A PROJECT REPORT ON

EMPLOYEE WELFARE
IN Heritage Foods (India) Limited

Submitted to JNTU H in partial fulfillment of the requirement for the award of degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted By MD.ABID AHMED (H.T.No.09651E0001) Under the esteemed guidance of

Mrs P.SWAPNA M.B.A,M.Phil,(Ph.d), MISTE

HEAD OF THE DEPARTMENTDepartment of Master of Business Administration

ADAMS ENGINEERING COLLEGE

(Approved by AICTE, & affiliated to JNTUH University)

Palvancha, KHAMMAM-507115.

(2009-11)

DECLARATION
I hereby declare that the project report entitled EMPLOYEE WELFARE in

Heritage Foods (India) Limited,

HYDRABAD.

has been

undertaken and prepared by me in partial fulfillment of academic requirement for the MASTER OF BUSINESS ADMINISTRATION by JNT University.

This project is a result of my efforts and the matter in this report has not been submitted by any one, to date, for award MBA degree by JNTUH .

Place: Date:

MD.ABID AHMED

ACKNOWLEDGEMENT
The work of undertaking a project involves many helping hands. This study would not have been possible without their extreme co operation and encouragement of some esteemed personalities, without the help of whom a beginner like me could not have carried out this project successfully. This gives me a great gratification to extend my sincere gratitude to my project Internal Guide Mrs.P.SWAPNA Head of Master of Business Administration Department, for helping me in this project and providing useful feedback, suggestions and corrections and also for sparing her valuable time I owe my special thanks to Dr.N.NAGESWARA RAO,Principal, Adams Engineering College, Paloncha for his encouragement and good support, with great sense of pleasure and privilege, I express my thanks to the entire faculty of Department of Master of Business Administration, Adams Engineering College, who have encouraged me throughout the course of Masters degree. I am very much gratified to Mrs.P.SWAPNA Head of Master of Business Administration Department for her valuable suggestions encouragement and good support throughout this project work. I am very much gratified to STAFF Master of throughout this project work. I express my sincere thanks to HR Executive of Heritage Food India Limited Mr.SANTOSH.P for his valuble guidance and support. Business Administration Department for her valuable suggestions encouragement and good support

I am short of words to express my gratitude to my beloved parents for their kind wishes and gracious support, and not to mention, my friends for extending their help at every level or stage of the project work.

CONTENTS
CHAPTER NO . CHAPTER TITLE PAGE NO.

I.

INTRODUCTION

II. III.

REVIEW & LITERATURE COMPANY PROFILE

IV.

RESEARCH& METHODOLOGY
OBJECTIVE OF THE STUDY SAMPLING PLAN SAMPLE DESIGN METHODOLOGY OF THE

STUDY
SCOPE OF THE STUDY

 LIMITATION OF STUDY

V. VI.

DATA ANALYSIS & INTERPRETATION APPENDIX

BIBLIOGRAPHY QUESTIONNAIRE

CHAPTER-I

INTRODUCTION

INTRODUCTION OF EMPLOYEE WELFARE

Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. and nonwelfare schemes. The schemes are those schemes of social, economic and technological factors, is bringing about constant modifications in the internal and external business environment. The ultimate success of any organization depends on the ability of their employees to perform their present duties and to adapt to new situations successfully in view of this fast changing environment. Every organization has some characteristics and properties. At the same time, each organization has its unique set of characteristics and properties. This psychological structure of organization and their sub-units is usually referred as organizational culture. Organizational climate is a relatively enduring quality of internal environment that is experienced by the members, influences their behavior, and can be described in terms of values of a particular set of characteristics of the organization. An organization tends to attract people who are fit for its climate just like a good geographical climate attracts people and flora and fauna for inhabiting and making use of its climate. Culture is an environment of man made beliefs, customs, knowledge, and working methods and procedures. Change in cultures very slow, that provides safety and stability in society.

Any sudden or revolutionary change is resisted on the pretext of their culture. Culture affects behavior and behavior of a social group creates social environment or climate. How your employees feel about their jobs, their supervisors, their peers, top management, and many other factors affects their individual productivity, and collectively the ability of the organization to achieve its objectives. Organizations are successful because of the quality of work employees perform. When employees are cared for, and the right environment is created where there are no barriers to performance, their true value to the organization can be fully realized. Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry.

CONCEPT OF EMPLOYEE WELFARE

The term welfare suggests many ideas, meanings and connotations, such as the state of well-being, happiness, prosperity and the development of human resources. All these four elements together constitute the structure of welfare on which its totally is based. However, employee welfare has both positive and negative sides associated to it on positive side, it deals with the provision of opportunities which enable the worker and his family to lead a good life, socially and personally, as well as help him adjust to social transition in his work life, family life and social life. On the negative side, it functions in order to neutralize the baneful effects of large-scale industrialization and provides a counterbalance to the undesirable social consequences and employee problems which have evolved in the process of this transition. Employee welfare means the adoption of measure to promote the physical, social, psychological and general well-being of the working population. The concept of employee welfare, however is flexible, elastic and differs from time to time, region to region, industry and country to country, depending upon the value system, level of education, social customs, degree of industrialization and the general standard of the socio-

economic development of people. It is molded according to the age-group, sex, sociocultural background, marital status, economic status and educational level of the employees in various industries.

DEFINITION OF EMPLOYEE WELFARE

Efforts to make worth living for worker Services, facilities and amenities, which may be established in or in vicinity of, undertaking to enable persons employed therein to perform their work in healthy and congenial surroundings and to provide them with amenities conducive to good health and good morals. Anything done for the intellectual, physical, moral and economic betterment of the workers, whether by government and other agencies, over and above what is laid down by law.

OBJECTIVES OF EMPLOYEE WELFARE

Make it possible for employees to persuade workers to accept mechanization. Combat influence of outside agencies on their employees. Avoiding payment of tax on surplus and simultaneously building up better relations with employees. The motives that lie behind employee welfare schemes are therefore, often complex, for human nature varies from person to person.

PRINCIPLES OF EMPLOYEE WELFARE Principle of adequacy of wages

Employee welfare measures cannot be a substitute for wages. Workers have a right to adequate wages. But high wage rates alone cannot create a healthy atmosphere, nor bring about a sense of commitment on the part of workers. A combination of social welfare, emotional welfare and economic welfare together would achieve good results.

Principle of totality of welfare

The emphasis that the concept of employee welfare must spread throughout the hierarchy of an organization. Employee at all levels must accept this total concept of employee welfare because, without this acceptance, employee welfare programmers will never really get off the ground.

Principle of responsibility
This recognizes the fact that both employers and workers are responsible for employee welfare. Trade unions; too, are involved these programs in a healthy manner, for basically employee welfare belongs to the domain of trade union activity. Further, when responsibility is shared by different groups, employee welfare work becomes simpler and easier. Accordingly, various committees are elected or nominated and various powers and responsibilities in the welfare field are delegated to them. For instance, the safety committee and the sports committee-all work in their respective areas with specific purposes. They function over limited periods; and when they are dissolved, fresh committees are elected or nominated.

Principle of timeliness
The timeliness of any service helps in its success. To identify the employee 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 employee welfare programmers. Timely action in the proper direction is essential in any kind of social work.

Principle of self-help
Last but not the least in importance, is the fact employee welfare must aim at helping workers to help them in the long run. This helps them to become more responsible and more efficient.

NEED AND SCOPE OF EMPLOYEE WELFARE

Necessity of employee welfare in India The need for employee welfare was strongly felt by the committee of the royal commission on employee as far back as in 1931, primarily because of a lack of commitment to industrial work among factory workers and also the harsh treatment they received from employers. The state shall within the limits the limits of its economic capacity and development, make effective provision 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

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underserved want. The state shall make provision for securing just and humane conditions of work and for maternity relief. The state shall endeavor to secure, by suitable legation or economic organization or in any other way, to all workers, agricultural, industrial or otherwise, work, a living wage, conditions of work ensuring a decent standard of life and full enjoyment of leisure and social and cultural opportunities, and in particular, the state shall endeavor to promote cottage industries on an individual or cooperative basis in rural areas. These welfare services have become necessary to counteract the handicaps to which the workers are exposed, both in their work-life and folk-life, and to provide opportunities and facilities for a harmonious development of the workers personalities. Good educational and training facilities for workers are also very necessary in Indian industries because of the high rate of illiteracy and lack of proper educational background among them. These facilities would also help in decreasing the number of industrial accidents increasing the workers efficiency and their sense of commitment and planning child welfare facilities and maternity care assist workers in a variety of ways. In these and many other ways, employee welfare has an important, positive and dynamic part of play in the industrial economy, particularly in developing countries where, paradoxically, substandard socio-economic conditions.

SCOPE OF EMPLOYEE WELFARE IN INDIA

Employee welfare by its very nature, must necessarily be elastic; bearing a somewhat different interpretation in one country from another, according to the different social customs, the degree of industrialization and the educational development of the worker. The scope of employee welfare covered such services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from work, for the accommodation of workers employed at a distance from their homes, and such other services, amenities, and facilities, including social security measures, as contribute to improvement of the conditions under which workers are employed. It may include not only the minimum standard of hygiene and safety laid down

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in general employee legislation, but also such aspects of working life as social insurance schemes, measures for the protection of women and young workers, limitation of hours of work, paid vacations, etc. In other cases, the definition is much more limited, and welfare, in addition to general physical working conditions, is mainly concerned with the day-to-day problems of the workers and social relationships at the place of work. The scope of employee welfare, however, cannot be limited to facilities, within or near the undertaking. Nor can it be so comprehensive as embrace the whole range of social welfare or social services. It follows therefore, that all extra-mural and intra-mural welfare activities as and non- welfare measures undertaken by employers, the government, trade unions or voluntary organization fall with the scope of employee welfare. It brings under its purview welfare activities and amenities related to canteen, rest and recreation facilities medical assistance, better health, nutrition and sanitation, travel to and from work, education, housing, holiday facilities, and so on. It can also include social security measures which contribute to workers welfare such as industrial health insurance, provident fund, gratuity, maternity benefits, workmens compensation, pension, retirement benefits, etc. which are the species of the larger family encompassed by the term employee welfare.

Banking Regulation Act, 1949

As per Section 5(c) of Banking Regulation Act, 1949 a "Banking Company" means any company which transacts the business of banking in India. Explanation: Any company which is engaged in the manufacture of goods or carries on any trade and which accepts the deposits of money from public merely for the purpose of financing its business as such manufacturer or trader shall not be deemed to transact the business of banking within the meaning of this clause." As per Section 5(b) of Banking Regulation Act, 1949, banking means the accepting, for the purpose of lending or investment, of deposits of money from the public, repayable on demand or otherwise, and withdrawal by cheque, draft, order or otherwise. As per Section 5(d) of Banking Regulation Act, 1949, company means any company as defined in Section 3 of the Companies Act, 1956 and includes a foreign company within the meaning of Section 591 of that Act.

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As per section 51 of Banking Regulation Act, 1949, certain provisions of the Banking Regulation Act are also applicable to the State Bank of India, any corresponding new bank, a regional rural bank and any subsidiary bank. "Corresponding new bank" has been defined under clause of section 2 of the DICGC Act to mean a corresponding new bank constituted under the Banking Companies (Acquisition and Transfer of Undertakings) Acts of 1970 or 1980

EMPLOYEE WELFARE IN INDIA Before independence

The origin of welfare activity in India goes back to 1837 when, following the abolition of the slavery in 1833, the British colonies Started importing Indian employee. Employee welfare activity was largely control by legislation, the earliest Act being the apprentices Act of 1850. This Act was passed with the objective of helping poor and orphaned children to learn various trades by apprenticing then to craftsmen. The next Act was the fatal accidents Act of 1853, which aimed at providing compensation to the families of work man who last their lives or result o f any actionable wrong. Merchant shipping Act of 1859, which regulated the employment of seamen and provided for their health, accommodation, and protection. Many welfare amenities, describe in the Main Report of the Employee Investigation Committee of 1946, have become a part of the employees obligations.

Sanitary and Hygienic Facilities

The maintenance of a clean, sanitary and hygienic work environment is now accepted as an important basic welfare amenity. These include toilets, water for drinking and washing. These are all of the more necessary in India because of our hot and humid climate. As most of our workers generally hair from a rural background and have not had much education, they have to be education in the use and maintenance of hygienic facilities. The factories Act required that every factory must be kept clean and free from effluvia flowing from any drain or privy; that a sufficient supply of wholesome drinking water must be made available at suitable and convenient place in a clean and hygienic conditions; and

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the adequate, suitable, clean, conveniently accessible and separately screened washing facilities must be provided for male and female workers.

Rest Facilities
The amenity provides a prescribed number of seats on the shop floor and in rest rooms or shelters. This facility helps to reduced fatigue, as it enables a worker to sit down occasionally without any break in his work, and contributes to his comfort and efficiency. Rest rooms are provided so that workers may relax during their breaks for rest meal. They can also wait in comfort till the time they start work, particularly before or after late shifts. The factory Acts provides that, for purposes of rest, suitable sitting arrangements have to be maintained for all workers who are obliged to work standing. The same legislation has also made a provision of suitable shelters rest room and lunch room in a factory employing more than 150 workers. These places must be clean. We lighted and ventilated and provided with adequate furniture and drinking water, where necessary. In many undertaking in India, rest rooms are located adjacent to or near to workers canteen and pleasantly furnished with easy chairs and with arrangements for music or radio broadcastings

Feeding Facilities
Mass rooms are an elementary feeding facility were with a few chairs and tables and in some cases lockers, workers can sit and eat in comfort the food they have brought from home. An industrial canteen is a structure at the place of work n which wholesome food and drinks are provided to the workers at subsidized rates. A mobile van called the mobile canteen, from which food and drinks are served to workers near the work location, is sometimes provided. This offers facilities to workers for light refreshment like tea and snacks.

Medical Facilities
In 1931 the Royal commission on employee and the Employee investigation Committee in 1946 underline the necessity of providing basic health and welfare amenities. The

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importance of industrial health service is greater in India them elsewhere because of the adverse of effect of unhealthy work environment in many factories, because of the incidence of topical disease, of long hours of work. Low wages causing malnutrition and stamina, of illnesses due to ignorance and poverty and also because of the urban conditions of life which for not agree with workers who have migrated from their villages. These services include health and medical facilities inside and outside the place of work. Intramural health amenities cover first-aid, ambulance rooms, industrial hygiene, occupational health, and emergency medical care in case of accidents of sudden illness inside factory premises. The factories Act made the maintenance of first-kits and ambulance rooms mandatory for all factories employing 500 or more workers. The setting up of ayurvedic, siddha inane and homeopathic dispensaries has also been recommended by the Malavia Committee in the interest of small-scale factory.

Family Planning
Increasing population has increased the strength employee force and created a number of economic problems, including the problem of unemployment and industrial unrest. The following incentives for family planning programmers are offered to industrial workers: (i) (ii) Free or subsidized supplies of contraceptives and counseling Services; Payment of compensation, paid leave, incentives and grant of other facilities to the working class for undergoing sterilization operations. Family welfare planning centers are attached to factory hospitals, and offer board-based family planning programmers which includes such measures as antennal and postnatal care, pediatric care, birth control, spacing of births, infertility, education in family life, advice on nutrition, etc.

Creech

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This is a welfare facility which is provided for women workers. A Creech is defined as a place where basis of working months are taken care of while the mothers at work. The provision of a Creech was first made in the factory Act of 1934, and the need for it was emphasized in the 1948 Act, which states that a Creech must be maintained in all factories with more than 30 women workers; that it should be adequately lighted and ventilated room in a clean and sanitary condition; that children below 6 years of age shell be under the charge of women trained in the care of children infants.

Housing
Housing is the one subject which is of paramount importance; but, paradoxically, very little has been achieved in regard to industrial housing. Many housing acts have bean passed for the benefit of industrial workers. Some of these are; the Mumbai housing board act of 1948; Hyderabad employee act of 1952; the Mysore housing board act of 1957; The UP industrial housing act of 1955; and the Punjab industrial housing act of 1056.

Transport Facilities
Transport facilities to and from the place of work are given to workers as one of the desirable welfare amenities. This facility is gaining popularity because of growing urbanization, location of the industries, transport loads and traffic congestion generally, transport is the responsibility of the transport corporations, local bodies, sate governments are the railways e.g.: the suburban railway in metropolitan and big industrial citys. The transport facilities provide by an industry for its won workers is supplementary to the public transport facilities.

Recreation and Cultural Facilities

Recreation is a leisure time activity which is a healthy diversion and a spare-time occupation. It refreshes an individual mentally, lessens the monotony and drudgery of his every-day work, and develops his personality on a wholesome basis. The recreational facilities which have been provided for industrial employee are given statutorily are

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voluntarily by employers, trade unions, are social welfare agencies; inside are near the place of work y an industrial unit; or they are offered on a community basis.

Educational Facilities
It is a paradoxical that, in a country like India where the rate of illiteracy is very high employers , with the exception of a few large under taking , have not taken any initiative are made any attempt to improve the educational standard of there workers. Education would improve the quality of the employee force, for it would provide opportunities for a proper training for the acquisition of skills and techniques which are essential for workers in an industry, and which wick enable them to adjust their own organization, and to enable them to acquire broader values of life personally, industrially and socially. The need and importance of such educational in India have been accepted and emphasized by various commissions and committees, such as the Indian Industrial Commission of 1918 , the Royal Commission of employee of 1946, the national commission on employee of 1966, the malaviya committee on employee welfare of 1969, and many others. This is, no doubt, the primary responsibility of the state. State governments have, by and large, made provisions for adult education, workers training and educational facilities for their children. The educational standard of workers has been improved by the central workers education programmed has been established with particular emphasis on trade union methods and philosophy. This was available as a country wide scheme in the second five-year plan. Most of the public sector undertakings run primary and sometimes even higher secondary schools for the children of their workers. The employee welfare funds help provides suitable educational facilities for the workers and their families. Boarding house and multi-purpose educational centers have also have also been established with welfare funds.

Co Operatives and savings facilities

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The importance of fair price shops and supply schemes cannot be over emphasized. Though these supply schemes and shops can be operated by the employer himself, it is the cooperative method which has by various committees and conventions. The co-operative play a very important role in family welfare has been widely accepted. The importance of this facility was highlighted by the national Co-operative Development and the Warehousing Board Committee of 1961; by the Indian employee Conference at its 20th Session in 1962. A scheme A cooperative scheme was recommended by the employee conference, 1962. Provision of rent-free accommodation or accommodation on nominal rent, and free supply of furniture and electricity where included that employers should assist in the establishment in the, organization and running of this co-operative stores.

Personal counseling
By means of the service, workers are able to receive and council and sum of the personal and sometimes also on personal problems, inside and outside their place of work. Many a time, a trained social worker is appointed foe this purpose in the large industrial undertakings.

MEDICAL FACILITIES
Five hospitals and two regional hospitals under the Mica Mines Welfare Fund and four central hospitals under the iron ore, manganese ore and chrome ore Mines Employee Welfare Fund have been establisher so far. Under dispensaries, 28 Mica Mines workers, 22 for iron ore/ manganese ore/Chrome ore mine workers,35 for limestone and dolomite Mine workers and 154 for other workers have been established also three maternity and child welfare centers, 9 multipurpose institutes for mica mine workers, six public health centers and a few maternity-cum-child welfare centers have also been established. Four Static-cummob ail dispensary were sanctioned in 1984. Under housing, there are four schemes under which are assisted to build there own houses. Under education, scholarships, mid-day meals, stationary and transportation are made available. Boarding homes/hostels have been set up by the Fund. Under recreation, multipurpose institutes, mobile cinema units, welfare

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projectors, excursions, and religious tours, have been organized and popularized for water supply schemes under the respective employee welfare funds. The government had originally planed to contribute its share for only four years with a view to ensuring that the fund was self supporting. In practice, however, it has been paying its contribution every year under certain conditions. It would be obvious from these facts that central Government has; i. ii. iii. Enacted legislation for workers welfare so as to facilities the maintenance of a minimum standard of welfare facilities at their place of work; Set up a special machinery and arranged for comprehensive welfare amenities; and Directly contributed to welfare facilities and organized programs on its dwelling are concentrated. In these ways, the government has ensured that it is not only larger and more enterprising undertaking that the worker should enjoy the benefit of employee welfare schemes, but also in smaller units. own initiative with a view to benefiting workers and their families in areas where there

AGENCIES FOR EMPLOYEE WELFARE Many agencies have interests measures in the interests of employee. Employee has been enacted by central and state governments which have laid down the minimum standards of employment and working conditions.

Welfare Work by Central Government

For a long time, the central government did nothing more in the field of employee welfare than to hold employee Conference which submitted their recommendations. To a certain event the government enforced the basic requirements of employee welfare measure. For

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these welfare measure, it provide Rs..74 cores in the first five years plan provided Rs.29.00 crore for employee welfare and for training programs for craftsman; by only Rs.55.8 crore were actually spent.

Welfare Work by State Government

At present, more State government and union Territories have employee welfare centers, which take care of educational, recreational and cultural needs of industrial employees. The number of these centers is gradually increasing and their activities are expanding though they vary forms state to state. The Mumbai employees Welfare fund Act was passed in 1953. This Act is applicable to factories covered by the Factories Act (1953), to motor services, and other establishments, such as societies and charitable trusts and other trusts employing at least 50 employers. The Gujarat Employee Welfare fund Act, the Punjab Employee Welfare fund Act. 1965, and various Act enacted by other states have made similar provisions for the welfare of the employees in those states.

Welfare Work by Employers

As already mentioned before, the government has taken upon itself the major burden of administering employee welfare, mainly because of its own employee legislation and welfare centers. The employee welfare movement, however, has been pioneered by several employers however partly motivated by philanthropy and partly by a desire for greater efficiency and sometimes, even by a desire to attract employee and keep it committed to them.

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As for back as the beginning of the 20th century, a few employers took the initiative in welfare measures for the betterment of their workers. In 1915, the calico mills in Ahmedabad Started medical services for their workers by appointing a doctor and a nurse. A year later, they Started a maternity home for their confinement. Calico mills even opened a crche for the benefit of the children of their own employees. In 1917, at Ahmedabad, a package of employee welfare activities was put together and made available by a mill owners family. These programs included workers education, sanitation and medical relief, thrift and savings, and abstinence from drinking. In 1918, in Bombay, the Tatas started a medical unit in one of their mills, which has no become the industrial health department. In 1920, in Delhi, Lala Sir Ram of Delhi cloth mills Started housing for workers and a few other welfare activities. In the early twenties, a school was started in Delhi by Birla Mills. In these years, other employers, such as the British India corporation in Kanpur, the empress Mills in Nagpur, the Binny Mills in madras and Tata steel (TISCO) in Jamshedpur, initiated employee welfare programs which have been referred to even in the report of the royal commission on employee in India in 1931.Among the employers federations, the jute mills associated is perhaps the only employers organization which, on behalf of its constituent units, provides welfare amenities for their workers. It runs welfare centers which provide such recreational and cultural facilities as sports, indoor and outdoor games, and physical culture classes, reading rooms, musical classes, radio sets, dramatic societies, zenana clubs and sewing classes for women. It has Started primary and secondary schools and organized regular holiday camps for the educational development of its workers children. A modern and well-equipped hospital has also been built by the association, which has been handed over to the government of Bengal to be run as a non-tubercular chest hospital. However, while employers of larger and progressive undertakings have provided welfare amenities for their workers, the employers of smaller and medium-sized undertakings have normally been able to offer only the barest minimum of welfare requirements and nothing more. In many big enterprises, workers canteens, medical care, housing and recreational and cultural activities have developed quite well. Some of these have been described in detail in the report of the malaviya committee, 1969.

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Welfare Work by Workers Organization

Though workers welfare should be responsibility of the workers organizations unfortunately only at a few places do we find any extensive interest on the part of trade unions in organizing welfare? The participation of the workers in the safety committees, house-keeping committees, is very unsatisfactory. This lack of participation is attributed to the workers illiteracy, traditional behavior patterns, lack of proper leadership on the part of welfare personnel and lack of encouragement from the management. Trade unions in India are preoccupied with inter-union rivalries, industrial disputes, political rivalries and leadership problems. The main handicap, however, which has prevented the trade unions from taking interest in employee welfare, has been lack of funds. Among the trade unions which undertake welfare programmers for their workers, special mention may be made of the Ahmedabed Textile employee association, the mill Mazdoor union at indoor and the Mazdoor sabha of Kanpur.

Employee Welfare Work by Municipalities

Provision for the welfare of their workers has been made by a few municipalities. Through a special welfare department, the Bombay municipal corporation runs 15 welfare centers, mostly located in the chawls of mill workers, which assist in the formation of co-operative societies and estate. Provide educational facilities, a nursery school, indoor and outdoor games, film shows, and has organized maternity facilities. All municipalities and corporation give provident fund benefits. Many have provision for retirement gratuities as well.

Employee Welfare Work by Social Service Agencies

Interest has been shown in employee welfare work by several social service agencies. Examples of this are the Bombay social service league, Started by the servants of India society, and similar leagues in madras and Bengal, the seva sada society.

SOCIAL SECURITY MEASURES

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Social security is defined as the security that society furnishes, through appropriate organization, against certain risks to which its members are exposed. These contingencies include employment injury, sickness, invalidism or disablement, industrial disease, maternity, old age, burial, widowhood, orphan hood and unemployment. Social security is also broadly defined as the endeavor of the community, as a whole, to render help to the utmost extent possible to any individual during periods of physical distress inevitable in illness or injury and during economic distress consequent on reduction or loss of earnings due to illness, disablement, maternity, unemployment, old age or death of working member.

Social insurance
Social insurance is described as the giving, in return for contribution, benefits up to subsistence level, as of right and without a means test, so that an individual may build freely upon it. Thus Social insurance implies that it is compulsory and that men stand together with their fellows. The features of social insurance are: it is financed entirely by or mainly from the common monetary contributions of workers, employers

Social Assistance
Social assistance is provided as a supplement to social insurance for those need persons who cannot get social insurance payments, and is offered after a means test. Social assistance programmers cover such programmers as unemployment assistance, old-age assistance, public assistance and national assistance. Social security is a combination of social assistance and social insurance.

Public service
Public service programs constitute the third main type of social security. They are financed directly by the government from its general revenues in the form of cash payments or services to every members of the community falling within a defined category. This service providing medical care for every person in the country, old-age pension, pension for invalidism, survivors pension to every widow or orphan, and a family allowance to every family having a given number of children.

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ILO AND SOCIAL SECURITY

The international employee organization was founded in 1919 for the primary purpose of promoting social justice and improving the living and working conditions of workers throughout the world. The 1952 ILO convention on social security (Minimum standard divided social security into nine components: (i) Medical care: This should cover pregnancy, confinement and its Consequences and any disease which may lead to a morbid condition. The need for pre-natal care, in addition to hospitalization, was emphasized, a morbid care, provision of essential pharmaceuticals and hospitalization. (ii) Sickness benefit: this should cover incapacity to work following morbid condition resulting in a loss of earnings. This calls for Periodical payments based on the convention specification. (iii) Unemployment benefit: This should cover the loss of earning during a workers unemployment period when he is capable and available for work but remains unemployed because of lack of Suitable employment. This benefit may be limited to 13 weeks. (iv) Old age Benefit: This benefit provides for the payment the Quantum depending upon an individuals working capacity during the period before retirement. (v) Employment Injury Benefit: This should cover the following Contingencies resulting from accident or disease during Employment: (a) Morbid condition; (b) Inability to work following a morbid condition, leading to Suspension of earnings; (c) Total or partial loss of earning capacity which may become Permanent; and (d) Death of the breadwinner in the family, as a result of which the Family is deprived of financial support. Medical care and periodical payment corresponding to an individuals need should be available. (vi) Family Benefit: This should cover responsibility for the Maintenance of children during the entire period of a contingency. Periodical payment, provision of food, housing, clothing, holidays or domestic help in respect of children should be provided to a needy family.

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(vii) Maternity Benefit: This benefit should cover pregnancy, Confinement and their consequences resulting in the suspension of Earnings. Provision should be for medical care, including pre-natal Confinement, post-natal care and hospitalization if necessary. Periodical payment limited to 12 weeks should be made during the period of suspension of earnings. (viii) Invalidism Benefit: This benefit, in the form of periodical payments should cover the needs of workers who suffer from any disability arising out of sickness or accident and who are unable to engage in any gainful activity. This benefit should continue till invalidism changes into old age, when old age benefits would become payable. (ix) Survivors Benefit: This should cover periodical payments to a Family following the death of its breadwinner and should continue during the entire period of contingency.

Indian Social Security System

In India, in the past, social security in crude from of social protection was made available to the needy and the unfortunate under the unfortunate under the joint family and the caste system. The following legislative measures have been adopted by the government of India to promote social security schemes for industrial workers. 1. Workmens Compensation Act, 1923: The Workmen Compensation Act was passed in March 1923, and was put into Effect on 1st July 1924. All workers, earning less than Rupees 3,000 per month and employed in power-run factories employing 20 or more persons are covered by the schemes.

Employees Provident Fund Act 1952

The Act applies to all factories, mines other than cola mines and commercial establishments employing more than 20 workers. All workers earning not exceeding Rs. 3,500 are covered under this Act. All accumulations of the provident fund are invested in central and state government securities and other government approved securities. Interest on these securities accrues to the workers account.

Industrial Dispute Act 1947

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The industrial dispute Act, 1947, is the only Act which provides for workers unemployment due to layoff. This relief is given by way of compensation to the affected workers at certain specified rates.

Employers Family Pension Scheme 1971

Family pension means a regular monthly amount payable to a person belonging to the family of a member of the pension fund scheme in the event of his death during the period of reckonable service.

Employers Views on Welfare

The lassies faire system prevailed until the state intervened, after which legislation on certain employee welfare measures were enforced. We cannot infer a universal pattern of attitudes of employers and trace their changing pattern. Initially, most employers were generally not enthusiastic about welfare activities because they did not want to accept any financial burden involved in these activities. More than fifty years, ago, the Rege committees main report (1946) stated that the employers were most indifferent to and non committal about, welfare work. The national commission on employee (1966) reported that the employers generally looked upon welfare work as fruitless and barren, though some of them of them had done pioneering work. The views of the central workers organizations on expanding adult education programmers in industries are contrary to those of the employers. Some believe that welfare is something which is personal to workers, and therefore the state should not have anything to do with it. The workers should be allowed to bargain collectively with the employers for such facilities as they need.

WELFARE ACTIVITIES
Employee Welfare Activities are broadly classified into two categories Voluntary Non voluntary as per the factories Act 1948, there should be certain requirements in factory.

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Working conditions: the working conditions provided at work place are as per the act. Sufficient Ventilation is provided which is very important to work. Seating arrangement is made for each and every employee in order to work comfortably is also made. Drinking Water Facilities: Wholesome drinking water in the form of cool thunders is arranged at various places which are accessible by every employee. Canteen: Canteen facilities are available inside the work premises for the employees at the projects/stations so as to provide tea, lunch & snacks etc at no profit no loss basis. It is maintained by Indian coffee house in a contract basis. The food provided is based on subsidy. 50% of which company bears and the rest 50% the employee bears. Safety and First Aid: preventive measures are taken at Hazardous areas in order to safeguard employees and also the new comers. A primary Health care center with and Ambulance is present in the plant in order to attend any emergency situations. Voluntary: There are many voluntary bodies and voluntary functions. About the scheme: A separate account would be maintained with LIC for each member, where the 2% of the employees annual basic salary contributed by the employer would accumulate till the vesting of pension.

that are compulsory to provide by an organization as compliance to the laws governing employee health and safety.

The fast changing world of today, with its rapidly transforming kaleidoscope

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

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1 Drinking Water: At all the working places safe hygienic drinking water should be 1 provided. 1 Facilities for sitting: In every organization, especially factories, suitable seating 1 arrangements are to be provided. 1 First aid appliances: First aid appliances are to be provided and should be readily 1 assessable so that in case of any minor accident initial medication can be provided to the needed employee. 1 Latrines and Urinals: A sufficient number of latrines and urinals are to be provided 1 in the office and factory premises and are also to be maintained in a neat and clean condition. 1 Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to 1 provide hygienic and nutritious food to t 1 Lighting: Proper and sufficient lights are to be provided for employees so that they 1 can work safely during the night shifts. 1 Washing places: Adequate washing places such as bathrooms, wash basins with tap 1 and tap on the stand pipe are provided in the port area in the vicinity of the work places. 1 Changing rooms: Adequate changing rooms are to be provided for workers to 1 change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings. 1 Rest rooms: Adequate numbers of restrooms are provided to the workers with 1 provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

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1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up 2. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs 3. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters. 4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. 5. Maternity & Adoption Leave Employees can avail mater nity or adoption leaves. Paternity leave policies have also been introduced by various companies. 6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. 7. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

Employee welfare defines as efforts to make life worth living for workmen. 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. To give expression to philanthropic and paternalistic feelings.

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To win over employees loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable labor force, to reduce labor turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment more effective (because these benefits add to job appeal).

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CHAPTER-II REVIEW LITERATURE

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DEFINITION OF EMPLOYEE WELFARE

Efforts to make worth living for worker Services, facilities and amenities, which may be established in or in vicinity of, undertaking to enable persons employed therein to perform their work in healthy and congenial surroundings and to provide them with amenities conducive to good health and good morals. Anything done for the intellectual, physical, moral and economic betterment of the workers, whether by government and other agencies, over and above what is laid down by law.

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CHAPTER-III COMPANY PROFILE

Heritage at a Glance:
The Heritage Group, founded in 1992 by Sri Nara Chandra Babu Naidu, is one of the fastest growing Private Sector Enterprises in India, with three-business divisions viz., Dairy, Retail and Agri under its flagship Company Heritage Foods (India) Limited (HFIL), one infrastructure subsidiary - Heritage Infra Developers Limited and other associate Companies viz., Heritage Fin lease Limited, Heritage International Limited and

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Heritage Agro Marine Private Limited. The annual turnover of Heritage Foods crossed Rs.796crores in 2007-08 and is aiming for Rs.900crores during 2008-09 and Rs.1550 corers during 2009-10. Rs. 9033.106398 Million ( year ending Mar 2010)

Presently Heritages milk products have market presence in Andhra Pradesh, Karnataka, Kerala, Tamil Nadu and Maharastra and its retail stores across Bangalore, Chennai and Hyderabad. Integrated agri operations are in Chittoor and Medak Districts and these are backbone to retail operations. In the year 1994, HFIL went to Public Issue to raise resources, which was oversubscribed 54 times and its shares are listed under B1 Category on BSE (Stock Code: 519552) and NSE (Stock Code: HERITGFOOD)

Forward looking statements:

We have grown, and intended to grow, focusing on harnessing our willingness to experiment and innovate our ability to transform our drive towards excellence in quality, our people first attitude and our strategic direction.

Mission:
Bringing prosperity into rural families of India through co-operative efforts and providing customers with hygienic, at manageable and convenient supply of "Fresh and Healthy " food products.

Vision:
To be a progressive billion dollar organization with a pan India foot print by 2012. To achieve this by delighting customers with "Fresh and Healthy" food products, those are a benchmark for quality in the industry.

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We are committed to enhanced prosperity and the empowerment of the farming community through our unique "Relationship Farming" Model. To be a preferred employer by nurturing entrepreneurship, managing fooder aspirations and providing innovative avenues for enhanced employee prosperity.

Heritage Slogan:
When you are healthy, we are healthy When you are happy, we are happy We live for your "HEALTH & HAPPINESS"

Quality policy of HFIL:

We are committed to achieve customer satisfaction through hygienically processed and packed Milk and Milk Products. We strive to continually improve the quality of our products and services through up-gradation of technologies and systems. Heritage's soul has always been imbibed with an unwritten perpetual commitment to itself, to always produce and provide quality products with continuous efforts to improve the process and environment. Adhering to its moral commitment and its continuous drive to achieve excellence in quality of Milk, Milk products & Systems, Heritage has always been laying emphasis on not only reviewing & re-defining quality standards, but also in implementing them successfully. All activities of Processing, Quality control, Purchase, Stores, Marketing and Training have been documented with detailed quality plans in each of the departments. Today Heritage feels that the ISO certificate is not only an epitome of achieved targets, but also a scale to identify & reckon, what is yet to be achieved on a continuous basis. Though, it is a beginning, Heritage has initiated the process of standardizing and adopting similar quality systems at most of its other plants.

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Commitments: Milk Producers:

Change in life styles of rural families in terms of: Regular high income through co-operative efforts. Women participation in income generation. Saved from price exploitation by un-organized sector. Remunerative prices for milk. Increase of milk productivity through input and extension activities Shift from risky agriculture to dairy farming Heritage Financial support for purchase of cattle; insuring cattle Establishment of Cattle Health Food Centers Supplying high quality Cattle feed Organizing "Rythu Sadasu" and Video programmes for educating the farmers in dairy farming

Customers:
Timely Supply of Quality & Healthy Products Supply high quality milk and milk products at manageable prices Focused on Nutritional Foods More than 4 lakh happy customers High customer satisfaction 24 hours help lines ( <10 complaints a day)

Employees:

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Enhancing the Technical and Managerial skills of Employees through continuous training and development Best appraisal systems to motivate employees Incentive, bonus and reward systems to encourage employees Heritage forges ahead with a motto "add value to everything you do"

Shareholders: Returns:
Consistent Dividend Payment since Public Issue (January 1995)

Service: Highest impotence to investor service; no notice from any regulatory authority since 2001 in respect of investor service Very transparent disclosures

Suppliers:
Doehlar: technical collaboration in Milk drinks, yogurts drinks and fruit flavoured drinks Alfa-Laval: supplier of high-end machinery and technical support Focusing on Tetra pack association for products package.

Society:
Potential Employment Generation More than 3500 employees are working with heritage More than 9500 procurement agents got self employment in rural areas More than 5000 sales agents associated with the company

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Employment for the youth by providing financial and animal husbandry support for establishing MINI DAIRIES Producing highly health conscious products for the society

Qualities of management principles:

1. Customer focus to understand and meet the changing needs and expectations of customers. 2. People involvement to promote team work and tap the potential of people. 3. Leadership to set constancy of purpose and promote quality culture trough out the organization. 4. Process approach to assess the efficiency and effectiveness of each process. 5. Systems approach to understand the sequence and interaction of process. 6. Factual approach to decision making to ensure its accuracy. 7. Continual improvement processes for improved business results. 8. Development of suppliers to get right product and services in right time at right place.

Product/Market wise performance:

The total turnover is Rs.341Crores during the financial year 2006-07 against the turnover of 292.02Crores in 2005-06. Today Heritage distributes quality milk & milk products in the states of A.P, Karnataka, Kerala & Tamilnadu. During the year 2006-07 liquid milk sales was Rs.28329.79 lakhs against Rs.24525.23 lakhs in the previous year. The sales of milk products including bulk sales of cream, ghee and butter were recorded Rs 5781.59 lakhs against Rs 4677.21 lakhs.

Milk sales:
23% growth was recorded in AP 2.38 lakhs liters per day (LLPD) in 2006-07 against 1.93 LLPD in 2005-06. 13% growth was recorded in Tamilnadu-1.53 LLPD in 2006-07 against 1.35 LLPD in 2005-06. Overall growth of 6% was recorded- 5.49 LLPD in 2006-07

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against 5.16 LLPD. Flavoured milk sales recorded a growth rate of 77% over 2005-06. Butter milk sales have gone up by 45% over 2005-06.

Outlook:
Considering the growth potential in the liquid milk market, the company has drawn plans to increase its market share in the existing markets and to enter into new markets there by doubling revenues in dairy business in the next 3 years. To achieve this object, company is undertaking major expansion in dairy business by inverting over Rs.20crores during 2006-07 and over Rs.10crores during the current year to strengthen the milk procurement.

BRANCHES OF HFIL:
HFIL has 3 wings. They are Dairy Retail Agribusiness

1. Dairy:
It is the major wing among all. The dairy products manufactured by HFIL are Milk, curd, butter, ghee, flavoured milk, paneer, doodhpeda, ice cream.

2. Retail:
In the retail sector HFIL has outlets namely Fresh @. In those stores the products sold are vegetables, milk & milk products, grocery, pulses, fruits etc.

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In Hyderabad 19 retail shops are there. In Bangalore & Chennai, 3&4 respectively are there. Totally there are 26 retail shops are there. Fresh @ is a unique chain of retail stores, designed to meet the needs of the modern Indian consumer. The store rediscovers the taste of nature every day making grocery shopping a never before experience. The unique & distinctive feature of Fresh @ is that it offers the widest range of fresh fruits and vegetables which are directly handpicked from the farms. Freshness lies in their merchandise and the customers are always welcomed with fresh fruits and vegetables no matter what time they walk in.

3. Agri Business:
In this business HFIL employees will go to farmers and have a deal with them. Those farmers will sell their goods like vegetables, pulses to HFIL only. And HFIL will transport the goods to retail outlets. The agricultural professors will examine which area is suitable to import vegetables from and also examine the vegetables, pulses and fruits in the lab. And finally they report to the Head-Agribusiness. Representatives as per the instructions given by the agri professors will approach the farmers directly and make a deal with them. It is the process of registering the farmers.

Milk Producers:
Change in life styles of rural families in terms of: Regular high income through co-operative efforts. Women participation in income generation. Saved from price exploitation by un-organized sector. Remunerative prices for milk . Increase of milk productivity through input and extension activities

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Shift from risky agriculture to dairy farming Heritage Financial support for purchase of cattle; insuring cattle Establishment of Cattle Health Food Centers Supplying high quality Cattle feed Organizing "Rythu Sadasu" and Video programmes for educating the farmers in dairy farming

Customers:
Timely Supply of Quality & Healthy Products Supply high quality milk and milk products at manageable prices Focused on Nutritional Foods More than 4 lakh happy customers High customer satisfaction 24 hours help lines ( <10 complaints a day)

Employees:
Enhancing the Technical and Managerial skills of Employees through continuous training and development Best appraisal systems to motivate employees Incentive, bonus and reward systems to encourage employees Heritage forges ahead with a motto "add value to everything you do"

Consistent Dividend Payment since Public Issue (January 1995)

Service:

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Highest importance to investor service; no notice from any regulatory authority since 2001 in respect of investor service Very transparent disclosures

Suppliers:
Doehlar : Technical collaboration in Milk drinks, yogurts drinks and fruit flavoured drinks Alfa-Laval: supplier of high-end machinery and technical support Focusing on Tetra pack association for products package.

Society:
Potential Employment Generation More than 3500 employees are working with heritage More than 9500 procurement agents got self employment in rural areas More than 5000 sales agents associated with the company Employment for the youth by providing financial and animal husbandry support for establishing MINI DAIRIES Producing highly health conscious products for the society

Qualities of management principles:

1. Customer focus to understand and meet the changing needs and expectations of customers. 2. People involvement to promote team work and tap the potential of people. 3. Leadership to set constancy of purpose and promote quality culture trough out the organization. 4. Process approach to assess the efficiency and effectiveness of each process.

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5. Systems approach to understand the sequence and interaction of process. 6. Factual approach to decision making to ensure its accuracy. 7. Continual improvement processes for improved business results. 8. Development of suppliers to get right product and services in right time at right place.

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INDUSTRY PROFILE
India is the world's second largest producer of food next to China, and has the potential of being the biggest with the food and agricultural sector. The total food production in India is likely to double in the next ten years and there is an opportunity for large investments in food and food processing technologies, skills and equipment, especially in areas of Canning, Dairy and Food Processing, Specialty Processing, Packaging, Frozen Food/Refrigeration and Thermo Processing. Fruits & Vegetables, Fisheries, Milk & Milk Products, Meat & Poultry, Packaged/Convenience Foods, Alcoholic Beverages & Soft Drinks and Grains are important sub-sectors of the food processing industry. Health food and health food supplements are another rapidly rising segment of this industry which is gaining vast popularity amongst the health conscious.

India is one of the worlds major food producers but accounts for less than 1.5 per cent of international food trade. This indicates vast scope for both investors and exporters. Food exports in 1998 stood at US $5.8 billion whereas the world total was US $438 billion. The Indian food industries sales turnover is Rs 140,000 crore (1 crore = 10 million) annually as at the start of year 2000. The industry has the highest number of plants approved by the US Food and Drug Administration (FDA) outside the USA.

India's food processing sector covers fruit and vegetables; meat and poultry; milk and milk products, alcoholic beverages, fisheries, plantation, grain processing and other consumer product groups like confectionery, chocolates and cocoa products, Soya-based products, mineral water, high protein foods etc. We cover an exhaustive database of an array of suppliers, manufacturers, exporters and importers widely dealing in sectors like the -Food Industry, Dairy processing, Indian beverage industry etc. We also cover sectors like dairy plants, canning, bottling plants, packaging industries, process machinery etc. The most promising sub-sectors includes -Soft-drink bottling, Confectionery manufacture,

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Fishing, aquaculture, Grain-milling and grain-based products, Meat and poultry processing, Alcoholic beverages, Milk processing, Tomato paste, Fast-food, Ready-to-eat breakfast cereals, Food additives, flavors etc. The food industry is the complex, global collective of diverse businesses that together supply much of the
industry. food energy

consumed by the

world population.

Only

subsistence farmers,

those who
food

survive on what they grow, can be considered outside of the scope of the modern

The food industry includes:

Regulation: local, regional, national and international rules and regulations for food production and sale, including food quality and food safety, and industry lobbying activities

Education: academic, vocational, consultancy Research and development: food technology Financial services insurance, credit Manufacturing: agrichemicals, seed, farm machinery and supplies, agricultural construction, etc. Agriculture: raising of crops and livestock, seafood Food processing: preparation of fresh products for market, manufacture of prepared food products Marketing: promotion of generic products (e.g. milk board), new products, public opinion, through advertising, packaging, public relations, etc Wholesale and distribution: warehousing, transportation, logistics Retail: supermarket chains and independent food stores, direct-to-consumer, restaurant, food services Consumer: End user has one of the highest influences on the food industry through things like preference

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1.1 Definitions
It is challenging to find an inclusive way to cover all aspects of food production and sale. The Food Standards Agency, a government body in the UK, describes it thus: "...the whole food industry from farming and food production, packaging and distribution, to retail and catering."[1] The Economic Research Service of the USDA uses the term food system to describe the same thing: "The U.S. food system is a complex network of farmers and the industries that link to them. Those links include makers of farm equipment and chemicals as well as firms that provide services to agribusinesses, such as providers of transportation and financial services. The system also includes the food marketing industries that link farms to consumers and which include food and fiber processors, wholesalers, retailers, and foodservice establishments."[2].

1.2 Industry size

Processed food sales worldwide are approximately US$3.2 trillion (2004).In the U.S., consumers spend approximately US$1 trillion annually on food, [3] or nearly 10 percent of the Gross Domestic Product (GDP). Over 16.5 million people are employed in the food industry.

1.3 Agriculture
Main article: Agriculture Agriculture is the process of producing food, feed, fiber and other desired products by the cultivation of certain plants and the raising of domesticated animals (livestock). The practice of agriculture is also known as "farming", while scientists, inventors and others devoted to improving farming methods and implements are also said to be engaged in

48

agriculture. More people in the world are involved in agriculture as their primary economic activity than in any other, yet it only accounts for four percent of the world's GDP.

1.4 Food processing

Main article: Food processing Food processing is the methods and techniques used to transform raw ingredients into food for human consumption.Food processing takes clean, harvested or slaughtered and butchered components and uses them to produce marketable food products.there are several different ways in which food can be produced. One Off Production This method is used when customers make an order for something to be made to their own specifications, for example a wedding cake. The making of One Off Products could take days depending on how intricate the design is and also the ability of the chef making the product. Batch Production This method is used when the size of the market for a product is not clear, and where there is a range within a product line. A certain number of the same goods will be produced to make up a batch or run, for example at Greggs Bakery they will bake a certain number of chicken bakes. This method involves estimating the amount of customers that will want to buy that product. Mass production this method is used when there is a mass market for a large number of identical products, for example, chocolate bars, ready meals and canned food. The product passes from one stage of production to another along a production line. Just in Time this method of production is mainly used in sandwich bars such as Subway, it is when all the components of the product are there and the customer chooses what they want in their product and it is made for them fresh in front of them.

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1.5 Wholesale and distribution

A vast global transportation network is required by the food industry in order to connect its numerous parts. These include suppliers, manufacturers, warehousing, retailers and the end consumers. There are also those companies that, during the food processing process, add vitamins, minerals, and other necessary requirements usually lost during preparation. Wholesale markets for fresh food products have tended to decline in importance in OECD countries as well as in Latin America and some Asian countries as a result of the growth of supermarkets, which procure directly from farmers or through preferred suppliers, rather than going through markets. The constant and uninterrupted flow of product from distribution centers to store locations is a critical link in food industry operations. Distribution centers run more efficiently, throughput can be increased, costs can be lowered, and manpower better utilized if the proper steps are taken when setting up a material handling system in a warehouse.

1.6 Retail
With populations around the world concentrating in urban areas,[4] food buying is increasingly removed from all aspects food production. This is a relatively recent development, taking place mainly over the last 50 years. The supermarket is a defining retail element of the food industry, where tens of thousands of products are gathered in one location, in continuous, year-round supply. Food preparation is another area where change in recent decades has been dramatic. Today, two food industry sectors are in apparent competition for the retail food dollar. The grocery industry sells fresh and largely raw products for consumers to use as ingredients in home cooking. The food service industry offers prepared food, either as finished products, or as partially prepared components for final "assembly".

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1.7 Foodservice
Main article: Foodservice

1.8 Food industry technologies

Sophisticated technologies define modern food production. They include many areas. Agricultural machinery, originally led by the tractor, has practically eliminated human labor in many areas of production. Biotechnology is driving much change, in areas as diverse as agrochemicals, plant breeding and food processing. Many other areas of technology are also involved, to the point where it is hard to find an area that does not have a direct impact on the food industry. Computer technology is also a central force, with computer networks and specialized software providing the support infrastructure to allow global movement of the myriad components involved.

1.9 Marketing
As consumers grow increasingly removed from food production, the role of product creation, advertising, publicity become the primary vehicles for information about food. With processed food as the dominant category, marketers have almost infinite possibilities in product creation.

1.10 Media & Marketing

A key tool for FMCG marketing managers targeting the supermarket industry includes national titles like The Grocer in the U.K., Checkout in Ireland, Progressive Grocer in the U.S. and Private Label Europe for the entire of the European Union. Food processing is the set of methods and techniques used to transform raw ingredients into food or to transform food into other forms for consumption by humans or animals either in the home or by the food processing industry. Food processing typically takes clean, harvested crops or slaughtered and butchered animal products and uses these to

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produce attractive, marketable and often long shelf-life food products. Similar processes are used to produce animal feed. Extreme examples of food processing include the delicate preparation of deadly fugue fish or preparing space food for consumption under zero gravity.

1.11 History
Food processing dates back to the prehistoric ages when crude processing incorporated slaughtering, fermenting, sun drying, preserving with salt, and various types of cooking (such as roasting, smoking, steaming, and oven baking). Salt-preservation was especially common for foods that constituted warrior and sailors' diets, up until the introduction of canning methods. Evidence for the existence of these methods exists in the writings of the ancient Greek , Chaldean, Egyptian and Roman civilizations as well as archaeological evidence from Europe, North and South America and Asia. These tried and tested processing techniques remained essentially the same until the advent of the industrial revolution. Examples of ready-meals also exist from pre industrial revolution times such as the Cornish pasty and the Haggis Modern food processing technology in the 19th and 20th century was largely developed to serve military needs. In 1809 Nicolas Apart invented a vacuum bottling technique that would supply food for French troops, and this contributed to the development of tinning and then canning by Peter Durand in 1810. Although initially expensive and somewhat hazardous due to the lead used in cans, canned goods would later become a staple around the world. Pasteurization, discovered by Louis Pasteur in 1862, was a significant advance in ensuring the micro-biological safety of food. In the 20th century, World War II, the space race and the rising consumer society in developed countries (including the United States) contributed to the growth of food processing with such advances as spray drying, juice concentrates, freeze drying and the introduction of artificial sweeteners, coloring agents, and preservatives such as sodium

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benzoate. In the late 20th century products such as dried instant soups, reconstituted fruits and juices, and self cooking meals such as MRE food ration were developed. In Western Europe and North America, the second half of the 20th century witnessed a rise in the pursuit of convenience; food processors especially marketed their products to middleclass working wives and mothers. Frozen foods (often credited to Clarence Birdseye) found their success in sales of juice concentrates and "TV dinners". contributes to the success of convenience foods today.
[1]

Processors utilized

the perceived value of time to appeal to the postwar population, and this same appeal

1.12 Benefits
Mass production of food is much cheaper overall than individual production of meals from raw ingredients. Therefore, a large profit potential exists for the manufacturers and suppliers of processed food products. Individuals may see a benefit in convenience, but rarely see any direct financial cost benefit in using processed food as compared to home preparation. Poor quality ingredients and sometimes questionable processing and preservation methods detract greatly from the overall benefit gained by individual consumers. More and more people live in the cities far away from where food is grown and produced. In many families the adults are working away from home and therefore there is little time for the preparation of food based on fresh ingredients. The food industry offers products that fulfill many different needs: From peeled potatoes that only have to be boiled at home to fully prepare ready meals that can be heated up in the microwave oven within a few minutes. Benefits of food processing include toxin removal, preservation, easing marketing and distribution tasks, and increasing food consistency. In addition, it increases seasonal availability of many foods, enables transportation of delicate perishable foods across long distances, and makes many kinds of foods safe to eat by de-activating spoilage and pathogenic micro-organisms. Modern supermarkets would not be feasible without modern

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food processing techniques, long voyages would not be possible, and military campaigns would be significantly more difficult and costly to execute. Modern food processing also improves the quality of life for people with allergies, diabetics, and other people who cannot consume some common food elements. Food processing can also add extra nutrients such as vitamins. Processed foods are often less susceptible to early spoilage than fresh foods, and are better suited for long distance transportation from the source to the consumer. Fresh materials, such as fresh produce and raw meats, are more likely to harbor pathogenic microorganisms (e.g. Salmonella) capable of causing serious illnesses.

1.13 Drawbacks
In general, fresh food that has not been processed other than by washing and simple kitchen preparation, may be expected to contain a higher proportion of naturally-occurring vitamins, fiber and minerals than an equivalent product processed by the food industry. Vitamin C, for example, is destroyed by heat and therefore canned fruits have a lower content of vitamin C than fresh ones. Food processing can lower the nutritional value of foods, and introduce hazards not encountered with naturally-occurring products. Processed foods often include food additives, such as flavorings and texture-enhancing agents, which may have little or no nutritive value, or be unhealthy. Preservatives added or created during processing to extend the 'shelf-life' of commercially-available products, such as nitrites or sulphites, may cause adverse health effects. Use of low-cost ingredients that mimic the properties of natural ingredients (e.g. cheap chemically-hardened vegetable oils in place of more-expensive natural saturated fats or cold-pressed oils) have been shown to cause severe health problems, but are still in widespread use because of cost concerns and lack of consumer knowledge about the effects of substitute ingredients. Processed foods often have a higher ratio of calories to other essential nutrients than unprocessed foods, a phenomenon referred to as "empty calories". So-called junk food,

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produced to satisfy consumer demand for convenience and low cost, are most often massproduced processed food products. Because processed food ingredients are often produced in high quantities and distributed widely amongst value-added food manufacturers, failures in hygiene standards in 'low-level' manufacturing facilities that produce a widely-distributed basic ingredient can have serious consequences for many final products. The addition of these many chemicals for preservation and flavor has been known to cause human and animal cells to grow rapidly, without going into Apoptosis.

1.14 Performance parameters for food processing

When designing processes for the food industry the following performance parameters may be taken into account: Hygiene, e.g. measured by number of micro-organisms per ml of finished product Energy consumption, measured e.g. by ton of steam per ton of sugar produced Minimization of waste, measured e.g. by percentage of peeling loss during the peeling of potatoes' Labor used, measured e.g. by number of working hours per ton of finished product Minimization of cleaning stops measured e.g. by number of hours between cleaning stops Food industry

The Indian food market is estimated at over US$ 182 billion, and accounts for about two thirds of the total Indian retail market. Further, according to consultancy firm McKinsey & Co, the retail food sector in India is likely to grow from around US$ 70 billion in 2008 to US$ 150 billion by 2025, accounting for a large chunk of the world food industry, which would grow to US$ 400 billion from US$ 175 billion by 2025. Exports

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Exports of agricultural products from India are expected to more than double to top US$ 20.6 billion in the next five years, according to the commerce ministry. According to estimates by the Agricultural and Processed Food Products Export Development Authority (APEDA), the share of India's farm product exports in the global trade will grow from 2 per cent now to over 5 per cent. Exports of fresh and processed vegetables, fruits, livestock and cereals rose 10 per cent to US$ 8.67 billion in 2008-09. Spices Despite a global slowdown, Indian spice exports are growing. India exported 470,520 tones of spices valued at US$ 11.68 billionan all-time highin 2008-09. During the 2008-2009, 444,250 tones valued at US$ 11.01 billion were exported. Compared with 2008-2009, exports had shown an increase of 19 per cent in rupee value and six per cent in dollar terms. Food Processing The Indian packaged processed foods industry is estimated at US$ 10.87 billion US$ 13.05 billion, including biscuits, chocolates, ice-cream, confectionery, snacks, cheese and butter. Growing at a healthy 14-15 per cent over the past two-three years, major players in the sector include Britannia, Nestle, Amul, ITC Foods, Parle, Kelloggs, GlaxoSmithKline, Wrigley and Frito-Lay, among others. The industry received foreign direct investments (FDI) totaling US$ 143.80 million in 2008-2009 against US$ 5.70 million in the previous fiscal. The cumulative FDI received by the industry from April 2000-August 2009 stood at US$ 878.32 million.However, Indias share in exports of processed food in global trade is only 1.5 per cent; whereas the size of the global processed-food market is estimated at US$ 3.2 trillion and nearly 80 per cent of agricultural products in the developed countries get processed and packaged.

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In order to further grow the food processing industry, the government has formulated a Vision-2015 action plan under which specific targets have been set. This includes tripling the size of the food processing industry from around US$ 70 billion to about US$ 210 billion, raising the level of processing of perishables from 6 per cent to 20 per cent, increasing value addition from 20 per cent to 35 per cent, and enhancing Indias share in global food trade from 1.5 per cent to 3 per cent. This would require an investment of US$ 20.6 billion. According to an Ernst and Young (E&Y) presentation, the food processing industry in India will grow 30-40 per cent as against the present 15 per cent in the next 10-years. Prime Minister Dr Man Mohan Singh on October 6, 2009 laid out a blueprint for rapid growth in the countrys food processing sector. The Prime Minister said that this can be achieved by simplifying the tax structure, formulating a National Food Processing Policy and improving rural infrastructure. Moreover, according to Union Minister for Food Processing Industries, Subodh Kant Sahai the central government is envisaging an investment of US$ 21.50 billion in the food processing industry over the next five years, a major chunk of which it plans to attract from the private sector and financial institutions. Snacks and Confectionery The Indian market holds enormous growth potential for snack food, which is estimated to be worth US$ 3 billion, with the branded snack market estimated to be around US$ 1.34 billion, growing at 15-20 per cent a year. While the growth rate of the US$ 1.56 billion unorganized sector is 7-8 per cent. Health Food Recognizing the growth potential of the branded health food sector in India, fast moving consumer goods (FMCG) majors are foraying into this sector in a big way. As Hindustan Lever Ltd (HUL) is test marketing its health food brand, Kissan Amaze, in three southern

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states in India, Godrej Hershey Foods & Beverages Ltd (GHFBL), a joint venture between Godrej Beverages & Foods Ltd and Hershey Company, is planning to introduce select brands from its international portfolio in the domestic market.

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CHAPTER-IV RESEARCH METHODOLOGY

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OBJECTIVES OF THE STUDY

The principle objectives of this study is to know the employee welfare activities followed in Heritage Foods India Limited in general and in particular under the HR department and also to find out the satisfaction level of employees in respect to their welfare facilities. The following are the detailed objectives of the study: To study the practices and system of welfare activities at HERITAGE FOODS INDIA
LIMITED

To study the operations of the welfare bodies acting in HERITAGE FOODS INDIA
LIMITED

To know the satisfaction level of employees about their welfare activities. To analyze and interpret the data and find out shortcomings of certain systems based on the survey report. To give suggestions for improvement based on the findings and observations.

THE AREA OF RESEARCH:

I have done my project research in Heritage Foods India Limited which is located in punjagutta, Hyderabad.

SCOPE OF THE PROJECT

The scope of my project is exploratory which involves carrying out original research in order to meet the organizations continual need for new information and for forward decision-making. The main issues may be human, economical, functional etc, but the construction and/or application of some kind of research instrument are the focus of the study. The analysis of the research findings should take place, resulting in proposals about how to manage relevant aspects of the organizations future.

SAMPLING PLAN:

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The process of Simple Random Sampling is used to select the respondents, and to provide equal probability in the selection of respondents. The entire set of respondents is taken from employees.

SAMPLE SIZE: A sample of 45 employees has taken. PERIOD OF THE STUDY: The present study is confined to the Employee Welfare of the company Heritage Foods India Limited. The time of the study was chosen for a period of 45 days.

SAMPLE DESIGN:
The survey has been conducted taking a sample group of employees. It is practically not possible to cover all the employees views. The welfare activities followed as per guidelines considering the requirement of the employees. There are no clear cut guidelines in a written format. Employees show biased opinions during filling the questionnaire

RESEARCH DESIGN:
There was descriptive type research design followed. The techniques for collecting the information were devised from several methods like observation, questionnaires.

METHODOLOGY
The study is based on survey research method. During the project work the sources of data used were primary and secondary data. In addition to the questionnaire the project research was made by personal observations as well by conducting personal interviews with the employees.

DATA SOURCE:
PRIMARY DATA: The data was collected for the study with the help of a structured

questionnaire with closed ended questions.

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SECONDARY DATA: Data was collected from the magazines, journals and internal

corporate communication of HERITAGE FOODS INDIA LIMITED. A sample of 45 employees was taken randomly.

LIMITATIONS OF THE STUDY:

The survey has been conducted taking a sample group of employees. However, it was not possible to cover all the employees views. The welfare activities in the organization are as per guidelines. However, there are no clear cut guidelines in a written format regarding all the welfare benefits provided to an employee. Employees show biased opinions while filling the questionnaire. PRESENTATION OF THE STUDY: I presented my project in to seven chapters. First chapter deals with Introduction, second chapter is Review of Literature, third chapter is Research Methodology, fourth chapter is Company profile, fifth chapter is Data analysis and interpretation, sixth chapter is Findings and Suggestions, seventh chapter is Annexure.

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CHAPTER-V DATA ANALYSIS & INTERPRETATION

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Table: 1
1.Is your company maintaining good ventilation facility at workplace?
S.N o STATEMEN RESPONS E 22 17 6 0 45 PERCENTAGE( %) 49 37 14 0 100

T 1 Very Good 2 Good 3 Average Below 4 Average Total

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Interpretation: From the above table it can be observed that 49 % of the Ventilation is very good, 37% of the ventilation is good and 14% is Average.

TABLE-2:
2.How do you rate the drinking water facility at your workplace?

S.N o

STATEMEN

RESPONS E 18 10 17 0 45

PERCENTAGE( %) 41 22 37 0 100

T 1 Very Good 2 Good 3 Average Below 4 Average Total

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Interpretation: From the above table it can be observed that, 41% of the Drinking water maintained in Organization is very good and 22% is good, and 37% Average

Table: 3
3.Are you satisfied with the sports facility offered by the organization?

S.N o

STATEMEN

RESPONS E 2 25 12 6 45

PERCENTAGE( %) 4 56 26 14 100

T 1 Very Good 2 Good 3 Average Below 4 Average Total

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Interpretation: From the above table it can be observed that 4 % of the Sports facilities provided by the organization are Very good, 56% of the facilities are good and 26% is Average and 14% are below average.

TABLE-4:
4.Does your organization aim to promote sports participation?

S.No STA TEM ENT 1 2 3 RESPONSE Very Good Good Average Below PERCENT AGE(%) 7 12 14 12 45 15 27 32 26 100

4 Average Total

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Interpretation: From the above table it can be observed that, 15% of the Participation in sports maintained in Organization is Very good and 27% are good, and 32% are Average and 26% is below average.

Table- 5
5.Is your company displaying precaution/warning boards at Hazardous areas?

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S.No STA TEM ENT 1 2 3 RESPONSE Very Good Good Average Below PERCENT AGE(%) 17 28 0 0 45 37 63 0 0 100

4 Average Total

Interpretation: From the above table it can be observed that, 37% of the Precautions maintained by the Organization are Very good and 63% is good.

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Table: 6 6. How would you rate the medical facilities and insurance provided by your organization?
S.N o STATEMEN RESPONS E 11 30 4 0 45 PERCENTAGE( %) 25 67 8 0 100 T 1 Very Good 2 Good 3 Average Below 4 Average Total

Interpretation: From the above table it can be observed that, 25% of the Medical facilities maintained in Organization are Very good and 67% are good, and 18% are Average. According to the analysis, the percentage is low citing the reason; 1) the plan does not cover insurance for their parents. 2) The insurance coverage for the entry level is very low.

Table-7:
7.Are you satisfied with the transport facility offered by the organization?

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S.N o

STATEMEN

RESPONS E 36 9 0 0 45

PERCENTAGE( %) 80 20 0 0 100

T 1 Very Good 2 Good 3 Average Below 4 Average Total

INTERPRETATION: From the above table it can observed that, 80% of the employees are satisfied with transport facility provided by the organization are very good, and 20% of the employees are satisfied with transport facility provided by the organization are good.

TABLE-8: 8. Does your organization provide personal protective equipments for employees?

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S.N o

STATEMEN

RESPONS E 31 5 9 0 45

PERCENTAGE( %) 70 10 20 0 100

T 1 Very Good 2 Good 3 Average Below 4 Average Total

INTERPRETATION:

From the above table it can observed that, 70% of the personal protective equipments facilities provided by the organization are very good, 10% of the personal protective equipment facilities are good and average is 20%, below average is 0%.

Table-9: 9.Does your organization providing disposal facilities?

S.N o

STATEMEN T

RESPONS E

PERCENTAGE( %)

75

1 Very Good 2 Good 3 Average Below 4 Average Total

40 5 0 0 45

90 10 0 0 100

INTERPRETATION: From the above table it can observed that,90% of the disposal facilities provided by the organization are very good, 10% of the disposal facilities are good.

Table6: ENVIRONMENT
The local temperature at the organization is maintained within health, safety and fire guidelines. A clean, well maintained walkway and stairways, free from obstructions and hazards is always maintained. Good level of lighting at certain areas on the operation floor where some of the areas are not adequately lit. Air conditioner is maintained at 24 degrees

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normal temperature. A team named BMS and facilities are reachable on several extensions. With regards to correction of any technical component, based on complain the components are replaced by the support team. The organization widely believes and raises slogans on power saving, however, the AC and lights are turned off when employees are not logged in. Initiatives like cost cutting has saved the organization several thousands of dollars. In order to save cost, the organization shuts down the AC for 30 minutes every day. Similarly when requested by the employees, the lights and ac is turned on immediately. The organization maintains a very neat environment with proper plantation around the building where employee can loiter during their free time. A smoking zone is provided where employees can smoke and coffee and cool drink machines are provided. The exit doors are on every floor and fire distinguishers, alarms and sprinklers are installed all on the floor. The environment is very user friendly and things are easily approachable and reachable. Based on the experiences a survey was rolled out to a team to rate their views on the environment of the organization. Employee were happy about the being placed in the organization which is in midst of the city, and in an environment which is very social and good crowd. Attached below is the result of the survey where nearly 80 percent of the employees were happy with the environment and the working conditions.
AC

TABLE-10 10.Does company have providing first aid box?

S.N o STATEMEN T RESPONS E PERCENTAGE( %)

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1 Very Good 2 Good 3 Average Below 4 Average Total

27 9 5 4 45

60 20 10 10 100

INTERPRETATION: From the above table it can be observed that , 60% of the employees are satisfied with the firstaid facilities provided by the organization are very good, 20% of the employees are satisfied with the firstaid facilities provided by the organization are good and 10% is average, 10% is below average.

TABLE-11: 11.Does the organization provide adequate lightening in the workplace and walk way?
S.N o STATEMEN RESPONS E 27 PERCENTAGE( %) 60

T 1 Very Good

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2 Good 3 Average Below 4 Average Total

14 4 0 45

30 10 0 100

INTERPRETATION: From the above table it can observed that ,60% of the light facilities provided by the organization are very good,30% of the light facilities are good and 10% is average.

Table-12: 12. How do you rate the rest rooms at your workplace? S.No 1 2 Statement Very good Good Response 15 10 Percentage 35 21

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3 4

Average Below average Total

15 5 45

35 9 100

Interpretation: The above table shows that 35% of the employees are satisfied with the rest room facilities in the organization are very good, 21% are good, 35% are average, 9% are below average. Table-13: 13.Are the provisions made for education of employees and there family effective ?
S.No 1 2 Statement Very good Good Response 20 10 Percentage 44 22

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3 4

Average Below average Total

10 5 45

22 11 100

Interpretation: The above table shows that 44% of the employees are satisfied with the rest room facilities in the organization are very good, 22% are good, 22% are average, 11% are below average. Table: 14 14) Does the facilities department maintain cleanliness, politeness, positive attitude & acknowledgement?
S.No 1 2 Statement Very good Good Response 20 15 Percentage 44 33

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3 4

Average Below average Total

5 5 45

11 11 100

Interpretation: The above table shows that 44% of the employees are satisfied with the rest room facilities in the organization are very good, 33% are good, 11% are average, 11% are below average.

Table 15: 15 Does your organization encourage an employee undergo an eye examination especially for those who operate digital screen equipment (DSE)?
S.No Statement Response Percentage

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1 2 3 4

Very good Good Average Below average Total

15 10 15 5 45

33 22 33 11 100

Interpretation: The above table shows that 33% of the employees are satisfied with the rest room facilities in the organization are very good, 22% are good, 33% are average, 11% are below average.

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FINDINGS & SUUGESTIONS

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FINDINGS
The below is the interpretation made on the survey given for 45 employees.

WORKING CONDITIONS

VENTILATION
49% people rated that ventilation is very good and 37% have rated good so over all ventilation is very good.

CANTEEN The results of the perception survey (service excellence) with regards to the canteen were very dissatisfactory. The customer satisfaction score was 42.23 %, whereas the remaining 57.77% was customer dissatisfaction, resulting into a below average score.
DRINKING WATER

41% people rated that drinking water is very good 22% have rated well and 37% rated have rated average. So over all drinking water is good.

SECURITY
The survey concluded a customer satisfaction score of 54.22%, against a dissatisfaction rate of 45.78%. The employees were happy about the security being provided. However, the major dissatisfaction results were from lady employees, who demand better security while

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being picked and dropped from home during late nights. The organization allots a security guard while a lady employee is being picked up and dropped, but many a times they are misses on this parameter which has led to customer dissatisfaction.
HOUSE KEEPING

Post survey, housekeeping department was in favor of 48.64% customer satisfaction, and there customer dissatisfaction was at 51.36%. In the recent past (Nov08) a concern was raised by the centre manager of the organization. His concerns led to conducting a survey and his concerns were: 1) Floor is not kept neat 2) food particles are smeared on the floor 3) Wet water and coffee mugs and not dumped into the bin. Supporting this project the manager has rolled out an article to the entire organization with a title Mend your ways. The house keeping department was informed and cautioned on this. As an organizational initiative, post-its and cautionary messages were placed at certain areas within the organization. A mail was rolled out by the centre manager stating, Thereafter, if such things are repeated, it could lead to termination. A perception survey was conducted, where questioners where placed at break out zones and the employee participation was impeccable, resulting in a 48.64 % customer satisfaction. Drifting towards a conclusion, the house keeping has scored an average. However, based on the comments in the survey, the department would have to work on maintaining a safe and hygiene organization. housekeeping. Table1 explains the results of the perception survey on

SAFETY:
63% of the employees rated that precautions at the organization are good and 37% rated very good. So the overall safety precautions are taken accordingly. Employees are very happy about the fire drill that happens periodically, however the dissatisfaction factors are: a) Proper communication has to be rolled out, conveying a clear and precise message on the importance of safety and safety measures. The organization conducts fire safety drills. With the help of visual display units at the breakout areas and canteen, the organization displays

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the importance of safety on television. It also provides visual displays on the safety measures, like computer safety measures, and other related health and safety measures. Periodically a complain box is placed at certain areas where an employee can input his comments or identify loop holes in the safety measures. Employees are advised to observe safety precautions while handling electronic gadgets. Alarms and fire extinguisher are placed at certain areas, and accordingly employees are trained on this front. On a quarterly fashion employees are taken through an online training session, followed by which a course on safety has to be completed on the learning website. These courses are mandatory to complete, towards the year end the employee has to display it in the audit. Note: Employees who have access to financial information, sensitive data or payment systems are always being monitored. Downloading or uploading sensitive information is against the code of conduct of the organization. The organization has blocked all USB devices and restricted access to the usage of CD and any other medium of storage. Only few VIP users are given access based on the business necessity. Certain softwares are installed on PC to trace if user is trying to login to forbidden websites. Vulnerability is often being reviewed, in order to check if the computer is prone to virus. Cables are replaced after a certain period of time and last by not the least the organization takes security precautions as an when they join till they leave the organization. As a component of safety measures, the organization has placed shredding machines on each operation floor, and towards the end of the day all the unnecessary information and papers are shredded (destroyed). The organization trains all its employees during the induction and mandatory courses should be completed by every employee in the organization. When I personally conducted a survey on the safety measures, it has driven a good customer satisfaction percentage. As an outcome, the BMS departments vice president has personally walked down on every floor and demonstrated the importance of safety and has rolled out a safety instruction medium, where every employee of the organization can enter their valuable input. However, it was a good response rate and the participation was at the maximum, resulting into a 63% customer satisfaction. Overall the employees are happy about the security measures provided by the organization.

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RECREATIONAL FACILITIES
60% people rated that sports facilities are good which includes a sum of percentage of very good & good; 42% people rated that participation in sports is high. So the overall performance is satisfactory. One of the many comments by the employees regarding sports are: 1) Not all basic sports are entertained 2) Time constraint An employee does not have that required amount of time to practice daily. This is certainly due to spending 9+ hours at office and close to 2+ hours traveling. The organization does not have a gym at office; however a gym is installed at the accommodation block, which is practically not reachable to all employees. The organization entertains a lot of indoor games like caroms, chess and in minimal cases it entertains football and cricket. The organization has installed Table tennis and play stations at there new block in cyber city, such that an employee can make use of it during his leisure or post his working hours. Announcements are made over the intranet and employees send their nominations if interested.

MEDICAL FACILITIES
92% people rated that the medical facilities provided to the employee is good and the remaining 8% have rated an average. The comments on the survey were: 1) The organization has to increase the insurance amount 2) Provide insurance for the employees parents. The organization supports medical only for the employee, related spouse and child. The organization has termed the health plan as FHP. An employee is entitled to Family health plan from the day of his inception in the organization. The organization supports immediate medical attention incase an employee is facing a challenge medically at his workplace. Posts the survey the employee were happy about the medical plan that is supported by the organization.
ENVIRONMENT

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The results is always encouraging, the employees rate a good score on this parameter. A survey result of 80% on ac was a good response from employees. Reasons supporting 80% is: 1) Employees are happy with the quick response rate on fixing the issue. Emergency Lights are turned on throughout the 24 hours. Post the employee logoff hours, the light on the operation floor are switched off excluding the emergency light.

SUGGESTIONS Present arrangement for drinking water facility is satisfactory. However it is suggested that arrangement for supply of cool drinks during summer may be made. Ventilation in the office is sufficient. Presently in certain areas offices are centrally air conditioned. Hence it is suggested that in order to improve the efficiency and lessen the fatigue, the administrative building may also be centrally air conditioned. Employees of the organization are partially happy with the transport facility. Initially, the organization used to provide automated transport roster for employee pickup and drops which used to make it easier for an employee to board the cab. Later, the transport department has reset the procedure for which an employee has to manually roster himself for a pickup and drop and that has to be done 24hours in advance. With the above mentioned if employee misses out roster he/she would have to reach office on his personal transport expense. Therefore, a suggestion has been made to switch back to the previous procedure.

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CHAPTER-VII APPENDIX
1.BIBLIOGRAPHY 2.QUESTIONARIES

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BIBLIOGRAPHY
References and Bibliography:

AUTHOR Steven J. Sacher

SUBJECT TITLE Employee Benefits Law Industrial Relations

Dessler Gary Decenzo A. David and Stephen Robbins John wiley and Sons Wayne F. Cascio, , Thomson

Human Resource Management Human Resource Management

Managing Human Resources

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VSP Rao

Human Resource Management

Websites: www.wikipedia.org www.netmba.com

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QUESTIONARIES

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QUESTIONNAIRE ON WELFARE SCHEMES AT HERITAGE FOODS INDIA LIMITED Please tick the appropriate and add your comments. GENERAL CATEGORY 1) Is your company maintaining good ventilation facility at work place? A) Very Good 2) B) Good C) Average D) Below Average

How do you rate the drinking water facility at your work place? A) Very Good B) Good C) Average D) Below Average

3)

Are you satisfied with the transport facility offered by the organization? A) Very Good B) Good C) Average D) Below Average

4)

How do you rate the rest rooms at your work place? A) Very Good B) Good C) Average D) Below Average

5)

How do you rate the medical insurance support, provided by the organization? A) Very Good B) Good C) Average D) Below Average

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6) Are the provisions made for education of employees and their family effective? A) Very Good B) Good C) Average D) Below Average

7) Are you satisfied with the sports facilities offered by the organization? A) Very Good B) Good C) Average D) Below Average

7) Does your organization aim to promote sport participation and retention? A) Very Good B) Good C) Average D) Below Average

8) Is your company displaying precaution / warning boards at Hazardous areas? A) Very Good B) Good C) Average D) Below Average

9) Are the urinals being maintained in Hygienic condition? A) Very Good B) Good C) Average D) Below Average

10) Are you satisfied that the premises is well laid out, free from congestion, clutter or trip hazards and has adequate space to permit the staff to move around easily? A) Very Good B) Good C) Average D) Below Average

11) Are you satisfied that the premises have a safe means of heating & ventilation which will maintain an adequate temperature and comfortable working environment? A) Very Good B) Good C) Average D) Below Average

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11) Does the organization provide adequate lightening in the working place and walk way? A) Very Good B) Good C) Average D) Below Average

12) Do you consider your toilet facilities are adequate for the number of staff? A) Very Good B) Good C) Average D) Below Average

HAZARDOUS SUBSTANCES OR MATERIALS

13) Does your organization carry out an assessment of any substances used at your premises which could be hazardous to health, example: Cleaning Materials or Fluids? A) Very Good B) Good C) Average D) Below Average

14) Does your organization provide personal protective equipments for employees? A) Very Good B) Good C) Average D) Below Average

15) Are all parts of your business kept clear of waste and rubbish? A) Very Good B) Good C) Average D) Below Average

ELECTRICAL AND FIRE SAFETY

16) Does your organization inspect and test the electric appliances on a regular fashion? A) Very Good B) Good C) Average D) Below Average

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17) Is staff aware that they should report all damaged electric cables, lose connections, faulty equipments, and defective insulations? A) Very Good
MEDICAL

B) Good

C) Average

D) Below Average

18) Does have company provide a first aid box? And is it properly provisioned? A) Very Good B) Good C) Average D) Below Average

19) How would you rate the medical facilities and insurance provided by your organization? A) Very Good
HEALTH & SAFETY

B) Good

C) Average

D) Below Average

20) Does your organization encourage an employee undergo an eye examination especially for those who operate Digital Screen Equipment (DSE)? A) Very Good B) Good C) Average D) Below Average

DEPARTMENTAL WISE SURVEY

21) Does the house keeping department maintain cleanliness, politeness, positive attitude & acknowledgment? A) Very Good B) Good C) Average D) Below Average

22) Does the facilities department maintain cleanliness, politeness, positive attitude & acknowledgment? A) Very Good B) Good C) Average D) Below Average

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23) Does the security and BMS department maintain cleanliness, politeness, positive attitude & acknowledgment? A) Very Good B) Good C) Average D) Below Average

24) How satisfied are you with the quality, quantity, cleanliness, politeness, positive attitude & acknowledgment provided at the main food counter in your organization? A) Very Good B) Good C) Average D) Below Average

25) How satisfied are you with the quality, quantity, cleanliness, politeness, positive attitude & acknowledgment provided at juice and country oven food counter in your organization? A) Very Good B) Good C) Average D) Below Average

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