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A STUDY ON EMPLOYEES WELFARE MEASURES WITH

REFERENCE TO AIRTEL, AMBALA.


ACKNOWLEDGEMENT
First and foremost, I thank almighty for keeping me hale and healthy for
successful completion of the project.

I express my respectful and sincere thanks to our honorable Chairman
Thiru R.S Munirathnam who provided a wonderful atmosphere which enable me to do not only
this project work but also the academic activities.

I express my deepest gratitude to Our Principal Dr.M.R.Jayatheertha Rao had
given this opportunity to do this project.

I profoundly thank our Head of the Department Dr.Prema Sankaran M.B.A., Ph.D
for providing a great opportunity to do this project.

I sincerely thank to my guide, Ms.Muzhumathi, M.B.A, M.Phil, Lecturer, for her
kind words and continuous encouragement which has inspired me in completion of this project.

I would like to thank Mr.D.Anandhan Chief OS,Airtel ,Ambala, for giving me the
opportunity to execute the project successfully with his guidance in their esteemed organization.

I am also taking the pleasure to express my sincere thanks to all other staff members
of The Department of Management Studies, R.M.K.Engineering College for their kind co-
operation. Last but not least, I would like to convey my sincere gratitude to my parents and
friends, who have always been a source of inspiration towards the completion of this project.




ABSTRACT

The present study was under taken with such a task in mind and it aims at unearthing the
strengths and weakness of the welfare measures in Airtel Ambala that is prevalent in the
organization that sponsored this project work.
Since organizations exist to achieve goals. The degree of success that individual
employees have in reaching their individuals goals is important in determining organizational
effectiveness. The assessment of how successful employees have been at meeting their
individual goals, therefore, becomes a critical part of Human Resource Management. This leads
us to the topic of Employees Welfare measures.
This project aims at knowing Welfare System. In this project the work atmosphere and
the welfare measures provided by the organization has studied.
It also aims at finding out the employees relationship with the management.
This survey is done within the organization. The sample size is 110. The data was
collected by administering questionnaire and by adopting direct personal contact method. The
persons met are all employees of the concern.
Collections of data were analyzed and tabulated in a sequential manner and the
interpretations are given along with the tabulation. The conclusion and suggestions are also given
in this report for the improvement of this system in the organization.





CONTENTS
CHAPTER
NO
TITLE PAGE
NO
ABSTRACT iii
I INTRODUCTION
Introduction to the Study
Need of the Study
Importance of the Study
Scope of the Study
Objectives of the Study
II COMPANY PROFILE
III REVIEW OF LITERATURE
Review Of Literature
Theoretical Framework
IV RESEARCH METHODOLOGY
V ANALYSISANDINTERPRETATION
VI FINDINGS, SUGGESTIONS AND CONCLUSION
BIBLIOGRAPHY
APPENDICES














CHAPTER I
INTRODUCTION













INTRODUCTION

Welfare is comfortable living and working conditions. Employee welfare means the efforts to
make life worth living for workman.
Welfare is comfortable living and working conditions. People are the most important asset
of an organization, and the accounting profession has to assess and record the value and cost of
people of an organization. Once this is accepted, the need for measuring the value for recording
it in the books of accounts arises. The value of human assets can be increased substantially by
making investment in their training and welfare activities in the same way as the value of repairs/
overhauling, etc.

While the cost on training, development, etc., can be recorded separately and to be within the
eventual, the expenditure on welfare activities can be added to the investment and the returns
judged. Unlike other assets which have depreciation value as years passes by, value of human
assets appreciates with passing years. The value can depreciate by aging process which is
generally hastened up by worries, unhealthy conditions, etc. once this process is slowed down, or
at least if the employee is made to feel young in spirits the value of this asset appreciates
considerably.
Any investment constitutes the assets of a company and therefore, any investment for welfare of
labor would constitute an extra investment in an asset. Industrial progress depends on a satisfied
labor force and the importance of labor welfare measures was stressed as early as1931, when the
Royal Commission on labor stated the benefits which go under this nomenclature, are of great
importance to the worker and which he is unable to secure by himself. The schemes of labor
welfare may be regarded as a wise investment which should and usually does bring a
profitable return in the form of greater efficiency.

The basic features of labor welfare measures are as follows:
1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make their
work life better and also to raise their standard of living. The important benefits of welfare
measures can be summarized as follows:
They provide better physical and mental health to workers and thus promote a healthy
work environment
Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
The social evils prevalent among the labors such as substance abuse, etc are reduced to a
greater extent by the welfare policies.


The concept of labor welfare is flexible and elastic and differs widely with times, regions,
industry, country, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at particular
moments. It is also according to the age group, socio-cultural background, marital status,
economic status and educational level of the workers in various industries.

NEED OF THE STUDY
To know about the Constitutional provisions in Airtel .
To find whether Labor welfare helps in providing good industrial relations .
To know about the employees satisfaction towards welfare measures.
To find out the facilities entitled by Airtel



IMPORTANCE OF THE STUDY
It helps in improving recruitment.
Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
It improves moral & loyalty of workers.
It reduces labor turnover & absenteeism.
It helps in increasing productivity & efficiency by improving physical & mental health.
It helps in improving industrial relation & industrial peace.


SCOPE OF THE STUDY

The present study has been undertaken to study find out effectiveness of employee
welfare measures in Airtel.
To find out the practical difficulties involved in welfare measures that can be evaluated
through this study.
The study can be used to bring out the solution for the problem faced by the employees
availing the welfare measures.
Through the study, company would be able to know the satisfaction level of employee on
welfare measures.



OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
To study the employees welfare measures in Airtel .

SECONDARY OBJECTIVES:
To identify the various welfare measures provided to the employees.
To know their satisfaction towards the welfare measures
To understand how welfare measures improve the motivation of the
Employees.
To find out employees preference regarding welfare measures which they like to have in
future.

























CHAPTER II
REVIEW OF LITERATURE














REVIEW OF LITERATURE

P.L. Rao, in his Labour Legislation in the Making, opines that professional bodies like
National Institute of Personnel Management should constitute a standing committee to monitor
the proceedings in the Parliament regarding the labour welfare measures.

Cooperative Unionism and Employee Welfare by Michael R. White , (University of
Westminster - Policy Studies Institute) , Industrial Relations Journal, Vol. 36, No. 5, pp. 348-
366, September 2005.

Using British national survey data, this article assesses the impact of unions on management
practices to reduce labour costs, implement high-performance work systems, and make employee
welfare provisions. Relative to non-union workplaces, those with unions are found to have
practices which are consistent with 'mutual gains' outcomes.
Staff development and employee welfare practices and their effect on productivity
Ghana Library Journal Vol. 19 (1) 2007 pp. 83-96
Staff development and employee welfare are valuable assets in an organization since an
organization's primary aims are productivity and profitability. Every organization primarily
needs committed and dedicated staff that will help the organization to meet its tactical and
strategic objectives.

The study examines whether staff development policies exist in three special libraries in Ghana,
and whether training programmes are being offered to increase staff competence, efficiencies
and performance. It was also aimed at assessing staff welfare practices and how these affect
productivity and performance.

In conducting the survey, two sets of questionnaires were drawn up. One set was administered to
management and the other set went to Library staff. The survey revealed that all the
organizations under study have staff development policies and training programmes for staff to
enhance their capabilities and efficiency. Again, the survey revealed that staff welfare is catered
for since several motivational avenues and incentive packages are available to boost their morale.
THEORETICAL FRAMEWORK
The term labor welfare is flexible and elastic and differs widely with time, regions, industry,
country, social values and customs, degree of industrialization, the general socioeconomic
development of the people. It is also molded according to the age, group, sex, socio-cultural
background marital status and economic status and educational level of the workers in industry.
Welfare measures are a three dimensional concept like total, social and relative.

The "total concept of welfare is the achievement of a desirable state of existence involving
physical, mental and moral and emotional.

The "social concept" of welfare involves the well-being of an individual and harmonious
relationship he establishes with his primary group-his family, his working group - his colleagues,
superiors and subordinates.

The "relative concept" of welfare involves relative to time, place and person.


Need for Labour welfare:

The need for the labor welfare measures arises because of the nature of the industrial system,
which is characterized by two basic factors:
The conditions under which work is carried on are not congenial for health.
When a labor joins an industry, he has to work in an entirely strange environment, which
creates problems of adjustment.
According to labor investigation committee "The provision of canteens" improves the
physique.
"Entertainments" reduce the incidence of serious accidents
"Medical aid & Maternity and child welfare" services improve the health of the workers and
bring down the rates of general, maternal and infantile mortality.
"Educational facilities increase their mental efficiency and economic productivity".

CONSTITUTIONAL PROVISIONS:

Article 41: "The state shall, within the limits of its economic capacity and
development, make effective provision for securing the right to work, to
education and to public assistance in case of unemployment and in other case of
underserved want".
Article 42: "The state shall make provision for securing just and humane
conditions of work and for maternity relief"

Article 43: "The state shall endeavour to secure by suitable legislation or
economic organization or in any other way to all workers, agricultural, industrial
or otherwise work conditions of work ensuring a decent standard of life and
cultural opportunities and in particular, the state shall endeavour to promoter
cottage industries or co-operate basis in rural areas.

Objectives of labour welfare measures are:
a) ECONOMIC: To increase their efficiency and effectiveness so that they can perform
better in different work situations; keep them contended and reduce the chances of conflict.

b) HUMANISTIC: To treat them as normal human beings by providing basic facilities and
amenities.

c) CIVIC: To develop a sense of responsibility dignity of labour and participatory culture
among them.

Principles of adequacy in welfare:

Principle of adequacy of welfare: -
Labour has a right to adequate wages. But high wages alone cannot create healthy work
environment. A combination of both - wages and welfare measures would improve workers
satisfaction, morale and motivation.

Principle of the social responsibility of industry: -
Industry has an obligation or duty towards its employees to look after their welfare. Labour
welfare is highlighted as a state policy in the directive principles of Indian constitution.

Principle of Efficiency:
Employees accept the responsibility for implementing such labour welfare measures which they
consider will increase their efficiency.

Principle of re-personalization: -
This principle emphasizes the development of human personality as the aim of welfare measure.
Necessary to implement Intra mural and extra mural welfare services are implemented.

Principles of totality of welfare: -
In this the necessity of labour welfare must be felt and convinced by all levels of management.
This requires reduction, retraining and re-orientation of managers at all levels.

Principles of integration and co-ordination: -
The co-ordination approach is essential throughout the organization so that fall benefit is derived
out of welfare measures. This is through systems approach where organization consists of
subsystems integrated together as one whole system.
Principles of participation: -
It highlights the democratic principles of mutual consultation example; committees for canteens,
sports etc.

Principles of responsibility:
Both employees and employee are responsibility for labour welfare. Trade union leaders as the
workers representatives must play a positive role they must co-operate with management to
provide essential welfare measures without hampering the economic viability of the
establishment. Examples are union participation in committees like canteen committee of welfare
measures. Suitable

MIS can be installed success or this process can periodically evaluate failure, accountability of
failure can be fixed.


Principles of timeliness: -
Welfare measures must be provided in time and when needed most; untimely assistance is not
only wasteful but antagonizes the workers. This requires proper planning and control.

The other objectives of labour welfare:
To give expression to philanthropic and
paternalistic feeling
To win over employees loyalty and increase
their moral.
To combat trade unionism and socialistic ideas
To buildup stable labour force, to reduce labour
turnover and absenteeism
To save oneself from heavy taxes on surplus
profits
To earn goodwill and enhances public image
To make recruitment more effective

DEFINITION:
The term employee welfare, labour welfare or workers are related terms. Employee welfare is
defined as "The voluntary efforts of the employees to establish within existing industrial system
and sometimes living and cultural of the employee beyond that which is required by low, the
custom of the industry and the conditions of the market.

The labour investigation committee has defined employee welfare as "anything done for
intellectual, physical, moral and economic betterment of the workers whether by employees by
government or by other agencies over and above what is laid down by law or what is normally
expected on the part of the contractual benefit for which workers may have bargained.

International Labour Organization(ILO report refers to labour welfare as:
Such services, facilities and amenities as may be established in or in the vicinity of
understandings to enable the performs employed in them to perform their work in healthy,
congenial surroundings and provided with amenities conducive to good health and high morale".
Feature / characteristics of labour welfare: -
It is the work, which is usually undertaken within the premises or in the vicinity of the
undertaking for the benefit of the employee and the members of his family.
The work generally includes those items of welfare, which are over and above. What is
provided by satisfactory provisions or required by the custom of the industry or what the
employee expects as a result of a contract of service from the employees.
The purpose of providing welfare animates is to bring out the development of the whole
personality of the worker .his social, psychological, economic, moral, cultural and
intellectual development to make him a good worker, a good citizen and a good member of
the family.
These facilities may be provided voluntarily by progressive and enlightened entrepreneurs
of their own accord out of their realization of social responsibility to labour or statutory
provisions may complete them to make these facilities available or there may be there may
be the government or trade unions may undertake them if they have the necessary funds for
the purpose.
Labour welfare is a very broad term covering social security activities as medical aid,
crches, canteens, recreation, housing, adult education, arrangements for the transport of
labour to and from the work place.
It may be noted that not only intra-moral but also extra-moral, statutory as well as non-
statutory activities undertaken by any of the three agencies- for the physical and mental
development of a worker.


Welfare and Amenities with the precincts of the establishment:-
1. Latrines and urinals
2. Washing and bathing facilities
3. Crches
4. Rest shelters and canteens
5. Arrangements for drinking water
6. Health services including occupational safety
7. Arrangement for prevention of fatigue.
8. Administrative arrangements for the welfare of employee
9. Uniform and protective clothing
10. Shift allowance

Welfare outside the establishment: -
1. Maternity benefit
2. Social insurance measures (including gratuity, pension, provident fund and rehabilitation)
3. Benevolent funds
4. Medical facilities (including programes for the physical fitness and efficiency family
planning and child welfare)
5. Education facilities
6. Housing facilities
7. Recreation facilities (including sports, cultural activities, library, reading rooms)
8. Holiday homes and leave travel facilities
9. Workers co-operative including consumers co-operative stores fair price shops and co-
operative credit and thrift societies.
10. Vocational training for dependent of workers
11. Other programme for the welfare of women, youth and children
Classification: -
The classification of labour welfare is based on dividing industrial welfare into 3 categories,
which are as follows:
Statutory
Non statutory / voluntary
Mutual

Statutory: -
Statutory facilities to those provisions, which redressed from the concessive power of
government. The government exacts legislations regarding working and laying conditions,
minimum wages, safety and security such statutory provisions are gradually increasing along
with industrial development.
Voluntary: -
A voluntary facility refers to those activities, which are undertaken by employees for their
workers. They primarily oriented to democratic value system. Such welfare activities can
increase the efficiency of workers and reduce the chance of conflict between the employees and
employee.
Mutual: -
A mutual facility refers to those activities, which are initiated by workers for their betterment in
suitable manner. For instance unions undertake certain welfare activities for social and economic
betterment of their members.

Statutory provisions various acts: -
There are the amenities that are to be necessarily provided to the employees under different
legislations. The important legislations, which call for these provisions, are.
1) The Factories Act, 1948
2) The Plantation Act, 1951
3) The Mines Act, 1952
4) The Motor Transport Act, 1961
5) The Contract Labour Regulation and Abortion] Act, 1970

The Factories Act, 1948: -
This Act is applicable to premises including precincts where 10 or more workers are employed
with aid of power or where 20 or more workers are employed without power. Welfare amenities
provided are washing storing, sitting, first aid facilities, canteens, shelters, creche, welfare
officers and other facilities.

The plantation Act 1952: -
The Act has provisions for creating canteens, recreation facilities, medical act, housing facilities,
protection amenities to workers like umbrellas, blankets, raincoats etc.

The Miners Act 1952: -
This act has provisions for creating shelters, canteens, first aid boxes, pithead bath, lavatories,
lockers, welfare offices etc.

The Motor Transport Workers Act, 1961: -
The motor transport undertakings are required to make the following provisions as canteens,
clean & well very ventilated rest rooms, uniforms, rain coats, washing allowances, medical
facility etc.

The Contract Labour (Registration & Abolition) act 1970: -
The contractor has to provide the following welfare & health measures such as canteens,
washing facilities & first aid facilities, rest room etc.
Labour welfare officers: -
The labour officers act as the middlemen between the management & the workers. The post of
labour welfare officer instituted mainly to
Eliminate the evils & malpractices of the jobber system in the recruitment of the
labour.
To develop & improve labour administration.
To serve as a liasion with the state commissioner.
Functions of labour welfare officer: -
Supervision
Counseling workers
Advising management in some matters
Establishing liasion with workers
Establishing liasion with management
Working to maintain harmonious industrial relations in the organization
To improve productivity & produce effectively of the organization

Many activities are there in labour welfare system but few major areas are selected for the study
as follows:
1) Education facilities
2) Medical facilities
3) Canteen facilities
4) Transport facilities
5) Loan facilities




































CHAPTER III
COMPANY PROFILE















COMPANY PROFILE

Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises. The Bharti
Group, has a diverse business portfolio and has created global brands in the telecommunication
sector. Bharti has recently forayed into retail business as Bharti Retail Pvt. Ltd. under a MoU
with Wal-Mart for the cash & carry business. It has successfully launched an international
venture with EL Rothschild Group to export fresh agri products exclusively to markets in Europe
and USA and has launched Bharti AXA Life Insurance Company Ltd under a joint venture with
AXA, world leader in financial protection and wealth management.
Airtel comes to you from Bharti Airtel Limited, Indias largest integrated and the first
private telecom services provider with a footprint in all the 23 telecom circles. Bharti Airtel since
its inception has been at the forefront of technology and has steered the course of the telecom
sector in the country with its world class products and services. The businesses at Bharti Airtel
have been structured into three individual strategic business units (SBUs) - Mobile Services,
Airtel Telemedia Services & Enterprise Services. The mobile business provides mobile & fixed
wireless services using GSM technology across 23 telecom circles while the Airtel Telemedia
Services business offers broadband & telephone services in 95 cities. The Enterprise services
provide end-to-end telecom solutions to corporate customers and national & international long
distance services to carriers. All these services are provided under the Airtel brand
Airtel Brand
Airtel was born free, a force unleashed into the market with a relentless and unwavering
determination to succeed. A spirit charged with energy, creativity and a team driven to seize the
day with an ambition to become the most globally admired telecom service. Airtel, in just ten
years of operations, rose to the pinnacle of achievement.
As India's leading telecommunications company Airtel brand has played the role as a
major catalyst in India's reforms, contributing to its economic resurgence.
Today we touch peoples lives with our Mobile services, Telemedia services, to
connecting India's leading 1000+ corporate. We also connect Indians living in USA, UK and
Canada with our call home service.
VISION & PROMISES
By 2011 Airtel will be the most admired brand in India:
Loved by more customers
Targeted by top talent
Benchmarked by more businesses
We at Airtel always think in fresh and innovative ways about the needs of our customers
and how we want them to feel. We deliver what we promise and go out of our way to delight the
customer with a little bit more
Corporate Responsibility at Bharti Airtel
At Bharti, CSR is a way of life. Each department and employee strives to be sensitive to
the stakeholders and environment within their work context. Bharti encourages employees to
take decisions and design business-linked processes that are sensitive to communities and
environment.
Corporate Social Responsibility (CSR) in Bharti encompasses much more than only
social outreach programs. It is an integral part of the way Bharti conducts its business. The
essence of Bhartis commitment to Corporate Social Responsibility is embedded in the
Corporate Values, which stem from its deepest held beliefs. These Values are:
1. To be responsive to the needs of our customers
2. To trust and respect our employees
3. To continuously improve our services innovatively and expeditiously
4. To be transparent and sensitive in our dealings with all stakeholders
We encourage our employees to take decisions and design business processes, keeping in
mind the following:
Ethics, fairness and being correct
Meeting and going beyond compliances and legal requirements
Showing respect and sensitivity towards stakeholders and communities, and Nurturing
the environment
We practice our CSR beliefs and commitments through a three-pronged approach:
Engaging with stakeholders
Ensuring stakeholder sensitive policies and practices
Undertaking programs for our employees, community and environment
Environment, Health and Safety
At Bharti we believe in the philosophy to refuse, reduce, reuse and recycle. The company
has taken many initiatives in this regard, both within the offices for the benefit of our employees;
and for outside world for the convenience of the people
Few examples of the initiatives taken are mentioned below:
(a) Most of the new Airtel buildings recycle waste water for sanitary and cooling of equipment
purposes e.g. DG sets and AC systems. These buildings also have rain water harvesting systems
for ground water replenishment where appropriate.
(b) All Airtel offices have energy efficient light fittings and DG sets. We also ensure automation
that enables energy savings in our buildings. Building Management System (BMS) Intelligent
Building concept is being followed in all the new Airtel building and campuses that are coming
up. The BMS controls The Heating, Ventilation and Air-conditioning (HVAC) system,,
electricity load management, water management, parking management, security and safety
systems to ensure an efficiently run building on optimal resources.
(c) New buildings also incorporate the concept of and Energy Wheel which optimises energy
efficiency in buildings. The AC system in our buildings adds a certain amount of fresh air
periodically; In the process of adding this fresh air the cool air within the building vents out
which may result into higher usage of energy to bring the cooling/ temperature back. The Energy
Wheel concept ensures that as we bring the fresh air in it is pre-cooled thereby optimizing energy
efficiency.
(d) Air quality is checked periodically in all Bharti Airtel offices, and based on the results, duct
cleaning, carpet cleaning, chair and sofa shampooing is undertaken. Water quality is also
monitored in cooling towers for DG sets and Air Conditioner systems so that water born diseases
such as legionella, etc. are avoided.
(e) Use of air curtains on major office exits and double glazing also results in significant energy
saving.
(f)At the time of oil change in DG sets etc. the discarded oil for disposal is only sent to
companies/ vendors approved by the Central Pollution Control Board (CPCB) for proper
disposal as per CPCB approved processes. All Bharti Airtel offices follow the basic requirements
specified by the Pollution Control Board) and ensure statutory compliance.
(g) All Bharti Airtel offices have fire alarm systems. Periodic fire drills are carried out in Bharti
Airtel offices as a practice. All Airtel offices are provided with First Aid boxes and have
identified people as First Aid specialists.
Community Initiatives
Corporate Social Responsibility is embedded in, and built upon, the stated values of
Bharti the institution. These values guide all our activities and each employee is encouraged to
take decisions and design business-linked processes that are sensitive to communities and
environment.
We have an obligation to fulfill to society and the communities in which we operate, and
help improve the quality of life for everyone, today and in the future.Based on the basic
guidelines and direction provided in the Code of Conduct, Bharti has undertaken many
community programs.
Bhartis contribution to society is (a) Bhartis Corporate Social Responsibility (CSR)
Initiatives, including initiatives undertaken by way of employee mobilization as well as running
environment related programs; and (b) Bharti Foundation, a separate vehicle established in 2000
to lead the CSR agenda of Bharti Group of Companies.
BUSINESS DIVISIONS
Bharti Airtel offers GSM mobile services in all the 23-telecom circles of India and is the
largest mobile service provider in the country, based on the number of customers.
The group offers high speed broadband internet with a best in class network. With
Landline services in 94 cities we help you stay in touch with your friends & family and the
world.
The group focuses on delivering telecommunications services as an integrated offering
including mobile, broadband & telephone, national and international long distance and data
connectivity services to corporate, small and medium scale enterprises.

The Brand Trust Report published by Trust Research Advisory, places Airtel as the only
mobile operator in the top 10 most trusted brands in India.
MTN
In May 2008, it emerged that Bharti Airtel was exploring the possibility of buying
the MTN Group, a South Africa-based telecommunications company with coverage in 21
countries in Africa and the Middle East. The Financial Times reported that Bharti was
considering offering US$45 billion for a 100% stake in MTN, which would be the largest
overseas acquisition ever by an Indian firm. However, both sides emphasize the tentative nature
of the talks, while The Economist magazine noted, "If anything, Bharti would be marrying up,"
as MTN has more subscribers, higher revenues and broader geographic coverage. However, the
talks fell apart as MTN group tried to reverse the negotiations by making Bharti almost a
subsidiary of the new company.
In May 2009, Bharti Airtel again confirmed that it is in Talks with MTN and companies
have now agreed discuss the potential transaction exclusively by 31 July 2009. Bharti Airtel said
in a statement "Bharti Airtel Ltd is pleased to announce that it has renewed its effort for a
significant partnership with MTN Group".
Talks eventually ended without agreement, due to the South African government
opposition.
Joint Ventures
Airtel-Ericsson
As per a five-year managed services agreement signed recently
.
Ericsson will manage and
optimize Airtels mobile networks in Africa. Ericsson will modernize and upgrade Airtels
mobile networks in Africa with the latest technology including its multi standard RBS 6000 base
station. As part of the modernization, Ericsson will also provide technology consulting, network
planning & design and network deployment. Ericsson has been the managed services and
network technology partner in the Asian operations.

AIRTEL CUSTOMERS
Bharti had 7.99 Cr subscribers, as on September 30, 2013, an increase in the total
subscriber base of 57% over the corresponding period last year and maintained its leadership
position through an improved market share of all India wireless subscribers at 24.6% as on
September 30, 2013, up from 23.4% corresponding to the same period of last year.
Commenting on the results and performance, Mr. Sunil Bharti Mittal, Chairman &
Managing Director, Bharti Airtel Limited, said With record customer additions every month,
Airtel continues to consolidate its leadership position in the market. The successful launch of
DTH service has provided another opportunity to the brand to strengthen its connect with the
customers, while generating a new revenue stream.




























CHAPTER IV
RESEARCH METHODOLOGY











RESEARCH METHODOLOGY

Definition of Research
The manipulation of things, concepts or symbols for the purpose of generalizing to extend,
correct or verity knowledge, whether that knowledge aids in construction of theory or in the
practice of an art.
- D.Slesinger and M.Stephenson

RESEARCH DESIGN:
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
Regarding this project, descriptive research design concern with describing the perception of
each individuals or narrating facts on welfare measures and diagnostic design helps in determine
the frequency with which something occurs or its associated with something else. These two
research design help in understand the characteristic in a given situation. Think systematically
about aspects in given situation, offers idea for probe and research help to make certain simple
decision.
DESCRIPTIVE RESEARCH
In this research it deals with descriptive research type. It 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.

SAMPLE DESIGN
A sample design is a definite plan determined before any data are actually collected
for obtaining a sample from a given population. Sampling is used to collect data from limited
numbers whereas census is used for large numbers. For the research, sampling method was used.
There are different types of sample design based on two factor namely the representation
basis and the element selection technique .There are two main categories under which various
sampling method can be put. There are
1. Probability sampling
2. Non probability sampling
In this particular research the A study is on probability sampling. And in the simple random
sample is used.
PROBABILITY SAMPLING:
Probability sampling is based on the concept of random selection; the sample may be
either unrestricted or restricted. When each sample elements is drawn individually from the
population at large, then the sample so drawn is known as unrestricted sample, Where as all
other forms of sampling are covered under the term restricted sample.
The most frequently used probability samples are:
Simple random sample
Systematic sample
Stratified sample (proportionate & disproportionate)
Cluster sample

NON- PROBABILITY SAMPLING:
Non-probability sampling is that sampling procedure which does not afford any basis for
estimating the probability that each item in the population has of being included in the sample.
Judgment sampling
Convenient sampling
Quota sampling.
Snowball sampling

SAMPLING METHOD
In this research systematic sampling method is used to collect the primary data by
using questionnaire.
SYSTEMATIC SAMPLING
A Systematic sample is selected at random sampling. When a complete list of the population is
available, this method is used. If a sample of 10 students is to be selected from 100 students,
under this method kth item is picked up from the sample frame and k is the sample interval.
POPULATION SIZE
The over all population size is 500 .

SAMPLE SIZE:
The total sample size of 110 has been taken for this study. Both male and female
employees have been interviewed.
DATA COLLECTION METHOD
Primary Source of Data
Primary data is known as the data collected fro the first time through field survey. Such
data are collected with specific set of objectives to assess the current status of any variable
studied.
RESEARCH INSTRUMENT:
In this project, the data were collected through structured questionnaire.
QUESTIONNAIRE
A questionnaire is a schedule consisting of a number of coherent and formulated
series of question related to the various aspects of the under study. In this method a pre printed
list of question arranged in sequence is used to elicit response from the important.
Types of questions
The following are the types of questions, which are used in research. They are:
a) Open ended question
b) Close ended question
a) Open ended questionnaire:
An open-ended question gives the respondents complete freedom to decide the form
length and detail of the form.

b) Close ended questionnaire:
The close-ended question is of two types they are as follows:
i) Dichotomous question
This type has only tow answers in the form of YES or NO, TRUE or
FALSE etc

ii) Multiple choice question.
In this case the respondents are offered two or mores choices and the respondent
have to indicate which is applicable in the following cases.

STATISTICAL TOOLS APPLIED
Percentage Analysis

PERCENTAGE ANALYSIS:
Percentage refers to a special kind of ratio. Percentage analysis test is done to find out the
percentage of the response of the respondents. In these tool various percentage are presented by
the way of Bar-diagram, Pie charts in order to have better understanding of the analysis.

FORMULA:
Number of respondents
Percentage = ------------------------------------------------ 100
Total number of respondent

LIMITATIONS OF STUDY

Time is the important limitation. Due to time constraints only limited population is taken
for the study.
Findings based on this study cannot be used in other organizations.
There are chances of misrepresentation responses.
The biased view of the respondent is another cause of the limitation





















CHAPTER V
DATA ANALYSIS AND
INTERPRETATION














DATA ANALYSIS AND INTERPRETATION

TABLE 1
AGE GROUP OF THE RESPONDENTS

AGE NO.OF.RESPONDENTS PERCENTAGE(%)

<20 YRS 0 -

21-25 YRS 27 25

26-35 YRS 45 41

36-50 YRS 29 26

>50 YRS 9 8

TOTAL 110 100

CHART 1
AGE GROUP OF THE RESPONDENTS

INFERENCE:
From the above table, it is inferred that, 41% of respondents belongs to 26-35 years, 26% of the
respondents belongs to 36-50 years,25 % of respondents belongs to 21-25 years , and 8% of the
respondents belongs to above 50 years, 0% of respondents belongs to less than 20 years





-
25
41
26
8
-
10
20
30
40
50
<20 YRS 21-25 YRS 26-35 YRS 36-50 YRS >50 YRS
AGE PERCENTAGE
TABLE 2
GENDER OF THE RESPONDENTS
GENDER
NO OF
RESPONDENTS

PERCENTAGE(%)
MALE 74

67
FEMALE 36

33
TOTAL 110

100

CHART.2
GENDER OF THE RESPONDENTS




INFERENCE: From the above table it is inferred that out of 110 respondents ,67% were Male
and 33% were Female.




0
20
40
60
80
MALE
FEMALE
67
33
GENDER
TABLE 3
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS


EDUCATION NO.OF.RESPONDENTS PERCENTAGE(%)

DEGREE/DIPLOMA 65 60

POSTGRADUATE 39 35

OTHERS 6 5

TOTAL 110 100

CHART 3
EDUCATIONAL QUALIFICATION OF THE RESPONDENTS



INFERENCE: From the table ,it was inferred that 60% of respondents fall in the category of
Degree/Diploma,35% of respondents fall in the category of Post graduate, 5% of respondents fall
in the category of Others.



60
35
5
0
10
20
30
40
50
60
70
DEGREE/DIPLOMA POSTGRADUATE OTHERS
EDUCATIONAL QUALIFICATION
TABLE 4
YEARS OF SREVICE OF THE RESPONDENTS

YEARS OF SERVICE NO.OF.RESPONDENTS PERCENTAGE(%)
1-5 YRS 24 22
6-10 YRS 43 39
11-20 YRS 33 30
ABOVE 20 YRS 10 9
TOTAL 110 100

CHART 4
YEARS OF SREVICE OF THE RESPONDENTS



INFERENCE: From the above table it is inferred that 39% of respondents have 6-10 yrs
experience, 30% of respondents have 11-20 yrs experience, 22% of respondents have 1-5 yrs
experience,9% of respondents have above 20 yrs experience.


0
10
20
30
40
1-5 YRS
6-10 YRS
11-20 YRS
ABOVE 20 YRS
22
39
30
9
YEARS OF SERVICE
TABLE 5
MONTHLY INCOME OF THE RESPONDENTS

MONTHLY INCOME NO.OF.RESPONDENTS PERCENTAGE(%)
10000-20000 17 15.45
20001-30000 37 33.64
30001-40000 42 38.18
40001-50000 14 12.73
>50000 0 0
TOTAL 110 100

CHART 5
MONTHLY INCOME OF THE RESPONDENTS












INFERENCE: From the above table it was inferred that 38.18% of respondents are having
income 30001-40000/month, 33.64% of respondents are having income 20001-30000/month,
15.45% of respondents are having income 10000-20000/month, 12.73% of respondents are
having income 40001-50000/month and 0% of respondents having income above 50000/month.

15.45
33.64
38.18
12.73
0
0.00
5.00
10.00
15.00
20.00
25.00
30.00
35.00
40.00
45.00
10000-20000 20001-30000 30001-40000 40001-50000 >50000
MONTHLY INCOME
TABLE 6
AWARENESS ABOUT VARIOUS WELFARE MEASURES OF THE ORGANISATION
AWARENESS OF
VARIOUS
WELFARE
MEASURES

NO.OF.RESPONDENTS PERCENTAGE(%)
YES 80 72.73
NO 30 27.27
TOTAL 110 100

CHART 6
AWARENESS ABOUT VARIOUS WELFARE MEASURES OF THE ORGANISATION

INFERENCE: From the above table it is inferred that 72.73% were aware of various welfare
measures provided by the company and 27.27% were not aware of various welfare measures
provided by the company.

0.00
20.00
40.00
60.00
80.00
YES
NO
72.73
27.27
AWARENESS OF WELFARE MEASURES
TABLE 7
OVERALL SATISFACTION TOWARCS MEDICAL FACILITIES PROVIDED



OVERALL
SATISFACTION
NO.OF
RESPONDENTS PERCENTAGE(%)

YES 90 81. 82

NO 20 18. 18

TOTAL 110 100

CHART 7
OVERALL SATISFACTION TOWARDS MEDICAL FACILITIES PROVIDED


INFERENCE:
From the above table it is inferred that 81.82% of respondents are satisfied with the overall
medical facility provided and 18.18% of the respondents are not satisfied with the overall
medical facility.

81.82
18.18
0.00
10.00
20.00
30.00
40.00
50.00
60.00
70.00
80.00
90.00
YES NO
OVERALL SATISFACTION OF
MEDICAL FACILITY
TABLE 8
OVERALL SATISFACTION TOWARDS EDUCATIONAL FACILITIES

SATISFIED
OVERALL

NO.OF.RESPONDENTS PERCENTAGE(%)

YES 97 88.18

NO 13 11. 82

TOTAL 110 100

CHART 8
OVERALL SATISFACTION TOWARDS EDUCATIONAL FACILITIES


INFERENCE:
From the above table it is inferred that 88.18% of respondents are satisfied with the overall
educational facility provided and 11.82% of the respondents are not satisfied with the overall
educational facility.





88.18
11.82
0.00
20.00
40.00
60.00
80.00
100.00
YES NO
OVERALL SATISFACTION OF
EDUCATIONAL FACILITIES
TABLE 9
OVERALL SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

OVERALL
SATISFACTION

NO.OF.RESPONDENTS PERCENTAGE(%)
YES 87 79.09
NO 23 20. 91
TOTAL 10 100

CHART 9
OVERALL SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES


INFERENCE:
From the above table it is inferred that 79.09% of respondents are satisfied with the overall
canteen facility provided and 20.91% of the respondents are not satisfied with the overall canteen
facility.




79.09
20.91
OVERALL SATISFACTION OF
CANTEEN FACILITIES
YES
NO
TABLE 10
PERSONS AVAILING HOUSING LOANS:
AVAILING HOUSING
LOAN NO.OF.RESPONDENTS PERCENTAGE(%)
YES 78 70. 91
NO 32 29. 09
TOTAL 110 100

CHART 10
PERSONS AVAILING HOUSING LOANS:



INFERENCE:
From the above table it is inferred that 70.91% of the respondents are availing housing loan and
29.09 % of the respondents are not availing housing loan.




70.91
29.09
AVAILING HOUSING LOAN
YES
NO

TABLE 11
SATISFACTION TOWARDS HOUSING FACILITY:
SATISFIED
HOUSING NO.OF.RESPONDENTS PERCENTAGE(%)
YES 62 56.36
NO 48 43.64
TOTAL 110 100
CHART 11
SATISFACTION TOWARDS HOUSING FACILITY:



INFERENCE:
From the above table it is inferred that 56.36% of respondents are satisfied with the housing
facility provided and 43.64% of the respondents are not satisfied with the housing facility
provided.



56.36
43.64
SATISFACTION TOWARDS
HOUSING FACILITY
YES
NO
TABLE 12
RECREATION FACILITY THAT VALUES MOST:


RECREATION
FACILITY
NO OF
RESPONDENTS PERCENTAGE(%)

HOLIDAY
HOMES 70 63. 64

CLUBS 26 23. 64

SPORTS EVENTS 14 12.72



TOTAL 110 100

CHART 12
RECREATION FACILITY THAT VALUES MOST:


INFERENCE:
From the above table it is inferred that 63.64 % of the respondents values Holiday Homes as
beneficial,23.64% of the respondents values clubs as beneficial recreation and 12.73 % of the
respondents values sports events as a beneficial recreation .

63.64
23.64
12.73
RECREATION THAT BENEFITS MOST
HOLIDAY HOMES
CLUBS
SPORTS EVENTS
TABLE 13
WELFARE PROVIDES MOTIVATION:
MOTIVATIONAL
FACTOR
NO.ON
RESPONDENTS PERCENTAGE(%)
YES 72 65.45
NO 38 34.55
TOTAL 110 100

CHART 13
WELFARE PROVIDES MOTIVATION:


INFERENCE:
From the above table it is inferred that for 65.45% of respondents welfare act as a motivational
factor and for 34.55% of respondents welfare is not acting as a motivational factor




65.45
34.55
MOTIVATIONAL FACTOR
YES
NO
TABLE 14
FREQUENCY OF GETTING FEEDBACK:
FREQUENCY OF GETTING
FEEDBACK NO.OF RESPONDENTS PERCENTAGE(%)
OFTEN 20 18.18
OCCASIONALLY 74 67.27
NEVER 16 14.55
TOTAL 110 100

CHART 14
FREQUENCY OF GETTING FEEDBACK


INFERENCE:
From the above table it is inferred that 67.27% of respondents are occasionally asked for the
feedback about the welfare measures,18.18% of respondents are often asked for the feedback and
14.55 % of the respondents are never asked for the feedback.




18.18
67.27
14.55
FREQUENCY OF GETTING FEEDBACK
OFTEN
OCCASIONALLY
NEVER
TABLE 15
MODE OF DETERMINING WELFARE REQUIREMENTS:

DETERMINING THROUGH NO.OF.RESPONDENTS PERCENTAGE(%)
OBSERVATION 20 18.18
SUGGESTIONS 44 40.00
PERFORMANCE 37 33.64
INTERVIEW 9 8.18
TOTAL 110 100

CHART 15
MODE OF DETERMINING WELFARE REQUIREMENTS:


INFERENCE:
From the above table it is inferred that 18.18% the welfare requirement is determined by
observation, 40% the welfare requirement is determined by suggestion, 8.18% the welfare is
determined by interview and 33.64% the welfare requirement is determined by performance.



18.18
40.00
33.64
8.18
DETERMINING WELFARE
REQUIREMENTS
OBSERVATION
SUGGESTIONS
PERFORMANCE
INTERVIEW
TABLE 16
SATISFACTION OF OVERALL WELFARE MEASURES:
SATISFIED
WITH OVERALL
WELFARE MEASURES


NO.OF.RESPONDENTS

PERCENTAGE(%)
YES 72

65.45
NO 38

34.55
TOTAL 110

100


CHART 16
SATISFACTION OF OVERALL
WELFARE MEASURES



INFERENCE: From the above table it is inferred that 65.45% of the respondents are satisfied
with overall welfare measures provided and 34.55% of the respondents are not satisfied with
overall welfare measures provided.
65.45
34.55
OVERALL SATISFACTION TOWARDS
WELFARE MEASURES
YES
NO
CHAPTERVI
FINDINGS, SUGGESTIONS
AND CONCLUSION























FINDINGS OF THE STUDY
1) It was found that 0% of respondents belongs to less than 20 years ,25 % of respondents
belongs to 21-25 years,41% of respondents belongs to 26-35 years,26% of the respondents
belongs to 36-50 years and 8% of the respondents belongs to above 50 years.

2)67% were Male employees and 33% were Female employees.

3) 60% of respondents fall in the category of Degree/Diploma,35% of respondents fall in the
category of Post graduate, 5% of respondents fall in the category of Others.
4) 22% of respondents have 1-5 yrs experience, 39% of respondents have 6-10 yrs experience,
30% of respondents have 11-20 yrs experience, 9% of respondents have above yrs experience.
5) 15.45% of respondents are having income 10000-20000/month, 33.64% of respondents are
having income 20001-30000/month, 38.18% of respondents are having income 30001-
40000/month, 12.73% of respondents are having income 40001-50000/month and 0% of
respondents having income above 50000/month.
6) 72.73% were aware of various welfare measures provided by the company and 27.27% were
not aware of various welfare measures provided by the company.
7) 45.45% of the respondents rated medical facility as the first most benefitted facility, 45.45%
of the respondents rated educational facility as the second most benefitted facility, 36.36% of the
respondents rated housing facility as the third most benefitted facility, 25.45% of the respondents
rated recreation facility as the fourth most benefitted facility and 35.45% of the respondents rated
travelling facility as the fifth most benefitted facility
8) For routine check up 24.55 % of the respondents are highly satisfied, 50.91 % of the
respondents are satisfied, for First aid 11.82 % of the respondents are highly satisfied, for
medicine supplied 16.36 % of the respondents are highly satisfied,For Ambulance service 12.73
% of the respondents are highly satisfie
9)Most of the respondents are satisfied with over all medical facility provided.

10).For the Reimbursement of tuition fee 30 % of the respondents are highly satisfied, 50.91 %
of the respondents are satisfied, 13.64 % of the respondents are neutral, 4.54 % of the
respondents are Dissatisfied and 0.90 % of the respondents are highly dissatisfied, for
scholarship 15.45 % of the respondents are highly satisfied, 51.82 % of the respondents are
satisfied, 26.36% of the respondents are neutral, 5.45% of the respondents are Dissatisfied and
0.90 % of the respondents are highly dissatisfied, for educational loan 11.82 % of the
respondents are highly satisfied, 51.82 % of the respondents are satisfied, 25.45% of the
respondents are neutral, 9.09 % of the respondents are Dissatisfied and 1.81% of the respondents
are highly dissatisfied.
11) Most of the respondents are satisfied with over all Educational facility provided.

12) Most of the respondents are satisfied with the overall canteen facility provided

13)56.36% of respondents are satisfied with the housing facility provided and 43.64% of the
respondents are not satisfied with the housing facility provided.
14) 63.64 % of the respondents values Holiday Homes as beneficial,23.64% of the respondents
values clubs as beneficial recreation and 12.73 % of the respondents values sports events as a
beneficial recreation .

15)Most of the employees opined that welfare measures plays as a motivational factor.
16)67.27% of respondents are occasionally asked for the feedback about the welfare
measures,18.18% of respondents are often asked for the feedback and 14.55 % of the
respondents are never asked for the feedback.

17)18.18% the welfare requirement is determined by observation, 40% the welfare requirement
is determined by suggestion, 8.18% the welfare is determined by interview and 33.64% the
welfare requirement is determined by performance.

18) 65.45% of the respondents are satisfied with overall welfare measures provided and 34.55%
of the respondents are not satisfied with overall welfare measures provided.





SUGGESTIONS
1. The Management has to improve the quality and adequate items of the food which is one
of the most important basic amenities and it helps to satisfy the employees.
2. The Number of spittoons provided at the work place is not sufficient, so the company has
to increase the number of spittoons which keeps the environment clean.
3. Rest room facility has to be sufficiently provided.
4. Housing facility can be improved.
5. Adequate number of first aid appliances has to be provided.
























CONCLUSION
Employee welfare measures are advocated to maintain a strengthen manpower both
physically and mentally. The study of various welfare measures brings in to light that the present
measures taken by the company. The improvement in working condition are suggested to
improve effectiveness of the employee welfares measures like canteen facility, drinking water,
spittoons, rest rooms and housing facilities which in turn would build the morale and increase
the productivity of the employees .























BIBLIOGRAPHY

BOOKS REFERENCES:
1. Ganasekaran.P, 1
ST
Edition, 2008, Labour Laws, Aruma Pathippagam, Page No: 46-59.

2. Kothari C.R, 2
ND
Edition, 2004, Research Methodology Methods and techniques, New
age international (P) Ltd, Page No: 1-7.

3. Punekar.S.D, 12
TH
Edition, 1999, Labour Trade Unionism and Industrial Relations,
Himalaya Publishing House, Page No. 51-60.

WEBSITE REFERENCES:
www.google.com
www.wikipiedia.com
www.educationplus.com
www.scribd.com
CORPORATE REFERENCES:
www.Airtel.gov.in












APPENDIX


QUESTIONNAIRE
A STUDY ON EMPLOYEE WELFARE MEASURESIN
AIRTEL-AMBALA
1. Name:
2. Age:
a) Below 20years b) 20-25years c) 26-35years d) 36-50years e) Above 50 years
3. Gender:
a)Male b)Female
4. Educational qualification:
a) Degree /Diploma b) Post graduate c) other
specify_____________________
5. Designation: ________________________________
6. Years of service:
a) 1-5 years b)6-10 years c)11-20 years d)Above 20 years
7. Monthly Income:
a) 10000-20000 b) 20001-30000 c) 30001-40000 d) 40001-50000 e) 50001 & Above
8) Are you aware of various welfare measures provided by AIRTEL?
a) Yes b) No
9) Are you satisfied with overall Medical facilities provided by the company?
a) Yes b) No

10) Are you satisfied with overall Educational facilities provided by the company?
a) Yes b) No


11) Are you satisfied with overall Canteen facilities provided by the company?
a) Yes b)No

12) Are you provided with the Housing Loans?
a) Yes b) No

13) Are you satisfied with the housing facility provided?
a) Yes b) No

14) Which recreation facility values/Benefits you the most?
a)Holiday Homes
b) Clubs
c) Sports Events

15) Does welfare benefits provided by the organization plays as a motivational factor?
a) Yes b) No
16) How often does the organization get feedback from you towards the welfare measures?
a) Often b) Occasionally c) Never
17) How does the company determine your welfare requirements?
a) Through Observations b) Through Suggestions c) Through Performance
d) Through Interview
18) Are you satisfied with the overall welfare measures provided by the organization?