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A STUDY ON
EMPLOYEES WELFARE MEASURES IN MAVALLI
TIFFIN ROOM (MTR) FOOD LTD
BANGALORE
Dissertation Report submitted to
BANGALORE UNIVERSITY, BANGALORE
In partial fulfillment of the requirement
For the award of degree in
BACHELOR OF BUSINESS MANAGEMENT
By
NOOR-UL-AMEEN
Registration Number – 06ACC08060
Under the guidance of
Miss: MUBEEN TAJ
AL-AMEEN INSTITUTE OF MANAGEMENT STUDIES
HOSUR ROAD BANGALORE:-560027
2008-2009
CONTENTS
CHAPTER NO PARTICULARS PAGE NO1
2
3
4
5
6
7
8
INTRODUCTION:PART-A: ABOUT INDUSTRY
PART-B: ABOUT THE SUBJECT
RESEARCH DESIGN
COMPANY PROFILE
DATA ANYALSIS AND INTERPRETATION INFERENCES
SUMMARY OF FNDINGS & CONCLUSION
RECOMMENDATIONS & SUGGESTIONS
APPENDIXQUESTIONARIES
BIBLIOGRAPHY
01 - 24
25-32
33-53
54-87
88-90
91-92
93-98
99
TABLE CONTENT
Table No TITLE PAGE NO
Table. 1 Showing the age of respondents 54Table. 2 Showing the education of the respondents 56Table. 3 Showing the martial status of the respondents 58Table. 4 Showing the service available for the
employee in the company60
Table. 5 Showing how the employee feel about the emergency loan / salary
62
Table. 6 Showing the awarness of the satisfactory welfare measures to be provided by the company employee
64
Table. 7 Showing the welfare facilities in the company 66-71Table. 7.A Good ventilation & temparature 66Table. 7.B Spitton Urinals & Latrines 67Table. 7.C Facilities for showing & drying clothes 68Table. 7.D First aid appliances 69Table. 7.E Shelter Restroom 70Table. 7.F Drinking water 71Table .8 Showing safety training & precautions
provided by the company of employee72
Table. 9The medical F Showing how transportation & canteenFacilities help the employee in the company
74
Table.10 Shows satisfaction of the employee by receiving their bonus
76
Table. 11 Showing satisfaction of the employee by taking gratituty facility
78
Table.12
Showing industrial improved due to welfare facilities
80
Table.13 Showing employee comfortable with given facilities in the company
82
Table.14 shows employees rating about quality food provided by the management
84
Table.15 showing the medical facility in the company 86
INDUSTRY PROFILE:-
The Indian food industry is estimated to be worth over US$ 200 billion
and
according to the Confederation of Indian Industry (CII) is expected to
grow to US$ 310 billion by 2015. India is one of the world’s major food
producers but accounts for less than 1.5 per cent of international food
trade. This
indicates vast scope for both investors and exporters.
India is the world’s second largest producer of food next to China, and
has the potential of being the biggest with the food and agricultural
sector, In this respect, the country is endowed with a large production
base for a variety of raw materials covering food crops, commercial
crops and fibers due to its varied agro-climatic conditions.
India is world’s largest producer of cereals and milk; second largest
producer of rice, wheat, sugar, fruit and vegetables, and inland fish; and
third in cotton; Seventh largest producer of fish.Also, India has the
highest number of plants approved by the US Food and
Drug administration (FDS) outside the USA.
FOOD PROCESSING:-
Processed food market is the most important segment of the food industry
accounting for over 32 per cent of the total food market. While India has
an
abundant supply of food, the food processing industry is still nascent:
only
two per cent of fruit and vegetables; and 15 per cent of milk produced are
processed.
Despite this, the processed food industry ranks fifth in size in the country,
representing 6.3 per cent of GDP. It accounts for 13 per cent of the
country’s
exports and 6 per cent of total industrial investment. The industry size is
estimated at US$ 70 billion, including US$ 22 billion of value added
products. This sector has been attracting PDI across different categories.
The sector has been growing at about 7 per cent a year. With rising
incomes
and demographic pressure, growth may soon register 10 per cent.
Important sub sectors in food processing industries are:- Fruit &
Vegetable
Processing, Fish-processing, Milk Processing, Meat & Poultry
Processing,
Packaged/Convenience Foods, Alcoholic beverages & Soft drinks and
Grain
Processing etc
POLICY INITIATIVES:-
The Government has formulated and implemented several schemes to
provide financial assistance for setting up and modernizing of food
processing units, creation of infrastructure, support for research and
development and human resource development in addition to other
promotional measures to encourage the growth of the processed food
sector.
The Center has permitted under the Income Tax Act a deduction of 100
per
cent of profit for five years and 25 per cent of profit in the next five years
in
case of new agro processing industries set up to package and preserve
fruits
and vegetables.
Excise Duty of 16 per cent on dairy machinery has been fully waived off
and
excise duty on meat, poultry and fish products has been reduced from 16
per cent to 8 per cent.
Most of the processed food items have been exempted from the purview
of
licensing under the Industries (Development and regulation) Act, 1951,
except items reserved for small-scale sector and alcoholic beverages.
Food processing industries were included in the list of priority sector for
bank lending in 1999.
Automatic approval for foreign equity up to 100 per cent is available for
most of the processed food items except alcohol, beer and those reserved
for
small-scale sector subject to certain conditions. Complete exemption
from
duty to ready-to-eat packaged food.
Reduction of excise duty on refrigerated motor vehicles from 16 per cent
to 8 per cent, together with an exemption from customs duty. The
government has also enacted the food Safety and Standards Bill 2005 that
seeks to create a regulatory body for the food-processing sector and set
standards for manufacture and import of quality food. This law also
brings together 13 food legislations under a common umbrella.
FOOD PARKS:-
In a bid to boost the food sector, the Government is working on the
concept of agrimonies and mega food parks which would cover the entire
food
processing cycle “from the farm gate to the retail outlet”. 30 locations
have
Already been identified for mega-food parks for which the government
would provide grants of up to US$ 18.9 million each.
Also, the Union Cabinet gave its in-principle approval to an action plan
for
the food-processing sector that aims to help the industry increasing the
level
of processing of perishable items 20 per cent, value addition from 20 per
cent to 35 per cent and share in global food trade from about 1.5 per cent
to
three per cent.
MAJOR INDIAN AND OVERASES PLAYERS IN
THE FOOD PROCESSING INDUSTRY:-
ITC LIMITED
AGRO TECH FOODS
CADBURY INDIA LTD
PEPSI CO. INDIA HOLIDAYS
NESTLE INDIA PRIVATE LIMITED
BRITANNIA INDUSTRIES LTD.
HINDUSTAN LEVER LIMITED
MILK FOODS
MTR FOODS LIMITED
GODREG INDUSTRIES LIMITED
GITS FOODS PRODUCTS PVT. LTD.
DABUR INDIA LTD.
HALDIRAMS MARKETING PVT. LTD.
PARLE AGRO PVT. LTD.
INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT:-
Modern organizational setting is characterized by constant changes
relating to environmental factors and human resources. As regards
environmental factors, we find changes in the operating organizational
structure, the networking procedures, customs or norms and the
economic,
political and social patterns in which organizations exist. Moreover, there
is
constant change in human resources. New individuals are being employed
with their new ideas and expectations while the existing workforce is
constantly changing vis-â-vis ideas, attitudes and values.
Although the change may provide solution to some problems, it
may
create several new ones. There is an urgent need to understand these
problems, anticipate them and to find solutions to them. The
responsibility to find out solutions to these problems lies with every
manager who has to be prepared to deal with different changes effectively
through educational and developmental programs. Obviously, every
manager is responsible for management of human resources – of course
with the advice and help of
personnel department. Management of human resources is the essence of
being a manager who has to get things done through others. Specifically,
his
Task relates to leading, mobilizing and directing the efforts of people
without which he can be a technician but not a manager. Thus, every
manager has to develop and maintain his competence in managing human
resources which have assumed utmost significance in modern
organizations.
DEFINITION OF HRM :-
Human resource management is management functions that helps
manager’s recruit, select, train and develop members for an organization.
It
focuses on the people in organization.
IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT:-
The importance of HRM can be discussed under three standard points.
1. Social significance:-
Management of personnel enhances their
dignity by satisfying their social needs. This is done by:
i. Providing suitable and most productive employment, which
brings them psychological satisfaction.
ii. Making maximum utilization of the resource in an effective
Manner and paying the employees a reasonable
compensation in proportion to the contribution made by him.
2. Professional significance:-
By providing healthy working environment it
promotes teamwork in the employees. This is done by:
i. Marinating the dignity of the employee as a human being.
ii. Providing maximum opportunities for personal dept.
3. Sognificance for individual enterprise :-
It can help the organization in accomplishing its goal
by:-
Creating right attitude among employees through effective
Motivation
I. Securing willing communication operation for
achieving
goals fulfilling their own social and other psychological
needs like love, affection, esteem etc.
SCOPE OF HRM:-
The scope of HRM is indeed vast. All major activities in the working life
of a worker –from the time of his or her entry into an organization until
he or she leaves –come under the purview of HRM. Specifically, the
activities included are- HR planning, job analysis and design, recruitment
and selection, orientation and placement, training and development,
Performance appraisal and job evaluation, employee remuneration,
motivation communication welfare, safety and health, industrial relations
and the like. For the sake of convenience all these functions into seven
sections as shown in the figure.
SUPPORTING FUNCTIONS:-
HR Planning
Assessment
Selection
Placement
Training and Development
Appraisal
Compensation
Employee relation
Benefits
Union management
INTRODUCTORY TO EMPLOYEES WELFARE:-
Welfare is a broad concept referring to a condition of living
of an individual or group, in a desirable and happy state of relationship
with the
whole environment –Ecological, economical and Social. Ecological
welfare
means environmental friendly existence, ecological balance, pollution
free
existence and proper sanitation. Social welfare is the prevention of
discrimination based on cast, creed, Sex, establishment of equity and
fairness ensuring safety health and social security.
The objects of economic welfare means increasing individual
earning and at the same time promote economic development of society
by increasing production, productivity and quality of Product and
Services. Employee welfare is an important acts activity which in any
way contributes to the well being and happiness of workers or which
helps to relieve their hard ships.
Industry and workers are the two major factors determining
the
economics condition of the industrial and country progress. If workers
life
should be satisfactory.
Employee welfare has both positive and Negative sides
associated to it. On the positive side, it deals with the provision of
opportunities which enabled the worker and his family to head a good
life, socially and personally, as well as help him adjust to social transition
in his work life, family life and social life. On the negative side, it
functions in order to neutralize the baneful effects of Large - Scale
Industrialization and provides a counter balance to the undesirable, social
Consequences and Labor problems which have evolved the process of
this transition.
MEANING OF THE EMPLOYEES WELFARE:-
There are three dimensions of concept of welfare total
Social &
relative the total concept to welfare is the involving physical, mental,
moral & emotional well being the social concept of welfare involves the
well being of an individual and the harmonious relationship the
establishes with his primary group his family, his working group – his
colleges, Superiors & Subordinates and with his social group consisting
of community and society at large. Welfare is a relative term, relative to
time, place & persons this is called the relative concept of welfare.
Employee’s welfare is dynamic and flexible. It varies with time. It
also varies from place to place, Industry to Industry country to country. It
also varies between individuals and group within the establishment,
Industry or Country. The perception of people on welfare measures also
vary depending on value system, levels of Education, Social Customs and
expectations.
DEFINITIONS:-
1. According to K. Ashwathappa:”Employee welfare refers to all
those efforts of employers, trade unions, voluntary organization
and
government agencies which helps employees feel better and
perform
better”.
2. According to N.M. Joshi:- Welfare work covers all the efforts
with
employees make for the benefit of their employees and above the
minimum standard of act the provision of the social legislations
providing against accident old age unemployment and sickness
CLASSIFICATION:-
Welfare measures are classified under different heading by
different authors In order to bring about uniformity, let us adopt IL
System of classification here. Accordingly labor welfare measures are
classified as follows,
Extra – Moral Activities
Intra – Moral Activities
Statutory Measures
Voluntary Schemes
Mutual welfare Facilities
EXTRA – MORAL ACTIVITIES (or Benefits):-
Extra – Moral activities are commonly known benefits. It
consists of the following. Social Security, Medical Cover, Insurance,
Pension, Provident Fund, Leave travel facilities, Maternity Facilities,
Compensation against injury, Fair price shops and Co-operatives.
INTRA – MORAL ACTIVITIES (or services):-
There are commonly known as services, some of these
are given below: Safety clothes, Canteen, Transport, Rest rooms, Change
room, Creches, Toilette Blocks, Wash Rooms, Bath Rooms, Banks,
Schools, recreational facilities and auditoriums.
STATUTORY MEASURES ; -
Statutory welfare measures are those lay down by got through
enactment of Legislative laws. Most of the benefits mentioned in (a)
above are statutory welfare measures.
VOLUNTARY SCHEMES : -
These are facilities like holidays, rest period, coffee break etc,
which are declared by employees.
MUTUAL WELFARE FACILITIES : -
These are those facilities agreed to by mutual consultation
employers and employees. Examples are paid vacations, leave etc.
IMPORTANCE OF EMPLOYEES WELFARE:-
Importance for employees’ welfare in all sectors is clearly
enunciated in the Directive principles of State policy through only
around 25 million out of a population of 250 million India are employed
in the organized sector, according to the 1981 census. Presently so
many people are employees in the organized sector. Industrial workers
today constitute functionally a very significant and vulnerable element;
they also contribute substantially to the nation’s economy. But if we
make an overall hereby of the living and workings conditions of these
Industrial workers, the need for and the necessity of welfare services
have become necessary to “counteract the handicaps to which the
workers are exposed, both in their work life and folk life and to provide
opportunities and facilities for a harmonious development of the
workers personalities
The work life of workers has to put in long hours of work in
unhealthy surroundings. As most of them have migrated from rural areas,
they are thrown into a UN congenial environment which also strange to
them. As a result they fall a prey to alcoholism, gambling and vices,
which
Demoralize then and sometimes completely rain them. The
high rote of labor absenteeism in Indian industries is indicative of the leak
of commitment of the part of workers for they want to escape from their
environment whenever possible these absentees can be reduced by the
provision of good
Housing of health & family care of canteens where healthy,
balanced diet is made available in congenial surroundings.
Good educational and training facilities for workers are also
very
necessary in India Industries because of the high rate of miter ally and
lack of proper Educational background among them. These facilities
would also help in decreasing the number of Industrial accidents,
increasing the worker’s efficiency and their also would help in reducing
the effect of the drudgery of their work.
Family planning, Child welfare facilities and maternity care
assist
workers in a variety of ways. They reduce infant morality improve the
health of the spouse and keep the family size to the required minimum.
They also reduce the worker’s anxiety and absenteeism because
of sickness in the family – these welfare programmers are Indian sable
in Indian Conditions.
Employees welfare has a reporting positive & dynamic part to
play in the industrial economic; particularly in developing countries
where, paradoxically, sub standard socio – Economic conditions, exist
despite the vast programmer of Industrial development undertaken in a
planned way
The provision to meet the needy of migrant workers can help
then settle down more easily in their new working and living
environment.
A proper organization & administration of welfare facilities can
play a vital role in promoting better working conditions and living
standards for industrial workers and also increasing their productivity,
especially in developing countries.
PROBLEMS OF EMPLOYEES WELFARE:-
It is a regrettable fact that there have not been sufficient
reformed improvements in the conditions of Indian labor. The Indian
labor is not properly organized and does not have its own leadership but
depends upon outside guidance. The non – labor leaders are politically
motivated and are not really interested in the labor welfare. The
Government, has not paid enough attention to the seal problems and
needs of labor & though these in much labor legislation intended to help
the labor and in actual proactive. Following are two chief problems of
labor welfare
1. Problem of Migration:- :
This creates problems of social adjustment, decreases
efficiency and comes in the way of the development of healthy
employer – employee relationship.
2. Problem of Recruitment:-
The services of employment exchanges are available to
very few. As most of the workers are dependent upon
intermediaries and as intermediaries have special type of relationship
with the employers they can afford to behave arbitrarily with the workers.
They receive cut back and have also to be propitiated by other gifts.
3.Problem of Absenteeism: -
The chief causes of absentees in India are illness,
nightshift, alcoholism, migrating instinct, Industrial accidents,
prostitution, laziness frequency of festivals and litigation. The
absenteeism produces adverse economic effects on Industrial production
and the earning of labor. Proper condition for work in the factory,
adequate wage protection from accidents and sickness facilities for
abstaining leave, rest and rest and recreation constitute the most effects
means of reducing absenteeism.
: -
4. Problem of Industrial Disputes
The capitalist Economic and social structure, the policy of
creating dissention among workers by intermediary,
retrenchment of paying of compensation are the problems which
lead to frequent strikes, lockouts heroes and lit in by workers. At
times these disputer turn viol eat and laborers suffer heavily
4. Problem of Wages: -
The chief problem of workers is that they are poorly paid in
some cases these are below subsistence level. Due to lack of
adequate wages. The labor is unable to give proper Education to
his children. He cannot maintain his health. This leads to decline in
his efficiency and in the Ultimate analysis the productivity falls.
5. Problem of Low Living Standard: -
Due to low wages and rising spiral of prices, the living standard of
Indian workers has been dropping constantly. These are many causes of
low-living standard.
a. Low wages
b. Illiteracy
c. Population explosion
d. Lack of Skill
6. Problem of Health: -
Due to low wages and low standards the workers are unable
to eat wholesome balanced diet. Most of workers are addicted to
smoking, tobacco chewing, drinking and visiting cinemas and bawdy
houses. All these reasons coupled with unhygienic living conditions,
adequate clothing’s indecent Weather, heavily dispose workers to disease
and infection.
RESEARCH DESIGN:-
According to Redman and Mory define research as a “systematized effort
to gain new knowledge.”
TITLE OF THE STUDY:-
“A study on Employees Welfare Measures in Mavalli Tiffin Room
(MTR FOODS LTD) Bangalore”
.STATEMENT OF THE PROBLEM:-
The researcher has been undertaken know the importance of
monetary & non monetary welfare facilities in fulfilling workers
satisfaction with reference to MTR Foods Ltd. The study aimed at
identifying the satisfaction with reference to MTR Foods Ltd. The study
aimed at identifying the satisfaction levels workers in with reference to
the MTR Foods Ltd welfare facilities. These facilities help to
understanding the satisfaction of workers and it identifies their
productivity.
This also helps in identifying if there is any pitfall like worker is
satisfies or dissatisfied with the welfare facilities.
SCOPE OF THE STUDY:-
The study will help to know the Monetary & Non monetary
rewards in MTR Foods Ltd. The study helps us in finding out how well
the
organization will select the employees to reward for their work. Present
study is confined to the employees. Monetary & Non monetary rewards
Being the powerful analytical tool helps the management to analyze the
performance of the organization and employees to make better
productivity, and for the smooth functioning of the business firm.
OBJECTIVES OF THE STUDY:-
To examine and evaluate present welfare activities.
To analyze the working conditions of the employees.
To focus on welfare measures of management strategies and
attitude with respect to welfare measures.
To determine how it helps in improving the performance of the
employees.
To determine the various factors that influences welfare activities.
To build the existing knowledge in workers about the facilities.
To study the problems faced by the workers in getting managing
benefits..
To improve the effectiveness of measures related to occupational
health and safety.
To know the various Statutory and Non statutory welfare measures
provided for the employees.
RESEARCH METHODOLOGY:-
Research design provides the glue that holds the research project
together. A design used to structure the research, to show how all of the
major parts of the research project the sample or groups, measure,
treatments or program & method of assignment work together to address
the central research question
Research in common parlance refers to research for knowledge.
One can also define research as a scientific and systematic research for
pertinent information on a specific to topic. According to Clifford Woody
research
comprises defining and redefining problems, formulating hypothesis or
suggested solutions; collecting, organizing and evaluating data; making
deductions and reaching conclusion; and at last carefully testing the
conclusions to determine whether they fit the formulating hypothesis.
SOURCES OF DATA COLLECTION:-
The data collection is one of the essential aspects in the research
design. By this way we can get answer to the research question.
The data is collected in two ways:
Primary Data
Secondary Data
PRIMARY DATA:-
The primary data collection is one of the key tools used by the
researcher for data collection. It is the first hand information collected by
the researcher from respondents directly. Primary data is collected
through observation and communication. Primary data was collected
through discussion with the manager, questionnaire and by interaction
with the employees of the organization.
SECONDARY DATA:-
The secondary data is another form of data collection, where the
data is collected from the existing records, company manual and form
previously
carried out research work and also through internet. The annual reports,
financial reports of the company etc. Secondary data will be collected to
pool the ideas and framework the study and to examine the relationship of
various factors that influences employee’s performance by using various
sources such as Internet, Journals, Magazines, Library books &
Newspaper.
TOOLS USED OF DATA COLLECTION:-
Observation Method:-
In observation we can get more information by observing the things.
Questionnaires :
In this method we can get the in two ways that is personal
information & information related to job.
Interview Method: -
In this method we can get information by way of face to face
communication.
LIMITATION OF THE STUDY:-
The study is limited to MTR Foods Ltd
The study included collection of data through interaction with
officials and the findings were based on the premise that the
respondents have given correct information
The study is conducted with randomly selected employees of the
organization but not all.
There are chances of biased answers in research.
The study is limited to sample size only.
Chapter Scheme
Chapter 1: Introduction
This chapter gives the subject background of the research topic
Chapter 2: Research Design
This chapter includes various aspects or methodology, brief introduction
of the background statement of the problem, objectives of the study,
sampling method, tools for collection of data and analysis, limitations of
the study and layout of chapters.
Chapter 3: Company Profile
This chapter includes the history of the company and information of the
various products offered in the market by it.
Chapter 4: Analysis and Interpretation
This chapter contains the analysis and the interpretation of primary data
using graphs and various statistical tools.
CHAPTER 5 : SUMMAR OF FINDINGS AND CONCLUSION
This chapter should provide summary of the findings, conclusion drawn
from the findings and also suggestions. After the chapter on summary of
findings and suggestions, the report should contain the Annexure and
Bibliography.
COMPANY PROFILE:-
BACKGROUND AND GROWTH OF COMPANY:
MTR began in 1924 with the establishment of the Mavalli
Tiffin Room by the Maiyya family in Bangalore, India. This restaurant is
a city landmark today and people still stand in queue to savour its unique,
completely authentic dishes. Over the years, we have played proud host
too many distinguished personalities who dropped by for the excellent
coffee and the stimulating conversation. MTR culinary secrets have been
protected and handed down over the generations and our food is based on
truly authentic recipes from their region of origin. Our journey to India’s
premier, processed food company has been marked by innovation and the
adoption of new technology.
Namma MTR is a unique retail chain that allows our customers
to
experience the wide MTR range. MTR foods ltd is amongst the top five
processed food manufacturers in India. It manufacture market & export a
wide range of packaged foods to global markets that includes USA, UK,
Australia, New-Zealand, Malaysia, Singapore & etc. Its wide range of
products includes ready-to-eat curries & rice, ready-to-eat graves, frozen.
Foods, ice cream, instant snacks, dessert mixes, spices & variety of
accompaniments like pickles, & papads. Its deep understanding of
culinary expectations & needs has resulted in many new & innovative
products. Its investments in infrastructure & technology ensure that it can
scale rapidly bring these to market.
Namma MTR is split into three sections. One section showcases
our
entire range of products. The second section is a novel concept kitchen
where customers can interact with specialist chefs to learn about MTR
products and watch live demonstrations. This concept kitchen also works
as an ideal platform for feedback, allowing us to understand and address
consumer needs. The third section offers a variety of fast-food you can
either eat here or get a quick take-away from the express counter.
True to MTR tradition, the food is pure, delicious and convenient.
The menu offers anytime snacks, hearty meal combinations and ice-
creams at truly, value-for-money prices. The smart, contemporary
ambiance and excellent service make for a completely international
experience. When
price controls were imposed as a result of the Emergency, MTR realized
that it was impossible to continue to offer the quality that set us apart.
MTR downed shutters preferring to lose business rather than
compromise on quality. MTR reopened only when we were sure that we
could offer our customers food that was pure and perfect! Present
turnover is US $ 20 million, its growing annually at rate of 35%.
MTR’s journey into packed food started when sir P Sadananda Maiya a
22 year old electrical engineer straight out of college lauched Rava Idli
Mix in 1976 Maiyas family was already in the done business running a
restaurants called Mavalli Tiffen Room (MTR) in the heart of garden city
and the capital of Karnataka Bangalore since 1924 which even today
server the most authentic south Indian done in a traditional style. MTR
restaurant started by his father late Sir P Yajnanarayana Maiya, has been
very successful serving quality hygienic and tasty snacks. The entry into
rough whether during the emergency period in 1975 when the state
government fixed the price of key done items. Due to heavy
Losses, maiya had to close down the restaurant but on protect jobs
of his employees he started a grocery store to sell prices and roasted flour
mixes that was the beginning of its entry into convenience or instant
foods such as Rava idli, Khara bath, Rasam, Sam bar and Dose mix.
From 1983 MTR started distributing its foods and in 1984
launched one of its best sellers the instant Gulab Jamun mix. In 1991 it
moved into its 48,000 Sq.ft modern plant at Bommasandra on the
outskirts of the city. Where everyday 90 tones of food products and one
lakh cones of ice-cream are manufactured. In 1994 the pickles plant made
its debut and in 1996 the Indian pasta [vermicelli or seminal] plant. In
1997, the company was renamed MTR goods limited. The next major
land mark for the company was the launch of the ready-to-eat food in
2000.The defense food research laboratory in Mysore was looking for
ready-to-eat foods that would retain their taste even in the sicken glacier
region and MTR was able to develop the right technology and packaging.
MTR is available in all stares of India and each state has got one
specialty product according to taste to that area. There are 850 employees
at MTR with 160 in sales and marketing. Its turnover for the year is 165
crores.
Growth and Development:-
The M.T.R. grew happily as a restaurant with a distinct
brand name till Emergency. Then, the Union Government decreed that
the 5 popular restaurants in Bangalore, including M.T.R. should reduce
their prices and make them affordable to the common man. M.T.R. had
to comply, but kept its food standards high and eventually closed down
after two weeks. This was when the Maiya’s diversified into a side
business of convenience foods and they began with powder mixes of
rava idly, dose, rasam and kharabath.
When the eatery opened again later, they continued the
business. By the beginning of the 1990’s the readymade business was
doing so well that the M.T.R. Food produces shifted to a modern plant in
Bommasandra, now these are cluster of factories in Bommasandra
belonging to the company. Sadananda Maiya had broken away as a
separate entity. The restaurant continuous to function now under Maiya’s
Hemamalini and her brothers (Harishchandra Maiya;s children’s)
M.T.R. foods limited in the year 2003-04 turnovers were Rs 103 Crore.
In this, the company gained as an export income of about Rs 8 Crore.
Maiya hopes to achieve a turnover of Rs 500 Crore and an export income
of Rs 100 Crore. The firm has 9 food product ranges like spices, instant
mixes, ready to eat, frozen, papad, pickles, vermicelli. Ice-cream, ready to
cook gravies. Within these ranges, there are whole lots of dishes.
Maiya has several new products up his sleeve. Next to hit the market will
be a series of rice dishes, including a khichadi made out of dally and
moong dhal for diabetes patients, all priced at Rs 12 each.When Maiya
decided to target North India he realized that he must capture exact flavor
of the foods of that region. So, he tied up with “JIGGS KARLA”, who
helped him devise various special recipes. Even now, all new dishes are
first tried out in Maiya’s home kitchen. Then, the technique of converting
them to a storable food is evolved.
M.T.R. invests in infrastructure and bring them ensure that they scale
rapidly and delicious food that is also convenient to customers, across the
world. M.T.R. has also expanded their retail presence significantly
contemporary “Namma M.T.R.” and M.T.R. kiosks now serve delighted
consumers across Bangalore and Chennai.
Culinary secrets have been protected and handled down over the
generations and our food is based on truly authentic recipes from their
region of origin. Our journey to India’s premier, processed food company
has been marked by innovation and the adoption of new technology.
Future Plans:-
To widen the range of products and enter the field of Fast foods.
To enter the field of squashes, James and sauces.
To conquer the world’s food market with the “Pure and perfect”.
To enter into the area of Manufacturing, Distribution and Marketing
of “Frozen foods”, confectionery.
To serve the mankind with manufacture of quality foodstuffs with
modern techniques and priced responsibly and assured with the
“Pure and Perfect”.
Better inventory management to avoid mounting expenditure.
The next few years will see the realization of the dream of the man
chief promoter of MTR Sri.P Sadananda Maiya and the company to
become an “Rs 1000 crore group. To serve the mankind with
manufacture of quality food stuffs with modern techniques and priced
reasonably and assured with the pure and perfect.
QUALITY POLICY:-
MTR Foods Limited are committed to manufacturing and
marketing
food products of high quality, hygienically processed using state-of-the-
art
technology with the following objectives:
Creation of the MTR brand synonymous with quality and food
safety
Continuous improvement by total committed participation of all
Satisfying the changing needs of consumers for total delight
Continually improve the effectiveness of quality and food
management systems
THE MTR DIFFERENCE:-
100% NATURAL:-
Our products are 100% natural have no preservatives and use only the
finest, most authentic ingredients.
Unparalleled Taste and Flavour:-
Be it an Instant mix or a Ready to Eat dish, pickles or soups, all MTR
products are known for their mouth watering, “home-cooked” taste.
Uncompromising Quality:-
We adhere to the most stringent quality standards, from sourcing
ingredients to processing and packing. We are ISO 9002 and HACCP
certified.
Technology:-
We use the latest technology to preserve the quality and freshness of our
food. Our use of technology from the defenses Food Research Laboratory
for our Ready to Eat products has won us the President’s award.
Vegetarianism:-
All MTR products are 100% vegetarian
MTR HERITAGE:-
MTR, we are proud of our rich heritage. Our tradition of food and
hospitality began in 1924 with the establishment of the Mavalli Tiffin
Room by the Maiya family in Bangalore, India. This restaurant is a city
landmark today and people still stand in queue to savour its unique,
completely authentic dishes. Over the years, we have played proud host
too many distinguished personalities who dropped by for the excellent
coffee and the stimulating conversation. Culinary secrets have been
protected and handed down over the generations and our food is based on
truly authentic recipes from their region of origin. Our journey to India’s
premier, processed food company has been marked by innovation and the
adoption of new technology. However, every MTR product will always
embody our tradition of unmatched taste, purity and quality.
COMMITTED TO QUALITY:-
When price controls were imposed as a result of the Emergency, we
realized that it was impossible to continue to offer the quality that set us
apart. We downed shutters – preferring to lose business rather than
compromise on quality. We reopened only when we were sure that we
could offer our customers food that was pure and perfect.
ISO 9002 AND HACCP Certified :-
At M.T.R. quality is a way of life Hazard Analysis And Critical
Control Point (HACCP), developed by the Codex Alimentations
Commission, is a global food safety standard. M.T.R.has successfully
met the stringent requirements for this certification.
M.T.R. facilities are equipped with the latest systems. M.T.R.
adhere to international standards across all operations from sourcing the
finest ingredients to processing and packing, using cutting-edge
technology. Each M.T.R. product carries this assurance of quality and
meets the high expectations have from us.
ORGANIZATIONAL STRUCTURE OF H R DEPT:-
Managing Director (MD)(md)(MD
HR POLICY:-
1) The logo:
The overall design, color, balance and harmonious blend of
all
elements sum to a well conceptualized brand leader in the segment. The
red color depicts strong foundation, proven leadership, resilience and
stability. The outwardly radiating lines depict ever growing and changes
to meet the requirements of the customers through holistic innovations
Vice president (Admin)
General Manager (GM)
Administration OfficerManager HR & TrainingPersonal Officer
SecurityTime Officer
Personal Administration
LeavePayment andwages
Factories & labour Dept
Personal Administration
PF & ESI Contact Lab our
the bold letters MTR stand out for “Quality and Purity” word `M’ denote
five M’s that is Men, Material, Machinery, Methods and Value for money
the over riding `T’ denotes “team work” and `Tenacity’ and `R’ for
resilience.
2) Vision :
Grow profitably to be $100 million dollar company by 2010 to be
among top 5 processed foods brands in & from India
3) Mission:
To provide authentic Indian food experience to the consumers
across the world
4) HRM Policy:
MTR believe in attracting, retaining, nurturing and unfolding of
quality human resource, it is our endeavor to create an enabling human
work environment which is centered on performance, innovation culture
and heritage with quality as the main motto.This is achieved through:
1) Indentify competency and skill gaps and get the eight people to
fill these gaps.
2) Build performance oriented organization, bustling with energy,
passion for growth and will do attitude.
3) Keep the organization lean with clear accountability for everyone
Use appraisal system as a total to reward good performers
develops willing performers and weed out poor performers.
4) Introduce the concept of business managers for all directly
influencing top/bottom line or both there by building culture of
strong accountability
5) Recruitment policy and procedure:
The factory employees are mainly grouped as unskilled, semi skill
and skilled and highly skilled workmen mechanics and technicians,
chemists, drivers and etc. The managerial cadre consists of senior
management [general managers and group managers] and next level as
managers/assistant managers.
Selection of working is through a committee with concerned GM
as chairman and divisional manager/asst manager as member manager
HRD is a standing member for all supervisors and below. The senior
cadre selection is through a molt fie selection process with GM
(HAS) as standing member. The selection of senior Mgt is by the top
management.
HEALTH POLICY:-
The personnel employed shall be physically and mentally capable of
performing their allocated duties and to this effect they shall be examined
by an occupational health specialist. They shall also submit themselves
for
periodic health check for assessment of and communicable diseases
harboring of communicable disease. The permission to attend to duty
shall
be in accordance with the standard operation procedure on health and
hygiene. The permission to attend to duty on recuperation from any
illness shall be in accordance with the sick leave regulation
WELFARE SCHEMES:-
The following welfare facilities are available for staff and workers.
Payment of ESI, Gratuity, Bonus and PF as per act.
Free food (one B/F, one tea, one meal minimum
Free transportation from different parts of city to factory and back
Festival advance of Rs 1000 per year recoverable in 10
installments.
Advance for self daughter’s marriage equal to three months gross
or Rs 15000 which ever is less recoverable in 20 installments.
Medical insurance for hospitalization up to Rs 1 lakhs and Rs 2
lakhs as death benefit for those not covered by ESI.
SAFETY POLICY:-
Safety of men and material assumes priority over other issues in
this
organization adequate safety measure are in place and regular audits of
their
adequacy and efficacy levels especially at worker levels are assessed.
This is
through a dedication safety committee. The fire extinguishers have been
provided at vantage points and regular firm drills and mock evacuation
drills are carried out.Personnel are trained in first aid periodically medical
examination of all foods handlers are carried out annually.
INCREMENT POLICY:-
Performance planning review and development [PPRD] forms
assessing the performance is reviewed half yearly including the end of
financial year by the respective divisional managers and
recommendations are made to the top management.
The following are the basic parameters are considered while
recommending increments.
Performance based on PPRD ratings
Special /significant achievements
Previous year increment
Increment of peer group
Other facilities and perquisites granted
Trend in the industry
The workers increment is governed by the memorandum of
settlement with the workers
PROMOTION POLICY:-
Promotions are considered on the following criteria subject to availability
of suitable vacancies.
1) Seniority of the person
2) The performance evaluation through PPRD
3) Suitability of the person to the post considered based on personal
Qualities [P&S]
4) Promotion potential
INDUCTION POLICY:-
All employees are put through a structured induction programmer. The
Gild staff located at various outlying business offices is given induction
programme by respective RSM/ASM. All others posted to factory
programme including visit to the manufacturing gracility. The salient
points
Covered are as below. The depth and scope of training varies on the grade
and levels of the individual in addition to the above informal briefing are
also held.
INDUCTION PROGRAMME SYLLABI:-
A) Workers
1) Good hygiene practice
2) Production overview of the particular work area.
3) Organization structure
4) Over view of rules and regulations
5) Quality policy
6) General dos and don’ts
B) Supervisors
Good hygiene practice
Production overview of the particular work area
Organization structure
Over view of rules and regulations
Quality policy
General dos and don’s
Leave and discipline requirement
Quality and haccp over view
Production incentive
C) Assistant Managers and Managers
Roles and responsibility
Target setting
Performance appraisals
Organizational structure
QMs and HACCP overview and specific requirements.
TRAINING POLICY:-
This policy has been evolved based on the enclosed analysis on
company’s training needs and evaluation of training policy. HRD
department will finalize annual training programmed as per needs to
enhance professional competence of its employees. HRD department and
respective HODs will be jointly responsible for implementing the training
policy training budget for the year must be finalized before April each
year.
DATA ANALYSIS AND INTERPRETATIONS:-
Table 1: showing the age of the respondents
Age No of Respondents
% Percentage
20 to 25 7 14%
26 to 35 20 40%
36 to 45 9 38%
46 and above 4 8%
Total 50 100%
Interpretation:-
The above table shows the age group of the respondent age is the period
of time duration which some one of some thing has existed it can be
penalized above 14% of the respondent the age of 20 to 25 years above,
40% the responded are belongs to the age 26 to 35 years above, 40% of
the respondents above age 36 to 45 years and only 8% of the respondent
are in the age 46 and above years.
Majority of the respondent’s age group is 26 to 35 years, which
was
recognized by investigator.
Graph 1: Shows Age Of The Respondent
Inference
Above graph reveals that more No of respondents age between 26 to 35,
few
respondents age 46 & above. It shows young workers is there in MTR
TABLE 2: Showing the education of the respondents
Educational
Qualification
No of
respondents
% Percentage
SSLC 21 42%
PUC 8 16%
DIPLOMA 17 34%
DEGREE 4 8%
TOTAL 50 100%
Interpretation:-
The above table represents the education qualification of the
respondents 42% of the respondents are SSLC qualified, 16% of the
respondents are PUC qualified, 34% of the respondents are degree
qualified and 8% of the respondents are Technical qualified. The main
purpose of this question should analyzed which qualification group more
required in the
working process of the company also analyzed the education status of due
each employee.
The chart shows that more than respondent are qualified in SSLC
i.e
42% and less then respondents in Technical i.e 8%
Graph 2 Showing the respondents of educational qualification:-
Inference:-
According to above graph, up to 42% employees’ education only
SSLC, rest of the employees education belongs to PUC, DIPLOMA, and
DEGREE. It they have to improve their educational qualifications.
Table 3: Showing The Martial Status Of The Respondents.
Martial
status
No. of
respondents
% Percentage
Married 34 68%
Unmarried 16 32%
Total 50 100%
Interpretation:-
Above table represents the marital Status of the respondents. It
determines who are here about married who are unmarried in the given
respondents. About 68% of the respondents are married & only about
32% of the respondents are unmarried.
Graph3: shows the Martial Status of the Respondents
Inference:-
Above graph represents more No of employees are married, less
No of employees are unmarried.
Table 4: Showing the Service available for the Employee in the
company
Years of
service
No.of
Respondents
%
Percentage
6 months to 1 year 2 4%
1 year to 3 year 3 6%
3 years to 5 years 6 12%
5 years to 7 years 9 18%
Above 7 years 30 60%
Total 50 100%
Interpretation:-
Experience means act of servicing or work by servants
and years of the work done. The above table shows the duration of the
working of the employee in the company, here above 4% of respondents
are servicing in 6 months to 1 yr, about 6% of the respondents are
working since from 1 year to 3 years, about 12% of the respondents are
servicing since 3 years to 5 years, about 18% of the respondents are
servicing since 5 years to 7 years and here about 60% of the respondents
are working since 7 years and above.
The highest no of respondents in this company since 8 and above years
which was recognized by investigators.
Graph 4: shows the Service available for the Employee in the
company
Inference:-
Above the graph reveals that more than 60% of employees have above 7
years experience, in 40% covers below the 7 years experience.
Table 5: Shows how the Employees feel about the Emergency
loan/salary advance. Facilities Extended by the Employer.
Options No. of
respondents
%
percentage
Excellent 16 32%
Good 26 52%
Satisfactory 5 10%
Not Satisfactory 3 6%
Total 50 100%
Interpretation:-
The above table analyzed the satisfaction level about the
emergency loan/salary advance facilities the Employee in the company.
Here about 32% of the respondents are having highly satisfaction and
about 52% of the respondents are having satisfaction, 10% of the
respondents are having Partially Satisfied and 6% of the respondents are
not satisfied.
Graph 5: shows the Emergency loan/Salary advance Facilities by
employer in the company.
Inference:-
According to above graph more No employees satisfied about
Emergency loan/Salary advance facilities provided by the company.
Table 6: showing the awareness of the statutory welfare measures to
be provided by the company employee.
Options No of %
respondents percentage
MALE 36 55%
FEMALE 14 45%
Total 50 100%
Interpretation:-
The above table analyzed the aware of the statutory welfare
measures to be provided by the company to employee. Here about 55% of
the respondents are facilities to the employer in the company and only
about 45% of the respondents are not aware of the statutory facilities
from the company purpose this questionnaire statutory provided by the
got according to rules and regulations of the prescribed act 1948
Majority of the respondents are aware of the statutory welfare measures
to be provided by the company.
Graph 6: shows the aware of the statutory welfare measures to be
provided by the company employee.
Inference:-
The above graph represents more No employee aware of the statutory
welfare measures to be provided by the company , but only 1% of
employee
they do not aware about the statutory welfare measures to be provided by
the
company.
Table 7: showing the welfare facilities in the company
A): Good Ventilation & Temperature-
Options No of
Respondents
%
percentage
Yes 38 78%
NO 12 22%
Total 50 100%
7. B) Spittoon, Urinals & Latrines:-
Options No of respondents % percentage
Yes 15 30%
NO 35 70%
Total 50 100%
7 c) Facilities for storing & drying clothes:-
Options No of
respondents
% percentage
Yes 38 65%
NO 12 35%
Total 50 100%
7. D) First aid appliance:-
Options No of
respondents
%
percentage
Yes 40 75%
NO 10 25%
Total 50 100%
7.E) Shelter restroom:-
Options No of
respondents
%
percentage
Yes 48 96%
NO 2 4%
Total 50 100%
7. F) Drinking Water:-
Options No. of respondents Percentage
Yes 49 98%
NO 2 2%
Total 50 100%
Interpretation:-
All the statutory welfare facilities which are highest of the
employee such as about 96% satisfied to setting facilities in the company.
This was recognized by investigator.
Table 8: Showing safety training and precautions provided by the
company the employee.
Options No of %
respondents percentage
Yes 48 96%
NO 2 4%
TOTAL 50 100%
Graph 8: shows safety training and precautions provided by the
company to the employee.
Interpretation:-
The above table shows availability of the safety training and precautions
to the respondent in the company here about 96% of the respondents
think that they are comfortable with the safety training and precautions
and only about 4% of the respondents are not satisfied about safety
training and precautions in the company. Majority of the respondent are
getting which was recognized by investigator.
Inference:-
Above the graph reveals that 96% safety training and precautions
provided by the company to the employee.
Table 9: Showing how transportation & Canteen facilities help the
Employee in the Company
Options No of
respondents
%
Percentage
Improves my productivity 8 16%
Coming regularly & punctuality 25 50%
Improve Efficiency 17 34%
Total 50 100%
Interpretation:-
The above table shows explanation of the employee transportation &
canteen facilities helps in the company, about 16% of respondents explain
about welfare scheme helps to improve my productivity about 50% of the
respondents welfare scheme helps coming regularly to the company,
about 34% of the respondents welfare scheme helps to improve
efficiency.
Majority of the Employees discussed about welfare scheme helps the
employee coming regularly and punctually.
Graph 9: shows explanation of the employee about the
transportation & Canteen facilities helps in the company
Inference:-
According to above graph 50% of the employee explanation about
transportation & Canteen facilities helps coming regularly & punctually.
Table 10: showing satisfaction of the employee by receiver their bonus
Options No of
respondents
%
percentage
YES 48 96%
NO 2 4%
Total 50 100%
Interpretation:-
The above table analysis the employees are satisfied with getting
bonus in the company, about 96% of the respondents are satisfied in
whatever bonus and 4% of respondents are not satisfied with available
bonus of the company. Company giving to them find out satisfaction
level of the employee by receiving the bonus which way recognized by
investigator.
Graph 10: shows satisfaction of the employee by receiver their bonus
Inference:-
The above graph reveals that more than 95% of employees are
highly satisfied by receiving their bonus.
Table 11: Showing satisfaction of the employee by taking Gratuity
facilities.
Options No of
respondents
%
percentage
YES 47 94%
NO 3 6%
Total 50 100%
Interpretation:-
The above table analysis the employees satisfaction with getting
Gratuity facilities in the company, about 94% of the respondents are
satisfied in whatever Gratuity facilities and 6% of respondents are not
satisfied with available Gratuity facilities of the company. Company
giving to them finds out satisfaction level of the employee by taking
Gratuity facilities, which way recognized by investigator.
Graph 11: shows satisfaction of the employee by taking Gratuity
facilities.
Inference:-
The above graph represents that more than 95% of employees
highly
satisfaction of by taking their Gratuity facilities.
Table 12: showing the Industrial relations improved due to welfare
facilities
Options No of
respondents
%
percentage
YES 47 94%
NO 3 6%
Total 50 100%
Interpretation:-
The above table shows the industrial relation improves due to
welfare
facilities in the company. Industrial relations means relation between
employer and employee in the company. So here about 94% of
respondents are agreed that industrial relations improves due to welfare
facilities in the company and only about 6% of the respondents think that
Industrial relations will not improve due to welfare facilities in the
company. But majority of the responds expressed Industries relation
improved due to welfare facilities of the company. This was recognized
by investigator.
Graph 12: shows Industrial relations improved due to welfare
facilities
Inference:-
According to above graph more than 90% of respondents opinion
is
Industrial relations improves due to welfare facilities.
Table 13: showing Employees comfortable with the given facilities in
the company.
Options No of
respondents
% percentage
Yes 45 90%
NO 5 10%
Total 50 100%
Interpretation:-
Above the table analyzed the Employees comfortable with the
given facilities in the company about 90% of the respondents are
comfortable with the given facilities and about 10% of respondents are
not comfortable with the given facilities in the company.
Majority of respondent are comfortable about welfare facilities
which were recognized by investigator.
Graph 13: shows showing Employees comfortable with the given
facilitiesinthecompany.
Inference:-
According to the graph 90% of Employees comfortable with the given
facilities in the company.
Table 14: Showing employees rating about quality food
provided by the management
Options No of respondents %percentage
Poor 0 00%
Satisfactory 16 32%
Good 26 52%
Excellent 7 14%
Total 50 100%
Interpretation:-
Above the table shows employee rating about quality food
provided by the management, about 0% of respondents are poor quality
food provided by the management, about 24% of the respondents are
Satisfactory quality food provided by the management, 52% of the
employees are Good quality food provided by the management and about
14% of the employees are Excellent quality food provided by the
management.
Majority of the Employees are opinion about good quality food
provided by the management, which was recognized by investigator.
Graph 14: shows employees rating about quality food provided by
the management.
Inference:-
The above graph represents that 52% of employees rating about
quality food good, 32% of employees rating about quality food is
satisfactory, 14% of employees rating about quality food is excellent
provided by the management.
Table 15: showing the medical facility in the company
Options No of
respondents
% percentage
Yes 46 92%
NO 4 8%
Total 50 100%
Interpretation:-
The table analyzed the providing medical facility management to
the employees about 92% of the respondents are expressed that they are
taking the medical facility from the management about 8% of the
respondents are expressed they are not taking the medical facility from
the management. This question mainly concerned by the welfare facilities
of the company.
Graph 15: shows the medical facility in the company
Inference:-
According to above graph more No of employees satisfied about medical
facility provided in the company.
FINDINGS:-
MTR products known for the quality and purity.
All products are 100% vegetarian.
Majority of employees in company have marked that the welfare
facilities provided by employer is satisfied. This can be observed in
graph 5.
Most of the employees have a very good opinion about the welfare
facilities like ventilation & temperature, spittoon, urinals, first aid
appliances, drinking water etc which is provided in their company.
This can be observed in graph 7.
Most of the respondents agreed that they are getting the best
welfare facilities compare to public sector.
Maintaining of brand image by continuous innovation and
inventions
It was found that workers to increase their capacity & productivity.
According to this research the workers accepted that the company
goal can be achieved by providing welfare facilities to their
workers.
It was found that most of the respondents as well as workers are
aware about the welfare facilities given from the management.
Working atmosphere of the organization is very nice
The employees are getting attractive bonus, salary, wages and other
benefits.
There is high concentration towards the environment, health and
safety measurement.
Most of the employees are agreed that the industrial relations are
improved due to welfare facilities.
Conclusion
In any of the manufacturing unit always have content of improving their
business goal. This development process needs seven M’s Men, Money,
Minute, Machine, Method, Material & Marketing. Among these Men as
such as human power is very essential for achieving individual &
organizational goal.
Human resource management has good reputation between these 7 M’s
but welfare programmer is main function of the department. It is always
recommended that is very important to keep the working environment
good. Welfare activities will reduce labour turnover and create permanent
settled labour force by making service attractive to the worker and it will
improve the physical, intelligence, Morality and standard of living of the
workers, which will improve their productivity and efficiency.
RECCOMENDATIONS:-
The satisfaction levels of all the respondents are high but still I would like
to recommend the following.
There are three key elements that effect the satisfaction level of customer
they are :
The researcher concludes the overall research “A study on Employees
welfare measures on Productivity in MTR foods ltd. Most of the
workers
satisfied with present welfare facility system which is existing at the
organization
Quality of the product
Customer satisfaction oriented service operation
High quality service
1) MTR should try to improve on the quality of product
2) MTR should concentrate on customer satisfaction
oriented after sales support. MTR should develop new service
program such as service clinic, assistance to setup for newly initiated
markets and service vehicle for customers.
3) High quality service can be represented by speedy work,
reliable servicing and sincere attitude to the customers. All these can
be achieved by:
Trained service staff working in a well equipped
work shop.
Training should be provided to the technicians with
latest updates.
SUGGESTIONS:-
By the feed back received from the employees of the organization, the
following are the recommendations that can be applied for the future
benefits of the organizations:
Most of the workers specified that welfare facilities given by the
management was good. This view point should reach excellent
level.
Increase the number of motivational skills and training program.
Housing facilities should be provided to the employees.
The management should arrange the awareness programmes of
statutory and non statutory welfare measures.
Workers educational classes should be conduct regularly by the
professionals.
Personality development classes should be arranged for the
employees.
Various incentives schedules should be given to encourage
employees so that production can be rise.
The researcher observed that the quality of rest room facilities is
low. The management should increase this facility.
QUESTIONNAIRE“A STUDY ON EMPLOYEES WELFARE MEASURES IN MAVALLI TIFFIN
ROOM (MTR) FOOD LTD BANGALORE ”
Dear sir/madam
I am a student of final BBM studying in Al-AMEEN INSTITUTE OF
MANAGEMENT STUDIES. It’s my great pleasure to interact with you
through this questionnaire for my project work. I am requesting you to
spend your valuable time for answering my question and kindly co-
operate.
PERSONAL DETAILS:- 1) NAME :
2) AGE:-
a) 20 to 25 [ ] b) 26 to 35 [ ] c) 35 to 45 [ ] d) 46 to above [ ]
3) MOTHER TONGUE:
a) Kannada [ ] b) Telugu [ ] c) Tamil [ ] d) Other [ ]
4) EDUCATION QUALIFICATION:
a) SSLC [ ] b) PUC [ ] c) DEGREE [ ] d) Technical [ ]
5) MARITAL STATUS:
a) Married [ ] b) Unmarried [ ]
6) EXPERIENCE:
a) 6 months to 1 year. [ ] c) 5 year to 7 years [ ]
b) 1 year to 5 year. [ ] d) Above 7 years. [ ]
7) Are you aware of statutory welfare measure to be provided by
Employee
a) Yes [ ] b) No [ ]
8) Are adequate facilities as listed below are being provided.
A) Good ventilation & Temperature
a) Yes [ ] b) No [ ]
B) Facilities for storing personal belonging & clothes
a) Yes [ ] b) No [ ]
C) Urinals & latrines
a) Yes [ ] b) No [ ]
D) Rest rooms / change room.
a) Yes [ ] b) No [ ]
E) First aid appliance at work place.
a) Yes [ ] b) No [ ]
F) Drinking water
a) Yes [ ] b) No [ ]
9) Are safeties training & precautions provided
a)Yes [ ] b) No [ ]
10) Are you eligible for pension facilities in your company
a) Yes [ ] b) No [ ]
11) Is bonus paid in your company?
a) Yes [ ] b) No [ ]
12) Do you have any suggestions to improve the welfare measure in
your company?
A) Are you taking gratuity facilities in your company?
a) Yes [ ] b) No [ ]
B) Has industrial relation improved due to welfare facilities?
a) Yes [ ] b) No [ ]
13) Are you comfortable with the given facilities in the company?
a) Yes [ ] b) No [ ]
14) Do you have transport facilities?
a) Yes [ ] b) No [ ]
15) What type of canteen facilities are you provided with?
a) Free Food [ ] b) Subsidized Food [ ]
c) Chargeable Food [ ]
16) Rate the quality of food in your company.
a) Poor [ ] b) Satisfactory [ ]
c) Good [ ] d) Excellent [ ]
17) What do you feel above the emergency loan/salary advance
facilities extended by the employer?
a) Satisfactory [ ] b) Highly Satisfactory [ ]
c) Partially Satisfactory [ ] d) Dis -Satisfactory [ ]
18) How has transportation & canteen facilities helped you?
a) Improves My Productivity [ ]
b) Improves Regularity & Punctuality [ ]
C) Improves Efficiency [ ]
19) Are you getting medical facility?
a) Yes [ ] b) No [ ]
20) Are you taking gratuity facilities in your company?
a) Yes b) No
21) Has industrial relation improved due to welfare facilities?
a) Yes b) No
22) Are you comfortable with the given facilities in the company?
a) Yes b)No
BIBLIOGRAPHY
N.G. Nair and Latha Nair – Personal management and industrial
relations, First edition 2001.
V.S.P. Rao – Human Resource Management, First edition 2002,
Excel Books.
P. Subba Rao –
Essentials of Human Resource Management and Industrial
Relations, Second edition 1999, Himalaya Publishing House.
C.R. kothar
Research Methodology
OTHER SOURCES
Company Broachers
Annual Reports
Past Reports
www.mtroods.com
www.google.com