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A STUDY ON THE WELFARE POLICIES OF INDIAN OIL CORPORATION LTD.
By
ERA SALUJA
A010230120
MBA Class of 2012
Under the Supervision of
Ms. Parul Yadav
Faculty
Department of HR
Amity Business School
In Partial Fulfillment of Award of Master of Business Administration
AMITY BUSINESS SCHOOL
AMITY UNIVERSITY UTTAR PRADESH
SECTOR 125, NOIDA 201303, UTTAR PRADESH, INDIA
2010
DECLARATION
I, Era saluja student of Masters of Business Administration from Amity Business School, Amity
University Uttar Pradesh hereby declare that I have completed Summer Internship on A
STUDY ON THE WELFARE POLICIES OF THE ORGANIZATION , ITS AWARENESS
AMOUNG THE EMPLOYEES AND COMPARING THEM WITH THE GOVERNMENT
GUIDELINES. as part of the course requirement.
I further declare that the information presented in this project is true and original to the best of
my knowledge.
Date : 14/07/11
ERA SALUJA
Enrollment No. : A0102310120
MBA Class of 2012
Place : Noida
CERTIFICATE
ACKNOWLEDGEMENT
Project work is never the accomplishment of one individual; rather it is an amalgamation of
efforts, ideas and co-operation of a number of individuals. It is my proud privilege to
acknowledge with deep sense of gratitude the invaluable help, kind patronage and able guidance
given to all those who helped me in successfully completing the project.
I express my thanks to IOCL for giving me an opportunity of working on the assignment and for
extending all the possible support. . I take this opportunity to express my gratitude to all of them.
First and foremost, I would like to thank my Faculty Guide, Ms. Parul Yadav for the valuable
guidance and advice. She gave me some examples and also asked me to work on certain key
areas which widened the scope of my project.
I express my profound gratitude to my company guide Mr. Vishal (Deputy Manager, H.R.) for
his prudent counsel, meticulous supervision, ardent personal interest, sustained encouragement
and affection have been of immeasurable help all along. He gave me an opportunity to work on
ER, which is one of the most important as well as crucial department of IOCL.
I am grateful to Mr. Subash Dua and Mrs. Gita for their indispensable help during the course of
the project. I also express my heartfelt thanks to the staff of the HUMAN RESOURCE
DEPARTMENT OF IOCL, Yusuf Sarai, New Delhi for their support and co-orperation.
Last but never the least, I thank my family members and friends for their unconditional support
and encouragement.
EXECUTIVE SUMMARY
The productivity of any organization depend on its employees so its organization responsibility
to ensure that its employee are happy and satisfied . It is up to the firm to take steps to benefit
employees. If employees do not believe that their organization values them and adopts benefits
for them, such as employee welfare programs, they will not be as invested in their jobs as they
might be. They will find a place to work where they can feel committed and happy with their
jobs and receive a satisfactory level of benefits. So today every organization frames a set of
welfare policies for its employees. Welfare of employees in general can be defined as Employee
or labour welfare is comprehensive term including various comprehensive term including
various services, benefits and facilities offered to services, benefits and facilities offered to
employee by the employer.
IOCL being Indias largest commercial enterprise with total workforce of 34,158 has a major
obligation in this aspect and being a public sector enterprise the basic guidelines concerning
welfare are set by the government . This project would help us to understand the welfare policy
and to know how much aware the employees are.
Indian oil employee welfare measures have been recognized as among one of the best in the
public sector. As a caring organization it also provides for exciting opportunities to employees.
Employees find job security followed by the perks and benefits offered by the organization as the
most attractive attributes of IOCL.This information can be used to acquire and retain the best
talent.
The study has been performed by interacting directly with the various employees at IOC. For this
purpose primary and secondary data has been used .Questionnaires have been filled directly by
the respondents.
The study of the welfare measures and benefits would help in knowing the corrective measure
that need to be taken in order to avoid problem.
CONTENTS
DECLARATION
CERTIFICATE FROM INDUSTRY GUIDE
CERTIFICATE FROM FACULTY GUIDE
ACKNOWLEDGEMENT
EXECUTIVE SUMMARY
S.No.
Chapter Name
Page No.
1. INTRODUCTION
BACKGROUND
RATIONALE OF RESEARCH
RESEARCH OBJECTIVES
COMPANY PROFILE
2. LITERATURE REVIEW
3. RESEARCH METHODOLOGY
4. DATA INTERPRETATION AND ANALYSIS
SECONDARY RESEARCH(STUDY OF WELFARE POLICIES OF IOCL)
PRIMARY RESEARCH(STUDY THE AWARENESS LEVEL OF EMPLOYEESABOUT VARIOUS WELFARE POLICIES OF EMPLOYEES)
5. CONCLUSION
6. SUGGESTIONS
7. LEARNINGS AND PERSONAL EXPERIENCES
8. REFERENCES
9. ANNEXURES
CHAPTER 1 : INTRODUCTION
1.1 BACKGROUND OF THE STUDY-WELFARE OF THE EMPLOYEES
Employee welfare means the efforts to make life worth living for workmen. According to Todd
employee welfare means anything done for the comfort and improvement, intellectual or social,
of the employees over and above the wages paid which is not a necessity of the industry. The
human resources are the most important assets of an organization. The success or failure of an
organization is largely dependent on the caliber of the people working therein. Without positive
and creative contributions from people, organizations cannot progress and prosper. In order to
achieve the goals or activities of an organization, they need to ensure the welfare of its
employees. Its important to keep their morale high. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The welfare
measures need not be in monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and unemployment for the
workers and their families. Labor 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.
Labor welfare has the following objectives:
1. To provide better life and health to the workmens/officers
2. To make the workmens/employees happy and satisfied
3. To relieve workmens from industrial fatigue and to improve intellectual, cultural and material
conditions of living of the workers .
4. It helps to improve.
5. It improves the loyalty and morale of the employees.
6. It reduces labor turnover and absenteeism.
7. Welfare measures help to improve the goodwill and public image of the enterprise.
8. It helps to improve industrial relations and industrial peace.
9. It helps to improve employee productivity
The employee welfare schemes can be classified into two categories viz. statutory and nonstatutory welfare schemes. The statutory schemes are those schemes that are compulsory to
provide by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act
(safety, health and welfare) 1986, Mines Ayct 1962. The non statutory schemes differ from
organization to organization and from industry to industry.
Statutory-welfare-schemes
The statutory welfare schemes include the following provisions:
1.
Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2.
3.
First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the needed
employee.
4.
Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in
the office and factory premises and are also to be maintained in a neat and clean condition.
5.
6.
Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be maintained
in a hygienic condition.
7.
Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
8.
Washing places: Adequate washing places such as bathrooms, wash basins with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work places.
9.
Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to the
workers to keep their clothes and belongings.
10.
Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions
of water supply, wash basins, toilets, bathrooms, etc.
Non-statutory-schemes
Many non statutory welfare schemes may include the following schemes:
1.
Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up
2.
3.
Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get counseling
on various matters.
4.
5.
Maternity & Adoption Leave Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6.
implemented to encourage employees to refer friends and relatives for employment in the
organization.
The Oil that is produced by the Oil Industry in India provides more than 35 percent of the energy
that is primarily consumed by the people of India. This amount is expected to grow further with
both economic and overall growth in terms of production as well as percentage. The demand for
oil is predicted to go higher and higher with every passing decade and is expected to reach an
amount of nearly 250 million metric ton by the year 2024.
Some of the major companies in the Oil Industry in India are:
Reliance industries
Hindustan Petroleum
Indian Oil Corporation Limited, or Indian Oil, an Indian state-owned oil and gas company
headquartered at Mumbai, Indian. It is Indias largest commercial enterprise, ranking 125th on
the Fortune Global 500 list in 2010.
Indian Oil began operation in 1964 as Indian Oil Company Ltd. The Indian Oil Corporation was
formed in 1964, with the merger of Indian Refineries Ltd. Feroz Gandhi was the first chairman
of Indian Oil Corporation Limited.
PRODUCTS
Indian Oils product range covers petrol, diesel, LPG, auto LPG, aviation turbine fuel, lubricants,
naphtha, bitumen, paraffin, kerosene etc. Extra Premium petrol, Extra Mile diesel, Servo
lubricants, Indane LPG, Auto gas LPG, Indian Oil Aviation are some of its prominent brands.
Recently Indian Oil has also introduced a new business line of supplying LNG (liquefied natural
gas) by cryogenic transportation. This is called "LNG at Doorstep". LNG headquarters are
located at the Scope Complex, Lodi Road, Delhi.
FLAGSHIP BRANDS
Servo
Indias largest selling lubricant brand is the SERVO, which has one of the largest ranges of
automotive and industrial lubricants. With over 42%market share and 450 grades are sold
through 8,000 retail outlets, SERVO becomes the leading brand of the country.
Indane
Indian Oil Corporation provides Indane brand of cooking gas to the doorsteps over 36 million
houses in over 2,000 markets through the countrys largest network of more than 4,000
distributors. It has 82 LPG plants and about 3,380 thousand tones of LPG are bottled.
Premium fuels
At present IOCL sells Xtrapremium to the consumers all over India through more than 800
outlets. In contrast with other branded fuels available in the market, which have been formed by
blending the additives with normal petrol, Xtrapremium has been produced with higher octane
index at the refinery end by using superior technology.
Aviation services
With 68% market share, Indian Oils ISO 9002 certified service, meets the fuel and lubricants
needs of domestic and international flag carriers, defence services and private operators.
Autogas
Auto gas (LPG) has been introduced in Hyderabad, Bangalore and Mumbai markets. This
alternative fuel is a good business proposition in the long term, and Indian Oil tends to further
expand its marketing in a big way.
REFINERIES
Digboi Refinery, in Upper Assam, is India's oldest refinery and was commissioned in
1901. Originally a part of Assam Oil Company, it became part of IndianOil in 1981.
Guwahati Refinery, the first public sector refinery of the country, was built with
Romanian collaboration and was inaugurated by Late Pt. Jawaharlal Nehru, the first Prime
Minister of India, on 1 January 1962.
Barauni Refinery, in Bihar, was built in collaboration with Russia and Romania.
Haldia Refinery is the only coastal refinery of the Corporation, situated 136 km
downstream of Kolkata in the Purba Medinipur (East Midnapore) district. It was commissioned
in 1975 with a capacity of 2.5 MMTPA, which has since been increased to 5.8 MMTPA
Mathura Refinery was commissioned in 1982 as the sixth refinery in the fold of
IndianOil and with an original capacity of 6.0 MMTPA. Located strategically between the
historic cities of Delhi and Agra, the capacity of Mathura refinery was increased to 7.5 MMTPA.
Panipat Refinery is the seventh refinery of IndianOil. The original refinery with 6
MMTPA capacity was built and commissioned in 1998. Panipat Refinery has doubled its refining
capacity from 6 MMT/yr to 12 MMTPA with the commissioning of its Expansion Project.
IndianOil Technologies Ltd : IndianOil Technologies Ltd. is the marketing arm of IOCL
which markets the entire range of technologies developed at the IndianOil R&D Centre,
Faridabad. IndianOil Technologies Ltd. headquarters is located at the IndianOil R&D Centre.
Lanka IOC PLC - Group company for retail and storage operations in Sri Lanka. It is
listed in the Colombo Stock Exchange. It was locked into a bitter subsidy payment dispute with
Sri Lanka's Government which has since been resolved.
Green Gas Ltd. - a joint venture with Gas Authority of India Ltd. for city-wide gas
distribution networks.
Indo Cat Pvt. Ltd., with Intercat,USA, for manufacturing 15,000 tonnes per annum of
DIVISIONAL UNITS
Indian Oil has five divisions. The divisional structure is as follows:
Marketing
Refinery
Pipelines
R&D
Assam Oil Division
Concern
Empathy
Understanding
Co-operation
Empowerment
Innovation Stands for
Creativity
Ability to learn
Flexibility
Change
Passion Stands for
Commitment
Dedication
Pride
Inspiration
Ownership
Delivered promises
Reliability
Dependability
Integrity
Truthfulness
Transparency
CORPORATE MISSION
development.
To help enrich the quality of life of community and preserve ecological
balance and heritage through a strong environment concise.
The scheme applies to all regular employees including Government servants who are on
The Children Education Allowance is payable upto the age limit of 30 years, in respect of
wholly dependent (unemployed) and unmarried children limited to two and payable in
respect of children who are pursuing studies as full time students in a recognised
school/college/institution.
This Allowance would not be admissible to those pursuing Ph.D studies and those who
are pursuing part time/correspondence courses.
If both Husband & Wife are employed in IOC, the Assistance would be admissible only
to one of them. If the Husband or Wife is employed outside IOC, the Assistance is
admissible only if the other spouse is not availing the benefit from his/her employer and a
declaration to that effect, is furnished by the employee. The number of children for whom
the facilities can be availed at a time shall be limited to two, as under :
i) In case of employees who joined before 1.7.88, limited to any two children including
where the 2nd issue is born as twins.
ii) In case of employees who joined on or after 1.7.88 : limited to oldest two children even
in a situation where 2nd issue is twins.
In such cases the employees claim for CEA has to be supported by certificate from Medical
Supt. Or CMO of Govt. Hospital, that the child is mentally/physically challenged and needs
assistance of special school / centers for his / her development.
Hostel subsidy would be allowed in the case of a child studying upto 10+2 stage / higher
secondary / senior secondary stage, if the employee is obliged to keep the child in the
hostel of a residential school, even if there is no transfer of the employee.
The employee in order to claim the hostel facility will be required to produce a certificate
from the Head of the Institute certifying that the child is availing the hostel facility from
the Institute or alternatively he should produce receipt of payment of hostel fee alongwith
his reimbursement claims.
TRAVEL AND CONVEYANCE FACILITYTravel entitlement of all workmen under TA Rules is 2 nd AC sleeper by Mail Train. However,
actual travel by 2nd AC by Rajdhani Express would be admissible. (MOS dt. 29.7.2010)
In case of officersGrade of Officer
G, H & I
D, E & F
A, B & C
The rate of daily allowance on tour for officers is fixed in the following wayGrade
Daily Allowance
`A Class
Other than
A-Class
(`)
1100
940
900
840
G, H & I
E&F
C&D
A& B
(`)
1000
900
840
800
A-Class
Others
A& B
(per day)
` 250/-
(per day)
` 200/-
` 300/-
` 250/-
C & above
Annual Mileage
Revised ceiling
A
B
C
D
E
F
G
(kms)
full F.Y.
(in `)
4500
7000
7100
8600
8800
10500
11000
(in ` )
39870
62020
62906
76196
77968
93030
97460
38074
59226
60072
72763
74455
88839
93069
Two-wheeler:
Officers who maintain a two wheeler, their monthly entitlement on
reimbursement of conveyance running & maintenance expenses shall be
as under:
Mode
Scooter/M. Cycle
Moped
1587
850
For workmen the following are the conveyance and travel entitlementLocal conveyance-For journeys at halting places, on official tour, the conveyance
charges incurred are reimbursed , subject to the following limits:
BP Range
Below ` 15440/-
A-Class
` 170/-
Others
` 140/-
` 190/-
` 170/-
Grade I to V
Grade VI
Mileage Rate/`
(` /p.m.)
(` /p.m.)
P km
Scooter/M
1061
1184/-
2.93
Cycle
Moped
577/-
647/-
1.57
Transport Subsidy
(`) p.m
715/500/-
LEAVE FACILITIES
Different types of leaves are granted to the employees likeEarned leaveEL will be credited at the rate of 8 days on completion of quarter ending March, June, September
and December. There will be no bifurcation of EL into encashable and non-encashable portions.
The full credit of 8 days shall be available for availing or encashment
Sick leaveLeave on Half Pay (HAPL) admissible to officers shall stand discontinued w.e.f. 1/1/2007 and
thus, Sick Leave (SL) would henceforth be availed only on full pay basis. Sick Leave shall now
be credited @ 5 days on full pay at the end of every 6 months.
Special leave forserious sickness is provided if-
a) If an officer is suffering from serious specified diseases, such as TB, Cancer, Leprosy,
Mental Disorder, Heart diseases, Brain diseases, Paralysis & Chronic Renal failure he/ she can be
granted a special leave upto 1 year with full pay.
b) The officer will first exhaust SL available to his credit in excess of such leave admissible
for one year's service i.e. 10 days SL.
c) This leave can be granted by Head of the Region / GM(HR), HO.
d) The officer will not earn EL during the period of Special Leave.
Maternity leave A female employee shall be entitled to maternity leave for a period of 135 days (for the
first two children) from the date she desires to proceed on such leave or from the date of
actual confinement, whichever is earlier. For subsequent occasions of maternity, leave
would be admissible to her only for a period upto 3 months. The leave application must
be supported by a certificate from a registered medical practitioner or the Corporation's
Study leaveUpto 3 years, without pay, during the entire service, provided the officer has put in 5 years
continuous service. Trainees/ Probationers are not entitled. Director(M) is empowered to
sanction the study leave.
.
Disability leave
.
MEDICAL FACILITIES
o Employees and their dependents residing with them under the same roof are entitled to
receive medical attendance from an Authorised Medical Attendant, as defined under the
Medical Rules, either under Allopathic or Homoeopathic System. The expenditure incurred
by an employee/ dependent in obtaining medical attendance under these rules in India will be
reimbursed by the Corporation, subject to certain provisions as indicated in the Medical
Rules. In case of hospitalisation of the employee or his dependent family members, if an
employee makes a request for an advance to meet the emergency expenses, an amount of
10,000- to Officers & 7,000- to workmen is given as Medical Advance w.e.f.
o Some reputed hospitals / nursing homes have been nominated at 4 Metro cities, State
Capitals etc. where the employees and their dependent can have both outdoor and indoor
treatment. The reimbursement of expenses incurred on hospitalisation except diet charges is
made limited to the charges for such treatment related to the room entitlement of the
employee.
o If the spouse of an employee is employed in another organisation (Private or Govt.) whether
at the same station or elsewhere, which provides medical facilities in cash or kind or both, the
spouse shall be entitled to the medical facilities under the medical rules only if he/she does
not avail of the medical facilities in the organisation, in which he/she is employed. The
employee shall give his/her option in writing whether his/her spouse who is employed in
another organisation, shall avail of the medical facilities of IOC or of the organisation, in
which he/she is employed and shall certify to the effect that he/she is not availing medical
facilities in cash or kind or both, from any other sources.
o Where the husband of a female employee is posted/self employed at a place other than the
place of posting of the female employee, but family is residing with the female employee,
then the medical facilities shall not be admissible to the husband of the female employee
concerned. In case, however, family retention permission has been obtained by the employee
and the husband resides along with the other family members at the place of retention of the
family, the medical facilities can be extended to him provided the other condition of
submission of a certificate that he is not availing medical facilities in cash or kind or both
from any other source, has also been met.
o A married female employee, like any other regular employee of the Corporation, may declare
her parents as dependent on her provided they are wholly and exclusively dependent on the
female employee and are permanently residing with her under the same roof. Parents whose
total monthly income exceeds 9000/- are not, however, considered as dependent. The
provision that the married female employee has to satisfy the management regarding the
dependency of her parents particularly when her brother(s)/ sister(s), can take care of them,
has been removed.
o Expenses incurred by an employee on treatment of Drug abuse / alcoholism for self and/or
eligible dependent family member(s) shall not be admissible for reimbursement under the
Medical Rules of the Corporation.
o The admissibility of medical expenses on treatment for self and/or either eligible family
members on the prescription given by employees spouse, who is otherwise qualified as an
Authorised Medical Attendant (AMA) under Medical Rules, shall be restricted as under:
a)
On prescription/advice by the spouse (AMA) for self, medical benefits shall not be
admissible, and
b)
On the prescription/advice by the spouse (AMA) for other family members and
Professional Updation
Allowance (inclusive of
Newspaper / Magazine
A
B
C
D
E
F
G
H
I
NIGHT HALT ALLOWANCE
Allowance)
1000
1100
1200
1600
1800
2000
2200
2400
2500
Night halt allowance @ ` 170/- per night halt involved to TT Drivers / Jr. Operator (Field), when
they go on tour to locations with products, w.e.f. 1/10/05.
DEPENDENCY FACILITIES
a)
Effective from 15/1/2001 the ceiling on monthly income for determining dependency of
parents/children applicable in the case of LTC and Transfer benefits will be 3000/- p.m.
b)
W.e.f. 1.10.2009 the ceiling for determining dependency of parents for the purpose of Medical
facilities would be 9000/- p.m. The ceiling for medical purpose would apply only in case of
parents and not in case of children.
c)
Dearness Relief on Pension sanctioned after December 1985 to a pensioner need not be taken
into account for determining income or the dependency of the parents in the context of
entitlements towards Leave Travel Concession, Medical Facilities and Transfer benefits.
d)
In the event a male employee, who has opted for medical facilities for his dependent parents,
expires while in service, the spouse who is also the employee of the Corporation can draw
medical facilities for her dependent in-laws (who were earlier dependent on her husband), if she
so desires.
e)
All money receipts drawn by a person during a financial year as one-time receipts like
basis, since these are paid in recognition of the meritorious performance and to sustain the
continuity of education or for pursuing a project assignment.
Internship is a phase of training for conducting actual practice of medical & health care
and acquired skills under supervision, which a student has to compulsorily undergo to be eligible
for the award of MBBS degree and full registration. Accordingly, in the case of scholarship and
internship money, the stipend received during Internship period would also not be reckoned for
determining the dependency of children.
Monthly benefit received under the IOCL Employees Superannuation Benefit Fund
Scheme which is a Contributory Scheme is not to be treated as regular income as for assessment
of income for determining dependency.
CANTEEN
Tea/lunch and refreshment reimbursement
Officers are reimbursed lunch expenses on monthly basis with the overall annual ceiling
of Rs6072. however the claim should not exceed Rs525 in a particular month.
Nick Goldings , an employment specialist from UK writes about different employee benefits
given by the companies realizing its importance in todays world. Few of them are-Hundreds of
employees at Compass Group have been given the opportunity to visit an independent financial
adviser (IFA) following changes to the company's defined benefit (DB) pension scheme.
Standard life launches a share incentive plan (Sip) for its 7,000 UK based employees,
Employees even received a free share windfall worth up to 420 each, along with the chance to
buy discounted shares. Property consultancy EC Harris has added payroll giving and a wine club
to its flexible benefits from which employees can choose.
M. I. Zafar, S. R. S. Abbasi*, Z. Batool and I. Shahid conducted a micro level study on the
health of labours in fazilabad, Pakistan and the extent of health services extended by the Punjab
Employees Social Security Institution (PESSI) to labourers working in industrial units located in
Faisalabad city. Data was collected through field survey from randomly selected four textile
industries. A random sample of 200 respondents revealed that employers provide medical facility
in case of emergency. The medical facilities provided by PESSI to workers and their dependent
family members were inadequate. A reasonable majority also indicated that PESSI gave daily
allowance only to secured workers during their hospitalization.
Sylvia Guendelman, Jessica Lang Kosa, Michelle Pearl, Steve Graham, Julia Goodman and
Martin Kharrazi conducted a study and examined the relationship between breastfeeding and
maternity leave before and after delivery among working mothers in Southern California.
California is 1 of only 5 states in the United States providing paid pregnancy leave that can be
extended for infant bonding. The study revealed that . A maternity leave of 6 weeks or 6 to 12
weeks after delivery was associated, respectively, with a fourfold and twofold higher odds of
failure to establish breastfeeding and an increased probability of cessation after successful
establishment, relative to women not returning to work, after adjusting for covariates. The impact
of short postpartum leave on breastfeeding cessation was stronger among nonmanagers, women
with inflexible jobs, and with high psychosocial distress. It is suggested that Pediatricians should
encourage patients to take maternity leave and advocate for extending paid postpartum leave and
flexibility in working conditions for breastfeeding women.
Nora Nayra Gogo conducted a research to study the impact of working environment on
employees at the Pharmacy department of the Korle-bu Teaching Hospital. From this study
carried out on a sample size of 30 employees, it has been established that, the stated industry is
one with a lot of stress and pressure, as most of the employees work on weekends which may
have an adverse effect on the employees physically, mentally and emotionally. most employees
would opt for competitor organizations when the opportunity comes, meaning majority of them
are not satisfied and happy with the current job conditions and the work environment in which
they find themselves. They would therefore want to explore into other organizations for better
work environments and work conditions. It is suggested for management to take a moment to
reflect on companys values and objectives, which will then assist to undertake the right surveys
in the organization as to the challenges and shortfalls. This study found out that the development
of a good working environment will most likely increase productivity, commitment and reduce
employee turnover.
Gerhard Glomm, Juergen jung, changmin Lee and Chung Tran conducted a study on public
sector pension policies and capital accumulation in an emerging economy of Brazil In such
emerging economies pension programs of public sector workers are more generous than pension
programs of private sector workers. The opportunity costs of running generous public pension
schemes for civil servants are potentially large in emerging economies that often suffer from low
public investments in education and infrastructure. In this paper, a two-sector dynamic general
equilibrium framework is developed to quantify these opportunity cost effects. It is found that the
efficiency and welfare gains of reallocating government resources from non-productive public
sector pensions to productive public education and infrastructure investments are larger than the
welfare effects created by classic public pension reforms that simply reduce savings and tax
distortions by making pensions less generous. Calculating transitions to the post-reform steady
state, it is found that welfare losses for the generation born before the reform are offset by
welfare gains by the generations born after the reform. In this paper the study on the adverse
effects of generous pension policies for public sector workers is also done.
R. Baral1 and S. Bhargava2, in his research had made an attempt to provide a holistic picture
of work-life balance benefits and programmes (WLBPs) offered by various organisations in
India. With the basis of extant literature, primary and secondary data, the present paper has made
an effort to understand the current status of WLBPs in Indian organisations and to identify its
future prospects. The paper has discussed the challenges for effective implementation of such
policies, which can help HR managers to be cautious before introducing WLBPs in their
respective organisations. Analysis of literature and available data suggests that family
friendliness of employers in India have been reflected in various welfare provisions which has
been a matter of concern for employers since industrialization. With time, the scope and
coverage of such initiatives have broadened and have become more individual growth and family
well-being oriented. However, these policies and practices are more prominent in new economy
organisations such as software and services organisations. Moreover, the range of WLBPs varies
across organisations and there is still a long way to go when WLBPs will become strategic HR
initiatives in most organisations. The paper suggests that organisations need to incorporate
WLBPs and encourage a culture that support utilizing them to ensure employee commitment and
productivity. While introducing WLBPs, congruence between employee needs and organisational
values also should be considered.
Natalie K. Goodpaster did a research to estimate the effect of the Family and Medical Leave
Act (FMLA) on participation of married women with children under the age of six in the United
States, by using the FMLA as a natural experiment and exploiting state-level differentiation in
maternity leave statutes. Theoretically, maternity leave statutes intend to preserve job tenure for
expecting mothers. However, if an employed mother on maternity leave learns that her value for
staying at home exceeds her value from working, she will exit the labor force once the leave
expires. Difference-in-differences estimates show that after the FMLA, employed and expecting
married mothers who live in an area without state-mandated maternity leave are 2.7 percentage
points more likely to leave the labor force after taking maternity leave than those who live in an
area with state-mandated maternity leave. As a sensitivity test, it is evaluated that married
women without infant children and single women as additional control groups to estimate
different effects of the FMLA. Altogether, the increase in the proportion of mothers leaving the
labor force due to federally-mandated maternity leave accounts for almost two-thirds of the
overall fall in labor force participation.
D. Roderick Kiewiet at The Pew Center estimates that as of July 2008, state and local
governments in the United States had promised current and future retirees $3.34 trillion in
benefits but had only $2.35 trillion of projected assets to pay for them. The investment losses
that public employee pension funds experienced during the market downturn of 2008-09 made
the trillion dollar gap much larger. In this paper it is discussed that how the pension funding gap
has developed, compared the situation in California with that of other states, and discussed the
ways in which the state government and local governments in California are responding to the
increasing strains pension obligations place on their finances. After the study it is recommend
that the constitution of California be amended to forbid the state and all local governments from
ever again issuing pension obligation bonds, and to forbid the state of California, as well as all
local governments within the state, from ever again offering their employees defined benefit
pension plans.
policies, which they like the most and which they want to be changed for their better. There was
a survey conducted by me with the help of a questionnaire which helped me collect the feedback
and come to a conclusion as per the designed objective.
SAMPLE SIZE : 57 employees
SAMPLING TECHNIQUE : In our project we use Non Probability Sampling technique.
Frequency
Valid yes
no
Total
Percent
51
89.5
10.5
57
100.0
awareness
Percent
89.5
10.5
yes
no
The above chart shows that 74.2% of employees are aware of welfare policy and 25.8% feel that
they are not aware of the welfare policies of the organization. When the employees were asked
about this question ,most of them said that they are partially aware about the policies ,so to have
a clear answer to it the employees who were confident of knowing enough welfare policies were
taken as yes and rest no. The final conclusion derived is that most of the employees are well
aware about their corporations welfare policies.
Q2. How did you get to know about the welfare policies of the organization?
The options werea.
Handbook
b. IOCL intranet
Frequency
Valid handbook
Percent
19
33.3
iocl intranet
25
43.9
employees
13
22.8
Total
57
100.0
c. From employee
d. others
handbook
iocl intranet
employees
From the table its clear that the major source of information about the welfare policies is IOCL
intranet ,that is the corporations website from which 43.9% of employees extract information on
welfare policies followed by handbook and from other employees. These are the only sources
from which employees can know about the policies.
Q3. How is the procedure for availing the welfare benefits of the organization?
a.
Very easy
b. easy
c. cant say
Frequency
Valid very easy
Percent
16
28.1
33
57.9
cant say
7.0
difficult
7.0
57
100.0
easy
Total
d. difficult
e. very difficult
28.1
7
very easy
easy
cant say
difficult
The above table shows that most of the employees with the highest percentage of 57.9% feel
that the procedure for availing the welfare benefits is easy and 28.1% employees even feel that
the procedure is very easy. There are hardly 7% of employees who think that the procedure is
difficult. Few employees are not sure about the procedure, they feel that generally its easy but for
some facilities it is time taking and lengthy.
Q4.Give your opinion on the following statements about the organization varying from
strongly disagrees to strongly agree and comment in case of extremes.
a.
Children education allowance provided by the organization is enough.For this the answers given by the employees are shown in the table below
Frequency
Percent
1.8
disagree
15.8
neutral
21
36.8
agree
10
17.5
strongly agree
16
28.1
Total
57
100.0
28.1
17.5
15.8
ag
re
e
ag
re
e
st
ro
ng
ly
ne
ut
ra
l
di
sa
gr
ee
st
ro
ng
ly
di
sa
gr
ee
1.8
The table shows that most of the employees feel neutral ,28.1% strongly agree, 17.5% agree and
hardly 17% dont stand by the statement that children education allowance provided by the
corporation is enough. Many Employees hesitated about giving comments in case of strong
disagreement about the statement but few mentioned that the allowance is very less in
comparison with education getting expensive at a rate of around 20% annually.
The other point of disagreement is that children education policy doesnt cover up children
doing correspondence courses. Employees who completely agree with the statement simply feel
that the policy is best among all if compared with other organizations.
b.
Frequency
Valid strongly disagree
disagree
neutral
agree
strongly agree
Total
1
4
12
28
12
57
Percent
1.8
7.0
21.1
49.1
21.1
100.0
49.1
21.1
ag
re
e
ag
re
e
st
ro
ng
ly
ne
ut
ra
l
st
ro
ng
ly
di
sa
gr
ee
1.8
di
sa
gr
ee
21.1
Out of 57 employees 28 agree with it , 12 strongly agree and same number is neutral about it.
Only 1 and 4 employees answered strongly disagree and disagree respectively for the statement.
Not a single commented about their answers
c.
Frequency
Valid strongly disagree
disagree
neutral
agree
strongly agree
Total
2
2
5
27
21
57
Percent
3.5
3.5
8.8
47.4
36.8
100.0
leave facilities
Percent
ag
re
e
ag
re
e
st
ro
ng
ly
ne
ut
ra
l
di
sa
gr
ee
36.8
8.8
3.5
st
ro
ng
ly
di
sa
gr
ee
3.5
47.4
Most of the employees are satisfied with the leave facilities the organization is provided as
47.4% and 36.8% employees agree and strongly agree respectively about the statement. Only
15.8% of employees are not withstanding the statement or are neutral about it.
d.
Frequency
Valid strongly disagree
agree
strongly agree
Total
4
10
43
57
Percent
7.0
17.5
75.4
100.0
medical facilities
Percent
75.4
17.5
7
strongly disagree
agree
strongly agree
Medical facility of the corporation are most liked policies which is very much visible from the
answers given by the employees.75.4% and 17.5% employees strongly agree and agree
respectively about the statement. Only 4% strongly disagree with it.
e.
Frequency Percent
Valid strongly disagree
1.8
disagree
13
22.8
neutral
18
31.6
agree
15
26.3
strongly agree
10
17.5
Total
57
100.0
26.3
22.8
17.5
ag
re
e
st
ro
ng
ly
ag
re
e
ne
ut
ra
l
di
sa
gr
ee
st
ro
ng
ly
di
sa
gr
ee
1.8
For this statement employees have varying opinions, major portion of sample feels neutral about
it closely followed by agree and disagree. There are less employees to rate this statement in
extremes.
f.
Frequency Percent
Valid strongly disagree
3.5
disagree
13
22.8
neutral
28
49.1
agree
10
17.5
7.0
57
100.0
strongly agree
Total
17.5
7
ag
re
e
st
ro
ng
ly
ag
re
e
ne
ut
ra
l
di
sa
gr
ee
st
ro
ng
ly
di
sa
gr
ee
3.5
Even in case of this statement employees have varying opinions mostly centered on neutral , then
followed by disagree and agree. The extremes are less chosen in this case too.
g.
Frequency Percent
Valid strongly disagree
disagree
neutral
agree
strongly agree
Total
5
18
15
10
9
57
8.8
31.6
26.3
17.5
15.8
100.0
shift allowance
Percent
31.6
26.3
17.5
15.8
ag
re
e
st
ro
ng
ly
ag
re
e
ne
ut
ra
l
st
ro
ng
ly
di
sa
gr
ee
di
sa
gr
ee
8.8
Shift allowance of the organization is less liked in comparison to other policies which is very
clear from the answers they gave . Most of the employees say that they dont agree with the
statement that shift allowance is paid enough. Only 19 out of 57 agree with the statement.
h.
Frequency Percent
Valid strongly disagree
3.5
disagree
3.5
neutral
5.3
agree
26
45.6
strongly agree
24
42.1
Total
57
100.0
dependency facility
Percent
45.6
ag
re
e
st
ro
ng
ly
ne
ut
ra
l
di
sa
gr
ee
ag
re
e
5.3
3.5
st
ro
ng
ly
di
sa
gr
ee
3.5
42.1
Dependency facility is also one of the appreciated facility of the organization. 87.8% employees
say yes the agree and strongly agree with the statement. Employees are happy that the policy has
a wide coverage for their dependents.
Frequency Percent
Valid yes
no
Total
55
96.5
3.5
57
100.0
3.5
yes
no
The table shows that employees stand united in saying that there is no delay at all in payment of
allowances. In fact it came as a surprise as IOCL being a government organization which are
criticized for their red tapism , the employees say that the process hardly takes 2-3 days to get
their allowances passed.
Q6. Do you find any discrepancy in the allowances being paid to various categories of
employees?
The employees answers were-
Frequency Percent
Valid yes
19
33.3
no
38
66.7
Total
57
100.0
discrepancy in allowances
Percent
66.7
33.3
yes
no
When employees were asked about the discrepancy in allowances, then, majority of employees
disagreed with this.
Q7. How often the welfare policies of the organization updated? Do they seem intune with
the changing times(orientation and benefits)?
The options were
a. periodicaly and progressively
progressively
The answers were-
e. never
c. rarely and
Frequency Percent
Valid periodically n
27
47.4
17
29.8
rarely n progressively
15.8
rarely n inadequately
7.0
57
100.0
progressively
periodically n
inadequately
Total
29.8
15.8
7
periodically n progressively
rarely n progressively
Most of The employees of IOCL say that the policies are updated periodically and a major
percentage out of which also feels that it is done in a progressive manner. only 22.8% say that
they are rarely updated but even in this the major percentage feels that they are changed with
changing times
Q8. What are your views on the cafeteria facilities on the following grounds?
a. food quality b. service
c. hygiene
d. price
Food quality-
Frequency Percent
Valid very satisfied
1.8
satisfied
36
63.2
Neutral
12
21.1
dissatisfied
10.5
very
3.5
57
100.0
dissatisfied
Total
food quality
Percent
63.2
21.1
10.5
at
is
fie
d
3.5
ve
ry
di
ss
at
is
fie
d
di
ss
ne
ut
ra
l
sa
tis
fie
d
ve
ry
sa
tis
fie
d
1.8
63.2% of the employees are satisfied with the food quality and 14% are dissatisfied or highly dissatisfied with t
food quality.
b.
Services
Frequency Percent
Valid very satisfied
satisfied
neutral
disatisfied
very
disatisfied
Total
6
24
8
17
2
10.5
42.1
14.0
29.8
3.5
57
100.0
services
Percent
42.1
29.8
14
ve
ry
di
sa
tis
fie
d
di
sa
tis
fie
d
ne
ut
ra
l
sa
tis
fie
d
3.5
ve
ry
sa
tis
fie
d
10.5
This is the major area in which canteen of the office needs improvement as majority of
employees express their dissatisfaction about it. 29.8% people were dissatisfied with the service
provided in canteen.
c, hygiene
Frequency Percent
Valid very satisfied
7.0
satisfied
26
45.6
neutral
14
24.6
disatisfied
10
17.5
5.3
57
100.0
very
disatisfied
Total
hygiene
Percent
45.6
24.6
17.5
di
sa
tis
fie
d
ve
ry
ne
ut
ra
l
sa
tis
fie
d
5.3
di
sa
tis
fie
d
ve
ry
sa
tis
fie
d
The level of hygiene is mostly satisfactory as answered by employees. But few of the
employees are not satisfied by the hygiene in canteen.
d.
Price
Frequency Percent
Valid very satisfied
15.8
satisfied
27
47.4
neutral
14
24.6
disatisfied
8.8
very
3.5
57
100.0
disatisfied
Total
Prices
47.4
Percent
24.6
di
sa
tis
fie
d
3.5
ve
ry
di
sa
tis
fie
d
ve
ry
ne
ut
ra
l
8.8
sa
tis
fie
d
sa
tis
fie
d
15.8
47.4% employees are satisfied with the prices charged in canteen, only few are not satisfied with
the prices charged.
Q9. Does your family know about the welfare policies of the corporation? If yes , how does
your family feel about the welfare policies of your organization?
The options are
a.
Excellent
b. good
c. average
d. bad
Frequency Percent
Valid excellent
19
33.3
34
59.6
ave
5.3
bad
1.8
Total
57
100.0
good
33.3
5.3
excellent
good
ave
1.8
bad
Most of the families are aware of welfare policy of the organization and majority feel of the
Families feel that welfare policy of IOCL is good.
Q10 In case of any work related issues/problems, whom do you normally approach/
The options area.
Immediate boss
complaint box
e. others
The answers were-
b. colleagues
d.
Frequency Percent
Valid immediate boss
Colleagues
complaint box
Total
40
11
6
57
70.2
19.3
10.5
100.0
19.3
immediate boss
colleagues
10.5
complaint box
In case of any work related issues/problems, most of the employees normally approach their
immediate boss. None of them approach grievance handling machinery.
Q11. Do you feel the organization has an active and effective system of handling the
grievances of employees?
The answers are-
Frequency Percent
Valid yes
45
78.9
no
12
21.1
Total
57
100.0
21.1
yes
no
According to 78.9% employees, IOCL is having an active and effective system of handling
grievances.
Better
b. same
c. worse
d. cant say
Frequency Percent
Valid better
40
70.2
same
11
19.3
worse
1.8
cant say
8.8
57
100.0
Total
19.3
1.8
better
same
worse
8.8
cant say
Q14. In case you want to improve or change any welfare policy of your organization, which
policy would you like to change and what changes youd like to make?
This is also an open ended question and most of the employees are not satisfied with the
overtime policy of IOCL , they feel that are not given enough . many employees are even
dissatisfied with the transfer policy the organization has, there is transfer every 3 years which
creates problems for adjustment in a new place every time. Few employees even want a hike
in LTC policy of the company. Few even want a hike in the bonuses which will increase the
morale of employees.
Frequency Percent
Valid yes
57
100.0
Percent
Frequency Percent
Valid yes
57
100.0
Percent
All employees of the company replied yes. Employees gave reasons like IOCL is a maharatna
company, listed in fortune 500 etc,. the reason for being proud of their organization.
SECONDARY RESEARCH
This section of chapter 5 deals with secondary research, which majorly deals with the
comparison of IOCLs welfare policies with the set guidelines.
Comparison with the government guidelines1.
a.
b.
The few areas in which the allowances go exactly by the rate government fixed atPay scales fixed for different grades of workers
Annual increment which is 3% is also set in accordance with the guideline for
and payable in respect of children who are pursuing studies as full time
students in a recognized school/college/institution. But This Allowance
would not be admissible to those pursuing Ph.D studies and those who
are pursuing part time/correspondence courses.
The given government guideline is- A Government servant shall be
eligible to the grant of a subsidy at the rate of Rs.150/- per month per
child if because of his transfer he is obliged to keep his children in the
hostel of a residential school away from the station at which he is
posted and /or is residing. In IOCL, Hostel Subsidy will be admissible
@ ` 1500/- p.m. per child, irrespective of whether his/her child(ren)
are pursuing a Professional or Non-Professional Course in a
school/college/Institute and staying in a hostel which is at a location
other than the place of posting of the employee. So overall IOCL is
paying a great attention to this scheme.
CONVEYANCE ON TOUR AND LEAVE TRAVEL FACILITYSixth pay commission's recommendations regarding travel facilities to central govt
employees have been accepted by the Govt. with slight modifications consequent
upon changes in the pay band and grade pay. The major decisions concerning travel
entitlement for journeys within the country and journeys abroad, mileage allowances
and LTC ( Leave Travel Concession) are given below.
Travel entitlement within the country
Grade pay (Rs 10,000 and above): Business /Club class by air/AC First Class by
Train
Grade Pay (Rs 7600, Rs 8700 & Rs 8900): Economy Class by air/AC First Class by
train
Grade Pay (Rs 5400 and Rs 6600): Economy Class by air/AC II tier by train
Grade Pay (Rs 4200, Rs 4600 & Rs 4800): AC II Tier
Grade Pay (Below Rs 4200): First Class/AC III Tier/AC Chair Car.
In IOCL travel entitlement differs with the category of employee i.e. officer or
workmen. In case of workmenTravel entitlement of all officers under TA Rules is 2nd AC sleeper by Mail Train.
However, actual travel by 2nd AC by Rajdhani Express would be admissible.
In case of officersGrade of Officer
G, H & I
D, E & F
A, B & C
International Travel
i) Grade Pay of Rs 1000 & above: Business/Club Class
ii) Others: Economy Class
In IOCL following are the travel entitlements for foreign toursTA
entitlement
on Foreign Tour
Daily Allowance
`A Class
Other than
A-Class
G, H & I
E&F
C&D
A& B
(`)
1100
940
900
840
(`)
1000
900
840
800
A-Class
Others
A& B
(per day)
` 250/-
(per day)
` 200/-
` 300/-
` 250/-
C & above
Four-wheeler:
Gra
Annual
Annual ceiling
Revised ceiling
de
Mileage
(in `)
(kms)
(in ` )
A
B
C
D
E
F
G
4500
7000
7100
8600
8800
10500
11000
39870
62020
62906
76196
77968
93030
97460
38074
59226
60072
72763
74455
88839
93069
Two-wheeler:
Officers who maintain a two wheeler, their monthly entitlement on
reimbursement of conveyance running & maintenance expenses shall
be as under:
Mode
Scooter/M. Cycle
Moped
w.e.f 1.12.10
1587
850
For workmen the following are the conveyance and travel entitlementLocal conveyance-For journeys at halting places, on official tour, the conveyance
charges incurred are reimbursed , subject to the following limits:
BP Range
Below `
A-Class
` 170/-
Others
` 140/-
` 190/-
` 170/-
above
Scooter/M
Cycle
Moped
Grade I to
Grade VI
Mileage
(` /p.m.)
Rate/` P km
(` /p.m.)
1061
1184/-
2.93
577/-
647/-
1.57
LEAVE FACILITIES
Leave facilities for all kinds of leave are provided on the exact guidelines by governmentEarned Leave:
The credit for earn leave is awarded at a rate of 15 days on the 1st of January and 1st of
July every year. It can be accumulated up to 300 days in addition to the number of days
for which encashment has been allowed along with LTC.
Maternity Leave
Maternity leave is granted to women government employees.
1) Pregnancy: 180 days Admissible only to employees with less than two surviving
children.
2) Miscarriage/abortion (induced or otherwise): Total of 45 days in the entire service.
However, any such leave taken prior to 16.6.1994 will not be taken into account for this
limitation. Admissible irrespective of number of surviving children. Application to be
supported by a certificate from a registered medical practitioner for NGOs and from
AMA for GOs.
The materntiy leave is not debited to leave account and full pay is granted. It cannot be
combined with any other leaves and counts as service for increments and pension.
Paternity Leave
A male employee with less than two surviving children is granted Paternity Leave for a
period of 15 days during the confinement of his wife. During the period of such leave he
shall be paid leave salary equal to the pay drawn immediately before proceeding on
leave. Paternity Leave shall not be debited against the leave account and may be
combined with other kind of leave as in the case of Maternity Leave.
Study Leave
Study leave is granted to all employees with not less than five years service for
undergoing a special course consisting of higher studies or specialized training in a
professional or technical subject having a direct and close connection with the sphere of
his duties as a civil servant.
The course for which the study leave is taken should be certified to be of definite
advantage to govt from the point of view of public interest and that particular study
should be approved by the authority competent to grant leave.
The official should submit a full report on the work done during study leave. Maximum
of 24 months of leave is sanctioned. In the case of CHS officers 36 months of leave can
be granted at a stretch or in different spells.
Study leave will not be debited to the leave account and may be combined with other
leave due.
Study leave is not granted for studies outside India if facilities are available in India and
to an official due to retire within 3 years of return from the study leave.
Child Care Leave
Woman employees having minor children may be granted Child Care Leave by an
authority competent to grant leave for a maximum period of 730 days (2 years) during
their entire service for taking care of up to two children., whether for rearing or to look
after any of their needs like
Special Disability Leave
Special disability leave admissible to all employees when disabled by injury intentionally
or accidentally inflicted or caused in or in consequence of the due performance of
official dutiesor in consequences of official position. The disability above should have
manifested within three months of the occurrence to which it is attributed and the person
disabled had acted with due promptitude in bringing it to notice. The leave sanctioning
authority, if satisfied as to the cause of the disability, may relax the condition and grant
leave in cases where disability has manifested more than three months after the
occurrence of its cause.
Special disability leave is also admissible when disabled by illness incurred in the
performance of any particular duty, which has the effect of increasing liability to illness
or injury beyond the ordinary risk attaching to the civil post held, under the same
condition.This disability should be certified by an Authorised Medical Attendant to be
directly due to the performance of the particular duty.
Maximum of 24 months of leave may be granted.
May be combined with any other leave.
Will count as service for pension.
Will not be debited to the leave account.
8. Child Adoption Leave:
Child adoption leave is granted to Female employees, with fewer than two surviving
children on valid adoption of a child below the age of one year, for a period of 135 days
immediately after the date of valid adoption. examination, sickness, etc.
o
Medical facilities-The government has a very well framed system for the
provision of medical facilities to its employees. There are government hospitals were the
employees can get their medical treatment done for various problems, IOCL is doing a
great job and taking a step ahead by providing coverage for all the dependants of the
employees in this area.IOCL has even nominated Some reputed hospitals / nursing homes
at 4 Metro cities, State Capitals etc. where the employees and their dependent can have
both outdoor and indoor treatment. The coverage is provided for any kind of medical
problem except drug abuse, whereas as per the government guidelines there are specific
diseases which are to be covered in it. So IOCL is doing a commendable job under this
policy.
PROFESSIONAL/SKILL UPDATION FACILITYGovernment doesnot have any specific guideline for the professional or skill updation of
employees, this is an initiation taken by the organization to keep its employees up to the mark
with changing time there is fixed amount set for different grades of officers. Project manthan by
the organization is also an example for it, under this different measures are taken to make the
employees familiar with the new technology around.
NIGHT HALT/SHIFT ALLOWANCE , OVERTIME ALLOWANCEEven in this area government doesnot have any specific guidelines but IOCL has a fixed amount
to be paid to different categories of employees for night halt and shifts and overtime allowance.
DEPENDENCY FACILITIESGovernment have taken less initiatives for dependency facilities for government employees, few
areas in which government participated are1st is the medical facility for dependants , in which the
dependants have coverage for treatment of medical problems from government hospitals and
dispensaries , 2nd is pension for dependants ,3rd is encouraging their interest in sports and other
fitness programs through tournaments and sports events. IOCL is doing its every bit to help the
dependants of the employees. Apart from the above mentioned facilities ,The combined income
ceiling for determining dependency of parents for the purpose of Medical facilities is ` 9000/p.m. The income ceiling of ` 9000/- p.m. is applicable in respect of parents only and would not
apply in the case of children. The ceiling for children will remain `3000/-.
CHAPTER 7 : CONCLUSION
This chapter deals with the conclusion of the project.
Based on the study conducted, results of the survey done in the corporation and the general
feedback given by the employees following conclusions have been drawn:
1)
IOCL management understands the importance of welfare in the life of the employees
and therefore provide them with lots of allowances, high pay scale and benefits to them. This in
return helps IOCL to get best out of their employees.
2)
IOCL has integrated processes which are followed for availing the welfare benefits which
IOCL knows how important it is to maintain relationship not only with employees who
are serving the org. but also not to forget the contribution of employees who have served the org..
IOCL provides a lot of benefits to the employees even after they get separated from the org. this
makes employees and their families feel secure and motivates them.
4)
IOCL is even taking the welfare of the dependants of the employees seriously and
Most of the employees are satisfied and happy with most of the policies especially
After studying the responses, it can be included that welfare is definitely one of the most
important motivational factors which help organization. to retain the best talent. And also be at
par with the private and other players in the market.
7)
IOCL is capable of attracting the best pool of talent and to is also able to retain them
The only problem is with promotion and transfer policy. Many employees especially in
the staff dont prefer to take promotion due to the transfer reason. Hike in bonus is another
demand of employees.
CHAPTER 8 : SUGGESTIONS
This chapter deals with the suggestions offered by me on the basis of the findings of the
primary research conducted both through survey
I have the following suggestions to make1) Medical facility can be improved by
a.
b.
b.
c.
b.
Awarding extra to employees for doing extra efforts eg. Bonus- increases their
moral
c.
Improving the working condition and by overlooking the relations of superiors and
juniors.
d.
their problem solved so this shows that the grievances is just on papers and not in action.
CHAPTER 9 : LIMITATIONS
This chapter deals with few limitations of the project report and certain areas which could
not be covered.
This research is majorly a qualitative research supplemented with quantitative data. Moreover
Its a very wide area, the organization has some hundred plus policies in their handbook which
was not possible to cover all of them in my research. So the focus was limited to only few.
The sample size is not that good as it was a very time taking process to request employees to fill
up the questionnaires and running after them for the same.
Employees participation rate is low
Internal information of the organization is not made available to the interns.
There is lack of clarity while answering questions by the employees .
The research is conducted within a period of limited duration.
CHAPTER 10:
LEARNINGS AND PERSONAL EXPERIENCES
This chapter deals with my learnings and personal experiences during the stipulated period
of two months spent at Indian oil corporation, New delhi as a part of summer internship.
My project was on welfare policies of employees of Indian oil corporation, delhi. I was under
Mr. VISHAL who is the Dy. Manager of employee relations in the northern region branch of
iocl. As the part of my primary research I had to first frame a questionnaire which was a great
learning experience . I searched through various sites and came up with a questionnaire with my
basic purpose of an interactive questionnaire, but I missed on the point of the specificity of my
objective for the study which I soon realized after my questionnaire got rejected .Another point
was my questions were to direct to be answered by the employee of a company. This learning I
am sure is going to be of great help in my coming future.
The next great experience was interacting with so many working people on its welfare policies.
The employees hesitated a lot in answering different questions, so I tried to put up questions in
different ways to extract information out of them which was very enjoying but sometimes
embarrassing too. Interaction with them also helped me learn being tactful as they never replied
directly.
I was given a charge of arranging their law files in order, which was a hectic work moreover it
was difficult to understand what order to be followed in arranging them. After going through
cases for 2-3 weeks I started to get familiar with it. It is another life long experience and
enhanced my knowledge on employee relations.
Overall working in the corporate environment was a very fresh and practical learning.
www.iocl.com
India.gov.in
Dpe.nic.in
www.Staffcorner.in
90paisa.blogspot.com
Cgstaffnews.com
Economywatch.com
CHAPTER 12 : ANNEXURES
This chapter deals with the questionnaire I used for conducting the survey.
QUESTIONNAIRE
Name: .
Designation..
Department:
Sex: .
Age .
1. Are you fully aware with the various Welfare Policies of the Organization?
a. Yes
b. No
2. How did you get to know about the Welfare Policy of the Organization?
a.
Handbook
b. Iocl Intranet
c.
From Employees
d. Others
b.easy
c. cant say
d.difficult
e.very difficult
4.Give your opinion on the following statements about the organization varying from strongly
disagree to strongly agree and comment in case of extremes.
Facilities
Strongly
disagree
Children
education
allowance
provided by
the
Disagree
Neutral
Agree
Strongly
Comment
Agree
organization
is enough.
Conveyance
on Tour
facility
provided by
the
organization
is good.
Leave
Facilities of
the
organization
is good
Medical
Facilities of
the
organization
is good
Professional
skills/updatio
n facility of
the
organization
is good
Night
halt/over time
allowance
provided by
the
organization
is enough.
Shift
allowance
provided by
the
organization
is enough.
Dependency
facilities of
the
organization
is good.
b. No
6.Do you find any discrepancy in the allowance being paid to various categories of employees?
a. yes
b.no
7.How often the welfare policies of the organisation updated? Do they seem in the tune with the
changing times(orientations and benefits)?
e. never
8. What are your views on the cafeteria facilities on the Following Grounds:
Very satisfactory Satisfactor
y
Neutra
Dissatisfactor
Very dissatisfactory
Food
Quality
Service
Hygiene
Price
9. Does the welfare policies even cater to your family needs?
a. yes
b. No
If yes, How do your family feels about the welfare policies of your Organization?
a. good
b. average
c. bad
10. Whom do you approach to get your problem solved or register your complaint?
a. Your immediate Boss
b. colleagues
d. complaint box
e. others
11. Do you feel the organisation has an active and efficient system of handling the
Grievances of employees?
a. Yes
b. No
Very good
b. good
c. average
d. bad
e. very bad
other
..
14.In case you want to improve or change any welfare policy of your Organization ,
What area you want to make changes or improvements?
.
.
15.Do you enjoy your work?
a. yes
b.no , if no why
b. no