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A PROJECT REPORT
ON
“ A CASE STUDY ON THE EFFICTIVENESS EMPLOYEE WELFARE IN HCC
BPL(DASNA)”
Submitted to
UP Technical University, Lucknow
In the fulfillment for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Session 2008-2010
SUBMITTED BY:
RICHA SINGHMBA 3rd Semester
Roll No.0824070420
Sunder Deep Engineering College
1
Dasna, Ghaziabad
SUMMER TRAINING REPORT
On
“EMPLOYEE WELFARE”
2
PREFACE
It gives me great pleasure to put this project report before the concern authorities. This report is a result of the training, research and experience that I gain during the summer training at Hindustan Coca-Cola Beverage Pvt.Ltd. As a part of my persuasion of MBA. The topic of my project report is “EMPLOYEE WELFARE”
As summer training is an integral part of MBA program for the partial fulfillment of this course. I got opportunity to undertake my summer training in one of the biggest corporate house Hindustan Coca-Cola Beverage Pvt.Ltd.
As such I here by present my projects which is based on the welfare facilities for employee, it describe that how much employees are satisfied with welfare and I also takes their feedback on this . This is a preliminary effort and need for the collaborate study initiations of any proposed activity.
This project is based on collection of primary date and analysis is done by sampling and survey technique the data so collected have been used for processing and analysis, which would be of some use for the organization.
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ACKNOWLEDGMENT
I feel pleasure in submitting project report on “EMPLOYEE WELFARE”. I avail this opportunity to acknowledge the interactions, exchange of views , & participation with all those individuals who contributed towards the project feel indebted to Mr.Anuman Mathur (HR Manager,HCCBPL) being a source of inspiration throughout and take this opportunity for extending my gratitude to Mr. Shiv Prakash Chauhan ( HR Team leader,HCCBPL ) who permitted me to works as summer trainee in Hindustan Coca-Cola Beverages Pvt. Ltd. I would also like to express my sincere thanks to concern authorities for taking interest in my project study, which remained a motivating factor throughout.
I would also like thank to all members of Coca- Cola (HCCBPL). Without whose support this project would not have been completed.
I would like to thank Ms.Ishita (Faculty of HR) and all other faculty members of MBA department who always there to guide and support me in my endeavor.
I wish to express my gratitude and appreciation to all with whom worked and helped in furthering my knowledge during course of study.
Richa Singh
MBA 3rd Sem.
Roll No. 0824070420
4
Declaration
I HEREBY DECLARE THAT THIS PROJECT REPORT WORKS
ON THE TOPIC “EMPLOYEE WELFARE IN GHAZIABAD” SUBMITTED TO SUNDER
DEEP ENGINEERING COLLEGE DASNA GHAZIABAD IN PARTIAL FULFILLMENT OF
MASTER OF BUSINESS ADMINISTRATION IS MY ORIGINAL WORK AND IS
NEITHER SUBMITTED NOR PUBLISHED AT ANY TIME BEFORE FOR ANY
OTHER PURPOSE.
Richa Singh
MBA 3rd Sem.
Roll No. 0824070420
5
CONTENTS
EXECUTIVE SUMMARY
OBJECTIVES
COMPANY PROFILE
-Brief history of the organization -Organization structure -Vision,mission philosophy of the organization
-Performance -Products
-Human Rights Statements.-Workplace Right Policy.
REVIEW OF THE LITERATURE
RESEARCH METHODOLOGY
ANALYSIS AND INTERPRETATION—SWOT/ GRAPHS/ FIGURES
FINDINGS
SUGGESTION.
CONCLUSION
BIBLIOGRAPHY—REFERENCES
ANNEXURE – QUESTIONNAIRE
FEEDBACK
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EXECUTIVE SUMMARYEXECUTIVE SUMMARY
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Like the pyramids of Giza, the most important thing about something as
grand and as wonderful as one of the eight wonders of the world is the
method in which it was built. Its foundations and massive peaks were
constructed by the people of Egypt - the subjects of the Pharaohs who were
loyal to their ruler and did his bidding. What came about was something
magnificent, something that we cannot fathom as possible to be done all
those hundreds of years ago. What was the secret of the Pharaohs? It was his
people. Loyal and true to him, it made building the Pyramids a possibility and
this is the same logic that should be followed by any one in management. Your
employees are key to the business success because they are the ones
managing the daily routines of the work and making sure the things that were
set in business motion all those years ago maintain their momentum for as
long as possible.
Always try to have a system of have Human Resources design an award
system, Organize retreats and celebrate employees birthdays within the
office. These little small things together with assessments, re-assessments,
promotion and pay increases all play a small part in making the employee feel
more a part of the company that they are working for. The job of the company
is to instill that sense of belonging in all the employees and inclusivity is one
of the best ways to increase employee retention. This also means that time is
not wasted retraining new staff and inserting them into the office culture.
During the pre-independence period, industrial relations policy of the
British Government was one of laissez faire and also of selective intervention.
8
There were hardly any labour welfare schemes. Soon after independence, the
government at a tripartite conference in December 1947 adopted the
industrial truce resolution. Several legislations, including the following, were
enacted to maintain industrial peace and harmony: Factories Act, 1948,
Employees State Insurance Act, 1948 and Minimum Wages Act, 1948. The
payment of bonus act was passed in 1965.
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.
Following are generally given as the principles to be followed in setting
up a 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 known as the cafeteria approach.
Such an approach individualizes the benefit system though it may be
difficult to operate and administer.
The employer should not assume a benevolent posture.
The cost of the service should be calculate 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 feedback.
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OBJECTIVESOBJECTIVES
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CENTRAL IDEA OF THE PROJECTIn HCCBPL, Dasna, the company spends a huge amount of money on the
employee welfare measures in various aspects like canteen, uniforms, transport, safety
measures, medical check ups and many more. It is hereby becomes very necessary to
check the effectiveness of those facilities that the employees working in HCCBPL, Dasna
are satisfied from those services or not. It is very much necessary that the company
spending a good amount of money in these facilities is a right investment for the
employee welfare measures or there is some loop whole or a broken link in between
which is necessary to be quantified so that the amount spend by the company towards
the employee welfare measures should not get wasted.
This project is hereby tries to quantify the following concerned areas in employee
welfare measures at HCCBPL, Dasna:
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The quantification of the Employee Welfare Measures in HCCBPL, Dasna is
achieved by the help of a survey which helps in checking the attitude among the different
departments in the plant premises. The details of the survey scaling and type of research
are being mentioned in the Materials and Methods section.
The questionnaire for the survey is also attached with the project report. The
questionnaire is framed in such a manner that helps in targeting all the welfare services
and safety measures which are being provided by the company to the employees of
HCCBPL, Dasna and to check that the employees are satisfied with the services provided
by the company or not.
Some of the areas/facilities which are being covered in the questionnaire are
mentioned below:
Physical Working Condition.
Canteen.
Transport.
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Uniform.
Restroom.
Safety.
Medical Check-up.
Insurance Policy.
INTRODUCTION TO THE COMPANYINTRODUCTION TO THE COMPANY
PAST HISTORY
___________________________________________
YEAR DEVELOPMENT
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1893-1894 COCA-Cola registered at U.S Patent Office
1899 bottled and sold by Missis Bappi Merchant
1900 Coca-Cola bottling plant in Chattanooga Temessee
and Atlanta.
1919 It was acquired by Robert Woodruff
1920 There come into existence around 1000 bottling
plant
1960 New aerated drink Fanta appeared on the
Shelves of market
1961 Lemon drink was launched.
1963 A one calorie cola launched(tab)
1966 A low Calorie citrus drink was launched
1982 Coca-Cola company launched diet Coca-
Cola for health conscious drink
1985 Launched with a new formula to Coke
Preparation having sweeter taste
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1991 Coke decided on more creative advertising for the
worth 200 million( 700 crores)
1992 Coke launched a Nestea Ice Tea with the
Joint venture of Nestle
1993 Coca-Cola reentered to India
1997-98 80000 coolers were provided at outlets in
India
1999-2000 Pet bottle of 2ltr was launched
2001 Mineral water Kinley water launched
2002 Thumps Up 200ml was launched
2002, May Sunfill was launched
2003 A coffee named Georgia was launched
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COMPANY PROFILE
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Company History
Coca-Cola was invented on 8th May 1886 by Dr John Styth Pemberton in Jacob's Pharmacy in Atlanta, Georgia. The name Coca-Cola was suggested by Pemberton's book-keeper, Frank Robinson. He penned the name Coca-Cola in the flowing script that is famous today.
Coca-Cola was first sold at the soda fountain in Jacob's Pharmacy in Atlanta. During the first year, sales of Coca-Cola averaged nine drinks a day, adding up to total sales for that year of $50. Today, products of The Coca-Cola Company are consumed at the rate of more than one billion drinks per day in over 200 countries.
Coca-Cola first arrived in Great Britain in 1900 when Charles Candler, son of Asa Candler, the owner of The Coca-Cola Company, brought a jug of syrup with him in a visit to London. It was first sold in Great Britain on 31st August 1900 and later went on regular sale through soda fountain outlets, which included Selfridges and The London Coliseum.
August 31st 2000 marked the 100th anniversary of the arrival of Coca-Cola in Great Britain, and to celebrate the occasion we unveiled an historic plaque to commemorate Britain's favourite soft drink.The plaque shown below was unveiled by championship boxer and Olympic athlete Audley Harrison and other attending Special Olympics athletes. Coca-Cola has supported the Olympics since 1928 and the Special Olympics since 1968.
The plaque was located at 76-79, St Paul's Churchyard, London EC4, the site where the first Coca-Cola was poured in the basement restaurant of Spence's department store, a silk merchant and general goods store.
In 1999 The Coca-Cola Company purchased the soft drinks brands of Cadbury Schweppes plc in various countries, including Great Britain. This resulted in the extension of our existing product range which included Coca-Cola, diet Coke, Coca-Cola Cherry, Fanta, Sprite, Lilt and Five Alive to include the Schweppes' range, Dr Pepper, Oasis, Kia-Ora and Malvern water.
The Coca-Cola brand will always be the number one focus for CCGB but product innovation plays a vital role in the Company's business and future. In October 2001 the isotonic sports drink Powerade was launched, followed by the introduction of other brands including diet Coke with Lemon, Coca-Cola Vanilla and diet Coke Vanilla. In 2004, Fanta Apple Splash, our first low sugar brand, was launched.
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In 2004 The Coca-Cola Company's share of the carbonated soft drinks category in Great Britain was 45.3%, and market share of the non-alcoholic beverages was 9.9%. Source: Canadean 2004
In 2005, we launched our fifth diet Coke varient, diet Coke with Lime, and relaunched our range of diet fruit carbonates (Fanta, Sprite, Lilt and Dr Pepper) as the 'Z', for zero added sugar, range. We also introduced a new Fanta choice - Fanta Summer Fruits. Another new development in 2005 was the reformulation of Oasis to reduce the sugar content. These developments meant that by the end of 2005, over 35% of our sales by volume were either low in sugar or diet/light drinks.
We also launched a sports water - Powerade Aqua+, a new sports water drink with natural fruit flavours that is free from artificial sweeteners and preservatives.
2005 also saw the launch of brand new choices in the form of Nestea - an iced tea drink, plus a range of juice and juice drinks under the Minute Maid brand.
In February 2006, we launched Relentess, a new energy drink - our 21st brand in Great Britain.
On 8th May 2006 we celebrated 120 years of inspiration at The Coca-Cola Company. During this time the Company has evolved from one product - Coca-Cola - to more than 400 brands in 2006.
In July 2006 we launched Coca-Cola Zero, our biggest brand launch in over two decades. Coca-Cola Zero has the great Coke taste but with zero sugar.
After a 16-year absence, Coca-Cola returned to India in 1993. The Company's presence
in India was cemented in November that year in a deal that gave Coca-Cola ownership of
the nation's top soft-drink brands and bottling network.
Coca-Cola India has made significant investments to build and continually improve its
business in India, including new production facilities, wastewater treatment plants,
distribution systems and marketing equipment. During the past decade, the Coca-Cola
system has invested more than US$1 billion in India. As such Coca-Cola is one of the
country’s top international investors. In 2003, Coca-Cola India pledged to invest a further
US$100 million in its operations.
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The Coca-Cola business system directly employs approximately 10,000 local people in
India. In addition, several independent studies have
Documented that, by providing opportunities for local enterprises, the Coca-Cola
business also generates a significant employment “multiplier effect”. In India, we indirectly
create employment for more than 1, 25,000 people in related industries through our vast
procurement, supply and distribution system.
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Hindustan Hindustan BeveragesBeverages Private Ltd., DasnaPrivate Ltd., Dasna
HCCBPL - Hindustan Coca-Cola Beverages Pvt. Ltd, Dasna, Ghaziabad, was
commissioned in the year 1999. It is located at 5th Km Milestone, Masuri Gulawthi
Road, Tehsil – Hapur, Distt – Ghaziabad. The manufacturing unit location is selected
on account of Sales Tax Incentive and Proximity to NCR Market. The total investment
at that time was $32 million. The plant provides crucial catering to the following market:
The Delhi Metro CBO Market.
West UP CBO.
East UP CBO for PET.
PET supplies for North FBO’s.
The plant is equipped with sophisticated & imported Manufacturing facilities to
sustain 'Symbol of Quality'. Following are the major brands produced in various pack
sizes. Coca-Cola, Fanta, Sprite, Limca, Thums up, Maaza and Kinley Soda. At market,
we have Post mix & Pre Mix Fountain Operations along with Georgia Tea & Coffee
Vending Machine Operations. The key component of manufacturing process includes:
1. Syrup Production
2. Water Treatment
3. Manufacturing of Finished Product
4. Quality Controls through-out the Process
"We believe in systems as it inhales constraints & exhales Customer & Consumer
satisfaction"
21
The Plant has Implemented "The Coca-Cola Quality System" (TCCQS) which is a Quality
Management System practiced by all the Bottling plants across the world.
PLANT LAYOUTPLANT LAYOUT
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MANUFACTURING LINESMANUFACTURING LINES
THE HCCBPL FAMILYTHE HCCBPL FAMILY 194 Workmen.194 Workmen.
Approx 100 Associates/Executives/Staff Members.Approx 100 Associates/Executives/Staff Members.
20 Managerial Employees.20 Managerial Employees.
50 Company Trainees.50 Company Trainees.
Approx 50 FTE’s. Approx 50 FTE’s.
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ORGANIZATION STRUCTUREORGANIZATION STRUCTURE
(CORPORATE/PLANT LEVEL)
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ORGANIZATION STRUCTUREORGANIZATION STRUCTURE(PLANT LEVEL)
25
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OUR VALUES
PEOPLE:-
The heart and soul of our enterprise have always been our people. Over the past century, Coca- Cola people have led our success by living and working with a consistent set of ideals. While he world and our business will continue to change rapidly, respecting these ideals will continue to be essential to our long – term success.
Nothing is more important to our success than integrity. This begins with insisting on absolute quality for everyone of or products, and acting with a strong sense of accountability in everything we do. Coca - Cola people have always known that building and nurturing our relationship with other people and the world around us is an essential part of our work. No matter how big or complex our business becomes, we must always demonstrate complete respect for each other. As the world becomes more interconnected, yet more firmly rooted in local pride, recognition or our interdependence with our stakeholders becomes even more essential.A large part of our relationship with the world around us is our relationship with the physical world. While we have always sought to be sensitive to the environment, we must use our significant resources and capabilities to provide active leadership on environmental issues, particularly those relevant to our businesses.
As we have expended over the decades, our company has benefited from the various cultural insights and perspectives of the societies in which we do business. Much of our future success will depend on our ability to develops a worldwide team that is rich in its diversity of thinking, perspectives, backgrounds and culture. Coca - Cola is the world’s most inclusive brand, and Coca - Cola must also be the world’s most inclusive company.
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Mission, Vision and Values
These are the declarations of our overall mission and goals, and the values that we are guided by as a company and as individuals.
The Coca-Cola Company Mission
Our Mission is:
To refresh the world - in mind, body and spirit To inspire moments of optimism - through our brands and actions, and To create value and make a difference - everywhere we engage
The Coca-Cola Company Vision
To achieve our Mission, we have developed a set of goals, which we will work with our bottlers to deliver:
Profit: Maximising return to shareowners while being mindful of our overall responsibilities. People: Being a great place to work where people are inspired to be the best they can be. Portfolio: Bringing to the world a portfolio of beverage brands that anticipate and satisfy people's desires and needs. Partners: Nurturing a winning network of partners and building mutual loyalty. Planet: Being a responsible global citizen that makes a difference.
The Coca-Cola Company Values
Our shared values that we are guided by are:
Leadership Passion Integrity Accountability
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Collaboration Innovation Quality
Mission, Vision & Values
The world is changing all around us. To continue to thrive as a business over the next ten years and beyond, we must look ahead, understand the trends and forces that will shape our business in the future and move swiftly to prepare for what's to come. We must get ready for tomorrow today. That's what our 2020 Vision is all about. It creates a long-term destination for our business and provides us with a "Roadmap" for winning together with our bottler partners.
Our Mission
Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions.
To refresh the world... To inspire moments of optimism and happiness... To create value and make a difference
Our Vision
Our vision serves as the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth.
People: Be a great place to work where people are inspired to be the best they can be.
Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's desires and needs.
Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value.
Planet:Be a responsible citizen that makes a difference by helping build and support sustainable communities.
Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities.
Productivity: Be a highly effective, lean and fast-moving organization.
Our Winning Culture
Our Winning Culture defines the attitudes and behaviors that will be required of us to make our 2020 Vision a reality.
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Live Our Values
Our values serve as a compass for our actions and describe how we behave in the world.
Leadership: The courage to shape a better future Collaboration: Leverage collective genius Integrity: Be real Accountability: If it is to be, it's up to me Passion: Committed in heart and mind Diversity: As inclusive as our brands Quality: What we do, we do well
Focus on the Market
Focus on needs of our consumers, customers and franchise partners Get out into the market and listen, observe and learn Possess a world view Focus on execution in the marketplace every day Be insatiably curious
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BOTTLING OPERATIONS
The Coca-Cola system in India comprises 27 wholly owned Company bottling
operations and another 17 franchisee-owned bottling operations. A network of 29
contract-packers also manufactures a range of products for the Company.
Almost all the goods and services required to produce and market Coca-Cola in
India are made locally, sometimes with the help of technology and skills from the
Company. The complexity of the Indian market is reflected in the distribution fleet,
which includes 10-tonne trucks, open-bay three-wheelers that can navigate the
narrow alleyways of Indian cities, and trademarked tricycles and pushcarts.
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PRODUCTS
There are numbers of product manufacture in Dasna Unit of Coca cola and in
different quantities.
Coca Cola
o 200 ML
o 300 ML
o 600 ML
o 2000 ML
o 500 ML Can
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o Diet Coke 500 ML
Thumps UP
o 200 ML
o 300 ML
33
o 600 ML
o 2000 ML
o 500 ML Can
Fanta
o 200 ML
o 300 ML
o 600 ML
o 2000 ML
o 500 ML Can
Sprite
o 200 ML
o 300 ML
o 600 ML
o 2000 ML
o 500 ML Can
34
Limca
o 200 ML
o 300 ML
o 600 ML
o 2000 ML
MAAZA
o 250 ML
o 600 ML
o 1200 ML
o 200 ML tetra pack
35
Kinley
o 1000 MLo 500 ML
PULPY ORANGE
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Product Name Size of Products
Coke
200 ML RGB
300 ML RGB 500 ML can 600 ML Pet 2L Pet
Diet Coke 500 ML can
Fanta
200 ML RGB
300 ML RGB 500 ML can 600 ML Pet 2L Pet
Sprite
200 ML RGB
300 ML RGB 500 ML can 600 ML Pet 2L Pet
Thumps up200 ML 300ML 500 ML can 600 ML Pet 2L Pet
Limca
200 ML RGB
300 ML RGB 600 ML Pet 2L Pet
Maaza
250 ML RGB 600 ML Pet 1200 ML Pet
Kinley
500 ML Pet
1000 ML Pet
BonaQua
500 ML Pet
1000 ML Pet
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POLICY
The Coca-Cola Company exists to benefit and refresh everyone it touches.
For us, quality is more than just something we taste or see or measure. It shows in our every action. We relentlessly strive to exceed the world’s ever – changing expectation because keeping our Quality promise in the marketplace in our highest business objective and our enduring.
More than a billion times everyday, consumers choose or brand of refreshment because
Coca- Cola is………
The symbol of Quality
Customer and consumer satisfaction
A responsible citizen of the World
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COMMITMENT OF QUALITY:-
The Coca – Cola Quality System is a worldwide initiative involving every aspect of our business. Everyone who works for or with Coca – Cola is empowered and expected to maintain the highest standards of quality in products, processes and relationship. We are never content to let our standards become static. The Coca - Cola Quality System mandates in – depth self – assessment throughout our operations, by all our business units. This enables us to raise our standards even higher.
In our ingredient evaluation laboratories, for example, we perform precise analyses of fruit juices and other ingredients sent to us by our suppliers, to ensure and to improve product quality. Our process is too, undergo constant scrutiny, to safe – guard the water we use in our products and the packaging that carries them to our consumers. We inform and educate our business partners about our standards, so that they meet the highest quality requirements. Under the Coca – Cola Quality System, quality is our highest business objective and our enduring obligation.
Coca – Cola and the community:-
The Coca – Cola company has always placed high value on good Citizenship. At the heart of business is a simple mission statement called the Coca – Cola promise. It says, quit simple, “the Coca – Cola Company exists to benefit and refresh everyone who is touched by our business.” That basic proposition - that our business should bring benefit and refreshment – is central to the way we operate in communities around the world. Coca – Cola India provides extensive support for community programs across the country, which a focus on education, health and water conservation, all key priorities of the Indian Government.
41
EDUCATION :- Coca – Cola India is supporting community – based primary education projects set up to provide educational opportunities to marginalized children in slums and villages. To date, the project s have benefited 50 schools, thousands of students, over 500,000 villagers and 10,000 slum dwellers, as well as several villages near Coca – Cola bottling plants. Coca – Cola also provides merit & means based Scholarship in association with NGOs & Indian army.
PRODUCT & QUALITY:-
Leading Indian brands Thumps Up, Limca, Maaza, Citra and Gold Spot join the company’s international family of brands including Coca - Cola, Diet Coke, Sprite & Fanta plus the Schweppes product range.
Our Kinley water brand was launched in 2000.
In 2001, our energy drinks Shock and our first powdered concentrate, Sunfill, hit the market .Annual per capital consumption of soft drinks in India is nine 8 – ounce servings.
In early 2003, Coca – Cola India collected advertiser of the year and Campaign of the year awards for the Thanda Matlab Coca – Cola all - media campaign.
The company ranking up “firsts” in the introduction of canned and PET soft drinks, vending machines and backpack dispensers for crowds of cricket supporters.
The Coca – Cola system adheres not only to national laws on food processing and labeling, but also to our own strict standards for exceptional quality.
In everything we do, from the selection of ingredients to the production of our beverages and their delivery to the marketplace, we use our specialized quality management system. The Coca – Cola Quality System, to ensure that we are offering consumers only the highest quality products.
We monitor our success through customer and consumer feedback and or in -trade monitoring programmes, and this information enables us to continuously improve our already demanding systems.
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Coca-Cola Company entered in India in early 1950’s as the Coca-Cola India. By
the end of 1971 Coca-Cola had captured 45% of the market share in India but due to
certain disputes over the shareholdings structure and import permits as per the FERA
Regulations, the company was required to close operations in India business on 5th
May, 1978 yet strangely the company’s operations came to an end in July 1977.Coca-
Cola re-entered into India in 1993 after the liberalization turn with Mr. Donald W.Short.
Today the company is unanimously the leader in the business of non-alcoholic
beverages. Coca-Cola is the world largest selling soft drink and arguably the most
successful product ever marketed in the history of commerce. More than one billion
servings of Coca-Cola products are consumed everyday around the globe in more than
200 countries, keeping its promise of – “Refreshing and enriching anybody and
everybody it touches”.
In India Coca-Cola operates through the Coca-Cola India Division Office situated
at Gurgaon, Haryana. Hindustan Coca-Cola Beverages Private Limited (thereafter
referred as HCCBPL), the bottling entity of Coca-Cola India, is the fully owned
subsidiary and operates 28 plants across the country.
HUMAN RIGHTS STATEMENT
43
The reputation of The Coca-Cola Company is built on trust and respect. Their
employees and those who do business with them around the world know that they are
committed to earning their trust with a set of values that represent the highest standards
of quality, integrity, excellence, compliance with the law and respect for the unique
customs and cultures in the communities where they operate.
The Company has always endeavored to conduct business responsibly and
ethically. They respect international human rights principles aimed at promoting and
protecting human rights, including the United Nations Declaration of Human Rights
and the International Labor Organization's Declaration on Fundamental Principles
and Rights at Work, and they actively participate in the United Nations Global
Compact.
Workplace Rights Policy
They value the relationship they have with their employees. The success of their
business depends on every employee in their global enterprise. They are committed to
fostering open and inclusive workplaces that are based on recognized workplace
human rights, where all employees are valued and inspired to be the best they can be.
The Coca-Cola Company's Workplace Rights Policy is guided by International Human
Rights Standards, including the Universal Declaration of Human Rights, the
International Labor Organization's Declaration on Fundamental Principles and
Rights at Work and the United Nations Global Compact.
The Workplace Rights Policy applies to The Coca-Cola Company and all of the entities
that it owns or in which it holds a majority interest. The Company is committed to
working with and encouraging their independent bottling partners to uphold the
principles in this Policy and to adopt similar policies within their businesses.
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The Policy includes the following components:
Freedom of Association and Collective Bargaining
The Company respects their employees’ right to join, form or not to join a labor
union without fear of reprisal, intimidation or harassment. Where employees are
represented by a legally recognized union, they are committed to establishing a
constructive dialogue with their freely chosen representatives. The Company is
committed to bargaining in good faith with such representatives.
Forced Labor
The Company prohibits the use of all forms of forced labor, including prison labor,
indentured labor, bonded labor, military labor or slave labor.
Child Labor
The Company adheres to minimum age provisions of applicable laws and
regulations. The Company prohibits the hiring of individuals that are under 18
years of age for positions in which hazardous work is required. The Company’s
prohibition of child labor is consistent with International Labor Organization
standards.
Discrimination
The Company values all employees and the contributions they make and has a
long-standing commitment to equal opportunity and intolerance of discrimination.
We are dedicated to maintaining workplaces that are free from discrimination or
physical or verbal harassment on the basis of race, sex, color, national or social
origin, religion, age, disability, sexual orientation, political opinion or any other
status protected by applicable law. The basis for recruitment, hiring, placement,
training, compensation and advancement at the Company is qualifications,
performance, skills and experience.
Work Hours and Wages
45
The Company compensates employees competitively relative to the industry and
local labor market. They operate in full compliance with applicable wage, work
hours, overtime and benefits laws. They offer employees opportunities to develop
their skills and capabilities and provide advancement opportunities where
possible.
Safe and Healthy Workplace
The Company provides a safe and healthy workplace. They are dedicated to
maintaining a productive workplace by minimizing the risk of accidents, injury and
exposure to health risks.
Workplace Security
The Company is committed to maintaining a workplace that is free from violence,
harassment, intimidation and other unsafe or disruptive conditions due to internal
and external threats. Security safeguards for employees are provided as needed
and will be maintained with respect for employee privacy and dignity.
Community and Stakeholder Engagement
The Company recognizes its impact on the communities in which it operates. They
are committed to engaging with stakeholders in those communities to ensure that
they are listening to, learning from and taking into account their views as they
conduct their business. Where appropriate, they are committed to engaging in
dialogue with stakeholders on workplace rights issues related to their business
and within their sphere of influence. They believe that local issues are most
appropriately addressed at the local level. They are also committed to creating
economic opportunity and fostering goodwill in the communities in which they
operate through locally relevant initiatives.
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Code of Business Conduct
To reaffirm their commitment to ethical behavior as an organization and as
individuals, they issued a revised Code of Business Conduct in 2002 to every employee
worldwide. This code continues to serve as a guide to their actions, advancing and
protecting their core values of Honesty, Integrity, Diversity, Quality, Respect,
Responsibility and Accountability.
It presents the information in clear, easy-to understand terms, adding procedural
guidelines that establish steps for investigating and addressing possible violations of the
code. It also extend its scope to the conduct of company directors, as well as
employees and officers. These changes and additions make The Coca-Cola Company
Code of Business Conduct a powerful resource for protecting their Company's
reputation for integrity.
Environmental Governance
They at Coca-Cola India are in the business of beverages that refresh people. They will
carry out their operations in ways that Protect, Preserve and Enhance the Environment
they work in. Their activities are guided by Coca-Cola eco System, which provides a
framework to transform this principle in actions.
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Bottlers and Customers
Bottlers are a critical local link. They sell our brands to businesses and institutions, retail
chains, supermarkets, restaurants, small neighborhood grocers, sports and
entertainment venues, schools and colleges, among others. These customers, in turn,
are where you go when you want a Coke® or one of our other brands.
For each of our customers, providing the right mix of Company products and packages
at the right price is the foundation of mutual success. Local consumer tastes determine
the brands and package types a particular customer wants us to supply. Bottlers in
many countries offer tours of their facilities to schoolchildren and adult groups. Contact
the local bottler in your region for more information on tours and other activities that our
bottlers sponsor.
A Revolution in Plastics Recycling
If you ask Peter Anderson, project director of the Plastic Redesign Project (PRP), The
Coca-Cola Company has spurred a revolution in the economics of plastics recycling,
with its decision three years ago to establish a public goal for using recycled content in
PET (Polyethylene Terephthalate) bottles.
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The company made the ground-breaking commitment in 2000 to use 10% recycled
content in its plastic bottles by 2005, culminating its years-long work to help
commercialize recycling PET bottles from curbside programs into new bottles.
In February 2003, The Coca-Cola Company received an award from the PRP, as it
reached a milestone in that commitment, with 10% recycled content in 80% of its
bottles. During the ceremony, Anderson expressed the industry's gratitude to the
company's commitment, "We cannot begin to tell you how much we appreciate your
bold decision to step up to the plate, following on your decade-long dedication to
technology development with a public commitment."
The PRP is a coalition of local and state recycling officials. It works constructively with
packagers to improve the economics of plastics recycling by designing plastic bottles for
recyclability and by increasing the use of recycled content in plastic bottles.
According to Anderson, the PET recycling system had struggled financially for years.
Because of the size and influence of The Coca-Cola Company, their 2000 commitment
jolted the market and initiated an overall improvement to the industry. He revealed that
the company can claim responsibility for increasing the demand for recycled PET,
expanding the size of the RPET (recycled PET) bottle market, creating a standard for
other beverage companies to follow that should eventually double the impact, and
helping to develop technological innovation that is anticipated to bring down the cost of
upgrading technologies, making it less expensive to use recycled PET.
The PRP and The Coca-Cola Company also plan to work together to encourage bottle
designs that consider their impacts on recycling, in an effort to protect the valuable new
end markets for recycled PET that the company's commitment has created.
Receiving the award for outstanding corporate responsibility on behalf of The Coca-
Cola Company were Scott Vitter’s, Environmental Manager, and Jeffrey Hansen,
Packaging Recycling System Manager.
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Vitter’s explained that the Coca-Cola system has worked diligently over the past decade
to develop sustainable recycling technologies. "We appreciate the recognition for these
efforts and look forward to continuing to drive new innovation. The company continues
ahead of schedule to meeting its 2005 goal
WORKPLACE CULTURE
With the same spirited investment as the world's premier marketer and beverage
industry leader for more than 116 years, we are focused on strategic workplace
programs that help assure the success of our commitment to embracing the similarities
and differences of people, cultures and ideas.
Cultural Sensations - This employee awareness program takes diversity beyond
representation and provides employees an opportunity to learn about different
cultures and regions of the world in which we do business. Our Cultural Sensations
program is designed to foster dialogue about the similarities and differences of people,
cultures and ideas through the use of art, music, dance, food and special events.
Diversity Advisory Council - The company's corporate Diversity Advisory Council
consists of a representative group of employees from all levels, functions and business
units of the organization. The Council develops recommendations for senior
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management on advancing the company's efforts towards achieving our diversity
objectives.
Employee Forums - We believe that a sense of community enhances our ability to
attract, retain, and develop diverse talent and ideas as a source of competitive business
advantage. In the United States, through employee forums, employees can connect
with colleagues who share similar interests and backgrounds. In those forums and
elsewhere, employees support each other's personal and professional growth and
enhance their individual and collective ability to contribute to the company. Forums that
are currently active include:
WORKPLACE POLICIES
Within every large organization, there are always governing rules, and our company is
no exception. The Coca-Cola Company and its subsidiaries maintain a long-standing
commitment to equal opportunity, affirmative action and valuing the diversity of our
employees. In order to foster an environment that is productive, healthy, safe, and
successful for all of our employees, our company has policies to help guide the
behaviour that shape our work environment.
Code of Business Conduct
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Our Code of Business Conduct (English Translation) serves to guide the actions of our
employees, officers and directors in ways that are consistent with our core values:
honesty; integrity; diversity; quality; respect; responsibility; and, accountability. The
Code helps our people play by the rules wherever we operate around the world. And,
we have well-defined procedures for times when concerns arise, in The Code of
Business Conduct Procedural Guidelines (English Translation).
Equal Opportunity
The Coca-Cola Company values all employees and the contributions they make.
Consistent with this value, the company reaffirms its long-standing commitment to equal
opportunity and affirmative action in employment, which are integral parts of our
corporate environment. The company strives to create a work environment free of
discrimination and physical or verbal harassment with respect to race, gender, colour,
national origin, religion, age, disability, sexual orientation, or veteran status. We will
make reasonable accommodations in the employment of qualified individuals with
disabilities, for religious beliefs, and whenever else appropriate
The company maintains equal employment opportunity functions to ensure adherence
to all laws and regulations, and to company policy in the areas of equal employment
opportunity and affirmative action. All managers are expected to implement and enforce
the company policy of non-discrimination, equal employment opportunity, and
affirmative action, as well as to prevent acts of harassment within their assigned area of
responsibility. Further, it is a part of every individual's responsibility to maintain a work
environment that reflects the spirit of equal opportunity and prohibits harassment.
Individuals with Disabilities, Disabled Veterans and Veterans of the Vietnam Era
The Coca-Cola Company has a long-standing commitment to take affirmative action to
employ and advance the employment of qualified individuals with disabilities, disabled
veterans, and veterans of the Vietnam Era. As part of these efforts, we periodically
invite disabled individuals, disabled veterans, veterans of the Vietnam Era, and other
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covered veterans to identify themselves as such, if they have not already done so, by
advising their Human Resources representatives.
The information provided by an employee is voluntary, and will be handled
confidentially. However, if it's necessary to assist an employee in performing job
responsibilities, appropriate managers may be informed regarding any restrictions on
work, necessary accommodations, or conditions that might require emergency
treatment
THE COCA-COLA PROMISE
The Coca-Cola Company exists to benefit and refresh every one it touches.
The basic proposition of our business is simple, solid and timeless. When we bring
refreshment, value, joy and fun to our stakeholders, then we successfully nurture and
protect our brands, particularly Coca-Cola. That is the key to fulfilling our ultimate
obligation to provide consistently attractive returns to the owner so four business.
MARKETPLACE
More than a billion times every day, thirsty people around the world reach for Coca-Cola
products for refreshment. They deserve the highest quality—every time. Our promise to
deliver that quality is the most important promise we make. And it involves a worldwide,
yet distinctively local, network of bottling partners, suppliers, distributors and retailers
whose success is paramount to our own. Our investment in local communities in over
200 countries totals billions of dollars in jobs, facilities, marketing, the purchase of local
goods and services, and local business partnerships. Always and everywhere, we
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pursue continuous innovation in the products we offer, the processes we use to make
them, the packages we develop and the ways we bring them to market.
WORKPLACE
The Coca-Cola system is one of the most diverse organizations on earth, with a rich
mosaic of talented colleagues who bring a variety of intellectual, professional, ethnic
and cultural perspectives to our enterprise. They reflect the nations, cultures and
languages of the world.
Our policy is to foster an inclusive environment that encourages all employees to
develop and perform to their fullest potential.
Our workplace must be a place where everyone's ideas and contributions are valued.
Our employees deserve equal treatment under our policies governing compensation,
advancement, health, safety and other aspects of workplace life. We understand that
fairness in the workplace, coupled with the opportunity to develop individual capabilities,
fosters our collective success.
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ENVIRONMENT
Responsible stewardship of the environment is a top priority for The Coca-Cola
Company. By preserving and enhancing our natural world, we brighten the future for our
planet and for each other. We put this principle into practice through The Coca-Cola
Environmental Management System, known as ecosystem. We operate our business as
stewards of the environment, with a commitment to continually move our business
toward sustainability: striving to consume fewer natural resources, and to recover and
reuse resources more extensively. Our commitment to protect the environment extends
throughout our organization, involving officers, managers and employees at all levels.
We are accountable for our actions, conducting assessments of our environmental
performance and taking action toward continuous improvement in all that we do.
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COMMUNITY
Society advances on the strength of community: people sharing their ideas and
resources to reach common goals. We seek to strengthen local communities worldwide
through our support for education, through partnerships with other organizations and
through acts of citizenship by the people of Coca-Cola.
We support education because of its power to expand opportunities for individuals and
increase understanding between cultures. We partner with national and international
organizations to alleviate economic disadvantage and help improve the quality of life in
local communities. Together with our local bottling partners, we strengthen communities
by giving with our hands and our hearts, as partners in the promise of a better life.
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DIVERSITY AT WORK
Our people to develop to their fullest potential.The heart and soul of our enterprise have
always been our people. Over the past century, Coca-Cola people have led our
successes by living and working with a consistent set of values. While the world and our
business will continue to change rapidly, respecting these values will continue to be
essential to our long-term success.
As we have expanded over the decades, our company has benefited from the various
cultural insights and perspectives of the societies in which we do business. Much of our
future success will depend on our ability to develop a worldwide team that is rich in its
diversity of people, cultures and ideas.
We are determined to have a diverse culture, from top to bottom, that benefits from the
perspectives of each individual.
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COMMUNITY SUPPORT
“Success alone isn't what makes us a trusted neighbor and a welcomed friend in
communities where we sell our products. We earn that place only by being involved,
concerned and committed citizens."
Douglas N. Daft, Chairman, Board of Directors and Chief Executive Officer
At The Coca-Cola Company, we constantly strive to be the best neighbor possible by
strengthening our communities…those places our employees, customers and
consumers call home.
In the nearly 200 countries where we do business, The Coca-Cola system celebrates a
tradition of giving back to the community. And we do it in many different ways. Whether
providing financial contributions, awarding scholarships or supporting our employee
volunteer efforts, we are able to reach out to a diverse range of families and
communities across the globe.
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SUPPLIER DIVERSITY
Our approach to Supplier Diversity is simple ... it's inclusive! Minorities are the
fastest-growing segment of the U.S. population, and women make most purchasing
decisions involving consumer goods, including our products. Including minorities and
women as our partners is a business imperative at The Coca-Cola Company
Our supplier diversity mission is to provide equal access to procurement
opportunities for minority- and women-owned enterprises (MWBEs). We have made a
commitment to proactively building relationships with and purchasing goods and
services from MWBEs to the maximum extent possible. This mission underscores our
long-standing commitment to being a leader in supplier diversity and a model corporate
citizen in the communities we serve. In addition, it is in keeping with the Coca-Cola
Promise "...to benefit and refresh everyone who is touched by our business."
As a part of our commitment to supplier diversity and in collaboration with Clark
Atlanta University, we have established a MWBE Supplier Mentoring program to assist
minority- and women-owned firms to enhance their capability and capacity.
We believe second-tier engagement with minority- and women-owned firms is a
critical component to the success of supplier diversity. It helps us to reach and include
more MWBE suppliers in our procurement process. We also require our primary
suppliers to proactively engage minority and women firms on all company projects and
contracts. In fact, our major suppliers have embraced this second-tier program and
have become our partners in supplier diversity.
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WASTE MANAGEMENT
Every year, the world produces billions of tons of waste. Recycling and reusing
waste materials is absolutely crucial if we are to maintain the health and beauty of the
earth. The Coca-Cola® Company’s working constantly toward coming up with smart,
creative ways to reuse waste. Here's a glance at what we're doing.
To introduce innovative and environmentally friendly packaging, we opened a
breakthrough facility in Sydney, Australia for the world's first PET bottles to be produced
from recycled PET bottles. Today, one in four PET containers sold by our company in
North America contain recycled content.
At Peru's famous Machu Picchu archaeological site, we organized an aggressive
clean-up campaign, Campaña de Limpieza de Machu-Picchu, with the Machu Picchu
Sanctuary Authority. The program systematically removes trash that constantly
threatens the site - including PET bottles discarded by tourists, which are then recycled.
The effort has collected more than 20 tons of garbage and has been highly praised by
local authorities. More than 120 students have taken part.
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COCA COLA IN ASIA
MARY E. MINNICK Executive Vice President, President and Chief Operating Officer
Coca-Cola Asia
A
20 year veteran of the Company, Coca-Cola Asia president and chief operating officer
Mary Minnick oversees operations in 38 countries throughout Asia, from the critically
important Japan market, and developing giants India and China, to tiny Pacific nations
in a Group that accounts for 33 percent of The Coca-Cola Company's operating income,
refreshes over half the world's population and provides total system employment to over
100,000 people. For the second year, Fortune magazine voted Mary the twelfth most
powerful woman in the business world. From a career that started in sales with Coca-
Cola USA, Mary gained experience in sales, marketing and new products and rose
rapidly through management ranks. She spent eight years outside the US, the past
seven living and working in Asia, including assignments as president of Coca-Cola
Japan and before that president of the South Pacific division, based in Australia. Mary
was appointed to her current role in 2001 and, while based in Atlanta, spends the
majority of her time in Asia. As an executive vice president, Mary is also a key player in
developing strategy for The Company. Mary holds a Masters in Business Administration
from Duke University. She is also a member of the Dean's Council of the John F.
Kennedy School of Government, Harvard University, and the Board of Visitors of the
Fuqua School of Business.
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The serving tray the art work of popular magazine illustrator Hamilton king in 1913.
Th is t ray va lued a t over $1000 .
The famous “Sprite Boy” was created by noted artist Haddon
Sundblom and was used for the first time in 1942 advertising to introduce
the name “ Coke”.
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REVIEW OFREVIEW OF LITERATURELITERATURE
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REVIEW OF THE LITETRATUREREVIEW OF THE LITETRATURE
What is Employee Welfare?
Employee welfare means “The efforts to make life worth living for workmen.”
According to Todd “employee welfare means anything done for the comfort and
improvement, intellectual or social, of the employees over and above the wages
paid which is not a necessity of the industry.”
Employee Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages. Welfare helps in
keeping the morale and motivation of the employees high so as to retain the employees
for longer duration. The welfare measures need not be in monetary terms only but in
any kind/forms. Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance
against disease, accident and unemployment for the workers and their families.
Employee welfare entails all those activities of employer which are directed
towards providing the employees with certain facilities and services in addition to wages
or salaries.
Employee welfare has the following objectives:
To provide better life and health to the employees.
To make the employees happy and satisfied
To relieve employees from industrial fatigue and to improve intellectual, cultural
and material conditions of living of the workers.
To improve the loyalty and morale of the employees.
To reduce the labor turnover and absenteeism.
Welfare measures help to improve the goodwill and public image of the
enterprise.
To improve industrial relations and industrial peace.
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The basic features of employee welfare measures are as follows:
Employee welfare includes various facilities, services and amenities provided to
workers for improving their health, efficiency, economic betterment and social
status.
Employee welfare is a dynamic concept.
Employee welfare measures are also known as fringe benefits and services.
Welfare measures may be both voluntary and statutory.
Welfare measures are in addition to regular wages and other economic benefits
available to employees due to legal provisions and collective bargaining
Employee welfare schemes are flexible and ever-changing. New welfare
measures are added to the existing ones from time to time.
Welfare measures may be introduced by the employers, government, employees
or by any social or charitable agency.
The purpose of employee welfare is to bring about the development of the whole
personality of the employees to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy,
loyal and satisfied labor force for the organization. The purpose of providing such
facilities is to make their work life better and also to raise their standard of living. The
important benefits of welfare measures can be summarized as follows:
They provide better physical and mental health to employees and thus promote a
healthy work environment
Facilities like housing schemes, medical benefits, and education and recreation
facilities for employees’ families help in raising their standards of living. This
makes employees to pay more attention towards work and thus increases their
productivity.
Employers get stable labor force by providing welfare facilities. Employees take
active interest in their jobs and work with a feeling of involvement and
participation.
Employee welfare measures increase the productivity of organization and
promote healthy industrial relations thereby maintaining industrial peace.
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The social evils prevalent among the employees such as substance abuse, etc
are reduced to a greater extent by the welfare policies.
Agencies Monitoring the Employee Welfare Measures:
1. Central government: - The central government has made elaborate provisions
for the health, safety and welfare under Factories Act 1948, and Mines Act 1952.
These acts provide for canteens, crèches, rest rooms, shelters etc.
2. State government: - Government in different states and Union Territories
provide welfare facilities to workers. State government prescribes rules for the
welfare of the workers and ensures compliance with the provisions under various
labor laws.
3. Employers: - Employers in India in general looked upon welfare work as fruitless
and barren though some of them indeed had done pioneering work.
4. Trade unions: - In India, trade unions have done little for the welfare of workers.
But few sound and strong unions have been the pioneering in this respect. E.g.
the Ahmedabad textiles labor association and the Mazdoor sabha, Kanpur.
Welfare Measures refers to the physical, mental, moral, and emotional well-
being of an individual. The safe work environment provides the basis for the person to
enjoy working. The work should not pose a health hazard for the person. The welfare
measures aim at integrating the socio-psychological needs of employees, the unique
requirements of a particular technology, the structure and processes of the organization
and the existing socio-cultural environment. It creates a culture of work commitment in
organizations and society which ensure higher productivity and greater job satisfaction
to the employees.
Due to the welfare measures, the employees feel that the management is
interested in taking care of the employees that result in the sincerity, commitment and
loyalty of the employees towards the organization. The employees work with full
enthusiasm and energetic behavior which results in the increase in production and
ultimately the increased profit.
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The measures of welfare give result after a long period of time. It is a long
process, so the management has to keep patience while providing the welfare facilities
for the employees. While deciding the welfare facility for the employees, the
management has to do discussions with the persons who are now going to avail the
facilities. The communication increases the cohesiveness between the management
and the employees and thus industrial relations improve.
Welfare measures in factories: After the independence, the Government of
India makes strict rules and regulations to safeguard the interest of the workers in the
factories. The welfare facilities are provided to the workers as per the provisions laid
down in Chapter 5 (Section 42 to 50) of 'The Factories Act, 1948' for the benefit of
employees of the factories. Analyzing the benefits of the welfare provisions, the
management bears the huge cost spend on the welfare activities. The experts have a
firm opinion that by providing the welfare facilities to the employees the productivity of
the employees increases and ultimately profit increases. According to Section 49 of 'The
Factories Act, 1948' – "In every factory wherein five hundred or more workers are
ordinarily employed the occupier shall employ in the factory such number of
welfare officers as may be prescribed". The major role of welfare officer is to facilitate
and observe the welfare measures for the employees in the organization.
Manpower Productivity: The term 'Productivity' means goods and services
produced in a specified period of time in relation to the resources utilized. It is defined
as the ratio of output to input. Higher productivity means efficient use of input and vice-
versa. Therefore, the term 'Manpower Productivity' means the 'Productivity of
Labor'. It refers output to the corresponding input of labor. There is a difficulty in arriving
at the homogeneity concerning labor due to difference in scale, energy, training,
environment, incentive, rates of pay etc. The ratio of output to labor is universally
acknowledged to have some uniformity.
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It has been found that there is a correlation between the welfare measures and
manpower productivity i.e. if the proper welfare measures are taken then the
productivity of the employees will increase and ultimately the profit of the
organization will increase.
The welfare measures increases the productivity of the organization as well as it
enhances the morale and motivation of the employees which gives a positive
impact on the efficiency level of the organization.
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RESEARCHRESEARCH
METHODOLOGYMETHODOLOGY
RESEARCH METHODOLOGYRESEARCH METHODOLOGY
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The project on EMPLOYEE WELFARE MEASURES is a descriptive research
with an interval scale and non comparative scaling technique which is used in the
questionnaire for quantifying the satisfaction level of the employees towards the welfare
services provided by the company by studying their attitude or their impression towards
the employee welfare measures provided by the company.
Before going through the questionnaire first one should understand the meaning
of the terms used in the project for better understanding of the project report. These are
descriptive research, scaling technique, sample, sample size and reliability of the
questionnaire.
WHAT IS DESCRIPTIVE RESEARCH?
A type of conclusive research that has as its major objective the description of something –
usually market characteristics, specified population exhibiting a certain attitude towards a
particular aspect.
escriptive research, also known as statistical research, describes data and
characteristics about the population or phenomenon being studied. Descriptive research
answers the questions who, what, where, when and how.
Although the data description is factual, accurate and systematic, the research
cannot describe what caused a situation. Thus, descriptive research cannot be used to
create a causal relationship, where one variable affects another.
The description is used for frequencies, averages and other statistical
calculations. Often the best approach, prior to writing descriptive research, is to conduct
a survey investigation. Qualitative research often has the aim of description and
researchers may follow-up with examinations of why the observations exist and what
the implications of the findings are.
Descriptive research design is a scientific method which involves observing and
describing the behavior of a subject without influencing it in any way. Descriptive
research design is a valid method for researching specific subjects and as a precursor
to more quantitative studies. Whilst there are some valid concerns about the statistical
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validity, as long as the limitations are understood by the researcher, this type of study is
an invaluable scientific tool.
ADVANTAGES OF DESCRIPTIVE RESEARCH
The subject is being observed in a completely natural and unchanged natural
environment. A good example of this would be an anthropologist who wanted to
study a tribe without affecting their normal behavior in any way.
Descriptive research is often used as a pre-cursor to more statistical research
designs, the general overview giving some valuable pointers as to what variables
are worth testing quantitatively.
Quantitative experiments are often expensive and time-consuming so it is often
good sense to get an idea of what hypotheses are worth testing.
DISADVANTAGES OF DESCRIPTIVE RESEARCH
Because there are no variables manipulated, there is no way to statistically
analyze the results. Many scientists regard this type of study as very unreliable
and ‘unscientific’.
In addition, the results of observational studies are not repeatable, and so there
can be no replication of the experiment and reviewing of the results.
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WHAT IS SCALING?
Scaling is the process of measuring or ordering entities with respect to quantitative attributes
or traits.
WHAT IS INTERVAL SCALE?
A scale in which the numbers are used to rate objects such that numerically equal
distances on the scale represent equal distances in the characteristic being measured
WHAT IS NONCOMPARATIVE SCALE?
In Noncomparative scale, also referred as MONADIC or METRIC SCALES, each object is
scaled independently of the others in the stimulus set.
Noncomparative scale employs whatever rating standard seems to be appropriate for
the project work. It is not used to compare object being rated either to another object or
to some specified standard. It is used to evaluate only one object at a time, and for this
purpose Noncomparative scales are often referred to as Monadic Scaling.
WHAT IS SEMANTIC DIFFERENTIAL SCALE?
Semantic differential is a type of a rating scale designed to measure the connotative
meaning of objects, events, and concepts. The connotations are used to derive the
attitude towards the given object, event or concept.
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Osgood's semantic differential was designed to measure the connotative meaning of
concepts. The respondent is asked to choose where his or her position lies, on a scale
between two bipolar adjectives (for example: "Adequate-Inadequate").
The semantic differential is today one of the most widely used scales used in the
measurement of attitudes. One of the reasons is the versatility of the items. The bipolar
adjective pairs can be used for a wide variety of subjects.
The biggest problem with this scale is that the properties of the level of
measurement are unknown. The most statistically sound approach is to treat it as an
ordinal scale, but it can be argued that the neutral response (i.e. the middle alternative
on the scale) serves as an arbitrary zero point, and that the intervals between the scale
values can be treated as equal, making it an interval scale.
WHAT IS SAMPLE?
Sample is defined as subgroup of elements of the population selected for participation in the
study. Sample characteristics, called Statistics, are then used to make inferences about the
population parameters.
WHAT IS SAMPLE SIZE?
The number of elements to be included in a study is called Sample Size.
Determining the sample size is complex and involves several qualitative and
considerations. Important qualitative factors that should be considered in determining
the sample size include:
a) The importance of the decision.
b) The nature of the research.
c) The number of variables.
d) The nature of analysis.
e) Sample sizes used in similar studies.
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WHAT IS QUOTA SAMPLING?
A nonprobability sampling technique that is a two staged restricted judgmental
sampling. The first stage consists of developing control categories or quotas of
population elements. In second stage, sample elements are selected on convenience or
judgment.
The quotas are assigned so that the proportion of the sample elements
possessing the control characteristics is the same as the proportion of population
elements with these characteristics. In other words, the quotas ensure that the
composition of the sample is the same as the composition of the population with respect
to the characteristics of interests.
WHAT IS RELIABILITY?
Reliability is the consistency of a set of measurements or measuring instrument,
often used to describe a test. This can either be whether the measurements of the same
instrument give or are likely to give the same measurement (test-retest), or in the case
of more subjective instruments, such as personality or trait inventories, whether two
independent assessors give similar scores (inter-rater reliability). Reliability is inversely
related to random error.
Reliability is the extent to which the measurements of a test remain consistent
over repeated tests of the same subject under identical conditions. An experiment is
reliable if it yields consistent results of the same measure. It is unreliable if repeated
measurements give different results. It can also be interpreted as the lack of random
error in measurement
WHY DESCRIPTIVE RESEARCH?
Because in this project, the study is focused on quantifying-
The Employee satisfaction towards the employee welfare measures provided by the company to
the employees of the company.
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WHY NONCOMPARATIVE SCALE?
Because the main focus of the project is to evaluate the facilities provided by the
company as Employee Welfare Services one at a time rather not to compare the
facilities with each other or with any pre-defined standard.
WHY QUOTA SAMPLING?
As we know that there are various different departments in the company looking
after various activities and functions. In HCCBPL, Dasna there are following
departments, which are working to achieve their goal.
Production Department.
Shipping Department.
Human Resource Department (HR).
Finance Department.
Supply Chain Department.
Utility Department.
Cold Drink Department.
Stores Department.
Quality Assurance Department (QA).
Route to Market Department (RTM).
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These departments served as different quotas for quota sampling. And then
for the second step, the convenience sampling is done. Quota sampling is used
because as we know the peak season is on for the company and during this period it is
very hard to get a person for collecting responses especially from Production, QA,
Shipping departments. So get responses in very hard but it is also necessary to get
representation from every department, then for this purpose quota sampling is best.
The sample size for the research is taken as 78 out of 324, which is ¼ of the
total population present in the HCCBPL Company.
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METHOD ADOPTED FOR AVHIEVING THE GOAL
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ANALYSISANALYSIS
AND INTERPRETATIONAND INTERPRETATION
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CANTEENCANTEENTalking about the canteen, as we all know that it is very much impossible to
satisfy every employee when it comes to food, as many employees will be present, the
number of preferences will be different, their tastes will vary from one another and many
more things are present. So it is not at all easy to get a good feedback for the canteen
facility. But to maintain the standard is very important because every workmen,
associate, executive, everybody in coke visits canteen.
When the employees were asked about the canteen facility present in the plant
premises, its working, monitoring, hygienic conditions, cleanliness present in the
canteen, out of the 68 employees, 29 were found to be satisfied, 32 were found to be
unsatisfied and 7 employees were neither satisfied nor dissatisfied.
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TRANSPORTTRANSPORTAs the plant premises is situated in the vicinity of Masuri industrial area, which is
a remote area and is situated in the outskirts of NCR on NH-24. So it is very much
necessary for the company to arrange the transport facility for every employee working
for the company.
Therefore the company has arranged transport for the employees. They have a
contract with the transport companies for providing services to the company. The
service is provided to the employees working in both the general office timings and shift
timings. So it mandatory to have a brief view regarding the transport facility provided by
the company to the employees.
Out of the 68 employees, 43 were found to be satisfied, 20 were found to be
unsatisfied and 5 employees were neither satisfied nor dissatisfied.
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RESTROOMRESTROOMRestroom is also an integral part of the employee welfare which should be
properly maintained by the concerned authority. For the employees working in the plant
premises, it is mandatory to have a restroom, which is also mentioned in THE
FACTORIES ACT, 1948.
When the employees were asked about the restroom facility present in the plant
premises, its working, monitoring, cleanliness present in the restroom, out of the 68
employees, 38 were found to be satisfied, 21 were found to be unsatisfied and 9
employees were neither satisfied nor dissatisfied from the restroom facility present in
the plant premises.
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UNIFORMUNIFORMUniform is not mandatory as per the laws provided, but it is present in the
HCCBPL, Dasna. They are being provided with the uniforms every year from the
management side. They are being provided with certain pair of uniform, company T-
shirts, raincoat and a winter jacket every year.
When the employees were asked about the uniform given by the management,
its distribution system, monitoring, quality of the uniform, out of the 68 employees, 47
were found to be satisfied, 13 were found to be unsatisfied and 8 employees were
neither satisfied nor dissatisfied from the uniform quality and its other related aspects.
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SAFETY MEASURESSAFETY MEASURESSafety of the employees working in the manufacturing is an important issue for
the management especially when the employees are working with glass bottles,
chemicals etc, which is present in the beverages industry where it is necessary to have
proper safety measures present in the plant premises.
When the employees were asked about the safety equipments (PPE’s) given by
the management, its distribution system, monitoring, timely availability, out of the 68
employees, 52 were found to be satisfied, 11 were found to be unsatisfied and 5
employees were neither satisfied nor dissatisfied from the safety measures present in
the company.
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MEDICLAIM POLICIESMEDICLAIM POLICIESMediclaim policies are also a crucial aspect of employee welfare measures.
These are helpful in making the employee comfortable in time of need and it will help in
maintaining a good relation with the employee as it will help the employee to understand
that the company is there to take care of his needs during any mishappening.
When the employees were asked about the Mediclaim policies provided by the
management, its distribution system, monitoring, usage, out of the 68 employees, 48
were found to be satisfied, 10 were found to be unsatisfied and 10 employees were
neither satisfied nor dissatisfied from the Mediclaim policies present in the company.
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INSURANCE POLICIESINSURANCE POLICIESInsurance policy also plays an important role in maintaining a good realtion with
the employee and tries to provide an impression to the employee that company cares
for its employees and think for his betterment and also for their family members.
When the employees were asked about the Insurance policies provided by the
management, its distribution system, monitoring, usage, out of the 68 employees, 53
were found to be satisfied, 6 were found to be unsatisfied and 9 employees were neither
satisfied nor dissatisfied from the Insurance policies present in the company.
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MEDICAL CHECK UPSMEDICAL CHECK UPS HCCBPL, Dasna also take care of its employees by organizing free medical
checkups for their employees at timely intervals. They maintain a proper record for that
till the employees leave the company. It helps the management to understand the
condition of their employees and its problems, which can be sorted out and does not
affect its working capacity.
When the employees were asked about the medical checkups organized by the
management, its relevance, monitoring, usage, out of the 68 employees, 37 were found
to be satisfied, 17 were found to be unsatisfied and 14 employees were neither satisfied
nor dissatisfied from the medical check ups organized by the company management.
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PHYSICAL WORKING CONDITIONPHYSICAL WORKING CONDITIONIt is very important for the management to consider the physical working
conditions, where the employees are working especially the employees working in the
plant production area, filler room, hot fill line (Maaza), shipping dock (loading &
unloading).
When the employees were asked about the physical working conditions around
their working area, its canliness, monitoring, maintenance, out of the 68 employees, 37
were found to be satisfied, 15 were found to be unsatisfied and 16 employees were
neither satisfied nor dissatisfied from the physical working conditions around them.
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FINDINGSFINDINGS
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FINDINGSFINDINGS
OVERALL SATISFACTION LEVELOVERALL SATISFACTION LEVELThe satisfaction level of the employees is measured by taking mean of their
responses from the survey done to check their attitude towards the employee welfare
services provided by the company management. Then their individual scores are taken
into consideration for the calculation of the satisfaction level among the employees
working in the company.
After considering their individual satisfaction scores (mean of their responses
provided during the survey), it was found that out of 68 employees, 49 employees were
found to be satisfied whereas 18 employees were found to be unsatisfied from the
employee welfare services provided by the company. 1 employee is neither satisfied nor
dissatisfied from the welfare services provided by the company.
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Share of Each Facility Towards Unsatisfaction of The
Employees In HCCBPL, Dasna
When it was calculated that what is the share of each facility towards
Unsatisfaction of the employees in HCCBPL, Dasna, it was observed that mainly the
employees are not satisfied form the canteen facility. They are not satisfied with the
quality of food they are being provided by the canteen. Then the position is shared by
two facilities Transport and Restroom. Then all the remaining facilities share an equal
proportion. This can be better explained by the chart represented below:
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SUGGESTIONS
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SUGGESTIONSSUGGESTIONSFrom the above mentioned findings from the survey, it was being observed that
many of the facilities needs some more improvement from the present standard so that
the company who is spending a huge amount of money in employee welfare measures
can get the result in the form of increased productivity and also making their employees
feel that company cares for them. Some the suggestions are being provided to achieve
the above mentioned tasks which are stated below:
A SUGGESTION BOX should be placed in the plant premises which will work as
a feedback agent in which employees can put their valuable suggestions and can
bring the related matter in highlight without running here and there for that
particular task. It will also help the management to keep in touch with the workers
need and it will also help them to check that is there any broken link between
them or not.
The welfare officer should have a meeting with the employees once in a month
so that it can be personally understood the problems and suggestion from the
employees. This will bring a personal touch to the employees working and they
will start participating in these types of matters. The meeting should focus on the
working of the welfare facilities for the month their working, maintenance and
other related matters.
To improve the physical working conditions in the areas like Hot Fill Line (Maaza)
and Shipping Dock (Loading and Unloading) is very necessary. The concerned
authorities should work in that area to improve the conditions without affecting
the work done in that area.
The medical report of the medical check ups should be provided to the employee
so that there perception of the medical check ups being only done for completing
paperwork will change and they should know their status of health.
The medical should also be distributed among the employees who are not being
provided with the medical cards.
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The management should also think of increasing the capacity of the transport
services being provided to the employees of the company so that they should not
go standing in the bus after working in the plant.
The management should also think of providing AC bus facility during the
summer season as the employees will feel much relaxed in the heat of the
season and can increase their productivity when they will arrive with good and
stable physical condition.
The management should also look after the working of the canteen as majority of
the employees have suggested for the improvement in the quality of food they
are being provided with now a days.
It also suggested that the concerned authorities should look for the hygienic
condition in the vicinity of the canteen and should visit often for the mentioned
purpose.
Maintenance work should be done on priority basis, especially when it comes to
the equipments placed in canteen, hot fill line. They should be done on priority
basis because it takes a lot of time to repair the equipments which in turn results
in dissatisfaction in the employees.
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CONCLUSIONCONCLUSION
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CONCLUSIONCONCLUSIONThe above study helps to rectify the problems exists in the employee welfare
measures present in the HCCBPL, Dasna. This is the major key area the employees got
benefited directly through direct & indirect way. So, the company takes this study to
rectify the problems in these areas and helps to maintain good relation towards the
employees by providing required welfare services and by improving the pre-existing
welfare facilities to the employees. The finding and suggestion can help to take
necessary actions regarding understanding the need of the employees and finding out
the broken link between the company management and the employees working for the
company. If the employees were provided with proper satisfactory welfare measures
they can work dedicatedly, which leads to the development of the organization.
But before going for the concluding part, let us summarize some of the main
findings during the survey which were being highlighted by most of the employees in
one or the other way:
1. The food quality of workmen canteen was not up to the mark according to the
employees as they complaint that the contractor is now providing a low quality
food as it was not present before when it came here.
2. The hygienic conditions in the washing area of the utensils are not good, as they
don’t change the water used for washing at a regular interval. The same water
was being used repeatedly for washing the utensils, which is not hygienic.
3. The transport facility is being overcrowded. Employees state that the lines are
increasing day by day as well as employees working on it, but the capacity is not
increased. As a result of which many of the employees does not find any seat in
the bus.
4. The employees also complaints about the medical check ups organized by the
company. They are disappointed from the point that the management does not
provide them with their medical report of their check up being done. The
employees feel that these medical check ups are being done just for paper work
not for their welfare.
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5. Some of the employees also complaint about the quality of uniform being
provided to them.
6. The working condition in the areas like hot fill line (Maaza), shipping dock is very
harsh for the employees to work. Especially at hot fill line, the condition is not so
good. So there is scope of improving the working condition in those areas.
7. The maintenance of equipments for welfare of the employees is not being
properly done. This can be explained by the example of water cooler present in
the canteen which is not working properly from the past one month.
8. The cleanliness in shipping dock (Loading and Unloading) is not being properly
done by the house keeping department. Every now and then there were
complaints about the poor working by the housekeeping department.
Some of the comments from the employees are being mentioned below:
Working environment at hot fill is very bad and is not suitable for the
employee.
Company should think of his employee who maintains the company's
progress.
Medical report of the medical check up should be provided to the
employee.
Please do implement the suggestions given by the employees as they are
THE ASSETS OF THE COMPANY.
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ANNEXURE
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ANNEXUREANNEXURE
QUESTIONNAIREThis questionnaire is meant for studying the employee satisfaction for the “EMPLOYEE WELFARE MEASURES” in Hindustan Coca Cola Beverages Pvt. Ltd., Dasna. This questionnaire will be helpful in quantifying the satisfaction level of the employees regarding the welfare services and safety measures provided by the company. This questionnaire will target all the welfare services and safety measures which are being provided by the company to the employees and to check that the employees are satisfied with the services provided by the company.The questionnaire will cover the following areas regarding the welfare services and safety measures:
Physical Working Condition.
Canteen.
Transport.
Uniform.
Restroom.
Safety.
Medical Check-up.
Insurance Policy.
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“ Your valuable feedback will be appreciated. Please spend few minutes on this Questionnaire!”
PERSONAL DETAILS: Age: _______________years
Sex: О Male О Female
Department: _______________ Experience in this company: __________________years
“This questionnaire is based on a 7 point scale. Please consider these 7 points as ranks you would like to give to the respective question”
1. In your opinion, the physical working conditions (Cleanliness, Ventilation, Furniture etc.) near your working area are:
2. What is your frequency of visiting the canteen:i. Daily
ii. 3-4 days in a weekiii. 1-2 days in a week
3. Your view about the functioning of the canteen (including food quality, environment, hygiene):
4. Are you being provided with the transport facilities:i. Yes
ii. Noiii. Need Based
5. Your view about the transport facilities:
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6. The transportation provided by the company is:
7. The transportation provided by the company is as per shift timings/office timings:
8. Are you being provided with the Personal Protective Equipments (PPE’s) which your job requires:
9. Are you being provided with the uniforms:a. Yesb. No
10. Frequency of providing the uniform is:
11. Quality of the uniforms is:
12. Environment of restrooms (cleanliness, ventilation, environment) are:
13. Your view about the Mediclaim policies provided by the company to you (and your family members) is:
14. The company’s insurance policy is:
15. Does company arranges any free medical check up:a. Yesb. No
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16. The medical check up arranged by the company is:
17. Environment of the canteen present in the company is:
18. Environment in the restrooms is:
19. Do you think that this survey on employee satisfaction on welfare measures will help the company management in understanding its employee needs:
Yes No 20. In your opinion, will this feedback & suggestions will be considered by the company
management:
Yes No
Any more suggestions from your side ……………….
Thank You for Your Valuable Feedback!Thank You for Your Valuable Feedback!
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BIBLIOGRAPHY
BOOKS:
Research Methodology- C.R.Kothari.
Human Resource Management- V.S.P.Rao.
Business Law- L.M. Podwal
WEBSITES:
www.coca-cola.com
www.coca-colaindia.com
www.google.com
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