A project report

On
“EMPLOYEE WELFARE OR HEALTH AND SAFETY MEASURES”
AT
PRICE AND BUCKLAND INDIA PVT LTD

SUBMITTED TO
UTTARAKHAND TECHNICAL UNIVERSITY
(DEHRADUN)
In the partial fulfillment of requirement of two year post graduate degree
of
MASTER OF BUSINESS ADMINISTRATION

SUBMITTED TO, SUBMITTED BY,

MISS. SHATAKSHI KAUSHIK MITHUN KUMAR SHEEL
(faculty of management) M.B.A. 3 rd sem.
Roll no. 150570500059

PHONICS GROUP OF INSTITUTIONS

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 ROORKEE
STUDENT DECLERATION

The project has been undertaken as a partial fulfillment of the requirement of the
award of the degree of masters of business administration of uttarakhand technical
University, Dehradun.

The project was executed during the summer break after the MBA semester under the
supervision of Mr. Chander Prakash (senior manager Human resource)

Further, I declared that this project is my original work & the analysis & finding are
academic purpose only .this project has not been presented in any semester elsewhere
for the award of any degree or diploma.

SIGNATURE MITHUN KUMAR SHEEL

MBA 3 rd sem.

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 ACKNOWLEDGEMENT

The satisfaction that accompanies successful completion for any task would we incomplete
without mention of the people without the mention of the people who made it possible. I
consider it may great privilege to have worked under the expert guidance of Mr. Chander
prakash (senior manager HRD),his guidance, suggestion and constant encouragement
saved me from many pitfalls through the time of my training. I also want to express my
gratitude toward Mr. Ashok kumar sikdar .(production head manager) for his constant
guidance and his support.

I am very thankful to PRICE AND BUCKLAND INDIA PVT. LTD. For trusting
in me. I am also indebted my miss Shatakshi ( internal guide) my sincere go to all the
particulars of the training that extended help willingly and made the training highly
enjoyable.

Student name:

MITHUN KUMAR SHEEL

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 PREFACE:

human resource management is both an academic theory and a business practice that address
the techniques of managing workforce. The theoretical discipline is based on the assumption
that employees are individual with varying goals and need, and such should not be thought of
as bonded labor or can be purchased at price. The field takes a positive view of employees
and study of practice followed by organization to manage this intellectual capital for their
maximum satisfaction , so that they can work to the best of their ability. So, as a MBA
student I must know the practical implication of concept of Human Resource
Management , PHONICS GROUP OF INSTITUTIONS has gives me this golden
opportunity to meet his end, by means of this project work.

Project work consist of visit to the company and collecting the information about the
practice being followed there, as an HR student my aim was to get a deep insight into HR
functioning and to know about the vital role that HR department lays in functioning of other
department.

I have done my project work PRICE AND BUCKLAND INDIA PVT LTD. NOIDA,
as a requirement of degree of MBA. I hope to provide relevant information about the
various HR function of the organization in a nutshell by means of this report. It had
been a constant endeavor to remain informative and to the point.

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INDEX:- pg. no.

1. Introduction……………………………………….06
2. Objective…………………………………………..62
3. Scope of the study…………………………………63
4. Literature review………………………………….64
5. Importance of the study…………………………..65
6. Research of the study……………………………..66
7. Data analysis………………………………………68
8. Recommendation…………………………………76
9. Conclusion…………………………………………77
10. Annexure……………………………………..79
11. Bibliography…………………………………81

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 INTRODUCTION

As we know that in today’s competitive world it’s very tough for every organization to
compete to others. In any organization human capital is most important factor to compete to
this situation. Human resource affects every part in an organization. So today every org. very
attention to search the talent pool for their org. Recruitment & selection is so an important
exercise to a personnel manager.Every year a number of companies becomes bankrupt due to
their poor performance. Presently number technique available to judge the current position of
the business.

Summer training is an activity where the person is trained for a person is trained
for a present job. It improved the performance of a person towards the society and also
towards the Organization.

I have taken this project to enhance or to gain knowledge in the field of human
resource management in an organization. I had completed my training from PRICE AND
BUCKLAND INDIA PVT LTD

Employee welfare includes everything, such as facilities, benefits and services, that an
employer provides or does to ensure comfort of the employees. Good welfare helps to
motivate employees and ensure increased productivity.

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EMPLOYEE WELFARE MEASURES –CONCEPT
          “Welfare is a broad concept referring to a state of living of an individual or a group, in
a desirable relationship with the total environment, ecological, economic, and social welfare
includes both the social and economic contents.

IMPORTANCE
            The industrial progress depends on a satisfied labor force, and the importance of
employee welfare measures.  After the placement of the employees, they should be given
proper training and programmers’ to develop their efficiency so as to serve the organizations
better.  Welfare facilities are designed to take care of the well – being of the employees.  
They do not generally result only in monetary benefit.  These welfare measures are provided
by government Non – Government agencies and the employers.

DEFINITIONS OF ‘EMPLOYEE WELFARE’

The Oxford Dictionary defines employee Welfare as ‘Efforts to make life worth
living for workmen’.  The concept of ‘Labor welfare’ us flexible elastic and differs widely
with time region, industry social values, customers’ degree of industrialization, the general
socio – development of the people and the political ideologies prevailing at a particular
moments.
The International Employee Organization defined Employee Welfare as such
services, facilities and amenities as may be established in or in the vicinity of undertakings to
enable the persons employed in them to perform their work in healthy, congenial
surroundings and provided with amenities conducive to good health and high morale”.
The Encyclopedia of Social Science defines Employee Welfare as “The voluntary
efforts of the employers to establish, within the existing industrial system, working and
sometimes, living and cultural conditions of the employees beyond what is required by law,
the custom of the country and the conditions of the market”.

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 AIMS OF EMPLOYEE WELFARE WORK
            Labor welfare work aims at providing, such service facilities and amenities which
enable the employees employed in industries / factories to perform their work in a healthy,
congenial surrounding conducive to good health and morale.

            Employee welfare aspects can be considered into negative and positive aspects.  IN
the negative side, employee welfare is concerned with counteracting the harmful effects of
the large scale industrialization on the personal, family and social life of the worker.   In its   
positive side, it deals with the provision of opportunities for the worker and his family for a
socially and personally good life.

Types of employee Welfare Services

    Employee welfare services can be classified into two
a)      Intra – Mural
b)      Extra – Mural

INTRA -   MURAL

Activities consists of such welfare schemes provided within the factories as medical
facilities, compensation for accidents, provision of crèches and canteens, supply of drinking
water, washing and bathing facilities, provision of safety measures such as fencing and
covering of machines, good layout of the machinery and plant, sufficient lighting, first aid
appliances, fire extinguishers; activities relating to improving conditions of employment,
recruitment, discipline and provision of provident fund, pension and gratuity, and maternity
benefits etc.

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 EXTRA – MURAL
Activities cover the services and facilities provided outside the organization such as,
housing accommodation, indoor and outdoor recreation facilities, amusement and sports,
educational facilities for adults and children, provision for libraries and reading rooms.

WELFARE OF EMPLOYEE
The factories act contains provisions about welfare of employee, these are as follows;
  There shall be separate and adequately screened washing facilities for the use of male and
female employee.
  There shall be suitable places provided for clothing not worn during working hours and for
the drying of wet clothing.
  There shall be suitable arrangement for all employees to sit for taking rest if they are obliged
to work in a standing position.
  There shall be provided the required number of first aid boxes or cupboards (at the rate of
one for every 200 employees) equipped with the prescribed contents readily available during
the working hours of the organization.

STATUTORY BENEFITS
            Statutory benefits are contained as follows.

CLEANLINESS
            Every organization shall keep by daily sweeping or washing the floors and work
rooms and by using disinfectant where necessary.  Walls, doors, and windows shall be
repainted or revarnished at least once in every 5 years.

DISPOSAL OF WASTES AND EFFLUENTS

            Effective arrangements shall be made for the disposal of wasted and or making them
innocuous.

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 VENTILATION
            Effective arrangements shall be made for ventilation. So as to provide comfort to the
employee in there working environment

DRINKING WATER  
            There shall be effective arrangements for wholesome drinking water employees at
convenient points.  If their number is more than 250 then the arrangement shall be make fir
cool drinking water during hot weather.

LATRINES AND URINALS

            There shall be sufficient number of latrines and urinals, clean, well ventilated,
conveniently situated and built according to prescribed standards separately for male and
female employees.

EMPLOYEE WELFARE
            The Oxford dictionary defines employee Welfare as” efforts to make life worth living
for workmen”.  These efforts have their origin either in some stature formed by the state of in
some local customer or in a collective agreement or ion the employer’s own initiative.   An
employer may voluntarily initiate lab our welfare measures in his undertaking with the
following objectives.
  To give expression to philanthropic and paternalistic feelings.
  To win over employees loyalty and increase their morale.
  To combat trade uniform and socialist ideas.
  To build up stable lab our force, to reduce lab our turnover and absenteeism.
  To develop efficiency and productivity among employees.
  To save oneself from heavy taxes on public image.
  To reduce the threat of further of government intervention.
  To make recruitment more effective.

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 It is, however, difficult to precisely define the scope of lab our welfare efforts, Different
writers have defined it in different ways.  Some writers say that only voluntarily efforts on
the part of employers to improve.

FEATURES OF EMPLOYEE WELFARE

1.            Employee welfare includes various facilities services and amenities provided to
employees for improving their health, efficiency, economics betterment and social status.
2.            Welfare measures are in addition to regular wages and other economic benefits available
to employees due to legal provisions and collective bargaining.
3.            Lab our welfare measures are flexible and ever – changing new welfare measures are
added to the existing ones form time to time.
4.            Welfare measures may be introduced by the Employers, Government, and Employees or
by any Social or charitable agency.
5.            The purpose of lab welfare is to bring about the development of the whole personality of
the worker to make him a good worker and a good citizen.

BENEFITS OF WELFARE SERVICES

1.      Services like housing schemes, medical benefits and education and recreation facilities for
the worker’s family’s help to create better good will.  This will help them devote mind
towards their work to gain in terms of productivity and quality of work.
2.      Welfare facilities provide better physical better physical and mental health to the
employees.
3.      Employee’s services serve to maintain some degree of peace with the employee union.
4.      Employees secure the benefits of high efficiency, cordial industrial relations and low lab
our absenteeism and turnover.

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5.      Employee welfare measures rate lab our productivity and bring industrial peace and cordial
lab our absenteeism relation.
6.      An employee is able to abstract talented works from the employee market by providing
attractive welfare facilities.
It is felt that if they are properly looked after they will be loyal to the company.

NON STATUTORY BENEFITS

            Non – statutory welfare has been perceived to bring allegiance to the organization
that has bestowed facilities to bring allegiance to the organization that has bestowed facilities
to the employees. The assumption generally has been that increased allegiance and loyally to
the organization will result in high productivity.

WELFARE AND AMENITIES WITHIN THE ESTABLISHMENT

1.      Latrines and urinals
2.      Washing facilities
3.      Crèche’s
4.      Rest shelters and canteens
5.      Arrangements for drinking water
6.      Arrangements for prevention of fatigue
7.      Health service including occupation safety
8.      Administrative arrangements within a plant to look after welfare.
9.      Health service including occupation safety
10.  Administrative arrangements within a plant to look after welfare

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 WELFARE OUTSIDE THE ESTABLISHMENT
1.      Maternity benefits
2.      Social insurance measures, including gratuity, pension, provident fund and rehabilitation
3.      Benevolent funds
4.      Medical facilities, including programmers for physical fitness and efficiency; family
planning and child welfare.
5.      Education facilities including adult education
6.      Housing facilities
7.      Recreation facilities, including sport, cultural activities, library and reading room.
8.      Holiday homes and leave travel facilities.
9.      Employees co-operative, including consumer’s co-operative stores fair price shops and co-
operative shrift and credit societies.
10.  Vocational training for dependants of employees;
11.  Other programmers for the welfare of women, youth and children
12.  transport to and from the place of work

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WORKING CONDITION

DEFINITION
According to May Smith “The modern concept of industrial healthy working
condition refers to the health is the outcome of the interaction between the individual and his
environment.  The modern concept anticipates and recognizes potentially harmful situation
and applies engineering control measures before series of injury results”.
According to Malhotra – Sharma and Nachnatler sign (1997) “The occupational
health is a collective term used to characterize all the various activities and disciplines devote
to maintaining and promoting the health, safety and productivity of wage earners. 
Occupational health employees give priority to preventing those illnesses and accidents,
which are directly attributable to or associate with, the work performed”.

WORKING CONDITION
The change in physical working environment brings about a temporary improvement
in morale leading to increase productivity.  This is a response to change in general and
should be taken as a response to specific change hence manager has to be careful in
generalizing from the temporary increase in productivity.

SANITATION
            Facilities for men and women like toilets, drinking water, rest room lockers, canteen
lockers canteen etc have bearing or employee’s health and productivity some of these factor
have been brought under statutory control and certain minimum facilities have to be provided
for.

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 FATIGUE
            Fatigue or decreased capacity to work can come either due to physiological reasons
or environment / nature of work. It sometimes occurs owing to monotony to the work also
fatigue also occurs because of accumulation of wastes like carbon dioxide, lactic acid etc in
blood.  Fatigue can generally be lessened by giving rest periods after certain hours of work.

SOCIAL SECURITY                       

            International employee organization has defined the social security as “That security
that society furnishes, through appropriate organizations, against certain risks to which its
members are exposed”. These risks are ignorance, want, disease, squalor and
unemployment.  The man requires freedom from these contingencies and the provisions
against these risks can be labeled as social security measures.

According to B.P. ADARKAR ‘Social security is the security that society furnishes
through appropriate organization against certain risks to which its members are exposed”. 
Social security is that security which the society furnishes through appropri9ate organization
against certain risks or contingencies to its members to which are exposed.
Some of the social security measures introduced in the company are;
a)      Compensation in case of industrial accidents and injury
b)      Protection against illness
c)      Maternity benefits to women employees.
d)     Provident funds
e)      Old age pension and gratuity
f)       Health insurance

The connotation of the term ‘Social Security” varies from country to country with
different political ideologies.  In socialist countries, the avowed goal is complete protection
to every citizen from the cradle to the grave.  In other nations it is a measure of protection
offered to all needy citizens by means of schemes evolved by democratic process consistent
with resources of the state.

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             According to the social security convention adopted by the ILO in 1952, following
are the components of social security.
       I.            ESI
    II.            PF
 III.            Gratuity
 IV.            Bonus
    V.            Casual Leaves
 VI.            Sickness / Medical leaves
VII.            Family security schemes
VIII.            Insurance schemes
 IX.            Accident Benefits
    X.            Unemployment benefit
 XI.            Maternity benefit

Social security schemes may be of two types:

a. Social Assistance, under which the state finances the entire cost of the facilities and benefits
provided.  Here benefits are paid after testing the financial position of the beneficiary.

b.      Social Insurance, under which the state organizes the facilities financed by contributions
from the both the employees and employers with or without a subsidy from the state.   Here,
benefits are paid on the basis of the contribution record of the beneficiary without testing his
means.

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 Company profile

Made in India, Born in Britain

As leading international school uniform and sportswear specialists, we will help you to stand
out from the crowd by designing and producing premium garments, tailored to your school.

Over 50 Years of Design and Manufacturing Excellence

Price & Buckland are a leading school uniform and sportswear manufacturer based in Delhi
NCR, India. Partnered with our parent company in the United Kingdom, we have a rich
heritage and a wealth of experience in bringing an exceptional range and quality service to
meet customer needs.

We supply bespoke uniforms to both schools and universities, with student populations of up
to 7000 across India, the Middle East and Europe. In addition, we have also delivered
uniform solutions to large blue chip companies including Virgin and British Airways,
alongside well-established retailers such as Boots and British Home Stores.

Our core principle is a simple one: we want to provide high quality, affordable uniforms, in a
socially responsible way, whilst supporting you through excellent customer service.

British Branded

Price & Buckland have been established since 1959, this stands for superior quality,
reliability and a superb service.

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 Manufacturers, not traders
 We design, produce and supply tailor made garments from our own
dedicated factory, ensuring quality and consistency at every step

Naveen Thapliyal
Director, Price & Buckland India Ltd.

Standing at the forefront of expertise in production, international marketing and business

development, Naveen Thapliyal is the Director and principal founder of Price & Buckland
India, a leading schoolwear manufacturer located on the outskirts of Delhi, with its parent
company based in the UK.

A go-getter, Naveen holds an MBA degree in management, international trade and business
administration. He has 19 years of expertise in the textile industry, heading up the business
planning, management, marketing, sales and other core facets of the company. His vast
experience in establishing and creating business solutions is testament to the inception of
Price & Buckland (India).

Aside from the continual strategic planning in order to sustain company growth, Naveen also
oversees the day to day smooth functioning of the organisation. From understanding the
market needs and maintaining international relations with clients, to managing the internal
functions, Naveen is the driving force behind the development of the company.

As well as being a dedicated entrepreneur, Naveen enjoys keeping abreast of current affairs
happening around the globe – be it business, sports, social or politics. With a dynamic
personality, he strongly supports continuous mentoring and encourages a fun and friendly
ethos within the workplace.

Naveen’s association with Price & Buckland is longstanding. He envisions taking the
company from strength to strength, both in India and beyond, by offering exceptional school
uniform and sportswear solutions with the continuous support of UK partners Nick and
Anthony Buckland.

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Nick Buckland
Director, Price & Buckland UK Ltd.

I take great pride in being part of a family business that is fast

approaching its 60th anniversary. The business has been through
many changes since it was established by our father in 1959 and we continue to evolve and
change in response to our customers and to the opportunities offered by new technology.

Together with my brother, Anthony and long standing colleague, Naveen, we care
passionately about what we do and together with all colleagues from across the business,
we’re very proud to be a truly global schoolwear supplier. From our new manufacturing base
here in India, we are now distributing uniforms to children in Europe, India, the UAE as well
as Canada. We believe in always putting the customer first and we work tirelessly to
manufacture and supply high quality garments, that are value for money and supported by a
service that is second to none. This ambition is only made possible by working with an
amazing group of dedicated people who share the same ambition and belief.

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Ant Buckland
Director, Price & Buckland UK Ltd.

I believe that it has been by maintaining our strong family

values that Price & Buckland has grown into a successful global
schoolwear brand. We care about the people we work with, we
care about the quality of what we produce and we care about our customers. There is an
overriding passion within Price & Buckland and a dedication that runs throughout the
business to design, manufacture and deliver superb quality and value to our schools and
parents, wherever they may be in the world. By putting our customers first and working
together as one team, we can exceed our customers’ expectations and offer schoolwear
solutions that are unique and truly exceptional.

Family run, for families

Company owners Ant and Nick Buckland in their school days

Long ago, our father decided to start making school uniforms that children would love to
wear, inspired by happy memories of his own school days.

We’re still the same family run company today, with the same simple ethos and passion.
Here at Price & Buckland, we want your school pupils to look good and feel great, making
sure that they are ready to learn and eager to embrace school.

A wealth of experience

Since 1959, we have designed and manufactured high quality uniforms for schools and
colleges, as well as corporate uniforms for some of the world’s leading companies.

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Based outskirts of Delhi and partnered with Price and Buckland UK, we have a wealth of
experience in providing excellent customer service and exceptionally high quality garments.

star-iconWe have supplied large blue chip companies including Virgin and British Airways,
as well as well-established retailers such as Boots and British Home Stores. We currently
supply over 2,000 primary and secondary schools across Europe with unrivalled bespoke
garments.

Our service to you

Because of our commitment to providing our customers with the very best service, from
beginning to end, Price & Buckland has become a leader in schoolwear manufacturing.

Our core values are simple: we want to supply superior quality, affordable uniforms and
sportswear, in a socially responsible way, whilst supporting you through exceptional
customer service.

Unlike traders, we oversee the design, production and delivery of all of our garments, in our
own dedicated factory. For our customers, this means that we can adapt to your unique
requirements, so that you end up with a school uniform that your school pupils love to wear,
their parents can afford and school owners and management are really proud of.

Our New Product Development Team are extremely skilled and are at the forefront of school
uniform and sportswear trends. Inspired by the latest styles and using the very best fabrics
and yarns available, we are able to introduce fantastic new designs year after year.

Everyone at Price & Buckland are passionate about our core values and are proud of the
garments that we offer. Hopefully you’ll find these pages useful and if you require any
further information or assistance please do not hesitate to get in touch.

We fully believe that it is important that you have a uniform that enables you to truly stand
out, as well as reflecting the core principles of your school.

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Schoolwear that speaks volumes

Not only does a fantastic school uniform help

to generate positive perceptions of your
school identity to the wider community, it also
has a positive effect on the pupils who wear it.

By choosing Price & Buckland for a premium

school uniform, we can make sure that your
pupils look and feel great, performing to their
best and feeling like a team.

Since coming to Price & Buckland, many of

our customers have noticed an increase in concentration in their pupils, greater academic
achievements and a heightened respect for the schools core values.

Our uniforms exceed expectations every time.

Your uniform, your way.

Are you looking to tailor your existing uniform? Are you perhaps wanting to create a brand
new one?

Whatever your requirements, we can work with you to strengthen your school identity and
help you to stand proud.

With our almost limitless range of fabrics, finishes, colours and styles, we can design and
produce a custom made uniform that is distinctive, original, robust and affordable.

When you choose to customise your school uniform with Price & Buckland, you can rest
assured we’ll deliver exactly what you are looking for; whether it’s a prestigious uniform,

22
classically styled to reflect your traditional core values, or something with a more modern
twist.

Alternatively, your school may have a more casual approach to uniform, where comfort is
essential. We can create all of these and much more.

How does this work?

By getting to know you and what you want from your schoolwear, we will produce visuals to
help you get a real feel for how the colours and styles look and give an impression of how
the uniform might come to life, followed by sample garments for you to assess the quality
and fit on an actual pupil.

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We can provide both compulsory and
optional uniform items, as well as
coordinating accessories. Many of our
happy customers have benefited from our
expertise and the years of experience we
have in the industry.

Some schools require an update or refresh to their existing school uniform, some are looking
to add a bespoke blazer or a specific item to help them stand out from the rest, whereas other
schools require help putting together an entirely new uniform from scratch, often with the
added challenge of a coordinating sports kit.

But with Price & Buckland, we take care of the whole process, whatever you’re looking for.

This is why Price & Buckland really can be the best choice for you: not only do we
manufacture and supply uniforms to the highest standards, year after year, but we also work
very closely with each customer to advise and direct at every step of the way.

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Our end-to-end service is second to none, with a dedicated team who can personally develop
a top quality uniform in your preferred colour scheme with just the right finishes across all
garments and fabrics.

What sets us apart

At Price & Buckland, no request is too big or small and we are delighted to serve such a
variety of schools and organisations, often meeting and many times exceeding their
expectations.

With our unique manufacturing capabilities, we can ensure consistency down to the finest
detail, including your school logo.

Whatever the style of your school emblem, with our skilled design team based in the UK,
we can deliver precision on every garment and we can even incorporate Arabic words and
lettering.

With the end result of perfect quality, colour and style, we go above and beyond to ensure
you end up with an outstanding uniform.

Once you are happy with your chosen garments and the overall look of your uniform, you
can sit back and relax while we work to deliver your fantastic new schoolwear.

With our own state-of-the-art production facility and dedicated workforce, you can be
confident knowing that you are receiving a truly reliable and efficient service.

We can supply your new uniform to you in any number of ways, the most popular being
direct to your school, or your school shop.

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With an efficient supply chain and extremely
skilled workforce, our delivery service is
second to none.

You can rely on our consistency time after time.

There’s a good reason why schools have been loyal to Price & Buckland for decades:
because we deliver on our promise of premium quality garments and outstanding customer
service, year after year.

With our dedicated manufacturing facility and a long standing history of production
excellence, Price & Buckland has a unique ability to produce made to measure uniforms and
sportswear that are both distinctive and practical.

By applying effective design techniques and using the latest production methods, we can
help schools to create a unique image that’s affordable for parents

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Quality throughout

At Price & Buckland, we have a ‘right first time’ ethos which extends beyond just the quality
of our garments, right through to our customer service.

When you purchase your schoolwear from us, we can guarantee that your uniform will be of
a consistently high quality, no matter how many orders you place, from one year to the next,
your garments will be exactly the same in all ways, every time.

New beginnings

In 2010, we opened a brand new 50,000 square foot factory in response to an overwhelming
increase in schoolwear orders. This latest addition to the growing Price & Buckland business
secures over 250 jobs and also maintains rigorous high quality standards, an efficient supply
chain and vast improvements to our delivery service.

Based in a busy economic area with a thriving textile industry, the new factory has allowed
us to significantly enhance the reliability and continuity of our colours, sizing and fabric
quality; which in turn has improved our flexibility and cost control. Because of this, our
customers can have the confidence that their pupils will be dressed in a uniform that meets,
often exceeding their high standards, every time they order from us.

All under one roof

Having our own factory means that we are able to adapt to the needs of our customers
without ever compromising on the quality or the look of the uniform that is required. By
using the most efficient production techniques and the best fabrics on the market, we are able
to drive down the cost to a price that remains consistently competitive.

27
We have a production capacity of over 1,000,000 pieces every month and we are able to
manufacture knitted or woven school uniforms and sportswear, as well as custom accessories
for a fully coordinated uniform range.

We know schoolwear which is why we chose to cut out the middle man. Through every stage
of garment design and production, to the quality of our packaging and delivery service, you
won’t find a better schoolwear supplier.

An international benchmark

As a fully SA 8000:2008 (Social Accountability) certified company, we aim to make our

new state-of-the-art factory a benchmark in international clothes manufacturing, by ensuring
the very best quality control of all processes, across the board.

Doing our part

At Price & Buckland we are very proud of our ethical trading and social responsibility
values, continually striving to guarantee excellent working conditions and practices. We also
do everything we can to contribute to the quality of life in communities outside the UK. Our
workers are happy and are looked after, this means they in turn maintain our very high
standards.

We make every effort to reduce our carbon footprint and ensure our business practices
comply with relevant laws and regulations. Ethical trading and sustainability are at the heart
of everything we do.

 The Price & Buckland approach

Rather than taking an arm’s length approach, Price & Buckland are far closer to the supply
process than most other school uniform suppliers. That’s because we manufacture the
garments ourselves in our own dedicated factory facilities.

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We have total control and full visibility of the working
conditions, practices and pay of every employee. Our
factory has recently been credited as being a fully SA
8000:2008 (Social Accountability) certified company. In
addition, we not only ensure exceptional conditions for our
skilled workers, but also maintain precise control of the
quality of the garments that they produce.

Further up the supply chain, we also visit the yarn and fabric producers to ensure the highest
standards are maintained on a regular basis. Regular audits are carried out to assess the
quality of the fabrics, which enables us to preserve the consistency of our garments. From the
workers who weave the yarn, the knitters who knit the fabric, to the pattern cutters who make
the garments; we get to meet them face to face.

 Supporting charities

For many years we have supported ‘Room To Read’, a non-profit organisation dedicated to
improving literacy and gender equality in education, in the developing world. In the last six
years we have donated over £50,000 of our profits to helping improve children’s lives in
Asia and Africa.

We have also established the PB EduFoundation in India, which helps children and schools
by providing them with educational tools and resources. In addition to the larger corporate
donations, every employee gets involved in raising hundreds of pounds for a wide range of
other charities, giving back to those less fortunate than ourselves.

There are numerous benefits to choosing Price & Buckland, but here are our big three to get
you started:

29
1  British branded

With over 50 years’ experience and a rich heritage of manufacturing

premium schoolwear for a wide range of different schools, we are
immensely proud of our British roots.

Based on the outskirts of Delhi and partnered with Price and UK, we stand for superior
quality, reliability, honesty and excellent service. Our highly skilled New Product
Development Team are leading the way in great design; year after year we innovate in order
to create uniforms that are full of character and style.

Our garments have been tried and tested by over 2,000 primary and secondary schools, as
well as numerous large blue chip companies. We have an unrivalled track record of
producing outstanding school uniforms and sportswear, using the latest technologies, in our
very own factory.

We pride ourselves on delivering fantastic results to our customers as well as our ethical
trading and sustainability values. We ensure that we invest in our staff and keep them happy
and motivated as well as supporting charities locally and beyond, we do genuinely care.

2  Manufacturers, not traders

We design, produce and supply made to measure garments from our own dedicated factory,
ensuring quality and consistency at every step.

Because Price & Buckland is a manufacturer as well as a supplier, we have complete

visibility and control over the entire production process, from start to finish. Not only does
this enable us to easily adapt to our customer requirements, but we are also able to ensure
extremely high standards in the supply chain.

30
We have our own factory based in a thriving textile industry, where we locally source and
select the very best fabrics and materials. Since we can ensure superior quality across all
stages of garment production, our customers have every confidence in our schoolwear and
the consistency that they get year after year.

No matter how many orders they place with us, we can guarantee the same high quality,
every way, every time. With our huge inventory of fabrics and skilled manufacturing team,
we can deliver new and refill orders quicker than any other supplier.

Our new factory is a benchmark in quality overseas manufacturing; our facilities and
production equipment have significantly improved our efficiency and the overall worth of
our products.

Our customers can expect a quick and reliable service, whether it’s their first order, or
subsequent sale.

3  Outstanding value

Our prices have remained competitive year after year, so you’ll know you’re getting best
value.

We firmly believe that a great looking uniform can be affordable. That’s why our prices have
remained competitive year after year, without us compromising on the premium quality of
our garments.

Because you come direct to us, the manufacturer instead of going through a third party, we
are able to offer fully bespoke schoolwear, without the expensive price tag.

By choosing locally sourced fabrics and producing garments using the latest technologies,
we are able to greatly improve efficiency. This in turn helps us to drive down our production
costs, which means we can offer our customers the best schoolwear on the market at
affordable prices too.

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32
 BODY OF PROJECT

OBJECTIVE OF EMPLOYEE WELFARE

There is necessity to provide welfare measures to the employees for making them happy and
contented. Workforce may remain with the organization when they find that in addition to
wages. Company given them fringe benefit to carry on their lives comfortably and
conveniently, so stable and created in such situation.

THE OBJECTIVES OF EMPLOYEE WELFARE ARE DISCUSSED BELOW:-

1. To enhance the level of moral of employees.

2. To Create a Loyal, Contented workforce in Organization.

3. To Develop a Better Image Of The Company In The Mind Of Employees.

4. To enable the workers too comfortably & happily.

5. To Develop Efficiency Of The Workers

6. To Reduces Influence Of Trade Union Over The Workers

7. To Expose Philanthropic & Benevolent Activities Of The Company

8. To Make the Workers know that the company takes Care of Them.

9. To Develop Positive Altitude Towards Job, Company & Management

33
 10. To Reduce Tax Burden.

11. To Developed a feeling of satisfaction of employees with the company

12. To Develop a sense Of belonging To The Company

13. To Retain Skilled & Talented Workers

14. To Develop Better Human Relation.

15.To Prevent Social Evils like Drinking, Gambling Activities & Social Conditions.

NEED FOR SOCIAL SECURITY & WELFARE ACTIVITIES

1. EMPLOYEE DEMANDS

Employee’s demands more varied types of fringe Benefits rather than pay like because of
reduction in Tax burden on the part of employees & in view of the galloping price index and
cost of living.

2. TRADE UNION DEMANDS

Trade unions compete with other for getting more and a new variety of fringe benefits to
their members such as life insurance, beauty clinics etc. Thus, the competition among trade
unions within an organization results in more & varied benefits.

34
3. EMPLOYER’S PREFERENCE:

Employer prefers fringe benefits to pay-hike as fringe benefits motivate employees for better
contribution to the organization results in more & varied benefits.

4. AS A SOCIAL SECURITY:

Social security is a security that the society furnishes through appropriate organization
against certain risks to which its members are exposed. These risks are contingencies of life
like accidents & occupational diseases.

5 .TO IMPROVE HUMAN RELATIONS:

Human relations are maintained when the employees are satisfied economically, socially the
worker’s economic, Social & psychological needs. Consumer stores, credit facilities, canteen
‘Recreational facilities satisfy the worker’s needs.

35
FEATURES OF EMPLOYEE WELFARE

1. Employee welfare is a comprehensive term including various services. Facilities &

amenities provided to employees for their betterment.

2. Employee welfare is a dynamic concept varying from country & from region within
same country. It is a flexible & ever changing concept as new welfare measures are added to
the existing measure from time to time.
3. Welfare measures are in addition to regular wages & other economics benefits available
to employees under legal provision & collection bargaining.

4. Welfare measure may be provided not only by employers but by the government, trade
unions & others agencies too.

5. The basic purpose of employee welfare is to improve the lot of the working class &
thereby make a worker a good employee & happy citizen.

6. Employee’s welfare is an essential part of social welfare. It involves adjustment of an

employee’s work life & family life to the community or social life.

7. Welfare measures may be both voluntary& statutory.

Employee welfare Measures are also known as fringe benefit & services.

36
EMPLOYEE WELFARE IN INDIA.

The chapter on Directive principle of state Policy in the Indian constitutes express the need
for labour welfare as discussed below:

ARTICLE 38:

The state shall strive to promote the welfare of the people by securing & protecting as
effectively as it may a social order in which justice social, economic & political shall inform
all the institution of the national life

ARTICLE 39:

The state shall in particular, direct its policy towards securing.

1- That the citizen, men & women equally have the right to an adequate means of
livelihood.
2- That the ownership & control of the material resources are so distributed as to sub
serve the common goal.
3- That the operation of the economic system does not result in the concentration of
wealth & means of production to the common detriment.

ARTICLE 41:

The state shall within the limits of its economic capacity & development, make effective
provision for securing the right to work, to education & to public assistance in case of
unemployment, old age, sickness & disablement & other case of under served wants.

37
ARTICLE 42:

The state shall make provision for securing just & human conditions of work & for maternity
relief.

ARTICLE 43:

The state endeavor to secure, by suitable legislation or economic organization or in any other
way, to all workers, agricultural, industrial or otherwise, work a living wage, conditions of
work ensuring a decent standard of life & full employment of leisure & social & cultural
opportunities & in, particular, the state shall endeavor to promote cottage industries on an
individual or co- operative basis in rudrapur.

CAUSES FOR THE SLOW PROGRESS OF LABOUR WELFARE ACTIVITIES IN

INDIA:

1- The ales parried in India for the welfare of workers are not coordinative in nature
these ales have been passed in unplanned & unscientific manner.

2- In most of the industries workers are not united they are not aware of their rights.

3- There is a lack of proper planning & scientific approach in easier welfare

activities being underline by the employers, the government in our country.

4- There is a lack of proper implementation of labour welfare also.

38
 5- Workers are also responsible for such slow progress they do not have attuned
towards their employers.

There is lack of initiative among employers to provide such facilities to them worked they
feel the money spent on labour welfare activities is only the wastage of money whatever
facilities they provide they are providing either because of legal compulsion or because of
possibility of sheik by workers.

PRINCIPLES OF LABOUR WELFARE:

Following Principal should be kept in mind & properly following to achiever successfully
implementation of welfare programmes:

1. Principal of social responsibility industry.

2. Principle of totality of welfare.
3. Principle of accountability.
4. Principle of timelier.
5. Principle of responsibility.
6. Principle of democratic values.
7. Principle of efficiency.
8. Principle of co- ordination or integration.
9. Principle of adequacy of wages.
10. Principle of repersonalisation.

STATUTORY PROVISIONS:

Employees are required to offer welfare facilities to workers under different labour laws.
These are as follows:-

39
TRADE UNIONS:-

The contribution of trade unions in India towards labour welfare activities is not significant.
A poor finance, multiple unionisms comes in the way of undertaking labour welfare work
enthusiastically; they can however take the following measures.

1. To act as a watch dog of worker’s interest.

2. To organize & inexpensive facilities.

3. To assist in the establishment & administration of welfare schemes.

4. To identify worker’s need & bring them to the notice of the government & the employers.

VOLUNTARY AGENCIES:-

Many voluntary social services have been doing labour welfare work. Mention may be made
of the Bombay social service, seva sadan society, Maternity & infant welfare association the
depressed classes’ mission society & women institute of Bengal.

CENTERAL GOVERNMENT:-

The central Government tries to extend its helping hand through various acts covering the
safety, health & welfare of workers. It also administers the implementation of industrial &
labour laws .The important acts which as follows. The factories act 1948, Mines act 1952,
Shipping act 1948, Employees state Insurance Act 1948, Plantation labour Act 1951, etc.

40
THE FACTORY ACT 1948:-

The act provides the following services to workers.

 Washing facilities to male & female workers separately.

 Facilities for storing & drying clothes.
 Facilities for occasional rest for workers who work in a standing position for long
hours.
 First aid boxes or cupboard & the ambulance facility if there are more than 500
workers.
 Canteen where there are more than 250 workers.
 Shelters, restroom & lunchrooms where over 15 workers are employed.
 Crèche, If 30 or more women are employed.
 Welfare officer, If 500 or more workers are employed.

41
TYPES OF WELFARE ACTIVITIES.

Moorthy has divided welfare activities in two groups:

1-WELFARE MEASURES INSIDE THE WORK PLACE

 Condition of work environment.

 Conveniences.
 Worker health Services.
 Women & child welfare.
 Worker recreation
 Employment follows up.
 Economic services.
 Work Education.

2- WELFARE MEASURES OUTSIDE THE WORK PLACE.

 Water, waste disposal.

 Road, Park, Playgrounds.
 Market & co- operatives.
 Bank.
 Transport.
 security
 Communication.
 Housing.
 Games & clubs.
WELFARE MEASURE INSIDE THE WORKPLACE AT PRICE AND BUCKLAND.

42
 SAFETY AND CLEANLINESS NEIGHBORHOOD:
Safety and cleanliness to the neighborhood in this modern era has very important role.
Company adopts the policy of being eco- friendly and cleanliness is maintained in the
surrounding which is equally important for the company and neighborhood.

 UP KEEPING OF PREMISES – COMPOUND LAWNS, WALL GARDENS,

AND SO FORTH, EGRESS PASSAGES AND DOORS:
As discussed earlier, company should be eco friendly, and also the company should have
good compound for the better perspective. Lawns, gardens should be maintained, compound
walls should be proper white washed even the passage for the entrance and exit should
clearly give the idea about the route to follow.

 ELIMINATION OF DUST, SMOKE, FUMES, GASES:

The work to be done in this operation for the production purpose also produces various
gases, waste material , dust, smoke which is moreover always dangerous if we come in
contract with them their should be proper elimination of the waste material and the place
where the actual work is done should be well ventilated and well maintained.

 SANITATION AND CLEANLINESS:

Where there the condition of work , produce waste , gases, and other material not for use
their elimination were mostly done by sewers, and pipes the sanitation process for the waste
should be well formulated and also cleanliness in respect of sanitation also should be there.

 CONTROL OF EFFLUENTS:

43
Accordingly when the process of sanitation is done the wastage is industrial process is
eliminated and that wastage is eliminated through the process of sewage. This eliminated
waste should be taken care off as this waste material is also harmful for the environment.
Emphasis should be given on reduction of waste material.

 CONVENIENCE AND COMFORT DURING WORK: SEATING

ARRANGEMENTS:
There should be proper arrangements for Convenience and comfort. Measure should
be Adopted for the reduction of stress there- in Employee having by regular work. Proper
seating Arrangements should be there as situation needs.

 DISTRIBUTION OF WORK HOURS AND PROVISION FOR REST HOUR

MEAL TIMES AND BREAK:
Proper distribution of work should be there employee working were not machine they are
men their should be provision for breaks, meal times, rest hours for better governing shift
wise system should be adopted.

 SAFTEY MEASURES, THAT IS MAINTENANCE OF MACHINE AND

TOOLS, PROVIDING GUARDS HELMET AND TOOLS APRONS,
GOGGLES, FIRST AID EQUIPMENT:
Working condition was not same at all places, workers while working in operations should
be well equipped with safety measure essential for those operations. Guards, helmet, aprons,
goggles should be provided to them for their safety.

 SUPPLY OF NECESSARY BEVERAGES, AND PILLS AND TABETS :SALT

TABLET MILK AND SODA
While being in exhaust place and working there from long period, leads to lack of energy
that gives birth to stress and compulsive nature. Employees should be provided with milk,

44
soda, other mineral drinks in intervals so that they are able to carry on their work in good
position.

 NOICE BOARDS; POSTERS AND PICTURE, SLOGANS, LIBRARY,

INFORMATION’S:
Under company compound they should have notice board so that any important information,
notice can be easily come under the notification of the employee. Company should provide
their workers with library so that they are able to get material to enhance their knowledge.
Use of posters, picture, and slogans should be there which help in employee motivation.

CONVENIENCE:

 URINALS AND LAVATORIES, WASH BASINS, BATHROOMS,PROVISION

FOR SPIT ROOMS, WASTE DISPOSAL:
The maintenance of company compound and for the welfare of employee there should be
provision for urinal and lavatories, wash basins, bathroom and waste disposal.

 PROVISION OF DRINKING WATER AND COOLERS:

Operation were not same at all places, they differ in respect of work. Employee working
there were also human being they also need water to drink, and fresh air to breath. Workers
should be provided with drinking water facility and also of coolers.

 CANTEEN SERVICES:
Company should provide their workers canteen service also as it is beneficial for both
company, it will save their time and workers will get their meal. Canteen should provide
good nutritious food to the workers.

45
 MANAGEMENT OF WORKERS:
Workers should be well managed, according to work. Company should manage the proper
distribution of the workers in each task so that employees are able to complete their task

WORKERS HEALTH SERVICES:

 EMERGENCY AID , MEDICAL EXAMINATION FOR WORKERS;

HEALTH EDUCATION; MEDICAL OFFICER:
It is normal in nature of the companies where work is performed in huge capacity anyone can
get hurt or any type of emergency can take place. Emergency aid i.e. first aid kit should be
there, company should perform medical examination of their workers and medical officer
should be appointed. Company should lead their employee with well- versed education.

 MEDICAL INSURANCE:
Company must be sure about medical insurance to their employee for the welfare of the
employees. (ESI & EMI)

 COMPENSATION:
Company should compensate their employee and their family members in respect of medical
treatment.

 WOMEN AND CHILD WELFARE:

Companies now usually make compound in their employees workers live with their family.
For the welfare purpose, women and child must be lead with education programmes,
provision of loan to the employees for the education of child should be there, and
recreational parks should be there for the women and child.

46
 RECREATION:
Recreation comprises of various activities like social cultural programmes for the women’s,
and playgrounds for their children, extra curricular activities should be there.

 EDUCATION:
Education facility to the women and children for their welfare, grant of the loan to the
employee for better education of their children

WELFARE MEASURES OUTSIDE THE WORKPLACE:

 WATER SANITATION WASTE DISPOSAL:

As discussed earlier, company should have proper measures in consideration of waste
disposal; water sanitation in broader sense company should have control on their effluents.

 ROADS, LIGHTING, PARKS, PLAYGROUNDS:

Company being whole- sole responsible for the welfare of their employees with playgrounds
and parks as a part of recreational activity

 SCHOOLS:
Schools is a major associated thing with our country for its bright future and if it’s provided
to the employees by the company for their children and themselves

 TRASNSPORT:
Companies have employees from various places nearby their province. They should provide
them with transport facility for their convenience. It will be good in respect of both company
and employee.

 COMUNICATION:

47
Communication is essential to carry on the work, and to maintain the relationship, company
should have its own flexible communication system that is suitable for the welfare of the
company and its employees.

RECREATION; GAMES AND CULBS, CULTURAL PROGRAMMES:

48
Continuous working with no other activity leads to stress, and then sometimes to depression
company should have recreational facilities it should have its own playground and on regular
interval tournament of various games should be made. Beside games company should have
its own clubs fir the company members; they should arrange different cultural programmes
for the welfare of the employees.

 WATCH AND WARD; SECURITY:

Security deserve its own importance company should have its own security team headed with
its own security officer, security is essential for confidential documents, goods, semi finished
goods, raw material and primarily of residential compounds so that any misconduct act will
not happen.

 HOUSING FACILITY:

Company has moreover large no. of employees working there, some were from the
neighboring places and some from the places situated far away from its compound. Company
should have housing facilities for those employees who have come to serve company with
their best performance.

RELATION BETWEEN WELFARE AND PRODUCTIVITY

49
Welfare services are not charity to workers but are necessary for the organization to achieve
its goals. There is a distinct relationship between welfare measure and the worker’s
productivity which is described below:

1- The welfare work of an employer largely differentiates attitude towards the

workers in the employment market. It serves to attract and keep a better workforce
for the work in relation to other organizations.

2- Generally, the existence of these benefits gives an idea to the workers that these
are non monetary gains. It will give him a different kind of motivation to feel
loyal to the organization and work devotedly for achieving the desired results.

3- Such service facilities like housing scheme, medical benefits, education and
recreational facilities for worker’s families help create contented worker’s
families. This will help them to devote themselves towards their work. The gain in
terms of productivity and quality of work will be large indeed.

4- Employee’s services also serve to maintain some degree of peace with the
employee’s union in as much as these constitute a considerable part of the
bargaining package. The harmony and the good relations that result in the kingpin
of higher productivity.

APPROACHES TO LABOUR WELFARE

50
The various approaches to labour welfare reflect the attitudes and benefits of the agencies
which are engaged in welfare activities. Welfare facilities may be provided on religion,
philanthropic or some other ground. More over, the different approaches to labour welfare
reflect the evolution of the concept of welfare. In bygone days, the government of the land
had to compel the owner of an industry establishment to provide such basic amenities as
canteens, rest room drinking water, good working condition, and so forth, for their
employees. Such compulsion was necessary because the employer believed in exploiting
labour and treating it in an unfair manner. But times have changed and the concept of
welfare, too, has undergone change. Much progressive management today provides welfare
facilities, voluntarily and with enlightened willingness and enthusiasm. In fact, welfare
facilities are not restricted to the worker alone.

A study of the approaches to labour welfare is desirable for the management, the workers and
the general reader. For the general reader, a study of approaches is essential his/her
knowledge of the subject is incomplete without knowledge of these approaches, and
knowledge of approaches enables the manager and the worker to have a better perspective on
welfare work.

1- The policing theory of labour welfare.

2- The religion theory of labour welfare.
3- The philanthropic theory of labour welfare.
4- The paternalistic theory of labour welfare.
5- The placating theory of labour welfare
6- The public relation theory of labour welfare.
7- The functional theory of labour welfare.
8- The social theory of labour welfare.

Policing Religion Philanthropic

Theory theory theory
51
 Social LABOUR Paternalistic
Theory WELFARE Theory

Functional Public Placating

Theory relations theory
theory

APPROACHES TO LABOUR WELFARE

POLICING THEORY

A welfare state cannot remain a passive spectator of this limitless exploitation. It enacts
legislation under which management are compelled to provide basic amenities to the
workers. The state assumes the role of a policeman, and compels the managers of industrial

52
establishments to provide welfare facilities, and punishes the non – complier. This is the
policing theory of labour welfare.

RELIGION THEORY

The religion theory has two connotations, namely, the investment and atonement aspects.
The investment aspect of the religion theory implies that the fruits of today’s deed will be
reaped tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired by
this belief, some employers plan and organize canteens. The atonement aspect of the religion
theory implies that the present disabilities of a person are the result of the sins committed by
her/ his previously. He / She should undertake to do good deeds now to atone or compensate
for his/ her sins.

PHILANTHROPIC THEROY

Philanthropic means affection for mankind. The philanthropic theory of labour welfare refers
to the provision of good working conditions, crèches and canteens out of pity on the part of
the employers who want to remove the disabilities of the workers.

PATERNALISTIC THEORY

This theory is also called the trusteeship theory, of the labour welfare, the industrialist or the
employer holds the total industrial estate, properties and the profit accruing from them, in
trust. The trusteeship is not actual and legal, but it is moral and, therefore, not less real.

PLACATING THEORY

53
This theory is based on the assumption that appeasement pays when the workers are
organized and are militant. Peace can be bought by welfare measures. Workers are like
children who are intelligent, but not fully so. As crying children are pacified by sweets,
workers should be pleased by welfare works.

PUBLIC RELATIONS THEORY

According to this theory, welfare activities are provided to create a good impression on the
minds of the workers and the public, particularly the latter. Clean and safe working
conditions, a good canteen, crèche and other amenities, make a god impression on the
workers, visitors and the public.

FUNCTIONAL THEORY

Also known as the efficiency theory of labour welfare, the functional theory implies that
welfare facilities are provided to make the workers more efficient. If workers are fed
properly, clothed adequately and treated kindly, and if the conditions of their work are
congenial, they will work efficiently. Welfare work is a means of securing, preserving and
increasing the efficiency of labour.

SOCIAL THEORY

The social obligation of an industrial establishment has been assuming great significance
these days. The social theory implies that a factory is morally bound to improve the
condition of the society in addition to improving the condition of its employees. Labour
welfare, as mentioned earlier, is gradually becoming social welfare.

54
 WELFARE SCHEMES IN PRICE AND BUCKLAND (I) pvt ltd .

Statuary welfare scheme:-

Drinking water:-at all the working place Safe and hygienic drinking water should be
provided.

55
Facility of sitting:- in every organization especially factory suitable sitting arrangement
should be provided.

First aid:- first aid appliances should be readily assessable so that in case of any minor
accident medication can be provided.

Canteen facility:- cafeteria and canteen are to be provided by the employer so as to provide
hygienic and nutrition food to the employees.

Lighting :- lighting facility should be proper.

Health and safety standard:- we maintain a safe clean and healthy environment in
compliances with all applicable law and regulation. That are as follows:-

Fire protection equipment :

 Fire alarm in all floor

 Fire protection equipment is immediately accessible and free from abstraction
 Emergency and fire alarm.

Medical programme:- we provide adequate and appropriate first aid facility for our
employee in case of injury or illness.

Chemical safety:- all chemical are hazardous substance and identified and labeled with
warning sign.

56
  Personnel protection equipment are provided.
 Eye washing equipment.

`Role and responsibility of health and safety officer:-

 To develop implement and monitor occupation health and safety policy programme
and procedure.
 To assist the management in complying with current health and safety legislation and
regulation with the objective of ensuring that all reasonable and proper measureare
taken to protectthe safety and health of learner, staff and visitors.
 To establish budget proposal for the operation of the occupation health and safety
officer and specific training programme.
 To increase health and safety awareness at all level within the organization.
 To respond employees safety concern.
 To conduct as necessary the safety inspection .
 To coordinate registration & removal of hazardous waste.
 To assist executive staff middle and lower level employees supervision.
 To develop review & update appropriate section of the organization emergency.

Wages compensation and payroll policy:-

Price and Buckland p ltd is comply with all legal retirement and follow clients code of
conduct requirement.

57
Price and Buckland has committed that wages and compensation to be paid as per defined
payroll system to employee according to the industrial factories act and rules.

The following rules is defined by the PRICE AND BUCKLAND P LTD:-

1. Total salary including basic + DA should not be less then the state defined minimum
wages./
2. All deduction should be as per the applicable norms and company will deduct and
surplus the wages deposited to the authorized body on time.
3. Leave with wages to be paid as per defined norms.
4. Bonus to be paid as per defined norms.

MERITS AND DEMERITSOF WELFARE MEASURES

58
Merits: Most of the organizations have been extending the welfare measures to their
employees, year, for the following merits:

MEETS EMPLOYEE DEMANDS:

Employees demand more and varied types of fringe benefits rather than pay hike because of
reduction in tax burden on the part of employees and in view of the galloping price index and
cost of living.

BUYS EMPLOYEE LOYALTY:

Providing employee welfare measure leads to employee satisfaction and satisfied employees
become loyal to the organization.

BUYS EMPLOYEE COMMITMENT:

Employees increase their commitment to the job having availed of welfare measures.

LOYALTY OF EMPLOYEE FAMILY MEMBERS:

Welfare measures are provided not only to employees, but also their family members.
Employees’ family members also are loyal to the organization having availed of welfare
measures.

MEET TRADE UNION DEMANDS:

Trade unions compete with each other for getting more and a new variety of fringe benefits
to their members such as life insurance, beauty clinics etc. If one union succeeds in getting
one benefit, the other union persuades the management to provide a new model fringe. Thus,
the competition among trade unions within an organization results in more and varied
benefits.

SATISFIES EMPLOYER’S PREFERENCE:

59
Employers prefer fringe benefits to pay hike, as fringe benefits motivate the employees for
better contribution to the organization. It improves morale and works as an effective
advertisement.

MEETS THE CRITERIA AS A SOCIAL SECURITY:

Social security is a security that the society furnishes through appropriate organization
against certain risk to which their members are exposed. These risks are contingencies of life
like accident and occupational disease. The employer has to provide various benefits like
safety measures and compensation in case of involvement of workers in accidents, medical
facilities etc, with a view to provide security to his employees against various contingencies.

IMPROVES HUMAN RELATIONS:

Human relations are maintained when the employees are satisfied economically, socially and
psychologically. Fringe benefits satisfy the worker’s economic, social and psychological
needs. Consumer stores, credit facilities, canteen, recreational facilities etc., satisfy the
worker’s social needs, whereas retirement benefits satisfy some of the psychological
problems about the post-retirement life. However, most of the benefits minimize economic
problems of the employee. Thus, fringe benefits improve human relations.

CREATE AND IMPROVES SOUND INDUSTRIAL RELATIONS:

Welfare measures satisfy employee and trade union and thus prevent grievances disputes.
Absence of grievances and disputes lead to sound industrial relations.

BOOST UP EMPLOYEE MORALE:

Providing employee welfare measures enhance employee state of mind, turns employee state
of mind positive towards the job and organization. Thus employee welfare measures boost
up employee loyalty.

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MOTIVATE THE EMPLOYEES BY IDENTIFYING AND SATISFYING THEIR
UNSATISFIED NEEDS:
Employee welfare measures satisfy physiological, security and affiliation needs by
identifying unsatisfied needs of employees.

PROVIDE QUALITATIVE WORK ENVIRONMENT AND WORK LIFE:

Employee welfare measures improve the quality of work life as well as general life.

PROVIDE SECURITY TO THE EMPLOYEES AGAINST SOCIAL RISK LIKR OLD

AGE BENEFITS AND MATERINTY BENEFITS:
Welfare measures provide insurance and security against social risks.

PROTECT THE HEALTH OF THE EMPLOYEES AND TO PROVIDE SAFETY TO

THE EMPLOYEES AGAINST ACCIDENTS:
Welfare measures protect the general health, health against accidents and safety of
employees and their family members.

CREATE A SENSE OF BELONGINGNESS AMONG EMPLOYEES AND TO

RETAIN THEM:
Welfare measures create and improve a sense of belonging ness of employee to the
organization and hence, employees prefer to stay with the organization for longer period.
Therefore, fringe benefits are called golden hands-cuffs.

DEMERITS OF WELFRE MEASURES:

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Demerits of the employee welfare measures are limited compared to merits. Demerits
include;

COST TO THE EMPLOYER:

Providing welfare measures to the employees and their family members in variably increases
cost of labour to the employers.

AS A MATTER OF RIGHT:
Employees and their family members feel that they have a legal right to get welfare
measures. Therefore, employees some times may not be satisfied and loyal to the
organizations. In fact, satisfied needs are no longer motivators.

DISCREPANCIES AND DE- MOTIVATION:

Employers may commit some mistakes while providing welfare measures, which may lead to
discrepancies. These situations lead to employee de-motivation.

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 OBJECTIVE OF THE STUDY

The main objective of this study is to get information about. Non statutory welfare measure
impact on employee productivity This Dissertation report also covers following objectives:

 To win over employee’s loyalty and increase their morale.

 To know about the workers expectations on welfare facilities

 To know about the satisfaction level of workers on welfare facilities.

 To know welfare facilities provides social comfort to employees.

 To know intellectual improvement of employees.

 To build stable work force.

 To reduce absenteeism and employee turnover.

 To make employees lives good and worth living.

 To provide healthy and proper working conditions.

 To ensures that the working conditions for employees are of higher standard

 To know well-being of employees and families. Employee Welfare enhances

efficiency of workers, it improves health and upgrades economic and social status of
workers..

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 SCOPE OF THE STUDY

          The study entitled “A STUDY ON EMPLOYEE WELFARE MEASURE

PRACTICED IN PRICE AND BUCKLAND PVT LTD NOIDA.   The researcher has
given insight into various organization environment factors.
          This study will also help the management to reduce the job related problems, increase
motivational activities and develop the employees in such a way that their career goals are
achieved.  This is an opportunity for the employees to give their feedback which aids the
management will do some alteration in the future welfare and other further facilities.
          The suggestions and recommendations are also given at the end of the report.   The
result of the study helps the management to know about the shortcoming in managing
employees and that also encourage them to take action to reduce their shortcomings.

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 Literature review

Employee welfare includes everything, such as facilities, benefits and services, that an
employer provides or does to ensure comfort of the employees. Good welfare helps to
motivate employees and ensure increased productivity.

Providing good welfare to employees may be a costly decision, but the long-term benefits are
immense. It is one way of complying with the law, thus ensuring that an employer avoids
legal issues. It allows acompany to retain its good and skilled employees for long periods of
time. Employees work well in workplaces where they are treated well and respected. Good
welfare also helps to create a good company image for a particular employer.

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 Importance of the study

The main objective of this study is to get information about. Non statutory welfare measure
impact on employee productivity This Dissertation report also covers following objectives:

 To win over employee’s loyalty and increase their morale.

 To know about the workers expectations on welfare facilities

 To know about the satisfaction level of workers on welfare facilities.

 To know welfare facilities provides social comfort to employees.

 To know intellectual improvement of employees.

 To build stable work force.

 To reduce absenteeism and employee turnover.

 To make employees lives good and worth living.

 To provide healthy and proper working conditions.

 To ensures that the working conditions for employees are of higher standard

 To know well-being of employees and families. Employee Welfare enhances

efficiency of workers, it improves health and upgrades economic and social status of
workers..

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 RESEARCH METHODOLOGY

To get a reporting any particular area; research is required & that research is being
done through data collection. Data could be collected through its sources such as-

• Primary sources.

 Observation method

 Interview Method

 Structured questionnaire

• Secondary sources.

 Books

 Annual Report of the company

 Journals & Magazines

 Company Websites

• Time schedule

• Sample Design

 Target population:- price and buckland india pvt ltd

 Sample unit :- Individual

 Sample size :-150 Individual

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 Sample area :-)price and Buckland India pvt ltd Noida

I have gone through secondary sources of data collection while preparing this project
report.

While going through secondary sources of data collection I have gone through

 www.pbonline.co.in

 Wikipedia

 Google.com

 Various books of HR Department

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 DATA ANALYSIS

1. Are you aware about welfare facilities?

S.no Response No of respondents in%

1 YES 80%
2 NO 5%
3 NOT MUCH 15%

In my survey, I found that 80% of employee aware about welfare measure, 15% less aware
about welfare measure and, 5% unknown to welfare measures.

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 2. Whether company provided welfare facilities?

S.no Response No of respondents in%

1 YES 80%
2 NO 20%

In my survey, I found that 80% of employee say, yes company provided, welfare measure,
where as 20% say. Not up to mark company provided welfare measures.

3.Are you satisfied with Tea break(lemon water/Tea ) provided by company?

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 S.no Response No of respondents in%
1 YES 50
2 NO 20%
3 NOT MUCH 30%

In my survey ,I found that 50% of employee is satisfied with Tea break(lemon water/Tea )
and 20% not satisfied and 30% not much satisfied Tea break(lemon water/Tea ).

5.Appreciation and recognition given to employee for their excellence in company?

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 S.no Response No of respondents in%
1 YES 50%
2 NO 20%
3 NOT UP TO THE 30%
SATISFACTION

In my survey ,I found that 50% of employee is satisfied with Appreciation and recognition of
given to employees for their excellence and 20%not satisfied and 30% not up to the mark.

6.Does company provide all type of welfare facilities (like safety, health, and social security?

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 S.no Response No of respondents in%
1 YES 90%
2 NO 0%
3 NOT ALL TYPE 10%

In my survey ,I found that 90% of employee say company provide all type of welfare
measure and 10% not up to the mark.

8. Does the company provide Cultural programmes to the employee?

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 S.no Response No of respondents in%
1 YES 80%
2 NO 0%
3 SOMETIME 20%

In my survey ,I found that 40% of employee say company provide Cultural programmes
where as 20% say , company provide Cultural programmes.

9. Does the company provide counseling to the employee?

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 S.no Response No of respondents in%
1 YES 80%
2 SELDOM 20%

In my survey, I found that 80% of employee say, company provide counseling whereas
20% say, company provided sometime counseling.

12.Are you satisfied with first aid and safety equipment and non-statutory welfare
measures, which is provided by the employer?

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 S.no Response No of respondents in%
1 YES 80%
2 NOT MUCH 20%

In my survey, I found that 80% of employees are with first aid and safety equipment and
non-statutory welfare measures, which is provided by the employer whereas 20%
employees are not satisfied.

RECOMANDATION:

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 Most of the employees are satisfied with the existing welfare schemes provided by the
company.  The following recommendations will be helpful to the management to improve
the awareness as well as to improve the satisfaction level of employees.

 1.       The Management shall arrange more programmes to improve the             

employee’s awareness about the welfare measures working conditions and social  
security schemes.
 2.The Management can take necessary steps to provide job security to trainees.  Also
the Management shall consider providing welfare measures to the trainees.
 3.      The Management shall consider providing uniforms to all employees.  Hence
the employees can feel their belongingness towards the organization.
 4.      The company can improve the recreational facilities being offered to the
employees.
 5.      The company can provide more extra mural welfare services.
 6.      The management shall conduct regular meetings and allow the employees to
participate in it.  It will help to improve the employee employer relationship.
 7.      The company may arrange more transport facilities to the employees,
particularly to those are coming for night shifts.
 8.      A Co-operative society shall be provided for the employees so that they can
purchase essential goods at reasonable price.
 9.      The Management can provide better quality and variety of food in the canteen.
Also, they shall arrange filtered and chilled water.
 10.  Library facility should be provided to employees for improving their knowledge.
 11.  The company shall provide necessary lunch room and rest room facilities to all
the employees.

CONCLUSION

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According to the report that conclusion are extracted-

1- Welfare schemes are properly applies due to financial condition of the company.
Company spends a lot of money on the employees for their welfare.

2- PRICE AND BUCKLAND concentrate more on welfare programmes for the employees.
It provides subsidized canteen for both staff & teammates. Special welfare policies &
benefits are provided to the employees.

3- The management selects proper educated employee and post in proper place where
employee can work as per qualification & experience. The factory also provides training time
to time as according to their need.

5-An excellent performance appraisal system is carried on, in order to know the requirements
as well as to judge the performance of the employees.

FINDINGS

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1- There is a good working condition inside the company.

2- There is a high cooperation and good deal in the team sprit.

3- Workers are given adequate facilities like restroom, clean drinking water, medical
facilities. In short we can say fulfills the statuary provisions of the factory act 1948.

4- Large number of the employees aware about the welfare programmes carried on, in
the company.
5- The facilities of ATM to the teammate level employees are also provided in the only
company.

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 Questionnaire

1. Are you aware about welfare facilities?

a) Yes
b) No
c) Not much

2.Whether company provided welfare facilities?

a) Yes
b) No

3. Are you satisfied with Housing facilities of Tata motors ltd?

a) Yes
b) No
c) Not much

4. Are you satisfied with Tea break(lemon water/Tea ) provided by company?

a) Yes
b) No
c) Not much

5. Appreciation and recognition given to employee for their excellence in company?

a) Yes
b) No
c) Not up to satisfaction level

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6. Does company provide all type of welfare facilities (like safety, health, and social
security?
a) Yes
b) No
c) Not much

7. Company focus on intramural (canteen, restroom, uniform, crèches) or extramural

facilities (housing, child education, travel facilities, interest free loans, family tour)?
a) Intramural
b) Extramural
c) Both

8. Does the company provide Cultural programmes to the employee?

a) Yes
b) No
c) Sometimes

9.Does the company provide counseling to the employee?

a) Yes
b) No

10.Does provide recreational activates for employees?

a) Yes
b) No

11. Does company provide Uniforms allowance?

a) Yes
b) Not much

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 BIBLIOGRAPHY
www.google.com

www.wikipedia.com

slideshare

www.managementparadise.com

www.pbonline.com

www.google.com

www.wikipedia.com

Book & Research Paper

(1) K.K.Kothari : Research Methodology

Internet

(1) Company website

(2) Google search

Internet

(1) Company website

(2) Google search

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