Employee welfare facilities project report

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.

CONTENTS
Chapter-1
Executive summary 1
• Industry Profile 2
• Company Profile 3
• Need For Study 4
• Objectives 5
• Methodology
6
• Scope
• Findings
7
• Suggestion
• Conclusion

Chapter-2
• Introduction of the Study 7-8
• History of the company 8-10
• Present status of the company 9-15
• Swat analysis
• Mission and Vision 16-27
• Growth of the company 28-29
• Manufacturing process 30-34
• Organization structure
Chapter-3
• Background of the study 35-50
Chapters-4
• Data analyses and Interpretation 50-72
• Findings And Suggestions. 73-76
• Conclusion 77
Chapter-5

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• Annexure 78-82

• Bibliography 83

CHAPTER-I

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CHAPTER-I

Executive Summary
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• Company profile
• Need For The Stutdy.
• Objectives
• Methodology
• Scope Of the study
• Limitation Of The Study
• Findings
• Suggestion
• Data Analysis

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EXECUTIVE SUMMARY

INDUSTY PROFILE:
Hindustan latex’s (HLL)journey started with its incorporation as a corporate entity
under the ministry of health and family welfare of the government of India on march
1,1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
contraceptive sheaths for the national family planning programme the company commenced its
commercial operations on April 5,1969. the plant was established in technical collaboration
with M/s Oakmont industries.

To trace briefly HLL’s land mark in the 37th since it’s commencement of operation. In
the year 1969 the company started manufacturing at thiruvanathpuram (karalla) . as part of
expansion program of the company starts decided to establish
One more unit Kanagala near Belgaum in the year 1986. and they start the manufacturing in
1987.

COMPANY PROFILE:

Hindustan latex’s (HLL) journey started with its incorporation as a corporate entity
under the ministry of Health and Family welfare of the Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male

commercial operations on April 5,1969. The plant was established in technical collaboration
To trace briefly HLL’s land mark in the 37th since it’s commencement of
operation. In the year 1969 the company started manufacturing at thiruvanathpuram (karalla), as
part of expansion programme of the company starts decided to establish one more unit at
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Kanagala near Belgaum in the year 1986, and they start the manufacturing process in
1987.

HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing various public
health challenges facing humility.

Hindustan life care limited is the only company in the world which manufactures and markets
the widest range of contraceptives. It is unique in providing a range of condoms, including
female condoms, intra uterine devices, oral contraceptive pills- steroidal
In the area of contraceptives HLL has added to its oral contraceptive
pills(OCP)for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders,
Jaljeevan etc, it has also added female condoms to range. It also started manufacturing
of copper T, Blood bags, Hydrocephalus shunt, Hand gloves etc.
Today HLL is a multi-product, multi-unit organization addressing various public
health challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year
2010.

Title of the project:

A Study on Employee welfare facilities.
.
Need for the study

To know that whether welfare facilities play an important role on the working of employees,
And to know hen the employees are dissatisfied welfare facilities will help them to get
motivated.

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Objectives Of the study:

1 To study the existing welfare facilities provided to the employees at HLL kanagala.

2To know the employees
opinion about the present welfare facilities at HLL kanagala...

3To study the satisfaction of workers towards the present welfare facilitates.

4To give certain suggestion based on findings for improvement in the welfare facilities provided
by the management.

Scope of the Study:
This study aims to find out the satisfaction of the employees, whether the company
is providing necessary health, safety and welfare measures in HLL Life care Limited, Kanagala.
The scope of the current study named” Employee welfare facilities” is limited only to HLL Life
care limited, Kanagala unit& its application is also specifically limited to the HLL Life care
Limited, Kanagala unit, and the study cannot be applied to other unit of the HLL. This study
helps to improve the performance of the Human resource management department.

Limitations of the Study:
Following are some of them limitation of the study:

1 The data was collected during the working hours, employees were busy in their routine work
so they were less responsive.

2) The data is collected from the permanent and casual employees and hence the opinion of
contract employees is not collected.
3) Inadequacy of time was a major limiting factor faced by researcher.

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Research Methodology:
Data required
1. Primary data
2. Secondary data

1) Primary data
Questionnaire methods are used to elicit information from employees of various
hierarchy departments.
Primary data are those which are gathered specially for the project at hand is directly
through questionnaire & personal interaction. Primary data is collected by administering the
questionnaire & personal interaction.
2) Secondary data
The secondary data has been collected from different books and company files and
website.
The secondary data has been collected by an individual from different sources.
Text book
Internet
Sampling
Sampling size
The study was taken on 100 respondents.
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.
Findings:

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o From the study it was noticed that majority of respondents i.e.90% of
employees aware of all the welfare facilities provided by the company it
means company always think of employees but still it can improve to satisfy other
10% of the employees.

o It was noticed that 70% of employees feel good about present welfare facilities it
shows the welfare facilities are good.
Suggestions:
1. Employees are not satisfied to quality of the food which is providing by the canteen, so
quality of the food has to be increased to keep the health of the employees good.

2. In my opinion company should provide transportation facility to contract worker by
taking the fare of the bus.

CONCLUSION:
Human resource plays an important role in any organization . employee welfare
facilities are concern to this department , if the employee happy with welfare facilities then only
the productivity of that organization can be increased .
Based on the study of Employee Welfare Facilities in Hindustan Lifecare Limited
Kanagala it is clear that the company is very keen in the promoting all the welfare facilities
provided by Hindustan Lifecare Limited Kanagala.

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CHAPTER- II

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CHAPTER - II
COMPANY PROFILE

• INTRODUCTION

• History of the company

• Present status of the company

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• Growth of the company

• Manufacturing process

• Organization structure

• Future plans

INTRODUCTION

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The project is done at HLL LIFECARE LIMITED, Kanagala (Dist-
Belgaum). HLL is a public sector undertaking by the ministry of health and family
welfare of Government of India. HLL LIFECARE LIMITED is into manufacture of condoms
and contraceptives. Hindustan latex is a largest manufacturer of indigenous low priced, high
quality Contraceptives namely MOODS, SUPER DELUX RAKSHAK, USTAD etc.
“Without population control our plans of economic development are like writing
on water and with waves of population washing off whatever we have written” an effective
control of population growth is a key to our economic development.

HLL LIFECARE LIMITED is a public sector undertaking contributing in
promoting the family planning which is essential for controlling population explosion in our
country.
Workforce is an important integral part of the organization. To keep the workforce
satisfied “Employee satisfaction and welfare facilities” plays a very important role in the
organisation.

INDIAN SCENARIO:
Today, India is the 2nd most populist country in the world. In the half
of this century, India is poised to replace China as the most populist country in the
world. Therefore, birth control and family planning measures have assumed great
importance in India. It has become the government’s policy to encourage small families
the government has undertaken various measures to reduce population growth.

The Government of India adopted the policy of family planning in 1952
in order to control population. One of the major policies in growth control for reducing
births, various methods have been adopted, and one such methods is contraceptive for
male and females, thus on 1st march 1969, Hindustan Latex Limited was born. On 5th
April 1969 that the first batch of condoms rolled out from the plant at Peroorkada. In
1985 was the addition of two plants at Thiruvananthapuram and Belgaum.

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At the same time, Government initiated massive advertising and
awareness campaigns. Up to the late eighties, the campaign spoke of “ do yaw
teen bus”, highlighting an average family size of five members. By the nineties, the
message was changed to
“ hum do hamare do “ , emphasizing the two child norm.
Non-government organization (NGOs) also began to participate in the social marketing
programme, with funding from Government as also from other organizations. In 1987,
Parivar sewa sansatha was the first NGO to introduce its own branded condoms in the
market.
Hindustan Latex Limited become one of the world’s largest manufactures of condoms,
with an annual production of 670 million pieces.
The commercial branded condom industry has been declining at the rate of 10% over
the last three years.

HLL LIFECARE LIMITED

Hindustan latex’s (HLL) journey started with its incorporation as a corporate
entity under the ministry of Health and Family welfare of the Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
commercial operations on April 5,1969. The plant was established in technical collaboration
To trace briefly HLL’s land mark in the 37th since it’s commencement of
operation. In the year 1969 the company started manufacturing at thiruvanathpuram (karalla), as

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part of expansion programme of the company starts decided to establish one more unit at
Kanagala near Belgaum in the year 1986, and they start the manufacturing process in
1987.

HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing
various public health challenges facing humility.
Hindustan life care limited is the only company in the world which manufactures and markets
the widest range of contraceptives. It is unique in providing a range of condoms, including
female condoms, intra uterine devices, oral contraceptive pills- steroidal

In the area of contraceptives HLL has added to its oral contraceptive pills (OCP)
for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders, Jaljeevan
etc, it has also added female condoms to range. It also started manufacturing of copper
T, Blood bags, Hydrocephalus shunt, Hand gloves etc.

Today HLL is a multi-product, multi-unit organization addressing various public health
challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year
2010.

HLL has been declared a Mini Ratna Company by the Government of India and upgraded as a
Schedule BPSU.

HLL Life care Limited is the only company in the world which manufactures and markets the
widest range of Contraceptives. It is unique in providing a range of Condoms, including Female
Condoms, Intra Uterine Devices, Oral Contraceptive Pills - steroidal, non-steroidal and
Emergency Contraceptive pills; Contraceptive Cream, and Tubaler Rings.

HLL’s Health care product range include: Blood Collection Bags, Surgical Sutures, Auto Disable
Syringes, Vaccines, Women’s Health Care Pharma products, In - Vitro Diagnostic Test Kits,
Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bank equipment, Iron and
Folic Acid Tablets, Sanitary Napkins, and Oral Rehydration Salts.

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With a vast array of innovative products and social programmes launched to meet the nation’s
health care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision
of Innovating for Healthy Generations.

Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct
marketing. HLL has put in place a vast distribution network covering the length and breadth of
the country. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over
600 districts, 1509 distribution points, including over a lakh villages, in the remotest corners of
the nation.

It is the leading social marketing organization in the country in the area of contraceptives - with a
market share of over 65 percent in the rural and semi urban markets, including in the highly
populated states of UP, Madhya Pradesh, Bihar etc.

HLL has also made vast inroads in the commercial segment too, with the growth in its market
share from 0.1 percent over a decade back to 19 percent at present. HLL’s products are today
exported to over 70 countries.

HLL’s association with world leaders include those with Okamoto of Japan; Finishing
Enterprises, USA; Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,
Sweden; Beijing Zizhu Pharma of China and Acumen Fund, USA

With a vast array of innovative products and social programmes launched to meet the nation’s health
care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision of Innovating
for Healthy Generations.

Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct
marketing. HLL has put in place a vast distribution network covering the length and breadth of the

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country. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over 600
districts, 1509 distribution points, including over a lakh villages, in the remotest corners of the nation.

It is the leading social marketing organization in the country in the area of contraceptives - with a
market share of over 65 percent in the rural and semi urban markets, including in the highly
populated states of UP, Madhya Pradesh, Bihar etc.

HLL has also made vast inroads in the commercial segment too, with the growth in its market share
from 0.1 percent over a decade back to 19 percent at present. HLL’s products are today exported to
over 70 countries.

HLL’s association with world leaders include those with Okamoto of Japan; Finishing
Enterprises, USA; Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,
Sweden; Beijing Zizhu Pharma of China and Acumen Fund, USA

HISTORY OF HLL KANAGALA UNIT:

HLL was set up 1969 at Thiruvananthapurm, Kerala as a government of India
undertaking. In 1984 the company decided to establish one more unit at Kanagala
Belgaum district of Karnataka state. Shri.R.Venkataraman the vice-president Government
of India laid down the foundation stone for the Kanagala unit. The function was
prescribed by Shri. Shankaranand, the ministry of Health and Family welfare of Government
of India. The construction of plant was completed in 1986 and regular production
commenced from March 1987. The Kanagala plant is setup in collaboration with M/s
Okamoto Industries, Japan and it incorporates Japanese technology cable of
manufacturing tested condoms in the world. The plant is fully automated
andcomputerized and it has annual production capacity of 144 million condom

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Location of the Plant:
The plant is situated in Kanagala, a small village in hukkeri taluka of Belgaum District.
It is 55 kms away from Belagum, 12 kms from Sankeshwar and 15 kms from Nippani. It
is situated beside the NH-4, which is convenient for transportation and means for
communication. In 1984 Shri. B.Shankaranand took the initiative step in the successful
establishment of Kanagala unit of HLL.
HLL unit Kanagala plant acquires of about 30 acres of land. About 3/4th of land is
occupied by administrative office, main factory building, electrical and maintenance
department, boiler room, effluent plant, stores building, ammonia storages, rest room, time
office, canteen and assistance aid room, locker room etc. Other two buildings have been
constructed one for production of oral contraceptive pills like Mala D, Mala N, Choice,
Saheli, Ecroz etc. And one more is production of Centchroman Bulk Durg, which has
annual production capacity of 1,000 kilograms. Other side of the factory there is a
guesthouse, a hostel for unmarried officers and quarters for General Manger and Deputy
General manger.
The Kanagala plant, Karnataka commenced operation with the production of condoms in
1985 using Japanese technology. It was expanded with the tablet tin
Facility for birth control pills, Mala D/N, Saheli commenced in 1992.

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UNIT PROFILE:

Name : HLL, Kanagala

Address : Hindustan Latex Limited

A/P-Kanagala-591225

Tal-Hukkeri

Dist-Belgaum

State-Karnataka.

Corporate : Public Limited Company

Status (A Government of India undertaking)

Registration No : KTK/25/11/87

Nature of Industry : Manufacturing.

Date of commencement : March 1987

e-mail : hllnfk@sancharnet.in

Web-site : www.hlllifecarehll.com

Fax No. : 08333-279245

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Phone no. : 08333-279244, 279206,279680

Promoter : Shri.B.Shankaranand
Former minister of Health and family
Welfare of Government of India.

CMD : Shri.M.Ayyappan.

Present status of the Company:

Manpower position
Officers 46
in HLL, Kanagala:
Supervisory Staff 50

Administration Staff 43

Grade IV workmen 131

Grade III workmen 84
WORK SCHDULE:
Grade II workmen 7
Company workers for
Grade I workmen 16
entire 24 hours with
Induction level –I 44 following work

Induction level-II 41 schedule.

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Worker trainee 11

TOTAL 472


Shift Time

General Shift 9:15 AM to 5:15 Pm

1st Shift 6:00 AM to 2:00PM

2nd Shift 2:00 PM to 10:00PM

3rd Shift 10:00 PM to 6:00AM

BOARD OF DIRECTORS:

Sr.No. NAME DESIGANATION
1 Shri.M.Ayyappan Chairman & Managing Director

2 Shri.Raghubir Singh Additional Secretary Of Health and family
welfare
3 Shri.Braj Kishore Prasad Joint secretary of Health and Family
Welfare
4 Shri.K.K.Sureshakumar Director (Marketing)

5 Shri.B.B.Chandrashekaran Nair Director (Finance)

6 Shri.M.D.Shreekumar Director (Technical and Operation)

7 Shri.K.Mohan Das Director

8 Shri.V.Sanjeevi Director

9 Shri.V.Meenakshi Sundaram Senior Chartered Accountant

HLL LIFECARE LIMITED Commenced its journey to serve the nation in the area of Health
care, on march 1, 1966, with its incorporation as a corporate entity under the ministry of family
welfare of the government of India. HLL was set up in the natural rubber rich state of Kanagala,

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for the production of male contraceptive sheaths for the national family planning
programme.

The company commenced its commercial operations on April 5, 1969 at peroorkada in
Trivandrum. The plant was establishment in technical collaboration with M/s Okamoto industries
inc. Japan two most modern plants were added, one at Thiruvananthpuram and the other at
Belgaum.

Management Structure:

HLL is fully owned by the Government of India. Board of directors appointed
by the Government manages it. HLL is incorporated as a company under the ministry of
Health and Family welfare of Government of India.
Overall management of the company is vested with the board of directors
of the company. The board of directors are accountable to the shareholders of the
company and are also accountable to Government of India.
The day-to-day management of the company is entrusted to the Chairman & Managing
Director (C & MD) and the functional directors and other officers of the company assists
him. The Chairman and Managing director, functional Directors and other officers
exercise their decision-making power as per the delegation of powers approved by the
Board of Directors.

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COMPETITORS INFORMATION:

The major competitors of the company for condoms are TTK, JK Group,
Polar Latex and the other imported brands like Durex , Trojan competitors products and
their respective market shares as shown below:
Company Product Market Share

TTK Kohinoor, Flesta, Champ, Duropack 33%

JK Group Kamsutra 22%

Imported Brands Durex 04%

MARKETING & EXPORT:

To meet the increasing demand for high quality and newer
varieties of condoms, today company markets its products domestically and
internationally. ‘MOODS’ was the first premium brand, which was launched in the
market on a national scale, and it is also launched in the international markets.
The other brands introduce in domestic & international markets were ‘RAKSHAK’ and
‘NEW SHARE’. HLL taken up marketing of MALA-D/N, oral contraceptive pills in the
state of Rajastan, Kerala, Karnataka and Tamilnadu. Today HLL has wide range of
distribution network to distribute commercial products all over the country.

HLL has its domestic Marketing Offices at:

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• Noida , Mumbai, Kolkata, Bangalore, Hyderabad, Luck now

HLL brands condoms have received “ 510 K” from Food And Drug Administration
(FDA) and “ CE MARK” certification from SGS United Kingdom. Both these certification
are necessary to market condoms in the countries like USA, UAE, UK, Kenya, Mauritius
and Oman. HLL’s marketing association is spread over Asia Specific, Europe, USA,
Central America, Africa and Middle

PRODUCT PROFILE:

The various products produced and marketed by the company are as shown below:

HEALTHCARE PRODUCTS

• Blood Single, Double, Triple, Quadruple, Penta, Pediatric, & Transfer Bags.
• Sutures Hicon, Hincryl, Hisil, hilon.
• Tissues expanders HLL Subcutex
• Auto Disposable Syringe Bsure, Autolok
• Oral Re-hydration salts Jal Jeevan
• Medicated Plasters Plastid
• Women Healthcare Pharma Products

FAMIL PLANNING & HIV/AIDS PREVENTION:

CONDOMS

Nirodh Deluxe Nirodh Mauj

Zaroor Rangeele Nymph

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Ustad Share TNMSC

Moods Sparsh Rakshak

Moods Suprereme

Female condoms
Confidom Passion Rings

Motto, Vision and Mission

Motto
Innovating for Healthy Generations.

Vision
HLL will establish itself as the Leader in its core activities, through a process of continuous
innovation and participatory approach in order to -
Provide best value to the customer.
Be an employer of choice.
Promote the cause of family health in general, and women's health in particular.

Mission
To accomplish the Corporate Vision, HLL has outlined a Mission to be a World Class Health
Care Company by the year 2010, with focus on five key areas, namely

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* Business * Customer * Innovation * Employee and
* Social Sector initiatives.

Business Leadership:
Attain rapid growth and global levels of operations with cost competitiveness.
Be among the top three players in each main product category.
Become the organization to be benchmarked with.
Become an acknowledged and admired leader at industry forums.
Customer Focus:

Focus on quality and customer delight at all time

Innovation:
Establish core competence through a process of learning and innovation.
Create a culture of continuous innovation resulting in at least 10% of turnover from Research
and Development initiative.

Employee Satisfaction:
Strive to be the employer of choice in India with employee satisfaction levels of over 90%.
Social Sector Initiatives:
Be recognized as the leading social organization in the field of Reproductive and Women's
Health, with a commitment to the society - a partner of choice for implementing all government
and multi-lateral initiatives in these segments.

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OBJECTIVES OF THE COMPANY

• To maximize capacity utilization of existing plant.

• To increase the profitability of the company and to maximize generation of surplus to
enable HLL to finance its diversification projects.

•

•
• To make social marketing projects.

• To maintain and improve the existing cordial relationship between employees and
management by mutual interaction at various levels and to further improve efficiency of
the executives, supervisors and works to meet future challenges.

• To make continuous efforts for up gradation of technology and quality to be
internationally competitive.

• To improve substantially direct marketing for all products.

• To maximize cost reduction.

• To explore possibilities for strategic alliances for diversification.

• To be an active player in realization of the objectives set forth in the national population
policy (NPP)2000.

• To straighten information, education and communication aimed at enhancing the
outreach of contraceptives in remote areas

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The Kanagala unit is divided into the following Departments:
• Operations and production
• Boiler house
• Machine shop
• HR
• Accounts
• Purchase
• Stores
•
•
• Dispatch
• Systems
• Safety
• Electrical
• Mechanical

Commitment to Quality Systems:

HLL underlines its commitment to quality by mandating that all our manufacturing facilities are
certified to a quality system standard. Our manufacturing facilities conform to requirements of
ISO 9001:2000, ISO 13485 and various international product certification marks, thus offering
best value to our customers in conformance with international standards.

List of certificates:

ISO 9001-2000 certificate
GMP certificate
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CE mark certificate

YEARLY PRODUCTION OF CONDOMS:

Year Target Production
2004-05 215 223.40
2005-06 225 228.03
2006-07 242 237.99
2007-08 235 243.51

TURNOVER OF THE ORGANIZATION:
The below chart shows last five year turnover of the organization last three year it is constant
neat to 5100 and because of that they increasing their profit.
Year Rs.(Lakhs)
2002-03 4272.39
2003-04 4971.21
2004-05 5306.41
2005-06 5166.65
2006-07 5127.70

SALES DETAILS:
Sr.no particulars 2005-06 2006-07 2007-08
1 Condoms(in 221.51 232.99 232.08
LakhRs)
2 Oral 578.41 578.75 575.80
Contraceptive
Pills (in LakhRs)
3 Centchroman 641.56 641.56 788.18
Bulk Drug
(In Kgs)

FUTURE PROSPECT:

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Develop new low modus latex formulation with liquid accelerator system.
introduce new products like Super Dotted Extra-time Condoms, Baggy Ribbed Condoms , and
Warming Gel etc.
Develop new latex formulation with single accelerator. Develop water- based
Condoms lubricated as substitute for silicon oil. Manufacturing condoms with low protein
content. Set up Rapid Test Kit manufacturing facility. Develop New-Generation women Health
care products. Develop Autologus Blood Bags. To increase the profitability of the company and
to maximize generation of surplus funds to enable HLL to finance its diversification projects.
The commercial production of Anti Retro Viral Drugs (ARV’s) will be undertaken at
Kanagala plant for which the formulation development is under progress.To maintain and
improve the existing cordial relationship between employees and management by mutual
interaction .

SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY:

HLL is committed to protect environment, eliminate occupational hazards and ensure safety of
employees & subcontractors through: Monitoring and control of the impact of its
activities, products and services on a continual basis;

Compliance of applicable legal and other requirements;
Adopting appropriate operating practices;

Facilitating employee training and their involvement;
Pollution mitigation through adoption of best practices;
Conserving materials, energy and reducing waste at source, and / encouraging usage of
renewable energy sources;
Periodic review of safety health and environment management system.
HR Vision
HR Mission

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• To provide company wide leadership in formulating human resource policies and
programmes that enhance the quality of employee services and encouraging
employee contributions towards sustaining HLL’s continued excellence.

• To collaborate with all other departments in supporting effective recruitment,
development and maintenance of a highly competent workforce.

• To be a strategic partner in creating a work environment this fosters individual
achievements, teamwork, integrity, professionalism and accountability.

• To foster a meaningful, environmental friendly and productive work environment and
ensure positive contribution to the community around us.

HR Objectives:

Exercise leadership in modeling and implementing successful human resource policies and
practices that help unleash employee potential. Create an organizational ambience where talents
can bloom and support the management’s efforts to foster a high performance workforce.
Support local efforts to recruit, develop and retain a highly qualified work force by building
market practices and effective employer practices into human resource methodologies.
Encourage, support, reward and recognize creativity, innovation, individual and team performs

HR Philosophy:
We,
Believe in the potential of our most valuable assets- Our employees.
Believe and trust our employees.
Strive for excellence.

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Exhibit the values of honesty, integrity and respect among our employees and the public
in our work and conduct.

FEATURES OF HUMAN RESOURCES MANAGEMET:
Human resources management is concerned with employee both as
individuals and as a group in attaining goals. It is also concerned with behavior, emotional and
social

Aspects of personal:
It concerned with development of human resources, i.e. Knowledge,
capability skill, potentialities and attaining and achieving employee goals, including job
satisfaction human resource management covers all levels(low middle and top) and categories
(Unskilled, skilled, technical, professional, clerical and managerial ) of employee’s it covers both
organized and unorganized employee’s.
It applies to the employees in all types of organization in the world (industry,
tread, service, social, religious, political and government. Department). It all types of organize
human resources management is a continuous never ending process.
It aims at attaining the goals of organization and society in an integrated approach.

Functions of HR department.
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1. Manpower planning

2. Recruitment and selection

3. Induction and employee communication

4. Performance appraisal

5. House keeping

6 .Environmental regulation

7. Employee attendance

8. Wages and salary system

9. Welfare facilities to OE’s and administration

10. Staffing and motivating the employees

11. Compensation and bonus

12. Training

MANPOWER PLANNING:
Planning for HR is most impotent then planning for any other resources.
As demand for latter demand upon the size and the structure of the former, wither it is in a
country or in an industry father management of HR hardly being form HR planning. In this
organization top management formulates corporate level plan based on corporate philosophies,
policies, vision and mission.

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At the end of the every year top management of SIL combined with
Dana do hell week These is done in order to formulate target plans for fulfill further manpower
needs. Budgeting is done yearly at the corporate office of the Anand Group. TO formulate HR
plan factors like targets set, employee turn over, Expansion programs, cell structure, shift
structure etc taken into consideration. At the hell week the management tries to fix a math
between three major factors that is target set, present employee strength and employee turn over
once a detailed analysis and overall assessment of future manpower requirement are made in the
respective plans, the HR manager at the plant board plans, then the detailed manpower
requirement and the same are the corporate head quarters.

RECRUITMENT:

It is the process of searching for prospective employees and encouraging for applying jobs in
organization. Recruitment is done through two sources.

INTERNAL SOURCES:
The organization can recruit internally and connect information through number of
sources.

ORGANIZATION DATABASE

HR department maintains information though a data blank. They collected information has to
how many people have applied for the job their qualification and also the employee who want
get shifted to another department whenever there is an opining. HR staff tries to find people

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through these data blacks ; any person meeting the recruitment would be given a call
letter form the organization.

a. Job Posting:

Depending on ability and skills of the person the respected post has been give to him.

b. Promotion:

It refers to shifting of the employees from lower position to high position carrying higher salaries
and better prestige. The higher position, which are vacant, may be filled up from up with in
organization.

C. Transfers:

It involves shifting of employees from their present jobs to similar job in the other department
without any change in rank or responsibility or prestige of employees.
Employee’s website:
The recruitment firm displays about the opening reconsolidated and cross –examined
with the required job position.

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External Sources:

A). College and university:
The requirement of student is a very important source for entry level
Professionals. In this, organization interacts and gets candidates.
The major factor that infuelance this requirement methods are

1. Deputation of the college and university.
Experience with placement officer in handling requirement process with the
organization.
Completion level for the top students in the colleges and university.

B). Advertisement:

These are the basis for recruitment for this organization. They place the advertisement of the
requirement of candidates and their eligibility required in the newspaper.
Selection:
The selection process is done immediately after recruitment. It is a process of
eliminating understanding candidates and selecting the best candidates out of them for the job.
The selection procedure starts with the scrutinizing of all applications received for job. If the bio
data/ resume sent, matches with the requirement of the job, then candidates will be called for an
interview, which may be in the right person will be selected for the job. The selection procedure
is complete when the appointment order is given to the selected candidates.

Authority flow by HRD

Manager (personal)

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Dy. Manager

Asst. Manager

Spur. Manager

Functions of the department:

The functions of the department and wider perspective can explain with respective to the
following area.

1. Administration and human recourses department.

Industrial relations
Language
Training programme.
Salary
Welfare

I Administration and human resources development:

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a. Manpower planning:

Manpower is the main source of organization. We have to make planning for full utilization of
manpower of an organization.

b. Recruitment and selection:

Company conducts these two processes whenever they need manpower. Recruitment programme
by giving advertisement and same people they will carry selection process also.

New candidates are selected on the base on the employee work experienced and merits and also
by taking personal interview.

C. Promotion, demotion, transfer:

Promotion of the employee depends upon employee qualification, seniority, and annual appraisal
report, also experience on all these employees promotion will be given.

Employee is also can demoted when his performance is not good; all the rules of government for
transfer an employee.

2. Industrial relation:

HLL has cordial peaceful ration history. The company allowed outsiders to visit the company by
given visitor pass.

Relationship between trade union and management is good.
Management arrange trade union meeting weekly.
The maintenance in the company is very strict.

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3. Language:

As public sector company HLL always has way ahead in implementing the Hindi language not
only management but as well as in organization level also. Company is publishing two language
magazines for development of Hindi among its employee, those are follows.

A. Parivar-Manthly magazine.

B. Ramayana-official language magazine.

4. Training

A. Company conducts tanning programs for all the department’s employees from
Time to time.

B. Training is given to employee for adopting skills and also increases ability of employee.

C. As per employee opinion the training arraigned for them is helpful.

D. Some training names as are as follow.

One day computation training. Art of learning. Hindi Workshop.
Development of personality training

5. Salary.

E. salary range varies in between 5000-40,000 for permanent employee.

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F. salary is not fixed on base of employee work ability but more constrained on the
service of the employee.

G. salary is given on time on a fixed date.

H. there is an increase in each employee salary Yearly.

Welfare facilities provided in the organization.

a) Canteen subsidy rs.250 p. month.

b) Leave travel concession- FOR 3000 kms (Once in 4-years)

c) House rent allowance (HRD)-12% of the basic pay.

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e) Conveyance allowance –320 p. month (attendance 15 or more in month).

f) Uniforms- for office staff, security guard, cook, drivers, first aid attainment

g) Raincoat and caps-who work in open area during rainy season

h) Shift allowance-I-no allowance, II-3RS/-per shift, III-5 RS/-per shift

i) Festival advance-Rs/-2500 only once in year each employees, etc

j) Maternity benefit- 7 days for male & 84 days for female employee these days workers are
getting pay.

k) HLL co-op society purpose, gives loans, sale of consumer articles, etc.

l) Festival holidays-total 10 holidays. 5 national&5 religious (during these days workers are
getting pay)

m) Disablement benefit-the insured person will b given full pension at full rate.

n) Overtime facility-operative staff; drivers, store person, &supervisors

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Award

• . 1995-96 HLL awarded with the NF mark by the laboratory national diseases, with
certified queried for export of it’s products to European nations.

• 1999-00 HLL Receives MOU and certificate of from the vice president of India for
excellence in the achievement of MOU target.

• 2002-HLL Belgaum plat awarded the ISO 14001.certification as well as HLL’s
Kanagala(Belgaum) plant awarded the CE mark for it’s condoms.

• .2003 once again HLL received on 5TH April 2003 The MOU award of govt of India
from the president of India Dr A.P.J.Abdul kalam for excellence achivement of target for
2001-02 .

• HLL received CAPEXIL’s Export Award for outstanding export performance,
from the union Finance Minister.

• HLL received the National Award for excellence in cost management in 2006.

• HLL upgrade as a Schedule ‘B’ PSU by the Government of India in 2006 and
HLL declared as a MINI RATNA PSE by the Government of India on Aug , 31
2006.

• HLL Kanagala received GREENTECH SAFETY SILVER AWARD from
Greentech foundation New Delhi in 2006.
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• HLL Kanagala won the First prize among the Drugs and Pharmaceutical sector, in
the energy conservation in 2006.

The monthly remuneration received by each of its officers and employees.

NO. Gread/Designation scale of pay

1 Induction level 1 2700-40-3660

2 Induction level 2 3000-55-4320

3 Grade 1/sweeper/cleaner etc. 3600- 70-5280

4 Grade 2/peon/security guard 3800-85-5840

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5 Grade 3/Jr.steno- typist 4000-100-6400

6 Grade 4 4200-115-6960

7 Senior clerk/Jrstenographer 4400-130-7520

8 Grade 5 4410-130-7530

9 Grade 6/sales officer 4600-145-8080

10 Asst/Sr.Steno/Supvr/Jr.teritory officer 4800-160-8640

11 Superintendent/PA etc. 5000-175-9200

12 Foreman/territory officer/Liaison officer 5030-175-9230

13 Senior territory officer 5200-180-9520

14 Marketing officer 5600-190-10160

15 Junior officer 6000-180-10320

16 Scientific officer 6400-190-10360

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GROWTH AND DEVELOPMENT:

The HLL has come across several milestones to reach present status. Let us see these
growth steps in chronological order.

• 1966: HLL incorporated as a company under the ministry of the Health and Family
welfare of Government of India on 1st mach 1966.

• 1969 : HLL commenced production of condoms at its Thiruvanathapuram plant.

• 1976:Production capacity doubled to 288 million pieces per year.

• 1985: Additional plant setup at near Belgaum in Kanagala and at Perokada in
Kerala With adoption Japanese Technological (Production Capacity 800 million
units/year).

• 1991: HLL was granted the 510(k) certification by the Food and Drug
Administration (FDA) USA

• 1992:HLL diversified into manufacturing of surgical and examination gloves,
commenced formulation and tabletting of Saheli polls in Kanagala plant.

• 1993: HLL build plant for formulation and tab letting of Male-N, oral pills
commenced at HLL Kanagala Belgaum.

• 1994: Commenced production of Copper-T Intra Uterine device at the Akkulam
plant, and commenced production of Ceredrain Hydrocephalus shunts.

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• 1995: HLL awarded the NF mark by the Laboratory National D’essais,
France, which is the certification required for export of its condoms to the
European nations.

• : HLL granted with an ISO 9002 certification for its quality management system.

• 1997: HLL, the only company from India selected by WHO for obtaining their
requirements of condoms for reaching countries worldwide.

• 1998: Hindustan Latex family planning and promotion trust (HLFPPT) commenced
social marketing project all over the country.

• 1999-2000: Receives MOU award and certificate of merit from the vice president of
India, for excellence in achievements of MOU targets.

• 2002: HLL’s Perokuda plant and Kanagala plant awarded the ISO 14001
certification. And HLL’s Kanagala plant awarded the CE mark for its condoms.

• 2003: HLL on April 5, 2003 received the MOU award of the Government of India,
from president on India Dr.A.P.Abdul Kalam, for excellence in the achievement in

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MOu targets for 2001and 2002 and emergency contraceptive pills
‘Preventol’.

• 2004: HLL setup anew unit at Kochin special economic zone (CSEZ) in March 2004
and HLL;s female condom launched in Feb 2004.

• 2005: received national safety innovation awared from the ministry of Labour,
Government of India.

• 2006: HLL Kanagala received GREENTEC SAFETY SILVER AWARED from
Greentec foundation Delhi.

• 2006: HLL Kanagala won the First prize among the Drugs and Pharmaceutical
sector, in the area of energy conservation.

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Manufacturing process:

Raw material
(rubber Latex, Sulphur, Zinc Oxide , Casein ,Tamol etc)

Stores
(Material handling)

Compounding
Mixing ( according to proportion)
Heated (up to 55 c deg) and Tested .

Moulding
(Steel moulds dipped dipped into the Latex)drying chamber (Dried and stripped with silicon PPT

Vulcanizing Barrel
Drying at 80 c deg(half product)

Random testing (Visual test, water leakage test, dimension test)

Inspection section
Individually testing of condom manually

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(Pinhole testing machine it can automatically reject the condoms)

Primary Packing Section

With silicon oil and packed into automatically foil by machine

Secondary Packing Section
Manually packed into corrugated boxes
(According to different scheme)

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C&MD

ED(O)I/C

GM(Operation)
Unit Chief

JGM(pharma)

M.(Q&A)Functionally
reporting to
Pharma APM AGM( AGM DGM DM SED(CQA)&administrativ
AGM(QC/Lab consultant (BUD) OCP) (Vaccine) (O) (Proj) ely to Unit CHIF
)I/C

SAPM SAPM DM
(Pharma) APM

APM
APM AGM( A
HR)I?
M F

DM(P
JO/SUP APM(Engg Mgr(s PC)I? DM(HR)
AGM( ec) M
Pri)
JO
AM(H
Mgr(I&E M(En AM( IT) SAPM R) A
DM(Safety)Safet ) gg) DMIC )
y ForumCo-
ordinator/Safety DM Mech)
Commitee ET(IT) JO/Sup s
JO/Sup APM JO/Su
JO/Sup p

Organization Chart

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CHAPTER-III

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CHAPTER - III
BACKGROUND OF STUDY:

• Theoretical Background of Employee welfare.

• Theoretical Background of Health.

• Theoretical Background of Safety.

• Industrial Background of Safety.

• Industrial Background of Employee Welfare.

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DEFINITION OF LABOUR WELFARE

Labour welfare has been defined in various ways, though no single definition
has found universal acceptance. The Oxford dictionary defines labour welfare as "Efforts to
make life worth living for workmen." Chambers dictionary defines welfare as "A state of faring
or doing well. Freedom from calamity, enjoyment of health and prosperity".

The Report of the Committee on Labour welfare (1969) includes under it "such
services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from work and for the accommodation of
workers employed at a distance from their homes and such other services, amenities and
facilities including social security measures as contribute to improve the conditions under which
worker are employer."

Thus, the whole field of welfare is said to be one "in which much can be done
to combat the sense of frustration of the industrial workers, to relieve them of personal and
family worries, to improve their health, to afford them means of self expression, to offer them

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some sphere in which they can excel others and to help them to a wider conception of
life". It promotes the well-being of workers in variety of ways.

SCOPE OF LABOUR WELFARE ACTIVITIES:

Lab our welfare Activities is combinations of various steps, the cumulative
effect of which is to grease the wheels of industry and society. Sound industrial relations can
only be based on human relations and good human relations dictate that labour being, human
being should be treated humanly which includes respect for labour dignity, fair dealing and
concern for the human beings physical and social needs. In any industry good relations between
the management and workers depend upon the degree of mutual confidence, which can be
established. This, in turn, depends upon the recognition by the labour of the goodwill and
integrity of the organization in

The day to day handling of questions which are of mutual concern.

The basic needs of a labour are freedom from fear, security of employment and
freedom from want. Adequate food, better health, clothing and housing are human requirements.
The human heart harbors secret pride and invariably responds to courtesy and kindness just as it
revolts to tyranny and fear. An environment where he is contended with his job, assured of a
bright future and provided with his basic needs in life means an atmosphere of good working
condition and satisfaction to labour.

Labor welfare activities are based on the plea that higher productivity requires
more than modern machinery and hard work. It requires co-operative endeavor of the parties,
labour and management. This is possible only when labour is given due importance and human
element
is taken into account at every stage.

.

OBJECTIVES OF LABOUR WELFARE ACTIVITIES

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The object of welfare activities is to promote economic development
by increasing production and productivity. The underlying principle is to make the workers given
their loyal services ungrudgingly in genuine spirit of co-operation, in return for obligations,
voluntary and compulsory, accepted by the employee towards the general well-being of the
employees.
Improving the efficiency of the labour is another objective of labour welfare
activities. Efficiency gives double reward, one in the form of increased production and the other
in the shape of higher wages due to achievement of higher productivity. Welfare activities add to
their efficiency and efficiency in turn help the worker to earn more wages.
Therefore, welfare activities in an organization are twice blessed. It helps the employer and the
employee both.
Another objective of welfare activities is to secure the labour proper human
conditions of work and living. Working conditions of organization may be led by an artificial
environment which features are dust, fumes, noise, unhealthy temperature, etc. It is generally
found that these
Conditions imposestrain on the body.
The welfare activities are done to minimize the hazardous effect on the life
of the workers and their family members. It is the duty of the employer to see these human
needs. If welfare activities are viewed in this light, it can be seen that they are guided by
purposes of humanitarian and social justice.
The next objective of welfare activities is to add in a real way to the low earning
of the labour. The facilities are provided to supplement the income of the workers by services
such as housing, medical assistance, school, co-operative, canteens, stores, play grounds etc.
Thus, the objective of activities are to promote greater efficiency of the workers, assure proper
human conditions to the workers and their family members.

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THEORIES OF LABOUR WELFARE

The form of labor welfare activities is flexible, elastic and differs from time to time, region to
region, industry to industry and country to country depending upon the value system, level of
education, social customs, degree of industrialization and general standard of the socio-economic
development of the nation. Seven theories constituting the conceptual frame work of labour
welfare activities are the following:-

The Trusteeship Theory:

This is also called the Paternalistic Theory of Labour Welfare. According to this the industrialist
or employer holds the total industrial estate, properties, and profits accruing from them in a trust.
In other words, the employer should hold the industrial assets for himself, for the benefit of his
workers, and also for society. The main emphasis of this theory is that employers should provide
funds on an ongoing basis for the well-being of their employees.

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The Public Relation Theory:
This theory provides the basis for an atmosphere of goodwill between labour and management,
and also between management and the public, labour welfare programmes under this theory,
work as a sort of an advertisement and help an organization to project its good image and build
up and promote good and healthy public relations.
.
PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE
ACTIVITIES
The success of welfare activities depends on the approach which has been taken into account in
providing such activities to the employees. Welfare policy should be guided by idealistic morale
and human value. Every effort should be made to give workers/ employees some voice in the
choice of welfare activities so long as it does not amount to dictation from workers.
There are employers who consider all labour welfare activities as distasteful
legal liability. There are workers who look upon welfare activities in terms of their inherent
right. Both parties have to accept welfare as activities of mutual concern.

Adequacy of Wages:
Labour welfare measures cannot be a substitute for wages. Workers have a right
to adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring about
a sense of commitment on the parts of workers. A combination of social welfare, emotional
welfare and economic welfare together would achieve good results.
Social Liability of Industry: Industry, according to this principle, has an obligation or duty
towards its employees to look after their welfare. The constitution of India also emphasizes this
aspect of labour welfare.

Impact on Efficiency:

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This plays an important role in welfare services, and is based on the relationship between
welfare and efficiency, though it is difficult to measure this relationship. Programmes for
housing, education and training, the provision of
balanced diet and family planning measures are some of the important programmes of labour
welfare which increases the efficiency of the workers, especially in underdeveloped or
developing countries.

Increase in Personality:

The development of the human personality is given here as the goal of industrial welfare which,
according to this principle, should counteract the baneful effects of the industrial system.
Therefore, it is necessary to implement labour welfare services. Both inside and outside the
factory, that is, provide intra-mural and extra-mural labour welfare services.
throughout the hierarchy of an organization. Employees at all levels must accept

Co-ordination or Integration:

This plays an important role in the success of welfare services. From this angle, a co-ordinated
approach will promote a healthy development of the worker in his work, home and community.
This is essential for the sake of harmony and continuity in labour welfare services.

Democratic Values:

The co-operation of the worker is the basis of this principle. Consultation with, and the
agreement of workers in, the formulation and implementation of labour welfare services are very
necessary for their success. This
principle is based on the assumption that the worker is "a mature and rational individual."
Industrial democracy is the driving force here. Workers also develop a sense of pride when they
are made to feel that labour welfare programmes are created by them and for them.

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WELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA)
(UNIT)
1. Washing facility/ Allowance:

The company provides this facility only to the operation staff provides washing facility. Rs.25/-
per month provided as washing allowance for the those who secure actual working of 15 in a
wage month.

2. Canteen facility :

Food items are provided to the employees at subsidized rates. Employees are paid canteen
subsidy @ Rs.250/- per month for those who secure a minimum attendance of 21 days or more in
month. Declared public holidays are counted for the purpose of21 days for this purpose

3. Conveyance facilities:

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Bus facility in made available to the employees for nipani and sankeshwar as per the shift
time. Conveyance allowance of Rs.320/-p.m. is paid if employee who does not utilize bus
facilities, but subject to ceiling of 60 employees.

4. Accommodation Facilities:

The company has provided accommodation facility in Company’s premises only. Company is
having well constructed Executive Hostel and Executive Quarters at it’s premises. Maximum
executives/supervisors are availing the facility

5. Housing Rent Allowance:

The Employees in the factory At Kanagala unit are getting the housing rent allowance at the rate
of 12% of the basic pay.

6. Uniform with stitching:

The company provides uniforms to their workers. All the workers are provided one uniform each
year expected the workers working in mechanical and electrical section, because these workers
are provided 3 uniforms in 2 years.
Also the stitching changes are provided along with uniforms-
For Male Workers –Rs.75/-
For Female Workers –Rs.75/-

7. Educational Allowance:

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A sum of Rs.100/-p.m. per head will be paid towards reimbursement of education
allowance Rs.2500/-is also given as school penning advance.

8. Festival Advance:
The company is also giving festival advance once in a year. Every employee is eligible for Rs.
2500/- as festival advance. It given during the festival.

9. Shoes/ Slippers :

All the portative staff is provided Rs. 120/- per year towards slippers and shoes.

10. Shift Allowance:

Shift allowance is also provided to the workers –
For II shift –Rs. 10/- per day shift
For III shift –Rs.15/- per shift

11. Shifting allowance:

An employee whenever is transferred from one unit to another will be provided with shifting
allowance to facilitate his residence shifting expense from the organisation

12. Recreation club:

There are two recreation clubs in factory, one is for executive staff and another is for operative,
supervisory and administrative staff. Various social, cultural, entertainment and tour programmes
are arranged by recreational club.

13. House Building Advance (HBA):

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Nine financial institutions are approved for the financial help to the employees. HBS, two
wheeler advance, four–wheeler advance is paid interest subsidy @ 5% on reducing
balance method. Each employee will be for HBA only during his entire service period.

14. First-aid facility:
There is a first-aid box in factory. If any normal accident takes place, he gets treatment form a
person in the charge of first-aid box.
16. Seasonal Protection:
The employees who are working in open place are provided with raincoats, sweaters and caps.
This facility is available to security guards, cooks, drivers etc. The rest rooms are well
maintained properly ventilated having several newspapers.

17. Rest room facility:

There is a separate rest room for the operative staff to rest during the off time. The rest rooms
are separate for male female employees. The rest rooms are well maintained properly ventilated
and having several newspapers.

18. Locker facility:
Lockers are given to the employees in the factory wherever necessary. This facility is for safe
storage of employee’s bags, dresses etc.

19. Drinking water: The company provides pure water at place where they are working or at
the assembly points.

20. Toilet and Wash Room:
Separate latrines and urinals facility is available for operative, administrative and
official/executive staff.

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21.Ventilation Facility:
There are fans and air conditioners in every department and section. These ventilation
devices are necessary during summer season to get cold air in work place.

22Sitting Facility :

Company has made sitting facilities to operative as well as to a administrative staff. Nearly 100%
work id done at sitting position only.

23.Shift Allowance:
The employees of HLL are getting shift allowance at the following rates:

First Shift No allowance
Second shift Rs.10/-per shift
Third shift Rs.15/-per shift

24. Safety Equipments:
Almost all necessary safety equipments like nose masks, caps hand gloves, safety uniforms,
aprons, safety shoes, goggles, helmet etc, are provided to the operative staff.

25. Health Check-up Facility:
Management conducts medical health check up programmes once in a year for all employees and
twice in a year for OCP plant employees.

26.Leave Facility:
Sr.no Type of Leave Administrative and Operative Staff

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Supervisory Staff
1 Earned leave 30 per year 1leave 12 days
2 Casual leave 12 per year 8 per year
3 Half pay leave 20 per year

27. Medical Aid:
The company has provided housing facility only for top-level management . There is no housing
facility for other employees.

28. Leave Travel Concession:
This facility is given to the permanent employees of the company employee including his/ her
eligible dependents is given leave travel concession. Leave traveling concession given to the
employee is Rs.10000/- once in a four year and if employees don’t want to travel then he will be
given 75% of encashment. The traveling should be within 3000kms in any part of India.

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A. Theoretical Background.

HEALTH
a. Importance of Health
The trite saying ‘Health is Wealth’ explains the importance of health. The health results
in high rate of absenteeism and turnover, industrial discontent and indispline, poor
performance and low productivity and more accidents. On the country, the natural
consequences of good health are reduction in the rate of absenteeism and turnover,
accidents and occupational disease. Beside, employee health also provides other benefits
such as reduced spoilage, improved morale of employee, increased productivity of
employee and also longer working period of an employee, which of course, cannot be
easily measured.

In long and short, employee health is important because it helps:
Maintain and improvement the employee performance both quantitatively and qualitatively.
Reduced employee absenteeism and turnover.
Minimize industrial unrest and indiscipline.
Improve employee morale and motivation.

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Occupational health services should be established in or near a place of
employment for the purpose of:-
1) Protecting the workers against any health hazard arising out of work or
Conditions in which it is carried on
2) Contributing towards worker’s physical and mental adjustment and
3) Contributing to establishment and maintenance of the highest possible degree of
Physical and mental well-being.

b. OCCUPATIONAL HAZARDS AND DISEASES:
Employee in certain industries are exposed to retain hazards and disease. Occupational
hazards classified into following categories:
1) Chemical hazard

Occupational Diseases:
Working condition prevalent in industries causes occupational diseases.
Protection against Hazards:
1) Preventive Measures
The preventive measures to protect employee against occupational health hazards
May include:

• Pre-employment medical examination.
• Periodic post employment medical examination.
• Removal of hazardous condition the extent possible

• Emergency treatment in case of accidents.
• Education of workers in health and hygiene.

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• Training in first-aid to workers.
• Proper factory layout and illumination.
• Proper effluent disposal treatment plants.
• Proper scheduling of the work and adequate rest.

Curative Measures :

• The curative measures include the following:
• Adequate and timely medical treatment
• Allowing the employee adequate period of convalescing and recuperating.
• Availing the needed best medical treatment facilities from outside hospitals.

C. Statutory provisions concerning health
The factories Act.1948 insist that the following provisions must be made in
Industrial establishment for safeguarding employee-health:
1) Cleanliness
2) Disposal of wastes and Effluents
3) Ventilation and temperature
4) Dust and fumes
5) Lighting
6) Drinking water

Safety.

a. Accidents
The ever increasing mechanization, electrification. Chemicalisation and sophistication have
made industrial jobs more and more complex and interacts. This has led to increasing dangers to
human life in industries through accidents and injuries.
.
What is safety?

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A safety man’s in a simple terms freedom from the occurrence or risk of injury or loss.
Industrial safety or employee safety to the protection of workers from the industrial
accidents.

What is an accident?
An accident is an unplanned and uncontrolled event in which an action or reaction of an object, a
substance, a, person result in personal injury or material damage.
According to the factories Act 1948, it is “an occurrence in industrial establishment causing
bodily injury to a person which makes him unfit to resume his duties in the next 48 hours”.s

Types of Accidents:
Accidents may be of different types depending upon the severity, durability, and degree of
the injury. An accident causing death or permanent or prolonged.
Disability to the injured employee is called ‘major’ accident cut that does not redder the
employee disabled is termed as ‘minor’ accident

Accidents

Internal External

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Major
Internal

Fatal Disability

Temporary permanent

Total partial Total partial

C. Causes for industrial accidents:

Unsafe conditions (or situational factors) :
Job itself:
work schedules :
Psychological conditions:
Machinery and equipment

Unsafe Acts (or individual Factors) :
• Operating without authority

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• Failure to use safety devices
• Careless throwing of materials on floor
• Operating at unsafe speed
• Using unsafe equipment

Theoretical background

• Removing or disconnecting safety devices
• Lifting things improperly
• Taking unsafe positions under suspended loads
• Using unsafe procedure in loading and unloading
• Cleaning, oiling, repairing or adjusting moving machines
• Teasing, quarreling, day-dreaming or horseplay.
• Personality and behavior, which make some, people more accident prone

c. Miscellaneous causes:
young untrained and inexperienced workers cause more accidents than old, trained and
experienced workers. Alcoholic and Drug addicted workers are more accident-prone. Workers
having disturbed family life are likely to cause more accidents due to stress.

d. Need of Safety:
An accident free plant enjoys benefits such as substantial savings in costs, increased .
Productivity, moral and legal grounds.
1cost savin
a. Direct costs
Direct cost are such as compensation payable, medical expenses incurred. If the victim is
uninsured, compensation and medical expenses are the responsibility of management.

b. Indirect costs
indirect costs include loss on account of downtime of operators, slowed production rate
of other workers, materials spoiled and labor for cleaning and damages to equipment.

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A safety plant, by avoiding accidents eliminates these direct and indirect costs

2. Increased productivity
Safety plants are efficient plants. To a large extent, safety promotes productivity.
Employees in safe plants can devote more time to improving the quality and quantity of
output and spend less time worrying about their safety and well being.
3. Moral
Safety is important on human rounds too. An employee is a worker in the factory and the
breadwinner for his/her family. So, mangers must undertake accident prevention measures
to minimize the pain and suffering the injured worker and his/her family are exposed to
as a result of accident.

4. Legal
The maintenance of safety in the factory premises is a legal requirement for the
industry. There are laws and acts for ensuring safety measures in the factory and
imposing penalties for non-compliance have become quite server. The responsibility
extends to the safety and health of the surrounding community, too.
Finally, financial losses, which accompany accidents, can be avoided if the plant is
accident free.

e. Responsibility of safety
Safety is primarily the responsibility of the management. This responsibility should rest
on the shoulders on the all cadres of management, such as plant manger, production
manger, chief engineer, personal manger, maintenance engineer, individual foreman, safety
officer.
f. Measures ensure industrial safety
The main steps that can be taken to ensure safety and security of employees are as
follows:

1. Safety Programmed

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Safety Programmed deals with the prevention of accidents and with minimizing
the resulting loss and damage to persons and property. The most important
function of safety programmed is to identify potential hazards, provide effective safety
facilities and equipment and to take prompt remedial action. This is possible only if
there are:

1. Comprehensive and effective system for reporting all accidents causing damage or injury.
2. Adequate accident records and statistics.
3. Systematic procedures for carrying out safety checks, inspections and
investigations.
4. Methods of ensuring that safety equipment is maintained and used.
5. Proper means available for persuading mangers, supervisors and workers to
pay more attention to safety matters.

2. Safety Policy
The top management should determine the safety policies of the organization and it
must be continuously involved in monitoring safety performance and in ensuring that
corrective action is taken when necessary.

3. Organization for Safety
A safety director and a safety committee be set up by an organization. The management
and the supervision must be made fully accountable for safety performance in the
working areas they control.

4. Safety Engineering
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Safety engineering helps to minimize unsafe conditions. Full attention should be
paid to safety in the layout, design and installation of plant and machinery.

5. Safety Education and Training
Safety education and training develop awareness among employees and ensure safe work
performance by developing their skills.
6. Safety Contests
Companies may encourage safety competitions among their departments with a view to
bringing about reduction in number of accident

Role of Management and Unions
The problem of safety must begin with the management should believe in, and have a
commitment to safety rules. The mere consultation of a safety committee or the
appointment of a safety officer servers no great purpose. Nor is it enough merely to
show concerns for safety after an emergency. The management must view safety as an
integral part of the management process.

Role of Government
The Government of India established the factory Advice Service and Labor Institute,
Mumbai. The institute renders advice on safety matters and enforces safety laws. A
‘National Program for Coordinated Action Plan’ for control of hazards and protection of
health and safety of workers in dangerous manufacturing process has been launched. The
National safety Council was set up in 1966 to promote safety consciousness, to prevent
accidents and to conduct safety programmed.

g. Safety Program Evaluation
The effectiveness of safety program must have to be evaluated. There are sveral methods to
evaluate the safety program.
The techniques used are as follows:-
1. Safety Inspections:

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In this, inspectors are given specific to follow. These may include programmed
elements such as formation of safety committees, how often they meet. After
inspection, a report of the findings is made to the management con

2. Safety Audit:
Audit is an in-depth analysis of facilities, management and employee attitude towards
safety, managerial effectiveness in maintaining safety and quality of the safety planning
as well as the operations conformity with safety regulations.
3. Comparison
This is the third method of evaluating the company’s safety efforts. The purpose here is
to compare the experience of a plant or industry with that of another which is
comparable. It is well known that some operations have consistently better frequency (or
service) rates, often in spite of inherently high operating hazards.

DATA ANLAYSIS AND INTERPRETATIONS.
Question No.1

Table No.1
Showing the responses towards awareness of all the employee welfare facilities in HLL

Awareness of welfare facilities.
Valid Cumulative
Frequency Percent Percent Percent
Valid Aware 90 90.0 90.0 90.0
not aware 10 10.0 10.0 100.0
Total 100 100.0 100.0

Graph No 1

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INTERPRETATION:

It may inferred form Table 1 that 90% of the respondents aware and 10% of the respondents not
aware of all the welfare facilities provided by the company.

Question No.2
Table No.2
Showing the responses towards present welfare facilities in HLL

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Opinion of employees about present welfare facilities
Frequenc Valid Cumulative
y Percent Percent Percent
Valid Good 70 70.0 70.0 70.0
Excellent 15 15.0 15.0 85.0
not aware 15 15.0 15.0 100.0
Total 100 100.0 100.0

Graph No.2

INTERPRETATION:

It may inferred form Table 2 that 70% of the respondents feel good,15%respondents feel
excellent and 15% respondents feel average of present welfare facilities.

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Question No.3
Table No.3
Showing responses of respondents that which welfare activity is most important for them
.

Which welfare activity is most important
Valid Cumulative
Valid Training 24 24.0 24.0 24.0
health and safety 64 64.0 64.0 88.0
other welfare measures 12 12.0 12.0 100.0
Total 100 100.0 100.0

Graph No .3

INTERPRETATION:

It may inferred form Table 3 that 24% of the respondents said that training,64% of the
respondents said that health and safety and 12% of the respondents said that is the this welfare
facility is most important for them.

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Question No.4

Table No.4
Showing participation of workers in worker participation programme .

Participation of workers in workers participation programme
Valid Cumulative
Valid Yes 94 94.0 94.0 94.0
No 6 6.0 6.0 100.0
Total 100 100.0 100.0

Graph No .4

INTERPRETATION:

It may inferred form Table 4 that 94% of the respondents said that worker particepate,6% of the
respondents said workers not participate in workers participation programs.

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Question No.5

Table No.5
Showing the first objective in the company.

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First objective in the company
Valid Cumulative
Valid higher productivity 76 76.0 76.0 76.0
indusstrial peace
19 19.0 19.0 95.0
harmony
welfare programes 5 5.0 5.0 100.0
Total 100 100.0 100.0

Graph No.5

INTERPRETATION:
It may inferred form Table 5 that 76% of the respondents said that higher productivity ,19% of
the respondents said that industrial peace and harmony and said that welfare programs is the first
objective of the company.

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Question No.6

Table No.6
Showing responses of respondents about advancement for their career in the company .

Advancement for the employees in their upliftment of career
Valid Cumulative
Valid Yes 76 76.0 76.0 76.0
No 24 24.0 24.0 100.0
Total 100 100.0 100.0

Graph No.6

INTERPRETATION:
It may inferred form Table 6 that 76% of the reapondents said there an
advancement and 24% said there no advancement for the employees in their upliftment of career.

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Question No.7

Table No.7
Showing that with how much time the injured worker is given treatment.

In how much time the injured worker is given treatment
Valid Cumulative
Valid immediately 56 56.0 56.0 56.0
within 15 mints 37 37.0 37.0 93.0
within 1/2hour 6 6.0 6.0 99.0
more than 1
1 1.0 1.0 100.0
hour
Total 100 100.0 100.0

Graph No.7

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INTERPRETATION:
It may inferred form Table 7 hat 56% of the respondents said that immediately, 37% of the
respondents said within 15% minutes,6% of the respondents said that within ½ an hour and 1%of
the respondents said that the injured is given treatment.

Question No.8
Table:8

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Contents available in first aid box
Valid Cumulative
Valid every time 84 84.0 84.0 84.0
Mostly 11 11.0 11.0 95.0
sometimes only 5 5.0 5.0 100.0
Total 100 100.0 100.0

Graph No.8

INTERPRETATION:

It may inferred form Table 8 that 84% of the respondents said that every time,11% of the
respondents said that mostly and 5% of the respondents said sometimes only first aid box with
prescribed contents is available.

BABASAB PATIL 85

Employee welfare facilities project report

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