Annexure-A (Cover Page)

University Centre: PC Training Institute Ltd. S-54, Gole Market, Mahanagar, Lucknow

Centre Code: 0999

On

Employee welfare and the working Environment of Reliance InfoComm

by

K.A.Zaidi
Roll No. 520622222
A project report submitted in partial fulfillment of the requirements for Masters of Business Administration Of Sikkim Manipal University, India.

Sikkim Manipal University of Health, Medical and Technological Sciences

Distance Education Wing, Syndicate House Manipal-576119

Annexure-B (Student Declaration)

I hereby declare that the project report entitled

Employee welfare and the working Environment of Reliance InfoComm

Submitted in partial fulfillment of the requirements for the degree of

Masters of Business Administration

To Sikkim Manipal University, India, is my original work and not submitted for the award of any other degree, diploma, fellowship or any other similar title or prizes

Place: Lucknow
Date:

Reg.

No.520622222

Annexure-C (Examiners Certification)

The project report of

Roll No. 520622222

On

Employee welfare and the working Environment of Reliance InfoComm

Is approved and is acceptable in quality and form

Project Guide: Mr. Amit Kumar

Annexure-D (University Study Centre Certificate)

This is to certify that the project report entitled

Employee welfare and the working Environment of Reliance InfoComm

Submitted in partial fulfillment of the requirements for the degree of Masters of Business Administration of Sikkim Manipal University of Health, Medical and Technological Sciences

Roll No. 520622222

has worked under my supervision and guidance and that no part of this report has been submitted for the award of any other degree, Diploma, Fellowship or other similar titles or prizes and that the work has not been published in any journal or magazine.

PREFACE

A Comprehensive practical study of management is a supplement to the theoretical class room knowledge. It helps to understand the subject more precisely. This report tries to idea of professional world and helps in understanding the pragmatic aspect of management functions. Over

observations are significant towards the subject the report is therefore designed as a reference of organization functioning rater than copy down instrument.

This project titled as, Employee welfare and the

working Environment of Reliance InfoComm aims at

studying the level of satisfaction of Reliance employees in the city of Lucknow.

The study is Concerned with subject of assessment of employees and the welfare concept. After careful study it comes up with some suitable recommendation which would help in the enchantment of employees means of welfare and increase their standard of living.

ABOUT RELIANCE:

Late Deheerubhai Ambani builds reliance from scratch to be in reckoning for a place in Global Future 500 lists. This % achievement is even more significant due to the fact, that the entire growth was achieved in an organic manner and in a span of just 25 year. Dhirubhai was not just firmly rooted in traditional Indian values, but was also quintessentially modern man. THE

MAN OF NEW MILLENNIUM, This was clearly reflected in his passion for mega- sized projects, the most advanced

technology and the highest level of productivity. The corporate philosophy he followed was short, simple had succinct-THINK BIG, THINK AHEAD, AIM FOR THE BEST . He inspired the reliance team to do better than the best-not only in India but also in the world. Dhirubhai Ambani, founder chairman of reliance group had an
7

acute sense that education alone empowers people. He was a great communicator. He communicated to inspire, to guide, to educate and to motivate . Very few of us are fortunate enough to see our dreams coming true. RIL at reliance had seen all our dreams coming

true. A lot of efforts had gone into building an organization and businesses that RIL can be proud of today. RIL can proudly look back and say that RIL have been successful in building the biggest and the most successful business group in the country. Each of our business has been successful. This success has not been determined just by economic gains but also by the contributions that each of our ventures have made to society and Indian people. RIL have built some of the largest manufacturing in the country Reliance believes that any business conduct can be ethical only when it rests on nine core values that is: Honesty Integrity Respect Fairness 8

 Purposefulness Trust Responsibility Citizenship

Caring

GROWTH THROUGH COMMITMENTS :

RIL carequality, research and development, health, safety and environment, human resources development, energy conservation, corporate citizenship.

The essence of business is that each employ conducts the companys business with integrity, in compliance the

applicable laws and manner that exclude consideration of personal advantage.

RIL does not loose sight of these values under any circumstances regardless of the goals RIL have to achieve. To us, the means are as important as the ends.
9

THE BRIEF STORY. An interesting journey. RIL CANNOT CREATE CHARACTERS UNTIL ONE HAS SPENT A LONG TIME IN STUDING A PERSON AS IT IS REALLY HARD TO SPEAK A LANGUAGE UNTIL IT HAS BEEN SERIOUSLY ACQUIRED. The whole criterion was totally based on the deep knowledge behind any stream of business.

TEXTILE:

BIRTH

OF

RELIANCE

1 st

TEXTILE

MILL.

The journey started not so long ago in the year 1966. That was when he launched first textile mill at BARODA

LAUNCH OF: ONLY VIMAL BRAND.. In the year 1971-72 the launch of ONLY VIMAL brand made Reliance a household name.

FIRST IPO TO THE INDIAN PUBLIC: A NEW RISE

10

In the year 1977 he comes up with our first IPO to the Indian public with the name of:-

INDIAS

LARGEST

PRIVATE

SECTOR

COMPANY-

TURNOVER OVER Rs. 4,000 CRORE INDIAS LARGEST PUBLIC OFFERING-RELIANCE PETROLEM

By the year 1993, Reliance had become the largest private sector company in the corporate world.

Did you know?.. That Reliance Group contribute 4% to Indias GDP, 5% of Indias total exports, 9% of the governments indirect tax revenues and have the worlds largest shareholder family of several lacks.. this is Reliance.

PETROCHEMICALS: JAMNAGAR PETROCHEMICALS AND PETROCHEMICAL REFINARY COMMISSIONED In the year 1999-2000 the Jamnagar petrochemicals and integrated refinery was commissioned and Reliance entered in another new field.
11

INFOCOMM: RELIANCE INFOCOMM PLAN ANNOUNCED In the year 2000 the Infocomm plan was announced which, by far, was the largest Infocomm structure that the country had seen so far.

MERGER OF RIL AND RPL: The year 2002 saw the merger of Reliance Industries and Reliance Petroleum. The merged entity become the first private sector Indian company to stake a claim to the fortune 500 list of global companies. and RIL continued our dream to grow further.

Future Initiatives 1) RETALING 2) LIFE SCIENCES

12

ABOUT RELIANCE INFOCOMM.

THE TELEPHONE RECOLUTION TELECOM EVOLUTION: Till a five years back what come our mind when RIL though of telecommunication?

. A heavy box that serves the purpose of calling up someone else. only if the lines were working! What comes to your mind when RIL talk about the

telecommunication now.?? Cellular phones Internet telephony Internet telephony Pager Fax Video chats SMS INTERNET access

13

Our

needs

have

really

undergone

through

the

rapid

change RIL are no longer happy with a phone at homes and offices where RIL can make calls. Now RIL want to be mobile with a phone. RIL want to send data and pictures OVER THE PHONE AND OVER THE NET RIL want to trade over the wireless!! And its all becoming possible now. If RIL study the development of telecom sector, RIL will find that there are some important milestones in this industry. The biggest player of the telecom scenario was the

government owned department of telecommunications, MTNL i.e. Mahanagar telephone nigam limited and VSNL Videsh sanchar nigam limited.

It was only in the year 1992 that some value added services, such as paging were opened to the private players.

The year 1995 was the landmark for the industry this year saw the emergence of cellular services nad the government issued 8 cellular licenses to more companies. In the year 1999 THE NATIONAL TELECOM POLICY 99 (NTP
14

99) gave the required impetus to the industry.

Reliance Infocomm will offer the complete range of telecomm services, covering mobile and fixed line telephony, including broad band, national and international services, data services and a wide range of value added services and applications that will enhance the productivity of the enterprise and individuals.

Reliance India mobile the first Infocomm initiatives were launched on DECEMBER 28 th , 2002, THE 70
th

BDAY OF

RELIANCE GROUP FOUNDER,SHRI DHIRUBHAI AMBANI.

Reliance dreams of being ushering was marked by the launch on the reliance Infocomm services. A digital revolution in India by becoming a major catalyst in improving quality of life and changing the face of India. The main aim behind this was to provide the communication services at the cheaper cost to the Indian public. Reliance Infocomm will extend its efforts beyond the

traditional value chain to develop and deploy telecom solutions for Indias farmers, business, hospitals, government
15

and public sector organizations. Reliance India Mobile is the first project of reliance infocomm, our groups largest initiatives set to change the way Indian communicates and connects with the world. The reliance group welcome s each and every person to this mobile revolution, which will change the way India has

communicated forever.

Reliance Infocomm have built information and communication infrastructure that is unparalleled anywhere in the world and now offers a range of voice, data, video, and value added services on the back of this infrastructure. They are providing JAVA enabled handset powered by CDMA1x technology gives superior voice quality and enable you to not only use it like a phone but more like a computer. The reliance India mobile also provides the facility of appropriate data application through R-world, which includes every communicative source whether visual or vocal.

Reliance provides the facilities for all the queries and complaints, which can be handled speedily and effectively in 10 different languages.
16

COMPANYS PROFILE:-

THIS

INFOCOMM

BUSSINESS

INCLUDES

THE

FOLLOWING: INFOCOMM BUSSINESS DIVERSITIES ALONG WITH THE INFOCOMM HOW MANY OTHER COMPANIES ARE THERE WITH. The ADA group AD-LABS A NEW AND FULL FLEDGED BUSINESS (LAUNCHED SEPTEMBER 2006) STATISTICAL DATA COLLECTION

INFOCOMM BUSINESS:Infocomm is the technology which offers you the complete of all the facilities or RIL can say all the possible attachments what so ever is required and what so ever the originators feel like is necessary for the public who are, now a day become habitual of it. RIL can further say that these days now the newly borne technologies hired the purchase of the different categories of the Indian and foreign public according to there
17

requirements. So infocomm offers you the great opportunity of every thing what so ever can possibly be included in within a single instrument. DIVERSITIES. The reliance group company includes:

RELIANCE CAPITAL LIMITED :- RCL is the registered as depository participant with the national securities depository limited (NSDL) and central depository ltd. (CDSL) under the securities & exchange board of India (depositories &

participants) regulating, 1996, RCL has sponsored and exchange board of India (mutual fund) regulation, 1996. RCL Primarily focuses on finding the project in the infrastructure and supports the growth asset of its subsidiary limited,

companies,

reliance

capital

management

reliance capital trustee co. ltd., reliance march of 31 st , 2005, the companys investment in the infrastructural project stood at. RS1071 crores. The investment portfolio of RCL is structured in a way that realizes the highest post tax return on its investments.

RELIANCE CAPITAL MUTUAL FUND LIMITED:- RMF is

18

RCLs asset manager company which is amongst the top 5 private sector mutual funds in the country in the terms of assets under management (Rs. 10,129 crores on may 31 st 2005). It is one of the fastest growing mutual funds in India, offering a well rounded portfolio of products to meet varying investors required.

RELIANCE ENERGY:- Reliance energy is the Indias largest integrated private sector power utility company the company is into generation. Transmission, distribution and trading of power. It distributes over 5,000 MW of power the Indias largest. Reliance energy and its affiliate companies power 2 out of 3 homes in Mumbai and lout of 2 Delhi and has a costumer base of 5 million catering to an estimated

population of 25 million power company, providing worldclass quality reliable and competitively price power to millions of customers.

RELIANCE INFOCOMM:- Only private sector company to have all the services in 18 telecom circle and cellular services in 13 states covering 380 million people, providing long distance sevices in 229 of the countrys 323 long distance
19

charging areas (LDCA) Reliance created a 60,000-km pan India optical fiber transmission network, which is best in class.

RELIANCE TELECOMM:- Reliance Telecom

ltd. (RTC) is

promoted by the reliance group. The has filed an application with the Ahemdabad with the high court for damager of its basis services in Gujarat with effort from March6,2003. The approval from the court on the scheme of damager is awaited.

RTC provide cellular services, using the GSM standards encomparing 15 states of India. RTC has met its rollout obligation by covering 50% of the distinct headquaters in 5 applicable circles the total subseriber base over 54,000 at the end of the year under review, registering or year growth of 42%.

RELIANCE GENERAL INSURANCE LIMITED :- PG has announced its plans to enter the Indian insurance sectorboth in the life and general insurance business. Reliance industries plans to bring in around Rs. 300 crores into its insurance venture through its financial arm reliance capital
20

ltd. Reliance group will be the lead investor for this initiative. The 2 companies will have an initial authorized capital of Rs. 200 crores (US$ 43.62 million) each. This is the 1 st application from an Indian company without a foreign

insurance tie up. However, reliance will associate with international insurance consultants to bring the best practices in the business to India. RELIANCE AD-LABS :-ADLABS films limited was founded by Mr. Manmohan Sheety and Mr.Vasnji Mamnia in 1978 to set up a motion picture possessing laboratory in Mumbai. The company initially catered to the ad films market (hence the name ADLABS). The company has since involved into processing full-length future films controlling the 70% of the western India market. Ad labs today is a market leader in the entertainment industry. It has an integrated business covering the entire value chain from film production and processing to distribution, exhibition and FM radio.

Ad labs entered the films exhibition business in the year 200 with the setting up of 518 seats IMAX Dome Theater.(The largest dome theater in the world) along with Mumbai first multiplex (4 screens and 1314 seats). In 2000, the company also floated an IPO of 4.4 Million equity shares at Rs. 120/21

per share aggregating to Rs. 528 million. It was one of the first filmcompanies to go public. The trust in the company

and its promoters was evident form the publics response to issue.

In 2005, the reliance Anil Dhirubhai Ambani group acquired a 50.16% stake in ad labs films limited for a price of 3.6 billion, signifying the entry of this diversified and professional conflomerate in the media entrainment industry. In addition to films (exhibition, production, processing and distribution), the ADA group has plans to expand its presence across the entrainment value chain ranging from television to radio and DTH.

Combining there synergies, ad labs along with reliance- ADA group are looking at rapidly expanding their presence across all relevant segment of the entrainment space and have started raking steps in the direction of the film production, production services, processing film exhibition over seas distribution on FM radio.

Along with this reliance is dealing in some other sectors and

22

the total number of firm totally included under it is 35.

RELIANCE VISION: Reliance Infocomm envisions a digital that will sweep the country and bring about a new way of life for a new India. With new mobile devices, not ways and broadband systems linked to powerful digital networks, reliance infocomm will usher fundamental changes in the social and economic landscape of India.

Reliance Infocomm will belp men and women connect and communicate with each other will enable citizens to reach

out to their work place, home and interest, while on the move. It will enable people to work, shop educate and entertain them round the clock, both in the virtual world and in the physical world. It will make available television programmers, movies and news capsules on demand. It will unfurl new simulated virtual world with exhilarating experience behind the exhilarating. Experience behind the screen of the

computer and television.

Users of Reliance Infocomms full range of services would be

23

longer need audiotapes and CDs to

listen to

music.

Videotapes and DVDs would not be necessary to see movies. Books and CD ROMs would not be needed to get educated. Newspapers and magazines would not be required to keep abreast of events. Vehicles and wallets will become

unnecessary for shopping.

Reliance Infocomm Ltd. will discriminate information at a low cost. MAKE A TELEPHONE CALL CHEAPER THAN A POST CARD. These prophetic words of Dhirubhai Ambani will be a metaphor of profound significance for reliance infocomm.

RIL WILL LEVERAGE OUR STENGTHS IN EXECUTIVE COMPLEX GLOBAL SCLE PROJECTS TO MAKE LEADING INFORMATION AFFORDABLE BY COMMUNICATION ALL SERVICES

INDIVIDUAL COSUMERS AND

BUSINESS IN INDIA RIL WILL OFFER UNPARALLED VALUE TO CREATE CUSTOMER DELIGHT AND ENHANCE BUSINESS PRODUCTIVITY. RIL WILL ALSO GENERATE VALUE FOR OUR CAPABILITIES BEYOND INDIAN

BORDERS ENABLING MILLIONS OF INDIAS KNOWLEDGE WORKERS TO DELIVER THEIR SERVICES GLOBALLY.
24

Reliance Infocomm Ltd. will regularly unfold new applications. Continually adapt new digital technologies.

Create new customers experiences. Constantly strive to be ahead of the world. Reliance Infocomm Ltd. will transform thousands of village and hundreds of towns and cities across the country.

About all, reliance Infocomm will pave way to make India a global leader in the knowledge age.

25

MISSION: Reliance Infocomm Ltd. had created an integrated

infrastucture with state of art digital technology to provide innovative, cost effective and world-class concern services to their customers. Reliance is Indias defining service provider and the most preferred one. Reliance will achieve dominant market share in India by 2005 and will rank among the worlds to carriers by 2007.

Mr. Anil Ambani, 46, is the Chairman of Reliance Capital, Reliance Infocomm and Chairman & Managing Director of Reliance Energy Limited. Till recently he also held the position of the Vice Chairman and Managing Director of Reliance Industries Limited.

The Reliance group is Indias largest business house, founded by late Shri Dhirubhai H. Ambani (1932-2002). Mr. Anil Ambani is a Bachelor of Science from the University of Bombay and an MBA from The Wharton School, University of Pennsylvania, USA.

He joined Reliance in 1983 as Co-Chief Executive Officer. He

26

has to his credit many financial innovations in the Indian capital markets with international public offerings of global depository receipts, convertibles and bonds. He has directed Reliance in its efforts to raise, since 1991, around US$2 billion from overseas financial markets; with the 100-year Yankee bond issue in January 1997 being the high point of his endeavors. He has steered the Reliance Group to its current status as Indias leading textiles, petroleum,

petrochemicals, power and telecom player. He is a Member of the Wharton Board of Overseers. The Wharton School, USA.

Birth Place Date of Birth Fathers Name Mothers Name

: : : :

Mumbai , India June 4, 1959 Dhirubhai Hirachand Ambani Kokilaben Dhirubhai Ambani

Education: Bachelor of Science, University of Bombay. MBA from the Wharton School, University of

Pennsvlania, USA.
27

28

Career: Joined Reliance in 1983, as co-Chief Executive Officer. Has to his credit many financial innovations in the Indian capital markets. Pioneered Indias first frays into overseas capital markets with international public offerings of global depository receipts, convertibles and bonds. Directed Reliance in its efforts to raise, since 1991, around US$2 billion form overseas financial markets; with the 100-year Yankee bond issue in January 1997 being the high point of his endeavors. With an investment of over Rs. 36,000 crores (US$ 9 billion) in petroleum refining, petrochemicals, power generation, telecommunication services and a port terminal, in a three-year time frame, he has steered the Reliance Group to its current status as Indias leading textiles-petroleumpetrochemicals-power-infocomm player.

Member: Wharton Board of Overseers,

29

The Wharton School, USA Central Advisory Committee, Central Electricity Regulatory Commision. Board of Governors, Indian Institute Allahabad. Board of Governors, Indian Institute Management, Ahemdabad. Board of Governors, Indian Institute Kanpur. of Technology, of of Management,

Member

of

Uttar

Pradesh

Vikas Parishad.

Achievements: Adjudged as the CEO of the Year

30

at

the

prestigious Platts Global Energy Awards for

2004. Voted as most admired Chief Executive for the year 2004, the year for sixth in Indias

succession, in Business Barons (Indias leading business

31

the

magazine)Taylor Nelson SofresMode Survey; and ranked at

the top in 3 out of 4

qualities; leadership, integrity and vision. Ranked No. I for the

second consecutive year in The Power 2004, Published by Today,

32

List

India

March 2004. Voted MTV Youth of Years Icon the in

September 2003. Conferred The Entreprene ur of the

Decade Award by

the Wharton India Economic Forum (WIEF) in

recognition of his

contribution to the
33

establishme nt of

Reliance as a leader global in

many of its business areas December 2001. in

Named amongst the Power

50-Indias 50 most

powerful decisionmakers Politics, Business & Finance by Business

34

in

Baroons August 1999.

in

Selected by Asiaweek magazine for its list of Leaders of the Millennium in Business and Finance and was

introduced as the only new here

in Business and Finance from in India June

35

1999. Leading business magazine Business Barons include him in its list of India Most Influential Business and Financial Leaders in June 1998. Conferred the Businessm an year award Indias
36

25

of

the 1997 by

leading business magazine Business India December 1997. in

Family: Married to Tina, and has two sons, Jai Anmol and Jai Anshul.

Business Address: Reliance Infocomm Limited, I Block, 2 nd Floor, Dhirubani Ambani Knowledge City, Navi Mumbai-400710, India.

Telephone: +91 22 3037 5522, +91 22 3037 5534 Fax: +91 22 3037 5577 E-mail:ada@relianceinfo.com

Reliance Infocomm envisions a digital revolution that will

37

bring about a New Way of Life A Digital Way of Life. For a New India With mobile divices, net ways and broadband systems linked to powerful digital networks. Reliance

infocommm will usher fundamental changes in the social and economics landscape of India.

Reliance Infocomm will help men and women cannot and communicate with each other. It will enable citizens to reach out to their work place, home and interests, while on the move, It will enable people to work, shop, educate and entertain themselves round the clock, both in the virtual world and in the physical world. It will make available television programmes, movies and news capsules on demand. It will unfurl new simulated virtual worlds with exhilarating

experiences behind the screen of computers and television.

User of Reliance Infocomms full range of services would no longer need audiotapes and CDs to listen to music.

Videotapes and DVDs would not be necessary to see movies. Books and CD ROMs would not be needed to get educated. Newspapers and magazine would not be required to keep abreast of events. Vehicles and wallest will become
38

unnecessary for shopping.

Reliance Infocomm will disseminate information at a low cost. make a telephone post card. These prophetic words of Dhirubhai Ambani will be a metaphor of profound significance for Reliance Infocomm. Reliance Infocomm will regularly unfold new applications. Continually adapt new digital

technologies. Create new customer experience. Constantly strive to be ahead of the world.

Riliance Infocomm will transform thousands of villages and hundreds of towns and cities across the country above all Reliance Infocomm will pave the way to make India a global in the knowledge age.

Network: Pan India network and town Coverage: 8000, kms optical fiber backbone.
39

of

 4,300 Base Transceiv er Stations (BTSs) across the country, to increase to around 8,500 by

December . Network with superior reliability. All this

managed from our

state-ofthe-art national
40

network operations center Mumbai. Wireless network covering over 2,400 coties/tow ns. To in

expand to over 5,700 cities AND 4,00,000 villages by December .

Sr. No.

Circles

i.Andhra Pradesh ii.Bihar & Jharkhand

41

iii.Chennai iv.Delhi v.Gujrat vi.Haryana vii.Himanchal Pradesh viii.Karnataka ix.Kolkatta x.Kerala xi.Madhya Pradesh xii.Maharashtra & Goa xiii.Mumbai xiv.Orissa xv.Punjab xvi.Rajasthan xvii.Tamilnadu xviii.Uttar Pradesh (East) xix.Uttar Pradesh (West) xx.West Bengal/Sikkam

42

Sr.

Union Territories

1. Chandigarh 2. Pondicherry

Reliance India Mobile, the first of Infocomms initiatives was launched on December 2002, the 70 th birthday of the Reliance group founder, Shri Dhirubhai H. Ambani.

Mandate RIL will create the next generation communication network and information technology infrastructure that will bring immense value to every Indian and leapfrog India into the center stage of global infocomm space. Late Shri Dhirubhai Ambani.

Reliance Infocomm Vision While leveraging our core competencies of complex projectmanagement, technology absorption, financial engineering, and building grass-root business, RIL will:

Radically
43

change the India communic ates: Redefine the rule of convergen ce economics . Shri Mukesh D. Ambani way

44

EMPLOYEE WELFARE

Meaning of employee welfare

According to Dr. Parandikar, Employee Welfare work is work for improving the health, safety and general well being and the industrial efficiency of the employees beyond the

minimum standard laid by the employee legislation.

Employee or labor welfare is a comprehensive term including various services, benefits and facilities to employees by the
45

employees. Through such generous fringe benefits the employer makes the life worth living for employees. The government and nongovernmental agencies in addition to the employer may also provide welfare measures. The basis purpose of employee welfare is to enrich the life of employees and keep them happy and contented; Welfare

measures may be both statutory and voluntary. Voluntary benefits are the result of employers generosity enlightenment and philanthropic feelings.

Following points are also shows the meaning of employee welfare :

Educate Employee:

This is a new model for employee, employer tells the employee about his rights and duties.

Show leadership support:

Employees need to see that their companys leaders support

46

him whenever he needs.

47

PURPOSE OF EMPLOYEE WELFARE

Employee welfare serves the following purpose: -

Promote a sense of belonging among employee. Preventing them from resorting to unhealthy practices like absenteeism, turnover, strikes etc. Welfare work makes the service in mills more attractive to employees. It improves the relation between employer and employee. It promotes a real change of outlook on the part of both the employer and employees. absorbs the socks injected by industrialization and urbanization on workers.

Prevents social evils like drinking, gambling, etc. by improving the material, social and cultural conditions of work. Congenial environment as a result of welfare measures will act as a deterrent against such social evils. Enable worker to have a richer and more satisfactory life. Raises the standard of livings of the worker by indirectly reducing the burden on their pockets. Welfare measures will improve the physical and psychological heal of employees, which in turns will enhance their efficiency and productivity.

48

AGENCIES FOR WELFARE WORK:

Employee or labor welfare work is undertaken by various groups within and outside an organization to improve the living con editions of workers. The objective is to make the worker happy, healthy, committed and loyal. Not surprisingly, employers with a progressive outlook have always invested heavy amounts in enriching the life of employees. There are several agencies involved in the labor welfare work.

Employers: Employer provides many facilities to the employees for their welfare. Benefits such as Retirement benefits, medical facilities, leave plans, etc. Without the help of employers, employees cannot enjoy these facilities.

Government: Central and state government tries to extend its helping hands through various acts conversing the safety, health and welfare of workers. Government in different state and unions territories offer welfare facilities to employees. Employee welfare officers oversee the welfare activities closely and
49

ensures justice to employees. Government provides many welfare centers. These welfare centers is not adequate enough % to serve the growing needs of workers at various places. These centers do not have adequate funds and dedicated staff to carry out welfare work.

Other agencies: Some agencies such as Seva sadan society of Mumbai, Womens institutes in West Bengal. The Bombay society service league, Assam seva samity, etc. also provide services to working class on a voluntary basis. The overall picture regarding distressing. provide, labour welfare work in have India not is been by somewhat properly

Welfare in

amenities units

except

management

Progressive

employers or in modern units the latest technology demands maintenance of adequate standards.

50

KINDS OF WELFARE FACIITIES

Welfare services may broadly be classified in two categories: Intramural activities :Which are provided within the organization such as canteens, rest centers, uniforms, library subsidized foods, shift

allowance, latrine and urinals, etc. Extramural activities : Which are under taken outside the organization such as child welfare, family planning, cooperative stores, credit society, Transport to and from the place of work etc.

Labor welfare work may also be divided in to two categories: 1. Statutory welfare work comprising the legal provisions in various pieces of labor legislation

2. Voluntary welfare work includes those activities, which are undertaken by employers for their workers voluntarily.

Many employer now a days, offer the following welfare amenities voluntarily:
51

Education : A scheme of workers education was envisaged on an all India basis by the governments of India, way back in 1957.

To develop leadership from the rank and file To develop strong unions through trained officials and more enlightened members. To develop leadership from the rank and file. To equip organized labor place democratic and to take in its a society its

discharge

social and economic function. To promote among workers an greater understanding of the problem economics environment and of their

their privileges and

52

obligations as union members and official and as citizens.

After assessing the scheme, the Nation commission on Labor, 1969(NCL), felt that the scheme is not requires improvement. perfect and

Housing: housing is the primary need of workers family in civilized life without to cover his head, the worker naturally feels frustrated about his standard of living in big cities. Good houses mean possibility of home life, happiness and health ; bad houses spell squalor, during diseases, immorality, crime, etc. overcrowding of people. Dark quarters in slam areas in mainly responsible for the break of tuberculosis. According to Radha Kumar Mukhajee In the thousand slums of unquestionable brutalized. industrial centers, manhood is womanhood dishonored and

childhood poisoned at its very source.

Recognizing the need for housing accommodation , as Industrial Housing scheme was introduced in 1953. Under the
53

scheme the central government office loan to industrial worker for constructing houses at discounted rates.

Transformation : the committee on labour welfare,1969 commended the provisions of transport facilities to worker so that they can reach the workplace punctually and comfortably. Most employers have, however, recognized the worker need for services and therefore responded favorably by providing company owned/leased vehicle to workers in major industrial centers especially in the private sectors.

Other facilities: other amenities such as washing facilities, drinking water , provision of first aid box, rest room,

canteens, recreational centers, have, more or less become statutory obligation of employers. Consumer cooperative societies have also been floated in various units to meet the credit needs of industrial workers.

STATUTORY PROVISIONS Employers are required to offer welfare facilities to workers under different labour laws, These are discussed below:
54

The factory Act, 1948

The act provides following service to workers: Washing facilities to make and

female

workers

separately. Facilities for

storing and drying clothes Facilities for

occasional rest for worker who work in a standing

position for long hours. First aid box or cub boards-one for every 150 workers and the ambulance facilities if here are more than 500
55

workers. Canteen, where there are more

than 250 workers Shelters, Rest rooms where workers employed and over lunch 150 are

Creche, if 30 or more worker are

employed

The plantation labor act, 1951

The act provides for the following: A canteen if 150 or more worker are

employed Creche, if 50 or
56

more

women

workers and their children Educational arrangements in

there estate if the are 25 children of worker between

the age of 6 and 12. Housing for and every his in facilities worker family the

residing state Medical worker families Welfare 300 workers employed

aid and

to their

offers, or

if

more are

57

The motor transport worker act, 1961

The act contains the following provisions: First aid equipment in each transport

vehicle Medical facilities at the operating and

halting centers Uniforms, raincoats

to conductors, drives, line checking

staff for protection against cold and rain.

The contract labor (Regulation and Abolition Act, 1970)

The act require the contractor to extend the following benefits to workers:
58

 Canteen, if employing 100 or more workers Rest room or other suitable alternative

accommodation where contract required night in labor to halt is at

connection

with the work of an establishment. Washing facilities First aid boxes with

equipped

prescribed contents

59

Employee welfare officer

The factories Act, 1948, The plantation labor Act, 1951 and the mines act, 1951 provides for appointment of a labor welfare officer if the number of workers employed with in a unit exceeds 500 (300 as per the Plantation Act). The labor welfare officer was also expected to discharge the functions of a policeman, within an organization. In each case the respect state governments may prescribe duties, qualification and conditions of service of such officers. The duties and responsibilities of labor welfare officer may be summarized thus (central welfare officers rules 1951)

Advisory : He can advise and suggest the formulation of

company policies, training programmers,

labor promote

promote welfare schemes, secure housing recreational and educational facilities for worker, etc.
60

 Supervisory: He can supervise inspect and regulate health and welfare safety

programmers, working of joint committees

and paid vacations. Functional: He can oversee implementation labor laws for the of the

benefits of workers. Policing forward grievances management, influence relations when : He can

workers to can

industries climates arise,

dispute

can restrain workers and management from resorting to illegal

61

strikes and lockouts.

 Meditation: mediate harmony labor management, speed workers

He

can build

and

between and secure of

redressed

grievances,

settle dispute through persuasive maintain a efforts, neutral

stance during strikes and lockouts thereby help in resolving issues

troubling peacefully

Initiatives include: Travel safety police group crisis management policy (to help Rexam protect its employees and resources in the event of major incidents) Long-service award policy (to ensure that long service is recognized in a consistent manner.) Team meeting policy (to ensure that all employees are briefed
62

in a consistent manner and can give feedback at regular intervals) Equal manufacturing companies find that women are

insufficiently represented in their managerial and executive levels. Rexam is no exception. women account for 31% of our total workforce, although the percentage. Varies considerably form business to business. The lowest considerably form business to business. The lowest concentration of women is found in the heavy manufacturing areas such as Glass (11.5%) and Beverage Can Europe (8.65). RIL recognize the need to improve representation of women in our organization and in 2004 appointed a project group to examine ways of ensuring that a higher proportion of women are brought into the group via general and graduate

recruitment programs.

RIL are also seeking to create a working environment whereby RIL can retain our female employees. A good example of this our improved UK Family Friendly Policy, which significantly Increases the level of benefit provided to Re-exam UK. RIL recognise his is not an issue that will be solved swiftly.
63

RIL aim to employ local nationals at every level of our Ongoing employee consultation. RIL have established a group-wide team-meeting programme to improve our

performance in internal communications. It builds upon existing systems and procedures and was set up in response to the employee survey and focus groups of 2001/02

Employees can attend a meeting run by the their local manager at least every quarter. These meetings provide information about developments at group, sector and local level. Employees can ask questions and feed back their views to all levels of management.

Some Rexam businesses meet employees on a more frequent basis. This practice is encouraged throughout the group. Rexam recognizes more than 60 trade unions that represent its employees across the globe.

Introduction: As an employer there are implicit responsibilities that may not be covered by employment legislation nor referred to in the
64

contract

the contract employment, but nevertheless are

necessary to support the employee/employer relationship and ensure the welfare of the employee.

The most important is the payment of wages and organization of payroll, including any pension scheme Information on how to meet these responsibilities is readily available as these involve government departments and are mainly administrative. Other implied responsibilities relate to good employer objectives such as employee involvement and motivation. These require careful consideration and in some cases written policies, for example appraisals and training.

Payment of Wages/ Payroll: A detailed pay slip must be provided to all employees, containing the following information on the amounts paid and deducted from their pay (Employment Rights Act 1996) and must consent to any deductions. Earned (gross) Deducted (variable) for tax, which must be calculated by the employer and paid by the employer direct to the Ta Office.
65

There are various forms which must be completed and related. Procedures the local Tax Office will supply forms and instructions. Deducted (variable) for National Insurance, which also must be calculated (contributions are payable by both the employer and the employee and are based on a sliding scale related to earnings) by the employer. The Contributions Agency issues contribution tables.

Deducted (variable) for pension contributions Fixed deductions for union dues etc. Deducted for other purposes

Net earned Employers also have to pay (and later reclaim form the Government) Statutory Sick Pay, Statutory Maternity Pay, Working Family Tax Credit and Disabled Persons Tax Credit. It is a legal requirement that employers keep proper records of these items, which would be part of a wider system of records that keep all documentation about an employee
66

together and confidential.

An annual pack of information for employers is available from the land Revenue. Or it may be possible to arrange for another larger organization to handle this area of work for you, or you could consider contracting the work out to a specialist firm.

Work Environment: It is generally assumed or implied as part of the contract of employment that an employer will provide a safe working environment, and the health and safety legislation seeks to ensure that this is the case.

But physical safety is only one aspect of the working environment, and consideration should be given to other aspects such as the encouragement of team spirit, mutual respect and open lines of communication. A particularly

difficult area that may require special attention is the development of positive relationship between volunteers, permanent employees and casual employees. The provision of counseling support may be helpful in some situations.
67

Stress caused by the working circumstances is becoming a common issue, and the welfare of the employee should include prevention or reduction of potential stress. Health and safety policies would also address this issue.

Personnel Development Strategy A good employer must fulfill a number of roles in respect of employees, over and above the legal obligations that are discussed elsewhere. An important one is the motivation of all staff, whatever their basis of employment, to carry out their responsibilities to a high standard and to stay with the organization. A personnel Development policy is helpful as it sets out what incentives, rewards and support the

organization and offer. While pay is one of these, other include recognition and promotion, increased responsibility and involvement and training opportunities. The Appraisals System is key to implementing the policy, though it can be introduced without a policy.

Appraisals provide an opportunity to give feed back to employees on their performance and consider how the
68

organization.

In

summary

an

appraisal

system

usually

includes; clarification as to who will carry out the Appraisal usually a senior manager or a member of the management committee.

A one to one meeting between the employee and the appraiser planned and notified in advance. The employees should be given information about the purpose and format of the appraisal before the meeting including a copy of the appraisal forms (s).

Joint evaluation of the employees performance against objectives as set out in the job description (or developed at the last appraisal meeting).

69

Consideration of training needs. Training: Training needs depend on the nature of the organization and what it does, and it is worth taking the time to think through a training plan which links training to both the needs of the individual and the needs of the organization .

Such a plan should set out why training is necessary, what types are a priority and who will benefit (in terms of content), how individual training needs will be determined, and who will have access to training opportunities (again ensuring that equal opportunities issues are addressed). Training can be organized in many different ways, and in summary include.

Induction: A induction session in initial training, so should include equalities policies, health and safety issues and procedures and basis information about the job and the employment environment. On-thejob training Focused more on the job than on the individual, hits form of Training allows experience to be
70

gained under supervision and in many cases is more appropriate than lectures/ reading Includes apprenticeships, demonstrations and shadowing colleagues.

In-house Training: Generally training provided by the organization within the organization. Useful for developing of organizational

objectives, policies (such as equalities, harassment), and procedures. In house resources can be use, or someone with particular skills can be brought in to assist can take many forms group lunch sessions to formal seminars and speakers.

External Training: Comprises conferences, visits, short and long courses and qualifications provided by parties outside the organization. This is generally more expensive because of transport and expenses on top of fees. It may have the advantage of providing an outside perspective on issues and possibly a wider context or knowledge base.

Investors In People: This is a national initiative that encourages and recognizes

71

high standards in the area of human resource management, with an emphasis on employee involvement of people to meet objectives. It may be useful for larger community enterprises and other organizations that are particularly focused on becoming good employers

What is Safety? Before discussing other issues relating to safety, it is useful to understand the nature of safety. Safety, in simple terms, means freedom from the occurrence or risk of injury or loss. Industrial safety or employee safety refers to the protection of workers from the danger of industrial accidents. An accident, then, is an unplanned and uncontrolled event in which an action or reaction of an object, a substance, person, or a radiation results in personal injury.

Types of Accidents: Accidence are of different types. They may be classified as major and minor ones, depending upon the severity of the injury. An accident which ends in a death, or a cut which does not seriously disable him/her is a minor accident, but an accident nevertheless. A mere incision or a deep scratch,
72

say, on the leg or the shoulder, may or may not immediately disable the worker, but he or she may develop disability later. Again, a would which may disable one worker may not disable another who receives a similar injury.

An accident may be internal or external. If a worker falls, or an object falls, or an object falls on him or her, it is possible he or she may show no external signs of injury, but he or she may have fractured a bone or strained a muscle or nerve which is an internal injury. A worker may be disabled by an injury for an hour, half a day, a week, a month, or a few months. If he or she recovers from such a disability, his or her disability is temporary, If he or she recovers from such a disability, his or her disability is temporary. If the injury is such that he or she never recover fully, his or her disability is permanent.

Again, a disability may be partial or total. Accidents may be fatal or nonfatal. Figure 20.1 shows the various types or accidents.

Need for Safety:

73

Eliminate the causes for accidents and industrial safety is ensured. Why safety? An accident- free plant enjoys certain benefits. Major ones are substantial savings in costs, increased productivity, and moral and legal grounds.

Cost Saving: Two types of costs are incurred by the management when an accident occurs. There are the direct costs, in the form or compensation payable to the dependents of the victim if the accident is fatal, and medical expenses incurred in treating the patient if the accident is non-fatal. The management, however, is not liable to meet the direct costs if the victim is insured under the ESI scheme. When the victim is uninsured, compensation and medical expenses are the responsibility of the management. There is the cost of risk management, which the management must bear.

More serious than the direct costs are the indirect or hidden cost which the management cannot avoid. In fact, the indirect costs are three to four times higher that the direct costs. Hidden costs include loss on account of down-time of
74

operators, slowed-up

production rate of other workers,

materials spoiled and labor for cleaning, and damages to equipment.

When an injured worker returns (if he/she is lucky to do so), he/she may operate at less than his/her normal efficiency for sometime. Co-workers, too, may become emotionally upset for some time and consequently turnout fewer and inferior goods. Finally, customers may be lost because of the nonexecution of orders on time. A safety plant, by avoiding accidents, eliminates these direct and indirect costs.

Increased Productivity: Safety plants are efficient plants. To a large extent, safety promotes productivity. Employees is safe plants can devote more time to improving the quality and quantity of their output and spend less time worrying about their safety and well being. Moral Safety is important on humane grounds too. Managers must undertake accident prevention measures to minimize the pain and suffering the injured worker and his/her family are often exposed to as a result of the accident. An employee is a worker in the factory and the bread-winner for
75

his/her family. The happiness of his/her family depends upon the health and will being of the worker. It is no secret that the dependents of a upon the health and will being of the worker. It is no secret that the dependents of a worker look forward to his/her reaching home safe everyday. Imagine their agony when they receive the news that the fingers, legs, eyes, hands of the life itself of their bread-winner has been in jeopardy. True, a fatal or non-fatal injury entitles his/her dependents or him to monetary compensation.

Table 20.1 Accidents-estimated loss

Date of Occurrence 29-01-87 11-11-87 09-01-88 20-09-88 05-05-88 30-08-88 07-09-88 09-11-88 02-02-89 09-02-89 23-02-89

Name of the Organization Madras Ref. Manali HPL Refinery, Vizag JK Synthetics Monica Electronics Zenith chem., Tarapur IOC, Mathura IEL, Gornia BPCL IPCL, Baroda IAAI, Bombai Voltas, Warora

Estimated Loss (Rs. in crore) 4.85 3.40 6.92 3.86 4.00 4.63 5.00 9.00 41.82 43.00 5.00

76

08-01-95 to 02-03-95

ONGC, blowout

Pasarlapudi

well 41.44

Safety Programme : Safety program deals with the prevention of accidents and with minimize the resulting the resulting loss and damage to persons and property, Five basic principles must govern the safety programme of an organization.

77

The five principles are: 1) Industrial accidents results from a multiplicity of factors. But these have to be traced root causes, which are usually faults in the management system arising from poor. 2) leadership from the top, inadequate supervision,

insufficient attention to the design of safely into the system, an unsystematic approach to the identification, analysis and elimination of hazards, and poor training facilities. 3) The most important function of safety programmes is to identify potential hazards, provide safety facilities and equipment and to take prompt remedial action. possible only if there are: This is

Comprehensive

and

effective

systems

for

reporting all accidents causing damage or injury : Adequate accident records and statistics : Systematic procedure for carrying out safety check, inspections and investigations: Methods of ensuring that safety equipment is maintained and used; and
78

 Proper

means

available

for

persuading

managers, supervisors and workers to pay more attention to safety matters. The safety policies of the organization should be determined by the top management and it must be continuously involved in monitoring safety performance and in ensuring that corrective action is taken when necessary. The management and the supervision must be made fully accountable for safety performance and in ensuring that corrective action is taken when necessary. All employees should be given through training in safe methods of work and they should receive continuing education and guidance on eliminating safety hazards and prevention of accidents.

A safety programme generally contains six elements, namely 1. Making strategic choices. 2. Development systems.
79

of

policies,

procedures

and

training

3. Organization for safety. 4. Analysis of the causes and occurrence of accidents. 5. Implementation of the programme. 6. Evaluation of the effectiveness of the programme.

Strategic Choices:

The first step in a safety programme is for managements to make decision regarding safety of their workers. Many of the decisions made are based on strategic choices available to the organization. Some of these strategic choices are: 1. Managers must determine the level of protection the organization will provide for employees. Some companies, for financial or liability reasons, prefer a minimum level of protection, while other organization choose a maximum level of protection. 2. Manager can decide whether a safety programme will be formal or informal. and are Formal programmes will written Informal

regulations

carefully

monitored.

regulations are enforced through peer pressure or good training.

80

3. Manager can decide to use the safety of workers as a marketing tool for the organization. This type of strategy would involve publishing what the company has done to promote safety and how safe the plant is work with. The four strategic choices listed above will also apply to issues relating to health of workers.

Safety Policy: The second step in evolving a safety programme is to have a safety policy. A policy specifies the companys goals and designates the responsibilities and authority for their policies. Their style, however, is not as important as the clarity with which they identify functional responsibilities and authority. Specifically, a safety policy must contain a declaration of the organizations intent and the means by which the intent is to be realized. As a part of the intent, the statement should emphasize four fundamental points The safety of employees and the public is of paramount importance; safety will take precedence over expendiency; every effort will be made to involve all managers,
81

supervisors and employees in the development and implementation of safety procedures; and safety legislation will be complied with, in the organization for safety.

Organization for Safety:

The third step in evolving a safety programme is to constitute an organization for safety. Companies constitute safety committees which are, composed of employees form across the organization. Typically safety committees serve in

advisory capacities and are responsible for such tasks as reviewing safety procedures, making recommendation for eliminating specific safety and health hazards, investigating accidents, fielding safety-related complaints from employees and monitoring statutory compliance.

Many companies employ safety specialists to design and handless the day to day activities of the safety programme. Responsibility of employee devolves upon the HR department whose task is to co-ordinate the activities of all those
82

concerned with safety.

The

top

management

cannot

absolve

itself

of

the

responsibility of ensuring employee safety. In fact, the managing director of the company is held responsible for an accident and is punishable with fine imprisonment of both.

Risk management is becoming very common these days. A typical modern corporation carries an portfolio of risks. They include risks associated with industrial safety process

technology, hazard insurance, materials management and environment de graduation. The simplest way of safeguarding oneself is insurance. But insurance to over all risks may not be available or will be expensive. If available, Industrial risk management is the answer to the problem. The job of risk management is to assess all risks for frequency, probability and severity, and to take necessary steps to avoid or reduce the impact of potential losses, besides monitoring the results.

The trend nowadays is to constitute a separate department for risk management. Essar, for example has a 22-member department which is called the Department of Environment,
83

Risk and Insurance Management. The team comprises experts in insurance and risk management, chemicals, electronics, mechanical and environmental science. electrical engineering, and

Consortium approach is spreading to safety, too. In Mumbai, a handful of companies have taken the initiative insetting up a mutual aid programme. They have written a ready reckoned called the Mutual Aid Response Group (Marg) In the event of a hazard, expertise is pointed in by the companies to ward off or control the hazard.

Extent and Remedies for Accidents:

Causes for accidents are many various. Broadly speaking, these causes may be classified into two groups

human failure and machine failure. Human failure lead to an accident when the employee ignores safety precautions and commits an unsafe act. Majority of accidents occur because of human failure. Machine failure refers to faulty mechanical or physical conditions leading to accidents. Table 20.2 outlines causes of accidents.
84

There are a few more causes which Table 20.0 has failed to reveal. They are:

1. Lack of adequate inspection adds to the problem of industrial accidents. RIL have the Factories Act, the Boiler Act, the Indian Explosives Act, the Indian

Electricity Act, the Pesticides Act, the Water (Prevention and Control of Pollution) Act, and the Environment Protection Act. All these contain elaborate provisions to ensure employee and public safety, and also punishment for non-compliance. Things usually go wrong in the implementation of the laws. Here comes the need for stringent inspection which is not forthcoming Party, the problem lies with the inadequate strength of inspectors. Table 20.3 shows the number of factories to be inspected by each inspector. Consequently, RIL have glass making units at Fridabad, Mandya Sugar Mill at Monday (Karnataka), and

Vikrant Tyres Mysore (Karnataka) to mention only a few. These are almost varitable death traps. Table 20.2 Causes of industrial accidents;
85

Unsafe Acts of Persons

Unsafe Mechanical or Physical Conditions

1) Operating with out clearance, failure to heed warning

1. Inadequately guards of

guarded, improper

height, strength, mesh etc. 2) Operating or working at an 2.)Unguarded, absence of required unsafe speed 3) Making inoperative 4) Using unsafe equipment, safety devices guards 3)Defective, rough, sharp, slippery, decayed machines, tools, etc. or 4)Unsafely designed machines, tools etc. 5)Unsafely arranged, poor

using

equipment unsafely.

5) Unsafe loading, placing, mixing, combining, etc.

housekeeping, congestion, blocked exits etc.

6)Taking posture.

an

unsafe

position

or 6)nadequately glare, etc.

lighted,

sources

of

7) Working on moving or dangerous equipment. 8) Distracting, staring etc. 9) Failure to use attire or personal protective devices. teasing, abusing,

7.)nadequately ventilated, impure oil source, etc. 8)Unsafely clothed, no goggles,

glares or masks, high heels, etc. 9)Unsafe chemical. processes, mechanical,

electrical, nuclear, etc.

2%are unpreventable 98% are preventable

Table 20.3 Inadequate inspection

86

State Andhra Pradesh Assam Bihar Gujarat Haryana Himachal Karnataka Kerala Madhya Pradesh Maharashtra Manipur Orissa Punjab Rajasthan Tamil Nadu Tripura Uttar Pradesh West Bengal Chandigarh Delhi Goa Pondicherry pradesh 38 65 50 30 1 24 33 40 Jammu& Kashmir

Number of Inspectors 92 1.2 46 103 15 1 4 186 156 184 357 94 304 232 100 175 135 138 284 208 140 171

Factories per Inspector 233 212 1038 144 355 529 180

131 4 48 62 1 22 3 5

All India: Number of Inspectors 903, Number of factories 6004

2) One of the ironies is the those who should be screaming the

87

loudest at the woeful lack of occur rational safety at the workplace 7 trade union representatives- are ambivalem one time issue. The perception is that there is a trade- off between safety and obsense Indian circumstances, jobs get priority with the management while empower

representatives prefer to lay down the disaster aspects.

3) Most workers in our country believe that getting into an accident is the result of ones karma-a worker is injured because it was pre-ordaimed than he/she should be injured. The injury is deserved effect of a cause roos in the previous birth. Maybe, the worker had injured someone out of some ones or stabbed someone in his/her past life. In and

compensation and requital, he/she made paid back in the same coin 6 .

suffer

This belief,

together with the feeling that death is certain and no one prevent it, often makes the ignore safety measures.

4. Cracker manufacturing units, in the unorganized sector, are veritable death traps. For example, in fire-works producing unit in Sivakasi, 32 people were reasted alive due to air explosion which took place on 19 th September 1982.
88

5. The explosions occur every year with sickening regularity in Sivakasi, which is called the Japan of India, claming precious lives, mostly of women and children. Haphazard production, total disregard to elementary safety

precautions, increasing reliance on child labor (about 45,000 children are engaged in the cracker-manufacturing industry), officals apathy and indifference are some of the factors causing avoidable deaths.
6. The private sector is guilty of negligence on the safety front. At time even elementary precautions are not

adopted. Official reports on fires, that broke out in April 1983 at a cotton-ginning factory awned by the Kotharis at Adoni, Andhra Pradesh, and at Fabine Textile in Bhiwandi, Maharshtra, in March 1997 note that the fire was mainly aggravated by the absence of adequate water-supply

facilities in the former as and by the lock of fire-fighting equipment such as hydrants or sprinklers in the latter. And in petrochemical complexes, where mega-disasters can occur, private companies at times scrimp on safety devices to cut costs. A role Delhi Science Forum observes that Indian plants are not assigned with enough back-up safety systems. Others in the industry point to corruption in the factories inspectorate, the government arm that is supposed to check on safety at the factory level. A 89

manufacturer confesses that he bribed a boiler inspector with Rs. 5000 after the inspector said that the boilers tube outlet for steam should have been stamped boiler quality tested. The newly set-up plant could not go on stream because the boiler had not been certified by the factories inspectorate. In the name of the nature of

industry, workers are crushed to death. Child labor in diamond cutting industry is common. Workers are often locked from outside to prevent them from smuggling out diamonds. The latter custom killed 127 workers as they stampeded against bolted doors when the January quake struck polishing units in Ahmedabad. Because of their arduous calling, most workers, including children, end up with failed eyesight early in life.

7. As companies globlize, and projects-especially, large ones involving grater complexities-increase, new risks

emerge. Technological advancement has brought in threats of obsolescence, which itself is a big risk.

Training in Safety: Systematic training of industrial employees is necessary if they are to do their jobs efficiently and safely. This is an inescapable requirement, regardless of how carefully
90

employees are selected or how much aptitude and experience they may have for the jobs to which they are assigned. Training practices in the industry will be found to vary widely with respect to method, content, quality, and source of instruction. The differences are influenced, strongly by the size of the company, the types of jobs performed, and the awareness of the management regarding the importance of training. It is not enough if workers are trained on the method of avoiding accidents. They must be trained on the ways of minimizing damage, should an accident occur. Fore example, high-voltage line repairers must he given thorough

indoctrination in correct work methods before they are permitted to undertake more hazardous phases of their work. Additionally, the employees must be given instructions in first-aid procedures, including specialized techniques for resuscitation, using prescribed methods that can be applied while the victim is still at the top of a high-voltage line pole, A similar problem might occur in a chemical plant. Employee working with compounds that, if accidentally released or spilled in large volumes, would cause severe injury upon contact with the skin or body tissues, In such situations, a common safety device is the installation of emergency
91

showers that provide a deluge of water to thoroughly flush the dangerous compound off the skin of a victim. Training for such workers requires, therefore, not only what to do and what not to do in performing the job properly, but also through instructions on the use for special and procedures, in the event an emergency occurs.

Training may be given by the foreman or supervisor responsible for the job. However, nowadays, the management is finding it worthwhile to use specialists in training to supplement the work of the supervisor, as in the case of job analysis and injury prevention. Training specialists do not necessarily do the job for which the supervisor is responsible. The function of the specialist is to set up the procedure so that the training can be imparted by qualified persons in the plant or; individual departments.

The specialist will prepare the instructional manuals and other details for conducting the training programme, and supervise the activity.

The National Organic Chemical Industries (NOCIL) has

92

unique training programmes on safety. The company has risk management team comprising medical officers, nursing and pathological staff safety officers-all numbering 20. The teams agenda includes safety, health and environment protection. NOCILs training programmes consist of mandatory training programmes like mock safety drills (every week).

No new machine should be installed without being sufficiently and fenced. The practice of supply of safety accessories by the manufacturers on request at an extra cost must be discontinued. Machines must be designed, manufactured, priced, and supplied with necessary built-in safety measures. The safest way would be to install machine-as in industrially advanced countries-which would automatically stop working as soon as the workers hand crosses the danger zone.

Protective equipment of good quality and proper size, goggles, gloves, ear muffs, safety belts and shoes, helmets, and so forth, should be supplied to workers, who must be educated to wear them while on duty.

Aisles and passages should , be free to permit easy

93

movement of workers and materials. Proper storage facilities should be provided for materials and work in progress so as to prevent collision and stumbling, and to facilitate escape in emergencies.

There is as need for periodic inspection to ensure safety of workers and machines. Defective tools and equipment must be discarded. Safe electrical wiring adds to the safety of a plant.

In this context, it is useful to recollect the provisions of the Factories Act 1948 relating to safety. Sections 21 to 41 of the Act deal with safety. The safety provisions are absolute and obligatory.

Safety must begin with the management. The management should believe in , and have a commitment to safety and safety and safety rules. The mere constitution of a safety committee or the appointment of a safety officer serves no great purpose. Nor is it enough merely to show concerns for safety after and emergency. the management must view safety as an integral part of the management process.
94

Strong

trade

unions

can

force

unwilling

managers

to

undertake safety measures.

Safety Posters and Film Shows: Safety posters with poignant illustrations and penetrating slogans may be put up on the walls near workplaces. The National Safety Council has published a series of such slogans as Provide GuardsAvoid Tragedies,

Overconfidence leads to accidents, No grip-No safe, and so on.

Films on how accidents occur, on the consequences of injuries, and the need for safety may be screened for the benefit of the workers-like the films on road safety which the polices show for the benefit of the public. Films shows are more effective than posters because of their tremendous audio-visual impact. It is regrettable that such films have to be imported. Foreign films may fail to carry home the message to the workers because they are produced in foreign languages and in foreign situations and locales. It is time that films are produced in regional languages covering local
95

events, and are exhibited for the benefit of our workers.

Safety Week and Awards: A safety week is observed from the Ist 7 th of every March. Workers are given badges with green triangles printed on them and are asked to wear them while on work. Film shows are also arranged during the week.

Safety awards are presented by the National Safety Council year to industrial establishments which show

accident- free operations. BHEL has been the recipient of the highest number of such awards. 1. Pre-hiring medical check-up for all employees. 2. Periodical physical, check-up of all employees, Regular medical check-up of executives to detect early signs of tension, ulcers, diabetes and the like. 3. First-aid treatment following an accident, training in first-ad to all employees. Treatment of minor complaints, such as

cold, cough, fever and headaches. 4. Rehabilitation and job placement of seriously injured workers who have been cured but suffer form some
96

disability. 5. Control of occupational health hazards. 6. Provision of health sanitary facilities, such as supply of potable water, disposal of waste and effluents; provision of healthy food; elimination of insects and rodents; provision of personal services; good housekeeping and the like. 7. Special examination of eyes, teeth and ears, when needed. 8. Co-operation with family physicians, local hospitals, clinics, as well as with specialists. 9. Special care of employees working in painting, welding and foundry sections where the risk of their health is greater. 10.Maternity and child welfare, including family planning. 11.Adequate ventilating, good lighting, tree planting and good residential quarters.

II. Mental Health: In recent years, mental health of employees, particularly that of executives, has engaged the attention of employers. There reasons may be give for this development. First mental breakdowns are common in modern days because of

pressures and tensions. Second, mental disturbances of

97

various types result in reduced productivity and lower profits for the organization. Third, mental illness takes its toll through alcoholism, high employee. Turnover, and poor human relationships. A mental health service is generally rendered in the following ways.

1. Psychiatric counseling 2. Co-operation and consultation with outside psychiatrists and specialists. 3. Education of company personal in the nature and the importance of mental health. 4. Development and maintenance of an effective human relations programme.

NOISE CONTROL: An age-old problem, and not effectively tackled till now, is the noise in industrial establishments. Noise made its appearance in organizations when human started working on mental. As civilization advanced, human discovered more and more ways of having machines to do his/her work, and each new
98

machine added to the problem. For quite a number of years, noise was endured by all. But in the recent past, the increasing use of machines of great speed is telling upon the health of the workers. Long exposure to excessive noise impairs the hearing of employees. The level and duration of noise and the exposure that is likely to cause deafness varies from person to person. It is agreed that long exposure (10 years) to noise in excess of the prescribed limits makes one deaf. (Table 20.8 gives permissible levels.) But in most industrial

operations, noise levels exceed the agreed norm as shown in Table 20.9.

Table 20.8 permissible exposure Total Time (continuous or a Sound pressure

number of short-term exposures) Level in per, day, in Hours 8 6 4 3 2 11/2 (dBA) 90 92 95 97 100 102
99

1 3/4 1/2 1/4

105 107 110 115

Noise-induced hearing loss has been include as a fortifiable disease under the factories Act. 1948. It is also compensable under the Workmens Compensation Act, 1923.

But hearing loss is not the only effort of noise. Constant exposure to high noise levels can cause hormonal

imbalances, changes in blood circulation, dizziness, increase in respiratory rate heartburn, sleep disturbances and fatigue. Outwardly, workers may seem accustomed to the noise. But the body suffers till it succumbs to persistent onslaughts.

Control Methods it is impossible to eliminate noise from industrial establishments. It is there as long as machinery is used in manufacturing operations. However, noise control can help minimize harmful effects on employees. Noise control can be achieved (i) at the source, (ii) through enclosures, (iii)
10 0

by absorption, or (iv) by ear protection.

Controlling noise at its origin is the best method of reducing its harmful effects. But it is difficult to plan for this control, because identical machines may require different methods since reduction problems and economic

considerations are often different. However, noise can be controlled at its sources by questioning the noise-producing elements by repairing or redesigning the machines;

mounting machines to reduce vibration. Or substituting noiseproducing elements with quieter ones.

If do all this, have I done enough?

No. You must also ensure that the facilities are kept clean and in good condition, and that there is always an adequate supply of toilet paper, soap etc. This means that you need to put in place an effective system to maintain them to high standard, including regular cleaning.
10 1

Ask yourself-would you be happy to use the welfare facilities you provide for your employee?

How many facilities do I need to provide?

The following tables show the minimum number of toilets and washbasins that should be provided.

Table 1: Number of toilets and washbasins for mixed use (or women only)

Table 2: Toilets used by men only

Number 1-5 16-30 31-45 46-60 61-75

of Number toilets 1 2 2 3 5

or Number washbasins 1 1 2 2 3

of

people at work

10 2

76-90 91-100

4 4

3 4

10 3

10 4

Questionnaire Analysis: Q.1 How much are you satisfied with your company

policies?

a) Very much

60% 20% 20%

b) Lesser content c) Not at all

20%

20%

60%

Interpretation

60% of the people are highly satisfied with the company policy 20% to lesser extent and 20% are not at all satisfied.

10 5

10 6

Q.2 Does your Company provide you medical benefits?

a) Agree

80%

b) Disagree 20%

20%

80%

Interpretation:

80% is the employees agree that they get medical benefits 20% employees disagree to it.

10 7

Q.3 Is it your KRA is Transparency?

a) Yes

60%

b) No

40%

40% 60%

Interpretation:

60% of the employees agree to it. 40% employees disagree with it.

10 8

10 9

Q.4 Does your company provide the appreciation and recognition for the work done?

a) Longer extent b) Larger c) Not at all 62%

35%

3%

3% 35%

62%

Interpretation:

35% employee agree to it at lesser extend. 62% employee to larger extent. 3% employee not at all agree to it.
11 0

11 1

Q.5 Do you need any kind of job rotation?

a) Agree b) Disagree

60% 40%

40% 60%

Interpretation:

60% Agree to it. 40% Disagrees.

11 2

11 3

Q6 How much are you satisfied with your appraisal?

a) Very much b) Lesser extent c) Net at all

20% 40% 40%

20% 40%

40%

Interpretation:

20% employees agree to it.

11 4

40% employees at lesser extent. 40% employees not at all agree to it.

Q.7 Are you been given all the employee rights promised by the company?

a) b) c)

Always Sometimes Never

30% 40% 30%

30%

30%

40%

Interpretation:

11 5

30% employees go with it. 40% employees say sometimes. 30% employees go with never.

Q8

How do you find the environment scenario of the

company?

a) Satisfactory b) Dissatisfactory c) Highly satisfactory 10%

20%

70%

20%

10% 70%

11 6

Interpretation:

20% of the employee fell satisfactory. 10% of them Dissatisfactory. 40% of them find it highly satisfactory.

Q.9 In you organization how do you find the following?

Workload Flexibility of working hours. a) b) c) Satisfactory Dissatisfactory Neutral 10% 70% 20%

11 7

10%

20%

70%

Interpretation: 70% of the employees goes with satisfactory level. 20% are dissatisfactory. 10% are neutral.

Q.10 According to you which factor of motivation is more effective?

a) Monetary b) Non monetary c) Both

80% 10% 10%

Interpretation:
11 8

80% goes with monetary aspect. 10% with non-monetary. 10% goes with both.

11 9

Q.11 How much are you satisfied with your leave policy? a) Very much b) Lesser extent c) Not at all 13%
13% 25%

60% 25%

62%

Interpretation: 62% employees are very much satisfactory. 25% to lesser extent. 13% are not at all satisfied with it.

12 0

Q.12 Does your company provides any training for your new work?

a) b)

Yes No

80% 20%
0%

20%

80%

Interpretation: 80% agrees with it. 20% disagrees with it.

12 1

Q.13 Did your company provide you good infrastructure?

a) Yes b) No

90% 10%

10% 0%

90%

Interpretation: 90% says Yes. 10% No.

12 2

Q.14 While working on the computer do you feel any physical pain?

a) Yes b) NO 20%

60%

c) Sometimes

20%

20%

20%

60%

Interpretation: 60% of the employees says yes. 20% disagrees with it. 20% says sometimes.

12 3

Q.15 Are you satisfied with your compensation? a) Yes b) No 70% 30%

0% 30%

70%

Interpretation:

70% of them agree with it. 30% of them disagree with it.

12 4

LIMITATIONS:

This study, though sincere and hones, suffers from quite a few limitations. These limitations are interest in the nature of the study and therefore could neither ignored nor overcome. Further more during the study it appeared that the employees were biased towards the study. They were not forthright. Hence it is possible that some of the data may not be as accurate. Close supervision to check the correctness of response was not possible due to limited access to the working staff. Certain confidential matters were not dischesed which might have made the findings a little of the mark and increased the error variance. As regards heads and seniors, it has found that their, it was found that their schedule was too tight and busy to find time to facilities study of serous nature. Hence there is likehood of presence of certain gaps in the study.

12 5

CONCLUSIONS: It may be said that Human beings are difficult to research and therefore it is rater difficult to say which theory of employees welfare stands completely and acceptable. After surveyed it has been observed that most of the employees are highly satisfied with their job.

Employees

are

satisfied

with

the

organizational

practices. RELIANCE provides all modern facilities, annex ties and recreational aspect to all the employees.

To complete I must say that this summer training was of almost help to me both in broadening in my knowledge of management as well in collecting into me a great deal of confidence to take up any job independently.

12 6

BIBLIOGRAPHY:

The researcher has consulted the following books for preparing this project report: Newspapers and Magazines Reliance Web World. RIL. Com.

Human Resource And Personal Management By: -K.Aswathappa.

Human Resource And By Management: -V.S.P. Rao.

12 7