hr - hero motors & other companies lovely samal

7/27/2019 HR - Hero Motors & Other Companies LOVELY SAMAL

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Greater Noida-201306 (U.P)

ACKNOWLEDGEMENT

This report has been made possible through the direct and

indirect cooperation of various persons for whom I wish to

express my appreciation and gratitude.

First & foremost, my intellectual debt to my Faculty Guide

Mr. vikas chadha, IIMT COLLEGE OF MANAGEMENTGreater Noida-201306 (U.P) who has continuouslyprovided his valuable suggestions and guided me to makethis project report more useful.

I am extremely grateful to all people who has contributed

significantly for completion and improvement of my

research to make this report the ultimate one. Faculties,

Staffs and friends and employees of Hero Motors Ltd haveconstantly encouraged me with their words, appreciation

and advices. It is of course impossible to mention

individually all of them.

LOVELY SAMAL

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ROLL NO . 6134527BBA

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TABLE OF CONTENTS

1. Acknowledgement

2. Synopsis

3. Introduction

A) Definition of Employee Welfare SchemesB) Facilities cover under Employee Welfare Schemes

C) Need of Employee Welfare in organization

4. Company Profile

A) Overview of the company

B) History of Hero Motors

C) Evaluation of Hero Motors

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D) Mission & Vision of Hero Motors

E) Values of Hero Motors

F) Corporate Objective of Hero Motors

G) Organization Structure of Hero Motors

5. Objective of the research

6. Research Methodology

A) Sample

B) Instrument used

C) Data collection method

D) Project evaluation method

7. Employee Welfare at Hero MotorsA) Loan Policy

B) Canteen facility

C) Medical facility

D) Uniform provided

E) Transportation facility

F) Training and development

G) Telephone allowances

H) Awards

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I) Gifts and events

8. Data Analysis

Comparison between companies regarding training cost

Comparison between companies regarding loan facility

Comparison between companies regarding canteen subsidy

Comparison between companies regarding medicine cost

Comparison between companies regarding mobile

allowance Comparison between companies regarding Gift cost

Comparison between companies regarding Break time

9. Interpretation

10. Suggestions & LimitationsA) Suggestions for Hero Motors

B) Limitations of project report

11. Questionnaire

Sample of questinnaire

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Project Title : Comparative Study of

Employee Welfare Scheme

between Hero Motors Limited

and Other CompaniesLocation : Hero Motors Ltd.

Summary of Project:

The terms ``employee welfare benefit plan'' and ``welfare

plan'' are defined in section 3(1) of the Act to include plansproviding ``(I) medical, surgical, or hospital care or benefits,

or benefits in the event of sickness, accident, disability,

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death or unemployment, or vacation benefits,

apprenticeship or other training programs, or day care

centers, scholarship funds, or prepaid legal services, or (ii)

any benefit described in section 302(c) of the Labor

Management Relations Act, 1947 (other than pensions on

retirement or death, and insurance to provide such

pensions).''

Welfare facilities include toilets, washing facilities, rest and

changing facilities, personal security arrangements (e.g.

lockers) and refreshment, recreational facilities, Loan

facilities, personal growth facilities like library facility; training

facility, Safety and Security measures, adjustable working

shift and timing, festival grants, transportation facility,

housing facility etc.

Company Profile:

Hero Motors is a part of the HERO GROUP, which is a multi

billion dollar group with diverse interests in manufacturing,

engineering design, corporate services, and value added

engineering. Hero Motors is an integrated engineering

services provider that has high quality processes and aworld-class technical team in place to deliver the best

solutions in engineering.

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Employee Welfare Scheme Objective of the Project:

The purpose of this report is to evaluate the on going

activities carried out under Employee Welfare Schemes in

Hero Motors Ltd, and Comparing with other organizations

so that to competently support the organization to develop

and administer effective employee welfare and ensure

continuous commitment from employee part for achieving

the ultimate goal of the organization .

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RESEARCH METHODOLOGY:

Selecting the companies for the puepose of comparison.Gathering information regarding employee welfare of those

companies.

Using questionnaire for collecting information

Analysing the information for fulfillment of report objective.

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DEFINITION:

The terms ``employee welfare benefit plan'' and ``welfare

plan'' are defined in section 3(1) of the Act to include plans

providing ``(I) medical, surgical, or hospital care or benefits,

or benefits in the event of sickness, accident, disability,

death or unemployment, or vacation benefits,

apprenticeship or other training programs, or day care

centers, scholarship funds, or prepaid legal services, or (ii)

any benefit described in section 302(c) of the Labor

Management Relations Act, 1947 (other than pensions on

retirement or death, and insurance to provide such

pensions). ''

Welfare facilities include toilets, washing facilities,

rest and changing facilities, personal security

arrangements (e.g. lockers) and refreshment,

recreational facilities, Loan facilities, personalgrowth facilities like library facility; training facility,

Safety and Security measures, adjustable working

shift and timing, festival grants, transportation

facility, housing facility etc.

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EMPLOYEEWELFARESCHEMES

Personal

Growth Facility

WorkingCondition

Recreational&

RefreshmentFacility

MedicalFacility

CanteenFacility

Transportation Facility

Safety &Security

Leave &HolidayFacility

LoanFacility

OtherFacilities


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Different facili ties cover underEmployee Welfare Scheme:

PLANT OFFICETIMINGS

ENVIRONMENT ENVIRONMENT

1. Ventilation 1. Air-conditioned deptt.1. Shifts

2. Lighting 2. Seating arrangement2.Overtime

3. Temperature 3. General Cleanliness3.Breaks 4. Humidity 4. Personalcomputer/Laptop

5. Elimination of dust,Smoke, fumes etc.

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Working Condition


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TRAINING EDUCATIONALPERFORMANCEFACILITY FACILITY MEASURE

1. Internal Training 1. Library 1.Regular & effective2. External Training 2. Debating Union

appraise3. Workshop & Seminars 3. Workers childrens 2. Monetary/

Nonschools monetary

awards

FIRE ARMED SECURITYTECHNICALMEASURES PROTECTION GUARDPROTECTION FOR

ACCIDENTPROTECTION

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Personal Growth Facility

Safety & Security Measures


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CLUBS EVENTS1. Gymnasium 1.

Picnic2. Creches 2. Factory

Foundation day3. Recreational Club 3.

Cultural evenings4. Festivals

celebration

SANITATION OTHER FACILITIES

1. Toilets 1. Rest room2. Wash-basins 2. Tea &

Snacks at breaks3. Water & Waste disposal 3. Water

cooler

4. Dustbins & Spittoons

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Recreational Facility

Refreshment Facility


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DISPENSARY INDIVIUALTREATMENT

1. First-Aid 1. Hospital & Medicine cost2. Regular Doctor for accidental

case

3. Medicines for minor injuries & illness 2. Freemedical check-up

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Medical Facility


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UNIFORM CHILDREN FESTIVALHOUSING TRAVELLING

SCHOLARSHIP GIFTS

Need for Employee Welfare:

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EmployeeWelfare

Schemes

Intellectual, physical, moral,social & economical betterment

Ensurecontinualcommitment of employeetowardsorganization

Fulfilling Governmental Laws,Statutory Provisions orrequired by customs of the

Create &improveorganizational image

Other facilities


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OVERVIEW OF THE COMPANY:

Company Name: HERO MOTORS LIMITED

Company Address : 10 th Km Stone, G.T. Road, P.O.-

Dujana- 203207, Dadri, Distt- Gautam Budh Nagar,

Ghaziabad, U.P.

Industry : Automobile Spareparts

Product range : Gear block, Cylinder block, Swing arm,

Main stand, Side stand, Chain case etc.

New Comings: Cyclomoto

Mother concern: HERO GROUP OF COMPANIES:

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Hero Cycles - Founded in 1956, largest manufacturer of

cycles in the world, manufacturing over 6 million cycles per

year.

Hero Honda - Joint Venture with HONDA, Japan largest

Motor cycle manufacturer in the world, manufacturing over

2.5 million motorcycles per year

Hero Motors - Auto component outsourcing / scooter & Step

through maker & parent company of Hero Global Design.

Hero Global Design Design/ Engineering/ Prototyping and

Manufacturing support services.

Munjal Showa - Joint Venture with Showa, Japan largest

manufacturer of shock absorbers in India

VI) Sunbeam Auto & Munjal Castings - Aluminum die

casting Unit

E Systems - Soft ware services

Hero Mindmine BPO training services, BPO services; Call

Center

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ACHIEVEMENTS:

Hero Group ranks amongst the top 10 Business Housescomprising 18 companies, with an estimated turn over of

US$ 1.8 billion during the fiscal year 2003-2004.

Hero Group Management has been acclaimed

internationally by World Bank and BBC.

HSBC-Merril Lynch has estimated Hero Group would be

among the Top Value Creator in 2001-2004.Hero Honda Motors was ranked 3 rd amongst top Indian

companies Review 2000-Asias leading companies award

(2003) by Far Eastern Economic Review.

Hero Cycles Limited is a Guinness Book Record holder

since 1986 as the wolrds largest manufacturer of bycycles,

with annual sales volume of 5.2 million bicycles in FY 2004.

Hero Motors Limited was awarded as Highest Automobile

Exporter in the year of 1995-1996 & 1996-1997.

Hero Motors is Certified by ISO 9000 in the year of 2002.

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HISTORY OF HERO MOTORS:

Hero, the brand name synonymous with two-wheelers

in India, is a multi-unit, multi-product, geographically

diversified, Group of Companies - the reflection of the steely

ambition and indomitable grit of the Munjal Family. Hero

began its journey around four decades ago. Munjal

Brothers, the founders of the Hero Group, started out in

1950 in business of bicycle components, and then complete

bicycles. Like every success story, Hero's saga contains an

element of spirit and enterprise; of achievement through grit

and determination, coupled with vision and meticulous

planning.

Hero Motors is the part of the 7800 crore Hero Group with

diverse interests in manufacturing engineering design,

corporate services and value added engineering.

The company incorporated its business with the name of

Majestic Auto Limited in 1978. It was established atLudhiana by Mr. O.P.Munjal, chairman of the coimpany.

Later in 1988 another production plant, namely Majestic

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Auto Limited-II was established by Mr. Pankaj Munal at

Ghaziabad. In 2005 the company has demerged and the

second plant of Ghaziabad was renamed as Hero Motors

Limited. The plant area of Hero Motors spread over 30 acre

land. HML has another small plant of 20 acre land at

Manesar, near Gurgaon where they produce Ferrous

casting products for their customers. At Manesar a different

foundry project is also going on for establishing another big

production plant over there.

Hero Motors (and subsequently Hero Global Design), set up

in 1988 was originally focused solely on the two-wheeler

market. The company manufactured two stroke mini

motorcycles under the HERO PUCH brand, two strokescooters under the HERO WINNER brand and four-stroke

step through motorcycles under the HERO SMART and

HERO STING brand.

The Automobile and the Automobile Component Industry is

one of the largest growing in India. Hero Motors considers

this to be a focus area. Since 2004, based on a new

strategic initiative, Hero Motors is nurturing the integrated

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EVALUATION OF HERO MOTORS:

1988 - Set up to manufacture mopeds in technical collaborationStyer Daimler Puch, Austria

1993 - Became Indias largest exporter of two wheelers

1995 - Launched Indians first big wheeled PTW in technical

collaboration with Malaguti, Italy

1998 - Started development of four stroke engines in technical

collaboration with Briggs & Stratton, USA

- Designed two vehicles in technical collaboration with I.D.E.A

Institute, Italy

- Formed HERO GLOBAL DESIGN

2001 - Launched HGD designed specialized moped HERO

POWER range

2002 - Launched Indias first four stroke moped HERO SMART

2003 - Launched step thru motorcycle - fully designed by HGD HERO- STING Entered into agreements with ROTAX for engine

& part development & plant up gradation

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We focus on process to deliver the end results.

We encourage Plan first FOCUS ON RESULT ORIENTED

PROCESS

We accept failures, if lessons have been learnt from these

failures. ACCEPT, LEARN & IMPROVE FROM FAILURES

We take decisions in the light of Service, Quality, Delivery

and Cost in the same order of priority. SQDC OUR WAY

OF DECISION MAKING

We provide equal opportunities to all for growth in their

career with HERO. ORGANIZATIONAL GROWTHTO INSPIRE ALL ASSOCIATED INDIVIDUALS

We encourage and promote work environment based on

internal customer-supplier relationship. Those who run

extra mile to bring improvement in customer (internal/

external) satisfaction are recognised. EVERY ONE IS CUSTOMER / SERVICE PROVIDER AT HERO

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SAFETY- No. of accident

PRODUCTIVITY- 1. Delivery performance

2. Machine uptime

3. Product development time

QUALITY- 1. Customer rating

2. BOP rejection

3. In-house rejection

4. Customer end rejection

COST- 1. Cost of poor quality

2. Premium fright

MAN DEVELOPMENT - Training Mandays

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The purpose of this report is to evaluate the on going

activities carried out under Employee Welfare Schemes in

Hero Motors Ltd, and Comparing with other organizationsso that to competently support the organization to develop

and administer effective employee welfare and ensure

continuous commitment from employee part for achieving

the ultimate goal of the organization

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SAMPLE:

ESCORTS TRACTOR LTD.

18/4 Mathura Road- Faridabad

MOTHRSON AUTOMOTIVE TECHNOLOGIES &

ENGINEERIMG LTD.

D-14, Sector-59, Noida

KENWOOD NIPPON

D-8, Sector-10, Noida

Instruments Used:

Questionnaire

Data Collection Method:

Primary Data: Through Questionnaire

Interview method

Details of data regarding cost from files of Finance

Department.

Personal observation of every welfare facility

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PROJECT EVALUATION METHOD:

PROJECT EVALUATION METHOD:

Sort out the feedback of different companies about what

they give to their employees and also sort out the

information of benefits given by Hero Motors.

Summary of Feedback for Future Planning from responses. Analysis of surveys through statistical tools and charts and

evaluation of the study.

Analysis of the information gathers from other companies

and makes comparison of total employee welfare schemes

in different parameters.

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Employees are always important the people who put Hero

Motors business philosophy into practice. HML wants

employees who can carry out their missions and fulfill their

roles, with the aim of contributing to the enhancement of the

Companys enterprise value, thereby winning societys trust.

In order to have a solid organization which attracts and

inspires employees like these to actively contribute to the

Company with their best efforts, skills and abilities. Hero

Motors is endeavoring to establish effective systems for performance evaluation and compensation, human

resources development, and staff deployment.

Furthermore, HMLs welfare and benefits system is

designed to provide an environment in which employees

can enjoy fulfilling lives both at work and at home, and make

the most of their abilities. While providing a workplace

where employees can focus on their work without

distractions, the welfare and benefits system also helps

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keep them in the best of health, and serves as a safety net,

giving employees a stronger feeling of security.

LOAN POLICY:

Hero Motors provides its employees two types of loans-

Personal loan for any personal purpose like marriage,

higher education, housing etc and Vehicle loan. Total 10

loans approved in a month in first come first serve basis.

For staffs there is no interest charged up to Rs. 5000/- and

recovered in 10 equal monthly installments from the

employees salary, above this amount 14% interest are

charged/ year and recovered in 20 EMI. For workers up toRs.15000/- is interest free above which 14% interest are

charged.

As vehicle loan, 75% of the total cost paid by company as

loan in 5% interest and recovered in 60 EMI including

interest. Car loan available for managers and above only.

Amount given as loan at different levels:

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G.M and above - 2 Lac

A.G.M I - 1.5 Lac

A.G.M II - 1.25 Lac

Managers - 1 Lac

CANTEEN FACILITY:

Canteen is not only a place for taking lunch or dinner. It is a

place where employees on department can meet with

employees of other departments and can make some

chitchat that helps to improve the informal communication

flow within organization. In Hero Motors a specious and

well-equipped canteen is there facilitated with every modern

facility like comfortable seating arrangement, water cooler and washing facility.

Hero Motors provides canteen subsidies for employees;

lunch coupon distributed at Rs.14/- and Rs. 3/- is paid by

company as subsidy. Snacks coupons are distributed at 35

paise to workman and at breaks two times free teas areprovided. Employees working for overtime above 4 hours

are entitled for free lunch. Summer Trainees are provided

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free lunch during their training periods. Except these meal

allowances for lunch and snacks are also given to

employees if they are outside the plant for any official

purpose during lunchtime. Hero Motors provides free lunch

to the visitors and guests (like corporate guests or

candidates of interview) who come for any official purpose.

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MEDICAL COST OF LAST THREE FINANCIAL YEARS:

Year

Cost for

medicines

Cost behind

employees

treatment

Doctor's

fees

April 2005-

March 2006 59,700 39,000 72,000April 2004-

March 2005 12,000 97,400 60,000April 2003-

March 2004 23,300 4,50,000 60,000

Hero Motors gives its employees mediclaim facility, under

which the policy premiums for employee are given by Hero

Motors and policy premium of employees family members

are paid by employee.

MAXIMUM AMOUNT PAID AS PREMIUM AT DIFFERENT

LEVELS:

MD and Family 5 LacVice President and Family 4 Lac

General Manager I/II 3 Lac

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Assistant General Manager I/II -2 Lac

Manager I/II, Assistant Manager I/II- 1.5 Lac

Executive I/II/III -1 Lac

Supervisor Rs. 50000/-

Workmen/ Driver/ Peon- Rs.15000/-

Uniform Provided:

To create a sense of unity, proud feelings for organization

and a sense of belongingness it is very necessary for every

organization to create and maintain an identity. For this

purpose Hero Motors provides uniforms for all its employees

from workers to high-level managers.

Two pants and two shirts for men and sarees and salwar

suits for ladies are distributed yearly. Sweaters and jacketsare given alternatively in every winter. Shoes, socks, belts,

woolen socks are also provided to workers.

As per requirements of the job, personal protective

equipments like masks, gloves, safty shoes, dangri suits (for

paint shop and machine shop workers), caps etc are also

provided to workers.

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Transportation facility:

Providing transportation facility is a very important aspect of

any organization to its employees. Because if the way to

reach the organization is not very convenient and the

employee has to face lots of problems during every day

journey it can affects the organization in a very large way. It

may results in late comings that hamper organizational

culture and also the productivity, again facing problems in

daily up-down may irritate employees and they may feel to

switching the job means, increasing employees

dissatisfaction and lost of good employees which can be a

severe problem for any organization.

Hero Motors has three buses, which give trips in four

different shifts. The buses cover different routes for their workers coming from different places.

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COST BEHIND BUS SERVICE IN LAST FINANCIAL

YEAR : RS. 9,65,000/-

Training and development:

Training is way to make sure that employees have the right

skills to effectively operate various machines and manage

various challenging situations. Employer gives training to

his/her employees so that employees can do the same job

in some better way, which ultimately increase the quantity of

production and also the quality of work. It is basically given

by every organization for technical up-gradation of the job

where as development program is carried out with the view

to explore and upgrade the qualities of employees inner

quality. Development program is very necessary for the

personal growth of employees.

Hero Motors gives special emphasize on this aspect for its

employees. In Hero Motors Employee Training Programs

are carried out by a group of people of Quality Department.

Hero Motors provides good scopes for employees to learn

from Internal as well as External Training. Employees canattend Seminars and Workshops arranged by other

organization and company bears entry fees for that. Hero

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Motors invites/hires external trainer from outsides for

Workers Training. Staff training programs also carried out

as per training needs and plans. The training programs are

carried out in two basic ways- a) On the job training and b)

Off the job training. Off the job training is give using different

methods like class room training, group discussion etc. After

training, trainees are evaluated and ranked by the trainer to

judge and compare their qualities and again a feed back

form filled by trainees to welcome their suggestions.

Cost of last three financial years behind training and

development programs :

Years

Cost for

Training

Cost of

Seminars &

Workshops

Total Cost

March'2005-

April'20063,76,400 63,800 4,40,200

March2004-

April'20053,34,300 1,000 3,35,300

March'2003-

April'20045,89,000 37,600 6,26,300

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Telephone Allowance :

Todays business world is very dynamic in nature and itdemands proper and quick execution of any work.

Managers have to update their information base in every

moment and have to take decisions in challenging situation.

For this it is very necessary to stay connected with their

colleagues and boss within and outside organization also.

Now a days most of the companies give mobile and

telephone allowances to their managers.

Hero Motors grants mobile allowance from supervisor level

to highest level of management and paid for residential

telephone bill only to top-level management.

Amount given as mobile allowance at different level:

Vice president and above : Rs. 3500/- per

month

General manager I / II : Rs. 2200/- per

month Assistant General Manager, Manager : Rs. 1500/- per

month

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Assistant manager I / II : Rs. 1000/- per

month

Executive I /II /III, Supervisor I/II/III : Rs 600/- per month

Motivational Tool: Awards :

It is easy to buy ones time but time may not produce any

results unless it is a productive time and time can be

productive when it is possible to buy ones positive mind and

attitude. There is a very simple way to buy ones positive

mind by motivating him/ her. Motivated employees can give

two times extra than a dissatisfied employee. Rewarding

employees is that simple tool.

Award is a way of appreciating ones job from management

side; it is a proof or formal recognition. Award is a tool of motivating employees to do the job with new zeal,

enthusiasm, hard work and sincerity.

Hero Motors rewarding employees for long service and

retirement. The Long Service Awards are given for 5years,

10years, 15 years and 20 years. For 10 years service Two-in-One Music System, 15 years CD Player and 20 years

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gold chain of 8 gms are given by the company. There is an

award given once in a year as Regular Attendance Award.

Gifts and Events :

It is an old says that all works and no play make jack a dull

boy. So celebration of various festivals and events are

necessary to welcome a wind of relieve ness so that

employees can start their job with a new passion. Again

these types of celebrations give employees a chance to

meet each other in an informal atmosphere and also a

chance to show their other creative talents.

Although in Hero Motors these types of celebrations are not

done in very frequently, still some special days are

celebrated by Hero Motors employees. The Foundationday is celebrated every year, on that day puja or hawan are

done in the morning. After that, eminent personalities give

their speeches and laddo and snacks are provided by

company. Special lunch is provided in all special occasions.

Independence Day, Republic Day is also celebrated in

Hero Motors.

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Hero Motors gives its employees Diwali Bonus & gifts with

sweets in every year.

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Comparison between companies regarding training

cost:

Companies Total CostHML 450000ESCORT 500000MOTHERSON 200000

NIPPON 60000

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450000

500000

200000

60000

0

50000

100000

150000

200000

250000

300000

350000

400000

450000

500000

Training Cost

HML

ESCORT

MOTHERSON

NIPPON

Training Cost incurred behind per employee in a year in

different companies:

Companies Cost/employee/year HML 1000ESCORT 143MOTHERSON 348

NIPPON 30

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1000

143

348

30

0

100

200

300400

500

600

700

800

900

1000

Cost/employee/year

HML

ESCORT

MOTHERSON

NIPPON

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COMPARISON BETWEEN COMPANIES REGARDING

LOAN FACILITY:

Companies Maximum loan amountHML 200000ESCORT 50,000MOTHERSON200000

NIPPON 50,000

200000

50,000

200000

50,000

0

20000400006000080000

100000120000140000160000180000200000

Maximum loan amount

HML

ESCORT

MOTHERSON

NIPPON

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Comparison between companies regarding canteen

subsidy:

Companies

Canteen

SubsidiesHML 3ESCORT 7.25MOTHERSON 12

NIPPON 0

Canteen Subsidies

3

7 .2 5

1 2

0

0 5 10 15

HML

ESCORT

MOTHERSON

NIPPON

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Comparison between companies regarding medicine

cost:

Companies Medicine CostHML 120ESCORT 60MOTHERSON 104

NIPPON 61

Medicine cost/employee/year

120

60

104

61

HML

ESCORT

MOTHERSON

NIPPON

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Comparison between companies regarding Gift cost:

Companies Gifts costHML 700ESCORT 1000MOTHERSON 1200

NIPPON 2000

0

500

1000

1500

2000

Gifts cost

Gift cost/employee/year

Comparison between companies regarding Breaks :

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In Hero Motors different amount is granted as loan to

different managerial level where as in Escort the maximum

amount of loan is fixed for all as per their loan policy. Again

in Motherson the highest amount is 2 lac which is fixed but

in Nippon the maximum amount of loan granted to an

employee does not exceed the gross salary of the person.

In Nippon there is no canteen facility available within the

plant. Escort gives Rs.7.25 as canteen subsidy and

Motherson gives Rs. 12 as canteen subsidy where as Hero

Motors gives only Rs.3 as canteen subsidy.

Escort pays a large amount (Rs. 210000/-) behind medicine

and first aid cost but cost per employee per year is only Rs.

60/-, in Motherson total amount expended is (Rs.240000/-

for 4 units) Rs.60000/- but cost per employee is much morehigh that is Rs.104/-. In Kenwood Nippon first aid and

medicine facility available to every department. The total

cost expended is not very high (Rs. 21000/-) but per

employee cost is nominal Rs.61/-. Hero Motors pays good

attention in this regard, total amount expended is

Rs.120000/- where as per employee cost is Rs. 120/- which

is satisfactory.

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Motherson is a large company, it has 4 units situated in four

different locatons. Its expend Rs.24 lac as mobile allowance

but this amount they expended in their 4 units and per unit

expenditure is Rs.6 lac. In HML it is Rs. 8 lac, in Nippon it is

Rs. 4.5 lac. But the highest amount paid by Escort that is

Rs. 18 lac as mobile allowance.

Nippon pays the highest amount for gifts that is Rs. 2000/-,

Motherson pays Rs. 1000/- for gift of per employee per year,

Escort pays Rs.1200/- and Hero Motors expends Rs. 700/-

per employee per year which is not satisfactory.

In Hero Motors 2 pairs of uniform provided to per employee

in every year, it is same for Escort and Motherson, only in

Nippon it is 4 pairs for each employee. Hero Motors

expends Rs 1000/- as per pair cost, Escort expends Rs.1200/- for per pair and Motherson expends Rs. 1250/- for

per pair cost. But Kenwood Nippon provides Uniform of Rs.

600 /- (perpair cost).

In Hero Motors 2 tea breaks of 15 minutes and 30 minutes

lunch break (total 60 minutes breaks). In Escort only lunch

break of 30 minutes are given, in Motherson 2 tea breaks of

5minutes each and 30 minutes lunch break are given and in

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Nippon 30 minutes lunch break and 2 tea breaks of 10

minutes (total 50 minutes) are given.

Hero Motors paid good attention to training and

development activities, it expends Rs.450000/- per year

behind training program, seminars and workshops and the

cost paid for per employee per year is Rs. 1000/-, in Escort

the total cost for training is Rs. 500000/- and per employee

cost is Rs. 143/-, in Motherson Total cost is Rs. 200000/-

per unit and per employee cost is Rs. 348/- and Nippon

pays minimum attention in this regard, the per employee

training cost is Rs. 30/-.

No transportation facility available in Motherson and

Kenwood Nippon. Escort has 20 buses and travel in two

shifts where as Hero Motors has only 3 buses for transportation.

In Nippon if employees stay till 8:30 p.m. convenience are

given to them, if they stay till 10 p.m. food and convenience

both are given to them and if employees come at work place

in holidays then convenience, dinner and lunch all are given

by the company.

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SUGGESTIONS FOR HERO MOTORS:

Staff Welfare activities are well organized in Hero Motors,

but there are some areas where improvements are

necessary

Up gradation in Canteen facility: Although the quality of food

is very much satisfactory in Hero Motors but shortage of

meal is every day problem, in canteen they should make

some extra amount so that employees come in late at lunch

hour should not suffer from this problem. Hero Motors has to

pay attention to this problem, to solve this they can follow a

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rule that employee who take lunch in canteen should submit

their coupon to canteen in that day morning.

Transportation facility: There is no transport facility given for

staff in general shift. There is no easy convenience is

available from Lalkuan to factory. It is very important cause

of loosing energy and valuable time of staffs and even

number of buses arranged for workers is not sufficient.

Refreshment facility: It is observed that there is no

arrangement of snacks or refreshment. It can be arranged

by Administrative Department in canteen. It may be

subsidized or not subsidized as per management decision.

This facility can easily motivate people for staying and

completing their target. More over drinks and dry foods

should be available in canteen so that employee can

consume those by purchasing any time.

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Assessment of training program : Hero Motors expends lots

of money for employee improvement in training and

development program but it is also very necessary to

evaluate the effects of those programs in terms of

productivity and positive attitude of employees.

Library facility: There is no common library in Hero Motors.

Hero Motors should arrange a library within the plant so that

employees who are eager to gain more knowledge of

different field can fulfill that. More over it is not necessary to

force them for that but to make an arrangement for

employees to gain knowledge.

Recreational Club and Study circle : It is suggested to Hero

Motors that they should open a recreational club so that

employees can spend some times after working hour (if they

want) for some creative purpose to improve their inner

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qualities and hidden talent. Again these types of clubs helps

to improve organizational climate as it increase informal

communication.

Hero Motors can arrange a study circle in which employees

can join voluntarily and can make discussion on any recent

topic related to their work field or any general. It helps to

increase knowledge base and also communication power.

Ambience and Seating arrangement in gate : Like any good

organization Hero Motors has a well furnished reception

area but there is a says that first impression is the last

impression and in gate where any visitor has to wait for

some time to meet some body and the seating arrangement

is very bad there and the worst thing is that the latrine and

water cooler are in very situation. So Hero Motors should

pay attention to this.

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Different seating arrangement for HR department: In Hero

Motors HR department and workers attendance room are

same, small room called Time Office. Shift time is

maintained from that room. Hero Motors can use this room

only for maintain shift timing and taking attendance of

workers but a different cell should provide to other

employees of HR department where a separate cabin can

be given to HR head. Because workers are entered in any

time in time office which create disturbance in other official

works.

Social Get-together and cultural events : Hero Motors

should arrange any social get-together like picnic that is

very necessary for Hero Motors because due to lack of such

get together employees are feel bore in their daily life. Again

it is suggested to HML that a cultural evening should be

arranged at the foundation day to give employees a chance

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to show their creative talents. Specially these types of

activities increase the mentality to do team work.

LIMITATIONS OF THE PROJECTREPORT :

Comparison of this report is based on the information

provided by the HR personnel of other companies and it

may be possible that all the welfare activities may not be

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fully maintained as per their companys rules in actual

practice.

The costs (numerical values) of different welfare activities in

other activities may not accurate, so approximate values are

taken for comparison.

In other companies survey questionnaire is filled by

representative of management not by the employees. So it

is not possible to make comparison of employee satisfaction

regarding welfare of Hero Motors with other companies.

All companies not able to provide all the detailed information

needed by the questionnaire, so, all the different parameters

cannot be compared in the report as per previous plan.

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QUESTIONNAIRE

PROFILE OF RESPONDENT

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Name of

Company:----------------------------------------------------------------------

Address of the

Company:---------------------------------------------------------------

Name of

Employee:----------------------------------------------------------------------

Age; --------------------------------

Gender---------------------------

Education---------------------------------------------------------------------------------

-Designation-------------------------------------------------------------------------------

EMPLOYEE WELFARE SCHEMES1. Working Conditiona) Plant Environment: I) Ventilation

ii) Lighting

b) Office Environment: I) Air condition Facility:

ii) Seating Arrangement:

c) Timings: I) Shifts:

ii) Overtime:

iii) Breaks:

d) Refreshment Facility: I) Latrine: Total No. :Hygiene Cond.

ii) Water: Total No.of water cooler:Hygiene Cond.

iii) Tea/ Coffee No./Day:e) Office Accessories: No. Per Deptt.

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I) Personal

Computer/Laptop:

Total cost/ deptt:

ii) Telephone/

Intercom Facility

No. Per Deptt.

2. Policiesa) Loan policy: I) No. of loan

sanctioned/ month:

ii) Max amount of

loan given:

iii) Interest rate:

iv) Loan recovery

policy:

b) Mediclaim policy: I) Total amount paid by company/yr.:

ii) Rules regarding policy:

iii) Max. Amount given: 3. Canteen Facilitya) Price- Lunch: I) Coupon Rate:

ii) Subsidies: b) Price- Snacks: I) Coupon Rate:

ii) Subsidies:

4. Medical Facilitya) Regular Doctor/

Dispensary:

I) Visit/Week: ii) Cost/year:

b) First Aid &

Medicine:

i) Avg. Cost/year.: ii) Availability:

c) Total cost/ year: 5. Scope for Personal Growtha) Training Facility: i) Ways of training:

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a) Internal b) External

c) On-the-job d) Off-the-job

ii) No. of Training/month:

iii) Work related: iv) Cost/Year: v) Mandays/employee/year:

b) Seminar &

Workshop:

i) Avg. No. of Seminar & Workshop attended/Year.:

ii) Avg. cost for attending Seminars & Workshop/Year.:

c) PerformanceAppraisal:

I) AppraisedEffectively:

ii) Half yearly/

Yearly: iii) Regular Scope

for Promotion: d) Awards &

Certificates:

I) Monetary

Award: ii) Long Service &

Retirement

Award: iii) Regular

Attendance

Award:

iv) Any Other:

e) Library Facility:

6.Transportation Facility

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a) Bus Service:

I) No. of Buses:ii) No. of trips/

shifts:

b) Allowance:

7. Telephone/ Mobile Facilitya) Mobile allowance: FOR

DIFFERENT

LEVELS:

Rs. /- per monthRs. /- per monthRs. /- per month

b) Telephone

Allowance:

FOR

DIFFERENT

LEVELS:

Rs. /- per monthRs. /- per monthRs. /- per month

8. Organizational Climatea) Communication flow:

b) Way of supervision:

9. Safety Measurea) Fire Protection:

b) Chemical/HazardousProtection:

c) Measure for Accident

Protection

10. Security Measuresa) Manpower Security: I) Total No of security man:

b) Technical Protection:

11. Other Facilities

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a) Children Scholarship: I) No.of

Scolarship/

Year:

ii) Total amountgiven/ Year:

b) Leave & Holiday

facility:

c) Providing Dress: i) No. of Shirts,

Pants shoes,

sweaters:

ii) Yearly cost/uniform:

iii) Cost of

Personal

Protective

Equipments:

iv) Total cost/

year:

d) Gifts:

e)

f)

g)

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BIBLIOGRPHY

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BIBLIOGRAPHY

MAGAZINES:

Auto India

Auto Sports

Business Times

Business World

NEWSPAPERS:

The Times of India.

The Hindustan Times

Economics Times

WEBSITES :

www.herohonda.com

h h d h l i di
http://www.honda.com/http://www.hondatwowheelersindia.com/http://www.honda.com/http://www.hondatwowheelersindia.com/

hr - hero motors & other companies lovely samal

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