A

DESSERTAION REPORT

On

WELFARE ACTIVITIES FOR EMPLOYEES IN IT INDUSTRIES (A CASE STUDY OF HP COMPUTER)

(PANTNAGAR)

Submitted in partial fulfillment of the requirement

For the award of the degree of

Master of Business Administration

Submitted To:- Submitted By:-

Mrs.-Shalu Arora Vineet Kumar Sirohi

Senior Faculty M.B.A. (2010-12)

Management Dept. Roll No. 010290500029

Approved by: AICTE & NCTE,Ministry of HRD,Gvt of India-New Delhi. Affiliated to Uttarakhand Technical University, Dehradun.

ACKNOWLEDGEMENT

It is well-established fact that behind every achievement lies an unfathomable sea of gratitude

to those who have extended their support and without whom the project would never have

come into existence.

I express my gratitude to “SARASWATI INSTITUTE OF MANAGEMENT & TECHNOLOGY”

RUDRAPUR UTTARAKHAND for providing me an opportunity to work on this project.

Also, I express my gratitude to Mrs. Shalu Arora for their kind cooperation.

PREFACE

As a student of MBA 4th semester I am presenting this project report.

An integeral part of MBA programme for the partial fulfillment of the course.A project is

essential need for a professional course. Project makes a student eligible for developing good

skills & makes deep sense for working in an organization. Project also helps in generating new

ideas & present it.

As such I hereby present my project for evaluation which give, an insight over the current trend

in H.R prevailing in the HP COMPUTERS.

Vineet Kumar Sirohi

MBA 4th SEM

DECLEARATION

I, Deepankar sharma the student of Master of Business Administration, SARASWATI

INSTITUTE OF MANAGEMENT & TECHNOLOGY” 4th Sem (2009 -2011) hereby declare that, I

have completed this dissertation report on “WEALFARE ACTIVITIES FOR EMPLOYEES IN IT

INDUSTRIES(A CASE STUDY OF HP COMPUTERS, PANTNAGAR)” The submitted information is

true & original to the best of my knowledge.

Signature Signature

Mrs. Shalu arora Deepankar sharma

(Project Guide) (Student)

Signature

Pooja Johari

(H.O.D. Management Department)

TABLE OF CONTENTS

1. INTRODUCTION

2.OBJECTIVE OF STUDY

3.RESEARCH METHODOLOGY

4.COMPANY PROFILE

5.SUBJECT MATTER

6.WELFARE ACTIVITIES

7.FINDING & ANALYSIS

8.SWOT ANALYSIS

9.CONCLUSION

10.BIBLIOGRAPHY

11.ANNEXTURE

OBJECTIVE OF THE STUDY

1- To study the statuary provisions undertaken in the company.2- To view the level, impact & importance of the welfare activities in the

company.3- To analysis the satisfaction among employees in respect of welfare.4- To gain the practical knowledge in contrast to theoretical knowledge.5- To understand the activities of Human Resource management.6- How the relationship (Employee & Employer) changes with the welfare

programs.7- Impact of welfare activities on individual such as health, creativity

efficiency, mental status, family.8- How welfare activities cope with management objective such as

organization culture, productivity, quality.

RESEARCH METHODOLOGY

RESEARCH OBJECTIVE

To understand the various Strategies which HP has adopted to survive in highly competitive

information technology industry.

To make a comparative study of the major players in Indian information technology market.

To study the strategies of HP COMPUTERS.

To analyse the trends in Indian information technology Industry with the entry of HP.

RESEARCH METHODOLOGY

Primary Data

Questionnaire Survey of Customers

Secondary Data

Internal Reports HP COMPUTERS.

Reports on Information technology Industry.

Internet

Data Collection Tools

Interview

LIMITATIONS

Every attempt will be taken to obtain the error free and meaningful result but as nothing in this

world is 100% perfect I believe that there will still the chance for error on account of following

limitations-

(1) Respondent’s unavailability.

(2) Time pressure and fatigue on the part of respondents and interviewer.

Courtesy bias.

COMPANY PROFILE

INTRODUCTION

Hewlett-Packard Company, commonly referred to as HP, is an American multinational information tecchnology corporation headquartered in Palo Alto, California, USA. The company was founded in a one-car garage in Palo Alto by Bill Hewlett and Dave Packard, and is now one of the world's largest information technology companies, operating in nearly every country. HP specializes in developing and manufacturing computing, data storage, and networking hardware, designing software and delivering services. Major product lines include personal computing devices, enterprise & industry standard servers, related storage devices, networking products, software and a diverse range of printers, all-in-one's and other imaging products. HP markets its products to households, small- to medium-sized businesses and enterprises directly as well as via online distribution, consumer-electronics and office-supply retailers, software partners and major technology vendors. HP also has strong services and consulting business around its products and partner products.HP's posted net revenue in 2010 was $126.3 billion, in 2009 net revenue was $115 billion, with approximately $40 billion coming from services. In 2006, the intense competition between HP and IBM tipped in HP's favor, with HP posting revenue of US$91.7 billion, compared to $91.4 billion for IBM; the gap between the companies widened to $21 billion in 2009. In 2007, HP's revenue was $104 billion, making HP the first IT company in history to report revenues exceeding $100 billion. In 2008 HP retained its global leadership position in inkjet, laser, large format and multi-function printers market, and its leadership position in the hardware industry. Also HP became #2 globally in IT services as reported by IDC & Gartner.Major company changes include a spin-off of part of its business as Agilent Technologies in 1999, its merger with Compaq in 2002, and the acquisition of EDS in 2008, which led to combined revenues of $118.4 billion in 2008 and a Fortune 500 ranking of 9 in 2009. In November 2009, HP announced the acquisition of 3Com ; with the deal closing on April 12, 2010. On April 28, 2010, HP announced the buyout of Palm for $1.2 billion. On September 2, 2010, won its bidding war for 3PAR with a $33 a share offer ($2.07 billion) which Dell declined to match.On August 6, 2010, CEO Mark Hurd resigned. Cathie Lesjak assumed the role of interim CEO, and on September 30, 2010, Léo Apotheker became HP's new permanent CEO and Ray Lane, Managing Partner at Kleiner Perkins Caufield & Byers, was elected to the position of non-executive Chairman. Both appointments were effective November 1, 2010.

The garage in Palo Alto where Hewlett and Packard began their company

A sign marking the entrance to the HP corporate headquarters in Palo Alto, California.

Culture

The founders, known to friends and employees alike as Bill and Dave, developed a unique management

style that came to be known as The HP Way. In Bill's words, the HP Way is "a core ideology ... which

includes a deep respect for the individual, a dedication to affordable quality and reliability, a commitment

to community responsibility, and a view that the company exists to make technical contributions for the

advancement and welfare of humanity. The following are the tenets of The HP Way:

1. We have trust and respect for individuals.

2. We focus on a high level of achievement and contribution.

3. We conduct our business with uncompromising integrity.

4. We achieve our common objectives through teamwork.

5. We encourage flexibility and innovation.

Type Public

Traded as NYSE: HPQ

Dow Jones Industrial Average Component

Industry Computer hardware

Computer software

IT consulting

IT services

Founded Palo Alto, California (1939)

Founder(s) Bill Hewlett

David Packard

Headquarters Palo Alto, California, U.S.

Area served Worldwide

Key people Raymond Lane (Chairman)

Léo Apotheker (President & CEO)

Products Computer Monitors

Digital Cameras

Enterprise Software

Indigo Digital Press

Mobile Phones

Networking

Personal Computers and Laptops

Personal Digital Assistants

Printers

Scanners

Servers

Storage

Televisions

Telecommunications hardware and software

List of HP products

Revenue  US$ 126.033 billion (FY 2010)[1]

Operating

income

 US$ 11.479 billion (FY 2010)[1]

Net income  US$ 8.761 billion (FY 2010)[1]

Total assets  US$ 124.503 billion (FY 2010)[1]

Total equity  US$ 40.781 billion (FY 2010)[1]

Employees 324,600 (2010)[1]

Divisions HP Enterprise Business(EB)

HP Personal Systems Group(PSG)

HP Imaging and Printing Group(IPG)

HP Financial Services(HPFS)

HP Labs

HP Software Division

Subsidiaries 3Com

3PAR

Compaq

Palm, Inc.

ProCurve

Snapfish

VoodooPC

HP CDS

List of acquisitions by HP

Brand and legacy

According to a Business Week Study, HP is currently the world's 11th most valuable brand.

Since its creation, the HP Logo has remained largely the same. Because of its extreme

simplicity, the logo is recognized all over the world.

A Hewlett-Packard sponsored Porsche 997 GT3 Cup

The company sponsors the HP Pavilion at San Jose, home to the NHL's San Jose Sharks.

HP has many sponsorships. One well known sponsorship is of Walt Disney

World's Epcot Park's Mission: SPACE. Others can be found on Hewlett-Packard's website From

1995 to 1999 they were the shirt sponsor of Premier League  club Tottenham Hotspur. They also

sponsored the BMW Williams Formula 1 team until 2006 (a sponsorship formerly held by

Compaq), and as of 2010 sponsor Renault F1. Hewlett-Packard also has the naming rights

arrangement for the HP Pavilion at San Jose, home of the San Jose Sharks NHLhockey team.

Agilent Technologies, not HP, retains the direct product legacy of the original company founded

in 1939. Agilent's current portfolio of electronic instruments are descended from HP's very

earliest products. HP entered the computer business only after its instrumentation competencies

were well-established. When Agilent was spun off, items in the Corporate Archives were split-up

along product lines, with Agilent retaining almost all of the original HP archives - only where

there was duplication of material, was HP given early Test and Measurement material. Both

companies retained an original 200A Audio Oscillator.

After the acquisition of Compaq in 2002, HP has maintained the "Compaq Presario" brand on

low-end home desktops and laptops, the "HP Compaq" brand on business desktops and

laptops, and the "HP ProLiant" brand on Intel-architecture servers. (The "HP Pavilion" brand is

used on home entertainment laptops and all home desktops.

HP uses DEC's "StorageWorks" brand on storage systems; Tandem's "NonStop" servers are

now branded as "HP Integrity NonStop".

Growth:

HP is focused on three technology shifts that have the power to transform our customers'

lives and businesses.

Next-generation data center

Always on, always connected mobile computing

Ubiquitous printing and imaging.

PRODUCTS Computers

Laptop & Tablet PCs

»Laptops for home »Laptops for business

Pavilion, Presario, Mini, EliteBook, and morelaptops and notebook computers

Desktops & Workstations

»Desktops for home

Servers & Storage

For business

»Servers »Blade systems »Storage

For home

»Home servers »Home storage

Smartphones & Handhelds

For home

»Smartphones & handhelds »Calculators

For business

»Smartphones & handhelds

Monitors

»Monitors for home »Monitors for business

Flat screens, LCDs and more computer monitors

Printers & Imaging Products

Printers & All-in-ones

»Printers for home »Printers for business

Inkjet, laser, all-in-one, multifunction, large-format, and otherprinters

Ink, Toner & Paper

»Supplies for home »Supplies for business

Ink, toner, paper and other printer supplies

Scanners & Fax

»Scanners for home »Scanners for business

Scanners, fax and products that do scan / fax / copy / print

Software

»Software products

Software and operating systems for management, security and more.

Services

»HP Services »Extended service plans for home products

Accessories & Networking

Accessories & Parts

»Accessories for your HP product

»Repair & replacement parts

Networking

»Home networking »Procurve networking »ProLiant networking »Integrity/Unix networking »Printer networking »Wireless solutions

Address Corporate Office:

Hewlett-Packard India Sales Pvt.Ltd 24, Salarpuria Arena Adugodi Hosur Road

Bangalore. Phone: (080) 2563 3555

Fax: (080) 2563 3222.

Hewlett-Packard GlobalSoft Limited HP Avenue 39/40, Electronics City-II

Hosur Road Bangalore. 

Phone: +91 80 28528892

Fax: +91 80 28528908

India Software Operations No. 29, Cunningham Road Bangalore - 560 052.

Phone: (080) 2225 1554 

Fax: (080) 2220 0196

HPCOMPUTERS AT SIDCUL PANTNAGAR

OBJECTIVE OF EMPLOYEE WELFARE

There is necessity to provide welfare measures to the employees for making them happy and contented. Workforce may remain with the organization when they find that in addition to wages. Company given them fringe benefit to carry on their lives comfortably and conveniently, so stable and created in such situation.

THE OBJECTIVES OF EMPLOYEE WELFARE ARE DISCUSSED BELOW:-

1. To enhance the level of moral of employees.

2. To Create a Loyal, Contented workforce in Organization.

3. To Develop a Better Image Of The Company In The Mind Of Employees.

4. To enable the workers too comfortably & happily.

5. To Develop Efficiency Of The Workers

6. To Reduces Influence Of Trade Union Over The Workers

7. To Expose Philanthropic & Benevolent Activities Of The Company

8. To Make the Workers know that the company takes Care of Them.

9. To Develop Positive Altitude Towards Job, Company & Management

10. To Reduce Tax Burden.

11. To Developed a feeling of satisfaction of employees with the company

12. To Develop a sense Of belonging To The Company

13. To Retain Skilled & Talented Workers

14. To Develop Better Human Relation. 15.To Prevent Social Evils like Drinking, Gambling Activities & Social Conditions.

NEED FOR SOCIAL SECURITY & WELFARE ACTIVITIES

1. EMPLOYEE DEMANDS

Employee’s demands more varied types of fringe Benefits rather than pay like because of reduction in Tax burden on the part of employees & in view of the galloping price index and cost of living.

2. TRADE UNION DEMANDS

Trade unions compete with other for getting more and a new variety of fringe benefits to their members such as life insurance, beauty clinics etc. Thus, the competition among trade unions within an organization results in more & varied benefits.

3. EMPLOYER’S PREFERENCE:

Employer prefers fringe benefits to pay-hike as fringe benefits motivate employees for better contribution to the organization results in more & varied benefits.

4. AS A SOCIAL SECURITY:

Social security is a security that the society furnishes through appropriate organization against certain risks to which its members are exposed. These risks are contingencies of life like accidents & occupational diseases.

5 .TO IMPROVE HUMAN RELATIONS:

Human relations are maintained when the employees are satisfied economically, socially the worker’s economic, Social & psychological needs. Consumer stores, credit facilities, canteen ‘Recreational facilities satisfy the worker’s needs.

FEATURES OF EMPLOYEE WELFARE

1. Employee welfare is a comprehensive term including various services. Facilities & amenities provided to employees for their betterment.

2. Employee welfare is a dynamic concept varying from country & from region within same country. It is a flexible & ever changing concept as new welfare measures are added to the existing measure from time to time.3. Welfare measures are in addition to regular wages & other economics benefits available to employees under legal provision & collection bargaining. 4. Welfare measure may be provided not only by employers but by the government, trade unions & others agencies too.

5. The basic purpose of employee welfare is to improve the lot of the working class & thereby make a worker a good employee & happy citizen.

6. Employee’s welfare is an essential part of social welfare. It involves adjustment of an employee’s work life & family life to the community or social life.

7. Welfare measures may be both voluntary& statutory.

Employee welfare Measures are also known as fringe benefit & services.

EMPLOYEE WELFARE IN INDIA.

The chapter on Directive principle of state Policy in the Indian constitutes express the need for labour welfare as discussed below:

ARTICLE 38:

The state shall strive to promote the welfare of the people by securing & protecting as effectively as it may a social order in which justice social, economic & political shall inform all the institution of the national life

ARTICLE 39:

The state shall in particular, direct its policy towards securing.1- That the citizen, men & women equally have the right to an adequate means of livelihood.2- That the ownership & control of the material resources are so distributed as to sub serve the common goal.3- That the operation of the economic system does not result in the concentration of wealth & means of production to the common detriment.

ARTICLE 41:

The state shall within the limits of its economic capacity & development, make effective provision for securing the right to work, to education & to public assistance in case of unemployment, old age, sickness & disablement & other case of under served wants.

ARTICLE 42:

The state shall make provision for securing just & human conditions of work & for maternity relief.

ARTICLE 43:

The state endeavor to secure, by suitable legislation or economic organization or in any other way, to all workers, agricultural, industrial or otherwise, work a living wage, conditions of work ensuring a decent standard of life & full employment of leisure & social & cultural opportunities & in, particular, the state shall endeavor to promote cottage industries on an individual or co- operative basis in rudrapur.

CAUSES FOR THE SLOW PROGRESS OF LABOUR WELFARE ACTIVITIES IN INDIA:

1- The ales parried in India for the welfare of workers are not coordinative in nature these ales have been passed in unplanned & unscientific manner.

2- In most of the industries workers are not united they are not aware of their rights.

3- There is a lack of proper planning & scientific approach in easier welfare activities being underline by the employers, the government in our country.

4- There is a lack of proper implementation of labour welfare also.

5- Workers are also responsible for such slow progress they do not have attuned towards their employers.

There is lack of initiative among employers to provide such facilities to them worked they feel the money spent on labour welfare activities is only the wastage of money whatever facilities they provide they are providing either because of legal compulsion or because of possibility of sheik by workers.

PRINCIPLES OF LABOUR WELFARE:

Following Principal should be kept in mind & properly following to achiever successfully implementation of welfare programmes:

1. Principal of social responsibility industry.

2. Principle of totality of welfare.

3. Principle of accountability.

4. Principle of timelier.

5. Principle of responsibility.

6. Principle of democratic values.

7. Principle of efficiency.

8. Principle of co- ordination or integration.

9. Principle of adequacy of wages.

10. Principle of repersonalisation.

STATUTORY PROVISIONS:

Employees are required to offer welfare facilities to workers under different labour laws. These are as follows:-

TRADE UNIONS:-

The contribution of trade unions in India towards labour welfare activities is not significant. A poor finance, multiple unionisms comes in the way of undertaking labour welfare work enthusiastically; they can however take the following measures.

1. To act as a watch dog of worker’s interest.

2. To organize & inexpensive facilities.

3. To assist in the establishment & administration of welfare schemes.

4. To identify worker’s need & bring them to the notice of the government & the employers.

VOLUNTARY AGENCIES:-

Many voluntary social services have been doing labour welfare work. Mention may be made of the Bombay social service, seva sadan society, Maternity & infant welfare association the depressed classes’ mission society & women institute of Bengal.

CENTERAL GOVERNMENT:-

The central Government tries to extend its helping hand through various acts covering the safety, health & welfare of workers. It also administers the implementation of industrial & labour laws .The important acts which as follows. The factories act 1948, Mines act 1952, Shipping act 1948, Employees state Insurance Act 1948, Plantation labour Act 1951, etc.

THE FACTORY ACT 1948:-

The act provides the following services to workers.

Washing facilities to male & female workers separately. Facilities for storing & drying clothes. Facilities for occasional rest for workers who work in a standing position for long hours. First aid boxes or cupboard & the ambulance facility if there are more than 500 workers. Canteen where there are more than 250 workers. Shelters, restroom & lunchrooms where over 15 workers are employed. Crèche, If 30 or more women are employed. Welfare officer, If 500 or more workers are employed.

Factory act 1948 Parle policies Results/ output

1- Washing facilities 200 Rs washing allowancesDRESS

2 pair cotton 1 jacket

2 caps

Costing around 14000 Rs. Maintain hygiene condition, dress code, financially benefit

2- Storing drying clothes

As dress is allotted to employees they have to look after it.

Only the apron washed & dried by company. (Laundry facilities create clean environment.)

3- Facility for occasional rest for workers, in standing position for long hours.

Shelter & restroom with proper vitalization is provided.

Reduces fatigue.

4- First aid, cupboards & ambulance facilities.

One ambulance, medical reimbursement, proper first aid box & regular check up is under taken. ESI facility is also provided.& company have 2 medical assistants

Increase the safety & security of employees & also give mental satisfaction.

5- Canteen where there are more than 250 workers.

Subsidizes canteen facilitiesRs 5 for staff & 3.50 for workers.

Reduces the excess time for meal, proper food increase the efficiency, satisfaction.

6- Crèche, if 30 or more workers are employed.

There are not more than 30 women in the company.

If required policy will be adopted.

7- welfare officer if 500 or more workers are employed

Welfare officer, one is provided as per the requirement.

Over al welfare activities are well looked after it.

8- Safety and security

Company provides all the safety equipments like aprons ,caps, fire safety requirements etc.

Reduces the number of accidents & makes the workers more confident & free.

9- Provident funds Company provides 12% of p.f. to the employees

Provides substantial measures of financial securities &timely monetary assistance to

10- gratuity We are calculating gratuity by the formula Basic X 15 26And only provided to those employees who have completed there 5 years.

Provides future security to employees that boost to do long time job in the company.

11- Bus facility This facility is provided to all the workers.

Highlights the punctuality of the workers, regularity, time saving satisfaction &safety.

12- The ESI facility to workers.

The employees who gain the income less than 10,000 are provided with the ESI cards.

Employee satisfaction is provided and also the benefit of 500,000 in respect of medical.

13- Awards The company provides star of the month, star of the quality, Best performance award monthly

Boost up the morale of the employee, motivate him to work.

14- Training and development.

The necessary training like safety training in all respect is provided, rest of the training is provided as per the requirements.

Helps in coping hard situation, Expertise the employees at work .

15- Contract labour. Packing & cleaning & sealing activities are fulfilled by the employees through contract labour.

Easy to handle contract labour as compare to the company’s workers ,saving on fringe benefits.

TYPES OF WELFARE ACTIVITIES.

Moorthy has divided welfare activities in two groups:

1-WELFARE MEASURES INSIDE THE WORK PLACE

Condition of work environment. Conveniences. Worker health Services. Women & child welfare. Worker recreation Employment follows up. Economic services. Work Education.

2- WELFARE MEASURES OUTSIDE THE WORK PLACE.

Water, waste disposal. Road, Park, Playgrounds. Market & co- operatives. Bank. Transport. security Communication. Housing. Games & clubs.

WELFARE MEASURE INSIDE THE WORKPLACE AT HP COMPUTERS.

SAFETY AND CLEANLINESS NEIGHBORHOOD: Safety and cleanliness to the neighborhood in this modern era has very important role. Company adopts the policy of being eco- friendly and cleanliness is maintained in the surrounding which is equally important for the company and neighborhood.

UP KEEPING OF PREMISES – COMPOUND LAWNS, WALL GARDENS, AND SO FORTH, EGRESS PASSAGES AND DOORS:

As discussed earlier, company should be eco friendly, and also the company should have good compound for the better perspective. Lawns, gardens should be maintained, compound walls should be proper white washed even the passage for the entrance and exit should clearly give the idea about the route to follow.

ELIMINATION OF DUST, SMOKE, FUMES, GASES: The work to be done in this operation for the production purpose also produces various gases, waste material , dust, smoke which is moreover always dangerous if we come in contract with them their should be proper elimination of the waste material and the place where the actual work is done should be well ventilated and well maintained.

SANITATION AND CLEANLINESS: Where there the condition of work , produce waste , gases, and other material not for use their elimination were mostly done by sewers, and pipes the sanitation process for the waste should be well formulated and also cleanliness in respect of sanitation also should be there.

CONTROL OF EFFLUENTS: Accordingly when the process of sanitation is done the wastage is industrial process is eliminated and that wastage is eliminated through the process of sewage. This eliminated waste should be taken care off as this waste material is also harmful for the environment. Emphasis should be given on reduction of waste material.

CONVENIENCE AND COMFORT DURING WORK: SEATING ARRANGEMENTS: There should be proper arrangements for Convenience and comfort. Measure should be Adopted for the reduction of stress there- in Employee having by regular work. Proper seating Arrangements should be there as situation needs.

DISTRIBUTION OF WORK HOURS AND PROVISION FOR REST HOUR MEAL TIMES AND BREAK:

Proper distribution of work should be there employee working were not machine they are men their should be provision for breaks, meal times, rest hours for better governing shift wise system should be adopted.

SAFTEY MEASURES, THAT IS MAINTENANCE OF MACHINE AND TOOLS, PROVIDING GUARDS HELMET AND TOOLS APRONS, GOGGLES, FIRST AID EQUIPMENT:

Working condition was not same at all places, workers while working in operations should be well equipped with safety measure essential for those operations. Guards, helmet, aprons, goggles should be provided to them for their safety.

SUPPLY OF NECESSARY BEVERAGES, AND PILLS AND TABETS :SALT TABLET MILK AND SODA

While being in exhaust place and working there from long period, leads to lack of energy that gives birth to stress and compulsive nature. Employees should be provided with milk, soda, other mineral drinks in intervals so that they are able to carry on their work in good position.

NOICE BOARDS; POSTERS AND PICTURE, SLOGANS, LIBRARY, INFORMATION’S :Under company compound they should have notice board so that any important information, notice can be easily come under the notification of the employee. Company should provide their workers with library so that they are able to get material to enhance their knowledge. Use of posters, picture, and slogans should be there which help in employee motivation.

CONVENIENCE:

URINALS AND LAVATORIES, WASH BASINS, BATHROOMS,PROVISION FOR SPIT ROOMS, WASTE DISPOSAL:

The maintenance of company compound and for the welfare of employee there should be provision for urinal and lavatories, wash basins, bathroom and waste disposal.

PROVISION OF DRINKING WATER AND COOLERS: Operation were not same at all places, they differ in respect of work. Employee working there were also human being they also need water to drink, and fresh air to breath. Workers should be provided with drinking water facility and also of coolers.

CANTEEN SERVICES: Company should provide their workers canteen service also as it is beneficial for both company, it will save their time and workers will get their meal. Canteen should provide good nutritious food to the workers.

MANAGEMENT OF WORKERS :Workers should be well managed, according to work. Company should manage the proper distribution of the workers in each task so that employees are able to complete their task

WORKERS HEALTH SERVICES:

EMERGENCY AID , MEDICAL EXAMINATION FOR WORKERS; HEALTH EDUCATION; MEDICAL OFFICER:

It is normal in nature of the companies where work is performed in huge capacity anyone can get hurt or any type of emergency can take place. Emergency aid i.e. first aid kit should be there, company should perform medical examination of their workers and medical officer should be appointed. Company should lead their employee with well- versed education.

MEDICAL INSURANCE :Company must be sure about medical insurance to their employee for the welfare of the employees. (ESI & EMI)

COMPENSATION :Company should compensate their employee and their family members in respect of medical treatment.

WOMEN AND CHILD WELFARE :Companies now usually make compound in their employees workers live with their family. For the welfare purpose, women and child must be lead with education programmes, provision of loan to the employees for the education of child should be there, and recreational parks should be there for the women and child.

RECREATION :Recreation comprises of various activities like social cultural programmes for the women’s, and playgrounds for their children, extra curricular activities should be there.

EDUCATION :Education facility to the women and children for their welfare, grant of the loan to the employee for better education of their children

WELFARE MEASURES OUTSIDE THE WORKPLACE:

WATER SANITATION WASTE DISPOSAL :As discussed earlier, company should have proper measures in consideration of waste disposal; water sanitation in broader sense company should have control on their effluents.

ROADS, LIGHTING, PARKS, PLAYGROUNDS :Company being whole- sole responsible for the welfare of their employees with playgrounds and parks as a part of recreational activity

SCHOOLS :Schools is a major associated thing with our country for its bright future and if it’s provided to the employees by the company for their children and themselves

TRASNSPORT :Companies have employees from various places nearby their province. They should provide them with transport facility for their convenience. It will be good in respect of both company and employee.

COMUNICATION :Communication is essential to carry on the work, and to maintain the relationship, company should have its own flexible communication system that is suitable for the welfare of the company and its employees.

RECREATION; GAMES AND CULBS, CULTURAL PROGRAMMES:

Continuous working with no other activity leads to stress, and then sometimes to depression company should have recreational facilities it should have its own playground and on regular interval tournament of various games should be made. Beside games company should have its own clubs fir the company members; they should arrange different cultural programmes for the welfare of the employees.

WATCH AND WARD; SECURITY:

Security deserve its own importance company should have its own security team headed with its own security officer, security is essential for confidential documents, goods, semi finished goods, raw material and primarily of residential compounds so that any misconduct act will not happen.

HOUSING FACILITY:

Company has moreover large no. of employees working there, some were from the neighboring places and some from the places situated far away from its compound. Company should have housing facilities for those employees who have come to serve company with their best performance.

RELATION BETWEEN WELFARE AND PRODUCTIVITY

Welfare services are not charity to workers but are necessary for the organization to achieve its goals. There is a distinct relationship between welfare measure and the worker’s productivity which is described below:

1- The welfare work of an employer largely differentiates attitude towards the workers in the employment market. It serves to attract and keep a better workforce for the work in relation to other organizations.

2- Generally, the existence of these benefits gives an idea to the workers that these are non monetary gains. It will give him a different kind of motivation to feel loyal to the organization and work devotedly for achieving the desired results.

3- Such service facilities like housing scheme, medical benefits, education and recreational facilities for worker’s families help create contented worker’s families. This will help them to devote themselves towards their work. The gain in terms of productivity and quality of work will be large indeed.

4- Employee’s services also serve to maintain some degree of peace with the employee’s union in as much as these constitute a considerable part of the bargaining package. The harmony and the good relations that result in the kingpin of higher productivity.

APPROACHES TO LABOUR WELFARE

The various approaches to labour welfare reflect the attitudes and benefits of the agencies which are engaged in welfare activities. Welfare facilities may be provided on religion, philanthropic or some other ground. More over, the different approaches to labour welfare reflect the evolution of the concept of welfare. In bygone days, the government of the land had to compel the owner of an industry establishment to provide such basic amenities as canteens, rest room drinking water, good working condition, and so forth, for their employees. Such compulsion was necessary because the employer believed in exploiting labour and treating it in an unfair manner. But times have changed and the concept of welfare, too, has undergone change. Much progressive management today provides welfare facilities, voluntarily and with enlightened willingness and enthusiasm. In fact, welfare facilities are not restricted to the worker alone.

A study of the approaches to labour welfare is desirable for the management, the workers and the general reader. For the general reader, a study of approaches is essential his/her knowledge of the subject is incomplete without knowledge of these approaches, and knowledge of approaches enables the manager and the worker to have a better perspective on welfare work.

1- The policing theory of labour welfare.2- The religion theory of labour welfare.3- The philanthropic theory of labour welfare.4- The paternalistic theory of labour welfare.5- The placating theory of labour welfare

6- The public relation theory of labour welfare. 7- The functional theory of labour welfare.

8- The social theory of labour welfare.

PolicingTheory

Religiontheory

Philanthropictheory

SocialTheory

LABOURWELFARE

PaternalisticTheory

FunctionalTheory

Publicrelations

theory

Placatingtheory

APPROACHES TO LABOUR WELFARE

POLICING THEORY

A welfare state cannot remain a passive spectator of this limitless exploitation. It enacts legislation under which management are compelled to provide basic amenities to the workers. The state assumes the role of a policeman, and compels the managers of industrial establishments to provide welfare facilities, and punishes the non – complier. This is the policing theory of labour welfare.

RELIGION THEORY

The religion theory has two connotations, namely, the investment and atonement aspects. The investment aspect of the religion theory implies that the fruits of today’s deed will be reaped tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired by this belief, some employers plan and organize canteens. The atonement aspect of the religion theory implies that the present disabilities of a person are the result of the sins committed by her/ his previously. He / She should undertake to do good deeds now to atone or compensate for his/ her sins.

PHILANTHROPIC THEROY

Philanthropic means affection for mankind. The philanthropic theory of labour welfare refers to the provision of good working conditions, crèches and canteens out of pity on the part of the employers who want to remove the disabilities of the workers.

PATERNALISTIC THEORY

This theory is also called the trusteeship theory, of the labour welfare, the industrialist or the employer holds the total industrial estate, properties and the profit accruing from them, in trust. The trusteeship is not actual and legal, but it is moral and, therefore, not less real.

PLACATING THEORY

This theory is based on the assumption that appeasement pays when the workers are organized and are militant. Peace can be bought by welfare measures. Workers are like children who are intelligent, but not fully so. As crying children are pacified by sweets, workers should be pleased by welfare works.

PUBLIC RELATIONS THEORY

According to this theory, welfare activities are provided to create a good impression on the minds of the workers and the public, particularly the latter. Clean and safe working conditions, a good canteen, crèche and other amenities, make a god impression on the workers, visitors and the public.

FUNCTIONAL THEORY

Also known as the efficiency theory of labour welfare, the functional theory implies that welfare facilities are provided to make the workers more efficient. If workers are fed properly, clothed

adequately and treated kindly, and if the conditions of their work are congenial, they will work efficiently. Welfare work is a means of securing, preserving and increasing the efficiency of labour.

SOCIAL THEORY

The social obligation of an industrial establishment has been assuming great significance these days. The social theory implies that a factory is morally bound to improve the condition of the society in addition to improving the condition of its employees. Labour welfare, as mentioned earlier, is gradually becoming social welfare.

WELFARE SCHEMES IN HP COMPUTERS .

1. RDP (Rural development program) MONTHLY

2. Transport facilities FOR ALL EMPLOYEES.

3. Uniforms FOR ALL EMPLOYEES

4. Subsidized canteen facilities 5 RSFOR STAFFF & 3.50 FOR WORKERS IN LUNCH

5- Tea break (tea / lemon water) ONE IN PER SHIFT

6. Cultural programmes TWICE IN A YEAR

7. Sports activities WEEKELY

8. Naturopathy

Staff ONCE IN A YEAR Workers TWICE IN A YEAR

9. Yoga/ Art of living/ Vipasana ONCE IN A YEAR

10. Magazine (Quarterly) JAN/ APRIL/ JULY/ OCT.

11. Recreational tour/ Inter unit visit MONTHLY

12. Home visit SIX MONTHLY

13. Religious ceremony YEARLY.

MERITS AND DEMERITSOF WELFARE MEASURES

Merits: Most of the organizations have been extending the welfare measures to their employees, year, for the following merits:

MEETS EMPLOYEE DEMANDS:Employees demand more and varied types of fringe benefits rather than pay hike because of reduction in tax burden on the part of employees and in view of the galloping price index and cost of living.

BUYS EMPLOYEE LOYALTY: Providing employee welfare measure leads to employee satisfaction and satisfied employees become loyal to the organization.

BUYS EMPLOYEE COMMITMENT:Employees increase their commitment to the job having availed of welfare measures.

LOYALTY OF EMPLOYEE FAMILY MEMBERS:Welfare measures are provided not only to employees, but also their family members. Employees’ family members also are loyal to the organization having availed of welfare measures.

MEET TRADE UNION DEMANDS:Trade unions compete with each other for getting more and a new variety of fringe benefits to their members such as life insurance, beauty clinics etc. If one union succeeds in getting one benefit, the other union persuades the management to provide a new model fringe. Thus, the competition among trade unions within an organization results in more and varied benefits.

SATISFIES EMPLOYER’S PREFERENCE:Employers prefer fringe benefits to pay hike, as fringe benefits motivate the employees for better contribution to the organization. It improves morale and works as an effective advertisement.

MEETS THE CRITERIA AS A SOCIAL SECURITY:Social security is a security that the society furnishes through appropriate organization against certain risk to which their members are exposed. These risks are contingencies of life like accident and occupational disease. The employer has to provide various benefits like safety measures and compensation in case of involvement of workers in accidents, medical facilities etc, with a view to provide security to his employees against various contingencies.

IMPROVES HUMAN RELATIONS:Human relations are maintained when the employees are satisfied economically, socially and psychologically. Fringe benefits satisfy the worker’s economic, social and psychological needs. Consumer stores, credit facilities, canteen, recreational facilities etc., satisfy the worker’s social needs, whereas retirement benefits satisfy some of the psychological problems about the post-retirement life. However, most of the benefits minimize economic problems of the employee. Thus, fringe benefits improve human relations.

CREATE AND IMPROVES SOUND INDUSTRIAL RELATIONS:Welfare measures satisfy employee and trade union and thus prevent grievances disputes. Absence of grievances and disputes lead to sound industrial relations.

BOOST UP EMPLOYEE MORALE:Providing employee welfare measures enhance employee state of mind, turns employee state of mind positive towards the job and organization. Thus employee welfare measures boost up employee loyalty.

MOTIVATE THE EMPLOYEES BY IDENTIFYING AND SATISFYING THEIR UNSATISFIED NEEDS:Employee welfare measures satisfy physiological, security and affiliation needs by identifying unsatisfied needs of employees.

PROVIDE QUALITATIVE WORK ENVIRONMENT AND WORK LIFE:Employee welfare measures improve the quality of work life as well as general life.

PROVIDE SECURITY TO THE EMPLOYEES AGAINST SOCIAL RISK LIKR OLD AGE BENEFITS AND MATERINTY BENEFITS:Welfare measures provide insurance and security against social risks.

PROTECT THE HEALTH OF THE EMPLOYEES AND TO PROVIDE SAFETY TO THE EMPLOYEES AGAINST ACCIDENTS:Welfare measures protect the general health, health against accidents and safety of employees and their family members.

CREATE A SENSE OF BELONGINGNESS AMONG EMPLOYEES AND TO RETAIN THEM:Welfare measures create and improve a sense of belonging ness of employee to the organization and hence, employees prefer to stay with the organization for longer period. Therefore, fringe benefits are called golden hands-cuffs.

DEMERITS OF WELFRE MEASURES:

Demerits of the employee welfare measures are limited compared to merits. Demerits include;

COST TO THE EMPLOYER:Providing welfare measures to the employees and their family members in variably increases cost of labour to the employers.

AS A MATTER OF RIGHT:Employees and their family members feel that they have a legal right to get welfare measures. Therefore, employees some times may not be satisfied and loyal to the organizations. In fact, satisfied needs are no longer motivators.

DISCREPANCIES AND DE- MOTIVATION: Employers may commit some mistakes while providing welfare measures, which may lead to discrepancies. These situations lead to employee de-motivation.

FINDINGS

1- There is a good working condition inside the company.

2- There is a high cooperation and good deal in the team sprit.

3- Workers are given adequate facilities like canteen, restroom, clean drinking water, medical facilities. In short we can say fulfills the statuary provisions of the factory act 1948.

4- Large number of the employees aware about the welfare programmes carried on, in the company.

5- The facilities of ATM to the teammate level employees are also provided in the only company.

DATA ANALYSIS

Ques: Are you proud to be a member of HP COMPUTERS?

0

5

10

15

20

25

30

35

40

45

50

Satisfied Completelysatisfied

Dissatisfied

Satisfied

Completely satisfied

Dissatisfied

Satisfied 49Completely satisfied 48Dissatisfied 3

Ques: Are you satisfied with the welfare activities like:

ACTIVITIES % ACTIVITIES %

Bus 92% Production incentive 98%

Canteen 100% Attendance award 100%

Uniform 71% Apron 100%

Cultural program 100% Biscuit coupon 76%

Sports 92% Bank account 45%

Naturopathy 98% Safety 98%

Yoga/ Art of living 92% Social welfare 91%

Parle patrika 100% Monthly award 91%

Home visit 98% Star of the month, star of the quality, best performance.

91%

ESI/ Medical check up 98%

Ques: Did the company provide proper training to you?

0

5

10

15

20

25

30

35

40

45

50

All time As requried some time

All time

As requried

some time

All time 46As required 47some time 7

Ques: Does good welfare activities provide a job satisfaction?

0

10

20

30

40

50

60

70

Agree Partially Agree not Agree

Agree

Partially Agree

not Agree

Agree 62Partially Agree 26not Agree 7can't say 5

Ques: The Company provided all the safety equipment to his workers to ensure their safety?

0

10

20

30

40

50

60

70

80

90

100

All time AS requried never

All time

AS requried

never

All time 93AS required 5Never 2

Ques: The level of awareness among employees about their welfare programmes?

0

10

20

30

40

50

60

70

80

Fully aware partially aware not aware

Fully aware

partially aware

not aware

Fully aware 17partially aware 71not aware 12

Ques: Number of training & development programmes attended in HP COMPUTERS.

Training Hour per month. INTERNAL AND EXTERNAL

0

20

40

60

80

100

120

1 2 3

EXTERNAL

INTERNAL

Training Hours per monthINTERNAL 6 67 27EXTERNAL 34 53 3

Ques: What type of welfare activities are required by your family members?

0

10

20

30

40

50

60

70

80

90

Monatory Non Monatary

Monatory

Non Monatary

Monetary 81Non Monetary 9

Ques. Is the canteen deduction provided to you are at fair cost?

0

10

20

30

40

50

60

Satisfied Partiallysatisfied

Dissatisfied

Satisfied

Partially satisfied

Dissatisfied

Satisfied 36Partially satisfied 53Dissatisfied 11

Note: Food quality may be improved in night shift & menu should be revised time to time.

Ques: Does the compensation provided by the company is fair as per the rule?

0

10

20

30

40

50

60

70

80

90

satisfied partiallysatisfied

satisfied

partially satisfied

Satisfied 86partially satisfied 14

Ques: Do you get the leaves while you apply or required?

0

10

20

30

40

50

60

70

Yes No

Yes

No

Yes 64No 36

Ques: Does the company appreciate or provide some awards or monetary benefits when you do a wonderful job?

0

10

20

30

40

50

60

70

All time Some time Never

All time

Some time

Never

All time 70Some time 25Never 5

Ques: Are the monthly biscuits coupons distributed at fair practices?

0

10

20

30

40

50

60

70

80

90

100

All time Some time Never

All time

Some time

Never

All time 100Some time 0Never 0

Ques: Does the compensation provided to you at the time of causality are fair as per your concern?

0

10

20

30

40

50

60

70

80

90

100

Satisfied Partially satisfied

Satisfied

Partially satisfied

Satisfied 96Partially satisfied 4

CONCLUSION

According to the report that conclusion are extracted-

1- Welfare schemes are properly applies due to financial condition of the company. Company spends a lot of money on the employees for their welfare.

2- HP COMPUTERS concentrate more on welfare programmes for the employees. It provides subsidized canteen for both staff & teammates. Special welfare policies & benefits are provided to the employees.

3- The management selects proper educated employee and post in proper place where employee can work as per qualification & experience. The factory also provides training time to time as according to their need.

5-An excellent performance appraisal system is carried on, in order to know the requirements as well as to judge the performance of the employees.

SWOT ANALYSIS

STRENGTHS

Cost advantage

Current leaders in quality service

Largest distribution network

Ability to constantly innovate

Highly skilled workforce

Entrepreneurial zeal

WEAKNESSES

To prove credibility

Price pressures

Need for Government support

Awareness

OPPORTUNITIES

To sustain passion and commitment

Vodafone market share increasing at other service provider expense. Thus opportunity to wipe it

out.

Attain higher value services

Collaborative business needs to be explored

Vertical repeatable solutions.

Low penetration level in rural markets.

THREATS

Foreign investment

Global trends moving from GPS to WLL.

Lack of global parity in telecom tariff

Other competition

SUGGESTION:

In the company provide canteen facility to worker.

Provide the transportation facility for the worker for coming to company.

Provide medical facility for the worker.

Provide best and better working condition.

BIBLIOGRAPHY

Book & Research Paper

(1) Philip & Kotler : Marketing Management ( Prentice hall of india pvt.Ltd.)

(2) K.K.Kothari : Research Methodology (wishwa prakashan )

Internet

(1) Company website

(3) Google search

Newspapers

(1) The times of india

(2) Hindustan times

(3) Business word

(4) Economic times