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• 1. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CONTENTS Chapter-1 Executive summary 1 • Industry Profile 2 • Company Profile 3
• Need For Study 4 • Objectives 5 • Methodology 6 • Scope • Findings 7 • Suggestion
• Conclusion Chapter-2 • Introduction of the Study 7-8 • History of the company 8-10
• Present status of the company 9-15 • Swat analysis • Mission and Vision 16-27 •
Growth of the company 28-29 • Manufacturing process 30-34 • Organization
structure Chapter-3 • Background of the study 35-50 Chapters-4 • Data analyses and
Interpretation 50-72 • Findings And Suggestions. 73-76 • Conclusion 77 Chapter-5
BABASAB PATIL 1
• 2. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. •
Annexure 78-82 • Bibliography 83CHAPTER-I BABASAB PATIL 2
CHAPTER-I Executive Summary BABASAB PATIL 3
Company profile • Need For The Stutdy. • Objectives • Methodology • Scope Of the
study • Limitation Of The Study • Findings • Suggestion • Data Analysis BABASAB
PATIL 4
• 5. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL.
KANAGALA.EXECUTIVE SUMMARYINDUSTY PROFILE: Hindustan latex’s
(HLL)journey started with its incorporation as a corporate entityunder the ministry of
health and family welfare of the government of India on march1,1966.HLL was setup
in the natural rubber rich state of kerala , for the production of malecontraceptive
sheaths for the national family planning programme the company commenced
itscommercial operations on April 5,1969. the plant was established in technical
collaborationwith M/s Oakmont industries. To trace briefly HLL’s land mark in the
37th since it’s commencement of operation. Inthe year 1969 the company started
manufacturing at thiruvanathpuram (karalla) . as part ofexpansion program of the
company starts decided to establishOne more unit Kanagala near Belgaum in the
year 1986. and they start the manufacturing in1987. COMPANY PROFILE:
Hindustan latex’s (HLL) journey started with its incorporation as a corporate
entityunder the ministry of Health and Family welfare of the Government of India on
March1, 1966.HLL was setup in the natural rubber rich state of kerala , for the
production of malecontraceptive sheaths for the national family planning programme
the company commenced itscommercial operations on April 5,1969. The plant was
established in technical collaborationwith M/s Oakmont industries. To trace briefly
HLL’s land mark in the 37th since it’s commencement ofoperation. In the year 1969
the company started manufacturing at thiruvanathpuram (karalla), aspart of
expansion programme of the company starts decided to establish one more unit at
BABASAB PATIL 5
• 6. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Kanagala
near Belgaum in the year 1986, and they start the manufacturing process in1987.HLL
IS TODAY A MULTI- PRODUCT, multy- unit organization addressing various
publichealth challenges facing humility.Hindustan life care limited is the only
company in the world which manufactures and marketsthe widest range of
contraceptives. It is unique in providing a range of condoms, includingfemale
condoms, intra uterine devices, oral contraceptive pills- steroidal In the area of
contraceptives HLL has added to its oral contraceptivepills(OCP)for female. Its OCP
range include Mala D/N, Saheli, Arpana, Apsara, Menders,Jaljeevan etc, it has also
added female condoms to range. It also started manufacturingof copper T, Blood
bags, Hydrocephalus shunt, Hand gloves etc. Today HLL is a multi-product, multi-
unit organization addressing various publichealth challenges facing humanity.On the
path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the
year2010.Title of the project:A Study on Employee welfare facilities.. Need for the

study To know that whether welfare facilities play an important role on the working of
employees,And to know hen the employees are dissatisfied welfare facilities will help
them to getmotivated. BABASAB PATIL 6
KANAGALA.Objectives Of the study:1 To study the existing welfare facilities provided
to the employees at HLL kanagala.2To know the employeesopinion about the
present welfare facilities at HLL kanagala...3To study the satisfaction of workers
towards the present welfare facilitates.4To give certain suggestion based on findings
for improvement in the welfare facilities providedby the management. Scope of the
Study: This study aims to find out the satisfaction of the employees, whether the
companyis providing necessary health, safety and welfare measures in HLL Life care
Limited, Kanagala.The scope of the current study named” Employee welfare
facilities” is limited only to HLL Lifecare limited, Kanagala unit& its application is also
specifically limited to the HLL Life careLimited, Kanagala unit, and the study cannot
be applied to other unit of the HLL. This studyhelps to improve the performance of
the Human resource management department.Limitations of the Study:Following are
some of them limitation of the study:1 The data was collected during the working
hours, employees were busy in their routine workso they were less responsive.2) The
data is collected from the permanent and casual employees and hence the opinion
ofcontract employees is not collected.3) Inadequacy of time was a major limiting
factor faced by researcher. BABASAB PATIL 7
• 8. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Research
Methodology:Data required1. Primary data2. Secondary data1) Primary data
Questionnaire methods are used to elicit information from employees of
varioushierarchy departments. Primary data are those which are gathered specially
for the project at hand is directlythrough questionnaire & personal interaction.
Primary data is collected by administering thequestionnaire & personal interaction.2)
Secondary data The secondary data has been collected from different books and
company files andwebsite.The secondary data has been collected by an individual
from different sources.Text bookInternetSamplingSampling sizeThe study was taken
on 100 respondents.Data presentation Data was presented with the help of tables,
charts; interpretation and observation were notedbelow each table/charts.Data
analysis Data was analyzed by simple qualitative analysis for the study. Findings:
BABASAB PATIL 8
• 9. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. o From
the study it was noticed that majority of respondents i.e.90% of employees aware of
all the welfare facilities provided by the company it means company always think of
employees but still it can improve to satisfy other 10% of the employees. o It was
noticed that 70% of employees feel good about present welfare facilities it shows the
welfare facilities are good.Suggestions: 1. Employees are not satisfied to quality of
the food which is providing by the canteen, so quality of the food has to be increased
to keep the health of the employees good. 2. In my opinion company should provide
transportation facility to contract worker by taking the fare of the bus.CONCLUSION:
Human resource plays an important role in any organization . employee
welfarefacilities are concern to this department , if the employee happy with welfare
facilities then onlythe productivity of that organization can be increased . Based on
the study of Employee Welfare Facilities in Hindustan Lifecare LimitedKanagala it is
clear that the company is very keen in the promoting all the welfare facilitiesprovided
by Hindustan Lifecare Limited Kanagala. BABASAB PATIL 9
KANAGALA.CHAPTER- II BABASAB PATIL 10
CHAPTER - II COMPANY PROFILE • INTRODUCTION • History of the company •
Present status of the company BABASAB PATIL 11
Growth of the company • Manufacturing process • Organization structure • Future
plansINTRODUCTION BABASAB PATIL 12
• 13. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The
project is done at HLL LIFECARE LIMITED, Kanagala (Dist-Belgaum). HLL is a
public sector undertaking by the ministry of health and familywelfare of Government

of India. HLL LIFECARE LIMITED is into manufacture of condomsand
contraceptives. Hindustan latex is a largest manufacturer of indigenous low priced,
highquality Contraceptives namely MOODS, SUPER DELUX RAKSHAK, USTAD etc.
“Without population control our plans of economic development are like writingon
water and with waves of population washing off whatever we have written” an
effectivecontrol of population growth is a key to our economic development. HLL
LIFECARE LIMITED is a public sector undertaking contributing inpromoting the
family planning which is essential for controlling population explosion in ourcountry.
Workforce is an important integral part of the organization. To keep the
workforcesatisfied “Employee satisfaction and welfare facilities” plays a very
important role in theorganisation.INDIAN SCENARIO: Today, India is the 2nd most
populist country in the world. In the halfof this century, India is poised to replace
China as the most populist country in theworld. Therefore, birth control and family
planning measures have assumed greatimportance in India. It has become the
government’s policy to encourage small familiesthe government has undertaken
various measures to reduce population growth. The Government of India adopted the
policy of family planning in 1952in order to control population. One of the major
policies in growth control for reducingbirths, various methods have been adopted,
and one such methods is contraceptive formale and females, thus on 1st march
1969, Hindustan Latex Limited was born. On 5thApril 1969 that the first batch of
condoms rolled out from the plant at Peroorkada. In1985 was the addition of two
plants at Thiruvananthapuram and Belgaum. BABASAB PATIL 13
• 14. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. At the
same time, Government initiated massive advertising andawareness campaigns. Up
to the late eighties, the campaign spoke of “ do yawteen bus”, highlighting an
average family size of five members. By the nineties, themessage was changed to“
hum do hamare do “ , emphasizing the two child norm.Non-government organization
(NGOs) also began to participate in the social marketingprogramme, with funding
from Government as also from other organizations. In 1987,Parivar sewa sansatha
was the first NGO to introduce its own branded condoms in themarket.Hindustan
Latex Limited become one of the world’s largest manufactures of condoms,with an
annual production of 670 million pieces.The commercial branded condom industry
has been declining at the rate of 10% overthe last three years.HLL LIFECARE
LIMITED Hindustan latex’s (HLL) journey started with its incorporation as a
corporateentity under the ministry of Health and Family welfare of the Government of
India on March1, 1966.HLL was setup in the natural rubber rich state of kerala , for
the production of malecontraceptive sheaths for the national family planning
programme the company commenced itscommercial operations on April 5,1969. The
plant was established in technical collaborationwith M/s Oakmont industries. To trace
briefly HLL’s land mark in the 37th since it’s commencement ofoperation. In the year
1969 the company started manufacturing at thiruvanathpuram (karalla), as
BABASAB PATIL 14
• 15. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.part of
expansion programme of the company starts decided to establish one more unit
atKanagala near Belgaum in the year 1986, and they start the manufacturing process
in1987. HLL IS TODAY A MULTI- PRODUCT, multy- unit organization
addressingvarious public health challenges facing humility.Hindustan life care limited
is the only company in the world which manufactures and marketsthe widest range of
contraceptives. It is unique in providing a range of condoms, includingfemale
condoms, intra uterine devices, oral contraceptive pills- steroidalIn the area of
contraceptives HLL has added to its oral contraceptive pills (OCP)for female. Its OCP
range include Mala D/N, Saheli, Arpana, Apsara, Menders, Jaljeevanetc, it has also
added female condoms to range. It also started manufacturing of copperT, Blood
bags, Hydrocephalus shunt, Hand gloves etc.Today HLL is a multi-product, multi-unit
organization addressing various public healthchallenges facing humanity.On the path
of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the
year2010.HLL has been declared a Mini Ratna Company by the Government of India
and upgraded as aSchedule BPSU.HLL Life care Limited is the only company in the
world which manufactures and markets thewidest range of Contraceptives. It is
unique in providing a range of Condoms, including FemaleCondoms, Intra Uterine
Devices, Oral Contraceptive Pills - steroidal, non-steroidal andEmergency

Contraceptive pills; Contraceptive Cream, and Tubaler Rings.HLL’s Health care
product range include: Blood Collection Bags, Surgical Sutures, Auto
DisableSyringes, Vaccines, Women’s Health Care Pharma products, In - Vitro
Diagnostic Test Kits,Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers,
Blood Bank equipment, Iron andFolic Acid Tablets, Sanitary Napkins, and Oral
Rehydration Salts. BABASAB PATIL 15
• 16. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.With a
vast array of innovative products and social programmes launched to meet the
nation’shealth care needs, HLL Lifecare Limited (HLL) is year after year taking a step
closer to its visionof Innovating for Healthy Generations.Over the past sixteen years
HLL has steadily set up a strong and sound infrastructure for directmarketing. HLL
has put in place a vast distribution network covering the length and breadth ofthe
country. HLL’s products today reach over five lakh retail outlets, in 10 states,
covering over600 districts, 1509 distribution points, including over a lakh villages, in
the remotest corners ofthe nation.It is the leading social marketing organization in the
country in the area of contraceptives - with amarket share of over 65 percent in the
rural and semi urban markets, including in the highlypopulated states of UP, Madhya
Pradesh, Bihar etc.HLL has also made vast inroads in the commercial segment too,
with the growth in its marketshare from 0.1 percent over a decade back to 19 percent
at present. HLL’s products are todayexported to over 70 countries.HLL’s association
with world leaders include those with Okamoto of Japan; FinishingEnterprises, USA;
Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,Sweden;
Beijing Zizhu Pharma of China and Acumen Fund, USAWith a vast array of
innovative products and social programmes launched to meet the nation’s healthcare
needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision
of Innovatingfor Healthy Generations.Over the past sixteen years HLL has steadily
set up a strong and sound infrastructure for directmarketing. HLL has put in place a
vast distribution network covering the length and breadth of the BABASAB PATIL 16
• 17. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.country.
HLL’s products today reach over five lakh retail outlets, in 10 states, covering over
600districts, 1509 distribution points, including over a lakh villages, in the remotest
corners of the nation.It is the leading social marketing organization in the country in
the area of contraceptives - with amarket share of over 65 percent in the rural and
semi urban markets, including in the highlypopulated states of UP, Madhya Pradesh,
Bihar etc.HLL has also made vast inroads in the commercial segment too, with the
growth in its market sharefrom 0.1 percent over a decade back to 19 percent at
present. HLL’s products are today exported toover 70 countries.HLL’s association
with world leaders include those with Okamoto of Japan; FinishingEnterprises, USA;
Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,Sweden;
Beijing Zizhu Pharma of China and Acumen Fund, USAHISTORY OF HLL
KANAGALA UNIT:HLL was set up 1969 at Thiruvananthapurm, Kerala as a
government of Indiaundertaking. In 1984 the company decided to establish one more
unit at KanagalaBelgaum district of Karnataka state. Shri.R.Venkataraman the vice-
president Governmentof India laid down the foundation stone for the Kanagala unit.
The function wasprescribed by Shri. Shankaranand, the ministry of Health and
Family welfare of Governmentof India. The construction of plant was completed in
1986 and regular productioncommenced from March 1987. The Kanagala plant is
setup in collaboration with M/sOkamoto Industries, Japan and it incorporates
Japanese technology cable ofmanufacturing tested condoms in the world. The plant
is fully automatedandcomputerized and it has annual production capacity of 144
million condom BABASAB PATIL 17
• 18. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Location
of the Plant:The plant is situated in Kanagala, a small village in hukkeri taluka of
Belgaum District.It is 55 kms away from Belagum, 12 kms from Sankeshwar and 15
kms from Nippani. Itis situated beside the NH-4, which is convenient for
transportation and means forcommunication. In 1984 Shri. B.Shankaranand took the
initiative step in the successfulestablishment of Kanagala unit of HLL.HLL unit
Kanagala plant acquires of about 30 acres of land. About 3/4th of land isoccupied by
administrative office, main factory building, electrical and maintenancedepartment,
boiler room, effluent plant, stores building, ammonia storages, rest room, timeoffice,

canteen and assistance aid room, locker room etc. Other two buildings have
beenconstructed one for production of oral contraceptive pills like Mala D, Mala N,
Choice,Saheli, Ecroz etc. And one more is production of Centchroman Bulk Durg,
which hasannual production capacity of 1,000 kilograms. Other side of the factory
there is aguesthouse, a hostel for unmarried officers and quarters for General
Manger and DeputyGeneral manger.The Kanagala plant, Karnataka commenced
operation with the production of condoms in1985 using Japanese technology. It was
expanded with the tablet tinFacility for birth control pills, Mala D/N, Saheli
commenced in 1992. BABASAB PATIL 18
• 19. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.UNIT
PROFILE:Name : HLL, KanagalaAddress : Hindustan Latex LimitedA/P-Kanagala-
591225Tal-HukkeriDist-BelgaumState-Karnataka.Corporate : Public Limited
CompanyStatus (A Government of India undertaking)Registration No :
KTK/25/11/87Nature of Industry : Manufacturing.Date of commencement : March
1987e-mail : hllnfk@sancharnet.inWeb-site : www.hlllifecarehll.comFax No. : 08333-
279245 BABASAB PATIL 19
• 20. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Phone
no. : 08333-279244, 279206,279680Promoter : Shri.B.ShankaranandFormer minister
of Health and familyWelfare of Government of India.CMD : Shri.M.Ayyappan.Present
status of the Company: Manpower positionOfficers 46 in HLL, Kanagala:Supervisory
Staff 50Administration Staff 43Grade IV workmen 131Grade III workmen 84 WORK
SCHDULE:Grade II workmen 7 Company workers forGrade I workmen 16 entire 24
hours withInduction level –I 44 following workInduction level-II 41 schedule.
BABASAB PATIL 20Worker trainee 11TOTAL 472
• 21. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Shift
TimeGeneral Shift 9:15 AM to 5:15 Pm1st Shift 6:00 AM to 2:00PM2nd Shift 2:00 PM
to 10:00PM3rd Shift 10:00 PM to 6:00AMBOARD OF DIRECTORS:Sr.No. NAME
DESIGANATION1 Shri.M.Ayyappan Chairman & Managing Director2 Shri.Raghubir
Singh Additional Secretary Of Health and family welfare3 Shri.Braj Kishore Prasad
Joint secretary of Health and Family Welfare4 Shri.K.K.Sureshakumar Director
(Marketing)5 Shri.B.B.Chandrashekaran Nair Director (Finance)6
Shri.M.D.Shreekumar Director (Technical and Operation)7 Shri.K.Mohan Das
Director8 Shri.V.Sanjeevi Director9 Shri.V.Meenakshi Sundaram Senior Chartered
AccountantHLL LIFECARE LIMITED Commenced its journey to serve the nation in
the area of Healthcare, on march 1, 1966, with its incorporation as a corporate entity
under the ministry of familywelfare of the government of India. HLL was set up in the
natural rubber rich state of Kanagala, BABASAB PATIL 21
• 22. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.for the
production of male contraceptive sheaths for the national family
planningprogramme.The company commenced its commercial operations on April 5,
1969 at peroorkada inTrivandrum. The plant was establishment in technical
collaboration with M/s Okamoto industriesinc. Japan two most modern plants were
added, one at Thiruvananthpuram and the other atBelgaum.Management Structure:
HLL is fully owned by the Government of India. Board of directors appointedby the
Government manages it. HLL is incorporated as a company under the ministry
ofHealth and Family welfare of Government of India. Overall management of the
company is vested with the board of directorsof the company. The board of directors
are accountable to the shareholders of thecompany and are also accountable to
Government of India.The day-to-day management of the company is entrusted to the
Chairman & ManagingDirector (C & MD) and the functional directors and other
officers of the company assistshim. The Chairman and Managing director, functional
Directors and other officersexercise their decision-making power as per the
delegation of powers approved by theBoard of Directors. BABASAB PATIL 22
KANAGALA.COMPETITORS INFORMATION: The major competitors of the
company for condoms are TTK, JK Group,Polar Latex and the other imported brands
like Durex , Trojan competitors products andtheir respective market shares as shown
below:Company Product Market ShareTTK Kohinoor, Flesta, Champ, Duropack
33%JK Group Kamsutra 22%Imported Brands Durex 04%MARKETING & EXPORT:
To meet the increasing demand for high quality and newervarieties of condoms,

today company markets its products domestically andinternationally. ‘MOODS’ was
the first premium brand, which was launched in themarket on a national scale, and it
is also launched in the international markets.The other brands introduce in domestic
& international markets were ‘RAKSHAK’ and‘NEW SHARE’. HLL taken up marketing
of MALA-D/N, oral contraceptive pills in thestate of Rajastan, Kerala, Karnataka and
Tamilnadu. Today HLL has wide range ofdistribution network to distribute commercial
products all over the country.HLL has its domestic Marketing Offices at: BABASAB
PATIL 23
Noida , Mumbai, Kolkata, Bangalore, Hyderabad, Luck nowHLL brands condoms
have received “ 510 K” from Food And Drug Administration(FDA) and “ CE MARK”
certification from SGS United Kingdom. Both these certificationare necessary to
market condoms in the countries like USA, UAE, UK, Kenya, Mauritiusand Oman.
HLL’s marketing association is spread over Asia Specific, Europe, USA,Central
America, Africa and MiddlePRODUCT PROFILE:The various products produced and
marketed by the company are as shown below:HEALTHCARE PRODUCTS • Blood
Single, Double, Triple, Quadruple, Penta, Pediatric, & Transfer Bags. • Sutures
Hicon, Hincryl, Hisil, hilon. • Tissues expanders HLL Subcutex • Auto Disposable
Syringe Bsure, Autolok • Oral Re-hydration salts Jal Jeevan • Medicated Plasters
Plastid • Women Healthcare Pharma ProductsFAMIL PLANNING & HIV/AIDS
PREVENTION:CONDOMSNirodh Deluxe Nirodh MaujZaroor Rangeele Nymph
BABASAB PATIL 24
• 25. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Ustad
Share TNMSCMoods Sparsh RakshakMoods SupreremeFemale condomsConfidom
Passion RingsMotto, Vision and MissionMottoInnovating for Healthy
Generations.VisionHLL will establish itself as the Leader in its core activities, through
a process of continuousinnovation and participatory approach in order to -Provide
best value to the customer.Be an employer of choice.Promote the cause of family
health in general, and womens health in particular.MissionTo accomplish the
Corporate Vision, HLL has outlined a Mission to be a World Class HealthCare
Company by the year 2010, with focus on five key areas, namely BABASAB PATIL
25
• 26. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.*
Business * Customer * Innovation * Employee and* Social Sector initiatives.Business
Leadership:Attain rapid growth and global levels of operations with cost
competitiveness.Be among the top three players in each main product
category.Become the organization to be benchmarked with.Become an
acknowledged and admired leader at industry forums.Customer Focus:Focus on
quality and customer delight at all timeInnovation:Establish core competence through
a process of learning and innovation.Create a culture of continuous innovation
resulting in at least 10% of turnover from Researchand Development
initiative.Employee Satisfaction:Strive to be the employer of choice in India with
employee satisfaction levels of over 90%.Social Sector Initiatives:Be recognized as
the leading social organization in the field of Reproductive and WomensHealth, with
a commitment to the society - a partner of choice for implementing all
governmentand multi-lateral initiatives in these segments. BABASAB PATIL 26
OBJECTIVES OF THE COMPANY • To maximize capacity utilization of existing
plant. • To increase the profitability of the company and to maximize generation of
surplus to enable HLL to finance its diversification projects. • • • To make social
marketing projects. • To maintain and improve the existing cordial relationship
between employees and management by mutual interaction at various levels and to
further improve efficiency of the executives, supervisors and works to meet future
challenges. • To make continuous efforts for up gradation of technology and quality to
be internationally competitive. • To improve substantially direct marketing for all
products. • To maximize cost reduction. • To explore possibilities for strategic
alliances for diversification. • To be an active player in realization of the objectives set
forth in the national population policy (NPP)2000. • To straighten information,
education and communication aimed at enhancing the outreach of contraceptives in
remote areas BABASAB PATIL 27

Kanagala unit is divided into the following Departments: • Operations and production
• Boiler house • Machine shop • HR • Accounts • Purchase • Stores • • • Dispatch •
Systems • Safety • Electrical • MechanicalCommitment to Quality Systems:HLL
underlines its commitment to quality by mandating that all our manufacturing facilities
arecertified to a quality system standard. Our manufacturing facilities conform to
requirements ofISO 9001:2000, ISO 13485 and various international product
certification marks, thus offeringbest value to our customers in conformance with
international standards.List of certificates:ISO 9001-2000 certificateGMP certificate
BABASAB PATIL 28
• 29. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.CE mark
certificateYEARLY PRODUCTION OF CONDOMS: Year Target Production 2004-05
215 223.40 2005-06 225 228.03 2006-07 242 237.99 2007-08 235
243.51TURNOVER OF THE ORGANIZATION:The below chart shows last five year
turnover of the organization last three year it is constantneat to 5100 and because of
that they increasing their profit.Year Rs.(Lakhs)2002-03 4272.392003-04
4971.212004-05 5306.412005-06 5166.652006-07 5127.70SALES DETAILS:Sr.no
particulars 2005-06 2006-07 2007-081 Condoms(in 221.51 232.99 232.08 LakhRs)2
Oral 578.41 578.75 575.80 Contraceptive Pills (in LakhRs)3 Centchroman 641.56
641.56 788.18 Bulk Drug (In Kgs)FUTURE PROSPECT: BABASAB PATIL 29
Develop new low modus latex formulation with liquid accelerator system.introduce
new products like Super Dotted Extra-time Condoms, Baggy Ribbed Condoms ,
andWarming Gel etc. Develop new latex formulation with single accelerator. Develop
water- basedCondoms lubricated as substitute for silicon oil. Manufacturing condoms
with low proteincontent. Set up Rapid Test Kit manufacturing facility. Develop New-
Generation women Healthcare products. Develop Autologus Blood Bags. To
increase the profitability of the company andto maximize generation of surplus funds
to enable HLL to finance its diversification projects. The commercial production of
Anti Retro Viral Drugs (ARV’s) will be undertaken atKanagala plant for which the
formulation development is under progress.To maintain andimprove the existing
cordial relationship between employees and management by mutualinteraction
.SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY:HLL is committed to
protect environment, eliminate occupational hazards and ensure safety ofemployees
& subcontractors through: Monitoring and control of the impact of itsactivities,
products and services on a continual basis;Compliance of applicable legal and other
requirements;Adopting appropriate operating practices;Facilitating employee training
and their involvement;Pollution mitigation through adoption of best
practices;Conserving materials, energy and reducing waste at source, and /
encouraging usage ofrenewable energy sources;Periodic review of safety health and
environment management system.HR VisionHR Mission BABASAB PATIL 30
• 31. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • To
provide company wide leadership in formulating human resource policies and
programmes that enhance the quality of employee services and encouraging
employee contributions towards sustaining HLL’s continued excellence. • To
collaborate with all other departments in supporting effective recruitment,
development and maintenance of a highly competent workforce. • To be a strategic
partner in creating a work environment this fosters individual achievements,
teamwork, integrity, professionalism and accountability. • To foster a meaningful,
environmental friendly and productive work environment and ensure positive
contribution to the community around us.HR Objectives:Exercise leadership in
modeling and implementing successful human resource policies andpractices that
help unleash employee potential. Create an organizational ambience where
talentscan bloom and support the management’s efforts to foster a high performance
workforce.Support local efforts to recruit, develop and retain a highly qualified work
force by buildingmarket practices and effective employer practices into human
resource methodologies.Encourage, support, reward and recognize creativity,
innovation, individual and team performsHR Philosophy:We,Believe in the potential
of our most valuable assets- Our employees.Believe and trust our employees.Strive
for excellence. BABASAB PATIL 31

• 32. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Exhibit
the values of honesty, integrity and respect among our employees and the publicin
our work and conduct.FEATURES OF HUMAN RESOURCES MANAGEMET:
Human resources management is concerned with employee both asindividuals and
as a group in attaining goals. It is also concerned with behavior, emotional
andsocialAspects of personal: It concerned with development of human resources,
i.e. Knowledge,capability skill, potentialities and attaining and achieving employee
goals, including jobsatisfaction human resource management covers all levels(low
middle and top) and categories(Unskilled, skilled, technical, professional, clerical and
managerial ) of employee’s it covers bothorganized and unorganized employee’s. It
applies to the employees in all types of organization in the world (industry,tread,
service, social, religious, political and government. Department). It all types of
organizehuman resources management is a continuous never ending process.It aims
at attaining the goals of organization and society in an integrated approach.Functions
of HR department. BABASAB PATIL 32
• 33. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.1.
Manpower planning2. Recruitment and selection3. Induction and employee
communication4. Performance appraisal5. House keeping6 .Environmental
regulation7. Employee attendance8. Wages and salary system9. Welfare facilities to
OE’s and administration10. Staffing and motivating the employees11. Compensation
and bonus12. TrainingMANPOWER PLANNING: Planning for HR is most impotent
then planning for any other resources.As demand for latter demand upon the size
and the structure of the former, wither it is in acountry or in an industry father
management of HR hardly being form HR planning. In thisorganization top
management formulates corporate level plan based on corporate
philosophies,policies, vision and mission. BABASAB PATIL 33
• 34. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. At the
end of the every year top management of SIL combined withDana do hell week
These is done in order to formulate target plans for fulfill further manpowerneeds.
Budgeting is done yearly at the corporate office of the Anand Group. TO formulate
HRplan factors like targets set, employee turn over, Expansion programs, cell
structure, shiftstructure etc taken into consideration. At the hell week the
management tries to fix a mathbetween three major factors that is target set, present
employee strength and employee turn overonce a detailed analysis and overall
assessment of future manpower requirement are made in therespective plans, the
HR manager at the plant board plans, then the detailed manpowerrequirement and
the same are the corporate head quarters.RECRUITMENT:It is the process of
searching for prospective employees and encouraging for applying jobs
inorganization. Recruitment is done through two sources.INTERNAL SOURCES: The
organization can recruit internally and connect information through number
ofsources.ORGANIZATION DATABASEHR department maintains information though
a data blank. They collected information has tohow many people have applied for the
job their qualification and also the employee who wantget shifted to another
department whenever there is an opining. HR staff tries to find people BABASAB
PATIL 34
• 35. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.through
these data blacks ; any person meeting the recruitment would be given a callletter
form the organization.a. Job Posting:Depending on ability and skills of the person the
respected post has been give to him.b. Promotion:It refers to shifting of the
employees from lower position to high position carrying higher salariesand better
prestige. The higher position, which are vacant, may be filled up from up with
inorganization.C. Transfers:It involves shifting of employees from their present jobs
to similar job in the other departmentwithout any change in rank or responsibility or
prestige of employees.Employee’s website: The recruitment firm displays about the
opening reconsolidated and cross –examinedwith the required job position.
BABASAB PATIL 35
• 36. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.External
Sources:A). College and university: The requirement of student is a very important
source for entry levelProfessionals. In this, organization interacts and gets
candidates.The major factor that infuelance this requirement methods are1.

Deputation of the college and university. Experience with placement officer in
handling requirement process with theorganization.Completion level for the top
students in the colleges and university.B). Advertisement: These are the basis for
recruitment for this organization. They place the advertisement of therequirement of
candidates and their eligibility required in the newspaper.Selection: The selection
process is done immediately after recruitment. It is a process ofeliminating
understanding candidates and selecting the best candidates out of them for the
job.The selection procedure starts with the scrutinizing of all applications received for
job. If the biodata/ resume sent, matches with the requirement of the job, then
candidates will be called for aninterview, which may be in the right person will be
selected for the job. The selection procedureis complete when the appointment order
is given to the selected candidates.Authority flow by HRD Manager (personal)
BABASAB PATIL 36
• 37. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Dy.
Manager Asst. Manager Spur. ManagerFunctions of the department:The functions of
the department and wider perspective can explain with respective to thefollowing
area.1. Administration and human recourses department.Industrial
relationsLanguageTraining programme.SalaryWelfareI Administration and human
resources development: BABASAB PATIL 37
• 38. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.a.
Manpower planning:Manpower is the main source of organization. We have to make
planning for full utilization ofmanpower of an organization.b. Recruitment and
selection:Company conducts these two processes whenever they need manpower.
Recruitment programmeby giving advertisement and same people they will carry
selection process also.New candidates are selected on the base on the employee
work experienced and merits and alsoby taking personal interview.C. Promotion,
demotion, transfer:Promotion of the employee depends upon employee qualification,
seniority, and annual appraisalreport, also experience on all these employees
promotion will be given.Employee is also can demoted when his performance is not
good; all the rules of government fortransfer an employee.2. Industrial relation:HLL
has cordial peaceful ration history. The company allowed outsiders to visit the
company bygiven visitor pass.Relationship between trade union and management is
good.Management arrange trade union meeting weekly.The maintenance in the
company is very strict. BABASAB PATIL 38
• 39. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.3.
Language:As public sector company HLL always has way ahead in implementing the
Hindi language notonly management but as well as in organization level also.
Company is publishing two languagemagazines for development of Hindi among its
employee, those are follows.A. Parivar-Manthly magazine.B. Ramayana-official
language magazine.4. TrainingA. Company conducts tanning programs for all the
department’s employees fromTime to time.B. Training is given to employee for
adopting skills and also increases ability of employee.C. As per employee opinion the
training arraigned for them is helpful.D. Some training names as are as follow.One
day computation training. Art of learning. Hindi Workshop.Development of personality
training5. Salary.E. salary range varies in between 5000-40,000 for permanent
employee. BABASAB PATIL 39
• 40. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.F. salary
is not fixed on base of employee work ability but more constrained on theservice of
the employee.G. salary is given on time on a fixed date.H. there is an increase in
each employee salary Yearly.Welfare facilities provided in the organization.a)
Canteen subsidy rs.250 p. month.b) Leave travel concession- FOR 3000 kms (Once
in 4-years)c) House rent allowance (HRD)-12% of the basic pay. BABASAB PATIL
40
• 41. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.e)
Conveyance allowance –320 p. month (attendance 15 or more in month).f) Uniforms-
for office staff, security guard, cook, drivers, first aid attainmentg) Raincoat and caps-
who work in open area during rainy seasonh) Shift allowance-I-no allowance, II-3RS/-
per shift, III-5 RS/-per shifti) Festival advance-Rs/-2500 only once in year each
employees, etcj) Maternity benefit- 7 days for male & 84 days for female employee
these days workers aregetting pay.k) HLL co-op society purpose, gives loans, sale of

consumer articles, etc.l) Festival holidays-total 10 holidays. 5 national&5 religious
(during these days workers aregetting pay)m) Disablement benefit-the insured
person will b given full pension at full rate.n) Overtime facility-operative staff; drivers,
store person, &supervisors BABASAB PATIL 41
• 42. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Award •
. 1995-96 HLL awarded with the NF mark by the laboratory national diseases, with
certified queried for export of it’s products to European nations. • 1999-00 HLL
Receives MOU and certificate of from the vice president of India for excellence in the
achievement of MOU target. • 2002-HLL Belgaum plat awarded the ISO
14001.certification as well as HLL’s Kanagala(Belgaum) plant awarded the CE mark
for it’s condoms. • .2003 once again HLL received on 5TH April 2003 The MOU
award of govt of India from the president of India Dr A.P.J.Abdul kalam for excellence
achivement of target for 2001-02 . • HLL received CAPEXIL’s Export Award for
outstanding export performance, from the union Finance Minister. • HLL received the
National Award for excellence in cost management in 2006. • HLL upgrade as a
Schedule ‘B’ PSU by the Government of India in 2006 and HLL declared as a MINI
RATNA PSE by the Government of India on Aug , 31 2006. • HLL Kanagala received
GREENTECH SAFETY SILVER AWARD from Greentech foundation New Delhi in
2006. BABASAB PATIL 42
• 43. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • HLL
Kanagala won the First prize among the Drugs and Pharmaceutical sector, in the
energy conservation in 2006.The monthly remuneration received by each of its
officers and employees.NO. Gread/Designation scale of pay1 Induction level 1 2700-
40-36602 Induction level 2 3000-55-43203 Grade 1/sweeper/cleaner etc. 3600- 70-
52804 Grade 2/peon/security guard 3800-85-5840 BABASAB PATIL 43
• 44. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.5 Grade
3/Jr.steno- typist 4000-100-64006 Grade 4 4200-115-69607 Senior
clerk/Jrstenographer 4400-130-75208 Grade 5 4410-130-75309 Grade 6/sales
officer 4600-145-808010 Asst/Sr.Steno/Supvr/Jr.teritory officer 4800-160-864011
Superintendent/PA etc. 5000-175-920012 Foreman/territory officer/Liaison officer
5030-175-923013 Senior territory officer 5200-180-952014 Marketing officer 5600-
190-1016015 Junior officer 6000-180-1032016 Scientific officer 6400-190-10360
BABASAB PATIL 44
KANAGALA.GROWTH AND DEVELOPMENT:The HLL has come across several
milestones to reach present status. Let us see thesegrowth steps in chronological
order. • 1966: HLL incorporated as a company under the ministry of the Health and
Family welfare of Government of India on 1st mach 1966. • 1969 : HLL commenced
production of condoms at its Thiruvanathapuram plant. • 1976:Production capacity
doubled to 288 million pieces per year. • 1985: Additional plant setup at near
Belgaum in Kanagala and at Perokada in Kerala With adoption Japanese
Technological (Production Capacity 800 million units/year). • 1991: HLL was granted
the 510(k) certification by the Food and Drug Administration (FDA) USA • 1992:HLL
diversified into manufacturing of surgical and examination gloves, commenced
formulation and tabletting of Saheli polls in Kanagala plant. • 1993: HLL build plant
for formulation and tab letting of Male-N, oral pills commenced at HLL Kanagala
Belgaum. • 1994: Commenced production of Copper-T Intra Uterine device at the
Akkulam plant, and commenced production of Ceredrain Hydrocephalus shunts.
BABASAB PATIL 45
• 46. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • 1995:
HLL awarded the NF mark by the Laboratory National D’essais, France, which is the
certification required for export of its condoms to the European nations. • : HLL
granted with an ISO 9002 certification for its quality management system. • 1997:
HLL, the only company from India selected by WHO for obtaining their requirements
of condoms for reaching countries worldwide. • 1998: Hindustan Latex family
planning and promotion trust (HLFPPT) commenced social marketing project all over
the country. • 1999-2000: Receives MOU award and certificate of merit from the vice
president of India, for excellence in achievements of MOU targets. • 2002: HLL’s
Perokuda plant and Kanagala plant awarded the ISO 14001 certification. And HLL’s
Kanagala plant awarded the CE mark for its condoms. • 2003: HLL on April 5, 2003

received the MOU award of the Government of India, from president on India
Dr.A.P.Abdul Kalam, for excellence in the achievement in BABASAB PATIL 46
• 47. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. MOu
targets for 2001and 2002 and emergency contraceptive pills ‘Preventol’. • 2004: HLL
setup anew unit at Kochin special economic zone (CSEZ) in March 2004 and HLL;s
female condom launched in Feb 2004. • 2005: received national safety innovation
awared from the ministry of Labour, Government of India. • 2006: HLL Kanagala
received GREENTEC SAFETY SILVER AWARED from Greentec foundation Delhi. •
2006: HLL Kanagala won the First prize among the Drugs and Pharmaceutical
sector, in the area of energy conservation. BABASAB PATIL 47
KANAGALA.Manufacturing process:Raw material(rubber Latex, Sulphur, Zinc Oxide ,
Casein ,Tamol etc)Stores(Material handling)CompoundingMixing ( according to
proportion)Heated (up to 55 c deg) and Tested .Moulding(Steel moulds dipped
dipped into the Latex)drying chamber (Dried and stripped with silicon PPTVulcanizing
BarrelDrying at 80 c deg(half product)Random testing (Visual test, water leakage
test, dimension test)Inspection sectionIndividually testing of condom manually
BABASAB PATIL 48
• 49. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.(Pinhole
testing machine it can automatically reject the condoms)Primary Packing SectionWith
silicon oil and packed into automatically foil by machineSecondary Packing
SectionManually packed into corrugated boxes(According to different scheme)
BABASAB PATIL 49
• 50. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. C&MD
ED(O)I/C GM(Operation) Unit Chief JGM(pharma) M.(Q&A)Functionally reporting to
Pharma APM AGM( AGM DGM DM SED(CQA)&administrativ AGM(QC/Lab
consultant (BUD) OCP) (Vaccine) (O) (Proj) ely to Unit CHIF )I/C SAPM SAPM DM
(Pharma) APM APM APM AGM( A HR)I? M F DM(P JO/SUP APM(Engg Mgr(s PC)I?
DM(HR) AGM( ec) M Pri) JO AM(H Mgr(I&E M(En AM( IT) SAPM R) A
DM(Safety)Safet ) gg) DMIC ) y ForumCo- ordinator/Safety DM Mech) Commitee
ET(IT) JO/Sup s JO/Sup APM JO/Su JO/Sup pOrganization Chart BABASAB PATIL
50
BABASAB PATIL 51
CHAPTER-III BABASAB PATIL 52
CHAPTER - III BACKGROUND OF STUDY: • Theoretical Background of Employee
welfare. • Theoretical Background of Health. • Theoretical Background of Safety. •
Industrial Background of Safety. • Industrial Background of Employee Welfare.
BABASAB PATIL 53
KANAGALA.DEFINITION OF LABOUR WELFARE Labour welfare has been defined
in various ways, though no single definitionhas found universal acceptance. The
Oxford dictionary defines labour welfare as "Efforts tomake life worth living for
workmen." Chambers dictionary defines welfare as "A state of faringor doing well.
Freedom from calamity, enjoyment of health and prosperity". The Report of the
Committee on Labour welfare (1969) includes under it "suchservices, facilities and
amenities as adequate canteens, rest and recreation facilities, sanitary andmedical
facilities, arrangements for travel to and from work and for the accommodation
ofworkers employed at a distance from their homes and such other services,
amenities andfacilities including social security measures as contribute to improve
the conditions under whichworker are employer." Thus, the whole field of welfare is
said to be one "in which much can be doneto combat the sense of frustration of the
industrial workers, to relieve them of personal andfamily worries, to improve their
health, to afford them means of self expression, to offer them BABASAB PATIL 54
• 55. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.some
sphere in which they can excel others and to help them to a wider conception oflife".
It promotes the well-being of workers in variety of ways.SCOPE OF LABOUR

WELFARE ACTIVITIES: Lab our welfare Activities is combinations of various steps,
the cumulativeeffect of which is to grease the wheels of industry and society. Sound
industrial relations canonly be based on human relations and good human relations
dictate that labour being, humanbeing should be treated humanly which includes
respect for labour dignity, fair dealing andconcern for the human beings physical and
social needs. In any industry good relations betweenthe management and workers
depend upon the degree of mutual confidence, which can beestablished. This, in
turn, depends upon the recognition by the labour of the goodwill andintegrity of the
organization inThe day to day handling of questions which are of mutual concern.
The basic needs of a labour are freedom from fear, security of employment
andfreedom from want. Adequate food, better health, clothing and housing are
human requirements.The human heart harbors secret pride and invariably responds
to courtesy and kindness just as itrevolts to tyranny and fear. An environment where
he is contended with his job, assured of abright future and provided with his basic
needs in life means an atmosphere of good workingcondition and satisfaction to
labour. Labor welfare activities are based on the plea that higher productivity
requiresmore than modern machinery and hard work. It requires co-operative
endeavor of the parties,labour and management. This is possible only when labour is
given due importance and humanelementis taken into account at every
stage..OBJECTIVES OF LABOUR WELFARE ACTIVITIES BABASAB PATIL 55
object of welfare activities is to promote economic developmentby increasing
production and productivity. The underlying principle is to make the workers
giventheir loyal services ungrudgingly in genuine spirit of co-operation, in return for
obligations,voluntary and compulsory, accepted by the employee towards the general
well-being of theemployees. Improving the efficiency of the labour is another
objective of labour welfareactivities. Efficiency gives double reward, one in the form
of increased production and the otherin the shape of higher wages due to
achievement of higher productivity. Welfare activities add totheir efficiency and
efficiency in turn help the worker to earn more wages.Therefore, welfare activities in
an organization are twice blessed. It helps the employer and theemployee both.
Another objective of welfare activities is to secure the labour proper humanconditions
of work and living. Working conditions of organization may be led by an
artificialenvironment which features are dust, fumes, noise, unhealthy temperature,
etc. It is generallyfound that theseConditions imposestrain on the body. The welfare
activities are done to minimize the hazardous effect on the lifeof the workers and
their family members. It is the duty of the employer to see these humanneeds. If
welfare activities are viewed in this light, it can be seen that they are guided
bypurposes of humanitarian and social justice. The next objective of welfare activities
is to add in a real way to the low earningof the labour. The facilities are provided to
supplement the income of the workers by servicessuch as housing, medical
assistance, school, co-operative, canteens, stores, play grounds etc.Thus, the
objective of activities are to promote greater efficiency of the workers, assure
properhuman conditions to the workers and their family members. BABASAB PATIL
56
KANAGALA.THEORIES OF LABOUR WELFAREThe form of labor welfare activities
is flexible, elastic and differs from time to time, region toregion, industry to industry
and country to country depending upon the value system, level ofeducation, social
customs, degree of industrialization and general standard of the socio-
economicdevelopment of the nation. Seven theories constituting the conceptual
frame work of labourwelfare activities are the following:-The Trusteeship Theory:This
is also called the Paternalistic Theory of Labour Welfare. According to this the
industrialistor employer holds the total industrial estate, properties, and profits
accruing from them in a trust.In other words, the employer should hold the industrial
assets for himself, for the benefit of hisworkers, and also for society. The main
emphasis of this theory is that employers should providefunds on an ongoing basis
for the well-being of their employees. BABASAB PATIL 57
• 58. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.The
Public Relation Theory:This theory provides the basis for an atmosphere of goodwill

between labour and management,and also between management and the public,
labour welfare programmes under this theory,work as a sort of an advertisement and
help an organization to project its good image and buildup and promote good and
healthy public relations..PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF
WELFAREACTIVITIESThe success of welfare activities depends on the approach
which has been taken into account inproviding such activities to the employees.
Welfare policy should be guided by idealistic moraleand human value. Every effort
should be made to give workers/ employees some voice in thechoice of welfare
activities so long as it does not amount to dictation from workers. There are
employers who consider all labour welfare activities as distastefullegal liability. There
are workers who look upon welfare activities in terms of their inherentright. Both
parties have to accept welfare as activities of mutual concern.Adequacy of Wages:
Labour welfare measures cannot be a substitute for wages. Workers have a rightto
adequate wages. But high wage rates alone cannot create healthy atmosphere, nor
bring abouta sense of commitment on the parts of workers. A combination of social
welfare, emotionalwelfare and economic welfare together would achieve good
results.Social Liability of Industry: Industry, according to this principle, has an
obligation or dutytowards its employees to look after their welfare. The constitution of
India also emphasizes thisaspect of labour welfare.Impact on Efficiency: BABASAB
PATIL 58
• 59. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.This
plays an important role in welfare services, and is based on the relationship
betweenwelfare and efficiency, though it is difficult to measure this relationship.
Programmes forhousing, education and training, the provision ofbalanced diet and
family planning measures are some of the important programmes of labourwelfare
which increases the efficiency of the workers, especially in underdeveloped
ordeveloping countries.Increase in Personality:The development of the human
personality is given here as the goal of industrial welfare which,according to this
principle, should counteract the baneful effects of the industrial system.Therefore, it
is necessary to implement labour welfare services. Both inside and outside
thefactory, that is, provide intra-mural and extra-mural labour welfare
services.throughout the hierarchy of an organization. Employees at all levels must
acceptCo-ordination or Integration:This plays an important role in the success of
welfare services. From this angle, a co-ordinatedapproach will promote a healthy
development of the worker in his work, home and community.This is essential for the
sake of harmony and continuity in labour welfare services.Democratic Values:The co-
operation of the worker is the basis of this principle. Consultation with, and
theagreement of workers in, the formulation and implementation of labour welfare
services are verynecessary for their success. Thisprinciple is based on the
assumption that the worker is "a mature and rational individual."Industrial democracy
is the driving force here. Workers also develop a sense of pride when theyare made
to feel that labour welfare programmes are created by them and for them. BABASAB
PATIL 59
KANAGALA.WELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA)
(UNIT)1. Washing facility/ Allowance:The company provides this facility only to the
operation staff provides washing facility. Rs.25/-per month provided as washing
allowance for the those who secure actual working of 15 in awage month.2. Canteen
facility :Food items are provided to the employees at subsidized rates. Employees
are paid canteensubsidy @ Rs.250/- per month for those who secure a minimum
attendance of 21 days or more inmonth. Declared public holidays are counted for the
purpose of21 days for this purpose3. Conveyance facilities: BABASAB PATIL 60
• 61. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Bus
facility in made available to the employees for nipani and sankeshwar as per the
shifttime. Conveyance allowance of Rs.320/-p.m. is paid if employee who does not
utilize busfacilities, but subject to ceiling of 60 employees.4. Accommodation
Facilities:The company has provided accommodation facility in Company’s premises
only. Company ishaving well constructed Executive Hostel and Executive Quarters at
it’s premises. Maximumexecutives/supervisors are availing the facility5. Housing
Rent Allowance:The Employees in the factory At Kanagala unit are getting the

housing rent allowance at the rateof 12% of the basic pay.6. Uniform with
stitching:The company provides uniforms to their workers. All the workers are
provided one uniform eachyear expected the workers working in mechanical and
electrical section, because these workersare provided 3 uniforms in 2 years.Also the
stitching changes are provided along with uniforms-For Male Workers –Rs.75/-For
Female Workers –Rs.75/-7. Educational Allowance: BABASAB PATIL 61
• 62. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A sum
of Rs.100/-p.m. per head will be paid towards reimbursement of educationallowance
Rs.2500/-is also given as school penning advance.8. Festival Advance:The company
is also giving festival advance once in a year. Every employee is eligible for
Rs.2500/- as festival advance. It given during the festival.9. Shoes/ Slippers :All the
portative staff is provided Rs. 120/- per year towards slippers and shoes.10. Shift
Allowance:Shift allowance is also provided to the workers –For II shift –Rs. 10/- per
day shiftFor III shift –Rs.15/- per shift11. Shifting allowance:An employee whenever is
transferred from one unit to another will be provided with shiftingallowance to
facilitate his residence shifting expense from the organisation12. Recreation
club:There are two recreation clubs in factory, one is for executive staff and another
is for operative,supervisory and administrative staff. Various social, cultural,
entertainment and tour programmesare arranged by recreational club.13. House
Building Advance (HBA): BABASAB PATIL 62
• 63. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Nine
financial institutions are approved for the financial help to the employees. HBS,
twowheeler advance, four–wheeler advance is paid interest subsidy @ 5% on
reducingbalance method. Each employee will be for HBA only during his entire
service period.14. First-aid facility:There is a first-aid box in factory. If any normal
accident takes place, he gets treatment form aperson in the charge of first-aid
box.16. Seasonal Protection:The employees who are working in open place are
provided with raincoats, sweaters and caps.This facility is available to security
guards, cooks, drivers etc. The rest rooms are wellmaintained properly ventilated
having several newspapers. 17. Rest room facility:There is a separate rest room for
the operative staff to rest during the off time. The rest roomsare separate for male
female employees. The rest rooms are well maintained properly ventilatedand having
several newspapers. 18. Locker facility:Lockers are given to the employees in the
factory wherever necessary. This facility is for safestorage of employee’s bags,
dresses etc.19. Drinking water: The company provides pure water at place where
they are working or atthe assembly points.20. Toilet and Wash Room:Separate
latrines and urinals facility is available for operative, administrative
andofficial/executive staff. BABASAB PATIL 63
KANAGALA.21.Ventilation Facility:There are fans and air conditioners in every
department and section. These ventilationdevices are necessary during summer
season to get cold air in work place.22Sitting Facility :Company has made sitting
facilities to operative as well as to a administrative staff. Nearly 100%work id done at
sitting position only.23.Shift Allowance:The employees of HLL are getting shift
allowance at the following rates:First Shift No allowanceSecond shift Rs.10/-per
shiftThird shift Rs.15/-per shift24. Safety Equipments:Almost all necessary safety
equipments like nose masks, caps hand gloves, safety uniforms,aprons, safety
shoes, goggles, helmet etc, are provided to the operative staff.25. Health Check-up
Facility:Management conducts medical health check up programmes once in a year
for all employees andtwice in a year for OCP plant employees.26.Leave
Facility:Sr.no Type of Leave Administrative and Operative Staff BABASAB PATIL 64
Supervisory Staff1 Earned leave 30 per year 1leave 12 days2 Casual leave 12 per
year 8 per year3 Half pay leave 20 per year27. Medical Aid:The company has
provided housing facility only for top-level management . There is no housingfacility
for other employees.28. Leave Travel Concession:This facility is given to the
permanent employees of the company employee including his/ hereligible
dependents is given leave travel concession. Leave traveling concession given to
theemployee is Rs.10000/- once in a four year and if employees don’t want to travel

then he will begiven 75% of encashment. The traveling should be within 3000kms in
any part of India. BABASAB PATIL 65
• 66. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A.
Theoretical Background.HEALTHa. Importance of HealthThe trite saying ‘Health is
Wealth’ explains the importance of health. The health resultsin high rate of
absenteeism and turnover, industrial discontent and indispline, poorperformance and
low productivity and more accidents. On the country, the naturalconsequences of
good health are reduction in the rate of absenteeism and turnover,accidents and
occupational disease. Beside, employee health also provides other benefitssuch as
reduced spoilage, improved morale of employee, increased productivity ofemployee
and also longer working period of an employee, which of course, cannot beeasily
measured.In long and short, employee health is important because it helps:Maintain
and improvement the employee performance both quantitatively and
qualitatively.Reduced employee absenteeism and turnover.Minimize industrial unrest
and indiscipline.Improve employee morale and motivation. BABASAB PATIL 66
KANAGALA.Occupational health services should be established in or near a place
ofemployment for the purpose of:-1) Protecting the workers against any health
hazard arising out of work orConditions in which it is carried on2) Contributing
towards worker’s physical and mental adjustment and3) Contributing to
establishment and maintenance of the highest possible degree ofPhysical and
mental well-being.b. OCCUPATIONAL HAZARDS AND DISEASES:Employee in
certain industries are exposed to retain hazards and disease. Occupationalhazards
classified into following categories:1) Chemical hazardOccupational
Diseases:Working condition prevalent in industries causes occupational
diseases.Protection against Hazards:1) Preventive MeasuresThe preventive
measures to protect employee against occupational health hazardsMay include: •
Pre-employment medical examination. • Periodic post employment medical
examination. • Removal of hazardous condition the extent possible • Emergency
treatment in case of accidents. • Education of workers in health and hygiene.
BABASAB PATIL 67
Training in first-aid to workers. • Proper factory layout and illumination. • Proper
effluent disposal treatment plants. • Proper scheduling of the work and adequate rest.
Curative Measures : • The curative measures include the following: • Adequate and
timely medical treatment • Allowing the employee adequate period of convalescing
and recuperating. • Availing the needed best medical treatment facilities from outside
hospitals. C. Statutory provisions concerning health The factories Act.1948 insist that
the following provisions must be made inIndustrial establishment for safeguarding
employee-health: 1) Cleanliness 2) Disposal of wastes and Effluents 3) Ventilation
and temperature 4) Dust and fumes 5) Lighting 6) Drinking waterSafety.a.
AccidentsThe ever increasing mechanization, electrification. Chemicalisation and
sophistication havemade industrial jobs more and more complex and interacts. This
has led to increasing dangers tohuman life in industries through accidents and
injuries. .What is safety? BABASAB PATIL 68
• 69. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A safety
man’s in a simple terms freedom from the occurrence or risk of injury or
loss.Industrial safety or employee safety to the protection of workers from the
industrialaccidents.What is an accident?An accident is an unplanned and
uncontrolled event in which an action or reaction of an object, asubstance, a, person
result in personal injury or material damage.According to the factories Act 1948, it is
“an occurrence in industrial establishment causingbodily injury to a person which
makes him unfit to resume his duties in the next 48 hours”.sTypes of
Accidents:Accidents may be of different types depending upon the severity,
durability, and degree ofthe injury. An accident causing death or permanent or
prolonged.Disability to the injured employee is called ‘major’ accident cut that does
not redder theemployee disabled is termed as ‘minor’ accident AccidentsInternal
External BABASAB PATIL 69
MajorInternalFatal Disability Temporary permanent Total partial Total partialC.

Causes for industrial accidents:Unsafe conditions (or situational factors) :Job
itself:work schedules :Psychological conditions:Machinery and equipmentUnsafe
Acts (or individual Factors) : • Operating without authority BABASAB PATIL 70
Failure to use safety devices • Careless throwing of materials on floor • Operating at
unsafe speed • Using unsafe equipmentTheoretical background • Removing or
disconnecting safety devices • Lifting things improperly • Taking unsafe positions
under suspended loads • Using unsafe procedure in loading and unloading •
Cleaning, oiling, repairing or adjusting moving machines • Teasing, quarreling, day-
dreaming or horseplay. • Personality and behavior, which make some, people more
accident pronec. Miscellaneous causes:young untrained and inexperienced workers
cause more accidents than old, trained andexperienced workers. Alcoholic and Drug
addicted workers are more accident-prone. Workershaving disturbed family life are
likely to cause more accidents due to stress.d. Need of Safety:An accident free plant
enjoys benefits such as substantial savings in costs, increased .Productivity, moral
and legal grounds.1cost savina. Direct costsDirect cost are such as compensation
payable, medical expenses incurred. If the victim isuninsured, compensation and
medical expenses are the responsibility of management.b. Indirect costsindirect
costs include loss on account of downtime of operators, slowed production rateof
other workers, materials spoiled and labor for cleaning and damages to equipment.
BABASAB PATIL 71
• 72. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.A safety
plant, by avoiding accidents eliminates these direct and indirect costs2. Increased
productivitySafety plants are efficient plants. To a large extent, safety promotes
productivity.Employees in safe plants can devote more time to improving the quality
and quantity ofoutput and spend less time worrying about their safety and well
being.3. MoralSafety is important on human rounds too. An employee is a worker in
the factory and thebreadwinner for his/her family. So, mangers must undertake
accident prevention measuresto minimize the pain and suffering the injured worker
and his/her family are exposed toas a result of accident.4. LegalThe maintenance of
safety in the factory premises is a legal requirement for theindustry. There are laws
and acts for ensuring safety measures in the factory andimposing penalties for non-
compliance have become quite server. The responsibilityextends to the safety and
health of the surrounding community, too.Finally, financial losses, which accompany
accidents, can be avoided if the plant isaccident free.e. Responsibility of safetySafety
is primarily the responsibility of the management. This responsibility should reston
the shoulders on the all cadres of management, such as plant manger,
productionmanger, chief engineer, personal manger, maintenance engineer,
individual foreman, safetyofficer.f. Measures ensure industrial safetyThe main steps
that can be taken to ensure safety and security of employees are asfollows:1. Safety
Programmed BABASAB PATIL 72
• 73. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Safety
Programmed deals with the prevention of accidents and with minimizingthe resulting
loss and damage to persons and property. The most importantfunction of safety
programmed is to identify potential hazards, provide effective safetyfacilities and
equipment and to take prompt remedial action. This is possible only ifthere are:1.
Comprehensive and effective system for reporting all accidents causing damage or
injury.2. Adequate accident records and statistics.3. Systematic procedures for
carrying out safety checks, inspections andinvestigations.4. Methods of ensuring that
safety equipment is maintained and used.5. Proper means available for persuading
mangers, supervisors and workers topay more attention to safety matters.2. Safety
PolicyThe top management should determine the safety policies of the organization
and itmust be continuously involved in monitoring safety performance and in ensuring
thatcorrective action is taken when necessary.3. Organization for SafetyA safety
director and a safety committee be set up by an organization. The managementand
the supervision must be made fully accountable for safety performance in theworking
areas they control.4. Safety Engineering BABASAB PATIL 73
• 74. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Safety
engineering helps to minimize unsafe conditions. Full attention should bepaid to
safety in the layout, design and installation of plant and machinery.5. Safety

Education and TrainingSafety education and training develop awareness among
employees and ensure safe workperformance by developing their skills.6. Safety
ContestsCompanies may encourage safety competitions among their departments
with a view tobringing about reduction in number of accidentRole of Management
and UnionsThe problem of safety must begin with the management should believe in,
and have acommitment to safety rules. The mere consultation of a safety committee
or theappointment of a safety officer servers no great purpose. Nor is it enough
merely toshow concerns for safety after an emergency. The management must view
safety as anintegral part of the management process.Role of GovernmentThe
Government of India established the factory Advice Service and Labor
Institute,Mumbai. The institute renders advice on safety matters and enforces safety
laws. A‘National Program for Coordinated Action Plan’ for control of hazards and
protection ofhealth and safety of workers in dangerous manufacturing process has
been launched. TheNational safety Council was set up in 1966 to promote safety
consciousness, to preventaccidents and to conduct safety programmed.g. Safety
Program EvaluationThe effectiveness of safety program must have to be evaluated.
There are sveral methods toevaluate the safety program.The techniques used are as
follows:-1. Safety Inspections: BABASAB PATIL 74
• 75. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.In this,
inspectors are given specific to follow. These may include programmedelements
such as formation of safety committees, how often they meet. Afterinspection, a
report of the findings is made to the management con2. Safety Audit:Audit is an in-
depth analysis of facilities, management and employee attitude towardssafety,
managerial effectiveness in maintaining safety and quality of the safety planningas
well as the operations conformity with safety regulations.3. ComparisonThis is the
third method of evaluating the company’s safety efforts. The purpose here isto
compare the experience of a plant or industry with that of another which
iscomparable. It is well known that some operations have consistently better
frequency (orservice) rates, often in spite of inherently high operating hazards.DATA
ANLAYSIS AND INTERPRETATIONS.Question No.1Table No.1Showing the
responses towards awareness of all the employee welfare facilities in HLLAwareness
of welfare facilities. Valid Cumulative Frequency Percent Percent PercentValid Aware
90 90.0 90.0 90.0 not aware 10 10.0 10.0 100.0 Total 100 100.0 100.0Graph No 1
BABASAB PATIL 75
KANAGALA.INTERPRETATION:It may inferred form Table 1 that 90% of the
respondents aware and 10% of the respondents notaware of all the welfare facilities
provided by the company.Question No.2Table No.2Showing the responses towards
present welfare facilities in HLL BABASAB PATIL 76
• 77. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Opinion
of employees about present welfare facilities Frequenc Valid Cumulative y Percent
Percent PercentValid Good 70 70.0 70.0 70.0 Excellent 15 15.0 15.0 85.0 not aware
15 15.0 15.0 100.0 Total 100 100.0 100.0Graph No.2INTERPRETATION:It may
inferred form Table 2 that 70% of the respondents feel good,15%respondents
feelexcellent and 15% respondents feel average of present welfare facilities.
BABASAB PATIL 77
KANAGALA.Question No.3Table No.3Showing responses of respondents that which
welfare activity is most important for them.Which welfare activity is most important
Valid Cumulative Frequency Percent Percent PercentValid Training 24 24.0 24.0
24.0 health and safety 64 64.0 64.0 88.0 other welfare measures 12 12.0 12.0 100.0
Total 100 100.0 100.0Graph No .3INTERPRETATION:It may inferred form Table 3
that 24% of the respondents said that training,64% of therespondents said that
health and safety and 12% of the respondents said that is the this welfarefacility is
most important for them. BABASAB PATIL 78
KANAGALA.Question No.4Table No.4Showing participation of workers in worker
participation programme .Participation of workers in workers participation programme
Valid Cumulative Frequency Percent Percent PercentValid Yes 94 94.0 94.0 94.0 No
6 6.0 6.0 100.0 Total 100 100.0 100.0Graph No .4INTERPRETATION:It may inferred

form Table 4 that 94% of the respondents said that worker particepate,6% of
therespondents said workers not participate in workers participation programs.
BABASAB PATIL 79
KANAGALA.Question No.5Table No.5Showing the first objective in the company.
BABASAB PATIL 80
• 81. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.First
objective in the company Valid Cumulative Frequency Percent Percent PercentValid
higher productivity 76 76.0 76.0 76.0 indusstrial peace 19 19.0 19.0 95.0 harmony
welfare programes 5 5.0 5.0 100.0 Total 100 100.0 100.0Graph
No.5INTERPRETATION:It may inferred form Table 5 that 76% of the respondents
said that higher productivity ,19% ofthe respondents said that industrial peace and
harmony and said that welfare programs is the firstobjective of the company.
BABASAB PATIL 81
KANAGALA.Question No.6Table No.6Showing responses of respondents about
advancement for their career in the company .Advancement for the employees in
their upliftment of career Valid Cumulative Frequency Percent Percent PercentValid
Yes 76 76.0 76.0 76.0 No 24 24.0 24.0 100.0 Total 100 100.0 100.0Graph
No.6INTERPRETATION:It may inferred form Table 6 that 76% of the reapondents
said there anadvancement and 24% said there no advancement for the employees in
their upliftment of career. BABASAB PATIL 82
KANAGALA.Question No.7Table No.7Showing that with how much time the injured
worker is given treatment.In how much time the injured worker is given treatment
Valid Cumulative Frequency Percent Percent PercentValid immediately 56 56.0 56.0
56.0 within 15 mints 37 37.0 37.0 93.0 within 1/2hour 6 6.0 6.0 99.0 more than 1 1
1.0 1.0 100.0 hour Total 100 100.0 100.0Graph No.7 BABASAB PATIL 83
KANAGALA.INTERPRETATION:It may inferred form Table 7 hat 56% of the
respondents said that immediately, 37% of therespondents said within 15%
minutes,6% of the respondents said that within ½ an hour and 1%ofthe respondents
said that the injured is given treatment.Question No.8Table:8 BABASAB PATIL 84
KANAGALA.Contents available in first aid box Valid Cumulative Frequency Percent
Percent PercentValid every time 84 84.0 84.0 84.0 Mostly 11 11.0 11.0 95.0
sometimes only 5 5.0 5.0 100.0 Total 100 100.0 100.0Graph
said that every time,11% of therespondents said that mostly and 5% of the
respondents said sometimes only first aid box withprescribed contents is available.
BABASAB PATIL 85
KANAGALA.Question No.9Table No.9Showing responses of respondents that if any
major accident happens to worker and they are notable to work then what kind of
compensation is provided.Compensation should provide if major accident happens.
Valid Cumulative Frequency Percent Percent PercentValid full claim amount 50 50.0
50.0 50.0 job to one of the family 44 44.0 44.0 94.0 members any other type specify
6 6.0 6.0 100.0 Total 100 100.0 100.0Graph No.9INTERPRETATION: BABASAB
PATIL 86
• 87. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.It may
inferred form Table 9 that 50% of the respondents said that full claim amount ,44%of
the respondents said that job to one of the family members and 6% of
therespondents said that and other type compensation provide if any major accident
happens tothem.Question No.10Table No.10Showing responses of respondents that
how much they are satisfied with the foods/snacks/drinksprovided at different
intervals.Satisfaction of employee about food/ snacks/ drinks provided at
differentintervals Valid Cumulative Frequency Percent Percent PercentValid to the
lowest 8 8.0 8.0 8.0 somewhat neutral 60 60.0 60.0 68.0 to the lowest 32 32.0 32.0
100.0 Total 100 100.0 100.0Graph No.10 BABASAB PATIL 87

respondents said that to the lowest ,60% of therespondents said that some
whatneutal and 32% of the employee said that to the lowest theysatisfied with the
food/snacks/drinks provided to you at different intervals.Question No11Table
No.11Showing responses of respondents that how nutritious is the food provided by
canteen. BABASAB PATIL 88
• 89. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.How
nutritive is the food Valid Cumulative Frequency Percent Percent PercentValid highly
nutritive 11 11.0 11.0 11.0 nutritive 21 21.0 21.0 32.0 some what 51 51.0 51.0 83.0
nutritive least nutritive 17 17.0 17.0 100.0 Total 100 100.0 100.0Graph
said thatHighly nutritive ,21% of the respondents said that nutritive,51% of the
respondents said thatsome what nutritive and 17% of the respondents said that least
nutritive is the food provided bycanteen BABASAB PATIL 89
KANAGALA.Question No.12Table No.12Showing responses of respondents that do
the health checkup increases the morale of the worker.Do the Health and safety
training increases the morale of theworkers Valid Cumulative Frequency Percent
Percent PercentValid Yes 90 90.0 90.0 90.0 No 10 10.0 10.0 100.0 Total 100 100.0
100.0Graph No.12INTERPRETATION:It may inferred form Table 12 that 90% of the
respondents said that the health and safety trainingprovided by the company
increases the morale of the workers and 10% said no . BABASAB PATIL 90
KANAGALA.Question No.13Table No.13Showing responses of respondents that
whether management conducts health checkupprogrammes for employeesWhether
management conduct health checkup programmes. Valid Cumulative Frequency
Percent Percent PercentValid Yes 100 100.0 100.0 100.0Graph No 13 BABASAB
PATIL 91
respondents said that the management conductshealth checkup programmes for
employees.Question No.14Table No14Showing responses of respondents that if yes
in what intervals. BABASAB PATIL 92
• 93. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.In what
intervals Management conduct health checkup programmes. Valid Cumulative
Frequency Percent Percent PercentValid quarterly 9 9.0 9.0 9.0 half yearly 18 18.0
18.0 27.0 yearly 73 73.0 73.0 100.0 Total 100 100.0 100.0Graph
N0.14INTERPRETATION:It may inferred form Table 14 that 9% of the respondents
said that quarterly,18% of therespondents said that half yearly and 73% of the
respondents said that yearly managementconducts health checkup programmes for
employees. BABASAB PATIL 93
KANAGALA.Question No,15Table No.15Showing responses of respondents that are
they satisfied with the drinking water facilitiesprovidedDrinking water facility Valid
Cumulative Frequency Percent Percent PercentValid Yes 97 97.0 97.0 97.0 no 3 3.0
3.0 100.0 Total 100 100.0 100.0Graph No.15INTERPRETATION: BABASAB PATIL
94
inferred form Table 15 that 97% of the respondents satisfied with the drinkingwater
facilities provided and 3%of the respondents are not satisfied with the drinkingwater
facilities provided.Question No.16Table No.16Showing responses of respondents
that is the HRA allowance provided by the companysatisfactory.Does company
provides HRA allowance Valid Cumulative Frequency Percent Percent PercentValid
Yes 80 80.0 80.0 80.0 No 20 20.0 20.0 100.0 Total 100 100.0 100.0Graph No.16
BABASAB PATIL 95
respondents said that HRA allowance provided bythe company satisfactory and 20%

of the respondents said that HRA allowance provided by thecompany not
satisfactory.Question No.17Table N0 .17Showing responses of respondents that
does company is taking due care of employees. BABASAB PATIL 96
• 97. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Does
company take due care of employees. Valid Cumulative Frequency Percent Percent
PercentValid Yes 89 89.0 89.0 89.0 No 11 11.0 11.0 100.0 Total 100 100.0
100.0Graph No.17INTERPRETATION:It may inferred form Table 17 that 89% of the
respondents said company is taking due care ofthem and 11% said no. BABASAB
PATIL 97
KANAGALA.Question No.18Table No.18Showing responses of respondents that are
the facilities provided by credit society aresatisfactory.Satisfaction about facilities of
credit society Valid Cumulative Frequency Percent Percent PercentValid Yes 88 88.0
88.0 88.0 No 12 12.0 12.0 100.0 Total 100 100.0 100.0Graph
said you think facilities provided bycredit society are satisfactory and 12% of the
respondents said you think facilities provided bycredit society are not satisfactory.
BABASAB PATIL 98
KANAGALA.Question No.19Table N0.19Showing responses of respondents that how
employees are committed to achieve the companyobjective.Commitment of
employees to achieve the company objectives Valid Cumulative Frequency Percent
Percent PercentValid rank 1 6 6.0 6.0 6.0 rank 2 6 6.0 6.0 12.0 rank 3 32 32.0 32.0
44.0 rank 4 29 29.0 29.0 73.0 rank 5 27 27.0 27.0 100.0 Total 100 100.0 100.0Graph
No.19 BABASAB PATIL 99
respondents are given rank 1, 6% of therespondents are given rank2 ,32% of the
respondents are given rank 3,29% of the respondentsare given rank 4 ,27% of the
respondents are given rank 5.Question No.20Table No.20Showing responses of
respondents that does health affected by workplace environmentIs health affected by
workplace environment Valid Cumulative Frequency Percent Percent PercentValid
Yes 21 21.0 21.0 21.0 No 79 79.0 79.0 100.0 Total 100 100.0 100.0 BABASAB
PATIL 100
• 101. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.Graph
are said health affected by workplaceenvironment and79% of the respondents are
said health not affected by workplace environment.Question No.21Table
No.21Showing responses of respondents that is there sufficient number of latrines
and urinals atconvenient places. BABASAB PATIL 101
• 102. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.are
there sufficient number of latrines and urinals at convenientplaces Valid Cumulative
Frequency Percent Percent PercentValid Yes 92 92.0 92.0 92.0 No 8 8.0 8.0 100.0
Total 100 100.0 100.0Graph No.21INTERPRETATION:It may inferred form Table 21
that 92% of the respondents are said that there are sufficientnumber of latrines and
urinals at convenient places and 8% % of the respondents are said thatthere are not
sufficient number of latrines and urinals at convenient places. BABASAB PATIL 102
KANAGALA.Question No.22Table No.22Showing responses of respondents that how
well hygienic conditions maintained in latrines andurinals.Hygienic conditions
maintained in latrines and urinals Valid Cumulative Frequency Percent Percent
PercentValid Above 19 19.0 19.0 19.0 average Average 78 78.0 78.0 97.0 Below 3
3.0 3.0 100.0 average Total 100 100.0 100.0Graph No.22INTERPRETATION:
BABASAB PATIL 103
inferred form Table 22 that 19% of the respondents are said that well
hygienicconditions maintained in latrines and urinals are above average, 78% of the
respondentsare said that wellhygienic conditions maintained in latrines and urinals
are average and 3% of the respondents aresaid that well hygienic conditions

maintained in latrines and urinals are below average. CHAPTER- IV BABASAB
PATIL 104
KANAGALA.FINDINGS: The welfare facilities, which are organized by the
management, are well known to theworkers and all about the respondents are
satisfied with the majority welfare facility except thefew mentioned below. But the
only complaint is that transportation and canteen facility which isessential for them. I
have pointed out the positive and negative points of the welfare facilities asfollows:
BABASAB PATIL 105
• 106. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. • From
the study it was noticed that majority of respondents i.e.90% of employees aware of
all the welfare facilities provided by the company it means company always think of
employees but still it can improve to satisfy other 10% of the employees. • It was
noticed that 70% of employees feel good about present welfare facilities it shows the
welfare facilities are good. • It was found that 64% of employee say ,training is the
most important welfare activity and that the training and education provided by the
organization is popular and as per the expectation of the employees. • It was found
that 94% of employees participate in workers participation programme indicating that
the employees are happy to be part of the organization and the activities that are
happening around them. They are also happy to help the management as and when
their capabilities are required. • It was found that 76% 0f employees said that higher
productivity is the first objective of the company. • It was found that 76% of
employees said that there an advancement for the employee for there upliftment of
career it shows company trying to increase knowledge of the employees. • It was
found that 56% of the employees said that treatment is given to injured worker
immediately it shows other employees getting treatment in 15 mints or more than it
therefore company have to try to give the treatment before 15 mints. . • From the
study it was found that 84% of employees said that every time contents are available
in first aid box , means medical committee always aware pf its functions. BABASAB
PATIL 106
the study it was found that 50% of employees opinion is full claim amount, if any
major accidents happens to them, it shows monetary benefit is important for them. •
It was found that 62% of employees are somewhat satisfied with food/snacks/drinks
provided at different intervals means they want some changes in the food, snacks
drinks provide • From the study it was found that 51% of employees said that the
food provided by the canteen is somewhat nutritive. • From the study it was noticed
that majority of respondents i.e.90% of employees said that the health and safety
training increases the moral of the worker it . • From the study it was noticed that
majority of respondents i.e.100%said that management conducts health checkup
programmes. • It was found that73% of the employees said that management
conducts health checkup programmes yearly. • From the study it was found that 97%
of the employees said that they are satisfied with drinking water facility it shows
company is providing good drinking water. • From the study it was found that 80% of
the employees said that HRA allowance provided by the company is satisfactory it
shows employee can stay at convent places. • From the study it was found that 89%
said that company is taking due care of them,it means everyone is important in
comany. BABASAB PATIL 107
the study it was found that 88% of the employees said that facilities provided by the
credit society are satisfactory it shows the credit society is helping the employee for
their future. • From the study it was found that 32% of the employees given rank to 3,
means employees are trying to achieve company objective . • From the study it was
found that 79% of the employees said that health is not affected by the workplace
environment it means the workplace environment is clean and not hazardous. • From
the study it was found that 92% of the employees said that there are sufficient
number of Toilet and washroom at convent places. • From the study it was found that
78% of the employees said that average hygienic conditions maintained in latrines
and urinals. SUGGESTION: 1. Employees are not satisfied to quality of the food
which is providing by the canteen, so quality of the food has to be increased to keep

the health of the employees good. 2. In my opinion company should provide
transportation facility to contract worker by taking the fare of the bus. BABASAB
PATIL 108
• 109. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 3 The
company should provide Toilet and wash room facilities to contract workers. 4
Company should increase the Canteens facilities to the contract workers. 5. Some
workers complained about the rest room in the company is not so good it should
bekept clean and comfortable in rest period. BABASAB PATIL 109
CONCLUSION: Human resource plays an important role in any organization .
employee welfarefacilities are concern to this department , if the employee happy
with welfare facilities then onlythe productivity of that organization can be increased .
Based on the study of Employee Welfare Facilities in Hindustan Lifecare
LimitedKanagala it is clear that the company is very keen in the promoting all the
welfare facilitiesprovided by Hindustan Lifecare Limited Kanagala. Employees are
satisfied to medical checkup and HRA allowance. Really companywill take care
about all Employees and also contract base workers. Finally the study concludes that
the employees are satisfied with the presentWelfare Facilities in the organization.
BABASAB PATIL 110
BABASAB PATIL 111
KANAGALA.CHAPTER-V BABASAB PATIL 112
KANAGALA.ANNEXURQUESTIONNAIREDear sir/madam, I am pleased to
introduced my self as MBA student.As a part of co- curriculumI have undertaken a
study on the “EMPLOYEE WELFARE FACILITY IN HLL LIFECARE.LTD
KANAGALA” The information provided by u will kept confidential and used
foracademic purpose only.Personal ProfileName:Age:Sex: Marital status:
Department:Length of service:1) Are you aware of all the welfare facilities provided
by the company? Aware Not aware BABASAB PATIL 113
• 114. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.2) How
do you feel about present welfare facilities? Good Excellent Average3) Which welfare
activity is most important for you? Training Health and safety Other welfare
measures4) Do workers actively participate in workers participation programs? Yes
No5) what is your first objective in the company?Higher productivity Industrial peace
harmonyWelfare programs6) Any advancement for the employees in their upliftment
of career provided in the company?Yes No BABASAB PATIL 114
• 115. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.7)
Within how much time the injured worker is given treatment? Immediately Within 15
mintsWithin ½ hr more than 1 hr8) How often first aid box with prescribed contents is
available? Every time MostlySometimes only9) If any major accident happens to you
and not able to work then what kind of compensation isprovided .Full claim amount
Job to one of the family membersAny other type specify… BABASAB PATIL 115
• 116. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.10) Are
you satisfied with the food/snacks/drinks provided to you at the work place?To the
highest Some whatTo the lowest11) How nutritious is the food provided to you?
Highly nutritive Nutritivesome what nutritive least nutritive12) Do the health and
safety training provided by the company increases the safety of theworkers?Yes
No13) Whether management conducts health checkup programmes for employees?
Yes No14) If yes at what intervals? BABASAB PATIL 116
KANAGALA.Monthly QuarterlyHalf yearly Yearly15) Are you satisfied with the
drinking water facilities provided?Yes_____ If no ____ why?16) Is the HRA
Allowance provided by the company satisfactory? Yes No 17) Do you think company
is taking due care of you? Yes s No18) Do you think facilities provided by credit
society are satisfactory? Yes No19) How committed are you to achieve the company
objective?(ranks 1-5) (5 highest-----1st least) BABASAB PATIL 117

• 118. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 1 2 3 4
520) Is your health affected by workplace environment? Yes No If yes how?21) Are
there sufficient number of Toilets and washroom at convenient places? Yes No22)
How well hygienic conditions maintained in toilet and wash room?Above average
AverageBelow average23) Do you have any suggestions regarding welfare activates
in your company?

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