A SUMMER TRAINING PROJECT REPORT On STUDY OF Employee Welfare At Leader Valves Limited

SUBMITTED TO PUNJAB TECHNICAL UNIVERSITY In partial fulfillment of the requirement for the degree of Master of Business Administration (MBA) (2011-2013)

Project Guide Mr. SHAILESH TRIPATHI (A.P CTIMIT, Maksudan) Jalandhar

Submitted By Sonia Kumari (MBA SEM3) 1173185

CT INSISTIUTE OF MANAGEMENT AND INFORMATION TECHNOLOGY JALANDHAR

DECLARATION
I, Sonia Kumari of MBA 3rd Semester Roll no 1173185, studying at CTIMIT, Jalandhar, hereby declare that this Project Report, titled Employee Welfare At Leader Valves Limited, Jalandhar has been prepared by me as part of the requirements of the MBA Program of the Punjab Technical University, (Batch of 2011-2013). My guide for this project report has been Mr. Shailesh Tripathi (A.P.CTIMIT, JALANDHAR) I further declare that this project report has not been submitted earlier to any other University or Institute for the award of any Degree or Diploma.

Date: Place: Jalandhar Sonia Kumari

PREFACE
There is a famous saying The theory without practical is lame and practical without theory is blind. Human resource is an important part of any business and managing them is an important task and this is important to check the performance of the individual who is working in the company. Summer training is an integral part of the MBA students have to undergo training session in a business organization for 6 - 8 weeks to gain some practical knowledge in their specialization and to gain some working experience. To the emphasis on practical aspect of management education the faculty of CTIMIT, Jalandhar has with a modern system of practical training of repute and following management technique to the student as integral part of MBA. in accordance with the above obligation under going project in LEADER VALVES Ltd. The title of my project is Employee Welfare at leader valves limited Certainly this analysis explores my abilities, strength and built my confidences to achieve the organization as well as my personal goal.

ACKNOWLEDGEMENT I would like to add a few heartfelt word of gratitude to people who have helped and contributed in completion of this project on, EMPLOYEE WELFARE AT LEADER VALVES LIMITED,JALANDHAR First of all I would like to thank our HOD Madam Mrs.Arvinder for encouraging us to undertake this project. I would also like to take the opportunity to thank Mr.Rohit Jaswal the HR Manager of Leader valves limited for giving me the opportunity to do my summer training in the organization and for Providing Valuable Information and sharing their vast knowledge and experience with me.

I am indebted to Mr. Shailesh Tripathi (A.P.CTIMIT, Jalandhar) faculty of CTIMIT, for his unfailing support throughout the study. His timely suggestions and novel ideas provided a better insight for the organizational study of the company. I thank CTIMIT, for providing me with the opportunity to carry out this project report.

Sonia Kumari Roll no=1173185

GUIDE CERTIFICATE
It is hereby certified that the project report on EMPLOYEE WELFAR AT LEADER VALVES LIMITED, JALANDHAR, being submitted by Sonia kumari student of Masters of Business Administration (2nd -Year) of CTIMIT, Jalandhar which is affiliated to All India Council of Technical Education (A.I.C.T.E) is an original work carried out successfully under my guidance and supervision and that no part of this project has been submitted for any other degree/ diploma. The sincerely efforts put in during the course of investigation is hereby acknowledged.

Project guide:
Mr. Shailesh Tripathi (A.P.CTIMIT, JALANDHAR)

Index

Chapter no

Topic

Page no

Introduction 1.

17

8-12 2. Company Profile

Research methodology. 3.

24-43

4. 5. 6. 7. 8. 9.

Data interpretation and analysis. Findings. Suggestions Conclusion Bibliography Questionnaire

44-55 56 57-58 59-60 61 62-64

INTRODUCTION TO EMPLOYEE WELFARE

MEANING :
The term employee welfare means to fare well or to do well. It refers to physical, mental, emotional well being of an individual. Welfare is relative to time and space. The welfare needs may vary from company to another company and from place to place and from time to time. Oxford dictionary defines welfare as state or condition of doing or being well good fortune, happiness or well being of a person, community or things.Workers or employees welfare should be understood as meaning such services, facilities and amenities which may be provided within the vicinity of the undertaking to enable them to perform their work in healthy, congenial surroundings and provided with the amenities conductive to good health and high morale.

Thus, welfare means state of living of an individual or group in a desirable relationship with the total environment. It also means efforts to make the life meaningful for the working class. These efforts cover provisions of the amenities to workers over and above the minimum working conditions.

PRINCIPLES OF LABOUR WELFARE

Labour Welfare activities look forward to the betterment of the individual and developing one's morale and personal fulfillment. On the part of the individual it helps him to contribute better to the organizational objectives. There are certain principles to be kept in mind while introducing Labour Welfare policies as well as administering them.

PRINCIPLE OF ADEQUACY OF WAGES Labour Welfare measures cannot be a substitute for wages. Workers have a right to receive adequate remuneration. In fact, payment or reward to the contribution made by the individual is the basic and necessary welfare measure that an organization can take. However, payment of high wages alone cannot bring in commitment and enhancement of productivity for the simple reason that labourer is completely different from the other factors of production and has to be handled very carefully. Thus welfare schemes coupled with adequate remuneration can bring good results for a company.

FULFILLING EGO AND SOCIAL STATUS A company has responsibilities to the workers as well as to the society. An unhappy worker is a burden to the society, and the company has the responsibility to see to it that such a phenomenon does not occur. Adequate welfare facility can convert an individual into a less unhappy person. The company has to lead the employee out of monotonous working and give responsibility as per his capacity, and thus motivate him.

PRINCIPLE OF EFFICIENCY Labour Welfare and Efficiency are very closely linked. Availability of adequate welfare facilities motivate the worker and increases his morale, and this ends in increase of the. Individuals efficiency. On the other hand an unhappy employee, whose welfare needs are not taken care of will cover provisions of the slowly go backwards in efficiency and this will result in reduction of the product in quality and quantity.

PRINCIPLE OF IMPROVING MORALE THROUGH MOTIVATION Wages and salaries are for the skill one has earned. To improve the morale the management has to give incentives "like, attendance bonus, productivity linked incentive, etc. Other measures like, attitudinal development exercises, fringe benefits, are also important motivational tools to improve the morale of the employees.

PRINCIPLE OF TOTALITY OF WELFARE This principle emphasizes that the concept of Labour Welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of Labour Welfare programmes and they will never really get off the ground.

PRINCIPLE OF SELF-DEVELOPMENT This means that a person wishes to learn, and acquire knowledge. If opportunity is given, he will give more result. If management finds out the capabilities and trains him, he will be an asset to the organization, and will find his self-development. PRINCIPLE OF EFFECTIVE COMMUNICATION. There is always a communication gap between employer and employees the more the gap, the more the tension. This means the message should be passed without addition and edition, so that communication gap is filled to the maximum.

PRINCIPLE OF CONTRIBUTION TO NATIONAL PROSPERITY The more welfare, the more interest from the workers. The more is interest, the less is rejection. If lesser is rejection, higher are profit and the government gets better revenue. Thus labour welfare enhances national prosperity.

CONCEPTS OF WELFARE

1. Social Concept: The human person is a social animal. Therefore, Labour Welfare measures should see that a worker, his family and community needs to be looked after besides the wages, even socially. It means caring to their ego and social status. The government should look after the social interests of the working class through social Security legislation.

2. Positive concept: In order to establish the concept of productivity and attitudinal development, experiments need to be conducted with the help of behavioral sciences. By this, intrinsic abilities and capabilities of the employees can be developed and this will contribute in helping better interest in the job, thereby cause improvement in the quality of the work and in personal satisfaction.

3. Relative concept: This helps to ensure that the employee is relatively changed as for the time. Their needs some advancement, technological in nature by the management. To understand that either training, change in the job, or generating awareness about present scenario, if done more results can be given by the employees.

4. Negative concept: Creating a fear in the mind of the employee towards the work. This is a negative motivation transfer, demotion, etc.

GOAL OF EMPLOYEE WELFARE

Labour Welfare aims at the whole development of the person of the working class. The Labour Welfare Policies of any organization should keep in mind the following Goal:

1. To increase the standard of living of the. Working class: The labourer is more prone to exploitation from the capitalists if there is no standardized way of looking after their welfare.

2. To make the management feel the employees are satisfied about the work and working conditions.

3. To reduce the labour problems in the organization: There are various problems affecting the workers, problems like absenteeism, turnover ratio, indebtedness, alcoholism, etc., which make the labourer further weak both physically and psychologically. Labour Welfare looks forward to helping the labourer to overcome these problems.

4. To recognize human values: every person has his own personality and needs to be recognized and developed. It is in the hands of the management to shape them and help them grow. The management employs various methods to recognize each one's worth as an individual and as an asset to the organization.

5. Labour Welfare helps to foster a sense of responsibility in the industry: A person works both in a group and as an individual. If the person is given responsibility he will act better or else he will be only a slave to the direction of the superiors and will not show any initiative to prove his worth,

6. Labour Welfare improves industrial relations and reduces industrial disputes: Industrial dispute in any industry is a sign of unsatisfied employees. Labour Welfare measures act as a preventive tool to most of these disputes.

7. To retain the employees there should be fixed policies: This calls in to prepare the policies, to conduct different training programmes, to have various motivational schemes, to create interest in the job. The employees who feel secure in an organization, backed by fixed welfare policies have less chance of looking for a job elsewhere.

8. To show up their positive mind in the work: Positive mind refers to the development of one's attitudes. This is to change the negative attitude into positive.

9. To influence over other employees: This means Labour Welfare helps to change one's personality - presentation skills, communication skills, inter-personal relationships, etc. This is best achieved when their morale is kept high by the different welfare schemes.

10. To increase the bargaining power of the employees: Bargaining means to systematically extract something from the opponent. The better bargaining power, the better influence on the opponent. Labour welfare measures like formation of works committee, worker's participation, Trade Union, etc., will surely help them to have better bargaining power.

SCOPE OF EMPLOYEE WELFARE

The scope of employee Welfare cannot be limited, since it differs according to social customs and the degree of industrialization indifferent countries and at different times. They have to be elastic and flexible enough to suit the conditions of the workers, and to include all the essential prerequisites of life and the minimum basic amenities. The laws of every country highlight directions to specific application to the working class, the necessity of securing just and humane conditions of work, for them. However, what these conditions actually imply cannot be specified in rigid terms for all times and situations.

Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone country, region or industry. Writers and institutions have described its scope in different ways and from different angles. The line of demarcation cannot be very precise. But what should be common is that a welfare measure should enhance the working and living conditions of the workers and their families and make their lives better worth living. In other words, Labour Welfare policies should "Enable workers to live a richer and more satisfactory.

COMPANY PROFILE

THE LEADER VALVES LIMITED

INTRODUCTION
Leader Valves Limited is a leading valve manufacturing company of India. They are a Totally integrated valves manufacturing unit with our own Ferrous and Non Ferrous foundries, forging units, State of art machining and testing facilities. The company was set up more than six decades ago when India was on the threshold of industrial revolution and there were no good valve manufacturers in the country. It has over the year built up an excellent track record by the following Policy of Customer satisfaction through continual improvement in Designs, Manufacturing processes and marketing products that are highly competitive, safe, and harmless to the environment. Leader Valves have an ISO -9001:2008 companies since Jan 1996 certified by LRQA, India. The company is also licensed to use API spec 6 D (certificate No. 6D-0346) and API 600 (Certificate no.600-0018) monograms our Ferrous and Non Ferrous foundries are PED certified by M/S. LRQA India and AD 2000 Merkblatt WO certified by TUY. India, the foundries are also adjudged as Well known Foundry under Indian Boiler regulation 4(2) of Central Boiler Board, Government of India. The Company is registered with all major clients in India and abroad. It is also recipient of National Award for Indigenization for the year 1996-1997 by the ministry of Defense of India for our contribution in indigenous ship building activities of Indian Navy. Leader High Pressure is Ferrous Forging unit which is equipped with friction drop forging hammer for producing forge fittings from 2000 to 9000 PSI, as well as valves up to 50 NB. Leader Exports besides being a merchant exporter of valves is equipped with modern CNC machining centers and SPMS to carry out job work for the leading manufacturers of valves.

ADDRESS OF THE COMPANY LEADER VALVES LTD ,S-3, S-4, Industrial Town, Jalandhar-144004,Punjab (India) Phone nos:- 91-1812490666, 777, 888, 999. Fax nos:- 91-1812290894, 2294256 E-mail info@leadervalves.com Web: www.leadervalves.com

NATURE OF COMPANY LIMITED COMPANY a) P.S.T. / C.S.T. Registered no. : 27953010 b) Central Excise No. : J-1/ CH-84 / 46 / 92 c) Permanent Account No. : AAACL2362H d) TIN NO. : 03101106768
YEAR OF ESTABLISHMENT: 1950

EMPLOYEE STRENGTH: The Company has over 1100 dedicated and motivated people who are working round the clock to produce best quality valves for the industry.

ANNUAL TURNOVER: At present the plant is working at 80% of its installed capacity due to recent modernization and expansion. 1. 2. 3. Turnover during 2011-12: Rs. 880 million Turnover during 2010-11: Rs. 798 million Turnover during 2009-10: Rs 719 million

QUALITY ASSURANCE: It maintains stringent control on quality of our production at all stages of production right from raw material to shipment of valves. Our material testing lab is equipped with IGC, PMI, UTM, SPECTRO Analyzer, impact testing machine and hardness testing machine etc. We also have a house facility for carrying out non destructive tests such as RADIOGRAPHY, ULTRASONIC TESTING, MAGNETIC PARTICLE, HELIUM LEAK DETECTOR and DIE PENETRATION TEST etc. All technicians responsible for under taking NTD operations all qualified Level 2 professionals our key quality assurance. Personnels are also trained and qualified in accordance to SNT-TC-IA to carry out non-destructive examination. Company has its own standard room for calibration of measuring instruments, gauges and temperature records etc. Annual maintenance contracts are concluded for specialized equipments. All tools and equipments are periodically calibrated as per required norms.

CONTINUAL IMPORTANT PROGRAMME: All our designs/products are validated for the specified service conditions by using in-house testing facility and recognized test houses. The product development/improvement is done under the supervision of highly experienced and qualified engineers.

The Management of LEADER is committed to its Staff Development Programs by imparting regular training to ensure that our staff is fully capable of rendering best possible support to our customers.

OUR PRODUCTS: The Company offer complete range of valves for Domestic and Industrial applications. We have in house design facility using sophisticated computer modeling software to develop special valves for critical applications. PRODUCT RANGE: Gate, Globe, Plug valves, Butterfly valves, Ball valves, Stream valves, Relief valves, Pressure reducing valves, Accessible feed check valves, Parallel slide valves, Blow off valves, Air release valves, Water level changes, Fusible Plugs, Moisture Separator, Injectors, Float Valves, Ferrule Cocks, Marine Valves and Forge fittings. SPECIAL VALVES: Sea Water, Fire Safe, Seismic service, Automation.

SPECIAL TESTING FACILITIES: In addition to Hydrostatic, Steam Pressure and Air testing we have following additional testing facilities: 1. 2. 3. 4. 5. 6. 7. Vacuum Testing Facility Helium Testing Facility Cryogenic Test Rig & Testing Facility Fire Safe Test Rig & Testing Facility Endurance Testing Pull Test as per API 5917 PMI Testing Machine

PRODUCT

Cast steel Forged Steel

Cast Iron

Boiler Mounting Gun Metal / IS

SALE STRATEGY: Leader Valves have a well defined distribution and sales network through dealer, agents and personal contracts by our qualified, experienced professionals with the customers. We have branch offices at Mumbai, Delhi, Bhubaneswar, Coimbatore, Cochin, Chennai, for technical support to our valve clients.

BOARD OF DIRECTORS

NAME

DESIGNATION

Mr. J.K.Beri

Chairman and Managing Director

Ms. Purnima Beri

Vice chairperson and Joint Managing Director

Mr. Hemant Beri

Deputy Managing Director

Ms. Ambika Beri

Executive Director Materials and Management

Ms. Ayushi Beri

Executive Director Personal and HRD

EMPLOYEE WELFARE IN LEADER VALVES LTD

Employee welfare has an important and positive role to play in the organization economy. A proper organization and administration of the welfare facilities play an important role in promoting better working conditions and living standards in the of the employees and thereby increase their productivity for the organization.

LEADERR VALVES LTD, JALANDHAR considers the welfare of its employees as one of the top priorities of the institution. The institution has taken special initiatives to look after the welfare of the employees. The institution with about of class 1 employees and about class 2, 3, 4 employees respectively. The institution provides welfare facilities and benefit not only on the guidelines of Medical Council of India but it has its own Service Rules formed by its dedicated team of HR manager. These Service Rules apply to the all employees of LEADER VALVES LTD. JALANDHAR presently working in the institution or are appointed after the date of commencement of these rules.

It supercedes all the earlier circulars and rules applicable to the employees of the institution from the date of its commencement. These Service rules are an integral part of all employment contracts with the Institution. Various definitions have been defined as follows under these service rules. In these rules unless there is anything repugnant to the context, the following words would have the meaning as assigned to here under: Employer Mr. J.K.Beri chairman and Managing Director of LEADER VALVES LTD

Employee means any person who is employed for wages in any kind of work, manual or otherwise, in connection with work of LEADER VALVES LTD. , JALANDHAR and who receives his wages directly from LEADER VALVES LTD JALANDHAR. Institution MEANS LEADER VALVES LTD

Managing Society means the Managing Society of LEADER VALVES LTD [JALANDHAR] Governing Board means the Governing Board of LEADER VALVES LTD [JALANDHAR] Pay, means the basic pay only. Salary means the total emoluments except where otherwise defined. Family means the employee, his spouse, unmarried dependant children and parents living with and wholly dependent on him/ her.

TYPES OF EMPLOYEES: The employees of the institute are classified into the following categories.

Permanent: The permanent employee is one who is employed against the permanent post on permanent basis, which includes a probationary employee who has satisfactorily completed the probation period to the entire satisfaction of the management and who has been confirmed by an order in writing. The service of the permanent staff can be terminated as result of disciplinary action.

Temporary/Adhoc: A temporary/Adhoc employee will include a person who is appointed for a limited period mentioned in the appointment letter, or :

a) Who is appointed for work of an essentially temporary nature not intended to be carried out on a permanent basis, or b) Person employed in connection with the temporary increase in work of a permanent nature, or c) Person employed to work provisionally for a limited period in a post till permanent arrangement for filling up that post are made, or d) Person employed as a substitute in place of a permanent or probationary employee, who is either temporally absent or is on long leave but not for a period of one year. The person employed against temporary post will not be entitled for annual increment or privilege leave.

On Contract: Which means the tenure of employment for a specified period of time and the employee is entitled to only the benefits specified in the contract of appointment subject to the prior approval of the management. Such contract employee shall not have any right to claim permanency or regularization of his employment in the institution after the expiry of the specified period. Unless terminated earlier by one months notice or pay in lieu thereof, such appointment will automatically come to an end at the expiry of the specified period and no notice or any kind of compensation will be payable. A person appointed on contractual basis will be entitled for only 10 casual leaves per year except Nursing Staff. The Nursing Staff shall be entitled for 20 casual leaves per year. However the Medical leaves will be allowed to them equal to the regular employees. Medical facilities will be allowed to self onl

CLASSIFICATION OF STAFF:

All the employees employed in the institute can be classified into four classes i.e. Class-1, Class-2, Class-3 and Class-4.

Class-1: The following employees shall be classified as

Class - 1 employee: , General Manager, Personnel Manager , Manager (s)/ All officers/Administrators, Head of Departments

Class-2: The following employees shall be classified as Class - 2 employees:

All Supervisors, Head Cashiers, Head-Clerks, Computer Programmers, Office Superintendents, etc.

Class-3: The following employees shall be classified as Class - 3 employees:

All clerks, computer operators, technicians, Drivers, Storekeepers, electricians, floor-In charge, Cash Supervisors, Welders, Sanitary Supervisors, Tailors, and Carpenters etc comes under this group.

Class-4: The following employees shall be classified as Class - 4 employees:

Security Guards, Fire men, Ward Helpers, L, Sweepers/Cleaners, Peons, , Lab.. Attendants etc

EMPLOYEE STATE INSURANCE

1. What is E.S.I. Scheme? In addition to necessities of food, clothing, housing etc., man needs security in times of physical and economic distress consequent upon sickness, disablement etc. The Employees State Insurance Scheme is an integrated measure of Social Insurance embodied in the Employees State Insurance Act and is designed to accomplish the task of protecting employees as defined in the Employees State Insurance Act against the hazards of sickness, maternity, disablement and death due to employment injury and to provide medical care to insured persons and their families. The Scheme covers employees of non-seasonal power-using factories employing 10 or more persons. There is, however, a built-in provision for its extension to other establishments or classes of establishments, industrial, commercial, agricultural or otherwise. The Scheme has been progressively extended to cover employees in non-power using factories employing 20 or more persons and to commercial establishments

2.

How does the Employees State Insurance Scheme assist you?

The dependence of an individual on cash income is a characteristic feature of modern economy. An interruption of money income even for a small period is, therefore, a hardship; a prolonged loss of income is indeed a catastrophe. By coming forward to provide health protection and income maintenance in a series of oft-experienced contingencies like sickness, maternity, disablement and death due to employment injury, the Employees State Insurance Scheme tends to ameliorate your economic anxiety and to be a friend in need and distress. 3. Why is it called a Health Insurance Scheme? The Employees State Insurance Scheme performs a dual role; by providing assistance in kind (medical care) it tries to restore your health and working capacity and by assistance in cash (cash benefit) it tries to sustain you when your income is interrupted. With a better and facile health protection, greater vitality, and assurance of income-maintenance in times of need, it makes you every inch a better, a healthier, secure worker and therefore, a happier man. The assistance comes to you not as an act of benevolence but in virtue of an acquired right. 4. Whom does the Scheme protect? The Scheme protects all employees engaged on a monthly remuneration not exceeding Rs. 6500/- in a factory/establishment to which the Act applies. Persons employed for wages on any work connected with the administration of the factory or establishment or any part, department or branch thereof or purchase of raw materials, or distribution or sale of the product of a factory or establishment are also covered. Mines, Railway Running Sheds, Naval, Military and Air Force Workshops and specified seasonal factories are excluded. The scheme also provides full medical cover to the dependants of insured persons. In the event of death of an insured person due to employment injury dependants become eligible to cash benefit. 5. Where do Employees State Insurance Funds come from? The Employees State Insurance Funds are primarily built out of employers contribution and employees contribution payable monthly as a fixed percentage of wages.

6.

How are the employees registered under the Scheme? Simultaneously with his/her entry into employment in a covered factory or

establishment, an employee is required to fill in a Declaration Form. The employee is then allotted a Registration Number, which distinguishes and identifies the person for the purposes of the Scheme. A person is registered once and once only upon his entry in insurable employment.

7.

What is an Identity Card? On registration every insured person is provided with a Temporary

Identification Certificate which is valid ordinarily for a period of 3 months but may be extended, if necessary, for a further period of 3 months. Within this period, the Insured Person is given a permanent family photo Identity Card in exchange for the Certificate. The Identity Card serves as a means of identification and has to be produced at the time of claiming medical care at the dispensary/clinic and cash benefit at the Local Office of the Corporation. In the event of change of employment, it should be produced before the new employer as evidence of registration under the Scheme to prevent any duplicate registration. The Identity Card bears the signatures/thumb impression of the insured person. Since medical benefit is also available to the families of insured persons, the particulars of family members entitled to Medical Benefit are also given in the Identity Card affixed with a postcard size family photo. If you lose your Identity Card before it has run its normal life, a duplicate card is issued on payment as prescribe 8. What are the rates of contribution? Contributions payable in respect of an employee comprise of employers contribution and employees contribution prescribed in Schedule I of the Act. An employee covered under the scheme has to contribute 1.75% of the wages whereas, an employer contributes 4.75% of the wages payable to an employee. The total contribution in respect of an employee thus works out to 6.50% of the wages payable.

9.

Who is exempted from payment of contribution? Employees earning less than Rs 40/- a day are exempted from payment of contribution. The employers share of contribution is, however, payable.

10.

How are the Contributions collected? The Contribution is deposited by the Employer in cash or by cheque at the

designated branches of some nationalised banks. The responsibility for payment of all contributions is that of the employer with a right to deduct the Employees share of contributions from employees wages relating to the period in respect of which the Contribution is payable.

11.

What are Contribution Periods and Benefit Periods? Workers, covered under the ESI Act, are required to pay contribution towards the

scheme on a monthly basis. A contribution period means a six-month time span from 1st April to 30th September and 1st October to 31st March. Thus, in a financial year there are two contribution periods of six months duration. Cash benefits under the scheme are generally linked with contributions paid. The benefit period starts three months after the closure of a contribution period. The two types of periods are illucidated below:

Contribution Period Benefit period

Corresponding 1st April to 30th September 1st January to30thJune of the following year 1st October to 31st March 1st July to 31st December

SOCIAL SECURITY BENEFITS SICKNESS BENEFIT

12. What does Sickness Benefit mean? sickness signifies a state of health necessitating medical treatment and attendance and abstention from work on medical grounds. Financial support extended by the Corporation is such a contingency is called Sickness Benefit.

13. What are the Contributory Conditions? The contribution condition required to be fulfilled for admissibility of sickness benefit during any benefit period is that contributions should have been paid in respect of an insured person in the corresponding contribution period for not less than 78 days.

14.

How much is the Standard Benefit Rate? The daily rate of Sickness Benefit during any benefit period is the standard

benefit rate this rate corresponds to the average daily wage of an insured person during the corresponding contribution period and is roughly half of the daily wage rate. Benefit is paid for Sundays also. 28 wage groups have been evolved for working out the daily rate of Standard Sickness Benefit. Standard Benefit rates for 28 wage groups are shown in Annexure.

EXTENDED SICKNESS BENEFIT

15. What is Extended Sickness Benefit? Extended Sickness Benefit is a Cash Benefit paid for prolonged illness. for example: Tuberculosis, Paraplegia.etc

16. What are the Contributory Conditions? Except in case of disability from administration of drugs/injections, the insured person should have been in continuous employment for a period of 2 years and should have contributed for at least 156 days in 4 preceding contribution periods.

17. How much is the Benefit rate? The daily rate of Extended Sickness Benefit is 40% more than the Standard Sickness Benefit rate admissible.

ENHANCED SICKNESS BENEFIT

18. What is Enhanced Sickness Benefit? Enhanced Sickness Benefit is cash benefit for the insured persons undergoing sterlisation operation of vasectomy/tubectomy for family planning.

19a. What are the contributory conditions? The contributory conditions are the same as for claiming sickness benefit.

19b. How much is the benefit rate? The daily rate of this benefit is double the standard benefit rate. Say, not less than the daily wage.

DISABLEMENT BENEFIT
20. What is Disablement? Disablement is a condition resulting from employment injury which may be : (a) temporary i.e. rendering an insured person incapable of work temporarily and necessitating medical treatment; (b) permanent partial i.e. reducing the earning capacity of the insured person generally for every employment; (c) permanent total i.e. totally depriving the insured person of the power to do all work.

21.

What constitutes an Employment Injury? Employment injury means a personal injury caused to an employee by an

accident or occupational disease arising out of and in course of his employment in a factory or establishment covered under the Employees State Insurance Act. The law relating to Employment injury has been liberalised. Now, an accident arising in the course of employment is presumed also to have arisen out of his employment if there is no evidence to the contrary. Further, an accident brought about by wilful disobedience, negligence or breach of regulations etc. or an accident happening while travelling

in a transport provided by the employer or while meeting an emergency is accepted subject to certain conditions, to have arisen in the course of and out of employment. Injuries suffered while under the influence of drinks and drugs take away the right of the employee to this benefit. Roadside accident caused while commuting between place of residence and workplace is also treated as notional extension of employment for purpose of death or disablement benefit.

22.

What are Occupational Diseases? Occupational Diseases are such diseases as are susceptible of being

traced back to their occupational origin. These are specified under Schedule III of the Employees State Insurance Act, which enumerates the compensable Occupational Diseases and the corresponding industrial processes involving exposure to the diseases are thus recognised without any further evidence.

23.

What are the Benefits granted? Temporary Disablement Benefit is paid periodically in arrears as

the evidence of incapacity (medical certificate) is produced. Permanent total disablement and permanent partial disablement benefits are paid in the form of pensions. Current employment for wages or engagement in any gainful activities is no bar to payment of permanent disablement benefits. An insured person suffering from an occupationd disease is also entitled to full medical care. 24. How much is the Benefit Rate? The daily benefit rate for permanent total disablement and temporary disablement is 40% more than the Standard Sickness Benefit rate and is roughly equivalent to about 70% of the wage rate. For permanent partial disablement, the rate of benefit is proportionate to the percentage of loss of earning capacity. The benefit is paid for Sundays also.

25.

What are the Contributory Conditions? There are no qualifying conditions as to the length of employment or the

number of contributions paid. Protection accrues from the very moment of entry into insurable employment.

26.

How is Permanent Disablement assessed? There is indeed no way of adequately compensating a permanently

disabled employee and yet some method of determining whether an employment injury has resulted in permanent disablement and of assessing the extent of permanent damage caused by that employment injury has to be adopted for the purpose of determining the scale of compensation for the loss of earnings. This is done by evaluating loss of earning capacity with reference to general disability for all work. The evaluation is done by a Medical Board whose decision can be appealed against to a Medical Appeal Tribunal presided over by a judicial officer, with a further right of appeal to Employees Insurance Court or directly to Employees Insurance Court. Pending an appeal, payment for permanent loss of earning capacity as recommended by the Medical Board is made, subject to adjustment later. Loss of wages and expenditure on conveyance occasioned by attendance before the Medical Board are compensated by the Corporation in accordance with rates framed for the purpose. Where the assessment of loss of earning capacity by the Medical Board is not of a final character, the beneficiary is required to appear again before the Medical Board for a review of the assessment.

27.

How to claim Disablement Benefit? (a) (i) Temporary Disablement: Notice of the injury should be given either orally or in writing personally or

through an agent, to the employer/foreman/duty supervisor or particulars of the injury should be entered in the Accident Book kept in the factory, personally or through an agent. (ii) A medical certificate of incapacity should be obtained from the Insurance Medical Officer/Insurance Medical Practitioner. (iii) The claim form printed on the back of the medical certificate should be filled in

and submitted promptly to Local Office along with the medical certificate. (iv) A final certificate should be obtained from the Insurance Medical Officer/Insurance Medical Practitioner and submitted to the Local Office before resumption of duty. (b) Permanent Disablement:

(i) If suffering from permanent effects of employment injury, the insured person should make an application to the Regional Office of the Corporation for reference of his case to the Medical Board (reference to the Medical Board is made otherwise also by the Regional Office). (ii) Where loss of earning capacity has been assessed and communicated to the insured person, he should submit a claim in the appropriate form to the Local Office. (iii) After the claim has been admitted, the beneficiary should submit at six-monthly

intervals (with the claim for June and December every year) a life certificate in appropriate form duly attested by the prescribed authority . 28. Is there any provision for physical rehabilitation? Yes. Insured Persons who suffer physical disablement due to employment injury are provided artificial appliances or other physical aids such as wheel chairs, crutches, dentures and spectacles etc.

DEPENDENTS BENEFIT
29. What is Dependents Benefit? Dependents Benefit is a monthly pension payable to the eligible dependents of an insured person who dies as a result of an Employment Injury or occupational disease.

30. Who are the Beneficiaries and how long is the Benefit available? Dependants entitled to the benefit could be : a) (b) infirmity lasts; (c) Legitimate or adopted unmarried daughter until age 18 or until marriage, whichever is earlier, or if infirm, till infirmity lasts and she continues to be unmarried. In the absence of any widow or legitimate child, the benefit is payable to a parent or grandparent for life, to any other male dependant until age 18 or to an unmarried or widowed female dependant until age 18. Widow/Widows during life or until remarriage: Legitimate or adopted son until age 18 or if legitimate son is infirm, till

31. How much is the Benefit for each Beneficiary? The total divisible benefit is equivalent to the temporary disablement benefit rate (roughly 70% of the wage rate). The widow/widows share 3/5th of the benefit and the legitimate or adopted son and daughter 2/5th each of the benefit. If the total benefit so divided exceeds the full rate, there is a proportionate reduction in the respective shares of the beneficiaries.

32. How to claim Dependants Benefit? To establish title to Dependant Benefit, the following documents should be submitted at the Local Office. (a) Claim in the appropriate form; (b) Evidence of death being due to employment injury; (c) Proof of relationship to the deceased supporting eligibility of the claimant as a dependan. (d) Evidence of age of the claimant(s) (certified copy of official record of birth, Baptismal register, school records, original horoscope etc; (e) Certificate of infirmity from Medical Referee or any other prescribed authority in case of legitimate infirm son or legitimate or adopted unmarried infirm daughter. After the claim to Dependants Benefit has been admitted, the beneficiary should submit at six-monthly intervals (with the claim for June and December), a declaration that he/she is alive and has not married/remarried, attained the prescribed age/continues to be infirm, as the case may be duly attested by the prescribed authority.

33. Can Dependants Benefit be reviewed? Yes. Dependants Benefit once awarded can be reviewed by the Corporation at any time if it is satisfied on fresh evidence that the earlier decision was due to non-disclosure or misrepresentation of material facts. It can also be reviewed on birth, death, marriage, re-marriage and attainment of age 18, by a claimant. The benefit can be continued, increased, reduced or discontinued.

MATERNITY BENEFIT
34. What is Maternity Benefit? Maternity Benefit is cash payable to an insured woman for the specified period of abstention from work for confinement or miscarriage or for sickness arising out of pregnancy, confinement, premature birth of child or miscarriage. Confinement connotes labour resulting in the delivery of a living child or labour after 26 weeks of pregnancy whether the resultant issue is alive or dead. Miscarriage means expulsion of the contents of a pregnant uterus at any period prior to or during 26th week of pregnancy. Criminal abortion or miscarriage does not, however, entitle to benefit.

35. What are the Contributory Conditions? The contribution condition is the same as for Sickness Benefit.

36. How much is the Benefit? The daily benefit rate is double the Sickness Benefit rate and is thus roughly equivalent to the full wages. Benefit is paid for Sundays also.

37. What is the duration of the Benefit? The Benefit is paid as follows: (a) For confinement : For a total period or 12 weeks beginning not more than 6 weeks before the expected date of child birth. If the insured woman dies during confinement or within 6 weeks thereafter, leaving behind the living child, the benefit continues to be payable for the whole of the period. But if the child also die during that period, the benefit will be paid upto and including the day of death of the child.

(b) For Miscarriage: For a period of 6 weeks following the date of miscarriage.

(c) For Sickness arising out of pregnancy, confinement, premature birth of child or miscarriage: For an additional period of upto four week. In all the cases, the benefit is paid only if the insured woman does not work for remuneration during the period for which benefit is claimed. There is no waiting period.

38. How to claim Maternity Benefit? Where an insured woman wishes to claim Maternity Benefit after confinement or for miscarriage, she should obtain from the Insurance Medical Officer/Insurance Medical Practitioner, a certificate of confinement or miscarriage and submit it to her Local Office personally or by post along with a claim for Maternity Benefit. The claim form also contains a declaration of abstention from work. If Benefit is desired before confinement, a Notice and Certificate of Pregnancy and a Certificate of Expected Confinement obtained from the Insurance medical Officer/Insurance Medical Practitioner are also required to be submitted. For claiming Benefit in the event of death of an insured woman leaving behind a child, her nominee and if there is no such nominee, her legal representative should submit personally or by post to the Local Office of the deceased insured woman, a claim for the Benefit together with a certificate of death of the insured woman. An insured woman claiming Maternity Benefit for Sickness arising out of pregnancy, confinement, premature birth of child or miscarriage should submit her claim in the manner as for sickness benefit. Where a claim to Maternity Benefit is not submitted along with prescribed certificates referred to above, the Corporation has the discretion to accept other evidence in lieu thereof.

39. What is Medical Bonus? Medical Bonus is lump sum payment made to an insured woman or the wife of an insured person in case she does not avail medical facility from an ESI hospital at the time of delivery of a child. This bonus of Rs. 250/- has been increased to Rs. 1000/- from 1st April 2003.

MEDICAL BENEFIT

40. What is Medical Benefit? Medical Benefit means medical care of insured persons and their families, wherever covered for medical benefit.

41. What does Medical Benefit consist of? The standard medical care consists of out-door treatment, in-patient treatment, all necessary drugs and dressings, pathological and radiological specialist consultation and care, ante-natal and post natal care, emergency treatment etc.

42. Where are out-patient services provided? Out-door medical care is provided at State Insurance Dispensaries or Mobile Dispensaries manned by full-time doctors (Service system) or at the private clinics of Insurance Medical Practitioners (Panel system). The scope of medical services also includes simple ante-natal and post-natal care for women, family welfare planning services and immunisation against the common infectious diseases. The Scheme provides at the sole cost of the Corporation, artificial limbs to insured persons who lose their limbs due to employment injury or in certain circumstances otherwise also, dentures, spectacles and hearing-aids where the loss of teeth, impairment of eyesight or hearing respectively is due to employment injury.

43. How and where are in patient Services Provided? ESIC has a network of 141 hospitals countrywide. Majority of these hospitals are administered by the State Govts. In patient and diagnostic services in basic specialities are available at these hospitals. State schemes have also tie-up arrangements with a number of Medical colleges, major state hospitals, as well as, private hospitals for advanced treatment for malignant diseases and complicated surgical interventions.

44. What about Preventive health care services? ESI Scheme provides preventive health care services through the network of its dispensaries and hospitals. These include immunisation against some killer diseases, pulse polio vaccination and family welfare services etc. The scheme also participates in all major national preventive health service campaigns.

FUNERAL EXPENSES
45. What are Funeral expenses? This component consists of a lump sum payment towards the expenditure on the funeral of the deceased insured person. 46. What is the amount payable? The lump sum amount of this benefit is equal to the actual expenditure, not exceeding Rs. 2500/- towards the funeral of the deceased insured person.
47.

Are there any Contribution Conditions? No contribution condition is required for this Benefit. The only condition

for admissibility of this Benefit is that the deceased person should have been an insured person at the time of his death. The Funeral expenses are thus payable in respect of an insured person in receipt of Permanent Disablement Benefit even if he may not be employed at the time of his death in a factory or establishment covered under the ESI Act.

48. To whom are the Funeral expenses payable? The expenses are payable to the eldest surviving member of the family of the deceased insured person. If the insured person did not have a family or if he was not living with his family at the time of his death, the benefit is payable to the person who actually incurs the expenditure on the funeral of the deceased insured person.

REVIEW OF LITERATURE :
The term welfare expresses many ideas, meanings and cannotations such as the state of well being, health, happiness, prosperity and the development of human resources. The scope of labour welfare is very wide. It cannot be limited to facilities with or near the undertaking. It includes all the welfare activities and amenities related to canteen, rest, recreation, medical assistance, nutrition, sanitation, education, housing and holiday facilities.

THE LABOUR INVESTIGATION COMMITTEE(1944-46) : It include under labour welfare activities anything done for the intellectual, physical, moral and economic betterment of workers, whether by employers, by government, or by other agencies ,over and above what is laid down by Law.

THE REPORT OF THE COMMITTEE ON LABOUR WELFARE(1969) : It includes under it such services, facilities and amenities as adequate canteen, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from work and for the accommodation of workers employed at a distance from their homes and such other services.

OBJECTIVES OF THE STUDY

The objectives of the study are: To study the different welfare facilities provided in Leader Valves. To find out the facilities provided are satisfactory for the employee. To know the extent of awareness of the workers regarding welfare facilities. To know if the company considered the participation of employee.

RESEARCH METHODOLOGY
TITLE A STUDY ON EMPLOYEE WELFARE AT LEADER VALVES

INTRODUCTION
This methodology includes Data collection, research design, and justification of study and the limitations of the study.

DATA COLLECTION
1. Data Sources: For the purpose of study both primary and secondary data was needed. The data was collected in two phases. In the first phase, secondary data was gathered, i.e. Background analysis was performed to grasp the real situation about existing policies, the rules and regulations followed in LEADER VALVES. For this extensive reading of various literatures such as Service Rules of LEADER VALVES, Bare Acts was carried out and also some help was taken from books regarding Human Resource and Development. Along with reading, discussions with numerous individuals, both inside and outside of the organization were done. In the second phase, to prepare the Handbook on employee welfare, primary data was collected with help of questionnaire. 2. Research Design: To prepare the handbook on Employee Welfare the descriptive research design is chosen with the use of crossectional approach keeping the time constraint in perspective.

3. Time Period of the Study: The study was conducted in the month of may-June 2012 .

Justification of the study As already mentioned in the introduction, I have taken up to do this study, first of all, considering the importance of employee welfare both in the life of the employees for they constitute the largest population of the country and important for the employees as well, since their concern to have the employee morale kept high and productivity kept high. Besides the morale of the employees are kept high their loyalty gained, if only the management is concerned about the welfare of the employees. It is in this context that I decided to study the aspect of Labour Welfare at the company.

RESEARC TOOLS Data Source : Primary & Secondary Data Survey method Questionnaire Simple random sampling Personal / Direct 100

Research Approach : Research Instrument: Sampling scheme Contact method Sample size : : :

LIMITATIONS OF THE RESEARCH PROJECT

Limitation of the Study:

Nothing is perfect in this mandate world and this study is no exception. Hence there are some limitations of the study so that the findings of the study may be understood in their right perspective: Due to constant change in the standards of living, government policies, amendments in laws etc. this study may not be accurate in the future.

Various hindrances occurred while carrying out the research. They have acted as limitation of the study and a few of them are:-

Short time period: The time period for carrying out the research was short as a result of which many facts have been left unexplored.

Lack of resources: Lack of time and other resources as it was not possible to conduct survey at large level.

Small no. of respondents: Only 100 respondents have been chosen which is a small number, to represent whole of the employees in leader valves

Unwillingness of respondents: While collection of the data many employees were unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.

ANALYSIS & INTERPRETATION

Q.NO. 1 Are you satisfied with emoluments provided to you?

YES NO

58 % 42 %

Satisfaction level of employees for emoluments provided by company

42% YES 58% NO

ANALYSIS :

58% of the employees are satisfied with emoluments provided to them.

INTERPRETATION:

From above Pie chat it is clear that 58% employees are satisfied with

salary provide by company to them but 42% employees are not satisfied with the emoluments provided by company.

Q.NO.2 Are you aware of different welfare schemes?

ANSWER YES NO

PERCENTAGE 55% 45%

Awarness of employees of different welfare schemes

YES NO

45% 55%

ANALYSIS : 55% of the employees are aware of Different welfare schemes.

INTERPRETATION :

About half or the employees are aware of different welfare scheme.

They are known how these welfare schemes help to them. But 45% are not aware of different welfare schemes.

Q.NO.3 Are you satisfied with the increment policy? A B C D E PERCENTAGE 72% 0 0 28% 0

ANSWER A [HIGHLY STISFIED] B [STISFIED] C [MODERATE SATISFIED] D [DISSATISFIED] E [HIGHLY DISSATISFIED]

satisfaction level of employee for incriment policy provided

0% 28% highly satisfied satisfied moderate satisfied 0% 0% 72% Dissatisfied Highly dissatisfied

ANALYSIS: 72% of the employees are satisfied with the increment policy.

INTERPRETATION : Maximum employees are satisfied by the increment policy provided by the company to them. But as I found that 28% employees was not satisfied with the increment policy of the company.

Q.NO. 4 Are you satisfied with the medical facilities?

ANSWER

Highly satisfied

Satisfied

Moderate satisfied

Dissatisfied

Highly dissatisfied

PERCENTAGE 75%

10%

15%

Satisfaction level of employees for medical facilities

Highly satisfied 0% 0% 10% 15% satisfied Moderate satisfied Dissatisfied Highly dissatisfied

75%

ANALYSIS : 75% of employees are highly satisfied and 10% are satisfied with the medical facilities. INTERPRETATION : Maximum of the employees that is 75% are satisfied with the medical facility provided by the company but 10% employees are just satisfied with medical facilities and 15 % employees are dissatisfied.

Q.NO 5 Are you satisfied about the working environment of the company?

ANSWER YES NO

PERCENTAGE 78% 22%

Satisfaction level of employee for working environment

YES NO 22%

78%

ANALYSIS : 78% of the employees are satisfied with the working environment of company.

INTERPRETATION : Maximum of the employees considered that they have good working environment in company means they do work with full enthusiastic but 22% employees are not satisfied with their around working environment.

Q.NO.6 Are you satisfied with the pattern of leaves?

ANSWER YES NO

PERCENTAGE 82% 18%

Satisfaction level of employees about pattern of leave

YES NO

18%

82%

ANALYSIS : 82% of the employees are satisfied with the pattern of leave.

INTERPRETATION: Maximum of the employees is feeling satisfied with the pattern of leave in the company. But 18% employees are not satisfied with the pattern of leave after duty off.

Q.NO.7 what do you think about the procedure adopted for career growth of workers?

ANSWER

Highly satisfied

satisfied

Moderate satisfied

Dissatisfied

Highly dissatisfied

PERCENTAGE 55%

2%

1%

40%

2%

Satisfaction level of employees regarding career growth of workers

2%

Highly satisfied 40% 55% satisfied Moiederate satisf dissatisfied Highly dissatisfied 1%

2%

ANALYSIS : 55% of the employees are satisfied with the procedure adopted for career growth of worker.

INTERPRETATION : Nearby half of the employees are highly satisfied that is 55% with the procedure adopted by the company for career growth of workers , 2% are only satisfied ,1% employee feel that it may be satisfied or not, but still 40% employees are not satisfied regarding career growth of workers. But 2% employees are highly dissatisfied..

Q.NO.7 what do you think about the procedure adopted for career growth of workers?

ANSWER

Highly satisfied

satisfied

Moderate satisfied

Dissatisfied

Highly dissatisfied

PERCENTAGE 50%

5%

3%

40%

2%

Satisfaction level of employees regarding career growth of workers

2%

Highly satisfied 40% 50% satisfied Moiederate satisf dissatisfied Highly dissatisfied
100 0

5% 3%

ANALYSIS : 50% of the employees are satisfied with the procedure adopted for career growth of worker.

INTERPRETATION : half of the employees (50%) are highly satisfied with the procedure adopted by the company for career growth of workers.40% employees are not dissatisfied with procedure adopted for career growth. 2% employees are highly dissatisfied.3% employees are neutral. only 5% are satisfied.

Q.NO.8 Are you think consideration is given by company according to your suggestions?

YES NO

40% 60%

Due considration to employee's suggestions

YES NO

40%

60%

ANALYSIS : 60% of employees think that consideration is not given according their Suggestion.

INTERPRETATION : Most of the employees that is 60% think that consideration is not given to the their suggestions.40% employees are think that consideration is given to them according to their suggestion.

Q.NO. 9 How much are you satisfied about procedure of availing specific welfare facility?

ANSWER Highly satisfied Satisfied Partial satisfied Not satisfied

PERCENTAGE 40% 59%% 1% 0

satisfaction level about procedure of availing facility

1% 0% 40% 59% Highly satisfied Satisfied Partial satisfied Not satisfied

ANALYSIS : 59% Of the employees are satisfied and 40% are highly satisfied about the procedure of availing specific welfare facility.

INTERPRETATION : About all of the employees are satisfied about the procedure of availing specific welfare facility.40% are highly satisfied about the procedure of availing specific welfare facility.1% are partial satisfied about the procedure of availing specific welfare facility. Q.NO. 10 Do you want to add any policy to the existing policies related to employee welfare?

YES NO

44% 56%

Want to add new policies to existing policies

YES NO

44% 56%

ANALYSIS :

44% of the employees want to add any new policies to the existing one.

INTERPRETATION :

44% employees wants to add new policies to the existing policies.56%

employees are satisfied with existing policies.

FINDING:
It has been observed that Most of the employees are satisfied with the emoluments

provided by company. About half of the employees are aware of different welfare schemes. Most of the employees feel good about medical facility. All of the employees are satisfied with the increment policy of the company. Maximum employees think that they are working in a good working environment. Pattern of leave is satisfied with most of the employees. Company has career growth programmes for workers. Nearby half of the employees are satisfied with the procedure adopted for career growth

of workers.

SUGGESTIONS:
It is to be acknowledged that the management of LEADER VALVES LTD takes pain to cater the welfare of the employees. However, I wish to suggest a few measures that would make the employees happier.

Crches: The female workers showed dissatisfaction on not having crches in the establishment. As they feel that they really find it difficult to leave their small kids when they are out for work. Though the institution is not bound to provide this facility to the employees, but I would recommend introducing such facility. As workers are ready to pay nominal charges for this so it must be put into action.

Job rotation: Studies have revealed that Head of Departments of sanitary etc feel that there must be a regular job rotation because having employed same worker at same job for many years creates a bit of problem to them. This would also help in maintaining an interest among the workers, as they would not get fed up of doing same work.

Workers participation in management: This is a new concept in management that states that workers should also get a chance to participate if not in major but some of the issues related to them. After interviewing workers I have concluded that workers feel that some of their problems remain unsolved as those are not conveyed to management and are left behind with the middlemen. Hence there must be some provision to introduce this concept in the institution. This will definitely help in creating healthy relation between both the parties.

Awareness programmers: The management could organize awareness programmes about welfare activities and how to benefit from it. This will help in making workers realize that they get best of activities in their institution.

Motivation: Though each person at managerial level as well as supervisory level is doing best to motivate workers but workers if get a credit of doing some work feel that their effort has been realized. So I feel that certain programs such as giving titles to the workers for Best Employee of the Month should also be done.

Security department Security department should be under companys management. All the facilities provided to various departments should provide to them also.

CONCLUSION
At LEADER VALVES LTD, JALANDHAR, there is adequate to machinery to see the equal opportunity for each employee, avail the welfare facilities. The human resource department consists of Manager, human relation and employee relation and Sr. personnel manager who take good care of the administration of the welfare to the employees. They take time to listen to the grievances of the employees, check if theyre provided with the good working conditions. The personal problems if any of the workers are also looked upon personally by the Manager HR and a serious effort is made to solve the problem. Though recently started HR Department, with a good teamwork it has proved its efficiency and become an inevitable part of the organization.

BIBLIOGRAPHY

SITES:
www.cityhr.com www.hrm.com www.leadervalves.com

BOOKS:
1. Goel, Pratibha Labour Welfare And Job Satisfaction

2.Kothari, C.R.

Research Methodology, Methods And

Techniques. New Delhi: Vishwas Prakashan,

3.Gupta k shashi

Human resource Management Kalyani Publisher 4th Edition 2007

QUESTIONNARE
NAME_______________ DEPARTMENT______________ DEIGNATION______________________

Q.NO. 1 Are you satisfied with emoluments provided to you?

A. YES

B. NO

Q.NO.2 Are you aware of different welfare schemes?

A. YES

B. NO

Q.NO.3 Are you satisfied with the increment policy?

a. Highly

b. Satisfied

c. Moderate Satisfied

d. dissatisfied

e. highly dissatisfied

Q.NO. 4 Are you satisfied with the medical facilities?

a. Highly Satisfied

b. Satisfied

c. Moderate Satisfied

d. dissatisfied

e. highly dissatisfied

Q.NO 5 Are you satisfied about the working environment of the company?

A. YES

B. NO

Q.NO 6 Are you satisfied with the pattern of leaves?

A. YES

B. NO

Q.NO.7 what do you think about the procedure adopted for career growth of worker?

a. Highly Satisfied

b. Satisfied

c. Moderate Satisfied

d. dissatisfied

e. highly dissatisfied

Q.NO.8 Are you think consideration is given by company according to your suggestions?

A. YES

B. NO

Q.NO. 9 How much are you satisfied about procedure of availing specific welfare facility?

a. Highly Satisfied

b. Satisfied

c. Moderate Satisfied

d. dissatisfied

e. highly dissatisfied

Q.NO. 10 Do you want to add any policy to the existing policies related to employee welfare?

A. YES

B. NO

Q.No.11 Any Suggestion?

--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------