Вы находитесь на странице: 1из 21

SIGNIFICANCE OF THE STUDY

This study relates to a stainless steel products manufacturing Industry. Worldfa Exports has been serving clients in a variety of Stainless Products. This study is micro in nature. An attempt has been made by the investigator to ascertain effectiveness of welfare and fringe benefits of employees through. I have tied to present sufficient, comprehensive and qualitative analysis of companys data gathered by me. The study is limited to the junior level executives and does not cover other categories of employees of the Worldfa Exports. This study is based on primary and secondary data and thus is an empirical inquiry.

REVIEW OF LITERATURE
1.
Miller(2008) in a study on health paid leave benefits has found that health coverage remains by far the most costly benefits provided to employees more than one quarter of human resource professionals, 29%, indicated their organisation now provide health saving accounts, paid family leaves and paid paternity leave all declined in 2008 compared with 2007.

2.

Giesel(2005) in a study on newyork city council passes has found that grocery stores and other retailers that sell groceries to make sustaintial contributions toward their employees health insurance coverage costs by the newyork council, estimated amount of contribution to each employee per hour, coverage of the mandate, implications of the legislation for the Employees Retirement Income Security Act.

3.

Hone(2007) in a study on health plans has found that the seven step plan that can guide companies toward their transformation to consumer driven health plans and health

savings accounts in the US companies should establish at honest assessment of their health benefits and health status. They are also asked to create a long- term vision with interim and annual goals.

4.

Gresham(2005) in a study on responsibility in plan language found tha the responsibilty of an employee to handle health costs throug a consumer directed plan. Explanation on the defined contribution retirement products, reflections, reason it is necessary that benefits manager should continously reassess therir programmes and communications with their employees.

5.

Oberoi(2010) in a study on rewards and benefits has found that it is not just how much reward our staff that matters. Rather, it is what reward them for how measure the results of this investment. Variable pay, benefits differentiated rewards and performance matrics these are all key aspects play the important role in ROI measurement and essential part of an organizations reward architecture. In benefits. Organization have the mindset that their high performance will only stay with them if their salary was externally competitive not only on aspects, but also in terms of benefits and total remuneration.

6.

Furtado(2009) in a study on compensation and benefit systems has found that these systems should be strategically designed for the purpose they are intended to plan and the results they are trying to drive. Benefits include health, retirement and provident fund plans designed to help protect and ensure employees financial security , as well as programmes providing pay for time not worked. Over a period of time, employee benefits of insurance coverage and some pre- requisite to a comprehansive range of benefits. Benefit strategy is the one definable link in a strategic chain. Benefit system is the fundamental part of all organizations. The companies on the top have better planned and implemented benefit systems.

7.

Shikari(2010) in a study on employees superior performance and rewarding them found that Ugam Solutions started its Annual Golden Pyramid Awards in 2002. The Golden Pyramid Awards are given to Ugam employees who have made a difference in their work

employees who are passionate about their work have shown excellent results. The winners are looked up to and it is an award is won by any team member.

8.

Report(2008) in a study on the Accenture offers a variety of benefits to its employees has found that the Accenrtures Fun Program includes providing gyms at workplace. Wellness centers are used to spread awareness about the importance of a healthy lifestyle and gives tips an diet and training about various forms of exercise. Employees have access to an entire array of recreational facilities like gymnasium, table tennis, billiards, yoga, meditation etc. teamwork isencouraged through activities like on the floor contests, team outings, offsite meetings and celebrations on festivels, project go- live birthdays etc, employee health and safety is of utmost significance to accenture.

INTRODUCTION
Every business is profit oriented, i.e. main aim of every business is profit making. This aim can be achieved by increasing production sales of an organization. Production cannot be raised by the utilization of inputs alone, because the availability of inputs is exhausting. Increasing the efficiency of the labour force is the only way to increase production. The Human Resource function is increasingly important in shaping the new organization in which the quality and commitment of the people is key to survival. Important areas of HRM in particular with selection, motivation, succession planning and the training of employee. In the early part of the century, very few employees received any compensation from their employers other than direct wages for time actually worked. Employees or their families were responsible for meeting the needs of old age, poor health, and death. Vacations, if allowed at all, were usually without pay.

The 1940s and 1950s witnessed the increasing use and acceptance of employee benefits as a form of compensation in addition to direct wages. During the last two decades, this growth has accelerated as new types of benefits have been added and existing benefits have expanded. Further, while employee benefits

were once fairly standardized and free of government regulation, employers must now make more complex decisions regarding the benefits to be provided and the methods with which these benefits are funded.

INTRODUCTION TO EMPLOYEES FRINGE BENEFITS


Employee fringe benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.

Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organization, that is, for doing their job. Some benefits,

such as unemployment and worker's compensation, are federally required. (Worker's compensation is really a worker's right, rather than a benefit.)

Prominent examples of benefits are insurance (medical, life, dental, disability, unemployment and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement (pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing, stock options and bonuses as forms of compensation.)

Benefits can be tangible or intangible. The benefits listed previously are tangible benefits. Intangible benefits are less direct, for example, appreciation from a boss, likelihood for promotion, nice office, etc. People sometimes talk of fringe benefits, usually referring to tangible benefits, but sometimes meaning both kinds of benefits.

Benefits can be company-paid and employee-paid. While the company usually pays for most types of benefits (holiday pay, vacation pay, etc.), some benefits, such as medical insurance, are often paid, at least in part, by employees because of the high costs of medical insurance. Such benefits and services being a

part of the wage and salary administration include all the expenditures incurred to benefit employees over and above regular wages and direct monetary incentives related to output and are known as fringe benefits.

MEANING OF FRINGE BENEFIT


Fringe benefit is a benefit which is additional to the employees ordinary wages and which is value to the employee and his family. The materiality of fringe benefits increases the retirement benefits.

DEFINITION
According to Cockman, employee benefits are those benefits which are supplied by an employer to or for benefits of an employee and which are not in the form of wages, salary and time rated payments.

NEED FOR FRINGE BENEFITS


1. The benefits provide increased earnings for the employees. Most of the benefits are not taxed and hence are advantageous for the employees. 2. An employee joins and stays with in the organization which guarantees attractive fringe benefits. 3. Fringe benefits help in building good corporate image. Schemes like housing, educational institutions and recreational activities bring benefits to the society at large. 4. Fringe benefits play the important role in enhancing the employee morale. 5. It also discourages the labour interest 6. And satisfying employees objectives.

7. Rising prices and cost of living has brought about incessant demand for provision of extra benefit to the employees. 8. Employers too have found that fringe benefits present attractive areas of negotiation when large wage and salary increases are not feasible. 9. The growing volume of labor legislation, particularly social security legislation, made it imperative for employers to share equally with their employees the cost of old age, survivor and disability benefits.

OBJECTIVES OF FRINGE BENEFITS


The view point of employers is that fringe benefits form an important part of employee incentives to obtain their loyalty and retaining them. The important objectives of fringe benefits are: 1. To develop the sense of belongingness and loyalty among the workers. 2. To ensure health, safety, and welfare of employees and workers. 3. To enhance the motivation and morale of employees by satisfying their unsatisfied needs. 4. To satisfy the demands of the trade union. 5. To improve the public image of the organization. 6. To recruit and retain the best employees. 7. To protect the employees from unexpected hazards. 8. To improve the industrial relations and the work environment. 9. To meet the statutory requirements. 10. To meet requirements of various legislations relating to fringe benefits. 11. To protect the health of the employees and to provide safety to the employees against accidents. 12. To provide security to the employees against social risks like old age benefits and maternity benefits.

TYPES OF FRINGE BENEFITS


There are various type of benefits which are provided to the employees and there are classified in the different ways. One of our main concerns is to ensure that your employees have access to comprehensive employee benefit plans & solutions available in the market through our Employee Benefit Administration programs. Happy employees make successful organizations. Organizations provide a variety of fringe benefits. Broadly these benefits are classified in the following ways:

1. Employee welfare:

The various types of benefits offered to the employee under employee

welfare scheme are within the industrial establishment, these are known as intra-mural and the benefits outside the industrial establishment are known as extra mural. These welfare services include canteen, rest and recreational facilities, sanitary and medical facilities, arrangement for travel to and from work, and for the accommodation of workers employed at a distance from their homes.

2.Employee security:

Benefits under this head include unemployment, insurance, technological

adjustment pay, leave travel pay, overtime pay, level for negotiation, leave for maternity, leave for grievances, holidays, cost of living bonus, call-back pay, lay-off, retiring rooms, jobs to the sons/daughters of the employees and the like. Physical and job security to the employee should also be provided with a view to promoting security to the employee and his family members. The benefit of confirmation of the employee on the job creates a sense of job security. Further a minimum and continuous wage or salary gives a sense of security to the life. The continuous and minimum wage or salary gives a sense of security to the employees. The payment of wages act 1936, The minimum wages act 1948, the Payment of bonus act 1965, provide income security to the employees.

3. Safety and health benefits:

Benefits under this head include accident insurance, disability

insurance, health insurance, hospitalization, life insurance, medical care, sick benefits, sick leave, etc. Employees safety and health should be taken care of in order to protect the employee against accidents, unhealthy working conditions and to protect workers capacity. In India, the Factories Act, 1948, stipulated certain requirements regarding working conditions with a view to provide safe working environment. These provisions relate to cleanliness, disposal of waste and effluents, ventilation and temperature, dust and fume, artificial humidification, over-crowding, lighting, drinking water, latrine urinals, and spittoons. Provisions relating to safety measures include fencing of machinery, work on or near machinery in motion, employment of young persons on dangerous machines, striking gear and devices for cutting off power, self-acting machines, easing of new machinery, probation of employment of women and children near cotton openers, hoists and lifts, lifting machines, chains ropes and lifting tackles, revolving machinery, pressure plant, floors, excessive weights, protection of eyes, precautions against dangerous fumes, explosive or inflammable dust, gas etc. Precautions in case of fire, power to require specifications of defective parts of test of stability, safety of buildings and machinery etc. Benefits to be provided under Employee State Insurance Act 1948 are the following: (i) Maternity benefit (ii) Sickness benefit (iii) Medical benefit (iv) Dependents benefit (v) Disablement benefit

4. Old age and retirement benefits:

Benefits under this category include: deferred income

plans, pension, gratuity, provident fund, old age assistance, old age counseling, medical benefits for retired employees, traveling concession to retired employees, jobs to sons/daughters of the deceased employee and the like. If your employer has a qualified retirement plan, qualified retirement planning

services provided by the employer to you and your spouse are not included in your income. This does not include the value of tax preparation, accounting, legal, or brokerage services provided by your employer. These items are taxable income to you. : Your employer's contributions a qualified retirement plan for you are not included in your income. Generally speaking, contributions into a non-qualified plan are taxable (i) income. The following benefits are provided at the time of retirement:

Provident Fund Scheme: According to the Employees Provident Fund Act. The employers are

required to contribute 8.33 per cent of wages of employee every month. Equal contribution is also required to be paid by the employees and they can contribute even more if they so desire. (ii)

Pension scheme:

A pension represents the payment of the fixed amount to the employee every

month after the retirement on retirement on fulfillment of the required conditions of employment. (iii) Gratuity: The gratuity is paid to all the employees after the termination of services by the way of retirement.

(iv) Compensated absences: Liability in respect of compensated absences due or expected to be availed within one year from the Balance Sheet date is recognized on the basis of undiscounted value of estimated amount required to be paid or estimated value of benefit expected to be availed by the employees. Liability in respect of compensated absences becoming due or expected to be availed more than one year after the Balance Sheet date is estimated on the basis of an actuarial valuation performed by an independent Actuary using the projected unit credit method. (v) Other short term benefits: Expense in respect of other short term benefits is recognized on the basis of the amount paid or payable for the period during which services are rendered by the employee.

5.

For

Personnel

Identification,

Participation

and

Stimulation:

This category covers the following benefits: anniversary awards, attendance bonus, canteen, cooperative

credit societies, educational facilities, beauty parlor services, housing, income tax aid, counseling, quality bonus, recreational programs, stress counseling, safety measures etc. 6.

Employee Death Benefits: These are payments made to the family or friends of a relative who

dies. They may or may not be taxable, depending on the "facts and circumstances."

If the payments were for past services such as bonuses, accrued wages, or unused vacation pay they are taxable income to the family. The important issue here is if the employee would have received these payments had he lived.

Other amounts may be regarded as a gift by the employer to the deceased employee's family. An important factor to consider here is the intention of the employer. If considered a gift, the payments are not taxable income to the employee's family.

7.

Dependent Care Benefits: These benefits are employee-financed programs that provide care

for an employee's children or other dependents. An employee may exclude up to $5,000 of assistance each year from taxation. The care must be care that would qualify for the dependent care credit if the employee had paid the amounts.

8.

Meals and Lodging benefits:

Meals provided by an employer may be excluded from an

employee's income if the meals are furnished on the employer's premises and are for the convenience of the employer.

Lodging provided by an employer may be excluded from an employee's income if it is furnished on the employer's premises, is for the convenience of the employer, and is required that the employee accept the lodging as a condition of employment. 9.

Working Condition Benefits:

These include items such as professional dues paid by the

employer or subscriptions to professional publications and are not included in income.

10.

Payments for time not worked:

It includes the provisions for the payment to the workers

for the days not worked. Benefits under this category include: sick leave with pay, vacation pay, paid rest and relief time, paid lunch periods, grievance time, bargaining time, travel time etc. This category include the following:

(i) Paid holidays: According to the Factories Act, 1948 an adult worker should be paid for weekly holiday, preferably it should be Sunday or any other day. (ii) Shift premium: Companies which operates in second and third shifts are required to pay premium to the workers who are required to work during the old hours shift.

(iii) Paid vacation: Workers in manufacturing, mining, and plantation who had worked for 240 days during the calendar year are eligible for paid vacation at the rate of one day for every 20 days worked. (iv) Holiday pay: The organizations sometimes offer double the normal rate of the salary to those workers who work during holidays.

11. Extra Pay for time Worked: This category covers the benefits such as: premium pay, incentive bonus, shift premium, old age insurance, profit sharing, unemployment compensation, Christmas bonus, Deewali or Pooja bonus, food cost subsidy, housing subsidy, recreation.

12.

Compensation benefits:

The compensation benefits are paid to the employees either

according to Workmen Compensation Act, 1948 or under contractual obligation. According to the act, compensation is paid to the employees in case of injuries, accidents or otherwise to the worker during the course of his job performance. Under contractual obligation, an employer is liable to pay equivalent to three months wages or salaries.

13.

Voluntary arrangements:

Most of the large organizations provide health services over and

above the legal requirements to their employees free of cost by setting up clinics, hospitals, dispensaries etc.

14.

Social security:

Social security is related to the high ideals of the social security human dignity.

According to ILO, social security is the protection provided by the society to its members through a series of public measures against the social and economic distress that otherwise would be caused by the stoppage or substantial reduction of earnings resulting from sickness, maternity, employment injury, unemployment, old age and health.

15. Export benefits : Export benefits available under the Exim Policy are accounted for in the year of export to the extent measurable.

ADMINISTRATION

OF

BENEFITS

AND

SERVICES

Newer benefits and services have been added to the list which is already lengthy due to the yielding pressure of unions, employees, demand, or in deference to social response trends. Organizations fumble while administering the employees benefits and services. One of main concerns is to ensure that your employees have access to comprehensive employee benefit plans & solutions available in the market through our Employee Benefit Administration programs. Happy employees make successful organizations. Am Checks employee benefits administration services offers innovative plans and solutions to keep your staff happy. Am Check improves your employee retention capabilities by offering innovative employee benefit packages with world-class employee benefit administration services and solutions. Am check offer total employee benefits administration services and benefit management services to help our clients meet the challenges of the ever-growing global human resource marketplace. Benefit administration services philosophy is to let our clients focus on primary business initiatives and not to worry about the cost, compatibility, and compliance issues. Am Check plans the best of the available employee benefits administration initiatives. Several problems have been caused due to the patchwork of benefits and services. Some of these problems are: Once a fringe benefit program is designed by by the company, employees are left with the little discretion. Therefore, the main problem in indirect remuneration is the lack of employee participation. The uniformity of benefits fails to recognize workforce diversity. The uniformity leads to administrative and actuarial economies, but when employees receive benefits they neither want nor need, these economies are questionable. Trade unions are almost hostile to the benefits schemes. Mangers too have little interest in the benefit programme. Managers are not even aware of the companys policy towards benefits and their contribution to the quality of corporate life. Trade unions entertain the feeling of alienation as the benefits are likely to erode their base.

Employees have little choice in the packages of benefits and most of the workers are unaware of all the benefits to which they are entitled. Due to this lack of knowledge, employees demand more benefits for the fulfillment of their needs.

The following process of administration of fringe benefits help in avoiding the stated problems associated with the benefits and services.

1. Establishment of objectives of benefits:


The management in the first step establishes the objectives of the benefit programme. Several factors are considered by the management in the establishment of the objectives of the benefit programme. These factors include the employee preference, attendance, length of the service, ability of organization to pay etc. The benefit programme must fulfill the following objectives: (i) To faster external competitiveness. (ii) To increase the cost effectiveness. (iii) To meet the needs and preferences of the individual employee. (iv) To comply the legal compulsion. 2. Assesment of environmental factors: The companys indirect remuneration programme is influenced by both external and internal environmental factors. These factors are as follows:

External factors: (i) The major government policies which affect the employees benefits are tax
policies, wage regulations etc. (ii) Trade unions are the dominant force to improve the benefit and services. (iii) economic factors influence benefit decisions in conflicting ways. Struggling to achieve competitive prices for their products and services, managers look to curtail the increase in the labour cost.

Inernal factors: (i) Organizational strtegies and benefits.


(ii) Employees preference and demographics. 3. Competiveness: More often the organization want to match ant out set the benefit as provided by their competitors. In this step the problem is to assess the competitors benefit packages. The benefit packages of the competitor can be ascertained through market surveys conducted by professional associations and consultants. These surveys provide the data relating to the various

benefit offered, their coverage, costs and eligibility. The employers can easily assess the competitiveness of their benefits and costs in comparison to those offered by others. 4. Communicating the benefits: the communication of the benefit programme should be made through brochures, booklet, regular employee meetings, and slide presentations. Another effective technique, which can be used for the communication of benefits package, is the employee calendars which communicate the total remuneration components. The effective communication of the package to the employees helps in removing the ignorance of the employees in relation to indirect remuneration. 5. Evaluation and control: the evaluation of the usefulness of the benefits can be determined by asertaining that how far the advantages claimed in favour of indirect monetary schemes have benefited the employees. Following aspects are evaluated in this context: (i)Is there is any improvement in the earnings of the employees? (ii)Whether the benefits have been proved successful in attracting and retaining the competent employees? (iii)is there is any improvement in the industrial relations? (iv)Whether there is any enhancement in the morale of the employees?

The results of these queries will help the managers in evaluating the effectiveness of the benefit package. The following steps can further help in evaluating the effectiveness of the package: A). Analyzing effect on cost: The cost of fringe benefits is a reliable test for evaluating the

effectiveness. The following lines cam help in computing the cost of employees benefit: Annual cost of benefits for the employees. Cost per employee per year. Proportion of annual pay roll. Cost per employee per hour.

B). Examining the data: the data obtained is then examined in the following ways:

Examining the internal cost to the company of all the benefits and services by pay roll classification by the profit centre. Making the comparison of the companys cost of benefits with the external norms. Preparing the report for the decision maker. Analyzing the cost of programme to employees. Determine what each employee is paying for benefits totally and by benefit. Comparing the dated of the cost of the programmes to employees with the external survey data. Analyzing how satisfied the individual is with the employers programme as compared to the competitors programme.

PRINCIPLES FOR EFFECTIVE BENEFIT PROGRAMME


FOLLOWING ARE THE PRINCIPALS OF EFFECTIVE PROGRAMME: I. The fringe benefits programme should be looked as a worthwhile corporate instrument in HRM. Therefore, the objectives and administration of the programme should be linked with the objectives of overall organization. II. As inflexibility brings stagnation therefore, any meaningful package of fringe benefits must reflect some perspective planning. III. Due to the international impact on the human resource management practices the benefit programme should be taken on proactive bases. It should be alignment with employees needs which requires constant watch of practices adopted by the different organizations not only in india but throughout the world. IV. Non unionization and skills shortage are no more relevant for the policy consideration. Therefore, future policy planning in thes area will have to keep in view some fresh reference points.

V.

It is desirable that management and employees should be involved in designing and implementing the programme. This is because of poor communication between management and an employee hurts the effectiveness of the programme.

VI.

Clubbing of different programmes with the benefit programme sholud not be done as it is not favoured by the employees. So, social and community benefit programmes should be separated from the employees benefit programmes.

VII.

It is better and advisable that not to have facility rather than neglecting it in its administration.

VIII.

The new ways should be devised to involve the workers and their representatives at all levels of planning and implementation.

IX.

There should be proper evaluation of every addition of any benefit in terms of contribution and administration. The benefits which cannot be administered properly should not be introduced because poorly administered benefits create adverse more reverse actions than its non- existence.

ABOUT US:
Since 1986, Worldfa Exports has been serving clients in a variety of Stainless Products. Our services include everything from manufacturing of high grade utensils products to exporting for overseas as well as for corporate. WFA is ISO 9001 accredited company. It is a compliant

factory-social, ethical, CT PAT & Technical. Exporting to 70 countries and shipping capacity of over 600 containers per year and total 5000 products manufactured by this company. Strong: Experience-WFA has 22 years of experience in the field of Manufacturing and exports. Stainless steel is one of the most durable and safe metal for household products. Sensible: Our design form follows function Quality product with competitive price Low overhead-fat free factory. Steel is strong yet malleable; it takes the shape of the designers idea. We have 100% Research and Development in-house. Smart: Importance to research, innovation and designing. Constant technological up gradation and cost innovation. Steel does not stain, corrode or rust easily. The metal is food safe and dishwasher safe. It is durable and highly sustainable material. Why India: It is not only a country of snake charmers and elephants, but India is one of the fastest growing economies. It has a very large population of young talented professionals be it in the field of computers, medicine, design, engineering or finance. With over a billion people India has surplus labour force. Worlds largest democratic country with freedom of thoughts, speeches and actions. It is the fourth largest in terms of purchasing power. Why Worldfa: Our product gives advantage to our customer in term of design, price and quality. We provide Italian design with German quality at Indian price. World Fa Exports P. Ltd. is a Exporter, Manufacturer from Other Asian Countries, with products under the category of Furniture & Furnishings,Gifts & Premiums ... Manufacturers and exporters of household kitchenware with ISO:9001-2000. Worldfa headed by MR. RAMBABU GUPTA. He is the managing director and chief executive officer of the company. MR. PARMOD KUMAR GUPTA is the director of the company. Total number of employess are 100- 249 working in the company and total no. of staff is 1001-2000. Its total annual turnover is US$ 5,000,000-9,999,999 and annual revenue is more than 1,00,000US$. Capital assets more than 1,000,000US$ and net revenue also more than 1,000,000US$. State bank of Bikaner and Jaipur (INDIA) is the main bank of this company. Company dimension may be large, individual and listing stock market name is WORLDFA EXPORT PVT. LTD. CO.

Quality, value, time & services are the core values around which we had envisaged our export house in 1986 and thereon started a journey towards success to reach where we are today. Our philosophy provides value inbputs to our customers has transpired into the product range that we offer to them stainless steel kitchenwae. The same philosophy is inculcated in our team, processes with in- built transperency in our operations. With twenty years of solid steel experience behind us, we have envisioned our future built around growth in exports, building network in domestic indian market though, hospitality industry and promotional merchandise category, with our bgands. While we move towards our mission, we have a put together a platform to offer ouerselves as an efficient source of quality merchandise and also become available as partners in your growth plans, if you intand explore the indian market.

BUSINESS TYPE:
This company has three type of business: Manufacturer Importer Exporter

VISION AND MISSION OF WORLDFA:


Mission or goal tells us that how an organisation is different from the organisations of the same type. This is different in case of every organisation, eg., a school can have the mission to impart education only in the subject of commerce.

Incorporated in 1986 as a manufacturing and export unit and its successful story was transpired to one of the leading manufacturer exporter of stainless steel kitchenware. With an operating philosophy of incorporating quality, value, time, and services into every product, annual growth at 25%.

Future vision: Advanced and sophisticated machineries for cost effectiveness as cutting and
bidding process at one machine, bidding process with 4 wheels edges rolling intead of one edge rolling wheel, projection weldding machine etc. proper steps to reduce carbon emission to protect global warming. Promote our existing brand world NOX & INOX world in international market. To provide instant solution and act as a spporting hand for our valueable customers.

PROFESSIONAL APPROACH:
Company having most respectable name in the field of quality of stainless steel utensils, we are qualified to satisfy the need of our buyers with trusted strategies. Strict quality compliance as per international standards. Products crafted and designed by internationally acclaimed designers. Inhouse research & development. Usage of conveyer belt in packing and strackers and trollys. Factory container stuffing. OVERSEAS TECHNICAL ADVISOR Mr. Bayraktar from Turkey

INTERNATIONAL PARTICIPATION OF WORLDFA:


Exhibiting in

Houseware and gifts, Hong Kong

Houseware and gifts, Sao Paulo Asia Expo, London Indian gifts and handicrafts Many regional fairs

Catering more than 70 countries

SOCIAL AND COMPANY COMPLIANCE:


Maintenance of strict company and social compliance. No child labour. Following the rules of ILO & pronounced by Indian government time to time. Curriculam activities for the staff like cricket, football, badminton, carrom, chess etc.. Organising blood donation camps. Funding oldage homes and sponsoring physically handicapped peoples. Adequate first aid facility to meet any contingency. 24 hours ambulance.

WORLDFA CAPABILITIES: Production strength:


Company have the capacity of 10 million pcs. Of containers per year. 7 double action, 3 hydraulic and 30 single action presses. Cutting, spinnig, bidding total 45 machines working at the factory site. Specialised in carbon steel & tin plated power coated products with stainless steel accessories are also availabe in the factory.

Design strength:

To in house designer: free lancing and support of overseas designer named MS. GALA (BELGIUM), MR. GRILLO(PURTUGAL) to support customized designs as well as nen functional production friendly, economical and technical.

Quality & testing facility:


Qulity control manuals at all stages raw material, pressing, polishing, finishing, packaging and following accepted quality level 2.5. In house testing like deep draw cupping test, composition test, drop test, box busting test etc.

Packaging solution:
Graphic designer for colour boxes, pdq boxes, palletising, in house container stuffing etc.

PRODUCTS RANGE OF WORLDFA:


BAREWARE PETWARE HOTELWARE TABLEWARE DOUBLE WARE DESIGNERWARE BATHROOM ACCESSORIES CUTLERIES & KITCHEN TOOLS FLATEWARE Also combining steel with ceramics, glass, plastic, stones, raisins, wood and other materials.

HOME FURNISHING & TEXTILES:

Apart from stainless steel we have diversified our range to home furnishings and textiles with state of the art technology in house facilities includes hand loom weaving, drycleaning, washing, packing and fabrication. Designed by internationally acclaimed designer.

LIST OF RAW MATERIAL SUPPLIERS.


S.No. Name of Suppliers Address of Suppliers O.P.Jindal 1. M./s.JSL Limited 125005(HR) S.P.313/C, 2. B.G.Steel Pvt Ltd. Area, Rico Industrial Bhiwadi- S.S.Sheet. Marg, Type of Material Hissar- S.S.Coil and Sheet.

Phase-1,

301019(India) A-46 A, Marudhar Industrial S.S.sheet. 3. Khemani Metal Industries Pvt Area, Ltd. Basni, Phase-II,

Jodhpur (Rajasthan) 342005

EXPORTS:
Worldfa Exports presence is today Global level not at Domestic level. It has successfully carved a niche for itself. It is exporting to united states, japan, turkey, russia america, hong kong, germany, china. Out of the production, 90-100% are annual exports rate of this company.