Declaration

I hereby declare that the information presented in this dissertation report is correct to the best of my knowledge. This report has not been published anywhere else. This report is a part of my course curriculum and the main objective of this is know the performance Appraisal & Social Security

Alka Singh P.T.U. (Varanasi)

Acknowledgement
It is my pleasure to thank all who helped me directly or indirectly in preparation of this project. It is a great privilege to record my deepest sense of gratitude to all the people who stood by me throughout the making of this project. The first person I want to thank to the director of MICROTEK COLLEGE OF MANAGEMENT & TECHNOLOGY VARANASI for providing us with an excellent environment for developing this project. I also reserve my special thanks to H. N. SRIVASTAVA for his benevolent guidance, heartfelt encouragement and constructive criticism for that helped me immensely in the development of this project. Finally my gratitude goes to all the BRIJ MOHAN SRIVASTAVA for their perseverance and cooperation with all their blessings. Without their support my project would not have taken its present shape. Hope you will appreciate my effort.

TABLE OF CONTENTS
CHAPTER -1
INDUSTRY PROFILE Indian handicrafts Industry Growth in no. of Companies Future development Expected Growth in installed capacity

CHAPTER-2
COMPANY PROFILE Bead History Historical background Companys Aim Companys Objective Companys Strategy

CHAPTER-3
SOCIAL SECURITY & PERFORMANCE APPRAISAL Social Security Administration of Social Security Acts ESIC Benefits Under the ESIC
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CHAPTER-4
RESEARCH METHODOLOGY OF THE PROJECT Problem Formulation Objective of Project Scope of Study

CHAPTER-5
ANALYSIS OF DATA Analysis OF Table & Interpretation Conclusion Finding Suggestion & Recommendation

INDUSTRY PROFILE Indian Handicrafts Industry Indian is one of the important suppliers of handicraft to the world market. The Indian handicrafts industry is highly labour intensive cottage based industry and decentralized, being spread all over the country in rural and urban areas. Numerous artisans are engaged in crafts work on part-time basis. The industry provides employment to over six million artisans (including those in carpet trade), which include a large number of women and people belonging to the weaker sections of the society. The role of Handicraft Industries in Rural India Economy is very important and its contribution towards the rural economy of India is increasing steadily. The Ministry of Rural Development and the Ministry of Rural Economy, under Government of India are the two main governing authorities, which drafts and implements policies for the handicraft industries in rural India economy.
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The handicrafts industry of India comes under the unorganized sector of village economy of India. India is basically an agriculture-based country and the development of rural economy of India depends upon the development of its 700million strong rural population. The rural economic polices of India is drafted according to the needs of rural India since, majority of the population (around 70%) lives in about 600.000 small villages. The rural India is almost wholly agriculture based and a small part of the rural Indian population is engaged with small industries like handlooms, handicrafts and other traditional produce. The role of Handicraft Industries in Rural India Economy became important, since today the organized sector of Indian industry is ready to absorb the products from these industries. Moreover, with liberal trade and export policy, the export of the Indian handicrafts industry is on all time high. The handicraft industry stands at 100 billion worldwide and India has 1.2% of this market.

Growth in no. of companies:There is very mild possibility to tabulate and summaries the data of growth in hindi crafts industries world-wide accurately because of : Un-organised structure, Contribution mostly through rural area (comes under cottage industry). Comparatively less profit generating in respect of other industries (information agencies not considering there industrys data) Sort span of time Growth in installed capacity: Since all items that handicrafts industry deals with, falling under cottage industry, the term licensed and installed capacity are not applicable. Future development Expected: Presently, the global market of handicraft is valued at US$400 billion and Indias share in the global market stands at 2% only. However, the handicraft industries in rural India economy registered an annual growth rate of 15%

consistently over the last decade and it is estimated to grow at the rate of 42% over the next five years annually. The main products that are manufactured by the rural handicrafts industry of India are as follow: Art metal wares Wood wares Hand printed & textiles & scarves Embroidered & crocheted goods Shawls as art wares Zari and Zari goods Imitation jewelry Miscellaneous handicrafts The major importers of rural Indian handicrafts are as follows: Art metal wares- USA, Germany, UK & Italy Wood ware-USA, UK, Germany and France Hand printed & textiles & scarves USA, UK, Germany & Canada Embroidered & crocheted goods- USA Saudi Arabia, UK, Germany Shawls as art wares- Saudi Arabia, USA, Japan & UK.
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 Zari and Zari goods- UK, USA Japan & Saudi Arabia. Imitation jewelry-USA, UK, Saudi Arabia & Germany. Miscellaneous handicrafts- USA, Germany, UK & France. Presently, the global market of handicraft is valued at US$ 400 global market stands at 2% only. However, the handicraft industries in rural India economy registered an annual growth rate of 15% consistently over the last decade and it is estimated to grow at the rate of 42% over the next five years annually. Although, the Handicraft Industries in Rural Economy is witnessing steady growth over the last five years but its growth is plagued by certain bottlenecks, like the following: The manufacturing process does not compliments with orders of such products Use of primitive techniques High manufacturing cost Poor quality of products Product design and development to be aligned with the background and history of the craft, the producer and the market requirements. Poor standard of raw materials Lock of standardized vendor and suppliers
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 Lack of standardized raw materials. Improper pricing of finished products Absence of proper incentives and schemes by the Government of India. Unorganized investment patterns and lack of regular investors Lack of proper marketing channels Poor access to urban markets Handicraft are classified into two categories:1. Articles of everyday use 2. Decorative items The craftsman use different media to express their originality. The diversity of the handicrafts is expressed on textiles, metals- precious and semiprecious, wood, precious and semiprecious stones, ceramic and glass. Textile based handicrafts:Hand printed textiles including block and screen printing, batik, Kalankari (hand printing by pen) and bandhani (tie and die) are used in products ranging from bed-covers to sheets, dress material to upholstery and tapestry. The famous embroidered articles of silk and cotton, often
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embellished with mirros, shells, beads and metallic pieces are also found in India. Embroidery is done too on leather, felt and velvet etc. Woodwork: Wooden articles in India range from the ornately carved to the absolutely simple. One can find toys, furniture, decorative articles, etc. bearing the art and individuality of the craftsman. India is known particularly for its lacquered wood articles. Stone Craft: The intricately carved stone were made of marble, alabaster or soapstone, etc., in laid with semiprecious stones carry on the heritage of Indian stone crafts. Importers/Distributors: Most Indian giftware and handicrafts companies use importers / distributors to market and sell their giftware and handicrafts lives. They buy and sell on their own account. Thus, the companies take advantage of the distributors expertise, his sales force and his existing distribution channels. Distributors call on giftware and handicrafts retailers, purchasing groups and supermarkets. The distributors mark-up varies depending on the giftware and handicraft item, but at least 50 percent. While the mark-ups very according to the distributor, they usually also depend on the exclusivity
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of a product and on its competitiveness in the overall gift were and handicrafts market. Germany hosts more than 45,000 gift ware and handicrafts retailers. Several retailers import directly from the United States and sell to the German customer. Usually these are small companies looking for items new to the market and handling small orders only.

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COMPANY PROFILE Bead History-

Beads, first found, have been dated back to the time of emergence of the Homo-sapiens, roughly 35,000 BC. The early beads were found to be made from animal bones and teeth. Beads used as cultural objects come into existence between 33,000 to 12,000 years ago. By 1500 BC with the advent of metal tools, beads made out of semi-precious stone like agate come to the made. Bead ornaments, like necklaces, made out of agats, gold and silver were discovered at the royal tombs of Ur. Which date back to 2,600 BC to 21,00BC.

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During this time period, many place, around the world, like western Asia, Mesopotamia, Egypt, the Indus valley, Afaganistan, crete, Mycenae and cyprds, Iran, developed and used beads made out of bone, stone, mental, ivory. Beads further evolved during the Roman Empire, between the periods of 100 BC to 400 AD. Glass Beads seemed to have come into existence during this period, at factories in syrid, Egypt, Italy, Switzerland, the Rhineland, France and England. Also during this period, wherever the Romance went, they brought glass bead for the purpose of trade which where produced in large numbers, in numerous colors, patterns, and using complex techniques. These beads were exchanged at places like China, Korea, Iran, Syria, Mali and eastern Ethiopia, as Roman made glass beads have been found at there places. During the first century BC, with the advent of the blow pipe, the techniques in glass bead making were revolutionized, giving great forms and decorative styles.

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1. Historical backgroundHow the BBL has taken birth in Varanasi is an interesting story. As Mr. Kanhaiya Lal Gupta, the founder of this firm, was very much interested in the development of the industry, was always in search of a renowned technologist. Fortunately he visited Mr. And Mrs. Hennits two renowned technologist of Czechoslovakia. Banaras Beads manufacturing company was established in 1940. Lafter it was incorporated as a private limited company on 10th April 1980, subsequently it became a deemed public limited company by virtue of section 43(A)I) of the Companies Act, 1956 and obtained a certificate with a changed name Banaras Beads Limited on 26th October, 1994 the company was converted into a public Company. The company initially commenced its operation with manufacturing of glass beads and imitation jewellary and then diversified into wooden products, Various skils products, hand knotted woolen carpets and druggist. Handicrafts and leather garments and accessories. 2.ApproachBanaras Beads core competency, with concentration and centre of attraction only for the customers. It believes in the entire satisfaction of the customer rather than pruhing its products. It main focus in on customer and is flexible enough to work according to the customer needs.

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It believes in long terms relationship business than one time business with there customers. 3. Corporate PolicyQuality means fitness for the intended purpose in all aspects of the companys activities. It is the companys policy to manufacture and export goods which comply with the customers needs and designers specifications. The company will strive to meet the needs of its customer through a continuous process of quality improvement. The quality system is designed to ensure the maintenance of product quality standards through the evaluation to ensure the maintenance of product quality standards through the evaluation, inspection and verification of process at all stages of manufacturing. 4. Mode of Marketing in BBL(i) International trade fair and exhibitions. (ii) Personal visit to customer. (iii) Internet. 5. Product Profile(A) Glass Beads: The Glass beads industry in India is in existence for last 400 years with its manufacturing centres concentrated in varanasi, Alighar of the total production of glass beads in India nearly 40% is exported and the
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rest 60% is consumed locally. Again out of local consumptions, 50% goes for exports by using them in garment, jewelry, decorative items etc. Thus hardly 10% of glass beads produced in the country are consumed are locally. BBL: BBL is one of the major Indian exporters of glass beeds and during 1995-1997 the volume of export by the company constituted over 80% of the total export from the Company. Since 1988-89 the company turnover from his diision has been registering an average growth rate of about 117% (B) Handicrafts: India is known for its handicrafts all over the world. For-encasing this image BBL is also dealing in staffed leather animal belts art wares, statues, candle stand, ceramic stands, ceramic and wooden toys, Christmas decorative items, Cooper and wares, tobacco pipes, jewelry box etc. They keep with updated design/ style.) (D) Silk Textile: BBL has extended his business from glass beads to silk, currently BBL is dealing with Indian natural silk goods, hand printed dupptta, scarver. Neckties, mufflers, sarees. Fabrics, bed covers and cushions etc. (E) Sliver Jewellery:
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This division is headed by Mrs. Pushpa Gupta and company is exporting pure silver jewellery, earring, Bracelets, Necklaces, Hair clips, Broaches etc. Company is now going to start making gold and silver studded jewelry for exports purposes.

Awards and distinctions:After its inspection the BBL has won many prestigious awards and distinctions for its high achievements in the field of exports. It has been recognized by government of India as a "Trading House of country" in the true sense. Some of main a wards and distinctions received by the BBL are President of India award for excellence in exports in July 1997. Chemical and allied for exports promotion council award17 accessions. CAPEXIL top exports award in SSI section-2 occasions. U.P. Government's award for excellence in exports-5 occasions. IIM- Data marketing man award-1980. Federation of small Scale industries award. Indian silk exports promotion council award.
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Top exports award trophy 1993-1994 from CAPEXIL. Exports certificates from Handicrafts exports promotions council.

6 Social Activities: BBL is also discharging several responsibilities, the two important social contributions are: Through Ram Gulam Kanhaiya Lal Cheritable trust, the group is contributing in a small way to the welfare of the community. Trust is engaged in number of social activities for the upliftment of the needy. A vocational training centre for women is being run by the trust at Arya Mahila College at Varanasi, for importing technical and vocational training. The trust is also running a hospital on Naturopathy in the holy town of Rishikesh on banks of the Ganga River. This hospital has proved to be a bone for the people of Rishikesh and those of adjourning areas. Many pilgrims enjoy benefits this hospital. From the above actual information it is clear the Banaras bead ltd. Is a pride of Varanasi. In fact, it is only industry in the private section in Varanasi which has earned so much distinction on account of the great entrepreneurial spirit demonstrated by Late Kanhaiya Lal Gupta and his

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son Ashok Kumar Gupta who is presently the main force behind all the development activity. (7) Future PlaneThe group is entering in to a project to manufacture chattons, coboshons, faceted cut beads, Glass Beads. Pendent and chandeliers with German technology and assistance at Varanasi, with capital investment of rupees hundred million. COMPANY'S AIM IS Customer desire Customer delight Customer service Company's vision"A world class integrated handicraft major, powering India's growth, with increasing global presence". Company's mission"Develop and provide handicraft and related products according to standards, at competitive prices integrating with innovation and technologies and contribute towards Arts" Company's objective (set our in Memorandum of association are)-

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1. To promote, manufacture, produce, process, develop, design, buy sale, exchange, alter, improve, assemble, import, exports or otherwise deal in all kind of handicrafts inclusive of beads made from glass, wood, brass, plastic, ivory, and block glass, glass tubing, glass wears & or such other kinds as may, be deemed necessary or expedient for the company to undertake and develop. 2. To manufacture design develop, engineer, process, sell exchange, alter, improve, manipulate, prepare, import, export of otherwise in any and all kind of silicate, sodium and other chemical products or their component. 3. To establish, carry on, extend alter or develop the business of manufacturing buying, selling, distributing, exporting, exchanging, altering, converting or otherwise deal in materials required by rugs and carpet industry, handicrafts, leather goods, plastic works, brass works, fruits, dry fruits & edibles. Silk & and every description of clothes or carrying on forward and ready business for immediate or further.

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Company's Strategy Production according to standards established for handi-craft items. Searching new market through handicraft fair organized by different country by participating. Lowering the cost of product so that the manufacturing cost can be cut-short. Proving research facility to the designer wing so that they may innovate new idea and the organization can adapt the environmental changes in handicrafts industry. Aquring the recent technology (e.g:- Computers. CAD-for designing purpose, tally-for accounting purpose) and hiring person who are use to with that technologies.

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Organization structure

Boards of Director

Director Managing Personal Director

Director Marketing

Director Production General Manager Manager

Director Finance

Personal Manager Manager

HRD Manager Manager

Administratio n Manager

Industrial Relation

Appraisal Training Development

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Growth in installed CapacitySince all items that handicrafts industry deals with: falling under cottege industry the term licened and installed capacity are not applicable.

(A) Future PlansThe group is entering in to a project to man unnatural chiffons cabochons faceted cut beads glass bleeds plangent and chandeliers with German technology and assistance at Varanasi with capita investment of rupees hundred million. (B) Industrial Structure and Development: The main puniness of the companys manufacturing and export of handicraft like Glass beeds, Necklaces etc. during the year to increasing the turnover company has decided to enter companys products through Retails Counters shop stores connection company is in process to open retails counter/shops all over India under arrangement / agreement with various local parties and Retails stores like total Retail mega mart spencers verizon plus etc. Grass profit Ratio= Gross Profit x 100 Net scales Gross profit= Gross sales- sales return
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A : Sales B (Cost of goods sold)

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SOCIAL SECURITY AND PERFORMANCE APPRAISAL

Social Security Social security caters to the universal human need for reassurance and support in times of unemployment, illness, disability, death & oldage. The state bears the primary responsibility for developing appropriate system for providing protection and assistance to work force and their families. Public support system for social security in India have gained prominence over traditional family support in tune with the terms of urbanization work place migrations. The dependence over social security varies as per the need and income status,

Social Security Laws

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The principal social security laws enacted in India are the following : The Employees state Insurance Act, 1948. The Employees Provident Funds & miscellaneous proisions Act, 1952 (separate provident fund legislations exist for workers employed in coal mines and tea plantations in the state of Assam and for Seamen). The workers Compensation Act The Maternity Benefit Act, 1961 The Payment of Gratuity Act, 1972 Administration of social security ActsThe EPF and MP is administrated by the government of India through the employees Provident fund Benefits under the ESI Act are administrated by the central Government through the employee state insurance Corporation (ESIC), Whereas the state Governments and Union territory Administrations are administrating medical care under the ESI Act. The payment of Gratuity Act is administrated by the central government in establishment under its control, establishment having branches in more than one state, major parts, mines, oil fields and the railways and by the state governments and Union Territory administration
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in all other cases. This Act applies to factories and other establishments. In mines and other industry, the provision of the maternity benefit Act are being administrated by the central government through the chief labor commissioner (Central) and by the state Government in factories, plantations and other establishments. The provisions of the workmens Compensation Act are being administrated exclusively by state governments. Employees provident funds and miscellaneous provisions act, 1952 Employees provident funds scheme, 1952 Employees Deposit linked Insurance scheme, 1976 Employees pension scheme, 1995.

COVERAGE OF ESTABLISHMENT AND MEMBERS Presently the Act,1952 is applicable to 180 specified Industries classes of establishment as if specified in schedule I of the act or any activity notified by the central government in the official gazette and employing 20 or more persons. As on 31st March 2010 there were 3,44,508 establishment and factories covered under the Act with a membership of 13912400 crores under EPS scheme both in the exempted and un-exempted sectors. With effect from 01/06/2010, an employee on

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joining the employment in a covered establishment and getting the wages up to Rs.6500 is required to become a member. Benefits under the scheme Partial withdrawals by way of advances are allowed to members for specified purposes. During the year 2009 to 2010, financial assistance was provided to the members by allowing partial withdrawals by setting 4.64 lakh such caser & disbursing an amount of Rs. 1,373.73 crore. Further 18.31 lakh claims under the Act were settled and an amount of Rs. 6621.34 crore was disbursed. EMPLOYEES PROVIDENT FUND ARREARSThe provident fund arrears as on 31/03/2010 were of the order of Rs.1511.79 crore. The EPS organization launches prosecution against the defaulting employers under section-14 of the Employees Provident Fund Act and prosecutes employers under section-406/409 of the Indian penal code in case they deduct employees share of contribution but do not remit the same to the fund. During 2002-2003 arrears amounting to Rs.885.99 crores where realized. Employees Deposit Linked Insurance Scheme, 1976 Employees Deposit linked Insurance scheme, 1976 is applicable to all factories/establishments with effect from August 1/1976. All the employees who are members of the employees provident fund are
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required to become members of this scheme. Employers are required to play contributions to the Insurance fund @ of 0.1% of pay i.e. basic wages, dearness allowance including cash value of food concession and retaining allowance, if any. During 2009-2010 a sum of Rs. 158.62 crores comprising of employers contribution was deposited. During 2009-2010 there were 20,871 claims settled and an amount of Rs.51.99 crores was disbursed. At the end of 2009 to 2010, the EPFO had cumulative investments of Rs.3485.22 crore under this scheme.

Electronic Return cum Challan (ECRI)

Employees Provident Fund Organization (EPFO) has introduced Electronic Challan cum Return (ECR) facility to provide greater transparency and better quality of services. The ECR facility is available from April, 2012. All Employers who are covered under the Employees Provident Funds & Miscellaneous Provisions Act, 1952 are required to register their establishments on EPFO website for filing the Electronic Challan cum Return (ECR) for wage month of March 2012 (payable in April 2012) onward. The registration process has already started from 20 March, 2012. The Electronic Challan curn Return (ECR) is an electronic monthly return that has to be uploaded by the employers by login to the Employer e33

Sewa Portal using the permanent user id and password created during the process of registration of their Establishment. The process of rgistration of an establishment (with Screen Shots), the format of the ECR, The complete process flow for the submission of the ECR and remittance has been explained through screen shots document and has been made available on the Employer e-Sewa Portal and available on the website www.epfindia.com). The Employer should available at the time of registration with establishment no, establishments PANCARD, MOBILE No. Benefits: 1. The employers need not file any paper return from the month of Wage Month March 2012. 2. The employers will not be required to file the various monthly and annual returns. 3. The ECR will be linked with the remittance and only such ECR will reach the field offices where remittance is received. This will help in auto updation of the members balances once the remittance of the challan is confirmed in the bank statement. 4. Form 23 for the years 2010-11 onward in electfonic format will be made available to the employers through the portal.
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5. The employers will be send SMS alerts at various events during the process of ECR filing and confirmation of remittance. 6. No need to submit other returns viz Form 511 011 2A, 3A and 6A. 7. Employers will get the confirmation of payment through SMS instantly. 8. The contribution will be credited to the members account on monthly basis. 9. Employers can view the annual accounts slip for accounting year 201112 online. 10. For earlier years employers can request for the annual slips through this portal.

EPF MEMBERS PASSBOOK

Register online to view your EPF Account Passbook available on the website (www.epfindia.com). The facility at present is only for the members for whom the Employer has uploaded the Electronic Challan Cum Return for the wage mnnth of May 2012 onwards. There is no need to create and remember any user id and password. You have to use your mobile number and any of your following identification

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proof number such as PAN, AADHAR, NPR (National Population Register), Bank Account, Voter ID, Passport or Driving License to register and thereafter to login. You can add multiple id numbers (one id against each of the listed types) and any one along with the mobile number can be used for the login. Note: One mobile number can be used for one registration only. A registered member can view only one account details under one establishment. In case you are having more than one account under one establishment, please apply for transfer through the Form 13. One member can view up to a maximum of 10 accounts under different establishments. The 10 accounts can be viewed any number of times. Get your old accounts transferred to the current one by using the Transfer Form 13. Facility to display the accounts of inoperative accounts will be provided later through a request mode. The facility is not for the current members of establishments having exemption under the EPF Scheme 1952.

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Employees Pension Scheme, 1995 Coverage Employees Pension Scheme, 1995 has been introduced w.e.f. 16/11/1995. With the introduction of the pension scheme, the estawhile family pension scheme, 1971 has ceased to operated. How-ever, the pensioners who were drawing benefit under the erstwhile family pension scheme, 1971 will continued to draw family pension under the employee pension scheme, 1995. Eligibility Member who attaining age of 58 years and having rendered minimum rendered minimum 10 years contributory service (including the membership period and with cared family pension scheme, 1971) shall quality for superannuation pension. Those members who served less than 10 years shall be eligible for scheme certificate or withdrawal benefit as the case may be. Benefits under the schemeEmployees pension Scheme, 1995 provides the following benefit package: Superannuation on attaining on age of 58 years.

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 Retirement benefits Permanent total disablement Death during service Death after retirement/superannuation/permanent total

disablement. Childrens pension Orphan pension The category-wise breakup of pension claims (all benefit) settled by EPFO during the year 2002-2003 is indicated in the following. Category of claims Monthly pension benefit Life assurance benefit Retirement-cum-withdrawal benefits Refunds Total Contribution to pension fundThe scheme is financed by transferring 8.33% of the provident fund contribution from employers share and by contribution@1.16% of basic wages by the central government. All accusations in the ceased family pension fund constitute the corpus of the pension fund. During the
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Number of claims settled 356870 3758 832052 20013 2212693

year 2009-2010, Rs.4787.84 Cr. were

received as pension fund

contributions, out of which, Rs.4387.84 cr. Were collected from employers share & Rs. 400 cr.were contributed by the central Govt. Pension beneficiaries 6.14 the beneficiaries of the ceased family pension scheme continue to get benefit under the new pension scheme. As on 31 st / 03/2010 there were 7,50,657 members, 3,87,752,spouses, 2,90, 916 children, 5,808 orphans and 6,537 nominees receiving pension under the scheme. Total amount disbursed among the pensioner & during the year was Rs.995.89 cr. Through the nationalized banks and Post-offices. Modernization Programme-Reinventing EPFO 6.15 EPFO has its operational presence in over 260 locations through-out the country employs over 20,000 personnel and has undertaken a comprehensive information technology reform agenda, aimed at creating a country-wide integrated information network. A programme designated, as Re-inventing-EPS India seeks to achieve the following: A unique social security identification number to be allotted to each subscriber.

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 A separate unique number will also be given to establishments as their business number. Subscriber member can go to any number of field office s, access his account and get information, i.e. any time-any were service is sought to be provided. The compliance function will be IT-enabled through a system of intelligence gathering and third party information collection.

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THE EMPLOYEES STATE INSURANCE SCHEME Coverage The ESI Act provides for health core and cash benefit payment in the care of sickness, maternity and employment injury. The Act is applicable to non-seasonal factories using power and employing 10 or more persons and non power using factories and certain other establishment employing 20 or more persons. The Act is being implemented area-wise in a phased manner. The ESI scheme is operated in 783 centers situated in 29 state/union territories, As of now, over 78.65 lakh insured person and about 303.73 lakh beneficiaries are covered under the scheme. The number of factories and establishment covered by the end of the year had gone up to about 2,55,000.

Administration The ESI scheme is administered by a statutory body called the Employees State Insurance Corporation (ESIC) which has members representing employers employees central & state Govt. medical profession at the parliament. The union minister for labour is the chairman. A standing committee constituted from among the members of the corporation acts as the executive body for administration of the
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scheme and is chaired by the additional secretary to the govt. of India, Ministry of labor. There are 21 regional boards and 358 local committee in existence at present. The director General (ESIC) is the chief executive officer of the corporation and is also an Ex-officio member of the corporation. The ESI Corporation, apart from the headquarter office located at Delhi, has a number of field offices through-out the country. The Corporation has 23 regional offices, 16 sub-regional and divisional office, 625 local offices, 299 instruction offices and 215 pay offices all over 5 the country for administration of the scheme. Funding And Operation of the Scheme The ESI Scheme is mainly financial from the contribution from the Employers and employees. The rate of Employers and the Employees contribution are 4.75% and 1.75% respectively. The state Govt. share of the expenditure on the provision of medical core is to the extent of 12.5% (1/8 within per capita ceiling). The corporation has prescribed a ceiling medical core, from 1st April, 2003 the ceiling on expenditure insured person family unit has been increase to Rs.700 per annum and has been raised to Rs.750 per Annum w.e.f. 1 st/April/ 2004 All capital expenditure on construction of ESI hospitals, and building including their maintenance is born by the ESI Corporation.

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HEALTH BENEFITS The scheme provides full medical facility, from primary health core to super-specially treatment in respect of the insured person. The medical core under the scheme is administrated by the start Govt. who have the statutory responsibility is the regard except in the national capital region of Delhi and Noida areas in Uttar Pradesh. The corporation also administer directly the five occupational disease centers com gener hospital one each at Delhi, Pune, Chennai, Kolkata and Nagda (M.P.) ESI Medical Infrastructure (as on 31st/03/2010) Number of ESI hospitals Number of ESI annexes Number of beds constructed ESI hospitals Number of beds in ESI annexes Number of beds deserve instate govt. Hospital Number of insurance medical practitioners 6812 Number of ESI Dispensaries Number of Panel clinics 1447 2651 3439 4000 146 43 23,856

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Achievements of the ESI Corporation for the year 2009-10. ESI schemes today provides social protection to 310 lakh beneficiaries through a large network of 142 hospitals, 43 annexes, 1452 dispensaries, 2000 clinics and 840 local offices etc. During 2009-10 the corporation took over ESI hospital at Hyderabad, Jaipur, Rourkela, Sahibabad, Pne, Chandigharh, Assam, Bangalore, Ranchi, Patna and Gauhati for their development as a model hospital. The ceiling for commutation of partial disablement benefits has been raised from the existing Rs.10,000 to Rs.30,000. Family photo-identity Cards has been issued to about 70% insured person. To check misuse of medical facilities. Over 6 lakh law paid workers drawing wages up to Rs.10 per day have been exempted from contribution to the ESI scheme. The ceiling on expenditure pey insured person finally unit has been enhanced to Rs.750 per annum w.e.f. 1st/April/10 The wage ceiling for coverage under ESI scheme has been increased from Rs.6500 to Rs.7500 w.e.f.1st /04/2010
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Payment of Gratuity Act 1972 Payment of gratuity act, 1972 applies to factories and other establishments employing 10 or more persons, on completion of 5 years service, the employees are entitled to payment of gratuity @ 15 days wages for every completed year of service of part thereof in excers of six months subject to a maximum of Rs.3.50 lakh. The Current maximum limit is applicable from 24th/09/2010. The wage ceiling for coverage under the act has since been removed w.e.f. 24th/05/2010. Workmans Compensation Act,1923 The Act provides for payment of compensation to workmen and their dependants is case of injury and accident (including certain occupational disease) arising out of and in the course of employment and resulting in disablement or death. The act applies to the railway-servants and persons employed in any such capacity as is specified in schedule-11 of the Act. Schedule-11 includes persons employed in factories, mines, plantations, mechanically propelled vehicles, construction works and certain other hazardous occupation. Minimum rate of compensation for permanent, total disablement and death has been fixed at Rs.90,000 and Rs.80,000 respectively. Maximum amount of death and permanent total disablement can go up to Rs.4.56 Lakh and Rs. 5.48 Lakh respectively depending on age and wages of workman.
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Maternity Benefit Act 1961 The maternity benefic Act, 1961 regulates employments of women in certain establishments for a certain period before and after a child birth and provides for maternity and other bnefits. The Act is applicable to mines, factories, circus industries, plantations, shops and establishment employing 10 or more persons except employees covered under the employees State Insurance Act 1948. It can be extended to other establishments by the state governments. There is no wage limits for coverage under the Act. Introduction to Employees State Insurance Act, 1948 An act to provide for certain benefits to employees in case of sickness, maternity and employment injury and to makes provisions for certain other matter in relation there to. COVERAGE Coverage under the ESI Act. 1948 The Act was originally applicable to non-seasonal factories using power and employing 20 or more person, but it is now applicable to nonseasonal power using factories employing 10 or more persons and nonpower using factories employing 20 or more persons.

46

Areas Covered The ESI scheme is being implemented area-wise by stages. The Scheme has already been implemented in different areas in the following States/Union Territories. States All the States except Nagaland, Manipur, Tripura, Sikkim, Arunachal Pradesh and Mizoram. Union Territories Delhi, Chandigarh and Pondicherry Coverage of Employees A monthly wage limit is prescribed by the central Govt.for the purpose of coverage of employees/workers of the forcesaid factories or establishments. An employee has been defined under Section 2(9) of the Act and means any person employed for wages in or in connection with the work of a factory or establishment to which this Act applies. The wage ceiling is enhanced from time to time. The existing ceiling effective from 1.10.2006 is Rs.10,000 1- per month. Linkages of Performance with other functions-

47

ESI

An Introduction The Employees State Insurance Scheme it a unique

multidimensional self financing social security scheme in which every contributor is a benefactor and a beneficiary. This integrated scheme of health insurance provides comprehensive medical cover and cash benefits in the contingencies of sickness, maternity, disablement and death due to employment injury to the insured persons and their dependants. The ESI Act, 1948 provided the conceptual break through in the development of a social-security scheme that has over the years metamorphosis into the countrys largest worker welfare programme in terms of geographical reach, demographic coverage and multifaceted services. The Scheme is based on the concept and principle of polling of risks and resources. It is a scheme in which the workers contribute according to their capacity and derive benefits as per their needs.

48

Organization: At the national level, the ESI Scheme is administered by a statutory body called the Employees State Insurance Corporation set-up under employees state Insurance Act, 1948, the corporation comprises representatives of employees, employers, the Central Government, state Government, medical profession and the parliament. A standing Committee, constituted from amongst the member of the Corporation on matters related to the provision of medical care. The director General, who is the chief Executive of the Corporation, is also an ex-officio member of the corporation and its standing committee. It the Regional level, Regional Boards have been constituted in each state, and at the grassroots level local Committees have been formed that function as advisory bodies. FinancesThe Scheme is funded by contributions emanating from employees and employers of covered factories and establishments in the implemented areas. The rates of contribution payable by employees and employers are as under1) Employees Contribution- 1.75 percent of the wages. 2) Employers Contribution- 4.75 percent of the wages.
49

The State Governments contribute 12.5 percent of expenditure on medical care of ESI beneficiaries. Advantages To EmployersEmployers who come under the purview of the ESI Act, 1948 derive the following benefits from the applicability of the Act(i) Employers are absolved of all liability of providing Medicare facilities to employees and their dependants in kind or in the form of fixed cash allowance, reimbursement of actual expenses, lump sum grant or opting for any health insurance policy of limited scope. (ii) (a) (b) (iii) Employers are exempted from the applicability of the: Maternity Benefits Act Wormers Compensation Act. Employers have at their disposal a well secured workforce an essential ingredient for better productivity. Benefits of Employees: The Social Security (Minimum Standards) Convention No. 102 of the International labour Conference on 28.05.1952 defined nine branches of social security benefits. The Employees State Insurance Corporation has already adopted and extended five major benefits to the insured workers.
50

The Scheme is based on the principle of single contribution, single administration for comprehensive package of social security benefits that include. 1. Medical Benefit 2. Sickness Benefit 3. Maternity Benefit 4. Employment Injury Benefit a) b) Temporary Disablement benefit Permanent Disablement benefit

51

5. Dependants benefitIn addition, the scheme also provides some other need based benefits to insured worker. There include. (i) (ii) (iii) (iv) Funeral expenses Rehabilitation allowance Vocational Rehabilitation Old age medicare

52

Part-II BENEFITS UNDER THE SCHEME Medical BenefitThe Scheme provides full range of medical core, namely, out-patient services Specialists services, and Hospital services, through a network of dispensaries, diagnostic centers ESI hospitals etc. All Insured persons and members of their families are entitled to full and comprehensive medical care package consisting of (i) (ii) Out-patient treatment Domicialist Treatment (treatment by visits at their residences) (iii) (iv) (v) Specialist consultation In patient treatment Free supply of drugs, dressings, artificial limbs, aids and appliances. (vi) X-ray and laboratory investigations.

(vii) Vaccination and preventive inoculations, (viii) Ante-natal care, confinement and post-natal care

53

(ix)

Ambulance service or conveyance charges for going to hospitals, diagnostic centres etc. wherever admissible.

(x)

Family

welfare

services

and

other

national

health

programme services, (xi) Medical certification

(xii) Special provisions including super specialist facilities.

Infrastructure (Medical) The Medical Care under the employees State Insurance Scheme is provided both through the service (direct pattern) as well as the indirect method using the panel system. Under the service system, about 1442 dispensaries have been set up all over the country. In the panel system,

54

3076 private clinics of medical practitioners provide treatment to the beneficiaries. Medical infrastructure under the ESI scheme as on 31.3.2010. Sl.No. 1 2 3 a) b) 4(a) (b) Particulars No. of Hospitals No. of annexes No. of beds in ESI Hosp./annexes Govt.& other hospitals No. of dipenseries No. of clinics of IMPs CASH BENFFITS As on 31.3.2010 146 42 23923 3800 1447 2987

A. Sickness BenefitSickness Benefit represents periodical payments made to an insured person during the period of certificate sickness. To quality for this benefit contributions should have been paid for atleast half the number of days in the relevant contribution period. The maximum duration of availing sickness benefit is 91 days in two consecutive benefit periods. The sickness benefit rate is roughly equivalent to 50% of the average daily wage of an insured person. After exhausting the sickness benefit payable up to 91 day, an insured person if suffering from tuberculosis/leprosy, mental and malignant diseases or any other specified long-term disease is entitled to extended sickness benefit at a higher rate of about 70% of average daily

55

wage for a further period of 124 days two years provided he has been in continuous service for a period of 2 years or more in a factory or establishment to which the provisions of the Act apply and fulfils the contributory conditions as per corporations resolution. The list of these long-term diseases is constantly reviewed by the corporation on the recommendations of the Medical Benefit Council and includes 29 diseases presently.

B. Maternity Benefit Maternity implies periodical payment to an insured woman in care of confinement or mis-carriage for sickness arising out of pregnancy, confinement, pre-mature birth of child or mis-crriage, certified by a duly appointed medical officer or mid-wife. For entitlement to maternity benefit, the insured women should have contributed for not less than eight days in the immediately preceding two consecutive contribution periods corresponding to the benefits period in which the confinement occurs or it is expected to occur. The daily rate of benefit is double the standard sickness benefit rate. Maternity benefit is payable for a maximum period of 12 weeks in case of confinement, 6 weeks in care of mis-carriage and additional one month in case of sickness.
56

C. Disablement BenefitIn case of temporary disability arising out of an employment injury, disablement benefit is admissible to an insured person for the entire period so certified by the Insurance Medical officer Insurance Medical Practioner for which the insured person does not work for wages. The benefit is not subject to any contributory condition and is payable at a rate equivalent to about 70% of the daily average wages. The benefit is however, not payable if the incapacity does not exceed 3 days excluding the date of accident. The rates of Disablement Benefit are determined in a accordance with the provisions of Rule 57 of ESI (Contral) Rules, 1991. D. Dependants Benefit Periodical pension is paid to dependant of an insured person who dies as a result of an employment injury. The widow receives monthly pension for like or until re-marriage, at a fixed rate equivalent to 3.5 th of the disablement benefit rate and each child is paid an amount equivalent to 2/5th thereof until he/she attains 18 years of age, provided that in case of infirmly the benefit continues to be paid till the infirmity lasts. The Benefit is not payable to married daughters. In case the insured person does not leave behind any widow or child, the benefit is payable to other dependants. The amount of pension paid to the dependants of deceased
57

insured person is linked with he cost of living index and periodical increases are sanctioned from time to time. E. Funeral ExpensesFuneral expenses are in the nature of lump sum payment up to a maximum of s. 10000/- made to defray the expenditure on the funeral of a deceased insured person. The amount is paid either to the eldest surviving member of the family or, in his absence, to the person who actually incurs the expenditure on the funeral. F. Rehabilitation AllowanceThe Corporation vide its Resolution dated 22.12.1979 has decided to grant Rehabilitation Allowance to the insured persons for each day on which they remain admitted in an Artaycial limb centre on the rates, which generally conform to double the standard Benefit rate. The above benefit was introduced with effect from 1.1.1980.

58

PART-III GUIDELINES FOR THE EMPLOYERS 1. Applicability of the Act The scheme is implemented area wise. New geographical areas are covered from time to time by the state/central government, keeping in view the density of coverable industrial population within a given geographical area called a centre. The Act, in the first instance, applies to all factories using power and employing ten or more persons, and, to non-power using manufacturing units and establishments employing 20 or more persons for wages within in scope of the implemented geographical area. As of now employees of factories/establishment that fall within the ambit of coverage and drawing wages upto Rs.1,500/- per month w.e.f. 1 st May, 2010 are covered under the ESI scheme. The provisions of the ESI Act have also been extended gradually to the following classes of establishments; a. Shops b. Hotels & Restaurants c. Road Motor Transport Undertakings. d. Cinemas, including preview theatres, e. Newspaper establishments.
59

2. Definition of Factory/Establishment For the purpose of coverage under the ESI Act, a Factory has been defined as any premises, including the precincts thereof, whereon ten or more persons are employed or were employed for wages on any day of the preceding twelve months, and in any part of which a manufacturing process is being carried on with the aid of power, or, where or 20 or more persons are employed or were employed for wages, on any day of the preceding twelve month and in any part of which, a manufacturing process is being carried on without the aid of power. From an analysis of this definition the essential requisites of a factory emerge as undera- A premises with a certain defined boundary including the precincts thereof, within a geographical area. b- In any party of which, manufacturing process is carried on with or without the aid of power. c- and, in which ten or more persons are employed or were employed for wages on any day in the preceding twelve months.

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3. Manufacturing Process The term Manufacturing Process has been defined in the factories Act, 1948 as under:Manufacturing process means any process for -------------i) Making, altering, repairing, ornamenting, finishing, packing, oiling, washing, cleaning, breaking up, demolishing or otherwise treating or adapting any article or substance with a view to its use, sale, transport, delivery or disposal ii) Pumping oil or water or sewage or any other substance. iii) Generating, transforming or transmitting power, or. iv) Composing types for printing, printing by letter press, lithography photo-gravure or other similar processes, or book binding,or, v) Constructing, reconstructing, re-pairing, refilling, finishing or breaking up ships or vessels, or vi) preserving or storing any articles in cold storage. vii) Tapping, collecting, cross matching and keeping in battle, the blood or whole human blood. 4. Power The term Power means electrical energy, gas or any other form of energy, which is mechanically transmitted and is not generated by human or animal agency. Electrical energy used in the case of photo studio or
61

ironing of cloth etc. amount to use of power. These examples are illustrative and not exhaustive. 5. Determining, Coverage of Factory/Establishment While determining the Coverage of a factory or an establishment. The following categories of persons are also to be counted in addition to the persons employed directly by principal employer. a) Persons on the roll of a factory, who are on leave with or without wages. b) A substitute/badli worker employed for wages. c) Directors who are on the pay roll of a company d) persons drawing over Rs.6500/- per month w.e.f. I st January, 1997 as wages but not coverable otherwise. e) Persons employed by, or through a contractor, and working under the direct supervision of the employer. 6. Wages Wages means all remuneration paid or payable in cash to an employee. The following table will make the position clear in respect of wages for determining dedications on account of ESI contributions. The table is illustrative and not exhaustive.

62

To be deemed as wages 1. Basic Pay 2. Dearness allowance 3. House rent allowance 4. city compensatory allowance 5. Overtime wages 6. Payment for day of rest 7. Production incentive 8. Bonus other than statutory bonus 9. Night shift allowance 10.Heat, Gas & Dust allowance 11.Payment for unsubstantiated holidays. 12.Meal / Food allowance 13.Suspension allowance 14.Lay off compensation 15.Children education allowance Not to be demand as wages 1. Contribution paid by the employer to any pension/provident fund or under ESI Act. 2. Any traveling allowance or the value of any traveling concession conveyance allowance.
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3. Sum paid to defray special expenses entailed by the nature of employment Daily, allowance paid for the period spent on tour. 4. Gratuity payable on discharge. 5. Pay in lieu of notice or retirenchment compensation. 6. Benefits paid under the ESI scheme. 7. Encashment of leave. 8. Payment of Inam which does not form part of the terms of employment. 9. washing allowance for livery.

64

ANNEXURE-C ESIC FORMS & STATIONARY: USED BY THE EMPLOYERS Forms are supplied free of cost by the local office. The employer has to make an indent for the requisite number of forms to the appropriate local office indicating there in the number of employees covered. Forms generally required to be filled in by the employers are as under:-

Sl.

Form

Title Employers Registration form

Purpose To be submitted by the employer at the time of initial coverage, within 15 days of the applicability of the Act. The particulars of the employees viz age, sex, details of family members, nominee, nature of work etc. duly completed to be submitted to the appropriate local office / Regional Office within 10 days of date of

No. No. 1. 01

2.

Declaration Form

3.

insurable appointment Return of Declaration This is a covering letter for the declaration forms forms to be submitted in duplicate to the

1-B

appropriate office. Change in the family This form is required when ever there is a

65

particulars 5. 6 Return contributions

change in the particulars of the family or when the insured person acquires family. of This has to be submitted in quadruplicate to the Regional office along with the 6 challans of deposit of contribution within 42 days of the end of every contribution period. A Nil return is to be submitted if there are no employees in any contribution

6 7.

6-A 16 Accident Report

period. In case contributions have been paid in advance. To be filled in triplicate (one copy to local office another to IMO/IMP and third office copy). The reports are to be submitted within 48 hourse in ordinary

8.

ESIC 32

In

Accident

cases and immediately in death cases. cases This is needed to calculate the rate of disablement benefit and should be

100% Abstention

9.

Form 28

submitted along with the accident report. Initiated by the local office to be filled in by the employer and returned to the local

10.

ESIC

Certificate

of

office. Re- This form is to be given by the employer

66

37

employment/continui ng employment.

to an IP on re-entry into insurable employment provided he has earlier been debarred from medical benefit or where he has been dis-entitled for medical benefit due to non submission or delay in submission of contribution returns. This card will help the ip in getting the medical

11. 12

ESIC 53 ESIC 71

Application

benefit. for This is required for effecting change in dispensary. Initiated by the local office to the employer to ascertain the contributory particulars in the absence of return of

change Wage/Contributory record

13.

ESIC 72

Application duplicate Card Certificate

contributions. for To be filled in by insured person and identity countersigned by the emp;oyer and

14.

ESIC 86

submitted to the local office. of To authorize medical benefit to newly

employment issued to appointed employees before their identy IP by employer cards/temporary identification certificates are received. of To be given to insured person going to for outstation on temporary duty or on leave
67

15.

ESIC 105

Certificate entitlement

medical treatment. 16. S-III S-IV (cash)

to enable him and his family to obtain

medical benefit at out satation. challans To be filled in quardruplicate payment deposited in the state Bank of India or any other authorized bank within 21 days following the end of the calendar month in

(cheques) challans

17.

Certificate

which contributions fall due. of Where the employer has not deposited contribution as prescribed under the regulations he has to furnish this

contribution payable

certificate within 42 day, at the end of contribution period. Amendments in the Employees State Insurance Act, 1948 under the Act vide Employees State Insurance Act, 2010 (No.18 of 2010) Benefit Enhancing age limit of children for eligibility to dependants benefit Sec.2(6A) (i) & (ii) : Age limit of dependant legitimate or adopted son for eligibility to dependants benefits enhanced from 18 years to 25 years. Action taken by ESIC RDs to issue instructions to all officers/Bos to regulate disbursement of DB accordingly.
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Income limit for dependent parents for eligibility to medical benefit. See.2(11)(V) & 95 (off): Central Government has been empowered to prescribe as income limit for determining dependency of parents of insured persons for eligibility to medical care. Action taken by ESIC Instruction already issued to RDs/Sate Governments on 6-6-2010. Inclusion of minor brother/sister in the definition of familySec.2(11) (vi) : In care of unmarried Ps whose parents are also not alive, dependant minor brother or sister have been made eligible for medical care.

Action taken by ESIC Replacing the words insured person with employee Sec. 51-A to 51D: The words insured person in sec. 51-A to 51-D have been substituted with he words employee to prevent misues/misinterpretation by persons who remain IPs offer going out of employment and suffer injury. Treating commuting Accidents as employment injury Sec.51-E: A new sec. 45-E has been added to treat commenting accident as employment injury if nexus between circumstances, time, place and employment is established.
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Action taken by ESIC Instructions to RDs and SROs issued on 6-6-10. RDs to bring it to the notice of all officers Bos. Continuance of medical care to Ips retiring under VRS/pre-mature retirement. Sec.56(3) & 95 (ehh): Continuing medical care to IPs retiring under VRS schemes or taking premature retirement and their spouse on payment of contribution of Rs.120 per annum and satisfying other eligibility conditions as in case of IPs retiring after attaining age of superannuation. Action taken by ESIC Rule-61 Reg. 103-B being amended Instructions to RDs and SRos issued. Changes in Branch office Manual. Coverage Sec1(s): The notice period for extension of the scheme to other categories of establishments by appropriate government has been reduced from 6 months to one month. Coverage of all apprentices other than those under Apprentices Act
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Sec.2(9): Apprentices appointed under the standing orders of the establishment and those in whose case training period is extended are now coverable under the Act. Change in definition of factory Sec.2(12) : As per the amended definition, factory now means of any premises/precincts, where 10 or more persons are employed irrespective of whether power is used in the manufacturing process or not. Further, all persons including those drawing wages above the wage limit can now be taken into account for the purpose of counting 10 persons for coverage of a factory. Action taken by ESIC Instruction issued to RDs on 6-6-2010. RDs to ensure coverage of factories as per amended definition. Contribution Assessment Time-limit for assessment of contribution under Sec. 45A Sec.45(A): Time limit of 5 years has been prescribed for arresting contribution under sect. 45-A. Presently there is no time-limit on determining and claiming contribution for past periods by the assessing officers under sec.45-A. A reasonable time limit for the

71

same has been prescribed in the light of observations made by Honble supreme Court in the case of CC Santha Kumar.

72

73

RESEARCH METHODOLOGY OF THE PROJECT Research methods refer to methods research uses in performing research use in performing research operation in this I have studies the various steps that are generally adopted be a a researcher in studying their search problem along with the logic behind them. When I talk of research methods I also consider the logic behind the methods. Problem Formulation1. Demand of workers are increasing day-by-day. 2. Skilled workers are required. 3. Right person for the right Job (is a critical decision) 4. Workers are considering social security in addition of their work assigned 5. The various labor lows made for workers benefit yet to by implemented accordingly. 6. Facilities essential for normal working conditions are lacking some how (Refreshment) 7. Superiors considering more towards work then working

environment. 8. Working shifts are lengthy.

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Objective of Project 1. To ensure fair terms of the work men. 2. To prevent the disput between employers & employees so that production might not be hindered. 3. To consider compensation payable by an employer to his work men in cse of an accident as of measure of relievs & social security 4. To study the working condition of workers in standard organization 5. To make an assessment of H.R. practices. Scope of study 1. The scope of study is limited to B.B. Ltd. 2. The people consulted belongs to B.B. Ltd. Period of Study (6 years from 2003-04 to 2008-09) Method of Study Collection of data from annual reports of 2003-04 to 2008-09 Companys system manuals Questionnaire distribution among workers re-collecting the field questionwire and drawing inference from them. Quoting suitable solutions for problems.

75

Source of Information (Method of data collection) (i) (ii) Primary data Secondary data

Primary data: For this I refer to personal interviews general discussion with the employers. I prepared a format of questionnaire containing question related to various issue A copy of the questionnaire is added in the appendix. Sampling Plan: Elements: The forget population of the study included the all the population of workers (256-on payroll) Time: 30 October- 10 Dec 2010 Sample Size: Universe (all the worker population was under consideration) Data Analysis Technique Quantities Technique is used for data analysis Data Analysis Tools: For the analysis of data pie chart & Bar chart are used.

76

Secondary data: For this I referred to company manual books, Journals, company profile and performance appraisal from. Secondary data Annual report 2004-05 to 2008-09 Manuals Website of the company Questionnaire Statistical tools & Techniques Graphical presentation Tabulation of Data Limitation of Study Data of B.B. L. Varanasi (Varanasi is the main branch of B.B.L. but its data is not published (separately) All data are historical All inherent limitation of statistical tool. Time period was short. Policies of company of not providing all information

77

 The probing regarding information collection was not so effective because of companys policy. Some officers were hesitating of providing information. Workers were not talking a much interest for filling questionnaire Authenticity of response was on utmost good-faith. The outcome of study lie on the statistics of response. Significance of study for company Company will achive its target easily & on time Company improve team work, as employees get to know each other better. Higher quality products & services due to providing social-security by organization Good will of company will increase. Industry Good will of company will increase, thus industry would be more competitive regarding social security for workers. Industries find it more comfortable regarding scaling and implementation of social security of workers Optimum utilization of skilled workers.

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 Industry will

adopt the concept

of

LPG (Liberalization

privatization globalization)

Employee/Workers More energetic employees. Workers would more productive. Benefits which the company provides to workers. Government Government will make laws for safeguard and interest workers. Ability of company of generate revenue & its contribution economic development of country. It is easier for govt. to cheack different parameters applied in different organization/industries related to social security of workers. Academicians This study will enhance knowledge of academicians that how social security planning can be formulated in an efficient economic way. Application of various techniques like E.S.I. employee provident fund G.S.L.I. etc.
79

 Academicians can get working knowledge of social security.

80

(Preparation of Table & Interpretation) (A) Organizations Management & Leadership 1. I have confidence in the leadership of the organization:Yes No Cant Say 80 0 20

81

2. Managers create a sense of teamwork and spirit. Yes No Cant Say 85 0 15

Inference: - organization fallows team work and leadership culture.

82

3. Managers help create a dialog with employees:Yes 70 No 0 Cant Say 30 (B) Benefits

83

4- There is good communication between me & my superior. Yes No Cant Say 85 0 20

84

(B) Performance Appraisal 1 I receive regular performance reviews:Yes No Cant Say 49 0 51

85

2. I understand how I am evaluated. Yes No Cant Say 15 60 25

Inference:- There is very poor awareness about performance evaluation process its schedule.

86

3. The performance assessment process if fair:Yes 25 No 0 Cant Say 75 (H) Top satisfaction

87

Conclusion: There is lots of unnecessary paper and clerical work load on working staff. As a matter of fact all working of the company depends on the efficiency and devotion of the employees and owner of the company. The company Banaras beads limited has a good reputations in foreign Country. It produces high quality of products. When it comes of to enjoy a good market share then we see that is not so good because producing the good quality of product is not only the criteria to capture market BBL does not enjoy the domestic channel market so it is unable to ensure proper and timely delivery of their products to customers as a result customers do not have faith in it. The study is based on the information gathered the by upper level employees as well as lowing level employees through personal interview. In this firm every department is computerize. Here many advance facilities are provided It is a concern which export and sales its products to foreign parties and in domestic market.
88

 This organization has hold high position in beads and carpet export trad. This concern is exercising progress day by day. Finding: The first things I found that workers are very co-operative with each other Waste raw material is used in various ways. Cameras are fitted in each and every department. Workers are very hard working and they work in very hot place. Limited number of female employees. Workers are not allowed to leave their place & go out until they have a gate pass. Paintings done on the beads is done by the hands not by machines. There is not proper wash-room facility for separate department. Suggestion & Recommendation1. Dress code should be there for all the workers and staff. 2. Drinking water should be available at all the place so that staff wont have to call the peon for the water. 3. A good first aid room with all facilities should be there.

89

4. A company should get the glass bead manufacture itself in its factory, instead of getting than produced outside, the will save and in getting the work done. 5. There should be a good canteen. 6. Time is major constraint in Todays business, so BBL should ensure that the products are delivered in time. 7. For new design of beads the expert should consult the foreign expert who are creating these design and should participated in the trade fare organize in abroad where latest design are displayed. 8. Packing of good should be done properly as to avoid physical damage during the transit to goods as well as workers. 9. It is suggested that the top management should aim at reducing the unnecessary burden and go for more professionalism in management of the company by employing better qualified staff like. 10.MBAS from different renowned institution to hand leth jobs related to production marketing, sales distribution in financial

management.

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Bibliography 1.Human Resource department & Finance and Accounts

department of B.B.L. Brochure of B.B.L. Booklet of B.B.L. Employees database. Annual Report 2003-009 Stores manual 2. Websites WWW.Cea.Com WWW.Beadsonwed.Com WWW.Banarasbead.Com

WWW.Google.Com

3. Book writer publisher Human resource V.S.P.Rao vikaspublication management. Personnel management Anand. S. Agrawal Human Resource Management-Text & cases (fifthedition) K Vikas publication A Swathappa Cation Risearch Methodology C.R. Kothari

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Financial management I.M. Pandey Vikas Publication.

92