PROJECT REPORT

ON
THE WELFARE MEASURES PROVIDED TO THE WORKERS
IN “THE ROPAR DISTT. CO-OPERATIVE MILK PRODUCERS’
UNION LTD. MILK PLANT, S.A.S. NAGAR (MOHALI)”
PROJECT REPORT
Submitted in partial fulfillment of the requirement of the degree of

MASTERS OF BUSINESS ADMINISTRATION

IN THE

CHANDIGARH BUSINESS SCHOOL

Punjab Technical University

Session: 2016-2018

Under the supervision of: Submitted By:-

Miss. Sandeep Bedi STUDENT
Asst Professor Roll No:
Department of Management M.B.A (Year)
 ACKNOWLEDGEMENT

I Acknowledge with gratitude my thanks to managing director of the

Organization for granting me the permission for undergoing 6 weeks
training in his esteem organization named as THE ROPAR DISTT.
COOPERATIVE MILK PRODUCERS UNION LTD. MILK PLANT MOHALI.

I sincerely thanks to Mr. SUKDEV SINGH, deputy manager of the human

resource department of the organization for giving me valuable and
precious guidance in the field of human resource.

My special thanks to all the staff members of the verka milk plant for
their kind nature and cooperation.

I express my cordial thanks to Dr. RAJIV KHOSLA, H.O.D, of Business

department, Chandigarh group of college, Gharuan of allowing me to
complete my project.

STUDENT
 Declaration

I, STUDENT Roll No. 1105222, Student of M.B.A (Final Year) hereby

declare that the report titled ‘THE WELFARE MEASURES PROVIDED TO
THE WORKERS’ is submitted to Chandigarh University in partial
fulfillment of the requirement for the award of Bachelor Of Business
Administration under the guidance and supervision of SANDEEP BEDI

This is an original study done by me and no part is taken from any other
reports or material or otherwise submitted earlier to any college or
university.

STUDENT
 GUIDE CERTIFICATE

This is to certify that Mr. STUDENT has done the SUMMER

TRAINING PROJECT entitled ‘THE WELFARE MEASURES
PROVIDED TO THE WORKERS’’ under my supervision for the
fulfillment of the degree of MASTERS OF BUSINESS
ADMINISTRATION . The work done by him has not been submitted
elsewhere and is a part for fulfillment of M.B.A degree.

Miss SANDEEP BEDI

Asst. Professor

Department of management

CGC Gharuan (Mohali)

TABLE OF CONTENTS

 Title

 Acknowledgement

 Certificate

 Company Profile

 Introduction of the Project

 Objectives

 Research Methodology

 Analysis & Interpretation

 Findings

 Recommendations

 Limitations of the study

 Conclusion

 Annexure

 Bibliography
INTRODUCTION

TO

COMPANY

PROFILE
INTRODUCTION TO ORGANISATION
Verka is co-operative company and is former oriented autonomous or
organization based on co-operative pattern. It is the king of Punjab
region as far as milk procurement is concerned. Its daily milk
production is around 12.00 lakhs liters per day on an average and that
is why huge amount of milk production has become its core
competency. It produces many daily products.“MILKFED” is a group of
milk union established under operation flood program as the
implementing agency by the government of ropar and metropolis
Chandigarh. The ropar district co-operative milk produces union was
established in the year of 1980.

The main objectives for its establishment were:

1. To create an organized factor to develop and command a major

share of urban milk market of Chandigarh.

2. To provide year around remuneration price to the small rural milk

producers organized into co-operative.

3. To provide quality milk and milk products to the consumers.

4. The milk plant carries out activities conductive to the economic

development of commodities.

The milk plant has installed capacity of process 1, 00,000 liters of milk
per day and it is registered handling capacity of 2, 00,000 liters by the
year 2006-09. The milk plant is managed by qualified professionals in
the dairy field. The production facilities are backed up by quality
assurance, marketing training, financial management, data processing.

The milk plant is committed to supply quality and safe milk and milk
product to its esteem customers at the right time. The milk plant has
introduced ISO 9001:2000. Management system and Indian standard of
hazard analysis and critical points (HACCP)/IS: 15000-1998 to ensure
highest quality products with built in safety to consumers.

Recently, the verka milk plant mohali of milk fed Punjab have bagged
prestigious national productivity council award at national level
competition in the field of dairy processing industries conducted by
national productivity council if India, New Delhi.

MILK PLANT MOHALI

“The Roper distt. Co-op Producer union” it is one of the “MILKFED”
group located at S.A.S.Nagar, mohali (Punjab). It is registered on
5.07.1978 under Punjab co-operative societies act, 1961. It started its
activities on September 1980.
NETWORK
Verka is having an apex body at the state land known as “MILKFED”
Punjab, Chandigarh. To start with function in various fields of different
unions in different districts and to operate with dairying and dairy field
that is the operation flood with assistance of national dairy co-
operation (NDC) Delhi and later on is launched to operate flood second
who is affiliated to Punjab milk fed. It helps to its affiliated districts milk
co-operation in 11 districts. These districts union are:-

1. ROPAR
2. PATIALA
3. LUDHIANA
4. FARIDKOT
5. FEROZPUR
6. SANGRUR
7. BATHINDA
8. GURDASPUR
9. HOSHIARPUR

10. JALANDHAR

11. AMRITSAR

The unions in eleven districts of the state carry out smooth functioning
of marketing, procurement, cattle breeding program though district co-
operative unions.
PLANT AT A GLANCE

Establishment : The Ropar district co-operative milk producers

Union milk plant, mohali.

Brand Name : Verka

Installed capacity: 1, 00, 000 liters’ of milk per day

Production : 2, 00, 000 liters of milk per day

Status : Co-operative society

Head office : milk fed, Punjab, sector 34, Chandigarh

Plant : The ropar district co-operative milk

Producer’s union Ltd. milk plant,

S.A.S Nagar, Mohali

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Human Resource Management (HRM) is a relatively new approach to
managing people in any organisation. People are considered the key
resource in this approach. it is concerned with the people dimension in
management of an organisation. Since an organisation is a body of
people, their acquisition, development of skills, motivation for higher
levels of attainments, as well as ensuring maintenance of their level of
commitment are all significant activities. These activities fall in the
domain of HRM.

Human Resource Management is a process, which consists of four main

activities, namely, acquisition, development, motivation, as well as
maintenance of human resources.

Scott, Clothier and Spriegel have defined Human Resource

Management as that branch of management which is responsible on a
staff basis for concentrating on those aspects of operations which are
primarily concerned with the relationship of management to
employees and employees to employees and with the development of
the individual and the group.

Human Resource Management is responsible for maintaining good

human relations in the organisation. It is also concerned with
development of individuals and achieving integration of goals of the
organisation and those of the individuals.

Northcott considers human resource management as an extension of

general management, that of prompting and stimulating every
employee to make his fullest contribution to the purpose of a business.
Human resource management is not something that could be
separated from the basic managerial function. It is a major component
of the broader managerial function.

French Wendell defines ―Human resource management as the

recruitment, selection, development, utilization, compensation and
motivation of human resources by the organisation‖. According to
Edwin B. Flippo, ―Human resource management is the planning,
organising, directing and controlling of the procurement, development,
resources to the end that individual and societal objectives are
accomplished‖. This definition reveals that human resource (HR)
management is that aspect of management, which deals with the
planning, organising, directing and controlling the personnel functions
of the enterprise.
NATURE OF HUMAN RESOURCE MANAGEMENT
The nature of the human resource management has been highlighted
in its following features:

1. Inherent Part of Management: Human resource management is

inherent in the process of management. This function is performed
by all the managers throughout the organisation rather that by the
personnel department only. If a manager is to get the best of his
people, he must undertake the basic responsibility of selecting
people who will work under him.

2. Pervasive Function: Human Resource Management is a pervasive

function of management. It is performed by all managers at various
levels in the organisation. It is not a responsibility that amanager can
leave completely to someone else. However, he may secure advice and
help in managing people from experts who have special competence in
personnel management and industrial relations.

3. Basic to all Functional Areas : Human Resource Management

permeates all the functional area of management such as production
management, financial management, and marketing management.
That is every manager from top to bottom, working in any department
has to perform the personnel functions.

4. People Centered : Human Resource Management is people centered

and is relevant in all types of organisations. It is concerned with all
categories of personnel from top to the bottom of the organisation. The
broad classification of personnel in an industrial enterprise may be as
follows : (i) Blue-collar workers (i.e. those working on machines and
engaged in loading, unloading etc.) and white-collar workers (i.e.
clerical employees), (ii) Managerial and non-managerial personnel, (iii)
Professionals (such as Chartered Accountant, Company Secretary,
Lawyer, etc.) and non-professional personnel.

5. Personnel Activities or Functions: Human Resource Management

involves several functions concerned with the management of people
at work. It includes manpower planning, employment, placement,
training, appraisal and compensation of employees. For the
performance of these activities efficiently, a separate department
known as Personnel Department is created in most of the
organisations.

6. Continuous Process: Human Resource Management is not a ‗one

shot‘ function. It must be performed continuously if the organizational
objectives are to be achieved smoothly.

7. Based on Human Relations: Human Resource Management is

concerned with the motivation of human resources in the organisation.
The human beings can‘t be dealt with like physical factors of
production. Every person has different needs, perceptions and
expectations. The managers should give due attention to these factors.
They require human relations skills to deal with the people at work.
Human relations skills are also required in training performance
appraisal, transfer and promotion of subordinates.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
According to Scott, Clothier and Spriegal, ―The objectives of Human
Resource Management, in an organisation, is to obtain maximum
individual development, desirable working relationships between
employers and employees and employees and employees, and to affect
the moulding of human resources as contrasted with physical
resources‖. The basic objective of human resource management is to
contribute to the realisation of the organizational goals. However, the
specific objectives of human resource management are as follows :

(i) To ensure effective utilization of human resources, all other

organizational resources will be efficiently utilized by the
human resources.
(ii) To establish and maintain an adequate organizational
structure of relationship among all the members of an
organisation by dividing of organisation tasks into functions,
positions and jobs, and by defining clearly the responsibility,
accountability, authority for each job and its relation with
other jobs in the organisation.
(iii) To generate maximum development of human resources
within the organisation by offering opportunities for
advancement to employees through training and education.
(iv) To ensure respect for human beings by providing various
services and welfare facilities to the personnel.
(v) To ensure reconciliation of individual/group goals with
those of the organisation in such a manner that the
personnel feel a sense of commitment and loyalty towards
it.
(vi) To identify and satisfy the needs of individuals by offering
various monetary and non-monetary rewards. In order to
achieve the above objectives, human resource management
undertakes the following activities: (i) Human Resource
Planning, i.e., determining the number and kinds of
personnel required to fill various positions in the
organisation.
(vii) Recruitment, selection and placement of personnel, i.e.,
employment function. Training and development of
employees for their efficient performance and growth.
(viii) Appraisal of performance of employees and taking
corrective steps such as transfer from one job to another.
(ix) Motivation of workforce by providing financial incentives
and avenues of promotion.
(x) Remuneration of employees. The employees must be given
sufficient wages and fringe benefits to achieve higher
standard of living and to motivate them to show higher
productivity.
(xi) Social security and welfare of employees.
 FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
The main functions of human resource management are classified into
two categories: (a) Managerial Functions and (b) Operative Functions

(a) Managerial Functions following are the managerial functions of

Human Resources Management.

1. Planning.

2. Organisation

3.Directing

4. Controlling

(b) Operative Functions: The following are the Operative Functions of

Human Resource Management

1Procurement of Personnel

2. Development of Personnel

3. Compensation to Personnel

4. Maintaining Good Industrial

5. Record Keeping

6. Personnel Planning and Evaluation

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
Human Resource Management has a place of great importance.
According to Peter F. Drucker, ―The proper or improper use of the
different factors of production depend on the wishes of the human
resources. Hence, besides other resources human resources need more
development. Human resources can increase cooperation but it needs
proper and efficient management to guide it‖. Importance of personnel
management is in reality the importance of labour functions of
personnel department which are indispensable to the management
activity itself. Because of the following reasons human resource
management holds a place of importance.

1. It helps management in the preparation adoption and continuing

evolution of personnel programmes and policies.

2. It supplies skilled workers through scientific selection process.

3. It ensures maximum benefit out of the expenditure on training and

development and appreciates the human assets.

4. It prepares workers according to the changing needs of industry and

environment.

5. It motivates workers and upgrades them so as to enable them to

accomplish the organisation goals.

6. Through innovation and experimentation in the fields of personnel, it

helps in reducing casts and helps in increasing productivity.
7. It contributes a lot in restoring the industrial harmony and healthy
employer-employee relations.
8. It establishes mechanism for the administration of personnel services
that are delegated to the personnel department.

Thus, the role of human resource management is very important in an

organisation and it should not be undermined especially in large scale
enterprises. It is the key to the whole organisation and related to all
other activities of the management i.e., marketing, production, finance
etc. Human Resource Management is concerned with the managing
people as an organizational resources rather than as factors of
production. It involves a system to be followed in business firm to
recruit, select, hire, train and develop human assets. It is concerned
with the people dimension of an organization. The attainment of
organizational objectives depends, to a great extent, on the way in
which people are recruited, developed and utilized by the
management. Therefore, proper co-ordination of human efforts and
effective utilization of human and others material resources is
necessary.
Functions of a Human Resource Manager

A human resource manager, charged with fulfilling the objectives of an

organisation, should be a leader with high intellectual powers, a
visionary and a philosopher who provides the initiative to shape the
future in terms of leading the human beings in an organisation towards
more prosperous and progressive policies.

1. Human Resource Man as an Intellectual

2. Human Resource Man as an Educator

3. Human Resource Man as a Discriminator

4. Human Resource Man as an Executive

5. Human Resource Man as a Leader

6. Human Resource Man as a Humanist

7. Human Resource Man as a Visionary

INTRODUCTION

OF

THE

PROJECT
 INTRODUCTION OF THE PROJECT

This project has been undertaken by me to judge the working of the

Human Resource Department of Milk Plant, S.A.S. Nagar. I have been
assigned the project on various welfare measures provided to the
workers of Milk Plant (Mohali). Employee welfare is an important
facet of industrial relations, the extra dimension, giving satisfaction to
the worker in a way which evens a good wage cannot.

The International Labour Organisation defined labour welfare as “

such services, facilities and amenities as adequate canteens, rest and
recreation facilities, arrangement of travel to and from work, and for
the accommodation of workers employed at a distance from their
houses and such other services, amenities and facilities which
contribute to improve the conditions under which workers are
employed.”
 OBJECTIVES

The labour welfare work aims at providing such service facilities and
amenities as would enable the workers employed in
industries/factories to perform their work in healthy congenial
surroundings conductive to good health and high morale.

1. It is partly humanistic, for it enables the workers to enjoy a fuller

and richer life.

2. It is partly economic because it improves the efficiency of the

workers increases its availability where it is scarce and keeps
them contented. It, therefore, minimizes the inducement to
form or join unions and to resort to strike.

3. The aim is partly civic because it develops a sense of the

responsibilities and dignity among the workers and thus makes
them worthy citizens of the nation.
Labour welfare has two sides, negative and positive. On the one hand
it is associated with the counteracting of the harmful effects of large-
scale industrialization on the personal family and social life of the
worker, while on the other, the positive side; it deals with the
provision of opportunities for the worker and his family for a socially
and personally good life. In other words,” Labour welfare services
“counteract the handicaps to which the workers are exposed both in
their work life and folk-life and provide opportunities and facilities for
a harmonious development of all-round personalities.
 EMPLOYEE WELFARE MEASURES

Employee or labour welfare is a comprehensive term including various

services, benefits and facilities offered to employees by the employer.
Through such generous fringe benefits the employer makes life worth
living for employees. The welfare amenities are extended in addition
to normal wages and other economic 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 industrial efficiency of the workers beyond
the minimum standard laid 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 basic purpose of labour welfare is to enrich the life of employees
and keep them happy and contented. Welfare measures may be both
statutory and voluntary. Labour laws require the employer to extend
certain benefits to employees in addition to wages. Voluntary
benefits are the result of employer’s generosity, enlightenment and
philanthropic feelings.
SCOPE OF LABOUR WELFARE

THE LABOUR INVESTIGATION COMMITTEE

Anything done for intellectual, physical, moral and economic

betterment of the workers, whether by employers, by government or
by other agencies over and above what is laid down by law, what is
normally expected on the part of the contracted benefits for which
workers may have bargained.

THE COMMITTEE ON LABOUR WELFARE

Today, welfare is generally accepted by employers. The state steps in to

widen the area of applicability only. Welfare is being looked at as a
social right of workers. The committee described it as social security
measures that contribute to improve the conditions under which
workers are employed in India. Labour welfare includes both statutory
as well as non-statutory activities under taken by employers, trade
unions and both the central and state governments for the physical and
mental development of workers.
 BASIC CHARACTERISTICS OF LABOUR WELFARE WORK

These are the following-

(a) It is the work, which is usually undertaken within the premises or

in the vicinity of the undertaking for the benefit of the employees and
the members of their families.

(b) The work generally includes those items of welfare, which are over
and above what is provided by statutory provisions, or required by
the custom of the industry or what the employees expect as a result
of a contract of service from the employers.

(c) The purpose of providing welfare amenities is to bring about the

development of the whole personality of the worker- his social,
psychological, economic, moral, cultural and intellectual development
to make him a good worker, a good citizen and a good member of the
family.

These facilities may be provided voluntarily by progressive and

enlightened entrepreneurs at their own accord out of their realization
of social responsibility towards labour, or statutory provisions may
compel them to make these facilities available, or these may be
undertaken by the government or trade unions, if they have the
necessary funds for the purpose.

‘Labour welfare’ is a very broad term, covering social security and

such other activities as medical aid, crèches, canteens, recreation,
housing, adult education, arrangements for the transport of labour to
and from the work place.

It may be noted that not only intra-mural but also extra-mural,

statutory as well as non-statutory activities, undertaken by any of the
three agencies- the employers, trade unions or the government – for
the physical and mental development of a worker, both as a
compensation for wear and tear that he undergoes as a part of the
production process and also to enable him to sustain and improve
upon the basic capacity of contribution to the processes of
production,” which are all the species of the longer family
encompassed by the term ‘ labour welfare’.
IMPORTANCE OF EMPLOYEE WELFARE

The importance for the labour welfare arises from the very nature of
the industrial system which is characterized by two basic factors- the
conditions under which work is carried on are not congenial for health
and secondly when a labourer joins an industry, he has to work in an
entirely strange atmosphere which creates problems of adjustment.
These two factors are like ‘’the long arm of the job” and “the social
invasion of the factory”.

The working environment in a factory/mine adversely affects the

workers’ health because of the excessive heat or cold, noise, odour,
fumes, dust and lack of sanitation and pure air lead to occupational
hazards. These have, therefore, to be held in check by providing
ameliorative services, protective devices and compensatory
benefits following of accident or injury or disablement. This has
been referred to as “the long arm of the job which stretches out its
adverse effects on the workers long after his normal eight hour
work.” Hence the importance for provision of welfare services
within the premises of the factory, mine of plantation arise.

When a worker, who is infact a ruralite, comes to work in a factory,

has to work and live in unhealthy, congested factories and slum areas,
with no outdoor recreational facilities. To escape from the trying
conditions of his tedious and tiresome job, he absents himself,
becomes irregular and often indisciplined. Hence the need for
providing the welfare services arises. For whatever improvements in
the conditions of work and life of the employees, whatever leads to
increasing adaptation of the worker to his job, and whatever makes
him fully contented lessen his desire or need to leave the factory for a
time and lighten for him the burden of this social invasion of the
factory.

There is a social reason also as pointed out by the labour investigation

committee,” the provisions of canteens improves the physique,
entertainment reduce the incidence of vices, medical aid and
maternity and child welfare services improve the health of the
workers and bring down the rates of general, maternal and infantile
morality, and education facilities increase their mental efficiency and
economic productivity.
PROVISIONS UNDER THE FACTORIES ACT-

The need for labour welfare was strongly felt by the Royal Commission
on labour as far back as in 1931, primarily because of lack of
commitment to industrial work among factory workers and the harsh
treatment they received from their employers. This need was
emphasized, in free India, by the constitution which contains the
following articles in this regard:

“ARTICLE 41: The state shall, within the limit of its economic capacity
and development, make effective provisions for securing the right to
work to education, and to public assistance in cases of unemployment,
old-age, sickness, and disablement and in other cases of undeserved
want.”

“ARTICLE 42: The state shall make provision for securing the just and
humane conditions of work and for maternity relief.”

ARTICLE 43: The state shall endeavour to secure, by suitable legislation

or economic organization or in any other way, to all workers,
agricultural, industrial or otherwise, work, a wage, conditions of work
ensuring a decent standard of life and full enjoyment of leisure and
social and cultural opportunities, and in particular, the state shall
endeavour to promote cottage industries on an individual or co-
operative basis in rural areas.”
THE FACTORIES ACT:

The act was first conceived in 1881 when legislation was enacted to
protect children and to provide health and safety measures. Later,
hours of work were, sought to be regulated and were, therefore,
incorporated in the act in 1911. The act was amended and enlarged in
1934 following the recommendations of the Royal Commission of
labour. A more comprehensive legislation to regulate working
conditions replaced the act in 1948.

The welfare amenities provided under the factories act 1948 are given
below:

(a) Washing facilities (S.42)

(b) Facilities for storing and dry clothing (S.43)

(c) Sitting facilities for occasional rest for workers who are obliged to
work standing (S. 44)
(d) First-Aid boxes or cupboards – one for every 150 workers and
ambulance facilities, if there are more than 500 workers (S.45)

(e) Canteens if employing more than 250 workers (S. 46)

(f) Shelters, rest rooms and lunch rooms, if employing over 150
workers Welfare officer, (S.47)
(g) Creche, if employing more than 30 women (S. 48)

(h) Welfare officer, if employing 500 or more workers (S.49)

THE VARIOUS WELFARE MEASURES PROVIDED IN MILK

PLANT, MOHALI ARE:
These welfare measures are provided inside the work place:

1. Neighborhood safety and cleanliness, attention to approaches.

2. Housekeeping, up keeping of premises – compound wall, lawns,

gardens and so forth, egress and ingress, passages and doors,
whitewashing of walls and floor maintenance.

3. Workshop (room) sanitation and cleanliness, temperature and

humidity, ventilation, lighting, elimination of dust, smoke, fumes and
gases.

4. Control of effluents.

5. Convenience and comfort during work, that is, operatives’

posture, seating arrangements.
6. Distribution of work hours and provision of rest hours, meal times
and breaks.

7. Workers’ safety measures, that is, maintenance of machines and

tools, fencing of machines, providing guards, helmets, aprons, goggles
and first-aid equipment.

8. Safety of necessary beverages and pills and tablets, that is salt

tablets, milk and soda etc.

9. Notice boards, posters, pictures, slogans, information and

communication

10. Wash basins, bathrooms

11. Canteen services

12. Management of workers’ cloak rooms, rest rooms

13. Medical examination of workers

14. Economic services include bonus schemes, provident fund,

gratuity and pension, reward and incentives, workmen’s compensation
for injury, family assistance in times of need.
15. Labour Management Participation includes work’s committee,
safety committee, canteen committee, consultation in welfare
area, in production area, in the area of administration, and in the
area of public relations.

16. Washing facilities include adequate and suitable facilities

(separately and adequately screened for the use of male and female
workers) are provided to them.

17. There is a provision for keeping cloth of workers not worn during

the working hours and for the drying of wet clothing in respect of

any factory.

18. Suitable arrangements for sitting are to be provided and

maintained for all workers who are obliged to work in a standing
position.

19. Welfare officer handles the welfare department which involve

various welfare measures given to the workers so that they feel
satisfied.
VOLUNTARY WELFARE MEASURES:

There are certain employers especially in the organized sector of

industry, who have promised a wide variety of welfare amenities and
services to their employees. A brief account of such welfare measures is
given below:

EDUCATIONAL FACILITIES:

The pace of economic and social progress of a particular country largely

depends on the quality of its work force. Education plays a very
important part in motivating and enabling the working population for
changes necessary for accelerated progress and for their mental and
physical development. This has been recognized in our social and
economic planning and a suitable financial outlay on education has
been made in the different five- year plans. Improvement in the quality
of the industrial work force demands accelerated pace of economic
development for which education of workers, their families and their
children is very essential.
MEDICAL FACILITIES:

Employers, whether in public or private sectors have been providing

medical facilities for their workers and their families, even before the
introduction of E.S.I. Scheme. The workers in departmental
undertakings are more or less governed by the medical rules applicable
to government servants, or such other facilities, both indoor and
outdoor. The committee on labour welfare has recommended that in
the case of smaller units, medical facilities should be provided on joint
basis by a group of employers in scattered areas. The institutions like
industrial co-operatives, industrial estates can play an important role in
providing medical facilities to the workers by a joint drive.

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 rate of absenteeism. The practice followed with regard to transport
facilities varies from country to country. The legal imposition to provide
these facilities has been rare and limited to certain special
circumstances. In some of the developing countries there are statutory
measures requiring employees to provide transport facilities to their
employees. In certain developing countries transport facilities are also
provided through collective agreements.

RECREATIONAL FACILITIES:

Recreation is commonly taken to be the opposite of work. It has an

important bearing on the individual’s personality as well as his capacity
to contribute to social development. It affords the worker an
opportunity to develop his sense of physical and mental discipline.
Music, dance, drama, games and sports, paintings, carvings, are
different forms of recreation. The importance of recreation in creating
a healthy climate for industrial peace and progress has been
emphasized by several study teams. In India, a variety of recreational
facilities have been provided in more than one way, statutorily,
voluntarily and also by different welfare agencies, and to some extent
by trade unions as well. Broadly speaking, these can be divided into two
parts, namely,

(a) Recreational amenities provided by the industrial organizations

inside or near the work place, and

(b) Amenities provided on community basis

HOUSING FACILITIES:

Housing is the primary need of workers’ family in civilized life. Without

a roof to cover his head, the worker naturally feels frustrated about his
poor standard of living in big cities. Good houses mean possibility of
home life, happiness and health; bad houses spell squalour, drink,
diseases, immorality, crime etc. Overcrowding of people in dark
quarters in slum areas is mainly responsible for the outbreak of
tuberculosis. Recognising the need for housing accommodation, an
industrial housing scheme was introduced in 1952. Under this scheme,
the central government offers loans to industrial workers for
constructing houses at concessional rates.
OTHER FACILITIES:

These are basically intended to improve the comfort level of workers

while at work and include the following:

CANTEEN, RESTROOMS AND LUNCHROOM:

Canteens established inside factories generally offer food at subsidized

rates. In modern organizations, food courts offering a variety of
continental and inter continental cuisine have become quite popular in
recent times.

WASHING FACILITIES, MEDICAL AID, LEAVE TRAVEL CONCESSIONS:

Most factories have first-aid facilities to take care of minor injuries.

Reimbursement of medical expenses actually incurred is also
increasingly favoured nowadays.
CONSUMER COOPERATIVE STORES:

The Indian Labour Conference in 1963 recommended the setting up of

consumer cooperative stores in all industrial establishments including

plantations and mines employing 300 or more workers. The employer is

expected to extend help in the form of share capital, working capital,

loans at concessive rates etc.

AGENCIES FOR WELFARE WORK:

There are several agencies involved in labour welfare work. Besides

central and state governments, employers, unions and social
organizations work as agencies for extending welfare facilities to the
workers.
CENTRAL GOVERNMENT:

The central government tries to extend its helping hand through

various Acts covering the safety, health and welfare of workers. The
Factories Act, 1948, Mines Act, 1952, Shipping Act, 1948 etc; provide
for canteens, crèches, restrooms, washing facilities, etc. Labour welfare
officers oversee the welfare activities closely and ensure justice to
workers. Statutory welfare funds are created to provide housing,
educational, recreational and medical facilities to workers.

STATE GOVERNMENTS:

Governments in different states and union territories offer welfare

facilities to workers. In Assam, a statutory welfare fund is created for
offering medical, educational, recreational and other facilities to
plantation workers. In Gujarat, Maharashtra, Punjab, labour welfare
centres are administered by welfare boards. However, the number of
these welfare centers is not inadequate to serve the growing needs of
workers at various places. These centres do not have adequate funds
and dedicated staff to carry out welfare work.
EMPLOYERS:

Medical, educational, recreational facilities are also extended in paper,

sugar, steel cement, engineering industries also, by the employees and
employees’ associations. The management of TISCO runs a well
equipped hospital in Jamshedpur, supported by health centres and
dispensaries in different residential localities.Family planning clinics,
credit societies, gymnasiums, clubs, crèches, canteens, schools are also
set up by TISCO For the benefit of workers.

TRADE UNIONS:

The contribution of trade unions in India towards labour welfare

activities is not significant. Poor finances, multiple unionism, , multiple

unionism, often come in the way of undertaking labour welfare work

enthusiastically. Though we cannot expect much from the trade unions

in the field of welfare, they can at least identify the minimum facilities
needed by workers and bring the same to the notice of government

and the employers. They can act as a representative of the workers and

secure the implementation of statutory measures.

OTHER AGENCIES:

The overall picture regarding labour welfare work in India is somewhat

distressing. Welfare amenities have not been properly provided, except
in units managed by progressive employers or in modern units where
the latest technology demands maintenance of adequate standards.
The letter of the law has also not been strictly observed in most units,
owing to poor supervision.
 RESEARCH METHODOLOGY

Research Methodology refers to the logic behind the methods used in

context of our research study and explains why we are using
particular method or technique. Following are various parameters,
which had been employed to prepare this project report.

1. Research Design Statistical Design

2. Data Collection Primary as well as secondary

data

3. Sampling Method Probability Sampling

4. Nature Of Universe Studied Workers as well as HR

Department

5. Sampling Area Welfare Measures provided to

the workers

6. Sampling Unit Individual

7. Size Of Sample 50
 ANALYSIS AND INTERPRETATION

1.) WELFARE MEASURES IN THE ORGANISATION:-

OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 15 30%

0%

30%

YES

NO
70%

INTERPRETATION:

Almost 70% of the workers feel that they work in a comfortable

surrounding whereas some loopholes are there in sanitation
measures.
 2.) VENTILATION,HYGIENE AND SANITATION MEASURES:-

OPTIONS NO.OF RESPONDENTS %

SATISFIED 25 50%

PARTLY

SATISFIED 10 20%

DISSATISFIED 15 30%

0%

30%
SATISFIED
50% PARTLY
SATISFIED
0%
DISSATISFIED
20%
INTERPRETATION:

Almost 50% of employees are not satisfied with ventilation, hygiene

and sanitation measures which is a serious matter and the company
needs to do something about it.

3.) FLEXIBILITY OF WORKING HOURS:-

OPTIONS NO.OF RESPONDENTS %

YES 30 60%

NO 20 40%
 0%

40%
YES
60% NO

INTERPRETATION:

The concept of flexible working hours has not been implemented

uniformally in that 40% of employees are not satisfied, as there is no
change in their working hours.
4.) PROVISION OF SAFETY EQUIPMENT:-

OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 15 30%

0%

30%

YES

NO
70%

INTERPRETATION:

30% of employees have not been provided with the safety equipment.
This needs to be looked on priority.
5.) MEDICAL CHECK-UPS:-

OPTIONS NO.OF RESPONDENTS %

YES 40 80%

NO 10 20%

0%

20%

YES

NO

80%

INTERPRETATION:

1/5 of employees have not been subjected to the medical check up.
This may be owing to their absence from the company on the days of
medical checkup. The system needs to be streamlined to ensure 100%
medical checkups.
 6. ADEQUATE MEDICAL FACILITIES:-

OPTIONS NO. OF RESPONDENTS %

YES 40 80%

NO 10 20%

0%

20%

YES

NO

80%

INTERPRETATION:

80% employees stated in the affirmative because medical checkups

and medical camps are arranged from time to time whereas 20%
employees were dissatisfied.
7.) MEDICAL PROVISIONS FOR EMPLOYEES FAMILIES:-

OPTIONS NO. OF RESPONDENTS %

YES 40 80%

NO 10 20%

0%

20%

YES

NO

80%

INTERPRETATION:

80% employees were satisfied, whereas 20% demand more facilities

not only for their children but also for other dependents.
8.) CULTURAL AND RECREATIONAL FACILITIES:-

OPTIONS NO.OF RESPONDENTS %

USUALLY 25 50%

ANNUALLY 5 10%

SOMETIME 15 30%

NONE 5 10%

0%

10%

USUALLY
30% 50% ANNUALLY
SOMETIME
NONE
10%

INTERPRETATION:

There appears to be no regular schedule for holding of cultural events.

These need to be conducted in an organized manner.
 9.) HEALTHY WORKING CONDITIONS:-

OPTIONS NO.OF RESPONDENTS %

YES 25 50%

NO 25 50%

0%

50% 50% YES

NO

INTERPRETATION:

Almost 50% of employees are not happy with the working conditions
which are primarily due to unsatisfactory hygienic and maintenance
conditions.
 10.) SEPARATE WASHING FACILITIES FOR MEN AND WOMEN:-

OPTIONS NO. OF RESPONDENTS %

YES 25 50%

NO 25 50%

0%

50% 50% YE
S

INTERPRETATION:

Almost 50% of the employees are satisfied whereas remaining are

dissatisfied because washing facilities are not separately provided for
men and women which leads to the wastage of the time of the
employees.
11.) FACILITIES FOR SITTING AT THE PLACE OF WORK:-

OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 15 30%

0%

30%

YES

NO
70%

INTERPRETATION:

In the case of 30% of workers, this provision has not been made. This
facility should be provided in respect of all the workers.
12.) FACILITY PROVIDED FOR THE SUDDEN INJURY OR ACCIDENT:-

OPTIONS NO.OF RESPONDENTS %

FIRST-AID 10 20%

AMBULANCE 10 20%

BOTH 25 50%

NONE 5 10%

0%

10%
20%
FIRST-AID

AMBULANCE
20%
BOTH
50%
NONE

INTERPRETATION:Almost 50% of the workers are provided with both

the facilities whereas 10% were not at all aware about the sudden
medical help.
13.) FULFILLMENT OF PURPOSE OF CANTEEN:-

OPTIONS NO.OF RESPONDENTS %

YES 35 70%

NO 10 20%

CAN'T SAY 5 10%

0%

10%

20% YES

NO

CAN'T SAY
70%

INTERPRETATION:

1/5 of workers feel that canteen is not performing the purpose for
which it has been established.
14.) QUALITY OF CANTEEN PRODUCTS:-

OPTIONS NO.OF RESPONDENTS %

GOOD 25 50%

SATISFACTORY 13 25%

UNSATISFACTORY 12 25%

0%

24%

GOOD
50%
SATISFACTORY

UNSATISFACTORY
26%

INTERPRETATION: Almost 25% of the employees are not satisfied with

the quality of canteen products. The company should look into this
aspect.
15.) RATES CHARGED IN THE CANTEEN:-

OPTIONS NO.OF RESPONDENTS %

REASONABLE 25 50%

UNREASONABLE 15 30%

HIGHLY

UNREASONABLE 10 20%

0%

20%
0% REASONABLE
50% UNREASONABLE
HIGHLY
30%
UNREASONABLE

INTERPRETATION:

Half of the employees are not happy with the rates being charged
by the canteen. The company should look into this aspect so that
the employees are satisfied.
16.) SUGGESTION OR COMPLAINT BOX:-

OPTIONS NO.OF RESPONDENTS %

YES 25 50%

NO 25 50%

0%

50% 50% YES

NO

INTERPRETATION:

Almost half of the employees are not aware of the existence of

suggestion/ complaint box. The company should publicise the same
and encourage the employee to make use of this.
17.) INITIATION OF SUITABLE ACTION ON THE COMPLAINTS/
SUGGESTIONS:-

OPTIONS NO.OF RESPONDENTS %

YES 25 50%

NO 13 26%

SOMETIMES 12 24%

0%

24%

YES
50%
NO

SOMETIMES
26%

INTERPRETATION:
Almost 50% of the employees are not satisfied with the action taken
by the company on their complaints.
 FINDINGS

1.) Majority of the workers feel that they work in a comfortable

surroundings, whereas some loopholes are there in sanitation
measures.

2.) Half of the workers are not satisfied with ventilation and
hygiene measures.

3.) The concept of flexible working hours has not been

implemented uniformally.

4.) Some employees have not been provided with safety

equipment.

5.) A few of the employees have not been subjected to the medical
checkup, mostly owing to the absence, on the days of medical
checkup.

6.) Almost 1/5 of employees are not satisfied with the medical
facilities concerning their families.
7.) There appear to be no regular schedule for holding of cultural
events.

8.) Washing facilities have not been adequately provided separately

for men and women.

9.) In some cases, facility for sitting at the place of work has not
been provided to the employees.

10.) Both first aid and ambulance facility are not provided in all the
cases.

11.) A few of the workers feel that canteen is not performing the
purpose for which it has been established. Besides, almost ¼ of
employees are not satisfied with quality of products in the
canteen.

12.) Almost half of the employees are not satisfied with the canteen
rates which they find to be unreasonable/ highly unreasonable.

13.) Half of the employees are not aware of the existence of

suggestion / complaint box.
 RECOMMENDATIONS

1.) Some loopholes are there in hygiene and sanitation measures

which should be removed by taking required actions, by the
welfare department.

2.) The concept of flexible working hours should be implemented

uniformally.

3.) Required safety equipment should be provided to all the

employees.

4.) The system of medical check ups needs to be streamlined to

ensure 100% medical checkups.

5.) Company should make provisions for providing medical facilities

for the families, to the satisfaction of all the employees.

6.) Cultural and recreational facilities should be provided in an

organized manner.
7.) Separate washing facilities should be provided for men and
women.

8.) Sitting facility should be provided in respect of all the workers.

9.) First aid and ambulance facilities should be provided in all the
cases and all employees be made aware about the same.

10.) Proper quality of products should be provided in the canteen, to

the satisfaction of all the employees.

11.) Company should ensure that reasonable rates are charged in the
canteen.

12.) Company should publicise the existence of suggestion/

complaint box and encourage the employees to make use of the
same.

13.) Company should ensure that suitable actions are taken on the
complaints of the employees.
 LIMITATIONS OF THE STUDY

1.) TIME CONSTRAINTS:

The working of the plant is such that there is a little or no time for
providing information regarding the welfare department. This is
one of the major limitations as far as training is concern.

2.) UNNATURAL CIRCUMSTANCES:

Due to the lack of proper timings & busy schedule, its not possible
for the trainers to retrieve hundred percent information from the
department & officials. So there cannot be a congenial flow of
information between the trainers & officials.

3.) NON- PARTICIPATION OF RESPONDENTS:

Due to indifferent behaviour their role has shrunk to non-

participation by the employees. There is more stress on the
workings of the departments and less concern is shown for the
trainers
 CONCLUSION

In Milk Plant Mohali, welfare measures are provided to the workers in

an organized manner. On the basis of the analysis on the welfare

measures provided to the workers, some loopholes are there in various

kinds of amenities. Like hygiene and sanitation require major form of

improvement. Regarding the provision of safety equipment, it needs to

be looked as a priority. The system of medical checkups needs to be

streamlined. Cultural events needs to be conducted into an organized

manner. The quality of canteen products as well as rates charged on

them should be adequate. One of the major drawbacks is lack of

awareness about the suggestion/ complaint box among the employees

of Verka Milk Plant, Mohali.

ANNEXURE

Q1) Are you happy with the welfare measures in the organization?

A) Yes
B) No

Q2) Are you satisfied with ventilation, hygiene and sanitation

measures?

A) Satisfied
B) Dissatisfied
C) Partly Satisfied

Q3) Do you have flexible working hours?

A) Yes
B) No

Q4) Does the company provides required safety equipment for use in
plant and machinery?
A) Yes
B) No

Q5) Is regular medical checkup come out for the employees?

A) Yes
B) No

Q6) Are the medical facilities adequate?

A) Yes
B) No

Q7) Is there medical provision or regular medical checkup for

employees’ family?

A) Yes
B) No
Q8) Does your company hold cultural events or recreational
activities?

A) Usually
B) Annually
C) Sometimes
D) None

Q9) Does the company provide good or healthy working conditions?

A) Yes
B) No

Q10) Are the washing facilities available to you?

A) Yes
B) No

Q11) Have facilities for sitting been provided at your place of work?

A) Yes
B) No
Q12) what facility is given when a sudden injury or accident occurs?

A) First-Aid facility
B) Ambulance facility
C) Both
D) None

Q13) Is canteen fulfilling its purpose?

A) Yes
B) No
C) Can’t say

Q14) How is the quality of canteen products?

A) Good
B) Satisfactory
C) Unsatisfactory
Q15) what do you think of the rates charged in the canteen?

A) Reasonable
B) Unreasonable
C) Highly Unreasonable

Q16) Is there any suggestion/complaint box for getting employees’

suggestions and complaints?

A) Yes
B) No

Q17) does the company take suitable action on the complaints or

suggestions, given by the employees?

A) Yes
B) No
C) Sometimes
 BIBLIOGRAPHY

1. Human Resource Management, Excel Publishers

- V.S.P. Rao

2. Human Resource Management, Kataria Publishers

- A.P.VERMA

3. Elements of Mercantile Law, Sultan Chand Publishers

- N.D. Kapoor

4. Aspects of Labour Welfare and Social Security, Himalaya

Publishers
- A.M. Sarma