Introduction

The principle source of any organization is the people managing its

people are the most important aspect of managing organization. No longer is
manpower one of the resources in industries or business and establishment.
It is the most important of all resources. Manpower is that resource through
which the management directs and controls resources like material, money,
machines and others.

A. Human resource management:

"Personnel management is the planning, organizing, directing and
controlling of the procurement, development, compensation, integration,
maintenance and separation of HR to the end that individual, organizational
and societal objective and accomplished."

Objectives of Human Resource Management

a) Effective utilization of human resources in the achievement or

organizational goals.

b) Establishment and maintenance of an adequate organizational

structure and desirable working relationships among all members of

the organization.

c) Securing integration of the individual and informal groups with the

organization and there by their commitment, involvement and

loyalty.

d) Recognition and satisfaction of individual needs and group goals.

 e) Provision for maximum opportunities for individual development

and advancement.

f) Maintenance of high morale of human organization.

g) Continuous strengthening and appreciation of human assets.

2. Scope of HRM:
The scope of HRM is very vast, all the major activities in the working
life of the employee from the time of his/her entry in to the organization
until he/she leaves. The organization come under the purview of HRM, it
includes activities like human resource planning, training and development,
performance appraisal and job evaluation, employee and executive
remuneration, motivation and communication, welfare, safety and health,
industrial relations and prospects of HRM.

3. Importance of human resources:

Human resources may be through of as the total knowledge skills,
creative abilities, talents and aptitudes values and attitude of the people who
from the organization workforce human resource needs to be achieving
organizational and individual goals. It is the most valuable asset to an
individual goal. It is an economic resource, covering all human resources
organized and unorganized, employed/ capable of employment. Working at
all levels, hence the importance of human resources. Effective management
of manpower is the key to a successful organization. Since it is the factor
responsible for performing of the organization goals. The essential for
accomplishment of the organizational goals. The dynamic natural of man
poses a challenge to the task of personnel management.
4. Objectives of HRM:
In one word, the main objective of HRM is "empowerment of
employees" in broader terms however the objectives of HRM are to secure
the following:

Industrial peace: with peace, prosperity is not possible, excellent union

management relations; healthy interpersonal relationship, promoting
participative management style and good individual and Labour relations
can secure peace.

Achieve high productivity: the underlying objective here is to increase the

quantity or volume of the product or service for a given input. Increasing the
capital investment, by innovating, learning and by motivating the
employees, does this.

Improve quality of work life of employees: quality of work life means

improving the "intrinsic" and extrinsic factors connected with work. To
improve quality of work life, there should be:

 Autonomy: extent of freedom of action available in the job such as

delegation of authority, flexibility of timings in the work.
 Recognition: appreciation of the good work done by the employees.
 Sense of belonging: it refers to commitment to the organizations
objectives
  Career prospects and self development: it is a condition when
individual expectations and organizational objectives of growth, both
meet together
 Rewards and benefits: there are external rewards in the form of

wages, salaries, benefits and services

5. The function of HRD at EXIDE:

The basic function of the department is to achieve result through
effort of people employed by it: this can be achieved smoothly only if co-
operation on the part of the employee is generated for achieving the
objective of management. The effort of human being can't be directly
controlled as a process of machine can be, hence we must create an
environment in which co-operative action is spontaneous.

Current issues:
 Pay and other benefits
 Promotional policy
 Job evaluation
 Manpower planning (recruitment-reservation-induction placement,
service record-merit rating-transfer-promotion-resignation/
retirement)
 Training (in-house training, external training programmes
 Management development programmes
6. Employee welfare:
Definition:
Welfare means faring or doing well. It is a comprehensive term, and
refers to the physical, mental, moral and emotional well being of an
individual. Labour welfare also referred to as betterment work for
employees, relates to taking care of the well being of workers by employers,
trade unions and governmental and non-governmental agencies. It is rather
difficult to define the term Labour precisely because of the relativity of
concept.

Merits and demerits of welfare measures:

Labour welfare is justified for several reasons. It is desirable to recollect the
services of a typical worker in this context.
The social and economic aspects of the life of a worker have a direct
influence on the social and economic development of the nation. There is
every need to take extra care of the worker-to provide statutory and non-
statutory facilities to him/her.
Another argument in favor of employee welfare is that the facilities help
motivate and retain employees. Most welfare facilities are hygienic factors.
Which according to Herzberg, create-dissatisfaction if not provide. Remove
dissatisfaction, place an employee in a favorable mood, provide satisfies and
then motivation will take place. Welfare facilities, besides removing
dissatisfaction, help develop loyalty in workers towards the organization.
 Welfare may help minimize social evils, such as alcoholism,
gambling, prostitution, drug addition, and the like. A worker is likely to fall
a victim to may have there if he/she is dissatisfied or frustrated. Welfare
facilities tend to make the worker happy, cheerful and confident looking. A
further argument is favor of welfare is that a reputation for showing concern
helps improve the local image of the company as a good employer and thus
assists in recruitment. Welfare may not directly increase productivity, but it
may add to general feelings of satisfaction with the company and cut down
Labour turnover.

Arguments against Labour welfare are obvious. Welfare implies' do-

gooding the private affairs of employees and their off-the job interests
should not be the concern of their employers. If welfare services are used at
all. They are taken for granted. Gratitude is not a prime motivating factor. In
fact, gratitude is a thing of past remembered for a short time and forgotten
soon after.

Types of welfare activities

Welfare measures are classified into two broad groups namely:
 Welfare measures inside the work place
 Welfare measures outside the work place
B. Welfare measures of work environment
1. Conditions of the work environment
Cleanliness
Up keeping of premises: compound wall, passages and doors, white washing
of walls and floor maintenance
Room sanitation and cleanliness, temperature, humanity, ventilation,
lighting etc
Convenience and comfort during work, that is, operatives posture, seating
arrangements
Distribution of work hours and provision for rest hours, mealtimes and
breaks
Notice boards, posters, and slogans: information or communication.

2. Conveniences:
 Urinals and lavatories, washbasins, provision for spittoons: waste
disposal
 Provision of drinking water
 Management of workers cloak rooms, rest rooms, reading room and
library

3. Workers health services

 Dispensary, emergency aid, health education
6. Economic services:
Health insurance, bonus schemes, transport services, provident fund,
gratuity and pension, rewards and incentives, workmen's compensation for
injury.

7 . Worker's education:
Library, literary classes, adult education, daily news review, company
news bulletin.

2. Welfare measures outside the work place

 Township
 Bank
 Transport
 Health and medical services
Labour welfare officer
Schedule 49 of the act provides that in every factory where in 500 or
more workers are ordinarily employed, the employer shall appoint at least
one welfare officer. The officer is expected to act as on advisor, counselor,
mediator and liaison officer between the management and the Labour.
Specifically, his/her duties include the following:

1) Supervision of the safety, health and welfare programmes like

housing, recreation and sanitation services, working of joint
committees grant of leave with wages and redressal of worker's
grievances.
 2) Counseling workers in personal and family problems: adjustment to
their work environment and understanding their rights and privileges.
3) Advising management in matters of formulating welfare policies,
apprenticeship training programmes, complying with statutory
obligations to workers, developing fringe benefits and worker's
education.
4) Liasioning with workers so that they may appreciate the need for

harmonious industrial relations in the. plant, resolve disputes, if any:

understand the limitations under ethic they operate and interpret
company policies correctly
5) Liasioning with the management so as to appraise the latter about
worker's viewpoints an organizational matters

Administration of welfare facilities

Administration of welfare involves decisions on:
 Welfare policy
 Organization of welfare
 Assessment of effectiveness

Welfare policy
The first step in welfare administration is to have a clearly defined
policy towards it. The policy must cover willingness of the management,
objectives sought to be achieved, range of facilities to be provided and the
timing of the facilities. The question of unwillingness has only academic
interest because, every employer is compelled to provide welfare either by a
statute or precedence already established by rivals or out of genuine interest
to wards employee welfare Objective of welfare must be to enhance
efficiency of employee.

Organization for welfare:

In most organization welfare is the responsibility of welfare officers.
Legal provisions in variably stipulate that certain minimum facilities should
be provided to employees in industrial establishments. The minimum
facilities are in adequate to protect the welfare of workers.

Assessment of effectiveness
Effectiveness of welfare must be assessed periodically. Feedback.
Thus obtained, must act as the basis for initiating remedial actions where
desired results have not been obtained.

There are two methods of assessment they are:

 Trend analysis: welfare is sought to be justified because of its impact
on efficiency, turnover and social evils. HR experts must assess the
impact of each of these, before and after particular welfare activities
is being introduced. If post implementation shows a substantial
improvement, the welfare is worth continuing. The scheme deserves
to be discontinued. It there is no improvements of if there is a fall in
any of the area
 Opinion survey: the most effective assessment technique
7. Evaluation and growth of Labour welfare in India
Initial stages Labour was confined to annual bonus. Festival advance
and presents on festivals like birthdays etc. employee federation of India
carried out a study in 1961 and observed that welfare measures constituted
20 t030% of the wages bill in the 1960. It varies from industry to industry.

Welfare activities were largely influenced by humanitarian approach

enshrined in Indian philosophy that was initiated by philanthropic and social
workers. In the initial stages condition of Labour welfare was very
miserable:

1881-lndian factory act

1890-Recommendation by Bombay factory commission on in 1890
1891- the factories ( amendment) act 1919- ILO was established
1920-AITUC was formed
1922- India factories act
1944-End of IInd world war brought about for reaching welfare measures to
Labour
1947- Indian independence has given a new dimension to Labour welfare
measures
post 1947-Emergence of central trade union organization gave further boost
to the growth of Labour welfare movement.
8. Objectives of employee welfare:
There could be multiple objectives in having an employee welfare
programme. The concern for improving the lot of workers and internal
social responsibility, a feeling of concern, of caring by providing some of
life's basic amenities, besides the basic pay packet. This helps to build up a
sense of loyalty on the part of the employee towards the organization. The
welfare package by taking care of basic living frees the worker to devote his
time and attention to the organizations task and thus enhance efficiency and
output. An attractive package, which provides benefits without the course of
on employee's career, serves to attract and retain the 'better employees and
simultaneously enhance their moral. The organization is also eligible to
certain tax concessions by spending on employee welfare.

9. Theoretical perspective
The factories act, 1948 applies to the EXIDE. Hence, it is essential to
study a few important features of the act that are applicable to the company.

The broad areas of converge under the act are health, welfare, safety,
working hours, annual leave with wages and employment of women.
 Cleanliness
 Ventilation and temperature
 Drinking water
 Latrines and urinals
 Lighting
Cleanliness
Every factory shall be kept clean and free from effluvia arising from
any drain, privy or any other nuisance and in particular.

Ventilation
Effective and suitable provision shall be made for securing and
maintaining in every work room. Adequate ventilation by the circular of
fresh air.

Drinking water
In every factory, sufficient latrine and urinal accommodation of
prescribed types shall be provided conveniently situated and accessible to
workers at all times during their working hours.
Separate enclosed accommodation shall be maintained in a clean and
sanitary condition at all times.
Sweepers shall be employed whose primary duty it would be to keep clean
latrines, urinals etc.

Lighting
In every factory or establishment where workers are working there
shall be provided and maintained sufficient and suitable lighting natural or
artificial or both.

In every factory effective provision shall, as is practicable, be made

for the prevention of- glare, either directly from a sources of light or by
reflection from a smooth surface.
The formation of shadows to such an extent as to cause eyestrain or the risk
of accident to any worker.

First aid appliances

There shall in every factory be provided and maintained so as to be
readily accessible during all working hours first-aid boxes or cupboards
equipped with prescribed contents and the number of such boxes and
cupboards to be provided and maintained.

Intervals for rest

(The period of work) of adult workers in a factory each day shall be
so fixed that no period shall exceed 5 hours and that no worker shall work
more than 5 hours before he has had an interval for rest of at least half an
hour.

Welfare Measures
 Medical Check up for employees
 Housing facilities
 Transportation facility
 Uniform
 Shoes, Caps
 Loans are provided
 A safety register is maintained in each department
 Better norms for the best incentive earner
 Encouraging employees in participating in suggestion scheme
Safety Measures
 Fire fighting equipment
 Hand Gloves, cotton, rubber surgery gloves are provided for
the workers who are working in the production department.
 Ear pluck to eliminate the unwanted noise.
 Gum boots are provided

HR Driven Workforce
1. Highly Motivated young team of workmen
2. Stage - wise self inspection of processes instead of "Inspectors"

3. Total Involvement of workmen in Corrective and preventive actions.

4. Frequent training/awareness sessions for workmen (internal/external)
on quality, safety and self-improvement.
5. Exposure to International work practices from APC/ Toyota/Hyundai
for global competitiveness.
RESEARCH DESIGN AND METHODOLOGY
Introduction
After the employees have been hired. Trained and remunerated. They
need to be retained and maintained to serve the organization better. Welfare
activities are designed to take care of the well being of the employees. They
do not generally result in any monetary benefit of the employees, nor do the
employers alone provide there facilities.
Government and non-government agencies and trade unions too. Contribute
towards the employee welfare.

Title of the study

The study title is "A STUDY ON EMPLOYEE WELFARE
FACILITIES." This study on basically study on workers welfare, like
health, finance, education and there rights on the company.

Need for the study

Employee welfare which is understood to include such series of
facilities and amenities may be established in or in the vicinity of
undertaking to enable the persons employed in them to perform their work
in healthy, congenial surrounding and to provide them with amenities
conductive to good health and high morale.
 The project report title "Employee welfare measures at EXIDE" has
been mainly prepared to know the awareness of welfare facilities and find
out the level of satisfaction by the employees.

The employees should be given more benefits for the work they do. It
motivates them for the work they do. It motivates them to perform well and
also leads to employee morale.

Statements of the problem

The social and economic aspects of the life of a worker have direct
influence on the social and economic development of a nation. The
industrial workers are indeed soldiers' safe guarding the social and economic
factors of the industrial development.

The economic development of any country depends upon the rapid

growth of an industry. The success of any organization in turn depends to
the workers. Who are working for the organization? So the organization
must motivate and retain its workers for its better productivity by providing
better employee facilities. In this context the study of "employee welfare"
has been taken to analyze and evaluate existing welfare facilities in EXIDE.

Objective of the study

 To know the awareness of welfare facilities
 To know the level of satisfaction of the workers by the welfare a
facilities provided by the company.
  To get the opinion of employees about the facilitates provided by the
company.
 To finds out whether statutory welfare measures are being adopted.
 To identify any non statutory measures being adopted and obtain
suggestion for their improvement
 To suggest improvements for better provision of welfare measures
 To evaluate effectiveness of welfare facilities in organization
 To know about importance of welfare facilities in modern industries.

Scope of the study

The study is not confined to the EXIDE main house. It involves
interaction with the employees and the HRM so as to determine the welfare
measures adopted. The time frame of this study was 1 month.

Research design
Purpose
The main theme of this chapter is to know the source of the data; the
researcher has collected the data or information. The data are raw facts of
observations. Typically about physical phenomena. Thus, data are usually
subjected to a value added process where:
 Its forms are aggregated, manipulated and organized.
 Its content is analyzed and evaluated
 It is placed in a proper context for a human user

So, information is processed data placed in a context that gives value

for the reader. It is basis for analysis and interpretation. This helps in
making note of findings, conclusions and also helps to give suggestions. So
data should be accurate, correct and clear. If it is inaccurate or not in proper
orders the whole output gets affected and it may lead to confusion.

Methodology
The researcher has a wide variety of methods to consider, either
singly or in combination. They can be grouped to as:
 Primary sources of data
 Secondary sources of data

For this dissertation the data was collected from both the sources.
Primary sources of data include questionnaire and personal interview.
Secondary data includes textbooks, Internet and company past records.

The title of the study employee welfare measures at EXIDE:

Literature references were concentrated mostly on human resource
management and welfare related books.

Type of research
The research design is the conceptual structure within which research
is conducted. It constitutes the blue print for the collection, measurement
and analysis of data.

A research design is a plan, which guides the data collection and

analysis of the phase of the project. Information to collect the source of data
collection procedure. Data was collected form primary and secondary
sources.
Primary data source
Primary data are those, which are gathered especially for the project
at hand is directly through questionnaire and interview. It is the original
source of data collected by the researcher. The primary data was collected
by personally meeting the employees and through discussion with the HR
manager.

Secondary data source

Secondary data sources are generally published sources, which are
been collected. originally for some other purpose. They are not gathered
specifically to achieve the objectives of the particular research project at
hand but all ready assembled. Sources of secondary data for this steady
work brochures, company past records, research books and Internet.

Sampling technique
Sampling technique is a technique in which instead of every unit of
the universe, only part of the universe is steady and the conclusions are
deacon on that basis for the entire universe.

The random sampling method was used to collect data for the study.
Random sampling refers to the sampling technique in which each and every
item of the population is given an equal chance of being included in the
sample. The selection is. Therefore free from personal bias because the
investigator does not exercise his/her discretion or preference in the choice
of the items. Since selection of items in the sample depends entirely on
chance. This method is also known as method of chance selection. For the
study fifty employees were selected random.

Sample size:
Sample size refers to the numbers of elements to be included in the
study. The important decision to be taken while adopting sampling
technique is the sample source. In this study the sample size of respondents
was decided to be twenty.

Sample description
No research work can be undertaken with out the co-operation of
respondents who were. Interviewed from whom data was collected through
questionnaire. Therefore respondents playa very vital role in this type of
study.

The data was collected through the questionnaire. The employees

who have experienced more than, 4 years from different departments. Filled
the questionnaire. The data regarding submissions were also through general
talk. The following details of the respondents were collected.

1. Name
2. Qualification
3. Nature of the employment
4. Department
5. Experience in the particular department
Limitations
 Survey limited to factory and the head office only.
 Findings are based on the assumption that the respondents have given
true and correct information without being biased towards the
organization or having a sense of fear or insecurity.
 The survey was conducted generally among the employee category
and did not including people and managerial or executive post, so
their opinion was not included at all.
 Though it intended to be 100% employee survey-some employees did

not take part in the survey as their job required them to be in the field,
and hence they were not present during the time of the survey. Time
was the major constraint.

CHAPTERISATION

The entire research work is given in IV chapter.

Chapter - I

This chapter covers the blue print of the study.

Chapter – II

This chapter is highlighting the profile of the company.

Chapter – III

This chapter is concentrating on analysis and interpretation

Chapter – IV

This chapter gives the summery of the data.

 CHAPTER II
PROFILE OF THE COMPANY
INTRODUCTION
Exide Industries Limited is a storage battery manufacturing company.
It is one of the largest producers of batteries. It manufacture two types of
batteries i.e. Automotive and industries batteries. Automotive batteries are
meant for cars. Vehicles, tracks house etc. industrial batteries (i.e. VRLA
Vall Regulated lead Acid) are meant for stand by power Railways,
Telecommunication system etc.
Exide was born in 1946 at Shamanagar near Kolkata and having branches
all over India it is amongst oldest players in the storage lead acid batteries
sector.

Storage batteries are basically used as secondary source of power in

industrial applications and four wheelers and two wheelers. Very long back
with the scarcity of electricity the demand for an alternative power supply
has also increased. This is possible through there sources- Generator and
uninterrupted power supply.

While small generators started manually the generators of highly

capacity need batteries to start and in case of ups the main source of power
is the battery, so the need for batteries arouse.

In 1920, chloride Electrical storage company (CESLO) U.K set up

trading operations in India as an import house. After few years' battery
manufacturing industries were started in India itself.
 Exide industries limited was born in 1946 the factory was set up in
Shamnagar near Kolkata and thereafter over years 8 others units were set up
one after the other all over India.

In 1969 the second factory set up in Chinch wad, Pune and in 1976 R
7D centre established at Kolkata and 3rd factory was at Holdi west Bengal
in 1981 and factory at Hosur, Tamilnadu in 1997 was set up.

Acquisition of 4 plants through merger of standard batteries was done

in 1998. Now the headquarter of the industry is at Kolkata.

Background
On January 31, 1947 Associated Battery Makers (Eastern) Ltd was
incorporated to purchase business of Chloride Electric Storage company
Exide is headquartered in Kolkata. It has nine manufacturing plants.

Exide is amongst the oldest players in the storage Lead acid batteries
sector. Exide derived more than 90% of its revenue form the sale of storage
business. It also sells containers and separators which have always
contributed less than 1 % to the revenue. Exide also manufactures industrial
batteries for niche market such as miner's cap, lamp batteries and submarine
batteries. The industrial batteries division accounts for around 40-45%of the
sales of the company.
Industrial Profile
Established : 1947
Products : Lead Acid storage Batteries.
Automotive, Motorcycle, Gensets.
Capital : Rs.357 Million (US$7.3 Million)
Turn over : Rs.9848 Million in 2001-2001
(US $201 Million)
Employees : Over 4000
Market Share : 33% Market Share in overall
domestic, Auto Battery market.
Industrial batter Market share is 50%.

SUMMARY
Exide Industries Limited (EXIDE) is India's largest storage battery
company. The company holds 90% of the automotive original equipment
(OE) market segment. However, due to a flood of cheap imports from
Bangladesh, Korea and Japan, which has not been able to wrest the full
share of growth in replacement market.

There are two types of storage batteries, industrial and automotive

industrial batteries are of three types- Conventional batteries, VRLA
batteries and Nicke-Cadmium batteries. Automotive batteries are SLI (Start,
Light and Ignition) batteries.

Storage batteries are basically used as secondary source of power in

four wheelers, vehicles and industrial applications as telecommunications
network and Uninterrupted Power Supply (UPS) in computer networks and
railways. The demand for automotive batteries is dependent on the
automobile growth that OEMs and the replacement market growth in the
industrial batteries segment in driven by - infrastructure and technology
related industries.

Exide continues to be the preferred choice of all new vehicles

including Honda Accord, Hyundai Sonata, Maruthi Esteem and Opel Corsa.
The company has bagged orders from Indian Railways and Indian Navy.
Project Haryana has stated Yielding results with replacement fitments of
tractors batteries 'going up.

In the new environment the company is constantly considering quality

and at the same reducing the cost through better management. The company
has tried to nationalize product and products-mix, in order to explore export
potentials. The company has acquired 100% of Chloride Batteries South
East Asia Private Ltd. Singapore.

Origin Growth and Development of the Industry

The Exide Industries was born in 1920, under the name Chloride
Electrical Storage Co, (CESCO) U.K in Shamnagar, West Bengal. In 1947
the Associated Battery Makers Eastern Limited (AMBEL) was formed
which look over the mechanical operations. In the year 1972, AMBEL' s
name was changed into Chloride India Ltd. The renaming as Exide
Industries Ltd was in the year 1995. At present there are nine
manufacturing's units all over India.
 Being the pioneer in Battery technology in India and the leader in
packed power. Exide Industries Ltd, today is the largest manufactures of the
storage batteries in the country. The company is known for its range of
international reputed battery. A tie up with the Shine-Kobe Electric
Machinery Co Ltd of Japan, leading global manufacturers of renowned
Hitachi, gives us the technology edge; recognition for pursuit of R WTUV
Germany awarded the ISO 9001. Technology and quality combine together
in Exide batteries gives the best.

Leaders in power storage solutions

Exide Industries Limited, India's flagship of the storage batter
industry – is also the largest power storage solutions company in South and
South East Asia.

Capital Rs. 712 Million (USD$ 15.8

Million)

Turnover Rs. 12182 Million III 2003-04

(USD$271 Million )
Employees Over 4000
Market Share 33% Market share III overall
domestic Auto Battery Market and
90% Market Share in Automotive
OE. Industrial Battery Market Share
50%.
 EIL is the market leader in the organized sector in both the
automotive and industrial segments. 'EXIDE' and 'SF (Standard
Furukawa)', the flagship brads of the company, are also the leading battery
brands in the country. The company has the dominant share in the original
equipment segment for automobiles. It powers almost all the cars which
have been introduced in India such as Honda City. Honda Accord,
Hyundai Santro, Hyundai Accent, Hyundai Sonata, Suzuki Baleno and
Suzuki Wagon R, Mitsubishi Lancer, Tata Indica, Tata Indigo, Fiat Palio,
Opel Corsa, Toyota Qualis, Mahindra Scorpio and Mahindra Bolero. EIL
also has the dominant share in the organized sector replacement segment
for Automobile batteries.

The industrial applications of EIL batteries extend to Power,

Telecom. Motive Power, Mining, Railways, Emergency Lighting and Non
Conventional Energy Sources. The company is the largest manufacturer of
cap lamp batteries in the world. It is also one of the five companies in the
world, which has the capability to make submarine batteries for both
Russian and German types. EIL is the first battery company in the country
to introduce polypropylene case batteries and maintenance-free batteries. It
is also the pioneer of several new technologies like flat-plate, and tubular
plate batteries.

By virtue of being the largest Sealed Maintenance Free (SMF)

batteries in Asia outside Japan, the Company has earned the status of a
global supplier to American Power Conversion, the largest UPS
manufacturer in the world. Besides, it also caters to other multinationals
operating within the country i.e. Siemens and Ericsson and other major
players such as TVSE, HTL, Tata Liebert, Numeric and ITI.

The company has always believed in working closely with the

Government in developing and sustaining applications which are best suited
to the country's national interest. It has tried to do its bit for the country by
providing batteries specially tailored for Bofors guns, armored vehicles and
tanks, wireless transmission, solar applications in remote areas and devising
antipollution masks among others.

The country's first battery powered electric boat, designed and

developed by EIL is an extension of its social initiatives and it contributes
towards building and eco- friendly and pollution free nation.

In an agrarian economy such as India, the farm sector is one which

cannot be ignored. Accordingly, Exide's avowed objective was to cater to
the tractor segment ~s a thrust area. Its major initiative, Project Kissan, has
made steady inroads into the rural regions, particularly those of the North
and West. This has helped to spread Consciousness among the rural
populace on the need to use eco friendly and technologically superior
batteries. Exide has made extension use of Kissan Melas and Dhabas to
promote this scheme and has introduced "Jai Kissan" battery to cater to the
replacement market in this segment. In furthering its social commitment,
EIL has planned to adopt select villages to improve social welfare.
The company exports batteries which have captured niches in South
East Asian and European
Boards of Directors

Mr.S.B.Ganguly : Executive Chairman and Chief Executive

officer
Mr.T.V.Raheja : Vice chairman and Non-Executive Director
Mr.T.V.Ramanatham : Managing Director and Chief Operating
Officer
Mr.S.Chand : Director-Corporate Affairs
Mr.G.Chatterjee : Director-Industrial
Mr.P .K.Kataky : Director-Automotive
Mr.S.K.Mittal : Director (R&D)
Mr.R.G.Kapadia : Non-Executive Director
Mr.H.M.Kothari : Non-Executive Director
Mr.B.Mitter : Non-Executive Director
Mr. S.N.Mookerjee : Non-Executive Director
Mr.A.H.Parpia : Non-Executive Director
Mr.S.B.Raheja : (Alternate D.S.Parekh) Non-Executive
Director
Mr.W. Wong : Non-Executive Director
Mr.V.Aggarwal : Non-Executive Director Compliance Officer.
Major Milestones
1920 Chloride Electrical Storage Co.(CESCO) UK set up trading
operations in India as an import House.
1946 First factory setup in Shamnagar, West Bengal
1969 Second factory setup in Chinchwad, Pune
1979 R&D centre established at Calcutta
1981 Third factory set up as Haldia, west Bengal
1997 Fourth factory set up at Hosur, Tamilnadu
1998 Acquisition of 4 plants through merger of standard Batteries
2000 Batteries charging commenced at Bawal, Haryana
2002 Launch of "Achieve 100PPM" at Hosur Plant.

Research And Development

In the era of intense competition, technological changes are putting
extreme pressure to innovate or decline.

Therefore contribution of innovation and technology is becoming a

key success factor in many of the organizations. Exide recognizes the
importance of technology and innovations. In order to maintain
technological leadership. Exide R&D has been actively developing
differentiated battery technologies for tropical countries. The Exide R&D
has been recognized by the Department of Scientific & Industrial research,
Ministry of Science & Technology and Government of India since April
1977.
 R&D work is carried out on various facets of lead-acid battery
technology, which include development of new products for applications
such a Automotive, Motorcycle, VRLA, Telecom, UPS, Railways, Defense,
etc. primarily to make the product range internationally competitive. In
addition, the R&D is engaged in projects embracing process technology
aimed at improving the product quality and consistency, production
efficiency and material utilization. Furthermore, R&D program includes
improvement and indigenization of materials such as metals, alloys, plastics,
etc. R&D emphasis is on studying and improving the environmental aspects
associate with the manufacturing process.

Infrastructure/La boratories
Exide R&D Centre is also well equipped with a Tool-Room, CAD
facilities, material testing and laboratories having the modern equipment for
testing of the raw materials and components used fro manufacture of
batteries. These include optical emission spectrometer, Particle Size
Analyzer, Porosemeter, Image Analyzer Workstation, Profile Projector,
Universal Tensile testing machine, etc.

Product Testing Facilities

Product testing department acts a nodal point for product validation
through ultra R&D linkage with
 Automotive Design Department for Automotive, Motorcycle & EV
batteries
 Industrial Design
  Department for VRLA, Plant (Flooded), Tubular (Flooded).
Submarine, Solar, Minars' Cap Lamp, etc.
 Process Development Department also interacts with all the
manufacturing units i.e. Shamnagar. Chinchwad, Haldia, Hosur, Taloja,
Ahmednagar and Guindy for testing and quality assurance of their
products from time to time and as per QS standards.
 In order to achieve Business Generation through Type Approval Tests
of newly developed products, Product Testing Department keeps liaison
with Industrial and Automotive Marketing Department and carry out
Type Approval Tests Which is usually witnessed by the customer
ultimate user at R&D Test House.

Present Status
Exide is now the largest manufacturer and exporter of storage
batteries. It has entered into collaboration will
1. Shinkobe Electric machinery co. Ltd, of Japan, leading global
manufacture of renowned Hitachi brand of batteries.
2. The Furukawa Battery Co. ltd., for automotive batteries at Tajola and
3. Oldham of U.K for Miner's cap lamps batteries

Competitors
The present competitors of Exide Industries Limited are:
 AMCO BATTERIES
 TUDOR
 PRESTOLLTE
 HYDERABAD BATTERIES LTD.,
  AMARARAJANBATTEREIS
 PANASONIC

Objectives and goals of the company

 To modernize, upgrade and improve facilities or higher production
and productivity.
 To achieve better quality in products.
 To strengthen the marketing organization to effectively compete in
National and International markets.
 To get ISO certification.
 To maintain and developed highly motivated human resources to
achieve professional competence and ensure career development of its
work force.
 To maintain market shares in industry.

Quality Policy
 The aim of the company is to always provide satisfaction to
customers.
 The company will Develop, Design, Produce and Market
products and services to meet customers expectations through
 International Quality System
 Standard Procedure and System
 Variability elimination
 Periodic Audits
 HRD and Training
It is the environment policy of the 'company to
 Ensure consideration of all environment aspects in the manufacturing
and other related areas to minimize the adverse impacts of our
activities, products or services and communicate with interested
parties, as and when necessary.
 Continually improve and environment performance through waste
minimization, conservation of energy and efficient utilization of
natural resources.
 Comply with applicable national environmental standards/statutory
requirements

Train concerned personnel at all levels to mitigate environmental impacts.

Exide Hosur:
Foundation Laid : 20th May, 1996

INDUSTRIAL FACTORY
VRLA Plant Inauguration : April, 1997
VRLA Commercial Production started : June, 1997
ISO 9001 Certification : October, 1998
UL Certification : December, 1998

AUTOMOTIVE FACTORY
Auto Project Commenced : October 1997
Auto Plant Inauguration : July 1998
Auto New Plant Projected Started : February 2000
New Plant Inauguration : December, 2000
Factory Profile
Operation Started : June, 1997
Floor Space : 50,000m square
Employees : 410
Water Consumption : 250Kl/day
Green Zone area : 30% of total

The plant was established in the year 1997 to produce VRLA batteries at a
cost of 250 crores.
The plant 'is located at Hosur at about 40 Km form Bangalore. The plant is
manufacturing the two types of batteries that is:
 Industrial Batteries (VRLA Valve regulated lead acid)
 Automotive batteries
The plant was in collaboration with Shine-Kobe of Japan, the manufactures
of Hitachi range batteries.

The factory has various departments:

1. Accounts department
2. Customer Support and Services
3. Engineering Services
4. Materials department
5. Personnel and Administration
6. Production department
7. Technical department
8. Marketing department (the head office is Peenya at Bangalore).
Health and safety Policy
 Designing and developing process and plans which as far as
reasonably practicable and encompassing all available knowledge and
information are safe and free from risks to health.
 Operating and maintaining plants within designated safety criteria
through their working life.
 Controlling hazardous processes through documented procedures.
 Maintaining high degree physical, mental and social well being of
employees.
Offering only such product, which are safe in use.

Policies of the company

The company believes that a clean and green environment is one of
the prerequisites for ensuring that the employees of the company are able to
impart their best efforts at maximizing contribution.
Shamnagar, Guindy, Haldia and Taloja are already certified to 180-14001
by RWTUV. The rest of the factories are in the process of getting certified.

It is the environmental policy of the company too

Focus For Exide Hosur
Make a Hosur Factory a Global Player
 Quality
 Productivity
 Cost
 Delivery
 Safety And Cleaner Environment
 Highly Motivated Team
 Fast Response (Before And After Sales)
 Long Lasting Term Customer Relationship

EXIDE Hosur-Dream To Be Realized

 To become a Formidable Global Enterprise Through
manufacturing excellence.

Product Profile
Exide Eternity
Exide has recently introduced the Exide Eternity battery, which offers a
Lifetime Warranty to the Indian consumers.

Lifetime Warranty
The lifetime warranty ensures that once the customer owns the Exide
Eternity, he will ever have to buy another battery for his car provided he
retains ownership of that car.
Design
Exide Eternity has been specially designed to meet the tough
conditions on Indian roads and the tropical climate. The battery boasts of
special features such as: Special grid alloy system. Polyethylene envelope
separators, Double channel side venting, cold forged terminal inserts, Smart
battery indicator, Fire-resistant gas filters and Retractable handles.

Exide's Commitment
Exide has also developed vast range of batteries through the Research
and Development efforts and has a number of patents to its name. It has
specific batteries for specific applications that tough the daily lives of
millions of consumers in India. There is indeed no doubt that INDIA
MOVES ON EXIDE.

FEFO-38B20R(MF)
Exide Freedom. India's only All Terrain Battery. Guaranteed to
perform consistency on any terrain in extreme temperature. Especially in
India. Maintenance Free, Factory Charged ready for Fitment, Magic Eye, 3-
Year warranty.

FEFO-ET40
Exide Eternity, the truly Forgettable Battery. Maintenance Free,
Factory Charged ready for Fitment, Magic Eye, Life long warranty.
FEXO-MHD350
Exide Express range of batteries is specially designed with ability to
withstand bumps, vibration and high ambient operating conditions as
prevalent in India. Ensured Long Trouble Free Service. Maintenance Free,
Factory Charged ready for Fitment., Magic Eye, 36 Months Pro-rata
Warranty.

DEMO-38B20RD
Exide Max PP range of Batteries is made in strong, durable
polypropylene container with heat-sealed lid offering Real Value for
Money. Low Maintenance, Dry Uncharged, 18 Months Warranty.

DEFO-12EF9-4B-l
Exide Freedom range of Batteries has been specially designed to meet
the arduous requirements of the new generation Two Wheeler riding. Low
Maintenance, Dry Charged, I-Year Warranty.

DEXO-12MX2.5L-C
Exide MX Freedom range of Batteries has been specially designed to
meet the arduous requirements of the new generation. Two Wheeler riding.
Low Maintenance, Dry Charged, I-Year Warranty.
Vision
To win our customers stake holders and employees by transferring
quality in to a performance oriented business, which will secure market
leadership and profitable growth through effective fulfillment of customers
needs.

Mission
To become the preferred choice of storage energy system worldwide
through:
New paths ahead of time, every time.
People whom customers like to deal with. Methods and systems for
appropriate responses Service when and where needed.
Product range and application

1 Automobile batteries For cars, jeeps commercial vehicles

2 Heavy duty batteries For trucks and tractors
3 Light weight portable For wireless transmission batteries
4 Traction batteries For materials handling equipments
5 Train light batteries For railways coaches
6 Stationary batteries For telecommunications, telephone,
emergency lighting
7 Submarine batteries For new generation submarine to the
Indian Navy
INTERNATIONAL MARKETING
Exide Industries Limited is the largest battery exporter from India.
Batteries manufactured by Exide are across the world.

To America, Australia, Bahrain, Belgium, China, Chile, Columbia,

Cyprus, Ethopia, France, Germany, Greece, Ivorycost, Italy, Kenya, Kuwait,
Lebanon, MauritiusMyanmar, Netherlands, Oman, Parauay, Peru, Qatar,
Russia, Saudi, Arabia, SierraLeone, Rwanda, Singapore, South Africa,
Spain, Srilanka, UAE, United Kingdom, Uruguay, Vietnam, Yemen,
Zambia and Zimbabwe.

Company Network
Exide network spreads throughout India and its factories are
geographically distributed at strategic locations around the country .
Personnel and Administration Department Flow Chart Of Personnel
Administration Department
The company continues to believe that in a competitive world what
distinguishes it form others operating in the same environment, is the
company's policy of investing in a system of continues education for its
employees on a functional need-based pasis. In such a scheme of things,
quality is a priority and TPM almost a mantra. To this end, the company has
migrated form the earlier ISO 9001, 1994 version to the ISO 9001 2000
version. Furthermore, as the QS 9000 standard is losing its relevance, the
company' is moved to the new TS 16949,2002 standard which primarily
meant for the automotive sector. All this makes for a tighter quality
management system including supply chain integration with manufacturing
and marketing. Company's Taloja, Hosur, Shamnagar, Haldia, Guindy
plants have already achieved the ISO 14001 certification for Environmental
Management Systems.

The basic job of the personnel and administration department is to

manage the personnel and administration functions of various departments
as per the guidelines of the Exide and various statutory requirements under
the various Labour Acts.

The following Activities are taken care by the Personnel and

Administration department
 To recruit for the division and promotions to officers and workmen.
 To maintain proper personnel records of the employees of the
division.
  To provide training as per the employees of the division.
 To meet the statutory requirements as per the various Labour
legislations.
 To mange and administer all the welfare aspects to be provided for
the employees.
 To maintain proper and peaceful industrial relations.
 To manage the various Legal issues related to Labour.
 To look after the security and administrative issues.

Recruitment
Sources of recruitment are
1. Advertising in Newspaper
2. Campus recruitment
3. E-Recruitment
4. Employees reference

Selection
Selection involves various steps
1. Written test
2. Oral test
3. Physical Examination
4. Final selection by Chief Operating Manager
5. Induction/Orientation programmers for one/two weeks
6. Put to actual Workstation.
Training and Development
Training is given to both new as well as the present employees. On
the job as well off the job training is given. It is done in a regular basis. The
company's aim is giving training by 2% of their attendance. The training
needs for the managerial category of employees is assessed by the HR
department at the beginning of the year and a number of programs are
organized with both in-house and external experts to deliver need-based
training.

Performance Appraisal in Exide

The company has a system of annual appraisals with non-
performance being singled" out for guidance and monitoring it ensure that
performance have a fast career growth path. Once in a year the employees
appraised by the top management.

Transportation
Transportation facility has been provided for the employees in the
company. F or the employees those staying at Hosur and Bangalore are
provided with company bus and cabs. The managers of different department
are provided with company cars etc.

The employees who go out of station on a company work are

provided with air and train tickets and company will bear the expenses.
Attendance System
There are four shifts in this company period is of 24 hours. For the
workers attendance they will collect from the security department and for
the employees they will collect the attendance data by the help of machine.
The machine will be having all the data when the employees came into the
company and what time they leave the company. First they will take the data
in the attendance registration and then they will store in the computer for
easy reference

Medial facility
The medical facility has been provided for all the employees and
workers those are working in this company. If any worker or employee is
injured while working in the company, any accident takes place there is a
separate medical department for this reason. This department is open round
the clock. There is one doctor and three companies are working in this
department. Medical camps are conducted for the social welfare of the
people those are staying near to the factory. There is one Ambulance for any
emergency cases for round the clock.

Canteen
Assistant manager of HR department will take care the activities of
the canteen. For all the employees' lunch, tea is provided in the canteen. For
night workers milk is provided in the canteen.
Legal matters
Maintenance of legal and discipline matters of employees will be
taken care by the Assistant manager of HR department

Security
Security people will look after the company's security matters. They
check all the vehicles near the entrance gate. Assistant security officer will
assist the security officer.

Motivation
Efforts will be made through divisional personnel and administration
department for improving the motivation for good performance in the form
of promotion and cash incentives.

Shifts timings of the company

A Shift (1st Shift) - 6:00 am to 2:30pm
B Shift (2nd Shift) - 2:00 pm to 10:30pm.
C Shift (3rd Shift)- 10:00pm to 5:30pm
General shift - 8:30am to 5:30pm.
 ANALYSIS OF DATA AND INTERPRETATION

Table-l

Educational Qualifications of the employees.

Qualification Number of Respondents Percentage

SSLC 06 30
I.T.I 10 50
Diploma 04 20
Total 20 100
Source: Primary Data
Inference:
The educational qualifications as per the tabulation showed that about
30%of the employees were SSLC, 50% are Diploma, majority of them are
I.T.I holders with figure of 20

Chart - 1

Educational Qualifications of the employees.

 Table-2

Nature of employment

Qualification Number of Respondents Percentage

Permanent 19 95
Staff 01 5
Total 20 100
Source : Primary Data

Inference :
The percentage of permanent employees was found to be 95% and contract
based employees are only 5%.
Chart -2
Nature of employment

100% 92%

90%

80%

70%

60%

50%

40%

30%

20% 8%
10%

0%
Permanent Staff
 Table – 3
Age group of employees working at Exide
Age limit in
Number of Respondents Percentage
years
20-25 01 5
25-35 16 80
35-45 02 10
Above 45 01 5
Total 20 100
Source : Primary Data

Inference :
The above table depicts that 5% of the employees fall under the age group
of less than 25 years and a large percentage of 80% lie in the age group of
more than 25-35 10 employees fall under the age group of 35-45
Chart-3
Age group of employees working at exide

Table – 4
Employees experience in the company
Years of
Number of Respondents Percentage
experience
2-4 2 10
 4-6 6 30
6-8 9 45
8-10 3 15
Total 20 100
Source : Primary Data

Inference :
The tabulation regarding employees experience in the company shows that
10% of the employees have experience between 2-4 years. 30% of the
employees have experience between 4-6 years, 45% of the employees have
experience between 6-8 years, 15% of them have experience from 8-10
years.

Chart-4

Experience in the company

Table – 5
 Awareness of welfare facilities among employees

Awareness Number of Respondents Percentage

Yes 19 95
No 01 5
Total 20 100
Source : Primary
Inference :
A majority of 95% employees are aware of the welfare facilities of the
company only 5% of the employees say they are not aware of it.

Chart-5
Awareness of the welfare facilities among employees
 Table – 6
Satisfaction with promotion policy
Satisfaction Number of Respondents Percentage
Yes 05 25
No 15 75
Total 20 100
Source : Primary Data

Inference :
The table depicts that 25% of respondents are satisfied with the promotion
policy of the company and 75% of them are not happy.

Chart-6
 Satisfaction with promotional policy

Table – 7
Employees opinion for a need of welfare officer

Satisfaction Number of Respondents Percentage

Yes 16 80
No 04 20
Total 20 100
Source : Primary Data

Inference :
According to the survey, a strong majority of 80% says that they want to
have a welfare officer. 20% of the employees say that they do not feel the
need for a welfare officer.
Chart-7
Employees openion of need of welfare officer

80%

80%

70%

60%

50%

40%

30% 20%

20%

10%

0%
Yes No

Table-8

Level of satisfaction for the following facilities.

Facilities Satisfied Partially Not satisfied

satisfied
Good working condition 62% 28% 10%
Drinking water facility 62% 30% 8%
Ventilation and light 68% 32% 0
First-aid facilities 60% 36% 4%
Distribution of working 74% 26% 0
hours
Sanitation 62% 28% 10%
Notice boards 90% 10% 0
Cleanliness and general 60% 30% 10%
hygiene
Source : Primary Data
 Chart -8

Level of satisfaction for the following facilities.

1 90%
0.9
0.8 74%
68%
0.7 62% 62% 62%
60% 60%
0.6 Satisfied
0.5 Partially
0.4 36% Not satisfied
30% 32% 30%
28% 26% 28%
0.3
0.2
10% 8% 10% 10% 10%
0.1 4%
0 0 0 0
0
Drinking water facility

Notice boards
Good working condition

Sanitation
First-aid facilities

Distribution of working hours

Cleanliness and general

Ventilation and light

hygiene
Inference :
 Good working condition: The tabulated data shows that for good
working condition the satisfaction level among the employees is high
of 62% who say they are satisfied, 28% of the employees say that
they are partially satisfied and 10% of them are not satisfied.
 Drinking water facility: 62% of the employees are satisfied with
the facility provided to them and a very close percentage of 30% are
partially satisfied and 8% of them are not satisfied.
 Ventilation and light: 68% of the employees are satisfied where as

32% of them is partially satisfied.

 First -aid facility: 36% of the employees are partially satisfied, 4%
of them are not at all satisfied and 60% of them say they are satisfied.
 Distribution of working hours: the tabulation shows that 74% of
them are satisfied, 26% of the employees are partially satisfied.
 Sanitation: 62% of the employees are satisfied with the
maintenance sanitation in the company. 28% of the employees say
that they are partially satisfied and 10% of them are not satisfied with
it.
 Notice boards: the percentages of employees who say that they are
satisfied with the facility are 90%, 10% of them are partially
satisfied.
 Cleanliness and general hygiene: 60% of the employees are

satisfied, 30% of them are not satisfied and 10% of them partially
satisfy
 Table – 10
Provision of leave
Level of Satisfaction Number of Respondents Percentage
Highly Satisfied 4 20
Satisfied 16 80
Partially satisfied 0 0
Dissatisfied 0 0
Total 20 100
Source : Primary Data

Inference :
The employees who are highly satisfied are 20%, employees who are
satisfied are 80%. Through there were other parameters such as partially
satisfied, dissatisfied and highly dissatisfied, they were not made us of by
the employees.
Chart-10
Provision of leave
 Table – 11

Satisfaction for festival holiday

Level of Satisfaction Number of Respondents Percentage

Highly Satisfied 2 10
Satisfied 11 65
Partially satisfied 5 25
Dissatisfied 2 10
Highly dissatisfied 0 0
Total 20 100
Source : Primary Data

Inference :
From the above table we can analyze that 10% of them are highly satisfied,
65% are satisfied,25% of them are partially satisfied, 10% of them are
dissatisfied with the festival holidays provided by the company.
Chart-11
Satisfaction for festival holidays

Table – 12

Employees opinion on the provision for following facilities.

Provision for the

Respondents Percentage
following facilities
Intervals Yes 45%
No 55%
Rest house Yes 30%
No 70%
Meal times Yes 90%
No 10%
Breaks Yes 30%
No 70%
Source : Primary Data
Inference :
The above table shows the response of the employees towards following
facilities. The above table shows that 45% say they are provided with the
intervals and 55% say that they are not provided with sufficient intervals.
The above table shows that 30% say they are provided with rest hours and
70% say they are not provided with the rest hours. The above table shows
that a majority of 90% say that they are provided with sufficient time for
meal and 10% say that they are not provided with sufficient time. The above
table shows 30% of them say that they are provided with breaks and 70% of
them say that they are not provided with breaks.
 Chart – 12

Employees opinion on the provision for following facilities.

 Table – 13

Satisfaction for the rest of non-statutory benefits.

Partially
Benefits Satisfied Not satisfied
satisfied
Medical Benefits 50% 30% 20%
Conveyance 55% 25% 20%
HRA 60% 30% 10%
Personal accident 60% 20% 20%
scheme
Death relief fund 75% 15% 10%
Gratuity 80% 10% 10%
Source : Primary Data

Chart-13
Satisfaction of the rest of non-statutory benefits
 Table – 14
Opinion towards improvement of work by provision of welfare facility
Number of
Opinion Percentage
respondents
Yes fully 12 60
Partially yes 6 30
No 2 10
Total 20 100
Source : Primary Data

Inference :
The question was based on whether facilities help employees to improve
their work and the respondents who said that it encouraged and partially
encouraged was 30% and the percentage who said it did not encourage them
to improve their work were 10%
Chart-14
O
pinion towards improvement of work by provision of welfare facility

Table – 15
Employees opinion towards the need for future improvements
Number of
Respondents Percentage
respondents
Yes 16 80
No 4 20
Total 20 100
Source : Primary Data

Inference :
The above tabulation of data depicts that 80% of the employees want future
improvements or feel the need for introduction of new welfare facilities.
20% of them have a negative respondents towards this.
Chart – 15
 Employees opinion towards the need for future improvements

FINDINGS

My objective was to study the welfare measures that were adopted by the
company
 The employers and employees were free to express their
suggestions ideas without any barriers.
 Thee is no recognition of the individual job lack challenges there
is o much scope for creativity.
 Most of the employees were happy about the cleanliness of the
work pot and washing facility.
 Most of the employees are not satisfied with the promotional
policy of the company.
 Majority of the employees are highly satisfied with the work spot,
disposable waste, lighting, and ventilation and drinking water
facilities.
 All the employees are satisfied with their jobs.
 Employee's feel safe and secured working in EXIDE.
 SUGGESTIONS

 The management should provide better facilities for other jobs in the
organization so that the employees can be shifted to another job and
get rid of monotony.
 The management should individualize each person and recognize for
what each one does.
 Seminars and workshops should also be conducted frequently so as to
boost the employee's morale.
 Using of counseling methods to improve the absentee workers.
 Recreation facilities should be given to the employees as it is an
opportunity for mental refreshments
 Promotion policy should be stream lined.
 Suggestions from workers can be invited and can be considered
genuinely.
 All the welfare and safety measures provided must be made clear to
all the employees, which make them feel more secured and motivated
towards the company.

All the above suggestions will lead to employee welfare that ultimately
motivates them to work better. It improves their life style, working
conditions, work environment and performance for the development of the
company and achieves the goals.
 CONCLUSION
Welfare is a total concept, which is durable state of existence
comprehending physical, mental, moral, and emotional health. A person
may be mentally brilliant, morally reliable and even emotionally stable, but
as long and his physical health are poor and neglected his welfare could be
physically strong and mentally unsound then the person will not be able to
concentrate in his work. Welfare activities are responsible to keep a person
in a stable condition.

The recent trends the world Labour is loosing its existence and the
new concept workmen show that is emerging so employer should carefully
analyses the strength and form welfare measures accordingly. Considering
all the factors it can be concluded that EXIDE has adopted sound welfare
and safety measures for the betterment of the company and its employees.
 QUESTIONNAIRE ON EMPLOYEE WELFARE FACILITIES

Name :
Qualification :
Permanent [ ]
Trainee [ ]
Staff [ ]
Age <25 years [ ]
25-35 [ ]
35-45 [ ]
45 & Above [ ]

Department
Experience : …………………… years
(In the Particular Department)

1) Are you aware of the welfare facilities of the company? (Please tick)
[ ] Yes [ ] No
2) Do you have a welfare officer?
[ ] Yes [ ] No
3) Are you satisfied with the promotional policy?
[ ] Yes [ ] No
4) State the level of satisfaction for the following facilities
Satisfied Partially Not satisfied
satisfied
 I. Good working condition [ ] [ ] [ ]
II. Drinking water facility [ ] [ ] [ ]
iii. Ventilation light [ ] [ ] [ ]
iv. First aid facility [ ] [ ] [ ]
v. Distribution of working hours [ ] [ ] [ ]
vi. Sanction [ ] [ ] [ ]
vii. Notice board [ ] [ ] [ ]
viii. Cleanliness and general hygiene [ ] [ ] [ ]

5) Working hours and leave provisions

A)
1. Is your attendance being monitored?
[ ] Yes [ ] No
2. What is your opinion regarding sick leave, causal leave Earned
leave provided by the company?
Highly satisfied [ ] Satisfied [ ] Partially satisfied [ ]
Dissatisfied [ ] Highly dissatisfied [ ]
3. How would you rate the festival holidays?
Highly satisfied [ ] Satisfied [ ] Partially satisfied [ ]
Dissatisfied [ ] Highly dissatisfied [ ]

B)
1. Are you provided with sufficient intervals of rest? Yes/No
a) Rest house Yes/No
b) Meal time Yes/No
c) Breaks Yes/No
2. If no, do you like to see a change in the following
Duration of intervals (Please specify)
Number of intervals during the day (Please specify)
Timing of intervals (Please specify)

6) Other benefits
State the level of satisfaction for the following benefits.

Satisfied Partially Not satisfied

satisfied
Medical Benefits [ ] [ ] [ ]
Conveyance [ ] [ ] [ ]
H.R.A [ ] [ ] [ ]
Personal accident [ ] [ ] [ ]
Death relief fund scheme [ ] [ ] [ ]

7) What is your opinion regarding the gratuity scheme?

[ ] Satisfied [ ] Partially Satisfied [ ] Not satisfied
8) Does the welfare facility encourage you to improve your work
[ ] Yes [ ] No
9) How would you rate the quality of welfare facilities provided to you
do you want any new welfare measure to be introduce?
[ ] Yes [ ] No
10) If yes, specify the facility

11) Any other suggestions and recommendations you would lie to

give.
 BIBLIOGRAPHY

Books :
By : Dr.K.Ashwathappa – Himalaya Publications
Human Resource Management
- P.Subbarao - Human Resource Management

Websites
www.google.com
zwww.exideindustries.com