Ashok Leyland Final Report 6a1d6w

Project report on “Effectiveness of Employee Safety and Welfare Measures in Ashok Leyland, Ennore” Presented by V.GANESHKUMAR (9908115029

Under the guidance of Dr.Rajaram.S

Asst, Prof Department of Business istration Kalasalingam University

In partial fulfillment of the requirements For the award of the degree DEPARTMENT OF BUSINESS ISTRATION KALASALINGAM UNIVERSITY JUNE 2009

KALASALINGAM UNIVERSITY 1

KRSIHNANKOIL-626190

DEPARTMENT OF MANAGEMENT STUDIES BONAFIDE CERTIFICATE

This is to certify that the project “A Study on Effectiveness of Employee Safety and

Welfare

Measures

in

Ashok

Leyland,

Ennore”is

a bonafide work of mine.V.GANESHKUMAR (9908115029) carried out in partial fulfillment for the award of the degree of MBA in Kalasalingam University under my guidance. This work is original and not submitted earlier for the award of any degree / diploma or associate ship of any other University / Institution. . Signature of the Guide: (

Head of the Department

)

Place: Date

2

DECLARATION

I V.GANESHKUMAR

hereby declare that the project work done in “A Study

on Effectiveness of Employee Safety and Welfare Measures in Ashok Leyland, Ennore is the original work done by me and submitted to the Kalasalingam University in partial

fulfillment

of

requirements

for

the

award

of

Master

of

Business

istration is a record of original work done by me under the guidance of

DR.S.RAJARAM Asst, Prof Kalasalingam University, Krishnankoil.

Enroll No: Date:

(V.GANESHK UMAR) Signature of the Student

3

ACKNOWLEDGEMENT

I am extremely thankful and indebted to the Correspondent T.Kalasalingam, B.com and the Vice-Principal Dr.C.Thangaraj, B.E., M.Tech., Ph.D., MISTE, MASPRS who had given me the prestigious opportunity of being a student of this institution.

I acknowledge with a sense of gratitude of sincere thanks to Head of the Department of Business istration Dr. P.KAMESWARA RAO, M.B.A., Ph.D., who had provided me all the facilities to complete my training. I am much obliged to Dr.S.RAJARAM who is my project guide, for extending his and encouraging by giving constructive criticism during the training period. I hearty thank Mr. K.RAMESH (HR Manager) of Hinduja Foundries limited for showing tremendous patience and giving full freedom in guiding me towards the successful completion of my project.

I owe special thanks to all the staff of the business istration department. More than teachers, they have all been real friends to me. I thank them for sharing their knowledge with me. In a special way, I submit my grateful thanks to my parents who provided me all the s through out the period of project development. I also render my deep thanks to my friends and well wishers who had been a source of encouragement throughout the period of training.

4

ABSTRACT Changing economic and social factors have made the concept of safety and welfare measures are very relevant for research and analysis. For better understanding the safety and welfare measures of employees, the research was carried out in Ashok Leyland Limited, Ennore. The primary objective of this study is to analyze the effectiveness of safety and welfare measures of employees and suggests appropriate measures taken by the employees in Ashok Leyland Limited. To accomplish the primary objective of the study, a survey was conducted by preparing a structured questionnaire which contains closed end question, and open end question. The research design used for this study is descriptive in nature. The descriptive study helps the researcher to find out various characteristics of the population. Random sampling technique was adopted for selecting sample units from the employees. A sampling size of 100 respondents selected for analyzing their opinion regarding safety and welfare measures in Ashok Leyland Limited. The methods of data collection for the study include both primary and secondary data. The primary data were collected through questionnaire by conducting personal interview with the employees. The source of secondary data was company profiles and websites. The statistical tool used for analyzing and interpreting the opinions of the employees and the tool includes simple percentage analysis, mean and cross tabulation. The results were presented with the help of different charts and diagrams. Findings of the study were drawn from the analyzing of data’s, suggestions and conclusions have been made based on the findings.

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TABLE OF CONTENTS

CHAPTER

III NO. I

SUB CHAPTER NO.

3.1

Findings

3.2

Suggestions Importance of the study Conclusion Need of the study BIBLIOGRAPHY Scope of the study

1.1 1.2

3.3 IV V

TITLEAND CONCLUSION FINDINGS, SUGGESTION

1.3 1.4

Introduction

61 NO 62 9

65 11

67 12

68 13

1.5

Objective of the study

APPENDIX

71

1.6

Problem of the study

15

1.7

Review of literature

16

1.8

Research methodology

28

1.9

Industry Profile

1.10

II

III

PAGE

Company profile Data Analysis And Interpretation

14

31 33 36

2.1

Health Measures

37

2.2

Work Environment

38

2.3

Safety Measures

39

2.4

Welfare measures

40

2.5

FINDINGS, SUGGESTION AND CONCLUSION Allowances

61 41

3.1

Findings

62

3.2

Suggestions

65

3.3

Conclusion

67

IV

6 BIBLIOGRAPHY

68

V

APPENDIX

71

List of Tables 2.1.1

Health Measures

37

2.1.2

Work Environment

38

2.1.3

Safety Measures

39

2.1.4

Welfare measures

40

2.1.5

Allowances

41

2.6

Age Wise Classification of Employees

42

2.7

Classification of Department

44

7

2.8

Classification of Employee’s Education

46

2.9

Classification of Employee’s Salary

48

2.10

Classification of Employee’s Experience

50

2.11

The relationship between Age and Department

52

2.12

The relationship between Age and Education

54

2.13

The relationship between Age and Salary

56

2.14

The relationship between Age and Experience

58

List of Figures 2.1.6

Age Wise Classification of Employees

43

2.1.7

Classification of Department

45

2.1.8

Classification of Education Qualification

47

2.1.9

Classification of Salary

49

2.1.10

Classification of Employees Experience

51

2.1.11

The relationship between Age and Department

53

2.1.12

The relationship between Age and Education

55

8

2.1.13

The relationship between Age and Salary

57

2.1.14

The relationship between Age and Experience

59

CHAPTER I

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1.1 INTRODUCTION Employee Safety “An occurrence in an industrial establishment causing bodily injury to a person which makes him unfit to resume his duties in the next 48 hours” Employee welfare

10

Factories Act 1948

Employee welfare defines as “efforts to make life worth living for workmen”. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employer’s own initiative. •

To win over employee’s loyalty and increase their morale.

•

To combine trade unionism and socialist ideas.

•

To build up stable labor force, to reduce labour turnover and absenteeism.

•

To develop efficiency and productivity among workers.

•

To save oneself from heavy taxes on surplus profits.

•

To earn goodwill and enhance public image.

•

To reduce the threat of further government intervention.

•

To make recruitment more effective (because these benefits add to job appeal).

Principles of Employee Welfare Service Following are generally given as the principles to be followed in setting up an employee welfare service: •

The service should satisfy real needs of the workers. This means that the manager must first determine what the employee’s real needs are with the active participation of workers.

•

The service should such as can be handled by cafeteria approach. Due to the difference in Sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. This is 11

known as the cafeteria approach. Such an approach individualizes the benefit system though it may be difficult to operate and ister. •

The employer should not assume a benevolent posture.

•

The cost of the service should be calculated and its financing established on a sound basis.

•

There should be periodical assessment or evaluation of the service and necessary timely on the basis of .

1.2 IMPORTANCE OF THE STUDY If there is no safety and welfare measure, there is no organization. The importance of this study is as follows,  Employee safety and welfare measures are the important factors of an organization to maintain quality of work life of the employee.

 It develops both efficiency and productivity among the workers.

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 This study will helpful to create a good relationship between employees as well as the employer.

 This study is help to the organization while analyze the problems facing by an employee’s regarding this measures. And take necessary steps for the purpose of satisfy the needs of an employee etc..,

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1.3 NEED OF THE STUDY  Safety and welfare measure are the important factor for an organization to maintain quality of work life of the employee.

 Safety and welfare facilities may patronage the employee to work better and it will lead to increase in output.

 In every organization, an employee’s safety and welfare measure plays a vital role. Hence I conducted research on this topic

 To identify the employees response among various benefits regarding safety and welfare

measures in Ashok Leyland Limited, Ennore.

 To provide some suggestions for the purpose of improving the employee’s safety and welfare measures in Ashok Leyland Limited, Ennore.

 It helps to improve employee’s productivity or efficiency by increasing their physical and mental health.

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1.4 SCOPE OF THE STUDY

The scope of the study is confined to HINDUJA FOUNDRIES Limited with respect to start. This project throws light on the welfare and safety measures provided in Ashok Leyland Limited. It also reveals the awareness and satisfaction of employee with safety and welfare schemes. It also necessary to know the employee satisfaction about the safety and welfare measures of the organization for the purpose of achieving their goals.

The study undertaken at HINDUJA FOUNDRIES Limited seeks answer to the mentioned objectives, although the scope is limited to a particular sample size. The findings of the study will also helpful to the future research students also want to know more about labour safety and welfare measures in an organization.

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1.5 OBJECTIVE OF THE STUDY



To determine the opinion of employees regarding safety and welfare measures schemes in HINDUJA FOUNDRIES LIMITED, Ennore.

 To find the level of satisfaction among the employees regarding safety and welfare measures.  To find out the benefits yield by the employees, which are provided by the employer. 

To suggest the ways to improve safety and welfare measures.

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1.6 PROBLEM OF THE STUDY

An employee safety and welfare measure plays a vital role for the development of an each and every organization. The main purpose for selecting this topic is to collect the opinions regarding safety and welfare measures to the employees in HINDUJA FOUNDRIES Limited.

Finally I find out the problems facing by the employee regarding safety and welfare measures such as medical facilities help line facilities etc.., so my request for this organization is to develop these facilities and earn goodwill to each every employee in an organization.

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1.7 REVIEW OF LITERATURE Safety Services Prevention of accidents is an objective which requires o explanation. The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings, in disabilities and incapacities which afflict those involved and in compensation, insurance and legal costs, in lost time, filling in reports and attending to enquiries, and in spoilage of materials, equipment and tools to management. Accidents are the consequence of two basic factors: technical and human. Technical factors include all engineering deficiencies, related to plant, tools material and general work environment. Thus, for example, improper lighting, inadequate ventilation, poor machine guarding and careless housekeeping are some hazards which may cause accidents. Human factors include all unsafe acts on the part of employees. An unsafe act is usually the result of carelessness. Young and new employees, because of their difficulty in adjusting to the work situation and to life in general, also have many more accidents than do old and nature workers. The Phenomenon of Accident Proneness Some persons believe wrongly in the theory that certain individuals are accident prone, that is , they have some personality trait as opposed to some characteristic of the environment which predisposes them to have more accidents than others in work condition where the risk of hazards is equal to all.

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COMPONENTS OF A SAFETY SERVICE Among the many components of a safety service the following have proved effective when applied in combination: Appointment of safety officer In big organizations, the appointment of a safety officer to head. The safety department is a must. In small organizations, the personnel manager may look after the functions of this department. The head of the safety department, who is usually a staff man, is granted power to inspect the plant for unsafe condition, to promote sound safety practices (through posters an d safety campaigns), to make safety rules, and to report violations to the plant manager. by line management The head of the safety department, whether enjoying a staff or a functional position, by him, cannot make a plan safe. His appointment lulls line management into assuming that all its safety problems have been solved. Elimination of hazards Although complete elimation of all hazards is virtually impossibility but following steps can be taken to help reduce them: Job safety analysis All job procedures and practices should be analyzed by an expert to discover hazards. he should then suggest changes in their motion patterns, sequence and the like 19

Placement A poorly placed employee is more apt to incur injury than a properly placed employee. Employees should be placed on jobs only after carefully estimating and considering the job requirements with those which the individual apparently possesses. Personal protective equipment Endless variety of personal safety equipment is available nowadays which can be used to prevent injury. Materials handling Though often ignored, the careless handling of heavy and inflammable materials is an important source of several injuries and fire. Hand tools Minor injuries often result from improperly using a good tool or using a poorly designed tool. Therefore, close supervision and instruction should be given to the employees on the proper tool to use an the proper use of the tool. Safety training, education and publicity Safety training is concerned with developing safety skills, whereas safety education is concerned with increasing contest programmes, safety campaigns, suggestion awards, and various audiovisual aids can be considered as different forms of employee education. Safety inspection 20

An inspection by a trained individual or a committee to detect evidence of possible safety hazards (such as poor lighting, slippery floors, unguarded machines, faulty electrical installations, poor work methods and disregard of safety rules) is a very effective device to promote safety. Factories Act, 1948 The principal Act to provide for various labor welfare measures in India is the Factories Act, 1948. The Act applies to all establishments employing 10 or more workers where power is used and 20 or more workers where power is not used, and where a manufacturing process is being carried on. Employee Welfare Officer Section 49 of the factories act provides that in every factory wherein 500 or more workers are ordinarily employed the employer shall appoint at least one welfare officer. The welfare officer should possess; (i) a university degree; (ii) degree or diploma in social service or social work or social welfare from a recognized institution; and (iii) adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated. ¯

Supervision

¯

Counseling workers

¯

Advising management

¯

Establishing liaison with workers

¯

Working with management and workers to improve productivity.

¯

Working with outside public to secure proper enforcement of various acts. 21

Health of Employees 1. Cleanliness Every factory shall be kept clean by daily sweeping or washing the floors and work rooms and by using disinfectant where necessary. 2. Disposal of wastes and effluents Effective arrangements shall be made for the disposal of wastes and for making them innocuous. 3. Ventilation and temperature Effective arrangements shall be made for ventilation and temperature so as to provide comfort to the workers and prevent injury to their health. 4. Dust and fume Effective measures shall be taken to prevent the inhalation and accumulation of dust and fumes or other impurities at the work place. 5. Artificial humidification The State Government shall make rules prescribing standard of humidification and methods to be adopted for this purpose. 6. Overcrowding There shall be in every work room of a factory in existence on the date of commencement of this act at least 9.9cubic meters and of a factory built after the commencement of this act at least 4.2 cubic meters of space for every employee.

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7. Lighting The State Government may prescribe standards of sufficient and suitable lighting. 8. Drinking Water There shall be effective arrangement for wholesome drinking water for workers at convenient points. 9. Latrines and urinals There shall be sufficient number of latrines and urinals, clean, well-ventilated,conveniently situated and built according to prescribed standards separately for male and female workers. 10. Spittoons There shall be sufficient number of spittoons placed at convenient places in the factory.

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Safety of Employees Fencing of machinery All dangerous and moving parts of machinery shall be securely fenced. Screws, bolts and teeth shall be completely encased to prevent danger. Work on or near machinery in motion Lubrication or other adjusting operation on moving machinery shall be done only by a specially trained adult male worker. Employment of young persons on dangerous machines No young person shall be allowed to work on any dangerous machine (so prescribed by the state government) unless he is sufficiently trained or is working under the supervision of knowledgeable person. Device for cutting off power Suitable device for cutting of power in emergencies shall be provided. Hoists and lifts These shall be made of good material and strength, thoroughly examined at least once in every six months and suitably protected to prevent any person or thing from being trapped.

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Welfare of Employees  There shall be separate and adequately screened washing facilities for the use of male and female employees.  There shall be suitable places provided for clothing not worn during working hours and for the dying of wet clothing.  There shall be suitable arrangement for all workers to sit for taking rest if they are obliged to work in a standing position.  There shall be provided the required number of first-aid boxes or cupboard (at the rate of

one for every 150 workers) equipped with the prescribed contents readily available during the working hours of the factory.  The State Government may make rules requiring that in any specified factory employing more than 250 employees a canteen shall be provided and maintained by the occupier for the use of the employee.  There shall be provided sufficiently lighted and ventilated lunch room if the number of employees ordinarily employed is more than 150.

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Restrictions in the Factories Act on the employment of young person’s 1.

Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed to work in any factory. 2.

Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be required or allowed to work in any factory unless following conditions are fulfilled: 1. The manager of the factory has obtained a certificate of fitness granted to such young 2. While at work, such child or adolescent carries a token giving reference to such certificate. 3.

Certificate of fitness (Section 69)

Before a young person is employed in the factory, a certifying surgeon has to certify that such person is fit for that work in the factory.

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Welfare Funds In order to provide welfare facilities to the workers employed in mica, iron, ore, manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry, the welfare funds have been established to supplement the efforts of the employers and the State Government under respective enactments. The welfare measures financed out of the funds relate to development of medical facilities, housing, supply of drinking water, for education of dependents and recreation, etc. Voluntary Benefits Benefits are also given voluntarily to workers by some progressive employers. These include loans for purchasing houses and for educating children, leave travel concession, fair price shops for essential commodities and loans to buy personal conveyance.

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Machinery Connected with Employee Welfare Work 1. Chief inspector of Factories It is the duty of the Chief inspector of factories (who generally works under the istrative control of the labour commissioner in each state) to ensure enforcement of various provisions of Factories Act i8n respect of safety, heath and welfare of workers. 2. Central Labour Institute The institute was set up in Bombay in 1966 to facilitate the proper implementation of the Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and others concerned with the well being of industrial labour and to stimulate interest in the application of the principles of industrial safety, health and welfare 3. National Safety Council The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national body with the objective of generating developing and sustaining an movement of safety awareness at the national level. 4. Director General of Mines Safety The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical installation and machinery provided in the mines and determines the thickness of barriers of 2 adjacent mines in order to prevent spread of fire and danger of inundation.

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Appraisal of Welfare Services 1. One of the main obstacles in the effective enforcement of the welfare provisions of the Factories Act has been the quantitative and qualitative inadequacy of the inspection staff. 2. at present, a labour welfare officer is not able to enforce laws independently because he has to work under the pressure of management. 3. Women workers do not make use of the crèche facilities either because they are dissuaded by the management to bring their children with them or because they have to face transport difficulties.

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1.8 RESEARCH METHODOLOGY

‘ Research’ means a scientific and systematic search for pertinent information on a specific

topic. Research is a careful investigation or inquiry especially through search for new facts in any branch of knowledge. Research comprises of defining and redefining problems, formulating hypothesis or suggested solutions collecting, organizing and evaluating data, making deduction and reaching conclusions, and at last carefully testing the conclusion to determine whether they fit the formulating hypothesis. ‘Methodology’ is defined as “the study of methods by which we gain knowledge, it deals with cognitive processes imposed on research by the problems arising from the nature of its subject matter”.

Research Design

: Descriptive research

Methods of Data Collection : Primary data and Secondary data Sampling method

: Convenience sampling

Sampling size

: 100

Research Tools

: Structured questionnaire

Tools used for analysis

: Frequency, Cross tabulation and Mean

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RESEARCH DESIGN DESCRIPTIVE RESEARCH In this project, Descriptive research has been used. Descriptive research includes survey and fact findings enquiries of different kinds.

The major purpose of descriptive research is

description of the state of affairs, as it exists at present. The main feature of this method is that the researcher has no control over the variable; he can only report what has happened or what is happening. The methods of research utilized in descriptive research are survey of all kinds; it is concerned with the research studies with a focus on the portrayal of the characteristic of a group or individual or a situation. The main objective is to acquire knowledge. RESEARCH INSTRUMENT The research instrument in this study is a ‘structured questionnaire’. Structured questionnaires are those questionnaires in which there are definite, concrete and predetermined questions to, for which the researcher collects data. The questions are presented exactly with same wording and in the same order to all the respondents. QUESTIONNAIRE DESIGN The structured question is framed. The questionnaire consists of the following information,

1. Close ended The questionnaires were framed to suit the study and using five point scales for getting the opinion of the employees regarding five dimensions like Health Measures, Work Environment, Safety Measures, Welfare Measures and Allowances. 31

DATA COLLECTION Data refers to information or facts. It includes numerical figures, non numerical figures and descriptive facts and qualitative and quantitative information. The task of data collection begins after a research problem has been defined and research plan has been decided. Primary Data The primary data are those that are collected through questionnaire and direct personal interview. The questionnaire was framed in such a manner to obtain correct information, graded suitably for the study. All the questionnaires were collected through personal from the respondents. Secondary Data Secondary data has been collected through oral communication. Secondary data about the company profile and other details were collected from the company. SAMPLING PROCEDURE AND ITS SIZE Random sampling is the sampling procedure used in this survey. This sampling is used for selection of homogeneous sample for study. It refers to selecting a sample of study objects on convenience. Here researcher may make use of any convenient base to select the required number of samples. The sample size was taken for this study was 100 respondents only.

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1.9 INDUSTRY PROFILE AUTOMOBILE INDUSTRY The origin of automobile is not certain. In this section of automobile history, we will only discuss about the phases of automobile in the development and modernization process since the first car was shipped to India. We will start automotive history from this point of time. The automobile industry has changed the way people live and work. The earliest of modern cars was manufactured in the year 1895. Shortly the first appearance of the car followed in India. As the century turned, three cars were imported in Mumbai (India). Within decade there were total of 1025 cars in the city. The dawn of automobile actually goes back to 4000 years when the first wheel was used for transportation in India. In the beginning of 15th century Portuguese arrived in China and the interaction of the two cultures led to a variety of new technologies, including the creation of a wheel that turned under its own power. The actual horseless carriage was introduced in the year 1893 by brothers Charles and Frank Duryea. It was the first internal-combustion motor car of America, and it was followed by Henry Ford's first experimental car that same year. One of the highest-rated early luxury automobiles was the 1909 Rolls-Royce Silver Ghost that featured a quiet 6-cylinder engine, leather interior, folding windscreens and hood, and an aluminum body. It was usually driven by chauffeurs and emphasis was on comfort and style rather than speed. During the 1920s, the cars exhibited design refinements such as balloon tires, pressed-steel wheels, and four-wheel brakes. Graham Paige DC Phaeton of 1929 featured an 8-cylinder engine and an aluminum body 33

The 1937 Pontiac De Luxe sedan had roomy interior and rear-hinged back door that suited more to the needs of families. In 1930s, vehicles were less boxy and more streamlined than their predecessors. The 1940s saw features like automatic transmission, sealed-beam headlights, and tubeless tires. The year 1957 brought powerful high-performance cars such as Mercedes-Benz 300SL. It was built on compact and stylized lines, and was capable of 230 kmh (144 mph).This was the Indian automobile history, and today modern cars are generally light, aerodynamically shaped, and compact. The automotive industry designs, develops, manufactures, markets, and sells the world's motor vehicles. In 2008, more than 70 million motor vehicles, including cars and commercial vehicles were produced worldwide. In 2007, a total of 71.9 million new automobiles were sold worldwide: 22.9 million in Europe, 21.4 million in Asia-Pacific, 19.4 million in USA and Canada, 4.4 million in Latin America, 2.4 million in the Middle East and 1.4 million in Africa. [2] The markets in North America and Japan were stagnant, while those in South America and Asia grew strongly. Of the major markets, Russia, Brazil, India and China saw the most rapid growth. About 250 million vehicles are in use in the United States. Around the world, there were about 806 million cars and light trucks on the road in 2007; they burn over 260 billion gallons of gasoline and diesel fuel yearly. The numbers are increasing rapidly, especially in China and India. In the opinion of some, urban transport systems based around the car have proved unsustainable, consuming excessive energy, affecting the health of populations, and delivering a declining level of service despite increasing investments.. In 2008, with rapidly rising oil prices, industries such as the automotive industry are experiencing a combination of pricing pressures from raw material costs and changes in consumer buying habits. The industry is also facing increasing external competition from the public transport sector, as consumers re-evaluate their private vehicle usage. Roughly half of the US's fifty one light vehicle plants are projected to permanently close in the coming years with 34

the loss of another 200,000 jobs in the sector, on top of the 560,000 jobs lost this decade.[8] As a result, in 2009, China became the largest automobile market in the world

1.10 COMPANY PROFILE The origin of Ashok Leyland can be traced to the urge for self-reliance felt by independent India. Pandit Jawaharlal Nehru, India's first Prime Minister persuaded Mr. Raghunandan Saran, an industrialist, to enter automotive manufacture. In 1948, Ashok Motors was set up in what was then Madras, for the assembly of Austin Cars. The Company's destiny and name changed soon with equity participation by British Leyland and Ashok Leyland commenced manufacture of commercial vehicles in 1955. Since then Ashok Leyland has been a major presence in India's commercial vehicle industry with a tradition of technological leadership, achieved through tie-ups with international technology leaders and through vigorous in-house R&D. Access to international technology enabled the Company to set a tradition to be first with technology. Be it full air brakes, power steering or rear engine busses, Ashok Leyland pioneered all these concepts. Responding to the operating conditions and practices in the country, the Company made its vehicles strong, over-engineering them with extra metallic muscles. "Deg durable products that make economic sense to the consumer, using appropriate technology", became the design philosophy of the Company, which in turn has molded consumer attitudes and the brand personality. Ashok Leyland vehicles have built a reputation for reliability and ruggedness. The 5,00,000 vehicles we have put on the roads have considerably eased the additional pressure placed on road transportation in independent India.

35

In the populous Indian metros, four out of the five State Transport Undertaking (STU) buses come from Ashok Leyland. Some of them like the double-decker and vestibule buses are unique models from Ashok Leyland, tailor-made for high-density routes. In 1987, the overseas holding by Land Rover Leyland International Holdings Limited (LRLIH) was taken over by a t venture between the Hinduja Group, the Non-Resident Indian transnational group and IVECO. (Since July 2006, the Hinduja Group is 100% holder of LRLIH). The blueprint is prepared for the future reflected the global ambitions of the company, captured in four words: Global Standards, Global Markets. This was at a time when liberalization and globalization were not yet in the air. Ashok Leyland embarked on a major product and process up gradation to match world-class standards of technology. In the journey towards global standards of quality, Ashok Leyland reached a major milestone in 1993 when it became the first in India's automobile history to win the ISO 9002 certification. The more comprehensive ISO 9001 certification came in 1994, QS 9000 in 1998 and ISO 14001 certification for all vehicle manufacturing units in 2002. It has also become the first Indian auto company to receive the latest ISO/TS 16949 Corporate Certification (in July 2006) which is specific to the auto industry. Spread over 135 acres, Ashok Leyland Ennore is a highly integrated Mother Plant ing for over 40% ALL production. The plant manufactures a wide range of vehicles and house production facilities for important aggregates such as Engines, Gear Box, Axles and other key in-house components. Established in 1980, Hosur-I is the engine-manufacturing center within the Ashok Leyland production system. Apart from producing various types of diesel engines (including the engines manufactured under license from Hino of Japan) and CNG engines, the plant also manufactures and assembles heavy duty and special vehicles, Axles, AGBs, Marine Gear Box, etc.The facility is spread over 103 acres and is innovatively laid out, optimizing the use of all resources. 36

Ashok Leyland established this state-of-the-art production facility in 1994 at Hosur. Spread over 236 acres, Hosur- II houses finishing and assembly facilities including sophisticated painting facilities. The complex also houses one of the largest press facilities in India for pressing frame side . Laid out with an eye for the future, Hosur II has won acclaim from several automotive experts who have visited the facility.

Established in 1982, the Alwar Unit in Rajasthan is an assembly plant for a wide range of vehicles with an emphasis on enger chassis, including CNG buses, situated close to the northern market.Ashok Leyland's Bhandara Unit houses manufacturing and assembly facilities for sophisticated synchromesh transmission and also has facilities for assembly of vehicles. The Doctrine Casting Unit (DCU) at Hyderabad is Ashok Leyland's in-house supplier of Grey and Spheroid Graphite Iron castings. Formerly known as Doctrine Castings Ltd, this unit was acquired by Ashok Leyland in 1990 to augment the foundry capacity of the Group. DCU was awarded the ISO 9002 certification in 1995. Ashok Leyland’s brand new Cab Press Shop is an imposing addition to the industrial skyline of Hosur. At 800 m above sea level, it is also the tallest in the Hosur industrial belt. This state-of-the-art facility is housed in a 99-acre expanse with a built up area of over 15,000 sq.m. The Shop is equipped to stamp select s for Cargo cab, G-45 and C-45 FES totally, 55 s and their variants. Right now it houses eight presses and has the provision to accommodate four more. The versatility of the presses can be utilized for making s of complex shapes and profiles with appropriate tooling and dies. In addition to catering to our present needs, the Press Shop can take up additional s of new / current models. Right at the design stage, a rainwater harvesting facility was integrated into the Shop. A 60,000-sqm lawn and the 2,500 saplings planted recently in the premises will give the Shop a cool, green cover. Built with an investment of Rs 1350 million, the Shop is designed and developed to be a state-of-the-art facility. The 37

210m long Press Shop consists of two bays with a 36m span in each bay. The 24m high Press bay has an underground tunnel, 7.1m deep and 90m long, to handle the end bits generated during the process of pressing. The other bay is 17m high.

CHAPTER II DATA ANALYSIS AND INTERPRETATION

38

2.1

HEALTH MEASURES Particulars

Weighted values

Pure drinking water is available

3.8

The Canteen is kept clean

3.3

The Quality of food is satisfactory

3.5

Periodical health check up is conducted

3.65

Latrine & Urinals are kept clean

3.45

Average Mean

3.54 2.1.1 Table shows Health Measures

Inference 39

From the above table reveals that the workers are satisfied with the Health measures provided by the company. Particularly Pure drinking water is more satisfied and the company has to improve the canteen facilities.

2.2 WORK ENVIRONMENT

Particulars

Weighted values

The Work place is hygienic

3.03

Proper ventilation is available

3.66

Lighting facilities are properly provided

3.66

Disposal of waste are properly done

3.38

The work place is free from noise

3.6

Average Mean

3.466

2.1.2 Table shows of Work Environment Inference

40

From the above table reveals that the workers are satisfied with the Work Environment. Most of the respondents are highly satisfied with ventilation and lighting facilities. The company should maintain work place properly.

2.3 SAFETY MEASURES Particulars

Weighted values

The Machines are properly fenced

3.9

Rotating and Moving parts of machines are guarded

3.68

properly

The Safety equipments are provided

3.59

Training programs are conducted to handle safety

3.47

equipments

The Electrical equipments are inspected properly

3.48

Average Mean

3.624 2.1.3 Table shows the Safety Measures

Inference

41

From the above table reveals that the workers are satisfied with the Safety Measures provided by the company. Most of the respondents are highly satisfied with the machines fenced. The firm should conduct more training programs to handle safety equipments.

2.4 WELFARE MEASURES Particulars Weighted values

First aid box is beneficiary

3.91

Rest room are properly maintained

3.15

Transport facilities are provide benefits to the employees

3.53

Incentives are satisfactory

3.54

Medical facilities are reach to the employees

3.19

Average Mean

3.464

2.1.4 Table shows the Welfare measures Inference From the above table reveals that the workers are satisfied with the welfare measures provided by the company. Mostly employees are highly satisfied with first aid box. The company should improve the rest room and medical facilities. 42

2.5 ALLOWANCE Particulars

Weighted values

Education allowance are satisfactory

3.49

Festival advance are provided

3.18

Overtime allowance are properly provided

3.76

Travel allowance are satisfactory

3.55

House rent allowance are properly given to the employees

3.48

Average Mean

3.492 2.1.5 Table shows the Allowances

Inference: From the above table reveals that the workers are satisfied with the Allowances provided by the company. Most of the respondents are highly satisfied with overtime allowances. Some of the respondents are not satisfied with festival advance.

FREQUENCY TABLE 43

2.6 Age Wise Classification of Employees

Valid

Frequency

Percent

Valid Percent

Cumulative Percent

below25

10

10.0

10.0

10.0

26 to 35

21

21.0

21.0

31.0

36 to 45

35

35.0

35.0

66.0

above 45

34

34.0

34.0

100.0

Total

100

100.0

100.0

INFERENCE From the above table reveals that out of 100 respondents 35% of respondents are in between the age group of 36 to 45 years and 10% of respondents are in between the age group of below 25 years.

44

2.1.6 Figure show the Age Wise Classification of Employees

45

2.7 Classification of Department

Frequency Valid

Percent

Valid Percent

Cumulative Percent

Production

15

15.0

15.0

15.0

Store

29

29.0

29.0

44.0

Finance

35

35.0

35.0

79.0

Hr

21

21.0

21.0

100.0

100

100.0

100.0

Total

INFERENCE From the above table reveals that out of 100 respondents 35% of respondents are working in finance department and 15% of respondents are working in production department.

46

2.1.7 Figure shows the Classification of Department

47

2.8 Classification of Employee’s Education

Frequency Valid

Percent

Valid Percent

Cumulative Percent

School level

19

19.0

19.0

19.0

College level

26

26.0

26.0

45.0

Diploma

32

32.0

32.0

77.0

Other

23

23.0

23.0

100.0

Total

100

100.0

100.0

INFERENCE From the above table reveals that out of 100 respondents 32% of respondents are studied up to diploma level and 19% of respondents are studied up to the school level.

48

2.1.8 Figure shows the Classification of Education Qualification

49

2.9 Classification of Employee’s Salary Cumulative Frequency Valid

Percent

Valid Percent

Percent

below 10000

15

15.0

15.0

15.0

10001 to 15000

40

40.0

40.0

55.0

15001 to 20000

26

26.0

26.0

81.0

above 20000

19

19.0

19.0

100.0

100

100.0

100.0

Total

INFERENCE From the above table reveals that out of 100 respondents 40% of respondents are receiving the amount of salary is Rs.10001-15000 and 15% of respondents are receiving the amount of salary is below Rs.10000.

50

2.1.9 Figure shows the Classification of Income/Salary

51

2.10 Classification of Employee’s Experience

Frequency Valid

Percent

Valid Percent

Cumulative Percent

below 5

10

10.0

10.0

10.0

6 to 10

24

24.0

24.0

34.0

11 to 15

31

31.0

31.0

65.0

above 15

35

35.0

35.0

100.0

100

100.0

100.0

Total

INFERENCE From the above table reveals that out of 100 respondents 35% of respondents are having above 15 years of experience and 10% of respondents are having below 5 years of experience in the company.

52

2.1.10 Figure shows the Classification of Employees Experience

53

Cross tabulation A cross-tabulation is the merging of the frequency distribution of two or more variables in a single table. Cross tabulation results in tables that reflect the t distribution of two or more variables with a limited number of categories or distinct values. The categories of one variable are cross-classified with the categories of one or more other variables. Thus the frequency distribution of one variable is subdivided according to the values or categories of the other variables.

2.11 Table shows the relationship between Age and Department INFERENCE From the table reveals that out of 100 respondents, 11 respondents are in between the age group of below 25, 23 respondents are in between the age group of 26-35, 33 respondents are in between the age group of 36-45, 33 respondents are in between the age group of above 45. 15 respondents are working in production department, 28 in store, 35 in finance and 22 in HR.

54

2.1.11 Figure shows the relationship between Age and Department

55

2.12 Table shows the relationship between Age and Education

INFERENCE From the above table reveals that out of 100 respondents, 16 respondents are studied up to school level, 27 respondents are studied up to college level, 34 respondents are studied up to diploma and 23 respondents are comes under other category.

56

2.1.12 Figure shows the relationship between Age and Education

57

2.13 Table shows the relationship between Age and Salary

INFERENCE From the above table reveals that out of 100 respondents, 15 respondents are getting salary below 10000, 40 respondents are getting salary 10000–15000, 26 respondents are getting salary 15001- 20000 and 19 respondents are getting salary above 20000.

58

2.1.13 Figure shows the relationship between Age and Salary

59

2.14 Table shows the relationship between Age and Experience

INFERENCE From the above table reveals that out of 100 respondents, 10 respondents are having below 5 years of experiences, 24 respondents are having 6-10 years of experiences, 31 respondents are having 11-15 years of experiences and 35 respondents are having above 15 years of experiences.

60

2.1.14 Figure shows the relationship between Age and Experience

61

CHAPTER III FINDINGS, SUGGESTION AND CONCLUSION

62

3.1 FINDINGS



The workers are satisfied with the Health measures provided by the company. Particularly Pure drinking water is more satisfied and the company has to improve the canteen facilities.



The workers are satisfied with the Work Environment. Most of the respondents are highly satisfied with ventilation and lighting facilities. The company should maintain work place properly.



The workers are satisfied with the Safety Measures provided by the company. Most of the respondents are highly satisfied with the machines fenced. The firm should conduct more training programs to handle safety equipments



The workers are satisfied with the welfare measures provided by the company. Mostly employees are highly satisfied with first aid box. The company should improve the rest room and medical facilities.



The workers are satisfied with the Allowances provided by the company. Most of the respondents are highly satisfied with overtime allowances. Some of the respondents are not satisfied with festival advance.

 Table reveals that out of 100 respondents 35% of respondents are in between the age

group of 36 to 45 years and 10% of respondents are in between the age group of below 25 years.  Table reveals that out of 100 respondents 35% of respondents are working in finance

department and 15% of respondents are working in production department.

63

 Table reveals that out of 100 respondents 32% of respondents are studied up to diploma level and 19% of respondents are studied up to the school level  Table reveals that out of 100 respondents 40% of respondents are receiving the amount of

salary is Rs.10001-15000 and 15% of respondents are receiving the amount of salary is below Rs.10000.  Table reveals that out of 100 respondents 35% of respondents are having above 15 years of experience and 10% of respondents are having below 5 years of experience in the company.  Most of the respondents (35% of the data) are collected from the finance department.  Most of the respondents (34% of the respondents) are studied up to diploma level.  Most of the respondents (40% of the respondents) are getting salary 10000–15000.  Most of the respondents (35% of the respondents) are having above 15 years of

experiences in that company.

64

SUGGESTIONS

65

3.2 SUGGESTIONS

 The organization may conduct the general meetings for the purpose of creating proper relationship between employee as well as employer.

 Some of the respondents feel the medical facilities are not satisfied. So the organization should take necessary steps for improving the medical facilities to the employees

 Most of the respondents feel canteen facility is very good compare than other facilities. So the organization follows the same principle for running the canteen facility.

 Most of the respondents feel the help line is not satisfied. So the organization takes necessary steps to improve the help line facilities towards the employees. 66

 In Ashok Leyland Limited, all the safety and welfare facilities are there but some of the facilities are not properly run such as medical, helpline facilities etc., so the company should improve the above facilities for the benefit of employees.

CONCLUSION

67

3.3 CONCLUSION

Changing economic and social factors have made the concept of safety and welfare measures are very relevant for research and analysis. For better understanding the safety and welfare measures of employees, the research was carried out in Ashok Leyland Limited, Ennore. 68

The primary objective of this study is to analyze the factor that causes of an imbalance between safety and welfare measures of employees and suggests appropriate measures taken by the employees in Ashok Leyland Limited. The organization should follow the same rules and regulations regarding safety and welfare facilities for the purpose of benefit of an employee in an organization. The company may conduct the general meetings towards the employees for the purpose the improving their product. Then the Ashok Leyland Limited is one of the best automobile industries throughout the world. My best wishes for achieving your target….

BIBLIOGRAPHY

69

BIBLIOGRAPHY

1. L.M.PRASAD - HUMAN RESOURCE MANAGEMENT (Eight Editions)

70

2. C.B. GUPTA - HUMAN RESOURCE MANAGEMENT (Sixth Edition) 3. C.R. KOTHARI - RESEARCH METHODOLOGY (Seventh Edition)

WEBSITES 1. www.hinduja foundries.com 2. www.google.com 3. www.ask.com

APPENDIX

71

QUESTIONNAIRE A STUDY ON EFFECTIVENESS OF EMPLOYEES SAFETY AND WELFARE MEASURES IN HINDUJA FOUDRIES LIMITED, ENNORE. I am V.GANESHKUMAR studying MBA in KALASALINGAM UNIVERSITY, Krisnankovil. I am doing project on “EFFECTIVENESS OF EMPLOYEES’ SAFETY AND WELFARE MEASURES” in HINDUJA FOUNDRIES Ltd, ENNORE. So please spend your valuable time for answering the following questions. 72

INSTRUCTIONS •

Tick the relevant box

PERSONAL DATA _____________________________________________________________________________ _ Name of the employee ………………………………………. Age: Below 25

26-35

36-45

Department Production

Store

Above 45 Finance

Educational qualifications: School level Salary: Below 10,000

10001-15000

Experience: Below 5 years

6-10 years

HR

college level

diploma

others

15001-20000

above 20000

11-15 years

above 15 years

1. HEALTH MEASURES HS Pure drinking water is available The Canteen is kept clean

73

S

NEUTRAL

DS

HDS

The Quality of food is satisfactory Periodical health check up is conducted Latrine & Urinals are kept clean

2. WORK ENVIRONMENT HS

S

NEUTRAL

DS

HDS

S

NEUTRAL

DS

HDS

The Work place is hygienic Proper ventilation is available Lighting facilities are properly provided Disposal of waste are properly done The work place is free from noise

3. SAFETY MEASURES HS The Machines are properly fenced Rotating and Moving parts of machines are guarded properly The Safety equipments are provided Training programs are conducted to handle safety equipments The Electrical equipments are inspected properly

74

4. WELFARE MEASURES First aid box is beneficiary

HS

S

NEUTRAL

DS

HDS

HS

S

NEUTRAL

DS

HDS

Rest room are properly maintained Transport facilities are provide benefits to the employees Incentives are satisfactory Medical facilities are reach to the employees

5. ALLOWANCES

Education allowance are satisfactory Festival advance are provided Overtime allowance are properly provided Travel allowance are satisfactory House rent allowance are properly given to the employees

HS

- Highly satisfied

S

- Satisfied

75

DS

- Dissatisfied

HDS

- Highly dissatisfied

76