Employee Safety & Measures

A PROJECT PROPOSAL ON
EMPLOYEE SAFETY AND MEASURES
AT
MARUTHI SUZUKI, HYDERABAD
PRESENTED BY
D. PRIYAMSHI
(REG.NO :107214684026).
UNDER GUIDANCE
Of
xxxxxxxxx
xxxxxxxxxxxx
xxxxxxxxxxxx
For the partial fulfillment of BBA from Bhavan’s Vivekananda College,

Hyderabad
DECLARATION
I, D. Priyamshi, a student of Bhavan’s Vivekananda College, Hyderabad hereby declare that this
project report entitled “Employee Safety & Measures” is a genuine work done by me at Maruthi
Suzuki Limited under the guidance of Faculty Name MBA., Ph.D., in the partial fulfillment of
the requirement for the award of the degree of Bachelor of Business Administration.
I further declare that this project report is an original work done by me and has
not been submitted to any other university for the award of any degree or diploma.
Date:
Place:
STUDENT’S NAME
PROJECT GUIDE CERTIFICATE
This is to certify that the project entitled “Employee Safety & Measures” at
“Maruthi Suzuki Limited” is a bonafied work done by D. Priyamshi in partial fulfillment of
the requirements for the award of the degree of BACHELOR OF BUSINESS ADMINISTRATION. It
is a record of independent research work undertaken by him/her, under my supervision and
guidance and the project has not been submitted either in part or whole for the award of any
other degree or diploma of any university
Project Guide Name
Place :
Date :
CONTENTS
CHAPTER 1 Introduction
CHAPTER 2 Literature Review
CHAPTER 3 Industry Profile
CHAPTER 4 Company Profile
CHAPTER 5 Data Analysis & Interpretation
CHAPTER 6 Findings, Suggestions & Conclusion
BIBLIOGRAPHY
ANNEXURE QUESTIONNAIRE
CHAPTER -1
INTRODUCTION
Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. HRM can also be performed by line managers.
HRM is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the workplace
culture and environment. Effective HRM enables employees to contribute effectively and
productively to the overall company direction and the accomplishment of the organization's
goals and objectives.
The number one glossary suggestion and question that people request is: “What is the
definition of human resources?” William R. Tracey, in The Human Resources Glossary defines
Human Resources as: “The people that staff and operate an organization … as contrasted with
the financial and material resources of an organization. The organizational function that deals
with the people ...” Long a term used sarcastically by individuals in the line organization,
because it relegates humans to the same category as financial and material resources, human
resources will be replaced by more customer-friendly terms in the future.
Employee Safety & Measures
An organization’s purpose is to maintain stability, operate in an efficient profitable manner, and

keep employees safe and healthy. The Occupational Safety and Health Administration (OSHA)
along with other regulatory governmental bodies have certain rules put in place that
sometimes conflict with a companies ability to maintain this efficiency. The various ways that
companies handle this conflict depends on the managing capabilities, the limitations of the
government’s laws and regulations, as well as the ethics that are instilled in the company. In as
such this paper outlines the role of human resources in managing employee safety risks;
identifies federal law relevant to working conditions; and evaluates the role of ethics in creating
a safe work environment. Team D has been tasked with analyzing key findings using six
different companies. Illustrated in the individual synopses one will see the various ways that
companies have dealt with some of these conflicts as well as the result reflecting from
companies polices and actions. The comparison of discussed companies will give a clear analysis
of how important it is for a company to maintain safety laws and their efficiency.
Role of Human Resources in Managing Employee Safety Risks What is the role of human
resources in managing employee safety risks? In many organizations, health and safety
responsibilities are within the human resources department to ensure employee health and
safety. This division whether a part of the company or an outsourced segment should know
when and how to use existing resources to respond to employee concerns.
The Workplace (Health, Safety and Welfare) Regulations 1992 complete a series of six sets of
health and safety regulations implementing EC Directives, and replace a number of old and
often excessively detailed laws.
They cover a wide range of basic health, safety and welfare issues and, unlike the Factories Act
1961 and the Offices, Shops and Railway Premises Act 1963; apply to most workplaces (except
construction sites and some mineral extraction sites).
This leaflet gives a brief outline of the requirements of the Regulations, and has been produced
as part of the Health and Safety Commission's commitment under the Review of Regulation to
produce simple guidance for small firms to cover key areas of risk.
REQUIREMENTS UNDER THESE REGULATIONS
Employers have a general duty under section 2 of the Health and Safety at Work etc Act 1974 to
ensure, so far as is reasonably practicable, the health, safety and welfare of their employees at
work. People in control of non-domestic premises have a duty under section 4 of the Act
towards people who are not their employees but use their premises. The new Regulations
expand on these duties and are intended to protect the health and safety of everyone in the
workplace, and ensure that adequate welfare facilities are provided for people at work.
These Regulations aim to ensure that workplaces meet the health, safety and welfare needs of
all members of a workforce, including people with disabilities. Several of the Regulations
require things to be 'suitable'. Regulation 2(3) makes it clear that things should be suitable for
anyone. This includes people with disabilities. Where the workforce includes people with
disabilities, it is important to ensure the workplace is suitable for them, particularly traffic
routes, toilets and workstations.
Interpretation
'Workplace' -These Regulations apply to a very wide range of workplaces, not only factories,
shops and offices but also, for example, schools, hospitals, hotels and places of entertainment.
The term workplace also includes the common parts of shared buildings, private roads and
paths on industrial estates and business parks, and temporary worksites (but not construction
sites).
'Work' means work as an employee or self-employed person.
'Premises' means any place including an outdoor place.
'Domestic premises' means a private dwelling. These Regulations do not apply to domestic
premises, and exclude home workers. However, they do apply to hotels, nursing homes and to
parts of workplaces where 'domestic' staff are employed, such as the kitchens of hostels.
HEALTH
The measures outlined in this section contribute to the general working environment of people
in the workplace.
Ventilation
Workplaces need to be adequately ventilated. Fresh, clean air should be drawn from a source
outside the workplace, uncontaminated by discharges from flues, chimneys or other process
outlets, and be circulated through the workrooms.
Ventilation should also remove and dilute warm, humid air and provide air movement which
gives a sense of freshness without causing a draught. If the workplace contains process or
heating equipment or other sources of dust, fumes or vapors, more fresh air will be needed to
provide adequate ventilation.
Windows or other openings may provide sufficient ventilation but, where necessary,
mechanical ventilation systems should be provided and regularly maintained.
These Regulations do not prevent the use of unglued heating systems designed and installed to
be used without a conventional flue.
Temperatures in indoor workplaces Comfort depends on air temperature, radiant heat, air
movement and humidity. Individual personal preference makes it difficult to specify a thermal
environment which satisfies everyone.
For workplaces where the activity is mainly sedentary, for example offices, the temperature
should normally be at least 16 degrees Celsius. If work involves physical effort it should be at
least 13 degrees Celsius (unless other laws require lower temperatures).
Objective of the study
 To assess the Safety measures adopted by Maruti Suzuki India Limited
 To analyse the effect of Safety on employee performance
 To assess the employee satisfaction with regard to Safety welfare facilities
 To make suitable suggestions and recommendations with a view to improve the existing
Safety measures.
 To evaluate the existing safety and health policy of the organization.

 Gain an in-depth knowledge about the practiced rules and procedures followed by
supervisor and managers in view of the safety and health of employees.
SCOPE OF THE STUDY
The scope of the study is to understand the present safety welfare measures adopted in the
organization and how Maruti Suzuki India Limited can enhance the performance of employees
by adopting better safety welfare measures. The study is extended only to the respondents
working in the Maruti Suzuki India Limited,at Hyderabad. It does not cover all the employees
working in Maruti Suzuki India Limited. The study covers only some of the levels in the
organization. The welfare measures studied includes both statutory, non-statutory measures
and mutual welfare measures. This study also helps the organization to make necessary
changes in their safety welfare programs.
NEED OF THE STUDY
The liberalization, privatization and globalization of Indian economy in the last few years have
presented unprecedented challenges to the decision makers in government, industry and
service sectors to compete in the global market with competitive edge necessitates the industry
to improve its productivity and quality of products.
This objective cannot be achieved unless and until the employees are highly satisfied with the
working environment and welfare facilities, which have an important impact in industrial
relations.
Maruti Suzuki India Limited is very eager to find out whether the present welfare facilities given
to the employee is satisfactory and is it affecting their performance in the organization.
The study will help them to find out if they are fulfilling the needs of employees and if they are
following the legal provisions.
Hence, this project is undertaken to know the present welfare facilities at Maruti Suzuki India
Limited and an assessment on their performance with reference to the welfare measures
adopted and to suggest suitable measures to further enhance them.
In this aspect, not only the statutory provision should be compiled with but the employers must
also strive to provide certain voluntary and mutual welfare measures to ensure employee
satisfaction. Therefore a study of the statutory, non-statutory and mutual measures provided
by the organization and the satisfaction level of employees towards these welfare measures
and its impact on job satisfaction, but also to draw suggestions and conclusions which would
enable the organization to make improvements in its welfare measure if necessary.
LIMITATIONS OF THE STUDY
1. The study is limited to Maruti Suzuki India Limited at Hyderabad
2. Inter-firm comparisons are not undertaken.
3. Certain information vital to the study was confidential and hence was not divulged to the
investigator by the Maruti Suzuki India Limited.
4. This study was inclusive of both in-house research work and collection of data through
questionnaire. 100 people at random were served with questionnaire.
RESEARCH METHODOLOGY
RESEARCH – MEANING
Research is an art of scientific investigation. According to Redmen and Mary defines

research as a “systematic effort to gain knowledge”.
Research methodology is way to systematically solve the research problem. It is a plan

of action for a research project and explains in detail how data are collected and analyzed. This
research study is a descriptive research study.
RESEARCH DESIGN
A research design is a plan that specifies the objectives of the study, method to be
adopted in the data collection, tools in data analysis and hypothesis to be framed.
“A research design is an arrangement of condition for collection and analysis of data in a

manner that aims to combine relevance to research purpose with economy in procedure”.
NATURE OF DATA
Primary data: The primary data are collected from the employees of Maruti Suzuki India
Limited., through a direct structured questionnaire.
Secondary data: Company profiles, Company registers, websites, magazines, articles were used
widely as a support to primary data.
SAMPLING SIZE AND TECHNIQUE
Size of the sample: It refers to the number of items to be selected from the universe to
constitute as a sample. In this study 100 employees of Maruti Suzuki India Limited., was
selected as size of sample.
Sample design: The sampling technique used in this study is simple random sampling method.
This method is also called as the method of chance selection. Each and every item of population
has equal chance to be included in the sample.
Questionnaire: The questions are arranged logical sequence. The questionnaire consists of a
variety of questions presented to the employees for the response. Dichotomous questions,
multiple choice questions, rating scale questions were used in constructing questionnaire.
STATISTICAL TOOLS USED
To analyze and interpret collected data the following statistical tools were used.
1) Percentage method
Percentage method:
The percentage is used for making comparison between two or more series of
data. It can be generally calculated as
Percentage of respondent = No. of respondents favorable x 100
Total no of respondents
CHAPTER- 2
LITERATURE REVIEW
A study was conducted on employee welfare measures by KIRABAKARAN (1983) his

findings are as follows Dunlop India Ltd, has under taken a number of welfare measures in
addition to statutory provision. Majority of the workers and staff are satisfied about the welfare
facilities provided by the concern.
S.KUMAR (1993), “A study on the employee welfare measures in AFT Ltd Pondy”. The
author concluded the objective of the study is to find out the welfare facilities provided on the
AFT and the employee’s suggestion and opinion about welfare measures by using structure
questionnaire and by concluding personal simple random sample for a sample of 100. The study
revealed the welfare measure provided by the company was adequate except for a few systems
like housing scheme and pension scheme.
JOHRI C.K AND SHARMA D.I, “Financing and administration of employee welfare” Sri
Ram centres for industrial relation 1968, New Delhi. Analysis on the lines of important aspect to
be much more deficient is considered as a favor by the employer to employee in terms of
providing facilities like having education and recreation.
R.NAJEED (1996), “labour welfare measure in Tanjore Corporation spinning mills,

Manalmedu”.The main objective of his study is to identify the worker welfare measure and to
analysis the problem in the implementation of the welfare measure to identify the need for
improved working condition. Labour welfare may be viewed as total concept, as a social
concept and as a relative concept.
K.Srikanth – July 2004. “The productivity of an organization is dependent on

occupational health and employee well being”. He concluded the research addressing
occupational health and employee well being concentrates on 4 major areas in organizational
psychology, job insecurity, work hours, control at work and managerial style. The heightened
pressure can impact their behavior towards employees.
S.K.SRIVASTRA (2004) in a study on “Impact of employee welfare on employee attitudes
and job satisfaction”, found that, if the management goes on working for welfare of labourers,
the labourers feel satisfied with their job and the get the motivation towards their work. For
the study two hundred workers were selected from private and public sector with the help of
incidental sampling method and both the sectors have been taken from Kanpur city. Further
the result of the study indicated that welfare activities/facilities affect the workers attitude
towards management and job satisfaction in both sectors.
HRM REVIEW- EMPLOYEE HEALTH AND WELLNESS – SUMATHI REDDY – 2006.
“Employee health and wellness is a key concern for employers and employees alike. Intense
competition, tendency for a more materialistic life and intensification of work due to modern
production and processing technology are some of the factors contributing towards an
imbalanced life style. Unless conscious measures are taken relating to health and wellness, it
will lead to loss of productivity and working days and loss of valuable talent.
According to Mr. Robert (2006) Employee welfare in general, these are the benefits that
an employee must receive from his/her company, like allowances, housing for those companies
who provides, transportation, medical, insurances, food and some other way where the
employee has rights to demand.
According to MR. RAVIKUMAR (2003) “Welfare includes anything that is done for the
comfort and improvement of employees and is provided over and above the wages. Welfare
helps in keeping the morale and motivation of the employees high so as to retain the
employees for longer duration”. The welfare measures need not be in monetary terms only but
in any kind/forms. Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families.
According to MR. R. PRADEEP (2009) “Employee welfare is a comprehensive term

including various services, benefits and facilities offered to employees & by the employers.
Through such generous fringe benefits the employer makes life worth living for employees.”
Chapter - III
Industry Profile
AUTOMOBILE INDUSTRY:
The Indian auto ancillary industry has come a long way since it had its small beginnings
in the 1940s. If the evolution of the industry is traced in India, it can be classified into three
distinct phases namely: Period prior to the entry of Maruti Udhyog Ltd, Period after the entry of
Maruti Udhyog Ltd and Period post Liberalization. The period prior to the entry of Maruti
Udhyog Ltd was characterized by small number of auto majors like Hindustan Motors, Premier
Automobiles, Telco, Bajaj, Mahindra and Mahindra, low technology and assured business for
most of the auto-component-manufacturers.
The entry of Maruti in the 1980s marked the beginning of the second phase of the
industry. The autoancillary industry in the country really showed a spurt in growth during this
period. This period witnessed the emergence of a new generation of auto ancillary
manufacturers who were required to meet the stringent quality standards of Maruti’s Korean
collaborator Suzuki of Japan. The good performance of Maruti resulted in an upswing for the
domestic auto ancillary industry. It was during this period that auto components from India
began to be exported.
The entry of foreign automobile manufacturers ranging from Mercedes Benz, Ford, and
General Motors to Daewoo following the government liberalizing the foreign investment limits
saw the beginning of the third phase of the evolution of the industry. The auto ancillary
industry witnessed huge capacity expansions and modernization initiatives in the post
liberalization period. Technological collaborations and equity Partnerships with world leaders in
auto components became a common affair. However, the global automobile majors soon
realized the folly of their estimations in India. The market did not seem to be as big as it
appeared to be. Hence, sales targets went awry. The tough competitive scenario saw a lot of
consolidation in the industry and it still continues unabated.
Indian Auto Industry - Market Overview
 The industry has grown at a CAGR of 14% p.a over the last 5 years,
with sales of 9 million vehicles in 2013-14
 With the potential to emerge as one of the largest in the world. Presently, India is
1. 2nd largest two wheeler market in the world
2. 4th largest commercial vehicle market in the world
3. 11th largest passenger car in the world and is expected to be the 7 th largest
market by 2026
 The industry has emerged as a key contributor to the Indian economy
Chapter –IV
Company Profile
Maruti Suzuki India Limited (/marut̪i suzuki/), commonly referred to as Maruti and formerly
known as Maruti Udyog Limited, is an automobile manufacturer in India.It is a subsidiary of
Japanese automobile and motorcycle manufacturer Suzuki. As of November 2015, it had a
market share of 37% of the Indian passenger car market. Maruti Suzuki manufactures and
sells a complete range of cars from the entry level Alto, to the hatchback Ritz, A-Star, Swift,
Wagon R, Zen and sedans DZire, Kizashi and SX4, in the 'C' segment Eeco, Omni, Multi
Purpose vehicle Suzuki Ertiga and Sports Utility vehicle Grand Vitara.
The company's headquarters are at No 1, Nelson Mandela Road, New Delhi. In February
2015, the company sold its ten millionth vehicle in India
Maruti Udyog Limited was established in February 1981, though the actual production
commenced only in 1983. It started with Maruti 800, based on the Suzuki Alto kei car which
at the time was the only modern car available in India. Its only competitors were Hindustan
Ambassador and Premier Padmini. Originally, 74% of the company was owned by the Indian
government, and 26% by Suzuki of Japan. As of May 2007, the government of India sold its
complete share to Indian financial institutions and no longer has any stake in Maruti Udyog
Maruti's history begins in 1970, when a private limited company named 'Maruti technical
services private limited' (MTSPL) is launched on November 16, 1970. The stated purpose of
this company was to provide technical know-how for the design, manufacture and assembly
of "a wholly indigenous motor car". In June 1971, a company called 'Maruti limited' was
incorporated under the Companies Act and Sanjay Gandhi became its first managing
director. After a series of scandals, "Maruti Limited" goes into liquidation in 1977. This is
followed by a commission of inquiry headed by Justice A. C. Gupta, which submits its report
in 1978. On 23 June 1980 Sanjay Gandhi dies when a private test plane he was flying
crashes. A year after his death, and at the behest of Indira Gandhi, the Indian Central
government salvages Maruti Limited and starts looking for an active collaborator for a new
company: Maruti Udyog Ltd being incorporated in the same year.
Suzuki enters
In 1982, a license & Joint Venture Agreement (JVA) is signed between Maruti Udyog Ltd.
and Suzuki of Japan. At first, Maruti Suzuki was mainly an importer of cars. In India's closed
market, Maruti received the right to import 40,000 fully built-up Suzukis in the first two
years, and even after that the early goal was to use only 33% indigenous parts. This upset
the local manufacturers considerably. There were also some concerns that the Indian
market was too small to absorb the comparatively large production planned by Maruti
Suzuki, with the government even considering adjusting the petrol tax and lowering the
excise duty in order to boost sales. Finally, in 1983, the Maruti 800 is released.
This 796 cc hatchback is based on the SS80 Suzuki Alto and is India’s first affordable car.
Initial product plan is 40% saloons, and 60% Maruti Van. Local production commences in
December 1983. In 1984 the Maruti Van, with the same three-cylinder engine as the 800, is
released. Installed capacity of the plant in Gurgaon, reaches 40,000 units.
In 1985 the Suzuki SJ410-based Gypsy, a 970 cc 4WD off-road vehicle, is launched. In 1986
the original 800 is replaced by an all-new model of the 796 cc hatchback Suzuki Alto/Fronte.
This is also when the 100,000th vehicle is produced by the company. In 1987 follows the
company's first export to the West, when a lot of 500 cars were sent to Hungary. Maruti
products had been exported to certain neighboring countries already. By 1988, the capacity
of the Gurgaon plant is increased to 100,000 units per annum.
Market liberalisation
In 1989 the Maruti 1000 is presented after having been shown earlier. This 970 cc, three-
box is India’s first contemporary sedan. By 1991 65 percent of the components, for all
vehicles produced, are indigenised. Meanwhile, the liberalisation of the Indian economy
opens new opportunities but also brings more competition to the segments in which Maruti
operates. In 1992 Suzuki increases its stake in Maruti to 50 percent, making the company a
50-50 JV with the Government of India the other stake holder.
A flow of new models begin in the early nineties. In 1993 the Zen, a modern 993 cc,
hatchback which is later exported globally as the Suzuki Alto. In 1994 the 1298 cc Esteem
appears, a more luxurious redesigned Maruti 1000. This and other Marutis begin appearing
in a plethora of different equipment levels, to better suit India's increasingly discerning
consumers. A Zen Automatic arrives in 1996, as does the Gypsy King, a 1.3 liter version of
the compact off-roader, and a minibus version of the Omni (the Omni E).
In 1994 Maruti Suzuki produces its 1 millionth vehicle since the commencement of
production, being the first company in India to do so. This is still not enough in a booming
market and the next year Maruti's second plant is opened, with annual capacity reaching
200,000 units. Maruti also launches a 24-hour emergency on-road vehicle service, the first
of its kind in the country. In 1996 the United Front government is formed, with Murasoli
Maran new Industries Minister. On 27 August the following year the government nominates
Mr. S.S.L.N. Bhaskarudu as the Managing Director, as the then current Managing director
R.C. Bhargava, was completing his tenure. This creates a conflict with Suzuki, discussed
closer in the Joint venture related issues section.
In 1998 the new Maruti 800 is released, the first change in design since 1986. This is simply
a facelift of the existing model, to ensure steady sales. Also, the two millionth vehicle is
produced. Other news include the Zen D, a 1527 cc diesel hatchback and Maruti's first diesel
vehicle. The Omni van and microbus is also redesigned. The next year the Omni bus arrives
in a high roof version, the Omni XL. The 1.6 litre Maruti Baleno three-box saloon, advertised
as the 'Maruti Suzuki Baleno', also appears. This is Maruti's biggest car yet. Finally, in what is
a very busy year, the Wagon R is launched.
In 2000 Maruti becomes the first car company in India to launch a Call Center for internal
and customer services. The new Alto model is also released, somewhat larger and more
modern than the 800. The estate Baleno Altura is also shown, while IDTR (Institute of
Driving Training and Research) is launched jointly with the Delhi government to promote
safe driving habits. In 2001 Maruti True Value, selling and buying used Maruti Suzukis, is
launched in Bangalore and Delhi, later in Mumbai and elsewhere. In October of the same
year the Maruti Versa sees the day, a bigger engined and more luxurious microbus than the
Omni. It never catches on in the market and is discontinued by late 2009, only to be
replaced by a cheaper, stripped-down version called Eeco. Customer information centers
are also launched in Hyderabad, Bangalore and Chennai. In 2002 the Esteem Diesel appears,
as does Maruti Insurance. Two new subsidiaries are also started: Maruti Insurance
Distributor Services and Maruti Insurance Brokers Limited. Suzuki Motor Corporation
increases its stake in Maruti to 54.2 percent.
In 2003 the new Suzuki Grand Vitara XL-7 appears, while the Zen and the Wagon R are
upgraded and redesigned. The four millionth Maruti vehicle is built and they enter into a
partnership with the State Bank of India. Maruti Udyog Ltd is Listed on BSE and NSE after a
public issue, which is oversubscribed tenfold. In 2004 the Alto becomes India's new best
selling car, overtaking the Maruti 800 which had been number one for nearly two decades.
The five-seater Versa 5-seater, a new variant, is created while the Esteem undergoes
cosmetic changes and is re-launched with a price cut. Maruti Udyog closed the financial
year 2003-04 with an annual sale of 472,122 units, the highest ever since the company
began operations 20 years earlier, and the fiftieth lakh (5 millionth) car rolls out in April,
2005, with overall sales growing by 15.8%. The 1.3 L Suzuki Swift five-door hatchback also
appears. 2004-05 marked another record year (487,402 domestic sales) and exports
reached 48,899 cars to about fifty different countries. The United Kingdom took the lion's
share, with 10,623 deliveries
In 2006 Suzuki and Maruti set up another joint venture, "Maruti Suzuki Automobiles India",
to build two new manufacturing plants, one for vehicles and one for engines.[17] Cleaner
cars were also introduced, with several new models meeting the new "Bharat Stage III"
standards. In February 2015, Maruti Suzuki sold its ten millionth vehicle in India.
Mar '15 Mar Mar Mar Mar
'14 '13 '12
'11
Sources Of Funds 12 mths 12 12 12 12

mths mths mths mths
Total Share Capital 151.00 144.50 144.50 144.50 144.50
Equity Share Capital 151.00 144.50 144.50 144.50 144.50
Share Application Money 0.00 0.00 0.00 0.00 0.00
Preference Share Capital 0.00 0.00 0.00 0.00 0.00
Reserves 18,427.90 15,042. 13,723. 11,690. 9,200.4

90 00 60 0
Revaluation Reserves 0.00 0.00 0.00 0.00 0.00
Networth 18,578.90 15,187. 13,867. 11,835. 9,344.9

40 50 10 0
Secured Loans 0.00 0.00 0.00 26.50 0.10
Unsecured Loans 1,389.20 1,078.3 170.20 794.90 698.80

0
Total Debt 1,389.20 1,078.3 170.20 821.40 698.90

0
Total Liabilities 19,968.10 16,265. 14,037. 12,656. 10,043.

70 70 50 80
Mar '15 Mar Mar Mar Mar

'14 '13 '12 '11
Application Of Funds 12 mths 12 12 12 12

mths mths mths mths
Gross Block 19,633.90 14,678. 11,718. 10,406. 8,720.6

30 60 70 0
Less: Accum. Depreciation 9,834.70 7,157.6 6,189.2 5,382.0 4,649.8

0 0 0 0
Net Block 9,799.20 7,520.7 5,529.4 5,024.7 4,070.8

0 0 0 0
Capital Work in Progress 1,942.20 611.40 862.50 387.60 861.30
Investments 7,078.30 6,147.4 5,106.8 7,176.6 3,173.3

0 0 0 0
Inventories 1,840.70 1,796.5 1,415.0 1,208.8 902.30

0 0 0
Sundry Debtors 1,423.70 937.60 824.50 809.90 918.90
Cash and Bank Balance 775.00 2,436.1 2,508.5 98.20 239.00

0 0
Total Current Assets 4,039.40 5,170.2 4,748.0 2,116.9 2,060.2

0 0 0 0
Loans and Advances 3,828.90 2,852.5 2,178.4 1,739.1 1,809.8

0 0 0 0
Fixed Deposits 0.00 0.00 0.00 0.00 1,700.0

0
Total CA, Loans & Advances 7,868.30 8,022.7 6,926.4 3,856.0 5,570.0
0 0 0 0
Deffered Credit 0.00 0.00 0.00 0.00 0.00
Current Liabilities 5,845.80 5,338.0 3,861.6 3,160.0 3,250.9

0 0 0 0
Provisions 874.10 698.50 525.80 628.40 380.70
Total CL & Provisions 6,719.90 6,036.5 4,387.4 3,788.4 3,631.6

0 0 0 0
Net Current Assets 1,148.40 1,986.2 2,539.0 67.60 1,938.4

0 0 0
Miscellaneous Expenses 0.00 0.00 0.00 0.00 0.00
Total Assets 19,968.10 16,265. 14,037. 12,656. 10,043.

70 70 50 80
Contingent Liabilities 7,695.90 6,108.0 6,384.8 3,657.2 1,901.7

0 0 0 0
Book Value (Rs) 615.03 525.68 479.99 409.65 323.45
India’s car market leader Maruti Suzuki India Ltd sold 100,964 units in the domestic market in
June, an increase of 31% over the same period last year, the car maker said on Tuesday. The
company’s small cars, including Wagon-R and Alto, did particularly well—starting from a low
base last year, their sales grew by 52%. Exports during the month also rose by 58.4% to 11,809
units compared with 7,453 units in June last year. Maruti shares rose as much as 6.76% to
record high of Rs.2,603.25 on BSE on Tuesday as sales exceeded expectations. The scrip closed
6.01% higher at Rs.2,584.85, while the Sensex gained 0.4% to 25,516.35 points.
The local arm of the Japanese car maker reported a sales expansion across all the segments in
the domestic market. Maruti said sales of the compact segment comprising Swift, Estilo and Ritz
rose 6.2% to 22,293 units in June, while those of the popular compact sedan DZire jumped
27.4% to 15,990 units from 12,548 units in June 2015. “We maintain Maruti Suzuki as our top
pick in the front line auto space,” wrote Surjit Singh Arora, analyst at Prabhudas Lilladher India
Pvt. Ltd, in a note after the sales release, adding that company’s June volumes have exceeded
the brokerage’s expectations.
Arora attributed the rise in sales to the return of the first-time buyers in the market and the full
impact of the excise duty reduction—from 12% to 8%—kicking in. Maruti’s retail (sales to
customers) volumes in the domestic market stood at 107,000, higher than wholesale dispatches
(sales to dealers) of 100,642 units, he wrote. After reporting a decline for several months, car
sales in India showed a marginal 3.09% rise in May, but industry body Society of Indian
Automobile Manufacturers, or Siam, said last month it was too early to call it a turnaround.
Siam sought government support to boost the industry that has been in a prolonged slump.
1) Maruti Suzuki Alto 800
The new Maruti Suzuki Alto 800's harmonious yet slick design packs a punch with the unique
Wavefront design. The smooth long curves, the prominent wheel-arch and wider lip add to the
side stance. All this makes the Alto 800 a design wonder and one of the best small cars in India.
It used to be the largest selling car in India until the Maruti Alto recently took its title.
2) WagonR
Maruti Suzuki India is in the news again, this time for the launch of its hatchback car Maruti
Wagon R LXi with CNG kit. The company has launched the new Wagon R and is all set to take
the design, looks, prices, technology, comfort features, safety features etc to the new next
level. Maruti Wagon R is also known as “the Blue eyed boy”. The all new Maruti Wagon R has
an eye catching design with dynamic exteriors and very impressive interiors
3) Maruti Swift
Maruti Swift is sure to be said a head turner with mind blowing style, design, technology and
power attached to it. Swift is a sedan segment car with capacity for 5 members to sit. Swift not
only has great and stunning looks but the car has world class technology and advanced features
that make the car a great performer and very economical to run on roads. Maruti Swift has
sleek and great body graphics that offers the car a very aggressive and sporty look. The sporty
look of the car has made it the most demanding car amongst the young crowd.
4)ALTO K10
It has very good looking exterior. It also has fabulous interiors with best features. 1000cc is
better for Mileage but pick up with is not satisfactory.you will get Average 18.5 KM/ltr in city. It
shows Average on display next to driver.This is added feature.very nice exterior look.Audio
system quality is good but not good for volume level of 13 and above please take care to check
tyre pressure before delivery as for my car it was 46PSI in all wheels, while company
recommends 36PSI. It was shock to me as i driven 500kms with such tyre pressure.thank god
noting bad happened. Rubber matting is very small in sizes, reserve some money to do
Lamination.
MARUTI GRAND VITARA:
Maruti Grand Vitara is one of its kind SUV that's equally fine for city
driving and dirt roads. With a host of features, it has truck like frame
that features uniform body construction. The result is lighter weight
and usually a smoother drive-ability. It is a delight to drive on the
roads with its innovative engine technologies and added features. True value for your money
that is approximately Rs 4 lakh, cheaper than most of the car in same segment such as Honda
CRV.
The Maruti Grand Vitara is powered by a 2.4 litre, 4 cylinder, 16 valve, DOHC, VVT, VIS, BS IV
compliant petrol engine that is powerful enough to generate a top power of 163.5 bhp at 6,000
rpm and develops a peak torque of 225 Nm at 4000 rpm. It is available in two variants, MT and
AT that are coupled with a five speed manual gearbox or a 4 speed automatic transmission.
MARUTI KIZASHI:
Maruti Suzuki India Ltd. Has dinally launched its latest sports
sedan Maruti Kizashi in India. Suzuki, Japanese auto major and parent
company of Maruti India, sells Suzuki Kizashi in the US and Japanese
market and the response is overwhelming at there. The mid-size
car, Maruti Kizashi, was showcased for the first time at the 2007 Frankfurt Motor Show than at
the 2007 Tokyo Motor Show. In addition to this, the concept third Kizashi was introduced at the
2008 New York auto show. After showcasing the Maruti Kizashi at different Auto Shows across
the world, it was launched commercially in Japan and the US in October 2009 and December
2009 respectively. The company also displayed the production model of the car at the biggest
Auto Expo - Delhi Auto Expo 2010. This was a quick hint of launching the Maruti Kizashi in India
too.
Maruti Ritz Description :
Maruti Ritz is perhaps the most awaited and hyped car from Maruti
Suzuki. The car is positioned in the premium A2 market segment, which
includes its compact offerings such as Alto, WagonR, Swift, Zen and the
newly-launched A-Star. As the competitor Hyundai has launched their
i10 model in the Indian market, now it is the turn of market leaders Maruti Suzuki to respond
with a brand new vehicle for the Indian market. The engineers from Maruti Suzuki worked at
close quarters with their Japanese counterparts in the development of the Maruti Ritz, much
like that for the A-Star. Maruti Udhyog Limited seems to be going the complete distance to
ensure that the Ritz manages to make an impact on the
cut-throat A-2 hatchback space.
Maruti Swift Description :
In the category of B-segment cars, Maruti Swift delivers new quality of

power, response and fuel efficiency. Swift at present is available in three
to five way door opening options. Swift is a car with great body graphics that offers the car a
very aggressive and sporty look. The sporty look of the car has made it the most demanding car
amongst the young crowd. Maruti Swift is sure to be said a head turner with mind blowing
style, design, technology and power attached to it.
MARUTI SX4:
India's largest passenger car manufacturer launched the new variant of

its popular sedan model Maruti SX4 in India which meets latest BS IV
emission norms. The newer version of Maruti SX4 is packed with newer
generation BS IV compliant petrol engine. Maruti has also launched two
variants of Maruti SX4 which is packed with the automatic transmission gearboxes. The newly
launched variants of Maruti SX4 are much more stylish than its earlier variants and feature
honey-comb front grille that makes its front appearance more aggressive. Some other newly
added features that make Maruti SX4 more luxurious and stylish are its dual tone beige dash
board, 10-spoke stylish light weight alloy wheels, and wooden finish panels.
THEORETICAL FRAME WORK
EMPLOYEE PROTECTION AND WELFARE
STATUTORY WELFARE MEASURES:
The preamble to our Indian Constitution promises justice - social, economic and political. It also
stresses Equality of status and of opportunity. Article 23 of the Constitution prohibits traffic in
human beings and forced labour. Article 24 prohibits employment of children in factories. The
article 38 and 39 spelt under Directive Principles of State Policy are now enforceable as per the
dictums laid by our Supreme Court.
Constitution of India, Article 38: State to secure a social order for the promotion of welfare of
the people:
 The State shall 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 the national life.
 The State shall, in particular, strive to minimize the inequalities in income, and endeavor to
eliminate inequalities in status, facilities and opportunities, not only amongst individuals but
also amongst groups of people residing in different areas or engaged in different vocations.
Constitution of India, Article 39: Certain principles of policy to be followed by the State. -
The State shall, in particular, direct its policy towards securing -
 That the citizens, men and women equally, have the right to an adequate means to
livelihood;
 That the ownership and control of the material resources of the community are so
distributed as best to sub serve the common good;
 That the operation of the economic system does not result in the concentration of
wealth and means of production to the common detriment ;
 That there is equal pay for equal work for both men and women;
 That the health and strength of workers, men and women, and the tender age of
children are not abused and that citizens are not forced by economic necessity to enter
avocations unsuited to their age or strength
 Those children are given opportunities and facilities to develop in a healthy manner and
in conditions of freedom and dignity and that childhood and youth are protected against
exploitation and against moral and material abandonment.
Through social security and social justice are spelt in our Constitution, they are never put into
practice thanks to our Executives who only pretend to implement the programmes of the State.
Some of the important Statutory Welfare measures given by the government are as follows:
(i) The Factories Act of 1948
(ii) The Employees State Insurance Act 1948
(iii) The payment of Wages Act 1936
(iv) The Workmen's Compensation Act 1923
(v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952.
(vi) The Payment of Gratuity Act, 1962
(vii) The Maternity Benefit Act, 1961
FACTORIES ACT OF 1948
Purpose of this Act: An act to consolidate and amend the law regulating labour in factories.The
Factories Act is meant to provide protection to the workers from being exploited by the greedy
business employments and provides for the improvement of working conditions within the
factory premises. The main function of this act is to look after the welfare of the workers, to
protect the workers from exploitations and unhygienic working conditions, to provide safety
measurers and to ensure social justice.
Sections 11 to 20 of the Factories Act deal about Health.
HEALTH
Section 11: Cleanliness
Section 12: Disposal of wastes and effluents
Section 13: Providing proper ventilation and maintaining proper temperature

Section 14: Removal of Dust and fume
Section 15: Providing artificial humidification
Section 16: No Overcrowding
Section 17: Proper Lighting
Section 18: Providing pure Drinking water
Section 19: Providing Latrines and urinals
Section 20: Providing Spittoons

SAFETY
Section 21: Proper Fencing of machinery
Section 22: Precautions - Work on or near machinery in motion
Section 23: No Employment of young persons on dangerous machines
Section 24: Providing Striking gear and devices for cutting off power
Section 25: Precautions near Self-acting machines
Section 26: Casing of new machinery
Section 27: Prohibition of employment of women and children near cotton openers
Section 28: Providing Hoists and lifts
Section 29: Provision for Lifting machines, chains, ropes and lifting tackles
Section 30: Protection near revolving machinery
Section 31: Protection near Pressure plant
Section 32: Provision for Floors, stairs and means of access
Section 33: Providing and precautions near Pits, sumps openings in floors, etc.
Section 34: No Excessive weights
Section 35: Protection of eyes
Section 36: Precautions against dangerous fumes, gases, etc
Section 36A: Precautions regarding the use of portable electric light
Section 37: Explosive or inflammable dust, gas etc.
Section 38: Precautions in case of fire
Section 39: Power to require specifications of defective parts or tests of stability

Section 40: Safety of buildings and machinery.
Section 40A: Maintenance of buildings
Section 40B: Appointment of Safety Officers
WELFARE
Section 42: Providing Washing facilities
Section 43: Providing Facilities for storing and drying clothing
Section 44: Providing Facilities for sitting
Section 45: First-aid appliances to be kept.
Section 46: Canteens at subsidized rates.
Section 47: Shelters, rest rooms and lunch rooms for workmen.
Section 48: Crèches for babies of working women.
Section 49: Appointment of Welfare officers.
It is the duty of the Chief Inspector of Factories to ensure enforcement of all the above
provisions of the Factories Act in respect of safety, health and welfare of employees.
THE WORKMEN'S COMPENSATION ACT 1923
Purpose of the Act: An Act to provide for the payment of certain classes of employers to their
workmen of compensation for injury by accident. The workmen's compensation Act 1923 is one
of the earliest pieces of labour legislation. This act encompasses all cases of accidents arising
out of and in course of employment. The rate of Compensation to be paid in a lumpsum is
determined by a schedule provided in the act proportionate to the extent of injury and the loss
of earning capacity. The younger the age of he worker and higher the wage the greater is the
compensation. The Act provides the formula for calculating the compensation. The injured
person can claim compensation and in the case of death, the compensation is claimed by
dependents of the deceased. This law applies to the organized as well as unorganized sectors
that are not covered by the E.S.I. scheme. The following definitions and the sections of law are
presented for the students to take note of them.
Administration: The act is administered by the State Governments which appoint

Commissioners for this purpose under Sec.20 of the Act.
Benefits: Under the Act, compensation is payable by the employer to workman for all personal
injuries caused to him by accident arising out of and in the course of his employment which
disable him for more than 3 days. If the workman dies, the compensation is to be paid to his
dependants. The Act distinguishes among three types of injuries: permanent total disablement,
permanent partial disablement and temporary disablement. The amount of compensation to
be paid on the death or disablement of workman is given in Fourth Schedule of the Act and
varies according to his wages, the type of injury and age. It is an obligation upon the employer
to make the payment of compensation within one month from the date on which it falls due.
Sources of Funds: All compensation under the act is payable by the employer.
THE PAYMENT OF WAGES ACT:
The Payment of Wages Act was enacted as early as 1936 during the colonial rule. The purpose
of this act is to regulate payment of wages. This insists on the payment of wages by the seventh
day or the tenth day of the succeeding month and in case of weekly payment the last day of the
week.
Section 3: Responsibility for payment of wages. - Every employer shall be responsible for the
payment to person employed by him of all wages required to be paid under this Act. Provided
that, in the case of persons employed (otherwise than by a contractor) -
 In factories, if a person has been named as the manager of the factory under clause of sub-
section (1) of section 7 of the Factories Act, 1948 (63 of 1948)
 In industrial or other establishments, if there is a person responsible to the employer for the
supervision and control of the industrial or other establishments
 upon railways (otherwise that in factories), if the employer is the railway administration and
the railway administration has nominated a person in this behalf for the local area
concerned, the person so named, the person so responsible to the employer, or the person
so nominated, as the case may be (shall also be responsible) for such payment.
Section 4: Fixation of wage-periods:
 Every person responsible for the payment of wages under section 3 shall fix periods (in this
Act referred to as wage-periods) in respect of which such wages shall be payable.
 No wage-period shall exceed one month.
Section 5: Time of payment of wages. –
The wages of every person employed upon or in
 Any railway, factory or {industrial or other establishment} upon or in which less than one
thousand persons are employed, shall be paid before the expiry of the seventh day.
 Any other railway, factory or {industrial or other establishment}, shall be paid before the
expiry of the tenth day, after the last day of the wage-period in respect of which the wages
are payable:
(2) Where the employment of any person is terminated by or on behalf of the employer, the
wages,earned by him shall be paid before the expiry of the second working day from the day on
which his employment is terminated.
(3) The State Government may, by general or special order, exempt, to such extent and subject
to such conditions as may be specified in the order, the person responsible for the payment of
wages to persons employed upon any railway (otherwise than in a factory) from the operation
of this section in respect of the wages of any such persons or class of such persons.
(4) Save as otherwise provided in sub-section (2), all payments of wages shall be made on a
working day.
THE EMPLOYEES’ PROVIDENT FUND ACT 1952
The purpose of this Act: An Act to provide for the institution of Provident Funds, pension funds
and deposit linked fund for employees in factories and other establishments. Contributions of
10% of the wages are paid by the employer and another 10% by the employees. This amount is
deposited with the government which pays an interest. This Act also now has provisions for
pension scheme.
Administration: The employees Provident Funds, Pension and Insurance Schemes framed
under the Act are administered by a tripartite Central Board of trustee, consisting of
representatives of employers and employees and persons nominated by the Central and State
Governments.
Benefits: The act has made schemes for 3 types of benefits, provident fund, family pension and
deposit linked insurance. Family pension is payable to the widow or widower up to the date of
death or re-marriage whichever is earlier. In the absence of the widow or the widower it is
payable to the eldest surviving unmarried daughter until she attains the age of 21 years or
marries whichever is earlier. The dependents of the employee also receive an additional
amount known as the deposit linked insurance which is equivalent to the average balance lying
to the credit of the employee on his provident fund during the preceding 3 years, subject to a
maximum of Rs 10000 provided that such employee has kept a minimum average balance of Rs.
1000 in the provident fund.
Source of Funds: Here both the employer and the employee are required to contribute the
provident fund every month at 8.33% of the basic wages, dearness allowance and retaining
allowance. An employee can make a larger contribution up to 10% but there is no compulsion
for the employer to make a matching contribution.
THE PAYMENT OF GRATUITY ACT, 1972
Purpose of the Act: An act to provide for scheme for the payment of gratuity to employees
engaged in factories, mines, oil fields, plantations, ports, railway companies, shops or other
establishments and matters connected therewith or incidental thereto. Gratuity shall be
payable to an employee on
the termination of his employment after he has rendered continuous service for not less than
five years.
(a) On his superannuation
(b) On his retirement or resignation
(c) On his death or disablement
For every completed year of service or part thereof in excess of six months the employer shall
pay gratuity to an employee at the rate of 15 days’ wages based on the rate of wages last
drawn by the employee concerned.
Section 4: Payment of gratuity. –
(1) Gratuity shall be payable to an employee on the termination of his employment after he has
rendered continuous service for not less than five years:
(a) On his superannuation, or
(b) On his retirement or resignation, or
(c) On his death or disablement due to accident or disease;
Provided that the completion of continuous service of five years shall not be necessary where
the termination of the employment of any employee is due to death or disablement; provided
further that in the case of death of the employee, gratuity payable to him shall be paid to his
nominee or, if no nomination has been made, to his heirs, and where any such nominees or
heirs is a minor, the share of such minor, shall be deposited with the controlling authority who
shall invest the same for the benefit of such minor in such bank or other financial institution, as
may be prescribed, until such minor attains majority.
(2) For every completed year of service or part thereof in excess of six months, the employer
shall pay gratuity to an employee at the rate of fifteen days' wages based on the rate of wages
last drawn by the employee concerned; provided that in the case of a piece-rated employee,
daily wages shall be computed on the average of the total wages received by him for a period
of three months immediately preceding the termination of his employment, and, for the
purpose, the wages paid for any overtime work shall not be taken into account; provided
further that that in the case of {an employee who is employed in a seasonal establishment and
who is not so employed throughout the year} the employer shall pay the gratuity at the rate of
seven days' wages for each season.
(3) The amount of gratuity payable to an employee shall not exceed {three lakhs and fifty
thousand} rupees.
(4) For he purpose of computing the gratuity payable to an employee who is employed, after
his disablement, on reduced wages, his wages for the period preceding his disablement shall be
taken to be the wages received by him during that period, and his wages for the period
subsequent to his disablement shall be taken to be the wages as so reduced.
(5) Nothing in this section shall affect the right of an employee to receive better terms of
gratuity under any award or agreement or contract with the employer.
(6) Notwithstanding anything contained in sub-section
(a) The gratuity of an employee, whose services have been terminated for any act, willful
omission or negligence causing any damage or loss to, or destruction of, property belonging to
the employer' shall be forfeited to the extent of the damage or loss so caused.
(b) The gratuity payable to an employee {may be wholly or partially forfeited} -

(i) If the services of such employee have been terminated for his riotous or disorderly conduct
or any other act of violence on his part, or
(ii) If the services of such employee have been terminated for any act which constitutes an
offence involving moral turpitude, provided that such offence is committed by him in the course
of his employment.
THE MATERNITY BENEFIT ACT, 1961
Purpose of the Act: An Act to regulate the employment of women in certain establishments for
certain period before and after child-birth and to provide for maternity benefit and certain
other benefits.
Section 4: Employment of or work by, women, prohibited during certain periods
(1) No employer shall knowingly employ a woman in any establishment during the six weeks
immediately following the day of her delivery, (miscarriage or medical termination of
pregnancy).
(2) No women shall work in any establishment during the six weeks immediately following the
day of her delivery (miscarriage or medical termination of pregnancy).
(3) Without prejudice to the provisions of section 6, no pregnant women hall, on a request
being made by her in his behalf, is required by her employer to do during the period specified in
subsection
(4) Any work which is of an arduous nature or which involves long hours of standing, or which in
any way is likely to interfere with her pregnancy or the normal development of the foetus, or is
likely to cause her miscarriage or otherwise to adversely after her health.
(4) The period referred to in sub-section (3) shall be -
(a) The period of one month immediately proceeding the period of six weeks, before the date
of her expected delivery;
(b) Any period during the said period of six weeks for which the pregnant woman does not avail
of leave of absence under section 6.
Section 5: Right to payment of maternity benefits:
(1) Subject to the provisions of this Act, every woman shall be entitled to, and her employer
shall be liable for, the payment of maternity benefit at the rate of the average daily wage for
the period of her actual absence, that is to say, the period immediately preceding the day of her
delivery, the actual day of her delivery and any period immediately following that day.
(2) No woman shall be entitled to maternity benefit unless she has actually worked in an
establishment of the employer from whom she claims maternity benefit, for a period of not less
than {eighty days} in the twelve months immediately preceding the date of her expected
delivery. Provided that the qualifying period of {eighty days} aforesaid shall not apply to a
woman who has immigrated into the State of Assam and was pregnant at the time of the
immigration.
(3) The maximum period for which any woman shall be entitled to maternity benefit shall be
twelve weeks of which not more than six weeks shall precede the date of her expected delivery.
Provided that where a woman dies during this period, the maternity benefit shall be payable
only for the days up to and including the day of her death ; Provided further that where a
woman, having been delivered of a child, dies during her delivery or during the period
immediately following the date of her delivery for which she is entitled for the maternity
benefit, leaving behind in either case the child, the employer shall be liable for the maternity
benefit for that entire period but if the child also dies during the said period, then, for the days
up to and including the date of the death of the child.
EMPLOYEES STATE INSURANCE ACT 1948
Purpose of the Act: This Act covers all workers whose wages do not exceed Rs 1600 per month
and who are working in factories, other than seasonal factories, run with power and employing
20 or more workers. The coverage can be extended by the State Government with the approval
of the Central Government.
Administration: The Act is administered by the E.S.I Corporation, an autonomous body
consisting of representatives of the Central and State Governments, employers, employees,
medical profession and Parliament.
Benefits: The Act, which provides for a system of compulsory insurance, is a landmark in the
history of social security legislation in India. An insured person is entitled to receive the
following types of benefits:
 Medical Benefit
 Sickness Benefit
 Maternity Benefit
 Disablement benefit
 Dependant’s Benefit
 Funeral benefit
Sources of Funds: the Act provides for the setting up of the Employees State Insurance fund
from the contributors received from employers and employees and various grants, donations
and gifts received from Central or State Governments, local authorities and individuals. The rate
of employer’s contribution is 5% of the wage bill and that of the employee’s contribution is
2.25%.
VOLUNTARY WELFARE MEASURES:
These are some of the voluntary welfare measures given by the employer to the employees.
They are as follows:
 Housing facilities
 Transportation facilities
 Medical facilities
 Cultural facilities
 Recreation facilities
 Consumers co-operative society
 Loans and various advances
 Leave travel concession
 Workers education
 Schools for the employee’s children
 Gifts to the employees holiday games
 Labour welfare fund
 Vehicle stand for parking
 Libraries
 Cafeterias
CHAPTER- V
DATA ANALYSIS & INTERPRETATION
TABLE SHOWING THE OPINION ABOUT WORK ENVIRONMENT
Grade No. of Respondents Percentage
Satisfied 8 8
Highly Satisfied 28 28
Average 64 64
Dissatisfied 0 0
Highly dissatisfied 0 0
OPINION ABOUT WORK ENVIRONMMENT
70
60
50
40
30 64
20
28
10
8 0 0
0
Satisfied Highly Average Dissatisfied Highly
Satisfied Dissatisfied
PARICULARS
INFERENCE:
From the above table it is inferred that 8% of people responded to satisfied, 28%
of people responded to highly satisfied, 64% people to average, and 0% of people responded to
dissatisfied and highly dissatisfied.
TABLE SHOWING THE OPINIONABOUT VENTILATION & LIGHTING AT WORK PLACE
Excellent 12 12
Good 52 52
Average 36 36
Bad 0 0
Very Bad 0 0
OPINION ABOUT VENTILATION

&
LIGHTING AT WORK PLACE
60
50
40
30
52
20 36
10
12 0 0
0
Excellent Good Avearge Bad Very Bad
Axis Title
INFERENCE:
From the above table it is inferred that 12% of people responded to excellent, 52% of people
responded to good, 36% people to average, and 0% of people responded to bad and very bad.
TABLE SHOWING THE OPINION ABOUT SALARIES/BENEFITS
Satisfied 20 20
Average 18 18
Dissatisfied 0 0
OPINION ABOUT SALARIES/BENEFITS
70
60
50
40
30 62
20
10 20 18 0 0
0
Satisfed Highly Avearge Dissatisfied Highly
PARTICULARS
INFERENCE:
From the above table it is inferred that 20% of people responded to satisfied,
62% of people responded to highly satisfied, 18% people to average, and 0% of people
responded to dissatisfied and highly dissatisfied.
TABLE SHOWING THE OPINION ABOUT TIMINGS/SCHEDULES

Satisfied 20 20
Average 8 8
Dissatisfied 0 0
OPINION ABOUT TIMINGS/SCHEDULE
80
70
60
50
40
72
30
20
10 20 8 0 0
0
PARTICULARS
INFERENCE:
From the above table it is inferred that 20% of people responded to satisfied, 72% of
people responded to highly satisfied, 8% people to average, and 0% of people responded to
dissatisfied and highly dissatisfied.
TABLE SHOWING THE OPINION ABOUT SAFETY

MEASURES AT WORK PLACE
Satisfied 64 64
Average 19 19
Dissatisfied 9 9
OPINION ABOUT SAFETY MEASURES AT WORK PLACE
70
60
50
40
30 64
20
10 19
4 9 4
0
Satisfed Highly Satisfied Avearge Dissatisfied Highly
Dissatisfied
PARTICULARS
INFERENCE:
people responded to highly satisfied, 19% people to average, 9% of people responded to
dissatisfied and 4% of people responded to highly dissatisfied.
TABLE SHOWING THE OPINION ABOUT PRESENCE
OF SAFETY COMMITTEE
Yes 60 60
No 40 40
OPINION ABOUT PRESENCE OF SAFETY COMMITTEE
70
60
50
40
30 60
20 40
10
0
Yes No
PARTICULARS
INFERENCE:
From the above table it is inferred that 60% of people responded to Yes for presence of
safety committee and 40% of people said No.
TABLE SHOWING THE OPINION ABOUT SAFETY INSTRUCTIONS

Yes 72 72
No 28 28
OPINION ABOUT PRESENCE OF SAFETY INSTRUCTIONS
80
70
60
50
40
72
30
20
28
10
0
Yes No
PARTICULARS
INFERENCE:
From the above table it is inferred that 72% of people responded to Yes for safety
instructions and 28% of people said No.
TABLE SHOWING THE OPINION ABOUT ACCIDENT PREVENTION MEASURES
Good 12 12
Very Good 40 40
Average 36 36
Bad 7 7
Very Bad 5 5
OPINION ABOUT ACCIDENT PREVENTION MEASURES
50
40
30
20 40
36
10
12
7 5
0
Good Very Good Avearge Bad Very Bad
PARTICULARS
INFERENCE:
From the above table it is inferred that 12% of people responded to good, 40% of
people responded to very good, 36% people to average, 7% of people responded to bad and 5%
of people responded to very bad.
TABLE SHOWING THE OPINION ABOUT FIRST – AID FACILITY
Good 38 38
Very Good 22 22
Average 28 28
Bad 10 10
Very Bad 2 2
OPINION ABOUT FIRST – AID FACILITY
40
35
30
25
20 38
15 28
10 22
5 10
2
0
PARTICULARS
INFERENCE:
From the above table it is inferred that 38% of people responded to good, 22% of
people responded to very good, 28% people to average, 10% of people responded to bad and
2% of people responded to very bad.
TABLE SHOWING THE OPINION ABOUT ORGANIZATION HEALTH
CHECK - UPS
Yearly 30 30
Half Yearly 20 20
Quarterly 20 20
Monthly 20 20
Not at all 10 10
OPINION ABOUT ORGANIZATION HEALTH CHECK - UPS
35
30
25
20
15 30
10 20 20 20
5 10
0
Yearly Half Yearly Quarterly Monthly Not at all
PARTICULARS
INFERENCE:
From the above table it is inferred that 30% of people responded to yearly, 20% of
people responded to half yearly, 20% people to quarterly, 20% of people responded to monthly
and 10% of people responded to not at all.
TABLE SHOWING THE OPINION ABOUT CANTEEN FACILITIES WITHIN THE ORGANIZATION
Yes 68 68
No 32 32
OPINION ABOUT CANTEEN FACILITIES
80
70
60
50
40
68
30
20
32
10
0
Yes No
PARTICULARS
INFERENCE:
From the above table it is inferred that 68% of people responded to Yes to canteen
facilities in organization and 32% of people said No.
TABLE SHOWING THE OPINION ABOUT HOUSING FACILITIES TO EMPLOYEES
Yes 33 33
No 67 67
OPINION ABOUT HOUSING FACILITIES
80
70
60
50
40
67
30
20
33
10
0
Yes No
PARTICULARS
INFERENCE:
From the above table it is inferred that 33% of people responded to Yes for housing
facilities in organization and 67% of people said No.
TABLE SHOWING THE OPINION ABOUT P.F. BENEFITS
Satisfied 40 40
Average 44 44
Dissatisfied 4 4
OPINION ABOUT P.F. BENEFITS
50
40
30
44
20 40
10
12
4 0
0
PARTICULARS
INFERENCE:
TABLE SHOWING THE OPINION ABOUT TRANSPORTATION
Satisfied 28 28
Average 18 18
Dissatisfied 20 20
OPINION ABOUT TRANSPORTATION
35
30
25
20
15 32
28
10 18 20
5 2
0
PARTICULARS
INFERENCE:
TABLE SHOWING THE OPINION ABOUT INSURANCE FACILITIES

Satisfied 40 40
Average 44 44
Dissatisfied 4 4
OPINION ABOUT INSURANCE FACILITIES
50
40
30
44
20 40
10
12 4 0
0
PARTICULARS
INFERENCE:
TABLE SHOWING THE OPINION ABOUT RETIREMENT BENEFITS

Satisfied 16 16
Average 52 52
Dissatisfied 12 12
OPINION ABOUT RETIREMENT BENEFITS
60
50
40
30
52
20
10 16 20
12 0
0
PARTICULARS
INFERENCE:
TABLE SHOWING THE OPINION ABOUT PRESENCE OF WELFARE OFFICER

Yes 80 80
No 20 20
OPINION ABOUT PRESENCE OF WELFARE OFFICER
90
80
70
60
50
40 80
30
20
10 20
0
Yes No
PARTICULARS
INFERENCE:
From the above table it is inferred that 80% of people responded to Yes for presence of
welfare officer in organization and 20% of people said No.
TABLE SHOWING THE OPINION ABOUT WELFARE PROVISIONS

Satisfied 40 40
Average 40 40
Dissatisfied 4 4
OPINION ABOUT WELFARE PROVISIONS
50
40
30
20 40 40
10
12
4 4
0
PARTICULARS
INFERENCE:
TABLE SHOWING THE OPINION ABOUT REST PERIODS

Satisfied 4 4
Average 60 60
Dissatisfied 8 8
OPINION ABOUT REST PERIODS
70
60
50
40
30 60
20
28
10
4 8 0
0
PARTICULARS
INFERENCE:
TABLE SHOWING THE OPINION ABOUT RESPONDING IN CASE OF EMERGENCIES

Good 40 40
Very Good 4 4
Average 32 32
Bad 24 24
Very Bad 0 0
OPINION ABOUT RESPONDING IN CASE OF EMERGENCIES
50
40
30
20 40
32
24
10
4 0
0
PARTICULARS
INFERENCE:
CHAPTER- VI
FINDINGS & SUGGESTIONS

FINDINGS OF THE STUDY
1. The study shows that 75% of the respondents opined adequate safety training
programmes are conducted at MARUTI SUZUKI INDIA LIMITED., and 25% of them
opined it is not.
2. The study shows that 62% of the respondents have attended safety training
programmes and 38% of them have not.
3. The study shows that 10% of the respondents have rated the training programmes
as highly effective, 84% have rated it as effective, 5% have no opinion and 1% says it
is ineffective.
4. The study shows that 91% of the respondents opined that the management provides
safety awareness and 9% opined that it does not.
5. The study shows that a majority of 84% employees feel that MHIL mostly creates
safety awareness through bulletin boards and the least through safety competitions
as only 14% believes that safety awareness is created through safety competitions.
6. The study sho2ws that 36% of the respondents feel that the safety goggles provided
are inadequate and 34% feel that the safety measures provided while working on
cranes are inadequate.
7. The study shows that 45% of the respondents say that they always make use of the
safety measures provided to them, 54% uses them sometimes and 1% never uses it.
8. The study shows that 55% of the respondents opined that the machines,
equipments and tools are well designed, 58% opined that they are well maintained
and 57% opined that they are well guarded.
9. The study shows that 35% of the respondents believe that the layout of the
workplace is designed to avoid accidents, 21% says it is not so and 44% believe that
to an extent the workplace is designed to avoid accidents.
SUGGESTIONS AND RECOMMENDATIONS

 The company can ensure that safety training programmes are conducted for all the
employees, since 38% of them opined that they have not undergone any safety
training and the statistical analysis show that there is an association between the
overall level of satisfaction and the fact that the employees feel that the training
that is being provided is not practical. So steps may be adopted to ensure that
training is more practical in nature.
 The researcher feels that the awareness for the safety is quite low among the
employees. Steps may be undertaken to increase the awareness and need for safety.
 The quality of shoes and mask provided may be improved as 59% of the respondents
have thus opined.
 The management needs to pay attention to the fact that 45% of the respondents
feel that the machines, equipments and tools are not well designed, 42% feel it is
not well maintained, 43% feels it is not well guarded and ding out reasons for the
same.
 The responses of the employees regarding the level of satisfaction of welfare

measures are clustered in the satisfactory region. The management may take steps
to convert these into highly satisfactory.
 Since 59% of the employees are not satisfied with the transport facilities provided by
the company, steps may be taken to provide facilities especially for employees who
have to work during night shifts.
 The conditions of the rest rooms and shelters may be improved especially in the
wharf and electrical sections. They may be provided with adequate fans and facilities
to rest.
 Canteen facilities may be provided by the company at both wharfs and the electrical
sections.
CONCLUSION
A study was conducted on the safety and welfare measures provided to the
employees of MARUTI SUZUKI INDIA LIMITED.
A majority of 81% of the respondents was found to be satisfied with the safety
measures at, MARUTI SUZUKI INDIA LIMITED 2% were highly satisfied, 1% was neutral in their
opinion and only 16% dissatisfied with the safety measures.
A majority of the respondents feel secure while working at MHIL and feel that the
safety measures help to reduce the severity of actions. Even though 56% of them perceive a risk
factor while working at MHIL, a majority of 90% never avoid work due to this risk factor.
The study again shows that there is a clustering of respondents’ opinion in the
satisfactory region regarding the level of satisfaction of welfare measures. This reveals that a
majority of respondents are satisfied with the existing welfare measures. The management may
take up steps to convert these into highly satisfactory.
The few welfare measures which were dissatisfactory were transport facilities, rest
room facilities and the time lapse in compassionate appointments. The management may
concentrate on these areas to increase the satisfaction level of employees towards the welfare
measures.
Bibliography
Khanka, S.S., Human Resource Management (Text & Cases),
New Delhi, S. Chand & Company Ltd., 2003.
Kharbanda, V.K., Commentaries on The Factories Act, 1948, Allahabad,

Law Publishing House, 1996.
Kothari C.R., Research methodology, Tata Mc Graw-Hill Publishing
Company Ltd., 1982.
Websites
www.citehr.com
www.scribd.com
www.google.com
www.docstore.com
www.osh.net
www.safety.com
ANNEXURE
I PERSONAL DETAILS
Name (Optional) :
Age :  Up to 20  21- 30  31- 40  41- 50
 > 50
Category :  Highly Skilled  Skilled  Unskilled
Designation : ……………………………………………….
Department :  Mechanical  Traffic  Marine  Others
Gender :  Male  Female
Marital Status :  Single  Married
Educational Level :  10th  12th  Diploma
 Graduate  Post Graduate  Others
Length of service :  up to 5 yrs  6- 10 yrs  11-15 yrs
 16- 20 yrs  > 20 yrs.
II SAFETY
1. Are adequate safety training programmes conducted for the employees of Maruti
Suzuki India Limited?
 Yes  No
2. Have you attended any safety training programme conducted by the Maruti Suzuki
India Limited?
 Yes  No
If yes, how was the safety training programme?
 Highly Effective  Effective  No Opinion  Ineffective  Highly Ineffective

3. Does the Management provide awareness programmes relating to safety?
 Yes  No
If yes, what are the measures undertaken by MARUTI SUZUKI INDIA LIMITED to bring
about awareness for safety needs?
Observance of safety weeks 
Safety Competitions 
Talks on safety 
Bulletin Boards/ Slogans 
Pamphlets 
Booklets 
House Magazines 
4. What is your opinion about the following?
Provision of safety measures Adequate Inadequate No Opinion
Safety helmets   
Safety outfits   
Safety goggles   
Leather gloves   
Safety shoes   
Safety boots   
Safety mask   
Life saving Appliances   
Safety measures provided for
Cranes   
Forks lift Trucks   
Hatches   
Hazardous Cargo   
5. Do you make use of the above safety measures provided to you?
 Always  Sometimes  Never  No Opinion
6. Are the machines, equipments and tools:
Yes No
Well Designed  
Well Maintained  
Well Guarded  
7. Is the layout of the workplace properly designed to avoid accidents?
 Yes  No  To an extent  No Opinion
8. Do the safety measures help in reducing the severity of accidents?
9. Are immediate actions taken to investigate accidents?
10. Do you perceive any risk factor while working at Maruti Suzuki India Limited?

III Welfare
11. Are you happy with the welfare provided at Maruti Suzuki India Limited?
12. Welfare measures help to
Strongly Agree- SA Agree- A No Opinion- N Disagree- D
Strongly Disagree- SD
SA A N D SD
Create better industrial relations     
Build greater loyalty to the company     
Helps faster team spirit     
13. What is your opinion about the following welfare measures at Maruti Suzuki India
Limited?
Highly Satisfactory- Hs Satisfactory- S Neutral- N
Dissatisfactory- D Highly Dissatisfactory- HD
HS S N D HD
Medical facilities     
Canteen facilities     
Rest room facilities     
Recreational facilities     
Cultural facilities     
Family Planning Programmes     
Educational facilities     
Transport facilities     
Co-operative Establishments     
Housing facilities     
Shopping facilities     
First Aid facilities     
Ex-gratia payments     
Compassionate Appointment     
14. Do the welfare measures satisfy your needs?
15. Do the welfare measures help in solving the problems faced by employees?
16. What is your level of satisfaction regarding welfare measures?
 Highly Satisfied  Satisfied  Neutral
 Dissatisfied  Highly Dissatisfied
17. Have you ever been disappointed by any of the welfare measures?
 Yes  No
If yes, (kindly specify)……………………………………..

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A PROJECT PROPOSAL ON

EMPLOYEE SAFETY AND MEASURES

MARUTHI SUZUKI, HYDERABAD

For the partial fulfillment of BBA from Bhavan’s Vivekananda College,

“Maruthi Suzuki Limited” is a bonafied work done by D. Priyamshi in partial fulfillment of

is a record of independent research work undertaken by him/her, under my supervision and

other degree or diploma of any university

Project Guide Name

CHAPTER 2 Literature Review

CHAPTER 3 Industry Profile

CHAPTER 4 Company Profile

CHAPTER 5 Data Analysis & Interpretation

CHAPTER 6 Findings, Suggestions & Conclusion

An organization’s purpose is to maintain stability, operate in an efficient profitable manner, and

REQUIREMENTS UNDER THESE REGULATIONS

'Work' means work as an employee or self-employed person.

'Premises' means any place including an outdoor place.

Objective of the study

 To assess the Safety measures adopted by Maruti Suzuki India Limited

 To analyse the effect of Safety on employee performance

 To assess the employee satisfaction with regard to Safety welfare facilities

 To evaluate the existing safety and health policy of the organization.

NEED OF THE STUDY

LIMITATIONS OF THE STUDY

1. The study is limited to Maruti Suzuki India Limited at Hyderabad

2. Inter-firm comparisons are not undertaken.

Research is an art of scientific investigation. According to Redmen and Mary defines

Research methodology is way to systematically solve the research problem. It is a plan

“A research design is an arrangement of condition for collection and analysis of data in a

SAMPLING SIZE AND TECHNIQUE

STATISTICAL TOOLS USED

Percentage of respondent = No. of respondents favorable x 100

A study was conducted on employee welfare measures by KIRABAKARAN (1983) his

R.NAJEED (1996), “labour welfare measure in Tanjore Corporation spinning mills,

K.Srikanth – July 2004. “The productivity of an organization is dependent on

HRM REVIEW- EMPLOYEE HEALTH AND WELLNESS – SUMATHI REDDY – 2006.

According to MR. R. PRADEEP (2009) “Employee welfare is a comprehensive term

Sources Of Funds 12 mths 12 12 12 12

Total Share Capital 151.00 144.50 144.50 144.50 144.50

Equity Share Capital 151.00 144.50 144.50 144.50 144.50

Share Application Money 0.00 0.00 0.00 0.00 0.00

Preference Share Capital 0.00 0.00 0.00 0.00 0.00

Reserves 18,427.90 15,042. 13,723. 11,690. 9,200.4

Revaluation Reserves 0.00 0.00 0.00 0.00 0.00

Networth 18,578.90 15,187. 13,867. 11,835. 9,344.9

Secured Loans 0.00 0.00 0.00 26.50 0.10

Unsecured Loans 1,389.20 1,078.3 170.20 794.90 698.80

Total Debt 1,389.20 1,078.3 170.20 821.40 698.90

Total Liabilities 19,968.10 16,265. 14,037. 12,656. 10,043.

Mar '15 Mar Mar Mar Mar

Application Of Funds 12 mths 12 12 12 12

Gross Block 19,633.90 14,678. 11,718. 10,406. 8,720.6

Less: Accum. Depreciation 9,834.70 7,157.6 6,189.2 5,382.0 4,649.8

Net Block 9,799.20 7,520.7 5,529.4 5,024.7 4,070.8

Capital Work in Progress 1,942.20 611.40 862.50 387.60 861.30

Investments 7,078.30 6,147.4 5,106.8 7,176.6 3,173.3

Inventories 1,840.70 1,796.5 1,415.0 1,208.8 902.30

Sundry Debtors 1,423.70 937.60 824.50 809.90 918.90

Cash and Bank Balance 775.00 2,436.1 2,508.5 98.20 239.00

Total Current Assets 4,039.40 5,170.2 4,748.0 2,116.9 2,060.2

Loans and Advances 3,828.90 2,852.5 2,178.4 1,739.1 1,809.8