report on employee welfare kpcl

A PROJECT REPORT

ON

“A STUDY OF EMPLOYEE WELFARE FACILITIES”

FOR

“KIRLOSKAR PNEUMATIC COMPANY LIMITED”PUNE

SUBMITTED BY

ROMA ROHIRA

UNDER THE GUIDENCE OF

PROF. SUNIL GOUD

SUBMITEED TO

SAVITRIBAI PHULE PUNE UNIVERSITYIN PARTIAL FULFILMENT OF REQUIREMENT FOR THE DEGREE OF

MASTER IN BUSINESS ADMINISTRATION

AT

ALL INDIA SHRI SHIVAJI MEMORIAL SOCIETY,INSTITUTE OF MANAGEMENT (MBA) PUNE 411001

2014 - 2016

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DECLARATION

I Roma Rohira student of All India Shri Shivaji Memorial Society MBA (Human Resource) Herby declare that the project report titled “A Study of Employee Welfare Facilities.” Carried out by me at Kirloskar Pneumatic Co Ltd, Pune is an original piece of research work carried out by me under the guidance of Ganesh Chaudhari (Factory Manager) of Kirloskar Pneumatic Co Ltd (KPCL), Pune

I hereby further declare that this project report is authentic to the best of my knowledge.

ROMA. ROHIRA

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ACKNOWLEDGEMENT

This report required the co-operation of many people in terms of their guidance, written works, discussion, lectures and published articles. It has indeed been a privilege to have been associated with such luminaries and share their wisdom. I would like to take this opportunity to thank all those who have directly or indirectly assisted me in making this project a success.

I sincerely thank and extend my appreciation to MR. Ganesh Chaudhari ( Factory Manager) and the management of “ KIRLOSKAR PNEUMATIC COMPANY LIMITED.” for giving me an insight to the established organization and for enlightening me about the various aspects of “ EMPLOYEE WELFARE ACTIVITIES.”

I would like to express my gratitude to the Director of our college Dr. Sanjay Patankar for providing me with the opportunity to work on this project.

I sincerely thank Prof. Sunil Goud , project guide and HUMAN RESOURCE MAANAGEMENT professor for his guidance encouragement in carrying out this project work.

Finally, I wish to avail myself the opportunity, to express a sense of gratitude towards the staff of ALL INDIA SHRI SHIVAJI MEMORIAL SOCEITY INSTITUTE OF MANAGEMENT, PUNE ( AISSMS) for their administration support and love to my beloved Parents and Friends for their support, strength and help and for everything.

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EXECUTVE SUMMARY

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Executive Summary

Topic of the report

“A Study of Employee Welfare Facilities in Kirloskar Pneumatic Company Limited.”

Objectives of the study

To know the perception of employees regarding the welfare facilities provided to them.

To study/analyze the welfare facilities provided by the company.

To give recommendations to enhance the effectiveness of welfare facilities.

Scope of the study

The scope of employee Welfare cannot be limited, since it differs according to social customs and the degree of industrialization indifferent countries and at different times. They have to be elastic and flexible enough to suit the conditions of the workers, and to include all the essential prerequisites of life and the minimum basic amenities. The laws of every country highlight directions to specific application to the working class, the necessity of securing just and humane conditions of work, for them. However, what these conditions actually imply cannot be specified in rigid terms for all times and situations. In other words, Labour Welfare policies should “Enable workers to live a richer and more satisfactory life”.

LIMITATIONS OF THE STUDY

• Duration of the Project was only for 60 days which is not sufficient for a detail study.• Confidentiality matter restricts for an in depth study.• Personal Bias of the respondent and their busy schedule also was a limiting factor in the collection of the data.• The perception bias or attitude of the respondents may also as a hurdle to the study.• Some of the employees had not co-operated in filling up and answering the questionnaire.• Some employees did not answer fair.• There was limitation of time constraints.

METHODOLOGY ADAPTED

Type of Research Quantitative Research

Method Survey

Sample Size 68

Type of Sampling Convenience& purposive

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Research Instrument Questionnaire

Types of Questions Close ended

Source of Information Primary and Secondary Data

FINDINGS

94% of employees are aware of the welfare facilities.

Most of the facilities are availed by the employees but some welfare areas such as employee higher

education, cultural and sports are not availed by employees in good percentage...

81% of employees say that the channel level is easy to reach.

More than 90% of employees are satisfied with the medical reimbursement done by KPCL.

65% of employees are satisfied with the different loan facility.

Water facility is good at KPCL.

. Suggestions

• I would also suggest the management to take some precautions for less wastage of food by putting up posters and also posters of nutrition and hygiene And can also give awareness with paperless by putting up on slides on LED TV in canteen.

• In my opinion company should provide Transport facility for employees and take the fare charges for bus.

• Yoga sessions for employees should be made compulsion for every 2 days in a week.

• In my opinion company should keep award on “ zero accident Floor” after every 6 months which directly or indirectly help the company by 1. Awarded employees will be motivated 2. Other department employees will be Motivated and will give Zero accident of that department3. There will have zero accident for company.

CONCLUSION

Employee welfare facility is very important in the organization as it helps in retaining the

employees and giving them a feel of satisfaction from their work and from company.

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Thus I can say that satisfaction for Employee welfare facility is of immense importance to

any organization as it helps in the effective and efficient working of the organization. It

also helps in the growth and improvement of the organization.

INDEX

SR.NO. CHAPTER SCHEME PAGE NO.

1 INTRODUCTION AND RATIONALE OF

STUDY

• Introduction to concept

• Purpose of study

• Employee Welfare at KPCL

• Limitation of study

2 COMPANY PROFILE

2.1 History of KPCL

2.2 Vision , mission , values

2.3 Other group companies

2.4 Branches and Offices

2.5 Organizational structure of KPCL

2.6 Product Profile

2.7 Major Customer

2.8 Achievements

3 LITERATURE REVIEW

4 OBJECTIVE AND SCOPE OF PROJECT

5 RESEARCH METHODOLOGY

5.1 Methodology adapted

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6 DATA ANALYSIS AND INTERPRETATION

6.1 Internal Survey Analysis

7 FINDINGS, RECOMMENDATIONS AND

CONCLUSION

7.1 Findings

7.2 Recommendations

7.3 Conclusion

8 REFERENCES

9 ANNEXURES

LIST OF FIGURES

SR.NO. CHAPTER SCHEME PAGE NO.

1.Employee welfare scheme

3

2.Composition of Board

28

3.Organizational Structure of KPCL

32

4.HR Department

33

5.Major Products Line 33

6Process of Research

46

7Research Design

47

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1.1 EMPLOYEE WELFARE

DEFINITION:

The terms ``employee welfare benefit plan'' and ``welfare plan'' are defined in section 3(1) of the

Act to include plans providing ``(I) medical, surgical, or hospital care or benefits, or benefits in

the event of sickness, accident, disability, death or unemployment, or vacation benefits,

apprenticeship or other training programs, or day care centers, scholarship funds, or prepaid legal

services, or (ii) any benefit described in section 302(c) of the Labor Management Relations Act,

1947 (other than pensions on retirement or death, and insurance to provide such pensions).''

Welfare facilities include toilets, washing facilities, rest and changing facilities, personal security

arrangements (e.g. lockers) and refreshment, recreational facilities, Loan facilities, personal

growth facilities like library facility; training facility, Safety and Security measures, adjustable

working shift and timing, festival grants, transportation facility, housing facility etc.

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EMPLOYEE WELFARE SCHEMES

Personal Growth Facility

Working Condition

Recreational &

Refreshment Facility

Medical Facility

Canteen Facility

Transportation Facility

Safety & Security

Leave & Holiday Facility

Loan FacilityOther

Facilities

Different facilities cover under Employee Welfare Scheme:

PLANT TIMING OFFICE

ENVIRONMENT

1. Shifts 1. Ventilation

2. Overtime 2 .Air-conditioned

3. Breaks 3 .Lighting

. 4. Seating arrangement

5 .General Cleanliness

6. Humidity

7 .Personal Laptop

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Working Condition

TRAINING EDUCATIONAL PERFORMANCE

FACILITY FACILITY MEASURE

1. Internal Training 1. Library 1 . Regular & effective

2. External Training 2.Debating Union appraise

3. Workshop & Seminars 3. Worker’s children’s 2 . Monetary/ Non

schools monetary awards

FIRE ARMED SECURITY TECHNICAL MEASURES

PROTECTION GUARD PROTECTION FOR

ACCIDENT

PROTECTION.

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Personal Growth Facility

Safety & Security Measures

CLUBS EVENTS

1. Yoga 1. Ganesh Utsav

2. Creches 2. Factory Foundation day

3. Recreational Club 3. Cultural evenings

4. Festivals celebration

5. Khandenawami festival

SANITATION OTHER FACILITIES

1. Toilets 1. Rest room

2. Wash-basins 2. Tea & Snacks at breaks

3. Water & Waste disposal 3. Water cooler

4. Dustbins & Spittoons

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Recreational Facility

Refreshment Facility

DISPENSARY INDIVIUAL TREATMENT

1. First-Aid 1. Hospital & Medicine cost

2. Regular Doctor for accidental case

3. Medicines for minor injuries & illness 2. Free medical check-up

UNIFORM CHILDREN FESTIVAL HOUSING TRAVELLING

SCHOLARSHIP GIFTS

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Medical Facility

Other facilities

1.2 Need for Employee Welfare:

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Employee

Welfare

Schemes

Intellectual, physical, moral,

social & economical

Ensure

continual

commitment

of employee

Fulfi l l ing Governmental

Laws, Statutory Provisions

or required by customs of

the industry & country

Create &

improve

organizational

image

1.3 Employee Welfare at KPCL

Leaves Paid Holidays Employees working at Head Office, Saswad and Nasik Plant are given 7 paid holidays as detailed below:- Republic Day - 26th January Gudi Padwa Workers Day - 1st may Independence Day - 15th August Dasera Padwa (Diwali) Bhaubij (Diwali)

Paid Holidays for Regional / Area sales offices: Employees working at Regional / Area sales office are given 16 paid holidays (inclusive of optional holidays). These holidays are based on the holidays declared by the respective state government and opted by the concerned sales office.

Casual Leave These Leave rules are applicable to all managers in grade 58 and above working at HO, Saswad and Nasik plant of the company.

Casual Leave (C/L):

Every employee is entitled for C/L of 8 days in every calendar year. Employees joining in between the year i.e. later than 1st January are entitled for Casual

leave on pro-rata basis. C/L cannot be availed along with any other leave. C/L is for the calendar year only and it cannot be accumulated. At the end of the year, un-

availed leave will lapse. C/L can either be prefixed or suffixed to weekly off or paid holiday. Paid holiday / Weekly off falling in between the C/L period shall be treated as C/L. C/L can be availed for minimum half day and maximum 3 days at a time. C/L should be sanctioned in advance. For a probationer, C/L is granted @ 1 day for every 2 months worked. Half day C/L can be availed at the beginning or for second half of the shift. However, the

first half-day leave should be sanctioned and recorded in Time Office on the earlier day. For availing half day (First and Second Half) leave employee has to be physically present and time recording for in and out for the same should be recorded by the employee.

11. If C/L is availed with any other leave, then C/L will be treated as cancelled and it will be marked as “Leave without pay”.

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Sick Leave (S/L)

6 days in every calendar year. Half day S/L can be availed at the First or second half of the shift. Employees absent on ground of sickness for 3 or more days should submit a medical

certificate issued by a Registered Medical Practitioner. While resuming duty after 3 or more days of sickness, the employee should submit a

fitness certificate issued by the Registered Medical Practitioner, stating clearly fit to join from the date which should be certified by our OHC Head at Head Office.

Privilege Leave (P/L)

Employees in grade 58 to 68 are entitled to get P/L of 30 days in every calendar year based on total present days in a calendar year

P/L can be availed for a maximum of 4 occasions every year. P/L can be availed at a time for a minimum period of 3 days. The employee should get his / her electronic leave sanctioned by departmental head at

least 7 days in advance. On P/L application, reason for leave as well as address while on leave should be

mentioned clearly. Any extension in the leave must be sanctioned well in advance before the expiry of the leave period.

Extension of P/L in leave is permitted only once in a year and the extension should be approved before the expiry of earlier leave period.

P/L application can be refused considering the exigency of work by Department Head / Factory Manager.

P/L can be accumulated as per the limits stated below.

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Leave-Entitlement and Accumulation All employees working at Factories are entitled to get Privilege, Sick and Casual leave every year as per the rate applicable to their category, as follows:

Maternity Leave

Female employees are entitled to maternity leave of 84 days as per Maternity Benefit Act. Compensatory off against working on Weekly Off

An employee working on a weekly off for which the in and out time is recorded in attendance system by individual for full day can avail compensatory off within next 3 days of the working days following the weekly off worked on. (Note: Such compensatory offs cannot be accumulated.)

Insurance Coverage

The employees are covered under Group Personal Accident Insurance for the entitled amount as per the grade while they are in the employment of the company.

Benefits:

The manager can get 1% of the capital sum insured under Table III of the Insurance Plan, per week for his / her absence from duty for loss of wages, maximum up to 104 weeks or the sum assured subject to rules and regulations framed by the concerned Insurance company from time to time OR terms and conditions as applicable to the Group Insurance policy

In case of permanent partial disablement, an officer can get compensation, on the basis of percentage certified by the Insurance Doctor, instead of weekly compensation.

Employee Training and Development Assistant Scheme

KPCL recognizes that the skill and knowledge of its employees are critical to the success of the organization. The educational assistance program encourages personal development through formal education so that employees can maintain and improve job related skills or enhance their ability to compete for reasonably attainable jobs within KPCL. The details are KPCL will provide educational and training assistance program to its employees. Before going for training, employees must sign an agreement depending upon the number of days and the cost of the programme.

While training program is expected to enhance employee’s performance and professional abilities, KPCL cannot guarantee that participation in formal training will entitle the employee to automatic advancement, a different job assignment, or pay increases.

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Bonus

Managers in Grade 58 to 61 are eligible to receive Annual Profit Sharing Bonus. The bonus is paid minimum @ 8.33% to maximum of 20% (depending upon profitability of the company) on actual Basic earned during previous financial year. The employee, who has left the service of the company, has to submit an application for payment of Bonus, mentioning therein his / her then prevailing address.

Welfare Schemes and Facilities

The Employee Welfare program at KPCL is based on the management policy, which aims at helping our people to achieve self-satisfaction and prosperity.

Death Benevolent Fund

If any employee dies while in the service of the company, all employees contribute Rs.50/- amount from their salaries and the company pays matching contribution. The amount so collected is being paid to the legal heirs of the deceased employee.

Managerial Staff and their family member Hospitalization Scheme

The scheme is intended to extend partial financial assistance by way of reimbursement of hospitalization expenses through an Insurance Coverage to the Managerial staff and their family members’ hospitalization. The eligible employee has to declare the four family members inclusive of him / her, and the other three family members. The family members i.e. parents under age 75 yrs, (in case unmarried), spouse (Mandatory in case of employee is married), children (under age 25 yrs) by filling prescribed forms for the same at the time of joining and inform the corrections (if any) as and when required to be changed. HR Department will arrange to send format for the same for any kind of change or the confirmation correctness of the information like changes in names, address, addition / deletions of the covered members’ etc. to be furnished to Insurance Company for every covered employee every year. The scheme covers only 4 members -. The scheme can be availed only for at least, one-day hospitalization (while covering family members in case of married, the priority are given to self, spouse and children. Only when the number is less than 4 then the parents can be enrolled so that the total no. of members will not exceed 4).

Benefits of the scheme are:

Death or Disablement benefit:

This benefit is intended to the managers who after putting 10 years service, either die or become incapacitated to do his / her normal duties. This was intended to extend the financial help to the unfortunate families in case of death or the disablement of the manager.

Reimbursement of medical expenses during retirement period:

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The second benefit is to extend the financial help to the retired managers and their spouses, during their retirement period up to the age of 75 years, who have served company for at least 10 years, by providing those Medi-claim policies.

Reimbursement of medical expenses:

This benefit is to reimburse the hospitalization expenses incurred for the managers himself/herself or for the previously declared family members. The reimbursement will be to the tune of 90% of the expenses incurred for the illness allowed under Group Medi-claim policy. The employee himself/herself is allowed to have the reimbursement of pre-existing illness. The company reserves the right to refuse any quantum of expenses to be reimbursed and/or treatment taken from a particular doctor. The benefits under the scheme cannot be carried forward and/or accumulated.

Scope of Hospitalization and Expenses:

The benefits include expenses on hospitalization for minimum period of 24 hours is admissible. However, this time limit is not applicable to specific treatments i.e. dialysis, Chemotherapy, Radiotherapy, Eye surgery, Lithotripsy (Kidney stone removal), Tonsillectomy D and C taken in the hospital / nursing home and the insured is discharged on the same day; the treatment will be considered to be taken under hospitalization benefit. No expenses on account of hospitalization will be covered by this scheme, for the hospitalization within 15 days from the commencement of the scheme.

1. Pre- Reimbursement:

All reimbursement will be made only through pay roll and requests for payment in cash will not be entertained.

Canteen Facility

1. Canteen Deduction

The employees in Grade 58 and above can avail Lunch facility in Officers Mess at Hadapsar and Saswad. The employee in above mentioned category who do not wish to avail this facility has to inform Canteen Manager / HR Department accordingly. Deduction of minimum Rs. 14/- per day is made for each present day for each employee availing the lunch and tea facility at Hadapsar and Rs 5/- if he / she avails breakfast in the canteen and Rs. 19/- at Saswad. In case the employee is not availing this facility for a day and / or for temporary period of his / her absence due to leave has to inform Canteen Manager / HR Department so that the deduction for that day / period will not be effected. The employee who is not availing this facility but wishes to avail the same temporarily has to inform to concern people mentioned above in advance and should make an entry in the register kept in the Canteen.

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All the managers are entitled to avail breakfast / lunch / dinner facility. Employees in Grade 58 and above can avail breakfast at the Officer’s Mess in first floor, on exchange of coupons. The employee in Grade 58 and above are charged Rs.5/- per day if they opt for breakfast in the canteen. Employees can avail breakfast facility only once in a shift. In case an employee opts to avail breakfast facility twice i.e. at the beginning and at the end of the shift due to work exigency he / she will be charged extra Rs 10 for breakfast on the second occasion. In case of bakery products employees have to pay through coupon. The coupons can be availed worth Rs. 100/- by filling Coupon slip from Finance (Cash) Department. In such case Rs.100/- will be deducted from the running month’s salary.

Meal Periods

Employee can avail meal in Canteen in the recess period in a shift except in Third Shift at HO and Saswad.

Breakfast –

Available and served in Canteen 15 minutes before the start of the shift timings. Breakfast has to be availed by punching in the canteen before availing the breakfast facility and in case of bakery items by exchanging canteen coupons worth the rate of snacks consumed by the employee. Canteen coupons to be given at the canteen counter. The Canteen coupons are available on the 1st day of every week at the workers canteen on the ground floor and also are available in Accounts (Cash) department at HO.

Lunch –

As per your shift, the timings are given below for Head Office

Shift Lunch / Dinner

recess 1st Shift 11.30 a.m. to 12.00

p.m. General –1 12. 15 p.m. to 12.45

p.m. General –2 01. 00 p.m. to 01.30

p.m. 2nd Shift 8.00 p.m. to 8.30

p.m.

Security and Intelligence

We, at KPCL undertake complete security arrangements of factory premises round the clock. We have strict security norms for entry and exit of our employees as well as for visitors.

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Every employee who joins KPCL is provided with a identity card with his / her photo identity on it.

It is mandatory for all employees to display the Identity card when he / she is in the premises of the company or on tour for company’s business for individual identification.

No visitors without Gate pass / permission / intimation to the security / personnel shall be let in. While leaving the factory premises security / personnel if needed can check the visitor’s

belongings. Material inward and outward is also monitored through stringent rules / documents base on c

omputerized system. In case of an emergency, a trained security staff can drive a vehicle. Such guards are available in

all 3 shifts of the day. All employee information pertaining to contact is maintained at the security gate in case of

emergency. Security Guards are trained / extended training on first aid and fire fighting.

Dress Code The Kirloskar Group recognizes its employees as an important asset and it provides uniforms to all employees. Dress code is one of the essentials and that is why all employees in managerial cadre as well as trainees and retainers are provided four sets of uniforms.

Corporate Attire for Gentleman:

1. Four nos. of cotton trouser fabric (option of purchasing three additional trouser fabric with extra charges). 2. Four nos. of cotton shirts in two different colors and two sleeve options (option of purchasing three additional shirts with extra charges). 3. In addition T-shirts in two different colors are available and if desired it can be purchased by the employee.

Corporate Attire for Ladies:

1. Four nos. of tunics and trousers in two different colors. 2. Option of purchasing three additional attire of choice.

Corporate Attire days:

1. Formal attire will be worn on the first four days of the week: 2. On the remaining two days employee can wear clothes of his / her choice. 3. On the last two days employees who are involved in meeting with customers / partners in the factory will wear formal attire. 4. Formal attire is compulsory while visiting stakeholders or at exhibitions. 5. Corporate attire will be provided after 18 months.

Eligibility:

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All managerial employees including Diploma Engineer Trainee’s and Graduate Engineer Trainee’s are eligible. Retainers in Managerial level who are on a minimum of one-year contract are eligible. The corporate attire will be provided after 18 months. However, who have submitted the resignation and or working in notice period will not be provided the new attire. In case an employee resigns or retires from the company services he / she can retain the uniform and no deductions shall be made irrespective of duration of service.

Personal Protective Equipments (PPE):

KPCL is IMS Certified Company and as per norms use of PPE (Personal Protective Equipment) at work place is mandatory for every employee to maintain the certification as mentioned above. The employee cannot enter without Helmet, Safety Goggles and safety Shoes in the Machine Shop / Assembly Shops or any other Shop floor where overhead cranes are in use. Apart from this on shop floors wherever metal jobs are to be handled, concern employee should wear hand gloves meant for particular activity / process. In compressor testing area employee has to use ear plugs to avoid damage to the ears due to noise pollution. While performing welding / gas cutting work employee as well as supervisor should ensure that the welding goggles, welding pads are used. The Helmet, Safety Goggles and Safety Shoes will be provided by HR Department to those who have to work / visit shop floor at the time of joining. The all PPEs, other than this will be made available through concerned Department. It is expected that the employee should use the PPEs carefully and preserve the same in the safe custody to avoid damage / breakage / lost / theft. If the PPE once issued is lost / broken / damaged by the employee, then the cost will be recovered from the employee. Wearing Helmet and fastening Seat belts is compulsory while entering KPCL on two wheeler and four wheeler respectively. Use of cell phone in work shop as well as while driving vehicle is not allowed. The concerned employee should ensure that the outsider entering in premises for company’s business has to follow the above mentioned use of concerned PPEs wherever it is applicable.

Work Place Etiquette

KPCL strives to maintain a positive and healthy work environment where employees treat each other with respect and courtesy. Sometimes issues arise when employees are unaware that their behavior in the work place may be disruptive or annoying others. Many of these day-to-day issues can be addressed by politely talking with co-workers to bring it to his / her attention. In most cases, common senses will dictate an appropriate resolution. KPCL encourages all employees to keep an open mind and gracefully accept constructive feedback, request or criticism to change behavior that may affect another employee’s ability to concentrate and / or to be productive. The following are the workplace etiquette guidelines and not necessarily intended to be hard and fast work rules. They are simply suggestions for appropriate work place behavior to help everyone be more conscientious, considerate of co-workers and the work environment. Employees can contact the HR Department if they have suggestions regarding these workplace etiquette guidelines. Keep the area around the workstations orderly and clean. Avoid public accusations or personal criticisms of other employees. Address such issues privately with those involved or through HOD. Try to minimize unscheduled interruptions of other employees while they are working.

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Communicate by appropriate and to the point email or phone conversation whenever possible, instead of walking unexpectedly into someone’s office or workplace. Be conscious of how your voice travels and try to lower the volume of your voice when talking on the phone or to others in open area.

Keep socializing to a minimum and try to conduct conversations in areas where the noise will not be distracting to others.

Minimize talking between workplace or over cubicle walls. Instead, conduct conversations with others in their workplace.

Do not block walkways while carrying on conversations.

Refrain from using inappropriate language (swearing) that others may overhear.

Monitor the volume when listening to the, voicemail or a speakerphone so that others can hear.

Clean up after yourself and do not leave behind waste or discarded papers garbage.

EMPLOYEE DEVELOPMENT

Job Description (JD)

KPCL makes every effort to create and maintain accurate job descriptions for all positions mentioned in the Manpower Requirement Requisition (MRR). The HR Department prepares detail job descriptions in consultation with the respective HOD, when new positions are to be recruited. Each description includes the information on the job to be performed, essential routine work and responsibilities. The JD is aimed for creating role clarity for the employee. Existing job descriptions are also reviewed and revised in order to ensure that they are up to date. Job descriptions may also be reviewed periodically to modify the changes (if any) in the job description. The job descriptions do not necessarily cover every task / process / work that might be assigned and that additional responsibilities may be assigned if required. It is an indicative list.

Performance Appraisal System

Performance Appraisal (PA) through Performance Management System is a rational method to assess the performance of a manager for a period of the financial year. It offers you opportunity to set goals, linked with departmental / divisional goals which ultimately is related to company targets / goals for yourself (this is in concurrence of your supervisor), freedom to make efforts and to exhibit your skills, abilities and mettle. Performance appraisal is a methodical process to mentor and develop the subordinates. It is a continuous development process for employee.

Method and objectives in general:

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It intends to set quarterly targets / KRAs through Oracle for a period of 3 months with mutual understanding with the supervisor and achieving those targets with his / her guidance. At the end of the quarter, the individual has to self-assess the performance. After having gone through the self-assessment carefully, a dialogue must take place between appraiser and appraisee. During performance dialogue the supervisor is supposed to offer comments and alternative solutions to achieve the targets, if the subordinate falls short of achieving them. Then they must set further targets for next quarter and the same shall be recorded through Oracle. This way, the assessment is done for four quarters. The complete process is now online. The annual performance appraisal is done in the month of April of the next financial year. This shall include the overall performance of the individual during the year, efforts in developing the subordinates and participation in Team working to achieve team targets. Subordinate will also enter training need requirement.

General:

All managerial employees are expected to plan and record their Key Result Areas (KRAs i.e. goals / targets), in their respective functional areas and work for improvement in their respective areas in consultation with their appraiser. This is to ensure that the KRAs are in line with the organizational goals.

The respective KRAs should simultaneously reflect in the WPR diary to help the employee to plan his / her work.

At the end of the quarter, based on the agreed KRAs, the appraisee shall assess own performance. This leads into a performance appraisal dialogue clarifying mutual expectations. The appraiser shall then give his / her assessment. In order to avoid personal bias and solve disagreements, if any, the reviewing officer, who shall be next in line after the appraiser, certifies the performance assessment.

The system also provides scope for recommendations of rewards by way of promotion.

The performance assessment of the previous quarter and mutually agreed KRAs for the next quarter should be completed on or before 20th of the first month of every quarter. It is in the interest of the individuals to make the performance appraisal system more effective and useful for career advancement. For any clarification or suggestions please contact the HR department.

Guidelines for Promotion: The criteria for promotion would be the merit and performance of the concerned manager.

A manager will be eligible for promotion only if he / she satisfies the following conditions:

a) He / she should be a consistent achiever of goals / KRAs in the last 2-3 years period. b) The period between two promotions would not be less than three years, however in exceptional circumstances it can be less than 3 years.

The manager could be recommended to the next higher grade only.

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A promotion to General Manager and above depends on the availability of vacancy or position in addition to at least one cycle of RKQP assessment.

Learning and Development

We believe that training is an instrument to introduce an individual to himself / herself by way of introspection or to impart training for the required skills to perform better. The challenge is to identify gap of differential skills, which is a dynamic process. Our people need to continuously learn and perform - absorbing in new methods of successful working, adapting them to our advantage, keeping a step ahead of the competition. We aim at identifying the scope for improvement in individual’s competencies and providing them relevant inputs for growth and development. The KPCL Learning and Development section is part of the HR department and facilitates training and development programmes to:

Trade Apprentice, Graduate Engineer Trainee (GETs) and Diploma Engineer Trainees: Training imparted to the Trade Apprentices, GETs and Diploma Engineer Trainees under the Apprentices Act 1961, is conducted by the Training Manager on the theoretical and practical aspects as per syllabus. Selected trainees have to execute a contract with the company as required under the act and they are paid monthly stipend at a rate depending upon the category.

Employees:

Learning and development needs of the employees in all the categories are identified by the Departmental Heads through Performance Appraisal (PMS). Training needs are categorized into Knowledge, Skill and behavior .These needs are then discussed with the respective HOD’s and the programs are organized in-house / outside, considering the suitability and availability of the trainers. Training of this kind is necessarily need - based and it is imparted by trained / professional faculty members. Pre and post review sessions if needed are organized before and after the training programme. The effectiveness of training is assessed after four months the programme is conducted.

Skill Upgrading / Learning Programmes:

All employees undergo awareness and skill upgrading / learning programmes such as Quality awareness programmes, 5 S, Kaizen, computer learning programmes, IMS awareness programmes, Ravi Kirloskar Quality Prize (RKQP) Model of Business Excellence etc., which are need - based.

Work Planning and Review (WPR)

The main purpose of Work Planning and Review (WPR) sessions is to save time to do one’s own work qualitatively. The WPR process will help the individuals to organize his / her work along with and cope with occasional responsibility with grace, by utilizing whatever resources are available to the best advantage as opposed to complaining about what may not be readily available. Each and every

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manager, irrespective of their level or function is in essence the planner and reviewer of the work of self and others who work with and for them towards the realization of expected results. It is building teamwork with assured performing competence and motivation in people, by caring for them as well as sharing with them. This style of working will give the individuals more time to do bigger and better things.The WPR style of managing drills the individuals to create responsive habits, to be able to perform in a predictable manner at all times. By serving as a listening post, the manager at every WPR session provides opportunities for a meeting of the minds, giving way to pent up feelings and reducing irritability. It also provides timely opportunities for appreciating, guiding for the consequences of actions. The WPR methodology intends the supervisor and subordinate discuss their plans at the beginning of the quarter. After writing briefly on the plan of the quarter, it should then be bifurcated into a monthly plan. The supervisor and subordinates reviews the plan at the end of each month and plan the actions to be taken for the next month. In the review session they also discuss about failure / problems and work out the solutions. Each individual is given a WPR diary and a kit at the time of his / her induction. Rewards and Recognition

Fast Tracker Scheme

Objectives:

To create and institutionalize a process of recognizing and rewarding excellent performers, to create a sense of ownership amongst them, to provide them equal opportunity to compete in a healthy manner and through this process to create experts and leaders for future requirement of the organization.

To become positively instrumental to develop an outlook and urge amongst the managerial community for developing their leadership, bringing change in attitudes and creating healthy competition for sustained performance.

Scope:

This is applicable to managerial employees meeting the selection criteria given below.

Amount of reward:

The selected employees will undergo different developmental programs to develop competence. Fast Trackers will be nominated for MDP. Team Rewards Scheme Objectives:

To create and institutionalize a process of recognizing and rewarding excellent Team performance immediately, foster team spirit and a sense of working together for a common goal.

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Scope:

This is applicable to all employees in grade 01 to 65 . Amount of reward:

Each division will have a budget of Rs. 100000/- for the period of financial year. The maximum reward will be of Rs. 25000/- per team.

Spontaneous Rewards Scheme Objective:

To create and institutionalize a process of recognizing and rewarding excellent performance immediately

To empower the supervisors to recognize and reward their subordinates To create supportive and collaborative work culture in the organization that will promote

team spirit.

Scope:

This is applicable to all employees in grade 0 to 64 working in all functions, all locations and will be entitled to get such rewards up to maximum 3 times in a year.

Amount of reward:

Each division will have a budget of Rs. 1,00,000/- for each financial year. The maximum reward is Rs. 1000/-

Kaizen Scheme

Objectives:

To encourage employee’s creativity and innovation by way of suggesting and implementing small improvements in their work area, to create a culture of working together towards creating better working environment.

To recognize the contribution of the people in simplification of work methods To share learning, ideas and improvements from different functions of the organization.

Scope:

This scheme is applicable to all employees in grade 0 to 65 An Employee / team will be entitled to fit rewards for all accepted kaizen in a year.

Amount of reward:

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Each Level 1, 2 and Level 3 Kaizen will be rewarded Rs. 50/- after registering a Kaizen. Best Level of 1 and2 Kaizen will be rewarded Rs. 500/- gift voucher and trophy.

Level 1 Kaizen:

Kaizen which scores between 41 and 50 after evaluation, Kaizen evaluation scoring sheet is based on criteria like problem identification, analysis, Kaizen idea, investment and benefits, horizontal deployment and sustenance plan. These Kaizens will be submitted online through oracle. These are best practices with less possibility for further improvement. Level 2 Kaizen:

Kaizen: Kaizen which scores between 31 and 40 after evaluation as per criteria mentioned above. These are close to best practices with some potential for further improvements.

Level 3 Kaizen:

These Kaizen will be submitted online through Oracle and will include before improvement condition and after improvement condition. These Kaizen have enough scope for further improvements.

Kaizen should be submitted in format in soft / head form which is available with Section / Department Heads and on Shashwat. The Section / Department Head will help workmen to fill Kaizen in the format, if required in English / Marathi. After submitting Kaizen through oracle, supervisors will accept / reject / send for correction. If supervisor accepts the Level 1 and2 Kaizen, it will be rated on a scale of 1 to 50 by the reviewer. Kaizen committee wills scrutinize Level 1 and 2 Kaizen once in two months and declare Best Level 1 and 2 Kaizen. HR will retrieve data from oracle and process the redemption. Rs. 50/- per Kaizen will be credited to employee through salary.

Star of the month scheme

Objective:

To recognize the contribution of employee towards achieving monthly targets of the company.

To energize / motivate employees in the organization To create healthy inner competition among the employees for achieving organization goals.

Scope:

This is applicable to all employees in grade 31 to 64. Period: The duration of the privilege under the scheme will remain valid for a period of one year - from 1st April to 31st March of the financial year. Amount of reward:

Each division will have a budget of Rs. 84000/- for each financial year.

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The reward amount will be Rs. 4000/- for an employee (Grade 58 to 64) and Rs. 3000/- for an employee (Grade 31 to 46).

Occupational Health Center

KPCL has a “well equipped” Occupational Health Center that is manned by a full time doctor qualified in industrial health and paramedics round the clock.

OHC delivers “qualitative” preventive health services not only to the employees but also to their families and to the society at large.

First aid “preparedness” is ensured round the clock by periodically training employees, security personnel and by having good liaison with nearby hospitals and specialists.

Medical “surveillance” that includes pre-employment and periodic medical examinations is carried out so that employee health and well being are maintained.

Hospitalized employees are given “meaningful” help and reassurance.

Occupational “rehabilitation” of the injured and sick employees is given adequate importance.

“Wellness Planner” ensures that all employees are covered under preventive health checks and health promotion programs.

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1.4 LIMITATIONS OF THE STUDY

• Duration of the Project was only for 60 days which is not sufficient for a detail study.

• Confidentiality matter restricts for an in depth study.

• Personal Bias of the respondent and their busy schedule also was a limiting factor in the collection of the data.

• The perception bias or attitude of the respondents may also as a hurdle to the study.

• Some of the employees had not co-operated in filling up and answering the questionnaire.

• Some employees did not answer fair.

• There was limitation of time constraints.

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COMPANY PROFILE

34

2.1 History of Kirloskar Pneumatic Co. Ltd

Kirloskar Pneumatic Company Ltd. (KPCL) is one of the core group companies. KPCL was incorporated in 1958 under the chairmanship of Late Shri Shantanurao Kirloskar. KPCL is certified for Integrated Management System (IMS) Certifications of ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007, by TUV NORD.The company started its operations with manufacture of Air Compressors and pneumatic tools. New product lines were then added, including Air conditioning and refrigeration systems, Marine, ACR, Process Gas Systems and Hydraulic Power Transmission machinery. The company has also earned an enviable reputation for its Systems Engineering and Turnkey Project expertise.Over the years, Kirloskar Pneumatic Company Ltd. has developed various sophisticated and high-tech products in the above categories to cater to the demands of various industrial sectors. KPCL has also established a number of joint ventures and technology partnerships with leading global companies. It has earned the distinction of developing a host a advanced products to suit Indian condition and has been continuously updating them to maintain the highest standards of quality and reliability.

The company started its operations with the manufacture of Air Compressors and Pneumatic

Tools. New product lines were then added, including Air Conditioning and Refrigeration

systems, Marine, ACR, Process Gas systems and Hydraulic Power Transmission machinery. The

company has also earned an enviable reputation for its Systems Engineering and Turnkey Project

expertise.

Kirloskar Pneumatics has 3 divisions namely the Air compressor division (ACD), Air conditioning and refrigeration (ACR) and Transmission (TRM) division. KPCL's Transmission division is a pioneer in the field of transmission products in India. With six products on board, this SBU specially caters to the need of the customised power transmission solutions. The technology is being enhanced through in-house product engineering and collaborations. TRM has edge in areas of different types of gear and gear boxes with capacity ranges from sub megawatt to higher megawatt range.Transmission division caters to niche market segments in Rail traction gears, Marine gear boxes, Non-conventional energy area like Wind turbine gear boxes and Transmission for locomotives & self-propelled vehicles. TRM products are regarded to be highly reliable and are being used for critical applications in various industrial and civil service applications.

KPCL's operations are sub-grouped into following three major Strategic Business Units.

Hadapsar : ACD - Air Compressor Division

: TRM - Transmission Division

Saswad Division : ACR &PGS -Air Conditioning, Refrigeration & Process Gas

Nasik : Road Railer Division

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Composition of Board

BOARD OF DIRECTOR-

Mr. Rahul C. Kirloskar Executive Chairman

Mr. Aditya KowshikManaging Director

Mr. Atul C. KirloskarDirector

Mr. Vikram S. KirloskarDirector

Mr. A. C. MukherjiDirector

Mr. G. Krishna RaoDirector

Mr. P. S. JawadekarDirector

Mr. D. R. SwarDirector

Mr. Sunil Shah SinghDirector

Ms. Aditi PantDirector

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2.2 Vision, Mission, Values - of the KPCL

Mission

We will demonstrate an EDGE to all our Stakeholders in our offerings for converting /

transmitting energy. We will strive to make our Company an employer our choice.

Vision

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KPCL Values

In an ever changing world one thing that will remain constant is our commitment towards all our

stakeholders. Each one of us will be guided by the following values

Customer Focus

Our activities / actions will be focused

on enhancing internal / external customer’s

satisfaction.

Commitment

We commit to achieve our targets / goals.

We will be responsible / accountable for

our commitment.

Continual improvement

We will consciously work to improve our

Procedures, processes and systems with an

Objective to improve our business processes

Ethical Business Practices

We will be fair in our dealings with all our stakeholders

It will be based on integrity, honesty & transparency.

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2.3 OTHER GROUP COMPANIES

• Kirloskar Brothers Limited. (KBL)

• Kirloskar Ferrous Industries Limited (KFIL)

• Kirloskar Middle East FZE (KMEF)

• .Kirloskar Oil Engines Limited (KOEL)

• Kirloskar Proprietary Limited (KPL)

• Kirloskar Integrated Technologies Limited (KITL)

• Kirloskar Pneumatic Co Ltd (KPCL)

2.4 BRANCHES & OFFICE

HADAPSAR PLANT

Kirloskar Pneumatic Co Ltd.

Plot No.1, Hadapsar Industrial Estate,

Pune 41 1 O13, Maharashtra, India.

Phone:+91 (20) 26727000.

Fax: +91 (20) 2687 0297

SASWAD PLANT

Kirloskar Pneumatic Co Ltd.

Saswad Industrial Estate, Tal: Purandar,

Dist: Pune, Saswad-412301, Maharashtra, India

Phone:+91(2115)222403/222409

Fax:+91(2115)222406

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2.5 ORGANIZATIONAL STRUCTURE OF KPCL

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Chairman

Managing Director

VP SBU head, ACR

VP SBU head, ACD

VP SBU head, PG

VP SBU head, TRM

Assistant VP

General Manager

Deputy General Manager

Senior Manager

Manager

Assistant Manager

Senior Engineer/Senior officer

Engineer officer

Junior Engineer A/ Junior Officer A

Junior Engineer B/ Junior Officer B

2.6 HR DEPARTMENT

2.7 Major Products Line

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DGM- HR FACTORY MANAGER

GM- HEALTH & CSR

CIVIL

Asst. MANAGER HRD

Asst. MANAGER

SENIOR OFFICER

SECURITY INCHAGRE

OFFICER TIME OFFICE

SAFETY OFFICER (AM)

SENIOR OFFICER (L&W)

Sr. CIVIL MANAGER

Asst. MANAGER CIVIL

OFFICER-A, T&D

Air Compressor Division:

ACD offers wide range of compressors in 15 product categories. To bring focused attention and create centers of competence specific to technology these are sub divided in three categories as Reciprocating compressors, screw compressors & centrifugal compressors. ACD has complete range of air compressors, i.e., from small garage compressors to the high tech centrifugal type as well as screw type compressors.

Reciprocating Air Compressors Screw Air Compressors Centrifugal Air Compressors

Product range :

1] Reciprocating Air Compressors-2] Screw Air Compressors-3] Centrifugal Air Compressors

Air Conditioning, Refrigeration and Process Gas Division: ACR - PG division in KPCL started with manufacturing of Air Conditioning & Refrigeration compressors (equipment group) and expanded into refrigeration projects and process gas systems as a turnkey solution provider. ACR - PG has four Business Groups that are independently monitored as profit centers. These groups are:

Product range : 1] Compressors for Refrigeration System- 2] Refrigeration System- 3] Process Gas System- 4] Vapour Absorption Chillers

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http://www.kirloskarkpcl.com/html/Productandsolutions/ACD/compressors-balanced.htm

http://www.kirloskarkpcl.com/html/Productandsolutions/ACD/compressors-centrifugal.htm

http://www.kirloskarkpcl.com/html/Productandsolutions/ACD/compressor-screw.htm

Transmission Division:

KPCL’s Transmission division is a pioneer in the field of transmission products in India. The technology is being enhanced through in-house product engineering and collaborations. TRM has an edge in the areas of different types of gears & gear boxes with capacity ranges from sub megawatt to higher megawatt range.

Product range :

1] Traction Motor Pinions and Axlemounted Bull Gear 2] Reverse Reduction Hydraulic Marine Gear 3] Helical / Bevel Helical Gear units 4] Wind Turbine Gear Boxes 5] Forward / Reverse Turbo Transmission

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2.8 MAJOR CUSTOMERS

Northen Region

HSS Solutions Pvt. Ltd

Sidhartha Systems Pvt. Ltd

JOY Marketing Pvt. Ltd.

SVML Pneumatic Enterprises

Eastern Region

Kataria Sales Corporation

Agro Engg. Equipment Co,

Star Dynamic Enterprises

Aqua Engineering & Allied Services Pvt. Ltd

Kolkata Pneumatics Private Limited.

Western Region

Aircom Power Systems

AP Enterprises,

Sahyadri Diesels

ARS Engineering Private Limited

LS Engineering Services

Southern Region

Geekay Pneumatics Private Limited.,

Multivista Global Ltd.

PVK Industries Enterprises

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2.9 ACHIEVEMENTS

Recognition of KPCL by Federation of Cold Storage Association of India

KPCL received Special Award for Organizing Training Programmes

pan India for Cold Storage Owners/Managers/technicians/Operators in

Award ceremony held at Mumbai on 11 December 2014.

Recognition of KPCL's – ‘Performance in CII Assessment 2013-14’

KPCL has been commended for Significant Achievement on the Journey

towards Business Excellence in the 22nd CII ‘National Quality Summit’

held at New Delhi on 19th Nov 2014.

Recognition of KPCL’s- ‘Best Human Response Award’

KPCL – HR was awarded for the “Best Human Response Award” by

MCCIA for the year 2013-14, in a function held on June 10th, 2014.

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http://www.kirloskarkpcl.com/html/Aboutus/awards-accolades.htm



Recognition of KPCL's – ‘Perfomrnace in CII Assessment’

KPCL has been Commended for Significant Achievement on the Journey

towards Business Excellence in the CII 21st ‘National Quality Summit’

held at Bangalore on 8th Nov 2013

Recognition of KPCL's – ‘Perfomrnace in RKQP Assessment’

KPCL received ‘’Award & Certificate of Recognition’’ for achieving

highest score in Criteria of People, People Results & Society Results in

RKQP 2013 Assessment

Recognition of KPCL for receiving the award for “Best Innovative Project”

KPCL received the award for “Best Innovative Project” for KRM 1200

Railway Brake Compressor for the year 2012-13 through hands of Senior

Assessor Dr. Satishchandra Joshi and Mr. Aseem Srivastav Mentor – K

Group EnCon Committee on 21st Feb’14

Recognition for KPCL's – Quality Circle in 26th CII - QC Competition

KPCL received “Consolation Prize – Quality Circle Competition’’

Trophy at “CII – 26th QC Competition - Maharashtra state Level” held at

Kolhapur on 17th Oct 2013.

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Recognition of KPCL's – ‘QC Story’ at Quality Improvement Success Story Presentation

KPCL received “ 2nd Winner Trophy’’ at “Quality Improvement

Success Story Presentation’’ a Special Program held at Quality Circle

Excellence Centre, Bhosari Pune on 23rd Nov 2013

Recognition of KPCL's – ‘Kaizen’ at Mini Convention

KPCL Kaizen teams received “Gold & Silver trophy” at “46th Mini

Convention of QCFI Pune Chapter” held at Pune on 8th June 2013.

Recognition of KPCL's – ‘Kaizen’ in NCQC 2013

KPCL received “Excellence Award Trophy” at 27th National convention

on Quality concepts” (NCQC 2013) held at Kolkata.

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Litreture review

48

Maruthamuthu k, (2003), has observed that the overall impression is that an atmosphere of satisfaction prevails on campus, but there is scope for improvements in certain areas like recreation facilities, and bonus. With implementation of innovative schemes and improvements, better labour-management relationship may beestablished and maintained in future.

Shobha Mishra & Manju Bhagat, in their “Principles for Successful Implementation of Labour Welfare Activities”, stated that labour absenteeism in Indian industries can be reduced to a great extent by provision of good housing, health and family care, canteen, educational and training facilities and provision of welfare activities. The principle for successful implementation of labour welfare activities is nothing but an extension of democratic values in an industrialized society. P.L. Rao, in his“Labour Legislation in the Making”, opines that professional bodies like National Institute of Personnel Management should constitute a standing committee to monitor the proceedings in the Parliament regarding the labour welfare measures.

Dr. O.P. Minocha, (2000), in his article has given the foregoing analysis endeavours to demonstrate that the ‘low’ and ‘high’ morale is related respectively to favourable and unfavourable attitude of the employees towards job contents – supervisors, recruitment, selection and placement after training, promotion policy and procedure, remuneration, socio-physical working environments and the public image of the economy. With all the attractive and favourable working conditions that an undertaking may provide, efficiency of the employees cannot be increased unless they have moderate to high morale. Many studies have revealed that the level of performance is related to the level of ability and morale of the employees. Saini, (2000), The management should develop and implement adequate HR strategies such as empowerment, joint decision making, multiSkilling, etc. for optimum utilization of existing human resources in the competitive environment.

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ObjectivesAnd

scope of the study

50

OBJECTIVES AND SCOPE OF STUDY

Employee Welfare Facility– Objective of the Project:

The purpose of this report is to evaluate the ongoing activities carried out under “Employee Welfare Schemes” in Kirloskar Pneumatic Co Ltd., and Comparing with other organization’s so that to competently support the organization to develop and administer effective employee welfare and ensure continuous commitment from employee part for achieving goal of the organization.

Objectives of the study

2. PRIMARY OBJECTIVES :

To study the Employee Welfare Facilities at Kirloskar Pneumatic co ltd.

3. SECONDARY OBJECTIVES:

To know the perception of employees regarding the welfare facilities provided to them.

To study/analyze the welfare facilities provided by the company.

To give recommendations to enhance the effectiveness of welfare facilities.

Scope of the study

This study would give an overview of the welfare facilities existing at KPCL. Since safety and welfare are two important elements essential for improving the productivity of an organization, a study on the existing welfare facilities would help the organization perform better.

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This study would throw light on the perception of the employees regarding safety and welfare. KPCL can identify the areas where it can improve so as to improve the performance and moral of the employees.

RESEARCH METHODOLOGY

52

Meaning of Research

Research in common parlance refers to a search for knowledge. Infact, research is an art of scientific investigation. The Advanced Learner’s Dictionary of Current English lays down the meaning of research as “A careful investigation or inquiry especially through search for new facts in any branch of knowledge.”

REDMEAN AND MORY DEFINE RESEARCH AS A “Systematized effort to gain new knowledge.”Research can also be considered as a movement, a movement from the known to the unknown. It is actually a voyage of discovery.

Research is an academic activity and as much the term should be used in technical sense, according to Clifford Woody research comprises defining and defining data; making deductions and reaching conclusion; and at last carefully testing the conclusion to determine whether they fit formulating Hypothesis.

M. Stephenson in the Encyclopedia of Social Science defines research as “The manipulation of things, concepts or symbols for the purpose of the theory or in the practice of an art.”

Research is thus, an original contribution to the existing tock of knowledge making for its advancement .In short, the search for knowledge through objective and systematic method of finding solution to a problem in research. Research Methodology

RESEARCH PROCESS

Research exercise may take many forms but systematic enquiry is features common to all such forms. Being a systematic enquiry, it requires careful planning of the orderly investigation process.

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STAGES IN THE RESEARCH PROCESS

In planning and designing a specific research project, it is necessary to anticipate all the steps that must be undertaken if the project is to be successful in collecting valid and reliable information. The steps of research process are highlighted in the following flow diagram.

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Defining problemDefining problem

Extensive Litreature

Survey

Extensive Litreature

Survey

Planning Research Design

Planning Research Design

Sample Design Sample Design Collect The

Data Collect The

Data Analysis The Data

Analysis The Data

Formulation of conclusion Formulation of conclusion

Prepare and present the report

Prepare and present the report

RESEARCH DESIGN IS CLASSIFIED AS FOLLOWS

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RESEARCH DESIGN RESEARCH DESIGN

EXPLORATORYEXPLORATORY

DESCRIPTIVEDESCRIPTIVE

CASUAL / EXPERIMENTAL

CASUAL / EXPERIMENTAL

Research Type

The type of research conducted for this SPSS Research project is Descriptive Research.

Descriptive Research Design:

It includes surveys and fact finding enquiries of different kinds. It is a fact- finding investigation with interpretation. It is the simplest type of research, and is more specific than an exploratory study, as it focuses on particular aspects of the problem being studied, so research design used for this project was descriptive research design. Descriptive research method was the best method applicable to the existing problem mentioned in this project report.

1. Sample Design

Sampling

An integral component of a research design is sampling plan. Specifically, it addresses three questions: 1) Whom to survey (the sample unit)?

2) How many to survey (the sample size)? &

3) How to select them (the sampling procedure)

Making the entire universe will be impossible on the account of limitation of time and money. Hence sampling becomes inevitable. A sample is only a portion of the universe of population. According to Yule, “The object of sampling to get maximum information about the parent population with minimum efforts. Properly done procedures are the representative data of the entire population”.

Sampling Unit

A decision has to be taken concerning a sample unit before selecting sample. Sample unit may be geographical one such as State, District and Village etc. The researcher will have to decide one or more unit that has to select for his study.

Sampling Methods

Probability sampling is known as random sampling or chance sampling. Under this sampling design every item of the universe has equal chance or probability.

Sample random sampling

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Systematic sampling

Stratified sampling

Cluster and Area sampling

Sequential sampling

Multi stage sampling

Non Probability Sampling is also known as deliberate sampling, purposive and judgmental sampling. Non probability samplings are those that do not provide every item in the universe with a known chance of being include in the sample. Non probabilities are of following types:

Convenience sampling

Quota sampling

Judgmental sampling

Panel sampling

2. Collecting the data

The data collection process follows the information of research design including the sample plan. Data, which can be secondary or primary, can be collect using variety of tools. These tools are classified into two broad categories, the observation method and the survey methods, all of which have inherent advantages and limitations.

a) Primary Data

In most research areas, field survey is commonly used to collect primary data from the respondents. Surveys can be 1) Personal Interview 2) Questionnaire It is common practice to use structured questionnaires prepared in advanced, to elicit the necessary from the respondents. Whether it is personal or mail survey, it is necessary to design suitable questionnaire, conduct a pilot survey and undertake a pre-testing of the questionnaire.

In this project report, primary data is collected through questionnaire by personal interaction method

b) Secondary Data

Secondary data means data that are already available, it means which have already been collected and analyzed by someone else. When research utilizes secondary data, research has to look into various sources from where researcher can obtain data; usually data published is available in a. Technical & trade journals;

b. Books, magazines and newspapers;

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c. Reports and publications of various associations connected with Business and industry;

In this project report, the secondary data is collected external sources such as Books, Magazines.

METHODOLOGY ADAPTED

Research step Related to the project

Define research & formulate problem

A Study on Employee Welfare Activities in KPCL

Research Design Descriptive Research

Determining sample design

Location – Hadapsar

Data collection method tool : Questionnaire using GOOGLE FORMS and interview

Sample unit – Employees of KPCL from different geographical areas of KPCL

Sample Size – 68 respondent

Sampling Method – Purposive or Judgment and Convenience or accidental sampling

Collect The Data Primary data-collection Primary data is collected through questionnaire by personal interaction method and sending email to employees

Secondary data Website & reference book, from various newspapers to analyze data.

Analysis of collected data Through tabulation and chart by using the responses to analyze data

Generalization & interpretation Interpretation of data is done after question in this project

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Preparation of report Prepare the final report

Interpretation

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Gender:

Gender No. of responses Percentage

Male 63 93%

Female 5 7%

Status:

Option No of Responses Percentage

Married 49 72%

Unmarried 19 28%

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Q1. How long are you working with KPCL?

Work Tenure No. of responses Percentage

a. 6 months - 3 years 22 32%

b. 4 years - 8 years 37 54%

c. 9 years - 15 years 8 12%

d. more than 15 years 1 2%

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Interpretation :

According to the analysis it is observed that

32% of employees are new joiners in Kpcl54% of employees are in Kpcl since 4years – 8 years 12% of employees are in Kpcl since 9years – 15 years 2% of employees are in Kpcl more than 15 years

Q2. Are you aware about the welfare facilities at KPCL?


Yes 64 94%

No 4 6%

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Interpretation :

As per the analysis it is observed that 94% of employees are aware of the welfare facilities in Kpcl, whereas only 6% of the employees are not aware of the present welfare facilities in kpcl.

Q3. How much you are satisfied with the existing facilities?

Level of satisfaction No. of responses

Percentage

a. 20% 7 10%

b. 50% 15 22%

c. 70% 26 38%

d. 90% 20 30%

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Interpretation:

According to the analysis it is observed that 90% of the employees level of satisfaction is from 50% to 90% and only 10 % of the employees are not satisfied with the existing welfare facilities given by Kpcl.

Q4.How many welfare facilities you have availed till date?

FACILITIES No. of responses

a. Employee higher education 5

b. Medical reimbursement 58

c. Mediclaim & Accident insurance 30

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d. Managerial staff and family member hospitalization scheme

26

e. Bonus 48

f. Diwali/Retirement gifts 59

g. Canteen 57

h. Water facility like drinking water, 47

i. Latrines and urinals 68

j. Wellness: Yoga session, Health checkup 26

k. Cultural and sports activities 24

l. Annual day, Birthday celebrations, get together, Felicitation for achievements.

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m. Attire 61

n. Loan facility 27

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Interpretation :

As per the above graph drawn it is observed that

Almost al the employees have got the coniform as company Attire.88% of employees have availed Diwali /Retirement gifts 85% of employees are taking the benefit of canteen facility87% of employees are having he medical and accident insurance for themselves.70% of employees are getting the Bonus Water facility is also available and utilised by employees in daily use and the toilet and laterns.Whereas, Only 5% of employees are using employee higher education scheme .

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Q5. Are there any conditions for availing the welfare facilities?

Contributed No. of responses Percentage

a. Yes 37 54%

b. No 31 46%

Interpretation :

As per the analysis it is observed that 54% of employees are saying that there are conditions in availing the welfare benefits.Whereas, 46% of employees feels that there are no conditions in availing the welfare benefits.

Q6. Are the channels easy to avail the welfare facilities?

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a. Yes 55 81%

b. No 13 19%

Interpretation :

Acoording to the analysis it can be observed that 81% of employees feels that he channel is easy to avial the welfare facilities whereas 1% of employees says that the channels for welfare facilities are not easy to avial.

Q7. Are you satisfied with the Employee Higher Education Scheme at KPCL?

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a. Yes 44 65%

b. No 24 35%

Interpretation :

As per the observation of graph 65% of employees are satisfied with the emploee hgher education scheme ,whereas 35% of employees are there who are not satisfied with the employee higher education scheme at Kpcl.

Q8. Are you satisfied with the medical reimbursement done by KPCL?

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Rating No. of responses Percentage

1. Highly dissatisfied 1 2%

2. Dissatisfied 0 0%

3. Slightly Dissatisfied 3 4%

4. slightly Satisfied 19 28%

5. satisfied 35 51%

6. highly satisfied 10 15%

Interpretation :

As per the analysis it is observed that 61% of employees are satisfied with the medical reimbursement.28% of employees slightly satisfied with the medical reimbursement.6% of employees are dissatisfied with he medical reimursement given by Kpcl.

Q9. Are you satisfied with the Medicliam & Accident insurance provided by KPCL?

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4. slightly satisfied 25 37%5. satisfied 22 32%


Interpretation :

According to the analysis it is observed that 37% of employeesa are slightly satisfied with the Medicliam & Accident insurance32% of employees are satisfied with the Medicalim & Accident Insurance.12% of employees are slightly dissatisfied with the Mediclaim & Accident Insurance.And 7% of employees are dissatisfied with the Mediclaim & Accident Insurance.

Q10. Are you satisfied with the Health check up provided to you and your family by KPCL?

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a. Yes61 90%

b. No7 10%

Interpretation :

According to the analysis it is observed that90% of the employees are satisfied with the daily Health check up provided by Kpcl 10% of employees are not satisfied with the daily Health check up.

Q11. Are you satisfied with the different loans like: employee’s daughter/son

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marriage, housing loans provided by KPCL?


a. Yes44 65%

b. No24 35%

Interpretation :

As per the observation from the graph it can be measured that 65% of the employees are satisfied with the different loans offered by the company Whereas, 35% of the employees are not satisfied with the different loans provided by Kpcl

Q12. Rate water facility in KPCL?

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5. satisfied 32 47%


Interpretation:


47% of employees are satisfied with the water facility31% of employees are highly satisfied with the water facility

Whereas, 22% of employees are not happy and dissatisfied with the water facility provided by Kpcl.

Q13. How do you feel about the canteen facility in KPCL?

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Variety

Canteen Responses for variety Percentage

1. Highly Dissatisfied 1 2%



4. Slightly Satisfied 23 34%

5. Satisfied 24 35%

6. Highly Satisfied 4 6%

Interpretation :


69% of the employees of Kpcl are satisfied with the variety of the food severed in Canteen.


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Quality

Canteen Responses for Quality Percentage





5. Satisfied 15 22%


Interpretation:

According to the graph it is observed that Employees are not very happy with the taste of the food severed in the canteen for the employees.Only 6% of employees are Highly satisfied with the taste 41% of employees are only satisfied Whereas, 4% of employees are Highly dissatisfied.


Quantity

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Canteen Responses for Quantity Percentage





5. satisfied 15 22%


Interpretation :


The quantity of the food is satisfactory for employees that is 41% employeesOnly 24% of employees are not satisfied with the quantity of the food.


Healthy

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Canteen Responses for Healthy Percentage





5. satisfied 22 32%


Interpretation:

According to the analysis it is observed that Employees are satisfied with 32% and 37% and 9% are fully satisfied Whereas, only less number of employees are not satisfied about the healthy food severed in canteen.


Taste

78

Canteen Responses for Taste Percentage





5. satisfied 18 27%


Interpretation:

As per the above analysis it is observed that The taste of food is liked and satisfactory by the employees more than 60% And remaining up to 40% of employees are expecting more tasty food in canteen.


Dining Table

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Canteen Responses for Dining table Percentage1. Highly dissatisfied 1 1%




5. satisfied 31 46%


Interpretation: As per the above graph

22% of employees are highly satisfied with the dining table of the canteen 46% of the employees are satisfied with the dining table

Whereas, 8% of employees are not happy with the Dining table and sitting area in canteen.


Cleanliness and hygiene

80

Canteen Responses for Cleanliness and hygiene Percentage





5. satisfied 34 50%


Interpretation:

As per the above graph

50 % of the employees are satisfied with the canteen cleanliness and hygiene And 21% of employees are slightly satisfied and 16% of employees are highly satisfied.

Whereas, Only 13% of employees are dissatisfied with the canteen cleanliness and hygiene.

Q14. Are you satisfied with Personal Protective Equipment (Like earmuffs? Earplugs and hand gloves and uniforms)?

81






5. satisfied 32 47%


Interpretation :

According to the above drawn graph it is sad that

22% of employees are highly satisfied with the Personal Protective Equipment.69% of employees are satisfied with the Personal Protective Equipment.

Whereas, Only 9% of employees are not feeling safe with the protective equipments given to the employees.

Q15. Are you satisfied with the Diwali gift given to you by KPCL?

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Yes 58 85%

No 10 15%

Interpretation:

According to the graph it is observed that

85% of employees are satisfied with the Diwali gift given to the employees.15% of employees are Dissatisfied with the Diwali gift given to the employees.

Q16. Are you satisfied with the retirement gift given to you by KPCL?

83


Yes 48 71%

No 20 29%

Interpretation:

As per the above graph mentioned

71% of employees are satisfied with the retirement gift given to them at the time of retirement.Whereas, 29% of employees are expecting something more from the management as they are dissatisfied with the retirement gift.

Q17. Are the cultural and spots activities making icebreaking from daily routine?

84


Yes 50 74%

No 18 26%

Interpretation:

As per the above graph 74% of employees enjoy the icebreaking activities from their daily routineWhereas, 26% of employees do not find icebreaking activities exciting from their daily routine.

Q18. What do you feel about the extra benefits provided by KPCL like tour, yoga, other Facility, LTT etc?

85






5. satisfied 26 38%


Interpretation :


38% of employees are Satisfied with the extra benefit.32% of employees are Slightly satisfied with the extra benefit.7% of employees are Highly satisfied with the extra benefit.Whereas, 9% , 12% , 2% of employees expect more extr benefit from the company.

Q19. How do you rate the celebrations at KPCL like Annual get together, Felicitation for achievements, Ganesh festival, Khandenawmi, Republic day, Independence Day?

86






5. satisfied 29 43%


Interpretation :

As per the analysis it is obsereved that 16% , 43% , 28% are different level of rating percentages of the celebrations at KPCL like Annual get together, Felicitation for achievements, Ganesh festival, Khandenawmi, Republic day, Independence Day16% of employees are Highly Satisfied43% of employees are Satisfied28% of employees are Slightly Satisfied

Whereas, 13% of employees are Dissatisfied with the celebrations at KPCL like Annual get together, Felicitation for achievements, Ganesh festival, Khandenawmi, Republic day, Independence day.

Q20. How do you rate leave policy of the KPCL?

87




3. Slightly satisfied 4 6%

4. slightly dissatisfied 18 26%

5. satisfied 33 49%


Interpretation :


12%, 49%, 26% of employees are satisfied with different levels below:12% of employees are Highly satisfied with the leave policy 49% of employees are satisfied 26% of employees are Slightly satisfied

Whereas, 13% of employees are no satisfied with the leave policy of the company.

Q21. Do you think employee welfare activities of KPCL give environment of motivation at work place and improve your performance?


88





5. Satisfied 31 46%


Interpretation :

As per the analysis it is observed that:

46%, 32%, 13% agree that the employee welfare facilities in KPCL give motivation at work

place and improve their performance level.

46% of employees are satisfied and 31% of employees are slightly satisfied and 13% of

employees are Highly satisfied.

Whereas, only 10% of employees do not agree that the employee welfare facilities in KPCL give

motivation at work place and improve their performance level.

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Findings and Conclusion

7.1 Findings as per the sample size

54% of employees are working in this company for 4 to 8 years and 12% of employees

Since 9 to 15 years whereas only 2% of employees are old employees who have worked

90

For more than 15 years.

94% of employees are aware of the welfare facilities.

Most of employees are not happy or satisfied with the current facilities.

Most of the facilities are availed by the employees but some welfare areas such as employee

higher education, cultural and sports are not availed by employees in good percentage.

54% of employees say that there are some conditions for availing facilities and 46% of

employees say that there is condition for availing the facilities.

81% of employees say that the channel level is easy to reach.

More than 60% of employees are satisfied with the Higher education scheme.

More than 90% of employees are satisfied with the medical reimbursement done by KPCL.

65% of employees are satisfied with the different loan facility.

Water facility is good at KPCL

For canteen variety, Quantity, Dining table I got good response whereas taste and hygiene

and cleanliness, Quality in these places improvement is required.

Employees are satisfied with the protective equipments.

Diwali and retirement gifts satisfy our employees.

Employees feel icebreaking from their work by getting Sports and cultural activities in our

company.

Yoga and other sessions feel satisfied atmosphere for employees.

Employees are satisfied with the leave policy.

Suggestions

91

7.2 Suggestions by me

92

• Employees are not satisfied with the quality of food which is provided in canteen, so the quality of the food should be increased and taking into consideration their health of the employee’s good faith.

• I would like to suggest to provide salt and expotidia and tissue paper and hand dryer for employees after washing hands in wash room.

• I would also suggest the management to take some precautions for less wastage of food by putting up posters and also posters of nutrition and hygiene And can also give awareness with paperless by putting up on slides on LED TV in canteen.

• In my opinion company should provide Transport facility for employees and take the fare charges for bus.

• Medical reimbursement should be improved as the employees are not satisfied with it.

• Education facility awareness should be made as many employees are unaware of the facility.

• Wellness facility is not up to the mark there need to be some improvement by organizing ore sports and games for employees.

• Yoga sessions for employees should be made compulsion for every 2 days in a week.

• The feeling of satisfaction can be better by making more employee friendly atmosphere.

• In my opinion company should keep award on “ zero accident Floor” after every 6 months which directly or indirectly help the company by 1. Awarded employees will be motivated 2. Other department employees will be Motivated and will give Zero accident of that

department3. There will have zero accident for company.

• In my opinion medical health checkup should be done after every 6 months and while checkup there should be 1 dietician and nutritionist for employees.

• My suggestion for annual day, company should allow the new generation and young talent of the company and let them perform and have competition and enjoy the Annual day of company with enthusiasm.

• Employees should get proper sitting arrangements.

Suggestions from employees

93

Transportation facility should be there

Cafeteria for Diabetic patients

Leave policy has to be improved

Do not force child in place of parents in mediclaim policy and let the employee decide.

Increase the medical expenses.

Please initiate new initiative of selling / buying 2 wheeler/4 wheeler of individual employee who want to sell within organization. This will help to seller and buyer.

Tremendous change in canteen.

Required training for HR department.

There should be someone in IT department to solve the problem immediately.

Outdoor and sports activities for employees should be boosted and fitness activities.

Suggestion box for higher education scheme should be there.

We require a good doctor for our company as the doctor is not giving proper treatment and only regular medicine are given. There should be a qualitative medicine and treatment which makes impact on patient.

Awareness about the welfare activities is not there.

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7.3 Conclusion

It has been a great experience in conducting the survey on my project topic “Employee

welfare facilities” in Kirloskar Pneumatic Ltd and has been such a privilege to be with such

luminaries in the field of human resource.

I sincerely thank and extend my appreciation to the management of KPCL, Pune for giving

me valuable tie and insight into their well established organization. I would like to thank to

the management for enlightening me about the various aspects of their organization.

Employee welfare facility is very important in the organization as it helps in retaining the

employees and giving them a feel of satisfaction from their work and from company.

Thus I can say that satisfaction for Employee welfare facility is of immense importance to

any organization as it helps in the effective and efficient working of the organization. It

also helps in the growth and improvement of the organization.

95

BIBLIOGRAPHY

BIBLIOGRAPHY

96

TABLE 1: BOOKS:

SERIAL NO.

BOOKS REFERED

AUTHORS NAME

PUBLICATION HOUSE

EDITION

1. PERSONAL MANAGEMENT

C.B manorial. SV Gankar

Himalaya Publication

27th edition 2007

2. Human Resource management

R. Wany Mondy Dorley Kindersley 2008 edition

3. Research Methodology

C.R Kothari New age international publishers

Second edition 2004

4. Human Resource management

Ashwathapa Tata Mc GrawHill Publishing Co.

Ltd.

Edition 2015

5. Factories Act 1948 Labour Law Agency , Mumbai

Labour Law Agency , Mumbai

2015 edition

TABLE 2: WEBSITES

www.kirloskarkpcl.com

www.Google.com

www.citehr.com

www.scribe.com

www.younghrworld.com

Facility management hand book

KPCL Handbook

97

http://www.younghrworld.com/

http://www.scribe.com/

http://www.citehr.com/

http://www.Google.com/

http://www.kirloskarkpcl.com/

SURVEY ON EMPLOYEE WELFARE

We are conducting an online survey at KPCL on Employee Welfare Facilities.To make this Survey successful we need your support.It will take 5 minutes to complete this survey.* Required

Name

Age

Gender *

Department *

Grade *

Shift *

Marital status *

(Kindly give the appropriate answer to the questions) *

Q1. How long are you working with KPCL?

o a. 6 months - 3 years

o b. 4 years - 8 years

o c. 9 years - 15 years

o d. more than 15 years

Q2. Are you aware about the welfare facilities at KPCL? *

o a. YES

o b. NO

Q3. How much you are satisfied with the existing facilities? *

o a. 20%

o b. 50%

99

o c. 70%

o d. 90%

Q4. How many welfare facilities you have availed till date? *

o a. Employee higher education

o b. Medical reimbursement

o c. Mediclaim & Accident insurance

o d. Managerial staff and family member hospitalization scheme

o e. Bonus

o f. Diwali/Retirement gifts

o g. Canteen

o h. Water facility

o i. Wellness: Yoga session, health checkup

o j. Cultural and sports actitivities

o k. Annual day, Birthday celebrations, get together, Felicitation for achievments,Republic day,Independance day

o l. Attire

o m. Loan facility

Q5. Are there any conditions for availing the welfare facilities? *

o a. Yes

o b. No

Q6. Are the channels easy to avail the welfare facilities? * (Supervisor => HR team)

o a. Yes

o b. No

Q7. Are you satisfied with the Employee Higher Education Scheme at KPCL?

o a. Yes

o b. No

If No, specify

100

Select the rating among 1 - 6 for following questions:

o 1. Highly Dissatisfied

o 2. Dissatisfied

o 3. Slightly Dissatisfied

o 4. Slightly Satisfied

o 5. Satisfied

o 6. Highly Satisfied

Q8. Are you satisfied with the medical reimbursement done by KPCL? *

o 1

o 2

o 3

o 4

o 5

o 6

Q9. Are you satisfied with the Mediclaim & Accident insurance provided by KPCL? *

o 1

o 2

o 3

o 4

o 5

o 6

Q10. Are you satisfied with the Health check up provided to you and your family by KPCL? *

o a. Yes

o b. No

101

Q11. Are you satisfied with the different loans like: employee’s daughter/son marriage, housing loans provided by KPCL? *

o a. Yes

o b. No

Q12. Rate water facility in KPCL? *

o 1

o 2

o 3

o 4

o 5

o 6

Q13. How do you feel about the canteen facility in KPCL? *

1 2 3 4 5 6

Variety

Quality

Quantity

Healthy

Taste

Dining table

Cleanliness and hygiene

Q14. Are you satisfied with Personal Protective Equipment (Like earmuffs, earplugs and hand gloves and uniforms)? *

o 1

o 2

o 3

o 4

o 5

102

o 6

Q15. Are you satisfied with the Diwali gift given to you by KPCL? *

o a. Yes

o b. No

Q16. Are you satisfied with the retirement gift offered to you by KPCL? *

o a. Yes

o b. No

Q17. Are the cultural and spots activities make icebreaking from daily routine? *

o a. Yes

o b. No

Q18. What do you feel about the extra benefits provided by KPCL like tour, yoga, other facility, LTT etc? *

o 1

o 2

o 3

o 4

o 5

o 6

Q19. How do you rate the celebrations at KPCL like Annual get together, Felicitation for achievments, Ganesh festival, Khandenawmi, Republic day, Independance day? *

o 1

o 2

o 3

o 4

o 5

o 6

Q20. How do you rate leave policy of the KPCL? *

o 1

103

o 2

o 3

o 4

o 5

o 6

Q21. Do you think employee welfare activities of KPCL give environment of motivation at work place and improve your performance? *

o 1

o 2

o 3

o 4

o 5

o 6

Q22. In General suggestion if any, *

THANK YOU FOR COMPLETING THIS QUESTIONNAIRE

104

report on employee welfare kpcl

Recruiting & HR