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8/2/2019 Synopsis of the Project Aesha
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SYNOPSIS OF THE PROJECTMANAGEMENT PROGRAMME
STUDY
OF
WELFARE FACILITIESAT
GUJARAT ALKANIES AND CHEMICALS LIMITED (G.A.C.L)SUBMITTED
TO
THE
INDIRA GANDHI NATIONAL OPEN UNIVERSITY
SUBMITTED BY Project guide
NAME:-
AESHA SHAH
ENROLMENT NO: - 101932609
CENTER CODE: - 0902
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WELFARE FACILITIES
AT
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INTRODUCTION OF STUDY:
The era of globalization and liberalization is marked by demand for higherstandard goods and services. The resources like capital raw material technology
etc, to name a few are easily available .the scares resources are only trained men
power. In the period of throat competition, the knowledge is only core competencefor coping with change it is only the weapon that help the organization to survive
and progress. People are exclusive sources of knowledge of action. So any
organization in this age, cannot afford to lose its trained work force. This is partlybecause todays work force is much more demanding than they had been in past
today they are aware about their capabilities and market value. It is very importantthat there are proper welfare facilities provided to labour force in any organization
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This study aim is to know the welfare facilities provided to labour force in
G.A.C.L.It is hoped that the finding of this study would provide an opportunity for insight in
to the area which requires special attention for improving the welfare facilities inG.A.C.L. Also the study aim to highlight the exact standing of the organization in
terms of the welfare facilities at G.A.C.L
Objectives of the study:
The objective to study welfare facilities:
To study and understand the perception about the welfare facilities practiced
in the company.
To identify the various welfare facilities available in the company
To understand about the importance of welfare facilities among the
employees and labour
To know about effectiveness of the welfare facilities on employees in the
company
To know the type of platform provided to employees for their health and safety measures
PERSONAL OBJECTIVE
To study the scope of improvement of our knowledge about welfare facilities
To practically understand the activity which is actually going on in company for
employees
To understand the problem which is actually done in HR activity and the technic
to solve the queries?
Significance of data:
As a HR specialist, in any organization welfare facility is a very challenging task,although there are many facets to this phenomenon human resources will be the
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chief factor that will be affected to a large extent because it is people alone thatform vital force that make an organization thrive. It is welfare facilities which is
very important for any organization to take care of its employees health and safetymeasure.
NATURE OF DATA:
There are two types of data sources primary sources & secondary sources.
Primary sources: Refers to information obtained first hand by the
researcher.
Secondary Sources: Refer to the information gathered from sources
already existing anywhere else. Which include company broachers & leaflets,
Magazines, company website etc.
DATA SOURCES:
For this project Study our data sources will be the feedback of employees working in the
organization
RESEARCH DESIGN:
This study is largely descriptive in nature. The emphasis is on knowing more about the presently
existing system of welfare facilitiest, to see the effectiveness of welfare activities and how it
contributes to the overall capability of the organization.
COLLECTION METHOD:
For the purpose of analysis, data will be collected through personal interview from
employees and management.
CONCEPT OF WELFARE:
Welfare includes anything that is done for the comfort and improvement of employees and isprovided over and above the wages. Welfare helps in keeping the morale and motivation of the
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employees high so as to retain the employees for longer duration. The welfare measures need
not be in monetary terms only but in any kind/forms.
The term welfare suggests many ideas, meanings, such as the state of well -being, health,
happiness and the development of human resource. Welfare has been described as a total
concept. It is a desirable state of existence involving social. Physical, mental, moral andemotional well-being. If you employ people and they are under your control, you must provide
adequate and appropriate welfare facility for them while they are at work.
Welfare means the provision of facilities that are necessary for the well-being of people at worksuch as adequate washing, toilet, rest and changing facility and some where clean to eat and
during breaks.
In economics social welfare provisions, government programs which seek to provide a minimumlevel of income, service, or other support for employees and also the welfare of man, his family
and his community in a three dimensional approach each serving as ends and means.
Introduction the company:Gujarat Alkalies and Chemicals Limited (GACLwere incorporated on 29th March, 1973 in
the State of Gujarat by Gujarat Industrial Investment Corporation Limited (GIIC), a wholly
owned company of Govt. of Gujarat, as a Core Promoter.
GACL has two units located at Vadodara and Dahej, both in the State of Gujarat. It has
integrated manufacturing facilities for Caustic Soda, Chlorine, Hydrogen Gas, Hydrochloric
Acid, Chloromethane, Hydrogen Peroxide, Phosphoric Acid, Potassium Hydroxide, Potassium
Carbonate, Sodium Cyanide, Sodium Ferro cyanide. The Dahej unit also has 90 MW Captive
Power Plant (CPP) for regular and economical power supply.
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The abbreviated GACL goes in different fashion, G represents, Globe, which
encompasses the vision, mission and objectives that the corporation tries to achieve.
A represents The core competence of the company as a manufacture of Alkalies and
related chemicals. PROMOTING GREEN TECHNOLOGY, retries GACLs motive to
envision a verdant earth and a clean environment.
The Green Attitude ofcompany addressing the aspects of global warming. The colors
Blue and Yellow reflect, the rising temperatures can adversely affect some regions with
excessive rainfall while some others with heat waves and drought.
IS/ISO 9001:2000,
For proper maintenance and documentation
IS/ISO 14001:2004
For SHE POLICY i.e. for Safety, Health & Environment.
IS 18001:2000 Certifications.
For occupational safety and health hazards
GACLS Quality policy reflects their emphasis and commitment
VARIOUS PRODUCTS OF G.A.C.L
CAUSTIC SODA GROUP
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Caustic Soda Flakes
Caustic Soda Lye
Caustic Soda Prills
Sodium hypo chlorite
Liquid Chlorine
Compressed hydrogen Gas
Hydrochloric Acid
CAUSTIC POTASH GROUP
Caustic Potash Flakes
Caustic Potash Lye
Potassium Carbonate
CHLOROMETHANE GROUP
Methyl Chloride
Methylene Chloride
Carbon Tetrachloride
SODIUM GROUP
Sodium Cyanide
Sodium Ferro cyanide
HYDROGEN PEROXIDE GROUP
Hydrogen Peroxide
Bleach win
PHOSPHORIC ACID GROUP
Phosphoric Acid
Calcium Chloride Flakes
Calcium Chloride Powder
OTHERS
Dilute Sulpharic Acid
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Scale win
Aluminum Chloride Anhydrous
NEW PRODUCT
Poly Aluminum Chloride
LABOUR WELFARE:
Laborer is defined as one who laborers the man doing bodily exertion for wages work
that requires strength or patience rather than skill or training.
Welfare is a broad concept referring to the state of living of an individual or a group in
desirable relationship with the total environment:
Ecological
Economic
Social
Labor Welfare includes both social and economic contents of welfare.
Social Welfare is primarily concerned with the solution of various problems of the
weaker sections of the society like prevention of destitution and poverty. Labour Welfare
aims at social development by such mean as Social Legislation, Social Reform. Social
Services Social Work and Social Action.
The object ofEconomic Welfare is economic development by increasing production and
productivity through equitable distribution. Labour Welfare 90vers broad field and a state
of well-being, happiness, satisfaction, conservation and development of Human
Resources.
Labour Welfare may be viewed as a total concept, as a social concept and as a relative
concept
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PRINCIPLES OF LABOUR WELFAREThe following are some of the principles to the kept in mind for successful implementation of
any welfare program in any organization.
The employer should not bargain labour welfare as a substitute for wages or monitory
incentives. In other words the workers have a right to get adequate wages in addition to
welfare measures.
The labour welfare activities include the entire hierarchy of an organization.
Management should welfare oriented at al levels.
The employer should look after the welfare of his employees as a matter of social
obligation the constitution of India in its directive principles of stale policies alsoemphasis in aspect of labour welfare.
There should be proper co-ordination, harmony and integration of all labour welfare
services in an organization.
The labour welfare work of an organization must be administratively viable and
essentially development oriented.
The management should ensure co-operation and active participation of unions and
workers in formularize and implementing labour welfare
THEORIES/ APPROACHES OF LABOUR WELFARE:
The various approaches of labour welfare reflect the attitudes and beliefs of
the agencies which are engaged in welfare activities. Different approaches of
labour welfare reflect the evolution of the concept of welfare. The study of
approaches to labour welfare is desirable for the management, the workers and the
general reader. For the general reader, a study of approaches is essential becausehis/her knowledge of the subject is incomplete without knowledge of these
approaches and to have the knowledge of these approaches enables the manager
and the worker to have a better perspective on welfare work.
The following are theories which the company follows
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Policing theory Religion theory Philantrophic theory Public relation theory Trusteeship theory Placating theory Functional theory Social theory
STATUTORY & NON STATUTORY WELFARE PROVISIONS:
INTRODUCTION:
Labour welfare has both positive and negative sides associated do it on the positive
side, it deals with the provision of opportunities which enables the worker and his
family to lead a good life, socially, personally, as well as help him to adjust to
social transition in work life, family life and social life. On negative side, it
functions in order to neutralize the baneful effects or large scale industrialization
and labor problems which have evolved in the process of this transition. The
employee welfare scheme can be classified into two categories viz, statutory and
non-statutory welfare schemes. The statutory schemes are those schemes that are
compulsory to provide by an organization. The non-statutory schemes are differentfrom organization to organization, from industry to industry, from country to
country and from time to time.
The classification of the labour welfare is based on dividing industrial welfare
working to three categories.
Statutory Non-Statutory
STATUTORY WELFARE PROVISIONS:
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Statutory welfare is composed of those provisions of welfare work which depend for
their implementation on the coercive power of the government. The government enacts certain
rules in regard to labor welfare in order to enforce the minimum standard of health & safety of
the workers. Employers have to observe the rules relating to working conditions, hours of work,
hygiene, safety, light, ventilation, sanitation etc. These are amenities that are to be provided
necessarily to employees as per different legislations of the Government.
The statutory welfare provisions are as follows: Drinking water facility
Facility for siting
First aid appliances
Latrines
Canteen facility
Lighting facility
Washing facility
Changing room
Rest room
NON - STATUTORY WELFARE PROVOSIONS:
There are employers who have taken the lead and provided a wide variety of
welfare amenities to their employees.
Many non statutory welfare provisions may include the following schemes:
Personal health care
Flexi time
Employee assistance programme
Harassment policy
Mediclaim insurance scheme
Welfare facilities at G.A.C.L
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G.A.C.L gives following welfare facilities to employee
Education expense and assistance:
GACL give their employee tuition fees @ Rs 800 p.a per child, uniform expenses @ Rs 450 p.a
per child and for books and note-books Rs 300 up to 7th
std, Rs 400 from 8th
to 12th
std and above
12th
std Rs 750 p.a per child. This payment shall be made twice in a year.
Subsidized canteen facility:The canteen coupons rate at GACL for employees is: issue coupons of Rs 46 and Rs 725
per month in cash are payable to shift employees and Rs 44 or Rs 63 per month in cash are
payable to general shift employees.
Medical reimbursement
The company has made arrangements of treatment in ease hospitalization. In Baroda with M/S
Bhailal Amin general hospital, M/S Narhari Arogya Kendra, M/S Unity hospital and M/S Patel
hospital Bharuch. The employee is issued reference letter if he/ she or dependent family
members are hospitalized at any of above hospital.
Bonus Uniform Housing and vehicle loan Food grain advance Gardening advance Safety item etc
The other facility and benefits of leave available to employee are
LEAVE RECORD / NATURE OF LEAVE:
PL working of 11 days : 1 day
CL yearly : 12 daysSL yearly : 10 days
Accident leave : minimum 1 day and maximum 90 days or It may extend of approval
of M.D.Special leave : 6 days leave for a family planning in case of Wife employee self
Undergo for operation.
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Leave for a spot : As per Mgt. approval as and when require for a participate in
tournament
Short Leave : two hours in a calendar month for a onetime
LEAVE FOR TRAINING:
PL after one year :15 days
CL and SL : Every 36 days 1 day
LEAVE FOR APPRENTICE:
PL : Nil
CL : 12 days
SL : 15 days
Others facilities available t Family Planning Awards:-
NO OF CHILDRENCASH AWARDED
(ONCE IN LIFE TIME)
After one child 5000
After second child 3000
After third child 1000
For more than three children 750
Long Service Awards:-
NO OF YEARS COMPLETED BY THE
EMPLOYEES
SLIVER MEDALLION
10 years 300 gm
15 years 350 gm
20 years 400gm
25 years 500gm
30 years 600gm
35 years 700gm
40 years 800gm
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Employee Children Marriage Loan:
For employees children marriage, a loan of Rs 50000 is given per child and maximum for 2
children. This loan amount is recoverable in maximum 60 EMIS and @ 8% p.a.
BENEFITS
PROVIDENT FUND:
As per Provident fund Act, 12% of Basic Pay plus Dearness Allowance is deducted from
employees salary and company is equally depositing in Provident Fund Account.
LONG SERVICE AWARD:
All the staff employees who are continuously serving for the company and after the completion
of 20 years will be reimbursed the service award of 500 Grams and after completion of 25 years
will be reimbursed the long service award of 750 Grams of silver medal.
SICK LEAVE:
Sick leave is admissible for 12 days in a calendar year. Medical as well as fitness certificates are
required to be submitted if the leave applied for is more than 3 days. Sick leave can be encashed
at the time of retirement and in case of resignation provided that 10 years of service in the
company is completed at the time of leaving on resignation. In case of death, balance Sick Leave
shall be encashed and paid to his/her legal heir.
CASUAL LEAVE:
Casual Leave is admissible for 12 days in a calendar year. If not availed, are merged with the
Privilege Leave at the end of the calendar year. Sundays, holidays and Weekly off days falling
before, after or within the period of casual leave are not counted as part of casual leave. It can be
availed to a maximum of six days at a stretch.
MATERNITY LEAVE:
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Outdoor guest facility
Credit society facility
Health club facility
Group insurance facility
Labour welafare officer:
The importance of labour officers in Indian industry was realized as 1931. When the Royal
Commission on Labour recommended their appointment m order to protect the workers. The
commission observed.
the post of the labour officer was instituted initially to:
o Eliminate the evils and malpractices of the jobber system .
o Develop and improve labour administration in mills.
o Serve as a liaison with the State Labour Commissioner.
Where the number of
workers exceedBut does not exceed
No. of Assistant Additional
Welfare Officers
500 2500 One Welfare Officer
2500 3500 One Asstt. Welfare Officer
3500 4500 One Addl. Welfare Officer
4500 6500One Addl. Welfare Officer.
One Asstt. Welfare Officer
6500 8500 Two Addl. Welfare Officer
8500 10500
Two addl. Welfare Officer
and
One Asstt. Welfare Officer
10500 - Three Addl. Welfare Officer
LIMITATION OF STUDY
Perhaps a wider sample will be given better perspective which is thelimitation of the researcher.
Respondent would be biased in giving response to the questionnaire.
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The study to a certain extent limit by the vastness of the canvas and the timeavailable with the researcher for this assignment.
The issue is multiple perspectives, evidenced by the large number of theoriesthat abound on the subject and the enormous literature available. It thus requires
enormous perspicacity and a judicious use of literature.
EXPECTED CONTRIBUTION FROM THE STUDY AND CHAPATRISATION
Sr. NoS TOPIC
1 HISTORY OF GACL
2 COMPANY PROFILE
3 CORPORATE PROFILE
4 VISION
5 GOALS
6 AWARDS & RECOGNITIONS
7 MILESTONE
8 DIFFERENT POLICY OF G.A.C.L FOR
WELFARE FACILITIES
9 CORPORATE SOCIAL RESPOSIBILITY
10 SWOT ANALYSIS OF GACL
11 HUMAN RESOURCE DEPARMENT OF G.AC.L
12 A PROJECT ON WELFARE FACILITIES
13 LABOUR WELFARE
- HISTORICAL DEVLOPMENT
- INTRODUCTION
- PRINCIPAL
- APPOROCHES
14 WELFARE FACILITIES AT GACL
15 RESEARCH METHODLOGY,TOOLS &
TECHNIQUES AND ANALYSIS
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16 CONCLUSIONS
716
BIBLOGRAPHY
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