A PROJECT SYNOPSIS

ON
EMPLOYEE WELFARE
AT
HYUNDAI MOTORS LIMITED
Submitted by:
NAME: B MARY SHRUTHI
ROLL NO: ------------------------------

Project synopsis submitted in partial fulfillment for the award of

the Degree of

MASTER’S DEGREE IN BUSINESS MANAGEMENT

DEPARTMENT OF BUSINESS MANAGEMENT

DAVID MEMORIAL INSTITUTE OF MANAGEMENT
(AFFILIATED TO OSMANIA UNIVERSITY)
Lalapet Road, Tarnaka, Hyderabad, Telangana.
BATCH (2020-22)
 1. ABSTRACT
Employee Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the morale
and motivation of the employees high so as to retain the employees for longer duration. The
welfare measures need not be in monetary terms only but in any kind/forms. Employee
welfare includes monitoring of working conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families. Salary, benefits, working conditions,
supervision, policy, safety, security, affiliation, and relationships are all externally motivated
needs. These are the first three levels of "Howletts Hierarchy" When these needs are
achieved; the person moves up to level four and then five. However, if levels one through
three are not met, the person becomes dissatisfied with their job. When satisfaction is not
found, the person becomes less productive and eventually quits or is fired. Achievement,
advancement, recognition, growth, responsibility, and job nature are internal motivators.
These are the last two levels of "Howletts Hierarchy." They occur when the person motivates
themselves (after external motivation needs are met.) An employer or leader that meets the
needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
2. INTRODUCTION
Employee Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the morale
and motivation of the employees high so as to retain the employees for longer duration. The
welfare measures need not be in monetary terms only but in any kind/forms. Employee
welfare includes monitoring of working conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families.

Labor welfare entails all those activities of employer which are directed towards providing
the employees with certain facilities and services in addition to wages or salaries.
Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make
their work life better and also to raise their standard of living. The important benefits of
welfare measures can be summarized as follows:
 They provide better physical and mental health to workers and thus promote a healthy
work environment
 Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.
 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc are reduced
to a greater extent by the welfare policies.
3. NEED AND IMPORTANCE THE STUDY

A common place that we see the need to apply Relations and welfare is in the work place. In
the work force, we can see Relations play a key role in leadership success. A person unable to
grasp Relations and apply it, will not become or stay a leader. It is critical that anyone
seeking to lead or Relations understand "Howletts Hierarchy of Work Motivators."

Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their
job. When satisfaction is not found, the person becomes less productive and eventually quits
or is fired. Achievement, advancement, recognition, growth, responsibility, and job nature are
internal motivators. These are the last two levels of "Howletts Hierarchy." They occur when
the person motivates themselves (after external motivation needs are met.) An employer or
leader that meets the needs on the "Howletts Hierarchy" will see motivated employees and
see productivity increase. Understanding the definition of motivation, and then applying it, is
one of the most prevalent challenges facing employers and supervisors. Companies often
spend thousands of dollars each year hiring outside firms just to give motivation seminars.
4. LITERATURE REVIEW
Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of
the employees high so as to retain the employees for longer duration. The welfare measures
need not be in monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through infrastructure for =
health, industrial relations and insurance against disease, accident and unemployment for the
workers and their families.

Labor welfare entails all those activities of employer which are directed towards providing
the employees with certain facilities and services in addition to wages or salaries.
Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make
their work life better and also to raise their standard of living. The important benefits of
welfare measures can be summarized as follows:
 They provide better physical and mental health to workers and thus promote a healthy
work environment
 Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.
 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc are reduced
to a greater extent by the welfare policies.
5. OBJECTIVES OF THE STUDY
1. To find out the present welfare activates and its level of the employees of
HYUNDAI MOTORS.
2. To find out the blockages for the Relations in HYUNDAI MOTORS (i.e: welfare).
3. To suggest measures for improvement of the Relations as a discipline Point;
4. To study the hygienic and Relational content factors.
6. COMPANY PROFILE
HISTORY:
The Company is an authorized Dealer of Hyundai Motors India Limited (HMIL) for
sale of its entire range of motor vehicles. It is also authorized to service & repair of all
Hyundai cars and also deals in spare parts of Hyundai cars.
Lakshmi Hyundai was established in the year 1998 in Himayathnagar with the launch
of Hyundai’s first car in India- the evergreen SANTRO. The entire business is managed
under the able leadership and guidance of the managing Director Shri K.Rama Mohana Rao.
Soon after the Himayathnagar showroom, came up the ‘state-of-art service facilities at
Kukatpally, Banjarahills and L.B.Nagar. These service centers are well equipped to cater to
the needs of valued customers. The management left no stone unturned to review, research
and implement the latest of technologies and methodologies to improve on the sales, service
on the customer satisfaction. Continuous up gradation of the facilities at the sales and service
outlets and adding to the service agenda each time, add been sales graph go high by the year.
RECRUITMENT PROCESS AT LAKSHMI HYUNDAI:

The recruitment process involves both internal and external methods. Internal methods
namely are employee referrals, promotions, inter company transfers.
Employee referrals;
This is the most common method of recruitment used by the organization. Last year the
organization recruited 16 employees by employee referrals.
Promotions
Posts falling vacant due to be filled will be notified within the division/office, giving
educational qualifications and experience laid down for the post and the extent to which these
will be relaxed for promotion and inviting applications from eligible employees in lower
group, who have rendered the requisite qualifying service and who have requisite higher post.
External methods of recruitment followed by the organization are employment exchange,
paper advertisements and campus recruitment. .
Employment Exchange: All vacancies are to be notified to the Local Employment
Exchange. If employment exchanges are unable to sponsor the suitable candidates with in the
prescribed time limits, the vacancies may be advertised in the press on a local/regional
advertisement the vacancies may be advertised on India Basis. A minimum of two weeks
notice is to given to the Local Employment Exchange for sponsoring suitable candidates.
INDUSTRY PROFILE
Introduction
The automobile industry is one of India’s most vibrant and growing industries. This industry
accounts for 22 per cent of the country's manufacturing gross domestic product (GDP). The
auto sector is one of the biggest job creators, both directly and indirectly. It is estimated that
every job created in an auto company leads to three to five indirect ancillary jobs.
India's domestic market and its growth potential have been a big attraction for many global
automakers. India is presently the world's third largest exporter of two-wheelers after China
and Japan. According to a report by Standard Chartered Bank, India is likely to overtake
Thailand in global auto-export market share by the year 2020.
The next few years are projected to show solid but cautious growth due to improved
affordability, rising incomes and untapped markets. With the government’s backing, and
trends in the international scenario such as the decline in prices of natural rubber, the Indian
automobile industry is slated to witness some major growth.
Market size
The cumulative foreign direct investment (FDI) inflows into the Indian automobile industry
during the period April 2000 – August 2014 was recorded at US$ 10,119.68 million, as per
data by Department of Industrial Policy and Promotion (DIPP).
Data from industry body Society of Indian Automobile Manufacturers (SIAM) showed that
137,873 passenger cars were sold in July 2014 compared to 131,257 units during the
corresponding month of 2013. Among the auto makers, Maruti Suzuki, Hyundai Motor India
and Honda Cars India emerged the top three gainers with sales growth of 15.45 per cent, 12
per cent and 11 per cent, respectively.
The three-wheeler segment posted a 24 per cent growth to 51,461 units on the back of
increased demands from the urban market. Total sales across different vehicle segments grew
12 per cent year on year (y-o-y) to 1,586,123 units.
Scooter sales have jumped by 29 per cent in the ongoing fiscal, and now form 27 per cent of
the total two-wheeler market from just 8 per cent a decade back. The ever-rising demand for
scooters, which has far outstripped supply has prompted Honda to set up its first dedicated
scooter plant in Ahmedabad.
 6. RESEARCH METHODOLOGY
The basic principle in the research has been adopted in the overall methodology. The
following methodology has been used for meeting the requirements,
 Defining objectives
 Developing the information sources
 Collection o information
 Analysis of information
 Suggestion
The methodology followed for collection, analysis under interpretation of data in
explained below.
1. RESEARCH DESIGNS
There are generally three categories of research based on the type of information
required, they are
1. Exploratory research
2. Descriptive research
3. Casual research
The research category used in this project in descriptive research, which is focused on
the accurate description of the variable in the problem model. Consumer profile studies,
market potential studies, product usage studies, Attitude surveys, sales analysis, media
research and prove survey s are the,
Examples of this research. Any source of information can be used in this study
although most studies of this nature rely heavily on secondary data sources and survey
research.
2. Primary Source: Discussions with plant staff, Interviews, Questionnaire administered.
3. Secondary Source: Journals Magazines and articles from prominent newspapers.
Population and Sample: There are 140 Officers & Supervisors and 100 Managerial
staff .The questionnaire is administered to 50 Officers and Supervisory staff and 50
Managerial staff.

3. SAMPLE DESIGN
a) Sampling unit: the study is directed towards the executive of managerial level.
b) Sample size: sample size of 100 is taken in this study
4) DATA ANALYSiS
Simple analysis method is followed for analyzing the data pertaining to different
dimensions of employees. Simple statistical data like percentage are used in the interpretation
of data pertaining to the study. The results are illustrated by means of bar charts.

SCOPE OF THE STUDY

 The study is confined and relevant only to HYUNDAI MOTORS not applicable to any
organization.
 The study covers motivational practices in HYUNDAI MOTORS at various levels of
employees.
The study assists the management in determining the decision regarding the performance of
the employee
8. LIMITATIONS
There are certain limitations of the concept of empowerment. It may be cost
consuming in selecting personnel, training costs and labor costs may be high, it may result in
slower or inconsistent services and poor use of the technique of empowerment.

At the outset, Managers must also accept the fact that not all employees want to be
empowered. Many workers just work better in jobs that are clearly defined and closely
supervised. Once both employees and managers have received proper training, the next step
is go give employee’s control of the resources needed to make the improvements in their job
and work processes.

By giving employees information, resources and training and by following with

measurements and reinforcement, Human Resources can create an empowered environment.
But Empowerment should be continuous process like quality improvement and it is like a
race without a finish line. Those companies that take the first step by creating an
environment conductive to empowerment will be at the head of the pack.
 BIBLIOGRAPHY

1) P. Subba Rao, Personneland Human Resources Management, Himalaya Publishing

House, 2001.
2) Biswajet Patnayak, Human Resources management, Pentice-Hall Of India-2002.
3) Arun Monappa, Mirza. S. Saiyadain, Personnel Management, Tata Mc Graw-Hill
Publishing Company Ltd, 1998.
4) Annual Reports and Magazines of ultra tech cements.
5) William. B. Werther, Jr. Keith Davis, Human Resources And Personnel,1999
6) Management, Tata Mc Graw –Hill Publishing Company Ltd, 1998.
7) C.R.Kothari, Research Methodology, Vikas Publishing House,2000
8) K. Aswathappa, Human Resource & Personnel Management. The Mc Graw-Hill
companies, 2004.

Websites:
www.themanagementor.com
www.hyundaiindia.com
www.hr.com
www.autoindia.com