summer internship report-tanvi gupta

7/31/2019 Summer Internship Report-Tanvi Gupta

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Summer Internship Report

On

DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN

CONTEXT OF JOB SATISFACTION OF HEMA ENGINEERING LIMITED

By

TANVI GUPTA

A0102311065

MBA Class of 2013

Under the Supervision of

Ms. Deepshikha Singh

Assistant Professor

Department of HR

Amity Business School

In Partial Fulfillment of Award of Master of Business Administration

AMITY BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH

SECTOR 125, NOIDA201303, UTTAR PRADESH, INDIA

2012


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DECLARATION

DIAGNOSTIC ANALYSIS OF EFFECTIVENESS OF THE WELFARE POLICIES IN

CONTEXT OF JOB SATISFACTION

I, Ms. Tanvi Gupta student of Masters of Business Administration from Amity Business School,

Amity University Uttar Pradesh hereby declare

(a)That the work presented for assessment in this Summer Internship Report is my own, thatit has not previously been presented for another assessment and that my debts (for words,data, arguments and ideas) have been appropriately acknowledged

(b)That the work conforms to the guidelines for presentation and style set out in the relevantdocumentation.

Date: 12/07/12 Ms. Tanvi Gupta

Place: Noida A0102311065

MBA Class of 2013


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CERTIFICATE

I Ms. Deepshikha Singh hereby certify that TANVI GUPTA student of Masters of Business

AdministrationH.R at Amity Business School, Amity University Uttar Pradesh has completed

the Project Report on Human Resource budget and cost control in Hema Engineering

Limited under my guidance.

Ms. Deepshikha Singh

(Department of Human Resource)


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ACKNOWLEDGEMENT

Project work is never the accomplishment of one individual; rather it is an amalgamation of

efforts, ideas and co-operation of a number of individuals. It is my proud privilege to

acknowledge with deep sense of gratitude the invaluable help, kind patronage and able guidance

given to all those who helped me in successfully completing the project.

I express my thanks to HEL for giving me an opportunity of working on the assignment and for

extending all the possible support. . I take this opportunity to express my gratitude to all of them.

First and foremost, I would like to thank my Faculty Guide, Ms. Deepshikha Singh for the

valuable guidance and advice. She gave me some examples and also asked me to work on certain

key areas which widened the scope of my project.

I express my profound gratitude to my industry guide Mr. Jagdish Bhatotia(Manager, PEA)

for his prudent counsel, meticulous supervision, ardent personal interest, sustained

encouragement and affection have been of immeasurable help all along. He gave me an

opportunity to work on IR, which is one of the most important as well as crucial department of

HEL.

I am grateful to Mr. Gulab Singh and Mr. Sandeep for their indispensable help during the

course of the project. I also express my heartfelt thanks to the staff of the HUMAN

RESOURCE DEPARTMENT OF HEL, Dharuwera for their support and cooperation. Last

but not the least; I thank my family members and friends for their unconditional support and

encouragement.


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CONTENTS

Chapter: 1

INTRODUCTION Page no.

Section1:

General Introduction of the Study 1Purpose of the Study 1Objective of the Study 2Theoretical Framework 2Scope of the Study 6Limitations of the Study 6

Section2

INDUSTRY AND COMPANY PROFILEIntroduction of the Automobile Industry 7Industry Background 7History of HEL 8

Company Background 9

Chapter 2

Literature Review 10

Chapter 3

RESEARCH METHODOLOGY

Purpose of the study 15Objective of the study 15Research Design 15Sampling technique 15

Chapter 4

DATA ANALYSIS & FINDINGS

Data interpretation 16

Chapter 5

CONCLUSIONS AND RECOMMENDATIONS

Findings 44Suggestions 44Limitations 45References 46

Annexure


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LIST OF TABLES

S.NO PARTICULARS PAGE No.

1. Awareness of Welfare Policies 16

2. Communication about Welfare Policies 17

3. Availing Welfare Benefits 18

4. Children Education Allowance 19

5. Tour Facilities 20

6. Leave Facilities 21

7. Medical Facilities 22

8. Professional skills/Updating 23

9. Night Halt/ Over time 24

10. Shift Allowance 25

11. Dependency Facilities 26

12. Allowances paid timely 27

13. Discrepancy in the allowances is low 28

14. Updating in Welfare Policies 29

15. Cafeteria Food Quality 30

16. Cafeteria Services 31

17. Cafeteria Hygiene 32

18. Cafeteria Prices 33

19. Family feel about Welfare Policies 34

20. Reporting Person 35

21. System of Grievances Handling 36

22. Secure with welfare policies 37

23. Employees values 38

24. Companys benefits 39

25. Quality work 40

26. Feels appreciated 41


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LIST OF FIGURES

S.NO PARTICULARS PAGE No.

1. Percentage of Awareness of Welfare Policies 16

2. Communication about Welfare Policies 17

3. Procedures of availing welfare policies 18

4. Different Opinion about Children Education Allowance 19

5. Different opinions about Tour Facilities 20

6. Different opinion about Leave Facilities 21

7. Different opinion about Medical Facilities 22

8. Different opinion about Professional Skills/Updating 23

9. Different opinion about Night halt/Over time 24

10. Different opinion about Shift Allowance 25

11. Different opinion about Dependency Facilities 26

12. Percentage about allowances paid timely 27

13. Different opinion for Discrepancy in allowances 28

14. Percentage about updating in Welfare Policies 29

15. Different views on Cafeteria Food Quality 30

16. Different views on Cafeteria services 31

17. Different Views about Cafeteria Hygiene 32

18. Different views about Cafeteria Prices 33

19. Different opinion of families feels about Welfare Policies 34

20. Different opinion about Reporting Person 35

21. Different opinion about Grievances Handling System 36


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22. Different opinion of feeling secure 37

23. Different opinion about employees value 38

24. Different opinion about companys benefits 39

25. Different opinion about quality work 40

26. Different opinion about feel appreciated 41

27. Reliability test 42

28. Correlation b/w job satisfaction and work related issues 42

29. Correlation b/w job satisfaction and Cafeteria facilities 42

30. Correlation b/w job satisfaction and Allowances 43

31. Correlation b/w job satisfaction and Welfare policies 43

32. Regression analysis 43


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CHAPTER 1: INTRODUCTION

GENERAL INTRODUCTION OF THE STUDY

The productivity of any organization depend on its employees so its organization responsibility

to ensure that its employee are happy and satisfied. It is up to the firm to take steps to benefit

employees. If employees do not believe that their organization values them and adopts benefits

for them, such as employee welfare programs, they will not be as invested in their jobs as they

might be. They will find a place to work where they can feel committed and happy with their

jobs and receive a satisfactory level of benefits, so today every organization frames a set of

welfare policies for its employees. Welfare of employees in general can be defined as Employee

or labour welfare is comprehensive term including various comprehensive term including

various services, benefits and facilities offered to services, benefits and facilities offered to

employee by the employer.

This project would help us to understand the welfare policy and to know how much aware the

employees are.

PURPOSE OF THE STUDY

To increase employee morale and motivation by ensuring the welfare for employees.

Industrial Relations help in keeping the morale and motivation of the employees high so

as to retain the employees for longer duration.

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.

OBJECTIVE OF THE STUDY

1. To relieve workmen from industrial fatigue and to improve intellectual, cultural and

material conditions of living of the workers.

2. To study how job satisfaction depends on Employees welfare


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2. Sick leave: Leave on Half Pay (HAPL) admissible to officers shall stand discontinued

w.e.f. 1/1/2007 and thus; Sick Leave (SL) would henceforth be availed only on full pay

basis. Sick Leave shall now be credited @ 5 days on full pay at the end of every 6

months. Special leave for serious sickness is provided if

If an officer is suffering from serious specified diseases, such as TB, Cancer, Leprosy,

Mental Disorder, Heart diseases, Brain diseases, Paralysis & Chronic Renal failure he/

she can be granted a special leave up to 6 months with full pay.

The officer will first exhaust SL available to his credit in excess of such leave admissible

for one year's service i.e. 10 days SL.

3. Maternity leave

A female employee shall be entitled to maternity leave for a period of 135 days (for thefirst two children) from the date she desires to proceed on such leave or from the date of

actual confinement, whichever is earlier. For subsequent occasions of maternity, leave

would be admissible to her only for a period up to 2 months. The leave application must

be supported by a certificate from a registered medical practitioner or the Corporation's

Medical Officer, as the case may be.

Maternity leave for a period not exceeding 6 weeks may also be granted in case of

miscarriage or abortion, provided the application for leave is supported by the discharge

summary from the hospital and a certificate from the registered medical practitioner or

the Corporation's Medical Officer, as the case may be.

4. Disability leave

This leave is granted to an officer who is disabled by injury unintentionally inflicted or

caused in or in consequence of the due performance of his official duties or in

consequence of his official position.

Up to 120 days (with full pay) can be granted by GM of the Region and beyond 120 days

and up to 365 days by Dir.

The officer will not earn EL during the period of disability leave.


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Medical facilities

Employees and their dependents residing with them under the same roof are entitled to

receive medical attendance from an Authorized Medical Attendant, as defined under the

Medical Rules, either under Allopathic or Homoeopathic System. The expenditure

incurred by an employee/ dependent in obtaining medical attendance under these rules in

India will be reimbursed by the Corporation, subject to certain provisions as indicated in

the Medical Rules. In case of hospitalization of the employee or his dependent family

members, if an employee makes a request for an advance to meet the emergency

expenses, an amount of 10,000- to Officers & 7,000- to workmen is given as Medical

Advance.

If the spouse of an employee is employed in another organization (Private or Govt.)

whether at the same station or elsewhere, which provides medical facilities in cash or

kind or both, the spouse shall be entitled to the medical facilities under the medical rules

only if he/she does not avail of the medical facilities in the organization, in which he/she

is employed. The employee shall give his/her option in writing whether his/her spouse

who is employed in another organization, shall avail of the medical facilities of HEL or

of the organization, in which he/she is employed and shall certify to the effect that he/she

is not availing medical facilities in cash or kind or both, from any other sources. Where

the husband of a female employee is posted/self employed at a place other than the placeof posting of the female employee, but family is residing with the female employee, then

the medical facilities shall not be admissible to the husband of the female employee

concerned. In case, however, family retention permission has been obtained by the

employee and the husband resides along with the other family members at the place of

retention of the family, the medical facilities can be extended to him provided the other

condition of submission of a certificate that he is not availing medical facilities in cash or

kind or both from any other source, has also been met.

The admissibility of medical expenses on treatment for self and/or either eligible family

members on the prescription given by employees spouse, who is otherwise qualified as

an Authorized Medical Attendant (AMA) under Medical Rules, shall be restricted as

under:


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a) On prescription/advice by the spouse (AMA) for self, medical benefits shall not be

admissible, and

b) On the prescription/advice by the spouse (AMA) for other family members and

employee, medical benefits shall be admissible only during emergency.

Canteen

Tea reimbursement to officers are reimbursed lunch expenses on monthly basis with the overall

annual ceiling of Rs 5000, however the claim should not exceed Rs525 in a particular month.

SCOPE OF THE STUDY

It improves the loyalty and morale of the employees.

Welfare measures help to improve the goodwill and public image of the enterprise.

It helps to improve industrial relations and industrial peace.

LIMITATIONS OF THE STUDY

This research is majorly a qualitative research supplemented with quantitative data.

Moreover it is a very wide area. The organization has some hundred plus policies in their

handbook which was not possible to cover all of them in my research. So the focus was

limited to only few.

The sample size is not that good as it was a very time taking process to request

employees to fill up the questionnaires and running after them for the same.

Employees participation rate is low

Internal information of the organization is not made available to the interns.

There is lack of clarity while answering questions by the employees

The research is conducted within a period of limited duration.


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2. INDUSTRY AND COMPANY PROFILE COMPANY PROFILE

INTRODUCTION OF THE AUTOMOBILE INDUSTRY

Automobile, self-propelled vehicle used primarily on public roads but adaptable to other

surfaces. Automobiles changed the world during the 20th century, particularly in the United

States and other industrialized nations. From the growth of suburbs to the development of

elaborate road and highway systems, the so-called horseless carriage has forever altered the

modern landscape. The manufacture, sale, and servicing of automobiles have become key

elements of industrial economies. But along with greater mobility and job creation, the

automobile has brought noise and air pollution and automobile accidents rank among the

leading causes of death and injury throughout the world. But for better or worse, the 1900s can

be called the Age of the Automobile and cars will no doubt continue to shape our culture and

economy well into the 21st century.

Automobiles are classified by size, style, number of doors, and intended use. The typical

automobile, also called a car, auto, motorcar, and passenger car, has four wheels and can carry

up to six people, including a driver. Larger vehicles designed to carry more passengers are

called vans, minivans, omnibuses, or buses. Those used to carry cargo are called pickups or

trucks, depending on their size and design. Minivans are van-style vehicles built on a passenger

car frame that can usually carry up to eight passengers. Sport-utility vehicles, also known as

SUVs, are more rugged than passenger cars and are designed for driving in mud or snow.

INDUSTRY BACKGROUND

The history of the automobile actually began about 4100 years ago when the first wheel was

used to transportation in India. In the early 15th century Portuguese arrived in china and the

interaction of the two cultures leaded to variety of new technologies including the creation of a

wheel. By the 1600s small steam powered engine models had been developed but it was

another century before a full sized engine powered vehicle was created.

In 1769 French Army Officer captain Nicolas joseph Cugsnot built what has been called the

first automobile cugnots parel wheeler steam powered vehicle carried four person designed to

move artillery pieces. It has a top speed of a title more than 3.2km/h and had a stop every 20


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minutes to build up a fresh head of steam. As easily in 1801 successful but very heavy steam

automobile type introduced in England laws barred them from public road and forced their

owners to run them like train or private tracks their owners to run them like train or private

tracks in 1802 a steam powered coach designed by British Engineer. Steam powered caught the

attention of other vehicle builders. In 1804, American inventor Oliver Evans built a steam

powered car in 1828.

The first successful self propelled road vehicle was a steam automobile invented in 1770 by the

French engineer Nicolas Joseph Cugsnot.

INTRODUCTION OF HEL

The Hema Group of industries, a 450 crore conglomerate, is a leading OEM (OriginalEquipment Manufacturer) catering to leading automobile manufacturers of India. The group

has varied diversified operations, which is presently propelling it to new heights.

The group present positions have been made possible, due to the Groups futuristic vision of

Attaining Leadership through Engineering Excellence and the stress on the mantra of

Perfection in Quality, Cost and Delivery

Products for Domestic Market:

As an OEM of M/s Hero Honda, TVS, Yamaha and other Auto Majors, the Group supplies the

following major parts:

Chassis parts

Front and Rear fork parts

Front and Rear panel parts

Muffler(silencer) and its parts

Shock absorber and strut parts

Spoke and nipples

Handle Bar

Seating Mechanisms

Seat Parts

Frame for Two Wheelers


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COMPANY BACKGROUND

Established in 1984 under the visionary leadership of Sh. K. K. Jajoo, Chairman, Hema Group of

Industries has positioned itself as one of the leading original equipment manufacturer for major

two wheeler and four wheeler manufacturing giants of the country. With an annual turnover of

more than Rs. 450 crore, Hema Group dominates in the field of design, mass production of sheet

metal and tubular fabricated components, aluminum high pressure die casting with a virtual

unbeatable leadership in all types of surface treatment solutions, like electro plating (Ni-Cr &

Zinc), powder coating, liquid painting and heat resistance painting.

The group companies hold TS 16949, ISO 9001, ISO 14001, OHSAS 18001 as well as Design

Capability and NABL Certification. In 2006, Hema Group was awarded Research &

Development certificate by the Government of India. The group has number of units in India

covering from Haridwar in Uttar Pradesh to Hosur in Tamilnadu with its corporate office in

Gurgaon. Chandresh Jajoo, Managing Director, Hema Engineering Industries is son of Sh. K. K.

Jajoo. Under the stewardship of the father-son duo, Hema Group has expanded its footprint

beyond India and diversified into other specialized hi-end products and components. Hema

Group has the distinction of being the first Indian company to start a Greenfield manufacturing

facility in Bosnia and Herzegovina.


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CHAPTER 2: LITERATURE REVIEW

Galinsky, E., Bond, J.T., and Hill, E.J., Landauer, J., 2004, The role of employee benefits in

enhancing employee commitment.

Jill landauer, a member of marketing communication department at work life directions

conducted a research on work family programs for companies like DuPont, Hoechst celanese,

Johnson & Johnson, IBM, Fel-pro and others which clearly shows that the companies which

support the work/life need of employees are rewarded with significant returns on their

investments. Several benefits highlighted in the research are- employee time saved, increased

motivation and productivity, employee retention, decrease stress related illness and less

absenteeism.

Golding, N., Lineberry, J. & Trumble, S., 2000, Journal of medical entomology

Nick Golding, an employment specialist from UK writes about different employee benefits given

by the companies realizing its importance in todays world. Few of them are-Hundreds of

employees at Compass Group have been given the opportunity to visit an independent financial

adviser (IFA) following changes to the company's defined benefit (DB) pension scheme.

Standard life launches a share incentive plan (Sip) for its 7,000 UK based employees,

Employees even received a free share windfall worth up to 420 each, along with the chance to

buy discounted shares.Property consultancy EC Harris has added payroll giving and a wine club

to its flexible benefits from which employees can choose.

M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid , 2008, The journal of animal and

plant sciences

M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid conducted a micro level study on the health

of labours in fazilabad, Pakistan and the extent of health services extended by the Punjab

Employees Social Security Institution (PESSI) to labourers working in industrial units located in

Faisalabad city. Data was collected through field survey from randomly selected four textile

industries. A random sample of 200 respondents revealed that employers provide medical facility

in case of emergency. The medical facilities provided by PESSI to workers and their dependent

family members were inadequate.


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A reasonable majority also indicated that PESSI gave daily allowance only to secured workers

during their hospitalization.

Guendelman, S., Kosa, J.L., Pearl, M., Graham, S., Goodman, J., Kharrazi, M., 2009,

Gender, career(s), occupation and roles

Sylvia Guendelman, Jessica Lang Kosa, Michelle Pearl, Steve Graham, Julia Goodman and

Martin Kharrazi conducted a study and examined the relationship between breastfeeding and

maternity leave before and after delivery among working mothers in Southern California.

California is 1 of only 5 states in the United States providing paid pregnancy leave that can be

extended for infant bonding. The study revealed that . A maternity leave of 6 weeks or 6 to 12

weeks after delivery was associated, respectively, with a fourfold and twofold higher odds of

failure to establish breastfeeding and an increased probability of cessation after successful

establishment, relative to women not returning to work, after adjusting for covariates. The impact

of short postpartum leave on breastfeeding cessation was stronger among non managers, women

with inflexible jobs, and with high psychosocial distress. It is suggested that Pediatricians should

encourage patients to take maternity leave and advocate for extending paid postpartum leave and

flexibility in working conditions for breastfeeding women.

Gogo, N.N., 2011, Work Safety Climate, Musculoskeletal Discomfort, Working While

Injured, and Depression among Migrant Farm workers

Nora Nayra Gogo conducted a research to study the impact of working environment on

employees at the Pharmacy department of the Korle-bu Teaching Hospital. From this study

carried out on a sample size of 30 employees, it has been established that, the stated industry is

one with a lot of stress and pressure, as most of the employees work on weekends which may

have an adverse effect on the employees physically, mentally and emotionally. Most employees

would opt for competitor organizations when the opportunity comes, meaning majority of them

is not satisfied and happy with the current job conditions and the work environment in which

they find themselves. They would therefore want to explore into other organizations for better

work environments and work conditions. It is suggested for management to take a moment to

reflect on companys values and objectives, which will then assist to undertake the right surveys

in the organization as to the challenges and shortfalls. This study found out that the development


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of a good working environment will most likely increase productivity, commitment and reduce

employee turnover.

Glomm, G., Jung, J., Lee, C., Tran, C., 2009, Capital Accumulation in Emerging

Economics

Gerhard Glomm, Juergen jung, changmin Lee and Chung Tran conducted a study on public

sector pension policies and capital accumulation in an emerging economy of Brazil In such

emerging economies pension programs of public sector workers are more generous than pension

programs of private sector workers. The opportunity costs of running generous public pension

schemes for civil servants are potentially large in emerging economies that often suffer from low

public investments in education and infrastructure. In this paper, a two-sector dynamic general

equilibrium framework is developed to quantify these opportunity cost effects. It is found thatthe efficiency and welfare gains of reallocating government resources from non-productive

public sector pensions to productive public education and infrastructure investments are larger

than the welfare effects created by classic public pension reforms that simply reduce savings and

tax distortions by making pensions less generous. Calculating transitions to the post-reform

steady state, it is found that welfare losses for the generation born before the reform are offset by

welfare gains by the generations born after the reform. In this paper the study on the adverse

effects of generous pension policies for public sector workers is also done.

Baral, R. & Bhargava, S., 2011, HR interventions for work-life balance: evidences from

organizations in India

R. Bara1 and S. Bhargava, in his research had made an attempt to provide a holistic picture of

work-life balance benefits and programmes (WLBPs) offered by various organizations in India.

With the basis of extant literature, primary and secondary data, the present paper has made an

effort to understand the current status of WLBPs in Indian organizations and to identify its future

prospects. The paper has discussed the challenges for effective implementation of such policies,

which can help HR managers to be cautious before introducing WLBPs in their respective

organizations. Analysis of literature and available data suggests that family friendliness of

employers in India have been reflected in various welfare provisions which have been a matter of

concern for employers since industrialization. With time, the scope and coverage of such

initiatives have broadened and have become more individual growth and family well-being


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oriented. However, these policies and practices are more prominent in new economy

organisations such as software and services organisations. Moreover, the range of WLBPs varies

across organisations and there is still a long way to go when WLBPs will become strategic HR

initiatives in most organisations. The paper suggests that organisations need to incorporate

WLBPs and encourage a culture that support utilizing them to ensure employee commitment and

productivity. While introducing WLBPs, congruence between employee needs and

organisational values also should be considered.

Goodpaster, N.K., 2010, Leaves and Leaving: The Family and Medical Leave Act and the

Decline in Maternal Labor Force Participation

Natalie K. Goodpaster did a research to estimate the effect of the Family and Medical Leave Act

(FMLA) on participation of married women with children under the age of six in the UnitedStates, by using the FMLA as a natural experiment and exploiting state-level differentiation in

maternity leave statutes. Theoretically, maternity leave statutes intend to preserve job tenure for

expecting mothers. However, if an employed mother on maternity leave learns that her value for

staying at home exceeds her value from working, she will exit the labor force once the leave

expires. Difference-in-differences estimates show that after the FMLA, employed and expecting

married mothers who live in an area without state-mandated maternity leave are 2.7 percentage

points more likely to leave the labor force after taking maternity leave than those who live in an

area with state-mandated maternity leave. As a sensitivity test, it is evaluated that married

women without infant children and single women as additional control groups to estimate

different effects of the FMLA. Altogether, the increase in the proportion of mothers leaving the

labor force due to federally-mandated maternity leave accounts for almost two-thirds of the

overall fall in labor force participation.

Kiewiet, D.R., 2010, Leaves and Leaving: The Family and Medical Leave Act and the

Decline in Maternal Labor Force Participation

D. Roderick Kiewiet at The Pew Center estimates that as of July 2008, state and local

governments in the United States had promised current and future retirees $3.34 trillion in

benefits but had only $2.35 trillion of projected assets to pay for the rents within the state, from

ever again offering their employees defined benefit pension plans.


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CHAPTER 3: RESEARCH METHODOLOGY

PURPOSE OF THE STUDY:

To increase employee morale and motivation by ensuring the welfare for employees.

Industrial Relations help in keeping the morale and motivation of the employees high so

as to retain the employees for longer duration.

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.

OBJECTIVE OF THE STUDY:

1. To relieve workmen from industrial fatigue and to improve intellectual, cultural and material

conditions of living of the workers.

2. To study how job satisfaction depends on Employees welfare

RESEARCH DESIGN

The descriptive research design has been used in this case to find out whether the employees

are aware about the welfare policies of the organization and their opinion on various welfare

policies, which they like the most and which they want to be changed for their better. There was

a survey conducted by me with the help of a questionnaire which helped me collect the feedback

and come to a conclusion as per the designed objective.

SAMPLE SIZE: 57 employees

SAMPLING TECHNIQUE: In our project we use Non Probability Sampling technique.

TOOLS USED: The tool used in the questionnaire is SPSS


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CHAPTER 4: DATA ANALYSIS AND FINDINGS

RESULTS OF RESEARCH QUESTIONS

Q1. Everyone is aware of various welfare policies of the organization?

Frequency Percent Valid Percent

Cumulative

Percent

Valid disagree 6 10.3 10.5 10.5

neutral 10 17.2 17.5 28.1

agree 39 67.2 68.4 96.5

strongly agree 2 3.4 3.5 100.0

Total 57 98.3 100.0

Missing System 1 1.7

Total 58 100.0

Table 1:Awareness of welfare policies

Figure 1: Percentage about Awareness of welfare policies

The above chart shows that 67.24% of employees are aware of welfare policy and 10.34% feel

that they are not aware of the welfare policies of the organization.


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Q2. Communication about the welfare policies of the organization is very transparent?


Cumulative

Percent

Valid strongly disagree 1 1.7 1.8 1.8

disagree 5 8.6 8.8 10.5

neutral 14 24.1 24.6 35.1

agree 29 50.0 50.9 86.0


Total 57 98.3 100.0


Total 58 100.0

Table 2: Communication about Welfare Policies

Figure 2: Communication about Welfare Policies

From the table it is clear that information about the welfare policies is transparent, 63.79% of

employees agree on this. These are the only sources from which employees can know about the

policies.


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Q3. Procedure for availing the welfare benefits of the organization is very easy


Cumulative

Percent


disagree 11 19.0 19.3 21.1

neutral 18 31.0 31.6 52.6

agree 17 29.3 29.8 82.5

strongly agree 10 17.2 17.5 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 3:Availing Welfare Benefits

Figure 3: Procedures of availing welfare policies

The above table shows that most of the employees with the highest percentage of 46.5% feel that

the procedure for availing the welfare benefits is easy and 31% employees even feel that the

procedure is very easy. There are hardly 20% of employees who think that the procedure is

difficult.


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Q4.Give your opinion on the following statements about the organization varying from

strongly disagrees to strongly agree and comment in case of extremes.

a) Children education allowance provided by the organization is enough.


Cumulative

Percent

Valid Disagree 10 17.2 17.5 17.5

Neutral 17 29.3 29.8 47.4

Agree 19 32.8 33.3 80.7

Strongly agree 11 19.0 19.3 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 4: Children Education Allowance

Figure 4: Different Opinion about Children Education Allowance

The table shows that most of the employees feel neutral 17.24%, strongly agree32.76%, 19%

agree and hardly 17% dont stand by the statement that children education allowance provided

by the corporation is enough. Many Employees hesitated about giving comments in case of

strong disagreement about the statement but few mentioned that the allowance is very less in


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comparison with education getting expensive at a rate of around 20% annually. The other point

of disagreement is that children education policy doesnt cover up children doing correspondence

courses.

b) Conveyance on Tour facility provided by the organization is good


Cumulative

Percent


neutral 15 25.9 26.3 43.9

agree 26 44.8 45.6 89.5


Total 57 98.3 100.0


Total 58 100.0

Table 5: Tour facility

Figure 5: Different views on tour facility

Out of 57 employees 44.83% agree with it, 10.34% strongly agree and 25.86% is neutral about it.

Only 17.24% disagree for the statement.


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c) Leave Facilities of the organization is good


Cumulative

Percent

Valid Strongly disagree 2 3.4 3.5 3.5

disagree 12 20.7 21.1 24.6

neutral 16 27.6 28.1 52.6

agree 20 34.5 35.1 87.7


Total 57 98.3 100.0


Total 58 100.0

Table 6:Leave Facilities

Figure 6: Different opinions about Leave Facilities

Most of the employees are satisfied with the leave facilities the organization is provided as

34.48% and 12.07% employees agree and strongly agree respectively about the statement. Only

3.45% of employees are not withstanding the statement.


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d) Medical Facilities of the organization is good


Cumulative

Percent


disagree 4 6.9 7.0 10.5

neutral 12 20.7 21.1 31.6

agree 37 63.8 64.9 96.5


Total 57 98.3 100.0


Total 58 100.0

Table 7: Opinion about Medical Facilities

Figure 7: Different opinion about Medical Facilities

Medical facility of the corporation are most liked policies which is very much visible from the

answers given by the employees 63.79% and 3.45% employees strongly agree and agree

respectively about the statement. Only 6.9% disagree with it.


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e) Professional skills updating facility of the organization is good


Cumulative

Percent


disagree 6 10.3 10.5 12.3

neutral 20 34.5 35.1 47.4

agree 27 46.6 47.4 94.7


Total 57 98.3 100.0


Total 58 100.0

Table 8: Professional skills updating

Figure 8: Different opinion about professional skills/updating

For this statement employees have varying opinions, major portion of sample feels agree and

neutral. There are fewer employees to rate this statement in extremes.


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f) Night halt/over time allowance provided by the organization is enough.


Cumulative

Percent


neutral 17 29.3 29.8 54.4

agree 23 39.7 40.4 94.7


Total 57 98.3 100.0


Total 58 100.0

Table 9:Night Halt/Over time

Figure 9: Different opinion about Night halt/Over time

Even in case of this statement employees have varying opinions mostly centered on neutral andagree. The extremes are less chosen in this case too.


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g) Shift allowance provided by the organization is enough


Cumulative

Percent


disagree 7 12.1 12.3 14.0

neutral 8 13.8 14.0 28.1

agree 25 43.1 43.9 71.9

strongly agree 16 27.6 28.1 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 10: Shift Allowance

Figure 10: Different opinion about Shift Allowance

Shift allowance of the organization is also liked in comparison to other policies which are very

clear from the answers they gave. Most of the employees say that 43.10% agree with the

statement that shift allowance is paid enough.


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Q5. Allowances are paid on time by the organization?


Cumulative

Percent


disagree 8 13.8 14.0 15.8

neutral 14 24.1 24.6 40.4

agree 32 55.2 56.1 96.5


Total 57 98.3 100.0


Total 58 100.0

Table 12:Allowances paid timely

Figure 12: Percentage about allowances paid timely

The table shows that employees stand united in saying that there is no delay at all in payment of

allowances. In fact it came as a surprise as, the employees say that the process hardly takes 2-3

days to get their allowances passed. This helps the organization to increase productivity.


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Q6. Discrepancy in the allowances being paid to various categories of employees is very low


Cumulative

Percent


neutral 14 24.1 24.6 29.8

agree 28 48.3 49.1 78.9

strongly agree 12 20.7 21.1 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 13:Discrepancy in the allowances is low

Figure 13: Different Opinion Discrepancy in allowances

When employees were asked about the discrepancy in allowances, then, majority of employees

agree with this.


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Q7. Welfare policies of the organization updated regularly?


Cumulative

Percent


disagree 4 6.9 7.0 8.8

neutral 15 25.9 26.3 35.1

agree 22 37.9 38.6 73.7

strongly agree 15 25.9 26.3 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 14: Updating in Welfare Policies

Figure 14: Percentage about updating in Welfare Policies

Most of The employees of HEL say that the policies are updated regularly and a major

percentage out of which also feels that it is done in a progressive manner. Only 8% say that they

are rarely updated but even in this the major percentage feels that they are changed with

changing times.


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Q8. What are your views on the cafeteria facilities on the following grounds?

1. Food quality 2. Service 3. Hygiene 4. Price

a. Food quality-

Frequency Percent Valid PercentCumulative

Percent


neutral 10 17.2 17.5 26.3

agree 34 58.6 59.6 86.0


Total 57 98.3 100.0


Total 58 100.0

Table 15: Cafeteria Food Quality

Figure 15: Different views on Cafeteria Food Quality

58.62% of the employees are satisfied with the food quality and 8.62% are disagree with the foodquality.


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b. Services

Frequency Percent Valid PercentCumulative

Percent


neutral 10 17.2 17.5 38.6

agree 31 53.4 54.4 93.0


Total 57 98.3 100.0


Total 58 100.0

Table 16: Cafeteria Services

Figure 16: Different views on Cafeteria services

This is the major area in which canteen of the office needs improvement as majority of

employees express their dissatisfaction about it. 20.69% people were dissatisfied with the

service provided in canteen.


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c. Hygiene


Cumulative

Percent


disagree 14 24.1 24.6 26.3

neutral 10 17.2 17.5 43.9

agree 28 48.3 49.1 93.0


Total 57 98.3 100.0


Total 58 100.0

Table 17: Cafeteria Hygiene

Figure 17: Different Views about Cafeteria Hygiene

The level of hygiene is mostly satisfactory as answered by employees. But few of the

employees are not satisfied by the hygiene in canteen.


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d. Price


Cumulative

Percent


disagree 11 19.0 19.3 21.1

neutral 14 24.1 24.6 45.6

agree 24 41.4 42.1 87.7


Total 57 98.3 100.0


Total 58 100.0

Table 18: Cafeteria prices

Figure 18: Different Views about Cafeteria prices

53.45% employees are satisfied with the prices charged in canteen; only few are not satisfied

with the prices charged.


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Q9. Family feels happy about the welfare policies of your organization?

1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly agree


Cumulative

Percent


neutral 15 25.9 26.3 35.1

agree 27 46.6 47.4 82.5

strongly agree 10 17.2 17.5 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 19: Family feel about Welfare Policies

Figure 19: Different views of family feel about Welfare Policies

Most of the families are happy from the welfare policy of the organization and majority feel

Families feel that welfare policy of HEL is good.


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Q10 In case of any work related issues/problems; you normally approach to your immediate

boss.



Cumulative

Percent


neutral 20 34.5 35.1 68.4

agree 17 29.3 29.8 98.2


Total 57 98.3 100.0


Total 58 100.0

Table 20:Reporting Person

Figure20: Different opinion about Reporting Person

In case of any work related issues/problems, 34.48%of the employees normally approach their

immediate boss and 32.76% strongly disagree on this.


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Q11. The organization has an active and effective system of handling the grievances of

employees


Cumulative

Percent


neutral 5 8.6 8.8 14.0

agree 32 55.2 56.1 70.2

strongly agree 17 29.3 29.8 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 21: System of Grievances Handling

Figure 21: Different views on Grievances Handling System

According to 84.48% employees, HEL is having an active and effective system of handling

Grievances.


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Q12. I feel secured with these welfare policies in my organization.


Cumulative

Percent


neutral 6 10.3 10.5 12.3

agree 38 65.5 66.7 78.9

strongly agree 12 20.7 21.1 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 22: Secure with welfare policies

Figure 22: Different opinion of feeling secure

86.21% employees say that they feel secure with these welfare policies.


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Q13. The company values its individual employees


Cumulative

Percent


neutral 6 10.3 10.5 21.1

agree 28 48.3 49.1 70.2

strongly agree 17 29.3 29.8 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 23:Employees values

Figure 23: Different opinion about employees value

87.59% says that company takes care of them and they value the individual employees.


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Q14. Company benefits and requirement information is clearly communicated


Cumulative

Percent


neutral 9 15.5 15.8 38.6

agree 30 51.7 52.6 91.2


Total 57 98.3 100.0


Total 58 100.0

Table 24: Companys benefits

Figure 24: Different opinion about companys benefits

60% of the employees of the company replied that yes, there is clear communication aboutcompanys benefits


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Q15. You are involved in Quality work


Cumulative

Percent


neutral 13 22.4 22.8 36.8

agree 33 56.9 57.9 94.7


Total 57 98.3 100.0


Total 58 100.0

Table 25: Quality work

Figure 25: Different opinion about quality work

63% of the employees respond that they involved in quality work.


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Q16. You feel recognized and appreciated at work


Cumulative

Percent


disagree 8 13.8 14.0 15.8

neutral 19 32.8 33.3 49.1

agree 22 37.9 38.6 87.7

disagree 7 12.1 12.3 100.0

Total 57 98.3 100.0


Total 58 100.0

Table 26: Feels appreciated

Figure26: Different opinion about feeling appreciating


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SPSS OUTPUT

Reliability test:

Reliability Statistics

Cronbach's

Alpha N of Items

.910 26

Table 27:Reliability test

Correlations:

Correlations

JSMEAN WRMEAN

JSMEAN Pearson Correlation 1 .508**

Sig. (2-tailed) .000

N 57 57

WRMEAN Pearson Correlation .508**

1


N 57 57

Table 28: Correlation between job satisfaction and

work related issues

Correlations

JSMEAN CFMEAN



N 57 57

CFMEAN Pearson Correlation .740**

1


N 57 57


cafeteria facilities


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Correlations

JSMEAN ALLOMEAN



N 57 57

ALLOMEAN Pearson Correlation .767**

1


N 57 57


Allowances

Correlations

WPMEAN JSMEAN

WPMEAN Pearson Correlation 1 .749**


N 57 57

JSMEAN Pearson Correlation .749**

1


N 57 57


welfare policies

REGRESSION:

Model R R Square

Adjusted R

Square

Std. Error of the

Estimate

1 .843a

.711 .689 .32874

Table 32:Regression Analysis


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CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS

SUMMARY OF FINDINGS

Based on the study conducted, results of the survey done in the corporation and the general

feedback given by the employees following conclusions have been drawn:

1. HEL management understands the importance of welfare in the life of the employees and

therefore provides them with lots of allowances, high pay scale and benefits to them. This

in return helps HEL to get best out of their employees.

2. HEL has integrated processes which are followed for availing the welfare benefits which

some employees feel is complicated and time taking process.

3. HEL knows how important it is to maintain relationship not only with employees who are

serving the org. but also not to forget the contribution of employees who have served the

organization. HEL provides a lot of benefits to the employees even after they get

separated from the org. this makes employees and their families feel secure and motivates

them.

4. HEL is even taking the welfare of the dependants of the employees seriously and

provides them with every benefit.

5. Most of the employees are satisfied and happy with most of the policies especially

medical and child allowance.

6. After studying the responses, it can be included that welfare is definitely one of the most

important motivational factors which help organization. To retain the best talent. And

also be at par with the private and other players in the market.

7. HEL is capable of attracting the best pool of talent and is also able to retain them through

their welfare policy.

RECOMMENDATIONS

Medical facility can be improved by

Arranging for frequent visit of specialist doctors.

Introducing Ayurvedic medical facilities.

Professional skills/ updating can be improved by

Better maintenance of infrastructure


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More emphasis on computer education

Emphasizing on time management.

Management should try to get best out of their the employees by

proper redresser of complaints and grievances of employees

Awarding extra to employees for doing extra efforts eg. Bonus- increases their moral

Improving the working condition and by overlooking the relations of superiors and

juniors

Nobody has mentioned grievance handling machinery as an approach for getting their

problem solved so this shows that the grievances is just on papers and not in action.

LIMITATIONS

This research is majorly a qualitative research supplemented with quantitative data.

Moreover Its a very wide area, the organization has some hundred plus policies in their

handbook which was not possible to cover all of them in my research. So the focus was

limited to only few.

The sample size is not that good as it was a very time taking process to request

employees to fill up the questionnaires and running after them for the same.

Employees participation rate is low.

Internal information of the organization is not made available to the interns.

There is lack of clarity while answering questions by the employees.

The research is conducted within a period of limited duration.


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REFERENCES

HR handbook Hema Engineering Limited.

India.gov.in/sectors/health/family/index.php

http://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FW

A_OverviewMemo.pdf

http://berger.claremontmckenna.edu/Publications/Papers/StressHealth.pdf

http://www.bioone.org/doi/abs/10.1603/ME11145

http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rende

rtype=abstract

http://www.ncbi.nlm.nih.gov/pubmed/19364617

http://ideas.repec.org/n/nep-lab/

Cgstaffnews.com

Economywatch.com
http://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_OverviewMemo.pdfhttp://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_OverviewMemo.pdfhttp://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_OverviewMemo.pdfhttp://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_OverviewMemo.pdfhttp://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_OverviewMemo.pdfhttp://berger.claremontmckenna.edu/Publications/Papers/StressHealth.pdfhttp://berger.claremontmckenna.edu/Publications/Papers/StressHealth.pdfhttp://www.bioone.org/doi/abs/10.1603/ME11145http://www.bioone.org/doi/abs/10.1603/ME11145http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rendertype=abstracthttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rendertype=abstracthttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rendertype=abstracthttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rendertype=abstracthttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rendertype=abstracthttp://www.ncbi.nlm.nih.gov/pubmed/19364617http://www.ncbi.nlm.nih.gov/pubmed/19364617http://ideas.repec.org/n/nep-lab/http://ideas.repec.org/n/nep-lab/http://ideas.repec.org/n/nep-lab/http://www.ncbi.nlm.nih.gov/pubmed/19364617http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rendertype=abstracthttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC3295653/?tool=pmcentrez&rendertype=abstracthttp://www.bioone.org/doi/abs/10.1603/ME11145http://berger.claremontmckenna.edu/Publications/Papers/StressHealth.pdfhttp://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_OverviewMemo.pdfhttp://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_OverviewMemo.pdf


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ANNEXURES

QUESTIONNAIRE

Name: . Designation..

Department: No. of years of working..

Sex: . Age .

WELFARE POLICIES

Q1. Everyone is aware with the various Welfare Policies of the Organization?

1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5.Strongly agree

Q2. Communication about the Welfare Policy of the Organization is transparent?

1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5.Strongly agree

Q3. How is the procedure for availing welfare benefits of the organization?


Q4. Give your opinion on the following statements about the organization. Varying from

strongly disagree to strongly agree and comment in case of extremes.

Facilities Strongly

disagree

Disagree Neutral Agree Strongly

Agree

Comments

Children

education

allowance

provided by

the

organization

is enough.

Conveyance

on Tour


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facility

provided by

the

organization

is good.

Leave

Facilities of

the

organization

is good

Medical

Facilities of

the

organization

is good

Professionalskills/updating

facility of the

organization

Night

halt/over time

facility of the

organization

Shift

allowance

provides by

organization


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Dependency

facilities

provided by

the

organization.

Q5. The allowances paid timely


Q6. Discrepancy in the allowance being paid to various categories of employees is low?


Q7. The welfare policies of the organization updated regularly?


Q8. What are your views on the cafeteria facilities on the Following grounds?

Strongly disagree Disagree Neutral Agree Strongly agree

Food Quality

Service

Hygiene

Price

Q9. Family feels happy about the welfare policies of the corporation?


JOB SATISFACTION

Q10. You approach to get your problem solved or register your complaint to your immediate

boss?


Q11. The organization has an active and efficient system of handling the Grievances?



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Q12. I feel secured with these welfare policies in my organization


Q13. The company values its individual employees


Q14. Company benefits and requirement information is clearly communicated


Q15. You are involved in Quality work


Q16. You feel recognized and appreciated at work


summer internship report-tanvi gupta

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