Employee Welfare at Mahindra & Mahindra

Executive summary
Objective ofproject
 To study the concept of Employee welfare in Mahindra and Mahindra Ltd.
 To study the employee welfare activity used in Mahindra and Mahindra Ltd.
 To study the satisfaction level of employee by welfare activities.
 To study the principles of employee welfare in the organization.
 To find out additional requirement of welfare activity in Mahindra and Mahindra Ltd.
Scope ofproject
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.
1. Knowing additional welfare facility required in organization.
2. Finding loopholes in welfare facility/policy in organization
3. Study required welfare facility in organization
4. Planning welfare policy with help of report can help management.
Limitation ofproject
1. The investigation access to the staff was limited due to the shift system
2. Information received from the respondents neither may not be accurate. So the received
information will not give a true and fair view of the actual position
3. Due to time limitation, sample size for the project study is limited to only 100 employees.

Research methodology used in research
A Research design is simply the framework or plan for a study. The design may be a Specific
presentation of the various steps in the process of Research. For this descriptive design was used.
Descriptive research includes survey and fact finding enquiries of different kinds. The major purpose of
descriptive research is to know additional welfare facility required, as it exists at present
Tools for analysis
 Questionnaire was designed in such a way that it covers all the aspects of the problem under the
study and to know the general information about the respondents
 Different statistical tools used for analysis of collected data are: - Simple Percentage analysis,
Correlation and Regression.
Findings
 Nearly all facility are used by employees in which majority uses Canteen, Medical scheme,
O.H.C., Leave Travel Allowance, Training/workshop, festival/event, Society Loan, consumer
store and festival loan/ advance
 Education subsidiary is used in half ration of sample. Majority sample were of 25 year above
working with company
 People most frequently used canteen, O.H.C., festival/ events, training/ workshop, consumer
store and L.T.A. in majority. Followed by accident scheme, medical scheme medical
reimbursement, festival and salary advance.
 As seen in frequent used facility employees fill more beneficial facility such as Canteen, Medical
scheme, O.H.C., Leave Travel Allowance, Training/workshop, festival/event, Society Loan,
consumer store and festival loan/ advance and found as requirement.
 Majority people found as major required facility as Free bus services, Marriage/ceremony hall
for employee on low/minimum cost., Increase in society loan amount, Medical scheme for
family including parent
 Other facility demanded by employee- Girl marriage fund: - 50,000/- and boy marriage fund
40,000/-, reservation in good education institute, bike/vehicle loan for children, O.P.D. and
Quality food canteen.

Suggestion
 Bus facility which are termed to be started in near period it should be subsidized and make frame
such that it employee take interest in it
 Hall should be seen to be beneficial to company and employee as it can be used by both.
 Medical scheme which cover generally all illness Medical scheme for family including parent
this can cost high but can be performed subsidized based
 Company provide PF loan for employee and employee depended person. Still it found to be
limited, so Marriage scheme for children can be done with help of investment scheme/plan.
 Company already has its institute on global level, but it has found non convenient for employee
children so company should make contract with local leading education institute
 Increase in society loan amount due to increasing inflation. Generally the amount require does
not matches received amount so increase in society loan amount is essential
 Company already has tagging with 2 leading hospital which maintains care of O.P.D. so it
requires to have some scheme for employee family operation.
 Bike loan for employee children can be made on name of employee so no necessity of such
provision
 Canteen food quality is periodically checked in government lab so it is prefer to be more efficient

INTRODUCTION OF THE TOPIC
Concept
Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. The welfare measures need not be in
monetary terms only but in any kind/forms. Employee welfare includes monitoring of
working conditions, creation of industrial harmony through infrastructure for health,
industrial relations and insurance against disease, accident and unemployment
for the workers and their families. Employee welfare entails all those activities of employer
which are directed towards providing the employees with certain facilities and services in addition to
wages or salaries.
Employee welfare has the following objectives:
 To provide better life and health to the workers
 To make the workers happy and satisfied
 To relieve workers from industrial fatigue and to improve intellectual, cultural and material
conditions of living of the workers.
The basic features of employee welfare measures are as follows:
 Employee welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
 Welfare measures are in addition to regular wages and other economic benefits available to
workers due to legal provisions and collective bargaining
 Employee welfare schemes are flexible and ever-changing. New welfare measures are added to
the existing ones from time to time.
 Welfare measures may be introduced by the employers, government, employees or by any social
or charitable agency.

 The purpose of employee welfare is to bring about the development of the whole personality of
the workers to make a better workforce.
About to topic
Employee’s welfare is one of the most significant parts of any industry whether it is public or private. In
every industry it is expected that their working peripherals should be comfortable and suitable. Workers
are only be able to perform accordingly in order to attaining the pre decided goals when they find their
surroundings are positively meet their requirements.
Selection of topic
Employee is one of important element of any industry, so it known as resources of an organization.
Employer can handle all its resources, but it is a challenge to deal with person as it is only resources
which lead to organization goal. Employee is most important resource as u may acquire finance from
financial institute, market with different marketing agency, purchase raw material on any amount. But
employee is only resources who make difference in man and material. In 5M’s man is only alive person
who make difference in remaining M’s.
To make this M happy/motivate/promote to work welfare activity are there, so it is necessary to study
this welfare activity carefully and get ropes of human resource industry

Organizational profile
Chapter 2

COMPANY PROFILE
Company profile summary
Name of organization: - Mahindra & Mahindra Limited.
Location: - Mahindra & Mahindra Limited, plant -1, Satpur, Nashik, 422007
Type: - Public
Traded as: - BSE: 500520 BSE SENSEX Constituent
Industry: - Automotive
Founded: - 1945 (Ludhiana)
Headquarters: - Mumbai, Maharashtra, India
Area served: - Worldwide
Key people: - Anand Mahindra (MD)
Products: - Automobiles, commercial vehicles, two-wheelers
Employees: - As on 31 March 2014, the company had 35,612 employees, out of which 714 were
women (2%). It also had around 16,500 temporary employees on the same date in Nashik plant 3500+
employees are working till date
Parent: - Mahindra Group

Vision:
To create a fully colemployeeative environment in which suppliers can deliver exactly what the
company needs, when it needs it, and at a competitive cost.
Mission:
To create India's largest automobile and automobile-related products distribution network by providing
dealers and customers with the largest choice of unique world-class products and services
Values
We have always believed that ethics and good governance coupled with vision and grit are fundamental
to being a successful business, and our leadership team embodies these beliefs.
You’ll find many interesting personalities here; people that have helped shape the evolution of our
businesses and continue to guide our destiny. You’ll come across achievements and awards that we
believe are merely a by-product of the work that we do.
We’re proud that our people drive change and lead from the front.
History of the organization
Founded in 1945 as a steel trading company, they entered automotive manufacturing in 1947 to bring
the iconic Willys Jeep onto Indian roads. Over the years, we’ve diversified into many new businesses in
order to better meet the needs of our customers. They follow a unique business model of creating
empowered companies that enjoy the best of entrepreneurial independence and Group-wide synergies.
This principle has led our growth into a US $16.7 billion multinational group with more than 180,000
employees in over 100 countries across the globe.
Today, our operations span 18 key industries that form the foundation of every modern economy:
aerospace, aftermarket, agribusiness, automotive, components, construction equipment, consulting
services, defense, energy, farm equipment, finance and insurance, industrial equipment, information
technology, leisure and hospitality, logistics, real estate, retail, and two wheelers.

There federated structure enables each business to chart its own future and simultaneously leverage
synergies across the entire Group’s competencies. In this way, the diversity of our expertise allows us to
bring our customers the best in many fields.
Mahindra & Mahindra was established on October 2, 1945 when K.C. Mahindra visited the United
States of America as Chairman of the India Supply Mission. He met Barney Roos, inventor of the
rugged 'general purpose vehicle' or Jeep and had a flash of inspiration: wouldn't a vehicle that had
proved its invincibility on the battlefields of World War II be ideal for India's rugged terrain and its
kutcha rural roads. Swift action followed thought. The Mahindra brothers joined hands with a
distinguished gentleman called Ghulam Mohammed. And, Mahindra & Mohammed was set up as a
franchise for assembling jeeps from Willys, USA.
Two years later, India became an independent nation and Mahindra & Mohammed changed its name to
Mahindra & Mahindra. Ghulam Mohammed migrated to Pakistan post-partition and became the first
Finance Minister of Pakistan.
Mahindra & Mahindra is the only Indian company among the top three tractor manufacturers in the
world. The Group has a leading presence in key sectors of the Indian economy. The Group employs over
50,000 people and has several state-of-the-art facilities in India and overseas.
Mahindra & Mahindra has comprehensive manufacturing facilities with high level of vertical
integration. Catering to the Sector's diverse customer base spanning rural and semi urban customers,
defense requirements and luxurious urban utility vehicles or SUVs. These manufacturing plants keep
abreast with the latest technology to meet the growing market expectations. These manufacturing
facilities have some of the best technologies and equipment in India and provide for a very challenging
and satisfying work environment. Its plants in Mumbai and Nasik manufacture multi-utility vehicles and
engines are produced at the Igatpuri plant. Utility Vehicles, Light commercial vehicles and 3 wheelers
are manufactured at the Zaheerabad plant in Andhra Pradesh and three-wheelers at the Haridwar plant.
The business area of the company spreads to:
Automotive sector
The company manufactures & markets utility vehicles, light commercial vehicles that includes three
wheeler vehicles, namely; Scorpio, Bolero, Champion and many more. The company also exports its
products to several countries in Europe, Africa, South America, South Asia and the Middle East. M&M

has a tie up with Renault for production & marketing of Logan. Mahindra International is into producing
trucks and buses. The company has entered into a joint venture with Navistar for production of diesel
engines & trucks.
Farm equipment
M&M's farm equipment segment has presence in six continents and has a worldwide network of 800
dealers .Its total combined production capacity is 1,50,000 tractors a year from countries like India,
USA, China and Australia. The company is also into agri business.
Trade, Retail & Finance
Mahindra& Mahindra Intertrade Division provides steel & steel related services. It offers steel raw
materials, metals, Ferro alloys, etc. It also processes Cold Rolled Grain Oriented (CRGO) and Cold
Rolled Non Grain Oriented (CRNGO) steels that are required for transformers & compressors. Mahindra
Retails is into distribution business and has tie up with big names like Lego, Disney, Mattel and others.
Mahindra Finance is into financing of tractors and other vehicles and is also into Insurance broking.
Infrastructure
M&M has also entered Infrastructure development that operates in real estates, SEZs, hospitality, project
engineering and design. Under this it has created Mahindra Holiday & Resorts, Mahindra Lifespaces
& Mahindra World City.
Information Technology
Tech Mahindra provides solutions & services to telecommucation majors namely Alcatel, AT&T, BT,
Convergys, Ericsson and O2, among others. It is also into business process and technology consulting
services through Bristle.
Systech
It is into supply of automotive components. It produces forged and forged / machined components, gears
and composites.
Specialty Business
Under this division it has companies like Mahindra Defense, engaged in manufacturing defense related
vehicles & Mahindra Ashtech.
Products and services offered by the company:-
Automotive
 Scorpio

 Xylo
 Bolero
 Maxx Range
 Naya Commander
 Savari
 Major
 Bolero Camper DLX
 Maxx Pic-ups
 Champion range of Three Wheelers.
 Farm Equipment
 Agri inputs and services
 Engines
 Farm Implements
 Tractors
Financial Services
 Loans and Mutual Fund
 Distribution
 Insurance and Risk Management Services
Trade, & Retail and Logistics
Retail - Mahindra Retail Ferro Alloys and Metal Scrap Steel and Steel Related Services Technical
Products and Services Toys and Apparel Corporate People Movement Supply Chain Management
Service Centre for Automotive and Electrical Steels
Information Technology
 Dealership Management
 Facility Management
 Software Solutions
Infrastructure Development

 Development of Infrastructure Projects
 Engineering consultancy
 Integrated Business Cities
 Lifetime holidays
 Living Spaces and Working Spaces
Systech
 Composites
 Engineering Services
 Forgings
 Gears
 Sourcing of Auto Components
 Stampings and Steel
Speciality Business
 Ash Handling Euipments for Power Plants
 Defence Vehicles
 Information Security Consultancy

ORGANIZATION STRUCTURE
Organization Chart

Activity carryout by company in Nashik plant
 Mahindra Thar
 Mahindra Xylo
 Mahindra Quanto
 Mahindra Bolero
 Mahindra Scorpio
 Mahindra Verito
 Mahindra XUV500

Mahindra Thar
The Mahindra Thar is a compact and mid-size four-wheel drive off-road and sport utility vehicle (SUV),
manufactured by Indian automaker Mahindra & Mahindra Limited. The vehicle was launched in the
Indian market on October 4, 2010 to fill the void left
by its predecessor the Mahindra MM540. The Thar
has been voted one of the top 10 SUVs available in
the Indian market. The Thar also comes with a 7
seater option, though it can be converted in to a two
seater.
Mahindra Scorpio
The Mahindra Scorpio is an SUV manufactured by Mahindra & Mahindra Limited, the flagship
company of the Indian Mahindra Group. It was the first SUV from the company built for the global
market. The Scorpio has been successfully accepted in international markets across the globe, and will
shortly be launched in the United States.
The Scorpio was conceptualized and designed by the
in-house integrated design and manufacturing team of
M&M. The car has been the recipient of three
prestigious Indian awards: the "Car of the Year"
award from Business Standard Motoring as well as
the "Best SUV of the Year" and the "Best Car of the
Year" awards, both from BBC World Wheels.

Mahindra Bolero
The Mahindra Bolero is an SUV which is designed to carry seven or ten people. It is available in air
conditioned (AC) and non-AC variants. It is a very popular vehicle in India.
The basic design is based on the Mahindra Armada Grand. The first-generation Bolero was equipped
with a Peugeot 2.5 L (150 cu in) IDI engine which
produced 75 bhp (56 kW). The second generation was
released with slightly modified exteriors and the major
change was the engine, a 2.5 L (150 cu in) in-house
mill from Mahindra.
MahindraXUV500
The Mahindra XUV 500 is a Sports Utility Vehicle (SUV) produced by the Indian automobile
company Mahindra & Mahindra and was launched in September 2011 and by June 2012 the XUV 500
was available in 19 cities in India. Before it was launched, it was code named 'W201'.
The XUV500 was designed and developed at Mahindra's design and vehicle build center in Nashik and
Chennai, and is manufactured in Mahindra's Chakan & Nashik plant, India. It is the first monocoque
chassis based vehicle from the company. To meet the growing demand of its hot selling model XUV
500, M & M plans to increase the monthly production to 5000 units by Sept-Oct 2012. Despite being
highly popular in India, it is less known in other countries as much as the Mahindra Scorpio is. Apart
from that, the XUV500 also set three special stages
ablaze by clocking the fastest time in each. Eighteen
months later, the XUV500 was born amidst carefully
calibrated hype. That build-up and consequent
anticipation has translated into 35,000 XUV500s being
sold in the first year and another 14,000 buyers on a
waiting list.

Mahindra Quanto
The Mahindra Quanto is a compact sport utility vehicle (SUV) designed and manufactured by the
Indian Mahindra & Mahindra Limited. It is based on the Mahindra Xylo but with a shorter rear layout to
fall under the four metre threshold. It has its spare
wheel mounted at the back of the car. All models
share the same diesel engine. It is 7-seater compact
SUV , despite the Sub- 4 meter mark. It recorded
sales of 1,782 in the month of September, reaching
the mark of 2,497 in October, and ending the
month of November with a commendable sale of
2,297 units. The Quanto has the Xylo's interior,
with some coloring modifications.
Dacia Logan
The Dacia Logan is a small family car produced jointly by the French manufacturer Renault and its
Romanian subsidiary Dacia since 2004. It is
currently at its second generation and has been
manufactured at Dacia's automobile plant in
Mioveni, Romania, and at Renault's plants in
Morocco, Brazil, Turkey, Russia, Colombia, Iran,
India and South Africa. It has also been marketed
as the Renault Logan, Nissan Aprio, Mahindra
Verito, Renault Tondar 90, Lada Largus (the
MCV), Nissan NP200 (the pick-up) or Renault Symbol (the second generation), depending on the
existing presence or positioning of the Renault brand.

Outline of problem under taken
Chapter 3

Outline of the problem/task undertaken
Mahindra and Mahindra limited is well established organization, in the beginning it was found that their
no necessity for additional welfare facility in organization. While project it was found that there are
some space in performance and its requirement of welfare facility. To find out the gap between the
employee welfare in existence and the additional requirement of the welfare, a survey was made in the
organization.
In this survey sample size of 100 employees was taken. Questionnaires were distributed to sample and
outcome with finding and suggestion for organization.

Research methodology
Chapter 4

Research methodology
Title of project
Employee Welfare in Mahindra & Mahindra Ltd
Name of company
Mahindra & Mahindra Ltd.
OBJECTIVES OF THE PROJECT
 To study the concept of Employee welfare in Mahindra and Mahindra Ltd.
 To study the employee welfare activity used in Mahindra and Mahindra Ltd.
 To study the satisfaction level of employee by welfare activities.
 To study the principles of employee welfare in the organization.
 To find out additional requirement of welfare activity in Mahindra and Mahindra Ltd.
SCOPE
L 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.
1. Knowing additional welfare facility required in organization.
2. Finding loopholes in welfare facility/policy in organization
3. Study required welfare facility in organization
4. Planning welfare policy with help of report can help management.

Limitation ofproject
1. The investigation access to the staff was limited due to the shift system
2. Information received from the respondents neither may not be accurate. So the received
information will not give a true and fair view of the actual position
3. Due to time limitation, sample size for the project study is limited to only 100 employees.
Data collection technique:-
Source of the data:-
The researcher had collected both primary & secondary data for the research.
Primary
For collecting the primary data, the questionnaire method was employed. Each respondent was given a
questionnaire and they answered it and returned back.
Secondary
For secondary data the researcher depends on various company records, websites and journals etc.
Research Design
A Research design is simply the framework or plan for a study. The design may be a Specific
presentation of the various steps in the process of Research. For this descriptive design was used.
Descriptive research includes survey and fact finding enquiries of different kinds. The major purpose of
descriptive research is to know additional welfare facility required, as it exists at present. In this method
the researcher has no control over the variables. He / She can only report what has happened and what is
happening.
Tools for analysis
 As the data being primary and secondary, it was collected by supplying questionnaires to the
staff. Questionnaire was designed in such a way that it covers all the aspects of the problem
under the study and to know the general information about the respondents. The questions

included were closed ended and hence keeps the respondents on the subject and is relatively
objective. Utmost care was taken to see that the questions are simple and unambiguous.
 Different statistical tools used for analysis of collected data are:- Simple Percentage analysis.
Data presentation tools:-
Data presentation Data was presented with the help of tables, charts; interpretation and observation were
noted below each table/charts
.Data analysis
Data was analyzed by simple qualitative analysis for the study

Data analysis
Chapter 5

Sample size analysis
The sample size of 100 employees was taken ,due to limited time and availability of employee. The
100 employee represent 1000 employee (1 for 10)
Welfare facility provided in Mahindra & Mahindra Ltd.
Welfare category
1) STATUTORY (basic welfare)
1. Canteen
2. First-aid
3. Welfare officer
4. Annual medical examination
2) Non-statutory (company self-based welfare)
1. Education subsidiary scheme
2. Welfare event/festival
3. Training workshop for employee ,employees spouse and children
4. Retirement benefit
5. Mahindra and Mahindra co-operative credit society
6. M&M employee primary co-operative consumer store
7. M&M employee welfare fund -1989
8. Other welfare facilities

EMPLOYEE WELFARE
Source of data was discussion with welfare officer Mr. Narendra Kulkarni .
____________________________________________________________________
 Statutory and non-statutory welfare activity done by company.
Statutory –
 canteen,
 ambulance,
 wash room,
 sprinkling water,
 ventilator
Non statutory –
 Technical Training program for least 4 day for every employee
 “Gurukul” hall for technical training program, new trainee/employee.
 Training program for employees spouse and children are organizing once or more time in
company or any hall are booked, program for 2-4 days.
 Skill development ,ability development program are organize for children
 On completion of 25 year on services they are felicitated on special event(15th August) once
year
 Employee children who score 80% above in academic year are felicitated on 15th August.
‘DIWALI’ and ‘DASHARA’ are celebrated at company
 Sweet are distributed on occasion of ‘DIWALI’ and ‘DASHARA’
 Yearly 1 pair of shoes , 2 uniform set and 1cap are distributed
 Raincoat and sweater are distributed after every 3 year
 Gumboot are distributed after every 2 year
 Bus facility is will get start in month of August.
 Financial assistance is given in various manners.
 Loan on PF, housing loan, vehicle loan, reconstruction/repair loan,

Statutory benefits
Source of data was discussion with Deepak Bhagayat
Canteen
 Canteen run on contractor basis permitted yearly.
 All facility given by company to contractor
 Contractor require to allot worker and raw material only
 Quotation are called every year and given on basis of quality and rate bases
 All compliances are maintain by contractor
 All legal permits like food license ,IFFCAI etc.
 medical checkup are done once a year (contractor worker)
 hygiene check are done time to time
 worker cloths cleanliness are checked daily or same
 Raw material inspection is done every day and every time
 Around 160-170 worker are needed to render canteen service
 Food test done as per government rule by contractor (in Govt lab).
 15 day menu are decided in meating on basis of R.M availability
 Coupon based meal distribution system.
 2meal are distributed every day –lunch for 1st shift and dinner for 2nd shift and 1time snack
distributed.
 Meal consist of DAL-CHAWAL,CHAPATI ,2 TYPE SABJI(BHAJI),DAHI and FRUIT
 3 time non-veg are distributed in meal (week)
 3rd shift are served with snack 2 time
 Tea is distributed on round clock or same.
 Meal is distributed in main canteen only and tea and snack are distributed in work place in
allotted arrangement
 Every assembly has at least 2 snack point or more seating arrangement of 20-30 employee
 Subsidize based canteen 20% by employee and 80% by company.
 Facility charges are recovered in monthly salary.

First aid/OHC (Occupational and Health Center)
Source of data was discussion with health officer Dr. Sachin Arsule
M&M ltd is one of the reputed and leading car and truck manufacturing industry. Which deal with more
than 180,000 employees in over 100 countries across the globe.it has 3,500+ people at Nashik plant, as
per CSR of company maintain a well-equipped health center so that it can serve employee in timely and
proper manner and not only gain a CSR image but also fulfill compliance of factory act 1948, so it is
statutory(basic)facility of one factory.
Factory make health center as OHC under guidance of Dr. Sachin Arsule practicing doctor under factory
act 1948 (chapter: -sec: -).open on 1st September, 2010. OHC center has capacity to handle 1800+
employees at a time. The center is planted in center of plant so it can be easy access to employee from
any part of plant and has all facility to treat at initial stage of any injury, accidental wound etc. cause in
working time and place.
Legal and other types
1. Legal types
2. Other types
Legal Pre employement :-
Hazardous and dengerous
Annuale cheak-up.
Other Medical scheme
Accidental scheme Industrial accident
Non industrial
Medicaactivity

Legal types of health check-up scheme
1. Pre-employee checkup
Physical checkup is done to make clear that the person can be useful to company. Generally check is
done by prescribed doctor only. This check-up report is to be submitted before joining company. As
require/mandatory document for job.
2. Hazardous and dangerous checkup.
Employee dealing/working with acid/chemicals, paints, fuels, etc. are checked under this scheme. These
sorts of employee are check twice a year in month of July and December, So that they can be treated in
time. This detail are submitted to WSIB (Working place Safety and Insurance Board)
3. Annual check up
The annual checkup is done once a year and done for all workers but it is also conducted for all
employees too. The detail are recorded on form 7 and submitted to WISB. It is done in month of
December nearly 1/1.5 month is required to perform this work.
Other types of health check-up scheme in Mahindra and Mahindra Ltd
1) Medical scheme
This scheme covers nearly 11 type’s diseases which are related to employee occupation. These types of
disease are generally caused due to refer job in a direct or indirect manner. It also refer to all other
remaining diseases in 11 are also covered. There whole expenses are paid under this scheme. Company
pays all expenses regarding diseases.
What are the Workplace Safety and Insurance Board?
The WSIB is an independent trust agency that administers compensation and no-fault insurance
for Ontario workplaces. We are committed to delivering what matters to the workers and
employers of Ontario: fast, accessible service and fair benefits at a fair price.

The lists of disease were formulated by negotiation between employee union and management. Nearly
these diseases are related to nature of job.
2) Accidental scheme
a) Industrial
A work accident, workplace accident, occupational accident, or accident at work is a "discrete
occurrence in the course of work" leading to physical or mental occupational injury. Basic/first-
aid treatment are Given in OHC and further treatment are given in hospital. Major injury
treatment is given at hospital. For which company has maintain its own ambulance with is
b) Non-industrial. Accident occurred while traveling from home to company and Reaches
Company then it conceder as non-industrial accident. All same rules are followed in this only
treatment get started earlier in OHC.
c) Sickness if employee gets sick while working in company then primary treatment is given in
O.H.C. If requires further treatment is given in hospital suggested by employee.
3) Medical activity
Factor require for medical scheme in OHC.
1. Employee working should be permanent only.
2. OHC is run for employee welfare, so it is function able to employee only. Employee family
member cannot take advantage of the center
3. On treatment of employee from other hospital can apply for reimbursement if they fit in that
criteria
4. 11 illness are conceder under medical scheme
5. Any accident cause outside company campus will not be conceder under medical scheme
6. Accident cause due to employee mistake in working hour will not be approved under medical
scheme.
7. Any accident cause or valid to cause due to self-mistake or self-negligence or denied to follow
safety rules
8. Any self-fault scheme get expire.

Benefits of medical scheme under welfare
1. Room/bed rent are paid by company under medical schemes
2. Nursing expenses are render
3. Appointing any expert, surgeon, anesthetist, fees for consultant while be paid.
4. All other expenses required during treatment.
Rules for hospital/ nursing home for welfare scheme as hospital.
1. Registered as per government rules.
2. Arrangement for 15 patient beds.
3. Full equipped operation theater.
4. Fully equipped nursing staff and doctor.
Procedure for claiming benefits
1. 2 copy of prescribed application form and hospitalization expenses
i) The general manager operations Nashik plant.
ii) The chairman, M&M employees, welfare fund respectively
2. If any financial assistance received from same than remaining amount will get reimbursement.
Medical benefit are given in contribution basis
Medical benefits
contribution
Management WF Self
Upto-50,000 50% 25% 25%
50,000 -150,000 65% 20% 15%
150,000-above 70% 20% 10%

Time Office
Source of data was discussion with Vikas Zinzurde and Deepak Chaphekar
______________________________________________________________________________
Welfare activities carry out in Time Office
1. P.F. loan/advance
2. Co-op. society loan
3. Leave travel assistance
4. Co-op. housing loan
5. Medical reimbursement
6. Personal protective equipment
7. Safety shoes
8. Weather wear (winter/rain)
9. Uniform
Assistance (loan/advance) provided
Provident fund loan/advance
For following reason-
a. House purchase/construct/repair/renovation.
b. Medical/hospitalization
c. Marriage of self, brother, sister, son and sister.
d. Higher education
e. Retirement
1. A) House purchase/construct/repair/renovation.
One of the basic human need is shelter (self-house). Which make person comfortable and make
him safe and secured, while purchasing house it’s more important to have financial assistance.
Housing loan from P.F. is a better option as they allot finance from employee P.F. saving.
Employee wants to purchase residential house/flat, construction of residential house / repayment
of house loans. As employees saving can be used on required time keep more important.

Eligibility: - 5 year of PF membership in same company
Documents required:-
1. Latest original pay slip
2. Copy of sale agreement
3. Stamp duty/registration receipt
4. Builders receipt
5. NOC from society
6. Estimate of construction.
Loan pass in least of following:-
i. 36 months PF salary, or
ii. 100%total PF balance (own, voluntary &company share), or
iii. Total cost of house /construction or outstanding loan, or
iv. Applied amount.
1. B)Employee purchase land for development
For this company provide loan on PF. Loan help in purchase and development of land which rise
there life style. Loan has some law such as
Eligibility: - 5 year of PF membership in same company
Documents required:-
1. Latest original payslip
2. Copies of land purchase document
3. 7×12 extract certificate
4. N.A. certificate (if purchase for building)

i. 24 months PF salary or
ii. Total PF balance (own, voluntary &company share)
iii. Total cost of the site or
iv. Applied amount
2 (a) Additions/substantial alterations improvements
Eligibility: - 5 year of PF membership in same company and 5 year from the completion of house.
Documents required
i. Proof of house/building is 5year old construction,
ii. Copy of intimation letter duly acknowledged by society or
iii. NOC from society,
iv. Estimate of cost of repairs, etc.
ii. Own a/c PF balance, or
iii. Applied amount.
2(b) Further withdrawal:-
Generally rise for additional/substantial alterations improvement or repair only after 10 years of
from the date of 1st alteration withdrawal of above.
Eligibility: - 5 year of PF membership in same company and 5 year from the completion of house.
Documents required
i. Proof of house/building is 5year old construction,
ii. Copy of intimation letter duly acknowledged by society or
iii. NOC from society,
iv. Estimate of cost of repairs, etc.

ii. Own a/c PF balance, or
2(c) Withdrawals for medical (hospitalization, major, operation /sickness)
Non-refundable only
Condition for loan
i. 1 month hospitalization
ii. Nature of illness/sickness
iii. If not cover under medical scheme
Document required
i. Latest original payslip
ii. Certificate from doctor of hospital stating that patient has been hospitalized or requires
hospitalization for one month or more or for major surgical operation purpose with cost
estimates.
iii. Certificate from of employer that ESIC or company medical facility and benefits are not
available or if availed what is the amount eligible/availed.
Loan passes in least of following
i. 6months PF salary, or
ii. Own a/c PF balance(Own &voluntary), or
2(d) withdrawals for marriage or post matriculation education of children
Non-refundable only, can withdrawal for 3 times only.
Eligibility: - 7years if PF membership
Condition

i. Marriage of self, sister, brother, son, daughter only.
ii. Maximum 3 time for higher education and marriage together.
Document required
i. Latest original payslip
For Marriage:-
ii. marriage invitation card
iii. hall booking receipt,
iv. For marriage in village certificate from Grampanchayat, Priest, Church, etc. With member’s self-
declaration on estimate marriage expenses.
For Education
ii. copies of payment receipt,
iii. admission receipt,
iv. Admit card, etc.
v. Prospectus/Certificate from educational institution giving the cost matriculation education.
Loan passes in least of following
i. 50% of own contribution, or
ii. Actual required amount.

Society loan
In Mahindra and Mahindra company has organized ‘MAHINDRA &MAHINDRA Co-op. credit society
ltd. ’.To help its employee overcome some financial problem and motivate them for saving. This saving
can be withdrawal on required time. For this Mahindra and Mahindra has formulate some rules to apply
for this loan. Society raises 3types of loans as per requirement of employee and accepted as per
company laws and order set in society
Types of loan
Types of loan Number of years of
service
Maximum
loan amount
Interest
rate
Repayment
period
maximum
Force closer
Short term Can avail after ONE
month of membership
12,000/-
Or
6,000/-
15%
12 months
Or
6 months
Not allowed
Long term Can avail after ONE year
of membership
1,00,000/- 8.5% 84 months Allowed
Additional Member whose
membership in the society
is above 5 years but less
than 10 years.
2,00,000/- 13.50% 84 months Allowed
is above 10 years but less
than 20 years.
2,25,000/- 13.50% 84 months Allowed
is above 20 years and
above.
2,50,000/- 13.50% 84 months Allowed

Society allot loan to society member only. Minimum 1 month membership required. Member is only
current employee of company who make sense of required term in organization.
Quantum of loan: - depending upon factor like –
I. Number of service with organization
II. Number of membership with society
III. Ratio of gross salary to net salary
IV. Contribution accumulated
V. If net like personal loan is there- loan is not allowed

Housing loan
Every employee want’s its own house which requires strong financial support, Mahindra & Mahindra
ltd helps its employee in terms of strong financial and intellectual support to construction own house.
Employee working as permanent workmen with five years’ service with the company will be eligible for
Housing loan on set terms and conditions
Housing loan of 90,000/- will be contributed to employee housing. Out of 90,000/- loan amount 50,000/-
quantum of loan upto maximum of interest free loan and another additional amount of 40,000/- will be
charged with interest of 4% per annum.
For sanction of loan two co-workers as a surety are required who agree that ‘they will pay if person fail
to repay loan’. Loan get repay in 100 equal EMI from salary/wages. This facility is available for
construction of flat/house in ‘Nashik Area only’.
Assistance under this scheme will restricted to a maximum of 10 cases per calendar month from August
2004 onwards. This loan is allowed only after maximum withdrawal/ loan from PF and from the M&M
co-operative credit society.
Document:
I. Payment slip of latest month
II. Bank loan sanction letter
III. Bank loan agreement
IV. Registration receipt
V. Agreement
VI. Receipt of payment to builder
VII. Possession letter/electricity bill
VIII. Building completion certificate
IX. N.A. permission
X. 7/12 or property card extract
XI. Power of attorney & its SDR&RR
XII. Development agreement & its SDR &RR
XIII. If co-op housing society

i. Society registration certificate
ii. Share certificate
iii. List of members
iv. Flat allotment resolution
v. Proof of stamp duty paid by society, if any
XIV. If construction of house
i. Quotation.
ii. Bills and receipt of payment.
L.T.A – Leave Travel Assistance (allowance).
This assistance is done on the basis of employee’s classification in organization. They are as follow
N-1=4500
O-2=6600
All are paid as per condition given bellow
I. Minimum service to management.
II. L.T.A is allowed for any 4 working days
III. Allowed 2 accumulated leaves
IV. Not allowed who is been dismiss.
The other consists of –O-1, O-3, S-1, S-2 and S-3.

1. Which of the following facility being used by you?
Interpretation
We can see that Canteen, Health center/OHC, Festival event, Training workshop for employee,
employees spouse and children, Leave and Travel Allowance (L.T.A.) are used 100% or in other word it
is well known to all. Other facility like society loan 80%, consumer store70%, festival advance 60% and
education subsidiary 50% as they are also well known too. Remaining medical scheme, medical
reimbursement and salary advance are only used by 10% people only. It reflect that there is still scope in
welfare activity.
Serial no. Facility used Percentage people used
1 Canteen 10.00%
2 Health center/OHC 10.00%
3 Medical scheme 1.00%
4 Accidental scheme 3.00%
5 Medical reimbursement 1.00%
6 Education subsidiary 5.00%
7 Festival event 10.00%
8 Training workshop 10.00%
9 M & m co-op credit society loan 8.00%
10 M & m primary consumer store 7.00%
11 Festival loan 6.00%
12 Salary advance 1.00%
13 Leave and travel allowance (LTA) 10.00%
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
1 2 3 4 5 6 7 8 9 10 11 12 13
facility used
YES

2. Which of the following facility you have used most frequently?
Interpretation
We can see that facility Canteen, Health center/OHC, Festival event, Training workshop for employee,
employees spouse and children, are used most frequently used 100% or in other word it is well known to
all. Other facility like society loan 80%, consumer store70%, L.T.A. 60% festival advance 30%
accidental scheme 30% and education subsidiary 30% are also used frequently. Remaining medical
scheme, medical reimbursement and salary advance are also used in company frequently.
Serial no. Facility used frequently Used frequently
1 Canteen 100.00%
13 Leave and travel allowance (LTA.) 60.00%
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
1 2 3 4 5 6 7 8 9 10 11 12 13
Facility used frequently
used frequently

3. Which facility you feel is most beneficial for the employees?
Interpretation
Employee found canteen, festival event, and L.T.A. are most beneficial in view of employee other
facility are O.H.C. 80%, society loan 80%, consumer store and festival loan to be 70% beneficial,
education subsidiary 50%, medical scheme 40% and accidental scheme and medical reimbursement
30% are said to be beneficial to employee. Remaining salary advance 10% and training workshop as
20% as some percentage beneficial.
Serial no. Most beneficial facility Most beneficial
1 Canteen 100.00%
13 Leave and travel allowance (LTA.) 100.00%
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
Most benificia facility
YES

4. What additional welfare facility you expect the company offers you?
 Free bus services
 Marriage/ceremony hall for employee on low/minimum cost.
 Increase in society loan amount
 Medical scheme for family including parent
 Girl marriage fund:- 50,000/- and boy marriage fund 40,000/-
 reservation in good education institute
 bike/vehicle loan for children
 O.P.D.
 Quality canteen

5. Do you feel this facility can help you to increase your efficiency and productivity?
Employee found this are some of the beneficial plan as they giving more benefit and may result into
increase productivity of employee. Majority percentages of employee believe that free bus facility may
reduce their energy in traveling. As this bus facility is still in court of top management of plant in
discussion on free bus service, subsidize, or fully paid bus service.
However some employee wishes that there family including parent required family medical scheme.
This will make them relief from family health tension on work.
Another demand in additional welfare facility arise that hall for ceremony. Employee need hall for their
celebration/ceremony/marriage. Employee also responded that there is a great requirement for increase
in society loan. . It will give them good financial support. Which will ultimate result into effective
productivity?
Some other demand in welfare activity follow which employee required to be given such as bike loan
for employee children; marriage provision for employee children as 50,000/- for girl and 40,000/- for
boy marriage. Well-equipped O.P.D. center should be allotted; least but employee fill its canteen
requires to increase in food quality.

Contribution to the host organization
Chapter 7

Contribution of the host organization
Findings
 Nearly all facility are used by employee in which majority uses Canteen, Medical scheme,
O.H.C., Leave Travel Allowance, Training/workshop, festival/event, Society Loan, consumer
store and festival loan/ advance
 Education subsidiary is used in half ration of sample. Majority sample were of 25 year above
working with company
 People most frequently used canteen, O.H.C., festival/ events, training/ workshop, consumer
store and L.T.A. in majority. Followed by accident scheme, medical scheme medical
reimbursement, festival and salary advance.
 As seen in frequent used facility employee fill more beneficial facility such as Canteen, Medical
scheme, O.H.C., Leave Travel Allowance, Training/workshop, festival/event, Society Loan,
consumer store and festival loan/ advance and found as requirement.
 From this field work I found that management, union and employer plays an important role in
the organization
 Majority people found as major required facility as Free bus services, Marriage/ceremony hall
for employee on low/minimum cost., Increase in society loan amount, Medical scheme for
family including parent
 Other facility demanded by employee- Girl marriage fund: - 50,000/- and boy marriage fund
40,000/-, reservation in good education institute, bike/vehicle loan for children, O.P.D. and
Quality food canteen.

Suggestion
 Mahindra & Mahindra ltd is one of leading car manufacturing company and employee oriented.
 It has always took initiative in solving employee problem, so it should take step ahead in solving
employee problem
 Bus facility which are termed to be started in near period it should be subsidized and make frame
such that it employee take interest in it
 Hall should be seen to be beneficial to company and employee as it can be used by both.
 Medical scheme which cover generally all illness Medical scheme for family including parent
this can cost high but can be performed subsidized based
 Company provide PF loan for employee and employee depended person. Still it found to be
limited, so Marriage scheme for children can be done with help of investment scheme/plan.
 Company already has its institute on global level, but it has found non convenient for employee
children so company should make contract with local leading education institute
 Increase in society loan amount due to increasing inflation. Generally the amount require does
not matches received amount so increase in society loan amount is essential
 Company already has tagging with 2 leading hospital which maintains care of O.P.D. so it
requires having some scheme for employee family operation.
 Bike loan for employee children can be made on name of employee so no necessity of such
provision
 Canteen food quality is periodically checked in government lab so it is prefer to be more efficient

Reference
http://www.ijbmi.org/ on 15/7/2014 @ 15:00:23
http://www.mahindra.com/ on 26/6/2014
http://en.wikipedia.org/wiki/Mahindra_%26_Mahindra on30/6/2014

Employee Welfare at Mahindra & Mahindra

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