A FIELD WORK REPORT

ON

“HUMAN RESOURCE FUNCTIONING & LABOUR WELFARE

AMENITIES”

AT

HONDA MOTORS

Submitted to

Savitribai Phule Pune University

In the Partial Fulfillment of the Course

“MASTER IN BUSINESS ADMINISTRATION-HUMAN

RESOURSE MANAGEMENT”

Submitted By
Mr. Sahil Sunil moule

Under The Guidance Of

Prof. H.S.Deshmukh

INSTITUTE OF MANAGEMENT, RESEARCH AND

TECHNOLOGY NASHIK, YEAR -: 2022-2023

1
 ACKNOWLEDGEMENT

I express my foremost thanks to the almighty for his blessings in helping to complete my project work
successfully.

Out of the privilege of being the student of Institute of Management Research and Technology, Nashik. I
would like to thank our Director Dr. P.B Suryawanshi who granted me this opportunity. Dr.G.M.Ahire is HOD
of (MBA).

I express my sincere thanks to my project guide Prof. Prof. H.S.Deshmukh his motivation, guidance and for
herextremely useful and effective suggestions.

I would also like to convey my special thanks to miss. Shrushti dhatrak , for extending his cooperation
to me byproviding necessary information & timely help.

I have immense pleasure in thanking all the staffs, who have given me their help and a source of great support
throughout my project.

I owe my gratitude to all the respondents who have given me the necessary information for carrying out my
project successfully.

Last but not the least I would like to thank my parents and friends who were the source of encouragement and
support for the successful completion of my project.

Date: Sign:

Place: Nashik Name: Sahil Sunil moule

2
 DECLARATION BY STUDENT

I Mr. Sahil Sunil moule student of INSTITUTE OF MANAGEMENT AND RESERCH

TECHNOLOGY, NASHIK hereby declare that this field work on “HR FUNCTIONING &
LABOUR WELFARE AMINITIES” in partial fulfillment of Master of Business
administration degree course of Savitribai Phule University of Pune is my own work and
submitted by me under the guidance of Prof. Prof. H.S.Deshmukh

I also declare that the present work has not been submitted by me to any other
University for the fulfillment of any degree or diploma.

I have prepared this report independently and I have gathered all the relevant information
personally. I have prepared this project for MBA curriculum 2022-2023.

Date: Sign:

Place: Nashik Name: Sahil Sunil moule

3
 DECLARATION BY GUIDE

This is to certify that Mr. Sahil Sunil moule has completed the field work on HR FUNCTIONING &
LABOUR WELFARE AMENITIES under my guidance and supervision and has submitted the report as per
the norms laid by Savitribai Phule University, Pune. The material that has been obtained from the source is
duly acknowledged in the report. It is further certified that the work on its part has not been submitted to any
other university for examination under my supervision. I consider this work the award of the degree of master
of business of administration, in the partial fulfillment of the curriculum.

Date: Sign:

Place: Nashik Name: Prof. H.S.Deshmukh

4
 INDEX

S.R.NO. TITTLE PAGE NO.

CHAPTER 1 INTRODUCTION
1.1 Object of field work 8
1.2 Introduction (Selection of the organization) 8
1.3 Objectives 9
1.4 Scope of the Study 9
1.5 Rational of the Study 10
1.6 Rational of the Study Limitation of the Study 10
CHAPTER 2 RESEARCH METHODOLOGY
2.1 Research-Definition & Types 12
2.2 Sampling Design 16
2.3 Sources of Data 19
2.4 Research design 23
CHAPTER 3 COMPANY PROFILE
3.1 History, milestone of organization 27
3.2 Product and Service of organization 28
CHAPTER 4 REVIEW OF LITERTURE
4.1 Topic under study & its utility 31
4.2 Labor welfare definitions and theories 39
4.3 Various statutory & Non - statutory Labour welfare activities as 42
per Factory act,1948.

CHAPTER 5 ANALYSIS OF DATA

5.1 Presentation of information 53
5.2 Analysis & Interpretation of Data 57
CHAPTER6 CONCLUSION, RECOMMENDATION’S & SUGGESIONS
6.1 Findings of the study 60
6.2 Conclusion of study 62
6.3 Recommendation & suggestion of study 63
RECOMMENDATIONS
Questionnaire 63
Bibliography 64

5
 FIGURES USED
Name of the Figure Fig No
Types of Research 2.1.1
Types of sampling Method 2.2.1
Types of Data 2.3.1
Functions of HRM 4.2

TABLES USED

Name of the Table Table No

Collected Data presented in various Method 2.4.1

6
 CHAPTER 1
INTRODUCTION

7
 CHAPTER 1
INTRODUCTION

1.1 OBJECT OF FIELD WORK

Learning through books by teachers or by reading is not enough to get complete knowledge
about a particular thing it needs particular knowledge which can be complete through the
project. In this project there is study about the concept of Human resource functioning and
labour welfare amenities and related aspects. To carry out a detailed study on Human
resource functioning and labour welfare amenities.
The object of the Human resource functioning and labour welfare amenities is to know and
try to understand the working of various departments related to our study and making
sincere efforts to gain practical knowledge of studied department. The primary educational
objective behind this project is to make the student familiar with working environment & to
help to make students understand the ways in which theoretical aspects can be applied into
practices.
The study helps to self confidence in upcoming HR managers through practically facing the
situations arising suddenly and provides best knowledge for overcoming the same. this
study is helpful in gaining practical knowledge.

1.2 SELETON OF THE TOPIC

Selection of the topic is very important task while preparing field work report. One ought to
choose a topic which is closely related to or conductive to the working of the industries in
particular.
The concept of labour welfare and its direct impact on production and organization
effectiveness lured researcher to take such topic for special study in this field work.
Looking to the Indian Labour Welfare it is seen that the employer was placed after the
Second World War which provoked government to inline and promotes various welfare
along the working class. It is very important aspect which directly related to efficiency and
effectiveness of the organization.

8
1.3 OBJECTIVES

The objectives of field work are as follows;

1. To study the concept labour welfare amenities and its importance.

2. To study the various functions of HRM and its importance.

3. To study organization structure / departmental structure & existing strength of employee at various
positions at Honda motors.

4. To study the various statutory & non-statutory labour welfare amenities provided within the premises at
Honda motors.

5. To study various social security’s like PF, ESI, Bonus etc. provided to employees at Technosys Control

Solution.

6. To study the various functions of HR practices like Recruitment & Selection, Training & Development, Wage
and salary administration, Industrial relations at Honda motors.

7. Analysis of data & suggest the remedial measures.

1.4 SCOPE OF THE STUDY

For choosing this project is that this project gives the ample scope to know about various aspects of HR.This
study aims to find out the satisfaction of employees, whether the company is providing necessary health,
safety & welfare measures.

The scope of the current study named “Employee Welfare Facilities” is limited at the selected company, and
its application is also specifically limited to that company, and the study cannot be applied to other unit of
that company. Along with the welfare amenities provided to the employees it also helps to study about the
social security’s beneficial to the employees in an organization.
This study enables the researcher to know about the inter relationship of various departments with the HR
department. This study helps to improve the performance of the human resource management department.

9
1.5 RATIONALE OF THE STUDY

The rationale behind the preparation of project study is to create awareness in the students
about HR and the facts of business environment. To gain the effective utilization of human
resource in achievements of the overall objectives of the company.
The study provides the students prior and essential knowledge about his future role in
business environment.
The study is amercing worth and utility point of view for the student of personnel
management. It will be help full for the student to gain the practical knowledge of working
process in company, different aspects like, recruitment, selection, T & D, grievance handling
procedure, disciplinary action etc.
This study will be beneficial to manufacturing organization striving to create a culture
that is inclusive rather than exclusive. The inputs from this dissertation can be utilized by
human resource professionals and practitioners along with top manager would find the
information presented in this study use full in assessing the employee’s perceptions and
performance of diversity in their organizations.

1.6 LIMITATIONS OF STUDY

1. The major limitation was the time factor which is limited.

2. The is based on the study of single company.

3. This project has been completed in short period of time and hence all the factors may not be
explained in detail.

4. Basically, this report is based on the HR department and the personnel of this department are related to
the top of management of the company therefore it is difficult to get the information from them.

5. Confidential data is not disclosed by the organization.

6. The feedback may not be correct

7. The respondent for the field work is only 1 HR manager.

8. Some data like welfare amenities, functioning and recruitment is disclosed and some data like wage and
salary have not been disclosed.

10
 CHAPTER 2
RESEARCH METHODOLOGY

11
 CHAPTER 2
RESEARCH METHODOLOGY

2.1 RESEARCH-DEFINITION & TYPES

MEANING OF RESEARCH

Research in simple terms refers to search for knowledge. It is a scientific and systematic
search for information on a particular topic or issue. It is also known as the art of scientific
investigation. Several social scientists have defined in different ways.
Thus, research is an original addition to the available knowledge, which contributes to its
further advancement. It is an attempt to pursue truth through the methods of study,
observation, comparison and experiment. In sum, research is the search for knowledge, using
objectives and systematic methods to find solution to a problem.
All this means that it is necessary for the researcher to design his methodology for the
problem as the same may differ from problem to problem.
“Research is the search for knowledge.”

1) Research Methodology is the method used of collecting data through various sources as well as analysis
and interpretation of data.

2) It has always been important & essential to adopt certain pre-decided method to study any particular system.

3) In order to collect the required information following methods were adopted.

DEFINITION

According to Clifford woody,” Research compromises defining and redefining problem’s

formulating hypothesis or suggested solutions, collecting, organizing and evaluating data
making deductions and reaching conclusions and last carefully testing the conclusions to
determine whether they fit the formulating hypothesis.

12
RESEARCH DESIGN:

A research design is type of blueprint prepared of various types of blueprints available for
the collection, measurement and analyses of data. A research design calls for developing the
most efficient plan of gathering the needed information. The design of research study is based
on purpose of the study. It is a specification of methods and procedure for acquiring the
information needed. It is overall pattern or a framework of project that stipulates what i
information is to be collected from which source and by what procedure

TYPES OF RESEARCH

Fig: 2.1.1 TYPES OF RESEARCH

13
 1. Descriptive Research:
Descriptive research includes surveys and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs as it exists at present.
In social science and business research we quite often use the term Ex post facto research for
descriptive research studies.

2. Empirical Research:

Empirical research is appropriate when proof is sought that certain variables affect other
variables in some way. Evidence gathered through experiments or empirical studies is today
considered to be the most powerful support possible for a given hypothesis.

3. Applied Research:

Applied research aims at finding a solution for an immediate problem facing a society or an
industrial/business organization, whereas fundamental research is mainly concerned with
generalizations and with the formulation of a theory.

4. Qualitative Research:

Qualitative research presents non-quantitative type of analysis. Qualitative research is

collecting, analyzing and interpreting data by observing what people do and say. Qualitative
research refers to the meanings, definitions, characteristics, symbols, metaphors, and description
of things. Qualitative research is much more subjective and uses very different methods of
collecting information, mainly individual, in-depth interviews and focus groups. The nature of
this type of research is exploratory and open ended. Small number of people is interviewed in
depth and or

Phenomenology: -a form of research in which the researcher attempts to understand how one
or more individuals experience a phenomenon.

Ethnography: - this type of research focuses on describing the culture of a group of people. A
culture is the shared attributes, values, norms, practices, language, and material things.

14
 5. Fundamental Research:

Research concerning some natural phenomenon or relating to pure mathematics are examples of fundamental
research. Similarly, research studies, concerning human behavior carried on with view to make generalizations
about human behavior, are also examples of fundamental research, but research aimed at certain conclusions
facing a concrete social or business problem is an example of applied research.

6. Analytical Research:

In analytical research, the researcher has to use facts or information already available, and analyse these to make
a critical evaluation of the material.

7. Quantitative Research:

This research is based on numeric figures or numbers. Quantitative research aims to measure the quantity or
amount and compares it with past records and tries to project for future period. In social sciences, “quantitative
research refers to the systematic empirical investigation of quantitative properties and phenomena and their
relationships”. The objective of quantitative research is to develop and employ mathematical models, theories or
hypothesis pertaining to phenomena.

Hence researcher had selected exploratory type of research for a study.

15
2.2 SAMPLING DESIGN

Sampling techniques are especially useful in business research as many times large amount of data are
generated and researcher thinks of using a more measurable subsets of data that they believe accurately the
trends in the larger collection. Sampling may be defined as the process of selection units (people,
organization etc) from a population of interest so that by examining the sample units, results may be
generalized about population. It helps to identify the target population to be considered for collection of
data. Sampling is an essential part of all scientific procedure. It is well developed in field of biology,
physics, chemistry and social science research.

An important step before the data collection is sampling. Sampling is a process of selecting a representative
part of a population, studying it and there by drawing conclusions about the population itself. Sampling is
a very important aspect of research and due care has to be taken to arrive at a right sample to be studied. It
is animportant concept that we practice even in our routine life. Sampling involves selecting a relatively
small number of elements from a larger defined group of elements and expecting that the information
gathered fromthe small group will allow judgments to be made about the larger group.

DEFINITIONS OF SAMPLING:
“Sampling is the selection of a certain percentage of a group of items according to a predetermined plan”.
- Boards

“A sample as the name applies is a smaller representative of a large whole”.

- Goode and Hut

16
TYPES OF SAMPLING METHOD

Fig 2.2.1: TYPES OF SAMPLING METHOD

17
 1) PROBALITY SAMPLING:

A] Random Sampling:
Random sampling is the simplest and purest form of probability sampling. It is a technique in which every
unit in population has equal and known chance of being included in sample.

B] Stratified Sampling:
In this method the heterogeneous population is divided into distinct, non-overlapping, homogenous subgroups
called “strata”, according to some important characteristics or variable like income, education, age, etc , and
then a random sample is selected from within each subgroups.

C] Systematic sampling:
Systematic sampling is used to select a specified number of records from a computer file.

D] Cluster Sampling:
This method divides the population into clustered at each stage and draws sample of required
size at each stage. Sampling is done in multistage.

2) NON-PROBABILITY SAMPLING:

A] Convenience Sampling:
Convenience sampling is a method in which samples are drawn at the convenience of the
researcher or interviewer.

B] Judgment Sampling:
In judgment sampling or purposive sampling participants are

Hence, researcher has selected Non-Probability Purposive sampling method for the study.

18
2.3. SOURCES OF DATA

Methods of data collection

I Primary Data II Secondary Data

Fig 2.3.1: TYPES OF DATA

Researcher had selected following sources of collecting data.

I PRIMARY DATA: -
1. Primary data is the fresh data which is being collected for the very first time.
2. It is readily available to the person; the researcher has to personally collect. the data through
various sources.
3. It is first hand data.
4. If the investigator collects the data originally for the investigation the data is called primary data.

Primary data is data gathered for the first time by the researcher. Primary data collection begins when a
researcher is not able to find the data required for his research from secondary sources.
19
Methods of primary data collection
Primary sources refer to original events, documents and articles.

Example: Newspaper articles, photographs, and diaries. These are the works that are analyzed and interpreted
to create secondary sources. These are three methods of the collecting primary data.

The methods of collection primary data include;

OBSERVATION

INTERVIEW

INTERACTION WITH WORKERS

QUESTIONNAIRE

The primary data which is generated by the above methods may be qualitative in nature (usually in the form
of words) or quantitative (usually in the form of numbers or where you can make counts of words used.)

Questionnaire:
Questionnaire is a popular means of collection of data, but the difficult to design and often require
many rewrites before an acceptable questionnaire is produced

Advantages:

• Can be posted, email or faxed.

• Can cover a large number of people or organization.

• Wide geographic coverage.

• Relatively cheap.

20
• Avoids embarrassment on the part of the respondent.

• Respondent can consider responses

• No interviews bias.

There are different types of questionnaires

➢ Paper-pencil–-questionnaire: they can be sent large number of people and saves the researcher time and
money. People are more truthful while responding to the questionnaire regarding controversial issues in
particular due to the fact that their responses are anonymous.

➢ Web based questionnaire: a new and inevitable growing methodology is the use of internet-based
research. This would mean receiving an email on which you would click on an address that would take you to
a secure web site to fill in a questionnaire. This type of research is often quicker and less detailed.

II SECONDARY DATA: -
1. Secondary data is the data which is readily in the market.
2. It is not the first-hand data.
3. The researcher need not have to personally collect the data, it is automatically made available to him.
4. It is easily available to the person.
5. If the investigator does not collect the data originally but uses data collected by other investigator or
agency and available in published or unpublished form, the data is called secondary data.

The secondary data is collected to know the basic information. That can be collected through the various
Books, Journals and Websites.

Secondary data is data which is being already available in the market. It is not fresh data collected
by the user. Various sources of secondary data collection are magazines, journals, books, internet, etc.

Hence, researcher has selected Primary method (Questionnaire) , Secondary Method (books, internet etc ).

Data from a secondary source is any data which has been collected by another researcher, whether it
is a group of people or just one person. The data may have originally been used for a different type of research,
but you can manipulate it to fit you research, instead of using it was intended to be used.

1. Library work:
This technique requires going through written text that have already done similar work and utilizing
their researches for our operations.

2. Internet:
Using online resources through internet is common for all in now-a-days. Lots of information can be
collected through various website.

21
3. Telephone:
This is a very common and simple method. The researcher only needs to have contact numbers of
sources from where he wants to take information. Telephone method gives quick responses. From this chapter,
i concluded that project report is very important. I come to know the meaning of data, types of the data, there
are many methods of the primary data and secondary data.

This is very common and simple method. The researcher only needs to have contact numbers of sources from
where he wants to take information. Telephone method gives quick responses. From this chapter, I concluded
that the project report is very important. I come to know the meaning of data, types of data, there are many
methods of the primary data and secondary data.

22
2.4 RESEARCH DESIGN

ANALYSIS OF DATA AND INTERPRETATION DATA

Analysis of data may be defining as “a process under which the relationships or differences supporting or
conflicting with the original or new hypothesis, should be subjected to statistical tests of significance, to
determine with that validity the data can be said to indicate any conclusion”.

Interpretation establishing continuity in research through linking results of a given study with those of
another and the establishment of same relationship with the collected data. Interpretation is the device through
which, the factors that have been observed by the researcher in the course of the study can be better understood.

Data preparation includes, editing, coding, classification process

Editing, coding, classification and tabulation are the important stages in research. It is at this stage
that mess of data collected during the survey is processed, with a view to reducing them to manageable
proportions. In other words, data processing which encompasses, editing, coding, classification, and
tabulation, is the intermediary stage between collection of data and analysis and interpretation of data. Thus,
these are the crucial stages in the processing of social survey data.

There are some general common-sense recommendations to follow when presenting data.
The presentation should be as simple as possible. Avoid the trap of adding to much information. It is not the aim
to include all the information you have but only a summary of the essential feature you are trying to illustrate. A
good rule of thumb is to only a one idea or to have only purpose for each graph or chart you create.
The title should be clear and concise indicating What…? When…? And where…? the data, codes, legends
and label should be clear and concise, following standard formats is possible.

The use of footnotes is advised to explain essential features of the data that are critical for the correct
interpretation of the graph or chart.

Data analysis is the process of developing answers to questions through the examination and interpretation of
data. The basic steps in the analytic process consist of identifying issues, determining the availability of
suitable data, deciding on which methods are appropriate for answering the questions of interest, applying the
methods and evacuating, summarizing and communicating the results.

Analysis is placing the collected data in some order or format so that data acquires a meaning, Raw data
becomes information only when it is placed in a meaningful form. Interpretation involves drawing conclusions
from the gather data.

Analysis and interpretation of data are the most crucial aspects of research. is considered to be highly skilled
and technical jobs, which should be carried out only by the researcher, or under his close supervision. The
analysis of data requires on the part of the researcher a thorough knowledge about the data, judgment, skill,
ability of generation and familiarity with the background. Objects and hypothesis of the study.
23
Data analysis is essential for understanding results from surveys, administrative sources and pilot
studies, forproviding information on data gaps, for designing and redesigning survey for planning
new statistical activitiesand for formulation quality objectives.
Sr.
No Content Type of research
1
Type of Exploratory Type
Research

2 Sample Nashik (Gangapur road)

Population area
3
Sample Unit Honda motors
4
Sampling Non probability
Method purposive
sampling method
5
Sample Size 1 HR executive
6
Sources of data collection

1) Primary Interview, Observation,

2) Secondary QuestionsWebsites,

Book
7
Analysis of Chart, Graphs, Bar
data Percentage,
Average

Table no.2.4.1 Collected data presented in various method

24
 CHAPTER 3
COMPANY PROFILE

25
 CHAPTER 3
COMPANY PROFILE

HONDA MOTORS

Address:

Dr BS Moonje Marg, Samartha Nagar, Samartha, Parijat Nagar, Nashik,

Maharashtra 422005

Phone: 0253 236 2323

26
HISTORY & GENERAL INFORMATION

HONDA MOTORS: -

Honda Motor Co., Ltd. (Honda), incorporated on September 24, 1948, develops, manufactures and
markets motorcycles, automobiles and power products across the world. The Company's segments
include Motorcycle Business, Automobile business, financial services business, and Power product and
other businesses. Honda conducts its operations in Japan and around the world, including North America,
Europe and Asia. Honda markets its products through a sales network of independent local dealers. Its
automobiles and power products are distributed in Japan through retail dealers. Its manufacturing facilities
are located in Japan, the United States, Canada, Mexico, the United Kingdom, Turkey, Italy, France,
China, India, Indonesia, Malaysia, Thailand, Vietnam, Argentina and Brazil.

The Company produces a range of motorcycles, with engine displacement ranging from the 50 cubic
centimeters class to the 1,800 cubic centimeters class. Honda's motorcycles use internal combustion
engines developed by Honda that are air-or water-cooled, four-cycle, and are in single, two, four or six-
cylinder configurations. Honda's motorcycle line consists of sports (including trial and moto-cross
racing), business and commuter models.

HISTORY

Soichiro Honda, the developer of Honda motorcycles, didn’t set out to manufacture them. In fact, his
passion was vehicles. He also loved the idea of driving fast and enjoyed racing. He worked from the time
he was a teenager in an auto repair shop, so he had a great understanding of the mechanical end of things.

In 1928, Honda opened his own repair shop. As a hobby he also indulged in building race cars. He did
not start the Honda Motor Company until he was 41 years old in 1948. They manufactured several two
stroke and four stroke motorcycle models. He focused on the areas of quality and design, offering well
made products to compete in the industry. While the motorcycle sells continued to rise over the next two
decades, the company almost went under in 1953. This was due to the end of the Korean War and
economic depression in Japan. However, they continued to sell a small number of motorcycles and
continue production.

They are among the top sellers in the motorcycle industry because of their unique designs, long lasting
equipment, and low-cost motorcycle models. While they have taken some huge risks over the years, they
have helped them to build the successful motorcycle empire they have toda

27
3.3 PRODUCT OF ORGANIZATION
Honda bikes price starts at ₹ 62,229. Honda has a total of 26 bikes of which 6 models are upcomingwhich
include PCX 125, CBR300R, CB500F, CB1000R, CBR1000RR-R Fire blade and CBR500R. The Honda
Gold Wing is the most expensive bike with a price tag of ₹ 39.16 Lakh

Some of the popular two wheelers of Honda:

Product name Honda Dio

Price 62,229
Fuel efficiency 50 kmpl
Ground clarence 160 mm
Engine type SINGLE CYLINDER AIR COOLED OHC
Weight 105 kg

28
Product name Honda Activa 6G
Price 66,799
Fuel efficiency 45 kmpl
Length 1833 mm
Weight 107 kg
Height 1156 mm
Width 697 mm
Ground clarence 171 mm
Colors Glitter Blue Metallic, Pearl Spartan Red,
Dazzle Yellow Metallic, Black, Pearl Precious
White, Matte Axis Grey Metallic

29
Product name Honda gold wing
Price 39.16 Lakh
Fuel efficiency 14 kmpl
Weight 385 kg
Fuel type Petrol
Ground clearance 130 mm
Width 925 mm
length 2575 mm
height 1430 mm
Colors Pearl Glare White, Gunmetal Black Metallic

30
Product name Honda shine
Price 70,478
Fuel efficiency 65 kmpl
Fuel type Petrol
Weight 114 kg
Ground clarence 162 mm
Length 2046 mm
Width 737 mm
Height 1116 mm
Colors Black, Grey Metallic, Rebel Red Metallic,
Athletic Blue Metallic

31
 CHAPTER 4
REVIEW OF LITERATURE

32
 CHAPTER 4
REVIEW OF LITERATURE

4.1 TOPIC UNDER STUDY

4.1.1 MEANING OF HRM

Human Resource Management is the process of recruitment, selection of employee, providing

proper orientation and induction, providing proper training and the developing skills, assessment of
employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining
proper relations with labour and with trade unions, maintaining employee’s safety, welfare and health by
complying with labour laws of concern state or country.

4.1.2 DEFINITIONS
• HRM is the process of analyzing and managing organizations human resources needs ensure satisfaction
of its strategic objectives.

• The process of hiring and developing employees so that they become more valuable to the organization.

• Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the
right people for the job, orienting and training, managing wages and salaries, providing benefits and
incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.

Importance of Human Resource Management

An organization cannot build a good team of working professionals without good Human Resources. The
key functions of the Human Resources Management (HRM) team include recruiting people, training them,
performance appraisals, motivating employees as well as workplace communication, workplace safety, and
much more. The beneficial effects of these functions are discussed here:

4.1.3 Recruitment and Training

This is one of the major responsibilities of the human resource team. The HR managers come up with plans
and strategies for hiring the right kind of people. They design the criteria which is best suited for a specific
job description. Their other tasks related to recruitment include formulating the obligations of an employee
and the scope of tasks assigned to him or her. Based on these two factors, the contract of an employee with
the company is prepared. When needed, they also provide training to the employees according to the
requirements of the organization. Thus, the staff members get the opportunity to sharpen their existing skills
or develop specialized skills which in turn, will help them to take up some new roles.

33
Performance Appraisals
HRM encourages the people working in an organization, to work according to their potential and
gives them suggestions that can help them to bring about improvement in it. The team communicates with the
staff individually from time to time and provides all the necessary information regarding their performances
and also defines their respective roles. This is beneficial as it enables them to form an outline of their
anticipated goals in much clearer terms and thereby, helps them execute the goals with best possible efforts.
Performance appraisals, when taken on a regular basis, motivate the employees.

Maintaining Work Atmosphere

This is a vital aspect of HRM because the performance of an individual in an organization is largely driven by
the work atmosphere or work culture that prevails at the workplace. A good working condition is one of the
benefits that the employees can expect from an efficient human resource team. A safe, clean and healthy
environment can bring out the best in an employee. A friendly atmosphere gives the staff member‟s job
satisfaction as well.

Managing Disputes
In an organization, there are several issues on which disputes may arise between the employees and the
employers. You can say conflicts are almost inevitable. In such a scenario, it is the human resource department
which acts as a consultant and mediator to sort out those issues in an effective manner. They first hear the
grievances of the employees. Then they come up with suitable solutions to sort them out. In other words, they
take timely action and prevent things from going out of hands.

Developing Public Relations

The responsibility of establishing good public relations lies with the HRM to a great extent. They organize
business meetings, seminars and various official gatherings on behalf of the company in order to build up
relationships with other business sectors. Sometimes, the HR department plays an active role in preparing the
business and marketing plans for the organization too.

Any organization, without a proper setup for HRM is bound to suffer from serious problems while managing
its regular activities. For this reason, today, companies must put a lot of effort and energy into setting up a
strong and effective HRM.

34
4.1.4 Functions of HRM

Fig 4.2: function of HRM

35
 A. Managerial Functions:

There functions are briefly discussed below

1. Planning
To get things done through the subordinates, a manager must plan ahead. Planning is necessary to
determine the goals of the organization and lay down policies and procedures to reach the goals.

2. Organizing:

Once the human resource manager has established objectives and developed plans and programs to
reach them, he must design and develop organization structure to carry out the various operations

3. Directing:

The plans are to be pure into effect by people. But how smoothly the plans are implemented depends on the
motivation of people. The direction function of the personnel manager involves encouraging people to work
willingly and effectively for the goals of the enterprise.

4. Controlling:

Controlling is concerned with the regulation of activities in accordance with the plans, which in turn have been
formulated on the basis of the objectives of the organization. Thus, controlling completes the cycle and leads
back to planning.

B. Operative Functions:

The operative functions of human resource or personnel department are discussed below:

1. Employment:
The first operative function of the human resource of personnel department is the employment of proper kind
and number of persons necessary to achieve the objectives of the organization. This involves recruitment,
selection, placement, etc. of the personnel.

2. Development:
Training and development of personnel is a follow up of the employment function. It is a duty of management
to train each employee property to develop technical skills for the job for which he has been employed and also
to develop him for the higher jobs in the organization.

3. Compensation:
This function is concerned with the determination of adequate and equitable remuneration of the employees in
the organization of their contribution to the organizational goals. The personnel can be compensated both in
terms of monetary as well as non-monetary rewards

37
4. Maintenance (Working Conditions and Welfare):
These include measures taken for health, safety, and comfort of the workforce. The personnel department
also provides for various welfare services which relate to the physical and social well-being of theemployees.
These may include provision of cafeteria, rest rooms, counseling, group insurance, education for children of
employees, recreational facilities, etc.

5. Motivation:
Employees work in the organization for the satisfaction of their needs. In many of the cases, it is found that
they do not contribute towards the organizational goals as much as they can. This happens because
employees are not adequately motivated.

6. Industrial Relations
These days, the responsibility of maintaining good industrial relations is mainly discharged by the human
resource manager. The human resource manager can help in collective bargaining, joint consultation and
settlement of disputes, if the need arises. This is because of the fact that he is in possession of full information
relating to personnel and has the working knowledge of various labor enactments.

38
4.2 Labor welfare definitions and theories

MEANING OF LABOUR WELFARE

The concept of „labor welfare‟ is necessarily flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, the general socioeconomic development of
the people at a particular time. Accordingly, the concept cannot be very precisely defined. A series of sharply
diverse opinions exists on the motives and merits of labor welfare as well. In its widest sense, it is more or
less synonymous with labor conditions and as a whole, including labor legislation and social insurance.
Another focus of interpretation centers round the voluntary or statutory nature of welfare for working class.

DEFINITION:

According to E. S. P r o u d , “welfare work is voluntary efforts on the part of employer to improve

theexisting industrial system and the condition of employment in their own factories.”

Theories and Approaches of labour welfare

As per the Committee on Labour Welfare, welfare services should mean, “Such Services, facilities, and
amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements
for travel to and from the place of work, and for the accommodation of workers employed at a distance”.

The theories of labour welfare reflect the attitudes and beliefs of the agencies engaged in welfare
activities.Welfare activities may be provided on some grounds such as religious, philanthropic or other.
Various theories with their descriptions are given below:

1. The Policing Theory

According to this theory, the factory and other industrial workplaces provide many opportunities for
owners as well as managers to exploit workers in an unfair manner. This is done by making the labour work
for very long hours, by paying unfair wages, by not keeping the workplace hygienic, by ignoring safety and
health provisions like drinking water, canteens, restrooms etc.
The welfare state, therefore, has to prevent this exploitation and to do so, it assumes the role of a policeman,
and makes it mandatory for the managers of industrial establishments to provide welfare facilities, and also
punishes the non-complier.

39
 2. The Religion Theory
The Religion theory consists of two aspects, namely, Investment and Atonement. The Investment aspect states
that the fruits of today’s deeds will be reaped tomorrow. Therefore, any action,good or bad, is treated as an
investment and inspired by this aspect (Investment), some employers plan and organize canteens and crèches.
The Atonement aspect of the religion theory states that the current disabilities of an individual are
the outcome of the sins committed by him/her previously. Therefore, he/she should pledge to do good deeds
now so as to atone or compensate for his/her sins.

3. The Philanthropic Theory

Philanthropy refers to affection for mankind. This theory of labour welfare refers to the provision of good
working conditions, crèches, canteens, drinking water facilities etc., so as to remove the disabilities of the
workers.
Employers having concern for their workers may undertake such labour welfare measures for the benefit of
workers.

4. The Trusteeship Theory

The Trusteeship Theory is also called the Paternalistic Theory of labour welfare.
According to this theory, the employer or the industrialist holds the total industrial estate, properties and the
profits accruing from them, in trust. Workers are also not able to take care of themselves for reasons such as
lack of education, low wages etc.
The employers should, therefore, provide for the well-being of the workers out of the funds that are in their
control.

5. The Placating Theory

The Placating theory is based on the assumption that appeasement pays when the workers are organised and
are militant.
Workers‟ demand for higher wages and better working conditions cannot be left unattended. Therefore,
some welfare measures need to be taken so as to bring peace.

40
 6. The Public Relations Theory
The Public Relations Theory is based on the fact that welfare activities are provided to the workers so as
to create a good impression on their minds and the public and this can be done by providing clean and safe
working conditions, a good canteen, creche and other measures.
Providing such measures help making a good impression on the workers, visitors and the public.

7. The Functional Theory

The Functional Theory is also called the Efficiency Theory of labour welfare.
It states that welfare facilities are provided so as to make the workers more efficient.
The workers will work efficiently if they are treated kindly if they are provided with clean and safe working
conditions, good canteens etc.

8. The Social Theory

The Social Theory of labour welfare states that along with improving the condition of its employees an
industrial establishment is also morally bound to improve the conditions of the society.

41
 4.3 VARIOUS STATUTORY & NON-STATUTORY LABOUR
WELFARE ACTIVITIES AS PER FACTORIES ACT, 1948
• PROVISIONS FOR HEALTH
The following are the provisions relating to health provided by the Factories Act, 1948
Section 11: Cleanliness in every factory
Section 12: Disposal of effluents and wastes
Section 13: Ventilation and Temperature
Section 14: Dust and Fume
Section 15: Artificial Humidification
Section 16: Overcrowding
Section 17: Lighting
Section 18: Drinking Water

Section 11: Cleanliness in Every Factory

Under Section 11, every factory needs to keep itself clean and free from effluvia arising from any drain, privy or
other nuisance, and in particular-
Accumulation of dirt and refuse should be removed daily by any effective method from the floors of
workrooms and from staircases and passages and disposed of in a suitable and efficient manner.
In case the floor is subject to become wet during the working time, then they should take proper drainage
process or steps.
Clean the worker‟s floor every week with proper disinfectant or any other effective method of cleaning.
Paint or repaint walls, ceilings, and staircases of the factory once in every 5 years.
Repaint the walls once in every 3 years in case of washable water paints.
Paint and varnish all doors and window-frames and other wooden or metallic framework and shutters at least
once in a period of 5 years.

Section 12: Disposal of Effluents and Wastes

Under this section following things should be considered:
(a) It is necessary for the factories to arrange proper and effective waste treatment and its disposal.
(b) The State Government may make rules prescribing the arrangements for the disposal and treatment of waste
and effluents.
42
 Section 13: Ventilation and Temperature
This section states:
Effective and suitable provisions should be made in every factory for securing and maintaining in every
workroom proper ventilation by circulation of fresh air. It also involves providing an adequate temperature
at the workplace. For this, they should select the material of the walls accordingly.
The State Government may prescribe a standard of adequate ventilation and reasonable temperature for any
factory or class or description of factories.
Lastly, if it appears to the Chief Inspector that excessively high temperature in any factory can be reduced
by the adoption of suitable measures, he can order them to use such a method.

Section 14: Dust and Fume

This section states that:
If dust and fume release in the manufacturing process of a factory, then they should take effective measures
to prevent its inhalation and accumulation in the workplace. For this, they should use proper exhaust
appliances in the workplace.
In any factory, no stationary internal combustion engine shall be operated unless the exhaust is conducted
into the open air.

Section 15: Artificial Humidification

1. In respect of all factories in which the humidity of the air artificially increases, the State Government
may make rules, -
Firstly, prescribing standards of humidification;
Secondly, regulating the methods used for artificially increasing the humidity of the air; directing tests for
determining the humidity of the air for correct carrying out and recording. Lastly, prescribing methods for
securing adequate ventilation and cooling of the air in the workrooms.
2. In any factory in which the humidity of the air artificially increases, they should purify the water (drinking
water) before the supply.

Section 16: Overcrowding

This section states:
Firstly, no room in any factory shall be overcrowded to an extent injurious to the health of the workers
employed therein.
Secondly, a factory built after the commencement of this Act at least 14.2 cubic meters of space for every
worker employed therein, and for the purposes of this section, no account shall be taken of any space
which is more than 4.2 meters above the level of the floor of the room.
43
Section 17: Lighting
This section states:
Firstly, there should be proper lighting in all the places of the factory from where the workers of the factory
pass.
In every factory, effective provision shall, so far as is practicable, be made for the prevention of-glare, either
directly from a source of light or by reflection from a smooth or polished surface;
the formation of shadows to such an extent as to cause eye-strain or the risk of accident to any worker.

Section 18: Drinking Water

This section states that in every factory, there should be proper arrangements for a sufficient supply of
wholesome drinking water and shall be legibly marked as “drinking water”.

Section 19: Latrines and Urinals

This section states that every factory should make arrangements of latrine and urinals for the employees and the
rules are laid down by the State Government in this behalf.
Section 20: Spittoons
There should be a sufficient number of spittoons in the factories for the employees and they should be in clean
and hygienic condition according to this law

• PROVISIONS FOR SAFETY

(1) Fencing machinery -

According to Section 21 of the Factories Act 1948, every dangerous machinery in a factory must be
securely fenced to avoid accidents.

(2) Work on near machinery in motion -

Section 22, this situation arises when machinery is to be tested, while it is in motion/operation. Then
it is to be tested by an adult well-trained person, who is meant for that purpose. (And whose name is
recorded in the register for such purpose)

44
(3) Employment of young person in dangerous machines -

According to Section 23 of the said Act, no young person shall be required or allowed to work at any
machine to which this section applies, unless he has been fully instructed as to the dangers arising in
connection with the machine and the precautions to be observed, and- (a) has received sufficient training in
work at the machine or is under adequate supervision by a person who has a thorough knowledge and
experience of the machine. Sub-section (1) shall apply to such machines as may be prescribed by the State
Government, being machines which in its opinion are of such a dangerous character that young persons
ought not to work at them unless the foregoing requirements are complied with.

(4) Striking gear and devices for cutting off power -

According to Section 24 of the said Act, In every factory, suitable devices for cutting off power in
emergencies from running machinery shall be provided and maintained in every workroom.

(5) Self-acting machines -

According to Section 25 of the Act, no traversing part of a self-acting machine in any factory and
no material carried thereon shall, if the space over which it runs is a space over which any person is liable to
pass, whether in the course of his employment or otherwise, be allowed to run on its outwards or inward
traverse within a distance forty-five centimeters from any fixed structure which is not part of the machine:
Provided that the Chief Inspector may permit the continued use of a machine installed before the
commencement of this Act which does not comply with the requirements of this section on such conditions
for ensuring safety as he may think fit to impose.

(6) Casing of new machinery -

Section 26(1) of the said Act requires casing for new machinery to prevent accidents.

(7) Prohibition of employment of women and children near cotton-openers -

A cotton-opener is a dangerous machine, therefore, According to Section 27 of the Factories Act

1948, no woman or child shall be employed in any part of a factory for pressing cotton in which a cotton-
opener is at work. Provided that if the feed-end of a cotton-opener is in a room separated from the delivery
end by a partition extending to the roof or to such height as the Inspector may in any particular case specify
in writing, women and children may be employed on the side of the partition where the feed-end is situated.

45
 (8) Hoist and lifts -
According to section 28 of the said Act, Hoist, and lifts in a factory shall be maintained in a good
mechanical condition and must be examined by a Competent Person at least once in every six months.

(9) Lifting machines, chains, ropes and lifting tackles -

Lifting machines, chains, rope and lifting tackles are used in factories for raising or lowering
persons or good or materials. According to Section 29 of the Factories Act, they must be examined at least
once in every 12 months by a confident person.

(10) Revolving machinery -

According to Section 30, In every factory in which the process of grinding is carried on there shall be
permanently affixed to or placed ear each machine in use a notice indicating the maximum safe working
peripheral speed of every grindstone or abrasive wheel, the speed of the shaft or spindle upon which the
wheel is mounted, and the diameter of the pulley upon such shaft or spindle necessary to secure such safe
working peripheral speed. The speeds indicated in notices under sub-section (1) shall not be exceeded.

(11) Pressure plant -

Section 31 of the Act, If in any factory, any plant or machinery or any part thereof is operated at a
pressure above atmospheric pressure, effective measures shall be taken to ensure that the safe working
pressure of such plant or machinery or part is not exceeded. State Government may make rules providing for
the examination and testing plant or machinery such as referred in sub-section (1).

(12) Floors, stairs and means of Access -

According to Section 32 Floors, stairs and means of Access must be of sound construction and shall
be free from obstructions, causing persons to slip.

(13) Pits, sumps, opening in floors, etc -

According to Section 33 of the Said Act, In every factory every fixed vessel, sump, tank, pit or
opening in the ground or in a floor which, by reason of its depth, situation, construction or contents, is or
may be a source of danger, shall be either securely covered or securely fenced. The State Government may,
by order in writing, exempt, subject to such conditions as may be prescribed, any factory or class or
description of factories in respect of any vessel, sump, tank pit or opening from compliance with the
provisions of this section

46
(14) Excessive weights -

Section 34 of Factories says that no person shall be employed in any factory to lift, carry or move any
load so heavy as to be likely to cause him an injury. The State Government may make rules prescribing the
maximum weights which may be lifted, carried or moved by adult men, adult women, adolescents and
children employed in factories or in any class or description of factories or in carrying on in any specified
process.

(15) Protection of eyes (Section 35) -

In respect of any such manufacturing process carried on in any factory as may be prescribed, being a
process, which involves -

(a) risk of injury to the eyes from particles or fragments thrown off in the course of the process, or

(b) risk to the eyes by reason of exposure to excessive light, the State Government may by rules
require that effective screens or suitable goggles shall be provided for the protection of persons employed
on, or in the immediate vicinity of, the process.

(16) Precautions against dangerous fumes, gases etc. -

According to Section 36 of the Act, - (1) No person shall be required or allowed to enter any chamber,
tank, vat, pit, pipe, flue or other confined space in any factory in which any gas, fume, vapour or dust is
likely to be present to such an extent as to involve risk to persons being overcome thereby, unless it is
provided with a manhole of adequate size or other effective means of egress.
(2) No person shall be required or allowed to enter any confined space as is referred to in sub-section
(1), until all practicable measures have been taken to remove any gas, fume, vapour or dust, which may be
present so as to bring its level within the permissible limits and to prevent any ingress of such gas, fume,
vapour or dust and unless -
(a) a certificate in writing has been given by a competent person, based on a test carried out by
himself that space is reasonably free from dangerous gas, fume, vapor or dust: or
(b) such person is wearing suitable breathing apparatus and a belt securely attached to a rope the free
end of which is held by a person outside the confined space.

(17) Precaution regarding the use of portable electric light -

According to Section 36(a), no electric light or appliance voltage exceeding 24 volts shall be
permitted in the chamber, tank pipe or other confined place.

47
(18) Power to require specifications of defective parts or tests of stability (Section 39) -

If it appears to the Inspector that any building or part of a building or any part of the ways, machinery
or plant in a factory is in such a condition that it may be dangerous to human life or safety, he may serve on
the occupier or manager or both of the factory an order in writing requiring him before a specified date -
(a) to furnish such drawings, specifications and other particulars as may be necessary to determine
whether such buildings, ways, machinery or plant can be used with safety, or
(b) to carry out such tests in such manner as may be specified in the order, and to inform the Inspector
of the results thereof.

(19) Safety of building and machinery -

According Section 40 of the Act (1) If it appears to the Inspector that any building or part of a
building or any part of the ways, machinery or plant in a factory is in such a condition that it is dangerous to
human life or safety, he may serve on the occupier or manager or both of the factory an order in writing
specifying the measures, which in his opinion should be adopted and requiring them to be carried out before
a specified date. (2) If it appears to the Inspector that the use of any building or part of a building or any part
of the ways, machinery or plant in a factory involves imminent danger to human life or safety he may serve
on the occupier or manager or both of the factory an order in writing prohibiting its use until it has been
properly repaired or altered.

(20) Maintenance of buildings -

According to Section 40A of the said Act, If it appears to the Inspector that any building or part of
a building in a factory is in such a state of disrepair as is likely to lead to conditions detrimental to the health
and welfare of the workers, he may serve on the occupier or manager or both of the factory an order in
writing specifying the measures which in his opinion should be taken and requiring the same to be carried
out before such date as is specified in the order.

(21) Safety officers -

Section 40(b) was inserted in the actor in 1976 making provision for the appointment of for safety
officer in the factories, where 1000 or more workers are employed or the State government by notification in
official gazette may require the occupier, carrying on dangerous and hazardous nature of manufacturing
process to appoint safety officers.

48
 • PROVISION FOR WELFARE

Section 42: Washing facilities

This section states that every factory should:

(a) Firstly, provide and maintain adequate and suitable facilities for washing for all the workers in the factory
(b) Secondly, provide separate and adequately screened facilities separately for men and women.
(c) Thirdly, make accessible all the facilities to all the workers

Section 43: Facilities for storing and drying clothes

This section contests some powers with the State Government. It states that the State Government has the
powers to direct the factories regarding the place of storing the clothes of the workers.
Moreover, they can also direct them regarding the manner of drying the clothes of the workers. It applies to the
situation when workers are not wearing their working clothes.

Section 44: Facilities for sitting

There are various kinds of jobs in a factory. Some of them require the workers to stand for a longer period of
time. There is no doubt that human power to stand has limits. Looking at such case, this section states:
(a) Firstly, the factory should provide suitable arrangements for sitting for the workers. This is important
because whenever the worker gets some free time, he/she may be able to take some rest by sitting. This will also
enhance their efficiency.
(b) Secondly, if the Chief Inspector finds that any worker can do his work more efficiently while sitting, then he
can direct the factory officials to arrange sitting arrangements for him.

49
 Section 45: First-aid-appliance
Injuries are somehow an inescapable part of life for the workers especially working in the factories. Looking at
the safety and welfare of the workers this section provides that:
(a) The factory should provide and maintain proper first-aid boxes at every workroom. Under this Act, the
number of boxes should not be less than one for every 100 or 50 workers. Moreover, the first-aid boxes should
have all the relevant contents according to the Act.
(b) There should be nothing except the prescribed contents in a first-aid box.
(c) Each box should be under control of a first-aid in-charge who will handle all its requirements and its
utilization. The in-charge should be an expert in First-aid field.
(d) In case the number of workers exceeds 500, then the factory should arrange an „Ambulance Room‟ with the
availability of all necessary equipment.

Section 46: Canteens

This section states:
(a) Every factory where the number of workers exceeds 250, then the State Government may direct the factory
owners to provide and maintain a canteen for the workers.
(b) Moreover, the government may lay down certain conditions in the construction of canteen, like:
1. the standard in respect of construction, accommodation, furniture and other equipment of the canteen
2. the foodstuffs to be served therein
3. the date by which such canteen shall be provided

4. the constitution of a managing committee for the canteen

5. the delegation to Chief Inspector subject to such conditions as may be prescribed

Section 47: Shelters, rest-rooms, and lunch-rooms

This section states:
(a) If the number of workers in a factory crosses 150, then the factory owners should construct and maintain
shelters, rest-rooms and lunch rooms for the workers. It allows the workers to eat the food which they bring
along with them.
(b) The shelters, rest-rooms and lunch rooms should be properly ventilated and lighted.
(c) The State Government may prescribe the standards, in respect of construction accommodation, furniture,
and other equipment.

50
 Section 48: Crèches
Due to workforce diversity nowadays, women‟s participation is increasing in all the sectors especially the
industrial sector.
One of the factors that stop women to work in factories or any other sector is lack of care for their children
during their working hours. In order to solve this problem and increase the engagement of women in factories,
section 48 states:
(a) Where numbers of women workers exceed 30, then the factory should arrange a special room for the
worker‟s kids who are below the age of 6 years.
(b) The room should be properly lighted and ventilated

51
 CHAPTER 5
ANALYSIS OF DATA

52
 CHAPTER 5
ANALYSIS OF DATA

5.1 PRESENTATION OF INFORMATION

1) Introduction Profile of the Company: -Honda motors

2) Name of the Organization: - Honda motors

Year of the Established: - 2011

General Inform about the Org: - To Supply and develop automobile industy

Address: - Dr BS Moonje Marg, Samartha Nagar, Samartha, Parijat Nagar, Nashik,

Maharashtra 422005Phone No: -+ 91 0253 6693876

Name of Group: -Honda group

Nature of Production: - automobile

Name of the personnel Manager: -Miss.shrushti dhatrak

Officer / Labour Officer / H.R.D. Manager: - HR.Manager

Qualification: - MBA HR

Experience: - 2-year experience

Total Number of Worker employed in: -20 Employees

a) Sales Department: - 11 Employees

b) Engineering Department: - 2 Employees

c) Service Department: - 7 Employee

d) Any other Department: -No

53
1. LABOUR WELFARE: -

A) Statutory Welfare Amenities: -

a) Washing facility: -Yes, storing and drying facilities are made available to the employees as per the
provision of Factories act 1948. In this facility, the employees can dry their uniforms after their shift if they
get wet during the work.

b) Storing & Drying the Clothes: -Yes, sitting facilities are made available to the employees as per the
provision of Factories act 1948.Two types of sitting facilities are provided in the organization as big cabin
and salary grade (SG), where workers can sit and rest during the working hours.

c) Sitting Facility: -Yes, sitting facilities are made available to the employees as per the provision of
Factories act 1948. Two types of sitting facilities are provided in the organization as big cabin and salary
grade (SG), where workers can sit and rest during the working hours.

d) First Aid: -First aid facility is provided in the organization comprising of all the basic tablets. The first
aid box is updated timely so as to meet the emergency recruitment of the accident.

e) Canteen: -No canteen facilities are not made available to the employees as per the provision ofFactories
act 1948.A canteen is provided where 70 to 80 people can sit at a time. As number of employees inthis branch
are less to canteen facility is not provided

f) Creches: -Yes, Creches are provided for women workers in organization for their babies.
g) Safety officer: -Yes, safety officers are provided in organization for take care of workers safety.

54
 2. LABOUR WELFARE

Statutory Welfare Amenities

1. Washing facilities:

Yes, Precision Auto Industries Provides a Suitable Apparatus and Hand Washing Facilityof the Worker in
Industrial Premises.

2. Storing and drying of clothes:

Yes, organization is providing storing and drying facility. They are made available to the
employees as per the provision of Factories act 1948. In this facility, the employees can
dry their uniforms after their shift if they get wet during the work.

3. Seating Facility:
Yes, organization is providing sitting facilities to the employees as per the provision of
Factories act 1948.Two types of sitting facilities are provided in the organization as big
cabin and salary grade (SG), where workers can sit and rest during the working hours.

4. First-aid:
Yes, first aid facility is provided in the organization. The first aid box is updated timely so as
to meet the emergency requirement of the accident

5. Canteen:
Yes, organization is providing canteen tor the worker because there are more than 150
workers in the organization

6. Crèches:
No

7.Welfare Officer
No

8. Safety Officer
YES

55
3. RECRUITMENT & SELECTION

Sources of recruitment

From institution/College:
Yes, recruitment is being done by the institutes and college.

From Employment Exchange:

No, there is No employment exchange in the organization.

From union:
No, there is no recruitment & selection sources from union side

Others (please specify):

Job portal, Linked in reference of employees

56
5.2 ANALYSIS & INTERPERTATION DATA

A) TRAINING & DEVELOPMENT

In the organization
We have competency based training and behavioral training as a
category to provide to employee to increase their skill and knowledge

Outstation Training Facilities

We do arrange the outbound training for our employee plant or department wise every year,

Nature of Induction Program

i. To the workers-
1 day
ii. To the staff Members-
1 or 2-day induction includes overall company presentation and interaction with dept. heads.

1. RECRUTMENT & SELECTION

1. Sources of recruitment: -

From institution/College : yes

From Employment Exchange : no

from Internal/Director Application : Yes

Any other source : Direct recruitment in organization

2. Specification of Basis Qualification:

1) Workers
Education : 12th or ITI

Age :18+
57
 2) Clerical Staff
a) Minimum Qualification : Graduate or Post Graduate.

b) Typing / shorthand speed : 30 WPM, English & Marathi.

c) Computer literacy : Must

d) Working Experience : Minimum 1 Year

3) Junior Officer
Qualification : Graduate or Diploma

Experience : Minimum 1-3 Years.

INDUSTRIAL RELATION:

Procedure for grievance handling:

N.A

Procedure for Disciplinary actions:

N.A

Existence of trade union:

a) To the workers: Technical Induction Functional Induction with all Departments.
b) To the Staff Members: Functional Induction Machineries etc. Technical Training to workers: -
a) Training for the ITI.
Workers Education Board

b) Training for the Supervisory, Staff, Executive, etc.

1. Supervisory Skill
2. Attitudinal Charges
3. Decision Making

58
 CHAPTER 6
CONCLUSION, RECOMMENDATION’S &
SUGGESTIONS

59
 CHAPTER 6
CONCLUSION, RECOMMENDATION’S & SUGGESTIONS

6.1 FINDING OF STUDY

1. The welfare facilities are the most important facilities provided by the companyto their
employees.
2. Under statutory welfare facilities company provides following facilities accordingfactories act.
The facilities are
a. Washing facility
b. Storing and drying
c. Sitting
d. First aid appliance (only first aid)
e. Canteen
3. The company provides following non-statutory welfare facilities
4. Medical facilities (ESI)

5. Social function:
6. Tree plantation

7. Occasion:
a. Ganesh Festival
b. Shiv Jayanti
c. Woman’s day
8. Company Conduct Picnic with contribution from Employee

9. In any other Voluntary Amenities

a. Blood donation camp
b. Medical check up

60
10. Social Security
a. Provident Fund Scheme
b. Gratuity
c. E.S.I.C

11. Recruitment and Selection is done by from institution/college and from internal

12. The basic Qualification of Worker is HSC passed out

13. Financial Incentives is on Performance Base

14. Promotion Policy is Base on Working Performance and Working skill

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6.2 CONCLUSIONS OF THE STUDY

1. What I can conclude from this research is that the study of an organization is

complex and detailed study requires devotion and hard work.

2. By studying the organization, I came to know about its strength and weaknesses. Also, the

various initiatives it takes to achieve its goals are seen.

3. Manager told us actually functioning of the organization that has helped in knowing the

organization from the point of view the subject of organization behavior.

4. Hence, what can be concluded from this study of organization is that how an organization
works.

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6.3 RECOMMENDATIONS AND SUGGESTIONS OF STUDY

1. Proper training must be provided to all level of employees.

2. Top management should create a culture that happily absorbs the changes and innovation.

3. Employees should be involved in making the policies of organization.

4. The ultimate theme of all the policies should be customer focused.

5. HRM department should be highly effective and resourceful.

6. There should be effective planning for the implementation of the quality product.

7. Implement reward schemes for those employees who are regular.

8. Initiate periodic health checkups to avoid absences resulting out of illnesses.

9. Engage supervisors to speak to workers who were absent and have returned to work.

10. Provide adequate training to manager particularly authorities ones to curb absenteeism.

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 BIBLIOGRAPHY

Sr.no NAME OF THE NAME OF THE BOOK Edition Year Publication

AUTHOR
1. P. Subharao Essentials of HRM 6th Addition 2007 Nirali Publication

2. S.P.Jain Industrial and Labour Law 5th 2007 Dhapatrail & Co.

3. C.R.Kothari Research Methodology 12th 2004 Vishwas

Publication

4. H.Kothari Industrial Organizational 5th 2009 Prakash publication

Psychology

Websites

www.google.com
www.images.com
www.pragationline.com
https://www.honda2wheelersindia.com/

https://global.honda/

https://en.wikipedia.org/wiki/Honda

https://en.wikipedia.org/wiki/Customer_satisfaction

https://www.forbes.com/companies/honda-motor/?sh=475c95d91c30

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