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7/30/2019 Welfare Policies of Dawar Footwear
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PROJECT REPORT
ON
CRITICAL STUDY OF HUMAN WELFARE
POLICIES AS ADOPTED BY DAWAR
FOOTWEAR
SUBMITTED TO ANNAMALAI UNIVERSITY IN PARTIAL
FULFILLMENT OF THE REQUIREMENTS FOR THE
DEGREE OF MASTER OF BUSINESS ADMINISTRATION
IN APPLIED MANAGEMENT
BY
PALLAVI PANDIT
Enroll. No.
47400800362
GUIDED BY: Mrs. Reema Sharma
DIRECTORATE OF DISTANCE EDUCATION
ANNAMALAI NAGAR
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2010
FORM SUBMISSION OF PROJECT
Name of the student : PALLAVI PANDIT
Enrolment No. : 4740800362
Programme with subject : M.B.A. in Applied
Management
Title of the project : CRITICAL STUDY OF HUMA
WELFARE POLICIES AS ADOPTED B
DAWAR FOOTWEAR
Period of Study : 2008 -2010
Address of the candidate : 40/9 Balkeshwar Colony Agra-282004
Ph No.9808315378
Name of the Guide : Mr. Reema Sharma
Designation with experience : Faculty
3 year
Address of the guide
1. Official : M.P.S Memorial Group Of Business
Studies,Agra-282002.
2. Residential . 29,Jaipur House Colony Behind A.D.A Office
Agra
In case of late submission, furnish the payment particulars for late fee
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paid.Date of submission of project
Place : Signature of the student
Date : Signature of the Guide
DIRECTORATE OF DISTANCE EDUCATION
PROFORMA OF GUIDES CONSENT
Name of the student: PALLAVI PANDIT Enrollment
No: 4740800362
Name of the Guide Mrs. Reema Sharma
Designation Faculty
Official and Address M.P.S Memorial Group Of Business
Studies, Agra
Mobile No. 09897331988
E-Mail ID [email protected]
Academic Qualification MBA
Experience 3 years
Selected area of Specialization of the Student: HUMAN RESOURCE
MANAGEMENT
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Topic chosen for the Project CRITICAL STUDY OF HUMAN WELFARE
POLICIES AS ADOPTED BY DAWAR FOOTWEAR
I Reema Sharma do hereby accept to guide Ms.PALLAVI PANDIT
Enrolment No.4740800362 Directorate of Distance Education, Annamalai
University, Annamalainagar.
Signature of the Student Signature of the
Guide
With Official Seal
DECLARATION:
I hereby declare that this project report CRITICAL STUDY OF
HUMAN WELFARE POLICIES AS ADOPTED BY DAWAR
FOOTWEAR is my own work, to the best of my knowledge and belief.
It contains no material previously published or written by another person
nor material which to a substantial extent has been accepted for the award
of any other degree or diploma of any other institute, except where due
acknowledge has been made in the text.
Signature of the Student ______________
Place: Agra Name: Pallavi Pandit
Date: Enrollment no. 4740800362
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ACKOWLEDGEMENT
Achievement is finding out what you would be then doing, what you have
to do. The higher the summit, the harder is the climb. The goal was fixed
and we began with a determined resolved and put in ceaseless sustained
hard work. Greater challenge, greater was our effort to overcome it.
I would like to express my gratitude to all those who gave
me the possibility to complete this thesis.
I would like to thank Annamalai University for providing me
the opportunity to work with one of the most prestigious
organization.
I have furthermore to thank the guide Mrs. Reema Sharma &
Mr.Bipin Gupta for his great support and guidance in my
project.
I would also like to express my special gratitude for Dr.
Sanjeev Goyal (Director), the NIS Academy, Agra.
I am deeply indebted to my Faculty Guide Mrs. Shruti Das
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and Ms. Kehkashan Khan whose stimulating suggestions and
encouragement helped me in all the times of research for
and writing of this thesis.
Especially, I would like to give my special thanks to my
parents & friends, their love and blessing enabled me to
complete this project
Signature of the student________________________________
Place: Agra Name: Pallavi Pandit
Date: Enrolment No. 4740800362
CERTIFICATE
Certified that the projectCRITICAL STUDY OF HUMAN
WELFARE POLICIES AS ADOPTED BY DAWAR
FOOTWEAR is a work done by Mr./Ms. PALLAVI
PANDIT during the period of his/her study under my
guidance, and that the project has not previously formed
the basis for the award of any degree, diploma, associate
ship, fellowship or similar other titles and that it is an
independent work done by his/her.
Signature of the Guide __________________
Place: Agra Name:
Reema Sharma
Date: Official address
with Seal:
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PREFACE
This program is an integral part of the curriculum of MBA (Master of
Business Administration). I got the privilege of working over the project
entitled CRITICAL STUDY OF HUMAN WELFARE
POLICIES AS ADOPTED BY DAWAR FOOTWEAR. It gives
me immense pleasure in placing this project on CRITICAL STUDY OF
HUMAN WELFARE POLICIES AS ADOPTED BY DAWAR
FOOTWEAR
The objective of this project is to study the numerous welfare activities that
an organization hold to keep their employees motivated and give their 100
percent towards the interest of the organization and decrease the attrition
rate. This project deals with the employee welfare activities that undertake
by Dawar so that they can retain and attract their talent.
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This project has been completed under the proper guidance ofMrs. Reema
Sharma
EXECUTIVE SUMMARY:
This project was undertaken to find out the various Welfare Policies, that an
organization organize so that the employees working in their organization
remain connected to it, which gives profitability to the organization, and
give rise towards Employee satisfaction and Mitigating Grievances.
A survey was done to Study Welfare policies provided by the organization
for the employee welfare and what are Different Statutory & Non Statutory
Policies presently incorporated in organization for satisfaction level of
employees. The survey was done at Dawar Footwear Industries Ltd.
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The sample size taken was 20.
The data so obtained was then analyzed and after analyzing the data
findings and recommendation were made.
LIST OF CONTENTS
Chapter Page No.
DECLARATION 4
ACKNOWLEDGEMENT
5
CERTIFICATE
6 BODY OF THE PROJECT
i. INTRODUCTION TO AREA OF RESEARCH 11
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ii. STATEMENT OF THE PROBLEM 11
iii. RESEARCH OBJECTIVE 12
iv. CHAPTERIZATION
CHAPTER 1 Introduction to the topic 13
CHAPTER 2 Objective of study 29
CHAPTER 3 Research methodology 31
CHAPTER 4 Limitation 34
CHAPTER-5 Industry profile 36
CHAPTER- 6 Company Profile
42
CHAPTER-7 Welfare policies at Dawar
66
CHAPTER-8 Analysis and Interpretation
75
CHAPTER-9 Recommendation and Conclusion
96
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CHAPTER-10 Appendices
100
INTRODUCTION
STATEMENT OF THE PROBLEM
To Study The Welfare Policies Implemented For Employees In
Dawar Footwear. To analyze the Affectivity of welfare policies
running at Dawar Footwear Industries Limited and to find out the
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employee satisfaction level towards these Policies. If Any Sort of
dissatisfaction is there in the employees for the current welfare
policies? And also to find out what Improvements they need in
these policies?
INTRODUCTION TO THE AREA OF RESEARCH
The research project work undertaken for the partial fulfillment of
the MBA
program.
This project was undertaken to find out the various Welfare
Policies, that an organization organize so that the
employees working in their organization remain connected
to it, which gives profitability to the organization, and give
rise towards Employee satisfaction and Mitigating
Grievances.
A survey was done to Study Welfare policies provided by the
organization for the employee welfare and what are
Different Statutory & Non Statutory Policies presently
incorporated in organization for satisfaction level of
employees
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RESEARCH OBJECTIVES
To Study Employee Welfare
To Study Employee Welfare Policies Implemented In Dawar
Footwear
To analyse Various Statutory & Non Statutory Welfare Policies Of
Dawar Footwear
To analyse Employee Satisfaction Level Towards Welfare Policies
To Study The Benefits Of Incorporating Employee Welfare Policies
In Organization
To Have A Practical Exposure In An Industry
To Consider The Grounds On Which Benefits Of Welfare Policies
Are Provided To The Employees
In context of Dawar Footwear Industries Ltd., Agra.
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CHAPTER -1
INTRODUCTION TO THE TOPIC
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Welfare Entails all those activities of Employer which are directed towards
providing the employees with certain facilities and services in addition to
wages or salaries which enable workers to live a richer and more
satisfactory life & improving their health, efficiency, economic betterment
and social status.
MEANING OF EMPLOYEE WELFARE:-
Employee welfare is comprehensive term including various services,
benefits and facilities offered to employee by the employer. Through such
generous fringe benefits the employer makes life worth living for
employees. The welfare amenities are extended in addition to normal wages
and other economic rewards available to employees as per the legal
provisions. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. The
welfare measures need not be in monetary terms only but in any kind/forms.
Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and
insurance against disease, accident and unemployment for the workers and
their families
Employee welfare is a comprehensive term including:-
Employee welfare is a dynamic concept varying from country to country
and from region to region within same country. It is a flexible and ever
changing concept as new welfare measures are added to the existing
measures from time to time.
Welfare measures are in addition to regular wages and other economic
benefits available to employees under legal provisions and collective
bargaining.
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Welfare measures may be provided not only by employers but by the
government, trade unions and other agencies too.
The basic purpose of employee welfare is to improve the lot of the
working class and thereby make a worker a good employee and a happy
citizen.
Employee welfare is an essential part of social welfare. It involves
adjustment of an employees work life and family life to the community or
social life.
Employee welfare is in the interest of the employee, the employer and the
society as a whole. For the employee, welfare measures help to counteract
the negative effects of the factory system.
IMPORTANCE OF EMPLOYEE WELFARE
Enables workers to have a richer and more satisfying life.
Raises the standard of living of the workers by indirectly reducing the
burden on their pocket.
Absorb the shocks injected by industrialisation and urbanisation on
workers.
Promotes a sense of belonging among workers, preventing them for
resorting to unhealthy practices like absenteeism, labour turnover,
strikes, etc.
DEFINITIONS OF EMPLOYEE WELFARE POLICIES:-
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BY ILO:-
Such services, Facilities, and Amenities, which may be established in,
or in the Vicinity of undertakings to enable persons employed therein to
perform their work in Healthy and congenial surroundings and provided
with Amenities conducive to good Health and High Morale
BY DR.PARANDIKAR:-
Labour welfare work is work for improving the health, safety and general
well being and the industrial efficiency of the worker beyond the minimum
standard laid down by labour legislation.
OBJECTIVES OF EMPLOYEE WELFARE POLICIES:-
To Provide Better life and Health to the Workers
To Make the Workers Happy and Satisfied
To Relieve Workers from Industrial Fatigue
To Improve Intellectual and Material conditions of Living of the
workers.
It helps to improve recruitment. As the job becomes more
attractive, more efficient employees can be recruited.
Employee welfare improves the morale and loyalty of workers by
making them happy and satisfied.
It reduces labour turnover and absenteeism thereby building a
stable workforce.
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It helps to improve employee productivity or efficiency by
improving their physical and mental health. By supplementing
wages, welfare measures free employees from the worries of daily
life and thereby enable them to concentrate on their jobs.
Improvement in material, intellectual and cultural conditions oflife protects workers from social evils like drinking, gambling,
prostitution, etc.
Employee welfare helps to improve industrial relations and
industrial peace. When the workers feel that the employer and the
government are interested in their happiness, they are less likely to
indulge in militant trade unionism.
Welfare measures help to improve the goodwill and public image
of the enterprise.
Voluntary efforts for the welfare of workers reduce the threat of
further government intervention.
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FEATURES OF EMPLOYEE WELFARE:-
* Employee welfare is a comprehensive term including various services,
facilities and amenities provided to employees for their betterment.
* The basic purpose in to improve the lot of the working class.
* Employee welfare is a dynamic concept.
* Employee welfare measures are also known as fringe benefits and
services.
* Welfare measures may be both voluntary and statutory.
SUCCESSFUL IMPLEMENTATION OF WELFARE
POLICIES:-
Adequacy of Wages
Social Liability of Industry
Impact on Efficiency
Increase in Personality
Totality of Welfare
Co-ordination & Integration
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Democratic Values
Responsibility
Accountability
Timely Implementation
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TYPES OF WELFARE SERVICES
Employee Welfare services may be classified into different categories:-
Statutory Welfare Policies
The Policies that are compulsory to provide by an organization to the
employees as compliance to the laws governing employee health and safety.
PROVISIONS OF STATUTORY POLICIES
Drinking Water
Facilities for sitting
First aid appliances
Toilets
Canteen
Lighting
Rest rooms
Non Statutory Welfare Policies :-
Non statutory Policies differ from organization to organization and from
industry to industry.
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PROVISIONS OF NON STATUTORY POLICIES:-
Personal Health Care
Flexi-Time
Employee Assistance Programs
Harassment policies
Maternity & Adoption Leave
Medi claim Insurance Scheme
Employee Referral Scheme
DIFFERENT WELFARE FACILITIES ARE:-
HOUSING : In view of acute shortage of housing accommodation in cities
industrial housing is an important part of employee welfare in India. An
Industrial housing scheme was introduced in 1952. Under this scheme, the
central government provides loans and subsidies for the construction of houses
for industrial workers. Low Income housing scheme and a special housing
scheme for displaced persons have also been introduced .The committee on
labour welfare stressed the need for state governments acquiring land near
industrial areas and renting houses at reasonable rates. The National Commission
on labour recommended that the Government should take the major
responsibility for housing fiscal and monetary incentives should be provided.
EDUCATION: The Indian Industrial Commission (1918) and the Royal
Commission on Labour (1931) stressed the need for workers education. In 1957
the Government of India formulated an All India Scheme of Workers Education
was constituted to administer the scheme. The programme of workers education
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operates in three tiers:
THE SCHEME OF WORKERS EDUCATION IS
DESIGNED TO ACHIEVE THE FOLLOWING
OBJECTIVES:
To develop strong trade unions through trained officials and more
enlightened members.
To develop leadership from the rank and file and
promote the growth of the democratic processes and
traditions in trade union organization and
administration.
To equip organized labour to take its due place in a democratic
society and to fulfil its function and responsibilities effectively.
To promote among workers a greater understanding of
the problems of their economic environment and theirprivileges and obligations as union members and as
citizens.
The National Commission on Labour and the Committee on Labour
Welfare recommended that trade unions should take an active interest in
educating workers and in running schools for the children of workers.
1. TRANSPORTATION:
With the growth of industries, the distance between the workplace and
residence of worker has increased considerably. It is, therefore, necessary to
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provide proper transport facilities to and from the factory. Such facilities
will reduce strain and absenteeism. The Committee on Labour Welfare
recommended the provision of adequate transport facilities to workers to
enable them to reach their workplace without loss of much time and without
fatigue
Employers should also advance loans for purchase of bicycles, scooters, etc
by employees. In undertakings where transport services are not provided,
some conveyance allowance mutually agreed upon the employer and the
employees should be paid.
2. RECREATION:
Recreation in the form of music, art, theatre, sports and games can play
an important role in the physical and mental development of employees.
The I.L.O has urged upon the members countries to take appropriate steps
to provide recreational facilities for the workers in or near the undertaking
in which they are employed.
3. CONSUMER COOPERATIVE STORES:
The National Cooperative Development Board set up a committee in
1961. The committee suggested that employers should introduce consumer
cooperative stores in their Labour Conference in 1963 adopted a scheme for
setting up consumer cooperative stores in all industrial establishment
including plantations and mines employing 300 or more workers. The
employer was required to give assistance in the form of share capital,
working capital, loan, free accommodation and other amenities.
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STATUTORY PROVISIONS CONCERNING EMPLOYEE
WELFARE:
Employers are required to provide welfare facilities for workers under
the following laws:
1) The factories act 1948. the welfare facilities provided under the act
are as follows:
a) Adequate, suitable and clean washing facilities separately for male
and female worker.
b) Facilities for storing and drying clothes.
c) Sitting facilities for occasional rest for workers who are obliged to
work in a standing position.
d) First aid boxes or cupboards-one for every 150 workers, and
ambulance facilities if there are more than 500 workers.
e) Canteens, if more than 250 workers are employed.
f) Shelters, rest rooms and lunch rooms if there are more than 150
workers.
g) Crche where more than 30 women are employed.
h) Welfare officer, whenever more than 500 workers are employed.
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2) The plantation labour act 1951. welfare measure prescribed under
this law are as follows:
(a) A canteen wherever 150 or more workers are employed.
(b) A crche, if employing 50 or more women workers.
(c) Recreational facilities for the workers and there children.
(d) Educational arrangements in the estate if there are 25 children of
workers between the age of 6 and 12.
(e) Housing facilities for every worker and his family residing in the
plantation.
(f) Medical aid to workers and there families.
(g) Sickness allowance and maternity allowance subject to any rules
framed by the state government.
(h) The state government may make rules requiring the employer to
provide the workers with the prescribed number and type of umbrellas,
blankets, raincoats or other such amenities for the protection of workers
from rain or cold.
(i) Appointment of a welfare officer in plantations employing 300 or
more workers.
The mines act 1952. The mine owners are required to make provision
for(a) Crches if 50 or more than women are employed.
(b) Shelter for taking food and rest, whenever 150 or more workers are
employed.
(c) A canteen whenever 250 or more workers are employed.
(d) First aid boxes for first aid rooms in mines employing more than
150 workers.
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(e) Pit head equipped with shower bath, sanitary latrines and lockers,
separately for men and women workers.
(f) Appointment of a welfare officer wherever more than 150 workers
are employed.
3) The motor transport workers act 1961. It contains the followingprovisions for labour welfare:
(a) Canteens of prescribed standards if employing 100 or more workers.
(b) Clean, ventilated, well-lighted and comfortable rest rooms at every
place where motor transport workers are required to halt at night.
(c) Uniforms, raincoats to drive, conductors and time checkers for
protection against rain and cold.
(d) The prescribed amount of washing allowance to the above
mentioned staff.
(e) Prescribed medical facilities at the operating centers and the halting
stations.
(f) First aid facilities in every transport vehicle.
4) The contract labour (Regulation and abolition) act 1970. It is
obligatory on the part of the contractor to provide the following
facilities:
(a) A canteen in every establishment employing 100 or more workers.
(b) Rest rooms or other suitable alternative accommodation where the
contract labour is required to halt at night in connection with work of an
establishment.
(c) Washing facilities.
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(d) First aid boxes equipped with the prescribed contents.
LABOUR WELFARE ACTIVITIES:
The factories act, the plantation labour act and the mines act provide for the
appointment of one or more welfare officers. According to the factories act,
in every factory wherein 500 or more workers are ordinarily employed the
occupier shall employ in the factory such number of welfare officers as may
be prescribed. The state government may prescribe the duties, qualification
and conditions of service of such officers.
The welfare officer should possess (a) a university degree; (b) degree or
diploma in social service/social work/social welfare from a recognized
institution; and (c) adequate knowledge of the language spoken by the
majority of the workers in the area where the factory is situated. The
committee on labour welfare (1969) has prescribed the following duties of
labour welfare officers:
I. Supervisor of (a) safety, health and welfare programmers like
housing sanitation recreational, (b) working of joint committees; (c)
grant of leave with wages; (d) redressed of workers grievances.
II. Counseling workers in (a) personal and family problems; (b)
adjustment to their work environment (c) understanding their right
and privileges.
III. Advising management on matters of (a) formulating labour and
welfare policies; (b) apprenticeship training programmes; (c) meeting
statutory obligations to workers; (d) developing fringe benefits; (e)
workers education and use of communication media.
IV. Establishing liaison with workers so that they may (a) understand
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the limitation under which they work; (b) appreciate the need of
harmonious industrial relation in the plant; (c) interpret company
policies correctly; (e) come to a settlement in case of dispute.
V. Establishing liaison with management so that they may appreciate
workers viewpoint on various matters in the plant.
VI. Working with management and workers to improve productivity.
VII. Working with outside public to secure proper enforcement of various
laws.
To sum up, a welfare officer is expected to act as an adviser,
counselor, mediator and liaison officer between management and
workers.
AGENCIES FOR WELFARE WORK:-
Central government
State government
Employers
Trade unions
Other Agencies Such as the Bombay social service league , Assam
seva samiti, Young Man Christian Association.
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Chapter -2
OBJECTIVES OF STUDY
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OBJECTIVE OF THE STUDY
To provide better life and health to the workers.
To make the worker happy and satisfied.
To relieve workers from industrial fatigue and improve intellectual,
cultural and material conditions of living of the workers.
The purpose of introducing welfare policies is to bring about the
Development of the whole personality of the workers to make a better
workforce.
Welfare Policies foster respect and trust among all Employees
Employee welfare Policies create a sense of belonging towards an
organization
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CHAPTER -3
RESEARCH
METHODOLOGY
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RESEARCH METHODOLOGY
For the completion of this project a very straight forward methodology was
adopted .The first step undertaken at the beginning of this project was to
start with the literature review .This involved finding various reports and
studies done earlier on the topic EMPLOYEE WELFARE POLICIES
PROVIDED BY ORGANIZATIONS. The collected data was then
analyzed to form a basis on which our report could stand and serve as a
basis on which the questionnaires could be prepared. The literature review
session took in depth analysis of studies and reports done and undertaken by
various people in the past year. The collected analysis of the data helped me
to understand the concept of brand EMPLOYEE WELFARE POLICIES OF
ORGANIZATIONS. This helped me a great deal in forming questionnaires
with the most appropriate questions that would enable us to fulfill the basic
objective of the entire project. The questionnaire was formulated and
consisted of a total of 20 questions which dealt in those areas of activities
that the various organizations undertake for the welfare of employees in
organization.
After having completed the literature survey and formulating the
questionnaires, it was clearly defined how the entire survey was to be
carried out.
The study will be based on following two data:-
1. Primary Data- Primary data that is collected by circulating a
questionnaire, which consist of 20 questions.
2. Secondary Data- By various resources.
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DATA COLLECTION
Since research is combination of secondary data collection through desk
research and primary data that is collected through filling up the
questionnaire by face to face interview and interviews taken on telephone
and through personal observation.
Tools Used For Data Collection
Personal Interviews/ Interactions
Documents/ Files/ Manuals
Questionnaires
Reference Books
Internet
Journals/ Magazines
SAMPLE SIZE
The sample size taken for the survey was 20.
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CHAPTER-4
LIMITATIONS
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LIMITATIONS
Maximum employees were hesitant towards responding so there
was the problem in fiiling of the questionnaire
Less support from top mgmnt.employees the workers because they
are having busy schedules.
Employees were not willing to fill the entire questionnaire due to the
less time available to them.
Due to less time available, could not gather more information
through the employees
The organizations rules were very strict regarding the communication
of outsider with the employees
This research is a very comprehensive process and requires
long time for the precise results .
Sometimes the respondents are unable to give correct
information due to fear and ambiguity of the questions .
All the questions were attempted by the employees in a reluctant
manner so that it may not cause any risk to their job as the answer
given by them can go against their organization and may cause harm
to the image of the organization.
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CHAPTER-5
INDUSTRY PROFILE
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Industry Profile
INDIAN FOOTWEAR INDUSTRY
The Footwear Industry is a significant segment of the Leather
Industry in India.
India ranks second among the footwear producing countries next to
China.
India produces more of gents footwear while the worlds major
production is in ladies footwear.
The industry is labour intensive and is concentrated in the small and
cottage industry sectors. While leather shoes and uppers are
concentrated in large scale units, the sandals and chappals are
produced in the household and cottage sector.
In the case of chappals and sandals, use of non-leather material is
prevalent in the domestic market.
The major production centers India are Chennai, Ranipet, Ambur in
Tamil Nadu, , Mumbai in Maharashtra, Kanpur in U.P. , Jalandhar in
Punjab, Agra and Delhi. The following table indicates concentration
of units in various parts of the country:
Region Large & Medium Scale SSI Household
Tamil Nadu 64 31 7
Delhi & up North 4 8 25
Agra, Kanpur 9 34 14
Calcutta 1 3 19
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Bangalore 6 3 4
Mumbai 3 11 4
Others 13 10 32
The estimated annual footwear production capacity in 1999 is nearly1736 million pairs (776 million pairs of leather footwear and 960
million pairs of non-leather footwear). Region-wise share of total
estimated capacities is as follows:
Region Leather
shoes
Non-leather
Shoes
Leather Shoe
Uppers
Leather
Sandals
Non
Leather
Sandals
Percentage
Tamil Nadu 26 5 54 1 0
Delhi & up
North
10 77 4 1 60
Agra, Kanpur 45 0 32 62 0
Calcutta 12 0 2 3 0
Bangalore 3 3 4 0 0
Mumbai 4 2 1 32 0
Others 0 13 3 1 40
Total 100 100 100 100 100
Shoes manufactured in India wear brand names like Florsheim,
Gabor, Clarks, Salamander and St. Micheals. As part of its effort to
play a lead role in the global trade, the Indian leather industry is
focusing on key deliverables of innovative design, consistently
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superior quality and unfailing delivery schedules.
India in itself has a huge domestic market, which is largely untapped.
The Indian footwear industry is provided with institutional
infrastructure support through premier institutions like Central
Leather Research Institute, Chennai, Footwear Design &Development Institute, Noida, National Institute of Fashion
Technology, New Delhi, etc in the areas of technological
development, design and product development and human resource
development.
The availability of abundant raw material base, large domestic market
and the opportunity to cater to world markets makes India anattractive destination for technology and investments.
IMPORT
In 1999, the global import of footwear (leather and non-leather) in
terms of value was around US$ 43278 million, accounting a share of
63.42% in the total global import of leather and leather products. Out
of this, import of leather footwear alone accounted for US$ 26379
million and non-leather footwear US$ 16899 million.
]
EXPORT
Indias export of Leather Footwear touched US$ 331 million in 1999-
2000, recording an increase of 3.29% over the preceding year. India
thus holds a share of 1.25% in the global import of leather footwear.
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The major markets for Indian Leather Footwear are the U.K., the
U.S.A., Germany, Italy, France and Russia. Nearly 71% of India s
export of Leather Footwear is to Germany, the U.S.A., the U.K and
Italy.
In 1999-2000, export of leather footwear from India constituted 21%
share of its total export of leather and leather products. Nearly 33
million pairs of various types of leather footwear were exported
during the year, out of which shoes / boots constituted 90%.
The different types of leather footwear exported from India are dress
shoes, casuals, moccasins, sport shoes, horrachies, sandals,
beallerinas, booties.
Export of leather footwear during the last three years :
(Value in million US$)
April-Feb
Product 1998-99
1999-
2000 2000-2001
Leather Footwear 320.25 330.80 348.96
Source : DGCI & S, Calcutta
Export projections for the next two years:
(Value in million US$)
PRODUCT 2001-02 2002-03
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Leather Footwear 453 506
Source : Indicative Medium Term Plan
MARKET SHARE OF FOOTWEAR COMPANIES
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CHAPTER -6
COMPANY PROFILE
PROFILE OF DAWAR FOOTWEAR INDUSTRIES
LTD:-
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DAWAR GROUP has controlled the specification, production,
distribution And technical information of Footwear Technology
DAWAR GROUP was founded in 1977 on the modest scale in the
city AGRA. A move to set up more units were necessary to cope with
the abrupt Increase in the volume of business
A 100% Export Oriented Unit in Agra
Produces Men's and Ladies Leather Footwear
VALUES OF DAWAR
A Footwear Manufacturing group strong values towards:-
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Clientele
Quality
Infrastructure
INSTALLED CAPACITY OF DAWAR
Ladies ~ 2000 Pairs/ day
Mens ~ 4000 Pairs/ day
Uppers ~ 2000 Pairs/ day
MAIN MARKET OF DAWAR FOOTWEAR
INDUSTRIES
U.K. & Europe
Scandinavia
North America
South America
Australia
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LIFESTYLE BRANDS ASSOCIATED WITH DAWAR
Esprit
United Colours of Benetton
ZARA
NEXT
QUICK SILVER
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HYPERMARKET AND SUPERMARKET OF DAWAR
FOOTWEAR INDUSTRIES
Wal-Mart
Carrefour
Tesco
C & A
Deichmann
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MAJOR UK CLIENTLE OF DAWAR FOOTWEAR
INDUSTRIES
BARRATS
DOLCIS
STEAD N SIMPSON
NEXT
BURTON
SHOE FAYRE
RIVER ISLAND
OFFICE
EXPANSION AND DIVERSIFICATION OF DAWAR
FOOTWEAR INDUSTRIES
Double Capacity From 6400 to 10000 Pairs a Day
Company Has Plans To Foray Into Retail
Pact With Omaxe Constructions For Retail
Plans To Launch Own Brand Globally.
To Foray in Chain Of Hospitals in Tier 3 Cities in North India
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COMPANY PROFILE
To give the better quality product and to be the customer first choice.
DAWAR FOOTWEAR INDUSTRY :- Is a government recognized
export house Engaged in the manufacture & export of mens footwear. i.e
classic- comfort Classic & support line & all type of upper.
DAWAR LSD :- is a government recognized export house engaged in the
Manufacture & export of ladies footwear * fashion * comfort * sporty
*Wovel Ankled mid long boots , shoe & sandals .
Dawar footwear ltd works with this mission. In 1977 Mr.Puran Dawar the
chairperson of Dawar footwear ltd to work with his brother at Dawar shoe
shop at Sadar market (Agra)there he started to pay order from the customer
he learned salesman ship 1987 he comes in export. In 1987 the turnover of
Dawar footwear ltd is 1 crore. It decline to 90 lacks in 1988.
In house production of shoes, TRP
soles and shoes Dawar family is larger and growing family. It expand
beyond the people who work for Dawar group. Their families are also
integral part of it group shares the hopes and an inspiration of its people
and their children. It goes out of its way to rvered their hard work and
dedication.
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SAKSHAM DAWAR MEMORIAL TRUST:
It is children education in addition to this it also provides monitory
assistance to a large member of its workers children studying in other
schools.
The group also works in association with number of NGO S to full fill its
other social welfare commitments. It also organizes regular health checkups
for the families of its workers.
LEADING FROM THE FRONT:
Mr.Puran Dawar (chairperson)
Dawar is led by Mr. Puran Dawar a pro-active veteran from the shoe
industry. Mr. Dawar has been associated with shoe industry from more than
thru decades. The under stands the dynamics of shoe business and how it is
conducted in the international market. With his clear vision rock solid
dedication he has brought Dawar group this far and continued to lead it with
missionary zeal.
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It is Mr. Dawar concern for his people and environment related
issuethat has endeavored him to one end all a visit to groups manufacturing
facility and corporate office reflects theses concern.
Mr. Prem Agrawal, General Manager is one who looks after the day to
day affairs of the company.
INFRASTRUCTURE:
It is hazard free airy, well lit and well built working facility, they provide
there complex with clean toilets and educated drinking water facilities.
RECREATION:
There is a volley ball court in the front amidst sprawling greens. It has
witness many a competitive in house tourneys it is important for our
peoples to know the joy of willing and agony of losing to each other. But
together they make a formidable team of 800 strong and highly skilled
people we are proud.
MARKETING TACTICS:
Our product range is exhibited is many prestigious fair like Riva Dei
Garda (ITALY).GDS (GERMANY) AND WSA (USA)
WORK STRENGTH:
For a company to stay ahead in term of quality and competitiveness. It has a
relay on the strength of its own infrastructure and resource. we at Dawar
group releasing it very early.
Today we not only have a most modern manufacturing complies but also an
array so sophisticated manufacturing complies but also array of
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sophisticated machine to produce a diverse range of world class footwear.
Besides a no of Italian hasting machines and German
closing machines, there are other machines of various stages of production
online quality checks enable us to monitor consistency in production of
particular order from shoes upper to complete shoes, everything is produced
in house there by reducing production had time enhancing cost
effectiveness. Over the year the group kept a study pace with
technologically advances in footwear production. It has continuously
upgraded in to infrastructure to produce quality footwear.
Quality Policy
At Dawar, we look at quality from a different prospective concern for
quality is ingrained in our system . it is an integral part of our through
process. And that is how it has become a tangibles aspect of our product
you can see and feel it. Quality is not taking about it. Its should be inherentin our belief system.
We at Dawar have involved our own quality policy turned in to
capabilities of our peoples.
They produce quality because we provide them quality environment and
facilities. We lead the crusade for quality from the front. At professional
inspect it a together they deliver it.
From time to time people undergo orientation programmers
conducted with the assistance of technocrats to understand qualitative
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aspect of products we make. To top it all, the management of Dawar
group monitors the production process to ensure the each foot bears
Dawars seal of quality always
.
VISION OF DAWAR
TPM (TOTAL PRODUCTIVE MAINTENANCE)
To be the best Quality footwear & footwear components
producing ,world class plant with lowest production cost
,Ecofriendly,Safe & healthy environment, conformance with social /
ethical compliance
ORGANIZATION CHART OF DAWAR:
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COMPANY POLICY OF DAWAR
We at DAWAR FOOTWEAR IND. a leading manufacturer and exporter of
footwear and footwear components, are committed to carry out our
activities with highest concern for Customer delight, Environmental
protection, Occupational Health & Safety, Ethical governance and in
compliance with all applicable statutory, legislative and national and
international standards requirements.
Pursuant to this goal, we shall:
Supply high quality of footwear and footwear components and meet
requirements of our customers.
Continually improve Quality, Productivity, Social Performance, cost of
poor quality, impact of our activities on air, water & land and also in
prevention / control of Occupational Health and Safety risks;
Monitor, control and upgrade our technology / processes and operational
practices so as to optimize resource consumption and ensure safe work
environment / well being at work place;
Recognize and care for the concerns of our employees and affected
interested parties regarding the impact of our operations on the
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environment and Occupational Health & Safety hazards at work place;
Participate in overall social development of the neighborhood;
Strengthen awareness, skill and competence of our employees so as to
enable them to contribute effectively in ensuring sound quality,
environmental, social, occupational health and safety management.
(PURAN DAWAR)
DATE: 1ST JANUARY , 2005. Chairman / Managing Director
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GROWTH AND DEVELOPMENT OF ORGANIZATION
215
368
211
458
364
761
849
938
617
841
0
100
200
300
400
500
600
700
800
900
1000
V
A
L
U
E
I
N
L
A
C
S
APRIL
'06
APRIL
'07
MAY '06 MAY '07 JUNE '06JUNE '07JULY '06 JULY '07 AUG '06 AUG '07
MONTH
MONTHLY SALES PERFORMANCE
Cumulative Total (In Lacs) 826 1587 2525 3366
This Index show how dawar group increase his performance
Month by month and also year by year
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PRESENT STATUS OF ORGANIZATION
Ranks of the Footwear company in Agra :-
1. DAWAR GROUP
2. TEZ SHOES
3. GUPTA OVERSES
4. ROGER EXPORT
5. VIROLA INDUSTRY
6. PARK EXPORT
7. METRO & METRO
8. SUPER HOUSE
9. VASHANA EXPORT
10.NOVA SHOES
DAWAR GROUP [excellence in footwear] ranked no. 1 in export of
Leather Shoes.
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OBJECTIVES OF DAWAR
To reduce spillage & leakage
To reduce oil, grease & leather contents in discharged water to zero
To reduce electrical energy consumption by 5%
To provide Awareness Training to all employees of company &
subcontractors
To ensure improved emergency preparedness
To ensure safe Workplace for employees
To ensure improved safe work practices
To review & update personal Manual
To upgrade sanitation facilities in the plant
To maintain zero overtime
To reduce diesel energy consumption by 3%
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Market profile of the organization :-
DAWAR GROUP capture 24% shoe market in whole AGRA
EXPORT %
24%
12%
10%10%
8%
8%
8%
7%
7%6%
.
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FUNCTIONAL DEPRTMENTS OF THE
ORGANIZATION :
CUTTING DEPARTMENT
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CLOSING DEPRTMENT
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LASTING DEPRTMENT
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PACKING AND DISPATCH DEPARTMENT
SERVICE OUTLETS OF ORGANIZATION
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Service outlets of Dawar
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PRODUCT RANGE OF DAWAR
DAWAR GROUP Produce World Class Product on Reasonable Price
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MANUFACTURING PROCESS OF DAWAR
Raw Material
Cutting
Closing
Lasting
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Chapter-7
Welfare policies at Dawar
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WELFARE POLICIES AT DAWAR
GRATUITY
15 Days salary is provided as a gratuity.
Gratuity is provided to the permanent employees.
It should be awarded only once in a financial year.
FESTIVAL BONUS
1 Month salary is provided as Festival Bonus.
Festival Bonus is provided to the permanent as well as Temporary
Employees.
It should be awarded only on Festivals.
ESI & PROVIDENT FUND
Esi & PF is provided at the Rate of 1.75 %.
Esi & PF is provided to the permanent employees.
It should be awarded only once in a financial year.
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EDUCATION FACILITY FOR CHILDRENS OF EMPLOYEES
Amountfor educationis provided at the Rate of 15 %
Education amount is provided to the permanent employees having
salary less than Rs 4000 per month
It should be awarded every month for the education of their childrens
.
NAGRIK SURAKSHA INSURANCE POLICY
Amount Of Insurance Is Provided In Accordance Of Designations
Of Employees
Insurance Should Be Provided To The Permanent Employees
It is Valid for the Term of Service of employee with Organization.
TRANSPORTATION
Transportation Facility is provided Free of Cost.
Transportation Facility is provided to the permanent as well as
Temporary Employees
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It is provided Round the Year for Employees.
MEDICLAIM
50 % Amount of Medical Bill bears by Dawar.
Mediclaim is provided to the permanent as well as Temporary
Employees.
It is provided whenever is needed by Employee in a Financial
Year.
OVERTIME
Salary of one day is provided to the Employee against Overtime.
Overtime is provided to the permanent as well as Temporary
Employees.
Amount is provided on Daily basis of Overtime.
TEA COUPONS
125 coupons are provided as Tea Coupons.
Coupons are Provided To The Permanent Employees.
Coupons are Provided on Monthly Basis.
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CULTURAL PROGRAMMES & PARTIES
Organized Only on Festivals.
Open for permanent as well as Temporary Employees.
Provides cooperation & Sense of Belongingness in Employees.
RECREATIONAL ACTIVITIES
There is a volley ball court in the front amidst sprawling greens.
It is important for Employees to know the joy of willing and agony
of losing to each other.
Together Employees make a formidable team of 800 strong and
highly skilled people as a pride of Dawar.
NOTICE BEFORE FIRING
1 month Notice is given to the employee before Firing.
WAGES ACC. TO MINIMUM WAGES ACT
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Minimum Wages Act is applicable in Dawar.
Wages are provided Acc. To Designation.
Wages differs for unskilled,Skilled & Semi skilled Employees.
TRAINING
Training is provided to the Employees at Each Level.
Duration of Training Varies Acc. To the Designation of
Employee.
Management Actively Participates in Conducting training
Sessions for Employees.
PERMANENT EMPLOYEES
Dawar provides Training to the Employees at Entry Level.
After Training Organization Absorbs the Employees on Muster
Rolls in Organization.
Maximum Employees are permanent employees of Dawar.
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DRINKING WATER
Potable Drinking Water are there in premises.
Adequate Water Bottles at each Floor.
TRAINEES
Provision of Training is applicable for Trainees.
Trainees got Bonus on Festivals.
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CHAPTER-8
ANALYSIS AND
INTERPRETATION
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Interpretation
Maximum Respondents are from Middle Management .
Q2.Whether the Respondent is on Muster Rolls
1) Yes .. 2) No .. 3) Cant Say ..
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0
20
40
60
80
100
120
yes no can'tsay
yes
no
can'tsay
Interpretation
All Respondents are on Muster Rolls of Dawar.
Q3. Whether the Salary is Paid in Accordance To
1) Designation.. 2) Exp. .. 3) Gender ..
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0
10
20
30
40
50
60
70
80
90
designation
experie
nce
gratutity
designation
experience
gratutity
Interpretation
Salary is paid to the Maximum Respondents in Accordance
to their Experience in Dawar.
Q4. Whether the Respondent is Satisfied with workplace
1) Yes .. 2) No .. 3) Cant Say ..
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0
10
20
30
40
50
60
70
80
90
yes no can'tsay
yes
no
can'tsay
Interpretation
Maximum Respondentsof Dawar are satisfied with their
work place.
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Q5. Whether the Respondent is Satisfied with Rules & Regulations
1) Yes .. 2) No .. 3) Cant Say ..
0
10
20
30
40
50
60
70
80
90
100
yes no can'tsay
yes
no
can'tsay
Interpretation
A large volume of Respondents are satisfied with the Rules
and Regulations of Dawar.
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Q7. Whether the Respondent is Satisfied with the Salary provided by
Dawar
1) Yes .. 2) No .. 3) Cant Say ..
0
10
2030
40
50
60
70
80
90
100
yes no
can'tsay
yes
no
can'tsay
Interpretation
A large volume of Respondents are satisfied with the Salary
provided by Dawar
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Q9. Different Non Statutory Welfare Policies as Adopted by
Dawar are
1) Safety Equipments .. 2) Canteen .. 3) Lighting .
4) Tea Coupons .. 5) All ..
020
40
60
80
100
120
Safety
equipment
Canteen
Ligh
ting
Teacoupnes
Safety equipment
Canteen
Lighting
Tea coupnes
All
Interpretation
All Respondents are Having all the Following Non statutory
Services of Dawar
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Q10. What Kind of Benefits the Respondent is Seeking in Respective
Job
1) Bonus .. 2) Insurance .. 3) Gratuity ..
0
5
10
15
20
25
30
35
40
45
Bonus Insurance Gratuity
Bonus
Insurance
Gratuity
Interpretation
Maximum Respondents are seeking Bonus as well as
Insurance in their job
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Q11. Whether the Respondent is Satisfied with the Statutory Facilities
provided by Dawar
1) Yes .. 2) No .. 3) Cant Say ..
0
10
20
30
40
50
60
70
80
90
100
yes no can'tsay
yes
no
can'tsay
Interpretation
A Large Number of Respondents are Satisfied withStatutory
Facilities provided by Dawar
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Q13. Whether the Respondent is Satisfied with the Reporting
Structure & Hierarchy in Dawar
1) Yes .. 2) No .. 3) Cant Say ..
0
10
2030
40
50
60
70
80
yes no can'tsay
yes
no
can'tsay
Interpretation
A Large Number of Respondents are Satisfied with the Reporting Structure
& Hierarchy in Dawar
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Q14. What is the Provision of Fetching Mediclaim in Dawar
1) Designation.. 2) Exp. .. 3) Gender ..
0
20
40
60
80
100
120
Designatio
n
Experie
nce
Gratuity
Designation
Experience
Gratuity
Interpretation
All Respondents of Dawar are Fetching Mediclaim in
accordance to their Designation .
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Q15. Whether the Respondent is getting
1) Family Gratuity .. 2) Insurance .. 3) ESI & PF .. 4)
Bonus .. 5) All ..
0
20
40
60
80
100
120
Gratuit
y
Insuranc
e
ESI/P
F
Bonu
sAll
Gratuity
Insurance
ESI/PF
Bonus
All
Interpretation
All Respondents are Getting all the Above Mentioned
Provisions.
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Q16. Whether the Respondent is getting any Formal
Training in Dawar
1) Yes .. 2) No .. 3) Cant Say ..
010
20
30
40
50
60
70
80
90
yes no can'tsay
yes
no
can'tsay
Interpretation
Maximum Number of Respondents are Getting Formal
Training in Dawar
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Q18. Whether the Respondent is Satisfied with the Opportunities of
Promotions in Dawar
1) Yes .. 2) No .. 3) Cant Say ..
0
10
20
30
40
50
60
70
80
90100
yes no can'tsay
yes
no
can'tsay
Interpretation
Maximum number of Respondents are satisfied with the
Opportunities of getting promoted in Hierarchy of Dawar
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CHAPTER -9
RECOMMENDATION AND
CONCLUSION
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RECOMMENDATIONS
The Following Are The Recommendations Which Came Into Light
After The Completion Of Study.
Employees Are Least Intested In Training Programmes Due To The
Reason More Education Should Be Given By Top Management
Regarding Training Sessions.
Employees should emphasize in providing feedback to their superiors
in organization.
All employees whether temporary as well as permanent should be aware of
Statutory & Non Statutory Provisions of welfare policies.
The criteria of increment in salary should be performance & not
affected by experience of employee in organization.
Employees should emphasize more on giving quality rater than
quantity.
There should be proper periodic review of welfare policies after a
regular interval of time.
Compensation should be increased Acc. To the performance of
Employees.
Some additional facilities such as Recognition should be provided to
the Top Performers.
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An Open Platform should be provided by organization for putting
suggestions of employees in front of Management.
Career Growth should be provided to the employees along with
providing salary & welfare measures.
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Conclusions
After Completing the research study on 20 Employees of Dawar regarding
Critical Study of human welfare policies as adopted by dawar footwear.
My Findings are:-
Employees are encouraged to accept mor responsibilities and
challenges
Employees need to be awarded by fringe benefits in addition to salary
for their positive contribution.
Identify factors which are contributing towards increasing job
satisfaction of employees.
Organization took some steps in providing better welfare facilities to
the employees.
Negative attitude of employees would be changed by implementing
new strategies of welfare and adopting some improvements in it
Employee satisfaction is the most important parts for running any
organization
Welfare policies are properly executed in Dawar footwear
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CHAPTER -10
APPENDICES
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QUESTIONNAIRRE ON HUMAN WELFAREPOLICIES
Q1. Whether the Respondent Falls under the Category
2) Top Mgmnt .. 2) Middle Mgmnt .. 3) Lower Mgmnt ..
Q2. Whether the Respondent is on Muster Rolls
2) Yes .. 2) No .. 3) Cant Say ..
Q3. Whether the Salary is Paid in Accordance To
2) Designation.. 2) Exp. .. 3) Gender ..
Q4. Whether the Respondent is Satisfied with
Workplace
2) Yes .. 2) No .. 3) Cant Say ..
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2) Safety Equipments .. 2) Canteen .. 3) Lighting .
4) Tea Coupons .. 5) All ..
Q10. What Kind of Benefits the Respondent is Seeking in
Respective Job
2) Bonus .. 2) Insurance .. 3) Gratuity ..
Q11. Whether the Respondent is Satisfied with the Statutory
Facilities provided by Dawar
2) Yes .. 2) No .. 3) Cant Say ..
Q12. Whether the Respondent is Satisfied with the Non
Statutory Facilities provided by Dawar
2) Yes .. 2) No .. 3) Cant Say ..
Q13. Whether the Respondent is Satisfied with the Reporting
Structure & Hierarchy in Dawar
2) Yes .. 2) No .. 3) Cant Say ..
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Q14. What is the Provision of Fetching Mediclaim in Dawar
2) Designation.. 2) Exp. .. 3) Gender ..
Q15. Whether the Respondent is Getting
2) Family Gratuity .. 2) Insurance .. 3) ESI & PF .. 4)
Bonus .. 5) All ..
Q16. Whether the Respondent is Getting any Formal
Training in Dawar
2) Yes .. 2) No .. 3) Cant Say ..
Q17. Whether the Respondent is providing Feedback
2) Yes .. 2) No .. 3) Cant Say ..
Q18. Whether the Respondent is Satisfied with the
Opportunities of Promotions
2) Yes .. 2) No .. 3) Cant Say ..
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Q19. What can Dawar do to increase your satisfaction as an
employee
2) Facilities .. 2) Training .. 3) Fringe Benefits ..
Q20. What Areas are to be Improved by Dawar
1) Compensation .. 2) Performance Appraisal .. 3) Welfare
policies ..
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