A STUDY OF EMPLOYEES WELFARE IN

HYUNDAI MOTERS
STUDENT DECLARATION

I, “ ”, hereby declare that I have undergone my project on INFOSYS. I have completed a research

project titled “EMPLOYEES WELFARE”. Further I hereby confirm that the work presented here
in is genuine and original and has not been published elsewhere.

-------------------
FACULTY DECLARATION
This is to state that the Project Report Title “EMPLOYEES WELFARE IN HYUNDAI
MOTERS” is based on original work Carried out by me under the supervision of the “” [] towards
the partial Fulfillment of the Degree MBA of the Punjab Technical University.

Further I hereby declare that student was periodically in touch with me during his\her training period
and the work done by student is genuine and original.
__________________
(Sign of supervisor)
ACKNOWLDGEMENT
Words would be this insufficient to convey my deep sense of gratitude to all those who have helped
me in completing summer project report on topic “EMPLOYEES WELFARE IN HYUNDAI
MOTERS” best of my ability being a part of this project has certainly been extraordinary experience
on my part .
Last but not least also give my sincere thanks to all departments’ employee in HYUNDAI
MOTERS who directly and indirectly help and encourage me in finding the way to us collecting the
requisite information completing the project effectively & timely.
 CHAPTER -1
INTRODUCTION
OF
ORGANIZATION
INDUSTRY PROFILE & COMPANY PROFILE

The automobile industry in India is the ninth largest in the world with an annual
production of over 2.3 million units in 2008 In 2009, India emerged as Asia's fourth
largest exporter of automobiles, behind Japan, South Korea and Thailand. Following
economic liberalization in India in 1991, the Indian automotive industry has
demonstrated sustained growth as a result of increased competitiveness and relaxed
restrictions. Several Indian automobile manufacturers such as TOYOTA Motors, Maruti
Suzuki and Mahindra and Mahindra, expanded their domestic and international
operations. India's robust economic growth led to the further expansion of its domestic
automobile market which attracted significant India-specific investment by multinational
automobile manufacturers. In February 2009, monthly sales of passenger cars in India
exceeded 100,000 units. bryonic automotive industry emerged in India in the 1940s.
Following the independence, in 1947, the Government of India and the private sector
launched efforts to create an automotive component manufacturing industry to supply to
the automobile industry. However, the growth was relatively slow in the 1950s and 1960s
due to nationalization and the license raj which hampered the Indian private sector. After
1970, the automotive industry started to grow, but the growth was mainly driven by
tractors, commercial vehicles and scooters. Cars were still a major luxury. Japanese
manufacturers entered the Indian market ultimately leading to the establishment of
MarutiUdyog. A number of foreign firms initiated joint ventures with Indian companies.
In the 1980s, a number of Japanese manufacturers launched joint-ventures for building
motorcycles and light commercial-vehicles. It was at this time that the Indian government
chose Suzuki for its joint-venture to manufacture small cars. Following the economic
liberalization in 1991 and the gradual weakening of the license raj, a number of Indian
and multi-national car companies launched operations. Since then, automotive
component and automobile manufacturing growth has accelerated to meet domestic and
export demands. The Britannica Encyclopaedia a motorcycle as a bike or tricycle
propelled by an internal –combustion engine (or, less often by an electric engine). The
automobile was the reply to the 19th –century reams of self-propelling the horse-drawn
biker age. Similarly, the invention of the motorcycle created the self –propelling bicycle.
The first commercial design was three-wheeler built by Edward Butler in Great Britain in
1884. This employed a horizontal single-cylinder gasoline engine mounted between two
steer able front wheels and connected by a drive chain to the rear wheel. The 1900s saw
the conversion of many bicycles or pedal cycles by adding small, centrally mounted spark
ignition engine engines. There was then felt the need for reliable constructions. This led
to road trial tests and competition between manufacturers. Tourist Trophy (TT) races
were held on the Isle of main in 1907 as reliability or endurance races. Such were the
proving ground for many new ideas from early two-stroke-cycle designs to supercharged
multivalent engines mounted on aerodynamic, backbonefibre reinforced bodywork.
The invention of two wheelers is a much-debated issue. “Who invented the first
motorcycle?” May seem like a simple question, “safety”, bicycle, i.e., bicycle with front
and rear wheels of the same size, with a pedal crank mechanism to drive the rear wheel.
Those bicycles in turn described from high-wheel bicycles. The high –wheelers
descended from an early type of pushbike, without pedals, propelled by the rider’s feet
pushing against the ground. These appeared around 1800, used iron banded wagon
wheels, and were called “bone-crushers”, both for their jarring ride, and their tendency to
toss their riders. Gottiieb Daimler (who credited with the building the first motorcycle in
1885, one wheel in the front and one in the back, although it had a smaller spring-loaded
outrigger wheel on each side. It was constructed mostly of wood, the wheels were of the
iron-banded wooden-spooked wagon-type and it definitely had a “bone-crusher” chassis!

FURTHER DEVELOPMENTS:
Most of the developments during the early phase concentrated on three and four-wheeled
design since it was complex enough to get the machines running without having to worry
about them falling over. The next notable two-wheeler though was the Hildebrand &
Wolf Mueller, patented in Munich in 1894. In 1895, the French firm of Deion-button
built and engine that was to make the mass production and common use of motorcycle
possible. The first motorcycle with electric start and a fully modem electrical system; the
Hence special from the Indian Motorcycle Company astounded the industry in 1931.
Before World War 1, IMC was the largest motorcycle manufacturer in the world
producing over 20000 bikes per year.

INCREASING POPULARITY
The popularity of the vehicle grew especially after 1910, in 1916; the Indian motorcycle
company introduced the model H racer, and placed it on sale. During World War 1, all
branches of the armed forces in Europe used motorcycles principally for dispatching.
After the war, it enjoyed a sport vogue until the Great Depression began in motorcycles
lasted into the late 20th century; weight the vehicle being used for high-speed touring and
sport competitions. The more sophisticated of a 125cc model. Since then, an increasing
number of powerful bikes have blazed the roads.

HISTORICAL INDUSTRY DEVELOPMENTS:

Indian is the second largest manufacturer and producer to two wheelers in the World. It
stands next only to Japan and China in terms of the number of V produced and domestic
sales respectively. This destination was achieved due to variety of reason like restrictive
policy followed by the government of India towards the passenger bike industry, rising
demand for personal transport, inefficiency in the public transportation system etc. The
Indian two-wheelers industry made a small beginning in the early 50s when Automobile
products of India (API) started manufacturing scooters in the country. Until 1958, API
and Enfield were the sole producers.
The two –wheelers market was opened were opened to foreign competition in the
mid80s. And the then market leaders-Escorts and Enfield – were caught unaware by the
onslaught of the 100cc bikes of the four Indo- Japanese joint ventures. With the
availability of fuel-efficiency low power bikes, demand swelled, resulting in Hero Honda
–then the only producer of four stroke bikes (100cc category), gaining a top slot.
The first Japanese motorcycles were introduced in the early eighties. TVS Suzuki and
Hero Honda brought in the first two-stroke and four-stroke engine motorcycles
respectively. These two players initially started with assembly of CKD Kits, and later on
progressed to indigenous manufacturing.
The industry had a smooth ride in the 50s, 60s and 70s when government prohibited new
entries and strictly controlled capacity expansion. The industry saw a sudden growth in
the 80s. The industry witnessed a steady of 14% leading to a peak volume of 1.9 mn
vehicles in 1990.
In 1990 the entire automobile industry saw a drastic fall in demand. This resulted in a
decline of 15% in 1991 and 8% in 1992, resulting in a production loss of 0.4mn vehicles.
Barring Hero Honda, all the major producers suffered from recession in FY93 and FY94.
Hero Honda showed a marginal decline in 1992.
The reason for recession in the sector were the incessant rise in fuel prices, high input
costs and reduced purchasing power due to significant like increased production in 1992,
due to new entrants coupled with recession in the industry resulted in companies either
reporting losses or a fall in profits.
The two-wheelers market has had a perceptible shift from a buyers’ market to a sellers’
market with a variety of choice, players will have compete on various fronts viz. pricing,
technology product design, productivity after sale service, marketing and distribution. In
the short term, market shares of individual manufacturers are going to be sensitive to
capacity, product acceptance, pricing and competitive pressures from other
manufacturers.
As incomes grow and people grow and people feel the need to own a private means of
transport, sales of two-wheelers will rise. Penetration is expected to increase to
approximately to more than 25% by 2005. The motorcycle segment will continue to lead
the demand for two-wheelers in the coming years. Motorcycle sale is expected to
increase by 20% you as compared to 1% growth in the scooter market and 3% by moped
sales respectively for the next two years. The four-stroke scooters will add new
dimension to the two-wheeler segment in the coming future. The Asian continent is that
largest user of the two-wheelers in the world. This is due to poor road infrastructure and
low per capita income, restrictive policy on bike industry. This is due to oligopoly
between top five players in the segment, compared to thirsty manufacturers in the bike
industry.
Exports
India has emerged as one of the world's largest manufacturers of small cars. According to
New York Times, India's strong engineering base and expertise in the manufacturing of
low-cost, fuel

COMPANY PROFILE
HISTORY:

The Company is an authorized Dealer of Hyundai Motors India Limited (HMIL) for sale
of its entire range of motor vehicles. It is also authorized to service & repair of all
Hyundai cars and also deals in spare parts of Hyundai cars. Lakshmi Hyundai was
established in the year 1998 in Himayathnagar with the launch of Hyundai’s first car in
India- the evergreen SANTRO. The entire business is managed under the able leadership
and guidance of the managing Director Sri K.Rama MohanaRao. Soon after the
Himayathnagar showroom, came up the ‘state-of-art service facilities at Kukatpally,
Banjarahills and L.B.Nagar. These service canters are well equipped to cater to the needs
of valued customers. The management left no stone unturned to review research and
implement the latest of technologies and methodologies to improve on the sales, service
on the customer satisfaction. Continuous up gradation of the facilities at the sales and
service outlets and adding to the service agenda each time, add been sales graph go high
by the year.

AWARDS:
 Hyundai Elantra Won the 'Car of the Year' Award at 'Car India & Bike India
Awards 2013'
 Hyundai Elantra Won the 'Best Design and Styling' Award at 'Bloomberg UTV
Auto Car India 2013'
 Hyundai Elantra Won the 'Saloon Car of the Year' Award at 'Bloomberg UTV
Auto Car India 2013'
 Hyundai Elantra Won the 'Executive Car of the Year' Award at 'Car India & Bike
India Awards 2013'
 Hyundai Elantra Won the 'Design of the Year' Award at 'Car India & Bike India
Awards 2013'
 Hyundai Elantra Won the 'Car of the Year' Award at 'CNBC TV18 Overdrive
Awards 2013'
 Hyundai Elantra Won the 'Executive Sedan of the Year' Award at 'CNBC TV18
Overdrive Awards 2013'
 Hyundai Elantra won the 'Design of the Year' award at 'NDTV Car & Bike
Awards 2013'
 Hyundai Sonata won the 'Full Size Sedan of the Year' award at 'NDTV Car &
Bike Awards 2013'
  Hyundai Elantra won the 'Mid Size Sedan of the Year' award at 'NDTV Car &
Bike Awards 2013'
 Hyundai Elantra won the 'CNB Viewers' Choice Car of the Year' award at 'NDTV
Car & Bike Awards 2013'
 Hyundai Elantra won the 'Saloon Car of the year 2012' by BBC Top Gear
Magazine Awards 2012
 Verna gets the 'Sedan Of The Year 2011' Golden Steering Award
 HMIL gets the 'Automotive Company Of the Year 2011' Golden Steering Award •
Eon gets the 'Entry-Level Hatchback Of The Year' at ET Zigwheels Awards 2011
 HMIL gets the 'Best Car Manufacturer 2012' award by Motor Vikatan magazine
 Team Popular Hyundai Wins Hyundai National Sales Skill Contest 2018!
 Best Order- Retail Volume Award-2018.
 Best Model Performance Award-2018.
 Best Ward for Certified cars - Calicut & Cochin -2017.
 Best Refurbishment Award for H Promise - 2017.
 Best National Service Business Award - 2016.
 All india top SSI- JDP Award - 2016.

Hyundai Motor Wins Four 2020 GOOD DESIGN Awards

 · Hyundai's visionary EV concepts, 45 and Prophecy, as well as all-new Elantra
and Hi-Charger received the honors.
 · Wins a testament to quality and competitiveness of Hyundai's Sensuous
Sportiness design identity.

VERMA HYUNDAI HOSHIARPUR

The Anthem “Customer Satisfaction is Our Motto” itself depicts that team of sales and service
employees is devoted to the common goal of customer satisfaction to delivering best service to
his customers. Verma Hyundai has adopted total professional approach right from recruiting,
training to promotion. Within very short time Verma Hyundai won many time best customer care
and service performance award. Customer can buy his dream Hyundai car and get his car
serviced to his door step.

 MR. RAMAN VERMA-Managing Director

 INDERJEET SINGH PARMAR-Sales Consultant

  VIJAY KUMAR JHA-MANAGER IT

 SARABJEET SINGH-MANAGER CORPORATE SALE

 VIKRAM SINGH VIRDI-ACCOUNTANT

Awards And Milestones

 Won best Sales Consultant Award(Nov 2009)
 Won Region Service Top Performer Award(2009)
 Won North Region Best Customer Care and Service Award(2012)
 Won best service performance award(2012)

CAR Models
 SANTRO
 GRAND i10NIOS
 I20
 AURA
 VERNA
 ELENTRA VENUE
 CRETA
 TUCSON

Management Philosophy With the spirit of creative challenge, we will strive to create a more
affluent lifestyle for humanity, and contribute to the harmony and co-prosperity with shareholders,
customers, employees and other stakeholders in the automobile industry. The spirit of creative challenge
has been a driving force in leading HMC to where it is today. It is the permanent key factor for HMC to
actively respond to change in the management system and seek creative and self–innovative system. With
the spirit of creative challenge, we create profits, the primary objective of a private enterprise.
Furthermore, we take responsibility for the environment and society we belong to, and offer sustainable
mobility in order to implement our corporate philosophy and provide benefits to all stakeholders
including shareholders, customers, executives, employees, suppliers, and communities. Vision We
announced "Innovation for Customers" as our mid–to long–term vision with five core strategies: global
orientation, respect for human values, customer satisfaction, technology innovation, and cultural creation.
We desire to create an automobile culture of putting customer first via developing human creativity.
 CHAPTER - 2
INTRODUCTION
OF
THE
PROJECT

INTRODUCTION:
Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The welfare
measures need not be in monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and unemployment for the
workersand their families.
Labour welfare entails all those activities of employer which are directed
towards providing the employees with certain facilities and services in addition to wages or
salaries.
Labour welfare has the following objectives:
• To provide better life and health to the workers
• To make the workers happy and satisfied
• To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
The basic features of labour welfare measures are as follows:
• Labour welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
• Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining
• Labour welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
• Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
• The purpose of labour welfare is to bring about the development of the whole personality
of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labour force for the organization. The purpose of providing such facilities is to make
their work life better and also to raise their standard of living.

The important benefits of welfare measures can be summarized as follows:

• They provide better physical and mental health to workers and thus promote a healthy work
environment

• Facilities like housing schemes, medical benefits, and education and recreation facilities for
workers’ families help in raising their standards of living. This makes workers to pay more
attention towards work and thus increases their productivity.

• Employers get stable labour force by providing welfare facilities. Workers take active interest
in their jobs and work with a feeling of involvement and participation.

• Employee welfare measures increase the productivity of organization and promote healthy
industrial relations thereby maintaining industrial peace.

• The social evils prevalent among the labours such as substance abuse, etc are reduced to a
greater extent by the welfare policies. "During the pre-independence period, industrial relations
policy of the British Government was one of laissez faire and also of selective intervention.
There were hardly any labour welfare schemes. After independence, labor legislations have
formed the basis for industrial relations and social security. These legislations have also provided
machinery for bipartite and tripartite consultations for settlement of disputes. Soon after
independence, the government at a tripartite conference in December 1947 adopted the industrial
truce resolution. Several legislations, including the following, were enacted to maintain industrial
peace and harmony: Factories Act, 1948, Employees State Insurance Act, 1948 and Minimum
Wages Act, 1948. The payment of bonus act was passed in 1965.

 In the early 1990s, the process of economic reforms was set in motion when the
government introduced a series of measures to reduce control on industries, particularly
large industries. The workers have opposed economic liberalization policy for fear of
unemployment while entrepreneurs have welcomed it in the hope of new opportunities to
improve Indian industries. The new economic policy has directly affected industrial
relations in the country, because the government has to play a dual role, one of protecting
the interest of the workers, and second to allow a free interplay of the market forces.
Economic reforms, by removing barriers to entry, have created competitive markets.
Fiscal stabilization has resulted in drastic reduction in budgetary support to the public
sector commercial enterprises while exposing these enterprises to increased competition
from private sector.
 Labour and Employee Welfare sub-sector consists of six main programmed viz.
Employee Administration, Rehabilitation of bonded Employee, Assistance to Employee
Cooperatives, Craftsmen training programmed, Apprenticeship training programmed,
Employment Services and Sanjay Gandhi SwavalambanYoja, Welfare includes anything
that is done for the comfort and improvement of employees and is provided over and
above the wages. Welfare helps in keeping the morale and motivation of the employees
high so as to retain the employees for longer duration. The welfare measures need not be
in monetary terms only but in any kind/forms. Employee welfare includes monitoring of
working conditions, creation of industrial harmony through infrastructure for health,
industrial relations and insurance against disease, accident and unemployment for the
workers and their families. Labor welfare entails all those activities of employer which
are directed towards providing the employees with certain facilities and services in
addition to wages or salaries. In the early 1900s labour unions, social reformers,
journalists, and photographers brought to national attention poor working conditions
experienced by industrial workers. In the ensuing economic climate of the late 1920s and
1930s, many executives came to believe that the foundation of business and of a
democratic society itself rested in part in affirming the role of the worker. To inspire
company loyalty, discourage high employee turnover and unionization, and present a
good face to the public, corporate managers began to focus on the well-being of the
employee through the practice of welfare capitalism

1DEFINITION OF EMPLOYEE WELFARE: The concept of “Employee welfare” is flexible

and elastic and fifers widely with times, region, industry, social value and customs degree of
industrialization the general socio-economic development of the people and political ideologies
prevailing at a particular moments. It is also mounded according to the age group, sex, socio-
culture background, marital status, economic status and education level of the workers in various
industries.

Employee welfare has been defined in different ways: The oxford dictionary defines employee’s
welfare as: “Efforts make life worth living for workmen ”The encyclopedia of social sciences
defines it as: ”The voluntary efforts of the employees to establish, within the existing industrial
system, working and sometimes living and cultural conditions of employee beyond what is
required by law, the customs of the country and the conditions of market”

The I LO reports refer with Gerard to employee welfare as: “Such services, facilities and
amenities which may be established in or in the vicinity of undertaking to enable the persons
employed in their to perform their work in healthy, congenial surrounding and provided with
amenities conducive to good health and high morale”. According to committee on employee
welfare, welfare services should mean “Such services, facilities adequate
canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to
and from and services, as contributed to conditions under which workers are employed”.

NEED OF THE STUDY:

A common place that we see the need to apply Relations and welfare is in the work place. In the
work force, we can see Relations play a key role in leadership success. A person unable to grasp
Relations and apply it, will not become or stay a leader. It is critical that anyone seeking to lead
or Relations understand "Howletts Hierarchy of Work Motivators." Salary, benefits, working
conditions, supervision, policy, safety, security, affiliation, and relationships are all externally
motivated needs. These are the first three levels of "Howletts Hierarchy" When these needs are
achieved; the person moves up to level four and then five. However, if levels one through three
are not met, the person becomes dissatisfied with their job. When satisfaction is not found, the
person becomes less productive and eventually quits or is fired. Achievement, advancement,
recognition, growth, responsibility, and job nature are internal motivators. These are the last two
levels of "Howletts Hierarchy." They occur when the person motivates themselves (after external
motivation needs are met.) An employer or leader that meets the needs on the "Howletts
Hierarchy" will see motivated employees and see productivity increase. Understanding the
definition of motivation, and then applying it, is one of the most prevalent challenges facing
employers and supervisors. Companies often spend thousands of dollars each year hiring outside
firms just to give motivation seminars.

Employee Welfare Schemes

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 nonstatutory 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.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

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

Many non statutory welfare schemes may include the following

schemes:
• Personal Health Care (Regular medical check-ups): Some of the companies provide the facility
for extensive health check-up
• Flexi-time: The main objective of the flex time 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
• Employee Assistance Programs: Various assistant programs are arranged like external
counselling service so that employees or members of their immediate family can get counselling
on various matters.
 • Harassment Policy: To protect an employee from harassments of any kind, guidelines are
provided for proper action and also for protecting the aggrieved employee.
• Maternity & Adoption Leave – Employees can avail maternity or adoption leaves. Paternity leave
policies have also been introduced by various companies.
• 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.
• 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
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 employer's own initiative.

• To give expression to philanthropic and paternalistic feelings.

• To win over employee's loyalty and increase their morale.

• To combat trade unionism and socialist ideas.

• To build up stable labour force, to reduce labour 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).

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up a employee welfare service:

• The service should satisfy real needs of the workers. This means that the manager must first determine
what the employee's real needs are with the active participation of workers.

• The service should such as can be handled by cafeteria approach. Due to the difference in Sex, age,
marital status, number of children, type of job and the income level of employees there are large
differences in their choice of a particular benefit. This is known as the cafeteria approach. Such an
approach individualises the benefit system though it may be difficult to operate and administer.

• The employer should not assume a benevolent posture.

• The cost of the service should be calculate and its financing established on a sound basis.

• There should be periodical assessment or evaluation of the service and necessary timely on the basis of
feedback.

Types of Employee Welfare Services

Safety Services Prevention of accidents is an objective which requires o explanation. The costs of
accidents are enormous in suffering to the injured, in reduction or loss of earnings, in disabilities and
incapacities which afflict those involved and in compensation, insurance and legal costs, in lost time,
filling in reports and attending to enquiries, and in spoilage of materials, equipment and tools to
management. Accidents are the consequence of two basic factors: technical and human. Technical
factors include all engineering deficiencies, related to plant, tools material and general work environment.
Thus, for example, improper lighting, inadequate ventilation, poor machine guarding and careless
housekeeping are some hazards which may cause accidents. Human factors include all unsafe acts on the
part of employees. An unsafe act is usually the result of carelessness

The Phenomenon of Accident Proneness. Some persons believe wrongly in the theory that
certain individuals are accident prone, that is , they have some personality trait as opposed to some
characteristic of the environment which predisposes them to have more accidents than others in work
condition where the risk of hazards is equal to all.

Components of a Safety Service

Among the many components of a safety service the following have proved effective when applied in
combination:

• Appointment of safety officer In big organizations, the appointment of a safety officer to headthe safety
department is a must. In small organizations, the personnel manager may look after the functions of this
department. The head of the safety department, who is usually a staff man, is granted power to inspect the
plant for unsafe condition, to promote sound safety practices (through posters and d safety campaigns), to
make safety rules, and to report violations to the plant manager.

• Support by line management The head of the safety department, whether enjoying a staff or a functional
position, by him, cannot make a plan safe. His appointment lulls line management into assuming that all
its safety problems have been solved.

• Elimination of hazards Although complete elimination of all hazards is virtually Impossibility but
following steps can be taken to help reduce them:

• Job safety analysis All job procedures and practices should be analysed by an expert to discover
hazards. He should then suggest changes in their motion patterns, sequence and the like.

• Placement A poorly placed employee is more apt to incur injury than a properly placed employee.
Employees should be placed on jobs only after carefully estimating and considering the job requirements
with those which the individual apparently possesses.
Health Services
The prevention of accident constitutes only on segment of the function of employee maintenance.
Another equally important segment is the employee's general health, both physical and mental.
There are two aspects of industrial health services

• Preventive

• Curative, the former consists of pre-employment and periodic medical examination

• removal or reduction of health hazards to the maximum extent possible,

• Surveillance over certain classes of workers such as women, young persons and persons exposed to
special risks.

Counselling Services An employee very often comes across problems which have emotional
content. For example, he may be nearing retirement and feeling insecure or he may be getting promotion
and feeling hesitant to shoulder increased responsibility or he may be worried due to some family
problem.

Employee Welfare in India

The chapter on the Directive Principles of State Policy in our Constitution expresses the need for
labour welfare thus:

• The State shall strive to promote the welfare of the people by securing and protecting as effectively as it
may a social order in which justice, social, economic and political, shall inform all the institutions of the
national life.

• The State shall, in particular, direct its policy towards securing:

• That the citizens, men and women equally, have the right to an adequate means of livelihood;

• That the ownership and control of the material resources are so distributed as to sub serve the common
good.

• The State shall make provision for securing just and humane conditions of work and maternity relief.
Factories Act, 1948

The principal Act to provide for various labour welfare measures in India is the Factories Act, 1948.
The Act applies to all establishments employing 10 or more workers where power is used and 20 or more
workers where power is not used, and where a manufacturing process is being carried on.

REVIEW OF LITRATURE:
Anand (2010) stated in his research work that employees of IT sector in Chennai district are satisfied
with the welfare measures provided by the company. But researcher also suggested some
recommendation pertaining to periodic audit of welfare programs by management, personality & tress
management etc.

Bhati p. (2013) identified in her research work that the different provisions provided to the employees
under factories Act 1948 are showing positive relation with the employee’s satisfaction. Company
should know the requirement of employees in term of different non-financial motivational tools. This
study can be useful for identifying the factories which needs to employee satisfaction & company can
use those factors retention tool for retaining employees in the organization.

Bosibori (2012) suggested that govt. through national police service in Kenya(KISII central district )
should improve the provision of health services, welfare amenities& social services provided to the
police officers so has to improve service delivery & also recommended that govt. should be well
formulated policies on each areas of welfare services in the national police service in KISII central
district

Chahal (2013) inferred from her research work that some factors like working environment,
performance appraisal techniques , relationship other employees etc. are contributing towards job
satisfaction in bank employees, while job dissatisfaction caused by working hours(lack of training &
development) of frequent transfers of the employees . He suggested that employee welfare
measures/facilities of job security should be given at most importance so that the employee turnover
may be restricted.

Gope (2013 ) studied the employee per section on quality of work life in sugar mills of Uttar
Pradesh(UP)
found that private sugar mill employees enjoys better QWL practices in comparison to cooperative
sector or employees. On lighting facilities (LF), safety measure (SF), health facilities (HF), welfare
facility
(WF), etc. but cooperative sugar mill employees enjoys better employee welfare facilities
&supervisor
interference (SI) to private sugar mill employees. He suggested that to improve QWL is first to
identify &
then try to satisfy employees important needs in through their experience in their working
environment.

Gurusamy (2012) asserted that there is no significant relationship between the sex of the respondent&
level of satisfaction on washing facilities in textile industry at Coimbatore district. Also he stated that
there is a positive relationship the income of the respondent& the level of the satisfaction on canteen
facilities.

Hangarki (2014) revealed the relationship between employee satisfaction level & welfare measures in
selected national bank in Hyderabad Karnataka region. It is clear that welfare facilitated employment
by
bank are not equally satisfactory to all employees. Most of the employees are dissatisfied with the
clarity and transparency in communication, training& development, lunch rooms & rest rooms, health
checkup camp etc. He recommended some measures but separate lunch room & rest rooms are most
important in those amenities because employees are very inconvenient to have their lunch in front of
the customer.

Jain (2012) implied by her research work that public sector bank employees are more satisfied with
his
jobs rather than private bank employees the main cause of dissatisfaction among private bank
employees are job in security their jobs are highly competitive. Also welfare facilities and clearly
defined & legally enforced in public sector banks while there is neither well planned nor well
executed welfare facilities in private banks. This is other reason of dissatisfaction among private bank
employees. Employee’s turnover high & job security low in private bank employees.

Jeyapragash (2013) Studied organizational climate in total 14 banks which are 10 private sectors, new
private sector & public sector banks & 280 respondents. From dindigul district, Tamilnadu the result
showed that organization climate within public sector bank employees were good compared to the
other private banks. They recommended other banks to improve in the level of organizational climate,
performance appraisal, and image of your bank, training &development, employee grievance
handling
procedure etc.

Kumar (2013) described that 100% employees of Tamilnadu state transport corporation, Villupuram
division were aware of the welfare measures in Public Sector Transport Corporation.

Logasakthi K (2013) inferred that most of the respondents are satisfied with the facilities provided by
the organization. Some of the employees are not satisfied with medical reimbursement facilities.

Madhesh (2014) instated that employees having 5-10 years’ experience are highly satisfied welfare
measures provided by their companies in SIPCOT industrial area in Tamilnadu. He suggested some
recommendations regarding welfare inspector, transfer policies &disciplinary rules for betterment of
employees.

Prabhakar S (2013) found employees of Don bosco college of arts and science
Sogathur,Dharampuri,Tamilnadu,are very satisfied with intramural facilities but they is a need of
further development in the areas of extra mural facilities like transport, leave facility, maternity
benefits, promotion for the staff in college etc. Researchers recommended fixing pay scale for
experienced staff in tune with the cost of living and have to think high salaries for those awarded
Ph.D.

Priyanka (2014) was taken 100 respondents from IT industry at Guntur, Andhra Pradesh & resulted
that companies are very keen in promoting all the welfare facility provided by the IT industry.

Reenu (2013) Described that the retail stores at Udaipur, Rajasthan are providing intramural & extra
mural facilities. Even they are providing several amenities that may improve health & leaving
standards of employees. Researcher also suggested retail stores should provide transportation
facilities, different sport activities, accommodation facilities or allowances, sponsor for the higher
education to deserving candidate etc.

Regi (2013) stated that Indian overseas bank (IOB) gives more welfare schemes to their employees
such as safety measures, promotion facility, recreational facility etc. but they are lacking in canteen
facility , rest room & toilet facility, ID card issue but the overall satisfaction level of IOB employees
about welfare measures are satisfactory.

Sabarirajan (2010) concluded that the employees of textile mills in Salem district are satisfied with
the welfare facilities provided by the organization. But some modification are required in the field of
recreation, safety equipment’s, over time payments, grievance handling etc

Salaria (2013) studied about employee welfare measures in auto sector at NCR Delhi & asserts that
employees in auto sector (NCR Delhi) are highly satisfied with internal mural welfare measures &
few are dissatisfied with extramural welfare measurer.

Satyanarayana M. (2012) Revealed that overall satisfaction level of KCP Ltd. Employees at
Macherla, Andhra Pradesh is satisfactory. However researcher suggested some measures for further
improvement that are productivity – linked annual bonus subsidized food in canteen, four pairs of
uniforms & increase the quantity of provisions in the co-operative stores Satyanarayana Stated about
employees of sugur factories in east Godavari district are satisfied with the welfare measures given by
the company

Shelar (2013) identified the effective & welfare provisions on manufacturing industrial units &
service industrial unit in Karad taluka, District Satara, Maharashtra. She found that employee welfare
& social security measures offered by management of service industries in Karad taluka are not
effective in reducing employee absenteeism
Shrinivas K T (2013) conducted research work at BOSCH Ltd. Bangalore division on 100 employees.
Researcher concluded that employee welfare facilities are satisfied such as canteen facilities,
transport
&parking, uniform & safety shoes etc. but employees are dissatisfied with medical & first kid due to
improper maintenance of medicine& less no. physicians, rest rooms & recreational facilities are poor
 CHAPTER-3
NEED, OBJECTIVES AND SCOPE OF THE STUDY

OBJECTIVES OF THE STUDY:

1. To find out the present welfare activates and its level of the employees of Hyundai
motors Hoshiarpur
2. To suggest measures for improvement of the Relations as a discipline Point;
3. To study the hygienic and Relational content factors.
Scope of the study
• The study is confined and relevant only to Hyundai motors limited not applicable to any
organization.

• The study covers motivational practices in Hyundai motors limited at various levels of
employees.

• The study assists the management in determining the decision regarding the performance of the
employee.

Limitations of the study:

There are certain limitations of the concept of empowerment. It may be cost consuming
in selecting personnel, training costs and labour costs may be high, it may result in slower
or inconsistent services and poor use of the technique of empowerment.
At the outset, Managers must also accept the fact that not all employees want to be
empowered. Many workers just work better in jobs that are clearly defined and closely
supervised. Once both employees and managers have received proper training, the next
step is go give employee’s control of the resources needed to make the improvements in
their job and work processes. By giving employees information, resources and training
and by following with measurements and reinforcement, Human Resources can create an
empowered environment. But Empowerment should be continuous process like
qualityimprovement and it is like a race without a finish line. Those companies that take
the first step by creating an environment conductive to empowerment will be at the head
of the pack

CHAPTER-4
RESEARCH METHODOLOGY
MEANING OF RESEARCH METHODOLOGY:

It is the combination of two words that is RESEARCH and METHODOLOGY

RESEARCH -
It refers to a search for knowledge .it Compress creative work undertaken on a systematic basis in
order to increase the stock of knowledge of man, culture, society and use of that stock of knowledge
to devise new applications.
It is combination of two words RE + SEARCH means again and again findings .
METHODOLOGY –
Methodology is related with study of science in which methods is used .This is process on systematic
steps in order to increase the stock of knowledge for implementing or creating new thing or
application.

DFINITION OF RESEARCH METHODOLOGY:

According to CLIFFORED WOODY:-
“Research methodology can be define as method for the discovery of truth which is
really a method of critical thinking”
It is consists of:-
 Defining and redefining problems.
 Formulating hypothesis.
 Testing the Conclusion
 To determine whether they fit for formulating Hypothesis"
"Research Methodology is gathering of data, information and facts for the advancement of
knowledge ".
RESEARCH DESIGN: It outlines the conditions for collection and analysis of data for
example What, When, Why, Where, How much, Methods of data are detailed in research design. It
is map develop to guide the search.
According to William,
“RESEARCH DESIGNS a master plan specifying the method and procedures for
on collecting and analyzing the information needed ".
• • In This project I am going to take Descriptive Research. In descriptive research I have
sufficient data on the concept and research material. Because many researchers have done the same
concept .Therefore, there is nothing new this concept while I am going to study .I has used
Questionnaire method for collecting the data. I have formed same questionnaire for workers and
members.

METHODOLGY:
• Sample Size - 40

• Instrument Used - Questionnaire

• Sample Technique – Random Sampling

Typically a Research design will involve the following tasks

:
• Defining the information.

• Designing the exploratory, descriptive and / or casual phases of the research.

• Various methods using of data collection.

• Specifying the measurement and scaling procedures.

• Constructing and protesting a questionnaire or any appropriate form for data collection.

• Specifying the sampling process and sample size.

DATA COLLECTION:
DATA means an unorganized facts or Raw material which is converted in useful information through
processing.

METHODS OF DATA COLLECTION:

• Primary Data Collection.

• Secondary Data Collection.

PRIMARY DATA COLLECTION:
As name specifies that data which is collected first hand is primary data. There is less chances of
biased data because data is collected first hand .There are methods of collection of Primary Data.
• Survey or Questionnaire Method.

• Observation Method.

SECONDARY DATA COLLECTION

As name specifies that data which is collected second hand is called secondary data .There are lot of
chances of biased data because we are collected data from that sources which is already exists .The
method of collection of Secondary Data are

• Internal Data

(a) Ready to use (b) Require further Processing.

• External Data

(a) Published Data (b) Computerized

SAMPLE:
Meaning of Sample:

It is the Sub group of the population selection for Participation in the study.
• Sampling Design :

Sampling design is to clearly define set of objectives, technically called the universe to be
studied. Sampling technique is used is simple random sampling method.

Definition of Sampling;
According to Mildred Parton,
“Sampling Method is the Process of all the Method of drawing a definite number,
number of individuals, cases all the observation from a Particulars Universe
selecting part of the total group for investigation ".
• Sampling technique is used is simple random sampling method.

SAMPLING AREA:
Sampling is an effective step in collection of Primary Data that influences the quality and
correctness of the result .The scope of the present study was limited to one company HYUNDAI
MOTERS

SAMPLE SIZE:
The size was so selected to give the true picture of the Problem.
Total Lot Size: - 40 Employees
PROCEDURE:
The study adopts the Non-Probability Sampling Procedure .It Follows a systematic Procedures to
determine the final sample .The universe of study consists more than 100 Employees but I was
conducted study on 40 employees of HR.
Conditions For investigation of the study:
Selecting personal Department in HYUNDAI MOTERS

• In sampling procedure division of other firm were not included.

• Government organization that was not included.

• Firm which are out of Business and products consumed domestically were not included.

• Respondent selected based on correct address.

• Sample respondent survey considered and incomplete Questionnaire were not included.

TOOLS AND TECHNIQUES OF ANALYSIS:

Different tools are used for Data Collection:-
• Questionnaire.

• Observation Method

QUESTIONNAIRE:
According to Goode Hatt, “Questionnaire Refers to a device for Securing
answer to Question by using a form which the respondent fills himself
 CHAPTER-5
DATA ANALYSIS
AND INTREPRETATION
 1. Do you think Employee Welfare is needed in a company?

TABLE

OPTIONS RESPONDENTS RESPONSE IN %

1 YES 30
2 NO 0
TOTAL 40 100

CHART

INTREPRETATION

To above question, almost 100% of the employees thought that the Employee Welfare programs is
needed in a company.
2. In Your Organization Educational assistance provided for children’s education

OPTIONS RESPONDENTS RESPONSE IN %

1 YES 25 62
2 NO 15 38
TOTAL 40 100

CHART

38%

63%

INTREPRETATION

62%of the employees in the organization are saying that the organization is bearing the children’s
education as a Employee Welfare program.
3.What are the methods used in your organization in order to help the staff in managing as welfare?

OPTIONS RESPONDENTS RESPONSE IN %

1. Rest room 10 25
2Physical Exercise and indoor 10 25
games
3 Music 20 50
TOTAL 40 100

25%

50%

25%

Interpretation:
Employees are managing the stress by using rest rooms and , by meditation and yoga by Physical
Exercise and indoor games and music.
 4. Is it necessary that the organization should take up the programmers for welfare programs?

OPTIONS RESPONDENTS RESPONSE IN %

1 YES 30 75
2 NO 10 25
TOTAL 40 100

25%

75%

Interpretation: 30 respondents said that the organization should take up the programmers for
welfare and 10 are said that no need to do.
5. .When You Feel stress, who will help you to overcome the stress?

OPTIONS RESPONDENTS RESPONSE IN %

1. Management 5 12
2. Family 5 12
3. Friends 15 38
4. Colleagues 15 38
TOTAL 40 100

13%

38% 13%

38%

Interpretation:
5 respondents said that management will help and 5 said that family and 15 respondents said that
friends15 respondents said that Colleagues.
5. To increase the welfare programs?

OPTIONS RESPONDENTS RESPONSE IN %

1. I will work very fast 7 17
2. I’ should decide 6 15
when to relax
3. I will plan my job 7 17
schedules
4. I should maintain 20 50
good relations
TOTAL 40 100

18%

50% 15%

18%

Interpretation:
7 respondents said that I will work very fast ,6 are I should decide when to relax,7 respondents
said that they will plan my job schedules, 20 are said that maintain good relations.
 5. Do your welfare programs interface in your work life?

OPTIONS RESPONDENTS RESPONSE IN %

1 YES 5 75
2 NO 35 25
TOTAL 40 100

13%

88%

Interpretation:
5 respondents said that personal welfare programs will interfere in work life and 35 are said no
impact
6. How is the communication among you and the subordinates in an Organization?

OPTIONS RESPONDENTS RESPONSE IN %

1. GOOD 30 75
2. BAD 5 12
3. POOR 5 13
TOTAL 40 100

13%

13%

75%

Interpretation:
30 employees are said that good communication among you and the subordinates in an
organization and 5 said bad communication among you and the subordinates in an organization
and 5 said it is poor.
 7.Are you satisfied with the job at the work environment?

OPTIONS RESPONDENTS RESPONSE IN %

1 YES 35 87
2 NO 5 13
TOTAL 40 100

13%

88%

Interpretation:

87% respondents are satisfied with the job at the work environment and 23% are unsatisfied with the job
at the work environment.
8. Is the physical working conditions are taken care by superiors?

OPTIONS RESPONDENTS RESPONSE IN %

1. YES 27 67

2. NO 3 8
3. SOME TIME 10 25
TOTAL 40 100

25%

8%

68%

Interpretation:

More Number of Employees is saying that the physical working conditions are taken care by superiors
only.
9. Do you feel that working atmosphere is friendly in nature at your work place?

OPTIONS RESPONDENTS RESPONSE IN %

1AGREE 28 70
2DISAGREE 1 2
3AGREE TO SOME EXTENT 5 13
4CANT SAY 6 15
TOTAL 40 100

15%

13%

3%

70%

Interpretation:

70% of Employees are saying that there working atmosphere is friendly in nature at your work place and
2% are disagreed.
10. Do you feel Discipline helps in individual development?

OPTIONS RESPONDENTS RESPONSE IN %

1AGREE 35 87
2DISAGREE 0 0
3AGREE TO SOME EXTENT 5 13
4CANT SAY 0 0
TOTAL 40 100

13%

88%

INTERPRETATION: 87% respondents discipline helps in individual developent, and 135 agree to ome
extent for this.
 CHAPTER-6
FINDINGS OF THE STUDY
FINDINDS

1. The company should provide 100% housing facility to the employees as it is becoming

a major problem due to rapid increase in the population.
2. Functions and get together should be held more frequently to boost up the morale of
the employees. The participation of the employees’ families should also be encouraged.
3. The company should operate consumer co-operative society/stores/fair price shop for
economic and social enlistment for their employees.
4. Vocational courses should also be started for the dependents and widows of workers.
5. Family pension schemes should be introduced for the upliftment of workers.
6. Welfare committee should be introduced for the upliftment of workers
.7.Transport/education subsidy for school, college-going children should be given
 CHAPTER-7
CONCLUSION, SUGGESTIONS & RECOMMENDATIONS
OF THE STUDY
CONCLUSION OF THE STUDY
It is pertinent for every company to motivate the workers. So welfare measures play an
important role and this is forming the responses given by the workers. The welfare measures will
help more self-review and realization of the workmen. The welfare activities, which are present
in the memorandum of settlement, is only monologue. So the company policies and procedures
with regard to welfare activities should be implemented in a professional manner not leading to
the base.

SUGGESTIONS
The conclusions so far drawn from the study tempts to offer the following suggestions for
making the organization ready for empowerment. The conclusions drawn above convince
anybody to identify the following areas to chart out training programs for the executives to make
them completely ready for empowerment

The organization should provide the welfare schemes according to the needs of the
employees.
The organization has to concentrate on providing educational loans to the children of the
employees
The organization has to concentrate welfare programs interface in the employees work life.
The organization has to concentrate the physical working conditions are takencare by
superiors.
Rest room physical exercise room should be cleaned with disinfectants daily.
BIBLIOGRAPHY
• P. SubbaRao, Personneland Human Resources Management, Himalaya Publishing
House, 2001.
• BiswajetPatnayak, Human Resources management, Pentice-Hall Of India-2002.
• ArunMonappa, Mirza. S. Saiyadain, Personnel Management, Tata Mc Graw-Hill
Publishing Company Ltd, 1998.
• Annual Reports and Magazines of ultra tech cements.
• William. B. Werther, Jr. Keith Davis, Human Resources And Personnel,1999.
• Management, Tata Mc Graw –Hill Publishing Company Ltd, 1998.
• C.R.Kothari, Research Methodology, Vikas Publishing House,2000.
• K. Aswathappa, Human Resource & Personnel Management. The Mc Graw-Hill
companies, 2004.

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