A

DISSERTATION
ON
Labor Relation & Welfare Plan ( A case study of Bajaj Two
wheelers,Pantnagar)

(With Special Reference to

BAJAJ AUTO LIMITED, SIDCUL, RUDRAPUR)
ON THE PARTIAL FULFILLMENT OF MBA (2009-11)
TWO YEAR FULL TIME COURSE

INTERNAL GUIDE: EXTERNAL GUIDE:-

Mrs Leena Dixit Mr. Anubhav Srivastava
Lecturer Management Deptt. Asst Manager- HR
Bajaj Auto Ltd.
SIMT, Rudrapur Sidcul, Rudrapur
SUBMITTED BY:-
Shailendra Singh
MBA 4th Sem. (09290500061)

SARASWATI INSTITUTE OF MANGEMENT & TECHNOLOGY

Rudrapur-Kashipur Highway, Gadarpur (U.S.Nagar)
(Affilited to Uttarakhand Technical University, Dehradun)
 DECLARATION

I hereby declare that Dissertation Report titled “Labor Relation & Welfare Plan ( A
case study of Bajaj Two wheelers,Pantnagar)” at Bajaj Auto Ltd. is written and
submitted by me under the guidance of Mr. Anubhav Shrivastava and it is my original
work.

Which I had collected by myself is true and even not copied. Also this is my original and
true work. This report is totally prepared up to my own effort and have not been copied
from any other sources. The data is collected through the particular company given data
while making report within the organization.

Supervisor Signature Student Signature

Mrs. Leena Dixit Shailendra Singh

HOD Signature

(Head of Department)
 ACKNOWLEDGEMENT

I express my deep sense of gratitude and sincere thanks to all Bajaj Auto Limited
team for their indispensable help, guidance and continuous encouragement enabling me to
bring this report into the present form.

My special thanks to Mr. Anubhav Srivastava, Asst. Manager-HR, for his

interest and the inspiration to undertake this Report and take it to its completion stages. I
am also being thankful to Ms. Leena DixitLecturer, Management department, SIMT
Rudrapur as without her immense interest in Report I can not take it to the final touch.
They have been a great source of motivation for me throughout the dissertation report .

My sincere thanks to Mrs. Puja Johari, H.O.D, Management Department, SIMT Rudrapur.

Once again, I am please to express my profound senses of gratitude everybody who,

whether directly or indirectly assisted me in preparing the Report without the cooperation
it would not have possible for me to bring about this Dissertation report it is.

“MORE YOU REASON, LESS YOU CREATE”

Place: Bajaj Auto Ltd. (Pantnagar)

Dated:

Shailendra Singh
 PREFACE

“No learning can be complete without practicing”. When we study in the classroom it
clears our picture about the field of the area, but it proves to be useful or thoughtful when
it is applied in practical field. Now the time has changed, practical knowledge for
management students is a must to qualify as a potential manager. It is for this reason that
summer training is prescribed as a part of syllabus for MASTER OF BUSINESS
ADMINISTRATION.

A Dissertation report require for the master degree in business administration in 4 thsem. at
Uttrakhand Technical University. I have privilege of receiving my dada in BAJAJ AUTO
LTD, SIDCUL, RUDRAPUR.

It must be said that the management provided with an excellent atmosphere for learning.
Prime site introduced me a totally New field of Labour Relation and Welfare Plan.
Initially I had no knowledge of Labour Relation and Welfare Plan in actual working
environment but after working on the Report and being in constant touch with people
while working inside the industry I have been able to gain immense knowledge about this
field.

The experience was enriching. I have tried to give my best to this Dissertation Report. I
hope the work that I have completed comes up to the expectation of everybody who have
posed his or her trust on me.
 CONTENTS
CHAPTER 1:-
1- DECLARATION
2- ACKNOWLEDGEMENT
3- PREFACE
4- EXECUTIVE ABSTRACT
5- OBJECTIVE OF THE STUDY
6- RESEARCH METHODOLOGY

CHAPTER- 2

7- INDUSTRY PROFILE

8- COMPANY PROFILE

CHAPTER- 3
9-LABOUR RELATION AND WELFARE PLAN

CHAPTER- 4

11- ANALYSIS AND INTERPRETATION

12- SWOT ANALYSIS

CHAPTER-5

13-FINDING

14-RECOMMENDATION AND SUGGESTIONS

15- CONCLUSION

16- BIBLIOGRAPHY

17-ANNEXURE
 EXECUTIVE ABSTRACT
TITLE
.Labor Relation & Welfare Plan ( A case study of Bajaj Two
wheelers,Pantnagar )

PROBLEM IDENTIFICATION
Bajaj two Wheelers pays very much importance to Industrial Relation and Welfare
Activites.

But Employees wants to do few changes in the Welfare Activities. Industrial Relation
procedures are to be followed very strictly.

RESEARCH OBJECTIVES
For the purpose of my research I have the following objectives:

 To analysis the working environment of the company.

 To understand various Welfare Polices and procedures of the company,
 To analyze sources of Labour Relation at Bajaj two Wheelers,
 To provide valuable inputs and suggestion to the company regarding this topic

RESEARCH METHODOLOGY
Exploratory research

FINDINGS
There is a mix response of the employee about the effectiveness of Labour Relation and
Welfare Plan and polices in Bajaj two Wheelers. Out of 20 people 8 disagree because
there is non-cooperation, internal Labour Relation and Welfare Activites of the
Management.

STRENGTH
 Superior Quality and services to provide maximum benefits to customers.
 All employees have efficient skills to perform their jobs.
 Objective of the Study
MAIN OBJECTIVE

 To study the Labor Relation and Welfare Plan in Bajaj two Wheelers in
pantnagar.

 To study the employee’s behaviour against the new procedures of new

welfare plan.

 To gain the practical knowledge in Human Resource department.

 To enhance my knowledge about the Company Policy and Procedures.

 To enhance my knowledge about the new Techniques and the new

Procedures of Human Resource Dept.
 SUB OBJECTIVE

The study was conducted mainly to know the important work performed by the
Human Resource in Bajaj two Wheelers.

Secondly the subsidiary object of this study was to undergone with the various
activities performed with in the organization, to gain the practical knowledge about
the jobs,

knowing the various welfare programmes & employees services taken up by

the Management of the company and the sort comings of the programme .

I have discussed there two aspect in detail in this project report. In the end,

I have given the conclusion of my study and have offered suggest to the
Management of the company to bring about better Human Relations in the
organization.
 RESEARCH METHODOLOGY
MEANING OF RESEARCH

“Systematized efforts to gain new knowledge”

Redman and Mary.

Research is the process of defining and re- defining problems formulating the different
hypothesis with suggested solutions by collecting, summarizing, organizing and evaluating
different data’s by thus reaching on solutions with careful testing. Research is common
means which refers to search for knowledge.

Research is scientific and systematic search for pertinent information on a specific topic.

“A Careful investigation or inquiry specially through search for

new facts in any branch of knowledge.”
Advanced Learners Dictionary
 OBJECTIVE OF THE RESEARCH

1- The purpose of research is to discover answer to questions through the application

of scientific procedure. The main aim of research is to find out the truth which is hidden
and which has not been discovered as yet.

2- To portray accurately the characteristics of a particular individual, situation or a

group (studies with this object in view are known as descriptive research studies);

3- To determine the frequency with which something occurs or with which it is

associated with something else ( studies with this object in view are known as diagnostic
research studies );

4- To test a hypothesis of a casual relationship between variables (such studies are

known as hypothesis – testing research studies).
 RESEARCH METHODOLOGY

Research methodology refers to the various sequential steps (along with a rationale, of
each such step to adopt by a researcher in studying a problem with certain object or
objectives in view. It would be appropriate to mention that research projects are not
susceptible to any one complete and inflexible sequence of steps and type of problems to
be studied will determine the particular steps to be taken and their order too. However, the
following steps provide useful procedural guidelines so far research methodology is
concerned;

1- Tentative selection of the problem (i.e. topic of research )

2- Initial survey of literature.
3- Defining or selecting the research problem.
4- Specification of the information required.
5- Design of the research project.
6- Sample design.
7- Collection of data or construction of questionnaire.
8- Execution of the project.
9- Analysis of data
10- Arriving at generalization; and
11- Preparation of the report.
INTRODUCTION TO COMPANY

INTRODUCTI ON:-

Founded 1945

Headquarter Pune, Maharashtra, India

Key people Rahul Bajaj (Chairman),

Rajiv Bajaj (Managing Director)

Website www.bajajauto.com

Bajaj Auto Limited is a major Indian automobile manufacturer having a

turnover of 120 billion rupees. The Bajaj Group was founded by Shri Jamnalal Bajaj in
1940’s, who was a close confidant and disciple of Mahatma Gandhi and the Bajaj Auto
came into existence in November 29, 1945 as M/s Bachraj Trading Corporation. In present
the Bajaj Group is amongst the top 10 business houses in India. Its footprint stretches over
a wide range of industries, spanning automobile (two-wheelers and three-wheelers), home
appliances, lighting, iron and steel, insurance, travel and finance.

The present Chairman of the group, Rahul Bajaj, took charge of the
business in 1965. Under his leadership, the turnover of the Bajaj Auto the flagship
company has gone up From Rs. 72 million to Rs. 120 billion, its product portfolio has
expanded and the brand has found a global market. He is India’s One of the most
distinguished business leaders and internationally respected for his business acumen and
entrepreneurial spirit.
 ACHIEVEMENTS

Bajaj Auto is the only manufacturer of the India’s first ever 250cc bike - NINJA
250R, which has won the coveted Indian Motorcycle of the year 2009.

Bajaj Auto also gets Chinese patent for ExhausTec Technology.

In a Quarter year Bajaj Auto has the highest turnover of 2909 crore, highest ever export of
224334 vehicles and highest ever net profit of 403 crore.

Bajaj Discover DTS – Si sets a new launch record- Sells one lakh bikes in first 50 days of
its launch.

Bajaj Pulsar 135LS is crowned as 2009ET- Zigwheels bike of the year 2009.

History of Vehicles Manufactured By Bajaj Auto

 1960-1970- Vespa 150- Under the license of Piaggio of Italy

 1971-three-wheeler goods carrier

 1972- Bajaj Chetak

 1976-Bajaj Super

 1977- Bajaj Priya

 1977- Rear engine auto rickshaw

 1981- Bajaj M-50

 1986- Bajaj M-80, Kawasaki Bajaj KB100, Kawasaki Bajaj KB 135

 1990- Bajaj Sunny

 1994- Bajaj Classic

 1995- Bajaj Super Excel

 1997- Kawasaki Bajaj Boxer

 1998- Kawasaki Bajaj Caliber, Bajaj Legend, India’s first four –stroke scooter,
Bajaj Spirit

 2000- Bajaj Safire

 2001- Eliminator, Bajaj Pulsar

 2003- Caliber115, Bajaj Wind 125, Bajaj Pulsar

 2004- Bajaj CT 100, New Bajaj Chetak 4-stroke with Wonder gear, Bajaj Discover
DTS-i

 2005- Bajaj Wave, Bajaj Avenger

 2006- Bajaj Platina

 2007- Bajaj Pulsar-200(Oil Cooled), Bajaj Kristal, Bajaj Pulsar 220 DTS-Fi(Fuel
Injection), XCD 125 DTS-Si

 2008- Bajaj Discover 135 DTS-i

 2009- Bajaj Discover 100 DTS-Si, Kawasaki Bajaj Ninja 250R-250cc

 About BAL, PANTNAGAR

Foundation Stone- April 2006

Plant Inauguration- 9th April 2007

Commercial Production Start- 9th April 2007

Total Investments - Rs. 1.5 billion (150 crores)

Area - 60 acres

And 155 acres of plant area has been taken by 16 vendors to set up a dedicated facility
and thus ensure seamless integration with the mother plant. These clusters will meet 75%
of Pantnagar component’s needs. Due to proximity of the vendors, the plant will
essentially operate on the basis of zero inventories.

KEY DATES:-

1945: Bajaj Auto is founded. 

1960: Rahul Bajaj becomes the Indian licensee for Vespa scooters. 

1977: Technical collaboration with Piaggio ends. 

1984: Work begins on a second plant. 

1998: Bajaj plans to build its third plant to meet demand. 

2000: Thousands of workers are laid off to cut costs.

 DEPARTMENTS:

1. Vehicle Assembly

2. Engine Assembly

3. Paint Shop

4. PPC

5. Vehicle Dispatch

6. Utility and Services

7. HR & Admin

8. Q.A.
 Human Resource Management

Human Resource Management is an integral part of management. It helps the management

in taking a strategic view of a very important resource i.e. Human Resource. It helps
management in identifying key skill sets, knowledge, values required in the employee and
the rewards that are needed to be given to the employees so that the organisation goals are
fulfilled. Also like other management functions, it has to ensure that these resources are
available at an optimal cost. It has to look into various training and development activities
to ensure this. This is a key area for Human Resource Management as it shows their
contribution in terms of money. The money here would be the opportunity cost incurred
due to appointing of new employees instead of developing current employees for the task
in hand.

Functions
From recruiting to orienting new employees, from writing job descriptions to tracking
vacation and sick leave, and from instituting and monitoring policies to monitoring
benefits, there has been a need for an HR generalist to assist senior management in both
establishing a "structure" to holding down costs of administration.
HRM is a function that helps manager’s recruit, select, train, and develop employees for
an organization.

1. Human Resource Planning: is understood as the process of forecasting an

organizations future demand for, and supply of, the right type of people in the right
number.

2. Job Analysis: is the process of studying and collecting information relating to

the operations and responsibilities of a specific job. The immediate products of this
analysis are job descriptions and job specification.

3. Recruitment: is the process of finding and attracting capable applicants for

employment. The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new
employees are selected.
4. Selection: is the process of differentiating between applicants in order to
identify (and hire) those with greater likelihood of success in a job.

5. Training and development: It is an attempt to improve current or future

employee performance by increasing an employee’s ability to perform through
learning, usually by changing the employee’s attitude or increasing his or her skills
and knowledge. The need for training and development is determined by
employee’s performance deficiency, computed as follows: Training and
development need = Standard performance – Actual performance

6. Remuneration: is the compensation an employee receives in return for his or

her contribution to the organization.

7. Motivation: is a process that starts with a psychological or physiological

deficiency or need that activates behavior or a drive that is aimed at a goal or an
incentive.

8. Participative management: Workers participation may broadly be taken to

cover all terms of association of workers and their representatives with the decision
making process, ranging from exchange of information, consultations, decisions
and negotiations to more institutionalized forms such as the presence of workers
members on management or supervisory boards or even management by workers
themselves as practiced in Yugoslavia. ((ILO)

9. Communication: may be understood as the process of exchanging information,

and understanding among people.

10. Safety and health: Safety means freedom from the occurrence or risk of injury
or loss. In order to ensure the continuing good health of their employees, the HRM
focuses on the need for healthy workers and health services.
11. Welfare: as defined by ILO at its Asian Regional Conference, defined labour
welfare as a term which is understood to include such services, facilities, and
amenities as may be established in or in the vicinity of undertakings to enable the
person employed in them to perform their work in healthy, congenial surroundings
and to provide them with amenities conducive to good health and high morale.

12. Transfer: involves a change in the job (accompanied by a change in the place of
the job) of an employee without a change in the responsibilities or remuneration.

13. Separations: Lay-offs, resignations and dismissals separate employees from the
employers.

14. Employee Relations: is concerned with the systems, rules and procedures used
by unions and employers to determine the reward for effort and other conditions of
employment, to protect the interests of the employed and their employers, and to
regulate the ways in which employers treat their employees.

15. Disputes and their settlement: Industrial disputes mean any dispute or
difference between employers and employers, or between employers and
workmen, or between workmen and workmen.
 EMPLOYEE RELATION

Introduction
People in organisations interact with each other during work, formally and officially as
well as socially and informally. During the course of interaction, relationships develop,
which are invisible connecting links, coloured by emotions of love, hate, repulsion,
respect, fear, anxiety and so on. These are usually mutual but not necessarily reciprocal. If
A hates B, it does not follow that B hates A. It is possible that B loves A and even
sympathizes with his thoughts.
Relationships imply feelings for each other. They may be positive (friendly,
wanting to be close) or negative (unfriendly, wanting to be distant). Relationships always
exist between interacting persons. There is no neutral point. Indifference is not neutral.
Indifference tends to be negative. Relationships influence behaviours at work.
Expectations of each other perceptions of the intentions of either, distributions of
assignments, readiness to conform or to rebel, enthusiasm to contribute, etc., are to some
extent outcomes of these relationships. Attitudes and motivations influence, and are
influenced by, the nature of these relationships.
Employees are among an organization's most important audiences with the
potential to be its most effective ambassadors.

Employee Relations are practices or initiatives for ensuring that Employees are
happy and are productive. Employee Relations offers assistance in a variety of ways
including employee recognition, policy development and interpretation, and all types of
problem solving and dispute resolution.

Once there was a time when "Employee Relations" meant labor relations
everywhere around the world. Negotiate. Orchestrate. Dictate. HR professionals helped
negotiate collective bargaining agreements. The provisions of that contract defined the
relationship between management, unions, and workers.

Today, Employee Relations is a much broader concept. It involves maintaining a

work environment that satisfies the needs of individual employees and management.
Improving employee morale, building company culture, conveying expectations
An effective employee relation involves creating and cultivating a motivated and
productive workforce. People are generally motivated from within, but what can you do to
help foster the type of environment where employees thrive, enabling your company to
outperform the competition

“Employee Relations” starts with determining the type of workplace the company
wants. It starts by considering what the company wants its employees to say about
working for the company. In a competitive market, it is important to that employees don’t
feel that they might be treated more fairly elsewhere. After all retention is one of the major
functions of HRM.
By considering what the company wants employees to say about working for it
gives shape to the company’s culture. The company culture conveys organization's core
values to its employees, customers, vendors, and community.
In addition to the workplace climate, the company also considers the types of
processes or systems it wants to employ within the workplace to support the company
culture and enhance the working relationship that exists between the company and its
workforce. Such systems could include communications, policies, training, and
development.
Also, an essential step in building effective Employee Relations is to evaluate the
human, financial and other resources available that reinforce the values and guiding
principles the company wants echoed throughout the organization. For example, what type
of supervisors and managers does it believe can bring out the best in people and projects?
 Advantages Of Maintaining Good Employee Relation

The Kishore Pump Organisation study proved that a more engaged employee is also a
more productive employee. The research also proved, that a more engaged employee is
also a more profitable employee, a more customer-focused employee, a safer employee,
and an employee who is more likely to withstand temptations to jump ship and in turn it is
also true that the longer employees stay with an organization, the less engaged they
become.

Following are the advantages of maintaining good relations with the employees.

 Reduced Absenteeism

One reason, outside of illness, that employees are absent is stress,

and the number one reason employees are stressed has to do with their relationship with
their manager/supervisor. Management styles that are too authoritarian tend to promote
high levels of absenteeism among employees also increase turnover, job burnout, and
employee health problems such as backaches and headaches. Employees may also reduce
turnover and absences when they begin to feel that working conditions are satisfactory and
that they are becoming more successful in their jobs.The absenteeism rate at GREAVES
COTTEN is 8 % and increases by 3 % reaching to 11 % during the summer holidays.

 Improved Morale And Motivation

The secret of creating a motivating employee review lies in the
relationship between accuracy and money. The right combination provides with a highly
motivated employee. Maintaining good Employee Relations creates an environment of
trust and increases morale. This improves the motivation of the employee. A motivated
employee is contagious and is beneficial for the growth of the company.

 Harmony in The Organization

Increase in the level of job satisfaction has a direct relation with
the smooth workflow. There will be lesser arguments and more discussions. Employees
will be ready to share information and help each other out.
A good relation with the employee also inculcates discipline. Thus harmony is
maintained.
  Attract Good Talent
Attracting the most qualified employees and matching them to the jobs
for which they are best suited is important for the success of any organization. A good
company with good Employee Relations will be talked about. There is a brand image
created in the mind of the employees which attracts them to the company like a drop of
honey.

 Lesser attrition - reduced cost on training, less cost of retention

A reduced attrition rate will reduce the cost of training and
induction. No new employees will need to start afresh. The company can save on getting
to know new employees.
Kishore Pumps spends around Rs.5 Lakhs on training every year with the attrition
rate being less than 2 %.
At Kinetic Engineering, it seems the employees are not interested in leaving at all.
The attrition rate is a minimal at 2-3% for staff, and between 1-2% for its workers.
 Parameters/company Bajaj two wheelers

ORGANISATION STRUCTURE flat

NO. OF WORKERS 742 workers

30 staff
150 managers
A Case study of
INDUCTION 15 days only for
Bajaj two Wheelers
managers and staff
for the purpose of
Labour  TRAINING Welfare
 Annual
and Employee
 Managers and workers
Relation inside the
 Technical for workers, behavioural for managers
industry External for managers and internal for workers

BENEFITS

Canteen
Yes, with subsidized
food.

Uniform
Selected employees,
also monsoon &
winter wear

Housing
For engineers and
Technicians in the
compound

Other

MONETARY BENEFITS ECS –

employee credit society

 MEDICAL FACILITIES
 3 in-house doctors and 3 nurses.
 Medical check-ups every 6 months.
Reimbursement

 SAFETY
 OBJECTIVE OF LABOUR WELFARE
There is necessity to provide welfare measures to the employees for making them happy
and contented. Workforce may remain with the organization when they find that in
addition to wages. Company given them fringe benefit to carry on their lives comfortably
and conveniently, so stable and created in such situation.

THE OBJECTIVES OF LABOUR WELFARE ARE DISCUSSED BELOW:-

1. To enhance the level of moral of employees.

2. To Create a Loyal, Contented workforce in Organization.
3. To Develop a Better Image Of The Company In The Mind Of Employees.
4. To enable the workers too comfortably & happily.
5. To Develop Efficiency Of The Workers
6. To Reduces Influence Of Trade Union Over The Workers
7. To Expose Philanthropic & Benevolent Activities Of The Company
8. To Make the Workers know that the company takes Care of Them.
9. To Develop Positive Attitude Towards Job, Company & Management
10. To Reduce Tax Burden.
11. To Developed a feeling of satisfaction of employees with the company
12. To Develop a sense Of belonging To The Company
13. To Retain Skilled & Talented Workers
14. To Develop Better Human Relation.
15. To Prevent Social Evils like Drinking, Gambling Activities & Social Conditions.
NEED FOR WELFARE ACTIVITIES

1. EMPLOYEE DEMANDS

Employee’s demands more varied types of fringe Benefits rather than pay like because of
reduction in Tax burden on the part of employees & in view of the galloping price index
and cost of living.

2. TRADE UNION DEMANDS

Trade unions compete with other for getting more and a new variety of fringe benefits to
their members such as life insurance, beauty clinics etc. Thus, the competition among
trade unions within an organization results in more & varied benefits.

3. EMPLOYER’S PREFERENCE:

Employer prefers fringe benefits to pay-hike as fringe benefits motivate employees for
better contribution to the organization results in more & varied benefits.

4. AS A SOCIAL SECURITY:

Social security is a security that the society furnishes through appropriate organization
against certain risks to which its members are exposed. These risks are contingencies of
life like accidents & occupational diseases.

5 .TO IMPROVE HUMAN RELATIONS:

Human relations are maintained when the employees are satisfied economically, socially
the worker’s economic, Social & psychological needs. Consumer stores, credit facilities,
canteen ‘Recreational facilities satisfy the worker’s needs.
 FEATURES OF EMPLOYEE WELFARE

1. Employee welfare is a comprehensive term including various services. Facilities &

amenities provided to employees for their betterment.

2. Employee welfare is a dynamic concept varying from country & from region within
same country. It is a flexible & ever changing concept as new welfare measures are added
to the existing measure from time to time.

3. Welfare measures are in addition to regular wages & other economics benefits
available to employees under legal provision & collection bargaining.

4. Welfare measure may be provided not only by employers but by the government,
trade unions & others agencies too.

5. The basic purpose of employee welfare is to improve the lot of the working class &
thereby make a worker a good employee & happy citizen.

6. Employee’s welfare is an essential part of social welfare. It involves adjustment of an

employee’s work life & family life to the community or social life.

7. Welfare measures may be both voluntary& statutory.

Employee welfare Measures are also known as fringe benefit & services.
 LABOUR WELFARE IN INDIA.

The chapter on Directive principle of state Policy in the Indian constitutes express the
need for labour welfare as discussed below:

ARTICLE 38:

The state shall strive to promote the welfare of the people by securing & protecting as
effectively as it may a social order in which justice social, economic & political shall
inform all the institution of the national life

ARTICLE 39:

The state shall in particular, direct its policy towards securing.

1- That the citizen, men & women equally have the right to an adequate means of
livelihood.
2- That the ownership & control of the material resources are so distributed as to
sub serve the common goal.
3- That the operation of the economic system does not result in the concentration
of wealth & means of production to the common detriment.

ARTICLE 41:

The state shall within the limits of its economic capacity & development, make effective
provision for securing the right to work, to education & to public assistance in case of
unemployment, old age, sickness & disablement & other case of under served wants.

ARTICLE 42:

The state shall make provision for securing just & human conditions of work & for
maternity relief.
 PRINCIPLES OF LABOUR WELFARE:

Following Principal should be kept in mind & properly following to achiever successfully
implementation of welfare programmes:

1. Principal of social responsibility industry.

2. Principle of totality of welfare.

3. Principle of accountability.

4. Principle of timelier.

5. Principle of responsibility.

6. Principle of democratic values.

7. Principle of efficiency.

8. Principle of co- ordination or integration.

9. Principle of adequacy of wages.

10. Principle of repersonalisation.

11. Principle of self help.

 VOLUNTARY AGENCIES:-

Many voluntary social services have been doing labour welfare work. Mention may be
made of the Bombay social service, seva sadan society, Maternity & infant welfare
association the depressed classes’ mission society & women institute of Bengal.

CENTERAL GOVERNMENT:-

The central Government tries to extend its helping hand through various acts covering the
safety, health & welfare of workers. It also administers the implementation of industrial &
labour laws .The important acts which as follows. The factories act 1948, Mines act 1952,
Shipping act 1948, Employees state Insurance Act 1948, Plantation labour Act 1951, etc.

THE FACTORY ACT 1948:-

The act provides the following services to workers.

 Washing facilities to male & female workers separately.

 Facilities for storing & drying clothes.
 Facilities for occasional rest for workers who work in a standing position for long
hours.
 First aid boxes or cupboard & the ambulance facility if there are more than 500
workers.
 Canteen where there are more than 250 workers.
 Shelters, restroom & lunchrooms where over 15 workers are employed.
 Crèche, If 30 or more women are employed.
 Welfare officer, If 500 or more workers are employed.
Factory Act 1948 Bajaj policies Results/ output

1- Washing facilities 200 Rs washing allowances Costing around 14000 Rs. Maintain
hygiene condition, dress code,
DRESS financially benefit

2 pair cotton 1 jacket

2 caps

2- Storing drying clothes As dress is allotted to employees Only the apron washed & dried by
they have to look after it. company. (Laundry facilities create
clean environment.)

3- Facility for occasional rest Shelter & restroom with proper Reduces fatigue.
for workers, in standing vitalization is provided.
position for long hours.

4- First aid, cupboards & One ambulance, medical Increase the safety & security of
ambulance facilities. reimbursement, proper first aid box employees & also give mental
& regular check up is under taken. satisfaction.
ESI facility is also provided.&
company have 2 medical assistants
5- Canteen where there are Subsidizes canteen facilities Reduces the excess time for meal,
more than 250 workers. proper food increase the efficiency,
Rs 5 for staff & 3.50 for workers. satisfaction.

6- Crèche, if 30 or more There are not more than 30 women If required policy will be adopted.
workers are employed. in the company.

7- welfare officer if 500 or Welfare officer, one is provided as Over all welfare activities are well
more workers are employed per the requirement. looked after it.

8- Safety and security Company provides all the safety Reduces the number of accidents &
equipments like aprons ,caps, fire makes the workers more confident &
safety requirements etc. free.

9- Provident funds Company provides 12% of p.f. to Provides substantial measures of

the employees financial securities &timely monetary
assistance

10- gratuity We are calculating gratuity by the Provides future security to employees
formula that boost to do long time job in the
company.
Basic X 15

26

And only provided to those

employees who have completed
there 5 years.
11- Bus facility This facility is provided to all the Highlights the punctuality of the
workers. workers, regularity, time saving
satisfaction &safety.

12- The ESI facility to The employees who gain the Employee satisfaction is provided and
workers. income less than 10,000 are also the benefit of 500,000 in respect of
provided with the ESI cards. medical.

13- Awards The company provides star of the Boost up the morale of the employee,
month, star of the quality, Best motivate him to work.
performance award monthly

14- Training and The necessary training like safety Helps in coping hard situation,
development. training in all respect is provided, Expertise the employees at work .
rest of the training is provided as
per the requirements.

15- Contract labour. Packing & cleaning & sealing Easy to handle contract labour as
activities are fulfilled by the compare to the company’s workers
employees through contract labour. ,saving on fringe benefits.

WELFARE PLAN IN BAJAJ TWO WHEELERS

TYPES OF WELFARE ACTIVITIES.
Welfare activities divided in two groups:

1-WELFARE MEASURES INSIDE THE WORK PLACE

 Condition of work environment.
 Conveniences.
 Worker health Services.
 Women & child welfare.
 Worker recreation
 Employment follows up.
 Economic services.
 Work Education.

2- WELFARE MEASURES OUTSIDE THE WORK PLACE.

 Water, waste disposal.
 Road, Park, Playgrounds.
 Market & co- operatives.
 Bank.
 Transport.
 Security
 Communication.
 Housing.
 Games & clubs.
WELFARE MEASURE INSIDE THE WORKPLACE AT BAJAJ TWO
WHEELERS.
 SAFETY AND CLEANLINESS NEIGHBORHOOD:

Safety and cleanliness to the neighborhood in this modern era has very important role.
Company adopts the policy of being eco- friendly and cleanliness is maintained in the
surrounding which is equally important for the company and neighborhood.

 UP KEEPING OF PREMISES – COMPOUND LAWNS, WALL GARDENS,

AND SO FORTH, EGRESS PASSAGES AND DOORS:

As discussed earlier, company should be eco friendly, and also the company should have
good compound for the better perspective. Lawns, gardens should be maintained,
compound walls should be proper white washed even the passage for the entrance and exit
should clearly give the idea about the route to follow.

 ELIMINATION OF DUST, SMOKE, FUMES, GASES:

The work to be done in this operation for the production purpose also produces various
gases, waste material , dust, smoke which is moreover always dangerous if we come in
contract with them their should be proper elimination of the waste material and the place
where the actual work is done should be well ventilated and well maintained.

 SANITATION AND CLEANLINESS:

Where there the condition of work , produce waste , gases, and other material not for use
their elimination were mostly done by sewers, and pipes the sanitation process for the
waste should be well formulated and also cleanliness in respect of sanitation also should
be there.

 CONTROL OF EFFLUENTS:

Accordingly when the process of sanitation is done the wastage is industrial process is
eliminated and that wastage is eliminated through the process of sewage. This eliminated
waste should be taken care off as this waste material is also harmful for the environment.
Emphasis should be given on reduction of waste material.

 CONVENIENCE AND COMFORT DURING WORK: SEATING

ARRANGEMENTS:
There should be proper arrangements for Convenience and comfort. Measure
should be Adopted for the reduction of stress there- in Employee having by regular work.
Proper seating Arrangements should be there as situation needs

 DISTRIBUTION OF WORK HOURS AND PROVISION FOR REST HOUR

MEAL TIMES AND BREAK:

Proper distribution of work should be there employee working were not machine
they are men their should be provision for breaks, meal times, rest hours for better
governing shift wise system should be adopted.

 SAFTEY MEASURES, THAT IS MAINTENANCE OF MACHINE AND

TOOLS, PROVIDING GUARDS HELMET AND TOOLS APRONS, GOGGLES,
FIRST AID EQUIPMENT:

Working condition was not same at all places, workers while working in operations should
be well equipped with safety measure essential for those operations. Guards, helmet,
aprons, goggles should be provided to them for their safety.

 SUPPLY OF NECESSARY BEVERAGES, AND PILLS AND TABLETS

:SALT TABLET MILK AND SODA

While being in exhaust place and working there from long period, leads to lack of energy
that gives birth to stress and compulsive nature. Employees should be provided with milk,
soda, other mineral drinks in intervals so that they are able to carry on their work in good
position.

 NOICE BOARDS; POSTERS AND PICTURE, SLOGANS, LIBRARY,

INFORMATION’S:

Under company compound they should have notice board so that any important
information, notice can be easily come under the notification of the employee. Company
should provide their workers with library so that they are able to get material to enhance
their knowledge. Use of posters, picture, and slogans should be there which help in
employee motivation.

CONVENIENCE:

 URINALS AND LAVATORIES, WASH BASINS,

BATHROOMS,PROVISION FOR SPIT ROOMS, WASTE DISPOSAL:

The maintenance of company compound and for the welfare of employee there should be
provision for urinal and lavatories, wash basins, bathroom and waste disposal.

 PROVISION OF DRINKING WATER AND COOLERS:

Operation were not same at all places, they differ in respect of work. Employee working
there were also human being they also need water to drink, and fresh air to breath.
Workers should be provided with drinking water facility and also of coolers.

 CANTEEN SERVICES:
Company should provide their workers canteen service also as it is beneficial for both
company, it will save their time and workers will get their meal. Canteen should provide
good nutritious food to the workers.

 MANAGEMENT OF WORKERS:

Workers should be well managed, according to work. Company should manage the proper
distribution of the workers in each task so that employees are able to complete their task

WORKERS HEALTH SERVICES:

 EMERGENCY AID , MEDICAL EXAMINATION FOR WORKERS;

HEALTH EDUCATION; MEDICAL OFFICER:
It is normal in nature of the companies where work is performed in huge capacity anyone
can get hurt or any type of emergency can take place. Emergency aid i.e. first aid kit
should be there, company should perform medical examination of their workers and
medical officer should be appointed. Company should lead their employee with well-
versed education.

 MEDICAL INSURANCE:
Company must be sure about medical insurance to their employee for the welfare of the
employees. (ESI & EMI)

 COMPENSATION:
Company should compensate their employee and their family members in respect of
medical treatment.

 WOMEN AND CHILD WELFARE:

Companies now usually make compound in their employees workers live with their
family. For the welfare purpose, women and child must be lead with education
programmes, provision of loan to the employees for the education of child should be there,
and recreational parks should be there for the women and child.

 RECREATION:
Recreation comprises of various activities like social cultural programmes for the
women’s, and playgrounds for their children, extra curricular activities should be there.

 EDUCATION:
Education facility to the women and children for their welfare, grant of the loan to the
employee for better education of their children

WELFARE MEASURES OUTSIDE THE WORKPLACE:

 WATER SANITATION WASTE DISPOSAL:

As discussed earlier, company should have proper measures in consideration of waste
disposal; water sanitation in broader sense company should have control on their effluents.

 ROADS, LIGHTING, PARKS, PLAYGROUNDS:

Company being whole- sole responsible for the welfare of their employees with
playgrounds and parks as a part of recreational activity

 SCHOOLS:
Schools is a major associated thing with our country for its bright future and if it’s
provided to the employees by the company for their children and themselves

 TRASNSPORT:
Companies have employees from various places nearby their province. They should
provide them with transport facility for their convenience. It will be good in respect of
both company and employee.
 COMUNICATION:
Communication is essential to carry on the work, and to maintain the relationship,
company should have its own flexible communication system that is suitable for the
welfare of the company and its employees.

 RECREATION; GAMES AND CULBS, CULTURAL PROGRAMMES:

Continuous working with no other activity leads to stress, and then sometimes to
depression company should have recreational facilities it should have its own playground
and on regular interval tournament of various games should be made. Beside games
company should have its own clubs fir the company members; they should arrange
different cultural programmes for the welfare of the employees.

 WATCH AND WARD; SECURITY:

Security deserve its own importance company should have its own security team headed
with its own security officer, security is essential for confidential documents, goods, semi
finished goods, raw material and primarily of residential compounds so that any
misconduct act will not happen.

APPROACHES TO LABOUR WELFARE

The various approaches to labour welfare reflect the attitudes and benefits of the agencies
which are engaged in welfare activities. Welfare facilities may be provided on religion,
philanthropic or some other ground. Moreover, the different approaches to labour welfare
reflect the evolution of the concept of welfare. In bygone days, the government of the land
had to compel the owner of an industry establishment to provide such basic amenities as
canteens, rest room drinking water, good working condition, and so forth, for their
employees. Such compulsion was necessary because the employer believed in exploiting
labour and treating it in an unfair manner. But times have changed and the concept of
welfare, too, has undergone change. Much progressive management today provides
welfare facilities, voluntarily and with enlightened willingness and enthusiasm. In fact,
welfare facilities are not restricted to the worker alone.

A study of the 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 his/her
knowledge of the subject is incomplete without knowledge of these approaches, and
knowledge of approaches enables the manager and the worker to have a better perspective
on welfare work.

1- The policing theory of labour welfare.

2- The religion theory of labour welfare.
3- The philanthropic theory of labour welfare.
4- The paternalistic theory of labour welfare.
5- The placating theory of labour welfare
6- The public relation theory of labour welfare.
7- The social theory of labour welfare.

Policing Religion Philanthropic

Theory theory theory

Social LABOUR Paternalistic

Theory WELFARE Theory

Functional Public Placating

Theory relations theory

theory
 APPROACHES TO LABOUR WELFARE

POLICING THEORY
A welfare state cannot remain a passive spectator of this limitless exploitation. It enacts
legislation under which management are compelled to provide basic amenities to the
workers. The state assumes the role of a policeman, and compels the managers of
industrial establishments to provide welfare facilities, and punishes the non – complier.
This is the policing theory of labour welfare.

RELIGION THEORY
The religion theory has two connotations, namely, the investment and atonement aspects.
The investment aspect of the religion theory implies that the fruits of today’s deed will be
reaped tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired
by this belief, some employers plan and organize canteens. The atonement aspect of the
religion theory implies that the present disabilities of a person are the result of the sins
committed by her/ his previously. He / She should undertake to do good deeds now to
atone or compensate for his/ her sins.

PHILANTHROPIC THEROY
Philanthropic means affection for mankind. The philanthropic theory of labour welfare
refers to the provision of good working conditions, crèches and canteens out of pity on the
part of the employers who want to remove the disabilities of the workers.

PATERNALISTIC THEORY
This theory is also called the trusteeship theory, of the labour welfare, the industrialist or
the employer holds the total industrial estate, properties and the profit accruing from them,
in trust. The trusteeship is not actual and legal, but it is moral and, therefore, not less real.

PLACATING THEORY
This theory is based on the assumption that appeasement pays when the workers are
organized and are militant. Peace can be bought by welfare measures. Workers are like
children who are intelligent, but not fully so. As crying children are pacified by sweets,
workers should be pleased by welfare works.

PUBLIC RELATIONS THEORY

According to this theory, welfare activities are provided to create a good impression on the
minds of the workers and the public, particularly the latter. Clean and safe working
conditions, a good canteen, crèche and other amenities, make a god impression on the
workers, visitors and the public.

FUNCTIONAL THEORY
Also known as the efficiency theory of labour welfare, the functional theory implies that
welfare facilities are provided to make the workers more efficient. If workers are fed
properly, clothed adequately and treated kindly, and if the conditions of their work are
congenial, they will work efficiently. Welfare work is a means of securing, preserving and
increasing the efficiency of labour.
 WELFARE SCHEMES IN BAJAJ TWO WHEELERS.

1. RDP (Rural development program) MONTHLY

2. Transport facilities FOR ALL EMPLOYEES.

3. Uniforms 2 PAIR OF COTTON,CAPS

1 JACKET YEARLY.

4. Subsidized canteen facilities 5 RS.FOR STAFFF & 3.50

FOR WORKERS IN LUNCH

5- Tea break (tea / lemon water) ONE IN PER SHIFT

6. Cultural programmes TWICE IN A YEAR

7. Yoga/ Art of living/ Vipasana ONCE IN A YEAR

8. Magazine (Quarterly) JAN/ APRIL/ JULY/ OCT.

9. Recreational tour/ Inter unit visit MONTHLY

10. Home visit SIX MONTH

 DATA ANALYSIS

Ques:1- Are you proud to be a member of Bajaj two Wheelers.

 Extremely satisfied = 48

 Satisfied = 40

 Can’t say = 3

 Dissatisfied = 6

 Extremely dissatisfied = 3
 60

50

40

30
48
20 40

10
3 6 3
0
ed ed y ed ed
sfi sfi sa sfi sfi
ti ti n 't ti ti
sa Sa Ca a a
Di
ss iss
ely d
em ely
tr em
Ex tr
Ex

Interpretation:
It shows that 48% will extremely satisfied,40%are satisfied. 6%are
dissatisfied,3%are extremely dissatisfied and 3%can’t say anything about to proud to be a
member of bajaj two wheelers.

QUES. 2- Do you think that company has a adequate mechanism to maintain

healthy employees relation.

Agree 62

Partially Agree 26

not Agree 7

can't say 5

Interpretation:
 It shows that 62% are agree, 26% are partially agree. 7%not agree and
5%can’t think about the company that has a adequate mechanism to maintain healthy
employees relation.

QUES.3- Is healthy employees relation reflects healthy organization culture.

All time 90

Some time 5

Never 5

100
90
80
70
60
50
90
40
30
20
10
0 5 5
All time Some time Never

Interpretation:
From the above, it shows that 90% says all time, 5% say sometime and 5%say
never about the healthy employees relation which reflects healthy organization culture.
QUES. 4- Do you like to indulge employees in decision making process so as to
keep healthy employees relation.

All time 70

Some time 25

Never 5

80

70

60

50

40
70
30

20
25
10
5
0
All time Some time Never

Interpretation:
From the above, it shows that 70% says all time, 25% say sometime
and 5% never like to indulge the employees in decision making process so as to keep
healthy employee relation.
 QUES. 5- Do you think that healthy employees relation exist in your company.

Satisfied 36

Partially satisfied 53

Dissatisfied 11

60

50

40

30
53

20
36

10
11
0
satisfied partially satisfied dissatisfied

Interpretation:
It shows that 36 %are satisfied, 53 % are partially satisfied and 11% are
dissatisfied to think about the healthy employees relation that exist in the company
Ques 6: Are you satisfied with the welfare activities like:

ACTIVITIES % ACTIVITIES %

Bus 92% Production incentive 98%

Canteen 100% Attendance award 100%

Uniform 71% Apron 100%

Cultural program 100% compensation 76%

Sports 92% Bank account 45%

Naturopathy 98% Safety 98%

Yoga/ Art of living 92% Social welfare 91%

Welfare activity 100% Monthly award 91%

Home visit 98% Star of the month, star of 91%

the quality, best
performance.

ESI/ Medical check up 98%

Ques 7: Does good welfare activities provide a job satisfaction?

Agree 62

Partially Agree 26

not Agree 7

can't say 5

70

60

50

40

30 62

20
26
10
7 5
0
agree partially agree not agree can't say

Interpretation:
It shows that 62% are agree, 26%are partially agree, 7%are not agree and 5%

can’t say anything about the good welfare activities that provide a job satisfaction.
Ques: 8- The Company provided all the safety equipment to his workers to ensure
their safety?

All time 90

As required 7

never 3

100
90
80
70
60
50
90
40
30
20
10
7 3
0
All time As required Never

Interpretation:
From above, it shows that 90% says all time, 7%say according to the required, and
3% say that the company never provide all the safety equipment to his workers to ensure
their safety.
Ques: 9- Does the compensation provided by the company is fair as per the rule?

Agree 86

Not agree 14

100
90
80
70
60
50
86
40
30
20
10
14
0
Agree Not agree

Interpretation:
It shows that 86%are agree and 14%are not agree with the compensation which is
provided by the company is fair as per the rule.
Ques: 10- Does the company appreciate or provide some awards or monetary
benefits when you do a wonderful job?

All time 70

Some time 25

Never 5

80

70

60

50

40
70
30

20
25
10
5
0
All time Some time Never

Interpretation:
It shows that 70% says all time, 25%says some time and 5% says that the
company never appreciate or provide some awards or monetary benefits when the
employee do a wonderful job.
 SWOT ANALYSIS:

STRENGTH

 Goodwill of company
 Financially a very strong company
 Effective well designed & developed production & marketing network.
 Superior quality & service to provide maximum benefits to customers.
 The healthy and friendly environment in the company.
 Dedicated work force
 Continuous growth.
 Market share of the company.
 Excise and Income tax benefit to the company

WEAKNESSES

 Storage capacity of the company is limited.

 Land is not properly utilized.
 Raw material is wasted at the time of unloading.
 Unit is situated far away from main plant.
OPPORTUNITY

 There can be minimization of waste.

 There must be more efficient utilization of the material.
 More & more incentives should be given to workers to motivate them which helps
in increasing the employee morale.
 There can be use of the foreign technology for efficient utilization of raw material
so that the production of a two wheelers can be increased.
 The expansion of the plant

THREATS

 New entrants in the business

 Threats of substitute products
 Availability of the other brands
 Rivalry among the competitions
 Changing taste & preference of customers
 FINDINGS

1- Whenever necessary some practical exercise like brainstorming or some games

should be conducted, for the deep understanding the concept.

2- The company should introduce some more new schemes & programmes for the
welfare of the employees.

3- The company should motivate the employees to participate in these types of

programmes with full interest.

4- It can organize counseling programs on a continuous basis for the management of

the workers personal 7 emotional problems.

5- The company should appoint external agencies to look after the welfare activities.

6- About all the induction programmes one should provide all the welfare activities,
company rules & norms, so that it is easy to resolve the problem.

7- In few HR decisions like hiring employees on company roll, retrenchment,

increment, PLA, Promotion, HR department appraisal should have a relevant
database & after such activities tries to get the satisfaction level of the employees.

8- External environment study time to time should be taken in to consideration.

 SUGGESTION

The following are some points that are for suggestion:-

1- The company may use the employees work diversification towards various other project
so that their experienced skills can be utilized for the company’s benefits which will
inculcate the versatility in the employees.

2- To improve the moral & motivation of the employee the company should concentrate
on the sports, club facilities & organize the innovative programmes.

3- Financial assistance for treatment of individuals or spouses in rarest of rare cases.

4- Observance of family welfare day every year.

5- Create awareness on “domestic violence “at the work place.

 CONCLUSION

According to the report that conclusion are extracted-

1- Welfare schemes are properly applies due to financial condition of the company.
Company spends a lot of money on the employees for their welfare.

2- Bajaj two Wheelers concentrate more on welfare programmes for the employees. It
provides subsidized canteen for both staff & teammates. Special welfare policies &
benefits are provided to the employees.

3- The management selects proper educated employee and post in proper place where
employee can work as per qualification & experience. The factory also provides training
time to time as according to their need.

4- An excellent performance appraisal system is carried on, in order to know the

requirements as well as to judge the performance of the employees.
BIBLIOGRAPHY:

 Personnel Management
- H.J. Chrunden

- C.B. Mamoria

- S.V. Gankar

 Human Resource Management

- A.K. Ghosh
-
 Human Resource Management & Personnel Management
- Ashwathappa

 Human Resource Management

- Dr. C.B. Gupta

 Magazine: HRM review

 scribd.com
 ANNEXURE
QUES. 1- Are you proud to be a member of Bajaj two Wheelers.
a- Extremely satisfied
b- Satisfied
c- Can’t say
d- Dissatisfied
e- Extremely dissatisfied.

QUES. 2- Do you think that company has a adequate mechanism to

maintain healthy employees relation.

a- Agree
b- Partially agree
c- Not agree
d- Can’t say

QUES.3- Is healthy employees relation reflects healthy organization

culture.

a- All time
b- Sometime
c- Never

QUES. 4- Do you like to indulge employees in decision making process

so as to keep healthy employees relation.

a- All time
b- Sometime
c- Never

QUES. 5- Do you think that healthy employees relation exist in your

company.

a- Satisfied
b- Partially Satisfied
c- Dissatisfied
QUES 6- Are you satisfied with the welfare activities like:

Bus Production incentives

Canteen Attendance award

Uniform Apron

Cultural Program Biscuit coupon

Sports Bank account

Naturopathy Safety

Yoga/ Art of living Social welfare

Parle patrika Star of the month

Home visit Star of the quality

ESI/ Medical facility Best performance

QUES. 7- Does good welfare activities provides job satisfaction?

a- Agree
b- Partially agree
c- not agree
d- can’t say

QUES. 8- The company provided all the safety equipment to his

workers to ensure their safety ?

a- All time
b- As required
c- Never
QUES. 9- Does the compensation provided by the company is fair as
per the rule?

a- Agree
b- Not agree

QUES. 10- Does the company appreciate or provide some awards or

monetary benefits when you do a wonderful job.
a- All times
b- Some times
c- Never