Académique Documents
Professionnel Documents
Culture Documents
On
MTU
MahaMaya Technical University
ITC Ghaziabad
SESSION 2013
Submitted by:
Pushpinder Kaur
Under the guidancee of:
Mr.Sandesh Bhardwaj
Company Mentor
DECLARATION
I, undersigned, solemnly declare that the report of the project work entitled To
identify the compliance level of Factories Act, 1948 in International Tobacco
Company Ltd, Ghaziabad and to determine its relation to work performance, is
based on mine work carried out during the course of our study under the
supervision of Mr. Sandesh Bhardwaj, Deputy Manager, Personnel & Welfare. I
assert that the statements made and conclusions drawn are an outcome of the
project work. I further declare that to the best of my knowledge and belief that the
project report does not contain any part of any work which has been earlier
published or submitted anywhere.
CERTIFICATE BY SUPERVISOR
This is to certify that the project report entitled To identify the compliance level of
Factories Act, 1948 in International Tobacco Company Ltd, Ghaziabad and to
determine its relation to work performance. is carried out by Pushpinder kaur
student of Management Studies, Mahamaya Technical University under my
supervision as a part of the award of Degree in Master of Business Administration,
Mahamaya Technical University, Noida.
To the best of my knowledge the report is the outcome of the candidates individual
effort. I wish all the success to the candidate.
(Signature)
Name: Mr. Sandesh Bhardwaj
Designation:Deputy Manager
Personnel and Welfare
International Tobacco Company Ltd
ACKNOWLEDGEMENT
First and foremost, I thank almighty for keeping me hale and healthy for successful
completion of the project. I express my respectful and sincere gratitude to student
of Management Studies, MTU for keeping a paper of minor project in our course
curriculum. Next I would like to thank International Tobacco Company Ltd,
Ghaziabad for assigning a project to me and accepting me as a summer intern. I
would also like to thank Mr. Sandesh Bhardwaj, Deputy Manager, Personnel and
Welfare for imparting his immense knowledge and guidance and thus offering a
wide scope for research. This topic helped me in understanding the process of
research in depth and also made me aware about the welfare requirements and
welfare facilities provided to the employees. I am also taking the pleasure to
express my sincere thanks to all the members of the Personnel department of the
organization.
I would also like to thank the respondents of the questionnaire for giving their
valuable time.
Finally I would like to acknowledge my family & friends for their understanding
and supports in completing this project, without their help there would be many
difficulties in doing this project.
Table of content
Declaration
Certificate by Guide
Acknowledgement
Chapter
Title
I.
GENERAL OBSERVATION
1.
Tobacco industry
(a)Size of market
(b)Latest developments
2.
(j)International Division
(k)Corporate Social Responsibility
(l)Achievement and Awards
3.
Major competitors
(a)ITC
(b)Golden Tobacco Ltd
(c)VST Industries Ltd
4.
SWOT analysis
(a)Strengths
(b)Weaknesses
(c)Opportunities
(d)Threats
II
Organization Chart
III
STUDY
1. Abstract
2. Introduction
3. Literature Review
4. Research Methodology
(a) Problem Statement
(b) Objectives of the Research
(c) Design of the Study
(d) Type of Research Design
(e) Instrumentation
(f) Statistical Tools
(g) Sources of Data
(h) Limitation of Study
5. Results and Discussion
(a) Analysis of Results
(b) Conclusion
(c) Recommendation
6. References
7. Bibliography
8. Appendix
GENERAL OBSERVATIONS
Tobacco Industry
Tobacco Industry in India contributes in a unique manner to several important
facets of the Indian Economy, covering revenue, export, employment, and GDP
growth. The Tobacco industry in India mainly covers manufacturing of cigarette,
bidi, cigar and cheroot, hookah, snuff and other chewing Tobacco like zarda,
gutkha and other pan masala.
Cigarette Industry in India is essentially capital intensive in nature. The growth of
cigarette industry both in domestic and international market represents a big
revenue opportunity for the economy. But the burden of Tobacco tax has
increasingly shifted to cigarette with the removal of duty on raw Tobacco since
1979, resulting in discriminatory rates of duty compared to other tobacco products.
Size of market:
India's share in world cigarette production has remained at around 1.7% whereas
India's exports of around 2.8 billion sticks of cigarette per year accounts for less
than 1% of the world export of cigarette. There is significant opportunity for
cigarette industry to extent and consolidate its position in international market due
to withdrawal/reduction of agricultural subsidy and escalating cost in the
traditional cigarette exporting countries.
India is exporting tobacco today to 80 nations which is over all the continents in
the world. At present the Indian Tobacco Industry is providing livelihood to more
that 25 million people in the country. From the total tobacco items exported from
India, the unmanufactured tobacco shares around 80 % to 85 % of the total exports
while the manufactured tobacco products hold around nearly 20 % to 25 %. In the
unmanufactured tobacco exports, Flue Cured Virginia tobacco accounts nearly 75
% to 80 % export. The other varieties are- Burley, HDBRG, Natu, DWFC, Top leaf
and Jutty are also exported which are used in making cigarettes. Non cigarette
tobacco exported worldwide is Lalchopadia, Judi, and Rustica are used for
Latest developments
India is the second- largest producer of tobacco after China in the World.
However, it holds a meagre 0.7 % share of the $30-billion global trade in
tobacco.
Cigarettes account for 85 %of the country's total tobacco exports.
Of the total tobacco produced in the country, around 48. 5% is consumed in
the form of chewing tobacco, 38 % as bidis, and 14 % as cigarettes.
The per capita consumption of cigarettes in India is a tenth of the world
average.
In the recent past, the consumption of tobacco has been reduced by antitobacco drives and the ban of consumption in public areas.
The biggest player in this industry is ITC with a market share of 72%.
History
In 1936, the Godfrey Phillips India was originally established and developed by
Godfrey Philips Ltd., London, a publicly owned cigarette and tobacco
manufacturer incorporated in U.K. with extensive international operation. The
company manufactures and sells cigarettes, smoking tobacco and cigars- The
brands manufactured and marketed by the Company are Black & White Kingsize
Filter, Four Square Kingsize Filter, Four Square Regular Filter, Cavanders Navy
Cut Regular, Red & White, Anand, Leader, Cavanders Filter and Capital. In
addition, the Company manufactures and sells Vergin Gold and Philip's Gold
Cigarette
tobacco.
In 1967 the Company made an arrangement with International Tobacco Co. who
opened a factory in Northern India to manufacture on the Company's behalf. Upon
the merger of D. Macropolo & Co. Ltd., with the company, International Tobacco
Co. Ltd. became a subsidiary of the company. The Mumbai High Court approved a
scheme of Amalgamation of International Tobacco Company Ltd., with the
company. A Scheme of Amalgamation of D. Macropolo & Co. Ltd., with the
Company was approved by the Mumbai High Court on 30th June, with
retrospective effect from the close of business on 30th June, 1969.
The Company manufactures some of the most popular cigarette brands in the
country like FS1, Four Square, Red and White, Cavanders, Tipper and North Pole.
Godfrey Phillips India passion for delivering a product to suit every consumer
segment of the country, Godfrey Phillips India concerted efforts in Tea City has led
to successful Symphony and Super Cup launch. The Company has forayed into the
highly competitive confectionary segment with Fundamint and Funda Goli using
their extensive distribution launch to have a pan India reach. Godfrey Phillips India
has also recently launched Pan Vilas pan masala which has already shown great
potential with positive outcomes.
Godfrey Phillips India has also spread its footprint into the international markets.
Today, the International Division collaborates with some of the top players in the
international tobacco industry to assist them in marketing their products and
providing various professional and expert services including contract
manufacturing, cut tobacco, smoke analysis and various other consultancy
services. Many countries from the Middle East to West Africa, South East Africa,
South East Asia, East Europe, Australia, South America and Central America have
been added to the portfolio. The International Division also exports Bulk and
Specialty Teas to Germany, USA, Japan, UAE, Kazakhstan
K. K. Modi Group
The K. K. Modi Group is part of a US $ 2.4 billion Modi Enterprises that was
founded by Rai
Bahadur Gujarmal Modi in 1933. The Group spans a
diverse range of businesses which include agro-chemicals, tobacco, tea and
beverages, education, entertainment, direct selling, network marketing and
gourmet restaurants. These businesses further include steel, sugar, textiles,
chemicals, tyres, computers, copiers, cosmetics, telecommunications,
entertainment, homecare, pharmaceuticals and on line lottery.
Philip Morris
Altria Group Inc is the parent Company of Philip Morris International, Philip
Morris USA and Philip Morris Capital Corporation. Altria Group owns 100% of
the outstanding stock of Philip Morris USA, Philip Morris International and Philip
Morris Capital Corporation.
Philip Morris, the owner of some of the world's most respected brands including
Marlboro, is one of the largest shareholders in Godfrey Phillips India and has an
agreement with the Company to provide technological services and assistance in
all areas of business.
In 1968 Philip Morris International Finance Corporation, a wholly owned
subsidiary of Philip Morris Inc., U.S.A. acquired full ownership of Godfrey
Phillips Ltd., London, U.K., which was the Holding Company of Godfrey Phillips
India Ltd.
Philip Morris Inc. joined hands with the K. K. Modi Group in 1979.
Values
Passion for winning.
Innovation through Entrepreneurship.
Winning trust internally and externally.
Global mindset.
The Management
Godfrey Phillips India is a Company committed to innovation and continuous
improvement which can be seen in the Company employees; from the top
management to the factory level.
Godfrey Phillips Indias management represents the optimum mix of
professionalism, knowledge and experience. They are the guardians to the
Company, and protectors of the shareholders interest.
Production Facilities
Godfrey Phillips India has built an enduring reputation in India and abroad due to
its commitment to quality and ecologically sound practices. Production systems are
state of the art and blend globally recognized practices such as TQM, Haichi- Ban,
5S and Kaizen with internal value systems. Both production facilities follow an
enriched culture imbibed by the adoption of the Six Sigma program. Embarked
upon 5 years ago, the program has helped to undertake a considerable number of
Six Sigma Projects in order to inculcate quantum improvements year after year.
Each of the manufacturing facilities at Ghaziabad, U.P; Mumbai, Maharashtra and
Rabale, Navi Mumbai, Maharashtra are recognized not only for their superior
production capabilities, but also for the adoption of environment friendly
processes.
Ghaziabad facility is the first cigarette manufacturing unit in India and second in
the world to have has been accredited with a Social Accountability (SA) 8000:2001
certification. It is equipped with state of the art equipment and processes, which
provides it with the necessary edge over competitors. Industry accreditations such
as the ISO 9001: 2000 and ISO 14000 are further proof of the impeccable delivery
systems and processes used at our facilities.
Commitment towards environment management is evidenced by the ISO
14001:2004 (Environment Management System) certification, which has been
awarded to both Ghaziabad and Mumbai facilities. These two facilities are also
certified OHSAS 18001:2007, which evidences the commitment towards
Occupational Health and Safety. Mumbai factory has been recertified with the ISO
9001:2008.
Commitment to environment has been appreciated with the Ghaziabad factory
being awarded the Greentech Foundation Gold Award in 2009, 2010 and 2011 for
its Outstanding Achievement in Environment Management. Mumbai factory was
awarded the 2010 Greentech Silver award as a commendation of its efforts in
outstanding achievements and excellence in safety management.
Applicability
This code is applicable to the Board Members and Senior Management who are
members of its core management team one level below the executive directors
including all functional heads (hereinafter collectively referred to as
Employee(s)). All employees must read and understand this code and ensure to
abide by it in their day-to-day activities. \
ii.
iii.
iv.
Global mindset
Constantly benchmark in all areas against the best globally, and strive to
exceed those benchmarks.
Develop opportunities through a global network of distributors and alliances.
v.
Ensure the compliance of all applicable laws and the highest standards of
corporate governance.
Support and encourage employees to actively participate in identified social
and environmental concerns.
In addition to the above values and expected behaviors, the business will be
conducted in such a manner that it ensures the following:1) Safety in Workplace
The safety of people in the workplace is a primary concern of the Company. Each
must comply with all applicable health and safety policies. It maintains compliance
with all applicable laws to help maintain secure and healthy work surroundings.
The employees will also ensure that there is no sexual harassment at the work
place and in case any allegation is made, it is immediately dealt with in accordance
with the guidelines laid down by the Supreme Court.
2) Conflicts of Interest
Each one has a responsibility to the Company, including stockholders. Although
this duty does not prevent from engaging in personal transactions and investments,
it does demand to avoid situations where a conflict of interest might occur or
appear to occur.
All employees must avoid situations involving actual or potential conflict of
interest. Personal involvement with a competitor, supplier, or subordinate
employee of the Company, which impairs an employees ability to exercise good
judgement on behalf of the Company, creates an actual or potential conflict of
interest.
3) Protecting the Companys Confidential Information
The Companys confidential information is a valuable asset. This information is the
property of the Company and may be protected by patent, trademark, copyright
and trade secret laws. All confidential information must be used for Company
business purposes only. Every employee, agent and contractor must safeguard it.
This responsibility includes not disclosing the Companys confidential information
such as information regarding the Company services or business over the internet.
One is also responsible for properly labeling any and all documentation shared
with or correspondence sent to the Companys Legal Department or outside
counsel as Strictly Confidential. This responsibility includes the safeguarding,
securing and proper disposal of confidential information in accordance with the
Companys policy on maintaining and managing records. This obligation extends
to confidential information of third parties, which the Companys has rightfully
received under Non-Disclosure Agreements.
The Company expects each employee to ensure that only meritocracy is rewarded
in the Company and that there is no discrimination based on sex, religion, creed,
colors or origin.
International Division
Striving towards it vision to become a leading tobacco player in India and beyond,
Godfrey Phillips India has forayed into international markets with successful new
business ventures.
Major competitors
ITC
Golden Tobacco Ltd
VST industries Ltd
1) ITC
Within cigarettes, ITC plans to leverage on its technology and provide consumers
with less harmful cigarettes. As a result, the company is expected aggressively to
push mid tar and low tar cigarettes towards consumers.
Company Background
ITC Ltd was incorporated on 24 August 1910, under the name of Imperial
Tobacco Company of India Ltd. It was renamed ITC Ltd on 18 September
2001. The companys Packaging and Printing Business Division was started
as part of its backward integration strategy for the tobacco business, and has
since become one of Indias most successful packaging houses.
In 1985, ITC Ltd started its first overseas venture in Nepal Surya Tobacco
Company as an Indo-Nepal and British joint venture. In August 2002,
Surya Tobacco Company became a subsidiary of ITC Ltd and its name was
changed to Surya Nepal Private Limited (Surya Nepal).
ITC Ltd has a diversified portfolio, with a presence in cigarettes, hotels,
paperboard and speciality papers, packaging, agri-business, packaged food
and confectionery, information technology, branded apparel, personal care,
greetings cards, safety matches and other fast-moving consumer goods.
ITC Ltd employs more than 22,000 people, spread over 60 locations in
India, and is ranked among the Worlds Most Reputable Companies by
Forbes magazine.
Production
ITC has four main factories, at Bangalore, Munger, Saharanpur and Kolkata. All
four facilities offer cutting-edge technology, with a strong emphasis on quality of
production, quality control and efficiency. In recognition of their very high
standards of production, the facilities have received several domestic awards, as
well as the five-star Health and Safety Rating from the British Safety Council. This
rating greatly helps in export, and is recognition of ITC globally competitive
standards.
Competitive Positioning
In 2008, ITC Ltd continued to command the lions share of cigarettes in
India, with a 60% volume share. The company rides on the success of some
of its famous brands, including Wills and Gold Flake. It has brands across all
price segments and in all tar levels. This enables it to cater to different
consumer groups.
ITC Ltds volume share fell slightly in 2008. Following the governments
drastic increase in the excise duty on unfiltered cigarettes, the company shut
down production of its unfiltered cigarettes, which had become unprofitable.
Competitive Positioning
In 2008, Golden Tobacco Ltd was the third-ranked cigarettes player in India,
holding an 11% volume share. The company is exceptionally strong in
economy and mid-priced cigarettes. It competes mainly by brand building,
as its distribution network is less developed than that of ITC Ltd or Godfrey
Phillips India Ltd. Brands such as Chancellor and Panama enjoy a strong
brand recall in India and are considered to be heritage brands. Given that it
cannot compete head on with ITC Ltd or Godfrey Phillips India Ltd in terms
of distribution, Golden Tobacco Ltd relies on providing extremely attractive
margins to retailers, to promote its new launches.
Golden Tobacco Ltd has a long, rich heritage of innovation. The results
achieved include the launch of the first low tar nicotine cigarette, the launch
of the first Indian cigarette designed especially for women (Ms brand), the
introduction of the first Soft Cup in India, the launch of the first Brown
Filter King cigarette in India and the development of the first Indian Kretektype clove cigarette. Its Low Tabac low-nicotine cigarette claims to contain
up to 50% less tobacco; substituted by organic materials, compared with
conventional cigarettes.
Golden Tobacco Ltd is among the top cigarette exporters in India, and has
special export products in addition to cigarettes. These include flavored
little cigars in various flavors (Cherry, Vanilla, Chocolate, Menthol, Mild,
Peach, Raspberry, Strawberry and Sour Apple), as well as variants such as
Just Black Tip cigars (cigars with tips), which are also available in various
flavors (Mild, Grape, Cherry, Raspberry and Rum). Another popular
exported brand of cigars is the Lips cigar (100mm sticks with sweetened
tips, available as individually wrapped plastic tubes to retain freshness).
Popular pack sizes are 10 units or 50 units, and popular flavors are Cherry,
Chocolate, Rum, Peach and Sour Apple.
Golden Tobacco Ltd also manufactures slim cigarettes and RYO tobacco.
Just Black is the leading little cigars brand for export, and is also available
as a smoking tobacco brand produced from high-quality Virginia, Aromatic
Burley and flavor-rich Oriental tobacco.
In 2008, Golden Tobacco Ltd launched a new brand, Diet Blue cigarettes, in
king size/regular. The new product is claimed to be made from superior
patented technology and is positioned as less damaging than regular
cigarettes, as it does not contain any carcinogenic substance. Diet Blue uses
the Ecotine blend, which is low in nicotine, tar and tobacco specific
nitrosamines.
reduce tobacco wastage. The secondary manufacturing department has also been
modernized by incorporating new auto-feed systems on individual making
machines, in order to ensure consistency of product. The company is dependent on
ITC Ltd for the supply of tobacco.
Competitive Positioning
VST Industries Ltds major brands include Charminar, Charminar Special
Filter, Charms Mini Kings, Charms Virginia Filter, XL Filter and Shaan. The
companys products are targeted at the lower end of the tobacco market and
have dominance in the small-sized (less than 60mm) micro-segment.
VST Industries Ltd is famous for its unfiltered cigarettes, which enjoy a
loyal following among consumers in South India. Priced cheaply, such
brands are aimed at consumers who wish to upgrade from beedis or
smokeless tobacco to cigarettes. In spite of its strong brands, the company
loses out due to lack of distribution reach, which is extremely limited
compared to bigger players such as ITC Ltd. Furthermore, VST Industries
Ltd is weak in other regions, such as West India and North India.
In a bid to bring improve its business efficiency, further alignment of
business processes is being undertaken, and VST Industries Ltd plans to
move into an upgraded version of Enterprise Resource Planning. Companywide integration greatly improves stocks and cost management, thus
enabling the company to be more price-competitive. Since VST Industries
Ltd is focused in economy cigarettes, such competitiveness will be of
considerable help in maintaining its volume share.
SWOT Analysis
Strengths
The organization has some major strength that gives it a competitive advantage
over its rivals:
1) Strong Financial Performance:
It is the second largest player in the Indian Cigarette industry, with annual turnover
of INR 1800 crores (approx. US $369.6 million)
9) Distribution channel:
Weaknesses:
1) Dependency upon tobacco business:
International Tobacco Company Ltd is largely known for cigarette manufacturing
and thus is largely dependent on tobacco for its revenue.
2) Unsustainable prices:
Among cigarette companies, ITC has a pan-India presence and sustainable pricing
power. ITC's brands Navy Cut, Wills Classic and Gold Flake occupy the premium
segment imparting it higher pricing power. On the other hand, International
Tobacco Company Ltd is hiking cigarette prices to pass on the higher burden being
imposed by the government in the form of taxes.
Opportunities:
1) Other business options:
Godfrey Phillips India recognizes this need and, besides our renowned cigarette
brands, have diversified into-Chewing Masala Tea Retail Confectionary Guldhar
Factory can undertake one or more of these business options and broaden its
horizon.
2) Dynamic business environment:
It understands the importance of innovation in a dynamic business environment,
where technology and processes can easily become redundant. TPM processes like
Six Sigma, Kaizen, 5S, and Haichi ban have been successfully incorporated in
value system to improve the quality and efficiency of our work place. This
perseverance towards quality has infused sales, marketing, and distribution
channels with new life and led to the creation of a motivated, dynamic, work force
geared to take on any kind of challenge.
Threats
1) Vulnerable to legislative issues:
International Tobacco Company Ltd is focused on tobacco. This makes the
company exceptionally vulnerable to legislative issues, such as smoking bans and
excise duty hikes.
Rotation Cutter
Sieve Complex
Mixing
Dryer
Vertical Cutter
DCCC
Air Classifier
Silo
CTS
The lamina as obtained in CBB from Guntur unit is fed into CBB unpacker unit
where the outer CBB pack is removed and the lamina is transferred into vertical
cutters with the help of conveyor belts. Further the cut lamina is transferred to the
DCCC unit where the moisture in the lamina is increased from a 10% to 21%. Also
humectants are added in this stage to improve the moisture holding capacity of
tobacco. These humectants give cigarettes their sweet taste. After the DCC the
tobacco is moved into the silos where bulking and blending of the tobacco takes
place. The silo consists of moving conveyors to spread the tobacco uniformly and
provide for blending of various grades of tobacco. Further air classifier is used to
remove unconditioned lamina which is heavier and in form of heap. After this the
conditioned lamina is passed through a quarter inch sieve complex to separate
tobacco particles less than a quarter inch in diameter so that they do not get
converted into dust in the rotating cutter. Remaining tobacco is passed through the
rotating cutter where the bigger particles are converted into smaller tobacco
particle which is mixed with the quarter inch tobacco particles separated from the
sieve complex. The cutter has a speed of 28 cpi for regular size cigarettes. The
processed tobacco is than passed through dryer unit and further mixed with
conditioned stem in the ration fed into the PLC. This is then sent for top flavoring
and the stored in the CTS unit.
The production incentive in PMD is based on the target production. If the target
production is reached the worker is given a 100% variable pay and if it is not
reached the incentive keeps decreasing. The tobacco dust in the unit is collected in
CDU units and the other is dumped in to an earth pit.
The major risk of infestation in tobacco is from weevils. For prevention traps are
set up at various locations all over the PMD. The traps are tablets that have food
and sex scent which attract both male and female weevil.
2. Quality Assurance
The quality assurance department deals with the material quality which may be the
processed tobacco quality, the NTM quality or cigarette/ packet quality. This is
based on the design of experimentation proposed by Taguchi.
3. Accounts/IT
The total manpower in the factory is 343 which include factory associates (code:
S), Process associates (code: D) and Management Staff (Code: G). The salary for
the employees is handled through PNB accounts. The salary process is carried out
on 27th and 28th of each month where employee attendance and other related things
are checked which is followed by the salary transfer on 28 th of the month. On
30/31st the bank credits the amount into the accounts which can then be withdrawn
on 1st onwards.
All the AMC related work has been outsourced to Wipro. The internet connection
has two lines one is the primary line which has been leased from BSNL and has a
speed of 2 mbps. The other one is a secondary line leased from Bharti and it also
has a speed of 2 mbps.
4. Purchase
The purchase department is headed by Mr. Sachin Sharma. This department is
responsible for acquiring all kinds of NTMs, spares and other machineries required
for the process. The vendors for various materials are selected by Head-office
based on quality and cost parameters.
5. Projects/Utilities/ Stores
This department is headed overall by Mr.S K Tiwari. The projects are handled by
Mr. Mritunjay Tiwari and under him the various department wise project in charge.
The projects start usually with the budget making process which starts in January
or February. There are three kinds of projects capital expenditure (CAPEX)
projects, FME projects which are special maintenance projects which are carried
one time only and conversion or consumable projects. An energy budget is also
allocated at the start of the year. The electricity budget is fixed and variable cost
which arise due to utilities and production respectively. Also there is cost budget
for High speed diesel (HSD) and furnace oil (FO).
There are a number of major projects that are being carried out which include
complete automation, building a new warehouse (ASRS system), firing boilers
using PNG, ETPP expansion process etc.
The utilities are handled by Mr. Naveen. There are a total of 2 DG sets which run
on high speed diesel (HSD) and are synchronized with online UPS system so that
no downtime occurs due to electricity cuts. There are 2 nos of multiple stage air
compressors with a capacity of 913 cfm each. The air from these compressors is
supplied at 6.2 bar pressure. Another air compressor provides air for cleaning
purposes at 3.7 bar pressure as well.
The vacuum system consists of mazda and WV60 pumps which provide vacuum to
max making and packing machines respectively. The mazda vacuum pumps are
WV100 type and four in number while there are only two WV60 pump.
6. Corporate Engineering/Projects
The department is headed by Mr. Vivek Sood. This department has varied roles in
the organization. The department acts as the gateway between corporate office and
the production unit. It is also responsible for new projects being undertaken by the
organization like new production facilities, new engineering systems etc. Currently
the projects being undertaken include new chewing tobacco plant and beedi
automation project.
Organization Chart
Following represents organization chart of the International Tobacco Company
Ltd.
Mr. R K
Gupta
DGM (Prod)
Mr. Vinay
Mr. Alok
Sharma
Kumar
DGM (6
Sr. Manager
sigma)
(QA)
Mr. S.K.
Tiwari
Study Abstract
The present study was under taken with a task in mind to unearth the strengths and
weakness of the welfare measures in International Tobacco Company Ltd,
Ghaziabad. Since organizations exist to achieve goals. The degree of success that
individual employee have in reaching their individuals goals is important in
determining organizational effectiveness. The assessment of how successful
employees have been at meeting their individual goals, therefore, becomes a
critical part of Human Resource Management. This leads us to the topic
of Employees Welfare Measures or Compliance of Factories Act, 1948.
This project aims at knowing Welfare System. In this project the work
atmosphere and the welfare measures provided by the organization has been
studied. It also aim at finding out the impact of welfare measures on the work
performance of the employees. This survey is done within the organization. The
sample size is 30. The data was collected both from the primary sources and the
secondary sources.. The persons met are all employees of the concern. Collections
of data were analyzed and tabulated in a sequential manner and the interpretations .
The conclusion and suggestions are also given in this report for the improvement
of this system in the organization.
Introduction
The law relating to the regulation of labor employed in factories in India was
embodied in the Factories Act, 1934.It was amended several times but its general
framework remained unchanged. Application of this Act revealed a number of
defects and weaknesses which hamper effective administration. In the meanwhile
the rapid industrialization and urbanization without any planning resulted in
insanitary and crowded living. The quest for making quick profits, unmindful of its
social consequences caused the work to be excessive; even the children of tender
ages were required to work for more than 12 hours a day. All this necessitated
passing of the Factories Act, 1948 aiming at protecting human beings from being
subjected to unduly long hours of bodily strain or manual labor. The Act provides
that employees should work in healthy and sanitary conditions so far as the
manufacturing process will allow and that precautions should be taken for their
safety and prevention of accidents.
The Factories Act is meant to provide protection to the workers from being
exploited by the greedy business establishments and it also provides for the
improvement of working conditions within the factory premises. Hence, a
beneficial construction should be given and the provisions of the Act should be so
construed/ interpreted so as to achieve its object, i.e., the welfare of the workers
and their protection from exploitation and unhygienic working conditions in the
factory premises; Ravi Shankar Sharma v. State of Rajasthan, AIR 1993 Raj 117.
objectives of
Directive Principles
At any place wherein manufacturing process is carried on with or without the aid
of power or is so ordinarily carried on, not with standing that:
The number of persons employed therein is less than ten, if working with the
aid of power and less than twenty if working without the aid of power, or
The persons working therein are not employed by the owner thereof but are
working with the permission of, or under agreement with, such owner.
Limited jurisdiction applies to Factories
Premises where 10 and more workers;
Manufacturing process, Power
Premises where 20 and more workers;
Manufacturing process; No power
Act empower state government to declare all or any of the provisions of the
act to apply to any place with an objective to secure safety, health and
welfare or workmen even though the workers strength is less than the above
cited conditions.
1. Training of hides,
2. Electroplating,
3. Manufacturing of specific chemical substances,
4. Manufacturing of asbestos,
5. Storing and handling of chemical substances as listed under schedule 1 of MAH
(K) Rules, 1994.
OBJECTIVES
The Act has been enacted primarily with the object of protecting workers
employed in factories against industrial and occupational hazards.
For that purpose, it seeks to impose upon the owner or the occupier certain
obligations to protect the workers and to secure for them employment in
conditions conductive to their health and safety.
To secure safety of the person ;
To secure health of the persons from hazardous occupation/processes;
To ensure protection from hazardous equipment;
To ensure sound working environment ;
To ensure welfare of the persons ;
To protect the environment .
Main points
Health
Safety
Welfare
Working Hours Of Adults
Annual Leave With wages
Secures
Safety
Health
Welfare
Regulates
Working Hours
Ensures
Provides
HEALTH
Cleanliness
Disposal of wastes and effluents
Ventilation and temperature ( reasonable condition of comfort)
Dust and fume
Artificial humidification
Overcrowding
Lighting (at the place of work / at the place of movement)
Drinking water
Latrines and urinals
Spittoons
SAFETY
Fencing of machinery (transmission machinery / dangerous
parts)
rotating
Pressure plant
Floors, stairs and means of access
Pits, sumps openings in floors, etc
Excessive weights
Protection of eyes.
Precautions against dangerous fumes, gases
Precautions regarding the use of portable electric light.
Explosive or inflammable dust, gas, etc
Precautions in case of fire
Power to require specifications of defective parts or tests of stability
Safety of buildings and machinery
Maintenance of buildings
Safety Officers
WELFARE
Washing facilities
Facilities for storing and drying clothing
Weekly hours
Weekly holidays
Compensatory holidays
Daily hours
Intervals for rest
Spread over
Night shifts
Occupier should lay down a detailed policy with respect to the health and
safety of the workers employed. The Health and Safety Policy should show
The intentions and commitment of the management to provide SHE
Organisational set up to bring out the policy effective
Arrangement for involving the workers
Intention of taking account of SHE performance in considering their career
advancement
Fixing responsibility on contractors
Providing resume of SHE performance in their annual report
State intention of integration of SHE in selection of machineries, selection of
personnel, etc., and the expectation from the employees.
Non fatal
ACCIDENT
Unplanned, unexpected event
Never happens but they are caused
Unsafe Act and unsafe conditions
98% of the accident can be prevented
Unsafe Act
Unsafe Condition
10,300
2.
Around 10 Lakhs
3.
4.
MAH Units
75
5.
Head Office
Bangalore
6.
Divisional Offices
20 Districts
7.
Accidents (Fatal)
Average 30 to 50
8.
Non-fatal accidents
9.
30
800
PENALTY
No minimum fine is fixed
Maximum fine fixed is Rs.1,00,000/- or two years imprisonment or both.
In case of fatal accident if the contraventions are noticed from Chapter IV Rs. 25,000/- minimum
In case of serious accident Rs. 5,000/ Any contraventions under chapter IVA penal provisions are
stringent.
IS IT REQUIRED?
Competitive
very
INSPECTING STAFF
Act empowers state Government to appoint persons as inspectors who
possess the prescribed qualifications along with local limits.
Act has prescribed the duties and powers of the inspectors
Deputy commissioner of the District
Government can notify persons as inspectors - Notification
FOCUSSED AREAS
Notifiable diseases
Special provisions relating to hazardous processes
Accidents and dangerous occurrences
Statutory notices, registers
Right of workers
Obligation of workers
Penalties and procedures
OCCUPIERS RESPONSIBILITY
Approval of building plan and the machinery layout
Application of registration and grant of license
Renewal of factory license
At a time renewal for 3 years
Obliged to comply with the applicable provisions of the Act
Most importantly he is required to ensure SHE management at the site
without any compromise.
returns,
Definitions
Section2
S.2 (e) "employee" means any person employed to do any skilled, semiskilled, or unskilled, manual, supervisory, technical or clerical work it does
not include an apprentice
S.2 (s) "wages" includes dearness allowance but does not include any bonus,
commission, house rent allowance, overtime wages and any other allowance
seasonal establishment
At the rate of seven days wages for each season.
Maximum Limit Rs.10,00,000/-
The Objective of the Act is to provide for the institution of provident funds,
pension fund and deposit linked insurance fund for employees in factories
and other establishments.
Benefit Covered
Sickness Benefit
Maternity Benefit
Disablement Benefit
Presumption as to accident arising in course of employment
Accidents happening while acting in breach of regulations, etc.
Accidents happening while travelling in employer's transport
51D. Accidents happening while meeting emergency
Dependants' benefit
Coverage of Employees
Drawing average wage upto Rs.6500 pm as amended w.e.f. 6.9.05.
Fines as prescribed by
Not to imposed unless the employer is given an opportunity to show cause
To record in the registerSec.8
Time work
Piece work at piece rate
Piece work for the purpose of securing to such employees on a time work basis
Overtime work done by employees for piece worker time rate workers. Sec. 3
Composition of Committee
Representation of employer and employee in schedule employer in equal number and
independent persons not exceeding 1/3rd or its total number one such person to be appointed
by the Chairman.
Sec. 9
works on any day in excess of the number of hours constituting normal working
day.
Payment for every hour or for part of an hour so worked in excess at the overtime rate
double of the ordinary rate of (1 times or for agriculture labour)
Sec. 5
Wages of workers who works for less than normal working days
Save as otherwise hereinafter provided, be entitled to receive wages in respect of work done
by him on that day as if he had worked for a full normal working day.Sec.15
Where an employee does two or more classes of work to each of which a different minimum
rate of wages is applicable, wages at not less than the minimum rate in respect of each such
class Sec. 16
Maintenance of registers and records
Register of Fines Form I Rule 21(4)
Annual Returns Form III Rule 21 (4-A)
Register for Overtime Form IV Rule 25
Register of WagesForm X, Wages slipForm XI, Muster RollForm V Rule 26
Representation of register for three year Rule 26-A
Sec. 18
Minmum time rate wages for piece work
Not less than minimum rates wages as fixed .
Sec. 17
Claims by employees
To be filed by before authority constituted under the Act within 6 months.
Compensation upto 10 times on under or non-payment of wages Sec. 16
Act not applicable to certain employees of LIC, General Insurance, Dock Yards,
Red Cross, Universities & Educational Institutions, Chambers of Commerce,
Social Welfare Institutions, Building Contractors, etc. etc. Sec.32
Establishment
Establishment includes Departments, undertakings and branches, etc,
Components of Bonus
Salary or wages includes dearness allowance but no other allowances e.g. overtime, house rent, incentive or commission.Sec.2(21)
Separate establishment
If profit and loss accounts are prepared and maintained in respect of any such
department or undertaking or branch, then such department or undertaking or
branch is treated as a separate establishment.Sec.3
Fraud; or
riotous or violent behaviour while on the premises of the establishment; or
theft, misappropriation or sabotage of any property of the establishment or
Misconduct of causing financial loss to the Employer to the extent that bonus can
be deducted for that year.Secs. 9 & 18.
Eligible Employees
Employees drawing wages upto Rs.3500 per month or less.
For calculation purposes Rs.2500 per month maximum will be taken even if
an employee is drawing upto Rs.3500 per month.Sec.12
Note: The proposal to enhance the existing ceiling of Rs.3500 is under active
consideration by the Govt.
Eligibility of Bonus
An employee will be entitled only when he has worked for 30 working days in that
year.Sec. 8
Applicability of Act
Every factory where in 10 or more persons are employed with the aid of power or
An establishment in which 20 or more persons are employed without the aid of
power on any day during an accounting year
Literature Review
A)Overview:
Act, 1948; Industries Act, 1951; the Employees Provident Fund, Family Pension
Fund and Deposit Linked Insurance Fund Act, 1952; Maternity Benefit Act, 1961;
the Payment of Bonus Act, 1965; the Payment of Gratuity Act, 1972 etc. were
passed. However, the Factories Act, 1948 is considered more important because it
incorporates safety, health and welfare measures for workers. The universe of the
study consists of three industrial undertakings namely National Fertilizers Ltd.,
Panipat, SPL Ltd., Bahadurgarh and Cooperative Sugar Mill, Karnal in Haryana.
Research methodology:
This study intends to examine the implementation of the Factories Act, 1948 in the
universe of its study i.e. National Fertilizers Ltd., Panipat, SPL Ltd., Bahadurgarh
and Cooperative Sugar Mill, Karnal in Haryana. For this purpose, the relevant
information has been collected from primary sources and supplemented by
secondary sources wherever necessary. Interview schedules have been worked out
to elicit factual information from the workers, trade unions, management and the
district inspectorates a Purposive sample of 50 workers, five respondents of
management, five representatives of trade union of each undertaking and a total of
five representatives of inspectorate staff has been drawn. Informal dialogues have
been held to ascertain the reliability of information so gathered. However, the
study confines itself strictly to the three units only.
Key Findings:
It can be said that the level of awareness of workers is the highest in case of safety
provisions followed by provisions for good health and the lowest in case of welfare
provisions. It is seen that the highest number of aware workers are in NFL because
they are better educated, paid and placed than others. As far as the implementation
of these provisions is concerned, safety provisions are implemented with great
success rate followed by health provisions and welfare provisions. It means the
implementation of various provisions is related to awareness of those provisions.
On the whole, it can be said that implementation of the Act is not much effective
and administrative machinery and the staff for implementing the Act are also
inadequate.
It can also be said that trade unions have little role in the effective implementation
of the Act is also accepted.
Key Learnings:
The role of local language communication is essential for generating awareness
among workers and manuals, handouts, pamphlets, etc. should be frequently
distributed among employees. The relationship between non statutory welfare
provisions with quality of work life is direct. The Government must consider the
disparity in wages and working conditions in the concerns of workers.
B)Overview:
Bhati and Kumar M. (2013), in their paper Provision of welfare under Factories
Act & its impact on Employee Satisfaction highlighted the satisfaction level of
employees with regard to welfare provisions in engineering industry as set by
Factories Act, 1948. They identified different welfare provisions to be given to
employees under Factory Act 1948 and conducted research on employee
satisfaction towards welfare facilities under the Act. This includes the study of 50
employees from each of the company i.e. Jyoti CNC, Rajoo Engineering, Steel
Cast, Atul auto & Amul industries making a total sample size of 250 employees.
The impact of welfare provisions on employee satisfaction was measured and
difference in terms of employee satisfaction towards welfare provision was
determined. This study can be implied in any of the industry as a tool for
identifying the employee tendency & belief towards the welfare provisions. One
can know the requirement of the workers in terms of different non financial
motivational tools by implying this study. It is also useful for identifying the
factors which leads to employee satisfaction so that company can use those factors
as retention tool for retaining employees in the organization.
Research methodology:
For research the entire Engineering industry of Saurashtra region was taken as
population of the
study and five engineering companies i.e. Jyoti CNC, Rajoo Engineering, Steel
Cast, Atul Auto & Amul industries are selected by judgmental sampling. From the
above five companies sample size of 50 employees from each of the company is
taken. Therefore 250 is total sample size of the study by simple random sampling.
The data is collected using primary data collection tool questionnaire. Correlation
& One Way ANNOVA is also used for objective analysis. The test is conducted at
5% level of significance.
Key Findings:
From the study it can be suggested that the provisions provided to the employees
in each industry should always be made more beneficiary for their welfare. So, for
this each industry should appoint the welfare officer who can take better care for
the welfare facility of the employees in an industry. From this study it was also
found out that the employees have positive attitude towards their industry for the
welfare provisions
Key Learnings:
The different welfare provisions provided to the employees working in an
organization under Factories Act 1948 are having positive relation with the
employee satisfaction. The reason behind this result is that these are the factors that
lead to satisfaction & if they are not present can sometimes lead to dissatisfaction
i.e. on basis of Herzbergs theory of motivation.
C)Overview:
Poonam Salaria and Sumit Salaria (2013) in their paper Employee welfare
measures in Auto Sector presented the facilities entitled by Auto Sector
Companies and employees satisfaction with the facilities provided. 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. Organizations provide welfare facilities to their employees to keep
their motivation levels high. The employee welfare schemes can be classified into
two categories viz. Statutory and non-statutory 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. The non statutory
schemes differ from organization to organization and from industry to industry.
The basic purpose of employees welfare is to enrich the life of employees and
keep them happy and contended. Non-statutory benefits are the result of
employers generosity, enlightenment and philanthropic feelings. It is one of many
ways for people to feel heard, cared for, to be informed and to be involved. It is
equally important to ensure that leaders and employees at all levels of the
organization are aligned to the culture of the organization, and living it.
Through the study relationship between employees welfare and industrial relation
is also established
Research methodology:
Auto companies in NCR (National Capital Region) are taken as population of the
study. The study is based on random sampling and four auto companies i.e. New
Holland Fiat (India) Pvt.ltd. HONDA SIEL, Yamaha, JCB are selected randomly.
Descriptive research design concerning with describing the perception of each
individuals or narrating factors on welfare measures is used. The major purpose of
descriptive research is description of the state of affairs as it exists at present.
The primary data was collected from the respondents i.e. employees and secondary
data was collected from the past records and websites. Research instrument is
questionnaire. Types of questions are close ended questions, dichotomous
questions and multiplechoice question. Percentage analysis is done to find out the
response of the respondents
Key Findings:
Auto sector companies provide welfare facilities to their employees to keep their
motivation levels high. Welfare services may broadly be classified into two
categories (1) intramural activities (2) extramural activities. Nowadays maximum
Key Learnings:
Employees welfare is an essential part of social welfare. This study enables
employees to have a richer and more satisfying life.
Research Methodology
Problem statement
Welfare provisions of Factories Act 1948 are important as far as the nature of the
work in tobacco industries is concerned. It may happen that the compliance level
of Factories Act, 1948 vary from company to company. It is also assumed that the
welfare facilities provided to the employees somehow affects their work
performance. So this study aims at studying the compliance level of Factories Act,
1948 in International Tobacco Company Ltd and to determine how it relates to the
performance of the employees.
ii.
iii.
iv.
To identify whether any relation exists between welfare activities and work
performance.
Projects/Utilities/Stores
Corporate engineering/Projects
Instrumentation
The data collection is done through questionnaire, observations and personal
interviews during May of 2013.
Identical questionnaires were used to assess the welfare activities of the
organization. A questionnaire was developed consisting of most of the aspects of
the Factories Act, 1948. Questions were framed so that they could be answered
easily. The number of questions was limited so that it could be completed in five
minutes or so. Participation was anonymous and strictly voluntary. A copy of the
questionnaire can be found in the appendix.
Statistical Tools
Pie charts,
Column charts,
Doughnuts used.
Sources of Data
The data can be categorized in primary and secondary data as shown
below:
Primary Data
Questionnaires
Observations
Personal interviews
Secondary Data
Records of company, our books and magazines have been taken into
account.
Limitation of Study
The study may be limited due to:
In todays fact paced environment, welfare requirements of an individual can
change so rapidly that data collected during a time frame, can become
outdated fairly quickly.
The sample size was small.Even though there will be a concentrated effort to
get the questionnaire into the hands of maximum volunteers, thereguarantee
that the individuals will actually receive and complete the questionnaire
Analysis of Results
On the basis of data collected, following outcome is achieved
25
20
15
10
Very Dissatisfied
Dissatisfied
Somewhat Satisfied
Satisfied
Very Satisfied
Sufficient light
Very Dissatisfied
Dissatisfied
Satisfied
Very satisfied
Somewhat Satisfied
3% 7%
20%
70%
25
20
15
10
Very dissatisfied
Dissatisfied
Somewhat satisfied
Satisfied
Very satisfied
All employees are either very satisfied or satisfied with the working hours of
the organization.
There is quite a variety of responses for conveyance allowance. Majority of
employees are only somewhat satisfied with the conveyance allowance
being offered. There are considerable numbers of employees who are
dissatisfied or very dissatisfied with the conveyance allowance.
Maximum proportion of employees finds overtime allowance to be
satisfactory.
Leave policy of the company is also satisfactory according to the employees.
None of the employee is dissatisfied with the leave policy.
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes
No
Organization ensures following features and all employees agrees with them:
Separate washrooms for male and females
Providing weekly off to the employees
Providing maternity leave to female employees
Employing a welfare officer
When asked whether employees think that working in the company will help
them to meet their personal goals; majority of employees were positive in
their outlook. 20 percent of the employees are very dissatisfied and 6 percent
are dissatisfied.
Satisfied; 17%
Dissatisfied; 6%
Dissatisfied; 3%
Satisfied; 23%
44 percent of the employees are very satisfied with the statement that
welfare activities help them to be dedicated towards their work. 23 percent
of the employees are satisfied and 10 percent are somewhat satisfied leaving
behind a very small proportion of employees who are against this view.
Satisfied; 10%
Somewhat Satisfied; 7%
Very dissatisfied; 67%
Majority of the employees i.e., 67 percent do not believe that any complaint
towards any of the flaws of the welfare activities would lead management to
take negative decisions towards them.
There is a wide variety of response for the above statement. More than 50
percent of the employees find that that working condition causes fatigue
which ultimately leads to an effect on their work performance.
Satisfied; 13%
Somewhat satisfied; 27%
70 percent of the employees agreed to the statement that the salary offered to
them is equivalent to their work done. Rest 30 percent find that salary
offered to them is not in accordance with their job skills and requirements.
Majority of the employees are of the view that company rewards them in
one way or the other for the good work done. 53 percent of the employees
are very satisfied with the above statement and rest 27 percent is either
satisfied or somewhat satisfied.
Poor; 3%
Adequate; 33%
Good; 47%
To some extent
NO
23%
10%
67%
Majority of the employees view that welfare activities in one way or the
another affects their work performance. Only 23 percent of the employees
find that welfare activities are not related in any way to their work
performance
Conclusion
The objective to check the compliance level of Factories Act, 1948 is
accomplished. It is found that the company follows all the measures and
provisions being mentioned in the Factories Act. As employers are required
to provide welfare activities to workers under the Act, it would be right to
interpret that International Tobacco Company Ltd is working on the
guidelines mentioned under the legislation and provide the workers with all
the activities the Factories Act suggests.
The organization checks the guidelines to determine the nature of activities
to be implemented.
For example- As the number of workers in the company is more than 500,
company had employed a welfare officer but as the number of female
workers is less than thirty in the organization, there is no provision of
creche.
Although the employees are very optimistic towards the welfare activities
being offered by the organization, but it can be said that there is some scope
of improvement in some areas.
For example- Some employees find that rest room facility and first- aid
facility are not adequate. Similarly, many are not satisfied with the
conveyance allowance offered to them.
Most of the employees are highly benefitted by the welfare measures of the
company.
Employees show positive attitude towards the organization. This can be
understood by the fact that employees believe that serving the organization
will help them to fulfill their personal goals and desires and moreover they
strongly object that complaints done by them for any flaw in the welfare
activity will lead to a negative decision by management for them.
Recommendation
On the basis of the study carried out, following recommendations can be made:
The number of spittoons provided at the workplace is not sufficient, so the
company has to increase the number of spittoons which ultimately helps to
keep the environment clean.
The management has to take necessary steps to improvise the rest room
facility.
Adequate number of medical facilities should be provided for the
employees. It is one of the most important requirements of the employees
and can help to satisfy the employees.
The management should constitute a team to rework on the conveyance
allowance offered to the employees. The team can decide if any further
improvement or modification is required or not.
References
Rao V S P. 2007. Human Resource Management Text and Cases .Excel Books.
Kumar H.L.2009. Practical guide to Factories Act. Universal law publishing co.
Kothari .C.R. 2005. Research Methodology, Methods and Techniques. New age
international publisher.
Gupta C.B. 2011. Human Resource Management. Sultan Chand & Sons
http://dtd.dacnet.nic.in/economy.htm
http://www.differencebetween.net/language/difference-between-bibliography-andreferences/
http://www4.caes.hku.hk/acadgrammar/general/argue/citation/subtopics/sec7refsvs
bibl.htm
http://www.monash.edu.au/lls/OffCampus/Improve/11.5.html
http://www.monash.edu.au/lls/OffCampus/Improve/11.5.html
http://www.scribd.com/doc/61589385/Project-on-EMPLOYEES-WELFAREMEASURES
http://www.ilo.org/dyn/natlex/docs/WEBTEXT/32063/64873/E87IND01.htm
http://www.mba-mentor.com
http://vizdom.hubpages.com
http://wiki.answers.com
http://www.educationobserver.com
http://studyvalue.com/_management_sciences/_h
Bibliography
Garg A.K. 2013. Business statistics. Swati Prakashan
http://economics.missouri.edu/working-papers/2006/wp0602_mueser_jeon.pdf
http://www.employabilityinscotland.com/sites/default/files/articles/5395/Performa
nce%2520Measures%2520for%2520Welfare%2520to%2520Work
%2520Programmes_843_1033.pdf
http://jms.nonolympictimes.org/Articles/6.pdf
http://www.indianmba.com/Faculty_Column/FC992/fc992.html
http://seminarprojects.com/Thread-welfare-measures-under-the-factories-act-1948
http://jupapadoc.startlogic.com/compresearch/papers/JCR11-2.pdf
http://labour.nic.in/upload/uploadfiles/files/ActsandRules/Service_and_Employme
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%20Act,%201948
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http://en.wikipedia.org/wiki/Factories_Act_1948
http://delhi.gov.in/wps/wcm/connect/doit_labour/Labour/Home/Acts+Implemented
/Summary+of+the+Acts+Implemented/The+Factories+Act-1948
http://www.slideshare.net/shreya0907/factories-act-1948
Appendix Questionnaire
I, Pushpinder Kaur, student of Management Studies, Mahamaya Technical
University, is currently assigned a project titled To identify the compliance level
of Factories Act, 1948 in International Tobacco Company Ltd, Ghaziabad and to
determine its relation to work performance under Mr. Sandesh Bhardwaj,
Deputy Manager, Personnel and Welfare in International Tobacco Company Ltd.
Therefore I request you to kindly spare your few moments and fill the
questionnaire. It is assured that the information provided by you will be kept
highly confidential.
Section (I) Health, Safety and welfare activities
Kindly tick the option using ratings 1 to 5 to answer the questions numbered 1 to
16.
Questio
Very
n
What
do Dissatisfie Dissatisfie
d
Number you
think d
(2)
s
about
the
(1)
following:
1
Cleanliness
in
your
organization
2
Drainage
Facility
3
Temperature
control
in
the company
premises
Availability
of drinking
water
Accessibilit
y
of
drinking
Somewha
t
Satisfie
Satisfied d
(3)
(4)
Very
Satisfie
d
(5)
10
11
water
Number of
spittoons
Clean and
Hygienic
conditions
of spittoons
Availability
of sufficient
light
Canteen
services
Rest room
and Lunch
room
facilities
Medical
benefits
provided by
company
Questio
Very
n
What
do Dissatisfie Dissatisfie
d
Number you
think d
(2)
s
about
the
(1)
following:
12
Sitting
arrangement
in
the
organization
13
Working
hours of the
organization
14
Conveyance
allowance
Somewha
t
Satisfie
Satisfied d
(3)
(4)
Very
Satisfie
d
(5)
15
16
offered by
the company
Overtime
allowance
offered
Leave
policy of the
organization
Questions:
Ye o
s
Questio
n
Number s
s
1
Very
Dissatis
Somew
Question Dissatisfie fied
hat
Satisfie
d
(2)
Satisfie d
(1)
d
(4)
(3)
I
hope
company
will help me
to meet my
personal
goals
Working
conditions
hesitates me
to show my
best
performance
I can work
with more
dedication if
company
offers
welfare
activities
Complaints
about flaws
in facilities
will
made
me
face
repercussion
s
Working
conditions
causes
Very
Satisfie
d
(5)
fatigue and
thus affects
my
performance
The salary I
get
compliment
my duties
Due
recognition
is given for
the
work
that is done
well
a)
b)
c)
d)
e)
Very good
Good
Adequate
Poor
Very poor