consumer perception towards employee welfare in verka
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CHAPTER-1
INTRODUCTION TO VERKA
1.1 Introduction to organisation
The Plant was established in 1980 by The Punjab Dairy Development
Corporation. The Punjab Dairy Development Corp. and Milked are the two
Government dairy organizations which are running pay rolled to each other. In
1982 both these organizations submerged into one which is now named as
MILKFED. In the beginning the capacity of the plant was 1,00,000 liters per day
and the number of workers was only 700. The products manufactured initially
were liquid milk, ghee and cheese. Paneer production started in 1990 and curd
production started in 1997. The Plant has introduced ISO-9002 quality
Management System to ensure highest quality products with built in safety to the
consumers.
Milk Plant, Mohali is located at District Ropar in Punjab. It is located on
National Highway No. 21, joining Chandigarh with Ropar, Jalandhar and
Amritsar. It is situated in Phase-VI Industrial area, Mohali at a distance of about
8km.from Chandigarh. There is a great advantage as it is directly connected to
National Highway which is facilitating all transportation and allied facilities.
The working of the plant is in two shifts: -
1.) Morning Shift: - 8:00 A.M. TO 11 A.M.
2.) Evening Time:- 8:30 P.M. TO 11.30 P.M.
It came into existence with a twin objective; First to carry activities for
promoting production, procurement and processing of milk for the economic
development of milk producers by providing remunerative milk market to
them at their door step. Second, provide quality milk and milk products to
consumers at reasonable rates.1
Although the federation was registered much earlier, but it came to real self in
the year 1983 when all the milk plants Punjab Dairy Development corporation
Limited were handed over to cooperative sector and the entire State was covered
under operation Food programme to give farmers to a better deal and our valued
customers better products. Today, when we look back, Verka has fulfilled the
promise to great extent.
The setup of the organization is a three tier system, Milk Producers Cooperative
Societies at the village level, Milk Union at District level and Milk Fedration as
an apex body at a State level. Milk production is a very important part of
agricultural economy in the State of Punjab. Punjab is one of smallest state in
Indian Union with a total area of 50,362 Sq. km. Dairy Farming is an
old subsidiary profession in the rural area of Punjab. Punjab is the second largest
milk producing state in India, producing 10 % of country’ s milk.
Some fact about verka
First Milk Plant of the State was setup at verka near the Amritsar.
The brand name of Milk and Milk Products was adopted as verka.
The Foundation stone of Milk Plant Ludhiana was laid by Hon. S . Parkash
Singh Badal the CM of Punjab in 1970.
Commissioning of the Plant was done by Dairy Development Corporation
in 1974.
Inauguration was done by Late Smt. Indra Gandhi the PM of India.
The capacity of plant was 1.00 lac. Liter per day, including power plant of
7MT and now the milk plant of 4.00 lac Liter per day.
1.2 HISTORY OF PLANT2
This plant has been established in 1980 by Punjab Dairy Development
Corporation. The Punjab Dairy Development Corporation and Milkfed are the
two Government Dairy Organizations which are running parallel to each other at
this time. In 1982 these both organizations submerge into one organization which
is named as Milkfed.
Milkfed came into existence with twin objective of providing remunerative milk
market to the milk producers in the state by value addition and marketing of
produce one hand and to provide technical input to the milk producers for the
enhancement of milk production on other hand.
Set up of the organization is the three tier system, Milk Producer’s, Cooperative
Societies at the village level, 11 Milk Union at District Level, and Federation as
an Apex Body at State Level, Ropar Milk Union, Mohali includes about 860 milk
producers* cooperative societies at the village level which are distributed under
12 zones.
.
1.3 OBJECTIVES3
The specific objectives of the Federation are as under:
a) To carry out activities for promoting production, procurement processing and
marketing of
milk and milk products for economic development of the farming community.
b) To develop and expand such other allied activities as may be conducive for the
promotion of
the dairy industry, improvement and protection of milk animals and economic
betterment of
those engaged in milk production.
c) To purchase and erect buildings, plants, machinery and other ancillary
equipment to carry out business.
d ) To study problems of mutual interest related to production, procurement and
marketing of dairy and allied products.
e) To establish research and quality control laboratories.
f) To make necessary arrangements for transfer of milk, allied milk products and
commodities.
g) To market its products under its own trade name/brand name with its Member
Union's trade Mark/brand.
h) To promote the organization of primary societies and assist members in
organization of the Primary Societies.
j) To plan development strategies and programme to increase the volume of
procurement and production of the Federation and its members Unions and for its
affective marketing.
k) To give remunerative prices to farmers and to ensure permanent market for the
whole year.
1.4 PRODUCTS4
GHEE POLY PACK
GHEE TIN PACK
TABLE BUTTER
CHEESE
PIZZA CHEESE
VERKA VIGOUR
DAIRY WHITENER
SKIMMED MILK POWDER
SWEETENED FLAVOURED MILK
SWEET LASSI
MANGO RASEEELAPINE
CHAPTER-25
INTRODUCTION TO PROJECT
2.1 EMPLOYEE WELFARE
The term employee welfare means to fare well or to do well. It refers to
Physical, mental, emotional well being of an individual. Welfare is relative to
time and space. The welfare needs may vary from company to another
company and from place to place and from time to time.
Oxford dictionary defines welfare as “state or condition of doing or being
well:
Good fortune, happiness or well being of a person, community or things .
“Workers or employees welfare should be understood as meaning such
services, facilities and amenities which may be provided within the vicinity of
the undertaking to enable them to perform their work in healthy, congenial
surroundings and provided with the amenities conductive to good health and
high morale.”
Thus, welfare means state of living of an individual or group in a desirable
relationship with the total environment. It also means efforts to make the life
meaningful for the working class. These efforts cover provisions of the
amenities to workers over and above the minimum working conditions.
2.2 PRINCIPLES OF EMPLOYEE WELFARE
6
PRINCIPLE OF EFFECTIVE COMMUNICATION:
There is always a communication gap between employer and employees
- the more the gap, the more the tension. This means the message should
be passed without addition and edition, so that communication gap is
filled to the maximum.
PRINCIPLE OF CONTRIBUTION TO NATIONAL
PROSPERITY:
The more welfare, the more interest from the workers. The more is
interest, the less is rejection. If lesser is rejection, higher are profit and
the government gets better revenue. Thus labour welfare enhances
national prosperity.
PRINCIPLE OF PRODUCTIVITY :
Productivity is a qualitative measurement and production refers to
quantity. The person has the capacity to higher productivity, but has to
be given opportunity. The management has to play the key role here to
enhance the productivity of the employees to the better growth of
employee and employer.
2.3 CONCEPTS OF EMPLOYEE WELFARE7
1.Social Concept:
The human person is a social animal. Therefore, Labour Welfare measures
should see that a worker, his family and community needs to be looked after
besides the wages, even socially. It means caring to their ego and social status.
The government should look after the social interests of the working class
through social Security legislations.
2.Positive concept:
In order to establish the concept of productivity and attitudinal development,
experiments need to be conducted with the help of behavioural sciences. By
this, intrinsic abilities and capabilities of the employees can be developed and
this will contribute in helping better interest in the job, thereby cause
improvement in the quality of the work and in personal satisfaction.
3. Relative concept:
This helps to ensure that the employee is relatively changed as for the time.
Their needs some advancement, technological in nature by the management.
To understand that either training, change in the job, or generating awareness
about present scenario, if done more results can be given by the employees.
2.4 SCOPE OF EMPLOYEE WELFARE8
The scope of employee Welfare cannot be limited, since it differs according to
social customs and the degree of industrialization indifferent countries and at
different times. They have to be elastic and flexible enough to suit the
conditions of the workers, and to include all the essential prerequisites of life
and the minimum basic amenities. The laws of every country highlight
directions to specific application to the working class, the necessity of securing
just and humane conditions of work, for them. However, what these conditions
actually imply cannot be specified in rigid terms for all times and situations.
Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone
country, region or industry. Writers and institutions have described its scope in
different ways and from different angles. The line of demarcation cannot be
very precise. But what should be common is that a welfare measure should
enhance the working and living conditions of the workers and their families
and make their lives better worth living. In other words, Labour Welfare
policies should "Enable workers to live a richer and more satisfactory life".
It is also the time to earn employee goodwill and loyalty, particularly at a time
when the rate of attrition is at all time low. “Team spirits and collaboration
should be encouraged among employees. Initiatives like celebrating
success/achievements in small ways goes a long way in raising the confidence
and morale of the team. Also, employee of week/ month should be identified
and felicitated,” stated Kanipakam.
Even in case a company is forced to take cost cutting measures, it should be
taken in a manner that direct impact on employees is kept to a minimum, as
during tough times it becomes all the more important to keep sentiments of
employees high and nothing should hurt their morale.
2.5 WELFARE ACTIVITIES
9
SUMMER CAMPS
SPORTS
FAMILY DAY
CAMPS
SWEETS ON NATIONAL DAYS
EDUCATION SUBSIDY
LOANS
RETIREMENT PARTY
EARNED LEAVE
FAMILY BENEFITS
MEDICAL FACILITIES
2.6 IMPORTANT BENEFITS & FACILITIES PROVIDED TO THE
EMPLOYEES BY VERKA
10
CANTEEN
The factory canteen provides lunch & dinner prepared under hygiene
conditions for all employees at a subsidized rate against a coupon. In addition
tea/coffee is served free of cost during specified break timings.
UNIFORMS
All employees are required to be in complete uniform specified. Uniform
consists of a Pant, Shirt & Cap/Turban for each department.
LAUNDRY
The laundry is located near the main canteen. Neat, clean & ironed clothes can
be collected from laundry during specified hours.
DISPENSARY AND HEALTH CARE
The Company has a Dispensary with a full time Pharmacist and a
visiting Doctor to provide treatment of minor ailments & First aid in case of
accidents. The health record of employees is maintained in the medical card
kept in the Dispensary including Blood Group.
ACCIDENTS/FIRST-AID BOXES
All departments are equipped with First –Aid Boxes which can be
used in case of an accident or minor ailment. In case of serious
accident/emergency the employee is shifted to a near by hospital.
MEDICAL SCHEME
11
The company covers the medical expenses & reimbursement of the
hospitalization expenses of all eligible employees, in case they are
hospitalized, within prescribed limits.
INFANT FEED SCHEME
Nestlé provide infant foods free of cost to the newborns of its permanent
employees only where breast-feeding is not possible. For this a doctor’s
prescription, birth certificate with a prescribed format of the newly born is
required to be submitted to the H.R.Deptt. This facility can be availed during
the child’s first year of age and the facility continues for 48 weeks after that
first week in which the feed is obtained.
STAFF SALES
Nestle provide a standard discount rate of 10% on the wholesale price of its
products to the employees. The Staff sale shop is located near the factory gate,
stocks all the products marketed by firm. The employees can purchase products
after obtaining the staff sale card from the H.R.Deptt.
LOCKERS AND REST ROOMS
Each employee is given a locker to keep his uniform & other
clothes. Money or valuables should not be kept there. Lockers are issued
against codes which are provided with Showers, lavatories & resting place for
break. Separate lockers & rest rooms are available for female employees.
LEAVES
12
Three types of leave are granted to employees:
Earned Leave
Sick Leave
Casual Leave
RETIRAL BENEFITS
Retrial benefits are provided on retiring from the job on completion of 60
years of age:
Provident Fund And Family Pension Scheme
Employees Deposit Link Insurance
Gratuity
VOLUNTARY WELFARE MEASURES:
There are certain employers especially in the organized sector of industry, who
have promised a wide variety of welfare amenities and services to their
employees. A brief account of such welfare measures is given below:
EDUCATIONAL FACILITIES:
The pace of economic and social progress of a particular country largely depends
on the quality of its work force. Education plays a very important part in
motivating and enabling the working population for changes necessary for
accelerated progress and for their mental and physical development..
MEDICAL FACILITIES:
Employers, whether in public or private sectors have been providing medical
facilities for their workers and their families, even before the introduction of
E.S.I. Scheme. The workers in departmental undertakings are more or less
governed by the medical rules applicable to government servants, or such other
facilities, both indoor and outdoor.
13
TRANSPORT FACILITIES:
Transport facilities to workers residing at a long distance are essential to relieve
them from strain and anxiety. Such facilities also provide greater opportunity for
relaxation and recreation, and help in reducing the rate of absenteeism. The
practice followed with regard to transport facilities varies from country to
country.
RECREATIONAL FACILITIES:
Recreation is commonly taken to be the opposite of work. It has an important
bearing on the individual’s personality as well as his capacity to contribute to
social development. It affords the worker an opportunity to develop his sense of
physical and mental discipline. Music, dance, drama, games and sports,
paintings, carvings, are different forms of recreation. The importance of
recreation in creating a healthy climate for industrial peace and progress has been
emphasized by several study teams. In India, a variety of recreational facilities
have been provided in more than one way, statutorily, voluntarily and also by
different welfare agencies, and to some extent by trade unions as well. Broadly
speaking, these can be divided into two parts, namely,
(a)Recreational amenities provided by the industrial organizations inside or
near the work place, and
b) Amenities provided on community basis
HOUSING FACILITIES:
14
Housing is the primary need of workers’ family in civilized life. Without a roof
to cover his head, the worker naturally feels frustrated about his poor standard of
living in big cities. Good houses mean possibility of home life, happiness and
health; bad houses spell squalor, drink, diseases, immorality, crime etc.
Overcrowding of people in dark quarters in slum areas is mainly responsible for
the outbreak of tuberculosis. Recognizing the need for housing accommodation,
an industrial housing scheme was introduced in 1952. Under this scheme, the
central government offers loans to industrial workers for constructing houses at
concessional rates.
2.7 STATEMENT OF OBJECTIVES
15
To know the welfare services provided by organisation.
To know the satisfaction level of employees.
CHAPTER-3
16
RESEARCH METHODOLOGY
The research methodology is the specification of method of acquiring the
information needed to structure or solve the problem. It is not considered to be
the decision of facts but also building up the data knowledge and to discover the
new fact involved through the process in the dynamic change in the society.
3.1SCOPE OF THE PROJECT
This research was conducted in Mohali Region on those respondents who have
been employed in Verka milk plant.
3.2. TYPE OF RESEARCH
The present study, being conducted, followed a Descriptive Design. It produces a
picture of phenomenon in which decision maker is entrusted. Design of
descriptive studies includes the nature and source of the data, the nature of
expected results and the analytical methods. Descriptive research describes about
the population or phenomenon being studied. Descriptive research is pre-planned
and structured.
3.3. METHODS OF DATA COLLECTION
Primary Data -The method followed in obtaining the primary data was through
the structured questionnaire.
Secondary Data: It refers to the information or facts already collected. The data
was taken from internet and journals.
3.4. SAMPLE DESIGN
17
Population
All the employees in Mohali region.
Sampling Unit
Every single respondent who has filled the questionnaire.
Sample size
Sampling size refers to total number of respondents targeted for collecting the
data for the research. The sample size for survey conducted is 20 respondents.
3.5. SAMPLING TECHNIQUE
The selection of respondents was done on the basis of Convenience Sampling
technique.
3.6 LIMITATIONS OF STUDY
18
TIME CONSTRAINTS:
The working of the plant is such that there is a little or no time for providing
information regarding the welfare department. This is one of the major limitation
as far as training is concern.
UNNATURAL CIRCUMSTANCES:
Due to the lack of proper timings & busy schedule, its not possible for the
trainers to retrieve hundred percent information from the department & officials.
So there cannot be a congenial flow of information between the trainers &
officials.
NON- PARTICIPATION OF RESPONDENTS:
Due to indifferent behaviour their role has shrunk to non- participation by the
employees. There is more stress on the workings of the departments and less
concern is shown for the trainers
CHAPTER-4
19
DATA INTERPRETATION
1).Level of satisfaction of job:
Options Respondents Percentage
Yes 38 76
No 12 24
Total 50 100
76%
24%
%
YesNo
INTERPRETATION:
According to this diagram we observed that 76 % employees are satisfied with
their job while the remaining 24 % are not.
2. Level of Satisfaction regarding safety programmes:
20
OPTIONS RESPONDENTS %
Yes 40 80
No 10 20
Total 50 100
80%
20%
RESPONDENTS
YesNo
INTERPRETATION:
As the diagram above it shows that 80%Of employees are satisfied with the
safety programmes while the other 20% are not satisfied.
3. View concerning refreshment and other facilities:
Options Respondents Percentage
21
Rarely 14 28
often 8 16
sometimes 6 12
Always 22 44
Total 50 100
Rarely often sometimes Always05
101520253035404550
Percentage
Percentage
INTERPRETATION:
As there are arrangements for the refreshment and other facilities for the
employees of Verka plant 28%employees rarely liked the refreshment and other
facilities,often16%, ,sometimes 12% and always remaining 44% .
4. Arrangement of training and development programmes for employees for
future advancement
OPTIONS RESPONDENTS PERCENTAGE
22
Rarely 16 32
Often 23 46
Sometimes 8 16
Always 3 6
Rarely Often Sometimes Always05
101520253035404550
32
46
16
6
PERCENTAGE
PERCENTAGE
INTERPRETATION:
The training and development programmes for the future advancement are given
major importance.in which 32% employees say that these programmes are
organized rarely,often 46%sometimes 16% and 6% said always.
5. Methods of solving problems regarding subordinates
WAYS RESPONDENTS PERCENTAGE
Mutually understanding 30 60
employers involvement 8 1623
dispute settling committee 12 24
Total 50 100
60%16%
24%
respondents
Mutually understand-ingemployers involvementdispute settling commit-tee
INTERPRETATION:
If the problem arises with the subordinates then it is solved 60% by mutual
understanding,16% by employers involvement and 24% by dispute settling
committee.
6. Provision of safe and healthy environment
OPTIONS RESPONDENTS PERCENTAGE
Yes 40 80
No 10 20
24
Total 50 100
Yes No0
102030405060708090
80
20
PERCENTAGE
PERCENTAGE
INTERPRETATION:
Safe and healthy environment is necessary for the satisfaction as well as for the
welfare of the employees.in which 80% employees said that they are provided
the healthy environment and the remaining 20% said that they are not provided
with safe environment.
7.Excellent medical facilities available to employees
OPTIONS RESPONDENTS %
Yes 30 60
No 20 40
25
Total 50 100
60%
40%
%
YesNo
INTERPRETATION:-
The 60% employees are quite satisfied with the medical facilities. While the 40%
said that they are not provided excellent medical facilities.
8. Benefit to employees family from organization
OPTIONS RESPONDENTS %
Rarely 15 30
Often 12 2426
Sometimes 13 26
Always 10 20
Total 50 100
30%
24%
26%
20%
RESPONDENTS
RarelyOftenSometimesAlways
INTERPRETATION:
According to this pie-chart, 30% said rarely, 24% often, 26% sometimes and
while the other 20% said always our families are provided the benefits.
CHAPTER-5
FINDINGS:
1. Employees of the Verka satisfied with their working hours.
2. The employees get healthy and nutritious food within the company.
27
3. The employers are of very friendly nature. They handle their employees like a
friend not like their bosses.
4. Employees families also get benefits under welfare services .
5. Adequate provision of safe and healthy environment to prevent accidents.
SUGGESTIONS
1. The meeting should be organized every week so that the employees can tell
their problems and resolve it for the better functioning.
2. More and more training & development programmes should be organized so
the level of the working can be upgraded.
3. Every employee should be given time to time instructions for maintaining
safety and healthy environment.
4. Additional benefits can be given to employees to motivate them.
5. Some employees who are given just 6 months experience in the factory, they
should get certain chances to work for long period and show their capability.
CONCLUSION
Employee welfare programs are also important part of every organization it helps
to motivate the employee & boost up the employee morale so that the
organizational goal could be achieved.
28
This welfare programs helps the management to motivate the employees by
identifying & satisfying their unsatisfied needs. The data, which has been
collected from the Nestle summer camp, shows that the employee’s families are
mostly satisfied with the welfare program prevailing in their organization but not
fully satisfied.
Employees in the factory need some kind of changes in their welfare facilities
they have some demands,which they think that should be fulfilled by the
management. At last I would like to say that the VERKA put many efforts for its
employees and their families are given much importance as compared to any
other firm.
QUESTIONNAIRE
Q: 1.Are you satisfied with your job in Nestle India Pvt Ltd.Moga?
a). Yes
29
b). No
Q: 2.Are you satisfied with the safety programmes?
a).Yes
b). No
Q: 3.Did you like the refreshment and other facilities provided to you in your
organization?
a).Rarely
b).Often
c).sometime
d).always
Q: 4.Did your company organize training and development Programmes for your
future advancement?
a).Rarely
b).Often
c).Sometimes
d).Always
Q: 5.If you have any problem regarding your subordinates then how it is solved?
a).Mutual understanding
b).Employers involvement
30
c).Dispute settling committee
Q: 6.Are you provided with safe and healthy working environment?
a).Yes
Q: 7.Does your company give you excellent medical facilities?
a).Yes
b).No
Q: 8.Does your family get any benefit from Nestle company?
a).Rarely
b).Often
c).Sometimes
d).Always
BIBLIOGRAPHY
1. http://www.employeebenefits.co.uk
]2. http://www.google.co.in
31
3. http://industrialrelations.naukrihub.com
4. http://wikipedia.com
5 Human Resource Management, Excel Publishers
- V.S.P. Rao
6. Human Resource Management, Kataria Publishers
- A.P.VERMA
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