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CHAPTER- 1

INTRODUCTION
OBJECTIVES OF THE STUDY
SCOPE OF THE STUDY
RESEARCH METHODOLOGY

OBJECTIVES OF THE STUDY

To know employees preferences regarding welfare facilities provided by the


company.

To study the information regarding the welfare policies provided by the


company to the employees.

To check the role of management while providing welfare schemes.

The study aims at providing relevant information for marking the necessary
amendment in the welfare policies of the company.

To know how employees are availing the welfare schemes.

To know the formalities fulfilled before availing the welfare schemes.

SCOPE OF THE STUDY


I have chosen the topic Employee welfare schemes in Omaxe Ltd keeping in mind the
company nature of work with a hope that the company is benefited as from its findings by
modifying its employ welfare rules if felt necessary.
Application of the study
1. Helpful in setting welfare standards.
2. Helpful in providing all information to employee.
3. Helpful in maintaining good human relations in the organization.
4. Helpful in reducing employee turnover by increasing satisfaction level.

RESEARCH METHODOLOGY
Research is a systematized effort to gain new knowledge. It is a systematic study
consisting of a problem formulating a hypothesis collecting the facts and data, analyzing
the facts and reaching for certain conclusions, which can be in the form of either solution
towards a problem.
Research design
A research design is the arrangement of conditions for collection and analysis
of data in a manner that aims to combine relevance to the research purpose with economy
in procedure. The research design used in my study is basically descriptive in nature.
Types of Research

Exploratory research

Descriptive research

Causal research

Applied research

Basic research

Exploratory research
Exploratory studies are conducted to clarify the ambiguous problems.
Ambiguity means that the nature of problem to be solved is unclear.
Descriptive research
The research design in my study is descriptive. Its studies are concern with describing
the characteristics of a particular group or individual. Studies concerned with specific
prediction with narration of facts and characteristics concerning individual, group or
situations are examples of descriptive research .it is also known as social research.
Causal research
The mean purpose of causal research is to identify the cause and effect
relationship between variables.
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Applied research
Applied research is conducted when a decision is to be made about a
specific real-like problem.
Basic research
Basic or pure research (fundamental research) attempts to expand the limits of
knowledge.
Sample design
A sample design is a definite plan for obtaining a sample from a given population.
It refers to the technique or the procedure the researcher would adopt in selecting items
for the sample i.e. the size of the sample. Stratified sample method is adopted to select
the sample.
Sample size
It includes the number of sampling unit selected from the population for
investigation. The sample size must be optimum or adequate. If the sample size is small
it may not appropriately represent the population.
Too large sample would be costly in terms of money &time. The optimum sampling size
would fulfill the requirements of efficiency, representativeness, reliability, and flexibility.
The sample size is taken of 100 customers. It is because of the shortage of time & their
busy schedule.

METHODS OF DATA COLLECTION


Data collection is an art. Sometime it is very time consuming affair. The source
information falls under two categories:
Primary Data
Secondary Data
Primary data
We collect primary data either through observation or through direct
communication with respondents in one form or other personal interviews.

Observation method

Interview method

Schedules & Questionnaire method

Internet

Advantages

Simplicity

Direct and realistic study

Useful for formulating

Greater accuracy

Results are more dependable

Disadvantages

Not possible to remain present

Not possible because a schedule events may not take place

Not possible on account of the long duration

Secondary Data

The secondary data means data that are already available in various reports,
diaries, letters, books, etc.

Life history, diaries, autobiographies, letters and testaments.

Reports published by various Research Organizations.

Advantages

More flexible

It is perfect sample of the general population

Controlled which person will answer the question

Disadvantages

Uneconomical

Emotionalism

Personal bias

A questionnaire is simply a formalized set of questions for eliciting information. The


method used in this project is closed ended questionnaire in which respondent is not free
to choose the response demand appropriate.
Sampling Method
Stratified method of sampling was used for face-to-face survey while
snowball sampling method was used while conducting telephonic survey.

LIMITATIONS OF THE STUDY

Sample size, which I have taken, is very small, on the basis of which efficient
decisions cannot be taken.

Co-operation of respondents: this has been a major problem. Employees were


reluctant to fill the questionnaire or face the interview.

Another constraint has been regarding cost since study involves the collection of
primary and secondary data. Therefore the cost incurred was much more. Due to
constraints the coverage of the study could not be extended to more customers.

Our knowledge is limited as we are students and does not have much experience.

CHAPTER- 2
REVIEW OF LITERATURE

Employee
An employee generally includes any individual who performs services
if the relationship between the individual and the person for whom the services
are performed is the legal relationship of employer and employee. This includes
an individual who receives a supplement unemployment pay benefits that is
treated as wages.
But does not include a person who, in the boards opinion,

Performs the functions of a manager or superintendent ,or

Is employed in a confidential capacity in matters relating to labour relations or


personnel;

Employer
An employer generally is that person who appoints the employees and workers.
Employer is a major part of a business organization. In the organization, Business owners
who want their business to continue to grow and expand its capacities will eventually
have to consider taking on employees. Employing people is a complex, but not
impossible task, provided that you are well-informed about your rights, your legal
obligations and your responsibilities. This section provides information about various
aspects involved in being an employer. There are various authorities who enforce the
employer to create a healthy environment in the organisation.
About industrial relations or employees relationships
The relationship between employer and employee is called employee
relationship. Here the Victorian government says about workplace relations. And it
passed an act also.this is as follows:

In 1996 the Victorian Government referred most of its industrial relations powers to the
Commonwealth Government. This allowed for the establishment of a single framework
of laws regulating industrial matters in Victoria through the Workplace Relations Act.
While Victoria no longer has a state-based Industrial Relations (IR) system, except for
some specialist legislation, the Victorian Government is committed to fostering fair, cooperative and innovative workplaces.
To achieve this, the State Government has called for changes to the Workplace
Relations Act to generate more harmonious IR outcomes, passed specific legislation to
improve fairness and security for various employees, and developed a number of
programs to promote cooperative, high-performance workplaces.
Basic meaning of industrial relationship
The term industrial relations in practice has come to mean primarily the relations
between the management and the union (s) in an industrial enterprise. It ought to include
employee relations irrespectively of whether a union exists in a particular unit or not.
We all know that unions come into being because for age the individual employee has
been exploited by the employer. To be sure, most of us Indians are even today, partners in
this process of exploitation. The reference here is to the working conditions and facilities
that we provide to our domestic servants,
whether we look at their wages, at their working houses, or at their health care. The some
is by and large true for labour employed on construction projects or in firms. It must
therefore be accepted that the trade unions did serve a social purpose through the practice
of collective bargaining.
The National Commission on Labor (NCL) also emphasize on the same concept.
According to NCL, industrial relations affect not merely the interests of the two
participants- labor and management, but also the economic and social goals to which the
State addresses itself. To regulate these relations in socially desirable channels is a
function, which the State is in the best position to perform.
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In fact, industrial relation encompasses all such factors that influence behavior of people
at work. A few such important factors are be
Institution
It includes government, employers, trade unions, union federations or associations,
government bodies, labor courts, tribunals and other organizations which have direct or
indirect impact on the industrial relations systems.
Characters
It aims to study the role of workers unions and employers federations officials,
shop stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator,
judges of labor court, tribunal etc.
Methods
Methods focus on collective bargaining, workers participation in the industrial
relations schemes, discipline procedure, grievance redressal machinery, dispute
settlements machinery working of closed shops, union reorganization, organizations of
protests through methods like revisions of existing rules, regulations, policies,
procedures, hearing of labor courts, tribunals etc.
Contents
It includes matter pertaining to employment conditions like pay, hours of works,
leave with wages, health, and safety disciplinary actions, lay-off, dismissals retirements
etc., laws relating to such activities, regulations governing labor welfare, social security,
industrial relations, issues concerning with workers participation in management,
collective bargaining, etc.
Labour welfare
Labor welfare refers to all the facilities provided to labor in order to improve their
working conditions, provide social security and raise their standard of living. Majority of
labor force in India is working in unorganized sector. In order to provide social security
to such workers, Government has introduced Labor Welfare Fund to ensure assistance to
unorganized labors. Five different welfare funds, which are governed by different
legislations, are administered by Ministry of Labor. The purpose of these welfare funds is

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to provide housing medical care, educational and recreational facilities to workers


employed in beedi industry and non-coal mines and cine workers.
Here is a protection group for the safety of employees and labors which tells about
what services are to be provided to employees and shop floor workers.

Employee Welfare Protection Group


Employment Lawyer Established in 2006, Employee Welfare Protection Group has
over 15 years experience in the employee welfare protection profession, with the focus on
providing income, injury and legal protection to the employee throughout the local area.
The company is located in Lowestoft, East Anglia.
With a 24 / 7 emergency contact centre and fully qualified staff, the company is able to
offer a professional advice service to all employee status. The service is intended to be
cost effective, enabling members to become financially secure.
The organisation supplies reliable welfare benefits, featuring easy, manageable
premiums. Tailored to the employee's requirements, the products are essential for every
day needs and can prevent financial difficulties. The product is available from the website
at a reduced cost.
With a staff body of 10 fully qualified tradesmen and women, Employee Welfare
Protection Group has a professional team, qualified in employee rights. Employee
Welfare Protection Group has a satisfied network of members, located through out East
Anglia, including many who are part time employed. The organization is managed by a
board of directors who have been involved in the Employee and Employment Welfare
industry for many years. They are well trained to oversee the organisation, having
previously trained in Employment Law.
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The five legislations governing welfare funds are as follows

The Mica Mines Labor Welfare Fund Act, 1946

The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972

The Iron Ore, Manganese Ore and Chrome Ore Mines Labor Welfare Fund Act,
1976

The Cine Workers Welfare Fund Act, 1981

Schemes under welfare funds provide assistance with respective to the following:

Public health and sanitation

Housing

Recreational (including standard of living)

Social security

Educational facilities

Water supply

Transportation

Medical facilities (prevention of diseases)

Social security

Group Insurance Schemes for Beedi and Cine workers.

Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty
on manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This
is presently Rs 2 per 1000 beedis with effect from 28th June 2000.

The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate
not being less than one thousand rupees and not exceeding twenty thousand rupees,
on every feature film submitted to the Chairman, Central Board of Film Certification.
This is Rs 20000 per feature film of Hindi and English and for regional films it is Rs
10000 per film with effect from 20th April 2000.
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The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976
provides for levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore
between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/- respectively.

The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and
collection of cess on Limestone and Dolomite as a duty of excise at such rate not
exceeding one rupee per metric tone of limestone & dolomite. The rate of cess on
Limestone and Dolomite is Re.1/- with effect from 27th December 2000.

Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of cess
on all mica exported as duty of Customs not exceeding 6.25% ad valorem. This is
4.5% ad valorem on export with effect from 1st November 1990.

What is employee welfare?


Employee welfare in general, these are the benefits that an employee must receive from
his/her company, like allowances, housing for those companies who provides,
transportation, medical, insurances, food and some other way where the employee has
rights to demand.
At Omaxe, we care for our employees and consider each and every one a part of the
Omaxe family. Various Welfare Schemes are in place in keeping with this spirit

NUMBER PEOPLE

TOILETS

WASHBASINS

1-5

6-25

26-50

13

51-75

76-100

Bonuses, 13 month pay, sick leave, maternity leave and vacation are also part of this and
even holidays for other companies.
EMPLOYEE WELFARE FACILITIES
You must provide "adequate and appropriate" welfare facilities for your employees.
These must be provided unless they are unreasonable in terms of time, cost and physical
difficulty. Welfare facilities include toilets, washing facilities, rest and changing facilities,
personal security arrangements (e.g. lockers) and refreshment.there must be a sufficient
number of toilets and washing facilities so that people should not have to queue for long
periods to use them. These should be separate for male and female, unless you have a
very small number of staff. The facilities must be clean, and provided with toilet paper,
soap, drying facilities, and hot and cold running water. They must be well lit, and
ventilated to the external air. Sometimes a shower may be necessary.

FACILITIES FOR MEN:

NUMBER

TOILETS

URINALS

WASHBASINS

OF PEOPLE
1-15

16-30

31-45

46-60

61-75

14

76-90

91-100

You must provide a supply of clean and wholesome drinking water, which is easily
accessible to all employees. Cups should be provided and the taps clearly labelled.
You must consider whether suitable facilities are available to staff working off-site or on
temporary sites. If not, temporary arrangements must be provided. Some workers may
need to be provided with portable facilities for hand washing.
If the work activity requires employees to change into specialist clothing, you must
provide changing rooms and facilities for secure storage of personal belongings. you may
need to consider separate storage for clean and dirty clothing, or the provision of laundry
facilities.
There should be a suitable seating area for use during breaks. This must be clean and
provided with washing facilities nearby and a means of heating water for hot drinks.
Employee benefits and Services
It includes any benefits that the employee receives in addition to direct
remuneration. The synonyms used are fringe, service programmes, employee benefits and
hidden payroll.
FUNCTIONS OF EMPLOYEE WELFARE

Conditions at
work place

15

Emplyees
health service

CONDITIONS AT WORKPLACE
Working Conditions
It includes many kinds working conditions for employees which are helpful for
employee in doing work these are like: temperature, Ventilation, lighting, noise, dust,
smoke, fuels, gasses, humidity.
Factory Sanitation and Cleanliness
It is related to cleanliness of the factory, it include provisions for Urinals in factory
provisions for the disposable f waste and rubbish; Provision for water and proper bathing
and washing facilities, and facilities of whitewashing and repair of buildings care and
maintenance of gardens, roads and etc.
Welfare Amenities
It includes care of drinking water, canteen service, lunch, restroom, and other
amenities.

Employee Health Services


Factory Health Services
This includes medical examination of employees, factory dispensary and
clinic treatment, firstaid and ambulance room and treatment of any incidents and other
kind of health
Recreation
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It is related to maintain our body fit and fine for this purpose, construct a
playground for playing games. And organize various types of programs like social and
cultural activities and physical games for recreation.

Other services
It includes various facilities like:

Education to improve skills, earning capacity and lecture programs and audio
visual educations.

Economic services like; housing cooperatives, grain shops and fair price shops,
study of the working of welfare acts.

Social works in industrial settings like: family planning and employee counseling.

But now these services are counted in statutory provisions and non-statutory
provisions. These are explain further.

OMAXE PVT. LTD. believes that satisfied employees contribute to the development
and growth of the organization. Omaxe apart from providing statutory benefits offers
various voluntary benefits to its employees. These are offered in the form of various
allowances, perks and advances as given below:
TYPES OF WELFARE ACTIVITIES

Statutory provisions

Non- statutory provisions.

Statutory provisions
These are mandated by the:

The factories act, 1948.

The mines act, 1952.

The plantations act, 1951.

The motor transport workers act, 1961.

The contract labour (regulation and abolition) act, 1970.


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The merchant shipping act, 1958.

Dock workers (safety, health and welfare ) schemes,1961

Inter- state migrant workmen (regulation of employment and conditions of


services) act, 1979.

Non-statutory provisions
It is also called voluntary benefits include loans for house building, education of
children, leave travel concession, fair price shops, loans for purchasing personal
conveyance and a host of other facilities.

Statutory Welfare Schemes


The statutory welfare schemes include the following provisions
Drinking Water At all the working places safe hygienic drinking water should be
provided.
Facilities for sitting In every organization, especially factories, suitable seating
arrangements are to be provided.
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.
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.

Canteen facilities Cafeteria or canteens are to be provided by the employer so as


to provide hygienic and nutritious food to the employees.

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.

Lighting Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.

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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.

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.

Rest rooms Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.

Non Statutory Schemes

Personal Health Care (Regular medical check-ups) Some of the companies


provide the facility for extensive health check-up

Flexi-time The main objective of the flextime policy is to provide opportunity to


employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs

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.

Harassment Policy To protect an employee from harassments of any kind,


guidelines are provided for proper action and also for protecting the aggrieved
employee.

Maternity & Adoption Leave

Employees can avail maternity or adoption

leaves. Paternity leave policies have also been introduced by various companies.

Medi-claim Insurance Scheme This insurance scheme provides adequate


insurance coverage of employees for expenses related to hospitalization due to illness,
disease or injury or pregnancy.

Employee Referral Scheme In several companies employee referral scheme is


implemented to encourage employees to refer friends and relatives for employment in
the organization
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WELFARE ITEMS FOR WORKMEN


S.No.

Item

Eligibility

Duration

Remarks

/frequency/
1.

2.

Uniform

All regular

Quantity
2 sets of uniform

(tricots)

workmen

every year to be

existing

given in

practice

Safety shoes

as per the

All regular

April June
Additional pair of

Additional

workmen

safety shoes to be

branded

given once in the

safety shoes

period of three

will be

years. the first pair

provided to all

of safety shoes

regular

Will be given in

workmen.

the year 2008 in


NovemberDecember.
One jacket
matching to
uniform to be
3.

Jacket

All regular

given in alternate

workmen

year
in the month of
October/November
.

20

Matching jacket
will be
provided.

One raincoat to be given


4.

Raincoat

All regular
workmen

once in the period of 3


years commencing from
2007 in the month of
may-july.

All regular
5.

Soap

workmen working
at workshop.
Only permanent

6.

7.

Excursion trip

workmen &
their family

Two cake
every month.

As per
the
existing
practice.
As per the
existing
practice.

One excursion trip in

As per the

a year in the month of

existing

April or august.

practice.

New year

members.
All regular

Sweet and tea on new

As per the

celebration

workmen.

year day.

existing
practice.
Teams of
kabbadi &

8.

Sports(kabbadi/
volley ball)

Selected players
of
the team.

Sports kit will


be provided to the
players of
the team only.

volley ball
will be
selected by
the
professiona
l coach

9.

Shoes

All regular

One pair every year to

every year.
As per the

workmen

be

existing

given in month of

practice.

April -June.

21

S. no.
1.

Item

Eligibility

Safety goggles

Duration/frequency/ Remarks
Quantity
regular Once in a year and

All

there After only

industrial safety

(except welders)

replacement

goggles with side

actually working will be provided.

shield,

on

compulsory to
&

wear safety

areas

goggles on the

specified

by

shop/area while

safety
Goggles

colorless

workmen

machine

2.

Only

Officers.
for Welders

welders

Working.
Once in a year and Proper welding
there
after

goggles will be
only Procured.

replacement
3.

Reinol
(hand
cream)

cream All regular


washing workmen
actually

will be provided.
One pack of 200 As per existing
gram
per month.

working
on

shop

floor.

SAFETY ITEMS FOR WORKMEN

22

Practice.

4.

Ear muffs/ ear plugs Workmen working Once in a year.

As and when

in power house,

required to be

engine testing, air

replaced.

blowing
stage in paint shop
level exceeds
5.

9o decibels.
gas Workmen

Respirators/

mask/ cloth mask

working

Need based.
in

hazardous

As and when
required to be
replaced.

operatios

as

determined

by

safety
officer.

Long Sickness Benefits

Long sickness benefits are payable to permanent workmen to cover up the loss of wages
incurred due to absence caused by long sickness.

Long sickness benefit is extended when the workmen is suffering from any of the
diseases mentioned below:

Kidney transplant

Renal failure requiring long- term dialysis

cerebral or vascular strokes

Coronary artery diseases or a coronary bypass surgery.

Open heart surgery, valve replacement.

All kinds of cancer

Tb including pulmonary TB.


Brain hemorrhage incapacitating the workmen for a minimum
period of one month.

23

Serious accident resulting in the compound fracture or a fractured


is incapacitating the workman to work for a minimum period of 30 days.

Incapacitation of a workman from work should be for 30 days or more so as


become eligible to receive this benefit.

To release the benefits under the scheme it is necessary to get the claim
certified from ESIC or by the companys medical officer as the case may be.

Full payment of HRA is made during the period of long sickness.

The maximum period for which sickness benefit are payable is 365 days.

Financial Assistance on Compassionate Grounds


Options
Options

% of Respondents
% of Respondents

Is given to the legal heir / dependents of the workman dying during employment.
Welfare Services for Medical Purpose
Medical Insurance Hospitalization Scheme
Eligibility All regular employees not covered under ESI.
Limit As per hospital bills subject to entitlement under the medical insurance
hospitalization scheme.

Procedure The Company has tie up with RAKSHA TPA for cashless treatment
facilities for employees and their wards in different networking hospital and
claims are directly lodged by hospital to RTPA.

24

Employees taking treatment in non-networking hospital have to inform RAKSHA


TPA office 3 days advance in case of emergency have to dial 2250000 and
completed set of papers shall be submitted in personnel department for settlement
of claim.
Coverage self, spouse, legitimate dependent, children up to the age of 25 yrs or
up to their marriage or employed whichever is earlier.
Premium It is paid by company except for parents whose premium is borne by
the employee.
Sum insured (annual) for each member of the family
Workmen
For minor aliment

RS. 40,000

For major aliment

RS. 2, 00,000(family floater)

(For major aliment, claim will be entertained up to, max, limit i.e. up to
2, 00,000)
Maternity benefits Maximum benefits allowable will be Rs 40000 applicable
only if the members do not have more than children.
Group personnel accident insurance (gapi) policy
Eligibility All regular employees covered under corporate med claim policy.
Minimum 3 days of incapacitation is must for getting claims.
Policy renewal 1st July of every year.
Coverage The accident risk covers both inside and outside the factory
irrespective of being present on duty or off duty provided the employee has met
with an accident. This benefit is for self only.
Claims The employee will submit a claim from duty attested by medical officer
along with the supporting documents like medical certificate, x-ray film, fitness
25

certificate, copy of x-ray report and bills related to medical treatment and
certificate of absence from the duty.
Insured amount Basic *60(minimum of rs.75, 000 &maximum of
Rs. 2, 25,000)
Cash benefits Temporary disablement -1% of sum assured per week
Permanent partial

as per scale of compensation

Disablement
Permanent disablement 100% of the sum assured.
Upon death 100% of the sum assured to the legal heir

26

CHAPTER-3
COMPANY PROFILE

HISTORY OF THE COMPANY


Incorporated as Omaxe Builders Private Limited in 1989, to undertake construction &
contracting business, the company changed its constitution to a limited company known
27

as Omaxe Construction Ltd., in 1999, to capture the opportunity offered by the growing
Real Estate market in India. The name of the company has now changed to Omaxe Ltd In
2006. Omaxe is today among the large Real Estate Development companies in India.
The company in a short span of 5 year has completed 11 projects consisting of 8
residential, 1 Integrated Township and 2 commercial covering approx 5.59 million sq. ft
of area.
Omaxe was founded by Shri Rohtas Goel, a first generation entrepreneur, a civil
engineer by qualification and a visionary. With over two decades of experience in
construction and real estate development, Rohtas Goel, as Chairman & Managing
Director of Omaxe Ltd., has been at the forefront of the real estate industry, following its
motto Turning Dreams into Realty through building world class residential and
commercial projects.
As a civil construction and contracting company, Omaxe successfully executed more
than one hundred and twenty industrial, institutional, commercial and residential
projects for a number of prestigious Indian private, public sector and Multinational's
clients such as Amity University, LG, Pepsi, Samsung, Wave Cinemas, National Brain
Research Centre, P.G.I. M.E.R, Apollo Hospitals and Delhi High Court.
To capture the opportunities offered by the growing real estate market in India, Omaxe
entered the real estate development business in 2001.

THE OMAXE IMAGE


STYLE
It incorporates one solid, sky- blue rectangular with a square close door form assures to
turn the dreams into reality.
28

MEANING OF THE TITLE


The title can be broken into two parts- OM+ AXE = OMAXE.
OM- It is the name of God, according to our Grunth all the 36 core live in OM.
AXE - It is the weapon of the construction and the past time the company was in
construction.

THE OMAXE LOGO

OMAXE is a strong, contemporary and confident symbol for a brand that is always ahead
of the rest. It is specially drawn word mark.

29

LOGO OF REGISTRATION

30

OMAXE MANAGEMENT
CMD

Mr. Rohtas Goel

JMD

Mr. Sunil Goel

Director

Mr. J. B. Goel

Director Coordination & Audit

Mr. Bhupendra Singh

Chief Advisor Legal

Mr. Madan Mohan

Director - Construction

Mr. Rajeev Goel

Director - Business Development

Mr. Daleep Moudgil

Mr. Praveen Goel

& Liaisoning
Director - Planning & Finishing
Head Monitoring

31

Mr. B.K.Vinayak

OMAXE BOARD OF DIRECTOR

Mr. Rohtas Goel- CMD


Rohtas Goel is the promoter of the Omaxe Group and has nurtured it from a construction
house to a renowned brand in todays real estate industry in India. Since aegis, his
dynamic leadership spirit and strong vision reflect his skills in driving business into a
success. Rohtas Goel, a civil engineer, started his professional career with a private
construction firm, but was quick to realize that his talents would be used best if he had his
own identity. This motivating force drove him to launch his own business and, as said,
the rest is history. The high growth in the number of projects over the last few years
proves the increasing confidence of the people and the market in Omaxe.
As such, Rohtas Goel has been awarded the Man of Commitment' by the Builders
Authorized Sale Organizers Association. It is the first time in the history of real estate
that such an award has been given to a real estate developer.
Personal Awards Among the awards received, he has been titled with the Pride of
Country award by the Society of Industrial Business Achievement, New Delhi. Rohtas
Goel is also the recipient of the Achiever of the Millennium award by All India
Achievers Conference, New Delhi.
Diplomatic Considering Rohtas Goel's social commitments & status in the society, the
President of Republic of Congo, His Excellency Denis Sassou Nguesso, has appointed
Rohtas Goel as the Honorary Consul of the first Honorary Consulate of the Republic of
Congo in India. In line with India renewed emphasis on Africa as highlighted by the first
India-Africa Summit in April 2008, Mr. Goel work towards the betterment of
32

understanding and relations between the Republic of Congo and India and the
development of trade and investments.

Mr. Sunil Goel


Joint Managing Director, Omaxe Ltd. A post graduate in Mathematics, Mr. Sunil
Goel, 45, has over twenty eight years of rich experience in construction and in the real
estate sector.

Mr. Jai Bhagwan Goel


Mr. Devi Dayal, 67, holds a Bachelor Degree in law and a Masters Degree in philosophy
and is a retired I.A.S. Officer. He has over thirty six years of experience in the field of
administration and finance. Mr. Devi Dayal retired in 2001 as Secretary (Banking),
Ministry of Finance, Government of India, and is presently an advocate, practicing in the
Supreme Court of India.

CURRENT PROJECT OF COMPANY


The Forest, The Nile, NRI City, Omaxe Connaught Place, Wedding Mall, House 2
Home, Omaxe Plaza, Omaxe Arcade, Park Plaza, Pearls Omaxe, Omaxe Jasola, Omaxe

33

Novelty Mall, Omaxe Terminal Mall and Omaxe Mall - Ludhiana are some of the
milestone projects of the company.
The company currently has fifty four projects under development, including hotels:
twenty three group housing projects, sixteen integrated townships, fourteen shopping
malls and commercial complexes. These fifty four projects cover a total of over 156
million sq ft of area and are located in 31 towns in 10 states in northern, central and
southern India. In addition to these, Omaxe is developing a Special Economic Zone on
12, 500 acres in Alwar Rajasthan.
Omaxe is also spreading its wings off shores and has acquired land in Dubai through a
wholly owned subsidiary. To undertake such expansion, Omaxe Ltd. today, is backed by a
professional and competent Team Omaxe: a constantly growing workforce of currently
over twelve hundred professionals, including four hundred highly-qualified engineers,
architects, Chartered Accountants, MBAs, etc. With high standards in line with Mr.
Goels vision and ambitions, Team Omaxe makes Omaxe Ltd. a strong, structured and
high-growth ISO-certified its company with a bright future. Taking forward our vision to
provide an environment of professionalism, competence, teamwork and service
excellence, Omaxe is working towards benchmarking our HR policies with the best
employers and international standards.
Thanks to its strong experience in construction, Omaxes uniqueness also lies in the fact
that the company doesn't give projects on sub contract: while assuring timely completion,
this also allows keeping pace with the progress in construction technology, helping to
give clients value for money.
Today, OMAXE enjoys a reputation of being one of India's leading real estate developers
with an indelible focus on customer satisfaction. Omaxe has adopted quality system
standards that integrate technological and design innovations with a strong technical base
to provide state-of-the-art real estate options. Omaxe has also been the first to:

Offer Penalty Clause,

Introduce Sample Flats concept,


34

Offer Theme Malls, like the Wedding Mall, House 2 Home Mall, etc.

Offer ready-to-move-in homes.

Besides this, Omaxe is the first to have created and implemented the concept of Eco
Friendly City, integrating Environment Protection Measures in all projects, with a defined
Implementation process. For Omaxe, environment protection and innovative architecture
and Practices the standards of today and tomorrow are in real estate development.
Omaxe has invested in all the sectors of real estate business namely residential,
commercial and retail & leisure. It has innovatively built homes, offices, shopping malls,
theme parks, hotels and schools in over past two decades.

Homes (Residential)
In residential sector Omaxe has done tremendously well and has been building homes at a
breakneck speed. The company has built houses and villas keeping on mind the demand
of different classes of people. It provides a wide range and variety of houses to choose
from. It has built countless homes.

Omaxe City Palwal Haryana


THE OMAXE CITY - PALWAL is strategically located Omaxe City on 62nd

Milestone Delhi-Agra highway and makes it an ideal location to turn dreams into reality.
A contemporary integrated township Omaxe City in Palwal, is set to deliver example of
fine innovation comprising plots, apartments and villas. Omaxe City is spread over a
sprawling expanse of 128 acres and has been dreamt as a city within a city with
provisions for Shopping mall, schools, dispensary, theme park, crche, state-of-the-art
club with facilities like swimming pool, sauna, steam, Jacuzzi etc., local shopping centre,
grocery store and more luxuries reflecting style and taste. Omaxe City promises to be
perfect in every structure with unparallel elegance.

35

The plots in the Omaxe City are available in different sizes ranging from 199 sq yards,
296 sq yards, 393 sq yards, 502 sq yards, 628 sq yards, 832 sq yards, and 921 sq yards.
The stunning villas of the area 200 sq yards are designed along the principles of modern
architecture with open airspace to bring maximum sunlight into homes that allow
Complete harmony with nature. Apartments will come up shortly for which we will make
the announcement separately.
Omaxe has taken due care of the environment by incorporating rainwater harvesting
system to replenish ground water, environment friendly waste disposal and sewage
treatment and incinerators.
Another unique feature of the township is underground cables for telephone, electricity
distribution, storm water drains & sewer systems. Moreover Omaxe has ensured efficient
power distribution within the city to give a hassle free life to the residents. Also
arrangement for indoor games like squash, cards, billiards, snooker, gym and recreational
facilities like card room and multi purpose room that has re - defined the art of leisure
and pleasure.
Palwal is emerging as a hot destination for investors and home seekers. The burgeoning
middle class has moved ahead and looking for quality construction at an affordable price.
Hence, places like Faridabad, Palwal have become a key des tination with new fond
opportunities of residential and commercial spaces.

Omaxe City Palwal Haryana

36

Residential Faridabad
The Forest Faridabad is ideally located near to Suraj
Kund Complex in Faridabad. Just 3 KM from the
Delhi Border With its new age design and world-class
ambience, there will be ultra Luxury Apartments.

Residential Greater Noida


NRI City spread over 85 acres land, is an integrated
mini-township, located in the National Capital
Region at Greater Noida, sector Omega-II and
thoughtfully conceived to give you a world-class
ambience and top of the line benefit
37

Residential Noida
Noida is an excellent well planned township with
well maintained greens, which promises you a
cleaner and healthier living. Noida has a good
infrastructure & facilities like Hospitals, Schools,
Markets, Malls, Parks and no traffic hustle bustle

Residential Derabassi
Omaxe Greens, the modern residential project by
Omaxe Group, is at a stone throw distance from
Ambala on the highway. Spread over approximately
16 acres, this residential complex is a mixture of
modern living in a land rooted in deep family
values Every corner of the complex speaks of
international standards of
planning.

Offices (Commercial)
Some of Omaxes famous commercial
complexes are:

Commercial Ludhiana
38

Convenient apartment

In essence, Omaxe Mall is bound to become the Destination point of city dwellers alike!
Its world-class facilities with excellent location are a highly potent combination for the
success of any business venture, here.

Commercial Jasola
Omaxe Citadel. The epitome of elegance in
commercial space. Located at the Non Hierarchial
Commercial Centre at Jasola, New Delhi, this
shopping-cum-office complex is close to the
proposed

flyover

to

Okhla

and

Faridabad.

Combining the finest in aesthetics and infrastructure


in 1.7 lakh sq. ft., this ground plus five level
structure is designed to house the offices of MNCs
and the best of brands. It's another achievement in
real estate by Omaxe group, North Indias largest
and the fastest growing real estate organisation. With a mind boggling population of 25
lakhs in South and South East Delhi who are eager for an international shopping

39

experience, Omaxe Citadel is a retailers dream come true. An opportunity to reach out to
a large populace from a strategically located centre.

Commercial WazirPur
Pearls Omaxe is nothing like you have ever seen
before. Strategically located on the Ring Road in
Netaji Subhash Place, it will redefine the entire idea
of commercial space for a vast upper middle class
population in the nearby areas. With 4 floors of
shopping and 8 floors of ultra-modern office space,
Pearls Omaxe is truly a study in the exploration of
space. It's vast, elegant and scientifically planned
for greater space utilization

Commercial Greater Noida


Greater Noida is strategically located in the
National Capital Region. It is thoughtfully planned
as a state-of-the-art city with world class ambience
and top-of-the line benefits. Greater Noida is the
culmination of a relentless effort towards excellence
with efficient water supply, uninterrupted private
power supply, underground drainage system and
above all an eco-friendlyenvironment. Unlike other
city, the basic foundation at Greater Noida already
exists. Many high-rise commercial and office complexes compliment residential colonies.

40

It is beautifully laid-out with wide roads and avenues and is well- connected through the
Express Highway, and the Taj Express highway, which is underway

41

CHAPTER-4

DATA ANALYSIS AND


INTERPRETATIONS

Q.1 Does your company follow the employees welfare schemes?


Options
Yes
No

% of Respondents
80
20

TABLE 4:1 Follow the welfare schemes

42

Figure 4.1: Follow the welfare schemes

INETERPRETATION:
The above table shows that, 100% employee are agreed that there are welfare schemes in
their company.

Q.2 what are the main objectives(s) behind employee welfare schemes?

Options
Help to motivate and retain employees.
Loyalty in workers towards the organization
To minimize social evils such as alcoholism,

% of Respondents
30
20
6

gambling etc.
Helps to improve the local image of the company

38

All of above

6
43

TABLE 4.2 Main Objectives of Employee Welfare

Figure 4.2: Main Objectives of Employee Welfare

INETERPRETATION:
The above table shows that, 38% employees said that welfare schemes helps in
improving the image of the company. 30% says motivate to do work in this organization,
20% are loyal because of goods welfare schemes and 6% helps in minimizing the social
evils among the employees.

Q.3 who makes the employee welfare schemes?

Options

% of Respondents

Immediate superior

11

Specialized committee

25

Personnel department

24

Dont know

40

Table 4.3: Employee welfare schemes


44

Figure 4.3: Employee welfare schemes

INTERPRETATION:
The above table shows that, 40% of people dont know who made welfare schemes for
them. 11% says immediate superior made, 25% says specialized committee and 24% says
personnel department.

Q.4 Are you satisfied with employee welfare schemes in the organization?
Options
Always
Sometimes
Never

% of Respondents
50
40
10

Table 4.4: Satisfactions with employee schemes

45

Figure 4.4: Satisfactions with employee schemes

INTERPRETATION:
The above table shows that, 50% are always satisfied from the welfare schemes of the
company, 40% are satisfied and 10% never satisfied from the welfare schemes.

Q.5 Do you think that welfare schemes are fair in the organization?

Options
YES
NO
Table 4.5: Fairness Welfare schemes

46

% of Respondents
80
20

Figure 4.5: Fairness Welfare schemes

INTERPRETATION:
The above table shows that, 80% says welfare schemes are fair to all workers and 20%
says not fair to all workers.

Q.6 Have you noticed any mistake regarding employee welfare schemes?
Options

% of Respondents

Every time
Sometimes
Never

10
30
60

Table 4.6: Mistake regarding employee welfare schemes

47

Figure 4.6: Mistake regarding employee welfare schemes

INTERPRETATION:
The above table shows that, 60% people says there is no mistake in welfare schemes,
30% says sometimes there is mistake done by the management and 10% says there is
always mistake in welfare schemes

Q.7 Are you sufficiently utilizing the welfare schemes providing by the company?

Options

% of Respondents

Yes

90

No

10

Table 4.7: Sufficient utilized the welfare schemes

48

Figure 4.7: Sufficient utilized the welfare schemes

INTERPRETATION:
The above table shows that, most of people are availing the welfare schemes i.e. 90%,
only 10% people are not availing welfare schemes sufficiently.

Q.8 What are the tools and techniques adopted for the welfare schemes?

Options
Proper format
First come first serve basis
No method

% of Respondents
80
18
2

Table 4.8: Tools and technique adopted for welfare schemes

49

Figure 4.8: Tools and technique adopted for welfare schemes

INTERPRETATION:
The above table shows that, most people say proper format is there for availing welfare
schemes of the company i.e. 80% and 25 says there is no method for availing welfare
schemes

Q.9 Do you receive any help from your management besides any welfare schemes?
Options
ALWAYS
SOMETIMES
NEVER

% of Respondents
35
58
7

Table 4.9: Help for management

50

Figure 4.9: Help for management

INTERPRETATION:
The above table shows that, 35% says management helps them besides welfare schemes,
58% says on some occasion management helps them besides welfare schemes and 7%
says there is no help from the side of management.

Q.10 Is welfare schemes providing benefit to you in enhancing your present living
standards?
Options
YES
NO

% of Respondents
70
30

Table 4.10: Providing benefits towards enhancing present living standard

51

Figure 4.10: Providing benefits towards enhancing present living standard

INTERPRETATION:
The above table shows that, 70% people agreed that welfare schemes have increased their
standard of living but 30% are not agreed to this statement.

Q.11 Do you want any changes in the method of employee welfare?

Options
YES
NO

% of Respondents
98
2

Table 4.11: Changes in method of employee welfare

52

Figure 4.11: Changes in method of employee welfare

INTERPRETATION:
The above table shows that, 98% people doesnt want any changes in existing welfare
schemes, only 2% people want the change.

53

CHAPTER-5
RECOMMENDATIONS
&
CONCLUSIONS

RECOMMENDATIONS

Extension of bus facilities of local conveyance should be improved.

Periodic surveys to know the opinion of the employees should be conducted and
findings should be implemented.

Formalities for availing the welfare schemes should be reduced.

The welfare services should be fast and any problem related to the employees
should be tackled within short span of time.
54

A yearly welfare calendar should be printed and distributed among all employees.

There should be no biased decision taken by the managers while providing any
help besides welfare schemes of the company.

The employees who should take undue advantage of welfare schemes should be
given warning not to do these type of activities again.

CONCLUSIONS

The Employee Welfare Scheme provided by the OMAXE is very good for
employees, but many employees take unduly advantage of it and sum employees
do not know how to avail the welfare policies.

Trust provides financial beyond his limit under any of the scheme of the company.

The welfare scheme provide by the company is fulfilling all the statutory and nonstatutory provisions.

55

Employees are very happy with the welfare schemes of the company and they do
want

any changes in it.

56

BIBLIOGRAPHY

57

BOOKS:

ASWATHAPPA K., PERSONNEL MANAGEMENT MC GRAW hill


(4th edition).

publications

BERI G.C., MARKETING RESEARCH, Tata McGraw hill publications


(3rdedition).

KOTHARI

C.R..,

RESEARCH

METHODOLOGY,

new

publication house (2ndedition).

MAMORIA C.B., PERSONNEL MANAGEMENT (2nd edition).

SHARMA V.K., HUMAN RESOURCES MANAGEMENT (3rd edition).

WEBSITES:

www.Omaxe.com

www.Tradeindia.com

www.realestateindia.com

58

age

ANNEXURE
QUESTIONNAIRE

59

QUESTIONNAIRE
Employee Welfare

NAME -------------------

E.I.

NO...
DEPTT..

Q1. Does your organization follow the employee welfare schemes?


(1) Yes

(2) No

Q2. What is/are the main objectives behind employee welfare?


(1) Help to motivate and retain employees
(2) Loyalty in workers towards the organization.
(3) To minimize social evils such as alcoholism, gambling. Etc.
(4) Helps to improve local image of the company.
(5) All of the above.
Q3. Who makes the employee welfare schemes?
(1) Immediate superior
(2) Specialized committee
(3) Personnel department
(4) Dont know

60

Q4. Are you satisfied with employee welfare schemes in the organization?
(1) Always

(2) sometimes

(3) never

Q5. Do you think that welfare schemes are fair in the orgnisation?
(1) Yes

(2) No

Q6. Have you noticed any mistake regarding employee welfare schemes?
(1) Every time

(2) Sometimes

(3) Never

Q7. Are you sufficiently utilizing the welfare schemes providing by the
Company?
(1) Yes

(2) No

Q8. What are the tools and techniques adopted for the welfare schemes?
(1) Proper format
(2) First come first serve basis
(3) No method
Q9. Do you receive any help from your management besides any welfare?
Schemes?
(1)Always

(2) Sometimes

(3) Never

Q10. Is welfare schemes providing beneficial to you in enhancing your


Present living of standard?
(1) Yes

(2) No

61

Q11. Do you want any changes in the method of employees?


Welfare?
(1) Yes

(2) No

62