EXECUTIVE SUMMARY

Industries always spend a great amount of resources and energy on human resource
development (HRD) as time and gain, HRD has been then lifeline for survival, innovation
and thriving of the organisation in long term. It is the people who are the asset of any
organization and HRD has pick up a greater significance in recent times.

As India, more than ever before is exposed to globalisation and professional world is
shrinking and becoming small. The difference is culture and regional practices can sometimes
become a backlash for carrying out business smoothly with rest of the world.

The main objective of the study is to understand the system of “EMPLOYEE WELFARE
MEASURES” at “HINDUSTAN COCA-COLA BEVERAGES PRIVATE LTD.” It is a
beverage industry which manufactures the soft drinks.

One thing that accepts most important in the organisation is to utilize of the employee welfare
measures. It improves the employee motivation, efficiency and productivity.

Total sample size is 50 respondents and the method used for the study is convincing sampling
technique. The data collected are analysed and interpreted to study the employee welfare
measures. The findings, suggestions and conclusion are given on the study for the future
prospects of the company.
CHAPTER -1

1.1 INTRODUCTION ABOUT STUDY

Internships are trained in the workplace for who want to supplement their formal education
and expand their professional world. Internships expand knowledge, choose jobs, understand
what is important in business, create professional network connections and develop
interpersonal skills.

It is an experience when students, graduates and people change their careers and gain
valuable experience and knowledge about a particular job. The program aims to compete in
modern organizations with experienced confident and motivated professionals. The main
objective of this internship is to get direct experience.

Study can give students with the abilities they need in the work and leadership positions.
Delicate aptitudes could easily compare to specialized skills. Skills, for example,
correspondence, initiative, critical thinking, leadership, problem-solving, teamwork and
cooperation would all be able to be learned through this study.

1.2 INDUSTRY PROFILE

ABOUT THE INDUSTRY:

The refreshment manufacturing produces drinks, in express arranged to drink things. Drink
invention can vary greatly depending upon the thing being made. Drink may be canned or
bottled (plastic or glass), hot-fill or cold – fill, and normal or conventional.

The Indian liquid refreshment industry is for from the days when tea was a simple „sacred‟
folk drink. Coffee is a “sophisticated” drink from top class and coke is a “cold” drink from
young people and liquor is something for men.

The trade of soft drink showcasing, generation and appropriation of non-alcoholic and
effervescent sugary and seasoned water-based refreshments. The historical scenery of sodas
within the US delineates important business advancements, above all item improvement,
mass showcasing, diversifying, and in addition the event of social patterns and client tastes.
Europeans were sure regular mineral waters control therapeutic characteristics and supported
as different choices to dirtied traditional drinkable water. Chemist of British adult. Priestley
by 1772 imaginary the way to unnaturally soda water, and also the collection of business
Page 1
simulated mineral waters started with Jacob Schweppes' organizations in London within the
1790sand Geneva within the decennary. The glorious 1st maker of soda water in US, The
Then university scientific professional Benjamin Silliman in 1807, but Baltimore's Joseph
Hawkins secured the principal U.S. patent for the hardware to deliver the drink 2 years when
the very fact. In spite of the very fact that the beverages would keep it up being sold-out
incompletely for his or her restorative esteem, client wide eaten as refreshment, notably when
the 1830's, once sugar and flavourings were 1st enclosed. Within the late 1800s, a number of
brands developed that were until now documented a century later. Drug specialists testing at
close pop wellsprings created Hires soft drink in city in 1876, Dr. Pepper in urban center,
Texas, in 1885, Pepsi-Cola in New national capital, North geographic area, in 1893 and
Coca-Cola in Atlanta, Georgia, in 1886, between others. Coca-Cola designer John S.
Pemberton's 1st print ad for his design browses "Invigorating! Elating! Tasty!
Strengthening!" whereas As a Candler, the inevitable author of the Coca-Cola Company,
advanced his item within the years paving the thanks to Prohibition as "The nice National
Temperance nutrient in spite of the manner that the drinks would continue being sold-out not
entirely for his or her remedial regard, consumer typically gobbled as refreshment,
particularly when the 1830's, once sugar and flavourings were 1st enclosed. Within the late
1800s, a few of brands engineered up that were up 'til currently understood a century later.
Medication consultants testing at adjacent pop wellsprings created Hires soft drink in city in
1876, Dr. Pepper in urban centre, Texas, in 1885, Pepsi-Cola in New national capital, North
geographic area.

THE BEVERAGES INDUSTRY OVERVIEW

The food manufacturing in India generates about $ 65 million in revenue including about $
20 billion worth of the main beverage brands that have led the Indian beverage market for
decades. Among all the as beverages coffee and tea are manufactured as well as exported
heavily in the international market.

The Coca-Cola and Pepsi are the main brands in the Indian beverages market in India is a $
50 million industry and produces 65 million containers. Around 4.9 million crates are usually
consumed each month but it increased 5. 2 million crates when demand high.

Currently the alcoholic beverages market size is approximately ₹ 1500 billion, while the non-
alcohol beverages market is close to ₹195000 crore.
ALCOHOL BEVERAGES MARKET

A global study revealed that alcohol consumption has risen by 55% over a period of 20 years
in India. In fact India is the 3rd largest and one of the fastest growing liquor makes in the
world. The rise has been mainly owing to the growing influence of the pub culture changing
demographics (53% of the Indian population are above the age of 25 years) increase in
disposable income and rapid urbanization.

NON-ALCOHOLIC BEVERAGES MARKET

The beverages type contributes 8-9% of the Indian FMCG market is rising at 20-23% and is
expected become 3 times the present size by 2020. The non-alcohol industry is divided into 4
main categories.

1. Hot drinks
2. Carbonated beverages
3. Powdered beverages, health juices and juices
4. Mineral and flowered water
SOFT DRINK’S MAJOR PLAYER’S IN GLOBAL LEVEL (TOP 10):-

1. Nestle
2. Pepsi
3. Coca-Cola
4. Anheuser-Busch InBev
5. Danone
6. Diageo
7. Heineken
8. Jugos Del Valle
9. Kirin Holdings
10. Asahi Group Holdings

SOFT DRINK MAJOR PLAYER’S IN NATIONAL LEVEL (TOP 10):-

1. Coca-Cola Company
2. Pepsi Co
3. Keurig Dr Pepper
4. Hamoud Boualem
5. National Beverage
6. Polar Beverages
7. Cott
8. Sam‟s Choice
9. Buffalo Roc Company
10. Om Food Products

SOFT DRINK MAJOR PLAYER’S IN REGIONAL LEVEL

1. Hindustan coca-cola beverages pvt ltd.

2. PepsiCo India Pvt Ltd.
3. Bharatiyam foods and beverages Pvt ltd
4. Trinity beverages Pvt ltd.
5. Nandi aqua industries
6. Shri Krishna beverages
7. Parle agro frooti beverages
COMPANY PROFILE

Company : Hindustan Coca-Cola Beverages Private Limited

Logo :

Founder : John Stith Pemberton

Established : 1997

Country of origin : United States

Headquarters : Atlanta, Georgia, U.S

Industry : Beverages Industry

Network distributors : 4000 distributors

Area Served : World Wide

Products : Coke, Fanta, Limca, Minute Maid, Sprite, Maaza, Linley.

Website : www.coco-colaindia.com
Background of HCCBPL

The Coca-Cola product was initially conceived in Atlanta, Georgia, in 1886 where Dr. John
Smith Pemberton, a nearby drug specialist, delivered a caramel-shading fluid, and when it
was done, conveyed a container of the item down the road to Jacob's drug store. Here, the
blend was joined with carbonated water and inspected by clients who all concurred – this new
beverage was something unique. So Jacob's drug store put it at a bargain and sold it for 5
pennies a glass. Amid the principal year, deals arrived at the midpoint of an unassuming nine
servings for each day in Atlanta. Today, day by day servings of Coca-Cola refreshments are
evaluated at 1.9 billion internationally.

Before his passing in 1888, only multiyear making, it was turned into the world's no. 1 selling
shimmering refreshment, Dr. Pemberton sold segments of his business to different gatherings,
with most of the intrigue sold to segments of his business to different gatherings, with most
of the intrigue sold to Atlanta specialist, As a G. Candler. Under Mr Candler's initiative,
conveyance of Coca-Cola extended to soft drink wellsprings past an Atlanta. The three
business visionaries obtained the packaging rights from As a Candler for just $1. Benjamin
Thomas, Joseph Whitehead and John Lupton built up that turned into the coca cola overall
packaging framework.
Hindustan Coca-Cola Beverages Pvt. Ltd is one of India's biggest FMCG assembling and
dispersion organizations. It is in charge of the assembling, bundle, deals and dispersion of
refreshments under the trademarks of the Coca-Cola organization. The organization possesses
and works 21 industrial facilities. It additionally sources from and underpins 11 contract
pacers plants. A system of 4000 merchants and over 1.9 million retail outlets appropriate the
amazing, incredible tasting refreshments made by Hindustan Coca-Cola drinks.

A piece of the Bottling Investments Group (BIG) of the Coca-Cola Company, HCCBPL has
21 packaging plants at vital areas in different states saved crosswise over India. We spread
roughly 65% of packaging activities for the Coca-Cola framework in HCBPL has a broad
dissemination framework crossing in excess of a million outlets working with world class
execution stands. The focal point of the framework is to create solid client esteem while
conveying flavoured decision of refreshment at an a safe distance of want to the buyer.

The Hindustan coca cola drinks private restricted is spread more than 10 sections of land.
This is a condition of workmanship packaging with two lines. The plant can work at a limit of
around 1735 jugs for each moment and it is a goal of being the biggest plant its sort in India.

.
 PROMOTERS OF HCCBPL

CEO -> Christina Ruggiero

Chief financial officer –> Harsh Kumar Bhutani

Executive director- legal & corporate affairs south Asia -> Shukla wassan

Executive director- chief human resource officer -> Indrajeet Sengupta

Executive director-market operation -> lagan Shastri

Senior vice president- supply chain -> Dinesh Jadhav

MISSION, VISION AND QUALITY POLICY

MISSION:-

Our Road map begins with our central goal, which is persevering. It proclaims our motivation
as an organization and fills in as the standard against which we gauge our activities and
choices.

 To refresh the world…..

 To move snapshots of positive thinking and happiness….
 To make worth and make a variance

VISION:-

Our vision fills in as the system for our guide and aides each part of our business by
portraying what we have to achieve so as to keep accomplishing maintainable, quality
development.

 People: Be an incredible work environment where individuals are motivated to be as

well as best they can be.
 Portfolio: - Bring to the world a portfolio of quality beverage brands that anticipate
and satisfy people‟s desires and needs.
 Partners: - Nurture a winning network of clients and dealers, composed we produce
mutual, enduring worth.
  Planet: - Be a capable native that has any kind of effect by helping construct and
bolster manageable networks.
 Profit: - Maximize long haul come back to shareowners while being aware of our
general duties.
 Productivity: - Be an exceptionally successful, lean and quick moving orgnisation.

QUALITY POLICY:

 To guarantee the client please, we focus on the quality that is in our considerations,
deeds and activities by consistent change in our procedures.

 To ensure that there are improvements in quality indices of package and product and
to ensure that there is product integrity as the targets.

 To establish and monitor the quality system and procedures in the lab, on the shop
floor and in other areas of the factory.

 Company makes sure that customer‟s happiness and company tend to display of the
quality our thought. Performance and action by nonstop improvement in our
techniques.

PRODUCT PROFILE:

I. SPARKLING DRINKS – Coca Cola, Thums Up, Diet Coke, Sprite, Fanta,
Kinley Soda, Limca, Schweppes Tonic Water.
II. STILL DRINKS – Minute Maid Pulpy Orange, Minute Maid orange, Minute Maid
Nimbu Fresh of fruit flavoured drinks, Maaza, Juices (flavour: - Apple, Grapes, Orange,
and Mixed fruits).
COCA-COLA: - Best now soft drink in india , coca-cola was the fundamental carbonated
drinks until 1977. Coca-cola enterd the nation in 1993 and attempted extraordinary endeavors
to make this beverage accessible to more individuals in the country.

DIET COKE: - It is also called Coca-Cola Light it‟s not have a sugar soda pop free from
suger. This item was first presented on 9 August 1982 as the main product to utilize the coca-
cola brand. Today, Coca-Cola Light is one of the greatest and best brands in coca-cola, which
is sold more than one hundred and fifty markets the world over.
MINUTE MAID: -Minute Maid is one of the world's largest brands of juices. The history of
the brand started in 1945, when the Florida cooperation formed orange juice powder. They
call it minute made, a title that can be effectively prepared (in 1 minute).

FANTA:- The beverage "ORANGE" drink Fanta entered the Indian market in 1993. Fanta is
viewed as a pleasant youth brand. With vibrant color, good taste and tingling bubblesand also
benefits to encouraging and enjoy the moment.
SPRITE: -Sprite drink "CLEAR LIME" since its enter in 1999, it has not only recognised
itself as a product which effectively boasts it‟s „cut-thru‟Perspective with anauthentic, edgy,
irreverent, urbanand straightforward style, but has also reached prestige of an undisputed
childhood „badge‟ brand . presently it is one of the top 2 sparking soft beverage in the india.

LIMCA: -Limca was conceived in 1971. Limca has stayed open challenged to all
competitors as the No.1 starting in the overcast lemon portion. The achievement recipe is the
sharp fizz and Lemon bite combined with the single-minded proposition of the brand as the
provider of “Freshness”.
KINLEY: - the product of kinley water accompanies the certification of wellbeing from the
coca-cola. That is why launched kinley with reverse- osmosis along with modern equipment
to ensure cleanliness product. Because believe that right to clean, harmless drinking water is
necessary.

MAAZA: -"MAAZA THE WHOLESOME FAMILY FUN". Presented in 1970s, Maaza has
today come to symbolize the very soul of mangoes. Generally loved for its taste, colour,
thickness and wholesome properties, Maaza is the mango lover‟s first choice.
THUMS UP: - Thums Up is a standout amongst the most prominent results of Coca Cola
Company, it is hard in contrast with coke, and it's favoured by the all of customer and
particularly to young people. Thums Up is the one of the main carbonate soda pop it as
presented in Asian nation in 1977.

GEORGIA TEA AND COFFEE: -During the journey of the company towards its vision,
driving the drinks unrests in India's presently even Coca-Cola a boiling fresh propelled from
Coca-Cola in India. Georgia fineness tea and espresso served from best in class candy
machines situated in best classification.
FUZE TEA: - Combination of tea with regular product tastes & different fruits flavours, it is
accessible in lemon and peach enhances in select market (India) Bangalore, Chennai,
Hyderabad, Noida, Mumbai, Delhi, and Goa.

KINLEY SODA: - propelled in 2002, nowadays it is the no.1 countrywide soft drink brand.

AQUARIUS GLUCOCHARGE 3X: - Aquarius Glucocharge 3X is a product tailor-made

for the Indian consumer and its tropical climate. Aquarius Glucocharge energizing drink
with the goodness of Glucose, real Lemon Juice and essential Minerals which allows the
customers to work more and achieve more
The company operates on 2 lines in Bidadi plant

1) Kinley line (600 BPM)

2) CSB line (720 BPM)
INFRASTRUCTURE FACILITIES:

1. Security Office
2. First Aid Centre
3. Induction Room
4. CCTV Room
5. Reception Area
6. Production House
7. Engineering Stores
8. Quality Lab
9. Syrup Preparation Rooms
10. 5 Conference Rooms
11. Canteen
12. Cab Facilities
13. Locker Room
14. Training Centre
15. Ambulance facilities etc…..

COMPETITOR’S INFORMATION:

Pepsi is the greatest and nearest competitor of coca cola. The 2 products contend over a few
arrangements including soft drink, welfare and caffeinated beverages just as cleaned water
and squeezes.

Red bull stores its controlled item portfolio is a striking challenger for the caffeinated
beverage results of Coca-Cola. Red Bull is well-known trademark that moves crosswise in
excess of 171 countries. Red bull is Coca-Cola's most dominant rival.
Parle is an Indian product & rivals coca cola in certain item classes, including filtered water
& packaged juice. Parle's brands lie... Frooty, Appy and bailey are the prime challengers of
coca cola and other juice items

Nestle is not immediate contender coca cola in certain categories of products, such as
definite product lie… filtered water, Nestle Pure Life and Poland Spring are dual bottled
water products significant contender of coca cola.

Pepper Snapple has in excess of 50 marked portfolios. This brand incorporates carbonated
soda pops, juices, tea, water and different refreshments. This brand is Coca-Cola‟s
fundamental rival in the US advertise. In the course of recent years, pepper Snapple has made
a few key acquisitions to develop its business and client base.
STRENGTHS: -

 Strong brand positioning

 Customer loyalty
 Worldwide network of bottlers and extensive beverage distribution channel
 Geographic diversity
 Strong Marketing and advertising
 Logo famous
 Many variants
 World‟s largest market share in beverages
 Corporate social responsibility (CSR)
 100% Expert oriented
 Latest technology

WEEKESSES: -

 Major concentrate on carbonated beverages.

 Undiversified invention collection.
 Negative advertising by the rumours.

OPPORTUNITIES: -

 Expansion in new and existing markets

 Growth in packaged drinking water
 Growing demand on healthy food & liquid refreshment
 Introduce of energy drinks
 Increasing demand
THREATS: -

 Changes in consumer preferences

 Water scarcity
 Critical government policy
 Saturated carbonated drinks market
 Strong dollar
 Competition from rival component industries

AWARDS

 2018- “Risk management team of the year” (continuity, insurance and risk)
 2018- “National Awards For Manufacturing Competitiveness 2017 -18 Audit”, by
international research institute for manufacturing- Aranya Plant
 2018 - Warehousing Excellence Award
 2018 - “India‟s top 50 Companies Is Talent Development”, by British Standards
Institution (BSI)
 2018 - “World star 2018 Award” , by World Packing Organization
 2017 - “National Awards For Excellence In Water Management 2017 – noteworthy
project in water management”, by CII- Triveni Third Water Innovation Summit 2017
and National Awards For Excellence In Water Management
 2017- Global Innovation Awards
 2017 - Top Brand Award is held annually by CBN weekly
 CII National award for “Excellence in Energy Management”
 Certificate for “Strong Commitment In Food Safety” by CII
 F&S economics Times – IMEA Gold Award
 TPM Excellence award from JIPM in category
 ORGANISATION CHART OF HCCBPL

STAFF: 10

EQUIPMENT
ASSOCIATE: 9
Quality Manager

STAFF:5
Production Manager

EQUIPMENT
ASSOCIATE: 23
Safety officer

STAFF: 6
Shipping Manager

Factory Manager EQUIPMENT

ASSOCIATE: 10
Plant analyst

STAFF: 5

Maintenance
manager EQUIPMENT
ASSOCIATE: 16

Manager of
manufacturing excellence

Store Team Leader STAFF: 10

FUTURE GROWTH AND PROSPECTS

Organization assembling a "key qualities in promoting and improvement” is driving extended

production and acceptability in collaborations with framework and producing original energy
through centre varieties that emphasis on wellbeing & health.

Company is ready to release the opportunity in so several ways. They are below

 Through the word‟s most well-known family products, we supply further than 3500
drinks to over 200 countries around the world – not only a soft beverages, but juice,
sports beverages, H2O(water), coffee and tea.
 As the world's biggest distributer of non-mixed refreshments, we keep up believed
neighbourhood nearness in each network we serve. We are continually looking
forward to foresee what our networks may need and assembling assets to help them.
 We have expanded our yearly showcasing spending plan significantly, dined
numerous new items, and built up a model to help our retail clients augment their
deals while we keep on getting ready for the following 1,5 and 10 years of business.
 Introducing New product line ( Coca-Cola line in Aranya Plant)
 They plan to become a USD 2.5 BN FMCG Business by 2020. Planning includes
trade and sales in a wide range of drinks- from premium to worth – and alterations to
its functional arrangement.
 The selling‟s 2020 plans focus on the following key priorities are; -
 Being buyer and customer centric
 Motivating revenue development
 Building a strong and agile system that has productivity as its core
 Digitizing the creativity
HINDUSTAN COCA - COLA BEVERAGES PRIVATE LTD consolidated financial
statement for period 1/4/2017 to 31/3/2018

Balance Sheet

Particular 31/3/2018 31/3/2017

ASSETS
NON-CURRENT ASSETS
Property, plant and equipment 39,640.02 35,404.15
Capital work-in-progress 3,781.11 3909.17
Other intangible assets 750.7 900.21
Intangible assets under development 36.4 64.26
Non-current financial assets
Non-current investments 0 0
Loans, non –current 0 0
Other non-current financial assets 513.92 574.65
Total non-current financial assets 513.92 574.65
Deferred tax assets(net) 1,753.8 1714.28
Other non-current assets 2,525.55 2,699.29
Total non-current assets 49,001.5 45,266.01
CURRENT ASSETS
Inventories 17,139.2 18,937.95
Current financial assets
Current investments 0 0
Trade receivables, current 3,040.11 3,703.89
Cash and cash equivalents 42.54 33.15
Loans, current 64.7 62.81
Other current financial assets 470.73 333.25
Total current financial assets 3,618.08 4,133.1
Other current assets 3,173.9 3,633.5
Total current assets 29,931.18 26,704.55
Total assets 72,932.68 71,970.56
Equity and liabilities
Equity
Equity attributable to owners of parent
Equity share capital 5,484.69 5,484.69
Other equity 24,840.05 25,957.88
Total equity attributable to owners of parent 30,324.74 31,442.57
Non -controlling interest 0 0
Total equity 30,324.74 31,442.57
LIABILITIES
Non –current liabilities
Non-current financial liabilities
Borrowings, non-current 0 6,946.28
Trade payables, non-current 116.22 125.9
Total non-current financial liabilities 116.22 7,072.18
Provisions, non-current 276.73 1,434.55
Total non-current liabilities 392.95 8,506.73
CURRENT LIABILITIES
Current financial liabilities
Borrowings, current 15,417.83 8,694.15
Trade payables, current 17,151.66 15,227.14
Other current financial liabilities 5,638.86 5,031.28
Total current financial liabilities 38,208.35 28,952.57
Other current liabilities 2,920.74 2,249.71
Provisions, current 1,085.9 818.98
Total current liabilities 42,214.99 32,021.26
Total liabilities 42,607.94 40,527.99
Total equity and liabilities 72,932.68 71,970.56
CHAPTER -2

2.1 THEORETICAL BACKGROUND OF THE STUDY

Employee: -

"An employee is an individual who was procured by an occupational to complete a particular

occupation".

Welfare: -

"The wellbeing, joy, security, comfort, security, assurance and fortunes are statutory method
or public exertion planned to advance the necessary physical and material prosperity of
characters in need".

EMPLOYEE WELFARE MEASURES MEANING: -

"Representative wellbeing is a far getting term covering different organizations, rewards and
place of work offered to workers and by the businesses. Through such liberal essential
benefits (transportation, sustenance, protection, restorative, and some extra advantages like
prizes, month pay, wiped out leave, maternity leave , yearly leave, loss leave, paternity leave,
holiday leave) the business makes life worth living for representatives".

Welfare includes everything that is being done to improve the well- being and improvement
of labours. Welfare provides a motivation of labours, helping employees staying for a long
period of time. The social security stage should not exist only in cash. The wellbeing of
workers includes the monitoring of the status and its coordination in the industry through
health infrastructure, labour relations and medical insurance, accidents and unemployment of
workers and their families. Facilities and services given to an employee‟s rather than wages.
The logic of the social security system is to generate an effective, strong, loyal and satisfying
employee for the association. The resolution of providing these services is to improve job and
raise living ethics.

GENERAL INTRODUCTION OF THE STUDY

The economic progresses of a nation hang on the invention of goods and service area.
Creation consists of 5 elements –Property, Workforce, Investment, Institute and enterprise. In
these five factors, labour is an important part of production. Labour is an important part of
production. Labour productivity has attracted great attention of psychologists and
investigators in the field of financial side and administration. Production depends on
performance of an employee. The quality of the work depends primarily on health, social
values, habits, business etiquettes and soft skills. Poor nutrition, poor health, and lack of
medical care reduce effectiveness. Employee satisfaction and efficiency reflect an industrial
society. The assets of this industry are the result of performance.

The idea of "representative welfare" ought to be adaptable and flexible and ought to shift
broadly relying upon the time, locale, industry, societal abilities and customs, level of
mechanisation, common social-monetary improvement of persons and governmental
philosophies winning at the exact period. It is also framed by the age, sexual orientation,
socio-social, conjugal status, ages, financial dimension and training of labourers in different
fields. There are a few perspectives on the inspiration and advantages of working capital. In
an expansive sense, it is very nearly a work condition or more often than excludes work
enactment and government managed savings. Another attention on deciphering is the
intentional law or the law on the welfare of the common labourer‟s. Welfare in Indian
industry alludes to restorative and instructive administrations and ideal working conditions.
The need to give administrations and openings is controlled by the duties of the mechanical
network, to be specific the longing to advance fair qualities and interests of labourers.
Prosperity implies better working conditions, for example, legitimate lighting, temperature
control, neatness, quietness, toilets and beverages.

KINDS OF EMPLOYEE WELFARE SERVICES

Welfare facilities may approximately classify into two: -

1. Internal facilities: -
Intramural offices which are given inside foundation, for example, Rest focuses,
Crèches, Canteens, Uniforms, Health Aid, Subsidized Food, Shift Allowance and so
forth.

2. External facilities: -
Extramural offices which are attempted outside the foundation, for example, family
arranging, youngster welfare, professional direction, leave travel offices, cooperatives
stores, occasion homes, transport and to the work environment and so on.
EMPLOYEE WELFARE BENEFITS

Employee measures can be categorize into two types

1. Legal Welfare Benefits: -

The legislative wellbeing benefits include the following provisions:
i. Drinking water: - Safe clean drinking water must be given in all working spot.
ii. Facilities for sitting: - Every association, particularly an industrial facility, ought to
have a suitable seating courses of action are to be given.
iii. First aid appliances: - First guide units ought to be effectively open and should
give need when worker required (if there must be an existence of any minor
calamity).
iv. Latrines and urinals: - A sufficient digit of toilets and urinals are to give in the
workplace and production line premises and it ought to be keeping up slick and
clean.
v. Canteen facilities: - Canteens are given to representatives by bosses, and they as to
give clean and nutritious sustenance.
vi. Lighting: - Sufficient and legitimate lights are to be housed representatives, so they
work securely amid night shifts.
vii. Spittoons: in each working territory, such places like store region, product houses,
dock region and office premises spittoons are to be given.
2. Non legal benefits: -
The non-statutory wellbeing benefits include the following provisions:
i. Personal social insurance (ordinary restorative registration)
ii. Flexi-time: Opportunity to works to work with reasonable working calendars.
Adaptable work routines furnish to meet business duties with representative activities
and the executives endorsement to meet the individual life needs of representatives.
iii. Motherliness & adoption absence: Workers can take paternity leave or selection
leaves. A few organizations presented paternity leave polices.
iv. Medi-claim insurance scheme: - This insurance provides workers with adequate
insurance coverage expenses related to hospitalization due to disease, illness, injury
or pregnancy.
v. Employee referral Arrangement: -It is implements to encourage the employees.
Statutory provisions: -

Companies are required to offer welfare offices to specialists under various work laws.

The Factories Act, 1948

 Washing administrations to man and lady specialists independently

 Amenities for putting away and drying garments
 Amenities for infrequent rest for workforces who work in standing position for
significant lots.
 First help boxes or organizers one for each 150 works and the rescue vehicle office if
there are more than 500 representatives
 Canteens where there are over 250 specialists
 Shelters rest rooms and break rooms where more than 150 works are working
 Crèche , if at least 30 females works
 Welfare officer, if 500 or extra representatives are working

The Plantation Act, 1951

 A (canteen) if 150 or further works are utilized

 Crèche, if at least 50 women works are labouring
 Recreational housing for representatives and their children
 Educational game plans in the domain if there are at least 25 offspring of specialists,
amidst the age of 6 to 12
 Housing administrations for each representative and his family dwelling in the home
 Medical help to works and their families ailment and paternity stipend
 Providing umbrellas, covers, waterproof shells to works as a security against
downpour or cold as endorsed by the administration
 Welfare officer, if 300 or further workforces are working

The Mines Act, 1951

 Shelters for taking sustenance and rest if at least 50 works are working
 First help boxes and emergency treatment rooms if at least 150 worker are utilized
 A flask if working 250 or additional works
 A crèche if connecting with at least 50 women
 Pit-head showers outfitted with showers, Clean Latrines
  Benefit officer if 500 or more employees are working

The Motor Transport Act, 1961

First help gear in the each vehicle

Medical administrations at working and stopping focuses
Canteen if utilizing 100 or additional specialists
Comfortable, perfect, ventilated and very much lit rest rooms at each spot where
engine transport labourers are important to end during the evening time.
Uniforms, downpour coats to conductors, drivers and line checking staff for security
against cold and downpour.
Prescribed measure of washing stipend to the staff individuals (conductor, driver, line
checking staff).

The Contract Labour Act, 1970

 Canteen, if employing 100 or more workforces

 Rest rooms or other appropriate alternate housing where agreement employment is
essential
 To stay at night-time in linking with the work of an formation washing facilities
 First aid boxes equipped with prescribed contents.

Employee welfare officer

The manufacturing plants act, 1948, the ranch demonstration 1951 and the mines
demonstration 1951 manage the cost of for the arrangement of work welfare officer if the
quantity of specialists working inside a unit surpasses 500(300 according to the estate
demonstration). The post has been made explicitly to:

a) Remove the misconducts of the recruitment system

b) Increase manual labour admin in the factories
c) Serve as a liaison with the state workforce leader

The work prosperity officer ought to have a college degree/certificate in social administration
shape a standard establishment and reasonable comprehension of neighbourhood dialect
where the manufacturing plant is found.
Agencies of Employee Welfare in India

a) Central Government
b) State Government
c) Establishments
d) Trade Union
e) Other agencies:- philanthropic, charitable social service managements like:-
seva sadan society

CENTRAL GOVERNMENT

OTHER AGENCIES STATE GOVERNMENT

TRADE UNION EMPLOYERS

2.2LITERATURE REVIEW

1) Dr.Usha Tiwari, "An examination on representative welfare offices and its effect
on representative effectiveness at Vindha Telelinks ltd." communicated that as solid
with the see typical prescribe score and per cent rating of the general specialist welfare
with the workplaces is 64%. The experts' welfare workplaces given by the dare to
specialists are satisfied, yet in the meantime degree of there for further upgrade with the
goal that execution, feasibility and productiveness may be gained ground to accomplish
the affiliation objective.

2) As per Industrial Labour Organization (ILO) "Worker welfare might be implicit and
including such administrations offices and conveniences which might be built up in
region of undertaking to play out their effort in solid then friendly condition and to
benefit of offices which enhance their wellbeing and carry great assurance".
3) In the words of Prof. H.S. Kirkaldy "The whole field of welfare is one in which much
should be conceivable to fight the sentiment of dissatisfaction of the cutting edge
workers, to mitigate them of the individual and family worries, to upgrade their
prosperity, to offer them some hover in which they can surpass desires others and to
push them to a progressively broad start of life"

4) Srinivas K.T, Dec 2013, an investigation on representative welfare offices

embraced at Bosch constrained, Bangalore, and Research diary of the executive’s
science. Communicated that the organization offering extraordinary workplaces to all of
the delegates in such manner that specialist creates as cheerful about work welfare
workplaces. It increases gainfulness despite quality and sum. Updating the welfare
office through the workforce will finish up happy, agent execution degree ascend as
augmentation, it prompts improve gainful results of advantage and consequence of the
endeavour.

5) As indicated by Labour Investigation Committee "Whatever prepared for the

informed individual, physical, moral and money related headway of the works, paying
little respect to whether by the owners, by the organization or by various workplaces
well past what is set some place around law or what is customarily expected as for the
legitimately restricting welfares for which labourer may have traded".

6) Lalitha and Priyanka (2014) Ideated that the welfare gauges need not be in financial
terms just but instead in any kind/shapes. Delegate welfare fuses checking of working
conditions, development of mechanical congruity through structure for soundness, made
relations and assurance against ailment, accident and joblessness for the pros and their
families.

7) Poonam Salaria and Aumit Salaria walk 2013, representative welfare measures in
auto division, universal diary of business and the board innovation. Communicated
that auto division association offer welfare workplaces to their authorities to hold their
inspiration ranges lifted. Welfare offering may besides wide be ordered into classes (1)
intramural activities (2) extramural activities. By and by multi day's most affiliations
supply their workers a generous welfare and silly core interests. Underneath this
 examinations welfare gauges equipped to staff, pride and mindfulness regarding the
welfare re. Work compel in auto division is astoundingly content with the intramural
welfare measures and little are confused with the extracurricular welfare measures.
Conviction of the workforce on as a rule welfare measure is upbeat extremely more
diminutive sum work compel is upset.

8) Manzini and Gwandure (2011) analysed that the possibility of labourer‟s welfare has
been used by various relationship as a method of fiend arousing productivity of agent. It
is fought that welfare organizations can be used to check the labourer drive by giving
suitable human conditions of work.

9) Michael Armstrong (2006) in his book, a hand book of Human Recourses

Management, talked about the diverse welfare assets gave to workers in subtleties. He
ordered that the arrangement of welfare benefits in let of individual administrations,
amass administrations help in enhancing representatives relations with the worker's
relations with organizations where he/she works.

10) Report of the Royal commission on work in year 1931 (pg.261) characterized work
welfare as "it must be versatile, bearing a to some degree diverse elucidation starting
with one nation then onto the next, as per the distinctive social traditions, the degree for
industrialization and instructive dimension of the labourers".

11) As demonstrated by the Report of National Commission of Labour (1969), idea of

work benefit named as powerful, having an alternate understanding from nation to
nation in addition to every now and then and even in the sae nation, as per its esteem
framework, social foundation, and level of industrialization and general dimension of
social and financial.

12) Prof. Richardson .J.H (Industrial Relations in Great Britain, pg.172) "any course of
action of in work situations, association of societal, game, club and foundation of assets
by a firm, which add to the specialists' wellbeing and security, luxury, productivity,
monetary safekeeping, training & amusement".
13) Mr.T.Venkata Ramana and Dr.E.Lokanadha Reddy Jan 2015, an investigation on
worker welfare measures with reference to south focal railroads in India, ZENITH
International magazine of business financial matters and the board. Expressed that
explanation behind HR welfare is to upgrade the phenomenal of quality of work power
and hold them satisfied and battle. Extra – Mural blessing are the final product of
office's liberality, elucidation and unselfish system. It's far so additionally basic to check
that convincing and workers in any esteem period of the undertaking and identified with
the ethnicity of the alliance and abiding it. Out comes drawn with foundation of
discernments are extra divider painting workplaces, welfare workplaces to family and
young women; where as in intra-divider painting solaces are in denied condition to
update the charge of worker engage.

14) Dr. Panandikar, S.C (Industrial work in India, pg.243) characterizes it as, "work for
enhancing the wellbeing security and general prosperity and the base standard set
somewhere near work enactment".

15) Mishra and Manju, (2007) "Work benefit is a complete span which discusses to altered
advantages, admins and workplaces offered by the organisation to specialists with point
of advancing the working and public activity of labourers and to fulfil their
requirements so as to improve profitability".

16) The Indian Workers Legislature (Industrial Law Sec 2 (1)) characterized the
Employee as "an individual utilized straightforwardly or through any organization,
regardless of whether for earnings or not, in any assembling procedure, or in clearing
any piece of the hardware or locations utilized for assembling procedure or the topic of
assembling process. Representatives are perceived as most basic factor of modern
creation. Representative is accomplished by human operator with its very own financial,
public, party-political & furthermore social goals".

17) M.Rama Satyanarayana and Dr.R.Jayaprakash July 2012, "work welfare

measures in bond industry in India, universal diary of physical and sociologies"
communicated that resulting to examining the complete information it will in general be
 started that the when all is said in done satisfaction period of agents about welfare
measures inside the affiliation spread under break down is phenomenal. However, some
are not content with welfare measures given by association. In this way it's far
admonished that the present welfare measures can be wandered forward moreover. Such
welfare gauges update the work drive comprehended of living moreover, their pleasure
levels.

18) Logasakti and Rajagopal (2013) uncovered the representatives appreciate the
fulfilment of their occupations as well as fluctuates offices given by the organizations.
The works broadened their most extreme help for the enhancement of the organization.
The individual office deals with the all-out HR in the organization. The administration
gives all the wellbeing security and welfare to the representatives that will create better
execution in the work and workplace.

19) S.Prabakar October 2013, a Case Study with special rference to Don Bosco College
Of Arts and Science, Sogathur, Dharmapuri, Asia Pacific Journal Of Research:
wellbeing processes and staffs fulfilment. stated that the specialists are very content
with intramural offices given by the association in a couple locales like outside offices
there might be require of expansion enhancement in these offices outfitted to human
assets and furthermore in a few locales like non legislative focuses, there might be
require to make advancement in those comforts.

20) S. Sabarinathan and S. Kavibharathi (2009) "An examination on work welfare

measures in the Erode area co-usable milk fabricating association constrained,
IOSR Journal of business the board" communicated this research appropriately work
welfare degree in milk creator co-operator affiliation bound. The business try proposes
the magnificent course of action of lucidity in assessment building and stocks all
together all through spans. The association consider in having a partake methodology to
choice structure. There is sufficient autonomy to do one's endeavour. Additionally the
association gives scope for individual besides, explicit advancement. The course of the
association is open and responsive to necessities of master. At the undefined time there
are obligation and duty to be executed and everyone is held chargeable for work.
CHAPTER -3

Title of the study: A Study on Employee Welfare Measures at Hindustan Coca-Cola

Beverages Pvt. Ltd.

3.1 Statement of the Problem:

Human resources are the most important resources of any organization. Here it‟s the duty of
the organization to look after worker welfare actions in the workplace. If the workforces are
happy with the provided happiness actions, the production will increase

Hence the present study is conducted to learn the level of satisfaction of the employees
regarding to employee welfare.

3.2 Need for the study:

 To know about the welfare conditions of workers.

 It is necessary to know the satisfaction level of work in the management.
 To know what are all benefits given to employee in the organisation

3.3 Objective of the study:

1. To know the employee welfare measures as well as satisfaction level of employees in

HCCBPL
2. To know about the awareness of statutory welfare and workers expectations on
employee welfare facilities given by the organisation.
3. To see how welfare measures improve the inspiration of the workers.
4. To distinguish the distinctive worker welfare offices gave to the representatives.

3.4 Scope of the study:

The examination has been directed to investigate the elements, which impact the worker's
execution towards the welfare facilities given in Hindustan Coco Cola Beverages Private
Limited, Bidadi. This investigation examinations certain parameters like neatness around the
work-place, expulsion of residue and wastage, satisfactory lighting, drinking water and
sustenance, great rest rooms, adequate emergency treatment boxes and so on… ., this will be
useful to think about the different dimensions of welfare plans and associations benefits
stretched out to the representatives.
3.5 Research Design and Methodology:

Definition of Research

"Studious examination or review, particularly : request or testing went for the disclosure and
understanding of realities, update of acknowledged hypotheses or laws in the light of new
actualities, or down to earth utilization of such new or overhauled speculations or laws"

-Merriam – Webster Online Dictionary

Research design:

An investigation arrangement is the game-plan of conditions for social affair an examination

of data such that way to join congruity to the investigation reason with economy in
framework. As to this task, Descriptive Research Design worries with depicting the
impression of every person (or) Narrating realities on Employee Welfare Measures.

Descriptive research:

It fuses diagrams and reality finding enquiries of different kinds. The huge inspiration driving
edifying examination is depiction of the express and issues as it exists at present.

Sampling method:

In this examination strategy is utilized to gather the essential information by utilizing by the
primary data.

SAMPLE SIZE: The sample size has taken are fifty respondents.

Sampling Technique: -Convenience Sampling

Analysis done through statistical tools like graphs, pie diagram by using convenience
sampling technique (the data collected from fifty respondents).

Data collection method:

Data collection is an act of colleting relevant and adequate for the research from sample size,
generally two method are used for data collection, they are
Primary data

The primary data are those which are collected for the first time. For the study, structured
questionnaire and personal interview was used to collect data.

Secondary data:

The secondary data is collected from website, industry profile and company profile.

HYPOTHESIS:

Null Hypothesis (H0):- There is no major change among the score of studied variable like
effectiveness of employee welfare measures, satisfaction of other extra benefits given by the
HCCBPL.

Alternative Hypothesis (H1): There is a important alteration amongst the score of studied
variable like effectiveness of employee welfare measures, satisfaction of other extra benefits
given by the HCCBPL.

3.6 Limitations of the study:

 The learning is purely based on the evidence given by the workers and there are
chances for giving wrong data information.
 Time period for study is only six weeks it is not enough.
 Due to time constraint, the survey was restricted to fifty respondents.
 As the questions were direct to the personal opinion of the workers some of them
were hesitant to answer negative points.
3.7 CHAPTER SCHEME

On the achievement of all the study and research, this study has been separated into 5
chapters.

Chapter - 1: INTRODUCTION

This part is an early on section. It gives introduction about industry and industry profile,
organization profile: advertisers, vision, mission, and quality approach, item/administration
profile zone of activity, framework offices, competitor's data, SWOT investigation, future
development and prospects, budget report.

Chapter - 2: CONCEPTUAL BACKGROUND AND LITERATURE REVIEW

Theoretic contextual of the reading: - Employee Welfare meaning, general introduction of the
study, types of employee welfare facilities, employee welfare benefits, statutory provisions,
employee welfare officer and their duties and responsibilities, agencies of employee welfare
in India , principals of employee welfare.

Chapter - 3: RESEARCH DESIGN

This part fundamentally manages the heading of study, statement of problem, need of the
study, objective of the study, choice of the study, research design and methodology,
limitation of the study.

Literature Review.

Chapter - 4 DATA ANALYSIS AND INTERPRETATION

Chapter - 5: FINDINGS, SUGGESTIONS AND CONCLUSION

This arrangement with the ends stressed from the discoveries and advocating the whole
research made, proposals and recommendations are proposed in this section about how
worker welfare offices gave in HCCBPL
CHAPTER -4

DATA ANALYSIS AND INTERPRETTION

Table no. 4.1 Gender of the respondents

Gender Respondents Percentage

Male 40 80

Female 10 20

Total 50 100

Analysis: - The above chart displays that 90% of respondent are male, and only the 10% of
are the respondent female.

Graph no. 4.1 Gender of the respondents

90
80
70
60
50
40

Male
female
30
20
10
0

Respondents Percentage

Interpretation: - Most of the employees are male rather than the female.
Table no. 4.2 Experience of the respondents

Experience No. respondents Percentage

0-5years 34 68
5-10years 14 28
10-15years 2 4
More than15 years 0 0
Total 50 100

Analysis: - The overhead table indicate that 68% of respondents are less than 5years services
experience, 28% of respondents are experience between 5-10 years, 4% of respondents are
10 to 15 years‟ experience.

Graph no. 4.2 Experience of the answerer

80
70
60
50
40
30

No. respondents
Percentage

20
10
0

0-5years 5-10years10-15years More than15

years

Interpretation: -Most of the respondents are 5 to 10 years experienced.

Table no.4.3 Education qualification of respondents

Education No. of respondents Percentage

SSLC 0 0
UG 30 60
PG 20 40
Other 0 0
Total 50 100

Analysis: - 60% of respondents education qualifications are Under Graduates, remaining

40% of respondents are Post Graduates.

Graph no.4.3 Education qualification of respondents

70

60

50

40
No. of respondents
30 Percentage

20

10

0
SSLC UG PG Other

Interpretation: - Most of the respondent is Under Graduates.

Table no.4.4 Age of respondents

Age No. of respondents Percentage

Below 20 years 0 0
20-25 years 14 28
26-50 years 36 72
Above 50 years 0 0
Total 50 100

Analysis: - The above table shows that 28% of respondents between the age of 20 to 25
years, 72% of the respondents between the age of 26 to 50 years.

Graph no.4.4 Age of respondents

80
70
60
50
40
30

No. of respondents
Percentage

20
10
0

Below 2020-25 years 26-50 yearsAbove 50

yearsyears

Interpretation: - Most of the respondents age between 20-50 years.

Table no 4.5 “Working environment in organisation”

Opinion No. of respondents Percentage

Extremely fulfilled 16 32
Fulfilled 32 64
Normal 2 4
Disappointed 0 0
Total 50 100

Analysis: - working environment of the organisation extremely fulfilled by 32% of the

respondents, 64% Respondents satisfied and the remaining 4% of the respondent response is
average.

Graph no 4.5 “Working environment in organisation”

70

60

50

40
No. of respondents
30 percentage
20

10

0
Extremely Fulfilled NormalDisappointed
fulfilled

Interpretation: - 64% of the respondents satisfied with their work environment.

Table no 4.6 “Medical care benefits provided by the organisation to employees and their
families”.

Opinion No. of respondents Percentage

Extremely fulfilled 18 36
Fulfilled 24 48
Normal 8 16
Disappointed 0 0
Total 50 100

Analysis: -In above table consider that 36% of employees are extremely fulfilled, 48% of the
employees are satisfied and 16% of the respondent‟s response is normal for medical care
benefits provided by the organisation.

Graph no 4.6 “Medical care benefits providing by the organisation to employees and
their families”.

60

50

40

30
No. of respondents
20 percentage

10

0
Extremely Fulfilled NormalDisappointed
fulfilled

Interpretation: - 48% of the respondents are satisfied with medical care benefits.
Table no 4.7 “Rate the Workings hours of the organisation”

Opinion No. of respondents percentage

Extremely fulfilled 14 28
Fulfilled 28 56
Normal 8 16
Disappointed 0 0
Total 50 100

Analysis: - The chart indicates that 28% of answerer is highly fulfilled, 56% of the
respondent is satisfied, and 16% of the employee‟s response is average regarding to working
hour of the organisation.

Graph no 4.7 “Rate the Workings hours of the organisation”

60

50

40

30
No. of respondents
20 percentage

10

0
Extremely Fulfilled NormalDisappointed
fulfilled

Interpretation: - Majority of the respondents are satisfied with working hours of the
organisation.
Table no.4.8 “Rest the lunch room facility given to employees”

Opinion No. of respondents percentage

Extremely fulfilled 15 30
Fulfilled 30 60
Normal 5 10
Disappointed 0 0
Total 50 100

Analysis: - The above table shows that 30% of employee‟s response is highly satisfied, 60%
of the workers are satisfied, 10% of the response is normal to the lunch room facility given by
the organisation.

Graph no.4.8 “Rest the lunch room facility given to employees”

70

60

50

40
No. of respondents
30 percentage
20

10

0
Extremely Fulfilled NormalDisappointed
fulfilled

Interpretation: -Majority of the response is satisfied with lunch room facility.

Table no. 4.9 “Sitting arrangement in the organisation”.

Opinion No. of respondents percentage

Extremely fulfilled 12 24
Fulfilled 30 60
Normal 3 6
Disappointed 0 0
Total 100 100

Analysis: - The sources show that 24% of the accused are highly satisfied, 60% of the
respondents are satisfied, 6% of employees are not given right explanation.

Graph no. 4.9 “Sitting arrangement in the organisation”.

70

60

50

40
No. of respondents
30 percentage
20

10

0
Extremely Fulfilled NormalDisappointed
fulfilled

Interpretation: - Most of the respondents satisfied with the sitting arrangements given in the
work place.
Table no 4.10 “Drinking water facility”

Opinion No. of Respondents Percentage

Highly satisfied 48 96
Satisfied 2 4
Average 0 0
Dissatisfied 0 0
Total 50 100

Analysis: - 96% of the employees are highly satisfied, 4% of employee satisfied to drinking
water facility.

Graph no 4.10 “Drinking water facility”

120

100

80

60
No. of Respondents
40 Percentage

20

0
Highly Satisfied AverageDissatisfied
satisfied

Interpretation: - 96% respondents are satisfied with drinking water facility.

Table no 4.11 “Hygienic conditions maintained in the working place”

Opinion No. of Respondents percentage

Highly satisfied 36 72
Satisfied 14 28
Average 0 0
Dissatisfied 0 0
Total 50 100

Analysis: - In the table realize that 72% of respondents are highly satisfied and remaining
28% of the employees are satisfied.

Graph no 4.11 “Hygienic conditions maintained in the working place”

80
70
60
50
40
30

No. of Respondents
percentage

20
10
0

Highly SatisfiedAverageDissatisfied
satisfied

Interpretation: -72% of the employees are highly satisfied with the hygiene condition
maintain in the working place.
Table no 4.12 “Transportation facility provided by the organisation”

Opinion No. of Respondents percentage

Highly satisfied 18 36
Satisfied 22 44
Average 10 20
Dissatisfied 0 0
total 50 100

Analysis: -In the table indicate that 36% of the respondents are highly satisfied, 44% of the
respondents are satisfied, and 20% of the employees are not given proper justification.

Graph no 4.12 “Transportation facility provided by the organisation”

50
45
40
35
30
25
20
15 No. of Respondents
10 percentage
5
0

Highly Satisfied AverageDissatisfied

satisfied

Interpretation: - Majority of the respondents are satisfied to transportation facility given by

the company.
Table no 4.13 “Insurance assured by the HCCBPL”

Opinion No. of Respondents Percentage

Highly satisfied 6 12
Satisfied 34 68
Average 10 20
Dissatisfied 0 0
total 50 100

Analysis: - The above data considering 12% of employees are extremely happy, 68% of
respondents are satisfied, 20% of employees are not given proper clarification.

Graph no 4.13 “Insurance assured by the HCCBPL”

80
70
60
50
40
30

No. of Respondents
Percentage

20
10
0

Highly Satisfied AverageDissatisfied

satisfied

Interpretation: - The above chart most of 68% are satisfied with insurance assured by the
company.
Table no. 4.14“food/drinks provided at different intervals”

Opinion No. of Respondents Percentage

Highly satisfied 10 20
Satisfied 32 64
Average 8 16
Dissatisfied 0 0
Total 50 100

Analysis: - The above table realize that 20% of employees are highly satisfied, 16% of
employees are not given proper explanation, 64% of the employees are satisfied with food/
drinks provided in different intervals.

Graph no. 4.14“food/drinks provided at different intervals”

70

60

50

40
No. of Respondents
30 Percentage
20

10

0
Highly Satisfied AverageDissatisfied
satisfied

Interpretation: - 64% of the respondents are satisfied with food/ drinks provided in different
intervals.
 Table no 4.15 “Happy with the overall welfare facilities provided by the organisation”

Opinion No. of Respondents Percentage

Highly satisfied 12 24
Satisfied 34 68
Average 4 8
Dissatisfied 0 0
Total 50 100

Analysis: - in above data considering that 24% of the employees are highly satisfied, 8% of
the respondents are not given proper explanation, 68% of the respondents are satisfied.

Graph no 4.15 “Happy with the overall welfare facilities provided by the organisation”

80
70
60
50
40
30

No. of Respondents
Percentage

20
10
0

Highly Satisfied AverageDissatisfied

satisfied

Interpretation: - 68% of respondents satisfied with overall welfare facilities like toilet,
uniforms, lighting, working environment, lunch room etc…
CHAPTER -5

5.1 FINDINGS
 Most of the employees are male rather than the female.
 Most of the respondents are 5 to 10 years experienced.
 Most of the respondent is Under Graduates.
 Most of the respondents age between 20-50 years.
 64% of the respondents satisfied with their work environment.
 48% of the respondents are fulfilled with medical care facilities.
 Majority of the respondents are satisfied with at work periods of the organisation.
 Majority of the response is satisfied with lunch room facility.
 Most of the respondents satisfied with the sitting arrangements given in the work place.
 96% respondents are happy with drinking water facility.
 72% of the employees are highly satisfied with the hygiene condition maintain in the
working place.
 68% are satisfied with insurance assured by the company.
 Majority of the respondents are happy with transportation facility given by the HCCBPL.
 64% of the respondents are satisfied with food/ drinks provided in different intervals.
 68% of respondents satisfied with overall welfare facilities like toilet, uniforms, lighting,
working environment, lunch room etc.
5.2 SUGGESTIONS
This section deals with suggestions, which is observed from the study results and respondents
opinion. Main objective of the study is to evaluate employee welfare measures at Hindustan
coco-cola beverages private ltd.

The observation state that all respondents were aware of employee welfare scheme offered by
the company and major part of them were satisfied with welfare facilities. It is suggest that
organisation to take some initiatives measures to improve the employee welfare measures.
5.3 CONCLUSIONS
The topic on employee welfare measures as the frame work in work in order to major benefits
and facilities, motivation and satisfaction level of employees. A welfare measure has
positively impacted the employees of the company. The analysis and interpretation of the
questionnaires based on primary data survey.

Worker welfare actions raise the production of the organisation and encourage healthy
manufacturing relationships by improving the welfare facilities.

The outcome of the study and survey comes across the following notes: -

Most of the employees are highly satisfied with drinking water facility.

 The company take care of the employees while working in night shifts.
 All the respondents believes that employee welfare improve performance.
 The employees are alert of various welfare measures delivered by the company.
ANNEXURE

Dear Respondents

I am RANJITHA C Student of 4 th semester MBA in Amruta Institute of Engineering And

Management Sciences, Bidadi. I have undertaken study about “A study on employee welfare
measures at Hindustan Coca-Cola Beverages private ltd.” Bidadi, as a part of my MBA
degree under Visvesvaraya Technological University, Belagavi. This information is purely
based on academic intention and will be kept “secret”.

Therefore I am requesting you to give answer linked to the following questions.

EMPLOYEE WELFARE QUESTIONNAAIRE

Gender
a) Male
b) Female

1. How long have you been working in this organization?

a) 0-5years
b) 5-10years
c) 10-15years
d) More than 15years

2. Educations qualifications
a) SSLC
b) UG
c) PG
d) Other , specify_

3. Age
:
a) Below 20 years
b) 20-25 years
c) 26-50 years
d) Above than 50 years
4. How do evaluate the working environment of your organization?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

5. How do you rate the medical care benefits provided by the organisation to employees and
their families?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

6. How do you rate the working hours of the organisation?

a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

7. Does working in the organisations give you a feeling of safety and security?
a) Yes
b) No

8. Rate the lunch room facility given to employees in the company?

a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

9. Does the organisation offer an appropriate number of rest rooms?

a) Yes
b) No
10. Employees were satisfied with the foods/drinks provided at different intervals?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

11. How successful is the canteen managing committee is handling case related to canteen?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

12. Are you satisfied with the drinking water facilities provided?
a) Highly satisfied
b) satisfied
c) Average
d) Dissatisfied

13. How well hygienic conditions maintained in the working place?

a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

14. Does organisation providing crèche facility?

a) Yes
b) No

15. How do rate the sitting arrangement of the organisation?

a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied
16. Are you satisfied with the companies‟ transportation facility?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

17. Are you satisfied with the insurance assured by the HCCBPL?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

18. Does the company take care of the employees while working in night shift?
a) Yes
b) No

19. Do you believe employee welfare facilities of your company improve performance?
a) No
b) Yes

20. Are you aware of varies welfare measures provide by HCCBPL?

a) Yes
b) No

21. Are you happy with the overall welfare facilities provided by the HCCBPL?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied

Thank you for giving valuable information

 BIBLIOGRAPHY

Books

Human Resources Management –USP Rao, Second Edition ( Text And Cases)
Essentials of Human Resources Management and Industrial Relations- P. Subba
Rao, Himalaya Publishing House. 3rd Revised & Enlarged Edition.
Economics Business and Industrial Management – S.K Sarangi, Himalaya
Publishing House. 1st Edition-2003
Human Resource Management - K Aswathappa, MC Graw Hill Education

Websites

www.hindustancoca-cola.com
www.coca-colaindia.com

Wikipedia

http:/en.wikipedia.org/wiki/The_coca-cola_company