Project Report 2012-2013

CHAPTER : 1

INTRODUCTION

CHAPTER-I INTRODUCTION

HERBAL INDUSTRY IN INDIA

The Ayurvedic industry in India is probably the oldest medical care system in the world. The history of herbs in ancient India is so old that the ancient form of herbal healing has even been mentioned in the Vedas, an ancient religious work of the Hindus. The Rig Veda, which is believed to date back to 3000 BC mentions the ancient practice of Ayurvedic healing, while the Atharva Veda classifies the field of Ayurveda into eight divisions, each dealing with a different part and function of-the human body and its organs. In ancient times, it was therefore the Vedic Brahmins who performed this ancient form of healing using herbal plants. The ancient herbal healing methods of Ayurveda and Unani deal with the use of herbs and natural products to tackle health conditions. Ayurveda does not have a place as a perfect form of medicinal treatment in the developed world today but the ancient practice is still practiced by many Indians. In fact, due to the adverse effects of the components of many allopathic drugs, even people in the western world have turned to Ayurvedic remedies for cures or at least to supplement their allopathic treatment with. Consequently, recent years have seen a great increase in the worldwide demand for herbal cures, herbal skin care products and even herbal cosmetics. In modern times, the world has grown to appreciate this ancient form of medicine and consequently Indian herbal products manufacturers are benefiting from a tremendous demand for their goods. The herbal products industry in India is growing rapidly and witnesses almost a thirty percent growth rate annually. There

are also many scholars and students of medicine from other

parts of the worlds who now want to learn more about the field of Ayurveda. However, even in olden times, scholars and medics from Greece, Rome, Tibet, Egypt and Persia had also been intrigued enough to make trips to India to learn about Ayurvedic medicine. Some of the popular herbal products today are those that fit into a travel kit. Such travel kits do not contain complicated instructions or difficult to manage potions but rather contain basic herbal medications for minor cuts and ailments. Some of the basic contents of such an herbal kit would include Aloe Vera, which has been acknowledged as a 'miracle drug' the world over, ginger, garlic, peppermint, etc. While herbal medicines would therefore appear to be new for western healers and medical practitioners, the truth is that most prescribed medicines even today contain plant extracts. These plant extracts are thereafter fortified by combining them with other ingredients. It is probably for this reason that even the World Health Organization has finally seen fit to endorse certain herbal medicinal care treatments. The World Health Organization now claims that such alternative herbal medical practices offer a relevant therapy. Although herbal medicines are still comparatively hard to obtain in America because of the rigid code of standardization the medicines must comply by in that country, other countries like Germany even have regular medical practitioners prescribing herbal drugs. Rapid industrialization and urbanization have made employees dependent on capitalist. Inflation has made their lot poor and they find it difficult to maintain their standard of life. In such situations employee welfare facilities enable workers to live a richer and more satisfactory life. After employees have been hired, trained and remunerated they need to be retained and maintain to serve the organization better. Welfare facilities are designed to take care of the well being of the

employees. Nor are these facilities provided by employer alone. Governmental and non-governmental agencies and trade unions too,

contribute towards employee's welfare.

1.1 DEFINITIONS The International Labour Organization defined labour welfare as

"Such services, facilities and amenities as may be established in or in the vicinity of the undertakings to enable the persons employed in them to perform their work in healthy, congenial surroundings and provided with amenities conducive to good health and high morale". According to the committee on Labour Welfare, welfare services should mean"Such services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangement for travel to and from the place of work, and for the accommodation of the workers employed at a distance from their homes; and such other services, amenities and facilities including social security measures, as contribute to the conditions under which workers are employed".

The Encyclopedia of social services has defined Labour Welfare work as"The voluntary efforts of the employers to establish,within the existing industrial system, working and sometimes, living and cultural conditions of employees beyond what is required by law, the custom of the country and the condition of the market".

1.2 CHARACTERISTICS OF LABOUR WELFARE

The main features of Labour Welfare can be termed as the following: It is the work which is usually undertaken by within the promises or with in the vicinity of the undertakings for the benefit of the employees and members of their families. The work generally includes those items of welfare which are over and above what is provided by statutory provisions or required by the custom of the industry or what the employees expect as a contract or services from the employers. The purpose of providing welfare amenities is to bring about the development of the whole personality "Of the worker-his social, psychological, economic, moral, cultural and intellectual development to make him a good worker, a good citizen and good member of the family. The facilities may be provided voluntarily by the employers out of their social responsibility towards labour, or statutory responsibilities compel them to make these facilities available; or these may be undertaken by the government or trade unions, if they have necessary fund for the purpose. Labour welfare also covers social security and such other activities as medical aid, creches, canteens, recreation, housing, adult education, arrangements for transport of labour to and from the work place. It may be also noted that not only intramural but also extramural, statutory as well as non statutory activities undertaken by any of the three agencies-the employers, trade unions and govemment-for the physical and mental development of a worker and also to enable him to sustain and improve upon the basic capacity of contribution to the production. 1.3 NEED OF LABOUR WELFARE IN ORGANIZATION Rapid industrialization and urbanization have made employees dependent on

capitalists. Inflation has made them a lot poor and they find it difficult to maintain their standard of life. In such situation employee welfare facilities enable workers to live a richer and more satisfactory life. 1.4 MEANING OF EMPLOYEE WELFARE "Labour welfare" means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry. The committees on labour welfare (1969) defined it, "such services, facilities and recreation facilities, sanitary and medical facilities, arrangements for travel to and from work and for the accommodation of workers employed at a distance from their homes, and such other services, amenities and facilities, including social security measures as contribute to improve the conditions under which workers are employed". 1.5 OBJECTIVES OF EMPLOYEES WELFARE 1. 2. 3. force. 4. Welfare measures help to improve the goodwill and public image of the enterprise. It helps to improve the quality of new recruitment. As the job becomes more Employee's welfare improves the morale and loyalty of workers by making It reduces labour turnover and absenteeism thereby building a stable work

attractive, more effective employees can be recruited. them happy and satisfied.

1.6 SCOPE OF EMPLOYEE WELFARE MEASURES 1. 2. 3. 4. Its aim is to improve the working condition of the employees. To increases the morale of the employees. To increase the efficiency, skill and knowledge of workers. Its aim is partly civic because it develops a sense of responsibility and

dignity among the workers. 1.7 TYPES OF LABOUR WELFARE MEASURES The labour welfare measures are mainly classified info1.7.1 Intramural Activities Intramural activities consists of such welfare provided with in the factories such as Medical facilities Compensation facilities Provision for creches and canteens Supply of drinking water Washing and bathing facilities Provision of safety measures such as fencing and covering of machines Good-lay out of the machinery and plant Sufficient lighting First aid appliances Fire extinguishers Activities relating to improving conditions of employment. Recruitment and discipline Provision of provident fund Pension and gratuity Maternity benefits etc.

1.7.2 Extramural Activities Extramural activities cover the services and facilities provided outside the factory such as Housing accommodation Indoor and outdoor recreation facilities Amusement and sports Education facilities for adult and children Provision of libraries and reading room Welfare activities concerned with the conditions of employment: it includes activities for the management of problems arising out of hours of work, wages, holidays with pay, rest intervals, sanitation, safety, continuity of employment, and control over the recruitment of female and juvenile labour. Conditions of workers: schemes of co-operative societies, legal and medical aid, and housing. 1.8 LEGAL SIDE OF LABOUR WELFARE The government of India with a view to enhancing welfare and wellbeing of workers has laid down elaborate provisions of labour welfare under different labour laws. The important labour laws are: The factories Act, 1948 It provides for: Washing facilities Facilities for washing and dyeing clothing Facilities for occasional rest for workers who are obliged to work for standing. First aid boxes or cupboards - one for every 150 workers and

ambulance facility for if there are more than 500 workers. Canteens, if there are more than 250 workers. Shelters, rest-rooms and lunch-rooms, if over 150 workers are employed.

CHAPTER : 2

COMPANY PROFILE

CHAPTER-2 COMPANY PROFILE NAGARJUNA HERBAL CONCENTRATES LTD Ayurveda is known as the science of life and longevity has a history as human civilization. Also known as the Indian system of medicines.Ayurveda is India's timeless gift to mankind. Ayurveda treat man as whole, which is a combination of mind, body and soul. Ayurveda is derived from the words Ayu and Veda. Ayu means life and Veda means knowledge. So ayurveda means knowledge of life. Nagarjuna Herbal Concentrates Ltd. is a public Ltd company engaged in the production and marketing of ayurvedic products; all over India and popularizing the indigenous system of medicine in our country. The company is located Alakode, six kilometers away from Thodupuzha in Idukki District. Beginning commercial production in 1989, nagarjuna has today notched up a preeminent position among frontline Ayurvedic companies, marketing broad spectrum of ayurvedic medicines and has achieved commendable sales with national and international presence. Nagarjuna Herbal Concentrates Ltd was established in 1989 as result of the entrepreneurship of Sri. V.G. Devadas Namboodiripad. The factory is located at Alakode, near Thodupuzha in Idukki District. This place has. proximity to Western Ghats, which has abandon resource of herbal plants. The company is managed by a group of professional managers. The production facilities are also streamlined to incorporate modern technology to have the benefits of its accuracy, hygiene and speed in mass production supervised by experts in Ayurvedic wisdom as well as by knowledgeable engineers. With in a short span of 20 years, Nagarjuna has become the second largest ayurvedic house of Kerala with a turnover of 19 crores, continuously making profit since 1991. The venture has active participation from the Kerala state, Industrial Development Corporation,, Kerala financial corporation and Industrial Development Bank of India.

2.1 The Group Nagarjuna ayurvedic group presently consists of the following organization: 2.1.1 Nagarjuna Herbal Concentrates Ltd. (NHCL): Nagarjuna Herbal Concentrates Ltd. (NHCL) is Flagship Company and the GMP certified manufacturing facility, which began commercial production in 1989, is situated at Alakode panchayat, Thodupuzha inJCerala. 2.1.2 Nagarjuna Ayurvedic Centre Ltd. (NACL):, Nagarjuna Ayurvedic Centre Ltd. (NACL) is hospital providing authentic Ayurvedic treatment, situated on the banks of river periyar at Kalady in Kerala, in an atmosphere of tranquility and scenic charm. 2.1.3 Nagarjuna Ayurvedic Retreat Ltd. (NARL): Nagarjuna Ayurvedic Retreat Ltd. (NARL) a holistic healthcare which provides alternative therapies besides Ayurveda, including classes in Indian philosophy and culture, well supported by well stocked reference library. Began operation in 2006 at Moolamkuzhy, east of Malayatoor in Kerala. 2.1.4 Nagarjuna Research Foundation (NRF): Nagarjuna Research Foundation (NRF) is a charitable trust, whose trustees are eminent personalities in society. Besides research activities, NRF has done yeoman service in popularizing the cultivation of medicinal plants, through various activities such as planting and distribution of sapling, imparting technical advice, conducting classes and giving awards yearly (Oushadamitram Award). So far it has distributed over 25 lakhs sapling across the country. 2.1.5 Nagarjuna Social Service Society (NSSS): NSSS is an NGO established specially to carry out the promotional activities related medical plants begun by NRF. 2.1.6 Nagarjuna Ayurvedic Institute (NAI): A charitable trust established to conduct educational programmes to a variety of a target groups, including international students.

2.2 The Entrepreneur Nagarjuna was established in the year 1989 by ,Sri. V.G.Devadas Namboodiripad, an entrepreneur, with a few experts in the board of management. In the beginning the company got financial support from the Kerala state industrial development corporation, Kerala financial corporation Development Bank of India. 2.3 The Mission The mission of NHCL is "Restoration of ayurveda to its original glory". 2.4 The Vision The vision of Nagarjuna is to provide the best solution provider in health care through ayurveda. In translating this vision in to reality, its approach is to bring about the synthesis of tradition and modernity. All that Nagarjuna is rooted in the traditional values and principles of ayurveda, and at the same time fulfils the requirements of modern ethos, particularly in convenience and form. This is how Nagarjuna positions itself in the mind of the consumer. 2.5 OBJECTIVES OF THE COMPANY Development of new medication to prevent and care disease inherent in the changing lifestyle and to evil effect of the modern civilization. Cross pollination of different branches of ayurveda and modernization of this versatile science. Establishment and maintenance of botanical gardens of medicinal plant of herbs to eliminate death of drugs. Identification and production of modern technology and methods and to make these essential drugs available freely for the alleviation of human sufferings. Comprehensive, multi-developed of ayurveda in all its varied aspects extensive propagation of its message. 2.6 ACHIEVEMENTS OF NAGARJUNA ISO certificate Nagarjuna Herbal Concentrates Ltd has received the ISO 9001: 2000 certification. The certificate has been issued by INTERTEK quality register international. It had received GMP certification earlier. The first The first to create synergy between ayurveda and ashtavaidya and Industrial

schools of thought in Ayurveda. The first to take franchise model of business to service health needs, on a wide scale, across the state of Kerala, particularly in the rural areas. The first to provide consistent focus on R &D activities in the ayurveda sector in Kerala and to establish fully fledged facility for same. The first to create widespread awareness of medical plants among people and to make its cultivation popular as well as income generating programme. The first to use modern promotional needs such as TV advertising on a large scale to propagate ayurveda. 2.7 PRODUCT PROFILE The company is producing traditional medicines numbering over 400 there are also proprietary or branded products developed by Nagarjuna R &D. There are as many as 31 branded ethical products. Over The Counter (OTC) products numbering over 20, are essential household medicines, such as headache balm, hair oil, brain nourishes, remedies for throat pain and irritation etc. To suit modern requirements, the liquid KashayamsJiave been converted to Kashayam capsules. 2.7.1 Traditional Medicines Arishtam: These are fermented decoctions of medicines prepared by adding honey, jiggery, sugar and power of some medicines including spices. Asvans : Self fermented preparations using kashayam are called arishtam and using boiled and cooled water or juice of herbs is called asavams. Oils: These are medicated oils. Decoction juice, milk etc. is added to oil like sesames oil, coconut or castor oil and is heated and powered raw drug until the water content evaporates completely. Kuzhambu : A mixture of sesame oil, ghee and castor oil substitutes oil base of medicines for external application. Ghruthams : Ghruthams are medicated preparation of ghee. Ghee is medicated by adding decoction, power, juice etc. And is processed until the ghee becomes medicated and water free. Lehyams:Lehyams are semisolid preparation of drug, prepared with

addition of sugar, candy and boiled with the prescribed liquid and fine powder of drugs, until the correct constituency is obtained. Tablets Aavathies : Aavathies come under the category of medicated oils. Here the selected quantity is being medicated by adding medicines repeatedly Choornams. Kashayams disintegrated drugs are concentrated and extracted with water. The drugs are boiled in water are concentrated. Kashaya choornams. 2.7.2 Patents proprietary medicines The important patents proprietary medicines of Nagarjuna are Cardiostab Tablet: Effective in hypertension due to any cause, Gason: It is strong anti flatulent drug. Haematone: Ideal medicine for splenetic and hepatic disorder, tt Halin: Effective in common cold, nasal congestion and sinusitis. Nagarjuna Eladasamoola Lehyam: For all kind of cough, sore, throat and dyspnoea. Nutral Tablets: For gas trouble, indigestion etc. Rheumat Balm : External application in rheumatic pains. Smrithi Granules: It improves the normal brain functions, tt Thaleespathraadi Tablets: Effective for cough, distaste, spruce and sore throat. 2.7.3 Over The Counter Products Ayurvedic tooth powder Chavanya prasam Dandruff hair oil Digest drops Kerapookaladi lehyam Kids oil

 Nagarjuna ayurvedic soap Nagarjuna dahasamani Nagarjuna snana choornam Nagarjuna thalopodi Neelibhrigadi keram Tusker balm 2.8 TREATMENT The demonstrative example of its treatment approach and practices is at its best in the ayurvedic treatment centre at Kalady, situated on the banks of river periyar, in an atmosphere that excludes the natural charm of trees-filled environment. The centre has modern facilities for stay during treatment, a cafeteria for saving vegetarian cuisine and infrastructural facilities and personnel for providing serious ayurvedic treatment strictly as per traditional protocols. The centre has won 'THE BEST AYURVEDIC CENTRE AWARD" for 2003 given by Kerala government. 2.9 EDUCATION Nagarjuna conducts a four month intensive Panchakarma therapist training course imparting theoretical and practical ayurvedic education at Kalady. Begun two years ago it has become a successful course. A reorientation from other states, who desire to know more about ayurveda as practiced in Kerala. Plans are afoot to extend the educational programmes of different categories to a variety of target groups including international students.

CHART SHOWING FUNCTIONS OF PERSONNEL & ADMINISTRATION Department

2.10 FUNCTIONAL AREAS Human Resource Management Purchase Department Research and Development

 Quality Assurance Department Production Department Sales Department Marketing Department Finance Department Maintenance Department Human Resource Department Personnel department deals with the following functions;.!' 1. RECRUITMENT Direct method: These include sending traveling recruitment agent to educational and professional institute from employee contact with public and manned exhibition. Indirect method: It involves advertising in news paper, in the radio, television and professional journals as well as in technical magazines. Third party method: These include the use commercial or private employment agencies as recruitment agencies. 2. SELECTION 3. TRAINING 4. PERFORMANCE APPRAISAL 5. PAY AND ALLOWANCES 6. LABOUR WELFARE MEASURES IN NAGARJUNA HERBAL CONCENTRATES LTD. Internal o Drinking water facilities o Toilets o Canteen o washing facilities o Uniform and protective clothing o Rest room

o Safety appliances Employee Benefits NHCL provides the following employee benefits o House rent allowance o Employee state insurance policy o Medical reimbursement scheme o Washing allowance o Soap o Uniform o Stitching allowance o Shoes o Marriage gift o Canteen facility o Group insurance scheme o Provident fund o Bonus o Housing loan interest subsidy and advances o Gratuity o Medical aids .

Purchase Department

The company is purchasing over 400 tons of raw materials per year. Assistant manager of purchase and two other staffs are concerned with the purchasing processes. Procurement is always on the basis of the requirement or needs. Tenders and quotations are invited from the suitable vendors for materials of regular use. Just in time is the buying technique practiced for purchasing raw material for immediate and periodic requirements.

Stores Department Production department have separate stores for raw materials, work in progress, finished goods and certified products. The stores department provides the materials for day to day requirement. The stores include: I. Raw-material stores II. Packing material stores III. Finished goods stores Research and Development Department Right from the inception Nagarjuna focused on R&D as essential for ayurveda in the modern world. Situated at Alakode Thodupuzha, some of its activities are standardization of ayurvedic medicines and new products development. Recently Nagarjuna R&D acquired atomic Absorption Spectrophotometer for the analysis of heavy metals like Arsenic, mercury, nickel, cadmium and lead. Quality Control Department Nagarjuna has a full-fledged and most modern quality control laboratory. It takes active measures to check the quality of raw materials and end products against standards. Batch to batch variations are checked and through proper quality check. Production Department NHCL has a product line 500 medicines. They are marketing the products in all over India and exporting to the European and UAE countries. The plant is occupied with modern machineries and operations are organized under the watchful eyes of talented physicians and health scientists. Incorporations of modern technology for mass production and upholding traditional value make the facilities well integrated synthesis of tradition and modernity. Marketing Department Nagarjuna has now become the topmost leader in ayurveda market through sales promotion, medical camp, seminars, awareness programs etc.

Divisions of marketing department In Kerala, the marketing operations of Nagarjuna are under the divisions of: Generic department Ethical department Over the counter division Sales Department The company has a huge market and on the basis of market and competition they fix their selling force. The firm gives commission to the sales man according to the target achieved by them. Target fixation is on the basis of demand distribution, season and availability of raw materials etc.

Finance Department The finance manager provides various financial information to the management for marketing decisions. NHCL has an authorized capital of 50, 00,000 equity shares of Rs. 10 each and have a paid up:capital of 26,48,000. Source of finance Secured loans Reserves and surplus Issued debentures Issue of shares Unsecured loans Income Income from investment Miscellaneous income Commission received Rent received Expenditure Loss on sales of fixed asset Manufacturing expenses Salary, commission and bonus given to employees Adult fees Advertising and selling expenses Preliminary expenses Outstanding expenses etc. Maintenance Department Production in the concern largely depends on the maintenance department. Machines are kept in proper condition so as to maintain the quality of products and to have few rejects.

CHAPTER : 3

LITERATURE FRAMEWORK

CHAPTER III LITERATURE FRAMEWORK Meaning and definition of employee's welfare Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical, mental, oral and emotional well being of an individual. Further the term welfare is a relative concept, relative in time and space. It therefore varies from time to time, from region to region and from country to country. The Institute of Labour Welfare Organization define, "Labour welfare as a term which is understood to include such services, facilities and amenities as may be established in the vicinity of undertaking to enable the persons employed in them to perform their work in healthy, congenial'surroundings and to provide them with amenities conducive to good health and high morale". Objectives of Employee's Welfare It helps to improve the quality of new recruitment. As the job becomes more attractive, more effective employees can be recruited. Employee's welfare improves the morale and loyalty of workers by making them happy and satisfied. It reduces labour turnover and absenteeism thereby building a stable work force. Welfare measures help to improve the goodwill and public image of the enterprise. EMPLOYEE WELFARE 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 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. Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace. There must provide "adequate and appropriate" welfare facilities for the employees. These must be provided unless they are unreasonable in terms of time, cost and physical difficulty. Welfare facilities include toilets, washing facilities, rest and changing facilities, personal security arrangements (e.g. Lockers) and refreshment. There must be a sufficient number of toilets and washing facilities so that people should not have to queue for long periods to use them. These should be separate for male and female, unless there have a very small number of staff. The facilities must be clean, and provided with toilet paper, soap, drying facilities, and hot and cold running water. They must be well lit, and ventilated to the external air. Sometimes a shower may be necessary. There must provide a supply of clean and wholesome drinking water, which is easily accessible to all employees. Cups should be provided and the taps clearly labelled. There must consider whether suitable facilities are available to staff working off-site or on temporary sites. If not, temporary arrangements must be provided. Some workers may need to be provided. Some workers may need to be provided with portable facilities for hand washing. If the work activity requires employees to change into specialist clothing, they must provide changing rooms and facilities for secure storage of personal belongings. They may need to consider separate storage for clean and dirty clothing, or the provision of laundry facilities. Employee welfare is a very broad area of interest. In our organization employee welfare is addressed to varying degrees by measures such as:

1.Family friendly policies - For example, staff can in most positions opt to work part time. Or they can choose to "purchase" extra annual leave (i.e. Get paid slightly less each fortnight, but get an extra 2-4 weeks of.annual leave) Flexi time - Most staff can choose how early or late they start each day, so long as they are here between 10 am and 4 pm. Of course, they have to make up time if they regularly start late or finish early. Staff can carry up to 20 hours deficit or 20 hours surplus from one month to the next. If in surplus, staff can take this time off with manager approval. Employee Assistance Programs- Our agency has an arrangement with an external counseling service so that employees or members of their immediate family can access counseling on any matter what so ever - work issues, drug and alcohol problems, family dynamics etc. Policies on bullying and harassment in the workplace. Psychological health is a big focus for us and sadly there are a few managers who are very "unhealthy" for their staff. Paid Maternity & Adoption leave. A recent industrial decision enables staff to have up to 12 weeks paid maternity or adoption leave and up to 2 years unpaid leave for each child. Of course, under equal opportunity legislation the organization is obliged to allow the employee to return to their position when this leave is finished. 6. The agency maintains a "family friendly" website that has links to support services for a whole range of things - parenting, domestic violence, child abuse, health issues ( specific to men and women) etc. Employees Welfare Committee I. Legal Requirement-

The law requires establishment of an Employees Welfare Committee (EWC), with management and employee participation, to have custody of and disburse an Employee Welfare Fund, which receives r contribution from the Company and from each employee. The Employees Welfare Committee prepares a welfare program and has established an Employees Welfare Association (EWA) to administer the program. All Employee Welfare Organizational and fiscal matters are under the rules and control of competent Government authority. II. Organization-

The Employees Welfare Committee consists of nine members, including representatives of the Labour Union. The committee meets every three months. A chief executive appointed by the committee is delegated to exercise Employee Welfare Committee authority between meetings. A chairman who supervises EWA personnel and manages EWA programs heads the EWrA. III. Finances

The company legally required contribution to the Employee Welfare Fund includes 0.10 percent of gross income plus 40 % of proceeds from scraps sales. Additionally the company provides land, buildings and facilities (and maintenance thereof), and furnishes a number of full time administrative employees to the EWA and provides a monthly cash subsidy. The employees contribute approximately 0.5 percent of their base salaries to the fund. Periodic financial statements are required and submitted to competent government authorities.

IV. Welfare Programs Employee Welfare Committee implements the functions of welfare programs as following: canteen service, recreational facility, sponsorship of hobby groups, sponsorship of recreational events, company excursion arrangement, selecting festival gifts, employee's assistant program and subsidies for employee's emergency needs. ALLOWANCES, PERKS AND ADVANCES Satisfied employees contribute to the development and growth of the organization. Apart from providing statutory benefits offer various voluntary benefits to its employees who are offered in the form of various allowances, perks and advances. This helps in attracting and retaining skilled and professionally qualified talent in the organization in the present highly competitive business environment. Allowances Medical allowance Children education Allowance Hard and soft furnishing Allowance Conveyance Allowance / Transport subsidy Professional Updation Allowance Lunch Subsidy Reimbursements Medical Expenses Reimbursement Tuition Fee Reimbursement Electricity Charges Reimbursement Telephone Reimbursement Perks Leave Travel Concession (LTC)

Residential Accommodation Telephone Instrument / Cell Phone Marriage Gift Advances House Building Advance Interest Free Vehicle Advance Interest Free Computer Advance Interest Free Multipurpose Advance Others Periodical Health Check-ups Group Insurance Schemes for the Employees LABOUR WELFARE 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. Objectives of labour welfare 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. Features of labour welfare measures Labour welfare includes various facilities, service 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 scheme 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 increase their productivity. Employers gel stable labour force by providing welfare facilities. Workers take active interest in their jobs and work a feeling of involvement and participation. The social evils prevalent among the labours such as substance abuse, etc are reduced to a greater extent by the welfare policies:

LABOUR'S WELFARE WARFARE Labour would start to attack working class people almost immediately in particular with a full frontal assault on welfare benefits might have surprised some. Now events have shown that indeed labour has this in

mind and is acting very rapidly to carry out its attacks. Labour is planning to axe maternity benefits. It disguises this attack behind the propaganda that women earning 1 million a year should not get maternity benefits. In reality this is aimed at women in ordinary white collar jobs. They are also planning to cut disability benefits by forcing the disabled into jobs that would be totally unsuitable. When Harriet Herman became secretary of state for social security she refused to increase incapacity benefits. probably amongst the lowest in the EU. Now the disabled are being forced back to work with camouflage propaganda about personal advisers talking with the disabled - threatening and bullying them. Another part of the attack on welfare benefits is the old lie much used by the Tories, now dusted off and polished up by labour that fraud is taking place on a massive scale with the benefits system. Labour plucked the figure of 17 % from the air. This figure was supplied by the department of social security itself, when other surveys suggest around 2 % fraud. At the same time big businessmen, including people like Geoffrey Robinson, the paymaster general are tax dodging by salting their money away in offshore trusts - perhaps as much as 96 billion. Labour will cut single parent benefits further scapegoat a section of the working class that had already been scapegoat under the Tories. Labour knows that a large part of the social security budget goes on pensions. This is likely to increase with an increasing proportion of elderly in the population. Labour will attempt to close down state pensions and force people to take out private pensions. Many will find this difficult to pay, already finding it hard to make ends meet.

Slave labour Labours welfare to work scheme through the new deal is designed to provide cheap labour to the employers through training, education and job opportunities. Those who refuse to be forced into derisorily low paid jobs will have their benefits removed. Many of these involve sending people to work for charities, councils, or for supermarkets. This will provide slave labour workers and threaten the wages of those already working in these sectors. The education part will mean NVQ level 2 qualifications at further education colleges. This means training for semi-skilled jobs. Those already signing on and taking NVQ level 3 will only be allowed to continue if it is thought that there will be "job prospects". 69,000 enrolled on A level and Access courses will find themselves being forced onto these schemes. These education schemes would be totally shoddy, with little chance of a job at the end, and with a direct aim of camouflaging unemployment figures.

Labour is hiding these attacks behind the propaganda of '"Radical Welfare Reform" "New Deal" "New Opportunities". These soap ad jingles disguise a brutal attack on the welfare system as does the statement that "The country can't afford the massive spending on the welfare state". In fact Britain is the third lowest in the EU league of 11 countries expenditure on health and welfare benefits. Labour wants to make sure the British bosses have to fork out less for benefits. At the same time labour has signaled its policy on wages. Public sector workers-teachers, health workers etc. were due to get a pay rise of 3.S %. With 3.7 % inflation and the cost of living soaring, even this would be

pathetic. Labour intervened to stop the Pay Review Bodies paying out, and ordered that 2 % only be paid from April. The rest to be paid in December. This means that 8 months worth of an already measly rise will be taken off wages. This is the biggest pay delay ever in public sector history. Nurses will lose 5 a week and teachers 50 a month. In addition, all pay awards will be what Gordon Brown calls self - financing. No extra money will be given by the government and schools and hospitals will make the pay awards by cutting elsewhere. This was already carried out by the previous conservative government resulting in the loss of 2,50,000 public sector jobs since 1993. Blair intends to make this a signal to workers in the private sector and to all public sector workers not covered by the Pay Review Bodies. Unison, the union representing many public sector workers has put forward a demand for a 10 % pay rise or an increase of 1,000 (whichever is greater). This is due to outrange among public sector workers. In fact, it will do nothing to push this demand and the unison leaders are ready to accept the PRB decisions. Unison will attempt to sabotage any industrial action by pointing to the implementation of a national minimum wage as a solution. It will also point out that David Blunkett, threatened to ban strikes in the public sector.

CHAPTER : 4

RESEARCH METHODOLOGY

CHAPTER- 4 RESEARCH METHODOLOGY 4.1 Definition The advance leaner's dictionary of current English defines research as "a careful investigation or enquiry through search for new facts in any branch of knowledge." Research is the process of systematic and in depth study or research for any particular job, subject or area of investigation. It is. packed by collection, complication, presentation and inteipretation of relevant data. It deals with application and utilization of data. 4.2 Topic The topic for the study is "'Labour Welfare Measures in Nagarjuna Herbal Concentrates Ltd". 4.3 Objectives of the study To study about the effectiveness of "Labour Welfare Measures in Nagarjuna Herbal Concentrates Ltd". The main objective of the study is to find out the labour welfare programmes adopted by Nagarjuna Herbal Concentrates Ltd. for its employees. 4.3.2. Specific objectives. o To gauge the extent of awareness among the employees about welfare measures and the level of satisfaction as regards, each and every welfare facilities. o To study about the statutory and non statutory welfare 4.3.1 General objective

measures provided to the employees of Nagarjuna Herbal Concentrates Ltd. o To find out the extent of the implementation of the various welfare measures and their effectiveness. o To find out the facilities provided by the NHCL which are not mentioned in Factories Act. o To suggest improvement in the sphere of labour welfare activities. 4.4 Scope

This study was conducted at Nagarjuna Herbal Concentrates Ltd. This project is to be done under the close instructions and observation. 4.5 Universe

Universe is the whole group of population which the researcher intended to analyze. For the research, the universe contains the group of population who are working at the Nagarjuna Herbal Concentrates Ltd especially supervisors and workmen. 4.6 Sampling Design

In this research the sampling design used is the simple random sampling. 4.6.1 Simple Random Sampling A sample selected is said to be random or based on probability when each and every element of the universe is having an equal chance for being include in the sample.

4.7

Sample size

The number of sampling unit selected from the population is called the sample size of the sample. The study was conducted at Nagarjuna Herbal Concentrates Ltd and the sample size of the study was 100. 4.8 Types of data used

4.8.1 Primary Data The primary data are those data which is collected for the first time and they are errorless. The methods of collecting primary data are: Direct personal interview. Questionnaire method. 4.8.2 Secondary Data The secondary data are those data which is already been collected. The methods of collecting secondary data are: Books and Journals Publications Internet 4.9 Analysis of data For the purpose of analysis and imterpreations, tabulations and simple percentage analysis are used. Diagrams, tables and pie-charts are used for the presentatoin of data.

 4.10 Limitation of the study It is assumed that respondent's information is accurate Due to constrain, the sample size was restricted to Nagarjuna Herbal Concentrates Ltd. Findings of the study are based on the assumption that the companies divulged correct information, o Limitation of time. The resnondent's answers are considered to be true.

CHAPTER : 5

ANALYSIS AND INTERPRTATION

Chapter 5 ANALYSIS AND INTERPRTATION INTRODUCTION The study is conducted on the basis of unstruched personal interview through a structred questionaire. The data collected has been tabulated using tally marks. PERCENTAGE ANALYSIS It refers to special kind of ratio. The percentages are used in marking comparision between two or more series of data. The percentage analytsis is conducted by sividing number of respondents by total number of population or sample. Fourmala Persentage = Number of respondents X 100 Total number of resondents The above formula is used to find out the percentage in percentag analysis . Tables and figures are used to interpretthe data.

1. EMPLOYEE EXPERIENCE IN THE ORGANIZATION Experience Below 5 years 5-10 years 10 years and above Total No. Of Employees 12 52 36 100

120 100 80 60 40 20 0 Yes No

Series1

INTERPRETATION The above tables show that 12% employees have an experience of less than 5 years . 52% of employees have an experience of 5-0 years and 36% of emplyee have an experience of more than 10 years.

2. EMPLOYEES AWARENESS ABOUT THE LABOUR WELFARE Awareness Yes No Total No. Of Employees 98 2 100

Yes No

INTERPRETATION The above tables show that 98% employees are fully aware of the labour welfare measure and 2% of employees are not fully aware of the labour welfare measure. The most of the employee are fully aware of the labour welfare measure in Nagarjuna Herbal Concentrates Ltd.

3. EMPLOYEES OPINION ABOUT THE WORKLOAD Employees opinion about the workload Heavy Moderate Lower Total 18 82 0 100 No. Of employees

90 80 70 60 50 40 30 20 10 0 Heavy Moderate Lower Series1

INTERPRETATION The above tables show that 18% employees feel that their work load is heavy and 82% of amployee feel that their work load is moderate. None of the employee think that their work load is lower.

4. EMPLOYEES OPINION ABOUT SALARY Opinions Hghly satisfide Satisfide Dissatisfide Total No. Of Employees 0 86 14 100

100 90 80 70 60 50 40 30 20 10 0 Hghly satisfide Satisfide Dissatisfide Series1

INTERPRETATION The above tables show that 86% employees are satisfide with their salary.14 % of employees have the opinion that their salary is insufficiant . None of the employees are highly satifide about their salary.

5. WORKING ENVIROLMENT IN THE ORGANIZATION Working envirolment Very Good Good Average Poor Total No. Of Employees 3 72 25 0 100

80 70 60 50 40 30 20 10 0 Very Good Good Average Poor Series1

INTERPRETATION According to 72% of emplpoyees the work enirolment is good. According to 3% it is very good and acording to 25% it is average. An no employees think that , It is bad. From the above table, it is clear that the employees are satisfide with the working envirolment.

6. FIRST AID AND SAFTY MEASURES Opinion Highly Satisfide Satisfide Dissatisfide Total No. Of Employees 8 92 0 100

Highly Satisfide Satisfide Dissatisfide

INTERPRETATION From the above that 92% of employee are satisfide with the first aid and saftey measure and 8% have the opinion that they are highly satisfied. The study reveals that most of the employees are satisfide with first aid and safety measure.

7. EMPLOYEE TRAINING PROGRAMME Training Programme Very Good Good Average Poor Total No.of Employees 0 58 40 2 100

70 60 50 40 30 20 10 0 Very Good Good Average Poor Series1

INTERPRETATION From the above table, it is clear that 58% employees agree that the training programme is good, 40% have the opinion that it is average and according to 2% training programme is poor.

8 . OPINION ABOUT NAGARJUNA WELFARE CENTER Employees opinion about Nagarjuna Welfare Center Very good Good Average Poor Total 44 52 4 0 100 No. Of Emplyees

60 50 40 30 20 10 0 Very good Good Average Poor

Series1

INTERPRETATION Nagarjuna Welfare Center is an organization formed for the welfare of employees. According to 44% of employees, the functioningof Ngarjuna Welfare Centre is very good and according to 52%,the functioning is good and for 4% the functioning is average.

9 . FUNCTIONING OF NAGAARJUNA RECREATION CLUB Functioning Of Recreation Club Very good Good Average Poor Total No. Of Emplyees 56 44 0 0 100

Average 0%

Poor 0%

Good 44% Very good 56%

INTRPRETION From the above table,it is clear that the employees have a very good opinion about the functioning of Nagarjuna recreation club. According to 56% of employees, it is very good and according to 44% the functioning is good. None of the employees said that the functioning is poor or average.

10. FUNCTIONING OF NAGARJUNA CO-OPERATIVE SOCIETY Functioning Of Co-operative society Very good Good Average Poor Total 45 52 3 0 100 No. Of Emplyees

Chart Title
Very good Good 3% 0% Average Poor

45% 52%

INTERPRETATION The above table shows employees opinion about Nagarjuna Co-operative society. According to 45% of employees the functioning is very good and according to 52% of employees, the functioning is good. 3% of the employees have the opinion that the functioning is average.

11. EMPIOYEES OPINION ABOUT THE LEAVE FACILITY Opinion Highly Satisfide Satisfide Dissatisfide Total No. Of Employees 14 78 8 100

80 70 60 50 40 30 20 10 0 Highly Satisfide Satisfide Dissatisfide Series1

INTERPRETATION The table shows that 14% of employees are highily satisfied about the leave facilities. 78% of employees are satisfied and 8% of employees are dissatisfied about the leave facilities. The above study reveals that most of the employees are satisfied about the leave facilities provided by the company.

12. EMPLOYEES OPINION ABOUT SUPERVISION OF WORK Supervision of work More than adequate Adequate Inadequate Total No. Of Employees 12 83 5 100

More than adequate

Adequate

Inadequate

5%

12%

83%

INTERPRETATION Acoording to 125 of employees that supervision is more than adequate and 83% of employees agree that it is adequate and according to 5% of the supervision is adequate.

13. OPINION ABOUT THE TIMING FOR SHIFT WORKING Time of shift working Convenient Inconcenient Total No. Of Employees 87 13 100

Convenient

Inconcenient

13%

87%

INTERPRETATION The above table shows that 87% of employees agree that timingof shift working is convenient for them but for 13% the timing of shift working is inconvenient. Thus the timing of shift working is convenieny of majority of the employees.

14. OVER TIME BENEFITS Over time benefit Very good Good Average Poor Total No.o femployees 45 52 3 0 100

Chart Title
60 50 40 30 20 10 0 Very good Good Average Poor Series1

INTERPRETATION The above table show that 36% of employees have the opinion that overtime beifits are very good.57% of employees have the opinion tht overtime benifits are good and according to 7% it is average.

15. MEDICAL FACILITIES PROVIDED BY THE COMPANY Opinion Highly Satisfide Satisfide Dissatisfide Total No. Of Employees 22 78 0 100

Highly Satisfide

Satisfide 0%

Dissatisfide

22%

78%

INTERPRETATION According to 22% of employees are highily satisfied with the medical facilities and 78% of employees are satisfied with the medical facilities. None of the employees are dissatisfied with the medical facilities. The study revels that the employees have a very good openion abou the medical facilities.

16. EMPLOYMENT INJURY BENEFITS Opinion Highly Satisfide Satisfide Dissatisfide Total No. Of Employees 0 84 16 100

90 80 70 60 50

40 30 20 10 0
Highly Satisfide Satisfide Dissatisfide

Series1

INTERPRETATION The above table show that 84% of employees are satisfide abot the injury benifits and 16% of employee are dissatifide about the injury benifits. So the employees are not very happy with the employee injury benefits.

17. EMPLOYES OPINION ABOUT LABOUR WELFARE MEASURE AND THEIR MOTIVATION TO WORK MORE Opinion Yes No Total No.of employees 100 0 100

Series1

100

0 Yes No

INTERPRETATION All the employees agree that labour welfare measures motivation them to work more.

18. MANAGMNTS READINESS TO ACCEPT EMPLOYEES SUGGESTIONSS ABOUT THE LABOUR WELFARE MEASURE

Opinion Yes No Total

No.of employees 86 14 100

Yes No Total

INTERPRETATION 86% of the employee think that managment will accept employees suggestions and 14% of the employee that managment is not ready to accept employees opinion.

CHAPTER : 6

FINDINGS & SUGGESTIONS

FINDINGS 98% of the employees are fully aware of the labour welfare measures provided to them in Nagarjuna. According to 82% of the employees the work load is moderate and according to 18% work load is heavy. 86% of the employees are satisfied with their salary. And 14% of employees are dissatisfied with their salary. Majority of the employees agree that the work environment in the organization is good (72%) and 25% admit that the work environment is average. According to 92% of employees, the first aid and safety measures are satisfied and according to 8%, it is highly satisfied. According to 58% of employees the training programme is good and according to 40% the training programme is average. 2% of the employees think that training programme is poor. Employees have very good opinion about the functioning of the Nagarjuna recreation club, Nagarjna welfare centre and co-operative society. The employees agree that there is adequate supervision at work and 5% of employees think that the supervision is inadequate. Most of the employees are convenient about the shifts in working (87%) and are satisfied about the overtime benefits. But 13% of employees have some inconvenience about the shifts in working. 22% of the employees are highly satisfied with medical facilities while 78% of employees are satisfied with the medical facilities provided by the company.

 84% of employees are satisfied with injury benefits and 16% of employees are not satisfied with injury benefits. Most of the employees are satisfied with statutory facilities provided by the company such as drinking water, canteen etc.

The attitude of employees towards labour welfare measures is

positive and it motivates them to work more. And 86 % of employees think that management will accept their suggestions for the improvement of labour welfare measures.

SUGGESTIONS From the study, it is clear that employees are in a position to say that the welfare facilities are adequate. It is natural, but the company must give welfare facilities as much as possible. The major suggestions for improving the labour welfare measures in Nagarjuna are: At present the organization is providing transportation facilities only for those workers who do overtime. The company should provide some transportation facilities to all the workers from the nearest town. So that they can interact with each other for more time and,lit will cultivate harmony in the organization and so that the workers become more social and more team-spirit is included in them. The company can provide some educational facilities for the employees children. nt The company can think about increasing the amount of marriage gifts provided to the employees. The company can think about improving the training programmes and providing the training programme periodically. Injury benefits can be provided to the employees. The working of trade unions can be improved.

CONCLUSION

CONCLUSION The topic of the research was "A Study on Labour Welfare Measures with special reference to Nagarjuna Herbal Concentrates Ltd". The project is designed to evaluate the satisfaction level of workers regarding various programs provided by the company. The sample size selected for the study was hundred employees of Nagarjuna Herbal Concentrates Ltd. The universe was three hundred and sixty employees. The sampling technique used for the study is simple random sampling. Structured interview schedule is used for the primary data collection. In the recent labour scenario satisfaction of employees are very important for the smooth running of the organization. .Labour welfare facilities and the employee's efficiency and productivity will improve. From the study, it is clear that the employees are satisfied with the labour welfare facilities. But the organization must provide welfare facilities to workers as much as possible. Thus a feeling of participation and belongingness can grow in the minds of employees. Thus labour welfare facilities are important in all aspects of the industry.

APPENDIX

QUESTIONNAIRE RELATING TO THE LABOUR WELFARE OF EMPLOYEE IN NAGARJUNA HERBAL CONCENTRATES LTD Name Age Gender Designation Salary Office Name : : : : : : 5-10 years More than 10 Years

1) How long you have been working in this comapny? Below 5years company? Yes Heavy Very good No Moderate Good Lower Average Poor 3) What is your opinion about the work load? 4) What is your opinion about envirolment of the organization? 2) Are you fully aware of the labour welfare programmers of the

5) What is your opinion about the first aid and saftey measures? Highly satisfied Satisfied Dissatisfied

6) What you think about the employees training programme? Very good Good Average Poor

7) What is your opinion about the salary? Highly satisfied Satisfied Dissatisfied

8) What is your opinion about the functioning of Nagarjuna Recreation Club? Very good Good Average Poor

9) What is your opinion about the functioning of Nagarjuna Welfare Centre? Very good 10) Good Average Poor

What is your opinion about the functioning of Co-operative

Society? Very good 11) Good Average Poor

What is your opinion about the leave.facility? Highly satisfied Satisfied Dissatisfied

12)

What is your opinion about supervision of work? Satisfied Dissatisfied

Highly satisfied 13)

What you think about the timing of shift working? inconvenient

Convenient 14)

What is your opinion about over time benefit? Satisfied Dissatisfied

Satisfied 15)

How do you the rate medical facilities provided by the company? Very good Good Average Poor

16)

What is your opinion about the injury benafits? Highly satisfied Satisfied Dissatisfied

17)

Does the labour welfare programme create any motivation to

work more? Yes 18) No

Whether the managment is ready to implement your

suggestionbs in welfare facilities? Yes 19) No

Your suggestion for improving the labour welfare measures in

Nagarjuna? ........................................................................................................... ........................................................................................................... ............................................................................................................

BIBLOGRAPHY

BIBLOGRAPHY 1) Gosh P. K. & Ghorpade M.B., Industrial Psychology, Himalaya Publishing House, Bombay, 1993. 2 ) Kothari C.R., Research Methodology and Techniques, New

Age International (P) Ltd, New Delhi, 2004.

3 ) Prasad L.M., Principles and Practices of Management, Sultan Chand & Sons, New Delhi, 1987.

4)

Prasad L.M., Principles and Practices of Management, Himalaya Publishing House, New Delhi, 1997.

CONTENTS

No. 1 2 3 4 5 6

Title Introduction - Industrial Profile Profile of the company Literature Frame Work Research methodology Data analysis and interpretation Findings, suggestions, conclusion Appendix Bibliography

Page. No 1 9 23 34 39 58 62 66

LIST OF TABLES Table Data No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Table showing the employees experience in the organization. Table showing the employees awareness about the labour welfare. Table showing the employees opinion about the workload. 41 Table showing the opinion of employees about salary. environment in the organization. Table showing the opinion of employees about the first aid 44 & safety measures. Table showing the opinion of the employee training programme. Table showing the opinion of the employees about the Nagarjuna welfare centre. Table showing the opinion of the functioning of Nagarjuna 47 recreatiofrclub. Table showing the opinion of the employees about the functioning of Nagarjuna co-operative society. Table showing the opinion of the Leave facility. Table showing the opinion about supervision of work. Table showing the opinion about timing for shift working. Table showing the opinion of the overtime benefits. 49 50 51 52 48 46 45 42 Table showing the opinion of employees about the working 43 40 Page No. 39

Table showing the opinion of the medical facility provided 53

by the company. 16 17 18 Table showing the opinion of the employment injury benefits. Table showing the opinion of the employees about labour welfare measures and their motivation to work more. Table showing the managements readiness to accept employees suggestions about the labour welfare measures. 56 55 54

LIST OF FIGURES Figure Data No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Figure showing the employees experience in the organization. Figure showing the employees awareness about the labour 40 welfare. Figure showing the employees opinion about the workload. Figure showing the opinion of employees about salary. Figure showing the opinion of employees about the working environment in the organization. Figure showing the opinion of employees about the first aid & safety measures. Figure showing the opinion of the employee training programme. Figure showing the opinion of the employees about the Nagarjuna welfare centre. Figure showing the opinion of the functioning of Nagarjuna recreation club. Figure showing the opinion of the employees about the functioning of Nagarjuna co-operative society. Figure showing the opinion of the Leave facility. Figure showing the opinion about supervision of workFigure showing the opinion about timing for shift working. Figure showing the opinion of the overtime benefits. Figure showing the opinion of the medical facility provided bythe company. 52 53 49 50 51 48 47 46 45 44 42 43 41 Page No. 39

16 17 18

jure showing the opinion of the employment injury benefits.

54

Figure showing the opinion of the employees about labour 55 welfare measures and their motivation to work more. Figure showing the managements readiness to accept employees suggestions about the labour welfare measures. 56