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Welfare means faring or doing well. it is a comprehensive term , and refers to the physical, mental, moral and emotional well-being of an individual. Further, the welfare is a relative concept, relative in time and Space, it, therefore varies from time to time and from country to country.

Employee welfare, also referred to as betterment work for employees, relates to taking care of the well-being of workers by employers, trade unionsand government and non government agencies. It is rather difficult to define the term employee welfare

precisely because of the relatively of the concept. Reported the Royal commission on Employee. Employee welfare is comprehensive terms including various sources Facilities and amenities provided to employee for their betterment. These facilities generally do not result in monetary to the employees. Welfare facilities may be provided not only by employees but also by the government trade unions and other agencies too.

The central government has taken special interest in employee welfare activities after the emergence of India as a republic. The government has enacted various laws from time to time to promote the welfare activities.



Cement is a key infrastructure industry. It has been decontrolled from price and distribution on 1st March, 1989 and deli censed on 25th July, 1991. However, the

performance of the industry and prices of cement are monitored regularly. The constraints faced by the industry are reviewed in the Infrastructure Coordination Committee meetings held in the Cabinet Secretariat under the Chairmanship of Secretary (Coordination). performance is also reviewed by the Cabinet Committee on Infrastructure. Its

Capacity and Production

The cement industry comprises of 125 large cement plants with an installed capacity of 148.28 million tonnes and more than 300 mini cement plants with an estimated capacity of 11.10 million tonnes per annum. The Cement Corporation of India, which is a Central There are 10 large cement plants owned by

Public Sector Undertaking, has 10 units. various State Governments. 159.38 million tones.

The total installed capacity in the country as a whole is

Actual cement production in 2002-03 was 116.35 million tones as

against a production of 106.90 million tones in 2001-02, registering a growth rate of 8.84%. Keeping in view the trend of growth of the industry in previous years, a production target of 126 million tones has been fixed for the year 2003-04. During the period AprilJune 2003, a production (provisional) was 31.30 million tones. The industry has achieved a growth rate of 4.86 per cent during this period. 2

Apart from meeting the entire domestic demand, the industry is also exporting cement and clinker. The export of cement during 2001-02 and 2003-04 was 5.14 million tones and

6.92 million tones respectively. Export during April-May, 2003 was 1.35 million tones. Major exporters were Gujarat Ambuja Cements Ltd. and L&T Ltd.

Recommendations on Cement Industry

For the development of the cement industry Working Group on Cement Industry was constituted by the Planning Commission for the formulation of X Five Year Plan. The Working Group has projected a growth rate of 10% for the cement industry during the plan period and has projected creation of additional capacity of 40-62 million tones mainly through expansion of existing plants. The Working Group has identified following thrust areas for improving demand for cement; (i) (ii) (iii) Further push to housing development programmers; Promotion of concrete Highways and roads; and Use of ready-mix concrete in large infrastructure projects.

Further, in order to improve global competitiveness of the Indian Cement Industry, the Department of Industrial Policy & Promotion commissioned a study on the global competitiveness of the Indian Industry through an organization of international repute, viz. KPMG Consultancy Pvt. Ltd. The report submitted by the organization has made several recommendations for making the Indian Cement Industry more competitive in the international market. The recommendations are under consideration.

Technological change
Cement industry has made tremendous strides in technological up gradation and assimilation of latest technology. At present ninety three per cent of the total capacity in the industry is based on modern and environment-friendly dry process technology and only seven per cent of the capacity is based on old wet and semi-dry process technology. There is tremendous scope for waste heat recovery in cement plants and thereby reduction in emission level. One project for co-generation of power utilizing waste heat in an Indian cement plant is being implemented with Japanese assistance under Green Aid Plan. The induction of advanced technology has helped the industry immensely to conserve energy and fuel and to save materials substantially. India is also producing different varieties of cement like Ordinary Portland Cement (OPC), Portland Pozzolana Cement (PPC), Portland Blast Furnace Slag Cement (PBFS), Oil Well Cement, Rapid Hardening Portland Cement, Sulphate Resisting Portland Cement, White Cement etc. Production of these varieties of cement conform to the BIS Specifications. It is worth mentioning that some cement plants have set up dedicated jetties for promoting bulk transportation and export.


Cement industry has to play important role in the structural changes of the country. It helps welfare activities in Vishnu cements Ltd., in order to motivating employees of the form through the study.

Management is the art of getting the work done by the people, therefore ift is necessary to seek the co-operation of the employee for a in order to increase the production and to higher profits. The co-operation of employees is possible only when they are satisfied with employees and the workers on the job.

Good welfare and welfare facilities measures enables the employees and his family to a good welfare facilities like housing medical and children education, recreation etc., helps to improve the conditions of the employees. Employees welfare measures leads to high morals and high productivity and help to raise the standards of the industry in the county. I have selected this topic because it very challengeable topic to go through various employees felling on depth about diffcuties of employees and various activites in the welfare department


To enrich better quality of wok life. To improve the efficiency of work To enhance the productivity. To enrich industrial relation and industrial peace To raise the physical standards of the workforce. To enhance the purchasing and serving capacity of the employees. To make employee work contribute systematically to the nations economy. To reduce absenteeism. To minimize the employee force. Employee welfare is having a wider scope and may have indifferent countries depending upon the socio-economic conditions, political outlook and social philosophy.

OBJECTIVES OF THE STUDY : The objective of the present study are : To examine various welfare activities in VISHNU CEMENTS LTD,. To evaluate the effectiveness of the welfare measures that are presently being implemented in realizing the objective of employee about the welfare facilities. To evaluate and analyzed the options and views of the employees about the welfare facilities. To study the importance of welfare measures and policies in the organisation


The relevant Data information was collected from two sources primary data and secondary data.

Primary data was collected through questionnaire and by observations. The study is done by conservation with various employees of various departments and specially welfare department. Secondary data was collected through various sources such as published annual reports, magazines and journals, records of the company.


They were no significant limitations while conducting the survey but 1. Duration of the project study is very limited which is not sufficient

2. For detailed study, hence time is the limiting factor.

3. The re ports presented by the firm, which forms a basis for analysis, may be core limitation to the study.

4. Many of the respondents were not interested to express their views.

5. Some employees had problem in under standing the questions were I have to Explain them, which took a lot of time.

CEMENT INDUSTRY Manufacturing of the cement was first started in madras in 1904. A real beginning was, however, made in 1912-1930 when three companies were formed. By the time the plant started, there were 21 factories with an annually capacity of 3.28 million tones. The government had a complete control on the production, distribution and price of cement and this damped the growth of the cement industry. In 1997, the government announced that 12 percent post tax returned on net worth was fairy enough and retention prices would be fixed to ensure it. This provided an initial momentum for investment in the industry. The real

impetus was provided when partial decontrol was announced in 1982. Under this policy, all existing cement units were required to give up to 66.6 percent of there installed capacity as levy at controlled price. The balance production was treated non levy cement and was allowed to be sold in the market at the ruling prices. An event of significant importance from the long term point of view has been the process of consolidation and measures and acquisitions witnessed in the cement industry


during recent period. The leaders are now finding economical to accrue an existing under ill-managed company rather than to float a new company.

The demand for cement is expected to reach 109 million tones during the terminal year of the ninth plan based on 8.5 percent annual average growth rate. The capacity and

production targets for the year 2005-06 are placed at 135 million tones and 113 million tones respectively.


India cement industry the fourth largest in the world, with a turnover of Rs.18,000 crores comprising 59 companies with 117large companies and above 311 mini companies. Enjoying the status of being the first industry to be liberalized 16 years ago. The cement industry was one of the few industries liberalized in 1980s. The generated tremendous interests and within a decade nearly forty million tones capacity was added. improved the availability of the cement, which checked price raise. competition among the players improved the quality of cement. After observing the healthy development occurred because of the partial decontrol, the government of India announced total decontrol of cement companies were free to sell there production at what ever the price the market would bear July 1991, the government of India announced delicensing of cement industry its impact can be seen from rapid changes in cement industry. Strain of getting cement permit had disappeared. Before 1982, when construction was planned the consumer had to prepare to get cement, even 6 to 8 months in advance and therefore he had to apply and wait for the permit. But now, the This

Also in the


situation has tremendously changed, cement is available at the country. In short, consumer today do not have to run, from pillar to post to get cement.


Cement industry is the most important and the largest expending industry in Andhra Pradesh. It plays a vital role in development of state. Andhra Pradesh is having all the necessary natural resources required to produce cement in large quantities. The state stands first in the country so far as limestone deposits are concerned. Out of approximate 90000 about 30000 million tones are available in Andhra Pradesh which account for 34 percent in the total limestone deposits. Andhra Pradesh cement industry started in 1939. There were two cement plants opened, one was at Vijayawada and the another was associated cement companys plant in Tadepally, Guntur district in 1939. As on 31st march 1998, there are 8 large scale cement units with an installed capacity of 16 million tones and 24 mini cement ad grinding units with an installed capacity of three million tones producing various types of cement in Andhra Pradesh. In these 18 large cement plants, only two cement units under public sector corporation i.e., cement corporation of India plants situated in Adilabad and Tandur in Ranga reddy districts. The entire Andhra Pradesh cement industry concentrated in the districts of Adilabad, Nalgonda, Cuddappah which are having total lime stone reserves. Andhra Pradesh is having two lime stone deposits clusters viz., yerraguntala and Nalgonda. There are major and 11 mini cement plants situated in Nalgonda districts. As on 31st March, 1998, the Andhra Pradesh total major cement units installed capacity was only 12.60


million tones and this figure increased to 16 million tones at the end of this year because two major units Larsen and Turbo, Visakha cement plants started there operations with installed capacities of 2 and 1 million tones and the existent market leader Raasi cements limited. Expanding there capacity with another 20 million tones. The mini cement plants sector also having an installed capacity of 2.5 million tones. By the end of this year the total Andhra Pradesh cement industries installed capacity has reached to 18.5 million tones. The total production of entire Andhra Pradesh cement industry is approximate 12 million tones. In this the major cement plants contribution was 10.5 million tones where as the mini cement plants only producing the approximate 1.58 million tones. The cement consumption of Andhra Pradesh is only 6 million tones. In 1997-98 and this figure has increased to 7 million tones by the end of 1998 because of the various developmental program taken up by the state government and the industrys dynamic promotional activities. The cement configuration in the state has been observing steady growth. In 1996-97 the cement consumption was only 4.87 million tones and further the consumption increased to 5.87 million tones. As far as production and consumption is concurrent, Andhra Pradesh cement industrys performance increase its 5.29% and 8% respectively in the year 1996-97. This percentage increase is very low when compared to the national average i.e., 8.5% because in this period there is no production activity from the newly erected plants as well as the existing plants which are increased there installed capacity. One more reason for this type of low growth rate was number of new plants and the existing plants, which were increasing their capacities started there production in various parts of the country the cement exports from Andhra Pradesh observing on


extraordinary fluctuations. After staring the exports in the year 1992-93, the first two years observed some significant growth, after that a steady decreasing situation observed in the exports. In 1992-93, 36,200 tones exported to the Bangladesh and some other

countries and this exports figure increased to 1,35000 tones in 1993-94. In 1997-98, there is only 10,000 tones of cement exported to Burma from Visakhapatnam.


The above brief discussion shows that the cement scenario has undergone a sea change- from that of shortages and premiums just few years ago to that of surplus production now. However this surplus production has brought in its wake new problems like cut throat competition, unremunarative prices and deepening financial crisis. The main problems of the cement industry are outlined below.


The cement industry is facing high tariffs, high excise duty, sales tax, royalty lime stone and coal etc the excise duty on cement has been steadily rising. In 1995 - 1996 the excise collection from the cement industry amounted to Rs. 2,242 core which was 5.5% of the total excise in that year according to the development council to the cement industry, the total levies on cement per tone amount to as much as 66.8 per tones. The effective burden on cement amounts to as much as Rs. 35% of the retail price of cement and 47% of the ex. Factory price excluding excise sales tax and freight. This is much higher as compared to the burden in the other countries making the Indian cement industry internationally uncompetitive.



Coal is an important input in the cement industry and accounts for 15 20 % of cash expenses in the manufacture of cement. On an average 250kg of coal is required to produce 1 tone of cement. Coal in India has to be moved over long distances of 1000 to 12000 km to some plants in north, south and west India. There is a severe shortage of coal in the cement industry. The quality of coal supplied to cement units is also highly

unsatisfactory as only D , E & F grades of coal are supplied to these units. The ash cement in Indian coal is very high and this restricts production. To meet the twin problems of shortage of coal and poor quality of coal (due to high ash contents), the emphasis on imports of coal is now increasing. However this option in addition to involving

expenditure of foreign exchange resources, also places those cement plants disadvantage which are located far from ports as they have to incur extra costs for doubling handling and freight.


Power is another important requirement and along with coal forms 40 percent of the total cost. Power cuts, unsteady and inadequate power supply from state electricity boards have created serious problems for cement units. This is all the more so as the production of cement is a continues process requiring uninterrupted power supply to operate efficiently. To cope with the problem of power shortage, cement companies have been obliged is to make heavy investments in captive power generation and also auxiliary generation in wind forms, particularly in plants located in coastal areas.


Transportation costs make up around 20 percent of the total cement price. The industry predominately depends on railways, but due to shortage of wagons, cement dispatches by railway declined over the years. The Indian railway has introduced Own your wagon scheme where in cement companies have been allowed to purchase wagons. This has lead to some marginal improvement and has enabled the cement companies to tide over distribution bottlenecks. However the increase distribution cost is forcing

companies to pass costs to the customers.

Till the year 1990-91, the demand for cement was mainly dependent on government spending as the government with a 40 percent off take was the single largest consumer of cement. However, due to financial constraints, the government was forced to cut down on a wide range of developmental activities. constraint. This resulted in a demand

In recent years the quality of liberalization and the opening up of the

infrastructure sector to the private sector and the foreign sector, have given new hopes of substantial expansion in demand of cement.


Under utilization of capacity is a recurrent future of cement industry. A study conducted by economic times bureau on capacity utilization of cement plants in the northern region was 72.9 percent, in the eastern region 64.8 percent, in western region 91.2


percent and in the southern region 80.3 percent. This shows that under utilization of capacity is particularly marked in the cement plants located in the eastern region. One of the main factors according for low capacity utilization in this region has been the demand constraint.

In 1986, 56 percent of the cement plants were employing the uneconomical wet processing. Due to the high labor and maintenance costs and smaller size, these plants had a high cost of production not only this? On the basis of the cement production of 33 million tones achieved in 1985-86, there obsolete technology resulted in wastage of over 2.5 million tones of coal, and 800 million tones of electricity every year. In recent year there has been a gradual shift from wet to modern, fuel efficient dry process plants.


Cement Manufacturing Association is the apex body of Cement manufactures in India, established in 1961 with 17 member companies, now it has 57 cement companies as members having 115 cement plants. Both the Private and Public Sector cement units its members. It is registered under the Societies Registration Act with its registered office in New Delhi and branch office Mumbai. The following are the main objectives and Services of the CMA. Main Objectives of CMA: To promote the growth of the Cement Industry. To protect the Consumer interest


To identify newer applications of cement usage. To establish contacts with similar bodies abroad for exchange of information, data and publications.

1. Government 2. Industry 3. Exports 4. Seminars / Workshops 5. Publications



The objective to establishment a company provides so many benefits. It provides benefit not only to the owner of the company but also society and nation. Besides, the main objective of earning profits, it creators employment to the unemployed, become a source on Income to the Government which in turn be utilized for the benefit of the nation and provides Suppliers and service to the consumers. The basic raw material for the manufacture of cement is limestone. Besides limestone, laterlite, iron ore, gypsum are used as additives. Power, coal forms major portion in the total cost of the production. It pay taxes ti the government in the form of Royalty, Cess of limestone, Central Excise duty, Sales tax, Cess on cement dispatches, making fee and railway freight. The cement industry in India witnessed a growth of 5.5% during 2003-2004 against 8.7% during 2002-2003.




COUNTRY WISE ITAL CEMENTI PLANTS INDIA: STATE WISE CEMENT PLANTS & CAPACITY. S.NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 State Andhra Pradesh Rajasthan Madhya Pradesh Gujarat Tamil Nadu Maharastra Chatisgarh Karnataka Uttar Pradesh Jharkhand Punjab Himachal Pradesh West Bengal Orissa Bihar Kerala Delhi Jammu & Kashmir Assam Meghalaya Hariyana TOTAL No. of plants 21 14 10 11 13 8 9 8 8 5 3 3 4 3 1 2 1 1 1 1 1 128 Capacity(mn.t) 21.83 18.52 17.69 17.58 14.56 11.8 10.82 10.09 7.31 4.57 4.25 4.09 3.13 3.04 1 0.62 0.5 0.2 0.2 0.2 0.12 152.12




REGION WISE CEMENT PRODUCTION Region Northern Eastern Southern Mn.t / Anm 27.65 22.96 47.10 (Ultratech, Pipavan, Gujarat 5.3) ( Ultratech, Chandrapur, Maha 3.3) Western Central Southern Region: 29.38 25.00

Andhra Pradesh Tamil Nadu Karnataka Kerala

21.83 14.56 10.09 00.62

Andhra Pradesh







2.3 Min.T



2.3 Min.T



2.2 Min.T



43% 48% 8% 1%





OTHER - 1%



Cement industry depends heavily on coal, power and railways for its smooth and efficient operation. In fact its productivity, efficiency and out put depend mainly on the proper and adequate support from all these sectors. In this light, cement Manufactures Association maintained close interaction with all the three government organization to secure their support and cooperation.


Production of cement is a continuous process and therefore needs interrupted power supply. A majority of cement production operations depend exclusively on power. During the year under review, cement units did not face much power problems. Most of the cement units have installed captive power plants to get uninterrupted and quality power. As on 31st march 2004, the total captive power generating capacity installed in cement industry was1748.63 MW. Of this 65% is based on diesel and 35% on thermal. In addition, wind forms of capacity around 78 MW have been installed. During the year 2003-04, 45.04 million tones (38.33% of total production in India) of cement was manufactured using captive power as against 44.33 Million tones (39.81 of the total production) in 200203.



It was very critical for certain cement plants owing to acute shortages of wagons for movement not only of cement and clinker but also coal and gypsum. This problem was mainly due to railways giving topmost priority for coal movement to al the thermal power stations in the country and PDS movement. The transportation problems of these cements plants were compounded in the wake of the sudden restrictions imposed by various State Governments on the carrying of capacity of trucks. The availability of wagons to cement plants in other parts of the country was more or less satisfactory. For resolving the wagon shortage problem, which could affect supply of cement to important ongoing construction projects and they causes series repercussions in the overall economy, cement manufacturers Association, as well as the affected individual cements plants, made various representations and also met the Chairman, member (Traffic), additional member (Traffic), executive Directors and other senior officials of the railway board and Zonal Railway.

PROFILE OF THE ORGANIZATION: The project appraisal was completed in April 1984 at an estimated cost of Rs. 65.00 cores. The letter of indent for manufacture of one million come Portland cement per annum was transferred in the name of the company are converted into industrial license vide industrial license No.469(84) dated 31.12.1984 by the government of India, ministry of industries. Although the license was for the one million tones capacity, considering the high capital cost, the company was installed at 6 lakh tones capacity per annum. Size of cement plant, it take about six months to stabilize the main plant namely Rotary Kiln was lighted up on 31st October 1986. the central production was commenced and entered in the market from 14th January 1987.normally for this the operations and to


solve all the initial teething troubles unfortunately when the plant was in the process of stabilization, there had been frequent moves, interruptions, tripping and stoppages and finally A.P State Electricity Board imposed 60% power-cut and gradually increased up to 90%. As a result stabilization of the plant operations had taken an abnormal period and finally the management of the company decided to install four numbers of diesel generating sets of 2,270 KVA capacities each. Therefore, the final project cost had been increased to Rs. 75.20 cores. Finally, the project had been completed by 31 st august 1987. The plant was established with a consistent production 24000 M.T.s per day during 1990 of Rs. 250.38 lakhs from 2600M>T>s per day by

Increasing pre-calciner height from 5.15 meters to 6.17 meters., modification in R.S.P. fan impeller diameter The production was enhanced from 2850M.T.s per day. UPGRADATIONS: I) various modifications taken place during the period 1990 to 1993 to enhance the production capacity of the plant with accost of Rs. 101.56 lakhs and as a result the production was increased from 2400 M.T.s per day to 2600 M.T.s per day

Retrofitting of cooler ID fan impeller diameter Reduction of cooler ID fan impeller diameter Installation of desecration system for kiln feed V.P pump Reduction of cooler I.D. fan impeller



In order to meet the power requirements and avoid power restrictions from A.P.S.E.B., two numbers of Wartsilla power generators sets of 4MW capacity have been installed at a cost of Rs. 1331.00 lakh during 1996-97.


The production capacity of the plants was further upgraded during 1997-1998 with and 2,000,000 cumulative convertible preference shares of Rs.100/- each.

The issued, subscribed and called up capital of the company investamentary to 3400 M.T.s per day due to 48 Installation of low pressure twin cyclones Installation of high efficiency R.S.P fan Retrofitting of cooler and kiln E.S.P

CAPITAL STRUCTURE: The Authorized capital of the company is Rs. 2800.00 lakh in the form of 2,6,00,000 equity shares of Rs.10/- each any is Rs.2485.49 lakh . the paid up capital of the company is Rs.2485.42 lakhs. The company is having the reserves & Surplus in the capital structure by Rs.1573.22 lakhs. Besides the share holding and reserves & Surplus, the company is having the loans as. Secured Loans: 1) Cash credit including demand loans from banks by Rs.1392.67 lakhs 2) Term loans from banks by Rs.3150.00 lakhs. Unsecured Loans: 1) Trade deposits from dealers/ stockiest by Rs.503.01 lakhs.



The company operations viz., production, sales and profit are tabulated below:

Cement Production Year 2000-2001 2001-2002 2002-2003 2003-2004 2004-2005 2005-2006 2006-2007 (in M.T.S.) 7,74,822 6,23,198 5,95,535 6,84,408 7,16,556 8,31,200 10,68,212

Cement Sales (in M.T.S.) 7,56,681 6,30,549 6,03,198 6,87,015 7,04,291 8,42,149 10,66,747

Profit/Loss ( lakhs) -723.01 719.36 34.65 -1,292.15 -795.69 -449.93

AWARDS: In recognition to the high standards of quality maintained for the cement manufactured by the company, if won the Arch of Europe 1987 Gpd; ward, awarded by M/s. J ban, Madrid, Spain and also it won the award industrial promotion selection Award, 1988 from the council for industrial & trade Development, [resented by her excellence Smt. Kumudhen Joshi, then the Governor of Andhra Pradesh on 9th February, 1989.



we are committed to supply of cement of consistent quality for

enhancement of customers satisfaction and for continual improvement of the quality management system CHANGE IN THE MANAGEMENT:

The India cement limited and its subsidiary namely ICL Securities Limited have acquired over 94% of the share capital of the company from the old management and also by way of open offers made to the share holders of the company, it acquires a the share holding control with effect from 27.12.1999. Zuari Cement Limited entered into a share Purchase Agreement on 10 th January, 2002 with The India Cements Limited and ICL securities Limited to acquire approximately 94.70% of the paid up equity share capital and also made on open offer to acquire remaining approximately 5.30% of the paid share capital. As a result, the new management has taken over the share holding control with from 18th, may 2002. THE MANAGAMENT OF THE ORGANIZATION: The board of directors under the leadership of the chairman is managing the company. The directors and seniors executives are highly experienced and selected from various fields of specialization and are highly experienced. The board enjoys a maximum possible operational autonomy consistent with the overall corporate objectives, polices, goals and strategies. The executives of the company discharge their duties with a team spirit on delegation of authority and individual accountability basis to achieve and targets as specified. As such, it is obvious that the responsibility and authority to take decisions on the organization structure of the company below:


70 Management staff 167 Staff & workmen Casual labor 460

The company maintains almost industrial peace and gives duties importance to the employees emoluments. To keep the same to continue, the company had entered into wage revision agreement with the Union of staff & workers during January 2004 for a period of three and half years and registered the same with the labor commissioner. In order to make the management staff to be more competitive and to update their skills, the company had introduced a self-appraisal form. This form is become a powerful tool and being used in decision making of giving promotions and increments. SUGGESTIONS SCHEME:

In order to bring out the skill of the individual employees, the company had introduced a suggestion scheme and implementing continuously. The salient features of this scheme are furnished below. Any employee can give a suggestion, in writing and should drop it suggestion box meant for this purpose. A team of professionals examinees the feasibility for implementing the suggestion gives fed back to the employees concerned. The selected suggestion will be implemented. The selected suggestions will be award. in the


The employee, who suggested selected the suggestion will made the coordinator to implement the same.

The photograph of the employee of the selected suggestion will be exhibited at the public place within the plant premises.

SAFETY: . The company is dedicated for the safety of the employees. As apart of this, the

company provides safety tools viz., Helmets, Shoes, Nose filters, Safety belts to the employees. It made all the employees to observe safety pledge, every day, before commencement of the working hours. It takes utmost care for the safety day on 4 th march and mines safety meek every year. It also observes World environmental day on 5th juke and productivity day on 12th February, every year. THE GROUPS SAFETY POLICY

Constant attention to the idea of safety, both of the environment and of health in the work place has always characterized out group. This has become even more strategic in the current phase of international development. In the unmediated future particularly, the efforts of all those who work within the group must be aimed at creating around themselves and others the appropriate conditions of operative security. To support this common aim, I consider it important to formalize the safety policy guidelines that must direct our work.


This can be summarized as follows: 1) Italcement group undertakes to make the Safety Policy an integral part of our general company policy.

2) The safety policy will be considered on an equal basis with productivity, efficiency, quality improvement, environment issues and other policies developed the Group.

3) The safety policy will be put into operation at each of the groups workplace, and will accompanied by the appropriate auditing, in order to eliminate dangerous behavior thats the cause of most industrial accidents.

4) Italcementi group firmly believes that all accidents can be prevented. And undertakes to apply the best safety standards in each workplace, and above all, to train people at every level and to ensure that they are competent to assume the responsibility given, and that their training is suitable. 5) All italcementi Group employees are responsible for applying the safety policy and must work in a safe manner, so as not to have or cause accident. 6) The final goal of the safety policy is to arrive at ZERO ACCIDENT in the workplace. with the conviction that people are the key element regarding individual safety, all employees, at whatever hierarchical, are requested to conduct themselves in such a way to avoid causing any accidents whatsoever both of themselves and to their colleagues. 7) Italcementi Group undertakes to provide its employees and the appropriate public bodies with the information regarding the results obtain from applying this policy.


8) The Italcementi Groups policy shall be continually updated. In order to implement these guidelines in a practical, concrete and fast way, the project Zero Accident has launched. Expect a lively participation and collaboration from everyone, in order to re-affirm the values of industrial ethics we must all constantly keep in mind.

Is a key element of the Italcementi Group corporate policy

Is an important as productivity, efficiency, quality & environment

must be applied everywhere and constantly monitored

Is training an informing personnel at every level prevent accidents.

Is the responsibility of every one for themselves and for others.

Is an mission and need possible through every bodies contribution to the Zero Accidents project. Is a policy that will continuously evolve. TAKE CARE THINK SAFE EVERY DAY CLEAN PLEDGE QUALITY POLICY


TRAINING TO THE EMPLOYEES: The company is providing the training to employees in different areas of operations on continuous basis both by in house and by external sources. Some examples of the training are mentioned below. Utilization of alternate fuels including pet coke in cement industry. Labor laws and recent changes in the application of the contract labor. Awareness on VAT Effective utilization of petroleum conservation. ECO Fighting First Aid Effective Communication Cost Control measures Enquiring multi-skills Initive attitude



The company is striving to employee welfare and it provides the following to its employees. Two pairs of uniform, one pair of safety shoes and PPE are provoding to all the employees. Dinner for the employees with their facilites and a cultural programme on every 31st December. Dinner for the employees with their families and a cultural programme on every 1st January. Celebrates independence day and republic day. Provides family planning camp within the plant premises, every year. Provided AIDS awareness classes to the employees by the District Medical & Health Department. Provided the Art of Living classes to the employees within the plant premises. Provided the SSY classes to the employees within the plant premises . All the statutory obligations of the employees like P.F., L.I.C.etc. within the work schedule. Provides different loans to the employees to meet their financial requirments. The company maintained temples of Sri Venkateswara Swami, Anjaneya Swami and Vinayak Temples located at Towmship.


THESE LAWS ARE: The factories Act 1948: the mines Act 1952: the plantation employee Act 1951: the central employees (regulation & abolition) Act 1970: these Act provides for facilities such as canteen crches shelters rest rooms , lunch rooms , washing facilities etc. They also regulate the age of employment, hours of work and more provisions for the appointment of employees welfare officers sickness, Maternity and medical benefits are provided under the employee state Insurance Act 1948 and also the government has chalked out comprehensive Programmers for housing facilities, social security schemes provident funds and such other facilities & seize able has been allotted in each five years for employee welfare activities. ACCORDING TO THE FACTORIES ACT 1948: The welfare facilities provided under this act are as follows: 1. Adequately suitable and clean washing facilities separately for male and female workers. 2. Facilities for storing and drying clothes. 3. Setting facilities for occasional rest for workers who are obliged to work in a standing position. 4. First aid boxes one for every 150 workers and ambulance facilities if there are more than 500 workers. 5. Canteens if more than 250 workers are employees. 6. Shelters rest rooms and lunch rooms if there are more than 150 workers. 7. Creche if more than 30 women are employees.



Welfare officer wherever more than 500 workers are employees.

The oxford dictionary refers employee welfare as efforts to man life worth living for women. The committee on employee welfare (1969) has defined employee welfare as such services facilities and amenities as adequate canteen rest recreation facilities and sanitary and medical facilities arrangements for travel to and from work for the accommodation of workers employed at a distance from there homes and such other services amenities and facilities including social security measures as contribute to

improve the conditions under which workers are employee. According to the employee investigation committee (1946) employee welfare means anything done for intellectual, physical more and economic betterment of the workers, whether by employee by government or by otheragencies over and above what is laid down by low or normally expected on the part of its contracted benefit for which workers may have bargaining

MERTIS AND DEMERITS OF WELFARE MEASURES: Employee welfare is justified for several reasons. It is desirable to recollect the services of a typical worker in this context. His/Her employee helps dig and haul coal from the depths of the earth to fetch and refine oil , to build dams and reservoirs, to lay pipes, canals, railway lines and roads. His/Her employee creates and transmits power, and

through various phases of manufacturing, patterns raw material into finished products of necessity as well as luxury. Welfare may help minimize social evils, such as alcoholism, gambling, prostitution, drug addiction and the like. A worker is likely to fall a victim to any of these


if he /she is dissatisfied or frustrated. Welfare facilities tend to make the worker happy, cheerful and confident looking. WELFARE FACILITIES CAN BE CLASSIFIED AS: (1) Intra Mural Activities (2) Extra Mural Activities

1. INTRA MURAL ACTIVITIES : Intra Mural Activities consists of facilities provided within the factory or establishment they include medical facilities, compensation for accidents provision for creches & canteens, supply of drinking water, washing and bathing facilities provision of safety measures, activities relating to improvement conditions of employment, free or subsidies food and their interest.


EXTRA MURAL ACTIVITIES: Extra Mural activities covers the services and facilities provided outside the factory

or establishment these consists of housing accommodations , indoor and outdoor , recreation of facilities amusement and sports, educational facilities for actual and

childrens Thus employee welfare is a comprehensive terms including various services, facilities and amenities providing to employees for the betterment. Various benefits provided by an organization may be classified under two groups, employee welfare and social security EMPLOYEE WELFARE: Committee on employee welfare (1969) has defined employees welfare as such facilities as adequate canteen, rest and recreational facilities, sanitary and medical facilities arrangement for travel to and from work and for the accommodation of workers employed


at a distance from their homes and such other services amenities and facilities including social security measures as contribute to improve the conditions which workers are employed.

SOCIAL SERCUITY: Social security is essential related to the high ideals of human dignity and social justice. According to ILO social security is the protection which society for its members through a series of public measures against the economic and distress otherwise would be caused by the stoppage or substantial reduction of earnings resulting from , sickness maternity , employment injury, unemployment, invalidity , old age and health.

IN INDIA MAJOR BENEFITS ARE AS FOLLOWS: PAYMENT FOR TIME NOT WORKED: There are provisions for payments to employee not worked these include the payments for the days: 1. Weekly off-day 2. Gazette holiday: 14 days at present which include Independence day, Republic Day, and various festivals like Diwali, Dassara, Christmas day, etc. 3. Personnel leave, casual leave, sick leave, privilege leave and maternity leave personnel leave may vary from organazatio9n to organization.



Welfare and recreation benefits include : Canteen, consumer Societies, Credit societies, housing, legal aid ,employee counseling, welfare organization, holiday homes, educational facilities, transport, parties and picnics and miscellaneous. CANTEENS : Perhaps no employee benefits have received as much attention in recent years as that of canteens. Some organization have statutory obligation to provide such facilities as section 46 of the factories act, 1948 imposes statutory obligation to employees to provide canteens in factories employing more than 250 workers other have provided such facilities voluntarily food stuffs are supplied at subsidized prices in these canteens. Some

companies provides lunchrooms, when canteen facilities are not available.

CONSUMER SOCIETIES : Most of the large organizations located far from towns and which provide housing facilities near the organization set-up the consumers stores in the employees colonies and supply all the necessary goods at far priceless.

CREDIT SOCIETIES : The objective of setting of these societies is to encourage thrift and provide loan facilities at reasonable terms and conditions, primarily to employees, some organization encourage employee to form cooperative credit societies with a view of fostering self help rather than depending upon money lenders, whereas someorganizations provide loans to employees directly.


HOUSING : Of all the requirements of the workers decent and cheap housing accommodation is of great significance. The problem of housing is one of the main causes for fatigue and worry among employees and this comes in the way of discharging their duties effectively, most of the organizations are located very far from towns where housing facilities are not available. Hence most of the organizations built quarters nearer to factory and provided cheap and decent housing facilities to their employees, while a few organization provide or arrange for housing loans to employees and encourage them to construct houses.

LEGAL AID ; Organization also provide assistance or aid regarding legal matters to employees as and when necessary through company lawyers or other lawyers.

EMPLOYEE COUNSELING : Organization also provide counseling services to the employee regarding their personal problems through professional counselors. Employee counseling reduces absenteeism, turnover, tardiness, etc



Some large organization set up welfare organization with a view to provide all types of welfare facilities at one centre and appointed welfare officer to provide welfare benefits continuously and effectively to all employee fairly.

HOLIDAY HOMES : As measures of staff welfare and in pursuance of governments policy, a few large organizations established holiday homes at a number of hill stations, health resorts and other centre with a low charge of accommodation , so as to encourage employees use this facility for rest and recuperation in pleasant environment

EDUCATIONAL FACILIOTIES : Organization provide educational facilities include reimbursement of fees, setting up of colleges, hostels, providing-in-aid to the other schools where a considerable number of students are from the children of employees. Further the organization provides reading rooms and libraries for the benefit of employees.

TRANSPORTATION : Companies provide conveyance facilities to their employees from the place of their residence to the place of work as most of the industries are located outside town and all employees may not get quarter facility.



Companies provide these facilities with a view to including a sense of association, belongingness, openness, and freedom among employee. These activities help employees to understand other better.

MISCELLANEOUS : Organization provide other benefits like organizing games, sports with awards, setting up of clubs, community service activities, Christmas gifts, Deewali and Pongal gifts, LTC and awards, Productivity award etc.

FRINGE BENEFITS : Beside base compensation and incentives employees are provided various types of benefits and services by the organization, these benefits and services are not linked to employee productivity buy are provided to different classes of employees either as a matter of statutory requirement or on voluntary basis or a combination of both such benefits are called by various names such as fringe benefits, employee welfare, sub wages, social security, etc. International employee organization has defined fringe benefits as follows, Wages are often supplemented by special cash benefits, by the provision of medical and other services or expenditure on the goods services, in addition workers commonly receive such benefits as holiday with of low cost meals, low rent housing, etc. such addition to the wages proper are referred to as fringe benefits.


Fringe benefits include payment for non working times, profit and bonus, legally sanctioned payments on social security schemes workmens compensation welfare and contribution made by the employee under such voluntary schemes as care for the post retirement, medical, educational, cultural, and recreational needs workmen the tern also includes the monetary equivalent of free lighting, water, fuel etc, which are provided for workers and subsidized housing and related services.


1) Fringe benefits are provided to the employees in addition to their wages /salary and other performance related incentives. These may be provided either required statutory or on voluntary basis. 2) These benefits are given to the employees irrespective of the ir work efficiency however, differences in benefits may exist on the basis of classes of employees.

3) Fringe benefits are provided to all the employees irrespective of the work efficiency however; differences in benefit s may exist on the basis of classes of employees.

4) Benefits that have relation to employment or wages are not regarded as fringe benefits even though they may constitute a significant part of the workers, total income. This is fairly obvious in the case of public parks, sanitation services and fire protection.


5) The expenses of benefits incurred on fringe benefits and other services are charged as workmen and staff welfare expenses or employees benefits expenses on incentives are charges under wages and salaries

TYPES OF BENEFITS: There may be numerous types of benefits which may be provided to employees, and there may be different ways in which theses can be classified, one may in terms of statutory and voluntary benefits. Statutory benefits are mandatory and are provided under various acts such as paid holiday and leave insurance, pension, gratuity, retrenchment Compensation etc. All the organization covered by different act has to make the provision for these. Voluntary benefits are determined by7 he individual organization on their own. Such benefits may include transportation facilities, educational facilities, subsidized, etc. U.S chamber of commerce has categorized various benefits into five groups.

1) Legally required payments, old age pension, survivor benefits, disability, pension, health insurance, and unemployment insurance. and the payments made under the workmans compensation. 2) Pension, group insurance and welfare payments. Separation pay


3) Paid rest periods, waste up time, lunch periods. 4) Payments for time not worked, vacations and holidays. 5) Christmas bonus.


PROVIDED FUND SCHEME: Under the provision of employees P.F. and miscellaneous provision act 1952, the employer has to contribute 8.33 percent of wages/salaries of employees every month the employees make equal contribution through they are permitted to contribute more if they so desire . the basis Objectives of provident fund is schemes to make payments of total accumulated amount standing in the account of an employee when he retires though in certain circumstances, part of the money can be withdrawn earlier.

PENSION SCHEME: A pension represents the payments of fixed amount to a retired employee or surviving dependents every month provided the employee has fulfilled certain specific conditions of employment. One of the conditions is the minimum number foyers of


services which an employee should put to become eligible for pension, sometimes pension is provided in line of the employers contribution to provident fund.

GRATUITY: The payment of gratuity is regulated by the payment of gratuity act 2972, under this act is payable to all employees after the termination of their services by way of their retirement or resignation provided they have completed five years of continuous services, the gratuity is payable at the 15 days wages/salaries for each year completed services subject to a maximum of Rs.3.5 lacs

COMPENSATION BENEFITS: Compensation benefits are payable under two conditions, under compensation act the compensation act 1923, and under contractual obligations, under the act the compensation is payable in the case of injuries. Fatal or otherwise, to workers during course of his job performance, the compensation is payable according to nature of the injuries, under contractual obligation an employer i9s liable to pay equivalent to three months wage/salaries or any other sum specified under the terms of employment.

INSURANCE BENEFITS: Insurance benefits are payable to employee covered under, employees state insurance Act 1948, the employee covered under this act have to continue to the scheme and the employees have also to contribute, various types of benefits that are available in this act are medical, sickness, maternity, disablement, dependents and funnel benefits,


besides many organization offer benefits for life insurance either on individual or group basis.

In the past the industrialist and the manager believed that there only job towards their employees was to pay them satisfactory wages. In course of time it has change s. psychological researchers convinced them that the workers required security more important, than wages i.e. human treatment which is very essential to seek the co-operation between employees and employer. For this it is essential for the management to create an atmosphere in which the employees work effectively and efficiently by creating better condition of work place, suitable temperature , adequate lighting and pleasant atmosphere, such welfare facilities benefits not only the workers but also the management in the form of greater productivity efficiency Management should realize that these welfare facilities pay a good dividend in the long run for this they have to contribute in a large degree towards the health and efficiency of the workers and towards a high morale. The present study is a carried in ZAURI CEMNTS LTD., DONDAPADU a profit making is known for a sensation atmosphere among the employee forces in the study effort have been to find out various statutory & welfare measures implemented in the ZAURI CEMENTS LTD., Employee welfare is an important fact of industrial relations, the extra dimensions, giving satisfaction to the worker in any way which even good wage cannot. With the growth of industrialization and mechanization, it has acquired added important. The worker, both in industries and agriculture, cannot cope with the pace of modern life with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employees have also realized the importance of their role in providing these extra


amenities. And yet they are not always able to fulfill workers demand however reasonable they might be. they are primarily concerned the availability of the enterprise. Employee welfare thought it has been proved to contribute it efficiency production is expensive. Each employer depending on his priorities gives varying degrees of importance to employee welfare. It is because the government is not sure that all employers are progressive minded and will basic welfare measures that it introduces statutory legislation from time to time to bring about some measures of uniformity in the basic amenities available to industrial workers. Today, employers have generally accepted welfare. The state only intervenes to widen the area of applicability. It is now accepted that it is a social right. The Committee on Employee Welfare (CLW), formed in 1969 to review the employee welfare scheme, described, I as social security that contribute to improve the conditions under which workers are employed in India. Valid considers it as an expression of the assumption by industry of its responsibility for its employees.

Though industrial workers are generally better paid, their conditions of work and work often poorer living conditions necessity more than minimum amenities, and hence most statutory legislation applies to them. In a resolution in 1947, the ILO defined employee welfares as such services, facilities, arrangements, at a distance from their houses, and such other services, amenities and facilities as to contribute to improve the conditions under which workers are employed, Employee welfare and social security will be dealt with separately. We shall first take up employee welfare.



1. Partly humanization to enable the employee to enjoy a good quality of work life. 2. Partly economic to improve the efficiency of the work which in liven increase the production.

3. Partly civic to develop among them a sense of responsibility and dignity make them working citizens of the nations. 4. TO fulfill future needs and aspirations of employee. 5. To increase productivity and efficiency of the employee.

SCOPE: Employee welfare by its very nature must necessarily be elastic and differs from time to region, industry to industry, country to country depending upon the value, system level to education, social customs degree of industrialization and the general standards of the social economic development of the people. The International Labor Organization (ILO) observes the term is one which tends itself to various interpretations and it has not always the same significance in different countries. Sometimes the concept is very wide one is more or less, synonymous with conditions of work as a whole. It may include not only the minimum standards of hygienic and safety yards chosen general employee legislation but also such aspects of working life


as social insurance schemes, measures for the protection of worker and young work as a limitation of hours of work, paid vacations etc.

The scope of employee welfare is their family wide and is not limited to any one country, one region, one industry as occupation. The scope of employee welfare has been described by writers and institutions of different shades in different ways and from different angles. The time of demarcation cannot be very precise, but what should be the common characteristic in that welfare measures should ameliorate the workers and living conditions of the workers and their families and make their lives meaningful. In the final analysis, labor services should enable workers to live a richer and move satisfactory life. Contribute to the productivity of employee and efficiency. Retire the standard of living of workers by indirectly reducing the burden on purse. Be in time and harmony with similar services obtaining as a neighboring community where as enterprise is situated. Be administratively viable and essentially development outlook The scope of employee welfare however cannot be limited to facilities within or near the undertaking. Nor can it be so comprehensive as to Embrace the whole range of social welfare as social services. the

Chief Characteristic Of Employee Work: (i) It is the work which is usually undertaken within the premises or in the vicinity of the undertaking for the benefit of the employee and the members of his amily.



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 employee expect as a result of a contract or service from the employers.


The purpose of providing welfare amenities is to bring about the development of the whole personality of the workers of his Social, Psychological, Economic, Moral, Cultural and intellectual development to make him good worker citizen and a good number to a family.


These facilities may be provided voluntarily by the progressive and enlightened entrepreneur of their own accord out of their realization of responsibility towards employee or the statutory laws may compute them to make provision for these facilities or these may be taken up by the government or the trade unions if they have the necessary funds with them.


Employee welfare is a very broad term, covering from social security to such activities as medical aid, crches, canteen, recreation, housing, adult, education arrangement for transport of employee to and from workplace to residence.


It may be noted that not only the intramurals but also extramural, statutory as well as non statutory activities under by any of the three agencies the


employers, trade union or the government for the physical and mental development of a worker, both as compensation for wear and tear that the under goes as a part of production process and also to enable him to sustain and improve upon the basis capacity for contribution to the process of

production which are all the species of the longer family encompassed by the term Employee welfare.

Employee Welfare: It is useful to consider welfare benefits under two basic categories, via intramural and extra-mural. The following categorization is used by.


Intra-mural Drinking Water

Extra-mural Social insurance (gratuity, pension, PF etc.)


Benevolent Fund


Maternity Benefits


Washing Facilities

Health and Medical Facilities

Occupation Safety

Education facilities

Uniforms and protective

Housing Facilities


Shift Allowance

Recreation facilities


Leave travel Facilities

Workers Co-operative

Vocational Training

These facilities and benefits can be further classified into those provided by legislation and those provided voluntarily by management or as a result of bipartite settlements between management and the trade unions.

Classification of Employee Welfare:





Statutory Welfare amenities:

Those which have to be provided irrespective of size of establishment, e.g. drinking water Those to be provided subject to employment of a specified number of persons, e.g. crche. Again, in the case of certain amenities, there are no minimum standards laid down in the sphere of housing, medical treatment, recreation transport and educational facilities. This left to the discretion of the employer.

Employee Welfare: Intra-Mural: Health and Medical Facilities: Through E.S .I A health workforce is of utmost importance to industry. the ILO in its conventions and recommendations has laid down standards, which have as laid a contributory effect on legislation in India. The ILO convention 25 concernssickness insurance and medical facilities to be provided to an insurance person while convention 103 deals with maternity protection. In its recommendation No.69 it set certain norms for medical care. It also emphasized the need for preventive care. It made recommendations in respect of workers involved in jobs with


special risks No.97 and for occupational healthy services No.112. The royal commission in the pre-independence period stressed the importance of health facilities and a unified scheme of social insurance. We not consider the several employee welfare benefits both intra-mural and extra-mural, voluntary and statutory. The statutory is provided by the Factories Act.

The factories Act 1948: The broad areas of coverage under, the Act are health, welfare, safety, working hours, annual leave, Bonus 8.33% with wages and employment. The Act applies to premises including the predicts there of where ten or more workers are employed, with the aid of power or where 20 or more workers are employed without power. Before starting a factory and periodically thereafter, the chief inspector of factories and his staff measure in the plant, including proper ventilation of noxious fumes and protective equipment for eyes where necessary. A maximum work day of 8 hours is prescribed for adults. A work week of 48 hours is also prescribed. A weekly holiday is also specified as also eligibility of annual leave with pay after 240 days of employment. Canteen if there are 250 or more workers, crches if 50 or more women workers are employed, rest rooms and lunch rooms, shelters in case of 150 or more workers, and ambulance rooms with a qualified doctors and staff if there are 500 or more workers. Basic amenities like lighting and ventilation are to be provided whatever the size of the establishment. Family Planning:


The-five year plans have laid great emphasis on this programme which has acquired a sense of urgency, specially in the Fourth Year Plan. The CLW recommended that it should be made part and parcel of employee welfare activities.

The CLW has suggested that in view of the enormity of the population problem, central and state Government schemes should given recognition to fully equipped and properly staffed hospitals run by employers. Many employers have already taken the initiative, especially in plantations and provide incentive such as priority for housing etc. for participation in family planning schemes.

Canteens: The ILO, in its Recommendations 102, mentioned this facility and felt that a competent authority in each country should guide establishments, with regard to nutrition, hygiene, finance etc. in India the Factories Act places the responsibility on State Government to make rules that in any specified factory with more than 250 workers, a canteens should provided and certain standards should have representation in the management of the canteens. Each state Government has framed its own rules.

The NCL does not think there is need for the statutory limit in respect of canteens to be raised, unless there is an establishment demand. Also, canteens should be run on a contracting help with subsidies. Canteen, if feels should cry provide at least one balanced meal ti worker and allow them credit purchases so that they make good use of the facility.

Rest Facilities:


This amenity provides & prescribed number of seats on the shop floor and in rest rooms or shelter. This facility helps to reduce fatigue, it enable a worker to sit down occasionally without only break in his work, and contributes to his comfort and Efficiency Rest rooms are provided so that works may relax during their breaks for rest or meal. The can also wait in comfort till time they start work particularly before or after like shifter.

Housing : Recommendation 115 of the ILO states that housing be a matter of national policy. Both the Indian Industrial Commission (1918) and the Royal Commission realized the importance and necessity of improving housing conditions of industrial workers and suggested various measures. In 1944 the employee Investigation Committee reviewed housing conditions in principal urban areas and found industrial housing far from satisfactory. They felt a clear long-term housing policy was essential. In 1948, the government of India put forth the industrial housing Scheme. The Central Government subsidized the state Government to the extent of 12 122% on a maximum of Rs. 200 per house, provided the state Government contributed an equal amount.

The response to the scheme was poor. The first Five Year Plan (1951) suggested it the Central Government should take major responsibility for financing housing schemes. The sub seized housing scheme for industrial workers was extended to weaker sections of the community also. It applied to workers under section 2(1) of the Factories Act, whose wages did not exceed Rs.300 per month and still they reached a maximum of RS 500 per month. The scheme provided that in addition to puce houses, -e state could also provide


developments plots, skeleton houses, hostels, dormitories, - building at subsidized rates to eligible industrial workers.

Transport Facilities: The growth of industrial states and workshops outside the city has made commuting a problem for workers. In India, since the public transport system is not only fully eloped and hardly efficient, fatigue of travel to and from work has a detrimental tect on the attendance pattern of workers. The CLW after studying the situation:- commended that transport on a large scale is best provided by the state; that the local dies should streamline their operations, increase their fleet and the frequency of buses especially to employee colonies, industrial estates and townships, and for carrying to and night shifts. They feel that employers could help by giving conveyance allowance, loans to purchase bicycles, provide parking facilities, etc. in metropolitan cities, NCL and CLW have suggested that work hours be staggered, so as not burden the transport system. In the case of smaller units they suggested that transported be provided on a joint basis.

Educational Facilities: The literate worker is naturally more receptive. Educating the workers family, his children, is essential, since in a sense, it is an investment in training the workforce of the future. Surveys on employee conditions indicate that no tangible efforts have been made to eradicate illiteracy among workers. Though the government employers and workers are aware of the importance of developing adult education among workers, there has been to


sustained effort. There have been various suggestions on how to educate workers-one is the provision of night schools, for those who are inclined. Workers in reply to the CLW questionnaire felt that if sufficient incentives are provided, like promotions, they would be welfare bodies can also help to educate workers families.

The Central Workers Education Board conducts classes for industrial workers, employers and workers organization have suggested that personnel trained by the Board should subsequently take up the work of educating industrial workers with the

governments are of the opinion that the Central Board is already overburdened and not capable of taking on an added burden. A panel of experts on literacy set up by the planning commission expressed the need for a autonomous Central Board to promote literacy among industrial workers.

Evolution of social security measures : Social security forms an important part of employee welfare providing the security is of great importance to the workers and his familys wellbeing.

The ILO definition is basically that it can be taken to mean the protection which society provides for its members, through a series of public measures, against the


economic and social distress that otherwise would be caused by the stoppage or substantial reduction of earnings resulting from sickness, maternity, employment injury,

unemployment, invalidity, old:- e and death; the provision of medical care; and the provision of subsidies for families with children.

Extent of injury or death, but the employer is nit responsible if a workman sustains his injuries under the influence of drugs, drinks etc. length of the service is not consideration for equality of compensation or eligibility except for >::- national diseases, where it is six month, and within two years of termination in the case of an employee whose services had been terminated . the act also provides for half-monthly payment for temporary disablement, but the compensation cannot exceed half the monthly wages. A workman cannot claim damages in a civil court and still expect to benefit from the Act. It is admistered by a commissioner, appointed by the Government.

1.RECREATIONAL FACILITIES Table: 1 Opinion Strongly Agreed Agreed Neutral Disagreed No. of respondents
44 16 10 5

59% 21% 13% 7%


Total Graph: 1



From the above figure it shows that most of the employees agree that all necessary safety equipments are provided to the employees while some of the employees commented that the safety equipments provided by the company are not provided in time.

2.TRANSPORTATION Table: 2 Opinion Strongly Agreed Agreed Neutral Disagreed Total No. of respondents
11 37 23 4

15% 49% 31% 5%


Graph: 2

From the above figure it shows that most of the employees agree that all necessary safety equipments are provided to the employees while some of the employees commented that the safety equipments provided by the company are not provided in time

3.INFRASTRUCTURE Table: 3 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 3 No. of respondents 10 37 26 2

Percentage 13% 49% 35% 3%



From the above figure it shows that most of the employees agree that all necessary safety equipments are provided to the employees while some of the employees commented that the safety equipments provided by the company are not provided in time.

4.PROVISIONS FOR FIRST-AID BOXES WHERE EVER THEY ARE NECESSARY Table: 4 Opinion Strongly Agreed Agreed Neutral Disagreed Total No. Of respondents
49 14 7 5

65% 19% 9% 7% 100%

Graph: 4


From the above figure it shows that most of the employees strongly agreed that the company is providing provisions for first aid boxes however some are not in a position to comment about this as a first aid facility are provided to the workers, and moreover first aid equipment are not provided in time. 5.MANAGEMENT TAKES GOOD CARE ABOUT THE SAFETYMEASURES OF THE EMPLOYEES

Table: 5 Opinion Strongly Agreed Agreed Neutral Disagreed total Graph: 5 No. Of respondents
9 43 21 2

12% 57% 28% 3%


From the above graph it shows that most of the employees agreed that the management is taking care about the safety measures of the employees. While some have natural opinion as safety measures taken by the company are not up to satisfaction of the employees. 6. NECESSARY MEASURES ARE TAKEN TO PREVENT THE ACCIDENTS

Table: 6 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 6 No. Of respondents
13 52 8 2

17% 69% 11% 3%



From the above figure it shows that most of the employees agree that all necessary safety equipments are provided to the employees while some of the employees commented that the safety equipments provided by the company are not provided in time. 7. ALL NECESSARY SAFETY EQUIPMENTS ARE PROVIDED BY COMPANY (BELTS, SHOES, UNIFORMS, AND HELMETS)

Table: 7 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 7 No. Of respondents
14 56 5 0

19% 75% 7% 0% 100%



From the above figure it shows that most of the employees agree that all necessary safety equipments are provided to the employees while some of the employees commented that the safety equipments provided by the company are not provided in time.







EMPLOYEES IN CASE OF ACCIDENTS Table: 8 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 8 No. Of respondents
10 32 25 8

13% 43% 33% 11% 100%



From the above figure it shows that most of the employees agree with the compensation facilities and some disagree with these facilities and also commented that the compensation paid is not sufficient for the employees and are very low when compared with other companies. 9. STATUTORY BENEFITS PROVIDED BY THE MANAGEMENT

Table: 9 Opinion Strongly Agreed Agreed Neutral Disagreed total Graph: 9 No. Of respondents
4 19 36 16

5% 25% 48% 22%



From the above figure that most of the employees are not in a position to comment about the statutory benefits provided by the company and only some agree that


the all statutory benefits are provided by the company and some commented that there is no wage revision.




Table: 10 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 10 No. Of respondents
4 34 31 6

5% 46% 41% 8% 100%



From the graph it shows that the organization is very much interested in welfare of the employees. However some are not in apposition to comment, as the welfare facilities provided by the company are not up their satisfaction..


Table: 11 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 11 No. Of respondents
70 5 0 0

93% 7% 0% 0%





From the above graph most of the employees strongly agreed with the suggestions on the welfare activities. There were no comments on the neutral and disagreed options 12 DETERMINATION OF EMPLOYEES REGARDING THE MANAGEMENT CONSUITANCIES

Table: 12 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 12 No. Of respondents 5 38 25 7 75 Percentage 7% 51% 33% 9% 100%

From the above figures it shows that most of the employees agree with the management consults the employees to determine the welfare needs and very low are disagree with their options , many of the employees were not ready to comment on the issue




Table: 13 Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 13 No. Of respondents
4 59 6 6

17% 69% 11% 3% 100%

From the above figure it shows that most of the employees agree that the voluntary benefits are provided to the employees while some of the employees commented that the voluntary benefits are not provided in time 14. WHETHER THE CANTEEN FOOD IS HYGENIC OR NOT

Table: 14

Opinion Strongly Agreed Agreed Neutral Disagreed Total Graph: 14

No. Of respondents
0 31 15 29

0% 41% 20% 39%



From the above figure it shows that most of the employees agree that the canteens food is hygienic while some are not availing these canteen facilities as their house are nearer to the company and some are disagreed with the canteens food is hygienic.


Table: 15 Opinion Strongly Agreed No. Of respondents




Agreed Neutral Disagreed total Graph: 15

55 14 3

73% 19% 4% 100%

From the above figure it shows that the most of the employees agreed while some are not in a position comment about the company providing good number of shelters and rest rooms of the employees and very few are disagreed &strongly agreed 16.AWARENESS OF MANAGEMNT REGARDING WORKING CONDITIONS OF THE EMPLOYEES

Table: 16 Opinion Strongly Agreed Agreed Neutral No. Of respondents 8 51 12


Percentage 11% 68% 16%

Disagreed Total Graph: 16

4 75

5% 100%

From the above figure it shows that the most of the employees agreed while some are not in a position comment about the aware working of conditions of the employees and very few are disagreed &strongly agreed 17. PROVIDING PROPER VENTILATION AND LIGHTING

Table: 17 Opinion Strongly Agreed Agreed Neutral Disagreed total No. of respondents
4 58 13 0

67% 16% 17% 0% 100%


Graph: 17

From the above the graph it shows that most of the employees agreed that the company is providing proper ventilation and lighting in time, however some are not in a position to comment about the facilities are provided to the workers


While doing my project about the welfare facilities in ZUARI CEMENT LTD,. Some of the employees have expressed many of their problems, in which some of the welfare problems are:

1) Employees are satisfied with canteen facilities provided in ZUARI CEMENTS LTD,.


2) The welfare facilities like transportation, housing and medical up to satisfaction of the employees. 3) Welfare committees are not formed as per employees choice. 4) Welfare committees are not consulting the employees to take the suggestions. 5) Many of the employees had expressed that medical facilities should be extended to the retired employees and to their wives. 6) Medicals bills, claims should be cleared immediately and the dues should be paid immediately. 7) Recreational facilities are not maintained properly. 8) Loans for homes, children education and LIC are not provided to the employees. 10) Safety houses, helmets, safety equipments, are not provided in time


In the light of the above findings of the study of the following suggestions are given for the welfare facility department in ZUARI CEMENT LTD., 1) Welfare committees should be reformed by consulting the employees at their interest. 2) Medical facilities should be extended to the retired employees and to their wives. 3) Medicals claims should be cleared immediately.


4) Loans, housing loans, education loans should be provided o the employees. 5) Wages should be paid in time. 6) Wage revision should be done. 7) Safety equipment should be given to the employees in proper time. 8) Offices and workshop maintenance should be improved. 9) Wage division should be done immediately and wages should be paid on time. .

India is the world's second largest producer of cement after China, with cement companies adding nearly eight million tons (MT) capacity in April 2009, taking the total installed capacity to 219 MT. According to Jyotiraditya Scandia, Minister of State, Ministry of Commerce and Industry, cement production could rise to 236.16 MT in FY11 and touch 262.61 MT in FY12. Profits are essential for the survival of any Organization. In the long


run profits reflects the performance and efficiency of the management. An organization which is getting profits is regarded as healthy and it alone can boost up the morale and commitment of the employees. As it is a joint venture the Government as a partner can't be blind to

the happenings in the organizations. Especially in this firm, the main reason for the losses is accumulated debts and interest there on from the very beginning. The Government has to give subsidy to waive some of the debts and interest. It must also see that the organization comes out of the loss zone and achieves the break-even point. If the Government and the management executives work hand in

hand for the prosperity of the organization, no doubt Zuari Cement Ltd occupies a prominent position in the cement industry in India.


Name: Age : Gender: Occupation: Income:


Tick from the following facilities, which are provided in the organization and your satisfaction towards each facility.

1) Recreational Facility 79

Highly satisfied




2) Transportation facility Highly satisfied [ ] Satisfied [ ]



3) Infrastructure Highly satisfied [ ] Satisfied [ ]



4) Are the provisions for the first aid boxes where ever they are necessary Strongly Agreed [ ] Agreed [ ]



5) Whether management takes good care about the safety of the employees

Strongly Agreed [





6) Are there necessary measure are taken to prevent the accidents

Strongly Agreed [




7) Whether all necessary safety equipment are provided (belt, shoes, uniforms)

Strongly Agreed [




8) Is compensation paid approximately to all the employees in case if accidents

Strongly Agreed [




9) Whether all statutory benefits are provided by the management

Strongly Agreed [





10) Is the organization interested for the welfare o f the employees

Strongly Agreed [




11) Whether the management welcomes suggestions on the welfare activities

Strongly agreed [




12) Is the management consults the employees to determine the welfare needs

Strongly agreed [




13) Whether the voluntary benefits are provided (loans, housing, and education & etc)

Strongly agreed [





16) Is the management aware of working condition of the employees

Strongly agreed [




17) Whether proper ventilation and lighting is provided

Strongly agreed [




18) Any problems to welfare facilities

[ no

19) Any suggestion relating to welfare activities