured
R = Total number of respondents
LIMITATIONS OF THE STUDY
1) The employees of HRTC were not ready to give the complete information.
2) The study was confined to limited period.
3) Accuracy of the study was purely based on the information as given by the respondents.

21
 Questionnaire
I am pooja Kumari studying in BBA VI Sem in Gautam College Hamirpur (H.P.)
I am conducted a project on “A study on the Health and Safety of employees in HRTC workshop in
hamirpur town (HP)
The study conducted only for research purpose the information provide by you shall be kept secret and
used only for research purpose you are requested to fill the questionnaire.
1. Name _________________________
2. Age ________
3. Gender ( Please Tick)
(a) Male ( )
(b) Female ( )
4. Marital Status ( Please Tick)
(a) Married ( )
(b) Un Married ( )
5. Educational Qualification ( Please Tick)
(a) Matrix ( )
(b) Senior Secondary ( )
(c) Graduate ( )
(d) Post Graduate ( )
6. Nature of the Job ( Please Tick)
(a) Temporary ( )
(b) Permanent ( )
7. Occupation --- ( Please Tick)
(a) Govt. Employee ( )
(b) Contact basis ( )
(c) Daily wages ( )
(d) Out sourced employee ( )
8. How often the Accidents Happens? ( Please Tick)
(a) Always ( )
(b) Some time ( )
(c) Often ( )
(d) Rarely ( )
(e) Not at all ( )

22
9. What type of safety measures HRTC provides to you? ( Please Tick)
(a) Shoes ( )
(b) Hand Gloves ( )
(c) Safety (eye) Glasses ( )
(d) All the above ( )

10. Are you provided with the first aid box during the maintenance of Buses? (Please Tick)
(a) Yes ( )
(b) No ( )

11. Do you have a health and safety awareness programmed lunched by the HRTC?(Please Tick)
(a) Yes ( )
(b) No ( )
(c) Not Application ( )
12. Do you have an emergency plan to cope up with accident ( Please Tick)
(a) Yes ( )
(b) No ( )
13. Are you aware of the hazard in your workshop? ( Please Tick)
(a) Yes ( )
(b) No ( )
(c) Not Application ( )

14.Do you believe that your workshop is safe for working? (Please Tick)
(a) Yes ( )
(b) No ( )
(c) Not Application ( )
14. Does the HRTC Provide medical facilities to the workers? ( Please Tick)
(a) Yes ( )
(b) No ( )
15. How often HRTC provide health checkup for worker. ( Please Tick)
(a) Yearly ( )
(b) Half Yearly ( )
(c) Quarterly ( )
(d) Rarely
16. Have you attended any health and safety training in your HRTC workshop? ( Please Tick)
23
(a) Yes ( )
(b) No ( )
17. Do you have knowledge about incentives and fringe benefits that are the provided by the origination? (
Please Tick)
(a) Yes ( )
(b) No ( )
(c) Some What ( )
18. Are you satisfied your working life? ( Please Tick)
(a) Very Satisfied ( )
(b) Satisfied ( )
(c) Dissatisfied ( )
(d) Very dissatisfied ( )
19. Do you require emergency lighting at your workshop? ( Please Tick)
(a) Yes ( )
(b) No ( )
(c) Not Application ( )

21. Are you insured?( Please Tick)

(a) Yes ( )
(b) No ( )

22. How many insurance policies do you have? (Pleas Tick)

(a) Only one ( )
(b) Only two ( )
(c) More then 2 ( )

Do you want to give any suggestions:-

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________

Thank you
Signature
24
CHAPTER-4

25
DATA ANALYSIS AND INTERPRETATION

The data collected from various respondents has to be analyzed for drawing conclusion. In this chapter
efforts have been made to analyze or interpret the collected data. First of all the collected data has been
presented in tabular form and their after, it is analyzed with the help of percentage method and presented
with the help of pi- chart. A brief description analysis and interpretation is given below.

Table.1:

Classification of respondents on the basis of age.

Sr. no. Age No of Percentage of
respondent respondent

1 20-30 10 20

2 30-40 18 36

3 Above 40 22 44

Total 50 100

Source : Data Collected through questionnaire method.

Respones on the basis of age

20-30
30-40
Above40

Interpretation: The above table infers that,20% belongs to the age group of 20-30 years,36%
belongs to the age group of 30-40 years, and 44% belongs to the age group of above 40 years.

26
 Table.2Classification of respondents on the basis of their
gender.
Sr. no. Gender No of Percentage of respondent
respon
dent
1 Male 38 76

2 Female 12 24

Total 50 100

Source : data collected through questionnaire method.

Respones on the basis of gender

Interpretation: From the above table disclosed that 76% of respondent are
male in the organization and 24%respondent are female in the organization.

27
 Table no.3. Classification of respondents on the basis of marital status.
Sr. Marital No of Percentage of
no. status respondent respondent
1 Married 28 56

2 Unmarrie 22 44
d
Total 50 100

Source : data collected through questionnaire method.

respones on the basis of marital status

Married
Unmarried

Interpretation: From the above table disclose that 56% respondents are married in the organization and
44% respondents are unmarried in the organization.

28
 Table .4 Classification of respondents on the basis of their education.
Sr. no. Qualification no of respondent Percentag
e of
responden
t
1 matrix 35 70

2 Senior secondary 10 20

3 Graduate 5 10

Total 50 100
Source : data collected through questionnaire method.

Respones on the basis of education

Matrix
Senior secondary
Graduate

Interpretation: from the above table disclose that 70% respondent have a qualification Engineer and
20% respondent have a qualification Diploma and 10 % respondent have a qualification graduate.

29
Table No.5
Classification of respondent on the basis of nature of job
Sr. no. Particular No of respondent Percentage of
respondent
1 Yes 32 64

2 No 18 36

Total 50 100
Source : Data Collected through questionnaire method.

respones on the bsis of nature of job

Yes
No

Interpretation: From the above table 64% of employees are regular and 36% are contract based.

30
 Table No.6.
Classification of respondent on the basis of provided with the first aid box
Sr. Particul No of Percentage of
no. ar respondent respondent
1 Yes 42 84

2 No 08 16

Total 50 100

Source : Data Collected through questionnaire method.

Respone on the basis of provided with the

first aid box

Yes
No

Interpretation: From the above table 84% say yes for first aid and rest of 16% say no.

31
 Table No.7.

Classification of respondent on the basis of HRTC safety measures

Sr. Particul No of Percentage of
no. ar respondent respondent
1 Yes 30 60

2 No 20 40

Total 50 100

Source : Data Collected through questionnaire method.

Sales

Yes
No

Interpretation: From the above table 60% say yes for safety measures and rest of 40% say no.

32
 Table No .8.

Classification towards how often the accident happens.

Sr. No. Opinion of No of Percentage
employees respondent

1 Always 18 36

2 Some time 20 40

3 Often 5 10

4 Rarely 7 14

5 Not at all 0 0

Total 50 100

Source : Data Collected from questionnaire method.

Respones on the basis of accidents happens

Always
Some time
Often
Rearly
Not at all

33
Interpretation: The above table shows that 36% of respondents said “always”, 40% said “sometimes”,

10% said “often”,14% said “rarely” and rest of 0% said”not at all” for happening of accidents.

34
 Table No .9.

Classification towards the type of safety measures HRTC provides to you.

Sr. No. Opinion of No of Percentage
employees respondent

1 Shoes 20 40

2 Hand Gloves 10 20

3 Safety(eye) 16 32
glasses
4 All the above 04 08

Total 50 100

Source: the data is collected from questionnaire method.

Respones on the basis of safety measures HRTC

provides to you

Shoes
Hand Gloves
Safety (eye) Glasses
All the above

35
Interpretation: For the safety measures 40% of respondents responses for shoes, 20% for hand
gloves,32% for safety eye glass, and 8% responses all of above items provided by HRTC for safety
measures.

36
 Table No.10.

classification towards the health and safety awareness programmers HRTC.

Sr. No. Opinion of No of Percentage
employees respondent

1 Yes 20 40

2 No 30 60

Total 50 100

Source : Data Collected through questionnaire method.

The health and safety awareness

programmers HRTC

Yes
No

Interpretation: From above table 40% of respondents say yes and 60 % say no towards the health and safety
awareness programmers HRTC.

37
 Table No .11.
Classification towards an emergency plan to cope up with accident.
Sr. No. Opinion of No of Percentage
employees respondent

1 Yes 35 70

2 No 15 30

Total 50 100

Source : Data Collected through questionnaire method.

Respones on the basis an emergency plan to

cope up with accident

Yes
No

Interpretaion: from above table 70% 0f respondent say yes and 30 % say no towards the basis
emergency plan to cape up with accident .

38
 Table No.12.

Classification towards aware of the hazard in your workshop

Sr. no. Particul No of Percentage of respondent
ar respondent
1 Yes 39 78

2 No 11 22

Total 50 100

Source : Data Collected through questionnaire method.

Respones on the aware of the hazard in your

workshop

Yes
No

Interpretation: From above table 78% of respondents say yes and 22 % say no towards aware of the
hazard in your workshop.

39
 Table No.13.

classification on the basis of believe that your workshop is safe for working

Sr. no. Particul No of Percentage of respondent

ar respondent
1 Yes 46 92

2 No 4 8

Total 50 100

Source : Data Collected through questionnaire method.

Respones on the bsis of believe that your

workshop is safe for working

Yes
No

Interpretation: From the above table 92% say yes and 8% say no for their believe about workshop is safe
for working.

40
 Table No.14.

classification towards HRTC provide medical facilities.

Sr. no. Particul No of Percentage of respondent
ar respondent
1 Yes 37 74

2 No 13 26

Total 50 100

Source : Data Collected through questionnaire method.

Respones on the basis of HRTC provide

medical facilities

Yes
No

Interpretation: From above table 74% of respondents say yes and 26 % say towards HRTC provide
medical facilities.

41
 Table No.15. classification towards the insured.
Sr. no. Particul No of Percentage of respondent
ar respondent
1 Yes 33 66

2 No 17 34

Total 50 100

Source : Data Collected through questionnaire method.

Respones on the basis insured

Yes
No

Interpretation: From above table 66% of respondents say yes and 34% say no for insurance.

42
 Table No.17.Classification towards require emergency lighting at your workshop.

Sr. no. Particul No of Percentage of respondent

ar respondent
1 Yes 35 70
2 No 15 30

Total 50 100

Source : Data Collected through questionnaire method

Respones on the basis of require emergency

lighting at your workshop

Yes
No

Interpretation: From the above table 70%of respondent say yes and 30%say no to emergency lighting at
HRTC.

43
Table No.18. Classification toward insurance policies do you have.

Sr. Particul No of Percentage of respondent

no. ar respondent
1 Yes 35 70

2 No 15 30

Total 50 100

Respones on the basis of insurance policies

do you have

Yes
No

Interpretation: From above table 70% of respondents say yes and 30 % say no to insurance policies.

44
 CHAPTER-5
FINDINGS, SUGGESTION &
CONCLUSION

45
 FINDINGS

 The above table infers that,20% belongs to the age group of 20-30 years,36% belongs to the age group
of 30-40 years, and 44% belongs to the age group of above 40 years.
 From the above table disclosed that 76% of respondent are male in the organization and 24%
respondent are female in the organization.
 From the above table disclose that 56% respondents are married in the organization and 44%
respondents are unmarried in the organization.
 from the above table disclose that 70% respondent have a qualification Engineer and 20% respondent
have a qualification Diploma and 10 % respondent have a qualification graduate.
 From the above table 64% of employees are regular and 36% are contract based.
 From the above table 84% say yes for first aid and rest of 16% say no.
 From the above table 60% say yes for safety measures and rest of 40% say no.
 The above table shows that 36% of respondents said “always”, 40% said “sometimes”,10% said
“often”,14% said “rarely” and rest of 0% said “not at all” for happening of accidents.
 For the safety measures 40% of respondents responses for shoes, 20% for hand gloves,32% for safety
eye glass, and 8% responses all of above items provided by HRTC for safety measures.
 From above table 16% of respondents say yes and 28 % say no towards the health and safety
awareness programmers HRTC.

 From above table 16% of respondents say yes and 28 % say no to emergency plan to cope up with
accidents.

 From above table 78% of respondents say yes and 22 % say no towards aware of the hazard in your
workshop.
 From the above table 92% say yes and 8% say no for their believe about workshop is safe for working.

 From above table 74% of respondents say yes and 26 % say towards HRTC provide medical facilities.
 From above table 66% of respondents say yes and 34% say no for insurance.
 From the above table 70%of respondent say yes and 30%say no to emergency lighting at HRTC.

46
 RECOMMENDATIONS/ SUGGESTIONS

 The company has to create the awareness for the workers regarding health and safety
 They have to provide effective arrangements to the workers for communicating their health and
safety matters.
 It is better to provide frequent health and safety training, at least once in a year.
 The company has to provide enough drinking water facility available at all the time.
 The management has to take necessary steps to reduce the stress level of the workers.
 Orientation programmes can be conducted to make the workers to feel that their work
environment is safe to work
 The maintenance department has to maintain the machines properly to reduce lead-time.
 Proper training has to be given to the workers to avoid frequent accidents.
 Meditation practices can be given to avoid electric shocks, finger injuries etc. due to lack of
concentration.
 Safety committee has to be formed to monitor the health and safety issues
 The company has to conduct the regular inspections to ensure higher level of safety in the
workplace
 Cordial relationship has to be maintained between the management and the workers to
implement the health and safety policies and measures in a smooth manner

47
 . CONCLUSION

: It is revealed from the study that, the health and safety measures adopted in HRTC Hamirpur dep.(H.P.)
are provided to the workers according to the provisions of the factories Act. It reveals that the awareness
of the workers about health and safety in the workplace is inadequate. Also repeated accidents like
electric shocks, finger injuries are 67 occurred in the workplace. Suitable ideas were suggested to avoid
those accidents and to improve the health and safety measures. The role of management in implementing
health and safety in the organization is very effective. Most of the workers were satisfied with the health
and safety measures adopted in the company. If the company implements effective disciplinary
procedures; it will help the company to go with their policies and also to maintain health and safety in
the organisation

48
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