Summer Training Report

“Employee Welfare Schemes”

(Training undertaken at ESCORTS LTD. Plant-1 (Faridabad)

Submitted to M.D. university Rohtak, in partial fulfillment of the requirements for the
awards of the degree of Bachelor of Business Administration

July 2010
Submitted by
AJAY
B. B. A. 5th Sem.
ROLL NO. ……………………

Industry Supervisor
Mr. Rajesh Goel
(Head of HR Deptt.)

Faculty guide:
Mrs. Surbhi Mangla
[B. B. A. Co-ordinator]

D. A. V. Century
Faridabad
 DECLARATION

I hereby declare that, the project entitled Employee Welfare Policies of Escorts
Ltd. assigned to me for the partial fulfillment of B. B. A. 5 th Sem. degree from M. D.
UNIVERSITY, Rohtak. It s the original work done by me and the information provided
in the study is authentic to the best of my knowledge.
This study has not been submitted to any other institute or university for the award of
any other degree.

[AJAY]
 ACKNOWLEDGEMENT

It is not until you undertake a project like this one that you realize how massive efforts
it really is, or how much you must rely upon the selfless efforts and goodwill of others.

There are many who helped me in this project and I want to be thankful to all
especially Mrs. Surbhi Mangla, (B. B. A. Co-ordinator) their cooperation and
encouragement.

I am deeply indebted to Mr. Anand Kishore (Chief Manager , HRD) for allowing me
to conduct an in – depth study of “Employee Welfare” in the esteemed organization
like Escorts (Agri Machinery Group, Plant-1, Faridabad).

I would like to express my heart gratitude to Mr. Rajesh Goel [Head of HR Deptt.]
and Mr. Amod Thakur (Personnel Department ) who extended his full cooperation
and support , subverted his expert guidance wherever necessary which was of
paramount importance to me.

I would be failing in my duties if I don’t convey my special thanks to my friend and

interviewees for sparing their valuable time in providing me information.
 TABLE OF CONTENTS

Chapter 1: Introduction

 Need of the study

 Objective of the study
 Research problem
 Research methodology
 Research design
 Sample design
 Sources of data collection

Chapter 2: Review of literature

Chapter 3: The Company

Chapter 4: Data Analysis and Presentation

Chapter 5: Conclusions and Recommendations

Bibliography

Appendices
 CHAPTER-1
INTRODUCTION
NEED OF THE STUDY

Only theoretical knowledge is not enough in any study, one also has to look after its
practical aspect if he wants to know real situation and to know what the problems in
implementing theory in to practice are. Lecture given in classroom help us to
understand the fundamental concept of management.

As an essential part of our B.B.A. program I got a chance to have the training with
Escorts (AMG, plant-1 Faridabad)

The project assigned to me during my summer training at escorts (AMG) was the
“employee welfare policies of the company”

There are three plant in Faridabad i.e. plant-1, plant-2, plant-3.

For the purpose of my study, I personally met the employees of various plants; all of
them provided me with the necessary information related to the project.

First of all I have collected the various welfare policies from induction manual, from
welfare notice board , internet and with direct interaction with the employees of the
company.

From this study I came to know the various facilities that are provided by company to
their employees.

For this study a questionnaire was prepared to collect the information on the
employee’s preference regarding the welfare policies provided by the company.
 From the study I came to know the preference of employees regarding various
facilities provided by the company.

OBJECTIVES OF THE STUDY

 To know employees preferences regarding welfare facilities provided by the

company.
 To study the information regarding the welfare policies provided by the
company to
the employees.
 To check the role of management while providing welfare schemes.
 The study aims at providing relevant information for marking the
necessary
amendment in the welfare policies of the company.
 To know how employees are availing the welfare schemes.
 To know the formalities fulfilled before availing the welfare schemes.
 Research Problem

A researcher experiences some difficulty either in a theoretical and practical situation

and wants to obtain a solution.

Major components of a research problem:

• If someone goes for a research then there should be a
problem for which he go and solved it.
• The problem should be helpful for achievement of objective.
• There are alternative means to achieve objectives, and the researcher must know
about the favorable and unfavorable means of the objective.
• There is a doubt in the mind of the researcher, so that researcher can achieve his
objective.
• The environment should be problem pertaining so that he can found the problem and
for solving it he can do research.

Research Methodology:

“Research is a systematized effort to gain new knowledge.” It is a

systematic study consisting of a problem formulating a hypothesis collecting the facts
and data, analyzing the facts and reaching for certain conclusions, which can be in the
form of either solution towards a problem.

1. RESEARCH DESIGN:--
A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. The research design used in my study is basically descriptive in nature.

i) Descriptive research: -- the research design in my study is descriptive. Its

studies are concern with describing the characteristics of a particular group or
individual. Studies concerned with specific prediction with narration of facts and
characteristics

concerning individual, group or situations are examples of descriptive research .it is

also known as social research.

2. SAMPLE DESIGN:
A sample design is a definite plan for obtaining a sample from a given population. It
refers to the technique or the procedure the researcher would adopt in selecting items
for the sample i.e. the size of the sample. Stratified sample method is adopted to
select the sample.

4. SAMPLE UNIT:
Sample is made on the basis of the stratified sampling, in this type of sampling
simple random and sub sample are drawn from different data which are equal o some
characteristics . the first step in stratified sampling choosing a strata on the basis of
existing information.

5. SAMPLE SIZE:
Hundred

6. GEOGRAPHICAL AREA:
Plant-1, plant2, plant-3.

2. SOURCES OF DATA COLLECTION :--

The study made in use of both primary and secondary sources.

• PRIMARY DATA COLLECTION: -- the survey has been

undertaken on the lines of interaction with employees of different plants and managers
of the company with the help of structured questionnaires.
• SECONDARY DATA COLLECTION:-- secondary data have
been collected from various sources involving induction manual, internet etc that were
of considerable help to me,

7. ANALYSIS OF DATA:

The data after collection has to be processed and analyzed with the outline laid for the
purpose at the time of developing the research plan. This is essential for a scientific
study and for insuring that we have all relevant data for making contemplated
comparison and analysis.

Technically speaking processing implies editing, coding, classification and tabulation

of collection data so that they are amenable to analysis.

The term analysis refer to the computation of certain measures along with searching
for patterns of relationship that exist among data groups. To analyze the data
percentage, pie charts, graphs etc are used.
 CHAPTER 2
REVIEW OF LITERATURE

Employee:--
An employee generally includes any individual who performs services if the
relationship between the individual and the person for whom the services are
performed is the legal relationship of employer and employee. This includes an
individual who receives a supplement unemployment pay benefits that is treated as
wages.

But does not include a person who, in the board’s opinion,

(a) Performs the functions of a manager or superintendent ,or
(b) Is employed in a confidential capacity in matters relating to labour
relations or
Personnel.

Employer:-
An employer generally is that person who appoints the employees and workers.
Employer is a major part of a business organization. In the organization, Business
owners who want their business to continue to grow and expand its capacities will
eventually have to consider taking on employees. Employing people is a complex, but
not impossible task, provided that you are well-informed about your rights, your legal
obligations and your responsibilities. This section provides information about various
aspects involved in being an employer. There are various authorities who enforce the
employer to create a healthy environment in the organisation.
About industrial relations or employees relationships:--

The relationship between employer and employee is called employee

relationship. Here the victorian government say about workplace relations. And it
passed an act also.this is as follows:-

In 1996 the Victorian Government referred most of its industrial relations powers to the
Commonwealth Government. This allowed for the establishment of a single framework
of laws regulating industrial matters in Victoria through the Workplace Relations Act.

While Victoria no longer has a state-based Industrial Relations (IR) system, except for
some specialist legislation, the Victorian Government is committed to fostering fair, co-
operative and innovative workplaces.

To achieve this, the State Government has called for changes to the Workplace
Relations Act to generate more harmonious IR outcomes, passed specific legislation
to improve fairness and security for various employees, and developed a number of
programs to promote cooperative, high-performance workplaces.

Basic meaning of industrial relationship:--

The term “industrial relations” in practice has come to mean primarily the relations
between the management and the union (s) in an industrial enterprise. It ought to
include “employee relations” irrespectively of whether a union exists in a particular
unit or not.
We all know that unions come into being because for age the individual employee has
been exploited by the employer. To be sure, most of us Indians are even today,
partners in this process of exploitation. The reference here is to the working conditions
and facilities that we provide to our domestic servants, whether we look at their
wages, at their working houses, or at their health care. The some is by and large true
for labour employed on construction projects or in firms. It must therefore be accepted
that the trade unions did serve a social purpose through the practice of collective
bargaining.

The National Commission on Labor (NCL) also emphasize on the same concept.
According to NCL, industrial relations affect not merely the interests of the two
participants- labor and management, but also the economic and social goals to which
the State addresses itself. To regulate these relations in socially desirable channels is
a function, which the State is in the best position to perform.

In fact, industrial relation encompasses all such factors that influence behavior of
people at work. A few such important factors are below:

Institution: It includes government, employers, trade unions, union federations or

associations, government bodies, labor courts, tribunals and other organizations which
have direct or indirect impact on the industrial relations systems.

Characters: It aims to study the role of workers unions and employers’ federations
officials, shop stewards, industrial relations officers/ manager, mediator/conciliators /
arbitrator, judges of labor court, tribunal etc.

Methods: Methods focus on collective bargaining, workers’ participation in the

industrial relations schemes, discipline procedure, grievance redressal machinery,
dispute settlements machinery working of closed shops, union reorganization,
organizations of protests through methods like revisions of existing rules, regulations,
policies, procedures, hearing of labor courts, tribunals etc.

Contents: It includes matter pertaining to employment conditions like pay, hours of

works, leave with wages, health, and safety disciplinary actions, lay-off, dismissals
retirements etc., laws relating to such activities, regulations governing labor welfare,
social security, industrial relations, issues concerning with workers’ participation in
management, collective bargaining, etc.
Labour welfare:--

Labor welfare refers to all the facilities provided to labor in order to improve their
working conditions, provide social security and raise their standard of living. Majority of
labor force in India is working in unorganized sector. In order to provide social security
to such workers, Government has introduced Labor Welfare Fund to ensure
assistance to unorganized labors. Five different welfare funds, which are governed by
different legislations, are administered by Ministry of Labor. The purpose of these
welfare funds is to provide housing, medical care, educational and recreational
facilities to workers employed in beedi industry and non-coal mines and cine workers.

Here is a protection group for the safety of employees and labors which tells
about what services are to be provided to employees and shop floor workers.

Employee Welfare Protection Group - Employment Lawyer

Established in 2006, Employee Welfare Protection Group has over 15 years
experience in the employee welfare protection profession, with the focus on providing
income, injury and legal protection to the employee throughout the local area. The
company is located in Lowestoft, East Anglia.

With a 24 / 7 emergency contact centre and fully qualified staff, the company is able to
offer a professional advise service to all employee status. The service is intended to
be cost effective, enabling members to become financially secure.

The organisation supplies reliable welfare benefits, featuring easy, manageable

premiums. Tailored to the employee's requirements, the products are essential for
every day needs and can prevent financial difficulties. The product is available from
the website at a reduced cost.

With a staff body of 10 fully qualified tradesmen and women, Employee Welfare
Protection Group has a professional team, qualified in employee rights. Employee
Welfare Protection Group has a satisfied network of members, located through out
 East Anglia, including many who are part time employed. The organization is
managed by a board of directors who have been involved in the Employee and
Employment Welfare industry for many years. They are well trained to oversee the
organisation, having previously trained in Employment Law.

The five legislations governing welfare funds are as follows:

• The Mica Mines Labor Welfare Fund Act, 1946

• The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972

• The Iron Ore, Manganese Ore and Chrome Ore Mines Labor Welfare Fund Act,

1976

• The Cine Workers’ Welfare Fund Act, 1981

Schemes under welfare funds provide assistance with respective to the following:

• Public health and sanitation

• Housing

• Recreational (including standard of living)

• Social security

• Educational facilities

• Water supply

• Transportation

• Medical facilities (prevention of diseases)

• Social security

o Group Insurance Schemes for Beedi and Cine workers.

• Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on
manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This is
presently Rs 2 per 1000 beedis with effect from 28th June 2000.

• The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not
being less than one thousand rupees and not exceeding twenty thousand rupees, on
every feature film submitted to the Chairman, Central Board of Film Certification. This
is Rs 20000 per feature film of Hindi and English and for regional films it is Rs 10000
per film with effect from 20th April 2000.

• The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976
provides for levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore
between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/- respectively.

• The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and
collection of cess on Limestone and Dolomite as a duty of excise at such rate not
exceeding one rupee per metric tone of limestone & dolomite. The rate of cess on
Limestone and Dolomite is Re.1/- with effect from 27th December 2000.

• Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection
of cess on all mica exported as duty of Customs not exceeding 6.25% ad valorem.
This is 4.5% ad valorem on export with effect from 1st November 1990.
What is Employee Welfare?

Employee welfare in general, these are the benefits that an employee must receive
from his/her company, like allowances, housing for those companies who provides,
transportation, medical, insurances, food and some other way where the employee
has rights to demand.
At escorts, we care for our employees and consider each and every one a part of the
escorts family. Various Welfare Schemes are in place in keeping with this spirit
Bonuses, 13 month pay, sick leave, maternity leave and vacation are also part of this
and even holidays for other companies.

EMPLOYEE WELFARE FACILITIES

you must provide "adequate and appropriate" welfare facilities for your employees.
these must be provided unless they are unreasonable in terms of time, cost and
physical difficulty.

Welfare facilities include toilets, washing facilities, rest and changing facilities,
personal security arrangements (e.g. lockers) and refreshment.
There must be a sufficient number of toilets and washing facilities so that people
should not have to queue for long periods to use them. these should be separate for
male and female, unless you have a very small number of staff. the facilities must be
clean, and provided with toilet paper, soap, drying facilities, and hot and cold running
water. they must be well lit, and ventilated to the external air. sometimes a shower
may be necessary.
 FACILITIES FOR WOMEN

Number of People
Toilets Washbasins

1-5 1 1

6 - 25 2 2

26 - 50 3 3

51 - 75 4 4

76 - 100 5 5

Facilities for Men

Number of
Toilets Urinals Washbasins
People
1 – 15 1 1 1
16 – 30 2 1 2
31 – 45 2 2 2
46 – 60 3 2 3
61 – 75 3 3 3
76 – 90 4 3 4
91 – 100 4 4 4

You must provide a supply of clean and wholesome drinking water, which is easily
accessible to all employees. cups should be provided and the taps clearly labelled.
you must consider whether suitable facilities are available to staff working off-site or
on temporary sites. if not, temporary arrangements must be provided. some workers
may need to be provided with portable facilities for hand washing.

if the work activity requires employees to change into specialist clothing, you must
provide changing rooms and facilities for secure storage of personal belongings. you
may need to consider separate storage for clean and dirty clothing, or the provision of
laundry facilities.

there should be a suitable seating area for use during breaks. this must be clean and
provided with washing facilities nearby and a means of heating water for hot drinks.

EMPLOYEE BENEFITS AND SERVICES:-

It includes any benefits that the employee receives in addition to direct remuneration.
The synonyms used are fringe, service programmes, employee benefits and hidden
payroll.

FUNCTIONS OF EMPLOYEE WELFARE:--

 Conditions at
work place Employees
health service

Working conditions A)Factory Health Service

Factory Sanitation & Cleanliness B) Recreation
C) Workers Education
Welfare Amenities D) Economic Services
E) Housing for Employees And
Community Services.
F) Study of the Working Of The
Welfare Acts.
G) Social Work in Industrial Setting.

Conditions At Workplace:--

WORKING CONDITIONS:-

It include many kinds working conditions for employees which are helpful for employee
in doing work these are like: temperature, ventilation, lighting, noise, dust, smoke,
fuels, gasses, humidity.

FACTORY SANITATION AND CLEANLINESS:--

 It is related to cleanliness of the factory, it include provisions for Urinals in
factory provisions for the disposable f waste and rubbish; Provision for water and
proper bathing and washing facilities, and facilities of whitewashing and repair of
buildings care and maintenance of gardens, roads and etc.

WELFARE AMENITIES:-

It include care of drinking water, canteen service, lunch, restroom, and other
amenities.

Employee Health Services:--

FACTORY HEALTH SERVICES:--

This includes medical examination of employees, factory dispensary
and clinic treatment, first aid and ambulance room and treatment of any incidents and
other kind of health service.

RECREATION:--
It is related to maintain our body fit and fine for this purpose, construct a
playground for playing games. And organize various types of programs like social and
cultural activities and physical games for recreation.

OTHER SERVICES:--
It includes various facilities like:--
 Education to improve skills, earning capacity and lecture programs and audio
visual educations.
 Economic services like; housing cooperatives, grain shops and fair price shops,
study of the working of welfare acts.
 Social works in industrial settings like: family planning and employee counseling.
 But now these services are counted in statutory provisions and non-statutory
provisions. These are explain further.
 Escorts believe that satisfied employees contribute to the development and growth of
the organization. Escorts apart from providing statutory benefits offers various
voluntary benefits to its employees. These are offered in the form of various
allowances, perks and advances as given below:

Types of welfare activities:--

i. Statutory provisions
ii. Non- statutory provisions.

Statutory provisions:
These are mandated by the:

 The factories act, 1948.

 The mines act, 1952.
 The plantations act, 1951.
 The motor transport workers act, 1961.
 The contract labour (regulation and abolition) act, 1970.
 The merchant shipping act, 1958.
 Dock workers (safety, health and welfare ) schemes,1961
 Inter- state migrant workmen (regulation of employment and conditions of services)
act, 1979.

Non-Statutory Provisions:--

It is also called voluntary benefits; include loans for house building, education of
children, leave travel concession, fair price shops, loans for purchasing personal
conveyance and a host of other facilities.
 STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

Drinking Water: At all the working places safe hygienic drinking water should be
provided.

Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the
needed employee.

Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the
office and factory premises and are also to be maintained in a neat and clean condition.

Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.

Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.

Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work places.

Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.
Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions
of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

Personal Health Care (Regular medical check-ups): Some of the companies provide
the facility for extensive health check-up

Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are initiated
by employees and approved by management to meet business commitments while
supporting employee personal life needs

Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get
counseling on various matters.

Harassment Policy: To protect an employee from harassments of any kind, guidelines

are provided for proper action and also for protecting the aggrieved employee.

Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.

Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in the
organization.
Welfare items for workmen
S. Item Eligibility Duration /frequency/ Remarks
No. quantity

1. Uniform All regular 2 sets of uniform as per the

(terricot) workmen every year to be existing practice
given in
April -June
2. Safety shoes All regular Additional pair of Additional branded
workmen safety shoes to be safety shoes will
given once in the be provided to all
period of three regular workmen.
years. the first pair
of safety shoes
Will be given in the
year 2008 in
November-
December.
3. Jacket All regular One jacket matching Matching jacket
workmen to uniform to be will be provided.
given in alternate
year in the month of
October/November.
4. Raincoat All regular One raincoat to be As per the
workmen given once in the existing practice.
period of 3 years
commencing from
2007 in the month of
may-july.

5. Soap All regular Two cake every As per the

workmen month. existing practice.
working at
workshop.
6. Excursion trip Only permanentOne excursion trip in As per the
workmen & a year in the existing practice.
their family month of April or
members. August.
7. New year
All regular Sweet and tea on new
As per the
celebration workmen. year day. existing practice.
8. Sports(kabbadi/ Selected Sports kit will Teams of kabbadi
volley ball) players of be provided to the & volley ball will be
 SAFETY ITEMS FOR WORKMEN

S. Item Eligibility Duration/ Remarks

no. Frquency/
Quantity
1. Safety All regular workmen Once in a Only colorless-
goggles (except welders) year and industrial safety
actually working on there goggles with side
machine & areas after only shield, compulsory to
specified by safety replacement wear safety
officers. will be goggles on the
provided. shop/area while
Working.
2. Goggles for Welders Once in a year and
Proper welding
welders there after only
goggles will be
replacement Procured.
will be provided.
3. Reinol cream All regular One pack of 200 As per existing
(hand washing workmen actually gram per month. Practice.
cream) working on shop floor.
4. Karodex barrier Workmen actually Need based Advice of the
cream working in the (one pack of company’s medical
oily conditions where 100 gram per
officer will be
there is a chance of month) taken in the
any skin problem. Market.
5. Ear muffs/ ear Workmen working Once in a year. As and when
plugs in power house, required to be
engine testing, air replaced.
blowing stage in paint
shop level exceeds
9o decibels.
6. Respirators/ gas
Workmen working in
Need based. As and when
mask/ cloth mask hazardous operatios required to be
as determined by replaced.
safety officer.
 LONG SICKNESS BENEFITS

 Long sickness benefits is payable to permanent workmen to cover up the loss of

wages incurred due to absence caused by long sickness.

 Long sickness benefit is extended when the workmen is suffering from any of the
diseases mentioned below:
 Kidney transplant
 Renal failure requiring long- term dialysis
 Cerebral or vascular strokes
 Coronary artery diseases or a coronary bypass surgery.
 Open heart surgery, valve replacement.
 All kinds of cancer
 To including pulmonary TB.
 Brain hemorrhage incapacitating the workmen for a minimum period of
one month.
 Serious accident resulting in the compound fracture or a fractured is
incapacitating the workman to work for a minimum period of 30 days.

 Incapacitation of a workman from work should be for 30 days or more so as become

eligible to receive this benefit.
 To release the benefits under the scheme it is necessary to get the claim certified
from ESIC or by the company’s medical officer as the case may be.
 Full payment of HRA is made during the period of long sickness.
 The maximum period for which sickness benefit are payable is 365 days.

FINANCIAL ASSISTANCE ON COMPASSIONATE GROUNDS

A lump-sum assistance of rs. 2 lac is given to the legal heir / dependents of the
workman dying during employment.

WELFARE SERVICE FOR MEDICAL PURPOSE

Medical Insurance Hospitalization Scheme:
Eligibility : All regular employees not covered under ESI.
Limit: As per hospital bills subject to entitlement under the medical insurance
hospitalization scheme.
Procedure: The company has tie up with RAKSHA TPA for cashless treatment
facilities for employees and their wards in different networking hospital and claims are
directly lodged by hospital to RTPA.
Employees taking treatment in non-networking hospital have to inform RAKSHA TPA
office 3 days advance in case of emergency have to dial 2250000 and completed set
of papers shall be submitted in personnel department for settlement of claim.
Coverage: self, spouse, legitimate dependent, children up to the age of 25 yrs or up
to their marriage or employed which ever is earlier.
Premium : it is paid by company except for parents whose premium is borne by the
employee.
Sum insured(annual) for each member of the family
Workmen
For minor aliment RS. 40,000
For major aliment RS. 2, 00,000(family floater)
(For major aliment, claim will be entertained up to, max, limit i.e. up to
2, 00,000)
Maternity benefits: Maximum benefits allowable will be rs 40000 applicable only if
the members do not have more than children.

Group personnel accident insurance (gapi) policy

Eligibility: All regular employees covered under corporate medi claim policy.
Minimum 3 days of incapacitation is must for getting claims.

Policy renewal: 1st July of every year.

Coverage: The accident risk covers both inside and outside the factory
irrespective of being present on duty or off duty provided the employee has met with
an accident. This benefit is for self only.

Claims: The employee will submit a claim from duty attested by medical officer
along with the supporting documents like medical certificate, x-ray film, fitness
certificate, copy of x-ray report and bills related to medical treatment and certificate of
absence from the duty.

Insured amount: Basic *60(minimum of rs.75, 000 &maximum of rs. 2, 25,000)

Cash benefits: temporary disablement -1% of sum assured per week

Permanent partial as per scale of compensation

Disablement:

Permanent disablement: 100% of the sum assured.

Upon death: 100% of the sum assured to the legal heir.

LOAN FACILITIES TO ITS MEMBERS

Escorts employees welfare society

ELIGIBLITY: All confirmed employees, who are members of society.

Membership Procedure To submit application form.

Fixed monthly contribution: Min rs. 300 and max RS.500 per month

Loan Every Tuesday through ICICI bank.

Distribution:

Interest payable 10% p.a. on reducing balance.

On loan:

Interest payable 9% p.a.

on contribution:

Calculation of loan amount:

(Total contribution of employees * 3)+ (500*no. of yrs of completed service)
or
RS. 85000 which ever is less.

Presently members can take a loan up to a maximum of rs. 70000 from the escorts
employees welfare society and rs. 50000 from escorts(farmtrac division) employees
welfare society.

Escorts employees welfare trust

Eligibility: All regular employees with minimum 5 yrs of

Confirmed service.

Process: The forms are processed as per budgetary provision

on seniority and need basis.
Purpose: To purchase utility items like T.V., fridge, motor cycle or marriage (self,
daughter, son).

Interest: 10% p.a. on reducing balance.

Recovery 3 years.
period:

Maximum limit of loan amount is rs. 45000 (20% down payment) in case of marriage
Rs. 36,000.

LONG SERVICE AWARD

The workmen who have put in long service of 10 year and above are recognized and
honoured by cash awards/gifts worth the cash value as per the table given below:

Completed year of service Value of gift item /cash

10 2,000
15 2,500
20 3,500
25 4,500
30 5,500
35 6,500
40 8,000
The list of eligible employees is displayed half yearly.
In case of retiring employee 6 month or more is counted as one full year of service.

TRANSPORT FACILITIES FOR THE EMPLOYEES

The company provided bus facility to the employees coming from Delhi, palwal, hodal,
and mohana area on subsidized rate. As per company policy the management will
bear 70% of the total cost and 30% of the total cost will be borne by the employees.
The rate applicable presently of bus fare (recoverable from employees) are as under:

Category Delhi Hodal Mohana/ Palwal

alawalpur

Workmen 502 689 636 447

 LEAVE RULE AND ENTITLEMENT

Type of leave Workmen Apprentices

(apprenticeship act)
Casual leave 07 12
maximum leave can be availed 02 02
at stretch
Sick leave accumulation limit 07 15
no. of SL can be availed at a 84 -
stretch without medical 02 02
certificate.
SL can be availed at a stretch
with medical certificate. any balance any balance

Earned leave accumulation 21 Nil

limit no. of times for which EL can
126
be availed in a calendar year. 03
Minimum no. of EL that
can be availed at time.
03
EDUCATIONAL SCHOLARSHIP TO SELF AND EMPLOYEES WARDS

Need cum merit scholarship

Workmen are eligible to apply for need cum merit scholarship for their wards subject
to get minimum percentage of marks is 60%.

Studying in class vii to university level.

Standard amount in rs. Per annum

Up to 10th 1,000
Up to 11th 1,475
Up to 12th 1,525
Graduation 2,250
Post graduation 2,500
Merit scholarship

1. Irrespective of monthly income, RS.2,250 yearly

The children of all employees
Studying from 11th to university
Level are eligible. Provided, they
Fulfill the %age criteria as policy.

2. 11th and 12th – minimum 70% RS.2,400/-yearly

3. Graduation – B.COM, B.A65%, Rs.3,000/-yr.

 Others 70%
4. Post graduation –m.a./m.com, rs. 3,250/-yearly
Others 70%

MERITIOUS PERFORMANCE AWARD

Class 10th board examination, aggregate 90% and above: Rs. 5,000/-
Class 12th board examination, aggregate 90% and above: Rs. 7,500/-
University gold medal in academic course/ professional: Rs.10, 000/-
And degree course.

PROFESSIONAL SCHOLARSHIP

Employees up to the rank of chief general manager who have completed 5 years of
service, their children are eligible for professional scholarship.

 For correspondence course

Course amount of scholarship
Lump-sum in rs.
Company secretary ship 6,000
Cost & work accountancy 12,000
Charted accountant 12,000
MBA (Open University) 8,000
AIME 5,000
General management 5,000
 For regular course

Course amount of scholarship

in rs per month

Residential Non-residential

Engineering 900 500

Modern medicine 900 500
Law /msw/b.ed/m.ed/ 700 300
Public administration/
Industrial public relation/
Hotel management/MBA
Diploma engineering 500 300
 RETIRAL BENEFITS TO EMPLOYEES
GRATUITY

 Applicability: All employees who have rendered continuous service for not
less than 5 yrs.in case of service will not be applicable disablement condition of 5 yrs
of service will not be applicable.

 Permanent gratuity: on registration /retirement amount of gratuity

(basic+d.a.)* Years of service * 15/26.

On death , gratuity to nominee will be given as under:

Service up to 5 yrs Amount equivalent to 5

months salary (basic +D.A.).
Service above 5 yrs but less Amount equivalent to 10
than 10 yrs. months salary (basic+D.A.).
Service above 10 yrs but less Amount equivalent to 15
than 20 yrs. months salary (basic+D.A.).
Service above 20 yrs. Normal gratuity plus additional
50% gratuity calculated.
 PROVIDENT FUND AND EMPLOYEES
PENSION SCHEME

Applicability:--ALL employees except apprentices under apprenticeship act are

enrolled under the provident fund act and employees pension scheme 1995.
Contribution

Employees Employers
12 %( Basic+d.a. +personal pay) 12% (basic+d.a. +p.p.)
 8.33%-employees pension scheme.
 3.57% p.f.
 Up to rs. 6,500/- salary
 Contribution above rs. 6,500 salaries are added in p.f. a/c of employee.

Interest: 8.5% interest p.a. for the year 2007-08 accrued on balance
Amount of p.f. a/c.
Normally retirement pension starts from the age of 58 yrs. The amount of

Pension is calculated as under:

(Pension able salary * pension able service)/70

 Pension able salary is average of monthly salary for 2 months proceeding the
date of exit.

 Pension able service is the service rendered by the members for which
contribution has been made in EPS.
 Pension from jeevan dhara policy for workmen
Guaranteed pension

Rs. 450/- per month or 1% of policy amount whichever is higher D.A. :-D.A.
neutralization @ rs. 2 .40 per point AICPI from 1.8.2006.

CANTEEN SERVICE
The canteen services in plant/divisions are run by the management through
contractors at subsidized rates.

The contractor supplies food, tea and snacks as approved by the management in the
contract.

Tea and meal breaks in the different shifts are as under:

Shifts Tea break Meal break
First shift 9.30a.m to9.40 a.m. 12.00 noon to 12.30
2.30p.m. to 2.40p.m.
Second shift 6.30 p.m. to 6.40 p.m. 8.30 p.m. to 9.p.m.
10.30 p.m. to 10.40 p.m.
Third shift 2.30 a.m. to 2.40a.m. 5.00 a.m. to 5.30 a.m.
6 a.m. to 6.10 a.m.

In third shift only tea and snacks are provided during meal break.
CANTEEN MANAGEMENT COMMITEE

A ‘canteen management committee’ nominated for a period of one year consisting of

equal numbers of workmen and management representative is constituted. The
committee meets once in a month to review and suggest improvements in the
functioning of the canteen. The grievance of the workmen with regard to quality of
food, cleanliness of the canteen and service are discussed and action plans are
worked out for implementation.
 CHAPTER-3
The Company

BACKGROUND
The steadily increasing population of India calls or raising the
production of food grains to at least 22of India calls or raising the production of food
grains to at least 225 millions tones by 2000 ad. The mechanization in agricultural field
is a sine-quo-non for increasing the crop production and thereby enhancing the
earnings of the farming community. A study conducted by the national institute of
applied economic research (ncear) in 1980 revealed that an average tractor owner
has a cropping intensity 12% higher than that of bullock farms.

The real spirit in mechanization of agriculture care in India with the introduction of the
high yielding seeds in 1966-67, particularly in the wheat growing NW region, with the
acception of high yielding seeds by the farming community. The demand for
mechanical equipment suddenly spiraled. The situation provided a fillip to the growth
of the farm equipment industry in the country viz, tractors threshers and other
implements.

The Indian tractor industry is of relatively recent origin , quite young as compared to
the world standard. It had its beginning when the first tractor plant was set up in 1961
at Faridabad in haryana with the production of only 880 units.

Tractor population exhibited an annual growth of 13.3% during the 70’s , while during
the 80’s (1980-89) it has been at 5.4% and industry seems to have gained stature.

The new trend observed in this sector is the shift in consumption from majority in the
northern states to other parts of the country too. The soil in the northern states is
alluvial in nature and thus requires a low powered tractor for tilling it. However, states
located in the western and southern parts of the country where the soil being laterite
or black etc- is harder and needs high – powered tractors.
The Indian tractor is dominated by low price , rugged , versatile and low to medium
powered tractors the main reason being the inability of farmers to invest in farm
mechanization tractors b are categorized on the basis of horsepower hp of engine in
India . the popular range of tractor is 20-30 hp compare to 60 hp in Europe and 90 hp
in USA. Though large tractors are also being sold in states like Punjab, tractor
available in India are one forth of similar power tractors internationally are in
developed countries. India is the world’s largest market in tractor since 1996.

Escorts have played a pivotal role in the agricultural growth of India for over five
decades. One of the leading tractor manufacturers of the country,
Escorts produces tractor in the 27-75 hp range and has already sold over 6 lac
tractors. Its tractors are marketed under three brand names, viz. escort,
Powertrac and farmtrac. Powertrac brand of tractors are the most fuel efficient and
they are helpful in improving the quality of of life. Farmtrac
Brand gives most powerful premium range to the tractors.

The company is developing state-of-the-art highly fuel efficient engines with the
assistance of avl of Austria and have also entered into a joint venture with carraro spa
of Italy for the manufacturing of transmissions and axles.

To understand the completion in the industry, one has the first look at the market
segmentation based on hp the industry can split into five maker categories less than
20 hp ,21 hp, 31-40 hp, 41-50 hp, 51hp, and above of this 80% of the demand is
accounted for about 15% of the total sale while the 51 hp and the above segment has
a share of just 4.45% but it is going quite fast. Have a presence of across the major
segment has move upward following the shrinking market in the low hp segment.

To sustain the present momentum and to realize the future goals, escorts has
invested rs.60 cr. towards strengthening new product development programs and
enhancement of R&D capabilities. Additionally, RS.. 400 cr. has been invested
towards modernization of its manufacturing facilities bringing them to international
standards.
The company has one of the most comprehensive distribution networks comprising of
over 500 dealership / outlets and 30 area offices spread across the country. It has a
manufacturing capacity of 75000 tractors per annum escorts agri machinery group is
looking at forward and backward integration through food processing, food chains and
genetic engineering. It will be expanding its product range by launching highly
specialized tractors and draft implements.

In line to our vision for becoming a major player in sub 100 hp segments by 2005 in
the global markets, we have increased our reach from a major regional player to major
global markets which stretch from North America to Australia covering all the
continents. Despite the strict competition by other major tractor manufacturers we
have been able to gain constant volumes in the global market. Our target for this year
is to export 15% of the volumes of our total production volumes of our total production
volumes.

Our products are marketed mainly in USA, central and Easter Europe through Poland,
Ghana, Malaysia, Australia, south Africa and in many other countries. Between M&M,
PTL, AND TAFE there is a tight competition. These three are neck with the share
around 25% each with M&M holding edge.

To consolidate its presence in the overseas markets, the company has ventures in the
USA and Europe (Poland). It has a recently acquired a majority stake in long
agribusiness LLC, a tractor distributing company in the USA and pol-mot escorts.
Besides these escorts has strong presence in turkey, Australia, Bangladesh, Sri
Lanka, and South Africa.

Through its network in these countries. Escorts have very ambitious plans to expand
the dealers in network in other potential countries in the coming year . by the end of
the next year , the company hopes to be the largest exporter of tractors in Indian
tractors industry.
 Escorts Group Overview Are:-

Cooperate center 24
Cooperate branch 4
Manufacture unit 30
Marketing unit 160
Dealers 1762
Manpower 21927

TOP MAJOR PLAYERS

In the tractors industry, following are the key manufacturers:-

 Mahindra & Mahindra Ltd. (M&M)

 VST Industry Ltd.
 Eicher Ltd., Escorts Ltd.
 Punjab Tractors Ltd.
 International Tractors Ltd.
 Gujarat Tractors Ltd.
 Tractors and Farm Equipment Ltd.
 Hindustan Machine Tools Ltd.
 Bajaj Tempo Ltd.
In the existing range of M&M models, there is the launch of new model ‘arjun 605 DI’
in the higher HP segment (60hp).
 DEVELOPMENT AND GROWTH OF THE TRACTOR INDUSTRY
13 tractor manufacturing units were in production , out of which , 10 were set up with
foreign collaboration and ,3 with indigenous, technology and know-how the actual
development , of the tractor industry, ahs taken place, over 2 decades , beginning
from 1960.

Development of tractor manufacturing industry, over the last decades has actually
taken place, in 3 phases. The first phase of the development was in the decade 1960-
70 the second in the decade 1971-80 and the third in the period 1980-90.

First Phase of Development (1960-70):

 In the decade 1960-70 five tractor manufacturing units, their collaborators and years

S.No Name of unit Collaborators Year of commencement of

production

1. Eicher Tractor Ltd. Gebr, Eucger 1959

Tractorenfabric,
West Germany
2. Tractors and Motovok- 1963
builders ltd./ praha,
Hindustan tractor czechslovakia
ltd.
3. Tractor and farm
Massey 1963
equipment ltd. Ferguson U.K.
4. Escorts ltd. Motoimport 1964
warazawasaklady
mechanize urus,
poland
5. International tractor co.
International 1965
of India ltd. harvester company
Mahindra & USA
mahindra ltd.
of commencement of local manufacturers were as follows:
Second phase of The second phase of development (1970-80):-
The government ‘s decision to freely invite new entrepreneurs to tractor manufacture
in 1986 and sudden upsurge in demand , with green revolution led to scramble , of
new entrepreneurs for new collaborators 6 units , eventually established the actual
manufacturing facilities. They were as follows:
s.no. Name of unit Collaborators Year of commence-
ment of local production

1. Escorts tractors ltd. Ford-U.K. 1971

2. H.M.T. ltd central Motokove- 1971
govt. praha,
czechslovakia
3. Kiloskar tractors ltd. Klothner- 1974
humboldt
deutz, west6
Germany
4. Punjab tractors ltd(ptl) Indian know- 1974
how
5. Pittie tractors ltd. Indian-know- 1974
how
6. Harsha tractors ltd. Motoimport 1975
USSR
Third phase of development (1980-89)
The buoyancy, in the tractor market, experienced in the late services, led to the setting
up f two more units, for the manufacturer of tractors, one in the public sector unit , with
indigenous know-how.
These units are:

S.no Name of unit Collaborators Year of commencement of

local production

1. Auto tractors ltd. British 1981

Leyland,
U.K.
2. Pratap steel Indian know- 1983
rolling mills ltd. how

ESCORTS

E- ENSURE INBUILT QUALITY

S- SAVE ENERGY
C-CULTIVATE SAFE HABITS
O- OBSERVE PROCESS
R- REDUCE WASTAGE
T- TAKE CARE OF MACHINES
S- STRIVE FOR EXCELLENCE

SEVEN GROUPS OF ESCORTS

 Agri-
machinery

Trading
and Bi-wheelers
Corporate

ESCORTS
Constructio
Financial
n
Services
Equipment

Auto
Telecom
components
 PERSONNEL FUNCTIONS IN THE COMPANY

Powertrac division takes pride in people who strive for excellence people who are not
merely satisfied what they have but are looking for “more” and better for betterment of
their products , their organization and themselves. Its endeavor therefore is to provide
with an environment where one can learn and grow.

Farmtrac division has its own objective and strives to reach there and for this required
co-ordination among employees their healthy sprit , mid good working environment
sound industrial relation etc. and here comes the role of personnel department which
is to hire the right people for various jobs equip them to handle the job and keep them
motivated .

The key to success, it is said is not just the state of the art of the technology. It is the
state of the art of the people. The company recognizes that human resources are its
most important assets. While requirement is done very carefully to ensure that only
the best get selected the various systems operating with in the company is it. The
compensation the benefit package the evaluation system or the reward systems are
all geared to attract the best talent available.
 THE VISION

We shall strive to be the numero uno in the Indian Tractor industry and top five tractor
manufactures In the world. We shall continuously strive to meet the ever rising
expectations of our valued customers at the lowest Internal cost .We shall aim to offer
the faming community a Range of innovative products and services, Which shall
enable them to improve their Productivity and Competitiveness We shall archive a
turnover of rs. 20 billions and Profit of rs 2 billions by the Transcending national
boundaries, we shall strive to attain exports of one tenth of our Total tractor production
by the year 2007.
 AMG MISSION

We Will Achieve Leadership in Market Share and Profitability

In The Domestic Tractor Market By The Year 2006-07 and
shall be the world‘s largest supplier of sub 100 hp tractors. We
shall proactively contribute to the prosperity of the rural
economy by the defining a larger role for ourselves in food and
agriculture sector.
 AMG STRATEGIES 2007-08

 Institutionalize system to continuously assess customer needs concerns.

 Improve response time fro development and introduction of technologically
superior and cost competitive products.
 Build an R&D organization capable of meeting market requirements of quality,
price, and sped.
 Global quality standards of products and management.
 Focused aggressive marketing, selling and customer service strategies.
 World class distribution system adapted to the Indian context.
 Ensure rapid growth in Europe and North America markets.
 Institutionalize system for timely business intelligence on products, markets,
strategies, tactics, system, etc.
 Improved efficiency and productivity at all levels through continuous
improvement of system and processes.
 Low cost base- fixed and variable. Optimization of manpower vendor process
for long term cost advantage.
 Enhance transparency and relationship with suppliers and improve vendor
process for long term cost advantage.
 Enthuse commitment, accountability, passion, ownership, positive energy, team
working and proactive culture in amg.
 Enhance quality and speed of execution, implementation and communication
across AMG
 Institutionalize
SWOT project managementOF
ANALYSES to enhance efficient implementation across
THE COMPANY
AMG.
 Establish “goal congruence” with the employees union and a long term mature
harmonious relationship for a “win-win” IR environment.
 STRENGHTS:--

 Escorts limited have one of the most extensive and highly service oriented
distribution networks in the company.
 A market share of over 80% in “pick n carry” crane in India and escorts has now
emerged as the largest manufacturer of “pick n carry “crane in the world.
 Escorts IED remains market leader and technology leader in the field of material
handling and construction equipment and is contemplating to introduce many new
equipment besides extending the existing range of product.
 The compliment of 7 associate and the subsidiary companies in the escorts group
which manufacture supportive products.
 Besides business activities escorts is discharging its social responsibilities and
employee welfare through different schemes .
 Quality certification gaining in importance with companies obtaining ISO-9000.
 Enlarge customer base.
 Better cost control.

WEAKNESSES:--

 Escorts seem to be running with over staff.

 Infrastructure development is encouraging but still need turning up.
 Educational standards among workers need to be improved and curriculum
revamped.
 Low horsepower range
 No four wheelers drive.
 OPPORTUNITIES:--

 The piston & piston pin plant of escorts LTD. & piston ring plant in goetze (India)
ltd. At Bangalore and Patiala have been awarded ISO-9002 certificate that can help in
export derive.
 With the fast growing Indian economy, rapid industrialization is taking place, which
would provide more & more opportunities to industrial equipment division of escorts ltd.
Which manufacture different kind of industrial cranes.
 Greater avenue in the market segment such as banking distribution, insurance,
manufacturing & telecommunication.
 Potential in European market with special reference to POLAND, UK, FRANCE,
GERMANY, ITALY, AND SPAIN.

THREATS :--

 Influenced by immense popularity of escorts “pick n carry” cranes, many

manufacturers are coming in this field.
 The complete automobile industry is facing several competitions in terms of foreign
technological collaboration.
 Any change in government policy regarding tax may affect the fortune of the
company.
 Declining market share.
 DYNAMIC OF THE FUTURE

“In the last 50 years escorts has been more than merely one of India’s
largest engineering companies. It has been a prime mover on the, industrial front, at
every stage introducing products and technologies has helped take momentous
towards being catalysts for qualitative growth by engineering change with a global
perspective.”

Escorts Ltd.

Liberalization and the move towards a market driven economy have created two
compelling realities. One the generation of tremendous opportunities through the
availability of new choices, both for producers and customers. To the sudden
exposure to keen competition in the domestic market from international player.
At escorts, these new realities have led to new prospects. As the country integrates
with the global economy, the world is no only market place; it is now business
environment for escorts. Over the last 5 decades, the company has earned 3 very
distinct markets proven competitive advantages:

Escorts groups infrastructure: escorts has full fledged R&D facility, 24 regional
marketing officers ,nearly1000 sale/service outlets.
The Escorts Symbol
The ESCORT symbol means more than if seen by the eyes . It has been prepared
certain objective and is symbolic in more than one way. The philosophy behind
ESCORT and the “E” in the ESCORT is “ENETRPRISE” the hexagon is a symbolize a
craftsman ship and mending productivity. Escorts the single word company describe
the character philosophy and success of the company which grew from a small
beginning to one of the ever changing dimensions for 5 decades escorts has been in
the core sectors like agriculture, transportation and resources for engineering change ,
through optimum product performance.

“EVERY MAN IS THE ARCHITECT OF HIS FUTURE”

Escorts came into being with a vision:- a vision that was nutured by Late Mr.Hari
Nanda and late Mr. yudi nanda .

The foundation of escorts limited was laid in the formation f escorts (agents) ltd., 17th
October, 1944 and of escorts (agriculture and machinery) ltd., in 1948. These two
were later merged in 1953 to form escorts agents pvt. Ltd. The company’s
incorporation in its present name, escorts ltd. Was effected on 18th Jan 1960.

Having initially started with a franchise for westing house domestic appliances, escorts
have come a long way in manufacturing and marketing a range of products. It has
pioneered farm mechanization in India through import and distribution of agricultural
tractors.

The company has entered into exclusive distribution agreement with traksan for sale
of the companies FARMTRAC -60 tractors in turkey. The escorts group is investing
300 crore in the agri machinery business. Of this rs. 200 crore will be invested in the
tractor plant in pune. It is also setting up a joint venture with the majority stake of 51%
in the joint venture, carraro India, while the company holds through.
 DATA ANALYSIS & PRESENTATION

QUESTION 1: DOES YOUR ORGANIZATION /COMPANY FOLLOW

THE EMPLOYEE WELFARE SCHEMES?

YES NO
100 0

120
100
80
followers

60 Series1
40
20
0
yes no
answerof follwers

INTERPRETION:
Out of 100 employees surveyed, all are agreed that there are welfare schemes in their
organization/company.
 QUESTION 2: WHAT IS /ARE THE MAIN OBJECTIVE(S) BEHIND EMPLOYEE
WELFARE?

OBJECTIVES NO.OF PERSONS

Help to motivate and retain employees. 30
Loyalty in workers towards the organization
20
To minimize social evils such as 6
alcoholism, gambling etc.
Helps to improve the local image of the
38
company
All of above 6

MOTIVATE AND
RETAIN
EMPLOYEES
LOYALTY
TOWARDS ORG.

MINIMISE
SOCIAL EVILS

IMPROVE LOCAL
IMAGE

ALL OF ABOVE

INETERPRETATION:
Out of 100 people surveyed, 38% employees said that welfare schemes helps in
improving the image of the company. 30% says motivate to do work in this
organization, 20% are loyal because of goods welfare schemes and 6% helps in
minimizing the social evils among the employees

QUESTION 3: WHO MAKES THE EMPLOYEE WELFARE SCHEMES/POLICIES?

MAKERS NO. OF PERSONS

Immediate superior 11
Specialized committee 25
Personnel department 24
Don’t know 40

Immediate
superior
specialized
committee
personnel
department
don't know

INTERPRETATION:

Out of 100 people surveyed, 40% of people doesn’t know who made welfare
schemes for them. 11% says immediate superior made, 25% says specialized
committee and 24% says personnel department.
QUESTION 4: ARE YOU SURE SATISFIED WITH EMPLOYEE WELFARE
SCHEMES IN THE ORGANIZATION ?

Thinkers NO. OF PERSONS

Always 50
Sometimes 40
Never 10

50
40
30 Series1
20
10 never
0
1/1/1900 1/3/1900 always
no. of persons

INTERPRETATION:
Out of 100 persons 50% are always satisfied from the welfare schemes of the
company, 40% are satisfied and 10% never satisfied from the welfare schemes.

QUESTION 5: DO YOU THINK THAT WELFARE WHICH HAS BEEN DONE IS FAIR
TO ALL WORKERS?

YES NO
80 20

100
80
60
Series1
40
20
0
YES NO
NO. OF PERSONS

INTERPRETATION:
Out of 100 people surveyed, 80% says welfare schemes are fair to all workers and
20% says not fair to all workers.
QUESTION 6: HAVE YOU NOTICIED ANY MISTAKE REGARDING EMPLOYEE
WELFARE SCHEMES?

Implication NO. OF PERSONS

Every time 10
Sometimes 30
Never 60

70
60
50
40 every time
30 sometimes
20 never
10
0
1
no. of persons

INTERPRETATION:
Out of 100 people surveyed, 60% people says there is no mistake in welfare schemes,
30% says sometimes there is mistake done by the management and 10% says there
is always mistake in welfare schemes

QUESTION 7: ARE YOU SUFFICIENTLY UTLIZING THE WELFARE SCHEMES

PROVIDING BY THE COMPANY?

YES NO
90 10

NO. OF PERSONS1

85 90 95 100

1
NO 10
YES 90

INTERPRETATION:
Out of 100 people surveyed, most of people are availing the welfare schemes i.e.
90%, only 10% people are not availing welfare schemes sufficiently.

QUESTION 8: WHAT ARE THE TOOLS AND TECHNIQUES ADOPTED FOR THE
WELFARE SCHEMES?

Type of implication No. of persons

Proper format 80
First come first serve basis 18
No method 2

100 3
2
50
1
0 0
1 proper format
no. of persons proper format
fcfs
no method
INTERPRETATION:

Out of 100 people surveyed, most people say proper format is there for availing
welfare schemes of the company i.e. 80% and 25 says there is no method for availing
welfare schemes.

QUESTION 9: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT

BESIDES ANY WELFARE SCHEMES?

Implication NO. OF PERSONS

ALWAYS 35
SOMETIMES 58
NEVER 7

no.of persons

always
sometime
never

INTERPRETATION:
Out of 100 people surveyed, 35% says management helps them besides welfare
schemes, 58% says on some occasion management helps them besides welfare
schemes and 7% says there is no help from the side of management.

QUESTION 10: IS WELFARE SCHEMES PROVIDING BENEFICIAL TO YOU IN

ENHANCING YOUR PRESENT LIVING OF STANDARD?

YES NO
70 30

YES
NO

INTERPRETATION:
OUT of 100 people surveyed, 70% people agreed that welfare schemes have
increased their standard of living but 30% are not agreed to this statement.

QUESTION 11: DO YOU WANT ANY CHANGES IN THE METHOD / POLICIES OF

EMPLOYEE WELFARE?

YES NO
98 2

YES
NO

INTERPRETATION:

Out of 100 people surveyed, 98% people doesn’t want any changes in existing welfare
schemes, only 2% people want the change.
 DATA ANALYSIS
The analysis was done for frequency distribution. And in this I have used
tabulation technique of data analysis.

FINDINGS

During my training I found that-

 Most of the employees are satisfied with employee welfare schemes of the
organization.
 Written notice should be given to the personnel department in advance before
availing any welfare schemes.
 The trust provides financial assistance in case where the employees has medical
expenses on treatment of self or the family members beyond his coverage /limits under
any of the scheme of the company.
There are so many formalities before availing welfare schemes
 Written notice with your signature and E.I. no. and department.
 Filling of application form before availing any scheme.
 If a benefit is taking for long sickness, then the claims should be certified from
ESIC or by the company’s medical officer.
 Reason behind taking welfare scheme.
 A worker can avail some schemes of welfare when he completed some specific
year while working in the organization.
 Many employee take unduly advantage of the welfare schemes
 Chapter -5
Recommendations and conclusions

This chapter include most important task which is related to your study, i.e.
recommendations, and conclusions and many other things. This chapter shows what
is observe by you from the study and what problems are facing by you when you are
taking training.
It includes:

 limitations of the study

 conclusion
 suggestions and recommendations
 LIMITATIONS OF THE STUDY

On the basis of my study following are the major recommendations.

 Sample size, which I have taken, is very small, on the basis of which efficient
decisions can not be taken.
 Co-operation of respondents: this has been a major problem. Employees were
reluctant to fill the questionnaire or face the interview.
 Another constraints has been regarding cost since study involves the collection
of primary and secondary data. Therefore the cost incurred was much more. Due to
constraints the coverage of the study could not be extended to more customers.
 Our knowledge is limited as we are students and does not have much
experience.
 Managers and employees of the company are hesitating to disclose the
information.
 CONCLUSION

In the end I like to conclude that:

 The “Employee Welfare Scheme” provided by the ESCORTS is very good for
employees, but many employees take unduly advantage of it and sum employees do
not know how to avail the welfare policies.
 Trust provides financial beyond his limit under any of the scheme of the
company.
 The welfare scheme provide by the company is fulfilling all the statutory and non-
statutory provisions.
 Employees are very happy with the welfare schemes of the company and they do
want any changes in it.

In the end, I would like to conclude that besides having a very good welfare schemes
running by the organization, the managers of the company specially personnel
managers should take care that, no employee take unduly advantage of the welfare
policies and the employees who do not sufficient knowledge about welfare policies,
they should guide them. And each and every employee should be treated equally.
 SUGGESTIONS

Suggestions received from the respondents of the questionnaire:

The following are the suggestions received from the respondents of the questionnaire.
The suggestions are based on their experience regarding welfare schemes for the
workers.

 Extension of bus facilities of local conveyance should be improved.

 Periodic survey’s to know the opinion of the employees should be
conducted and findings should be implemented.
 Formalities for availing the welfare schemes should be reduced.
 The welfare services should be fast and any problem related to the employees
should be tracked within short span of time.
 A yearly welfare calendar should be printed and distributed among all employees.
 There should be no biased decision taken by the managers while providing any
help besides welfare schemes of the company.
 The employees who should take undue advantage of welfare schemes should be
given warning not to do these type of activities again.

In the end, I can say that ESCORTS is doing its best efforts in providing A welfare
services which are universal to their employees and have made them leader in the
market, but even then ESCORTS should consider the problems faced by their
employees while availing its services.
 BIBLIOGRAPHY

Text books:
a. C.R. KOTHARI, RESEARCH METHODOLOGY, new age publication house
(2nd edition).
b. G.C.BERI , MARKETING RESEARCH ,tata McGraw hill publications
(3rd edition)
c. K. ASWATHAPPA, PERSONNEL MANAGEMENT MC GRAW hill
publications (4th edition ).
d. C.B.MAMORIA PERSONNEL MANAGEMENT (2nd edition).
e. V.K. SHARMA HUMAN RESOURCES MANAGEMENT(3rd edition).

Websites:
www. Escortsagri .com
www. Escorts agri machinery group.com
www.google.com
 http://www.hongkong
post.com/eng/services/brames/fag/index.httm.
Who can benefit from this service?
Hongkong Post - Bulk Registered Air Mail Service(online)
 http://www.Arkbluecross.com/faq/feb.aspx

Are routine eye exams covered under the Federal Employee

Service Benefit Plan?
 Annexure or questionnaire

Employee welfare

NAME ------------------- E.I. NO………………...

DEPTT………………..

Q1. Does your organization follow the employee welfare schemes?

YES NO

Q2. What is/are the main objectives behind employee welfare?

II. Help to motivate and retain employees
III. Loyalty in workers towards the organization.
IV. To minimize social evils such as alcoholism, gambling. Etc.
V. Helps to improve local image of the company.
VI. All of the above.

Q3. Who makes the employee welfare schemes/policies?

I. Immediate superior
II. Specialized committee
III. Personnel department
IV. Don’t know
Q4. Are you satisfied with employee welfare schemes in the organization?
Always sometimes never

Q5. Do you think that welfare which has been done is fair to workers?
Yes no

Q6. Have you noticed any mistake regarding employee welfare schemes?
Every time sometimes never
 Q7. Are you sufficiently utilizing the welfare schemes providing by the
company?
Yes no

Q8. What are the tools and techniques adopted for the welfare schemes?
1. proper format
2. first come first serve basis
3. no method

Q9. Do you receive any help from your management besides any welfare
Schemes?
Always sometimes never

Q10. Is welfare schemes providing beneficial to you in enhancing your

Present living of standard?
Yes no

Q11. Do you want any changes in the method /policies of employees

Welfare?
Yes no

Q12. Any kind of suggestions