Welfare Activities Of Employees New 187372

Summer Training Project Report On “EMPLOYEE WELFARE ACTIVITIES” AT

Submitted To Sri Sai University,Palampur

In the partial fulfillment of the requirement of award of Degree of “Bachelor of Business istration” (B.B.A) SUBMITTED BY:

SUBMITTED TO:

Lohit

T.P.O

Univ.Roll No.614011005

SESSION 2014-2017 Sri Sai University,Palampur

ACKNOWLEDGEMENT

The entire project from the very idea of it to reality would not have been possible without the guidance and of many people. As no human efforts and attempt are completed unless somebody have a right direction and right path. So is the case with me in accomplishing my project objectives. I am indebted to many and it is high time to acknowledge and appreciate them. I would like to express my sincere gratitude to my guide and friends. I would like to extend my hearties thanks to for acting as my internal guide during the course of my research . My research in ThinkNext Technologies Pvt. Ltd. has been quite fruitful in understanding about the corporate world. I have gain a lot of knowledge to my research report I am very much thankful to all my friends who have helped me to complete this research report. I would like to thank my college guide Miss.DIKSHA PARMAR SRI SAI UNIVERSITY, PALAMPUR for her valuable guidance and .

Dated………………..

Lohit

2

STUDENT DECLARATION

I hereby declare that the summer Training Project Report “Welfare Activities of Employee” at ThinkNext Technologies Pvt Ltd Mohali (Punjab) submitted to partial fulfillment of the award of the degree of Bachelor of Business istration” (B.B.A) to Sri Sai University,Palampur. is one of my original works and not submitted to any other Degree/Diploma, Fellowship or Other Similar Title.

Lohit

TABLE OF CONTENTS

3

SR.NO.

TITLE

PAGE NO.

0.

COMPANY PROFILE

5-19

1.

20-27

3.

INTRODUCTION OF HRM  Meaning  Role of HRM  Scope of HRM  Objectives of HRM INTRODUCTION OF WELFARE ACTIVITIES OF EMPLOYEES  Meaning  Employee welfare  Objectives Of employee Welfare REVIEW OF LITERATURE

4.

RESEARCH METHODOLOGY

39-42

5.

DATA ANALYSIS & INTERPRETATION

43-53

6.

FINDING, SUGGESTION, LIMITATIONS AND CONCLUSION

54-58

7.

BIBLIOGRAPHY

59-60

8.

QUESTIONNAIRE

61-64

2.

28-33

34-38

4

Company profile

5

COMPANY PROFILE

ThinkNEXT Technologies Private Limited (Formerly Brilliant Software Solutions) is an ISO 9001:2008 certified software development company founded in August 2009 and it is approved from Ministry of Corporate Affairs which deals in University/College/School development,

Web

ERP

Solutions,

deg,

Web

Android

/iPhone

development,

Applications

Discount

Deals

(And.thinknextcard.com, www.tricitydeal.com), Bulk SMS, Voice SMS, Bulk Email, Biometric Time Attendance, Access Control, SEO/SMO, Database Solutions, Payment Gateway Integration, E-Mail Integration, Industrial Training, Corporate Training and Placements etc. Think NEXT Technologies provides software solutions using latest technologies e.g. Smart Card, NFC, Biometrics, GPS, Barcode, RFID, SMS, Auto SMS (Short code), Android, iPhone, Web, Windows and Mobile based technologies. ThinkNEXT has wide expertise in .NET, Crystal Reports, Java, PHP, Android, iPhone, Databases (Oracle and SQL Server), Web Deg, Networking, Web Server configurations, various RAID Levels etc. ThinkNEXT Technologies has also setup its offices in USA, Delhi, Shimla and Bathinda for its software . ThinkNEXT has its own multiple Smart Card printing, encoding and barcode label printing machines to provide better and effective customer solutions. ThinkNEXT has also setup its own placement consultancy and is having numerous placement partner companies to provide best possible placements in IT industry.

6

ThinkNEXT Technologies has developed for the first time in northern region cloud computing based Cloud Campus 4.0 to facilitate knowledge and placement centric services. It is a unique concept for effective and collaborative learning. 1. ThinkNEXT deals exclusively in campus automation through Smart Campus ERP Solutions. Therefore we have better experience in handling large group of institutions through proper time-tested policies and procedures. 2. First Company of India who has Launched NFC Technology (The Future) for Smart Campuses through NFC Smart Cards. 3. First Company of India who has launched Android Version of Smart Campus ERP Solutions for Mobiles and Tablet PCs. 4. First company of India who has developed SMS Opt-In Technology so that Institutes/Colleges can send Transactional SMS with SMS Sender ID and without SMS Template approval. 5. First company of Punjab, Haryana, Himachal, J&K (Northern region) who launched Smart Cards ( Type), Smart Cards (less) in Punjab for campus automation. 6. First company of India which has launched its Think NEXT Smart Card as Discount Card in more than 120 enterprises. 7. Established own multiple Smart Card Deg, Smart Card Printing, Smart Card Lamination and Oyster Barcode Printing Units. 8. Multiple SMS Gateway .

SERVICES:

7

We provide Software Solutions using latest technologies or features: 

NFC Biometrics (Fingerprint with Automated Online) Smart Card Barcode RFID SMS Short code 56767 (Auto SMS) Android ions (phone) GPS WAP (For WAP Enabled Mobile Phones) Multiple SMS Gateway Web based Technologies (365x24x7 services) Windows based Technologies Mobile based Technologies Webcam for various operations Parallel Internet, Intranet and Wi-Fi

VISION: ThinkNEXT Technologies Pvt. Ltd. are already very flexible and scalable. Still, we always take care of specific requirements of our clients. Our highly committed R&D team makes our software feature rich, dynamic and future tuned everyday so that our clients always maintain the lead over their competitors. The development of the software is being done and the purpose full customization of the package is carried out in the ThinkNEXT lab.

8

MISSION: ThinkNEXT

is

pioneer

in

Smart

Campus

ERP

Solutions

for

Universities/Colleges/Schools using latest technologies and features. We provide software solutions using .NET, PHP, Java technologies with three tier-architecture . We provide back-end solutions using MS SQL Server, Oracle, and MySQL.

QUALITY POLICY: We have wide experience working with eminent Educationists, Managements, Directors, Principals, Head of Departments, other Staff , Parents and students. Therefore we do not sell only software Modules but an innovative system which has more importance than just ERP software modules. Today Smart Campus solutions are a need of hour for every University/Group of Colleges or an Institution to make edge over others and maintain a lead over their competitors. Our Research and Development team is committed to make your institute(s) to maintain lead over their competitors.

MORE SERVICES: • ThinkNEXT offers various industry-ready programs so that student needs not to struggle for jobs. ThinkNEXT offers 6 weeks/2 Months/6 Months training programs to make students industry.

9

ThinkNEXT is pioneer in providing best placements in Industry. We offer minimum five job interviews for each student and provide 100% Placement Assistance. • ThinkNEXT Offers Life-Time Validity Learning and Placement Card. Students undergoing six months training will have advantage to learn free of cost anything against that training program for life-time. • ThinkNEXT offers Part-Time/Full Time Job Offer for each student during training so that students can earn while they learn. Student can bear their food, accommodation and other expenses on.

MANAGEMENT OF ThinkNEXT Technologies PVT.LTD. BOARD OF DIRECTOR    

Sunil Jindal Munish Mittal Vikas Gupta Ghansham Das

10

MANAGING DIRECTOR  Sunil Jindal MARKETING HEAD  Munish Mittal IT HEAD  Mukesh Kumar

SOME OF OUR CLIENTS:

11

12

PLACEMENTS COMPANY LIST

13







14



INDUSTRIAL TRAINING 6 Months/Weeks Industrial Training Programs 

Microsoft .NET



Android  iPhone



Java



PHP/MySQL



Web Deg



Embedded Systems



AutoCAD



Online Bidding (Freelancing)

15



Oracle/SQL Server istration



Software Testing and Quality Assurance



Hardware & Networking



CCNA



MCITP



SEO



CATIA



Pro-E



Solid Works



Human Resource 

(FREE Spoken English/Personality Development/IELTS Classes on daily basis with Industrial Training + Job Offer).

 One-to-one Project and Project will be made Live and to make it Live, ThinkNEXT will provide sub-domain and hosting worth Rs. 3000 absolutely free to each student for web based Project. To host mobile apps, ThinkNEXT will provide free Google Play (For Android Mobile Apps) and Apple iTunes Connect (Apple App Store) for iPhone Apps.

ThinkNEXT EDGE 

Industrial Training and Certificates from Software/Electronics Company not just from an institute.



Free Interview Preparation, Spoken English and Personality Development Programmers.

16



Opportunity to get placed in ThinkNEXT and numerous other companies.



Life-Time Validity Learning and Placement Card.



Part-Time/Full-Time Job Offer for each student during Training.



Think NEXT Cloud Campus advantage not only during training, even after completion of training for life time.



One-to-one PC and Corporate Environment.



Learn from Developers/Industry experts rather than Trainers/Teachers.



Direct interaction with Developers/Industry Experts.



Industrial training programmers are designed to make students industry-ready.



Large Display LEDs in each Class-Room/Lab, Wi-Fi Labs.



Guest Lectures/Seminars by Industry Experts.



Every Student is provided with “Live Projects” mentored by Software/ Electronics/Industry Experts.



100% Placement assistance.

ThinkNEXT Cloud Campus Advantages 

Each Student will have Unique ID and to to ThinkNEXT Cloud Campus 4.0 anytime…anywhere…



View Numerous Technical, Personality Development Videos anytime… anywhere…



Students will be able to e-Books, e-Journals, Class Notes, Important Links and other study material.



ThinkNEXT Smart Campus is a step towards not only 100% placements but also better job offers even after placements.

17



Student Profile, Instant Technical Updates, Class Notes, Project Report Submitted, Attendance, Performance, Notice-Board, Class Timings etc. Everything online.



Communication with industry experts, Technologists through cloud Campus anytime…anywhere….



Regular SMSes and E-mail for Related Job Offers.



Access through PCs, Laptops, Tablet PCs, Mobiles via internet.

ACHIEVEMENTS  Industrial Training from Software/Electronics and CAD/CAM Systems Development Company (MNC) not just from a Training Institute.  Get Training under an ISO 9001:2008 Certified Company.  Accredited Training Partner of National Institute of Electronics and Information Technology, Department of Electronics and Information Technology, Ministry of Communications Information Technology.  Approved from Ministry of Corporate Affairs, Govt. of India. Corporate Identity No. U72200PB2011PTCO35677

18

 Accredited Training Partner of ISTQB (International Software Testing Qualifications Board).  Member of CII (Confederation of Indian Industry) hip No. N5238P.

OTHER INFORMATION Type Company Size Website Industry Type

Privately Held 50 Employees http://thinknexttraining.com IT Development and Professional Training Company

Year of Establishment August 2009 ThinkNEXT Technologies Pvt Ltd, SCF 113, Sector 65, Phase XI, Mohali Cooperate office Canada US , 6931 148A Surrey, BC

19

CANADA(V350Y9) Head office

20

HUMAN RESOURCE MANAGEMENT WHAT IS HUMAN RESOURCE MANAGEMENT? HRM is the study of activities regarding people working in an organization. It is a managerial function that tries to match an organization’s needs to the skills and abilities of its employees. DEFINITION OF HRM Human resources management (HRM) is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organizations. Human resource management is deg management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. According to Dessler (2008) the policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising comprises of HRM.

NATURE OF HRM

21

HRM is a management function that helps manager’s to recruit, select, train and develop for an organization. HRM is concerned with people’s dimension in organizations. The following constitute the core of HRM 1. The functions and principles are applied to acquiring, developing, maintaining and providing remuneration to employees in organization. 2. Decisions on different aspects of employees must be consistent with other human resource (HR) decisions. 3. Effectiveness of an organization will result in betterment of services to customers in the form of high quality products supplied at reasonable costs.

SCOPE OF HRM The scope of HRM is indeed vast. All major activities in the working life of a worker – from the time of his or her entry into an organization until he or she leaves the organizations comes under the purview of HRM. The major HRM activities include HR planning, job analysis, job design, employee hiring, employee and executive remuneration, employee motivation, employee maintenance, industrial relations and prospects of HRM. The scope of HRM is really vast. All major activities n the working life of a worker – from the time of his or her entry into an organization until he or she leaves it comes under the purview of HRM. American Society for Training and Development (ASTD) conducted fairly an exhaustive study in this field and identified nine broad areas of activities of HRM. These are given below:   

Human Resource Planning Design of the Organization and Job Selection and Staffing

22

     

Training and Development Organizational Development Compensation and Benefits Employee Assistance Union/Labour Relations Personnel Research and Information System

a) Human Resource Planning: The objective of HR Planning is to ensure that the

organization has the right types of persons at the right time at the right place. It prepares human resources inventory with a view to assess present and future needs, availability and possible shortages in human resource. b) Design of Organization and Job: This is the task of laying down organization

structure, authority, relationship and responsibilities. This will also mean definition of work contents for each position in the organization. This is done by “job description”. Another important step is “Job specification”. c) Selection and Staffing: This is the process of recruitment and selection of staff.

This involves matching people and their expectations with which the job specifications and career path available within the organization. d) Training and Development: This involves an organized attempt to find out

training needs of the individuals to meet the knowledge and skill which is needed not only to perform current job but also to fulfill the future needs of the organization. e) Organizational Development: This is an important aspect whereby “Synergetic

effect” is generated in an organization i.e. healthy interpersonal and inter-group relationship within the organization. f) Compensation and Benefits: This is the area of wages and salaries istration

where wages and compensations are fixed scientifically to meet fairness and equity criteria. In addition labour welfare measures are involved which include benefits and services. g) Employee Assistance: Each employee is unique in character, personality, expectation and temperament. By and large each one of them faces problems everyday. Some are personal some are official.

23

h) Union-Labour Relations: Healthy Industrial and Labour relations are very important for enhancing peace and productivity in an organization. This is one of the areas of HRM. i) Personnel Research and Information System: Knowledge on behavioral science

and industrial psychology throws better insight into the workers expectations, aspirations and behavior. Thus, continuous research in HR areas is an unavoidable requirement.

OBJECTIVES OF HRM The primary objective of HRM is to ensure the availability of competent and willing workforce to an organization. The specific objectives include the following: 1) Human Capital : assisting the organization in obtaining the right number and types of employees to fulfill its strategic and operational goals. 2) Developing Organizational Climate: helping to create a climate in which employees are encouraged to develop and utilize their skills to the fullest and to employ the skills and abilities of the workforce efficiently. 3) Helping To Maintain: performance standards and increase productivity through effective job design; providing adequate orientation, training and development; providing

performance-related

;

and

ensuring

effective

two-way

communication. Figure 1.2: Objectives of HRM

Objectives of HRM Societal

Organizational

Functional

Personnel

Objectives

Objectives

Objectives

Objectives

1) Societal Objectives: seek to ensure that the organization becomes socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. The failure of the organizations to use their resources for the society’s benefit in ethical ways may lead to restriction.

24

2) Organizational Objectives: it recognizes the role of HRM in bringing about organizational effectiveness. It makes sure that HRM is not a standalone department, but rather a means to assist the organization with its primary objectives. The HR department exists to serve the rest of the organization. 3) Functional Objectives: is to maintain the department’s contribution at a level appropriate to the organization’s needs. Human resources are to be adjusted to suit the organization’s demands. The department’s value should not become too expensive at the cost of the organization it serves. 4) Personnel Objectives: it is to assist employees in achieving their personal goals, at least as far as these goals enhance the individual’s contribution to the organization. Personal objectives of employees must be met if they are to be maintained, retained and motivated. Otherwise employee performance and satisfaction may decline giving rise to employee turnover.

ROLE OF HRM The role of HRM is to plan, develop and ister policies and programs designed to make optimum use of an organizations human resources. It is that part of management which is concerned with the people at work and with their relationship within enterprises. Its objectives are: (a) effective utilization of human resources, (b) desirable working relationships among all of the organizations, (c) maximum individual development. Human resources function as primarily istrative and professional. The primary responsibilities of Human Resource managers are:     

To develop a thorough knowledge of corporate culture, plans and policies. To act as an internal change agent and consultant To initiate change and act as an expert and facilitator To actively involve in company’s strategy formulation To keep communication line open between the HRD function and individuals and groups both within and outside the organization\

25



To identify and evolve HRD strategies in consonance with overall business



strategy. To provide co-ordination and services for the delivery of HRD



programmes and services. To evaluate the impact of an HRD intervention or to conduct research so as to identify, develop or test how HRD In general has improved individual and organizational performance.

Different management gurus have deliberated different roles for the HR manager based on the major responsibilities that they full fill in the organization. Few of the commonly accepted models are enumerated below. According to Dave Ulrich HR play’s four key roles. 1. Strategic Partner Role-turning strategy into results by building organizations that create value. 2. Change Agent Role- making change happen, and in particular, help it happen fast. 3. Employees Champion Role—managing the talent or the intellectual capital within a firm. 4. istrative Role—trying to get things to happen better, faster and cheaper. The role HR in organizations has undergone an extensive change and many organizations have gradually oriented themselves from the traditional personnel management to a human resources management approach.

CURRENT CLASSIFICATION OF HR ROLES According to R.L Mathis and J. H. Jackson (2010) several roles can be fulfilled by HR management. The nature and extent of these roles depend on both what upper management wants HR management to do and what competencies the HR staff have demonstrated. Three roles are typically identified for HR. The focus of each of them, as shown in Figure 1.is elaborated below:

istrative

1. istrative Personnel practices Legal compliance forms and

Operational Action Managing employee relationship issues

Strategic HR Organizational / business strategies HR strategic or planning 26

The istrative role

1. istrative And Personal Practices Role for HR Technology has been widely used to improve the istrative efficiency of HR and the responsiveness of HR to employees and managers, more HR functions are becoming available electronically or are being done on the Internet using Web-based technology. Technology is being used in most HR activities, from employment applications and employee benefits enrollments to e-learning using Internet-based resources.. 2. Operational and Employee Advocate Role for HR HR managers manage most HR activities in line with the strategies and operations that have been identified by management and serves as employee “champion” for employee issues and concerns. HR often has been viewed as the “employee advocate” in organizations. They act as the voice for employee concerns, and spend considerable time on HR “crisis management,” dealing with employee problems that are both work-related and not work-related. Employee advocacy helps to ensure fair and equitable treatment for employees regardless of personal background or circumstances. 3. Strategic Role for HR The istrative role traditionally has been the dominant role for HR. However, as Figure 1.4 indicates that a broader transformation in HR is needed so that significantly less HR time and fewer HR staffs are used just for clerical work. Differences between the operational and strategic roles exist in a number of HR areas. The strategic HR role means that HR professionals are proactive in addressing business realities and focusing on future business needs, such as strategic planning, compensation strategies, the performance of HR, and measuring its results. According to McKinsey’s 7-S framework model HR plays the role of a catalyst for the organization. According to this framework, effective organizational change is a complex relationship between seven S’s. HRM is a total matching process between

27

the three Hard S’s (Strategy, Structure and Systems) and the four Soft S’s (Style, Staff, Skills and Super-ordinate Goals). Clearly, all the S’s have to complement each other and have to be aligned towards a single corporate vision for the organization to be effective. It has to be realized that most of the S’s are determined directly or indirectly by the way Human Resources are managed, and therefore, HRM must be a part of the total business strategies.

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STUDY OF THE WELFARE ACTIVITIES The word employee means any productive activity. The industrial progress of a country depends to a great extent on a contended work force. An in different, even if not frustrates and bitter, worker is not only a stigma upon the society, but also a stumbling block to harmonious industrial functioning resulting in strained industrial relations, excessive rate of labour turnover, absenteeism & low labour productivity and it hampers the economic growth of the country.

“A contended worker is the backbone of the prosperous industrial society.” Welfare means faring or doing well. It is a comprehensive term & refers to the physical, mental, moral & emotional well being of a person.

WELFARE

29

Total Concept

Social Concept

Relative Concept

Positive Concept 1. Total Concept: It is a desirable state of existence involving physical, mental, moral & emotional well-being. 2. Social Concept: Implies the welfare of man, his family & his community each aspect serving as ends and means. 3. Relative Concept: Welfare is related to time and space. 4. Positive Concept: The positive nature calls for the setting up of the minimum disable standards necessary for certain components of welfare.

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EMPLOYEE WELFARE “It connotes a state of well-being, happiness, satisfaction, conservation dev. of human resources.” The Oxford Dictionary defines Employee Welfare as betterment of work for employees relates to taking care of the well being of workers by employer’s trade union govt. and non-govt. agencies. The importance of labour welfare was recognized as early as 1931, where Royal Commission on labour stated that the benefits, which go under this nomenclature, are great. Importance of the worker who is unable to secure by himself 20 yrs. Later, the planning commission realized the importance of labour welfare, that in order to get best out of worker in the matter of production, working conditions need to be improved a lot. The working conditions should be such as to safeguard his health and to protect against occupational hazards. Despite phenomenal rise in wages there is still lack of stabilized work force. Labour Welfare is a flexible concept and part of

social welfare, conceptually & operationally.

Labour Welfare has tremendous potentialities for fostering good Industrial Relations in India. Hence, we might use scientific procedure for Labour welfare and Organization and labour force must be directed in right channels in our fast developing technological machinery.

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OBJECTIVES OF EMPLOYEE WELFARE

The aim or objectives of welfare activities is three field: 

Humanitarian– to enable workers to enjoy a future and riches life.



Economic– to improve the efficiency of the workers. 

Civic– to develop among the workers a sense of responsibility and dignity and thus make them worthy citizens of the nation.

In total, we can say that following could be the objectives of the employee welfare activities: 

To create and improve sound industrial relations.



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



To combat trade unionism and socialists ideas.



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



To motivate the employees by identifying and satisfying their unsatisfied needs.



To develop efficiency and productivity among workers.



To save oneself from heavy taxes on surplus profits.

EMPLOYEE WELFARE SCHEME Welfare scheme are generally divided include two broad categories:

EXTRA-MURAL

INTRA-MURAL

Those welfare activities, which

are

undertaken outside the vicinity of the undertaking. For e.g. Facility of transport to & from the place of work, good accommodation,

maternity

benefit,

medical benefit, PF etc.

The

welfare

Educational Facilities



Sickness & Maternity Benefit



Provident Fund & Pension



Compensation Facility



Leave Facility



Canteen Facility



Drinking Water Facility



Various Allowances

which

are

undertaken inside the premises of factory For e.g. canteen, rest room, first aid equipment, proper rent & sanitation etc.

Benefits Provided to the Worker: 

activity

These benefits help in: 

Reducing the rate of Absenteeism



Strengthening of cordial relationship



Increases mental efficiency & economic productivity



Developing sense of belongingness



Minimizing industrial strike



Better management & workers relationship

WELFARE ACTIVITIES AT ThinkNEXT Technologies

ThinkNEXT Technologies is convinced that its people are the most valuable asset of the company. This is reflected in its attitude and in its sense of responsibility towards its employees. It is a human company providing a response to human needs the world over-from the ThinkNEXT Technologies basic management and leadership principles.

OBJECTIVES OF THE STUDY IN ThinkNEXT To get practical knowledge in organisation. To know about the employee behaviour towards the organisation. To study about the benefits and facilities provided to the employees. To study the overall satisfaction with employees of the company.

REVIEW OF LITERATURE 1.Michael R. White :- University of Westminster - Policy Studies Institute Abstract: Using British national survey data, this article assesses the impact of unions on management practices to reduce labour costs, implement high-performance work systems, and make employee welfare provisions. Relative to non-union workplaces, those with unions are found to have practices which are consistent with 'mutual gains' outcomes. 2. Paul Osterman :- Massachusetts Institute of Technology (MIT) - Sloan School of Management Abstract:

High Performance Work Organizations (HPWOs) took root in the early 1990s but then faced an environment of organizational turmoil and restructuring. This paper, drawing on a second-round survey of employers that replicated and extended a 1992 survey, addresses two questions: whether HPWO practices continued to spread, and whether their productivity and quality gains redounded to employees' benefit. The results show that HPWO practices continued to diffuse at a rapid rate between the 1992 and 1997 survey dates, although more slowly for self-managed teams than for other practices. With regard to the second question, however, the author finds that adoption of HPWO practices in 1992 was associated with increased layoff rates in subsequent years and no compensation gains--patterns that appear to result largely because HPWO practices

are linked to employment reorganization, such as reductions in contingent and managerial employment.

3.William Jack :-World Bank Arik Levinson :-Georgetown University - Department of Economics; National Bureau of Economic Research (NBER) Sjamsu Rahardja :- Georgetown University - Department of Economics Abstract: In recent years, employees have been shouldering an increasing share of the costs of employeeprovided health care. At the same time, more and more employers have been allowing employees to pay their out-of-pocket health care costs using pre-tax earnings, through tax-subsidized flexible spending s (FSAs). We use a cross-section of firm-level data from 1993 to show empirically that these FSAs can explain a significant fraction of the shift in health care costs to employees, and that this shift may be efficient, given the distortionary effects of the existing taxsubsidy to s. Correcting for selection effects, we find that FSAs are associated with insurance contracts with coinsurance rates that are about 7 percentage points higher, relative to a sample average coinsurance rate of 17 percent. Meanwhile, coinsurance rates net of the subsidy are approximately unchanged, providing evidence that FSAs are welfare-neutral. 4.

Praveen Moolchandani :- Career Crown International FZE

Abstract: The purpose of the research is to outline the issues which Intel faced, when it initiated assembly operations at its Costa Rica facility. The report starts with a brief introduction of Costa Rica, discussing the potential factors that make it attractive to foreign firms. Overviews of the economic indicators bring to light the historical and current performance of the country in of stability. The report then progresses with a comprehensive introduction about Intel and its strengths and weaknesses, cultural aspects including the values, beliefs, philosophies and the key areas of concern for example, its advertising policies. Next, the semiconductor industry's facts are laid down, which includes the key players, the volume of activity, demand and supply

patterns and the opportunities and threats that may reduce the attractiveness of the industry as a whole using Michael Porter's five force analysis. The report then addresses all the issues that exist at the Costa Rica facility i.e. appointment of a CEO, developing appropriate local management teams, cultural clashes etc.

5.Peter K. Stirs :-Whittier Law School; Stirs & Maher LLP Abstract: Because of an annual tax subsidy that well exceeds $100 billion, most private healthcare expenses in the United States today are covered by employer-sponsored insurance. Like other important employee-welfare benefits, employer-sponsored health insurance is regulated by the Employee Retirement Income Security Act of 1974 (ERISA) - a landmark federal statute whose primary objective was the protection of private-sector retirement savings. A rich scholarly literature has developed which addresses the effects of federal tax and regulatory policy on the structure and performance of our healthcare industry. Within legal academia, however, one issue in particular has engendered much debate: to what extent has ERISA - because of the manner in which its pre-emption and civil enforcement provisions have been interpreted - created a system in which employees and their beneficiaries receive insufficient protection. Broadly speaking, commentators divide into two camps. One group believes that the status quo is grossly unjust and sadly ironic. In their view, legislation intended to protect employees and their beneficiaries against fiduciary misdeeds is habitually used as a shield by such fiduciaries against liability for negligence and even deliberate wrongdoing. 6.Deborah Walker :- Deloitte Tax, LLP Michael Haberman :-Deloitte Tax, LLP Abstract: In this second of two articles reviewing the significant developments of the last year (August 2004-August 2005), the authors discuss changes in the rules of qualified retirement plans and the taxation of employee welfare benefits. The authors discuss: final, updated regulations for Internal

Revenue Code (IRC) section 401(k) cash-or-deferred arrangements; proposed "Roth 401(k)" regulations; Internal Revenue Service (IRS) guidance on actuarial assumptions to be used for lump-sum distributions from defined benefit plans during 2004 and 2005; rumblings at the IRS over application of qualified plan non-discrimination rules; temporary and proposed regulations for Employee Stock Ownership Plans holding stock of subchapter S corporations; guidance from both the Department of Labour (DOL) and IRS regarding automatic rollovers from qualified plans to IRAs; DOL guidance regarding the s of missing participants, abandoned defined contribution plans, and a simplified Voluntary Fiduciary Correction Program; additional guidance on both Health Savings s (HSAs) and Health Reimbursement s (HRAs); IRS guidance on medical reimbursement s within profit sharing plans; and initial proposed regulations to implement the Uniformed Services Employment and Reemployment Rights Act (RA). 7.Brett McDonnell :- University of Minnesota Law School Abstract: This paper argues for employee primacy in corporate governance. "Employee primacy" has two elements: ultimate employee control over the corporation, and an objective function of maximizing employee welfare. In methodology, the argument draws upon both economics, but understood more broadly than in most corporate law scholarship, and upon civic republican ideas. The paper presents four different arguments favoring employee primacy.

RESEARCH METHODOLOGY FOR THE REPORT RESEARCH DESIGN I have used Descriptive Research as a tool to study welfare measures of workers. Descriptive Research Studies are those studies, which are concerned with specific predictions, with narration of facts and characteristics concerning individual, group or situation. Scope of Study



This study is made to know the best of welfare activities so that it can be implemented for better efficiency and better achievement. The research studies the ‘RELEVANCE OF SUMMER WELFARE CAMP’. It also attempts to analyze the views and attitudes of workers towards various welfare measures for workers. Area Of Study



The units selected for the purpose of study is ThinkNEXT Technologies Pvt. Ltd. (Mohali) and deals with respect to welfare measures being implemented in the mentioned organization. DATA COLLECTION The task of data collection begins after a research problem is being defined and research design chalked out. Data types: a)

Primary Sources

b)

Secondary Sources

a)

Primary Sources : The primary data are those which are collected fresh and for the first time, and thus happen to be original in character. B).

Secondary Sources :The secondary data are those which have already been

collected by someone and which have already been ed through the statistical process.

COLLECTION OF DATA FOR PROJECT

PRIMARY SOURCE — Form, Personal Interviews, Observation SECONDARY SOURCE— Books, Journals, Magazines, Newspaper, Reports, Internet. In order to collect the information for the research study I used the form which had both open-ended and close-ended questions. The form was filled by the participant himself. The questions were explained to them in English and Hindi and the replies were sought. Filling-up of the form was followed with the brief interview with the participant. Personal observations are also obtained by visiting various workshop classes. DATA ANALYSIS

After the data collection, various parameters have been used for the purpose of data analysis & the information collected has been presented in different tables & on the basis of these tables analysis & interpretation has been made & the same has been presented in the form of Bar Diagrams.

SAMPLING DESIGN A sample design is a definite plan for obtaining a sample from a given population. There are many sample design from which a researcher can choose. Researchers must prepare /select a sample design which should be reliable and appropriate for their research only. Sample Size: This refers to the participants surveyed. Although large samples are more reliable but dues to shortage of time and money this organization has been selected.



Sample Size

:

35

Sample unit.

:

Employees of ThinkNEXT Pvt Ltd.

Instrument Used

:

form, Personal Interviews

Sampling Technique This refers to procedure by which the participants have been chosen.

This is : Non-Random Sampling

: Convenience Sampling

ANALYSIS This analysis is based on the response from 35 participants. Q.1 From How many years you are working with this Company? WORKING YEARS

NO. OF PARTICIPANTS

(A)

0-5 Years

30

(B)

5-10 Years

4

(C)

10-15 Years

1

HOW MANY YEARS OF WORKING

9%

(A) Satisfied (B) Not satisfied

20%

(C) There is need for improvement 71%

Interpretation:-Majority of the people (86%) of Employees works up to 0-5 years in the company and (11%) people works 5-10 years in the company and remaining (3%) works 10-15 years in the company.

Q.2 How do you rate the Working Environment of the Company? WORKING ENVIRONMENT

NO. OF PARTICIPANTS

(A) Much satisfied

20

(B) Satisfied

10

(C) Dissatisfied

05

WORKING ENVIRONMENT

(C) Dissatisfied ; 5

(B) Satisfied; 10 (A) Very much satisfied ; 25

Interpretation:-Majority of the people (71%) were very much satisfied with the working environment of the company(25%) people were satisfied with the environment of the company and remaining (13%) were dissatisfied with the environment of the company.

Q.3 How do you rate the sitting arrangement of the Company? SITTING ARRANGEMENT

NO. OF PARTICIPANTS

(A)

Satisfied

25

(B)

Not satisfied

07

(C)

There is need for improvement

03

SITTING ARRANGEMENT 9%

(A) Satisfied (B) Not satisfied

20%

(C) There is need for improvement 71%

Interpretation:-Majority of the people (40%) were satisfied with the sitting arrangement of the organizations and (50%) were not satisfied the sitting arrangement of the organizations and remaining (10%) felt that there was need for improvement.

Q.4 Does the Company provide maternity leave to the female Employee? MATERNITY LEAVE

NO. OF PARTICIPANTS

(A)

YES

30

(B)

No

05

MATERNITY LEAVE TO THE FEMALE

(B) No ; 14%

(A) YES ; 86%

Interpretation:-Majority of the people (86%)thinks Company provide maternity leave to the female Employee and (14%) Company does not provide maternity leave to the female Employee.

Q.5

Training provided to you are really upgrading your skills?

REALLY UPGRADING YOUR SKILLS

NO. OF PARTICIPANTS

(A)

Completely developed

31

(B)

Less developed

2

(C)

Not developed

3

REALLY UPGRADING YOUR SKILLS (A) Completely developed

(B) Less developed

(C) Not developed

6%

8%

86%

Interpretation:-Majority of the people (86%) felt that they were completely developed by the training provided by the factory and (6%) people felt that they were less developed by the training and (8%) felt that they were not developed by this.

Q.6 Are you satisfied with the wage policy of the company? SATISFIED WITH THE WAGE POLICY

NO.OF PARTICIPANTS

(A)

Very much satisfied

20

(B)

Satisfied

08

(C)

Not satisfied

07

SATISFIED WITH THE WAGE POLICY

(C) Not satisfied ; 20%

(B) Satisfied ; 23%

(A) Very much satisfied ; 57%

Interpretation:- (57%) employees were very much satisfied with the wage policy of the company (23%) were satisfied with the wage policy of the company (20%) were not satisfied with the wages provided by the factory.

Q.7

Do you feel safe when you are in company?

FEEL SAFE IN COMPANY

NO. OF PARTICIPANTS

(A)

Completely safe

15

(B)

Less safe

15

(C)

More safety measures are to be taken

05

FEEL SAFE IN COMPANY

(A) Completely safe ; 25% total; 50% (B) Less safe ; 17% (C) More safety measures are to be taken ; 8%

Interpretation:-Majority of the employees (50%) felt safe when they were in the company and (33%) felt less safe and remaining (16%) employees felt that there was need for improvement.

Q.8

What are your views regarding infrastructure of the Company?

VIEW REGARDING INFRASTRUCTURE

NO.OF PARTICIPANTS

(A)

Well structured

20

(B)

Badly structured

08

(C)

There is need for improvement

03

VIEWS REGARDING INFRASTRUCTURE

(A) Well structured ; 33% total ; 50% (B) Badly structured; 13% (C) There is need for improvement ; 3%

Interpretation:-Majority of the employees (66%) felt that the infrastructure of the company was well structured and (26%) felt that it was badly structured and remaining (6%) felt that there was need for improvement.

Q.9

Are you satisfied with the lease policy of the company?

SATISFY WITH THE LEASE POLICY

NO. OF PARTICIPATION

(A) Completely sufficient

10

(B) What some sufficient

15

(C) Not sufficient

10

SATISFIED WITH THE LEASE POLICY

(A) Completely sufficient ; 14% (B) What some sufficient ; 21% (C) Not sufficient; 14%

Interpretation:-Majority of the people (28%) were completely satisfied with the lease policy of the company and (43%) people were satisfied with this and remaining (28%) were not satisfied with the lease policy of the company.

Q.10 Rate the overall satisfaction with employees welfare activities of the MNC company? RATE THE OVERALL SATISFACTION WITH EMPLOYEES

NO. OF PARTICIPANTS

(A) Completely satisfied

15

(B) Less satisfied

10

(C) Not satisfied

10

RATE THE OVERALL SATISFACTION WITH EMPLOYEES

(A) Completely satisfied ; 21% Total; 50%

(B) Less satisfied ; 14% (C) Not satisfied ; 14%

Interpretation:- (43%)employees were fully satisfied with overall satisfaction with employees welfare activities of the by the company and (28%) employees were less satisfied with this and remaining (28%) were not satisfied.

FINDINGS



Labour welfare measures help in increasing the productivity of an enterprise as these



influence the attitude of the workers. Increase in productivity to a large extent depends upon the constructive role and attitude



of workers in the production process. The objective of profit maximization which is the ultimate objective of business enterprises may be achieved only with the contribution of workers in the form of



enhanced labour productivity. It is noteworthy that the desired objective of enhanced labour productivity may not be



achieved unless some other incentives apart from money wages are also offered. Labour welfare measures cover housing facilities, clothing, holiday with wages, subsidized canteens for breakfast and lunch, educational facilities to children, crèches, sports, games and plays for recreation, cleanliness, health and medical facilities, transportation facilities and all other facilities whose objective is mental, physical, moral,



economic, social and cultural upliftment of workers. Labour welfare measures may be extra-mural and intra-mural or statutory and nonstatutory. These may be undertaken by the employers, Government, trade unions or



voluntary organizations. The happiness and the efficiency of workers are the indicators of the prosperity of an organization which is the end result of enhanced productivity. Neglecting the workers is just like neglecting the productivity. Undoubtedly it may be put that labour welfare work



can be the only relief to the laboring class. Labour welfare exerts positive impact on productivity resulting in increase in profitability



of the enterprise. Labour welfare measures have drawn the attention of employers, Government, trade unions as well as the voluntary organizations.

SUGGESTIONS FOR IMPROVEMENT



The welfare activities influence the sentiments of the workers thus paving the way for industrial peace. the workers realize that they also have some stake in the undertaking in which they are engaged thus avoiding any reckless action injurious to the interest of the



undertaking. Some welfare measures like subsidized food in canteens, free medical and educational facilities etc. indirectly increase real income of the workers resulting in avoidance of



industrial disputes and strikes. Welfare activities may provide better mental and moral health to workers by reducing the vices of industrialization. Labour welfare measures help in reducing labour turnover and



absenteeism. Welfare activities create permanent settled labour force by making service attractive to the workers. Welfare measures improve the physique, intelligence, morality and standard of living of the workers The Kumaun region of Uttarakhand has limited number of large scale industries.

LIMITATIONS 1.

Short span of time: The main limitation of the is availability of time. Due to short span of time, some inaccuracy may have occurred.

2.

Biasness on the part of respondents: Some respondents were not ready to reveal the true information.

3.

Inaccurate access: Due to short span of time it was not possible to access all employees as factory is wide.

4.

Some were not interested in filling the questionnaires and they did not give back the questionnaires.

CONCLUSION



There has been a gradual extension of scope and extent of welfare measures partially through statutory provisions and partially and through the employer’s realization that welfare is an important aspect of human relation and as much beneficial to the interest of the industry as to that of the workers.



The pattern of welfare that is provided by the employers is broad based policy of providing recreational and educational facilities. However, most of the facilities for the workers welfare provided by the employers such as sitting arrangement, female maternity leave are the implementation of the statutory provisions.



The standards of these provided amenities are the often high and much above the legal requirements. With the working of the various welfare schemes, the social security is also must for the employees.



The welfare facilities and social security schemes make the employer and employee’s relation happier and generate good morale in the employees. It also provides physiologically satisfactory work environment in the factory.

BIBLIOGRAPHY

1.Mamoria C.B. & Mamoria, Satish; Dynamics of Industrial Relations.

2.Mishra, S.N.; Labour and Industrial Laws. 3.Kapoor, N.D ; Elements of Mercantile Law. 4.Kothari,C.R ; Research Methodology.

Websites 1.

http://www.thinknext.com/

2.

http://www.inc.co/

3.

http://www.academia.com/

4.

http://www.idoub.com/

5.

http://www.idoub.com/www.studymode.com/

ANNEXURE Dear Sir/Madam,

I am, LOHIT SAHNI pursuing BBA second year in Sri Sai University. I am doing a study programmed on “Welfare Activities of Employee” process in ThinkNEXT Technologies PVT.LTD. MOHALI I request you to render kind co-operation towards this Questionnaire. I assure you that the information given by you is kept confidential and purely used for academic purpose. Name: ………………… Designation:…………… Department: …………… Gender………………… Age:…………………… Marital Status:………… Q.1

From How Many years you are working with this organization? (A) 0-5 years (B) 5-10 years (C) 10-15years

Q.2

Q.3

How do you rate the Working Environment of the organizations? (A)

Very much satisfied

(B)

Satisfied

(C)

Dissatisfied

How do you rate the sitting arrangement of the organizations? (A)

Satisfied

(B)

Not satisfied

(C)

There is need for improvement

Q.4

Q.5

Q.6

Q.7

Q.8

Q.9

Does the Company provide maternity leave to the female Employee? (A)

Yes

(B)

No

Training provided to you are really upgrading your skills? (A)

Completely developed

(B)

Less developed

(C)

Not developed

Are you satisfied with the wage policy of the company? (A)

Very much satisfied

(B)

Satisfied

(C)

Not satisfied

Do you feel safe when you are in company ? (A)

Completely safe

(B)

Less safe

(C)

More safety measures are to be taken

What are your views regarding infrastructure of the company? (A)

Well structured

(B)

Badly structured

(C)

There is need for improvement

Are you satisfied with the lease policy of the company? (A)

Completely sufficient

Q.10

(B)

What some sufficient

(C)

Not sufficient

Rate the overall satisfaction with employees welfare activities of the MNC company? (A)

Completely satisfied

(B)

Less satisfied

(C)

Not satisfied