Академический Документы
Профессиональный Документы
Культура Документы
1 INTRODUCTION
MEANING OF WELFARE:
Welfare means faring or doing well. It is a comprehensive term refers to the
physical, mental, moral and emotional well being of an individual. The term welfare
is also relative concept it is relative to time and place and it differ from place to place,
time to time.
Definition:
Employee welfare is defined as anything done for the comfort and
improvement, intellectual of the employees over and above the wages paid which is
not a necessity of the industry.
Employee welfare is means efforts to make life worth living for workmen.
These are the extra benefits added to the job seekers. These Efforts have their origin
either in some statute formed by the state or in some local custom or in collective
agreement or in the employers own initiative.
Labour welfare is a comprehensive term including various services, benefits
and facilitates offered to employees by employer. The labour welfare amenities are
extended in addition to normal rewards available to employees as per the legal
provisions. Labour welfare work is work for improving the health, safety and general
well-being and the efficiency of the workers beyond the minimum standards lay down
by labour legislation. Welfare measures may also be provided by the government,
trade unions and non-government agencies in addition to the employer .The
significance of welfare measures was accepted as early as 1931, when the Royal
commission on labour stated. The benefits are of great importance to the worker
which he is unable to secure by himself. The schemes of labour welfare may be
regarded as a wise investment because these would bring a profitable return in the
form of greater efficiency.
The concept of labour welfare is flexible and elastic and differs widely with
times, region to region, industry, country social values and customs, degree of
industrialization and general Socio-economic development of people.
AITS, TIRUPATI
AITS, TIRUPATI
The main objective is to make worker happy, healthy, committed and loyal. It
is that employers with a progressive outlook have always invested heavy amount in
enriching the life of workers.
Intramural:
Which are provided with in the establishment such as drinking water, toilets,
crches, washing, bathing, facilities, restrooms, uniform, protective clothes,
recreational facilities, canteens, subsidiary food, and medical aid .
Extramural:
Which are undertaken outside the establishment such as housing, educational
facilities, maternity benefits, transportation, sports, leave travel, vocational training,
co-operative societies, fair price shops, social insurance
1. Central government:
The central government has made provisions of certain welfare facilities for
the employees under factories act 1948, the mines act 1952, the plantation
labour act 1951, the beedi and cigar workers act 1966 and contract labour act
1970.
AITS, TIRUPATI
2. State government:
Government in different states and union territories provide welfare
facilities to workers. State government prescribes rules for the welfare of the
workers and ensures compliance with the provision under various labour laws.
3. Employers:
Employers in India in general looked upon welfare work as fruitless and
barren though some of them indeed had done pioneering work.
4. Trade unions:
Labor unions contribute their share for the betterment of the
employees. In India trade unions have done little for the welfare of the
workers but few sound and strong unions have been the pioneering in this
respect e.g. Textile Labour Association of Ahmadabad and the railway mens
union and the Amador Sabah of Kanpur. Theseassociations runs
1.
2.
3.
4.
AITS, TIRUPATI
AITS, TIRUPATI
Introduction :BHEL with decades of experience and over 1000 turbines has
comprehensive know how and know why of Steam Turbines covering system
design, engineering, manufacturing, erection & commissioning.BHEL Hyderabad
started manufacturing steam Turbine in mid sixties with Technologies from Skoda
Czechoslovakia & later since mid seventies with Siemens collaboration.
In Industrial applications, production process and thus the steam parameters
and flows decide the turbine selection.This makes each industrial turbine design an
individual solution,with very special design features.BHEL has provided specific
solutions with built-in reliability for a wide spectrum of industries using building
block concept which is being continuously improved.
BHEL steam Turbines cover the whole range of requirement from Power
AITS, TIRUPATI
(Captive power & utility), Drive, cogeneration , Solar applications and Combined
Cycle power plants encompassing comprehensively all requirement for industry
/utility sectors in range of 3-150 MW.
Exchangers,
AITS, TIRUPATI
Piping,
Electrical
and
AITS, TIRUPATI
condensers for cooling water chemistry varying from the softest water to the most
corrosive brackish water can be given.
Introduction:Matching air evacuation systems namely Steam Jet Air Ejectors or Vacuum
Pumps for the Surface Condensers are also supplied by BHEL as part of the
condensing system package. While the SJAE are designed, manufactured and tested
at BHEL Hyderabad, the vacuum pumps are bought out from reputed parties.
The Ejectors are of two-stage design complete with their inter and after condensers
and a high capacity quick evacuation starting ejector with silencers. Ejectors for
both horizontal and vertical mounting have been supplied.
AITS, TIRUPATI
feature are:
The Heaters are designed for vibration free and reliable performance at
critical off design conditions such as, VWO condition, operation of heater with
lower heater out of service etc.
BHEL has supplied single bank Heaters for 500 MW rating thus qualifying to make
heaters upto 1000 MW (double bank). BHEL has also supplied Duplex L P Heaters
(combination of LPH- 1& 2 in one shell) and mounted in condenser dome for 2 x
130 MW Jindal Tractebel Power Co. Ltd.
Deaerators
As the name suggests, Deaerator is meant to remove mechanically the dissolved
oxygen and other non-condensible gases from the feed water going to boiler.
BHEL is one of the few organisations in the world which has designed,
manufactured and supplied all the four types of Deaerators, namely.
i.
Tray type
ii.
Spray type
iii.
iv.
Field tests have given us dissolved oxygen content of less than 7 ppb (0.005 cc/lt).
All types of Deaerators are suitable for variable pressure operation.
Inter Stage Gas Coolers
AITS, TIRUPATI
10
Introduction:The Gas Coolers handle a variety of gases normally encountered in the fertilizer &
Petrochemical Plants. These include Air, Ammonia, Synthesis gas, Carbon-di-oxide
[ wet & dry], Nitrogen, Freon, Hydrocarbons, and Raw gas (highly hazardous and
corrosive). Exchangers with gas on shell side have been supplied to those customers
who have shown such preference. Heat Exchangers with no tube in window design
for very low gas pressure drops have been given.
AITS, TIRUPATI
11
Modules, Air Blast Oil Coolers and Refinery Gas coolers are supplied by BHEL.
Air is used to cool the process fluid where water, the conventional coolant,
is scarce.
These are finned tube heat exchanger bundles. The process fluid flows
through the tubes and air over the tubes. Air flow by induced/forced draft' is created
by means of axial flow fans.
Most commonly used in tubes are G or L type. Tube material is Carbon
Steel, Admiralty Brass, Aluminum Brass, Stainless Steel with Aluminum fins. Fans
are of hollow blade Aluminum construction for less weight and low power
consumption.
The header design can be either plug type or flanged type based on
customers'/ customers' preference.
The total unit comprising of finned tube bundles, pumps, motors, piping
arrangement with necessary structural are supplied.
Materials Used
In the various Heat Exchangers and Pressure Vessels, materials such as
Corbon Steel, Alloy Steel, Stainless Steel TP 304/304L/316/316L, non-ferrous such
as Admiralty Brass, Aluminum Brass, Cu-Ni alloys, Naval Brass, Aluminum
Bronze, Muntz metal are being regularly used. As and when required over-layed/
cladded plates, rubber or FRP lined components have been successfully used.
Special materials such as alloy steels with compositions 1Cr-1/2 Mo, 2Cr-1Mo and
5Cr-2Mo (P4 and P5 Group) materials have also been employed.
AITS, TIRUPATI
12
Special Facilities
CNC multi spindle deep hole drilling machine of Kolb Germany, for drilling
tube plates upto 1100 mm thickness.
Mueller pipe profile gas cutting machine for pipes upto dia 400 mm
Pipe bending machine of URALMASH Russia. For bending pipes upto dia
219x28 mm thick
CNC multi spindle drilling machine of wadkin UK, for drilling battle plates
and tube plates upto 70 mm thick.
CNC multi torch flame cutting machine of SUAG German ( 200mm thick)
AITS, TIRUPATI
13
AITS, TIRUPATI
14
country. This is backed by core Field Support Services and Field Engineering
"Service groups located in Hyderabad.
Proven Performance
AITS, TIRUPATI
15
erection and commissioning of the equipment. The vast reference list and successful
operation of the various Heat Exchangers supplied is a testimony of BHEL's
performance.
AITS, TIRUPATI
16
AITS, TIRUPATI
17
technology.
With this, BHEL has geared itself to meet the market demand of cartridge design
pumps with high efficiency and reliability.
AITS, TIRUPATI
18
The Hyderabad unit was set up in 1963 and started its operations with
manufacture of Turbo-generator sets and auxiliaries for 60 and 110 MW thermal
utility sets.
Over the years it has increased its capacity range and diversified its
operations to many other areas. To day, a wide range of products are manufactured in
this unit, catering to the needs of variety of industries like Fertilizers & Chemicals,
Petrochemicals & Refineries , Paper, sugar, steel , etc. BHEL-Hyderabad unit has
collaborations with world renowned MNCs like M/S General Electric, USA, M/S
Siemens, Germany, M/S Nauvoo Pig none, etc. Major products of our units
manufacture include the following.
1. Gas turbines
2. Steam turbines
3. Compressors
4. Turbo generators
5. Heat Exchangers
AITS, TIRUPATI
19
6. Pumps
7. Pulverizes
8. Switch Gears
9. Gear Boxes
10. Oil Rigs
11. Project Engineering
AITS, TIRUPATI
20
BHEL
Category
Electrical Equipment
Sector
Tagline/ Slogan
USP
Segment
Target Group
Positioning
SWOT Analysis
Strength
AITS, TIRUPATI
21
Opportunity
opportunities
1.Increased competition both national and international
companies
2. Foreign competitors rapidly spending on promotion
tactics
3. Consolidations in the industry have reduced the
Threats
Phase. I (1959-70)
During this phase, the Hyderabad unit entered into collaboration agreement
with M/s.Technoexport, Czechoslovakia in 1963, focusing on setting up the plant and
training its manpower for absorption of technology. The production operation which
commenced
in
AITS, TIRUPATI
1965
was
inaugurated
22
by
our
late
Prime
Minister
sriLalBahadurshastri. The first 12mw steam turbines were produced in 1966. In the
next 3 to 4 years, first 110mw and 60mw steam turbo generator sets were produced.
Phase. II (1971-78)
The expected market for 60mw and 110mw did not pick up the customer
opting for 200 mw sets and above, in this phase development is done through a flurry
of strategic diversification into varied products. This period can be called as the
golden age of Hyderabad unit.
Phase. IV (1985-91)
Not satisfied with the growth, Hyderabad unit began to explore the market to
introduce new products for meeting customers need. During this phase of market
orientation, the following products were introduced.
Gas turbines.
Tube mills with M/s Stein industry, France.
Work over and mobile rigs with M/s Ingersoll Rand, USA.
Establishment of project engineering division for Gas Turbine based projects.
The unit crossed Rs.600 croremark in turnover in this perio
Phase. V (1992-2002)
This was by far the most turbulent phase in the history of the unit. The
competition became intense. BHEL Hyderabad faced the new challenges through
various strategic manoeuvres. Despite the adverse environment, this phase saw the
unit coming out with flying colours crossing Rs.1500 crore marks and establishing its
presence in the International market.
Phase. VI (2003-2012)
The power sector is witnessing a steep growth. The government wanted to
increase the installed capacity to 3lakh MW by 2016-17. This requires BHEL to
complete, its prestigious 20,000MW capacity
AITS, TIRUPATI
23
AITS, TIRUPATI
24
OBJECTIVES:
Growth:
To ensure study growth by enhancing the edge of BHEL business new areas
and international operations.
Profitability:
To provide a reasonable and adequate return on capital employed primarily
through improvements in operational utilization and productivity and general
adequate internal resources to finance the companys growth.
Customer focus:
To built each employee to achieve his potential, by providing increase
standard of product quality performance and superior customers services.
People Orientation:
To enable each employee to achieve his potential, improve his capabilities
perceives his role responsibility and success of the company.
Technology:
To achieve technological excellence in operation by developments of
indigenous. Technologies and efficient adaption of imported technologies to suit
business needs and priorities and provide a competitive advantages to company.
Image:
AITS, TIRUPATI
25
Financial Performance
During 2013-2014, BHEL recorded a turnover of Rs. 40,366 crores. Profit
before tax (PAT) stood at Rs.3228 crores.
An interim equity dividend of 65.5% was paid for 2013-14, maintaining the
track record of paying dividends uninterruptedly since 1976-77.
Earnings per share (EPS) were Rs.13.19.
Marketing Highlights
Orders Inflow:
Received a mega EPC order of Rs 7900 crores 3 X 660 MW super critical
units from NTPC North Karanpura.
New Naively Lignite 2 X 500 MW BTG package order with lignite as fuel.
Spares and services business segment saw an order inflow of Rs.3, 433 cores,
a 19% increase over that of Rs.2,885crore in 2012-1
INDICATOR
TURNOVER
AITS, TIRUPATI
ACTUA
ACTUA
2011-12
2012-13
7004
6492
26
FLASH
FLASF
2013-14
2014-15
5274
5607
VALUE
ADDED/EMPLOYE
E
49
49
56
45
1606
1558
1008
1010
3629
3919
3724
2773
3409
2352
2670
5646
282
163
171
146
(Rs.In Lakhs)
PROFIT BEFORE
TAX
ORDER BOOK O/S
ORDER BOOK
RCPT
PHYSICAL
EXPORTS
ACHEIVEMENTS
Financial
Commissioning
All time high 13,452 MW of power plant equipment
synchronized / commissioned including 11,266 MW utility, 1,698
MW captive/Industrial sets in the country and 488 MW in overseas
market.
Commissioning of first BHEL manufactured subcritical set of 600
Krishnapatnam.
Manufacturing, Testing and Supplying of new generation AC-DC
variable frequency drive (VFD) 2000 HP oil Rig to ONGC.
AITS, TIRUPATI
27
R & M Business
average.
35 BHEL sets have achieved a PLF over 90%.
79 sets achieved a PLF of 80-90%.
AITS, TIRUPATI
28
AITS, TIRUPATI
29
AITS, TIRUPATI
30
The scope of the study is to understand the resent welfare measures adopted in
the organization and how BHEL can enhance the performance of employees by
adopting better welfare measure.
The study is extended only to the respondents who working in the BHEL
Ramachandrapura, Hyderabad.
It does not cover all the employees working in BHEL.
Welfare measures study includes both statutory and non-statutory measures and
mutual welfare measures.
The study also helps the organization to make necessary changes in welfare
programs.
AITS, TIRUPATI
31
The respondents had the fear that the questionnaire may be shown to the
management.
The data obtained is qualitative but not quantitative and it is subjected to
human error.
Few employees refused to answer the question.
The number of employees in BHE,Ramachandrapuram,Hyd,is more, so
Sample size is limited to 102
The findings and conclusions are based on knowledge and experience of the
sometimes may subject to bias
AITS, TIRUPATI
32
REVIEW OF LITERATURE
Welfare Measures
After Second World War, govt of India for the first time launched schemes for
Labour Welfare in there ordinance, ammunition and other war industries to increase
the productivity of the workers and to keep up their morale. With the achievement of
independence and emergence of India as a Republic, efforts in improving welfare
measures in Industries were intensified. Since then various legislation were passed
bringing the matters connected with preview of different labour laws.
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.
AITS, TIRUPATI
33
surrounding and to provide them with amenities conductive to good health and high
morale.
According to Arthur James Todd, welfare as anything done for the comfort or
improvement and social of the employees over and above the wages paid, which is
not a necessity of the industry.
Meaning of Employee Welfare
Employee welfare means, such services, facilities and amenities such as
canteens, rest and recreation facilities, arrangement for travel to and for the
accommodation of workers employed at a distance from their home, and such other
services, amenities and facilities including social security measures as contribute to
improve the condition under which workers are employed.
The relative concept of welfare implies that welfare is relative in time and place.
Employee welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food, clothing housing, medical allowance,
education, insurance, job security, such as to safeguard his health and protect him
against occupational hazards. The worker should also be equipped with necessary
training and a certain level of general education
AITS, TIRUPATI
34
Workers Education
Reading room, circulating library, visual education; literary classes, adult
education, social education; daily news review; factory news bulletin; cooperation
with workers in education services.
Welfare facilities may also be categorized as
(a) Intra-mural and (b) extra-mural.
Intra-mural Facilities
Intra-mural activities consist of facilities provided within the factories and
include medical facilities, compensation for accidents, provision of safety measures,
activities relating to improving of employment, and the like
Extra-mural Facilities
Extra-mural activities cover the services and facilities provided outside the
factory such as housing accommodation, indoor and outdoor recreational facilities,
amusement and sports, educational facilities for adults and children and the like.
It may be stated that the welfare activities may be provided by the employer,
the government, non-government organizations and the trade unions. What employers
provided will be stated later, the activities undertaken by other agencies are mentioned
here.
AITS, TIRUPATI
35
the
employees. Mention may be made here of the textile labour association of headband
and the railway mens union and the mazdoor sabha of kanpur, which have rendered
invaluable services in the field of labour welfare. The welfare activities of the textile
labour association. Ahmedabad,are worth nothing.
Statutory
Non-Statutory provision.
36
Every factory shall provide for suitable arrangements for sitting for all
workers obliged to work in a standing position.
4) First Aid Facilities (Sec.45)
For every 150 workers, there must be readily accessible and well
equipped first aid box. This box must contain the prescribed contents and it
must be in charge of a responsible person who holds a certificate in first aid.
Where more than 500 workers are employed an ambulance room shall be
provided and maintained.
5) Canteen (sec. 46)
Every factory where 250 workers are employed, the occupier has
maintain a canteen for the use of workers.
6) Shelter, Rest and Lunch Rooms (Sec.47)
In every factory where in 150 workers are employers are employed, the
occupier shall provide shelter, rest rooms and lunch rooms.
7) Lighting sec(17)
The RBL must be employed in located things is sight. In every part of a
manufacturing process where workers are working or passing, there provided and
maintained sufficient and suitable light, natural artificial both.
8) Drinking water (sec18)
The RBL working place is so hard, employees are need to emphasize
the important of providing liberals supply of cool and pure water. The lay down
that in every places effective arrangement must be made to provide and main at
suitable place conveniently situated for all workers employed there in a sufficient
supply of drinking water. The water pumps are situating for five places in factory
9) Welfare Officers
The occupier of every factory employing 500 or more workers shall
employee the prescribed number of welfare officer.
37
Educational facilities are important that the children of the workers should be
provided with educational facilities.
2) Medical Facilities
Employers, whether in private or in public sectors have been providing
medical facilities for their workers and their families. Besides general medical
treatment and health-care, separate arrangements for specialist treatment for diseases
like T.B. cancer, leprosy, and mental disease.
3) Transport Facilities
Transport facilities to workers residing at a long distance are essential to
relieve them from strain and anxiety. Such facilities also provide greater opportunity
for relaxation and recreation and help in reducing the rater of absenteeism.
4) Recreation Facilities
Recreation facilities afford the worker an opportunity to develop his sense of
physical and mental discipline. It has an important bearing on the individuals
personality as well as his capacity to contribute to social development.
5) Housing Facilities
Some of the industrial employers both in public and private sector have
provided housing facilities to their employees. The company also renders assistance to
the co-operative housing societies formed by its employees.
Training and development
The RBLs various employee improvement conducts the various places
and various programmers. This main motive is improving the employee morale,
Knowledge and skill also to get g his work.
AITS, TIRUPATI
38
Dispensary
With the premises of the mill, they provided first-aid facility in dispensary.
They are providing 24 hours service with duty doctors, pharmacy, bed facilities and
ambulance van in case of emergency. This provided for the workers and his family
members.
AITS, TIRUPATI
39
AITS, TIRUPATI
40
information, the care of the new-born babe, and the well-being, health and nurture of
the growing child.
In the same general line of public welfare, I recommend the enactment of laws
on the following subjects:
1.
To assist needy and worthy mothers by a compensation which shall enable them
to care for dependent minor children at home instead of their being cared for in
institutions.
2.
3.
To provide for the paying of convicts' earnings to their department families, after
a sufficient sum is deducted for the convict's maintenance.
4.
To give organized labor the right to select the officers of the State Labor Bureau.
5.
To help solve the problem of the unemployed by extending the activities of the
free employment bureau.
6.
To strengthen the workmen's compensation act for the better protection of the
workers.
7.
To promote the safety and safeguard the interests of railroad men and the
traveling public.
8.
AITS, TIRUPATI
41
Control of effluents.
Convenience and comfort during work. That is, operatives posture, seating
arrangements.
Distribution of work hours and provision for rest hours, meal times and
breaks.
Supply of necessary beverages and p-ills and tables, that are salt tablets, milk,
soda.
AITS, TIRUPATI
42
3)
Conveniences:
Bank.
Transport.
AITS, TIRUPATI
43
The form of labor welfare activities is flexible, elastic and differs from time to
time, region to region, industry to industry and country to country depending upon the
value system, level of education, social customs, degree of industrialization and
general standard of the socio economic development of the nation. Seven theories
constituting the conceptual frame work of labour welfare activities are the following:
1. The Police Theory: This is based on the contention that a minimum standard
of welfare is necessary for labourers. Here the assumption is that without
policing, that is, without compulsion, employers do not provide even the
minimum facilities for workers. Apparently, this theory assumes that man is
selfish and self centered and always tries to achieve his own ends, even at the
cost of the welfare of others. According to this theory, owners and managers
of industrial undertakings get many opportunities for exploitation of labour.
Hence, the state has to intervene to provide minimum standard of welfare to
the working class.
2. The Religious Theory: This is based on the concept that man is essentially "a
religious animal." Even today, many acts of man are related to religious
sentiments and beliefs. These religious feelings sometimes prompt an
employer to take up welfare activities in the expectation of future
emancipation either in this life or after it.
3. The Philanthropic Theory: This theory is based on man's love for mankind.
Philanthropy means "Loving mankind." Man is believed to have an instinctive
urge by which he strives to remove the suffering of others and promote their
well-being. In fact, the labour welfare movement began in the early years of
the industrial revolution with the support of philanthropists.
4. The Trusteeship Theory: This is also called the Paternalistic Theory of
Labour Welfare. According to this the industrialist or employer holds the total
industrial estate, properties, and profits accruing from them in a trust. In other
words, the employer should hold the industrial assets for himself, for the
benefit of his workers, and also for society. The main emphasis of this theory
AITS, TIRUPATI
44
is that employers should provide funds on an ongoing basis for the well-being
of their employees.
5. The Placating Theory: This theory is based on the fact that the labour groups
are becoming demanding and militant and are more conscious of their rights
and privileges than ever before. Their demand for higher wages and better
standards of living cannot be ignored. According to this theory, timely and
periodical acts of labour welfare can appease the workers. They are some kind
of pacifiers which come with a friendly gesture.
6. The Public Relation Theory: This theory provides the basis for an
atmosphere of goodwill between labour and management, and also between
management and the public, labour welfare programmers under this theory,
work as a sort of an advertisement and help an organization to project its good
image and build up and promote good and healthy public relations.
7. The Functional Theory: This is also called the Efficiency Theory. Here,
welfare work is used as a means to secure, preserve and develop the efficiency
and productivity of labour, It is obvious that if an employer takes good care of
his workers, they will tend to become more efficient and will thereby step up
production. This theory is a reflection of contemporary support for labour
welfare. It can work well if both the parties have an identical aim in view; that
is, higher production through better welfare. And this will encourage labors
participation in welfare programmers.
AITS, TIRUPATI
45
AITS, TIRUPATI
46
AITS, TIRUPATI
47
10. Timely: The timeliness of any service helps in its success. To identify the
labour problem and to discover what kind of help is necessary to solve it and
when to provide this help are all very necessary in planning labour welfare
programmes. Timely action in the proper direction is essential in any kind of
social work.
Compliance:
As an owner, you are required by law to provide certain benefits for the
welfare of your employees. You may have to match the Social Security taxes your
employees pay and obtain a worker's compensation insurance policy. If you terminate
an employee, you may have to funds to extend his health insurance.
Employees Motivation:
By providing a plan that's good for employees' welfare, you show them that
you value them. This can help make them feel welcome and happy in your company,
motivating them to work harder. If your health plan has wellness coverage and
preventative care, employees are more likely to stay healthy, cutting down on
absenteeism and sick days.
AITS, TIRUPATI
48
Employees' Well-Being:
For companies that have a large base of employees working under stressful
conditions or living away from family, it is important to look at fostering personal
happiness and professional growth. Investing in employees pays dividends in terms of
higher productivity and greater loyalty
Company Image:
Providing a good employee welfare plan reflects well on your business,
building a good company image. It may even earn you some press coverage, giving
you free publicity to improve awareness among potential customers. This may boost
your sales and increase your profits.
AITS, TIRUPATI
49
RESEARCH METHODOLOGY
Introduction:
Research methodology is a way to systematically solve the research problem
.It may be understood as a science of studying how research is done scientifically.
As the organization identified human resource as their asset, taking care of them is
very important to make them motivate for the achievement of the goal. How welfare
activities to be structured so that it should be up to the satisfactory level of the
employees is very critical.
Statement of the problem: To study the welfare of the organization, and to make the
employee aware of the welfare schemes and benefits, provided them so that they can
avail it.
Methodology
This study covers both primary and secondary data. Primary data is collected
by distributing questionnaire to the employees of the BHEL-Hyderabad and
Secondary data is collected from various journals, articles, websites, dissertations and
thesis pertaining to the relevant matters of the subject under study. Convenience
sampling method is adopted to carry out the study. In this connection, out of 4560
employees of BHEL-Hyd, 102 are selected covering almost all the departments. In
this study the questionnaire consist of mostly close ended questions with -4point
Likert scale i.e. Highly satisfied, Satisfied, Sa, Dissatisfied, and Highly DISatisfied.
The statistical tools applied for the study is simple parentage method.
Deta Collection: This study requires both primary and secondary data.
Primary Data: Primary data collected from employees of Bharat Heavy Electricals
Limited through questionnaire.
Secondary Data: data which has already done through process of analysis/used by
someone. This type of data was collected from the books journals, company records
etc.
Sample Size: Out of the total strength the sample size taken amongst workers i.e.,
102 respondents.
AITS, TIRUPATI
50
Sample Area: The research was conducted at Bharat Heavy Electricals Limited,
Hyderabad.
Sample Method: The research was made by the survey in accordance to the
convenience of the employee.
So sample type is convenience sampling.
Analysis Method: The analysis of the study has been done on the basis of the
gathered information, which has been collected, summarized and the responses of the
respondents has been tabulated and interpreted later.
Simple parentage
AITS, TIRUPATI
51
X 100
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
10
9.8
Satisfied
82
80.4
Dissatisfied
09
8.8
Highly dissatisfied
01
0.9
Total
102
100%
CHART 4.1
8280.4
90
80
70
60
50
40
NO OF RESPONDENT
EMPLOYEES
30
20
10 9.8
9 8.8
1 0.9
10
% OF RESPONDENT
EMPLOYEES
di
ss
at
is
fe
d
fe
d
H
ig
hl
y
Sa
tis
fe
d
D
is
sa
tis
H
ig
hl
y
sa
tis
fe
d
AITS, TIRUPATI
52
S NO
RESPONSES
NO OF RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
12
11.8
Satisfied
72
70.6
Dissatisfied
15
14.7
Highly dissatisfied
03
2.9
Total
102
100%
CHART 4.2
7270.6
80
70
60
50
40
30
20
NO OF RESPONDENT
EMPLOYEES
1514.7
1211.8
3 2.9
10
% OF RESPONDENT
EMPLOYEES
at
is
fe
d
D
is
s
H
ig
hl
y
sa
tis
fe
d
AITS, TIRUPATI
53
TABLE 4.3
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
15
14.7
Satisfied
51
50
Dissatisfied
16
15.7
Highly dissatisfied
20
19.6
Total
102
100%
CHART 4.3
60
51 50
50
40
30
20
2019.6
1615.7
1514.7
NO OF RESPONDENT
EMPLOYEES
% OF RESPONDENT
EMPLOYEES
10
at
is
fe
d
D
is
s
H
ig
hl
y
sa
tis
fe
d
Interpretation: In the above table 50% of the employees are satisfied first
aid services in the organization and 19.7% of the employees highly dissatisfied and
15.7% of the employees are dissatisfied and 14.7% of the employees are highly
dissatisfied.
54
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
07
6.8
Satisfied
33
32.4
Dissatisfied
42
41.2
Highly dissatisfied
20
19.6
Total
102
100%
CHART 4.4
41.2
32.4
42
19.6
% OF RESPONDENT
EMPLOYEES
20
NO OF RESPONDENT
EMPLOYEES
at
is
fe
d
33
D
is
s
H
ig
hl
y
sa
tis
fe
d
90
80
70
60
50
40
30
20
6.8
10 7
0
AITS, TIRUPATI
55
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
6.8
Satisfied
30
29.4
Dissatisfied
57
55.8
Highly dissatisfied
08
7.8
Total
102
100%
CHART 4.5
5755.8
60
50
40
3029.4
30
20
8 7.8
7 6.8
10
% OF RESPONDENT
EMPLOYEES
at
is
fe
d
di
ss
fe
d
H
ig
hl
y
D
is
sa
tis
H
ig
hl
y
Sa
tis
fe
d
0
sa
tis
fe
d
NO OF RESPONDENT
EMPLOYEES
6) Are you satisfied with the Rest room/shelter and lunch room facility to the
employees?
TABLE 4.6
S NO
AITS, TIRUPATI
RESPONSES
NO OF
RESPONDENT
56
% OF
RESPONDENT
EMPLOYEES
EMPLOYEES
Highly satisfied
5.8
Satisfied
54
52.9
Dissatisfied
34
33.3
Highly dissatisfied
08
7.8
Total
102
100%
8 7.8
NO OF RESPONDENT
EMPLOYEES
CHART 4.6
5452.9
60
50
3433.3
40
30
20
6 5.8
10
% OF RESPONDENT
EMPLOYEES
at
is
fe
d
H
ig
hl
y
di
ss
at
is
fe
d
Sa
tis
fe
d
D
is
s
H
ig
hl
y
sa
tis
fe
d
TABLE 4.7
AITS, TIRUPATI
57
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
Highly satisfied
10
9.8
Satisfied
66
64.7
Dissatisfied
19
18.3
Highly dissatisfied
07
6.8
Total
102
100%
CHART 4.7
6664.7
70
% OF
RESPONDENT
EMPLOYEES
60
50
40
30
20
NO OF RESPONDENT
EMPLOYEES
1918.3
109.8
7 6.8
10
% OF RESPONDENT
EMPLOYEES
fe
d
D
is
sa
tis
H
ig
hl
y
sa
tis
fe
d
S NO
AITS, TIRUPATI
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
58
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
6.9
Satisfied
69
67.6
Dissatisfied
18
17.1
Highly dissatisfied
08
7.8
Total
102
100%
CHART 4.8
6967.6
70
60
50
40
30
1817.1
20
8 7.8
7 6.9
10
at
is
fe
d
% OF RESPONDENT
EMPLOYEES
H
ig
hl
y
di
ss
at
is
fe
d
Sa
tis
fe
d
D
is
s
H
ig
hl
y
sa
tis
fe
d
NO OF RESPONDENT
EMPLOYEES
Interpretation: In the above table 67.6% of the employees are satisfied with
welfare officer support and 17.7% of the employees are dissatisfied and 7.8% of the
employees are highly dissatisfied and 6.9% of the employees are highly satisfied
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
Highly satisfied
17
AITS, TIRUPATI
59
% OF
RESPONDENT
EMPLOYEES
16.5
Satisfied
47
46.4
Dissatisfied
29
28.3
Highly dissatisfied
09
8.8
Total
102
100%
2928.3
1716.5
9 8.8
NO OF RESPONDENT
EMPLOYEES
H
ig
hl
y
di
ss
at
is
fe
d
at
is
fe
d
Sa
tis
fe
d
% OF RESPONDENT
EMPLOYEES
D
is
s
H
ig
hl
y
sa
tis
fe
d
50
45
40
35
30
25
20
15
10
5
0
CHART 4.9
4746.4
Interpretation: In the above table 46.4% of the employees are satisfied with
drinking water facilities and 28.3% of the employees are dissatisfied 16.5% of the
employees are highly satisfied and 8.8% of the employees are highly dissatisfied.
10) Are you satisfied with recreational facilities like games, cultural activities, library
etc..
Provided by the Company?
TABLE 4.10
S NO
AITS, TIRUPATI
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
60
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
10
9.8
Satisfied
77
75.5
Dissatisfied
11
10.8
Highly dissatisfied
04
3.9
Total
102
100%
CHART 4.10
7775.5
80
70
60
50
40
NO OF RESPONDENT
EMPLOYEES
30
20
10
1110.8
10 9.8
4 3.9
di
ss
at
is
fe
d
fe
d
H
ig
hl
y
Sa
tis
fe
d
D
is
sa
tis
H
ig
hl
y
sa
tis
fe
d
% OF RESPONDENT
EMPLOYEES
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
Highly satisfied
20
AITS, TIRUPATI
61
% OF
RESPONDENT
EMPLOYEES
19.6
Satisfied
37
36.3
Dissatisfied
24
23.5
Highly dissatisfied
21
20.6
Total
102
100%
CHART 4.11
3736.3
2423.5
2019.6
2120.6
NO OF RESPONDENT
EMPLOYEES
H
ig
hl
y
di
ss
at
is
fe
d
at
is
fe
d
Sa
tis
fe
d
% OF RESPONDENT
EMPLOYEES
D
is
s
H
ig
hl
y
sa
tis
fe
d
40
35
30
25
20
15
10
5
0
Interpretation: In the above table 36.3% of the employees are satisfied with
medical facilities in the organization and 23.3% of the employees are dissatisfied and
20.6% of the employees are highly dissatisfied and 19.6% of the employees are highly
dissatisfied
12) Are you satisfied with housing facilities provided are good?
TABLE 4.12
S NO
AITS, TIRUPATI
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
62
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
05
4.9
Satisfied
63
61.8
Dissatisfied
28
27.5
Highly dissatisfied
06
5.9
Total
102
100%
CHART 4.12
% OF RESPONDENT
EMPLOYEES
NO OF RESPONDENT
EMPLOYEES
at
is
fe
d
28
di
ss
fe
d
63
5.9
H
ig
hl
y
H
ig
hl
y
27.5
D
is
sa
tis
61.8
Sa
tis
fe
d
4.9
sa
tis
fe
d
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Interpretation: In the above table 61.8% of the employees are satisfied with
providing good housing facilities and 27.8% of the employees are dissatisfied and
5.9% the employees are highly dissatisfied and 4.9% of the employees are highly
satisfied.
13) How do you rate the Co-operate credit society of the Organization?
TABLE 4.13
AITS, TIRUPATI
63
S. NO.
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
05
4.9
Satisfied
63
61.8
Dissatisfied
28
27.5
Highly dissatisfied
06
5.9
Total
102
100%
CHART 4.13
140
61.8
120
100
80
63
60
27.5
40
5.9
6
H
ig
hl
y
di
ss
fe
d
D
is
sa
tis
H
ig
hl
y
NO OF RESPONDENT
EMPLOYEES
at
is
fe
d
4.9
5
sa
tis
fe
d
28
Sa
tis
fe
d
20
% OF RESPONDENT
EMPLOYEES
Interpretation: In the above table 61.8% of the employees are satisfied with
corporate credit society of the organization and 27.5% of the employees are
dissatisfied and 5.9% of the employees are highly dissatisfied and 4.9% of the
employees are highly satisfied
AITS, TIRUPATI
64
TABLE 4.14
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
20
19.6
Satisfied
49
48.03
Dissatisfied
28
27.5
Highly dissatisfied
05
4.9
Total
102
100%
CHART 4.14
2827.5
2019.6
5 4.9
NO OF RESPONDENT
EMPLOYEES
at
is
fe
d
H
ig
hl
y
di
ss
at
is
fe
d
Sa
tis
fe
d
% OF RESPONDENT
EMPLOYEES
D
is
s
H
ig
hl
y
sa
tis
fe
d
50
45
40
35
30
25
20
15
10
5
0
49
45.3
Interpretation: In the above table 45.3% of the employees are satisfied with
transport facilities provided by BHEL and 27.5% of the employees are dissatisfied
AITS, TIRUPATI
65
and 19.6% of the employees are highly satisfied and 4.9% of the employees are highly
dissatisfied
15) Are you satisfied with Retired Employee Contributory Health Scheme in BHEL?
TABLE 4.15
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
14
13.7
Satisfied
75
73.5
Dissatisfied
05
4.9
Highly dissatisfied
08
7.8
Total
102
100%
CHART 4.15
7573.5
80
70
60
50
40
30
20
10
1413.7
5 4.9
8 7.8
at
is
fe
d
% OF RESPONDENT
EMPLOYEES
H
ig
hl
y
di
ss
at
is
fe
d
Sa
tis
fe
d
D
is
s
H
ig
hl
y
sa
tis
fe
d
NO OF RESPONDENT
EMPLOYEES
Interpretation: In the above table 73.5% of the retired employees are satisfied
with health schemes of BHEL and 13.7% of the employees are highly satisfied and
AITS, TIRUPATI
66
7.8% of the employees are highly dissatisfied and 4.9% of the employees are
dissatisfied.
16) How do you feel with Staff benefit fund provided by BHEL?
TABLE 4.16
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
17
16.6
Satisfied
73
71.5
Dissatisfied
08
7.8
Highly dissatisfied
04
3.9
Total
102
100%
CHART4.16
7371.5
NO OF RESPONDENT
EMPLOYEES
8 7.8
di
ss
fe
d
at
is
fe
d
4 3.9
H
ig
hl
y
D
is
sa
tis
H
ig
hl
y
AITS, TIRUPATI
Sa
tis
fe
d
1714.1
sa
tis
fe
d
80
70
60
50
40
30
20
10
0
67
% OF RESPONDENT
EMPLOYEES
Interpretation: In the above table 71.5% of the employees are satisfied staff
benefit funds provided by BHEL and 14.1% the employees are highly satisfied and
7.8% of the employees are dissatisfied and only 3.9% of the employees are highly
dissatisfied.
17) Are you satisfied with the educational facilities provided by BHEL?
TABLE 4.17
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
% OF
RESPONDENT
EMPLOYEES
Highly satisfied
20
19.6
Satisfied
49
48
Dissatisfied
27
26.4
Highly dissatisfied
06
5.8
Total
102
100%
CHART 4.17
49 48
26.4
2019.6
AITS, TIRUPATI
6 5.8
NO OF RESPONDENT
EMPLOYEES
% OF RESPONDENT
EMPLOYEES
H
ig
hl
y
di
ss
at
is
fe
d
at
is
fe
d
Sa
tis
fe
d
D
is
s
H
ig
hl
y
sa
tis
fe
d
50
45
40
35
30
25
20
15
10
5
0
68
Interpretation: In the above table 48% of the employees are satisfied with
educational facilities providing by BHEL and 26.7% of the employees are dissatisfied
and 19.6% of the employees are highly satisfied and only 5.8% of the employees are
highly dissatisfied
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
Highly satisfied
18
17.6
Satisfied
71
69.6
Dissatisfied
10
9.8
Highly dissatisfied
03
2.9
Total
102
100%
% OF RESPONDENT
EMPLOYEES
CHART 4.18
160
69.6
140
120
100
80
71
60
17.6
40
18
20
9.8
10
2.9
3
NO OF RESPONDENT
EMPLOYEES
di
ss
at
is
fe
d
at
is
fe
d
H
ig
hl
y
D
is
s
Sa
tis
fe
d
sa
tis
fe
d
H
ig
hl
y
% OF RESPONDENT
EMPLOYEES
Interpretation: In the above table 69.7% of the employees are satisfied with
payment of bonus provided by BHEL and 17.6% of the employees are highly
AITS, TIRUPATI
69
dissatisfied and 9.8% of the employees are dissatisfied and 2.9% of the employees are
highly dissatisfied
19) Do you agree that the furniture used for seating are in good condition?
TABLE 4.20
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
Highly satisfied
21
20.5
Satisfied
40
39.2
Dissatisfied
32
31.3
Highly dissatisfied
09
8.8
Total
102
100%
CHART 4.20
AITS, TIRUPATI
70
% OF
RESPONDENT
EMPLOYEES
4039.2
40
35
30
25
20
15
10
5
0
3231.3
2120.5
9 8.8
NO OF RESPONDENT
EMPLOYEES
at
is
fe
d
di
ss
fe
d
H
ig
hl
y
D
is
sa
tis
Sa
tis
fe
d
H
ig
hl
y
sa
tis
fe
d
% OF RESPONDENT
EMPLOYEES
Interpretation: In the above table 39.5% of the employees are satisfied with
furniture used for seating and 31.3% of the employees are dissatisfied and 20.5% of
the employees are highly satisfied and 8.8% of the employees are highly dissatisfied
20) Do you have job satisfaction in BHEL?
TABLE 4.19
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
YES
91
89.2
NO
11
10.7
Total
102
100%
CHART 4.19
AITS, TIRUPATI
71
% OF
RESPONDENT
EMPLOYEES
91
89.2
NO
100
YES
YES
80
60
40
11
10.7
20
NO
0
NO OF RESPONDENT EMPLOYEES
21) Rate the overall satisfaction with employee welfare activities of the
Organization?
TABLE 4.21
S NO
RESPONSES
NO OF
RESPONDENT
EMPLOYEES
Highly satisfied
14
AITS, TIRUPATI
72
% OF
RESPONDENT
EMPLOYEES
13.7
Satisfied
79
77.4
Dissatisfied
5.8
Highly dissatisfied
03
2.9
Total
102
100%
CHART 4.21
7977.4
NO OF RESPONDENT
EMPLOYEES
% OF RESPONDENT
EMPLOYEES
di
ss
at
is
fe
d
3 2.9
H
ig
hl
y
at
is
fe
d
6 5.8
D
is
s
H
ig
hl
y
Sa
tis
fe
d
1413.7
sa
tis
fe
d
80
70
60
50
40
30
20
10
0
FINDINGS
The survey conducted shows that majority of employees are contended with
the measures that are implemented for securing and maintaining health and
safety of the employees in the company.
AITS, TIRUPATI
73
The employees surveyed were also satisfied with the provision of quality
protection equipments, drinking water, drying and washing facilities.
The survey finding exposed that more than 55.5% of employees surveyed
were dissatisfied with the canteen and canteen committee.
Some of the employees surveyed denied that the township facilities and the
quality of education are up to the expectations.
Most of the employees surveyed were fully satisfied with the welfare and
recreational facilities.
Most of the employees were fully satisfied with all the social security benefits
like group accident(GA), group personal accident(GPA), group savings linked
insurance scheme(GSLIS), employee deposit linked insurance (EDLI)
AITS, TIRUPATI
74
SUGGESTIONS
AITS, TIRUPATI
75
CONCLUSION
Industrial Relation is an art of living together for the purposes of production,
productive efficiency, human wellbeing and industrial progress. Generally, employee
welfare measures are recreational, medical, educational, housing, sanitation and so on.
Every organization provides the statutory welfare measures but some organization
provides some more welfare facilities to the employees so that they may retain the
employees which will strengthen the healthy industrial relations.
After analyzing the whole data it can be stated that the overall satisfaction
levels of employees about welfare measures in the organization cover under study is
satisfactory. However, a few are not satisfied with welfare measures provided by the
organization. Therefore it is suggested that the existing welfare measures may be
improved further. Such welfare measures enrich the employees standard of living
and their satisfaction levels.
Finally I would like to conclude that hoping BHEL to excel in the years to come
and to reach greater heights and to have an entrenched presence in the global market.
AITS, TIRUPATI
76
BIBLIOGRAPHY:
1. K. Aswathappa, Human Resource Management, McGraw-Hill companies,
5th edition.
2. C.R.Kothari, Research Methodology, New age international publishers, 2 nd
revised edition.
3. Dr.A.K.Gupta, Statistical Management Methods, Vikas publishers, 23rd
revised edition.
Website Referred:
WWW.bhe .com
WWW.google .com
WWW.Citehr.com
AITS, TIRUPATI
77
QUESTIONNAIRE
1) Are you satisfied with the washing facilities provided by the company?
a. Highly Satisfied
b. Satisfied
c. Dissatisfied.
d. Highly Dissatisfied
b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
c.Dissatisfied.
d. Highly Dissatisfied
c.Dissatisfied.
d. Highly Dissatisfied
Are you satisfied with the Rest room/shelter and lunch room facility to the
employees?
a. Highly Satisfied
b. Satisfied c. Dissatisfied
d. Highly Dissatisfied
d. Highly Dissatisfied
d. Highly Dissatisfied
d. Highly Dissatisfied
10) Are you satisfied with recreational facilities like games, cultural activities, library
etc. Provided by the Company?
a. Highly satisfied
b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
12) Are you satisfied with housing facilities provided are good?
a. Highly satisfied
b. Satisfied c. Dissatisfied.
d. Highly Dissatisfied
13) How do you rate the Co-operate credit society of the Organization?
a. Highly satisfied
b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
15) Are you satisfied with Retired Employee Contributory Health Scheme in BHEL?
a. Highly satisfied b. Satisfied
AITS, TIRUPATI
c.Dissatisfied.
78
d. Highly Dissatisfied
16) How do you feel with Staff benefit fund provided by BHEL?
a. Highly satisfied b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
17) Are you satisfied with the educational facilities provided by BHEL?
a. Highly satisfied b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
c.Dissatisfied.
d. Highly Dissatisfied
18) Do you agree that the furniture used for seating are in good condition?
a. Highly satisfied
b. Satisfied
c.Dissatisfied.
d. Highly Dissatisfied
b. No
21) Rate the overall satisfaction with employee welfare activities of the Organization?
a. Highly satisfied b. Satisfied
AITS, TIRUPATI
c .Dissatisfied.
79
d. Highly Dissatisfied