A

PROJECT REPORT

SUBMITTED TO

THE

PUNJABI UNIVERSITY

PATIALA

IN FULFILMENT OF THE REQUIREMENTS FOR

THE DEGREE OF

MASTERS OF BUSINESS ADMINISTRATION

SANJEEV KUMAR

ROLL NO.- 880

KHALSA COLLEGE OF TECHNOLOGY &

BUSINESS STUDIES.

Madanpur Road, near petrol pump,

Sector 53 (Phase 3A), S.A.S. Nagar, Punjab.
 CERTIFICATE

This is to certify that the Project Report entitled “The welfare

measures provided to the workers “at milk plant S.A.S Nagar Mohali
embodies the work carried out by Mr. Sanjeev Kumar himself under
my supervision and that it is worthy of consideration for the award of
the Masters Of Business Administration Degree.

Dr. Kulpreet Kaur,

(Assistant Professor)

Department of Commerce,

Khalsa College , Mohali.

 DECLARATION

I hereby affirm that the work presented in this Project Report entitled
“The welfare measures provided to the workers “at milk plant S.A.S
Nagar Mohali’’ is exclusively my own and there are no collaborators.
It does not contain any work for which a degree/diploma has been
awarded by any other University/Institution.

Sanjeev Kumar,

Department of HR,

Khalsa College, Mohali.

 ACKNOWLEDGEMENTS

First of all, I express my profound gratitude to the Almighty whose

invisible guidance and blessings always inspired me to move in the
right direction and helped me in the completion of my Project Report.
It is with utmost pleasure and sincere gratitude that I acknowledge my
indebtedness to my supervisor, Dr. Kulpreet Kaur (Assistant
Professor), Department of HR, Khalsa College, Mohali without whose
immaculate guidance, tireless efforts, boundless affection, constructive
criticism and constant encouragement throughout the course of this
project work, I would have never been able to accomplish this arduous
task. It has been my extreme privilege and most rewarding experience
to be associated with a person of high calibre and deeds. I would like
to offer my deeply respectful obeisance to principal Mrs. Harish
Kumari and coordinator prof. Suchintan Singh and entire faculty of
Department of HR Khalsa College, Mohali, who have always been
kind and helpful to me. Last but not the least, I feel obliged to all my
friends and well-wishers and everyone who has even contributed a bit
in the completion of this task.

Date ………

(Sanjeev Kumar)
 SR. TITLE PAGE
NO. NO.
CERTIFICATE
DECLARATION
ACKNOWLEDGEMENT
1 INTRODUCTION
1.1 INTRODUCTION TO THE
COMPANY
1.2 INTRODUCTION TO THE HUMAN
RESOURCE MANAGEMENT
1.3 INTRODUCTION TO THE PROJECT
1.4 SCOP OF LABOUR WEFARE

2 REVIEW OF LITERATURE
3 RESEARCH METHODOLOGY
3.1 OBJECTIVES
3.2 RECOMRNDSTION
3.3 LIMITATION
4 ANALYSIS AND INTERPRETATION
5 FINDINGS, CONCLUSION AND
SUGGESTIONS
5.1 FINDINGS
5.2 CONCLUSION
5.3 SUGGESTIONS
BIBLIOGRAPHY
ANNEXURE
 CHAPTER-1

INTRODUCTION
 1.1 INTRODUCTION TO ORGANIZATION
Verka is co-operative company and is former oriented autonomous or
Organization based on co-operative pattern. It is the king of Punjab
region as far as milk procurement is concerned. Its daily milk
production is around 12.00 lakhs liters per day on an average and that
is why huge amount of milk production has become its core
competency. It produces many daily products. “MILKFED” is a group
of milk union established under operation flood program as the
implementing agency by the government of ropar and metropolis
Chandigarh. The ropar district co-operative milk produces union was
established in the year of 1980.

The main objectives for its establishment were:

1. To create an organized factor to develop and command a major

share of urban milk market of Chandigarh.

2. To provide year around remuneration price to the small rural milk

producers organized into co-operative.

3. To provide quality milk and milk products to the consumers.

4. The milk plant carries out activities conductive to the economic

development of commodities.

The milk plant has installed capacity of process 1, 00,000 liters of

milk per day and it is registered handling capacity of 2, 00,000 liters
by the year 2016-18. The milk plant is managed by qualified
professionals in the dairy field. The production facilities are backed up
by quality assurance, marketing training, financial management, data
processing.

The milk plant is committed to supply quality and safe milk and milk
product to its esteem customers at the right time. The milk plant has
introduced ISO 9001:2000. Management system and Indian standard
of hazard analysis and critical points (HACCP)/IS: 15000-1998 to
ensure highest quality products with built in safety to consumers.

Recently, the Verka milk plant Mohali of milk fed Punjab have
bagged prestigious national productivity council award at national
level competition in the field of dairy processing industries conducted
by national productivity council if India, New Delhi
 MILK PLANT MOHALI
“The Roper dist. Co-op Producer union” it is one of the “MILKFED”
group located at S.A.S.Nagar, Mohali (Punjab). It is registered on
5.07.1978 under Punjab co-operative societies act, 1961. It started its
activities on September 1980.

NETWORK
Verka is having an apex body at the state land known as “MILKFED”
Punjab, Chandigarh. To start with function in various fields of
different unions in different districts and to operate with dairying and
dairy field that is the operation flood with assistance of national dairy
co-operation (NDC) Delhi and later on is launched to operate flood
second who is affiliated to Punjab milk fed. It helps to its affiliated
districts milk co-operation in 11 districts. These districts union are:-

1) ROPAR
2) PATIALA
3) LUDHIANA
4) FARIDKOT
5) FEROZPUR
6) SANGRUR
7) BATHINDA
8) GURDASPUR
9) HOSHIARPUR
10) JALANDHAR
11) AMRITSAR

The unions in eleven districts of the state carry out smooth functioning
of marketing, procurement, cattle breeding program though district co-
operative unions.
 PLANT AT A GLANCE
Establishment : The Ropar district co-operative milk producers

Union milk plant, Mohali.

Brand Name : Verka

Installed capacity: 1, 00, 000 liters’ of milk per day

Production : 2, 00, 000 liters of milk per day

Status : Co-operative society

Head office : milk fed, Punjab, sector 34, Chandigarh

Plant : The Ropar district co-operative milk

Producer’s union Ltd. milk plant,

S.A.S Nagar, Mohali

 THE VARIOUS WELFARE MEASURES PROVIDED
IN

MILK PLANT, MOHALI ARE:

These welfare measures are provided inside the work place:

1. Neighborhood safety and cleanliness, attention to approaches.

2. Housekeeping, up keeping of premises – compound wall, lawns,

gardens and so forth, egress and ingress, passages and doors,
whitewashing of walls and floor maintenance.

3. Workshop (room) sanitation and cleanliness, temperature and

humidity, ventilation, lighting, elimination of dust, smoke, fumes and
gases.

4. Control of effluents.

5. Convenience and comfort during work, that is, operatives’ posture,

seating arrangements.

6. Distribution of work hours and provision of rest hours, meal times

and breaks.

7. Workers’ safety measures, that is, maintenance of machines and

tools, fencing of machines, providing guards, helmets, aprons, goggles
and first-aid equipment.

8. Safety of necessary beverages and pills and tablets that is salt

tablets, milk and soda etc.

9. Notice boards, posters, pictures, slogans, information and

communication

10. Wash basins, bathrooms

11. Canteen services

12. Management of workers’ cloak rooms, rest rooms

13. Medical examination of workers

14. Economic services include bonus schemes, provident fund,

gratuity and pension, reward and incentives, workmen’s compensation
for injury, family assistance in times of need.

15. Labour Management Participation includes work’s committee,

safety committee, canteen committee, consultation in welfare
area, in production area, in the area of administration, and in
the area of public relations.

16. Washing facilities include adequate and suitable facilities

(separately and adequately screened for the use of male and female
workers) are provided to them.

17. There is a provision for keeping cloth of workers not worn

during the working hours and for the drying of wet clothing in

respect of any factory.

18. Suitable arrangements for sitting are to be provided and

maintained for all workers who are obliged to work in a standing
position.

19. Welfare officer handles the welfare department which involves

various welfare measures given to the workers so that they feel
satisfied.

VOLUNTARY WELFARE MEASURES

There are certain employers especially in the organized sector of

industry, who have promised a wide variety of welfare amenities and
services to their employees. A brief account of such welfare measures
is given below:
 EDUCATIONAL FACILITIES

The pace of economic and social progress of a particular country

largely depends on the quality of its work force. Education plays a
very important part in motivating and enabling the working population
for changes necessary for accelerated progress and for their mental
and physical development. This has been recognized in our social and
economic planning and a suitable financial outlay on education has
been made in the different five- year plans. Improvement in the quality
of the industrial work force demands accelerated pace of economic
development for which education of workers, their families and their
children is very essential.

MEDICAL FACILITIES

Employers, whether in public or private sectors have been providing

medical facilities for their workers and their families, even before the
introduction of E.S.I. Scheme. The workers in departmental
undertakings are more or less governed by the medical rules
applicable to government servants, or such other facilities, both indoor
and outdoor. The committee on labour welfare has recommended that
in the case of smaller units, medical facilities should be provided on
joint basis by a group of employers in scattered areas. The institutions
like industrial co-operatives, industrial estates can play an important
role in providing medical facilities to the workers by a joint drive.
TRANSPORT FACILITIES:

Transport facilities to workers residing at a long distance are essential

to relieve them from strain and anxiety. Such facilities also provide
greater opportunity for relaxation and recreation, and help in reducing
the rate of absenteeism. The practice followed with regard to transport
facilities varies from country to country. The legal imposition to
provide these facilities has been rare and limited to certain special
circumstances. In some of the developing countries there are statutory
measures requiring employees to provide transport facilities to their
employees. In certain developing countries transport facilities are also
provided through collective agreements.

RECREATIONAL FACILITIES

Recreation is commonly taken to be the opposite of work. It has an

important bearing on the individual’s personality as well as his
capacity to contribute to social development. It affords the worker an
opportunity to develop his sense of physical and mental discipline.
Music, dance, drama, games and sports, paintings, carvings, are
different forms of recreation. The importance of recreation in creating
a healthy climate for industrial peace and progress has been
emphasized by several study teams. In India, a variety of recreational
facilities have been provided in more than one way, statutorily,
voluntarily and also by different welfare agencies, and to some extent
by trade unions as well. Broadly speaking, these can be divided into
two parts, namely,

(a) Recreational amenities provided by the industrial

Organizations inside or near the work place, and

(b) Amenities provided on community basis

HOUSING FACILITIES:

Housing is the primary need of workers’ family in civilized life.

Without a roof to cover his head, the worker naturally feels frustrated
about his poor standard of living in big cities. Good houses mean
possibility of home life, happiness and health; bad houses spell
squalour, drink, diseases, immorality, crime etc. Overcrowding of
people in dark quarters in slum areas is mainly responsible for the
outbreak of tuberculosis. Recognising the need for housing
accommodation, an industrial housing scheme was introduced in 1952.
Under this scheme, the central government offers loans to industrial
workers for constructing houses at concessional rates.

OTHER FACILITIES

These are basically intended to improve the comfort level of workers

while at work and include the following:

CANTEEN, RESTROOMS AND LUNCHROOM

Canteens established inside factories generally offer food at subsidized

rates. In modern Organizations, food courts offering a variety of
continental and inter continental cuisine have become quite popular in
recent times.
 WASHING FACILITIES, MEDICAL AID, LEAVE

TRAVEL CONCESSIONS

Most factories have first-aid facilities to take care of minor injuries.

Reimbursement of medical expenses actually incurred is also
increasingly favored nowadays.

INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT
Human Resource Management (HRM) is a relatively new approach to
managing people in any Organization. People are considered the key
resource in this approach. It is concerned with the people dimension in
management of an Organization. Since an Organization is a body of
people, their acquisition, development of skills, motivation for higher
levels of attainments, as well as ensuring maintenance of their level of
commitment are all significant activities. These activities fall in the
domain of HRM.

Human Resource Management is a process, which consists of four

main activities, namely, acquisition, development, motivation, as well
as maintenance of human resources.

Scott, Clothier and Spriegel have defined Human Resource

Management as that branch of management which is responsible on a
staff basis for concentrating on those aspects of operations which are
primarily concerned with the relationship of management to
employees and employees to employees and with the development of
the individual and the group.

Human Resource Management is responsible for maintaining good

human relations in the Organization. It is also concerned with
development of individuals and achieving integration of goals of the
Organization and those of the individuals.

Northcott considers human resource management as an extension of

general management, that of prompting and stimulating every
employee to make his fullest contribution to the purpose of a business.

Human resource management is not something that could be separated

from the basic managerial function. It is a major component of the
broader managerial function.
 (HR) management is that aspect of management, which deals with the
planning, organizing, directing and controlling the personnel functions
French Wendell defines ―Human resource management as the
recruitment, selection, development, utilization, compensation and
motivation of human resources by the ORGANIZATION‖. According
to Edwin B. Flippo, ―Human resource management is the planning,
organizing, directing and controlling of the procurement,
development, resources to the end that individual and societal
objectives are accomplished‖. This definition reveals that human
resource of the enterprise.

NATURE OF HUMAN RESOURCE MANAGEMENT

The nature of the human resource management has been highlighted in

its following features:

1. Inherent Part of Management: Human resource

management is inherent in the process of management. This
function is performed by all the managers throughout the
ORGANIZATION rather that by the personnel department only.
If a manager is to get the best of his people, he must undertake the
basic responsibility of selecting people who will work under him.

2. Pervasive Function: Human Resource Management is a

pervasive function of management. It is performed by all managers at
various levels in the ORGANIZATION. It is not a responsibility that a
manager can leave completely to someone else. However, he may
secure advice and help in managing people from experts who have
special competence in personnel management and industrial relations.

3. Basic to all Functional Areas: Human Resource

Management permeates all the functional area of management such as
production management, financial management, and marketing
management. That is every manager from top to bottom, working in
any department has to perform the personnel functions.
 4. People Centered: Human Resource Management is people
centered and is relevant in all types of Organization’s. It is concerned
with all categories of personnel from top to the bottom of the
Organization. The broad classification of personnel in an industrial
enterprise may be as follows: (i) Blue-collar workers (i.e. those
working on machines and engaged in loading, unloading etc.) and
white-collar workers (i.e. clerical employees), (ii) Managerial and
non-managerial personnel, (iii) Professionals (such as Chartered
Accountant, Company Secretary, Lawyer, etc.) and non-professional
personnel.

5. Personnel Activities or Functions: Human Resource

Management involves several functions concerned with the
management of people at work. It includes manpower planning,
employment, placement, training, appraisal and compensation of
employees. For the performance of these activities efficiently, a
separate department known as Personnel Department is created in
most of the Organization’s.

6. Continuous Process: Human Resource Management is not a

one shot function. It must be performed continuously if the
Organizational objectives are to be achieved smoothly.

7. Based on Human Relations: Human Resource Management

is concerned with the motivation of human resources in the
Organization. The human beings can‘t be dealt with like physical
factors of production. Every person has different needs, perceptions
and expectations. The managers should give due attention to these
factors. They require human relations skills to deal with the people at
work. Human relations skills are also required in training performance
appraisal, transfer and promotion of subordinates.
 OBJECTIVES OF HUMAN RESOURCE
MANAGEMENT
According to Scott, Clothier and Spriegal, ―The objectives of Human
Resource Management, in an ORGANIZATION, is to obtain
maximum individual development, desirable working relationships
between employers and employees and employers and employees, and
to affect the moulding of human resources as contrasted with physical
resources‖. The basic objective of human resource management is to
contribute to the realization of the Organizational goals. However, the
specific objectives of human resource management are as follows:

(i) To ensure effective utilization of human resources, all

other Organizational resources will be efficiently
utilized by the human resources.

(ii) To establish and maintain an adequate Organizational

structure of relationship among all the members of an
Organization by dividing of Organization tasks into
functions, positions and jobs, and by defining clearly
the responsibility, accountability, authority for each job
and its relation with other jobs in the Organization.

(iii) To generate maximum development of human

resources within the Organization by offering
opportunities for advancement to employees through
training and education.

(iv) To ensure respect for human beings by providing

various services and welfare facilities to the personnel.

(v) To ensure reconciliation of individual/group goals with

those of the ORGANIZATION in such a manner that
the personnel feel a sense of commitment and loyalty
towards it.
(vi) To identify and satisfy the needs of individuals by
offering various monetary and non-monetary rewards.
In order to achieve the above objectives, human
resource management undertakes the following
activities: (i) Human Resource Planning, i.e.,
determining the number and kinds of personnel
required to fill various positions in the Organization.

(vii) Recruitment, selection and placement of personnel,

i.e., employment function. Training and development
of employees for their efficient performance and
growth.

(viii) Appraisal of performance of employees and taking

corrective steps such as transfer from one job to
another.

(ix) Motivation of workforce by providing financial

incentives and avenues of promotion.

(x) Remuneration of employees. The employees must be

given sufficient wages and fringe benefits to achieve
higher standard of living and to motivate them to show
higher productivity.
(xi) Social security and welfare of employees.
 FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
The main functions of human resource management are classified into
two categories: (a) Managerial Functions and (b) Operative Functions

(a) Managerial Functions following are the managerial functions of

Human Resources Management.

1. Planning.

2. Organization

3. Directing

4. Controlling

(b) Operative Functions: The following are the Operative Functions

of Human Resource Management

1. Procurement of Personnel

2. Development of Personnel

3. Compensation to Personnel

4. Maintaining Good Industrial

5. Record Keeping

6. Personnel Planning and Evaluation

IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT
Human Resource Management has a place of great importance.
According to Peter F. Drucker, ―The proper or improper use of the
different factors of production depend on the wishes of the human
resources. Hence, besides other resources human resources need more
development. Human resources can increase cooperation but it needs
proper and efficient management to guide it‖. Importance of personnel
management is in reality the importance of labour functions of
personnel department which are indispensable to the management
activity itself. Because of the following reasons human resource
management holds a place of importance.

1. It helps management in the preparation adoption and continuing

evolution of personnel programs and policies.
2. It supplies skilled workers through scientific selection process.
3. It ensures maximum benefit out of the expenditure on training and
development and appreciates the human assets.
4. It prepares workers according to the changing needs of industry and
environment.
5. It motivates workers and upgrades them so as to enable them to
accomplish the Organization goals.
6. Through innovation and experimentation in the fields of personnel,
it helps in reducing casts and helps in increasing productivity.
7. It contributes a lot in restoring the industrial harmony and healthy
employer-employee relations.
8. It establishes mechanism for the administration of personnel
services that are delegated to the personnel department.

Thus, the role of human resource management is very important in an

Organization and it should not be undermined especially in large scale
enterprises. It is the key to the whole Organization and related to all
other activities of the management i.e., marketing, production, finance
etc. Human Resource Management is concerned with the managing
people as an Organizational resource rather than as factors of
production. It involves a system to be followed in business firm to
recruit, select, hire, train and develop human assets. It is concerned
with the people dimension of an Organization. The attainment of
Organizational objectives depends, to a great extent, on the way in
which people are recruited, developed and utilized by the
management. Therefore, proper co-ordination of human efforts and
effective utilization of human and others material resources is
necessary.
 Functions of a Human Resource Manager
A human resource manager, charged with fulfilling the objectives of
an Organization, should be a leader with high intellectual powers, a
visionary and a philosopher who provides the initiative to shape the
future in terms of leading the human beings in an Organization
towards more prosperous and progressive policies.

1. Human Resource Man as an Intellectual

2. Human Resource Man as an Educator

3. Human Resource Man as a Discriminator

4. Human Resource Man as an Executive

5. Human Resource Man as a Leader

6. Human Resource Man as a Humanist

7. Human Resource Man as a Visionary

 EMPLOYEE WELFARE MEASURES

Employee or labour welfare is a comprehensive term including various

services, benefits and facilities offered to employees by the employer.
Through such generous fringe benefits the employer makes life worth
living for employees. The welfare amenities are extended in addition
to normal wages and other economic rewards available to employees
as per the legal provisions.

“Labour welfare work is work for improving the health, safety and
general well being and the industrial efficiency of the workers beyond
the minimum standard laid down by labour legislation.”

Welfare measures may also be provided by the government, trade

unions and non-government agencies in addition to the employer. The
basic purpose of labour welfare is to enrich the life of employees and
keep them happy and contented. Welfare measures may be both
statutory and voluntary. Labour laws require the employer to extend
certain benefits to employees in addition to wages. Voluntary benefits
are the result of employer’s generosity, enlightenment and
philanthropic feelings.
 1.2 INTRODUCTION OF THE PROJECT

This project has been undertaken by me to judge the working of the

Human Resource Department of Milk Plant, S.A.S. Nagar. I have been
assigned the project on various welfare measures provided to the
workers of Milk Plant (Mohali). Employee welfare is an important
facet of industrial relations, the extra dimension, giving satisfaction to
the worker in a way which evens a good wage cannot.

The International Labour Organization defined labour welfare as “

such services, facilities and amenities as adequate canteens, rest and
recreation facilities, arrangement of travel to and from work, and for
the accommodation of workers employed at a distance from their
houses and such other services, amenities and facilities which
contribute to improve the conditions under which workers are
employed.”

1.3 SCOPE OF LABOUR WELFARE

 THE LABOUR INVESTIGATION COMMITTEE

Anything done for intellectual, physical, moral and economic

betterment of the workers, whether by employers, by government or
by other agencies over and above what is laid down by law, what is
normally expected on the part of the contracted benefits for which
workers may have bargained?
  THE COMMITTEE ON LABOUR WELFARE

Today, welfare is generally accepted by employers. The state steps in

to widen the area of applicability only. Welfare is being looked at as a
social right of workers. The committee described it as social security
measures that contribute to improve the conditions under which
workers are employed in India. Labour welfare includes both statutory
as well as non-statutory activities under taken by employers, trade
unions and both the central and state governments for the physical and
mental development of workers.

BASIC CHARACTERISTICS OF LABOUR

WELFARE WORK

These are the following-

(a) It is the work, which is usually undertaken within the premises or

in the vicinity of the undertaking for the benefit of the employees and
the members of their families.

(b) The work generally includes those items of welfare, which are over
and above what is provided by statutory provisions, or required by the
custom of the industry or what the employees expect as a result of a
contract of service from the employers.

(c) The purpose of providing welfare amenities is to bring about the

development of the whole personality of the worker- his social,
psychological, economic, moral, cultural and intellectual development
to make him a good worker, a good citizen and a good member of the
family.
These facilities may be provided voluntarily by progressive and
enlightened entrepreneurs at their own accord out of their realization
of social responsibility towards labour, or statutory provisions may
compel them to make these facilities available, or these may be
undertaken by the government or trade unions, if they have the
necessary funds for the purpose.
‘Labour welfare’ is a very broad term, covering social security and
such other activities as medical aid, crèches, canteens, recreation,
housing, adult education, arrangements for the transport of labour to
and from the work place.
It may be noted that not only intra-mural but also extra-mural,
statutory as well as non-statutory activities, undertaken by any of the
three agencies- the employers, trade unions or the government – for
the physical and mental development of a worker, both as a
compensation for wear and tear that he undergoes as a part of the
production process and also to enable him to sustain and improve upon
the basic capacity of contribution to the processes of production,”
which are all the species of the longer family encompassed by the term
‘ labour welfare’.
IMPORTANCE OF EMPLOYEE WELFARE
The importance for the labour welfare arises from the very nature of
the industrial system which is characterized by two basic factors- the
conditions under which work is carried on are not congenial for health
and secondly when a labourer joins an industry, he has to work in an
entirely strange atmosphere which creates problems of adjustment.
These two factors are like ‘’the long arm of the job” and “the social
invasion of the factory”.
 The working environment in a factory/mine adversely affects the
workers’ health because of the excessive heat or cold, noise,
fumes, dust and lack of sanitation and pure air lead to occupational
hazards. These have, therefore, to be held in check by providing
ameliorative services, protective devices and compensatory
benefits following of accident or injury or disablement. This has
been referred to as “the long arm of the job which stretches out its
adverse effects on the workers long after his normal eight hour
work.” Hence the importance for provision of welfare services
within the premises of the factory, mine of plantation arise.

When a worker, who is infect a ruralize, comes to work in a factory,

has to work and live in unhealthy, congested factories and slum areas,
with no outdoor recreational facilities. To escape from the trying
conditions of his tedious and tiresome job, he absents himself,
becomes irregular and often indisciplined. Hence the need for
providing the welfare services arises. For whatever improvements in
the conditions of work and life of the employees, whatever leads to
increasing adaptation of the worker to his job, and whatever makes
him fully contented lessen his desire or need to leave the factory for a
time and lighten for him the burden of this social invasion of the
factory.

There is a social reason also as pointed out by the labour investigation

committee,” the provisions of canteens improves the physique,
entertainment reduce the incidence of vices, medical aid and maternity
and child welfare services improve the health of the workers and bring
down the rates of general, maternal and infantile morality, and
education facilities increase their mental efficiency and economic
productivity.
CHAPTER-2

REVIEW OF
LITERATURE
REVIEW OF LITERATURE

1 Bansode [1996] conducted research on “A study of Labour welfare

facilities in the Jamshri SPG and WVG mills” co.ltd, Solapur. She

focused her research on Labour welfare facilities in Jamshri SPG and

WVG mills. She also found the awareness of employees and their

knowledge towards labour welfare programme. This research is

conducted in Solapur with sample size of 86.Finally she concluded

that the improvement of human performance depends on how

personnel department takes care of employees attitude and health. It

influences employees attitude towards work and work environment.

She said welfare programmes help the management to maintain

harmony and is essential human objective of the company to

undertake welfare activities. The larger society also believes that the

company is normally responsible for the welfare of employees. The

workers were much co-operative for filling up the questionnaires. It is

found that the workers are more or less satisfied with the majority of

the facilities provided by the company. But these welfare facilities are

being provided as a matter of formality and for fulfilling statutory

requirements. It is found that cleanliness, disposal of waste and

effluents, ventilation and temperature ,lighting ,drinking water ,latrines

and urinal ,spittoons ,safety canteen ,leave benefit, House rent

allowance ,medical facilities ,festival advance ,uniform etc facilities

are given to employees properly. It shows that efforts are made by the

company for providing the welfare facilities to the workers as per the

statutory provisions. Company should provide all facilities as per

demand and need of workers which will help in increasing the

efficiency of workers.
2 Bahnudas [2007] conducted research on a study of “labour welfare
Activities and its impact on quality of life of workers with special
reference to Maharashtra Scooters Ltd”, Satara. The main objective of
the research is to study and examining labour welfare activities
available to workers in Maharashtra scooters. Sample size 48 was
taken for the research. She also found the impacts of welfare facilities
on life of workers. Data was collected through observation, interviews
with personnel manager and questionnaire for workers. She concluded
that safety training programme and provisions of safety equipments
keep the workers free from injuries. So workers life becomes more
safe, happier and full of enjoyment. Excellent leave facilities to
workers are provided to meet their requirements. Provision of
provident fund, gratuity, and Pension schemes allows the workers to
spend their retirement in much better way. Welfare services are
helpful in maintaining workers moral and health good. Company is
not provided medical facilities for families. Most of workers are
unable to fulfill their habit of reading because of inadequate time.
Accident insurance scheme is beneficial to workers .Payment for days
in which workers remained absent due to accident are being paid by
the company. Through credit society financial problems with the
regards of purchasing essential commodities are to be solved
.Company is providing interest free loan to workers.

3 Banu and Ashifa (2011) conducted research study on “labour

welfare measures in Public Sector Transport Corporation” that throws
light on welfare measures followed in Public Sector Transport
Corporation. This study analyses the various dimensions of labour
welfare measures that are perceived to the labours. The researcher
tried to find out how the existing welfare measures cater the needs of
employees of Public Sector Transport Corporation
Stratified random sampling method was used and 20 employees have
been taken from 5 departments ,Operation Department, Personnel
Department, Material Department, Industrial Relations Department
and in Technical Section. The research findings showed that the State
Transport Undertakings provide the following welfare measures for
the welfare of the workers and their families.
1. Free Travel passes to the children of the employee.
2. Subsidized canteen facilities.
3. Education allowances.
4. Allowances with wages.
5. Reimbursement of legal fees.
6. Providing uniforms to employees.
7. Family Benefit Fund.
8. Loan for Marriages.
9. Steering Allowance.
10. Voluntary Retirement Scheme.
11. Leave benefits.
12. Holiday Homes.
13. Special Health Fund Scheme.

14. Preferential Admission in Medical College, Engineering

College and Polytechnics run by the Institute of Road Transport
for the children of employees.
15. The Pension Scheme for Transport employees.
16. Employees' Post-Retirement Benefit Fund Scheme.
17. Funeral expenses.
He found in his research that under working experience,
majority of the respondents had 11 to 15 years of experience.
Public Sec Transport Corporation, majority of the respondents belong

to neutral level and some of them were highly satisfied. Majority of

the respondents were satisfied with working environment. Majority of

the respondents were dissatisfied with the service provided in the

canteen. The respondents were dissatisfied with the night duty and the

rest room facilities. 89% of the respondents said that workload is very

high.65% of the respondents said that the leave facility is at moderate

level. It has been observed that 46% of the respondents were highly

satisfied with the job 43% of the respondents were satisfied with their

job and 11% of them were at neutral level.

Finally he concluded through the research that the Government

should take a keen interest to fill up the vacancies to share the work
among them as the employees felt that the workload is very high.
Some of the welfare measures like housing facilities; loan facilities,
Rest Room facility, Housing Facilities and Gratuity should be
incorporated along with welfare measures in order to satisfy
employees and so the job performance can be improved. The
corporation should take necessary steps to improve these measures.
By doing this the employee can do their job more effectively and
efficiently.
4 Belot, Boone and Vanours [2004] conducted research on “Welfare

improving employment protection”. This paper presents a theoretical

model to show that workers invest their specific knowledge for

employment protection legislation can raise employment, productivity

and welfare. More educated workers tend to have better protected job

.In this paper researcher concluded that the welfare effects of

employment protection in an environment where workers invest in

firm specific knowledge. He observes that in this environment

employment protection can increase the worker's training effort by

raising the expected duration of the job. Thus, employment protection

legislation can raise welfare, employment and average productivity.

Model provides a rationale for the observation that more educated

workers tend to have better protected jobs. From an empirical analysis

of a cross-country time series data it appears that employment

protection legislation has a non-linear effect on economic growth. At

low levels of employment protection an increase in protection

stimulates growth, at high levels of employment protection an increase

in protection is harmful to growth. This is in line with the prediction

of our theoretical model .When labour markets in different countries

are compared, the popular press tends to emphasize employment

protection.
Countries with high employment protection typically show higher

unemployment durations and lower unemployment in- and out flows.

Employment protection stimulates worker’s investments in firm

specific skills and integrates it in a general equilibrium search

framework. Researcher shows that the optimal level of employment

protection is not necessarily identical for all firms and worker

5 Copeland [2009] in research paper on “The Welfare Effects of

Incentive Schemes” found that the change in welfare associated with

the introduction of incentives. He measured by how much the welfare

gains of increased output due to incentives outweigh workers disutility

from increased effort. He studied the use of incentives by a firm in the

check-clearing industry. Using this firm's production records, model

and estimate the worker's dynamic effort decision problem. Finally he

concluded that the firm's incentive scheme has a large effect on

productivity, raising it by 12% over the sample period for the average

worker. The cost of increased effort due to incentives is equal to the

dollar value of a 5% rise in productivity. Welfare is measured as the

output produced minus the cost of effort. Hence, the net increase in the

average worker's welfare due to the introduction.

6 Davis and Gibson (1994) conducted research on “Designing
Employee Welfare Provision” concluded that design a employee
welfare process through which organizations might seek to implement
interventions relating to employee well-being,emphasizes the
importance of a comprehensive needs assessment both in obtaining
the breadth of information needed to design appropriate interventions
and also in providing baseline information against which to evaluate
programme effectiveness. Discusses factors, which influence the type
of intervention appropriate for a particular situation and highlights
their design implications. Finally, provides guidance on programme
implementation and evaluation, and discusses some of the advantages
and disadvantages of different approaches to tertiary welfare
provision.

7 Dhere [1995] conducted research on “The study of Labour Welfare

Activities in Shetakari Sahakari Soot Girni Ltd”.Sangola.He has taken

sample size of 100 employees in Shetakari Sahakari Soot Girni Ltd to

study Labour Welfare Activities and laws implemented in an

organization and attitude of employees towards management. He

concluded that maximum employees working in the mill are young i.e.

26-40 years old but they have paid good wages in the soot Girni .Most

of educated employees are not satisfied about dispensary facilities

.Regarding cleanliness of lavatories and Urinals facilities,

management is taking proper care about its maintenance. In summer

season, cool and clean drinking water is not provided to employees.

Majority of the workers have complained about canteen facility. The

food served in the canteen is of poor quality and due to that many

workers are facing health problems in the mill.

The mill gives financial aid to the workers through co-operative
society. The mill has not provided adequate conveyance facility to the
workers. Majority of workers are coming from near by villages so they
don’t require housing facility. Workers are not guided properly in case
of family planning programme. Recreation and education facilities
provided by mill to the workers are unsatisfactory.

8 Dieter and David [1991] conducted research on “Privatized

Transport Infrastructure and Incentives to Invest”.

This paper examines incentives to invest in Transport

infrastructure under Public and privatized ownership. It argues that the

methods used to request the United Kingdom’s nationalized industries

plans but that changes in regulation introduced after 1978 have given

more incentives. The author examined arguments which suggest that

privatized utilities subject to price cap regulation will have inadequate

incentives to invest

.Investment behavior provided support for these propositions. The

authors concluded by suggesting further investigation of solution to
the dilemma posed by the possibility of under investments and the
associated social costs which include competitive supply of
infrastructure, greater reliance on short run pricing and more explicit
regulatory contracts in relation to investments.
9 Gupta [2009] conducted research on a “study on employee welfare

measures in Arignar Anna Sugar Mills,Tanjore”. In this project the

researcher has found the labour welfare measures provided in the

Arignar Anna Sugar Mills are satisfactory, He studied the various

dimensions of employee welfare measures perceived by the worker

and to the perception of the respondents regarding the various labour

welfare provided to them and to suggest to suitable measures to

enhance HRD intervention used to improve the welfare facilities. The

study of satisfaction level of various employees towards welfare

measures with special reference to social security. He concluded that

75% employees are satisfied with welfare facilities provide by Arignar

Anna Sugar Mills.

10 Harbeson(1977) conducted research on “Social welfare and

Economic Efficiency in Transport policy”. This research focuses on
transport policies of the United States and virtually all other countries
have almost from the beginning reflected, explicitly or implicitly,
various economic and social objectives in addition to the competitive
pricing standard. He concluded in his research that Economic growth,
regional development, distributional equity and in recent years
environmental protection and resource conservation are considered in
transport policy.. It is noted that in competitive pricing standard has
been approved as a policy objective. It has been because its
distributional effects have been regarded as preferable to those of
unregulated monopoly or oligopoly. There is no evidence that this
standard has been approved because of an understanding of or concern
for its economic efficiency implications.
 CHAPTER-3

RESEARCH

METHODOLOGY

1
Research Methodology refers to the logic behind the methods used in context of our research
study and explains why we are using particular method or technique. Following are various
parameters, which had been employed to prepare this project report.

1. Research Design Statistical Design

2. Data Collection Primary as well as secondary data

3. Sampling Method Probability Sampling

4. Nature Of Universe Studied Workers as well as HR Department

5. Sampling Area Welfare Measures provided to the

workers

6. Sampling Unit Individual

7. Size Of Sample 50

2
 OBJECTIVES

The labour welfare work aims at providing such service facilities and amenities as would enable
the workers employed in industries/factories to perform their work in healthy congenial
surroundings conductive to good health and high morale.

1. It is partly humanistic, for it enables the workers to enjoy a fuller and richer life.

2. It is partly economic because it improves the efficiency of the workers increases its
availability where it is scarce and keeps them contented. It, therefore, minimizes the
inducement to form or join unions and to resort to strike.

3. The aim is partly civic because it develops a sense of the responsibilities and dignity
among the workers and thus makes them worthy citizens of the nation.

Labour welfare has two sides, negative and positive. On the one hand it is associated with the
counteracting of the harmful effects of large-scale industrialization on the personal family and
social life of the worker, while on the other, the positive side; it deals with the provision of
opportunities for the worker and his family for a socially and personally good life. In other
words,” Labour welfare services “counteract the handicaps to which the workers are exposed
both in their work life and folk-life and provide opportunities and facilities for a harmonious
development of all-round personalities.

3
 RECOMMENDATIONS
Some loopholes are there in hygiene and sanitation measures which should be removed
by taking required actions, by the welfare department.

1.) The concept of flexible working hours should be implemented uniformally.

2.) Required safety equipment should be provided to all the employees.

3.) The system of medical check ups needs to be streamlined to ensure 100% medical
checkups.

4.) Company should make provisions for providing medical facilities for the families, to the
satisfaction of all the employees.
5.) Cultural and recreational facilities should be provided in an organized manner.

6.) Separate washing facilities should be provided for men and women.

7.) Sitting facility should be provided in respect of all the workers.

8.) First aid and ambulance facilities should be provided in all the cases and all employees be
made aware about the same.

9.) Proper quality of products should be provided in the canteen, to the satisfaction of all the
employees.
10.) Company should ensure that reasonable rates are charged in the canteen.

11.) Company should publicise the existence of suggestion/ complaint box and encourage the
employees to make use of the same.

12.) Company should ensure that suitable actions are taken on the complaints of the
employees.

4
 3.3LIMITATIONS OF

THE STUDY

1.) TIME CONSTRAINTS:

The working of the plant is such that there is a little or no time for providing information
regarding the welfare department. This is one of the major limitations as far as training is
concern.

2.) UNNATURAL CIRCUMSTANCES:

Due to the lack of proper timings & busy schedule, it’s not possible for the trainers to retrieve
hundred percent information from the department & officials. So there cannot be a congenial
flow of information between the trainers & officials.

3.) NON- PARTICIPATION OF RESPONDENTS:

Due to indifferent behavior their role has shrunk to non- participation by the employees.
There is more stress on the workings of the departments and less concern is shown for the
trainers

5
 CHAPTER-4
ANALYSIS
AND
INTERPRETATION

6
1.) WELFARE MEASURES IN THE ORGANIZATION:-(2006-2017)
OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 15 30%

0%

30%

YES

NO
70%

INTERPRETATION:

Almost 70% of the workers feel that they work in a comfortable surrounding whereas some
loopholes are there in sanitation measures.

7
 2.) VENTILATION,HYGIENE AND SANITATION MEASURES:-

OPTIONS NO.OF RESPONDENTS %

SATISFIED 25 50%

PARTLY

SATISFIED 10 20%

DISSATISFIED 15 30%

0%

30%
SATISFIED
50% PARTLY
SATISFIED
0%
DISSATISFIED
20%

INTERPRETATION:

Almost 50% of employees are not satisfied with ventilation, hygiene and sanitation measures
which is a serious matter and the company needs to do something about it.

8
 3.) FLEXIBILITY OF WORKING HOURS:-

OPTIONS NO.OF RESPONDENTS %

YES 30 60%

NO 20 40%

0%

40%
YES
60% NO

INTERPRETATION:

The concept of flexible working hours has not been implemented uniformally in that 40% of
employees are not satisfied, as there is no change in their working hours.

9
4.) PROVISION OF SAFETY EQUIPMENT:-

OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 15 30%

0%

30%

YES

NO
70%

INTERPRETATION:

30% of employees have not been provided with the safety equipment. This needs to be looked on
priority.

10
5.) MEDICAL CHECK-UPS:-

OPTIONS NO.OF RESPONDENTS %

YES 40 80%

NO 10 20%

0%

20%

YES

NO

80%

INTERPRETATION:

1/5 of employees have not been subjected to the medical check up. This may be owing to their
absence from the company on the days of medical checkup. The system needs to be streamlined
to ensure 100% medical checkups.

11
 6. ADEQUATE MEDICAL FACILITIES:

OPTIONS NO. OF RESPONDENTS %

YES 40 80%

NO 10 20%

0%

20%

YES

NO

80%

INTERPRETATION:

80% employees stated in the affirmative because medical checkups and medical camps are
arranged from time to time whereas 20% employees were dissatisfied.

12
7.) MEDICAL PROVISIONS FOR EMPLOYEES FAMILIES:

OPTIONS NO. OF RESPONDENTS %

YES 40 80%

NO 10 20%

0%

20%

YES

NO

80%

INTERPRETATION:

80% employees were satisfied, whereas 20% demand more facilities not only for their children
but also for other dependents.

13
8.) CULTURAL AND RECREATIONAL FACILITIES:-

OPTIONS NO.OF RESPONDENTS %

USUALLY 25 50%

ANNUALLY 5 10%

SOMETIME 15 30%

NONE 5 10%

0%

10%

USUALLY
30% 50% ANNUALLY
SOMETIME
NONE
10%

INTERPRETATION:

There appears to be no regular schedule for holding of cultural events. These need to be
conducted in an organized manner.

14
9.) HEALTHY WORKING CONDITIONS:-

OPTIONS NO.OF RESPONDENTS %

YES 25 50%

NO 25 50%

0%

50% 50% YES

NO

INTERPRETATION:

Almost 50% of employees are not happy with the working conditions which are primarily due to
unsatisfactory hygienic and maintenance conditions.

15
10.) SEPARATE WASHING FACILITIES FOR MEN AND WOMEN:-

OPTIONS NO. OF RESPONDENTS %

YES 25 50%

NO 25 50%

0%

50% 50% YE
S

INTERPRETATION:

Almost 50% of the employees are satisfied whereas remaining are dissatisfied because washing
facilities are not separately provided for men and women which leads to the wastage of the time
of the employees.

16
11.) FACILITIES FOR SITTING AT THE PLACE OF WORK:-

OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 15 30%

0%

30%

YES

NO
70%

INTERPRETATION:

In the case of 30% of workers, this provision has not been made. This facility should be provided
in respect of all the workers.

17
12.) FACILITY PROVIDED FOR THE SUDDEN INJURY OR ACCIDENT:-

OPTIONS NO.OF RESPONDENTS %

FIRST-AID 10 20%

AMBULANCE 10 20%

BOTH 25 50%

NONE 5 10%

0%

10%
20%
FIRST-AID

AMBULANCE
20%
BOTH
50%
NONE

INTERPRETATION:

Almost 50% of the workers are provided with both the facilities whereas 10% were not at all
aware about the sudden medical help.

18
13.) FULFILLMENT OF PURPOSE OF CANTEEN:-

OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 10 20%

CAN'T SAY 5 10%

0%

10%

20% YES

NO

CAN'T SAY
70%

INTERPRETATION:

1/5 of workers feel that canteen is not performing the purpose for which it has been
established.

19
14.) QUALITY OF CANTEEN PRODUCTS:

OPTIONS NO.OF RESPONDENTS %

GOOD 25 50%

SATISFACTORY 13 25%

UNSATISFACTORY 12 25%

0%

24%

GOOD
50%
SATISFACTORY

UNSATISFACTORY
26%

INTERPRETATION:

Almost 25% of the employees are not satisfied with the quality of canteen products. The
company should look into this aspect.

20
15.) RATES CHARGED IN THE CANTEEN:

OPTIONS NO.OF RESPONDENTS %

REASONABLE 25 50%

UNREASONABLE 15 30%

HIGHLY

UNREASONABLE 10 20%

0%

20%
0% REASONABLE
50% UNREASONABLE
HIGHLY
30%
UNREASONABLE

INTERPRETATION:

Half of the employees are not happy with the rates being charged by the canteen. The
company should look into this aspect so that the employees are satisfied.

21
16.) SUGGESTION OR COMPLAINT BOX:

OPTIONS NO.OF RESPONDENTS %

YES 25 50%

NO 25 50%

0%

50% 50% YES

NO

INTERPRETATION:

Almost half of the employees are not aware of the existence of suggestion/ complaint box.
The company should publicise the same and encourage the employee to make use of this.

22
17.) INITIATION OF SUITABLE ACTION ON THE COMPLAINTS/ SUGGESTIONS:

OPTIONS NO.OF RESPONDENTS %

YES 25 50%

NO 13 26%

SOMETIMES 12 24%

0%

24%

YES
50%
NO

SOMETIMES
26%

INTERPRETATION:

Almost 50% of the employees are not satisfied with the action taken by the company on their
complaints

23
 CHAPTER-6
FINDINGS AND
CONCLUSION

24
 FINDINGS
1.) Majority of the workers feel that they work in a comfortable surroundings, whereas some
loopholes are there in sanitation measures.

2.) Half of the workers are not satisfied with ventilation and hygiene measures.

3.) The concept of flexible working hours has not been implemented uniformally.

4.) Some employees have not been provided with safety equipment.

5.) A few of the employees have not been subjected to the medical checkup, mostly owing to
the absence, on the days of medical checkup.

6.) Almost 1/5 of employees are not satisfied with the medical facilities concerning their
families.

7.) There appear to be no regular schedule for holding of cultural events.

8.) Washing facilities have not been adequately provided separately for men and women.

9.) In some cases, facility for sitting at the place of work has not been provided to the
employees.

10.) Both first aid and ambulance facility are not provided in all the cases.

11.) A few of the workers feel that canteen is not performing the purpose for which it has
been established. Besides, almost ¼ of employees are not satisfied with quality of
products in the canteen.

12.) Almost half of the employees are not satisfied with the canteen rates which they find to
be unreasonable/ highly unreasonable.

13.) Half of the employees are not aware of the existence of suggestion / complaint box.

25
 CONCLUSION

In Milk Plant Mohali, welfare measures are provided to the workers in an organized manner. On
the basis of the analysis on the welfare measures provided to the workers, some loopholes are
there in various kinds of amenities. Like hygiene and sanitation require major form of
improvement. Regarding the provision of safety equipment, it needs to be looked as a priority.
The system of medical checkups needs to be streamlined. Cultural events need to be conducted
into an organized manner. The quality of canteen products as well as rates charged on them
should be adequate. One of the major drawbacks is lack of awareness about the suggestion/
complaint box among the employees of Verka Milk Plant, Mohali.

26
BIBLIOGRAPHY

1. Human Resource Management, Excel Publishers

- V.S.P. Rao

2. Human Resource Management, Kataria Publishers

- A.P.VERMA

3. Elements of Mercantile Law, Sultan Chand Publishers

- N.D. Kapoor

4. Aspects of Labour Welfare and Social Security, Himalaya Publishers

- A.M. Sharma

27
ANNEXURE

28
Q1) Are you happy with the welfare measures in the Organization?

A) Yes
B) No

Q2) Are you satisfied with ventilation, hygiene and sanitation measures?

A) Satisfied
B) Dissatisfied
C) Partly Satisfied

Q3) Do you have flexible working hours?

A) Yes
B) No

Q4) Does the company provides required safety equipment for use in plant and machinery?

A) Yes
B) No

Q5) Is regular medical checkup come out for the employees?

A) Yes
B) No

29
Q6) Are the medical facilities adequate?

A) Yes
B) No

Q7) Is there medical provision or regular medical checkup for employees’ family?

A) Yes
B) No

Q8) Does your company hold cultural events or recreational activities?

A) Usually
B) Annually
C) Sometimes
D) None

Q9) Does the company provide good or healthy working conditions?

A) Yes
B) No

Q10) Are the washing facilities available to you?

A) Yes
B) No

30
Q11) Have facilities for sitting been provided at your place of work?

A) Yes
B) No

Q12) what facility is given when a sudden injury or accident occurs?

A) First-Aid facility
B) Ambulance facility
C) Both
D) None

Q13) Is canteen fulfilling its purpose?

A) Yes
B) No
C) Can’t say

Q14) How is the quality of canteen products?

A) Good
B) Satisfactory
C) Unsatisfactory

Q15) what do you think of the rates charged in the canteen?

A) Reasonable
B) Unreasonable
C) Highly Unreasonable

31
Q16) Is there any suggestion/complaint box for getting employees’ suggestions and
complaints?

A) Yes
B) No

Q17) does the company take suitable action on the complaints or suggestions, given by the
employees?

A) Yes
B) No
C) Sometimes

32
33