INTRODUCTION

SRI BALAJI P.G. COLLEGE (MCA) Page 1

 INTRODUCTION ON HUMAN RESOURCES

An organization, whether small or large, be it a business or an

industrial enterprise, needs for its growth, survival and continuance, four important
M’s viz., money, material, machinery and men. Primarily, success or failure of an
organization mainly depends upon combination of above four factors. Of which, I feel,
managing men is critical and challenging task because of the dynamic nature of
people.

No two persons are similar in their mental abilities, traditions, sentiments and
behavior and are subject to many and varied influences. People are responsive; they
feel, think and act and therefore they just cannot be operated like a machine or shifted
and altered like a template in a room layout. Human beings differ from one another in
their basic mental abilities, personality, interests, skills, intelligence, attitudes,
In
aspirations, energy, education, training, experience and behavior. the words of an
expert, the wonder of wonders is Man who has infinite capacity to think, to develop,
to create, to invent, to respect and to hate and also destroy.

Because of these varied traits, human beings are complex in their behavior and
in their psychological make-up and when they interact with one another in a group or
an organization, this complexity is multiplied. Because of these diversified factors,
human beings have to be handled with great care and the art of handling men was
traditionally_ called as 'Personnel Management' but now it is called as 'Human
Relations or Human Engineering'. Knowledge of people, their urges and behavior is
the first step in developing the human relations.

IMPORTANCE OF HR MANAGEMENT

Since independence, India has taken to the path of rapid industrialization and
economic growth. Consequently, this has resulted in the rise of great number of
industries, a large workforce and a new industrial society. All these factors have
considerable bearing on the growth of the labor welfare movement in our country.

SRI BALAJI P.G. COLLEGE (MCA) Page 2

 Although the human resources play a pivotal role in an organization, because
of their abundance availability, the entrepreneurs have exploited them. The
entrepreneurs before the industrialization have never treated the welfare as a
philosophy rather they thought this as a charity. In order to safe guard the human
resources of organizations; number of legislations came into existence. They enabled
the workers to lead a richer and more satisfactory life, enhance the standard of living
of workers by indirectly reducing the burden on their purse' besides contributing to the
productivity of the enterprise.

WELFARE

Definition
The term welfare is derived from the French phrase "wet-fare" which means
to Farewell. The chambers dictionary defines the term welfare as ' "a state
characterized by happiness, well being (or) prosperity". Oxford dictionary defines
in
labor welfare as "efforts to make life worth living for workmen" the words of
[Link] "Welfare is fundamentally an attitude of mind on the part of the
management

Influencing the method by which management activities are under taken". The
encyclopedia of social sciences defines it as “the voluntary efforts of the employees to
establish, within the existing industrial system, working and some times living and
cultural conditions of the employers beyond what is required by law, the customs of
the industry and the conditions of the market".

Thus, in its Proaqer connotation the term welfare refers to state of living of an
individual (or) growing in a desirable relationship with total environment i.e.,
ecological, economical and social. Labour Welfare includes both the social and
economical contents of welfare. The object of economic welfare is to promote
economic development by increasing the production and productivity and through
equitable distribution. Labour welfare is a part of social welfare conceptually and

SRI BALAJI P.G. COLLEGE (MCA) Page 3

operationally. It covers a brought field and suggests many ideas, meanings and
connotation such as the state of well being health, happiness satisfaction and the
conservation and development of human resources.

BASIC PURPOSE OF EMPLOYEE WELFARE

The employee welfare system is one of the most critical areas in the field of
human resource management. Human beings are capable of extremely high
performance levels, if given the proper environment and motivation.

The role of employee welfare is primarily viewed as to safe guard the human
resources of an organizations and enable the workers to lead a richer and more
satisfactorily life, enhance the standard of living of workers by indirectly reducing
burden on their purse besides contributing to the productivity of the enterprise.

INDUSTRIALIZATION AND NEED FOR WELFARE

Since independence India has taken to the path of rapid industrialization and
economic growth. Consequently this has resulted in the rise of great number of
Industries, a large work-force and a new industrial society. Of all these factors have
considerable bearing on the growth of the labour welfare movement in our country.
Welfare measures have gained importance in an organization and become a social
responsibility to the organization. Till recently many organizations have spent lot of
their money towards welfare measures and slowly the work force have started
thinking this prerogative and outside the salary packet.

Information technology at a meteoric speed is gaining importance and

rationalization of human resources downsizing has been a "Buzzword" these days in
the industrial segment, Because of liberalization and free trade under World Trade
Organization, the mere existence of organization is at stake because of severe cut
throat competition.

SRI BALAJI P.G. COLLEGE (MCA) Page 4

The objectives of Employee Welfare Measures could be summarized as follows:

 Analyzing the philosophy of labour welfare.

 Studying various legislative measures connected to
the labour welfare.
 To study the welfare measures adopted by NATCO
PHARMA, Mahaboobnagar.

 Participation of workers in policy formulation with

regard to welfare activities
 Role of trade union participation of welfare work.
 Actual utilization of welfare activities provided by
the Company.
 Level of satisfaction of employees and regard to
Welfare facilities.

 To study the impact of liberlisation and free trade

on employees welfare rather than organization’s
existence.
 To give any valuable and useful suggestions.

Finally the survey has to be done on the employee perception

towards the company and its process has to be taken into account and statistical
analysis has to be done. This will give the clear picture of the company’s welfare
policies. The strength, weakness, opportunity and threats are to be determined to get
the actual scenario of the company in the welfare policies.

Need and Design of the study

With the information Technology creeping in all walks of industrialization and

liberalization under W.T.O. are positing a severe threat to the Industries, in my
opinion the aversion of labour the welfare is giving to occupy a third position the first
two being survival and continuance.

SRI BALAJI P.G. COLLEGE (MCA) Page 5

A CASE STUDY OF DELTA AIRWAYS

Way back during recession in 1970s, when many industries had either closed
their operations or sacked their human resources forcibly, the Delta Airways of
America called upon their workforce and left two options before them. One being,
closing down the airways operations and sacking all the people. The second is being,
operating the industry by marginally reducing the wages and drastically cutting down
their welfare measures. The employees had opted for the second and ran the
organization for 2-3 years by which time normalcy restored. When employees in other
organization lost their jobs, Delta Airways retained their workforce by adopting this
procedure and the employees were so happy and has a token of their collective
gratitude, pooled up money and presented an aircraft to the Management and echoed
'Thank you Delta'. This is a classic example where we have to draw a line between
existence of the organization and the welfare measures.

Categories of labour welfare:

Labour Welfare work can be broadly divided into two categories.

 Statutory
 Non statutory

Stationary welfare consists of those provisions of welfare work which

depend for their implementation on the coercive power of the Government. The
Government enacts certain rules of labour welfare to enforce the minimum standards
of health and safety of workers. The employees are required by law to fulfill their
statutory obligation on welfare. Every country is gradually increasing its statutory
control over labour welfare.

Non statutory welfare measures include all those activities which employees
under take for the welfare of their workers and voluntarily basis.

SRI BALAJI P.G. COLLEGE (MCA) Page 6

CLASSIFICATION OF WELFARE FACILITIES:

The committee of exports on welfare facilities for industrial workers Constituted

I.L.O. in 1963 divided welfare services into following two groups.

a) Welfare amenities within the precincts of the establishment (Intra- Mural):-

Latrines and Urinals washing and bathing facilities, creches, rest shelters and canteen
arrangements for drinking water arrangements for prevention of fatigue, health
services including occupational safety, administrative arrangements within the plant to
look after the welfare and protective clothing and shifting allowances etc]

B) Welfare amenities outside the establishment (Extra-Mural)-Maternity benefit,

social insurance measures including gratuity, pension, provident fund and utilization,
benevolent funds medical facilities including programmers for physical fitness and
efficiency family planning and child welfare, education facilities including adult
education, housing facilities, recreation facilities including sports, cultural activities,
library and reading room, holiday homes and leave travel facilities, worker’s Co-
operatives including Consumes Cooperative Stores, fare price shops and Cooperative
thrifts and credit societies, vocational training for dependants of workers, order
programmers for welfare of women, youth and children and transport to from the
place of work

SRI BALAJI P.G. COLLEGE (MCA) Page 7

 STUDY OF DESIGN

OBJECTIVES OF THE STUDY

SRI BALAJI P.G. COLLEGE (MCA) Page 8

  The objective of the study can be summarized as follows:
 To analyze the philosophy of labour welfare.
 To ascertain the level of satisfaction of the employees.
 To improve the efficiency of the workers.
 To enable the workers to enjoy the a fuller and richer life

SCOPE OF THE STUDY

The scope of the entire study can be enlisted as under:

 An attempt has been made in this dissertation to discuss about the strengths of
human resources and philosophies of labour welfare.

 An attempt has been made to critical discuss about various facts affecting the
human resources in the wake of liberalization and free trade operations.

METHODOLOGY

The information pertaining to various labour welfare philosophies has been collected
mainly from various books however the information pertaining to M/s Coromandel
Fertilizers Limited has been obtained from the following two sources.

 Primary source:

This is done by personal discussion with various officials in Employee relation

Department and Human Resource Department. Two questionnaires were prepared
keeping in view of the objective of the study. The first one is being Management
questionnaire covering management data on participation of workers in welfare work.
The second one was to canvass among the sampled employers to find out their opinion
on welfare measures. .

SRI BALAJI P.G. COLLEGE (MCA) Page 9

  Secondary source:

The secondary source is from various publications on personnel management labour

welfare and annual reports of NATCO PHARMA etc.

METHOD OF ANALYSIS

 Classification and tabulation of information collected.

 The tables of each question are prepared and analyzed
 Graphical representation will be made for interpretation of data.

LIMITATIONS OF THE STUDY

 All the officers were not available at the time of sample.

 Time was a constraint for the study.

SRI BALAJI P.G. COLLEGE (MCA) Page 10

 INDUSTRY
&
COMPANY PROFILE

SRI BALAJI P.G. COLLEGE (MCA) Page 11

A. Industry Profile
Pharmaceutical Industry in India is one of the largest and most advanced among the
developing countries. It provides employment to millions and ensures that essential
drugs at affordable prices are available to the vast population of India. Indian
Pharmaceutical Industry has attained wide ranging capabilities in the complex field of
drug manufacture and technology. From simple pain killers to sophisticated antibiotics
and complex cardiac compounds, almost every type of drug is now made
indigenously. Indian Pharma Industry is playing a key role in promoting and
sustaining development in the vital field of medicines. Around 70% of the country's
demand for bulk drugs, drug intermediates, pharmaceutical formulations, chemicals,
tablets, capsules, orals and vaccines is met by Indian pharmaceutical industry. A
number of Indian pharmaceutical companies adhere to highest quality standards and
are approved by regulatory authorities in USA and UK.
Indian Pharmaceutical sector is highly fragmented with more than 20,000 registered
units and is very top heavy. The leading 250 pharmaceutical companies control 70%
of the market with market leader holding nearly 7% of the market share. There are
also 5 Central Public Sector nits that manufacture drugs. These units produce
complete range of pharmaceuticals, which include medicines ready for consumption
by patients and about 350 bulk drugs, i.e., chemicals having therapeutic value and
used for production of pharmaceutical formulations. India is largely self-sufficient in
case of formulations. More than 85% of the formulations produced in the country are
sold in the domestic market. Some life saving, new generation under-patent
formulations are imported, by MNCs, which they market in India. Over 60% of India's
bulk drug production is exported. The balance is sold locally to other formulators.
Pharmaceutical Industry in India has been de-licensed and industrial licensing for
most of the drugs and pharmaceutical products has been done away with.
Manufacturers are now free to produce any drug duly approved by the Drug Control
Authority. Indian pharmaceutical industry got a major boost with the signing of
General Agreement on Tariffs and Trade in January 2005 with which India began
recognising global patents. After recognizing the global 20 patent regime the Indian
pharma market became a sought after destination for foreign players.
India holds the lion's share of the world's contract research business as activity in the
pharma market continues to explode in this region. Over 15 prominent contract

SRI BALAJI P.G. COLLEGE (MCA) Page 12

research organizations (CROs) are now operating in India attracted by her ability to
offer efficient R&D on a low-cost basis. Thirty five per cent of business is in the field
of new drug discovery and the rest 65 percent of business is in the clinical trials arena.
India offers a huge cost advantage in the clinical trials domain compared to Western
countries. The cost of hiring a chemist in India is one-fifth of the cost of hiring a
chemist in the West. The future of Indian pharmaceutical sector looks extremely
positive. Indian pharma companies are vying for the branded generic drug space to
register their global presence. Several Indian pharmaceutical companies have acquired
companies in the US and Europe and many others are raising funds to do so. For
example, Ranbaxy acquired Romania's Terapia, Ethimed NV of Belgium and GSK's
generic business Allen Spa in Italy. Dr Reddy's acquired German generic drug maker
Betapharm. Companies like Glenmark Pharma, Lupin, Aurobindo and Jubilant
Organizes are on the lookout for lucrative acquisitions. The pharmaceutical industry
in India meets around 70% of the country's demand for bulk drugs, drug
intermediates, pharmaceutical formulations, chemicals, tablets, capsules, orals and
injectibles. There are about 250 large units and about 8000 Small Scale Units, which
form the core of the pharmaceutical industry in India (including 5 Central Public
Sector Units). These units produce the complete range of pharmaceutical
formulations, i.e., medicines ready for consumption by patients and about 350 bulk
drugs, i.e.,chemicals having therapeutic value and used for production of
pharmaceutical formulations.
ADVANTAGE INDIA
Competent workforce: India has a pool of personnel with high managerial and
technical competence as also skilled workforce. It has an educated work force and
English is commonly used. Professional services are easily available.
Cost-effective chemical synthesis: Its track record of development, particularly in the
area of improved cost-beneficial chemical synthesis for various drug molecules is
excellent. It provides a wide variety of bulk drugs and exports sophisticated bulk
drugs.
Legal & Financial Framework: India has a 53 year old democracyand hence has a
solid legal framework and strong financial markets. There is already an established
international industry and business community.
Information & Technology: It has a good network of world-class educational
institutions and established strengths in Information Technology.

SRI BALAJI P.G. COLLEGE (MCA) Page 13

Globalization: The country is committed to a free market economy and globalization.
Above all, it has a 70 million middle class market, which is continuously growing.
Consolidation: For the first time in many years, the international pharmaceutical
industry is finding great opportunities in India. The process of consolidation, which
has become a generalized phenomenon in the world pharmaceutical industry, has
started taking place in India.
THE GROWTH SCENARIO
India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14 percent per
year. It is one of the largest and most advanced among the developing [Link]
20,000 registered pharmaceutical manufacturers exist in the country. The domestic
pharmaceuticals industry output is expected to exceed Rs260 billion in the financial
year 2002, which accounts for merely 1.3% of the global pharmaceutical sector. Of
this, bulk drugs will account for Rs 54 bn (21%) and formulations, the remaining Rs
210 bn (79%). In financial year 2001, imports were Rs 20 bn while exports were Rs87
bn.
STEPS TO STRENGTHEN THE INDUSTRY
Indian companies need to attain the right product-mix for sustained future growth.
Core competencies will play an important role in determining the future of many
Indian pharmaceutical companies in the post product patent regime after 2005. Indian
companies, in an effort to consolidate their position, will have to increasingly look at
merger and acquisition options of either companies or products. This would help them
to offset loss of new product options, improve their R&D efforts and improve
distribution to penetrate markets. Research and development has always taken the
back seat amongst Indian pharmaceutical companies. In order to stay competitive in
the future, Indian companies will have to refocus and invest heavily in R&D. The
Indian pharmaceutical industry also needs to take advantage of the recent advances in
biotechnology and information technology. The future of the industry will be
determined by how well it markets its products to several regions and distributes risks,
its forward and backward integration capabilities, its R&D, its consolidation through
mergers and acquisitions, co-marketing and licensing agreements.

SRI BALAJI P.G. COLLEGE (MCA) Page 14

B) COMPANY PROFILE
NATCO
NATCO PHARMA Ltd – A complete pharma company NATCO
PHARMA Ltd is has one of the tasted growing pharmaceutical conglomerates in
INDIA. It is established in year 1983 as has seen phenomenal growth.
It is headed by
Chairman & m.d:- V.C NANAPANEI
C.O.O: RAJEEV NANAPANENI
G.M.H.R: LAKSHINARARAYANA
C.F.O: BHASKAR NARAYANA
NATCO PHARMA Ltd has it head office located at road no.2 Banjarahils,Hyderabad
(INDIA). The company lan bulk active manufacturing facility and formulation units
situated in India.
The manufacturing facility and formulation units situated in India are:
Different units of the Organization
1. Chemical division- Mekaguda (mahaboobnagar. Dist, 509223)
2. Phrma division- Kothur (mahaboobnagar. Dist, A.P India)
3. Natco research center- Santhi nagar, B-13 industrial, Santhi nagar,Hyderabad-
500018
4. Parental division- Vijapuri Norhhills colony, nagarjuna sagar,nalgonda dist.
Pharma division- Dehradoon, plarmality, plot no.-19, selagi, harakhad.
Since in caption NATCO has seen itself a part of the crusade for healthier further and
in a world of swift and racial changes, NATCO has reminded. Stead fart to its redo
NATCO is active in developing manufacturing and marketing (both domestic and
export) a comprehensive range of pharma leutical formulation &, bulk activities,
intermediate Biotechnology based drug forms, health and personal care products of
natural origin.
MISSION STATEMENT:
To make a mark and a leading company w loses presence make a difference to a
health care industry. To active this objective we will nurture customer satisfaction by
reacting best intrastchire, technology and human resource in the pharmaceutical. The
man power particular of
the Mekaguda chemical division are 839 of different categories and are

SRI BALAJI P.G. COLLEGE (MCA) Page 15

MANUFACTURING PROCESS:
The manufacturing proceed take place in a defied way of the Organization

SRI BALAJI P.G. COLLEGE (MCA) Page 16

HUMAN RESOURCE MANAGEMENT OF THE COMPANY
In this present world the man power play a vital role and its stretcher and function of
the organization is detailed.

SRI BALAJI P.G. COLLEGE (MCA) Page 17

WELFARE

Welfare includes anything that is done for the comfort and improvement of employees
and is provided over and above the wages. 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.

Labor 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.

Welfare consists of actions or procedures, especially on the part of governments and

institutions, striving to promote the basic well-being of individuals in need.

These efforts usually strive to improve the financial situation of people in need but
may also strive to improve their employment chances and many other aspects of their
lives including sometimes their mental health.

Welfare can take a variety of forms, such as monetary payments, subsidies and
vouchers, health services, or housing.

Welfare can be provided by governments, non-governmental organizations, or a

combination of the two. Welfare schemes may be funded directly by governments, or
in social insurance models, by the members of the welfare scheme.

Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural
and material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

SRI BALAJI P.G. COLLEGE (MCA) Page 18

 1. Labor welfare includes various facilities, services and amenities provided to
workers for improving their health, efficiency, economic betterment and social
status.
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures
are added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government,
employees or by any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal
and satisfied labor force for the organization. The purpose of providing such facilities
is to make their work life better and also to raise their standard of living. The
important benefits of welfare measures can be summarized as follows:

1. They provide better physical and mental health to workers and thus promote a
healthy work environment
2. Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This
makes workers to pay more attention towards work and thus increases their
productivity.
3. Employers get stable labor force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and
participation.
4. Employee welfare measures increase the productivity of organization and
promote healthy industrial relations thereby maintaining industrial peace.
5. The social evils prevalent among the labors such as substance abuse, etc are
reduced to a greater extent by the welfare policies.

Organizations provide welfare facilities to their employees to keep their motivation

levels high. The employee welfare schemes can be classified into two categories viz.
statutory and non-statutory welfare schemes. The statutory schemes are those schemes

SRI BALAJI P.G. COLLEGE (MCA) Page 19

that are compulsory to provide by an organization as compliance to the laws
governing employee health and safety. These include provisions provided in industrial
acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986,
Mines Act 1962. The non statutory schemes differ from organization to organization
and from industry to industry.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

Drinking Water: At all the working places safe hygienic drinking water should be
provided.

Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to
the needed employee.

Latrines and Urinals: A sufficient number of latrines and urinals are to be provided
in the office and factory premises and are also to be maintained in a neat and clean
condition.

Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

Spittoons: In every work place, such as ware houses, store places, in the dock area
and office premises spittoons are to be provided in convenient places and same are to
be maintained in a hygienic condition.

Lighting: Proper and sufficient lights are to be provided for employees so that they
can work safely during the night shifts.

SRI BALAJI P.G. COLLEGE (MCA) Page 20

Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work
places.

Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided
to the workers to keep their clothes and belongings.

Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:
Personal Health Care (Regular medical check-ups): Some of the companies
provide the facility for extensive health check-up

Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs

Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate family
can get counseling on various matters.
Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.

Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.

SRI BALAJI P.G. COLLEGE (MCA) Page 21

Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in
the organization.

The Welfare department in NATCO PHARMA consists of following functioning

areas
(a) Welfare Measures
 Marriage Gift scheme
 Insurance coverage (Med claim policy)
 Scholarships
 First Baby scheme
 Accidental Insurance policy

(b) Rejoining
(c) Resignations: Final interview
(d) Grievance handling procedure
(e) Absenteeism
(f) Turnover
(g) Medical Center
(h) Corporate social responsibility(CSR)

Natco pharma Welfare Schemes

1. Welfare scheme by AP labour welfare board(Statutory welfare schemes)

2. Welfare scheme by Natco pharma.(Non-statutory welfare schemes)

SRI BALAJI P.G. COLLEGE (MCA) Page 22

1. WELFARE SCHEME BY ANDHRA PRADESH LABOUR WELFARE
BOARD

The below mentioned benefits by the AP Welfare labour board can change as per the
revisions by the AP Welfare labour board:-

1. Scholarships: Scholarships are being provided to the children & self of the
contributor workers. The details are as follows:-

[Link]-aid An amount of INR 10,000/- will be provided to the contributor or his

dependents suffering from chronic diseases like heart, kidney, cancer etc ailments
towards reimbursement of medical expenses.
Maternity benefit,
INR 3,000 is available as maternity benefits (two issues only) other than ESI
contributors

3. Emergent economic ameliorative relief In case of death while on duty, an

amount of INR 10,000/- will be granted to the legal heirs of the contributors who died
while on duty.

4. Funeral expenses. An amount of INR 2,000/- will be granted to the legal heirs of
the contributor at the time of the death to meet funeral expenses.

5. Marriage gift scheme.

Daughter’s / female worker’s marriage gift scheme - Under this scheme, a gift of INR
5000/- by way of fixed deposit along with a 7.5 liters pressure cooker worth of INR
1,000/- will be given to the daughter of the worker- contributor, at the time of her
marriage. The scheme is applicable to the worker who is working in other than public
sector undertakings and drawing less than INR 6,500 /- per month. This scheme is
limited to 200 beneficiaries per financial year.

6. Vocational training. Financial assistance up to INR 3,000/- will be granted to the

children of the worker contributor for undergoing the short term vocational training
courses in government I.T.I’s or in any other institutions recognized by the
government towards payment of fees enabling them to secure better employment. The

SRI BALAJI P.G. COLLEGE (MCA) Page 23

duration of the vocational training should be not exceeding 6 months. The scheme is
limited to 100 workers in each financial year.

7. Rest house for the workers. The workers and trade union leaders coming from
Mofussil to Hyderabad are being provided with accommodation in the Tanguturi
Anjaiah Workers Rest House located at RTC 'X" Roads. A nominal rent of INR 50/-
per person is charged per day. The Rest House is having 8 rooms with 3 beds in each
room.

8. Financial assistance for loss of limbs. An amount of INR 10,000/- OR actual

medical
Expenses, whichever is less, will be paid to the worker contributor's, who loose their
limbs in accidents.

9. AIDS treatment. An amount of INR 5,000/-will be provided to the contributor

suffering from AIDS towards reimbursement of medical expenses.

10. May-Day sports & cultural activities. To celebrate the May-Day (Workers
Day), various sports and cultural activities will be conducted on 01 st May every year
for the workers at Zonal & State level.

2. WELFARE SCHEME BY NATCO PHARMA

Natco pharma Pvt Ltd (NATCO PHARMA) cares for its employees and this is
reflected in the organization’s attitude towards its people. Apart from the monetary
aspects, which are taken care of by way of annual appraisal etc.

NATCO PHARMA has been adopting various measures to give its employees the
maximum benefit in order to uplift their living standard.

Eligibility

SRI BALAJI P.G. COLLEGE (MCA) Page 24

Any person who is employed and working in NATCO PHARMA other than contract
employees & executive cadre and completed minimum 12 months

Continuous service is only eligible for the following employee welfare scheme.

(a) Wedding ceremony. Marriage is being a most memorable occasion in every

once life, all employees (non-executives) of NATCO PHARMA will be rendered a
one-time financial assistance for their marriage. The amount of financial assistance
may vary subject to their length of uninterrupted service in NATCO PHARMA as
given below.

Benefit

Financial benefits

 More than1 year and less than 2 years - INR 10,000

 More than 2 years and less than 3 years - INR 12,500
 More than 3 years and less than 4 years - INR 15,000
 More than 4 years and less than 5 years - INR 17,500
 Above 5 years - INR 20,000

Other benefits

 Wedding car with driver – A vehicle will be given subject to the following
conditions
 Hotel accommodation for a day with meals for the couple

(b) Birth of first baby.

Benefit

A gift hampers worth INR 500/- will be gifted to all female employees on delivery of
first baby.

SRI BALAJI P.G. COLLEGE (MCA) Page 25

3. Insurance Benefits

Eligibility

Any person who is employed and working in NATCO PHARMA other than contract
employees & executive cadre is entitled from the data of joining.

Medi claim policy–

This policy covers the employee and any 5 dependents nominated by the employee at
the starting of the scheme. Under no circumstances the employees change the names
of the dependents.
Every year the medi claim policy will be reviewed.

Benefit
Maximum of INR 25,000 coverage per employee and any nominated 5 dependents of
the respective family towards hospitalization charges (pregnancy hospitalization is
also covered)
and Cashless service.
Accidental Insurance policy [Death/Full disablement/Partial disablement]

Benefit
1. INR 100,000 cover per person for the death by an accident
Proportionate payment for full or partial disable.

HEALTH AND SAFETY

For smooth functioning of an organization, the employer has to ensure safety

and security of his employees. Health and safety form an integral part of work
environment. A work environment should enhance the well being of
employees and thus should be accident free.

SRI BALAJI P.G. COLLEGE (MCA) Page 26

 The terms health, safety and security are closely related to each other. Health is
the general state of well being. It not only includes physical well being, but
also emotional and mental well being. Safety refers to the act of protecting the
physical well being of an employee. It will include the risk of accidents caused
due to machinery, fire or diseases. Security refers to protecting facilities and
equipments from unauthorized access and protecting employees while they are
on work.

In organizations the responsibility of employee health and safety falls on the

supervisors or HR manager. An HR manager can help in coordinating safety
programs, making employees aware about the health and safety policy of the
company, conduct formal safety training, etc. The supervisors and
departmental heads are responsible for maintaining safe working conditions.
Responsibilities of managers:
 Monitor health and safety of employees
 Coach employees to be safety conscious
 Investigate accidents
 Communicate about safety policy to employees
Responsibilities of supervisors/departmental heads:
 Provide technical training regarding prevention of accidents
 Coordinate health and safety programs
 Train employees on handling facilities an equipments
 Develop safety reporting systems
 Maintaining safe working conditions
Legislations governing Occupational Health & safety in India

* Factories act1948
* Mines act 1952
* Dock workers act (Safety, Health & Welfare) 1986

ISSUSES IN EMPLOYEE HEALTH AND SAFETY:

SRI BALAJI P.G. COLLEGE (MCA) Page 27

 Organizations frame many approaches to ensure health and safety of their
employees. But not all of the approaches focus on contribution of both work
design and employee behavior to safety. An organizational approach to safety
is effective only when both the work design and employee behavior work in
coordination towards it. Many organizational and individual issues emerge in
management of employee health and safety. They can be summarized as
follows:

1. Physical Work Settings: The physical settings of work affect the

performance of employees to a great extent. Some of these factors include
temperature, noise levels, and proper lighting affect job performance. Other
work setting factors include size of work area, kinds of materials used,
distance between work areas, cubicle arrangement, et al.

2. Sick Building Syndrome: It is a situation in which employees experience

acute health problems and discomfort due to the time spent in a building
(particularly their workplace). Some factors that lead to sick buildings include
poor air quality, inadequate ventilation, improper cleanliness, rodents, stench
of adhesives and glues, et al.

3. Ergonomics: The term comes from the Greek word ergon, which means
“work,” and omics which means “management of.” Ergonomics is the study of
physiological, psychological, and engineering design aspects of a job,
including such factors as fatigue, lighting, tools, equipment layout, and
placement of controls. It is the interface between men and machines.
Ergonomics is taken into consideration when designing the workstation for
computer operators. Problems of back ache, eye strain and headache arise due
to long working hours spent in front of computers.

4. Engineering of Work Equipments and Materials: Accidents can be

prevented in a way by proper placements of dangerous machines. Moreover
design of such machines and equipments also plays an important role in safety.

SRI BALAJI P.G. COLLEGE (MCA) Page 28

 Providing safety guards and covers on equipments, emergency stop buttons
and other provisions help in reducing the accidents considerably.

5. Cumulative Trauma and Repetitive Stress: Cumulative trauma disorder

occurs when same muscles are used repetitively to perform some task. This
results in injuries of musculoskeletal and nervous system. Employees
encounter high levels of mental and physical stress also.

6. Accident Rates and Individuals: An individual approach to safe environment

helps in reducing the accident rates. This is generally because more problems
are caused by careless employees than by machines or employer negligence. A
positive attitude towards work environment and other practices promotes
employee safety.

GRIEVANCE HANDLING PROCEDURE

Grievance means any type of dissatisfaction or discontentment’s arising out of
factors related to an employee’s job which he thinks are unfair. A grievance
arises when an employee feels that something has happened or is happening to
him who he thinks is unfair, unjust or inequitable. In an organization, a
grievance may arise due to several factors such as:

 Violation of management’s responsibility such as poor working

conditions
 Violation of company’s rules and regulations
 Violation of labor laws
 Violation of natural rules of justice such as unfair treatment in
promotion, etc.

Various sources of grievance may be categorized under three heads: (i)

management policies, (ii) working conditions, and (iii) personal factors

Grievance resulting from management policies includes:

 Wage rates

SRI BALAJI P.G. COLLEGE (MCA) Page 29

  Leave policy
 Overtime
 Lack of career planning
 Role conflicts
 Lack of regard for collective agreement
 Disparity between skill of worker and job responsibility

Grievance resulting from working conditions includes:

 Poor safety and bad physical conditions
 Unavailability of tools and proper machinery
 Negative approach to discipline
 Unrealistic targets

Grievance resulting from inter-personal factors includes:

 Poor relationships with team members.
 Autocratic leadership style of superiors
 Poor relations with seniors
 Conflicts with peers and colleagues

It is necessary to distinguish a complaint from grievance. A complaint is an

indication of employee dissatisfaction that has not been submitted in written.
On the other hand, a grievance is a complaint that has been put in writing and
made formal.

Grievances are symptoms of conflicts in industry. Therefore, management

should be concerned with both complaints and grievances, because both may
be important indicators of potential problems within the workforce. Without a
grievance procedure, management may be unable to respond to employee
concerns since managers are unaware of them. Therefore, a formal grievance
procedure is a valuable communication tool for the organization.

SRI BALAJI P.G. COLLEGE (MCA) Page 30

Grievance procedure is a formal communication between an employee and the
management designed for the settlement of a grievance. The grievance procedures
differ from organization to organization

Open door policy:

Under this policy, the aggrieved employee is free to meet the top executives of
the organization and get his grievances redressed. Such a policy works well
only in small organizations. However, in bigger organizations, top management
executives are usually busy with other concerned matters of the company.
Moreover, it is believed that open door policy is suitable for executives;
operational employees may feel shy to go to top management.

Step ladder policy:

Under this policy, the aggrieved employee has to follow a step by step
procedure for getting his grievance redressed. In this procedure, whenever an
employee is confronted with a grievance, he presents his problem to his
immediate supervisor. If the employee is not satisfied with superior’s decision,
then he discusses his grievance with the departmental head. The departmental
head discusses the problem with joint grievance committees to find a solution.
However, if the committee also fails to redress the grievance, then it may be
referred to chief executive. If the chief executive also fails to redress the
grievance, then such a grievance is referred to voluntary arbitration where the
award of arbitrator is binding on both the parties.

GRIEVANCE PROCEDURE IN INDIAN INDUSTRY

The 15th session of Indian Labor Conference held in 1957 emphasized the need
of an established grievance procedure for the country which would be
acceptable to unions as well as to management. In the 16th session of Indian
Labor Conference, a model for grievance procedure was drawn up. This model
helps in creation of grievance machinery. According to it, workers’
representatives are to be elected for a department or their union is to nominate
them. Management has to specify the persons in each department who are to be

SRI BALAJI P.G. COLLEGE (MCA) Page 31

 approached first and the departmental heads who are supposed to be
approached in the second step. The Model Grievance Procedure specifies the
details of all the steps that are to be followed while redressing grievances.
These steps are:

STEP 1: In the first step the grievance is to be submitted to departmental

representative, who is a representative of management. He has to give his
answer within 48 hours.

STEP 2: If the departmental representative fails to provide a solution, the

aggrieved employee can take his grievance to head of the department, who has
to give his decision within 3 days.

STEP 3: If the aggrieved employee is not satisfied with the decision of

departmental head, he can take the grievance to Grievance Committee. The
Grievance Committee makes its recommendations to the manager within 7 days
in the form of a report. The final decision of the management on the report of
Grievance Committee must be communicated to the aggrieved employee within
three days of the receipt of report.

An appeal for revision of final decision can be made by the worker if he is not
satisfied with it. The management must communicate its decision to the worker
within 7 days.

STEP 4: If the grievance still remains unsettled, the case may be referred to
voluntary arbitration.

SRI BALAJI P.G. COLLEGE (MCA) Page 32

 In Natco pharma both the policies are followed open door and step ladder
policy, for the effective solution for the problem.

GRIEVANCES REPORT FINDINGS:

Most of the cases found out in the report suggest that the operators quit their job
because of the following reasons
1. Family issues.
2. Issues regarding the transportation and longer work hours.
3. Health concerns.
4. Issues related to disciplinary actions.
5. Quality concerns.

SRI BALAJI P.G. COLLEGE (MCA) Page 33

 DATA ANALYSIS AND
INTERPRETATION

SRI BALAJI P.G. COLLEGE (MCA) Page 34

DATA ANALYSIS AND INTERPRETATION

Table: 1

Table showing the BRAND-IX working environment.

a) Friendly b) Flexible
c) Competitive d) Pressure full

No of
S. no Response respondents Percentage
1 Friendly 60 60%
2 Flexible 30 30%
3 Competitive 0 0%
4 Pressure full 10 10%
Total 100 100

60%

50%

40%

30%

20%

10%

0%
Friendly Flexible Competitive Pressure full

INTERFERENCE: From the above table it is observed that 60% of the respondents
said that company working environment is friendly, 30% of them said that the
working environment is flexible and the remaining 10% of the respondents said that
the company working environment is pressure full.

SRI BALAJI P.G. COLLEGE (MCA) Page 35

Table: 2

Table showing how the superiors in NATCO PHARMA are.

a) Friendly b) Supportive
c) Abusive d) Dominating

No of Percentag
S. no Response respondents e
1 Friendly 30 30%
Supportiv
2 e 42 42%
3 Abusive 16 16%
Dominatin
4 g 12 12%
Total 100 100

45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Friendly Supportive Abusive Dominating

INTERFERENCE: From the above table it is observed that 30% of the respondents
said that NATCO PHARMA superiors are friendly to them, 42% of the respondents
said that the superiors are supportive, 16% of them said that the superiors are abusive
and the remaining 12% of the respondents said that their superiors are dominating.

Table: 3

SRI BALAJI P.G. COLLEGE (MCA) Page 36

Table showing whether the employees are capable of doing their job?

a) Yes b) No

No of Percentag
S. no Response respondents e
1 Yes 95 95%
2 No 5 5%
Total 100 100

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No

INTERFERENCE: From the above table it is observed that 95% of the

employees are capable of doing their jobs and the remaining 5% of the employees are
unable to do their jobs.

Table: 4

SRI BALAJI P.G. COLLEGE (MCA) Page 37

Table showing whether there is unity of command in NATCO PHARMA.
A) Yes b) No

No of Percentag
S. no Response respondents e
1 Yes 96 96%
2 No 4 4%
Total 100 100

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No

INTERFERENCE: From the above it is observed that 96% of the

respondents said that there is unity of command in the company and the remaining of
the respondents said that there is no unity of command in the company.

Table: 5

Table showing how the senior co-ordinate with the employees?

SRI BALAJI P.G. COLLEGE (MCA) Page 38

a) Help to keep morale high b) Don’t help
c) Treat you equally d) Suppress you

No of Percentag
S. no Response respondents e
Help to keep morale
1 high 12 12%
2 Don't help 0 0%
3 Treat you equally 88 88%
4 Suppress you 0 0%
Total 100 100

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Help to keep Don't help Treat you equally Suppress you
morale high

INTERFERENCE: From the above table it is observed that 12% of the

respondents said that they help to keep their morale high and the remaining 88% of
them said that their superiors treat them equally.

Table: 6

SRI BALAJI P.G. COLLEGE (MCA) Page 39

Table showing whether the manager clearly defines the employees job resposibilities.

a) Strongly disagree b) Agree

c) Disagree d) Strongly agree

No of Percentag
S. no Response respondents e
1 Strongly disagree 21 21%
2 Agree 81 81%
3 Disagree 0 0%
4 Strongly agree 71 71%
Total 100 100

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Strongly disagree Agree Disagree Strongly agree

INTERFERENCE: From the above table it is observed that 12% of the

respondents said that they strongly disagree with this, 81% of them said that they
agree that their manager clearly defines their job responsibilities and the ramaining
7% of them strongly agree with this.

Table: 7

Table showing whether the organisation encourages team learning and team work.

SRI BALAJI P.G. COLLEGE (MCA) Page 40

a) Strongly agree b) Agree
c) Strongly disagree d) Disagree

No of Percentag
S. no Response respondents e
1 Strongly agree 25 25%
2 Agree 70 70%
3 Strongly disagree 0 0%
4 Disagree 5 5%
Total 100 100

70%

60%

50%

40%

30%

20%

10%

0%
Strongly agree Agree Strongly disagree Disagree

INTERFERENCE: From the above table it is observed that 25% of the

respondents said that they strongly agree that the organization encourages team
learning and team work, 70% of them said that they agree that the organization
encourages team learning and team work and the remaining 5% of them said that they
disagree with this.

Table: 8

Table showing whether the employees are aware of all the welfare schemes?

SRI BALAJI P.G. COLLEGE (MCA) Page 41

a) Yes b) No

No of Percentag
S. no Response respondents e
1 Yes 54 54%
2 No 46 46%
Total 100 100

54%

52%

50%

48%

46%

44%

42%
Yes No

INTERFERENCE: From the above table it is observed that 54% of the

employees are aware of all the welfare schemes and the remaining 46% of the
employees are doesn’t know about the welfare schemes.

SRI BALAJI P.G. COLLEGE (MCA) Page 42

Table: 9

Table showing how the employees of NATCO PHARMA are benefited with the
welfare schemes.

a) Yes b) No

No of Percentag
S. no Response respondents e
1 Yes 65 65%
2 No 35 35%
Total 100 100

70%

60%

50%

40%

30%

20%

10%

0%
Yes No

INTERFERENCE: From the above table it is observed that 65% of the

respondents said that they were benefited with the welfare schemes and the remaining
35% of the respondents said that they were not benefited with the welfare schemes.

Table: 10

Table showing whether employee grievances are handled effectively in BRAND-IX?

SRI BALAJI P.G. COLLEGE (MCA) Page 43

a) Strongly agree b) Agree
c) Strongly disagree d) Disagree

No of Percentag
S. no Response respondents e
1 Strongly agree 7 7%
2 Agree 78 78%
3 Strongly disagree 5 5%
4 Disagree 10 10%
Total 100 100

80%
70%
60%
50%
40%
30%
20%
10%
0%
Strongly agree Agree Strongly Disagree
disagree

INTERFERENCE: From the above table it is observed that 7% of the

respondents strongly agree that employee grievances are handled effectively in
NATCO PHARMA, 78% of the respondents agree that employee grievances are
handled effectively, 5% of the respondents strongly disagree with this and the
remaining 10% of the respondents disagree that employee grievances are not handled
effectively.

Table: 11

Table showing what type of growth do the employees expect from the company?

SRI BALAJI P.G. COLLEGE (MCA) Page 44

a) Monetary b) Promotional
c) Overall growth

No of Percentag
S. no Response respondents e
1 Monetary 30 30%
2 Promotional 2 2%
3 Over all growth 68 68%
Total 100 100

70%

60%

50%

40%

30%

20%

10%

0%
Monetary Promotional Over all growth

INTERFERENCE: From the above table it is observed that 30% of the

respondents said that they need monetary growth from the company, 2% of the
respondents said that they need promotional growth and the remaining 68% of the
respondents said that they need overall growth of the company.

Table: 12

Table showing how the safety at work place is.

a) Excellent b) Very good

SRI BALAJI P.G. COLLEGE (MCA) Page 45

c) Good d) Satisfactory

No of Percentag
S. no Response respondents e
1 Excellent 10 10%
2 Very good 17 17%
3 Good 69 69%
4 Satisfactory 4 4%
Total 100 100

70%

60%

50%

40%

30%

20%

10%

0%
Excellent Very good Good Satisfactory

INTERFERENCE: From the above table it is observed that 10% of the

respondents said that the safety at work place is excellent, 17% of the respondents said
that the safety at work place is very good, 69% of the respondents said that the safety
at work place is good and the remaining 4% of them said that the safety at work place
is satisfactory.

SRI BALAJI P.G. COLLEGE (MCA) Page 46

 FINDINGS &
SUGGESTIONS

FINDINGS & SUGGESTIONS

SRI BALAJI P.G. COLLEGE (MCA) Page 47

Survey reports are very important and essential documents, which gives the real
meaning for the project report. This is required as this has the realistic data, which
helps the company and the stake holder to determine the actual data and status of the
company’s performance. The survey report is required to prepare in the final report.
And statistical analysis is also required to be made to get the comprehensive picture of
the report.

As the project is done on the Internal Marketing aspect, which deals with the internal
customers of the company, who are the employees.
So the employee feedback report is essential to prepare and get the information and
recommendations from the employees.

The below employee feedback form contains the information and requirement of the
employees which will be analyzed at the end. This analysis will give rise to number of
questions, solutions, requirements, suggestions and recommendation from the
employees of the company, which will help the company to grow further.

The statistical data is to be prepared at the end to get the comprehensive understanding
of the analyzed data. This analyzed data will be forwarded to the top management for
the improvement of the company. Total hundred samples of feedback forms are taken
to analyze the survey report from all the departments in the company. This survey is
done focusing on the direct employees of the company.

SRI BALAJI P.G. COLLEGE (MCA) Page 48

 CONCLUSION

CONCLUSION

SRI BALAJI P.G. COLLEGE (MCA) Page 49

 Finally, I would like to conclude that all my suggestions would bring

positive result both to management and to the employees, if the management put in

practice. There the policies of the company it good and it should allocate some time to

know the problems of the employees, then the employees feel positive towards the

organization.

SRI BALAJI P.G. COLLEGE (MCA) Page 50

 APPENDIX

EMPLOYEE FEED BACK FORMS

Name : ___________________________ Age: ________________

SRI BALAJI P.G. COLLEGE (MCA) Page 51

Gender: ( ) male ( ) female Marital Status: ____________
Designation: _____________________ Qualification: ____________
Experience: ______________________

1. BRAND-IX working environment is.

a) friendly b) flexible
c) competitive d) pressure full

2. Your superiors are?

a) friendly b) supportive
c) abusive d) dominating

3. Do you think that your quite capable of doing the job?

a) yes b) no

4. Is there is unity of command?

a) yes b) no

5. Do you think you will grow along with the company?

a) yes b) no

6. How does your senior co-ordinate with you?

a) Help to keep morale high b) don’t help
c) treat you equally d) suppress you

7. My manager clearly defines my job responsibilities.

a) strongly disagree b) agree
c) disagree d) strongly agree

8. Your organization encourages team learning and team work?

a) strongly agree b) agree
c) strongly disagree d) disagree

9. Are you aware of all the welfare schemes?

SRI BALAJI P.G. COLLEGE (MCA) Page 52

 a) yes b) no

10. Have you benefited with the welfare schemes?

a) yes b) no

11. Employee grievances are handled effectively in BRAND-IX.

a) strongly agree b) agree
c) strongly disagree d) disagree

12. What type of growth do you expect from the company?

a) monetary b) promotional
c) over all growth

13. The safety at work place is.

a) excellent b) very good

c) good d) satisfactory

14. Any suggestions to the company.

…………………………………….

15. Do you want to highlight this report to the management?

a) yes b) no

SRI BALAJI P.G. COLLEGE (MCA) Page 53

 BIBLIOGRAPHY

BIBLIOGRAPHY

SRI BALAJI P.G. COLLEGE (MCA) Page 54

 Titles Name of the Author

1. Research Methodology [Link]

2. Human Resource Development P.C. Thripathi

3. Personal Human Resource Management P. Subba Rao

Web Sites: -

1. [Link]

2. [Link]

SRI BALAJI P.G. COLLEGE (MCA) Page 55