Report on employee welfare kpcl

A
PROJECT REPORT
ON
“A STUDY OF EMPLOYEE WELFARE FACILITIES”
FOR
“KIRLOSKAR PNEUMATIC COMPANY LIMITED”
PUNE
SUBMITTED BY
ROMA ROHIRA
UNDER THE GUIDENCE OF
PROF. SUNIL GOUD
SUBMITEED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILMENT OF REQUIREMENT FOR THE DEGREE OF
MASTER IN BUSINESS ADMINISTRATION
AT
ALL INDIA SHRI SHIVAJI MEMORIAL SOCIETY,
INSTITUTE OF MANAGEMENT (MBA) PUNE 411001
2014 - 2016
1

DECLARATION
I Roma Rohira student of All India Shri Shivaji Memorial Society MBA (Human Resource)
Herby declare that the project report titled
“A Study of Employee Welfare Facilities.” Carried out by me at Kirloskar Pneumatic Co Ltd,
Pune is an original piece of research work carried out by me under the guidance of Ganesh
Chaudhari (Factory Manager) of Kirloskar Pneumatic Co Ltd (KPCL), Pune
I hereby further declare that this project report is authentic to the best of my knowledge.
ROMA. ROHIRA
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ACKNOWLEDGEMENT
This report required the co-operation of many people in terms of their guidance, written works,
discussion, lectures and published articles. It has indeed been a privilege to have been associated
with such luminaries and share their wisdom. I would like to take this opportunity to thank all
those who have directly or indirectly assisted me in making this project a success.
I sincerely thank and extend my appreciation to MR. Ganesh Chaudhari ( Factory Manager) and
the management of “ KIRLOSKAR PNEUMATIC COMPANY LIMITED.” for giving me an
insight to the established organization and for enlightening me about the various aspects of “
EMPLOYEE WELFARE ACTIVITIES.”
I would like to express my gratitude to the Director of our college Dr. Sanjay Patankar for
providing me with the opportunity to work on this project.
I sincerely thank Prof. Sunil Goud , project guide and HUMAN RESOURCE
MAANAGEMENT professor for his guidance encouragement in carrying out this project work.
Finally, I wish to avail myself the opportunity, to express a sense of gratitude towards the staff of
ALL INDIA SHRI SHIVAJI MEMORIAL SOCEITY INSTITUTE OF MANAGEMENT,
PUNE ( AISSMS) for their administration support and love to my beloved Parents and Friends
for their support, strength and help and for everything.
3

Executive Summary
Topic of the report
“A Study of Employee Welfare Facilities in Kirloskar Pneumatic Company Limited.”
Objectives of the study
 To know the perception of employees regarding the welfare facilities provided to them.
 To study/analyze the welfare facilities provided by the company.
 To give recommendations to enhance the effectiveness of welfare facilities.
Scope of the study
The scope of employee Welfare cannot be limited, since it differs according to social customs
and the degree of industrialization indifferent countries and at different times. They have to be
elastic and flexible enough to suit the conditions of the workers, and to include all the essential
prerequisites of life and the minimum basic amenities. The laws of every country highlight
directions to specific application to the working class, the necessity of securing just and humane
conditions of work, for them. However, what these conditions actually imply cannot be specified
in rigid terms for all times and situations. In other words, Labour Welfare policies should
“Enable workers to live a richer and more satisfactory life”.
LIMITATIONS OF THE STUDY
• Duration of the Project was only for 60 days which is not sufficient for a detail study.
• Confidentiality matter restricts for an in depth study.
• Personal Bias of the respondent and their busy schedule also was a limiting factor in the
collection of the data.
• The perception bias or attitude of the respondents may also as a hurdle to the study.
• Some of the employees had not co-operated in filling up and answering the questionnaire.
• Some employees did not answer fair.
• There was limitation of time constraints.
METHODOLOGY ADAPTED
Type of Research Quantitative Research
Method Survey
Sample Size 68
Type of Sampling Convenience& purposive
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Research Instrument Questionnaire
Types of Questions Close ended
Source of Information Primary and Secondary Data
FINDINGS
 94% of employees are aware of the welfare facilities.
 Most of the facilities are availed by the employees but some welfare areas such as employee higher
education, cultural and sports are not availed by employees in good percentage...
 81% of employees say that the channel level is easy to reach.
 More than 90% of employees are satisfied with the medical reimbursement done by KPCL.
 65% of employees are satisfied with the different loan facility.
 Water facility is good at KPCL.
. Suggestions
• I would also suggest the management to take some precautions for less wastage of food by putting
up posters and also posters of nutrition and hygiene
And can also give awareness with paperless by putting up on slides on LED TV in canteen.
• In my opinion company should provide Transport facility for employees and take the fare charges for
bus.
• Yoga sessions for employees should be made compulsion for every 2 days in a week.
• In my opinion company should keep award on “ zero accident Floor” after every 6 months which
directly or indirectly help the company by
1. Awarded employees will be motivated
2. Other department employees will be Motivated and will give Zero accident of that department
3. There will have zero accident for company.
CONCLUSION
 Employee welfare facility is very important in the organization as it helps in retaining the
employees and giving them a feel of satisfaction from their work and from company.
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 Thus I can say that satisfaction for Employee welfare facility is of immense importance to
any organization as it helps in the effective and efficient working of the organization. It
also helps in the growth and improvement of the organization.
INDEX
SR.NO. CHAPTER SCHEME PAGE NO.
1 INTRODUCTION AND RATIONALE OF
STUDY
• Introduction to concept
• Purpose of study
• Employee Welfare at KPCL
• Limitation of study
2 COMPANY PROFILE
2.1 History of KPCL
2.2 Vision , mission , values
2.3 Other group companies
2.4 Branches and Offices
2.5 Organizational structure of KPCL
2.6 Product Profile
2.7 Major Customer
2.8 Achievements
3 LITERATURE REVIEW
4 OBJECTIVE AND SCOPE OF PROJECT
5 RESEARCH METHODOLOGY
5.1 Methodology adapted
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6 DATA ANALYSIS AND INTERPRETATION
6.1 Internal Survey Analysis
7 FINDINGS, RECOMMENDATIONS AND
CONCLUSION
7.1 Findings
7.2 Recommendations
7.3 Conclusion
8 REFERENCES
9 ANNEXURES
LIST OF FIGURES
SR.NO. CHAPTER SCHEME PAGE NO.
1.
Employee welfare scheme
3
2.
Composition of Board
28
3.
Organizational Structure of KPCL
32
4.
HR Department
33
5.
Major Products Line 33
6
Process of Research
46
7
Research Design
47
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1.1 EMPLOYEE WELFARE
DEFINITION:
The terms ``employee welfare benefit plan'' and ``welfare plan'' are defined in section 3(1) of the
Act to include plans providing ``(I) medical, surgical, or hospital care or benefits, or benefits in
the event of sickness, accident, disability, death or unemployment, or vacation benefits,
apprenticeship or other training programs, or day care centers, scholarship funds, or prepaid legal
services, or (ii) any benefit described in section 302(c) of the Labor Management Relations Act,
1947 (other than pensions on retirement or death, and insurance to provide such pensions).''
Welfare facilities include toilets, washing facilities, rest and changing facilities, personal security
arrangements (e.g. lockers) and refreshment, recreational facilities, Loan facilities, personal
growth facilities like library facility; training facility, Safety and Security measures, adjustable
working shift and timing, festival grants, transportation facility, housing facility etc.
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11
EMPLOYEE
WELFARE
SCHEMES
Personal
Growth Facility
Working
Condition
Recreational
&
Refreshment
Facility
Medical
Facility
Canteen
Facility
Transportatio
n Facility
Safety &
Security
Leave &
Holiday
Facility
Loan
Facility
Other
Facilities

Different facilities cover under Employee Welfare Scheme:
PLANT TIMING OFFICE
ENVIRONMENT
1. Shifts 1. Ventilation
2. Overtime 2 .Air-conditioned
3. Breaks 3 .Lighting
. 4. Seating arrangement
5 .General Cleanliness
6. Humidity
7 .Personal Laptop
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Working Condition

TRAINING EDUCATIONAL PERFORMANCE
FACILITY FACILITY MEASURE
1. Internal Training 1. Library 1 . Regular & effective
2. External Training 2.Debating Union appraise
3. Workshop & Seminars 3. Worker’s children’s 2 . Monetary/ Non
schools monetary awards
FIRE ARMED SECURITY TECHNICAL MEASURES
PROTECTION GUARD PROTECTION FOR
ACCIDENT
PROTECTION.
13
Personal Growth Facility
Safety & Security Measures

CLUBS EVENTS
1. Yoga 1. Ganesh Utsav
2. Creches 2. Factory Foundation day
3. Recreational Club 3. Cultural evenings
4. Festivals celebration
5. Khandenawami festival
SANITATION OTHER FACILITIES
1. Toilets 1. Rest room
2. Wash-basins 2. Tea & Snacks at breaks
3. Water & Waste disposal 3. Water cooler
4. Dustbins & Spittoons
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Recreational Facility
Refreshment Facility

DISPENSARY INDIVIUAL TREATMENT
1. First-Aid 1. Hospital & Medicine cost
2. Regular Doctor for accidental case
3. Medicines for minor injuries & illness 2. Free medical check-up
UNIFORM CHILDREN FESTIVAL HOUSING TRAVELLING
SCHOLARSHIP GIFTS
15
Medical Facility
Other facilities

1.2 Need for Employee Welfare:
16
Employee
Welfare
Schemes
Intellectual, physical, moral,
social & economical
Ensure
continual
commitment
of employee
Fulfilling Governmental
Laws, Statutory Provisions
or required by customs of
the industry & country
Create &
improve
organizational
image

1.3 Employee Welfare at KPCL
Leaves
Paid Holidays
Employees working at Head Office, Saswad and Nasik Plant are given 7 paid holidays as
detailed below:-
 Republic Day - 26th January
 Gudi Padwa
 Workers Day - 1st may
 Independence Day - 15th August
 Dasera
 Padwa (Diwali)
 Bhaubij (Diwali)
Paid Holidays for Regional / Area sales offices:
Employees working at Regional / Area sales office are given 16 paid holidays (inclusive of
optional holidays). These holidays are based on the holidays declared by the respective state
government and opted by the concerned sales office.
Casual Leave
These Leave rules are applicable to all managers in grade 58 and above working at HO, Saswad
and Nasik plant of the company.
Casual Leave (C/L):
 Every employee is entitled for C/L of 8 days in every calendar year.
 Employees joining in between the year i.e. later than 1st January are entitled for Casual
leave on pro-rata basis.
 C/L cannot be availed along with any other leave.
 C/L is for the calendar year only and it cannot be accumulated. At the end of the year, un-
availed leave will lapse.
 C/L can either be prefixed or suffixed to weekly off or paid holiday.
 Paid holiday / Weekly off falling in between the C/L period shall be treated as C/L.
 C/L can be availed for minimum half day and maximum 3 days at a time.
 C/L should be sanctioned in advance.
 For a probationer, C/L is granted @ 1 day for every 2 months worked.
 Half day C/L can be availed at the beginning or for second half of the shift. However, the
first half-day leave should be sanctioned and recorded in Time Office on the earlier day. For
availing half day (First and Second Half) leave employee has to be physically present and
time recording for in and out for the same should be recorded by the employee.
11. If C/L is availed with any other leave, then C/L will be treated as cancelled and it will be
marked as “Leave without pay”.
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Sick Leave (S/L)
 6 days in every calendar year.
 Half day S/L can be availed at the First or second half of the shift.
 Employees absent on ground of sickness for 3 or more days should submit a medical
certificate issued by a Registered Medical Practitioner.
 While resuming duty after 3 or more days of sickness, the employee should submit a
fitness certificate issued by the Registered Medical Practitioner, stating clearly fit to join
from the date which should be certified by our OHC Head at Head Office.
Privilege Leave (P/L)
 Employees in grade 58 to 68 are entitled to get P/L of 30 days in every calendar year
based on total present days in a calendar year
 P/L can be availed for a maximum of 4 occasions every year.
 P/L can be availed at a time for a minimum period of 3 days.
 The employee should get his / her electronic leave sanctioned by departmental head at
least 7 days in advance.
 On P/L application, reason for leave as well as address while on leave should be
mentioned clearly. Any extension in the leave must be sanctioned well in advance before
the expiry of the leave period.
 Extension of P/L in leave is permitted only once in a year and the extension should be
approved before the expiry of earlier leave period.
 P/L application can be refused considering the exigency of work by Department Head /
Factory Manager.
 P/L can be accumulated as per the limits stated below.
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Leave-Entitlement and Accumulation
All employees working at Factories are entitled to get Privilege, Sick and Casual leave every
year as per the rate applicable to their category, as follows:
Maternity Leave
Female employees are entitled to maternity leave of 84 days as per Maternity Benefit Act.
Compensatory off against working on Weekly Off
An employee working on a weekly off for which the in and out time is recorded in attendance system
by individual for full day can avail compensatory off within next 3 days of the working days
following the weekly off worked on. (Note: Such compensatory offs cannot be accumulated.)
Insurance Coverage
The employees are covered under Group Personal Accident Insurance for the entitled amount
as per the grade while they are in the employment of the company.
Benefits:
 The manager can get 1% of the capital sum insured under Table III of the Insurance Plan,
per week for his / her absence from duty for loss of wages, maximum up to 104 weeks or
the sum assured subject to rules and regulations framed by the concerned Insurance
company from time to time OR terms and conditions as applicable to the Group
Insurance policy
 In case of permanent partial disablement, an officer can get compensation, on the basis
of percentage certified by the Insurance Doctor, instead of weekly compensation.
Employee Training and Development Assistant Scheme
KPCL recognizes that the skill and knowledge of its employees are critical to the success of the
organization. The educational assistance program encourages personal development through
formal education so that employees can maintain and improve job related skills or enhance their
ability to compete for reasonably attainable jobs within KPCL. The details are
KPCL will provide educational and training assistance program to its employees.
Before going for training, employees must sign an agreement depending upon the number of
days and the cost of the programme.
While training program is expected to enhance employee’s performance and professional
abilities, KPCL cannot guarantee that participation in formal training will entitle the employee to
automatic advancement, a different job assignment, or pay increases.
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Bonus
Managers in Grade 58 to 61 are eligible to receive Annual Profit Sharing Bonus. The bonus is
paid minimum @ 8.33% to maximum of 20% (depending upon profitability of the company) on
actual Basic earned during previous financial year. The employee, who has left the service of the
company, has to submit an application for payment of Bonus, mentioning therein his / her then
prevailing address.
Welfare Schemes and Facilities
The Employee Welfare program at KPCL is based on the management policy, which aims at
helping our people to achieve self-satisfaction and prosperity.
Death Benevolent Fund
If any employee dies while in the service of the company, all employees contribute Rs.50/-
amount from their salaries and the company pays matching contribution. The amount so
collected is being paid to the legal heirs of the deceased employee.
Managerial Staff and their family member Hospitalization Scheme
The scheme is intended to extend partial financial assistance by way of reimbursement of
hospitalization expenses through an Insurance Coverage to the Managerial staff and their family
members’ hospitalization.
The eligible employee has to declare the four family members inclusive of him / her, and the
other three family members. The family members i.e. parents under age 75 yrs, (in case
unmarried), spouse (Mandatory in case of employee is married), children (under age 25 yrs) by
filling prescribed forms for the same at the time of joining and inform the corrections (if any) as
and when required to be changed. HR Department will arrange to send format for the same for
any kind of change or the confirmation correctness of the information like changes in names,
address, addition / deletions of the covered members’ etc. to be furnished to Insurance Company
for every covered employee every year. The scheme covers only 4 members -. The scheme can
be availed only for at least, one-day hospitalization (while covering family members in case of
married, the priority are given to self, spouse and children. Only when the number is less than 4
then the parents can be enrolled so that the total no. of members will not exceed 4).
Benefits of the scheme are:
 Death or Disablement benefit:
This benefit is intended to the managers who after putting 10 years service, either die or become
incapacitated to do his / her normal duties. This was intended to extend the financial help to the
unfortunate families in case of death or the disablement of the manager.
 Reimbursement of medical expenses during retirement period:
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The second benefit is to extend the financial help to the retired managers and their spouses,
during their retirement period up to the age of 75 years, who have served company for at least 10
years, by providing those Medi-claim policies.
 Reimbursement of medical expenses:
This benefit is to reimburse the hospitalization expenses incurred for the managers
himself/herself or for the previously declared family members.
The reimbursement will be to the tune of 90% of the expenses incurred for the illness allowed
under Group Medi-claim policy.
The employee himself/herself is allowed to have the reimbursement of pre-existing illness.
The company reserves the right to refuse any quantum of expenses to be reimbursed and/or
treatment taken from a particular doctor.
The benefits under the scheme cannot be carried forward and/or accumulated.
 Scope of Hospitalization and Expenses:
The benefits include expenses on hospitalization for minimum period of 24 hours is admissible.
However, this time limit is not applicable to specific treatments i.e. dialysis, Chemotherapy,
Radiotherapy, Eye surgery, Lithotripsy (Kidney stone removal), Tonsillectomy D and C taken in
the hospital / nursing home and the insured is discharged on the same day; the treatment will be
considered to be taken under hospitalization benefit.
No expenses on account of hospitalization will be covered by this scheme, for the hospitalization
within 15 days from the commencement of the scheme.
1. Pre- Reimbursement:
All reimbursement will be made only through pay roll and requests for payment in cash will not
be entertained.
Canteen Facility
1. Canteen Deduction
The employees in Grade 58 and above can avail Lunch facility in Officers Mess at
Hadapsar and Saswad. The employee in above mentioned category who do not wish to avail this
facility has to inform Canteen Manager / HR Department accordingly.
Deduction of minimum Rs. 14/- per day is made for each present day for each employee availing
the lunch and tea facility at Hadapsar and Rs 5/- if he / she avails breakfast in the canteen and Rs.
19/- at Saswad. In case the employee is not availing this facility for a day and / or for temporary
period of his / her absence due to leave has to inform Canteen Manager / HR Department so that
the deduction for that day / period will not be effected. The employee who is not availing this
facility but wishes to avail the same temporarily has to inform to concern people mentioned
above in advance and should make an entry in the register kept in the Canteen.
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All the managers are entitled to avail breakfast / lunch / dinner facility.
Employees in Grade 58 and above can avail breakfast at the Officer’s Mess in first floor, on
exchange of coupons. The employee in Grade 58 and above are charged Rs.5/- per day if they
opt for breakfast in the canteen. Employees can avail breakfast facility only once in a shift. In
case an employee opts to avail breakfast facility twice i.e. at the beginning and at the end of the
shift due to work exigency he / she will be charged extra Rs 10 for breakfast on the second
occasion. In case of bakery products employees have to pay through coupon. The coupons can be
availed worth Rs. 100/- by filling Coupon slip from Finance (Cash) Department. In such case
Rs.100/- will be deducted from the running month’s salary.
Meal Periods
Employee can avail meal in Canteen in the recess period in a shift except in Third Shift at HO
and Saswad.
 Breakfast –
Available and served in Canteen 15 minutes before the start of the shift timings. Breakfast has
to be availed by punching in the canteen before availing the breakfast facility and in case of
bakery items by exchanging canteen coupons worth the rate of snacks consumed by the
employee. Canteen coupons to be given at the canteen counter. The Canteen coupons are
available on the 1st day of every week at the workers canteen on the ground floor and also are
available in Accounts (Cash) department at HO.
 Lunch –
As per your shift, the timings are given below for Head Office
Shift Lunch / Dinner
recess
1st Shift 11.30 a.m. to 12.00
p.m.
General –1 12. 15 p.m. to 12.45
p.m.
General –2 01. 00 p.m. to 01.30
p.m.
2nd Shift 8.00 p.m. to 8.30
p.m.
Security and Intelligence
We, at KPCL undertake complete security arrangements of factory premises round the clock.
We have strict security norms for entry and exit of our employees as well as for visitors.
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 Every employee who joins KPCL is provided with a identity card with his / her photo identity on
it.
 It is mandatory for all employees to display the Identity card when he / she is in the premises of
the company or on tour for company’s business for individual identification.
 No visitors without Gate pass / permission / intimation to the security / personnel shall be let in.
 While leaving the factory premises security / personnel if needed can check the visitor’s
belongings.
 Material inward and outward is also monitored through stringent rules / documents base on c
omputerized system.
 In case of an emergency, a trained security staff can drive a vehicle. Such guards are available in
all 3 shifts of the day.
 All employee information pertaining to contact is maintained at the security gate in case of
emergency.
 Security Guards are trained / extended training on first aid and fire fighting.
Dress Code
The Kirloskar Group recognizes its employees as an important asset and it provides uniforms to all
employees. Dress code is one of the essentials and that is why all employees in managerial cadre as
well as trainees and retainers are provided four sets of uniforms.
Corporate Attire for Gentleman:
1. Four nos. of cotton trouser fabric (option of purchasing three additional trouser fabric with extra
charges).
2. Four nos. of cotton shirts in two different colors and two sleeve options (option of purchasing three
additional shirts with extra charges).
3. In addition T-shirts in two different colors are available and if desired it can be purchased by the
employee.
Corporate Attire for Ladies:
1. Four nos. of tunics and trousers in two different colors.
2. Option of purchasing three additional attire of choice.
Corporate Attire days:
1. Formal attire will be worn on the first four days of the week:
2. On the remaining two days employee can wear clothes of his / her choice.
3. On the last two days employees who are involved in meeting with customers / partners in the
factory will wear formal attire.
4. Formal attire is compulsory while visiting stakeholders or at exhibitions.
5. Corporate attire will be provided after 18 months.
Eligibility:
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All managerial employees including Diploma Engineer Trainee’s and Graduate Engineer Trainee’s
are eligible. Retainers in Managerial level who are on a minimum of one-year contract are eligible.
The corporate attire will be provided after 18 months. However, who have submitted the resignation
and or working in notice period will not be provided the new attire.
In case an employee resigns or retires from the company services he / she can retain the uniform and
no deductions shall be made irrespective of duration of service.
Personal Protective Equipments (PPE):
KPCL is IMS Certified Company and as per norms use of PPE (Personal Protective Equipment) at
work place is mandatory for every employee to maintain the certification as mentioned above. The
employee cannot enter without Helmet, Safety Goggles and safety Shoes in the Machine Shop /
Assembly Shops or any other Shop floor where overhead cranes are in use. Apart from this on shop
floors wherever metal jobs are to be handled, concern employee should wear hand gloves meant for
particular activity / process. In compressor testing area employee has to use ear plugs to avoid
damage to the ears due to noise pollution. While performing welding / gas cutting work employee as
well as supervisor should ensure that the welding goggles, welding pads are used. The Helmet,
Safety Goggles and Safety Shoes will be provided by HR Department to those who have to work /
visit shop floor at the time of joining. The all PPEs, other than this will be made available through
concerned Department.
It is expected that the employee should use the PPEs carefully and preserve the same in the safe
custody to avoid damage / breakage / lost / theft. If the PPE once issued is lost / broken / damaged by
the employee, then the cost will be recovered from the employee.
Wearing Helmet and fastening Seat belts is compulsory while entering KPCL on two wheeler and
four wheeler respectively.
Use of cell phone in work shop as well as while driving vehicle is not allowed.
The concerned employee should ensure that the outsider entering in premises for company’s business
has to follow the above mentioned use of concerned PPEs wherever it is applicable.
Work Place Etiquette
KPCL strives to maintain a positive and healthy work environment where employees treat each other
with respect and courtesy. Sometimes issues arise when employees are unaware that their behavior in
the work place may be disruptive or annoying others. Many of these day-to-day issues can be
addressed by politely talking with co-workers to bring it to his / her attention.
In most cases, common senses will dictate an appropriate resolution. KPCL encourages all
employees to keep an open mind and gracefully accept constructive feedback, request or criticism to
change behavior that may affect another employee’s ability to concentrate and / or to be productive.
The following are the workplace etiquette guidelines and not necessarily intended to be hard and fast
work rules. They are simply suggestions for appropriate work place behavior to help everyone be
more conscientious, considerate of co-workers and the work environment. Employees can contact the
HR Department if they have suggestions regarding these workplace etiquette guidelines.
 Keep the area around the workstations orderly and clean.
 Avoid public accusations or personal criticisms of other employees. Address such issues privately
with those involved or through HOD.
 Try to minimize unscheduled interruptions of other employees while they are working.
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 Communicate by appropriate and to the point email or phone conversation whenever possible,
instead of walking unexpectedly into someone’s office or workplace.
 Be conscious of how your voice travels and try to lower the volume of your voice when talking on
the phone or to others in open area.
 Keep socializing to a minimum and try to conduct conversations in areas where the noise will
not be distracting to others.
 Minimize talking between workplace or over cubicle walls. Instead, conduct conversations
with others in their workplace.
 Do not block walkways while carrying on conversations.
 Refrain from using inappropriate language (swearing) that others may overhear.
 Monitor the volume when listening to the, voicemail or a speakerphone so that others can hear.
 Clean up after yourself and do not leave behind waste or discarded papers garbage.
EMPLOYEE DEVELOPMENT
Job Description (JD)
KPCL makes every effort to create and maintain accurate job descriptions for all positions mentioned
in the Manpower Requirement Requisition (MRR). The HR Department prepares detail job
descriptions in consultation with the respective HOD, when new positions are to be recruited. Each
description includes the information on the job to be performed, essential routine work and
responsibilities. The JD is aimed for creating role clarity for the employee.
Existing job descriptions are also reviewed and revised in order to ensure that they are up to date. Job
descriptions may also be reviewed periodically to modify the changes (if any) in the job description.
The job descriptions do not necessarily cover every task / process / work that might be assigned and
that additional responsibilities may be assigned if required. It is an indicative list.
Performance Appraisal System
Performance Appraisal (PA) through Performance Management System is a rational method to
assess the performance of a manager for a period of the financial year. It offers you opportunity to set
goals, linked with departmental / divisional goals which ultimately is related to company targets /
goals for yourself (this is in concurrence of your supervisor), freedom to make efforts and to exhibit
your skills, abilities and mettle. Performance appraisal is a methodical process to mentor and develop
the subordinates. It is a continuous development process for employee.
Method and objectives in general:
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It intends to set quarterly targets / KRAs through Oracle for a period of 3 months with mutual
understanding with the supervisor and achieving those targets with his / her guidance. At the end of
the quarter, the individual has to self-assess the performance. After having gone through the self-
assessment carefully, a dialogue must take place between appraiser and appraisee. During
performance dialogue the supervisor is supposed to offer comments and alternative solutions to
achieve the targets, if the subordinate falls short of achieving them. Then they must set further targets
for next quarter and the same shall be recorded through Oracle. This way, the assessment is done for
four quarters. The complete process is now online.
The annual performance appraisal is done in the month of April of the next financial year. This shall
include the overall performance of the individual during the year, efforts in developing the
subordinates and participation in Team working to achieve team targets. Subordinate will also enter
training need requirement.
General:
 All managerial employees are expected to plan and record their Key Result Areas (KRAs i.e.
goals / targets), in their respective functional areas and work for improvement in their
respective areas in consultation with their appraiser. This is to ensure that the KRAs are in line
with the organizational goals.
 The respective KRAs should simultaneously reflect in the WPR diary to help the employee to
plan his / her work.
 At the end of the quarter, based on the agreed KRAs, the appraisee shall assess own
performance. This leads into a performance appraisal dialogue clarifying mutual expectations.
The appraiser shall then give his / her assessment. In order to avoid personal bias and solve
disagreements, if any, the reviewing officer, who shall be next in line after the appraiser,
certifies the performance assessment.
 The system also provides scope for recommendations of rewards by way of promotion.
The performance assessment of the previous quarter and mutually agreed KRAs for the next
quarter should be completed on or before 20th of the first month of every quarter.
It is in the interest of the individuals to make the performance appraisal system more effective and
useful for career advancement. For any clarification or suggestions please contact the HR
department.
Guidelines for Promotion:
The criteria for promotion would be the merit and performance of the concerned manager.
 A manager will be eligible for promotion only if he / she satisfies the following conditions:
a) He / she should be a consistent achiever of goals / KRAs in the last 2-3 years period.
b) The period between two promotions would not be less than three years, however in
exceptional circumstances it can be less than 3 years.
 The manager could be recommended to the next higher grade only.
26

 A promotion to General Manager and above depends on the availability of vacancy or
position in addition to at least one cycle of RKQP assessment.
Learning and Development
We believe that training is an instrument to introduce an individual to himself / herself by way of
introspection or to impart training for the required skills to perform better. The challenge is to
identify gap of differential skills, which is a dynamic process. Our people need to continuously learn
and perform - absorbing in new methods of successful working, adapting them to our advantage,
keeping a step ahead of the competition. We aim at identifying the scope for improvement in
individual’s competencies and providing them relevant inputs for growth and development. The
KPCL Learning and Development section is part of the HR department and facilitates training and
development programmes to:
Trade Apprentice, Graduate Engineer Trainee (GETs) and Diploma Engineer Trainees:
Training imparted to the Trade Apprentices, GETs and Diploma Engineer Trainees under the
Apprentices Act 1961, is conducted by the Training Manager on the theoretical and practical aspects
as per syllabus. Selected trainees have to execute a contract with the company as required under the
act and they are paid monthly stipend at a rate depending upon the category.
Employees:
Learning and development needs of the employees in all the categories are identified by the
Departmental Heads through Performance Appraisal (PMS). Training needs are categorized into
Knowledge, Skill and behavior .These needs are then discussed with the respective HOD’s and the
programs are organized in-house / outside, considering the suitability and availability of the trainers.
Training of this kind is necessarily need - based and it is imparted by trained / professional faculty
members. Pre and post review sessions if needed are organized before and after the training
programme. The effectiveness of training is assessed after four months the programme is conducted.
Skill Upgrading / Learning Programmes:
All employees undergo awareness and skill upgrading / learning programmes such as Quality
awareness programmes, 5 S, Kaizen, computer learning programmes, IMS awareness programmes,
Ravi Kirloskar Quality Prize (RKQP) Model of Business Excellence etc., which are need - based.
Work Planning and Review (WPR)
The main purpose of Work Planning and Review (WPR) sessions is to save time to do one’s own
work qualitatively.
The WPR process will help the individuals to organize his / her work along with and cope with
occasional responsibility with grace, by utilizing whatever resources are available to the best
advantage as opposed to complaining about what may not be readily available. Each and every
27

manager, irrespective of their level or function is in essence the planner and reviewer of the work of
self and others who work with and for them towards the realization of expected results.
It is building teamwork with assured performing competence and motivation in people, by caring for
them as well as sharing with them. This style of working will give the individuals more time to do
bigger and better things.
The WPR style of managing drills the individuals to create responsive habits, to be able to perform in
a predictable manner at all times. By serving as a listening post, the manager at every WPR session
provides opportunities for a meeting of the minds, giving way to pent up feelings and reducing
irritability. It also provides timely opportunities for appreciating, guiding for the consequences of
actions.
The WPR methodology intends the supervisor and subordinate discuss their plans at the beginning of
the quarter. After writing briefly on the plan of the quarter, it should then be bifurcated into a
monthly plan. The supervisor and subordinates reviews the plan at the end of each month and plan
the actions to be taken for the next month. In the review session they also discuss about failure /
problems and work out the solutions.
Each individual is given a WPR diary and a kit at the time of his / her induction.
Rewards and Recognition
Fast Tracker Scheme
Objectives:
 To create and institutionalize a process of recognizing and rewarding excellent performers,
to create a sense of ownership amongst them, to provide them equal opportunity to compete
in a healthy manner and through this process to create experts and leaders for future
requirement of the organization.
 To become positively instrumental to develop an outlook and urge amongst the managerial
community for developing their leadership, bringing change in attitudes and creating
healthy competition for sustained performance.
Scope:
This is applicable to managerial employees meeting the selection criteria given below.
Amount of reward:
The selected employees will undergo different developmental programs to develop competence. Fast
Trackers will be nominated for MDP.
Team Rewards Scheme
Objectives:
To create and institutionalize a process of recognizing and rewarding excellent Team performance
immediately, foster team spirit and a sense of working together for a common goal.
28

Scope:
This is applicable to all employees in grade 01 to 65
.
Amount of reward:
 Each division will have a budget of Rs. 100000/- for the period of financial year.
 The maximum reward will be of Rs. 25000/- per team.
Spontaneous Rewards Scheme
Objective:
 To create and institutionalize a process of recognizing and rewarding excellent performance
immediately
 To empower the supervisors to recognize and reward their subordinates
 To create supportive and collaborative work culture in the organization that will promote
team spirit.
Scope:
This is applicable to all employees in grade 0 to 64 working in all functions, all locations and will be
entitled to get such rewards up to maximum 3 times in a year.
Amount of reward:
 Each division will have a budget of Rs. 1,00,000/- for each financial year.
 The maximum reward is Rs. 1000/-
Kaizen Scheme
Objectives:
 To encourage employee’s creativity and innovation by way of suggesting and implementing
small improvements in their work area, to create a culture of working together towards
creating better working environment.
 To recognize the contribution of the people in simplification of work methods
 To share learning, ideas and improvements from different functions of the organization.
Scope:
 This scheme is applicable to all employees in grade 0 to 65
 An Employee / team will be entitled to fit rewards for all accepted kaizen in a year.
Amount of reward:
29

 Each Level 1, 2 and Level 3 Kaizen will be rewarded Rs. 50/- after registering a Kaizen.
 Best Level of 1 and2 Kaizen will be rewarded Rs. 500/- gift voucher and trophy.
Level 1 Kaizen:
Kaizen which scores between 41 and 50 after evaluation, Kaizen evaluation scoring sheet is based
on criteria like problem identification, analysis, Kaizen idea, investment and benefits, horizontal
deployment and sustenance plan. These Kaizens will be submitted online through oracle. These are
best practices with less possibility for further improvement.
Level 2 Kaizen:
Kaizen: Kaizen which scores between 31 and 40 after evaluation as per criteria mentioned above.
These are close to best practices with some potential for further improvements.
Level 3 Kaizen:
These Kaizen will be submitted online through Oracle and will include before improvement
condition and after improvement condition. These Kaizen have enough scope for further
improvements.
Kaizen should be submitted in format in soft / head form which is available with Section /
Department Heads and on Shashwat. The Section / Department Head will help workmen to fill
Kaizen in the format, if required in English / Marathi.
After submitting Kaizen through oracle, supervisors will accept / reject / send for correction. If
supervisor accepts the Level 1 and2 Kaizen, it will be rated on a scale of 1 to 50 by the reviewer.
Kaizen committee wills scrutinize Level 1 and 2 Kaizen once in two months and declare Best Level 1
and 2 Kaizen. HR will retrieve data from oracle and process the redemption. Rs. 50/- per Kaizen will
be credited to employee through salary.
Star of the month scheme
Objective:
 To recognize the contribution of employee towards achieving monthly targets of the
company.
 To energize / motivate employees in the organization
 To create healthy inner competition among the employees for achieving organization goals.
Scope:
This is applicable to all employees in grade 31 to 64. Period: The duration of the privilege under the
scheme will remain valid for a period of one year - from 1st April to 31st March of the financial year.
Amount of reward:
 Each division will have a budget of Rs. 84000/- for each financial year.
30

 The reward amount will be Rs. 4000/- for an employee (Grade 58 to 64) and Rs. 3000/- for
an employee (Grade 31 to 46).
Occupational Health Center
 KPCL has a “well equipped” Occupational Health Center that is manned by a full time doctor
qualified in industrial health and paramedics round the clock.
 OHC delivers “qualitative” preventive health services not only to the employees but also to
their families and to the society at large.
 First aid “preparedness” is ensured round the clock by periodically training employees,
security personnel and by having good liaison with nearby hospitals and specialists.
 Medical “surveillance” that includes pre-employment and periodic medical examinations is
carried out so that employee health and well being are maintained.
 Hospitalized employees are given “meaningful” help and reassurance.
 Occupational “rehabilitation” of the injured and sick employees is given adequate
importance.
 “Wellness Planner” ensures that all employees are covered under preventive health checks
and health promotion programs.
31

1.4 LIMITATIONS OF THE STUDY
• Duration of the Project was only for 60 days which is not sufficient for a detail study.
• Confidentiality matter restricts for an in depth study.
• Personal Bias of the respondent and their busy schedule also was a limiting factor in the
collection of the data.
• The perception bias or attitude of the respondents may also as a hurdle to the study.
• Some of the employees had not co-operated in filling up and answering the questionnaire.
• Some employees did not answer fair.
• There was limitation of time constraints.
33

2.1 History of Kirloskar Pneumatic Co. Ltd
Kirloskar Pneumatic Company Ltd. (KPCL) is one of the core group companies. KPCL was
incorporated in 1958 under the chairmanship of Late Shri Shantanurao Kirloskar. KPCL is
certified for Integrated Management System (IMS) Certifications of ISO 9001:2008, ISO
14001:2004, OHSAS 18001:2007, by TUV NORD.
The company started its operations with manufacture of Air Compressors and pneumatic tools.
New product lines were then added, including Air conditioning and refrigeration systems,
Marine, ACR, Process Gas Systems and Hydraulic Power Transmission machinery. The
company has also earned an enviable reputation for its Systems Engineering and Turnkey Project
expertise.
Over the years, Kirloskar Pneumatic Company Ltd. has developed various sophisticated and
high-tech products in the above categories to cater to the demands of various industrial sectors.
KPCL has also established a number of joint ventures and technology partnerships with leading
global companies. It has earned the distinction of developing a host a advanced products to suit
Indian condition and has been continuously updating them to maintain the highest standards of
quality and reliability.
The company started its operations with the manufacture of Air Compressors and Pneumatic
Tools. New product lines were then added, including Air Conditioning and Refrigeration
systems, Marine, ACR, Process Gas systems and Hydraulic Power Transmission machinery. The
company has also earned an enviable reputation for its Systems Engineering and Turnkey Project
expertise.
Kirloskar Pneumatics has 3 divisions namely the Air compressor division (ACD), Air
conditioning and refrigeration (ACR) and Transmission (TRM) division.
KPCL's Transmission division is a pioneer in the field of transmission products in India. With
six products on board, this SBU specially caters to the need of the customised power
transmission solutions. The technology is being enhanced through in-house product engineering
and collaborations. TRM has edge in areas of different types of gear and gear boxes with
capacity ranges from sub megawatt to higher megawatt range.
Transmission division caters to niche market segments in Rail traction gears, Marine gear boxes,
Non-conventional energy area like Wind turbine gear boxes and Transmission for locomotives &
self-propelled vehicles. TRM products are regarded to be highly reliable and are being used for
critical applications in various industrial and civil service applications.
KPCL's operations are sub-grouped into following three major Strategic Business Units.
Hadapsar : ACD - Air Compressor Division
: TRM - Transmission Division
Saswad Division : ACR &PGS -Air Conditioning, Refrigeration & Process Gas
Nasik : Road Railer Division
35

Composition of Board
BOARD OF DIRECTOR-
Mr. Rahul C. Kirloskar Executive Chairman
Mr. Aditya Kowshik
Managing Director
Mr. Atul C. Kirloskar
Director
Mr. Vikram S. Kirloskar
Director
Mr. A. C. Mukherji
Director
Mr. G. Krishna Rao
Director
Mr. P. S. Jawadekar
Director
Mr. D. R. Swar
Director
Mr. Sunil Shah Singh
Director
Ms. Aditi Pant
Director
36

2.2 Vision, Mission, Values - of the KPCL
Mission
We will demonstrate an EDGE to all our Stakeholders in our offerings for converting /
transmitting energy. We will strive to make our Company an employer our choice.
Vision
37

KPCL Values
In an ever changing world one thing that will remain constant is our commitment towards all our
stakeholders. Each one of us will be guided by the following values
Customer Focus
Our activities / actions will be focused
on enhancing internal / external customer’s
satisfaction.
Commitment
We commit to achieve our targets / goals.
We will be responsible / accountable for
our commitment.
Continual improvement
We will consciously work to improve our
Procedures, processes and systems with an
Objective to improve our business processes
Ethical Business Practices
We will be fair in our dealings with all our stakeholders
It will be based on integrity, honesty & transparency.
38

2.3 OTHER GROUP COMPANIES
• Kirloskar Brothers Limited. (KBL)
• Kirloskar Ferrous Industries Limited (KFIL)
• Kirloskar Middle East FZE (KMEF)
• .Kirloskar Oil Engines Limited (KOEL)
• Kirloskar Proprietary Limited (KPL)
• Kirloskar Integrated Technologies Limited (KITL)
• Kirloskar Pneumatic Co Ltd (KPCL)
2.4 BRANCHES & OFFICE
HADAPSAR PLANT
Kirloskar Pneumatic Co Ltd.
Plot No.1, Hadapsar Industrial Estate,
Pune 41 1 O13, Maharashtra, India.
Phone:+91 (20) 26727000.
Fax: +91 (20) 2687 0297
SASWAD PLANT
Kirloskar Pneumatic Co Ltd.
Saswad Industrial Estate, Tal: Purandar,
Dist: Pune, Saswad-412301, Maharashtra, India
Phone:+91(2115)222403/222409
Fax:+91(2115)222406
39

2.5 ORGANIZATIONAL STRUCTURE OF KPCL
40
Chairman
Managing Director
VP SBU head,
ACR
VP SBU head,
ACD
VP SBU head,
PG
VP SBU head,
TRM
Assistant VP
General Manager
Deputy General Manager
Senior Manager
Manager
Assistant Manager
Senior Engineer/Senior officer
Engineer officer
Junior Engineer A/ Junior Officer A
Junior Engineer B/ Junior Officer B

2.6 HR DEPARTMENT
2.7 Major Products Line
41
DGM- HR FACTORY
MANAGER
GM- HEALTH &
CSR
CIVIL
Asst. MANAGER HRD
Asst. MANAGER
SENIOR OFFICER
SECURITY INCHAGRE
OFFICER TIME OFFICE
SAFETY OFFICER (AM)
SENIOR OFFICER (L&W)
Sr. CIVIL
MANAGER
Asst. MANAGER
CIVIL
OFFICER-A, T&D

Air Compressor Division:
ACD offers wide range of compressors in 15 product categories. To bring focused attention
and create centers of competence specific to technology these are sub divided in three categories as
Reciprocating compressors, screw compressors & centrifugal compressors. ACD has complete range of
air compressors, i.e., from small garage compressors to the high tech centrifugal type as well as screw
type compressors.
Reciprocating Air Compressors Screw Air Compressors Centrifugal Air Compressors
Product range :
1] Reciprocating Air Compressors-
2] Screw Air Compressors-
3] Centrifugal Air Compressors
Air Conditioning, Refrigeration and Process Gas Division:
ACR - PG division in KPCL started with manufacturing of Air Conditioning & Refrigeration
compressors (equipment group) and expanded into refrigeration projects and process gas systems as a
turnkey solution provider. ACR - PG has four Business Groups that are independently monitored as profit
centers. These groups are:
Product range :
1] Compressors for Refrigeration System-
2] Refrigeration System-
3] Process Gas System-
4] Vapour Absorption Chillers
42

Transmission Division:
KPCL’s Transmission division is a pioneer in the field of transmission products in India. The
technology is being enhanced through in-house product engineering and collaborations. TRM has an edge
in the areas of different types of gears & gear boxes with capacity ranges from sub megawatt to higher
megawatt range.
Product range :
1] Traction Motor Pinions and Axlemounted Bull Gear
2] Reverse Reduction Hydraulic Marine Gear
3] Helical / Bevel Helical Gear units
4] Wind Turbine Gear Boxes
5] Forward / Reverse Turbo Transmission
43

2.8 MAJOR CUSTOMERS
Northen Region
HSS Solutions Pvt. Ltd
Sidhartha Systems Pvt. Ltd
JOY Marketing Pvt. Ltd.
SVML Pneumatic Enterprises
Eastern Region
Kataria Sales Corporation
Agro Engg. Equipment Co,
Star Dynamic Enterprises
Aqua Engineering & Allied Services Pvt. Ltd
Kolkata Pneumatics Private Limited.
Western Region
Aircom Power Systems
AP Enterprises,
Sahyadri Diesels
ARS Engineering Private Limited
LS Engineering Services
Southern Region
Geekay Pneumatics Private Limited.,
Multivista Global Ltd.
PVK Industries Enterprises
44

2.9 ACHIEVEMENTS
Recognition of KPCL by Federation of Cold Storage Association of India
KPCL received Special Award for Organizing Training Programmes
pan India for Cold Storage Owners/Managers/technicians/Operators in
Award ceremony held at Mumbai on 11 December 2014.
Recognition of KPCL's – ‘Performance in CII Assessment 2013-14’
KPCL has been commended for Significant Achievement on the Journey
towards Business Excellence in the 22nd CII ‘National Quality Summit’
held at New Delhi on 19th Nov 2014.
Recognition of KPCL’s- ‘Best Human Response Award’
KPCL – HR was awarded for the “Best Human Response Award” by
MCCIA for the year 2013-14, in a function held on June 10th, 2014.
45

Recognition of KPCL's – ‘Perfomrnace in CII Assessment’
KPCL has been Commended for Significant Achievement on the Journey
towards Business Excellence in the CII 21st ‘National Quality Summit’
held at Bangalore on 8th Nov 2013
Recognition of KPCL's – ‘Perfomrnace in RKQP Assessment’
KPCL received ‘’Award & Certificate of Recognition’’ for achieving
highest score in Criteria of People, People Results & Society Results in
RKQP 2013 Assessment
Recognition of KPCL for receiving the award for “Best Innovative Project”
KPCL received the award for “Best Innovative Project” for KRM 1200
Railway Brake Compressor for the year 2012-13 through hands of Senior
Assessor Dr. Satishchandra Joshi and Mr. Aseem Srivastav Mentor – K
Group EnCon Committee on 21st Feb’14
Recognition for KPCL's – Quality Circle in 26th CII - QC Competition
KPCL received “Consolation Prize – Quality Circle Competition’’
Trophy at “CII – 26th QC Competition - Maharashtra state Level” held at
Kolhapur on 17th Oct 2013.
46

Recognition of KPCL's – ‘QC Story’ at Quality Improvement Success Story Presentation
KPCL received “ 2nd Winner Trophy’’ at “Quality Improvement
Success Story Presentation’’ a Special Program held at Quality Circle
Excellence Centre, Bhosari Pune on 23rd Nov 2013
Recognition of KPCL's – ‘Kaizen’ at Mini Convention
KPCL Kaizen teams received “Gold & Silver trophy” at “46th Mini
Convention of QCFI Pune Chapter” held at Pune on 8th June 2013.
Recognition of KPCL's – ‘Kaizen’ in NCQC 2013
KPCL received “Excellence Award Trophy” at 27th National convention
on Quality concepts” (NCQC 2013) held at Kolkata.
47

Maruthamuthu k, (2003), has observed that the overall impression is that an atmosphere of
satisfaction prevails on campus, but there is scope for improvements in certain areas like
recreation facilities, and bonus. With implementation of innovative schemes and improvements,
better labour-management relationship may be
established and maintained in future.
Shobha Mishra & Manju Bhagat, in their “Principles for Successful Implementation of Labour
Welfare Activities”, stated that labour absenteeism in Indian industries can be reduced to a great
extent by provision of good housing, health and family care, canteen, educational and training
facilities and provision of welfare activities. The principle for successful implementation of
labour welfare activities is nothing but an extension of democratic values in an industrialized
society. P.L. Rao, in his
“Labour Legislation in the Making”, opines that professional bodies like National Institute of
Personnel Management should constitute a standing committee to monitor the proceedings in the
Parliament regarding the labour welfare measures.
Dr. O.P. Minocha, (2000), in his article has given the foregoing analysis endeavours to
demonstrate that the ‘low’ and ‘high’ morale is related respectively to favourable and
unfavourable attitude of the employees towards job contents – supervisors, recruitment, selection
and placement after training, promotion policy and procedure, remuneration, socio-physical
working environments and the public image of the economy. With all the attractive and
favourable working conditions that an undertaking may provide, efficiency of the employees
cannot be increased unless they have moderate to high morale. Many studies have revealed that
the level of performance is related to the level of ability and morale of the employees. Saini,
(2000), The management should develop and implement adequate HR strategies such as
empowerment, joint decision making, multi
Skilling, etc. for optimum utilization of existing human resources in the competitive
environment.
49

Objectives
And
scope of the study
50

OBJECTIVES AND SCOPE OF STUDY
Employee Welfare Facility– Objective of the Project:
The purpose of this report is to evaluate the ongoing activities carried out under “Employee
Welfare Schemes” in Kirloskar Pneumatic Co Ltd., and Comparing with other organization’s so
that to competently support the organization to develop and administer effective employee
welfare and ensure continuous commitment from employee part for achieving goal of the
organization.
Objectives of the study
2. PRIMARY OBJECTIVES :
To study the Employee Welfare Facilities at Kirloskar Pneumatic co ltd.
3. SECONDARY OBJECTIVES:
 To know the perception of employees regarding the welfare facilities provided to them.
 To study/analyze the welfare facilities provided by the company.
 To give recommendations to enhance the effectiveness of welfare facilities.
Scope of the study
This study would give an overview of the welfare facilities existing at KPCL.
Since safety and welfare are two important elements essential for improving the productivity of
an organization, a study on the existing welfare facilities would help the organization perform
better.
51

This study would throw light on the perception of the employees regarding safety and
welfare. KPCL can identify the areas where it can improve so as to improve the performance and
moral of the employees.
RESEARCH METHODOLOGY
52

Meaning of Research
Research in common parlance refers to a search for knowledge. Infact, research
is an art of scientific investigation. The Advanced Learner’s Dictionary of Current
English lays down the meaning of research as “A careful investigation or inquiry
especially through search for new facts in any branch of knowledge.”
REDMEAN AND MORY DEFINE RESEARCH AS A
“Systematized effort to gain new knowledge.”
Research can also be considered as a movement, a movement from the known to
the unknown. It is actually a voyage of discovery.
Research is an academic activity and as much the term should be used in
technical sense, according to Clifford Woody research comprises defining and
defining data; making deductions and reaching conclusion; and at last carefully
testing the conclusion to determine whether they fit formulating Hypothesis.
M. Stephenson in the Encyclopedia of Social Science defines research as
“The manipulation of things, concepts or symbols for the purpose of the
theory or in the practice of an art.”
Research is thus, an original contribution to the existing tock of knowledge
making for its advancement .In short, the search for knowledge through objective
and systematic method of finding solution to a problem in research.
Research Methodology
RESEARCH PROCESS
Research exercise may take many forms but systematic enquiry is features common to all such
forms. Being a systematic enquiry, it requires careful planning of the orderly investigation
process.
53

STAGES IN THE RESEARCH PROCESS
In planning and designing a specific research project, it is necessary to anticipate all the steps
that must be undertaken if the project is to be successful in collecting valid and reliable
information.
The steps of research process are highlighted in the following flow diagram.
54
Defining
problem
Defining
problem
Extensive
Litreature
Survey
Extensive
Litreature
Survey
Planning
Research
Design
Planning
Research
Design
Sample
Design
Sample
DesignCollect The
Data
Collect The
Data
Analysis The
Data
Analysis The
Data
Formulation
of conclusion
Formulation
of conclusion
Prepare and
present the report
Prepare and
present the report

RESEARCH DESIGN IS CLASSIFIED AS FOLLOWS
55
RESEARCH DESIGNRESEARCH DESIGN
EXPLORATORYEXPLORATORY
DESCRIPTIVEDESCRIPTIVE
CASUAL /
EXPERIMENTAL
CASUAL /
EXPERIMENTAL

Research Type
The type of research conducted for this SPSS Research project is Descriptive Research.
Descriptive Research Design:
It includes surveys and fact finding enquiries of different kinds. It is a fact- finding investigation
with interpretation. It is the simplest type of research, and is more specific than an exploratory
study, as it focuses on particular aspects of the problem being studied, so research design used
for this project was descriptive research design.
Descriptive research method was the best method applicable to the existing problem mentioned
in this project report.
1. Sample Design
Sampling
An integral component of a research design is sampling plan. Specifically, it addresses three
questions:
1) Whom to survey (the sample unit)?
2) How many to survey (the sample size)? &
3) How to select them (the sampling procedure)
Making the entire universe will be impossible on the account of limitation of time and money.
Hence sampling becomes inevitable. A sample is only a portion of the universe of population.
According to Yule, “The object of sampling to get maximum information about the parent
population with minimum efforts. Properly done procedures are the representative data of the
entire population”.
Sampling Unit
A decision has to be taken concerning a sample unit before selecting sample. Sample unit may be
geographical one such as State, District and Village etc. The researcher will have to decide one
or more unit that has to select for his study.
Sampling Methods
Probability sampling is known as random sampling or chance sampling. Under this sampling
design every item of the universe has equal chance or probability.
 Sample random sampling
56

 Systematic sampling
 Stratified sampling
 Cluster and Area sampling
 Sequential sampling
 Multi stage sampling
Non Probability Sampling is also known as deliberate sampling, purposive and judgmental
sampling. Non probability samplings are those that do not provide every item in the universe
with a known chance of being include in the sample. Non probabilities are of following types:
 Convenience sampling
 Quota sampling
 Judgmental sampling
 Panel sampling
2. Collecting the data
The data collection process follows the information of research design including the sample plan.
Data, which can be secondary or primary, can be collect using variety of tools. These tools are
classified into two broad categories, the observation method and the survey methods, all of
which have inherent advantages and limitations.
a) Primary Data
In most research areas, field survey is commonly used to collect primary data from the
respondents. Surveys can be
1) Personal Interview
2) Questionnaire
It is common practice to use structured questionnaires prepared in advanced, to elicit the
necessary from the respondents. Whether it is personal or mail survey, it is necessary to design
suitable questionnaire, conduct a pilot survey and undertake a pre-testing of the questionnaire.
In this project report, primary data is collected through questionnaire by personal
interaction method
b) Secondary Data
Secondary data means data that are already available, it means which have already been
collected and analyzed by someone else. When research utilizes secondary data, research has to
look into various sources from where researcher can obtain data; usually data published is
available in
a. Technical & trade journals;
b. Books, magazines and newspapers;
57

c. Reports and publications of various associations connected with Business and industry;
In this project report, the secondary data is collected external sources such as Books,
Magazines.
METHODOLOGY ADAPTED
Research step Related to the project
Define research & formulate
problem
A Study on Employee Welfare Activities in KPCL
Research Design Descriptive Research
Determining sample design
Location – Hadapsar
Data collection method tool : Questionnaire using
GOOGLE FORMS and
interview
Sample unit – Employees of KPCL from different
geographical areas of KPCL
Sample Size – 68 respondent
Sampling Method – Purposive or Judgment and
Convenience or accidental sampling
Collect The Data Primary data-collection Primary data is collected through
questionnaire by personal interaction
method and sending email to employees
Secondary data Website & reference book, from various newspapers to
analyze data.
Analysis of collected data Through tabulation and chart by using the responses to
analyze data
Generalization & interpretation Interpretation of data is done after question in this project
58

Preparation of report Prepare the final report
Interpretation
59

Gender:
Gender No. of responses Percentage
Male 63 93%
Female 5 7%
Status:
Option No of Responses Percentage
Married 49 72%
Unmarried 19 28%
60

Q1. How long are you working with KPCL?
Work Tenure No. of responses Percentage
a. 6 months - 3 years 22 32%
b. 4 years - 8 years 37 54%
c. 9 years - 15 years 8 12%
d. more than 15 years 1 2%
61

Interpretation :
According to the analysis it is observed that
32% of employees are new joiners in Kpcl
54% of employees are in Kpcl since 4years – 8 years
12% of employees are in Kpcl since 9years – 15 years
2% of employees are in Kpcl more than 15 years
Q2. Are you aware about the welfare facilities at KPCL?
Yes 64 94%
No 4 6%
62

Interpretation :
As per the analysis it is observed that 94% of employees are aware of the welfare
facilities in Kpcl, whereas only 6% of the employees are not aware of the present
welfare facilities in kpcl.
Q3. How much you are satisfied with the existing facilities?
Level of satisfaction No. of responses Percentage
a. 20% 7 10%
b. 50% 15 22%
c. 70% 26 38%
d. 90% 20 30%
63

Interpretation:
According to the analysis it is observed that 90% of the employees level
of satisfaction is from 50% to 90% and only 10 % of the employees are
not satisfied with the existing welfare facilities given by Kpcl.
Q4.How many welfare facilities you have availed till date?
FACILITIES No. of responses
a. Employee higher education 5
b. Medical reimbursement 58
c. Mediclaim & Accident insurance 30
64

d. Managerial staff and family member
hospitalization scheme
26
e. Bonus 48
f. Diwali/Retirement gifts 59
g. Canteen 57
h. Water facility like drinking water, 47
i. Latrines and urinals 68
j. Wellness: Yoga session, Health checkup 26
k. Cultural and sports activities 24
l. Annual day, Birthday celebrations, get together,
Felicitation for achievements.
33
m. Attire 61
n. Loan facility 27
65

Interpretation :
As per the above graph drawn it is observed that
Almost al the employees have got the coniform as company Attire.
88% of employees have availed Diwali /Retirement gifts
85% of employees are taking the benefit of canteen facility
87% of employees are having he medical and accident insurance for themselves.
70% of employees are getting the Bonus
Water facility is also available and utilised by employees in daily use and the toilet and laterns.
Whereas,
Only 5% of employees are using employee higher education scheme .
66

Q5. Are there any conditions for availing the welfare facilities?
Contributed No. of responses Percentage
a. Yes 37 54%
b. No 31 46%
Interpretation :
As per the analysis it is observed that 54% of employees are saying that
there are conditions in availing the welfare benefits.
Whereas, 46% of employees feels that there are no conditions in availing
the welfare benefits.
Q6. Are the channels easy to avail the welfare facilities?
67

a. Yes 55 81%
b. No 13 19%
Interpretation :
Acoording to the analysis it can be observed that 81% of employees feels that he
channel is easy to avial the welfare facilities whereas 1% of employees says that
the channels for welfare facilities are not easy to avial.
Q7. Are you satisfied with the Employee Higher Education Scheme at KPCL?
68

a. Yes 44 65%
b. No 24 35%
Interpretation :
As per the observation of graph 65% of employees are satisfied with the emploee
hgher education scheme ,whereas 35% of employees are there who are not satisfied
with the employee higher education scheme at Kpcl.
Q8. Are you satisfied with the medical reimbursement done by KPCL?
69

Rating No. of responses Percentage
1. Highly dissatisfied 1 2%
2. Dissatisfied 0 0%
3. Slightly Dissatisfied 3 4%
4. slightly Satisfied 19 28%
5. satisfied 35 51%
6. highly satisfied 10 15%
Interpretation :
As per the analysis it is observed that
61% of employees are satisfied with the medical reimbursement.
28% of employees slightly satisfied with the medical reimbursement.
6% of employees are dissatisfied with he medical reimursement given by Kpcl.
Q9. Are you satisfied with the Medicliam & Accident insurance provided by
KPCL?
70

4. slightly satisfied 25 37%
5. satisfied 22 32%
Interpretation :
37% of employeesa are slightly satisfied with the Medicliam & Accident insurance
32% of employees are satisfied with the Medicalim & Accident Insurance.
12% of employees are slightly dissatisfied with the Mediclaim & Accident
Insurance.
And 7% of employees are dissatisfied with the Mediclaim & Accident Insurance.
Q10. Are you satisfied with the Health check up provided to you and your family by
KPCL?
71

a. Yes
61 90%
b. No
7 10%
Interpretation :
90% of the employees are satisfied with the daily Health check up provided by Kpcl
10% of employees are not satisfied with the daily Health check up.
Q11. Are you satisfied with the different loans like: employee’s daughter/son
72

marriage, housing loans provided by KPCL?
a. Yes
44 65%
b. No
24 35%
Interpretation :
As per the observation from the graph it can be measured that
65% of the employees are satisfied with the different loans offered by the company
Whereas, 35% of the employees are not satisfied with the different loans provided by Kpcl
Q12. Rate water facility in KPCL?
73

5. satisfied 32 47%
Interpretation:
47% of employees are satisfied with the water facility
31% of employees are highly satisfied with the water facility
Whereas,
22% of employees are not happy and dissatisfied with the water facility provided by Kpcl.
Q13. How do you feel about the canteen facility in KPCL?
74

Variety
Canteen Responses for variety Percentage
1. Highly Dissatisfied 1 2%
4. Slightly Satisfied 23 34%
5. Satisfied 24 35%
6. Highly Satisfied 4 6%
Interpretation :
69% of the employees of Kpcl are satisfied with the variety of the food severed in Canteen.
75

Quality
Canteen Responses for Quality Percentage
5. Satisfied 15 22%
Interpretation:
According to the graph it is observed that
Employees are not very happy with the taste of the food severed in the canteen for the
employees.
Only 6% of employees are Highly satisfied with the taste
41% of employees are only satisfied
Whereas, 4% of employees are Highly dissatisfied.
Quantity
76

Canteen Responses for Quantity Percentage
5. satisfied 15 22%
Interpretation :
The quantity of the food is satisfactory for employees that is 41% employees
Only 24% of employees are not satisfied with the quantity of the food.
Healthy
77

Canteen Responses for Healthy Percentage
5. satisfied 22 32%
Interpretation:
Employees are satisfied with 32% and 37% and 9% are fully satisfied
Whereas, only less number of employees are not satisfied about the healthy food severed in
canteen.
Taste
78

Canteen Responses for Taste Percentage
5. satisfied 18 27%
Interpretation:
As per the above analysis it is observed that
The taste of food is liked and satisfactory by the employees more than 60%
And remaining up to 40% of employees are expecting more tasty food in canteen.
Dining Table
79

Canteen Responses for Dining table Percentage
5. satisfied 31 46%
Interpretation:
As per the above graph
22% of employees are highly satisfied with the dining table of the canteen
46% of the employees are satisfied with the dining table
Whereas,
8% of employees are not happy with the Dining table and sitting area in canteen.
Cleanliness and hygiene
80

Canteen Responses for Cleanliness and
hygiene Percentage
5. satisfied 34 50%
Interpretation:
As per the above graph
50 % of the employees are satisfied with the canteen cleanliness and hygiene
And 21% of employees are slightly satisfied and 16% of employees are highly satisfied.
Whereas,
Only 13% of employees are dissatisfied with the canteen cleanliness and hygiene.
Q14. Are you satisfied with Personal Protective Equipment (Like earmuffs?
Earplugs and hand gloves and uniforms)?
81

5. satisfied 32 47%
Interpretation :
According to the above drawn graph it is sad that
22% of employees are highly satisfied with the Personal Protective Equipment.
69% of employees are satisfied with the Personal Protective Equipment.
Whereas,
Only 9% of employees are not feeling safe with the protective equipments given to the
employees.
Q15. Are you satisfied with the Diwali gift given to you by KPCL?
82

Yes 58 85%
No 10 15%
Interpretation:
According to the graph it is observed that
85% of employees are satisfied with the Diwali gift given to the employees.
15% of employees are Dissatisfied with the Diwali gift given to the employees.
Q16. Are you satisfied with the retirement gift given to you by KPCL?
83

Yes 48 71%
No 20 29%
Interpretation:
As per the above graph mentioned
71% of employees are satisfied with the retirement gift given to them at the time of retirement.
Whereas,
29% of employees are expecting something more from the management as they are dissatisfied
with the retirement gift.
Q17. Are the cultural and spots activities making icebreaking from daily routine?
84

Yes 50 74%
No 18 26%
Interpretation:
As per the above graph 74% of employees enjoy the icebreaking activities from their daily
routine
Whereas, 26% of employees do not find icebreaking activities exciting from their daily routine.
Q18. What do you feel about the extra benefits provided by KPCL like tour, yoga, other
Facility, LTT etc?
85

5. satisfied 26 38%
Interpretation :
38% of employees are Satisfied with the extra benefit.
32% of employees are Slightly satisfied with the extra benefit.
7% of employees are Highly satisfied with the extra benefit.
Whereas,
9% , 12% , 2% of employees expect more extr benefit from the company.
Q19. How do you rate the celebrations at KPCL like Annual get together, Felicitation for
achievements, Ganesh festival, Khandenawmi, Republic day, Independence Day?
86

5. satisfied 29 43%
Interpretation :
As per the analysis it is obsereved that
16% , 43% , 28% are different level of rating percentages of the celebrations at KPCL like Annual
get together, Felicitation for achievements, Ganesh festival, Khandenawmi, Republic day, Independence
Day
16% of employees are Highly Satisfied
43% of employees are Satisfied
28% of employees are Slightly Satisfied
Whereas,
13% of employees are Dissatisfied with the celebrations at KPCL like Annual get together, Felicitation
for achievements, Ganesh festival, Khandenawmi, Republic day, Independence day.
Q20. How do you rate leave policy of the KPCL?
87

3. Slightly satisfied 4 6%
4. slightly dissatisfied 18 26%
5. satisfied 33 49%
Interpretation :
12%, 49%, 26% of employees are satisfied with different levels below:
12% of employees are Highly satisfied with the leave policy
49% of employees are satisfied
26% of employees are Slightly satisfied
Whereas,
13% of employees are no satisfied with the leave policy of the company.
Q21. Do you think employee welfare activities of KPCL give environment of motivation at
work place and improve your performance?
88

5. Satisfied 31 46%
Interpretation :
As per the analysis it is observed that:
46%, 32%, 13% agree that the employee welfare facilities in KPCL give motivation at work
place and improve their performance level.
46% of employees are satisfied and 31% of employees are slightly satisfied and 13% of
employees are Highly satisfied.
Whereas, only 10% of employees do not agree that the employee welfare facilities in KPCL give
motivation at work place and improve their performance level.
89

Findings and Conclusion
7.1 Findings as per the sample size
 54% of employees are working in this company for 4 to 8 years and 12% of employees
Since 9 to 15 years whereas only 2% of employees are old employees who have worked
90

For more than 15 years.
 94% of employees are aware of the welfare facilities.
 Most of employees are not happy or satisfied with the current facilities.
 Most of the facilities are availed by the employees but some welfare areas such as employee
higher education, cultural and sports are not availed by employees in good percentage.
 54% of employees say that there are some conditions for availing facilities and 46% of
employees say that there is condition for availing the facilities.
 81% of employees say that the channel level is easy to reach.
 More than 60% of employees are satisfied with the Higher education scheme.
 More than 90% of employees are satisfied with the medical reimbursement done by KPCL.
 65% of employees are satisfied with the different loan facility.
 Water facility is good at KPCL
 For canteen variety, Quantity, Dining table I got good response whereas taste and hygiene
and cleanliness, Quality in these places improvement is required.
 Employees are satisfied with the protective equipments.
 Diwali and retirement gifts satisfy our employees.
 Employees feel icebreaking from their work by getting Sports and cultural activities in our
company.
 Yoga and other sessions feel satisfied atmosphere for employees.
 Employees are satisfied with the leave policy.
Suggestions
91

• Employees are not satisfied with the quality of food which is provided in canteen, so the
quality of the food should be increased and taking into consideration their health of the
employee’s good faith.
• I would like to suggest to provide salt and expotidia and tissue paper and hand dryer for
employees after washing hands in wash room.
• I would also suggest the management to take some precautions for less wastage of food by
putting up posters and also posters of nutrition and hygiene
And can also give awareness with paperless by putting up on slides on LED TV in canteen.
• In my opinion company should provide Transport facility for employees and take the fare
charges for bus.
• Medical reimbursement should be improved as the employees are not satisfied with it.
• Education facility awareness should be made as many employees are unaware of the facility.
• Wellness facility is not up to the mark there need to be some improvement by organizing ore
sports and games for employees.
• Yoga sessions for employees should be made compulsion for every 2 days in a week.
• The feeling of satisfaction can be better by making more employee friendly atmosphere.
• In my opinion company should keep award on “ zero accident Floor” after every 6 months
which directly or indirectly help the company by
1. Awarded employees will be motivated
2. Other department employees will be Motivated and will give Zero accident of that
department
3. There will have zero accident for company.
• In my opinion medical health checkup should be done after every 6 months and while
checkup there should be 1 dietician and nutritionist for employees.
• My suggestion for annual day, company should allow the new generation and young talent of
the company and let them perform and have competition and enjoy the Annual day of
company with enthusiasm.
• Employees should get proper sitting arrangements.
Suggestions from employees
93

 Transportation facility should be there
 Cafeteria for Diabetic patients
 Leave policy has to be improved
 Do not force child in place of parents in mediclaim policy and let the employee decide.
 Increase the medical expenses.
 Please initiate new initiative of selling / buying 2 wheeler/4 wheeler of individual employee
who want to sell within organization. This will help to seller and buyer.
 Tremendous change in canteen.
 Required training for HR department.
 There should be someone in IT department to solve the problem immediately.
 Outdoor and sports activities for employees should be boosted and fitness activities.
 Suggestion box for higher education scheme should be there.
 We require a good doctor for our company as the doctor is not giving proper treatment and
only regular medicine are given. There should be a qualitative medicine and treatment
which makes impact on patient.
 Awareness about the welfare activities is not there.
94

7.3 Conclusion
 It has been a great experience in conducting the survey on my project topic “Employee
welfare facilities” in Kirloskar Pneumatic Ltd and has been such a privilege to be with such
luminaries in the field of human resource.
 I sincerely thank and extend my appreciation to the management of KPCL, Pune for giving
me valuable tie and insight into their well established organization. I would like to thank to
the management for enlightening me about the various aspects of their organization.
 Employee welfare facility is very important in the organization as it helps in retaining the
employees and giving them a feel of satisfaction from their work and from company.
 Thus I can say that satisfaction for Employee welfare facility is of immense importance to
any organization as it helps in the effective and efficient working of the organization. It
also helps in the growth and improvement of the organization.
95

TABLE 1: BOOKS:
SERIAL
NO.
BOOKS
REFERED
AUTHORS
NAME
PUBLICATION
HOUSE
EDITION
1. PERSONAL
MANAGEMENT
C.B manorial. SV
Gankar
Himalaya
Publication
27th
edition
2007
2. Human Resource
management
R. Wany Mondy Dorley Kindersley 2008 edition
3. Research
Methodology
C.R Kothari New age
international
publishers
Second
edition 2004
4. Human Resource
management
Ashwathapa Tata Mc GrawHill
Publishing Co.
Ltd.
Edition 2015
5. Factories Act 1948 Labour Law
Agency , Mumbai
Labour Law
Agency , Mumbai
2015 edition
TABLE 2: WEBSITES
 www.kirloskarkpcl.com
 www.Google.com
 www.citehr.com
 www.scribe.com
 www.younghrworld.com
 Facility management hand book
 KPCL Handbook
97

SURVEY ON EMPLOYEE WELFARE
We are conducting an online survey at KPCL on Employee Welfare Facilities.
To make this Survey successful we need your support.
It will take 5 minutes to complete this survey.
* Required
Name
Age
Gender *
Department *
Grade *
Shift *
Marital status *
(Kindly give the appropriate answer to the questions) *
Q1. How long are you working with KPCL?
o a. 6 months - 3 years
o b. 4 years - 8 years
o c. 9 years - 15 years
o d. more than 15 years
Q2. Are you aware about the welfare facilities at KPCL? *
o a. YES
o b. NO
Q3. How much you are satisfied with the existing facilities? *
o a. 20%
o b. 50%
99

o c. 70%
o d. 90%
Q4. How many welfare facilities you have availed till date? *
o a. Employee higher education
o b. Medical reimbursement
o c. Mediclaim & Accident insurance
o d. Managerial staff and family member hospitalization scheme
o e. Bonus
o f. Diwali/Retirement gifts
o g. Canteen
o h. Water facility
o i. Wellness: Yoga session, health checkup
o j. Cultural and sports actitivities
o k. Annual day, Birthday celebrations, get together, Felicitation for
achievments,Republic day,Independance day
o l. Attire
o m. Loan facility
Q5. Are there any conditions for availing the welfare facilities? *
o a. Yes
o b. No
Q6. Are the channels easy to avail the welfare facilities? *
(Supervisor => HR team)
o a. Yes
o b. No
Q7. Are you satisfied with the Employee Higher Education Scheme at KPCL?
o a. Yes
o b. No
If No, specify
100

Select the rating among 1 - 6 for following questions:
o 1. Highly Dissatisfied
o 2. Dissatisfied
o 3. Slightly Dissatisfied
o 4. Slightly Satisfied
o 5. Satisfied
o 6. Highly Satisfied
Q8. Are you satisfied with the medical reimbursement done by KPCL? *
o 1
o 2
o 3
o 4
o 5
o 6
Q9. Are you satisfied with the Mediclaim & Accident insurance provided by KPCL? *
o 1
o 2
o 3
o 4
o 5
o 6
Q10. Are you satisfied with the Health check up provided to you and your family by KPCL? *
o a. Yes
o b. No
101

Q11. Are you satisfied with the different loans like: employee’s daughter/son marriage, housing loans
provided by KPCL? *
o a. Yes
o b. No
Q12. Rate water facility in KPCL? *
o 1
o 2
o 3
o 4
o 5
o 6
Q13. How do you feel about the canteen facility in KPCL? *
1 2 3 4 5 6
Variety
Quality
Quantity
Healthy
Taste
Dining table
Cleanliness
and hygiene
Q14. Are you satisfied with Personal Protective Equipment (Like earmuffs, earplugs and hand gloves and
uniforms)? *
o 1
o 2
o 3
o 4
o 5
102

o 6
Q15. Are you satisfied with the Diwali gift given to you by KPCL? *
o a. Yes
o b. No
Q16. Are you satisfied with the retirement gift offered to you by KPCL? *
o a. Yes
o b. No
Q17. Are the cultural and spots activities make icebreaking from daily routine? *
o a. Yes
o b. No
Q18. What do you feel about the extra benefits provided by KPCL like tour, yoga, other facility, LTT etc?
*
o 1
o 2
o 3
o 4
o 5
o 6
Q19. How do you rate the celebrations at KPCL like Annual get together, Felicitation for achievments,
Ganesh festival, Khandenawmi, Republic day, Independance day? *
o 1
o 2
o 3
o 4
o 5
o 6
Q20. How do you rate leave policy of the KPCL? *
o 1
103

o 2
o 3
o 4
o 5
o 6
Q21. Do you think employee welfare activities of KPCL give environment of motivation at work place
and improve your performance? *
o 1
o 2
o 3
o 4
o 5
o 6
Q22. In General suggestion if any, *
THANK YOU FOR COMPLETING THIS QUESTIONNAIRE
104

Report on employee welfare kpcl

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