EMPLOYEE RELATIONS AND WELFARE

MANAGEMENT
HINDUSTAN AERONAUTICS LIMITED, LUCKNOW
A PROJECT REPORT
Under the guidance Of
Mr. Sharad Shukla
Submitted by
Smita tiwari
Roll no=511237181
in partial fulfillment o f the requirement
for the award of the degree
Of
MBA
IN
Human Resource Management
Jan- 2014
1
Acknowledgement
I am highly indebted to various sources for providing me the necessary
stimulus for the project report I am also grateful to all those people
whose wor!s and writing have helped me in preparation of this report
In the preparation of this project report" I have received considerable
encouragement and assistance from several authorities but I than!fully
ac!nowledge the guidance provided by Mr. Sharad Shukla who has
been of great help to me
#ast but not the least" I would li!e to than! my parents who helped me a
lot in gathering different information" collecting data and guiding me
from time to time in ma!ing this project $espite of their busy schedules"
they gave different ideas in ma!ing this project uni%ue
&inally" yet importantly" I want to than! all those people who helped me
to give their feedbac! and provide their valuable time to ma!e it possible
for me to complete this report
Smita tiwari
Roll no=511237181
2
BONAFIDE CERTIFICATE
'ertified that this project report titled (Employee Relations and Welfare
Management -Hindustan Aeronautics Limited, Lucknow is the
bonafide wor! of Smita Tiwari who carried out the project wor! under
my supervision

SIGNATURE (EX.EXAMINER) SIGNATURE (In. examiner )

SIGNATURE
HEAD OF THE DEPARTMENT
)
EXECUTIVE SUMMARY
*elfare of employee and his family members is an effective advertising
and also a method of buying the gratitude and loyalty of employees
+mployee welfare is a comprehensive term including various services"
benefits and facilities offered by the employer
,he basic purpose of labor welfare is to enrich the life of employees and
!eep them happy and contented *elfare facilities enable wor!ers to
have a richer and more satisfying life It raises the standard of living of
wor!ers by indirectly reducing the burden on their poc!et
*elfare means improving" fairing or doing well It is a comprehensive
term" and refers to the physical" mental" moral and emotional well-being
of an individual &urther" the term welfare is a relative concept" relative
in time and space It therefore" varies from time to time" region to region
and from country to country
#abour welfare is an important aspect in every organi-ation with some
added incentives which enable the wor!ers to lead a decent life ,here
are several agencies involved in the labour welfare wor! namely the
central government" employer.s trade union and other social service
organi-ation
In order to get the best out of a wor!er in the matter of production"
wor!ing condition is re%uired to be improved to large e/tent ,he wor!
place should provide reasonable amenities for the wor!er.s essential
need,oday various medical services li!e hospital" clinical and dispensary
facilities are provided by organi-ations not only to the employees but also
to their family members 0ormally welfare and recreational benefits
includes canteens" housing" transportation" education etc
4
Some large organi-ations set up welfare organi-ations with a view to
provide all types of welfare facilities at once centre and appointed welfare
benefits continuously and effectively to all employees fairly
12# #uc!now division has recogni-ed that welfare of employees by
improving their %uality of life and their family.s well being in general
will help thrust to the objectives of 12# directly and indirectly thereby
increasing and improving production and productivity ,his tas! is
carried on ceaselessly by involving employees" wor!ers" representatives
and management representative
12# is spending lots of money on the employee welfare *elfare
facilities provided by this organi-ation are uni%ue for all the employees
,he only difference is that the top level officers receive some additional
facilities along with routine one*ith the help of the project an attempt is
made to study the employee relations and welfare measures provided to
the employees" what is the procedure" time re%uired for sanctioning
welfare facilities and such other basic policies of the organi-ation,he
study is based on the information collected from respondents through
%uestionnaire ,he data analy-ed is presented in the form of graph and on
the basis of that conclusions are made 2t last the re%uired suggestions
are given2fter analy-ing the data it is found that the employees are
satisfied with the employee relations and welfare facilities provided to
them by 12#
3
List of Illustrations
LIST OF TABLES, DIAGRAMS AND GRAPHS
S.No. Illustration Page No.
1 4rganisation chart 15
2 6edical staff table )3
) ,able of ,ownship at #uc!now $ivision )3
4 ,able of 'anteen 'ontract 40-41
3 ,able of 2nnual 7eturn on *elfare 2menities
7eport82011-129
42
: ;raphs based on <uestionnaire 33-:5
= &lowchart on >ehaviour 'ompetency 6odel
Table of Content
S.No. Content Page No.
1 4bjectives =
2 'hapter-I 5
) Introduction 5
4 Scope 12
3 4bjectives 12
: #imitations 1)
= 'hapter-II 13
? >rief history of 12# 13
5 @re structure of 12# 1=
10 4bjectives of 12# 1?
:
11 12# $ivision 15
12 Strength of the 'ompany )1
1) *ea!ness of the 'ompany )2
14 'hapter-III )=
13 7esearch 6ethodology )?
1: 7esearch $esign )5
1= 'ollection of $ata )5
1? *elfare 6easures 33
15 'hapter- IA =1
20 'hapter-A 50
21 7ecommendation 52
22 7eferences 54
2) 2ppendi/ 53
=
OB1ECTIVE OF THE REPORT
+mployee 7elations" safety and welfare measures are inevitable to any organi-ation
where wor!ers are involved 2n organi-ations responsibility towards its employees
e/tends beyond the payment of wagesBsalary for their services ,he employees. safety
and welfare on and off the job within the organi-ation is a vital concern of the
employer @roviding a safe and healthy environment is a pre-re%uisite for any
productive effort
+mployee welfare wor! aims at providing such service facilities and amenities which
enable the wor!ers employed in an organi-ation to perform their wor! in healthy
congenial surrounding conductive to good health and high morale +mployee welfare
is a comprehensive term including various services" benefits and facilities offered by
the employer ,hrough such generous fringe benefits" the employer ma!es life worth
living for employees the welfare amenities are e/tended in additional to normal
wages and other economic rewards available to employees as per the legal provisions
,his research deals with the study of +mployee relations and welfare measures at
1industan 2eronautics #imited
Primary Objective: - ,o study the level of satisfaction of employees regarding
welfare measures at 12# and to analyse the employee relations within the
organi-ation
Secondary Objective: - ,o study the perception of the employees regarding the
welfare measures provided to them
,o analyse if the level of satisfaction is different among the various categories
of employees and department
,o suggest provision of more welfare measures to improve the performance of
the employees
?
'12@,+7 I
I0,74$C',I40 4& @74J+',
5
INTRODUCTION
,he human resources management 81769 function includes a variety of activities"
and !ey among them is maintaining amicable relations with the wor!force >oth the
sectors are such where the employees become the cru/ of all operations &or the plant
8factory9" it is the employee who wor!s on the machine and even in !inetic" where
most of the operations are automated" wor!ers need to operate the machines
,he human resource has immense potential ,he role of economic development of
any nation depends on the degree of effective mobili-ation of these resources ,he
economic planning envisaging material progress should count on the role of human
labour for harnessing the physical resource of the economy 2s human resources from
the basis of very e/istence of life on the earth of late" the government of India has set
up an Independent 6inistry of 17$ to carter to the all around development of human
resource
#abour" as a factor of production has certain characteristics that set it apart from
others while land and capital has no mind of their own" labour dose have it ,he
physical presence of labour combines with his attitude carves out a special place for
labour in the production process
,he attitude of labour toward the wor!er holds the !ey for his performance and unless
a labour is enthusiastic" committed and devoted the fruit of his abilities innate
ac%uired and developed cannot be repeated It can be said without any hesitation that
all industrialist should reali-e that (one can buy a man.s time the physical presence at
a particular place" even few muscular movements" but enthusiasm" initiatives" loyalty
and devotion to duty cannot be boughtD #abour mar!s a distinction from other
factors of production on two countsE
8a9 6anagement" supervision" organi-ation" co-ordiantion and such other
functions owe their origin to labour
8b9 Cnli!e capital" which is a depreciating assert" labour is doubtedly an
appreciating assert" contributing more and more to productivity with the
advancement in e/perience and e/pertise
*hen labour occupies such as prominent place and has a pivotal to play" it is
necessarily maybe imminent to provide for its performance through creation of proper
industrial atmosphere ,hus the wor!ers performance depends upon the physical and
mental capabilities" which is in turn depends on various factor li!e wor!ing and living
condition" education" health" hygienic and sanitation In view of the several
peculiarities of Indian labour composition" migration nature" low level of living etc"
the importance of these welfare activities need e/plicit emphasis
#abour is an asset of every company ,he needs of the labour must be satisfied in
order to meet the goals of the organi-ation 2ny organi-ation would be effective only
when there is a high degree of co-operation between the labour and management
6anagement see!s co-operation between the labour force by providing welfare
facilities ,hese welfare facilities go a long way stimulating interest in the wor!ers to
10
produce their full capacity and pay a good return to management in the long run
,herefore" labour welfare activities act as motivators
2nd the rest is the higher productivity and the profit It also enables the wor!er
employed in industries to perform their wor! in healthy congenital surrounding
conductive to good health and high morale
2ny attempt to increase the productivity of efficiency of labour can bear fruit only if
the wor!ers are given the right type of environment and are provided with those basic
amenities of life which have direct bearing on his physical efficiency ,hus plan of
labours. welfare regard as an important part of scheme for rising efficiency of labour
+mployee relations is concerned with the systems" rules and procedures used by
unions and employers to determine the reward for effort and other conditions of
employment" to protect the interests of the employed and their employers" and to
regulate the ways in which employers treat their employees
,he goal of employee relations is to end up with a productive and motivated
employee that will help effectiveness 2ccording to me" 17 department gets
concerned in ) types of relations &irst the employer to employee" second employees
to employer and third is amongst the employees ,here is comprehensive information
on all ) and how it benefits the company
+mployee relations deal with a variety of issues surrounding the wor! environment of
employees +mployee relations include" but are not limited toE
@roviding independent counseling to employees andBor supervisors to
resolve wor!-related problems that may relate to performance andBor
discipline based issues"

6ediating disputes and advising all sides involved on matters relating to
employee relations and human resources policies"

'oordinating +mployee 2ssistance @rogram 8+2@9 services"

2dministering the staff grievance process"

6onitoring +mployee @erformance 6anagement Systems 8+@6S9"

'ounseling and reviewing 7eduction-In-&orce plans 87I&9"

2dministering the 'ollege unemployment insurance program
Issues or problems that arise in the wor!place may be addressed with the immediate
supervisor" the department head or vice president +mployees also can visit the 1uman
7esources $epartment to receive advice" counseling" and suggestions on how to deal
with any wor!place issue" personal concern" or problems with co-wor!ers andBor
supervisors
11
*elfare includes anything that is done for the comfort and improvement of employees
and is provided over and above the wages *elfare helps in !eeping the morale and
motivation of the employees high so as to retain the employees for longer duration ,he
welfare measures need not be in monetary terms only but in any !indB forms +mployee
welfare includes monitoring of wor!ing conditions" creation of industrial harmony
through infrastructure for health" industrial relations and insurance against disease"
accident and unemployment for the wor!ers and their families
#abour welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries #abour welfare has the following objectivesE

1 ,o provide better life and health to the wor!ers
2 ,o ma!e the wor!ers happy and satisfied
) ,o relieve wor!ers from industrial fatigue and to improve intellectual" cultural
and material conditions of living of the wor!ers
,he basic features of labour welfare measures are as followsE
1 #abor welfare includes various facilities" services and amenities provided to
wor!ers for improving their health" efficiency" economic betterment and
social status
2 *elfare measures are in addition to regular wages and other economic
benefits available to wor!ers due to legal provisions and collective
bargaining
) #abor welfare schemes are fle/ible and ever-changing 0ew welfare
measures are added to the e/isting ones from time to time
4 *elfare measures may be introduced by the employers" government"
employees or by any social or charitable agency
3 ,he purpose of labor welfare is to bring about the development of the whole
personality of the wor!ers to ma!e a better wor!force
,he very logic behind providing welfare schemes is to create efficient" healthy" loyal
and satisfied labor force for the organi-ation ,he purpose of providing such
facilities is to ma!e their wor! life better and also to raise their standard of living
,he important benefits of welfare measures can be summari-ed as followsE
,hey provide better physical and mental health to wor!ers and thus promote
a healthy wor! environment
&acilities li!e housing schemes" medical benefits" and education and
recreation facilities for wor!ers. families help in raising their standards of
living ,his ma!es wor!ers to pay more attention towards wor! and thus
increases their productivity
+mployers get stable labor force by providing welfare facilities *or!ers
ta!e active interest in their jobs and wor! with a feeling of involvement and
participation
+mployee welfare measures increase the productivity of organi-ation and
promote healthy industrial relations thereby maintaining industrial peace
12
,he social evils prevalent among the labors such as substance abuse" etc are
reduced to a greater e/tent by the welfare policies
SCOPE OF THE STUDY
Scope of the study covers in depth the various welfare measures and the employee
relations" modules" formats being followed and is limited to the company 12# and its
employees ,he different programmes incorporatedB facilitated by 12# through its
facilities" outside agencies or professional groups It also judges the enhancement of
the !nowledge and s!ills of its employees and feedbac! on its effectiveness
Objective of the study
,he broad objective of the study is to study the impact of employee relations and
welfare measures on the overall s!ill development of wor!ers ,he specific objective
of the study areE-
i 12# industrial relations with others
ii >enefits to employee with the welfare amenities provided to them
iii Impact on their performance by employee relations and welfare measures
LIMITATIONS OF THE STUDY
,he study was restricted to the staff of 12# or officers at 12# only
$ue to time constraints the sample si-e had to be confined to
,he respondents have replied to the %ueries recalling from their memory
,herefore recall bias and personal bias are possible
Since the data was collected using a schedule and interviewer.s inability to
understand and record the responses correctly is possible
,he respondents were unable or unwillingly to give a complete and accurate
response to certain %uestions
1)
'12@,+7 2
47;20IF2,I402# @74&I#+ 4& ,1+ '46@20G
BRIEF HSITORY OF HAL
,he 1industan 2ircraft @rivate #imited was incorporated on 2) $ec 1540 at
>angalore with the objective to manufacture aircraft in India In 6arch 1541" the
;overnment of India became its shareholder and subse%uently too! over its
management in 1542 In 2ugust 15:)" 2eronautics India #imited 82I#9 was
incorporated as a 'ompany wholly owned by the ;overnment of India to underta!e
the manufacture of the 6i;-21 aircraft under license In June 15:4" the 2ircraft
14
6anufacturing $epot" Hanpur which was set up in 15:0 as an 2ir &orce unit to
produce the 2irframe for the 1S-=4? transport aircraft was transferred to 2I#
I1industan 2eronautics #imited 812#9I was formed with the amalgamation of the
two companies ie 1industan 2ircraft @rivate #imited and 2eronautics India #imited"
on 1st 4ct 15:4 12# has built up comprehensive s!ills in $esign" 6anufacture and
4verhaul of &ighters" ,rainers" 1elicopters" ,ransport 2ircraft" +ngines" 2vionics and
System +%uipment Its product trac! record consists of 13 types of 2ircraft from in-
house 7J$ and 14 types by license production inclusive of 14 types of 2ero +ngines
and over 1000 items of 2ircraft System +%uipment 82vionics" 6echanical" +lectrical9
12#" over the years" manufactured around ):30 aircraft" 4130 aero-engines"
upgraded 2=0 aircraft and overhauled around 5:30 aircraft J 25=30 engines besides
manufactureBoverhaul of related accessories and avionics
12#s major suppliesBservices are to I2&" 0avy" 2rmy and 'oast ;uard ,ransport
aircraft and 1elicopters have been supplied to 2irlines as well as State ;overnments
,he 'ompany has also achieved a foothold in e/port in more than 20 countries"
having demonstrated its %uality and price competitiveness 12# is a major partner
for the Space Aehicle programmes of IS74 It has also diversified into the fields of
Industrial J 6arine ;as ,urbine business and 7eal time software business
12# was granted the status of a (0avratnaD 'ompany in Jun 200= ,he 'ompany
presently has 15 production divisions and 10 7esearch J $esign 'entre co-located
with related manufacturing $ivisions for synergy @resently" 12# is manufacturing
SC-)06HI" $ornier-22?" 1aw! K 2J, aircraft" @,2 #a!shya and the $hruv K 2#1
1elicopter and is also underta!ing the upgrade tas! of $ornier-22? aircraft
12# provides maintenance and overhaul services to cover the life cycle re%uirement
of all the old and new products @resently" 1) types of aircraftBhelicopters and 1=
types of engines are being overhauled In addition" repairBoverhaul of various
accessories and avionics fitted on aircraft of 7ussian" *estern and Indigenous designs
are also catered to
,he current major $ J $ programs of 12# are Intermediate Jet ,rainer 81J,-):9"
#ight 'ombat 2ircraft 8#'29 8,ejas9" 2#1 8$hruv9 *eapon System Integration"
#ight 'ombat 1elicopter 8#'19 and #ight Ctility 1elicopter 8#C19 and also upgrade
of Jaguar J 6irage - 2000 aircraft
,he ,otal 6anpower strength of the 'ompany was ))":?1 as on )1
st
6arch 2011
,he 'ompany also has 11 joint ventures with an e%uity participation ranging between
40 to 30L Its registered and corporate office is at >angalore" Harnata!a
13
PRESENT STRUCTURE OF HAL
12# at present has thirteen production divisions located at seven different places-
2 >20;2#47+ '46@#+M
i 2ircraft division- fighter and trainer aircraft
ii +ngine division- engines of aircraft and helicopters
iii 1elicopter division- cheetah and 'heta! helicopter =
iv 4verhaul division- repair and overhaul of aircraft
v &orge and foundry division- precision casting and forging for aircraft
parts
vi Industrial and marine gas turbine8I6;,9- repair and overhaul of 6;,
vii 2erospace division- parts of various missiles and satellites
2''+SS47I+S '46@#+M
1:
> 1G$+72>2$ $IAISI40- telecommunication system and avionics and radar
' H20@C7 $IAISI40- transport aircraft" $ornier aircraft 2A74 =4?" to carry
antennae for 72$2& 4,1+7 +S6 e%uipments" especial cooling e%uipments
etc
$ #C'H04* $IAISI40- mechanical" fuel and other accessories of various
aircraft instrument
+ H47*2 $IAISI40- sophisticated electronic instruments of aircrafts
6I; '46@#+M
& 02SIH $IAISI40- 6I; series of aircrafts
; H472@C, $IAISI40- 6I; engines
$+SI;0 20$ $+A+#4@6+0, '46@#+M
12# is designing and developing a variety of aircraft at its 1yderabad" #uc!now and
>angalore division
OB1ECTIVES OF HINDUSTAN AERONAUTICS LIMITED
2s per the recommendations of the 7eview 'ommittee appointed by the >oard of
$irectors in 2pril 15=1a statement of corporate objectives divided into two parts was
formulated ,he two parts are as underE
a >asic objectives- ,o serve as an instrument of national policy to achieve
self-reliance in design development and production of aircraft and
aeronautical e%uipment to meet the country.s changing and growing needs
with special emphasis on military re%uirements
b @rogrammed objectives- ,o progressively build up the capability to
underta!e the design and development of aircraft" engines" helicopters and
other aeronautical e%uipments and accessories to meet the major
re%uirements on long term basis ,o underta!e feasibility studies for
1=
manufacturing the same economically ,o meet the targets of production"
overhaul and repairs ,o achieve a self-reliant and self-generating economy
,owards the end" to develop and maintain an organi-ation always ready to respond to
and adopt the changing matri/ of socio techno-economic relationships" to generate a
climate of growing professional competence" self-discipline" mutual understanding"
deep commitment and a sense of belonging will be fostered and each employee will
be encouraged to grow in accordance with his potential for the furtherance of the
organi-ational goals
'onsistent with the basic objectives of the company" the personnel department of the
corporate office has formulated certain specific objectives which will act as a source
of inspiration and guidance in evolving personal policies and framing rules and
regulations for the growth and development of employees and to ensure their deep
commitment and sense or belonging to the company
HAL- ACCESSORIES DIVISION LUCKNOW
2ccessories $ivision of 12# was established in 15=0 with the primary objective of
manufacturing systems and accessories for various aircraft and engines and attain self
sufficiency in this area Its facilities are spread over 11:"000 s%m of built area set in
sylvan surroundings 2t present it is turning out over 1)00 different types of
accessories ,he $ivision started with manufacturing various Systems and
2ccessories vi-" 1ydraulics" +ngine &uel System" 2ir-conditioning and
@ressuri-ation" &light 'ontrol" *heel and >ra!e" ;yro J >arometric Instruments"
+lectrical and @ower ;eneration J 'ontrol System" Cndercarriages" 4/ygen System
and +lectronic System all under one roof to meet the re%uirements of the aircraft"
helicopters and engines being produced by 12# li!e 6I; series of aircrafts" $ornier"
Jaguar" 2dvanced #ight 1elicopters82#19" @,2" 'heetal J Su-)0 and repair B
1?
4verhaul of 2vro" 20-)2" 1@,-)2" 6irage-2000 J Sea-1arrier aircrafts" 'heetah and
'heta! helicopters
,he $ivision underta!es manufacturing and servicing of accessories under ,ransfer of
,echnology from more than 40 licensor from different countries In addition" a lot of
emphasis has been given on developing indigenous capability for $esign and
$evelopment of various systems and accessories ,his capability has culminated in
indigenous design and development of over )30 types of accessories for the #ight
'ombat 2ircraft 8#'29 82ir force and 0avy version9" 2dvanced #ight 1elicopter 8all
versions ie 2rmy" 2ir force" 0avy J 'ivil9" S272S and IJ, 8Intermediate Jet
,rainer9 ,he $ivision has also developed and has made successful strides into the
area of 6icroprocessor based control systems for the #'2 +ngine as well as other
systems
,he $ivision has been in the forefront of accessories development and supply not
only to Indian &orce but to 2rmy" 0avy" 'oast ;uard and various $efense
#aboratories as well as for Space applications ,he $ivision is networ!ed with all
sister $ivisions and 7J $ 'enters by #20B*20 #ean manufacturing and +7@
have been implemented to create an efficient manufacturing system
,he $ivision today has a prime name in the 2viation mar!et and various international
companies are interested to join hands with it for future projects ,he $ivision has
also made steady progress in the area of +/port
VARIOUS DEPARTMENTS IN HAL LUCKNOW DIVISION
$esign
$esign 8prototype9
'ivil engineering department
'omputer department
'ustomer services
&inance department
&oundry and forge
&uel factory
15
+%uipment department
1eat treatmentB process shop
I66 department
Instrument factory
6ar!eting cell
6echanical factory
6edical
17 department
@lanning department
,echnical services
$efence research development laboratory
<uality control department
Security department
Su!hoi project
System audit
,raining department
Aigilance department
#ean department
2ir force liaison establishment
$irectorate general of aeronautical %uality assurance
7egional centre for military airworthiness
2ccounts officer
HUMAN RESOURCE DEPARTMENT IN HAL LUCKNOW
DIVISION
1uman resource department in 12# #uc!now division was earlier !nown as the
(personnel and administration departmentD 12# #uc!now division has eight
sections in 17 department ,hey areE
20
7ecruitment and policy
17$ cell
+stablishment
Industrial relations
#egal
;eneral administration
7ajbhasha
@ublic relations
Sports
Recruitment and Policy Section
$eals with recruitment" promotion" performance appraisal reports" salaries and wage
anamolies" maintenance of roster as per presidential directives on reservation of S'"
S," 4>' etc ,he sources of recruitment may be e/ternal or internal" internally the
vacancies are filled through transfers and promotions while e/ternal sources include
advertisement in press" notification to the employment e/changeBdirectorate"
deputation or contact" trainees" campus interviews etc
7ecruitment for e/ecutive post is done by the corporate office while for supervisor
and wor!er cadre the unit itself holds the responsibility due to ban on direct
recruitment by the corporate office since 15?=" not much is being done presently
,he most important function of this section is to deal with promotion of the
employees It aims to provide all employees with e%ual opportunities of growth and
career prospects and to ensure fairness" e%uitability" consistency and uniformity in
matters of promotion ,here are three types of promotionE
,ime Scale @romotion 8,S@9 for employee.s upto grade 10
Internal 6erit Selection 8I6S9 and 'areer @lanning @romotion 8'@@9 for
employees from grade I to IA
@romotions from grade A and above are dealt by corporate office at
>angalore
,ransfers are done at two levelsE
Inter departmental transfer 8job rotation9
Inter divisional transfer
,ransfers can be initiated on need basis" medical basis and promotion Subse%uent
increments are added on each year 2nomalies in payment of wages are rectified by
this section
@erformance appraisal reports 8for officers9 and annual confidential reports 8for
wor!ers9 are initiated" collected and recorded by this section
21

Human Resource development (HRD) Cell
2s a major strategy for giving a fillip to 17$ performance" cells have been created at
divisional levels to ensure effective implementation of 17$ plans with special
emphasis on identification of developmental needs and preparing the manpower for
advanced future technologies ,he 17$ cell was informally started in the division in
4ctober 15?5 4n an analysis of the strengths and wea!nesses of the division" the
role of 17$ cell was primarily conceived as a change agent It carries out following
activitiesE
,raining- 12# has a training centre which is fully e%uipped with modern
audio-visual facilities Aarious pertinent trainings are organi-ed to develop the
officers and wor!men +ducative wor!shops on shop floor management"
leadership and motivation" computer" materials management" special literacy
classes" ,<6 awareness programmes" training programmes for officers
associations and the recogni-ed union" studies on absenteeism" counseling
grievance handling etc
4ther than training activities- 'reative data base for employees and
strengthening the e/isting 6IS system" brining in computer awareness
amongst the staff of personnel and administration department" introduction of
the concept of %uality circle and emphasis on more participative interaction in
problem solving" reactivation of suggestion scheme" shop floor grievance
handling" brain storming and feedbac! sessions etc
Establishment Section
,his section maintain a detailed record of each regular employee of the company
relating to personal %ualification" job performance" rewards" promotion" leaves etc
4ther functions include job confirmation" transfer" resignation" supernatural and
voluntary retirement of employees" dealing with advances in carBscooterBcycle" house
loan subsidy" #,' encashment of employees" family planning incentives"
reimbursement of school fee" presentation of service certificate on completion of 10"
13" 23 years of service" 04' for passport and contesting elections of local bodies"
change of home town etc
General Administration Section
,he main activities of general administration section areE
2llotment of type 2" >" '" $ %uarters in the township as per various %uotas
Issuance of passport" visa clearance" rail boo!ing" air tic!et boo!ing
4rgani-e AI@ visits" hotel and guest house accommodation for them
'orrespondence with #$2" 0agar 0igam" and other government agencies
2rrangement of night duties by officers
'orrespondence with school" ban!" post office" and !endriya bhandar
22
Rajbhasha Section
7ajbhasha 8hindi cell9 has a significant role to play in the promotion of hindi as an
official language ,he cell has distributed charts" posters and stic!ers amongst
various departments to motivate wor!ers use of (1I0$ID in their daily wor!ing
+very year si/ wor!shops are held by the name of (hindi !aryashalaD on the occasion
of hindi diwasBpa!hwada in the month of September 2bout 200 wor!ers are trained
in this programme and they also receive rewards for various competitions such as
essay writing" hindi typing" elocution etc 12# #uc!now division has also been
awarded by stateBcentral bodies for ma/imum use of 7ajbhasha in daily wor!ing and
implementation of 7ajbhasha policies
Legal Section
,he legal section manages the cases pertaining toE
$isciplinary 2ction- 2ny employee who commits a misconduct as per the
standing order 8for wor!men9 or conduct rules 8for officers9 is issued a charge
sheet on the re%uest of departmental head ,he charge sheet contains all the
details of the misconduct ie the time" place" date and nature of accident ,he
employee then submits an e/planation within stipulated time If the
departmental head is not satisfied with the e/planation" he may as! for a
domestic en%uiry to be held ,he en%uiry is generally chaired by the senior
officer who is nominated by this section @resenting officer is also nominated
who presents the case on behalf of the management ,he accused employee
can either present the case himself or et co-wor!er to present the case for him
,he chairman decides whether the employee is guilty or not after listening to
both the sides and witnesses @unishment is awarded to the guilty employee by
his departmental head
Industrial $isputes- #egal section acts as an intermediary between the 12#
and the lawyers of 12# ,hey wor! with the lawyers and collect facts and
data re%uired for a particular case ,hey also co-ordinate and monitor court
proceedings ,his section deals with all the cases whether they are in the
conciliation stage or with the labour court" industrial tribunal or the national
tribunal 'ivil cases are also dealt by this section
Industrial Relation Section
(;ood industrial relation go a long wayD
2)
,he company has set up healthy traditions in encouraging and fostering cordial and
harmonious industrial relation in its dealings with the employees ,he main functions
of I7 section are as followsE
'ompliance of statutory provisions
$ealing with the unions
'asualBcontract labour in canteen and sanitation
*elfare facilities and committees
@articipative management
In 12# there are si/ registered unions ,hey areE
1 12+2 81industan 2eronautics +mployees 2ssociation9
2 12#+C 81industan 2eronautics #imited +mployees Cnion9
) 127SS 81industan 2eronautics 7ashtriya Sham Sangathan9
4 12$+2 81industan 2eronautics $iploma +ngineers 2ssociation9
3 12@HS 81industan 2eronautics @rashi!shit Haramchari Sangathan9
: 12HS 81industan 2eronautics Haramchari Sangh9
= 12HS 81industan 2eronautics Haramchari Sabha9
Cnder the scheme of wor!ers participation in management" 12# has set up with shop
level committees and one plant level committee comprising of five representatives
each of wor!men and management ,he purpose of these committees is to achieve
better efficiency and increased productivity by active labour participation
>esides" various welfare schemes are being operated by the company to !eep its
employees and their family members happy and contented Some important welfare
facilities are medical" transport" sanitation" housing" educational" canteen" sports"
crNche" wor!ers. education" supply of mil! and vitamin tablets" uniforms" safety
e%uipments" momentous for long service etc 4ther facilities are ban!" post office"
officers club cum guest house" swimming pool" !endriya bhandar" #,'" incentives on
ac%uiring higher %ualification etc
Public Relations Section
,he role of @7 is to project a positive and favourable image of the company in the
mind of the employees and public through the effective use of media such as press" in
house maga-ines" circulars" journals etc ,he press activities include highlighting of
sports" cultural events" new and advanced developments of 12#" achievement of
financial targets" indigenous research and mar!eting etc Ae%ue and OCdaan." the in
house maga-ines familiari-e the employees with the company.s progress in terms of
productivity" training programmes" cultural and sport events and future prospects
24
Sports Section
,his section is responsible for organi-ing tournaments such as cric!et" soft ball" volley
ball" football" hoc!ey" bas!et ball" !abbadi" table tennis" badminton" shooting" and
chess rooms are formed and matches are played at divisional and organi-ational" state
and national levels ,hese activities create a sense of pride and belongingness
towards the company
,hus" we find that 12# #uc!now division has recogni-ed the fact that 17$ will
continue to be one of the major thrust areas as a part of their strategy to ensure
sustained visible growth It has intensified its activities and preparing its wor!force to
face challenges brought out by the rapid technological developments in the field of
aeronautics ,oday human resource department is playing a vital role in the progress
and growth of #uc!now division through its devoted role as (@roviders to
'ontributorsD
PRODUCT LINE
In Accessories Division Lucknow
23
2 @roducts in current manufacturing range areE
Hydraulic system and power control
1ydraulic @umps" 2ccumulators" 2ctuators"
+lectro-selectors" >ootstrap 7eservoirs
and various types of valves
Environmental Control System
'old 2ir Cnit" *ater +/tractors" 0on 7eturn
Aalves and Aenturies
Engine Fuel Control System
&uel after >urner regulator and distributor"
6ain &uel $istributor" 7egulator and 2fter
>urner @ump" @lunger @umps" &uel
6etering $evice
Instruments
+lectrical Indicators" &uel %uantity and flow
metering instruments" &light instruments"
Sensors and Switches
Electrical Power Generation and Control
System
2'B$' ;enerator" 'ontrol and @rotection
Cnits" 2' and $' 6aster >o/" Inverters"
,ransformer 7ectifier Cnit" 2ctuators
Undercarriage, Wheels and Brakes
6ain and 0ose Cndercarriage" 6ain and 0ose
*heel" >ra!e System #7Cs
Test rigs
$edicated ,est 7igs" custom-built
&uelB1ydraulic ,est 7igs and +lectrical
,est 7igs
2:
> +/portproducts are
2=
Supply of 0ew along with 7epair and 4verhaul of 7otables and Spares of aircraft accessories
of 6I; series" Jaguar International" #ight 'ombat 2ircraft 8#'29" Su-)0 6HI" 6irage-2000"
Sea 1arrier" $ornier $4-22?" 2vro 1S-=4? 8Specific Aersion9" 'heetah 8#ama9 B 'heta!
82louette III9" 6I - 1=" 2dvanced #ight 1elicopter 82#19 1elicopters to 7oyal 2ir &orce
4man" 2ir 6auritius" Israel 2ircraft Industries" +#,2 Israel" 1amilton Susstrand CS2"
;overnment of 0amibia" 2erostar 7omania" +cuadorian 2ir &orce etc
HAL SERVICES
SERVICES PROVIDED BY ACCESSORIES DIVISION LUCKNOW
REPAIRS, MA1OR SERVICING AND SUPPLY OF SPARES
,he $ivision carries out 7epair and 4verhaul of 2ccessories" with minimum turn-around-time
Site 7epair facilities are offered by the $ivision by deputing team of e/pert +ngineers B
,echnicians
Services provided for:
6ilitary 2ircraft
6i; Series
Jaguar
6irage-2000
Sea - 1arrier
20-)2
Hiran 6H- I B 6H- II
1@, - )2
SC-)0 6HI
'ivil 2ircraft
$ornier-22>
2A74 1S-=4?
1elicopters
'heta! 82louette9
'heetah 8#ama9
2#1 8I2& B 02AG B '42S, ;C27$ B 'IAI#9
Sub-contract 'apabilities
,he $ivision has comprehensive manufacturing capabilities for various 1i-tech
components" +%uipment and Systems to customerPs specifications and ensures high %uality"
reliability and cost effectiveness
,he $ivision has over 40 years of e/perience in producing aeronautical accessories
ma!ing it an ideal partner for the International 2ero +ngineering Industry
,he $ivision also manufactures and supplies complete range of components of 'heetah 8#ama9
J 'heta! 82louette9 1elicopters" Jaguar and 6i; series 2ircraft to $omestic and International
1
'ustomers to support their fleet
Hal- financial highlights of accessories division lucknow
12# has achieved sales of turnover of 7s 1)11: and 7s 14000 during the @G 2010-2011 and
2011-2012 respectively

THE STRENGTH OF THE COMPANY
i Inviting strategic alliance with 2sia.s largest aerospace comple/E
4n the strength of its recogni-ed capability some of the most renowned international
aerospace leaders are aligned with 12#
1 2llied Signed 2erospace 'ompany" CS2
PARTICULARS 2009-2010 2010-2011 2011-2012
Sales :31:4 :1040 =:30:
Aalue of production ?21=1 ==:1= 51):4
Aalue added 40510 42331 3?0=)
@rofit 12554 1201) 1=4:1
;ross margins 1::30 1:3?2 23011
Sundry debtors ?4=1 1304? 2402)
,otal inventory 10?3:3 12:315 14?=40
2
2 2erospatiale" &rance
) >ritish 2erospace" CH
4 ;eneral 6otors" CS2
3 $efense 7esearch and $evelopment 4rganisation" India
: 0ational 2eronautical #aboratory" India
= India Space 7esearch 4rganisation" India
? 7olls 7oyce" CH
5 Smiths" CH
10 ,umans!y" 'IS
ii International production networ!ingE In collaboration with some of the mar!et leaders
at present 12# manufactures 6I; 2= 6" J2;C27" $470I+7 $4 22? aircraft"
advance engines li!e 2sdour 6 H ?11" 7 2) > and sophisticated aeronautics
e%uipments
iii 2dvance prototyping and fabrication facilities for customer designsE 12#
manufactures tail planes for 2,@ and 2 )20 doors for the international mar!et ,o
support India.s growing space programme" 12# ma!es structures for the satellite
launch vehicles
iv Cneatable source for repair" overhaul and avionics updating of 6I;-21 seriesE 2 very
special aspect of 12#.s proven e/pertise is its long manufacturing e/perience with the
+/-Soviet series of military aircraft and its comprehensive capability to overhaul and
repair the 6I; 21 series and its power plant
v +/pertise in refurbishment" overhaul and modificationE 12# has over half a century of
e/perience in overhauling" repair and maintenance of a wide range of civil and military
aircraft.s" ma!ing it highly adoptive to newer technology It e/ecutes structural
modification of civil aircraft li!e >oeing =4=" Section 41 and 2 )00 at customer.s
premises
vi @recision engineering capability
vii ,ooling and advanced foundry and forging capability
viii 7eliable supplier of components and subsystems
i/ ;round support e%uipment for world mar!et available at the most competitive price
/ $esign consultancy" flight testing and evaluation
/i 'ooperation in research and development


WEAKNESS OF THE COMPANY
)
i Series production should be ta!en up only after prototypes are approvedB certified and
accepted by the customer
ii 6odifications desired by the customer should be with reference to a time frame and
technical competency of the 'ompany
iii ,he capacity should be ramped up as to pea! up production as planned
iv $ependable alternative sources for machining operations should be e/plored
v 'larity of all customer re%uirements should be ensured before placement of
development order on foreign source to avoid delay and additional cost
vi ,he 'ompany should %uic!en the process of submitting the documents and obtain the
certifications early
OPPORTUNITIES FOR THE COMPANY
i 2s the 'ompany has entered the highly competitive civilianB e/port mar!ets the
designB%uality issues need to be resolved early to gain the confidence of the customers
to remain in the mar!et
ii 'oncerted efforts are needed to achieve the desired 830 per cent9 level of indigeni-ation
iii ,he 'ompany should e/pedite efforts to get International certificate on priority to be a
global player
ACHIEVEMENTS/ AWARDS
Some of the prestigious 2wards received during 2005-10 J 2010-11 areE
2009-10
(6oC +/cellence 2wardD for the top performing '@S+s for the year 200:-0=8,op ,en
@ublic Sector +nterprises9 12# has been receiving awards consecutively since 2001-02
7a!sha 6antri.s 2ward for +/cellence for the year 200=-0? under the (InstitutionalD
category
(7egional +/port 2wardD from ++@'" India for the year 200=-0?,his award was
presented on 21st &eb 2010 in 6aldives
(,he Supplier of the year 2005D by >oeing" CS2
&oundry J &orge $ivision" >angalore conferred with International $iamond Star
2ward for <uality in the realm of customer satisfaction" leadership" innovation and technology
as established in <'100 ,<6 6odel
4
&oundry J &orge $ivision" >angalore conferred with (;argi 1uttenes-2lbertus ;reen
&oundry 2wardD of the year 200?-05 by Institute of Indian &oundrymen
2010-11
Q (6oC +/cellence 2wardD for the top performing '@S+s for the year 200?-05
Q 7a!sha 6antriPs 2ward for +/cellence for the years 200?-05" for +/port under the
(InstitutionalD category
Q International 2erospace 2wards 8instituted by S2@ 6edia *orldwide #td9 as mar! of
recognition to the Indian Industry for e/cellence in innovation" indigenous technology and
entrepreneurship under the following categoriesE-
o 4utstanding contribution to the $efence Industry
o 6ost Influential 'ompany of the year
o +/cellence in Indigenous ,echnology
o +/cellence in +/ports
Q ;olden 2ward for <uality and >usiness @restige from 4therways 6anagement
2ssociation 'lub" &rance
Q @erformance +/cellence 2ward -2005 84rganisation9 for the year 200?-05 by
Institution of Industrial +ngineering
Q &oundry J &orge $ivision" >angalore conferred with ('asting of the Gear 2010D award
to 6ain ;ear >o/ 86;>9 casting of 2#1 from the Institute of Indian &oundrymen
Q 2erospace $ivision" >angaloreE 7unner-Cp in (Aiswa!arma 7ashtriya @uras!ar and
0ational Safety 2ward K 200? (instituted by 6inistry of #abour" ;overnment of India
Q 2erospace $ivision" >angalore was awarded ;old 6edal by the Society of 2erospace
6anufacturing +ngineers 8S26+9 for the year 2010 for outstanding contribution in the field of
2erospace 6anufacturing
Q +ngine $ivision" >angalore won 7ajiv ;andhi 0ational <uality 2wards 2005" instituted
by >ureau of Indian Standards" 0ew $elhi for 'ommendation for #arge Scale 6anufacturing
Industry-+ngineering J 4thers
3
Q 2vionics $ivision" Horwa conferred with (I6,62-SI+6+0S @roductivity
'hampionship 2wardD for e/cellence and outstanding wor! in the area of productivity
Q Shri ;' >hagwanani" 'hief Supervisor" 12#- ,2$" Hanpur" was awarded the @rime
6inister.s (Shram ShreeD 2ward for 200: on 13th Sept 2010
Q Shri 2Selvaraj" 2;6 86fg9" &oundry J &orge $ivision" >angalore was awarded the
(&oundryman of the year 2010D by the Institute of Indian &oundrymen
Q Shri 6ohan #al" 'hief Supervisor of 2ccessories $ivison" #uc!now was selected for
@rime 6inister.s (Shram AirD for the year 2005
,he 2ccessories $ivision 'ertification areE
2S5100> from H+62" CS2 for the design J development" 6anufacture"
6aintenance" Supply J Services of accessories of 6ilitary and 'ivil 2ircrafts and
1elicopters and in the process of accreditation of 2S 5100'
IS4 14001 for +nvironmental 6anagement System
02># approval for 'entral #ab 8@hysical" 'hemical #ab and 0on-$estructive ,esting
#ab9
>earing 1ospital approved by $;2<2
#evel III 0$, inspection for M 7ay approved by 2S0," CS2
,he 2ccessories $ivision 2pprovals are E
2pproval of $irector ;eneral 2eronautical <uality 2ssurance for 6ilitary 2viation
products and services
2pproval from $;'2" ;ovt of India for design and development" manufacturing and
repair
2pproval for 7esearch J $esign 'entre by $epartment of Science and ,echnology"
;ovt of India
FUTURE PROSPECTS
&ifth
:
In order to facilitate the listing of 12#" the ;overnment is considering the disinvestment of
10L paid up e%uity share capital of the 'ompany comprising 12030000 shares of &ace Aalue of
7s 10B- each" out of ;overnment of India.s 100L shareholding" through an (Initial @ublic
4fferD 8hereinafter referred to as (I@4D9 in the domestic mar!et In order to ma!e the shares
more affordable to the investors" the 6inistry of $efense and the 'ompany would consider
issuance of bonus shares before the proposed disinvestment 4n account of this" the number of
shares for the I@4 may change 2 part of the public offering will be reserved for eligible
employees of the 'ompany 2 price discount on the Issue @rice will be allowed to the retail
investors and the eligible employees under the employees. reservation portion
=
CHAPTER 3
RESEARCH METHODOLOGY AND
PRESENTATION OF DATA
?
RESEARCH METHODOLOGY
In order to carry out the objectives that were given to me" it was necessary to conduct an
employee research In the whole process many tools relating to employee research were used
and conclusions on the basis of the analysis done were made ,he output was ta!en out from
the data that was collected in the research and meaningful results were formulated for
1industan 2eronautics limited" luc!now division
Employee Research
+mployee research involves the use of surveys" focus groups and other data-gathering methods
to find out the attitudes" opinions and feelings of members of an organi-ation
&ew would argue that the most valuable resource of any organi-ation is its people 2nnual
climate and employee satisfaction surveys are by far the most popular !ind of employee
research activity 1owever" the following types of research programs are also emergingE
'ombining employee and customer satisfaction studies
@rocedureBpolicy evaluation
2lignment of employees behind new product development
2lignment of employees behind organi-ational rebranding and repositioning
efforts
6anaging employees through organi-ational change programs 8eg merger"
ac%uisitionBdownsi-ing" etc9
Internal customer service evaluations
Internal communications evaluations
+valuation and design of different benefits schemes
Employee satisfaction research gives employees Oa voice. and also allows the pinpointing of
problematic areas" leading to the raising of staff satisfaction levels" developing and reviewing
of staff management" and optimi-ing corporate communications
,he research was done using both primary data and secondary data ,he primary data was
collected through filling of %uestionnaires" whereas the secondary was collected through the
study of the materials in the form of brochures that were provided by the organi-ation" certain
journals" papers and various websites
5
Descriptive Research
$escriptive research has been used by me in this segment of project $escriptive research can
be defined as that form of research which describes the data and characteristics about the
population or phenomenon to be studied It also provides an insight into who" what" where and
how
,he data description is factual" accurate" and systematic It is used when averages" fre%uencies
and other statistical calculations are re%uired
Questionnaire
<uestionnaire was used for collecting primary data ,he %uestionnaire was constructed with
close ended %uestions in which the respondent had to choose any one of the options given or
multiple options with one open ended %uestion where the respondents were free to answer the
%uestion in their own words ,his form of %uestionnaire is called structured %uestionnaire
Scaling techniques
,he use of scaling techni%ues in sample surveys provides a way of introducing a (%ualitativeD
dimension ,he various scaling techni%ues used areE
4rdinal scale
Interval rating scale
#i!ert or agreement scale
Importance scale
Collection of data
,he data was collected in two manners ,he primary data was collected through %uestionnaires"
whereas secondary data was collected through the reading of journals" papers" brochures which
were provided by 12#" luc!now division and various websites
Research Design
7esearch design is the framewor! on the basis of which the whole research is carried out It
provides details of procedures and methodology to be adopted" it provides as to what
10
information is necessary is to be gathered into order to solve the related problem of the
organi-ation
Methodology
a9 @rimary data was collected through %uestionnaires 2 total of 30 people were as!ed to
fill the %uestionnaire where the employees were surveyed related to their awareness
and level of satisfaction in the organi-ation
b9 ,he responses from the respondents were segregated on the basis of the objectives of
the respective research
c9 ,he data collected was analysed and the results were gathered
d9 ,he results were interpreted
e9 ,he finding for the primary research was collated to draw results
f9 ,he secondary data was collected through journals" brochures and papers that were
provided by 12#
g9 ,he primary data and conclusion drawn from secondary data both were used for
forming final result
h9 2 conclusion was drawn on the basis of the findings and interpretation
i9 7ecommendations were also provided for the betterment of the organi-ation
11
PERSONNEL MANAGEMENT AND EMPLOYEE RELATIONS
*hile under training I e/perienced that out of the tas!s of managing men" material" money and
machine the most important and challenging tas! is that of managing men that is 1uman
7esources 0o organisation can function without human resource comprised of s!illed" trained
and ade%uate personnel 1ence the art of handling them ie management of personnel or
personnel management as it is widely termed- is of prime importance in every organisation
,he functioning of @ersonnel $epartment involves procuring hiring" training" placing" utilising
and maintaining an effective" purpose-full" suitable and ade%uate wor! force which mainly
contributes in the accomplishment of the organisations objectives
,he personnel management is not a 4ne- 6an responsibility nor can it be achieved by an
individual It is a cooperative endeavour originating from a common feeling and concept and is
aimed at achieving the well-being of the organisation as well as it employees
+mployee 7elations is not only an economic aspect" but is also a human and social aspect It is
the business of the leadership in the ran!s of labour" employees and management to wor! out a
new relationship in consonance with the spirit of true democracy 2ny law which regulates the
employer-employee relationship has to be carefully and meticulously interpreted" adopted and
applied !eeping in view organisation.s social and economic re%uirements
12
EMPLOYEE RELATIONS
6aintaining healthy employee relations in an organi-ation is a pre-re%uisite for organi-ational
success Strong employee relations are re%uired for high productivity and human satisfaction
+mployee relations generally deal with avoiding and resolving issues concerning individuals
which might arise out of or influence the wor! scenario Strong employee relation depends
upon healthy and safe wor! environment" cent percent involvement and commitment of all
employees" incentives for employee motivation" and effective communication system in the
organi-ation 1ealthy employee relations lead to more efficient" motivated and productive
employees which further lead to increase in sales level
;ood employee relation signifies that employees should feel positive about their identity" their
job as well as about being a part of such a great organi-ation $espite the importance of strong
and healthy employee relations" there are circumstances in the life of every organi-ation when
employee and management relations are hampered Instances of such circumstances are as
follows-
*hen the employees do not behave as per accepted norms of behaviour" it is !nown
as employee indiscipline 2bsenteeism" change in employee.s behaviour" slow
performance and grievances are all forms of employee indiscipline ,hus" when the
employees fail to meet management e/pectations in terms of standard performance and
behaviour" it is referred to as indiscipline In such cases" it must be ensured by the
management that steps should be ta!en so that employee.s behaviour is in conformity
with the managerial e/pectations
Similarly" the employees also e/pect from the management to provide them a safe
wor!ing environment" fair treatment" proper incentives" participation in decisions" and
needs satisfaction ,he failure on part of management to meet these e/pectations is
termed as employee grievance
*hen the employees fail to meet their own e/pectations whether in terms of personal
goals" career goals" performance" self-respect" etc it is referred to as employee stress
+/cessive wor!load" insufficient wor!load" peer pressure" e/cessiveBunreasonable use
1)
of authority by the management" lac! of promotional opportunities" nature of job" etc all
again lead to employee stress
2ll the above mentioned organi-ational factors influencing employees. relation must be
carefully tac!led 2n optimistic approach to strengthen disciplinary culture rooted on shared
norms of employees should be adopted 2n effective grievance redressal system should be
there Stress management strategies should be followed in the organi-ation
+mployee relations mean the relations and interactions in the industry particularly between the
labour and the management It is the result of their compromising attitude and approach in
regard to the management of the affairs of the industry and for the betterment of not only the
management and the wor!ers but also of the industry and national economic as a whole It also
reflects Cnion and +mployer relationship in an organisation
Improving Employee Relations
+mployee relations must be strengthened in an organi-ation ,o do so" following points must be
ta!en care ofE-
+mployee has e/pectation of fair and just treatment by the management ,hus"
management must treat all employees as individuals and must treat them in a fair
manner +mployee favoritism should be avoided
$o not ma!e the employees. job monotonous Heep it interesting 6a!e it more
challenging ,his can be done by assigning employees greater responsibilities or
indulging them in training programmes
6aintain a continuous interaction with the employees Heep them updated about
company.s policies" procedures and decisions Heep the employees well-informed
Informed employees will ma!e sound decisions and will remain motivated and
productive 2lso" they will feel as a member of organi-ational family in this manner
+mployees must be rewarded and appreciated for a well-done job or for achievingBover-
meeting their targets ,his will boost them and they will wor! together as a team
14
+ncourage employee feedbac! ,his feedbac! will ma!e the employers aware of the
concerns of employees" and their views about (youD as an employer
;ive the employees competitive salary ,hey should be fairly paid for their talents"
s!ills and competencies
>e friendly but not over-friendly with the employees >uild a good rapport with the
employee ,he employee should feel comfortable with the managerBsupervisor rather
than feeling scared
+very individual at the wor!place shares a certain relationship with his fellow wor!ers 1uman
beings are not machines who can start wor!ing just at the push of a mere button ,hey need
people to tal! to" discuss ideas with each other and share their happiness and sorrows 2n
individual cannot wor! on his own" he needs people around If the organi-ation is all empty"
you will not feel li!e sitting there and wor!ing 2n isolated environment demotivates an
individual and spreads negativity around It is essential that people are comfortable with each
other and wor! together as a single unit towards a common goal
It is important that employees share a healthy relation with each other at the wor! place #et us
find out why employee relations are important in an organi-ationE
,here are several issues on which an individual cannot ta!e decisions alone 1e needs
the guidance and advice of others as well Sometimes we might miss out on important
points" but our fellow wor!ers may come out with a brilliant idea which would help us
to achieve our targets at a much faster rate >efore implementing any plan" the pros and
cons must be evaluated on an open forum where every employee has the right to
e/press his opinions freely 4n your own" you will never come to !now where you are
going wrong" you need people who can act as critic and correct you wherever you are
wrong If you do not enjoy a good relation with others no one will ever come to help
you
*or! becomes easy if it is shared among all 2 healthy relation with your fellow
wor!ers would ease the wor! load on you and in turn increases your productivity 4ne
cannot do everything on his own 7esponsibilities must be divided among team
members to accomplish the assigned tas!s within the stipulated time frame If you have
13
a good rapport with your colleagues" he will always be eager to assist you in your
assignments ma!ing your wor! easier
,he organi-ation becomes a happy place to wor! if the employees wor! together as a
family 2n individual tends to lose focus and concentration if his mind is always
clouded with unnecessary tensions and stress It has been observed that if people tal!
and discuss things with each other" tensions automatically evaporate and one feels
better #earn to trust others" you will feel rela/ed 4ne doesn.t feel li!e going to office if
he is not in tal!ing terms with the person sitting ne/t to him 2n individual spends
around ?-5 hours in a day at his wor!place and practically it is not possible that one
wor!s non stop without a brea! Gou should have people with whom you can share your
lunch" discuss movies or go out for a stroll once in a while If you fight with everyone"
no one will spea! to you and you will be left all alone It is important to respect others
to e/pect the same from them
2n individual feels motivated in the company of others whom he can trust and fall bac! on
whenever needed 4ne feels secure and confident and thus delivers his best It is o!ay if you
share your secrets with your colleagues but you should !now where to draw the line 2 sense of
trust is important
Significance:
a9 It improves the employee-employerR employee-unionR employer-stateR employee-state
relationships and resolving of any industrial dispute arising between employers and employersR
employees and employees and employers and employees 8union9
b9 It signifies the relations between the employer" employee" union and state with regard to
employment and other essential services to be provided
c9 It strengthens the collective bargaining and process of resolving any industrial dispute
arising between wor!men and employer through negotiations
d9 It forms a mutual cooperation between wor!men and employer regarding labour and
capital
e9 ;ood employee relations always boost up the production" volume in the industry as the
wor!ers are motivatedBinterested in striving hard for increase in production for the cause of
their organi-ation and cross party
1:
Impact:
2 harmonious relationship between the management and the wor!ers on any is industry is a
good and healthy sign Such relationship is essentialR
i ,o avoid industrial conflicts
ii ,o establish and nurse their growth of industrial democracy
iii ,o raise production to a higher level in an era of full employment by lessening the
tendency of turnover and fre%uent absenteeism
iv ,o eliminate as far as possible and practicable stri!es" loc!-outs etc
v ,o establish ;overnment control in offices" plants and units which are running at a loss
or in which production has to be regulated
vi ,o ensure mutual cooperation
vii ,o control and discipline the parties"
viii ,o safeguard the interest of the labour and management by securingBensuring the
highest level of mutual understanding and goodwill
i/ ,o achieve a sound" harmonious and mutually beneficial labour management
relationship"
/ ,o safe guard the rights" duties and interests of both labour and management
INDUSTRIAL RELATIONS IN HINDUSTAN AERONAUTICS LIMITED
LUCKNOW DIVISION
(;44$ I0$CS,7I2# 7+#2,I40S ;4 2 #40; *2GD
,he company has set up healthy traditions in encouraging and fostering cordial and harmonious
industrial relations in its dealings with the employees ,he main functions of industrial relation
section are as followsE
'ompliance of statutory provisions of
- @ayment of *ages 2ct 15):
- &actories 2ct 154?
- Industrial $isputes 2ct 154=
- Industrial +mployment 8Standing 4rders9 2ct 154:
- *or!men.s 'ompensation 2ct 154)
- @ayment of ;ratuity 2ct 15=2
- @ayment of >onus 2ct 15:3
- 6aternity >enefit 2ct 15:1
1=
- +mployees provident fund and miscellaneous provisions 2ct 1532
- +mployees State Insurance 2ct 154?
- 'ontract #abour 87egulation and 2bolition9 2ct 15=0
'asualB contract labour in canteen and sanitation- ,he wor! related to casual and
contract labour engaged in various activities li!e canteen" sanitation etc is dealt by I7
section
@articipative management- ,he goal of the wor!ers and the management is to create an
atmosphere in the industrial activity which would help them to remove the self-made
caste systems and pave the way for an atmosphere of joint family system +ffective
results can be achieved with the help of wor!ers if they are given participation in
management 2 participative situation leads to a higher degree of involvement of the
employees with the enterprises It acts as a morale booster >y participating in the
decision ma!ing wor!ers feel psychologically satisfied since they thin! that their voice
is being heard *or!ers participation in management is the crystalli-ation of the notion
of industrial democracy It is an e/pression of the employees desire to bind his
employers into a team wor!ing together towards common purpose when the system is
used to full advantage of both partners >lue collar wor!ers are no longer just wor!ers
and they act as the lowest level of management
,o prompt wor!ers participation in 12# and in order to accelerate production the
company constituted one plant level and eight shop level committees ,he areas dealt
with by these committees are as underE
- 6onthly production targets and production schedule
- @rogrammes for cost reductions
- @roduction facility
- 2vailability of materials
- Storage facility
- Scope for economy in the use of material
- 4peration problem
- 'ontrol of wastages
- <uality improvement
- Cn!eep and care of machines and instruments
- Safety precautions and safety devices
- 'leanliness and house !eeping
- 2bsenteeism" whistle jumping and discipline
$ealing with committees- ,he various statutory and non-statutory committees are
constituted by 12# 6anagement in 12# is dealt with by industrial relations
department through many committees
COMMITTEES FUNCTIONING IN LUCKNOW DIVISION
1?
I. STATUTORY COMMITTEES
a 'anteen 6anaging 'ommitteeE 'onsisting of three management nominated members
and three elected wor!men members" tenure 2 years object to loo! after day to day canteen
facilities activities li!e menu" %uality of food and raw material" supply of food etc
b +mployees @rovident &und ,rust 'ommitteeE 'omprises a chairman" secretary and ?
members out of which 3 wor!men members are nominated by the 12+2" tenure 3 years
c @lant Safety 'ommitteeE 'omprises 13 members out of which : are management
nominees" : nominated by 12+2 and ) co-opted" tenure 2 years 4bject is to ensure and to
ta!e preventive measures
II. NON STATUTORY COMMITTEES
a *elfare &und 6anaging 'ommitteeE 'onsisting of 4 officer representatives elected by
the management and 4 wor!men representatives elected by the members of the fund"
tenure 2 years 'ommittee underta!es cultural" recreational and educational activities for
employee and their family members
b >enevolent &und 6anaging 'ommitteeE &ormerly !nown as death relief fund
committee" comprises 10 members out of which 5 are elected by the employees who in
turn select the 10 member as their chairman" tenure 2 years" contribution 7s 10Bper month
and 7s :0 for each death by the management" contribution of 7s10000 per death" benefit to
the family of each diseased employee 7s 120000 'ommittee also provide some financial
benefits to the employees who are under gone for medical treatment in chronic disease
c Sports 'lub 'ommitteeE 'onsists of 1= members out of which president" vice president
and treasurer are joint secretary and 11 members are nominated by the 12+2 Sports
officer is the officer member of the committee" tenure 1 year 4bject to loo! after and
promote the sports activities
d 12# School 6anaging 'ommitteeE 'onsisting of 15 members out of which 4 namely
chairman" vice chairman" treasurer and secretary are nominated by the management" )
members are nominated by the 12+2 and ) by the staff of 12# school" 2 educationists
from outside and rest are co-opted members ,enure 1 year
III. OTHER IMPORTANT COMMITTEES
a 4fficer.s 'lub 'ommitteeE 'onsists of 11 members and three co-opted members
nominated by the management ,enure one year ensures club activities in a proper way
15
b &ire Safety 'ommitteeE 'onsisting of ? members nominated by the management ,his
committee ensures and ta!es preventive measures to safeguard the plant and machinery
against fire
c Suggestions and 2ward 'ommitteeE 'onsists of members nominated by the management
,his committee is to recommend the awards on good suggestions which reduce the
e/penditure and increases the profitability
d 7ajbhasha Implementation 'ommitteeE 'onsists of 13 members nominated by the
management It ta!es care of the implementation of the provisions of 7aj >hasha
2dhiniyam
e *or!er.s @articipation 6anagement 'ommitteeE ,here are one plant level committee and
? shop level committees ,hese committees are constituted by the management under the
provisionsB scheme of wor!ers participation in management ,he membership of
committee is 10 including 3 members of management and five members elected by the
12+2
IV. DEALINGS WITH UNIONS
>elow mentioned trade unions are functioning in 12# #C'H04* $IAISI40
a 12+2 K 1industan 2eronautics +mployees 2ssociation 8recogni-ed union9
b 12#+C K 1industan 2eronautics #imited +mployees Cnion
c 127SS K 1industan 2eronautics 7ashtriya Sham Sangathan
d 12$+2 - 1industan 2eronautics $iploma +ngineers 2ssociation
e 12@HS - 1industan 2eronautics @rashi!shit Haramchari Sangathan
f 1242 K 1industan 2eronautics 4fficers. 2ssociation
V. CONTRACT WORKER`S UNIONS
g 12HS - 1industan 2eronautics Haramchari Sangh
h 12HS - 1industan 2eronautics Haramchari Sabha
CRITERIA FOR RECOGNITION OF UNIONS
*here there is more than one union" a union claiming themselves would have been functioning
for at least one year after registration *here there is only one union" this condition would not
apply
20
1 ,he membership of the union should cover at least 13L of the wor!ers in the
establishment concerned 6embership would be counted only of those who had paid
their subscriptions for at least three months during the period of si/ months immediately
preceding the rec!oning
2 2 union may claim to be recogni-ed as a representative union for an industry in a local
area if it has a membership of at least 23L of the wor!ers of that industry in that area
) *hen a union has been recogni-ed" there should be no change in its position for a
period of two years
4 *here there are several unions in an industry or establishments" the one with the largest
membership would be recogni-ed
3 2 representative union for an industry in an area should have the right to represent the
wor!ers in all the establishments in the industry" but if a union of wor!ers in the
particular establishment has a membership of 30L or more of the wor!ers of that
establishment it should have the right to deal with matters of purely local interest such
as" for instance" the handling of grievances pertaining to its own members 2ll other
wor!ers who are not members of that union for the industry or see! redress directly
: In the case of trade union federations which are not affiliated to any of the four central
organi-ations of labour" the %uestion of recognition would have to be dealt with
separately
= 4nly unions which observed the code of discipline would be entitled to recognition
would have to be dealt with separately
&2'I#I,I+S @74AI$+$ ,4 12+2 87+'4;0IS+$ C0I409 20$ 4&&I'+7.S
2SS4'I2,I40
8a9 @ay roll deduction of membership subscriptions
8b9 4ffice room and @>MB@2>M telephone e/tension free of rent" but charges for local and
trun! calls to be removed
8c9 2ccommodation for club" if any" is run by the unionB association I the division.s
township on nominal rent
21
8d9 @ayment of travelling allowance and daily allowance as per entitlement to the office
bearers who are deputed by the union associations in response to invitation of the
management to attend meetings away from their head%uarters
8e9 0ot more than two office bearers of each union association would be permitted time off
for a ma/imum of four hours every wee! for wor! connected with the unionB officers
association ,hey may be permitted to leave their wor! spots only with the prior
permission of the concerned departmental head or any other officer so authori-ed for the
purpose by the concerned ;6
8f9 2ll the office bearers of the union officers. association may be given time off to attend
meetings called by the management of official meetings fi/ed at the instance of the
association about which official intimation has been received by the competent
authority
@+7&47620'+ 4& I7 S+',I40 4& 12# #C'H04* $IAISI40
I7 section fully competent and successful in its objectives to maintain peaceful" harmonious
and cordial relations and a peaceful wor! atmosphere is prevailing in the division >esides this
the division ensures timely compliance of statutory re%uirements" reduce inter union rivalry and
strive for %uality improvement in different directions of service
,he role of I7 activities has improved %ualitatively and provided better services 'onse%uently
#uc!now $ivision has not seen any major I7 problems during past few years ,his of course is
the outcome of direct involvement of I7 staffs in all the related activities ie providing
transport" canteen and sanitation services etc
WELFARE
(*+#&27+D is a broad concept referring to a state of living of an individual or a group" in a
desirable relationship with the total environment-ecological" economic and social Social-
welfare is primarily concerned with the solution of various problems of society ,he object of
22
economic welfare is to promote economic development by increasing production and
productivity and through e%uitable distribution #abour welfare is a part of social welfare"
conceptually and operationally It covers a broad field and connotes a state of well being"
happiness" satisfaction" conservation and development of human resources #abour welfare
implies the setting up of a minimum desirable standards and provision of facilities li!e health"
food" clothing" housing" medical assistance" education" insurance" job security" recreation etc
Such facilities enable the wor!er and family to lead a good wor! life" family life and social life
*elfare of the employees is the voluntary effort of the employers to establish" within the
e/isting industrial system" wor!ing and sometimes living and cultural conditions of employees
beyond what is re%uired by law" the customs of the industry and the conditions of mar!et
*elfare is a state of faring or doing well" freedom from calamity" enjoyment of health"
prosperity etc ,here can be no limitation for scope in welfare
ANNUAL RETURN ON WELFARE AMENTITIES REPORT (2011-2012)
87s In #a!hs9
Accessories Design Total
2)
Particulars Division
(A)
(B) C(A+B)
MEDICAL
REIMBURSEMENT
6edicines 10042 10042
1ospitalisation 1:??3 1:??3
7eimbursement =0?)2 123: =20??
@art time doctors 1343 1343
@athology :04: :04:
Total 1053.50 12.56 1066.06
EXPENDITURE ON
HOUSING
7epairs to buildings 1201) 1201)
Sanitation of ,ownship 3::1 3::1
TRANSPORT FACILITIES 000 000 000
CANTEEN ALLOWANCE
Sode/ho coupon =35:0 =35:0
'anteen 2llowance 103:2 :0: 111:?
Total 856.22 6.06 871.28
6il!Begg supply to employees 150: 150:
WELFARE MEASURES:
'onsistent with the policy of the 1industan 2eronautics #imited to !eep the employees and
their family members happy and contented various welfare schemes are in operation Some of
the important measures are mentioned as followsE
24
NON-STATUTORY WELFARE MEASURESE
1) MEDICAL FACILITIES AND HOSPITALS/ DISPENSARIES
+mployees who are borne on the regular rolls of the company and dependent members of their
families are covered by 6edical 2ssistance Scheme ,he 'ompany has set up well e%uipped
1ospitals at >angalore" 0asi!" Horaput" 1yderabad" #uc!now" Hanpur" Horwa and
>arrac!pore 2ll modern facilities including well e%uipped 4peration ,heatres" @athological
#aboratories" $ental" +0, and M-7ay units" including specialist 'onsultations are provided 2
1ealth Cnit is also attached to the hospitalBdispensary to loo! after Industrial 1ealth" testing of
*ater Supply to the factoryB ,ownship and testing of 6il! supply to the factory etc the
company has appointed Fonal $irectors in different parts of the city at >angalore" 1yderabad"
#uc!now" and Hanpur for consultation by the employees and their family members ,rust
1ospitals have also been recognised for Inpatient ,reatmentB InvestigationsBSurgical 4perations
in $ivisionsB 4fficesB 4utstations where 12# 1ospital does not e/ist of where facilities do not
e/ist in 12# hospitalsB dispensaries
DETAILS REGARDING MEDICAL FACILITIES-
1 Strength of $ivision
0o of employees who are provided with the company.s medical facilitiesE
4fficers 8as on )1
st
march 20119 - =35
*or!men 8as on )1
st
march 20119 - 215:
2 Si-e of the hospitalB $ispensariesE
a9 0o of bedsB no of beds included during the year E ? beds
b9 $ifferent types of medical facilities 8speciali-ation wise available9E
medicines
4pthalmology
+0,
4rthopedics
4bstetricsB;ynecology
@ediatrics
$enistry and 4ral surgery
@athology
S!in specialist
M-7ay &acility
CS; facility
23
@hysiotheraphy
c9 Specialist facility if any introduced E ,> and chest diseases" s!in specialist"
1omeopathy" 2yurvedic and 'ardiologist
d9 *hether diet facilities available8 if so" details of the diet provided indicate the
payment to be made by the employees towards diet provided by the company9 E
0I#
'9 6+$I'2# S,2&&-
Sanctioned strength of the 1ospital in various gradesB;roups including
designationsE
$esign 0os ;radeBScale
$'46S 1 AII
'6S 4 A
S6S 2 A
6S ) IA
S64 1 III
Sr 'hief Supervisor 1 S-11
Sr 'hief Supervisor 86atron9 1 S-11
Sr 'hief Supervisor 8#ab9 1 S-11
'hief Supervisor 2 S-10
Sr $resser 1 S-5
Sr 2yah ) S-:
Sr ward boy ) S-:
'ompounder 1 S-=
@harmacist ) S-3
'ompounder 1 S-3
$resser 1 S-3
$resser 4 S-4
#ab- tech ) S-3
M-ray ,ech ) S-3
Staff nurse 1 S-3
*ard boy 2 8j9 2 S-1
29 HOUSING: ,ownship have been developed at >angalore" 1yderabad" 0asi!"
Sunabeda 8Hotaput9" Hanpur" Harwa and #uc!now $ivisions out the company.s funds
2:
andBor under the government subsidi-ed industrialB housing scheme ,he township are
located near the factories and maintained by the company
Township at Lucknow Division is self-contained having four types of quarters:
Types of quarters Constructed Under construction
2 11)3 0I#
> 222 0I#
' 100 0I#
$ 22 0I#
3) EDUCATIONAL FACILITY
&or the benefit of the employee.s children the company has established schools at all
township developed at each centre ,he administration of these schools is vested in the
education committees constituted for the purpose at the respective division ,uition fee
charged in these schools vary from place to place depending upon the grant-in-aid
received from state government and other recurring and non-recurring e/penditures
involved in running the schools
4) SPORTS CLUB FACILITY
*ith a view to develop sports talent amongst the employees" sports clubs have been
established in the comple/B divisions ,he company provides play ground
accommodation ad grants for encouraging sports activities 6embership is open to all
the employees 2 scheme for boosting sports in the company is introduced since 15?4
which covers:
8a9 &ormation of sports club and sports control board
8b9 6ajor sports activities
8c9 Selection and recruitment of sportsmen
8d9 &acilities to sportsmen
8e9 7ehabilitation of sportsmen
8f9 +mployment injury
8g9 &inancial assistance to sports clubs
8h9 Inter divisional tournaments
39 C0I&476S &2'I#I,G
*earing of uniforms is compulsory for all employees while on duty as per prescription
6) CINEMA/FILM SHOW:
i. $o you have cinema house in your township - 0o
ii. 2re the entrance fees subsidi-ed - 02
iii. *hat is the total subsidy during the year in providing this facility- 02
2=
7) PARKS IN TOWNSHIP:
a9 0o of par!s so far built - 3
b9 +/penditure involved in each case
a @reparing the par! --
b 6aintenance 7s : #acs
8) WORKERS EDUCATION SCHEME:
a) Since its introduction 0o of employees trained under the scheme for K since Sept 15=5
a. *or!er teacher course8)month9- 0I#
b. Cnit level classes 8full time9 -0I#
c. Cnit level classes 8part time9 - 6ay-June 2011843days9
d. 7efresher 'oursesBSeminars for- trained wor!er teachers and other
e. +ducation 4fficers training courses- 0I#
b) &acilities provided 8given details for each category of trainees mentioned above9E as per
rules
9) BENEVOLENT FUNDS/ COMMITTEES
It is formerly !nown as $eath 7elief &und ,he committee comprises of 10 members
4ut of which nine members are elected by the members" employees who in turn select
the tenth member as their chairman ,he tenure of the committee is two years
a. 0umber of employees availing the facility E 2ll employees
b. 7ate of rent recoveries in respect of
2ccommodation provided to the fund
+lectricity charges E 0I#
*ater charges E 0I#
c. $etails of capital e%uipment provided and
'harges recovered E 0I#
d. 2nnual grants if any E 0I#
e. 4ther grants" e/-gratia payments made E management grants
2nd purpose 7s 3000 per decreased
6ember
f. Staff provided to the fund E 0o staff is provided
>enevolent fund committee consisting of 10 members 8employees and officers9 loo!s after the
activities of the fund
,he main object of the fundB committee is to provided prompt financial assistance to the
families of the members of the fund in case of the death if the member 'ommittee provides 7s
2?
30000 assistance to the bereaved family including management contribution of 7s 3000 ,he
committee also e/tends certain benefits to employees on their supernuation" transfer" prolonged
sic!ness" transplantation etc
109 #+2A+ ,72A+# '40'+SSI40E
&acility provided by the management to the wor!men 8for officers9 once in a bloc! of
four years ,here is also a provision of home town travel concession 2n employee can
avail one all India and one home town or two home towns in each bloc! of two years as
per their entitlement and can perform journey by the entitled class 12# management
has also provided facility for encasement of #,'
119 S14+S 20$ S4'HSE
2n allowance of 7s 1300 is given for purchase of shoes every financial year
129 C@>14H,2 >120$27 20$ S14@@I0; '+0,7+E
,he essential and common itemsB things are available in these shopsB bhandar on
cheaper rates and in good %uality
1)9 *+#&27+ '+0,7+E
Aery attractive fully e%uipped welfare centre is available where all types of programmes
li!e educational" cultural" recreational" festive 8ram leela" durga pooja" shree Hrishna
janmashtmi etc9 and various other indoor games are available
149 ,72I0I0; '+0,7+E
6anagement provides a very attractive" useful training centre where all types of training
programmes are conducted as per training schedule chal!ed out by the management
,he training centre has e/perienced and ade%uate members of trainers in the faculty
139 2C$I,47IC6
,he management has provided a good and spacious auditorium for various activities
1:9 I0'+0,IA+
Incentive is also given on ac%uiring higher %ualifications which is useful and beneficial
for the organi-ation is granted to the successful employee as prescribed by 12#
1=9 S*I66I0; @44#S
,wo swimming pools one each in officer.s club and in 12# school is provided for use
by the employees and their families
1?9 >20H 20$ @4S, 4&&I'+
6anagement provides ban! and postal facilities within the 12# premises for use by the
employees and their families
19) LABOUR WELFARE FUND
a9 0o of employees availing facilities E 2?=4
b9 7ate of rent recoveries made in respect of accommodationE 0I#
25
i9 +lectricity chargeE It is being paid by 12#
ii9 *ater chargesE It is being paid by
12#
c9 'apital +%uipment provided such as steel chairs" wooden chairs with arms" wooden
dining chairs" steel folding chairs" etc
d9 2nnual ;rant if anyE 2nnual contribution of 7s 100 per employee and corresponding
contribution of 7s130 by management is given
e9 4ther grant of e/tra payment made and purposeE 0o other routine grants are being
provided to *elfare &und 'ommittee 1owever for specific re%uirements the management
provides financial assistance
f9 0o of employees attached to this organi-ation whole or part time for which madeE
within their normal wor!ing hours in additional of their own duties
g9 +/penditure incurred during last three yearsE
i9 0on recurring K 7s 22:)5B-
ii9 7ecurring -- 0il
h9 2nnual subsidy granted for the year-
ii9 2005-2010 E 7s4=))00
iii9 2010-2011 E 7s433300
iv9 2011-2012 E 7s42?300
6embership feeE 7s100 per head per annum
STATUTORY WELFARE MEASURES
1 '20,++0 &2'I#I,G
12# management has provided very attractive canteen facility to its employees as per
company.s status in the vicinity It has been established at the division as a welfare
measure in accordance with the statutory provisions as per factories act 154? and C@
factories rules 1530 in force 2s per provision of the C@ factories rules" 1530 for
managing the canteen services a canteen managing committee is constituted" consisting of
: members ,hree members of which including chairman and secretary are nominated by
the management and the remaining three are elected by wor!force themselves ,he
tenure of the committee is two years ,he committee meets once in every month or
earlier as and when necessary ,he canteen at #uc!now $ivision is run by a contractor
under the close supervision of the canteen management committee ,he main object of
the committee is to ensure %uality of food stuff" cleanliness" discipline" better services"
)0
preparation and change of menu" smooth functioning" procurement of raw material in
canteen-store" arrangement of fuel" sorting of day to day problems" moderni-ation of
canteen" search out resources for improvements in canteen facilities for its betterment
'anteen management committee of #uc!now $ivision of 12# is wor!ing very
effectively and efficiently In canteen premises there are five halls for dining purpose"
one each for e/ecutive and female employees and three for wor!men $ifferent type of
food is served on prescribed time of each shift as decided by the management Aariety of
%uality based food is provided for employees 4n spot tea and snac!s are provided on
seat by the contractor as per stipulated timings Special lunch and courtesy services are
also provided by the contractor as per re%uirementB demand ,he rates are subsidi-ed and
fi/ed by the committee for all items provided to staff members
'anteen contract 8estimated cost9 - 7s ::5:000 pa
$etails of eatables served 7ates 8in rupees9
7oti" dal" rice" pic!les" salad" vegetables"
raita
20
7oti" dal" rice" pic!les" 2 vegetables 8one
special and one ordinary9" raitaBcurd"
papad
)130
,ea per cup 8ordinary9 240
Special tea )23
Snac!s per price 240
6il! with sugar :=3
,he building" furniture" utensils" fuel etc are provided by the management of 12# 4n
one hand the 12# is fulfilling the statutory re%uirements of the factories act and rules and
on the other hand the management is motivating its employees by way of providing
canteen facilities
2 $7I0HI0; *2,+7
Suitable points for wholesome purified drin!ing water have been provided and
maintained and situated conveniently for all wor!ers @oints are legibly mar!ed and are
away from urinals" spittoons etc 2rrangements are also provided for cooling the water
during summers
) '7+'1+S
)1
@rovision for crNches has been ade%uately made in 12# with facilities for change of
clothes" warming of food and mil! etc ,he rooms are ventilated and maintained in clean
and sanitary conditions It is under the charges of a woman trained in the care of the
children and infants 2rrangement are made for free mil!" refreshment and for the
mothers of children to feed them at the necessary intervals etc
4 26>C#20'+ S+7AI'+S
2n ambulance has been provided within the premises for the employees and their family
members for use in case of need
3 S2&+,G 4&&I'+7
2s provided in section 40-> safety officer are posted in factories having processes
involving any ris! of bodily injury" poisoning and disease or any other ha-ard to health
etc In 12# two safety officers have appointed who loo! after safety aspects
: @74AISI40S 4& SI,,440S
It is a measure to ensure cleanliness in the entire premises
= *+#&27+ 4&&I'+7S
,he royal commission on labour has recommended the appointment of labour welfare
officers to protect the wor!ers from the evils of indebtness and to promote amicable
settlement with the wor!er and management ,he post initially was to serve as a liaison
with the state labour commissioner and to develop and improve labour administration
Section 45 819 and 45 829 of the factories act 154? provides that
(In every factory where 300 or more wor!ers are ordinarily employed" the occupier
shall employ in factory such number of welfare officers as may be prescribedD
WELFARE TO THE SOCIETY
CORPORATE SOCIAL RESPONSIBILITY AT HAL:
12# recogni-es the need to adopt 'S7 policy as a strategic tool for sustainable development"
integration of business processes with social processes and also address the concern of the
society with which it operates ,he company ac!nowledges that its performance would also be
measured in terms of economic impact" social impact and environmental impact K ,he ,riple
>ottom #ine
)2
'S7 policy of the company covers the following K
a9 2ctivities for social and inclusive developmentR
b9 7espect for environment Benvironment management system8including outside 12#
premises9R
c9 'are for the sta!e holdersR
d9 +thical functioningR
e9 7espect for 1uman 7ightsR
f9 $isaster 6anagement
OB1ECTIVES:
,he company aims to achieve the following objectives through its 'S7 projectsE
a9 ,o strengthen the bond between the company" society and the environment
b9 ,o create opportunities for inclusive growth" wherein" growth of the company and
society and protection of environment would supplement each other
c9 ,o achieve substantially and strengthen brand image by shouldering the social
responsibility voluntarily and willingly
'S7 policy is also aimed at considering it as a deliberate business strategy" resource
optimi-ation" conflict resolution through consensus and co-operation
SCOPE:
'S7 activities of 12# will go beyond the statutory re%uirements and philanthropic activities It
encompasses the society in which it operates and addresses the concerns of the societyBvillages
in the vicinity" aimed at inclusive growth 'S7 activities of the company would also cover
other sta!eholders 8customers and suppliers9 It would be closely lin!ed to substantial
development and integrate social and business goals" helping to secure competitive advantage
in the long run
IMPLEMENTATION STRATEGY:
'S7 activities in the company would be implemented through the following two categoriesE
))
'ompany-wide 'S7 activities- these activities which the company intends to carryout
throughout the company during the year
$ivision-specific 'S7 activities-these are 'S7 activities which the divisions intend to
carryout specifically in their geographical location" during the year" depending upon
specific needs" issues in the region" etc" $ivisions shall nominate a O'S7
Implementation 'ommittee. " in this regard
TIME FRAME: ,he 'S7 activities are to be completed within the financial year
2ssistance of suitable partners vi- State government reputed 0;4.s" 2cademic Institutions
"etc may be availed depending on the nature of the activity" e/pertise" etc the involvement of
12# employees shall be limited to selection of partners" co-ordinating " motivating and
supervision 2ctual Implementation shall be made by speciali-ed agenciesBstate
governmentBreputed 0;4.s to be selected by the sub-committee on 'S7
BUDGET:
Cpto 2L of the profit after ta/" dividend" etc of the company for the previous year"
would be the 'S7 budget
+ach division shall have a separate 'S7 budget and 2Bc head
2ny amount allocated to 'S7 but could be realised would not lapse ,he same would
be carried forward as a corpus 'orporate office shall be informed at the end of every
year about the same for further directions
,he amount allocated for 'S7 activities would not be diverted for any other
eventualitiesBpurpose including for donations &urther" organi-ational interest must not
be in conflict with the objective of 'S7
PERFORMANCE AUDIT:
)4
2udit should be conducted by an independent agency covering-
&ulfilment of the objectives"
'overage of the beneficiaries"
Social acceptance and social benefits"
Implementation aspects"
'ontinued support and grounds for replication"
&und utili-ation from time to time" etc
'S7 activities could be grouped under the followingE
a9 +ducation and sports
b9 1ealth care
c9 @rotection of environment
d9 @rotection of archives
e9 7ural infrastructure
f9 *omen and child welfare and human rights
g9 +ncouragement for art and culture
h9 'onsultative approachB information sharing with wor!ers representatives with regard to
issues pertaining to 'S7
i9 ,ransparency in decision ma!ing process
1. EDUCATION-
a. Students from schools in the vicinity including HAL school:
i Identifying the needy schools in the vicinity and cousider providing facilities" vi- E
boo!s" stationary" uniforms" construction of toilets" etc
ii 4rganise special seminars" programmes" lectures" etc for the teachers of all the
nearby schools on appropriate topics so that the students get the benefit resultantly
iii @rovide scholarships for students who e/cel in studies " both amongst ;eneral as
well as students belonging to S'BS, communities
iv 4rganise inter-school competitions- painting" essay writing on any occasion" <ui-"
cultural events li!e singing" dance" acting
v 4rganise science e/hibitions
vi 4rganise school e/change programmes amongst various schools within the 12#
campus
vii 4rganise career counselling programmes for students in class IM and above
viii 4rganise different programmes in the schools to bring awareness about road safety"
fire safety" first aid" health habits" se/ual abuse" child labour etc" to ma!e them better
citi-en
i/ 'ounselling programmes
)3
b. Career:
2. SPORTS:
i +ncouraging sports in the nearby schools-sponsoring sports !itsR
ii Sponsoring sports events within the school as well as amongst schools in the vicinityR
iii 'o-ordinating with sports authority of India in their activities for encouraging sports
and also upgrading their contribution in the field of sportsR
iv 4rganising sports meets inBfor the nearby villages" facilitating tournament and
sponsoring pri-es
3. HEALTH CARE:
i 4rgani-ing health camps in the nearby areas- covering ;eneral health chec!ups"
Immuni-ation programmes +ye camps" diabetes and >@ clinics heart chec!ups"
distribution of medicines" etc
ii 'oordinating with State ;overnment in organi-ing medical campsB medical schemes
as per their agenda
iii @rovide assistance in alternative medicine
iv 1ealth education by way of lectures" films
v 'onducting programmes on anti-smo!ing" 2I$S prevention" effects of alcoholism"
etc
vi 2mbulance service to nearby village"
vii 6alaria prevention programmes"
viii &amily planning camps
4. INFRASTRUCTURE DEVELOPMENT:
i Improvements in supply of drin!ing water" bore wells"
ii Improvements in approach roads"
iii 2rranging street lights and connected facilities"
iv 2ssociation with concerned authorities for improving policies" traffic system" public
buildings" etc
v 'ommunity hall"
vi 'onstruction of toilets"
vii School buildings" fencing of the same"
viii @laygrounds"
):
i/ @roviding pucca cement to hutments
/
5. PROTECTION OF ENVIRONMENT:
i @lanting of samplings in and around the 12# vicinity"
ii Spread awareness amongst employees
iii $istribute samplings to the employees and school students
iv 2rrange programmes and tal!s on environment preservation
v +ffective and safe disposal of >io-medical waste from hospitals"
vi +ffective schemes for sewerage water treatment"
vii Steps for preservation of ground water"
viii @ollution control measures"
i/ 7ecycling used water"
/ +ncourage solar lighting system and many more
6. PROTECTION OF ARCHIVES/MONUMENTS:
i 6aintenance of museums
ii 'ollection of old photographs
iii 'reating awareness and interest amongst students about preservation of anti%ues" etc
)=
CHAPTER 4
ANALYSIS OF DATA
)?
DATA ANALYSIS AND INTERPRETATION
<1 2re you aware of the statutory committee 8canteen managing committee" employees.
provident fund trust committee" and plant safety committee9S
Ges 0o
INTERPRETATION E- *e had as!ed the officers at 12# if they were aware about the
statutory committees and we got 100L response for the %uestion 2fter having a sample si-e of
30" all the 30 members were aware of the statutory committees
<2 2re you satisfied with the statutory facilities provided by the managementS
Ges 0o
)5
INTERPRETATION:- 4ut of 30 4fficers at 12#" 45 of them were satisfied with statutory
committee and 1 was not satisfied
<) 2re you satisfied with the non statutory facilities provided by the managementS
Ges 0o
INTERPRETATION:- 4ut of 30 officers" )3 were satisfied with the non-statutory facilities
and 13 were unsatisfied
<4 1ow well are you motivated about your wor! in organi-ationS
1ighly motivated 6otivated 0ot motivated
40
INTERPRETATION:- this %uestion was to !now the level of motivation the employees had
from their wor! in the organisation and out of 30 officers" 4 of them were highly motivated" 4)
were only motivated and ) were not motivated at all
<3 2re you satisfied with 12#.s safety practices for the welfare of its wor!ersS
Ges 0o
41
INTERPRETATION:- 4ut of 30 officers at 12#" ): of them were satisfied with the 12#.s
safety practices and 14 were dissatisfied
<: 1ow well are employees. complaints Bgrievances dealt in 12#S
Aery good ;ood 2verage 0ot good
INTERPRETATION:- ,his %uestion was as!ed to !now how well the complaints and
grievances of employees dealt in 12# and out of 30 officers" 4 of them rated very good" )2 of
them rated good" 12 rated average and 2 of them rated not good
<= $o you thin! biasnessBfavouritism is been followed in 12#S
Ges 0o
42
INTERPRETATION:- 4ut of 30 officers" 25 officers answered honestly that favouritism is
being followed in 12# and 21 officers said no for the same
<? 2re you aware of the cafeteria approachS
Ges 0o $on.t !now
INTERPRETATION:- ,his new concept of the 'afeteria 2pproach was !nown to 44 officers
and : were in the category of no and don.t !now
<5 *hich of the following facilities are provided by the companyS
&acilities Ges 0o 0o opinion
1ousing
7ecreation 8cultural" sports activities" etc9
Cniform
1ealth insurance
4)
'onducive wor!ing conditions
#ighting and ventilation
Safe drin!ing waterB 7est room
+ducationBtraining facilities
INTERPRETATION:- to !now what facilities are provided in 12#" 22 employees mar!ed
housing" recreation" uniform" conducive wor! environment safe drin!ing water as the facilities
available to them 23 officers said health insurance facility was not available for them whereas
: officers said that they had no opinion for the lighting and ventilation as well as the
educationBtraining facilities in 12#
<10 *hich of the following you thin! is the best means for motivating an employeeS 87an!
them-1 >+I0; ,1+ #4*+S, 20$ = >+I0; ,1+ 1I;1+S,9
6onetary benefits
7ecognition
&acilities
44
;ood wor! environment
Job satisfaction
Job rotation
@romotion
INTERPRETATION:- In this %uestion various factors of motivation were mentioned from
which the employees had to ran! them according to their importance in motivating an
employee where the ran!ing was to be made from 1 to = which meant 1 being the lowest
means of motivating an employee and = being the highest 1ere ? officers said monetary
benefits was the lowest means of motivation and ) of them said it was the highest Similarly for
7ecognition 11 officers said it was the lowest and 10 of them said it was the highest &or the
facilities 3 officers said it was lowest and 1 of them said it was the highest for motivating ,he
environment got the rating of 3 officers for lowest means and : for the highest Job satisfaction
achieved the rating 3officers for lowest and ) for highest Job rotation was at the top of all
factors for lowest means of motivation with 2= officers and 14 officers rated it for highest
means of motivation @romotion" the last factor" =offciers rated it as the lowest means and 11
for the highest means of motivating an employee
11 @lease tic! in the appropriate column
43
a Interpersonal relationship 8relations between management and recogni-ed union9
+/cellent Aery good ;ood Satisfactory
INTERPRETATION:- 1+7+ the officers were as!ed about how well the management.s
relationship was with the recogni-ed union and 3 officers said it was e/cellent" )3 said it was
very good" = said it was good and ) said it was satisfactory
<11
b Job satisfaction
100L =3L 30L 23L
4:
INTERPRETATION:- 4ut of 30 officers" : of them were 100L ")4 were =3L and 10 were 30
L satisfied with their job respectively
<12 2re you aware of the 'S7 activities conducted by 12#S
Ges 0o
INTERPRETATION:- 'S7 is an important aspect which every organisation does for the
betterment of the society In 12# also 'S7 activities are conducted of which 4= officers were
aware about them and ) were unaware of the same
<1) @lease rate the following according to their importanceE 81 being most important and =
being least important9
4=
1ousing facilities
+ducation facilities
Sports facilities
'anteen facilities
6edical facilities
Cniform facilities
>enevolent fundB
committees
INTERPRETATION:- ,his %uestion was as!ed to !now which of the facilities the employees
thought were most and least important to them 1ere again the ran!ing was made at a scale of 1
to =8 1 being most important and = being the least important9 1ere 4 officers said housing
facility was least important to them and 14 ran!ed them as the most important ) officers rated
education facility as least important and 2 as an important one Sports secured 3 officers for it
least importance and ? for the most important 'anteen facilities" 1 officer rated it as least
important and 3 said it was most important 6edical facilities secured 11 officers for both its
4?
importance and non-importance Cniform facility 1= officers rated it as the least important
facility and ) as the most important >enevolent funds got the highest for it importance number
bring 12 officers and 3 for its least importance
<14 $o you agree" or disagree" with the following statements about your jobS
Strongly
agree
2gree 0either
agree nor
disagree
$isagree Strongly
disagree
Cneven distribution of
wor!
6y job re%uires that I
wor! very hard
I never seem to have
enough time to get my
job done
I feel my job is secure in
this wor!place
I worry a lot about my
wor! outside wor!ing
hour
45
INTERPRETATION: - 1ere the officers were as!ed if they agreedBdisagreed on the above
parameters related to their jobs ,he parameters were uneven distribution of wor!" hard wor!
re%uired to do the job" not enough time to complete the job wor!" job security and outside
wor!ing hours ,o these parameters 5" 14" 4" 5" 2 officers strongly agreed to the above
statements respectively and 0" 0" 1" 1" 2 officers strongly disagreed to the statements
respectively
<13 1ow satisfied are you with the following aspects of your jobS
INTERPRETATION: - 1ere the officers were %uestioned about satisfaction from job on the
following aspectsE
,he amount of influence they have over their job to which 14 were neither satisfied nor
dissatisfied
,he amount of pay you receive to which 21agreed
Strongly
agree
2gree 0either
agree nor
disagree
$isagree Strongly
disagree
,he amount of
influence you have
over your job
,he amount of pay
you receive
,he sense of
achievement you get
from your wor!
,he respect you get
from supervisorsBline
manager
30
,he sense of achievement they get from their job to which 2: were neutrally satisfied
,he respect they get from their supervisors to which 1? were neutral as well disagreed
to it too
<1: *hat is the level of satisfaction regarding the salaryBper!s received by youS
1ighly satisfied Satisfied 0eutral $issatisfied 1ighly dissatisfied
INTERPRETATION: - In this %uestion 42 officers were satisfied with their salaryBper!s
received by them
31
<1= If you needed to ta!e a day off wor! at short notice" for e/ample to loo! after a sic!
family member" how would you usually do itS 8,ic! one9
Cse paid leave
'ouldn.t ta!e time off
,a!e time off and ma!e it up later
;o on leave without pay
Some other way
INTERPRETATION: - ,his was a situational %uestion as!ed by the officers in which they had
been as!ed if they needed to ta!e a day off at short notice for medical emergency which of the
above options they would use to which 4) officers responded that they would use paid leave
and then go
32
<1? 1ow often are you and others wor!ing here as!ed by managers for your views on any of
the followingS
&re%uently Sometimes 0ever 1ardly ever
&uture plans for the
wor!place
Staffing issues" including
idleness
'hanges to wor! practices
@ay issues
1ealth and safety at wor!
INTERPRETATION: - this %uestion was as!ed to !now how fre%uently the officers were
as!ed about the above parameters from their supervisors 2: officers said future plans were
never discussed" 1? said staffing issues were not discussed" 15 said changes at the wor! place
were not discussed" 23 that pay issues were discussed sometimes and health and safety too was
discussed sometimes as told by 23 officers
3)
<20 4verall rating of the organi-ation
+/cellent Aery good ;ood Satisfactory
INTERPRETATION: - ,he overall ran!ing of the organi-ation was ran!ed very good by 25
officers
34
CHAPTER 5
FINDINGS, CONCLUSION AND
RECOMMENDATIONS
33
Conclusion
&ew would argue that the most valuable resource of any organi-ation is its people Staff well-
being and their level of satisfaction and engagement have been found to directly impact on
organi-ational performance and ultimately organi-ational success It is an obvious statement
but high employee satisfaction levels can reduce employee turnover $issatisfied employees
tend to perform below their capabilities" result in high turnover of staff and leave their jobs
relatively %uic!ly" and are not very li!ely to recommend your company as an employer
4n the basis of %uestionnaire" discussions" interviews and discourses with different employees"
members" officers" direct and indirect wor!ers" it is revealed that majority of the staff members
are fully satisfied with the organi-ational set-up and the e/isting wor!ing conditions 12# is
giving prescribed pages to its employees" fulfilling more than the physiological needs and
providing statutory and non-statutory welfare facilities of a high standard as per the company.s
status in the mar!et" locality and vicinity ,hereby the company is fully capable of motivating
the employees
12# is striving its best to emerge as a significant global player in the aerospace company with
its mission-
(to achieve self reliance in design" development" manufacture" upgrade and maintenance of
aerospace e%uipment diversifying into related areas and managing the business in a climate of
growing professional competence to achieve world class performance standards for global
competitiveness and growth in e/portsD
3:
Recommendations
In order to get accurate responses from the subjects of e/periment" the %uestionnaire should be
simple and understandable If the %uestions are ambiguous" the response would pose a great
difficulty at time of analysis
Initially 20 %uestions were ta!en and administered to the employees of 12#" #uc!now $ivision
on a random basis ,he response to the %uestionnaire was 100L and also very prompt
6ore than routine and mundane e/ercise personnel function should loo! at the human element
the most precious resource ,he present management has been laying increasingly greater
emphasis on the ability of the people in the organi-ation to achieve its goals and objective
2mongst the various resources available K 6oney" 6en" 6aterial" 6ethods" and 6achinery K
people as a resource falls in a distinctly different category 7eal 17$ creating conditions
conducive to development of the individuals is practiced in 12#
+mployees have a favourable view of the recogni-ed union functioning in the division ,here is
a very cordial relationship and mutual understanding between employee.s union and
management Cnion leaders resolve their problems through bipartite negotiations
&rom the study it is inferred that the aims of 12+2 areE
8i9 ,o offer responsive cooperation in improving levels of production" productivity"
discipline and standard %uality
8ii9 ,o improve wor!ing and living conditions
8iii9 ,o promote individual and collective welfare including wage structure and other
relative benefits
8iv9 0ot to engage in any form of physical duress
8v9 ,o discourage unfair labour practices" such as
0egligence of duty
'areless operations
$amage to property
Interference with or disturbances to normal wor!
In subordination
8vi9 ,o ta!e prompt action to implement awards" agreements" settlements and decisions
In one of the %uestions" we had as!ed the employees. to comment on their wor!place Some of
the comments are as followsE
*ell organi-ed and multinational level of infrastructure should be providedR
,here is a need of basic infrastructure to !eep personal recordsR
3=
@roper seating arrangement and sufficient space should be providedR
@erformance appraisal system should be improvedR
;ood organi-ation but needs some improvements in some areasR
*or! enrichment through advance management training is lac!ingR
*or! place should be provided as per the &actory.s 2ct
3?
References
httpEBBwwwb2binternationalcomBresearch-and-intelligenceBemployee-engagementB
httpEBBwwwinsightlin!comB+mployeeTsurveyTguideT)html
httpEBBenwi!ipediaorgBwi!iB+mployeeTresearch
httpEBBwwwscribdcomBdocB1?1)223:B,ypes-of-<uestionnaires
httpEBBwwwhal-indiacom
httpEBBenwi!ipediaorgBwi!iB1industanT2eronauticsT#imited
httpEBBwwwdivestnicinB&inal-7&@pdf
httpEBBsaiindiagovinBenglishBhomeB4urT@roductsB2uditT7eportB;overnmentT*iseBunionTaudit
BrecentTreportsBunionTperformanceB2010T2011B'ommercialB7eportTnoT10Bchap)pdf
httpEBBwwwmanagementstudyguidecomBimportance-of-employee-relationshtm
httpEBBwwwmanagementstudyguidecomBemployee-relationshtm
httpEBBwww)citadeleduBhrBempTrelateBerroleofemprelhtm
35
APPENDIX
QUESTIONNAIRE
This Questionnaire has been formed to know how much the employees are aware and
satisfied with the various welfare measures as well as the employee relationship within the
organization.
$ear SirB6adam"
I am doing a survey wor! on ,raining J $evelopment I would re%uest you to
!indly spare some time to fill up this %uestionnaire
Personal details of the employee
Name:
Designation:
Department:
Age:
Gender:
1 2re you aware of the statutory committee 8canteen managing committee" employees.
provident fund trust committee" and plant safety committee9S
Ges 0o
2 2re you satisfied with the statutory facilities provided by the managementS
Ges 0o
) 2re you satisfied with the non statutory facilities provided by the managementS
Ges 0o
4 1ow well are you motivated about your wor! in organi-ationS
:0
1ighly motivated 6otivated 0ot motivated
3 2re you satisfied with 12#.s safety practices for the welfare of its wor!ersS
Ges 0o
: 1ow well are employees. complaints Bgrievances dealt in 12#S
Aery good ;ood 2verage 0ot good
= $o you thin! biasnessBfavouritism is been followed in 12#S
Ges 0o
? 2re you aware of the cafeteria approachS
Ges 0o $on.t !now
5 *hich of the following facilities are provided by the companyS
&acilities Ges 0o 0o opinion
1ousing
7ecreation 8cultural" sports activities" etc9
Cniform
1ealth insurance
'onducive wor!ing conditions
#ighting and ventilation
Safe drin!ing waterB 7est room
+ducationBtraining facilities
10 *hich of the following you thin! is the best means for motivating an employeeS 87an!
them9
:1
6onetary benefits
7ecognition
&acilities
;ood wor! environment
Job satisfaction
Job rotation
@romotion
11 @lease tic! in the appropriate column
a Interpersonal relationship 8relations between management and recogni-ed union9
+/cellent Aery good ;ood Satisfactory
b Job satisfaction
100L =3L 30L 23L
12 2re you aware of the 'S7 activities conducted by 12#S
Ges 0o
1) @lease rate the following according to their importanceE 81 being most important and = being
least important 9
1ousing facilities
+ducation facilities
Sports facilities
'anteen facilities
6edical facilities
Cniform facilities
>enevolent fundB committees
14 $o you agree" or disagree" with the following statements about your jobS
Strongly
agree
2gree 0either
agree nor
disagree
$isagree Strongly
disagree
Cneven distribution of wor!
6y job re%uires that I wor! very
hard
I never seem to have enough time
to get my job done
I feel my job is secure in this
wor!place
I worry a lot about my wor!
outside wor!ing hour
:2
Strongly
agree
2gree 0either
agree nor
disagree
$isagree Strongly
disagree
,he amount of influence you have over
your job
,he amount of pay you receive
,he sense of achievement you get
from your wor!
,he respect you get from
supervisorsBline manager
13 1ow satisfied are you with the following aspects of your jobS
1: *hat is the level of satisfaction regarding the salaryBper!s received by youS

1ighly
satisfied
Satisfied 0eutral $issatisfied 1ighly
$issatisfied
1= If you needed to ta!e a day off wor! at short notice" for e/ample to loo!
after a sic! family member" how would you usually do itS 8,ic! one9
Cse paid leave
'ouldn.t ta!e time off
,a!e time off and ma!e it up later
;o on leave without pay
Some other way
1? 1ow often are you and others wor!ing here as!ed by managers for your views on any of the
followingS
&re%uentl
y
Sometimes 0ever 1ardly
ever
&uture plans for the wor!place
Staffing issues" including idleness
'hanges to wor! practices
@ay issues
1ealth and safety at wor!
:)
15 $o you have any final comments you would li!e to ma!e about your wor!placeS
20 4verall rating of the organi-ation
+/cellent Aery good ;ood Satisfactory
@+7S402# $+,2I#SE
2geE ;enderE $esignationE
+ducational %ualificationE $epartmentE +/perience8years98in 12#9E
The information provided by you is purely for study purpose and will be kept confidential.
Thank you.
:4
:3