FINAL PROJECT REPORT

ON

FEMALE EMPLOYEE WELFARE SURVEY

AT AVON CYCLES , LUDHIANA

Submitted To

PUNJAB TECHNICAL UNIVERSITY, JALANDHAR

Submitted in partial fulfillment of the requirement of

(MASTER OF BUSUNESS ADMINISTRATION)

(Session 2017-2019)

SUBMITTED BY:

Name: Devyani Goyal

University Roll no: 1718728

Class: MBA 2 YEAR

KHALSA INSTITUTION OF MANGEMENT AND TECHNOLOGY,

LUDHIANA
 PREFACE
M.B.A is a stepping stone to have a management career. In order to achieve
practical, positive and concrete results theoretical knowledge must be
supplemented with exposure to the real environment. Theoretical knowledge
without practical knowledge is of little value. Theoretical studies in classroom
are not sufficient to fully comprehend the functioning of any complex and large
sized organization. Therefore it becomes necessary to undergo project work.
The practical knowledge gives the actual meaning to the theoretical studies. It
exposes a student to the invaluable treasure of experience. Project work is a part
of our curriculum, which helps us to correlate our theoretical concepts with
practical experiences. I took my project work named “FEMALE EMPLOYEE
WELFARE SURVEY” as a partial fulfilment of my Masters in Business
Administration at Avon Cycles Limited, Ludhiana. I worked on this project
keeping in mind that accomplishment and achievement of goals is the major aim
of any organization. These goals are achieved by proper recruitment, employee
selection etc. which plays an important role in every organization.
 ACKNOWLEDGMENT
I wholeheartedly take this opportunity to express my indebtedness and deep
sense of gratitude to all the individuals for rendering valuable assistance to me
in making this project a success.
“Knowledge is an experience gained in life, it is the choicest possession, which
should not be shelved but should be happily shared with others. It is the
supreme art of the teacher to awaken joy in creative expression and
knowledge.” The success of any project is the result of handwork and
endeavour of not one but many people and this project is no different. Their
input have played a vital role in success of this project and formal piece of
acknowledgment may not be sufficient to express the feeling of gratitude
towards people who have helped me in successfully completion of my training.
I would like to wish my sincere thanks to my project guide Mrs. Saloni Sood for
her keen interest and giving valuable guidance at every stage of this project. My
acknowledgement would not complete without conferring the flower of
acknowledgments to the company guide Mrs. Saloni Sood for her outstanding
guidance and assistance.
I just cannot afford not to mention my mentor Mrs. Saloni Sood for her
stimulating guidance, continuous encouragement and supervision in making of
this project.
I would also like to thank all respondents who spared their precious time for
providing me with their valuable inputs for this project.
Last but not the least, I would sincerely thank my parents for allowing me to go
away from home for the training and hence enabling me to accomplice this
project.
 STUDENT DECLARATION
I hereby declare that this piece of project report entitled “Avon Cycles” for
partial fulfilment of the requirements the award of the degree of MBA (HR) is a
record of original work done by me under the supervision and guidance of my
mentors .This project work is my own and has neither been submitted nor
published anywhere before.

Name :- Devyani Goyal

Location :- Ludhiana

Roll No.:- 1718728

 TABLE OF CONTENT

Sr.No. TOPIC PAGE NO.

`1. Introduction of Avon Cycles 1-17
2. Introduction of Female 18- 29
Employee Welfare Survey
3. Literature Review 30-31
4. Research Methodology 32-34
5. Data Analysis 35-42
6. Limitation Of Study 43
7. Findings & Suggestions 44-46
8. Conclusion 47
Bibliography
Appendix
INTRODUCTION
 AVON CYCLES LUDHIANA

Avon Cycles Limited is a Public incorporated on 01 October 1951. It is

classified as Non-govt company and is registered at Registrar of Companies,
Chandigarh. Its authorized share capital is Rs. 10,000,000 and its paid up capital
is Rs. 8,964,000. It is inolved in Manufacture of transport equipment also.
Today, Hero Cycles is the one of the world’s largest manufacturer of Bicycles
and producing 19,000 cycles per day.
Based in Ludhiana, the Company has fully equipped in-house R & D facilities
and its most modern and sprawling unit in Ludhiana produces all the major
components like Frame, Fork, Handle, Rims, Mudguards, etc. within its
premises under stringent quality parameters meeting global standards. It was
also the first one to introduce aluminium frame bicycles in India. Presently,
Hero Cycles is exporting to many countries under the brand name HAWK is
known for its ‘mass appeal’ & ‘cost leadership’.

"To provide excellent transportation to the common man ateasily

affordable prices and to provide

The company has over 250 suppliers network, approx. 2800 dealerships & over
4,300 employees and moreover ISO 9001 & ISO 14001 certification from BVC
of UK and recognized R&D department by the Govt. of India. Hero Cycles has

1
also entered into Mid Premium, Premium & Super Premium segment under the
brand names Hero Sprint, Hero Sprint Pro & UT (formerly called —Urban
trail). As part of its strategy to further cement its position in the fast-growing
premium cycling segment in India Hero Cycles recently also acquired Firefox
Bikes, India’s largest premium bicycle brand. Firefox Bikes, which has an
established presence pan-India through a network of 160 outlets, has been
growing at a 3-year CAGR of 35% in revenue.
Hero Cycles Ltd, recently also announced its acquisition of majority stake in
Avocet Sports to mark its entry into the high-value cycle market in Europe as
part of its aggressive growth plans in Europe. Avocet is one of the top three
distributors of bicycles, e-bikes, bicycle parts and accessories in the UK.
Recently the company has also acquired a majority stake in Sri Lanka’s leading
bicycle manufacturer BSH Ventures, further boosting its manufacturing
capacity.

2
 THE BEGINNING

A LEGACY THAT KEPT THE WHEELS TURNING

We look over our shoulders, we see the past. We use it to make a better present
and a beautiful tomorrow, as tomorrow isn't just another day, it's another chance
for us to better ourselves and to excel.
This philosophy instils - commitment, team work and foresight. Hero's colossal
journey started before independence. The four Munjal brothers, hailing from a
small town called Kamalia, now in Pakistan, are the men who are behind the
mission. Brotherhood apart, what knit the men together was the wealth of will,
integrity, ambition & determination. In the year 1944, they decided to start a
business of bicycle spare parts in Amritsar. It is modest beginning and the next
3 years saw the business grow rapidly. But the dark clouds of partition eclipsed
their plans of the future. With renewed vigour and optimism, the operational
base was shifted to Ludhiana. By 1956, the brothers had begun manufacturing
key components of bicycles and as a logical way forward, began to assemble the
entire cycle at their manufacturing plant in Ludhiana. In the early days, the plant
had a capacity for 25 cycles per day. Over the next few years, the Bicycle Unit
started growing in stature and size, attracting skilled engineers, technocrats,
administrators and entrepreneurs. From a modest beginning of mere 639
bicycles in the year 1956, Hero Cycles produces over 18,500 cycles a day, the
highest in global reckoning. With the 48% share of the Indian market, this
volume has catapulted Hero in the 'Guinness Books of World Records' in 1986.
Since then Hero Cycles has been able to maintain its leadership in the cycle
manufacturing industry.

3
Om started Hero Cycles with a capital of Rs.50,000 in 1956 raised as a bank
loan. The rise of the company attracted indigenous talent in the form of
skilled engineers, technocrats, administrators and entrepreneurs who
helped in building an ancillary industry around the bicycle industry. The
then chief minister of the Punjab state, Pratap Singh Kairon motivated Om
and his brothers to set up and run their business. They acknowledge Kairon
as being immensely helpful for their beginning.

In the 1980s, Hero Cycles became the largest bicycle manufacturer in the world
and was registered with Guinness Book of World Records in 1986 for this feat.
Hero Cycles today produces around 19000 bicycles per day.
Om and his brothers expanded the Hero Group in various businesses,
diversifying into sectors like bicycle components, automotive, automotive
components, IT, services etc. Om, his brother Brij mohan and the next
generation of the family were instrumental in establishing Hero Honda,
now Hero Moto corp. , a joint venture between Hero Cycles and Honda for
manufacturing motorcycles that went on to become the world’s largest
motorcycle producer.
In the late 1990s, Om became one of the first to explore the idea of
manufacturing electric bicycles in India.
In 2010, Om assumed responsibility of leading Hero Cycles, Hero Motors,
Munjal Kiriu Industries, ZF Hero and Munjal Hospitality.[
Om continued to serve as the Chairman of Hero Cycles and group
companies.] He has also served as the president of the All India Cycle
Manufacturers’ Association multiple times.

4
 FORMATION OF THE COMPANY

Hero Moto corp. Ltd., formerly Hero Honda, is an Indian motor cycle
and scooter manufacturer based in New Delhi, India. The company is the
largest two-wheeler manufacturer in the world, and also in India, where it has a
market share of about 46% in the two-wheeler category. The 2006 Forbes list of
the 200 World's Most Respected Companies has Hero Honda Motors ranked at
#108. On 31 March 2013, the market capitalisation of the company was ₹30,800
cr.(US$4.3 billion).
Hero Honda started its operations in 1984 as a joint venture between Hero
Cycles (sometimes called Hero Group, not to be confused with the Hero
Group food company of Switzerland) of India and Honda of Japan. In 2010,
when Honda decided to move out of the joint venture, Hero Group bought the
shares held by Honda.
In June 2012, Hero Moto Corp approved a proposal to merge the investment
arm of its parent Hero Investment Pvt. Ltd. with the automaker. This decision
came 18 months after its split from Hero Honda.
"Hero" is the brand name used by the Munjal brothers for their flagship
company, Hero Cycles Ltd. A joint venture between the Hero Group and Honda
Motor Company was established in 1984 as the Hero Honda Motors Limited
at Dharuhera, India. Munjal family and Honda group both owned 26% stake in
the Company.
During the 1980s, the company introduced motorcycles that were popular in
India for their fuel economy and low cost. A popular advertising campaign
based on the slogan 'Fill it – Shut it – Forget it' that emphasised the motorcycle's
fuel efficiency helped the company grow at a double-digit pace since inception.
In 2001, the company became the largest two-wheeler manufacturing company
in India and globally. It maintains global industry leadership to date. The
technology in the bikes of Hero Motocorp (earlier Hero Honda) for almost 26
years (1984–2010) has come from the Japanese counterpart Honda.
The name of the company was changed from Hero
Honda Motors Limited to Hero Moto Corp Limited on 29 July 2011. The new
brand identity and logo of Hero Moto Corp were developed by the British
firm Wolff Olins . The logo was revealed on 9 August 2011 in London, to
coincide with the third test match between England and India.

5
Hero Moto Corp can now export to Latin America, Africa and West Asia. Hero
is free to use any vendor for its components instead of just Honda-approved
vendors.
On 21 April 2014, Hero Moto Corp announced their plan on a ₹254
cr. (US$35 million) joint venture with Bangladesh in the next five years also
hero updated its 100cc engine range in 2014 for 110cc bikes except hero dawn..
The company has over 250 suppliers network, approx. 2800 dealerships & over
7610 employees. Hero Cycles has also entered into Mid Premium, Premium &
Super Premium segment under the brand names Hero Sprint, Hero Sprint Pro &
UT (formerly called —Urban trail). As part of its strategy to further cement its
position in the fast-growing premium cycling segment in India, Hero Cycles
acquired Firefox Bikes, India’s largest premium bicycle brand. Firefox Bikes
has established presence pan-India through a network of 160 outlets and has
been growing at a 3-year CAGR of 35% in revenue.
Hero Cycles Ltd, also has acquired majority stake in Avocet Sports Limited, to
mark its entry into the high-value cycle market in Europe as part of its
aggressive growth plans in Europe. Avocet is one of the top three distributors of
bicycles, e-bikes, bicycle parts and accessories in the UK.

6
 HERO CYCLES LTD
Hero Cycles is a product of the philosophy that instils commitment, teamwork
and foresight. Hero’s colossal journey started before independence. The four
Munjal brothers, hailing from a small town called Kamalia, now in Pakistan, are
the men behind the mission. Fraternal feelings aside, what knit the men together
was the wealth of will, integrity, ambition and determination. In the year 1944,
they decided to start a business of bicycles spare parts in Amritsar. It was a
modest beginning and the next year saw their business grow rapidly. But the
dark clouds of partition eclipsed their plan for the future. They then renewed
their plan and shifted their business to Ludhiana. In 1956, the brothers had
begun manufacturing key components of bicycles and as the logical way
forward, began to assemble entire bicycles at the manufacturing plant in
Ludhiana.

THE VISION

"We, the Avon Group are continuously striving for synergy between
technology, systems and human resources to provide products and services that
meet the quality, performance and price aspirations of the customers. While
doing so, we , deliver global quality products on which one third of Indian
cycling population rides. Avon Cycle will be a preferred organization for its
people and external stakeholders and maintain the highest standards of ethics
and societal responsibilities, constantly innovating products and processes and
developing teams that keep the momentum going to take the group to achieve
excellence in everything we do."

7
 THE MISSION STATEMENT
"It’s our mission to build on high quality image of its products by investing in
R&D, innovation and automation, while consolidating on a competent &
empowered people resource. Pursue excellence in internal processes and
optimize use of its assets. Serve communities in the area of health and
education. This mission is what drives us to new heights in excellence and helps
us forge a unique and mutually beneficial relationship with all our
stakeholders.”

PLANTS

 Hero Cycles, Ludhiana, Punjab

 Hero Cycles, Ghaziabad, Uttar Pradesh
 Hero Cycles, Bihta, Bihar
 BSH Ventures Pvt. Ltd., Sri Lanka
 ZF HERO Chasis Systems, Pune, Mahrashtra
 ZF HERO Chasis Systems, Chennai, Tamil Nadu
 Munjal Kiriu, Manesar, Haryana
 Munjal Kiriu, Ahmedabad, Gujarat

THE TERMINATION OF HERO HONDA PARTNERSHIP

On December 16, 2010, India-based Hero Group(Hero) and Japan-based
Honda Motor Co. (Honda) signed an agreement to dissolve their partnership,
thus putting an end to one of the most successful joint ventures in the Indian
automobile industry.The rising differences between the two partners
gradually emerged as an irritant.Differences had been brewing for a few
years before the split over a variety of issues, ranging from Honda's
reluctance to fully and freely share technology with Hero (despite a 10-
year technology tie-up that expires in 2014) as well as Indian partner's
uneasiness over high royalty payouts to the Japanese company.
Another major irritant for Honda was the refusal of Hero Honda (mainly
managed by the Munjal family) to merge the company's spare parts
business with Honda's new fully owned subsidiary Honda Motorcycle
and Scooter India . . The companies decided to part ways owing to unresolved
disputes, and their own plans for the Indian and international markets.Honda
decided to exit the venture by selling its 26% stake to the Munjal family, the
owners of Hero. . The companies decided to part ways owing to unresolved
disputes, and their own plans for the Indian and international markets.

PRODUCTS MANUFACTURED

 Motorcycles
 Cycles, Auto Components, and Cold Rolled Steel
 Shock Absorbers
 Aluminium Castings & Pistons
 Mopeds, Scooter, and Health Care Equipment
 International Trading Arm
 Cycle and Auto Components
 Sheet Metals and Fabricated Auto Components
 Machine tools

BICYCLE INDUSTRY
The origin and introduction of the bicycles industry in India dates back to the
pre-Second World War period when bicycles were imported in CKD kits.
However, commencement of manufacturing bicycles parts can be safely
ascribed to the year 1938, when Hind Cycles limited; a Birla Brothers’
enterprise starting the 1st bicycles plant in Bombay. Simultaneously, the
Hindustan Manufacturing Corporation (HMC) also set up a manufacturing unit
at Patna by importing a bicycles plant from Czechoslovakia.
Meanwhile, manufacturing of some parts had commenced in Punjab mainly in
Ludhiana. Gradually, it emerged as the industrial hub of the bicycles industry.
The turning point was the World War II when non-availability of parts and
forceful dependence upon indigenous parts changed the scenario for the then
infant Indian bicycles industry.

The bicycles industry in India is a saga of continued expansion. There are more
than 100 bicycles part manufacturers in addition to six bicycles manufacturers
in the organized sector. They are Hero Cycles of Munjal Brothers in Ludhiana,
Atlas cycles of Raibahadur ,Janki Das changer at Sonipat, and Avon cycles of
Mr. Hansraj Pahwa at Ludhiana, T.I. cycles of Murugappachettiar at Ambattur
near Madras, RMI cycles of Goyal at Rajpura and GCL cycles at Baroda.
Several small units in the non-organized sector also produce bicycles

In the early days, the plant had a capacity of 25 Bicycles per day in 1956. Over
the next few years the unit started growing. Hero manufactured 639 bicycles in
the year 1956. Today they produce 18,500 cycles in a single day.

10

THE HERO GROUP

The Hero Group has done business differently right from its inception and that
is what has helped it achieve break-through in whatever product category we
have ventured in. The Group's low key but focused style of management has
earned accolades amidst investors, employees, vendors and dealers while also
earning it its worldwide recognition.

The growth of the Group through the years has been influenced by a number of
factors: The Hero Group through the Hero Cycles Division was the first to
introduce the concept of just-in-time inventory. The Group boasts of superb
operational efficiencies. Every assembly line worker operates two machines
simultaneously to save time and improve productivity. The fact that most of the
machines are either developed or fabricated in-house, has resulted in low
inventory levels. In Hero Cycles Limited, just-in-time inventory principle has
been working since the beginning of production in the unit and is functional
even till date. The vendors bring in the raw material and by the end of the day
the finished product is rolled out of the factory. This is the Japanese style of
production and in India; Hero is the first company to have mastered the art of
just-in-time inventory principle.

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PURPOSE OF COMPANY
The main purpose was to study the process of ‘FEMALE EMPLOYEE
WELFARE SURVEY’ in “Hero Cycles”.

The purpose of the research report was:-

1. The primary reason for issuing engagement surveys is to measure the
engagement level of our female employees. Measuring the key drivers of
engagement within your organization will allow you to assess whether
your employees are engaged or disengaged.
2. To give Female Employees a Voice, Engagement surveys are crucial

because they give employees a venue for open feedback. It is an

opportunity to establish two-way communication and involve employees
in the development process.
3. To win over female employees loyalty and their increase their morale.

4. To combat trade unionism and socialist ideas.

5. To develop efficiency and productivity among workers.

6. To make female workers happy and satisfied.

7. To know about female workers expectations on welfare measures.

8. To know about satisfaction level of female workers.

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COMPANY PROFILE
Company Name: Hero Cycles Limited

Hero Nagar, G.T. Road, LUDHIANA(141003)

Ph. 0161-253944-52, 5026969P
Corporate Office:
Fax: 0161-2539478-79

Branch Offices: 2-A/3, Asaf Ali Road, 1st Floor, Kundan Mansion,
Delhi.
Ph. 011-23280263, 23270269.Fax: 011-23267165.
503, Tulsiani Chambers, 5th Floor, Nariman Point,
Mumbai.
Ph. 022-22820479.
Commerce House, Room no: 4A, 8th Floor, 2
Ganesh Chandra Avenue, Kolkata

Date Of Commencement: 20 August, 1956

As A Private Ltd.: 1966

Factory Area: 50 acres

Business: Bicycles, Parts & Cold Rolling Steel Strip

No. Of Employees: 4200 (550 Staff & 3650 Worker)

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 Board of Directors Banks

Mr. O.P. Munjal Chairman State Bank of India,

Corporation Bank,
Mr. Pankaj Munjal Co-Chairman
ICICI Bank,
Mr. S.K. Rai Vice Chairman
Punjab National Bank,

Punjab& Sind Bank,

CITI Bank,

DEUTSCHE Bank

14

ACHIEVEMENTS
The group and its management have acquired a number of accolades and
achievements over the years. Hero Group management has been acclaimed
internationally by World Bank and BBC, UK. Hero Group is discussed as a case
study at LONDON BUSINESS SCHOOL, UK and INSEAD, France. World
Bank has acclaimed Hero cycles as a role model in vendor development based
on a worldwide study.
 The Hero Group is recognized as a long team partner and an ideal
employer.Hero Group’s partnership with Honda Motors, Japan is over 20
year old.
 Hero Group’s partnership with Showa Manufacturing Corporation, Japan
is over 18 year old.
 Group chairman, Mr. Brijmohan Lal Munjal received the coveted “Ernst
&Young Group chairman, Mr. Brijmohan Lal Munjal received the
coveted “Ernst &Young Entrepreneur of the Year “award in 2001 and
Padma Bhushan in the year 2005.
 Hero Cycles is the world largest manufacture of bicycles with the annual
sale volume of over 4.8 million bicycles.Hero cycles Ltd. is a Guinness
Book Record holder since 1986 as the world larger manufacture of
bicycles.
 Engineering Export Promotion Council has awarded Hero Cycles with
the best exporter award for the last 28 years in succession.

15
 One of the most widely recognized brands in India.
 Hero Cycles is the World’s largest bicycle maker.
  Hero Honda is the World’s largest two wheeler Manufacturer for the last
16 consecutive years.
 Argentine Soccer Legend and The Best Soccer Coach of 2016, Diego
Simeone joined the Hero Family as The Global Brand Ambassador.

FUTURE PLANNING OF HERO CYCLES

• Focus on building a robust product portfolio across categories
• Exploring new growth markets
• Continuously improving operational efficiency
• Aggressively expanding our customer reach
• Sustain investments in brand-building activities
• Ensuring customer and shareholder delight
• Build global talent workforce

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EXECUTIVE SUMMARY
HUMAN RESOURCE MANAGEMENT IN HERO CYCLES
Hero bicycles are a brand name in bicycle industry. In Hero Bicycles there are
different types of the departments like: - marketing, production, finance, export,
human resource management etc. But we discuss about HRM in Hero Bicycles.
In Hero Bicycles Human Resource Management manage the human being.
Human beings are the assets of the company. If the human resource is doing
work well than company moving well. So these all the factor controlled by
Human Resource Management.
Human Resource Management has a two type of function. Controlling Function
& Developing Functions. In controlling functions under they deal with
attendance Record, making wage and salary, discipline, recruitment, placement,
induction, making polices etc.
In developing function under all the controlling function include and some new
work has added like: - personnel (staff dealing), industrial relation, training &
development, time office, making polices for qualities management, & doing
developing function like: - to develop the moral of the worker, induction,
promotion, demotion, transfer etc.
In hero bicycles the staff member of hero all the person are more intelligent,
corporative, good dealing with workers, and they encourage the moral of the
female workers. Hero Group has established itself as a driving force in the
industrial sector of India. The Group through its subsidiaries and joint ventures
employs more than 30,000 employees and has established a worldwide presence
with more than 20 companies and around 7,500 outlets. For employees, the
Group has always remained a trusted mentor to offer long term, gratifying and a
satisfying work environment.

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 INTRODUCTION TO
FEMALE EMPLOYEE
WELFARE SURVEY

FEMALE EMPLOYEE WELFARE SURVEY

Female employee welfare is a comprehensive term including various services,
facilities and amenities provided to female employees for their betterment.
Gender equality and protection of women's interests in labor law has become
crucial in recent times. ... For the welfare of women workers, there are a
variety of legislations with special provisions, such as The Factories Act, 1948,
The Mines Act, 1952, The Plantation Labor Act, 1951, and so on.

“Female labor has been an important segment of the workforce of India. With
the changing Socio-economic scenario, women's productive roles have assumed
new dimensions. The observance of the International Women's Year in the last
quarter of the 20th century was a historic landmark in the calendar of women's
progress. Frankly speaking, it was in recognition of crucial importance and need
that women's participation has always been necessary for the success of social
and economic development. Over the years, the main objective of the policies of
the Government of India with regard to female labor has been to remove the
handicaps under which they work, to strengthen their bargaining capacity, to
improve their wages and working conditions, to augment their skills and to open
up better employment facilities for them. It is hoped that Female Labor in India
will be well received in various academic circles.” - Female Labor in India
(1975).

The status of women in India has been many ups and downs. The 20th century
has been many changes in the global arena, economic, scientific and social. We
have made noteworthy strides in all aspects of living of which the most
exemplary one would be in the social sphere. Women have been given equal
opportunities to compete with men and one another. In the last century and the
early 20th century women were mostly relegated to the home and their place
was the kitchen. The 20th century has witnessed a great deal of independence
and autonomy for many countries. Women have been equal fighters for
freedom. They have demanded for and received equality in education and there
lies the secret of their success. Education and the awareness that comes with it
have enabled this gender to fight their cause. They have emerged out of their
kitchens and taken their places along with the men in becoming supplementary
breadwinners.
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This has lead to move work in actual fact-for now they are “Managers” of their
home and family as well as part of the work force. They have penetrated almost
all spheres of activity and figure prominently in all walks of life be it education,
health, politics, science, social work or law. Today’s women are joint partners
 in the world scheme. Indian women have their place even in the Police, Army
and now the first batch of Pilots has also been emerged. India has always
accorded respect to its women, as can be seen in history. We have had some
great women such as Rani of Jhansi, Meerabai , Mumtaj Mahal, Indira Gandhi
etc., who have been acknowledged as leaders and thinkers of our society.
Inspite of these great women, the larger parts of the female species were not
accorded their basic rights. It was only the pioneering effects of Mahatma
Gandhi that lead to the emancipation of Indian women. As of today there are
still, a large percentage of women, especially in the rural areas who need to
understand their rights and advantages. India is striving to provide the women
equal status insociety. Today, women can be proud that she is a home maker
and an equal partner to the progress of our society.

List of protective provisions for women employees

Some of the important protective provisions for safeguarding the interests of
working women are:

Safety/Health Measures
 Section 22(2) of the Factories Act, 1948 provides that no woman shall be
allowed to clean, lubricate or adjust any part of a prime mover or of any
transmission machinery while the prime mover or transmission machinery is in
motion, or to clean, lubricate or adjust any part of any machine if the cleaning,
lubrication or adjustment thereof would expose the woman to risk of injury
from any moving part either of that machine or of any adjacent machinery.
 Section 27 of the Factories Act, 1948 prohibits employment of women in any
part of a factory for pressing cotton in which a cotton opener is at work.

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Prohibition of Night Work

 Section 66(1) (b) of the Factories Act, 1948 states that no woman shall be
required or allowed to work in any factory except between the hours of 6 a.m.
 and 7 p.m.
 Section 25 of the Beedi and Cigar Workers (Conditions of Employment) Act,
1966 stipulates that no woman shall be required or allowed to work in any
industrial premise except between 6 a.m. and 7 p.m.
 Section 46(1) (b) of the Mines Act, 1952 prohibits employment of women in
any mine above ground except between the hours of 6 a.m. and 7 p.m.

Prohibition of Sub-terrain Work

 Section 46(1) (b) of the Mines Act, 1952 prohibits employment of women in
any part of a mine which is below ground.

Maternity Benefit
 The Maternity Benefit Act, 1961 regulates the employment of women in certain
establishments for certain periods before and after child-birth and provides
maternity benefits. The Building and Other Constructions (Regulation of
Employment and Conditions of Service) Act, 1996 provides for maternity
benefit to female beneficiaries of the Welfare Fund.

Provisions for Separate Urinals

Provision for separate urinals for female workers exist under the following:
 Rule 53 of the Contract Labor (Regulation and Abolition) Act, 1970.
 Section 19 of the Factories Act, 1948.
 Rule 42 of the Inter State Migrant Workmen (RECS) Central Rules, 1980.
 Section 20 of the Mines Act, 1952.
 Section 9 of the Plantations Labor Act, 1951.

Provisions for Separate Washing Facilities

Provision for separate washing facilities for female workers exists under the
following:
 Section 57 of the Contract Labor (Regulation and Abolition) Act, 1970.
 Section 42 of the Factories Act.
 Section 43 of the Inter-State Migrant Workmen (RECS) Act, 1979.

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Provision for Crèches
Provision for crèches exists under the following:
 Section 48 of the Factories Act, 1948.
 Section 44 of the Inter State Migrant Workmen (RECS) Act, 1979.
 Section 12 of the Plantations Labour Act, 1951.
 Section 14 of the Beedi and Cigar Workers (Conditions of Employment) Act,
1966.

Work timings for female employees under Indian employment

law
Indian law prohibits working of female employees beyond permissible hours
after 7:00 PM/8:30 PM/9:30 PM/10:00 PM in factories & commercial
establishments. Indian law also lays down maximum permissible hours of work
as well overtime hours in a day/week. It is to be understood that working
beyond permissible hours can only be on rare occasions and not a norm. Any
deviation from this requires prior permission of Govt. Authorities.

 Special arrangements should be made for protection of female employees

working before 6 AM and after 8.30 PM including transport.
 Female employees should be provided job jointly or in group.
 Arrangement of rest rooms and lockers should be made for all women
employees.

"VOCATIONAL TRAINING FOR WOMEN" under

Directorate General of -Employment & Training

DGE&T is the nodal agency for providing vocational training in traditional and
contemporary courses and certification to women to meet the trained skill
workforce to the industry and service sector etc. in the country. These courses
help women to achieve their career goals and become independent. The Women
Vocational Training Programme is dedicated to planning and implementing
long term policies related to women’s vocational training in the country.

21
The Institutional framework comprising 11 Institutes in the Central sector offer
training courses to women to develop professional skills required to find
suitable jobs/self employment and trained faculty position in ITIs etc. The
 institutes set up to impart training exclusively for women under the Women
Vocational Training Programme are as under:

 National Vocational Training Institute (NVTI) for Women, NOIDA.

Regional Vocational Training Institutes (RVTIs) for Women at Mumbai,
Bangalore Thiruvananthapuram, Panipat, Kolkata, Tura, Allahabad, Indore,
Vadodara and Jaipur
 More over EFC has approved for setting up of New RVTIs in the States of
Punjab, Himachal Pradesh, Tripura, Goa, Uttarakhand, Bihar, J&K and Tamil
Nadu. These RVTIs would be operational by August, 2015.

The National/Regional Vocational Training Institutes for women provide (i)

Crafts Training Scheme (CTS) & (ii) Crafts Instructors Training Scheme (CITS)
under modular pattern training programmes and Short term training courses,
who have passed 10th or 12th standard and meet the specified eligibility criteria
for various courses.
The CITS courses are specially designed for ITI instructors.Apart from the
regular courses, these institutes also organize short term courses as per the
requirements for the industry. Short term courses include training in employable
skills, preparation/use of Audio-visual aids etc. for general women, housewives,
students and school drop-outs. More than 1,10,000 women have been trained
since inception of Women Vocational Training Programme in 1977.
In the State sector, vocational training facilities exclusively for women at Craft
men level are provided through a network of Women Industrial Training
Institutes/ITCs and Women wings in general ITIs/ITCs under the administrative
control of the State Governments.

22

Labor Laws in India for the Protection of the Working

Woman
There are various labor laws in India which exist as on date, which provides
benefits and security to all employees (whether male or female. As rightly
mentioned by our honourable Prime Minister Mr. Narendra Modi in one of his
speeches, women constitute 50% of our population and if they do not come
out and work, then our country will never grow at the pace we all envision
it to grow, and for that very reason, governments over time have taken special
care to enact and amend laws to ensure greater participation of women in the
growth story of India.

,#1. The Maternity Benefit Amendment Act, 2017

Prior to this, the previous Maternity Benefit Act was passed in 1961. Just
recently last year did this fresh Amendment to this act came into place. The
amendment has not only expanded the term of the leave but rather has
additionally prompted the presentation of numerous new provisions. A portion
of the key arrangements in the altered Maternity advantage act are:
 The maternity leave after the correction has been raised from the present 12
weeks to 26 weeks. Pre-natal leave has likewise been increased from 6
weeks to 2 months. However, a lady with effectively at least two kids is
qualified for 12 weeks' maternity leave. The pre-birth leave, for this
situation, stays a month and a half.

 The correction has likewise broadened the advantage of the old represent
supportive moms. A leave period of 12 weeks will be allowed to a lady who
has adopted a child younger than three months. An authorizing mother is
likewise qualified for a 12-week leave from the date the youngster is given
over to her. An authorizing mother is characterized as a "Biological mother
who utilizes her egg to make a fetus embedded in some other lady" (the
lady who brings forth the youngster is called host or surrogate mother).

 The Act has now made it necessary for businesses to educate a female
employee of her rights under the Act at the time of appointment. The data
must be given in written and in electronic form (email).

 Female government employees are qualified for maternity leave for a time
of 180 days for their initial two live conceived kids.

23
23The new act has additionally presented the choice of telecommuting/work
from home for new moms. Ladies could practice this arrangement after the
completion of the 26 weeks leave period. Contingent on the idea of work,
 ladies representatives might have the capacity to profit this advantage on
terms that are commonly concurred with the business.

 Crèche facility has been made obligatory under the change for each
foundation utilizing at least 50 representatives. Ladies workers would be
allowed to visit the crèche 4 times amid the day.

The old Maternity Act, despite its existence, was not able to give sufficient
leave for new moms. Ladies needed to battle to get from the latest relevant point
of interest, with numerous leaving their jobs. Execution issues are one of the
numerous issues that ladies confront when they join work too early. Thus, it was
about time ladies were given the advantages they required. The new act won't
just positively affect working ladies, it will likewise prompt a more
advantageous and upbeat work culture.

#2. The Sexual Harassment of Women at Workplace

(Prevention, Prohibition, and Redressal) Act, 2013
(“SHA”)
Sexual harassment at work is not uncommon and we come across various cases
dealing with harassment in the workplace. India finally enacted its law on
prevention of sexual harassment against female employees at the workplace in
2013. The statute was enacted almost 16 years after the landmark judgment of
the Supreme Court of India, in the matter of Vishaka and others v. State of
Rajasthan (“Vishaka Judgment”). The Vishaka Judgment laid down guidelines
making it mandatory for every employer to provide a mechanism to redress
grievances pertaining to sexual harassment at work and enforce the right to
gender equality of working women (“Guidelines”). Till the enactment of
the Sexual Harassment Act, organizations were expected

to follow the Guidelines, but in most instances, they fell short. The enactment of
the sexual harassment act has brought the much-needed relief to the women
workforce.

24

The definition of sexual harassment in the Sexual Harassment Act is in line with
the Supreme Court’s definition in the Vishaka Judgment and includes any
unwelcome sexually determined behavior (whether directly or by implication)
such as:

 physical contact and advances,

 demand or request for sexual favours,

 sexually coloured remarks,

 showing pornography,

 or any other unwelcome physical, verbal or non-verbal conduct of sexual

nature.

Apart from dealing with sexual harassment complaints, an employer has

additional obligations in the nature of:

 providing a safe working environment,

 display conspicuously at the workplace, the penal consequences of

indulging in acts that may constitute sexual harassment and the composition
of the Internal Complaints Committee (ICC),

 organize workshops and awareness programmes at regular intervals for

sensitizing employees on the issues and implications of sexual harassment
in the workplace and organizing orientation programmes for members of
the ICC,

 treat sexual harassment as a misconduct under the service rules and initiate
action for misconduct.

#3. The Factories Act, 1948 (“Factories Act”)

The Factories Act is a legislation to secure to the workers employed in a
factory, health, safety, welfare, proper working hours, leave and other benefits.
The Factories Act aims at protecting workers employed in factories from unfair
exploitation by their employers. The Factories Act also has exclusive provisions
for women workers.

25
  The Factories Act stipulates the working hours for all adult workers. It also
provides for overtime pay to workers who work beyond the prescribed
hours of work.

 It also contains provisions pertaining to intervals or rest period during a

working day, weekly off, annual leaves, etc.

 Generally, in factories, it is observed that work happens on a shift basis,

and there are requirements for workers to work night shifts. However, night
shifts are required to be on a rotational basis. Further, shift timings and
hours of work is required to be fixed beforehand by the management and
displayed on the notice board of the factory.

 No woman worker shall be allowed to work in a factory except between 6

a.m. and 7 p.m. The State Governments may by notification vary the limits
as set out in this point, but in no circumstance will women employees be
allowed to work between 10 p.m. and 5 a.m.

 The shift timing of a woman worker cannot be changed except after a

weekly holiday or any other holiday. Hence, women employees are entitled
to get at least a 24-hour notice for their shift timing change.

 There are prohibitions for women workers to work in a hazardous

occupation, in pressing cotton where a cotton-opener is at work, and limits
to the maximum permissible load.

 The Factories Act also stipulates the employers employing 30 or more

women workers to provide for cheches for children of the women workers,
aged 6 years and below.

 There are various other facilities which are required to be given to workers
in a factory such as washing and bathing facilities for women, toilets
(latrine and urinals separate for women), restrooms and canteens.

State Governments from time to time issue notifications for amending

provisions of the Factories Act, which would be applicable to workers in
factories in that particular State. For instance, on 1st December, President
Pranab Mukherjee gave his assent to the Maharashtra Factories (Amendment)

26
Bill, 2015, wherein, amongst other amendments, it is allowing women to work
in factories in night shifts. Prior to the amendment, the Factories Act did not
allow women employees to work in the factories in night shift between 7 PM
and 6 AM. With this amendment, it also makes mandatory for factory
management to ensure the security of women working night shifts.

#4. The Equal Remuneration Act, 1976 ("Equal

Remuneration Act")
We time again come across discussions and instances of pay discrimination,
where women workers are getting paid lesser than their male counterparts. This
is a story across the globe, even in developed nations. Article 39 of our
Constitution directs that States shall, in particular, have policies towards
securing equal pay for equal work for both men and women,

Under the Equal Remuneration Act:

 Employers shall pay equal remuneration to its male and female employees
who are carrying out the same or similar work.

 Employers cannot discriminate between men and women while recruiting

unless there is a restriction under the law to employ women in certain
industries

#5. Shops and Establishments Acts (“SEA”)

The State Governments enact their respective shops and establishments act,
regulates the working conditions of employees in a shop or commercial
establishment. The SEAs provide for various provisions including provisions
pertaining to (a) notice period for termination, (b) leave entitlement, and (c)
working conditions like weekly working hours, weekly off, overtime, etc.

The Maharashtra Shops and Establishment Act, 1948 (“MSEA”) is the

applicable law in case of establishments in the state of Maharashtra and while
the Delhi Shops and Establishment Act, 1954 is the applicable legislation in
case of establishments based in the state of Delhi.

27
However, due to the nature of work of certain industries, they may require their
female employees to work beyond the prescribed limits, for which they will
need to take prior permission from the authorities. The approvals for allowing
women to work late nights always comes with special conditions and
obligations, on the part of the employer, such as, providing a safe working
environment, providing adequate security during the night hours, provide
transport to their residence after the late working hours, women employees
should be placed in a group while working at nights and not alone, etc.

The IT sector has seen an exponential growth in the recent past and this sector is
one which typically has a huge manpower. We see an equal number of men and
women working in the IT sector, and they work late into the nights for their
shift work, due to catering to countries across the globe, with varied time
differences. In order to address the safety of women workers in this sector, apart
from the provisions under the SEA, the State Governments have their
independent IT/ITES policies, which address the issues of women working
night shifts and the various measures to be undertaken by the employer to
ensure their safety.

Other Enactments

Apart from the laws discussed above, there are other laws for the welfare and
safeguard of employees. Additionally, women employees must also be aware of
various enactments which provide for social security for employees such as, the
Employee’s Provident Fund & Miscellaneous Provisions Act, 1952; The
Employee’s State Insurance Act, 1948; Payment of Gratuity Act, 1972;
Payment of Bonus Act, 1965, etc.

28
 OBJECTIVE OF FEMALE
EMPLOYEE WELFARE SURVEY
 To gain knowledge about the problems faced by the female employees in
the workplace.
 To find out possible solutions that could help to overcome the problems
faced by female employees.
 To study the existing welfare facilities provided to female employees.
 To give certain suggestion based on findings for improvement in welfare
facilities provided by management.
 To know about female workers expectations on welfare measures.
 To know about satisfaction level of female workers.

ORGANIZATION STRUCTURE
Organization structure is the systematic combination of people, function and
physical amenities. It constitutes the formal structure with defined authority
and clear responsibility. Each and every person is given a job and then
authorities assign to him for the job. He is made responsible for the job. The
structure and process by which a co-operative group of human being allocate
its task among its members and identifies relations and integrates its
activities toward the common objects. Thus, organizing structure aims at the
same “each one for a job and job for each one’’. Its broad consist of 12
directors. They appoint the general manager and the chairman. Hero cycle is
a well organized. It helps in efficient running of the concerns.

29
REVIEW OF
LITERATURE
 REVIEW OF LITERATURE
An effective research study is based upon previous knowledge. Hence, after
starting the research problem, it is important for the researcher to review the
available literature in the specific area of study. This helps to understand the
nature and design of the research investigation and provide evidence that the
researcher is familiar with what is already known about research problem. Thus,
review of literature helps the researcher to eliminate duplication of what has
been done.
The researcher reviewed the following literature relating to women employees:

Prasad Narendra(2007) in his book “Women and Development” explained the

importance of women employees at various levels. The book covers all aspects
of women employees. It has elaborated that progress of nation depends upon the
treatment given to its women. It has stated that if we develop the intellect of our
Indian women in all fields then in future our Indian women will be ideal women
of the world.

Mishra Saraswati(2002) in her book “Status of Indian Women” stated the

problems of women employees. The book covers level of status of women
employees. However, the contribution made by Mishra on the issues related to
the women employees gives detail information about the status of women
employees in our society. The book covers intelligent conclusions on the same.

Mahapatra Subhasini(2006) in her book “Status of Women towards

Empowerment” has given an idea about critical and pathetic route of women
employees life all over the globe. The book covers significant views of eminent
personalities on women employees. It has elaborated the crucial role of women
employees in the development of our society.

Pillai Kothari Jaya(2003) in her book “Women and Empowerment” has

emphasized that women has to empower by themselves. It has explained that
women should realize the reasons of inequality of women in all sectors and
should take strong action to change their status.

30
The book covers several sections which include the problems of women
employees. Pillai Jaya has given a very meaningful contribution towards women
employees and intelligent conclusions on the same.

Chauhan Poonam(2003) in her book “Status of Women in India” explained

the fundamental rights of women employees with practical application and
implication. The book covers several articles on provision for women and
children. It has stated that development of any economy is badly affected due to
gender differentiation. The book elaborates the treatment of both the sex and its
negative impact on performance of women employees at work place.

Josh Mahesh(1999) in his book “Women Rural Labourers” explained the

role of women employees in the development of human society. The book
covers valuable opinions of different scholars which stated that if we want to move
nation towards development, we must first awaken the women. Once she is on the moves, the
family moves, the village moves and finally the nation moves. The book covers various
dimensions of women employees.

Irene Tom(1989) in his book “Women in Unorganized Sector” has focused on various
sectors of economy and their treatment towards women employees. It had given detail
information about women employees working in unorganized sector. The partial treatment
towards men and women employees, their wage payment system and so on is systematically
elaborated in this book. In addition to this, the contribution of some Iren Tom on women
employees giving background of unorganized sector. The book elaborated several aspects of
women employees in unorganized sector and intelligent suggestions to minimize the gap
between men and women.

MukerjeDeol in his book “Women and Urban Crimes” has deals with the magnitude of
crimes against women in the developed and the developing world context. The book includes
case studies on women and urban crimes which explains the spatial context of crime
especially how socio-economic parameters and the environment play a role to promote crime
and disorder in a city. The book covers close study of some of the laws on rape, harassment
and sexual assault in both India and Canada. The book covers various kinds of crime and its
linkage with women in a very sensitive manner. It added valuable conclusion on the same.

Bathla Sonia in her book “Women, Democracy and the Media”emphasized on the gendered
implications of political communication and the manner in which the news media cover
issues of relevance to women. The book focuses on the role of women as journalists, the
relationship between women’s movement activism and the media.

31
 RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY
Research means a research for knowledge or gain some new knowledge and
methodology study or to the body of method and principles particular to a
branch of knowledge. A research methodology has a specific framework for
collecting the in an effective manner. Research methodology means a “defining
the problems, developing the new plan, collection of data , analysis and
interpretation of data , presentation of finding”. Such framework is called
research methodology.

RESEARCH DESIGN
The study is based on survey method. The aim of the study is to find satisfaction
levels of female employees.
What is the study about?

Study is about female employee welfare survey.

DURATION OF THE RESEARCH STUDY

This study was carried out for duration of 45 days.

SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given
population. Convenience method used in selected samples.

SAMPLE SIZE
The sample size of this study is one hundred respondents.

32
 NEED OF STUDY
To know that whether welfare facilities play an important role on the working
of female employees, and to know when the female employees are dissatisfied
with welfare facilities will help them to get motivate their female employees.
Also it plays an important role in the industrial production of the country.
Hence, organizations have to secure the cooperation of
female employees in order to increase the production and to earn higher profits.
The cooperation of female employees is possible only when they are fully
satisfied with their employer and the working conditions on the job. In the past,
industrialists and the employers believed that their only duty towards their
employees was to pay them satisfactory wages and salaries.

SCOPE OF THE STUDY

This study aims to find out the satisfaction of the female employees, whether
the company is providing necessary health, safety and welfare measures in the
industry. The scope of the current study named as “Female Employee welfare”
is limited only to the industries. This study helps to improve the performance of
the Human resource management department. The study is about the
satisfaction level among the female employees. Only selected factors of the job
satisfaction is been considered for the study. There could be many more
characteristics that can affect the satisfaction level of the female employees.
Thus, the scope of the study is limited to the sample size selected, factors of job
satisfaction selected and only for the women employees in the HERO CYCLES.

DATA COLLECTION
This study will require primary data and secondary data. Data collection will be
done by designing appropriate questionnaire and conducting semi structured
interviews.

PRIMARY DATA
In this study primary data were collected using questionnaire. The questionnaire
was administered to three hundred employees of HERO CYCLES LIMITED,
LUDHIANA.

33
 SECONDARY DATA
Secondary data for this study was collected from:-

Previously published records, statistics, research reports and documents, ,books,

periodicals and websites.

QUESTIONNAIRE
In this study the researcher has used a questionnaire consisting 24 questions.

34
 DATA ANALYSIS
AND
INTERPRETATION
 DATA ANALYSIS AND
INTERPRETATION OF THE STUDY

1.How will you rate Hero Cycles?

Strongly Strongly
Particulars Agree Agree Neutral Disagree Disagree
A Working
Environment 0 47% 48% 3% 2%
B Medical Facilities 50% 14% 33% 3% 0
C Surroundings 13% 32% 37% 15% 3%
D Uniform
Availability 30% 11% 28% 3% 28%
E Canteen 52% 21% 24% 3% 0
F Maternity Facilities 47% 21% 29% 2% 1%
G Creche Facilities 43% 31% 21% 4% 1%
H Workplace
Safety 32% 42% 22% 4% 1%
I Behaviour of male
workers 27% 48% 14% 10% 1%
J Working Hours 34% 52% 8% 5% 1%

35
 A.WORKING ENVIRONMENT

WORKING ENVIRONMENT
3% 2%

A
S.A
47%
N
48% D
S.D

Inference- According to the above information 47% of female employees are

more gratified with the working environment, 48% have the neutral opinion and
the remaining 5% are not satisfied with the working environment. Conclusively
95% of female employees are satisfied with the working environment.

B.MEDICAL FACILITIES

MEDICAL FACILITIES
3%

33% S.A
50%
N
D
S.D
14%

36
Inference- According to the above information 14% of female employees are
fully satisfied with the medical facilities, 50% of them are only satisfied with
the facilities and opinion of remaining 33% is neutral and only 3% of females
are not satisfied with the medical facilities. Conclusively, 97% of female
employees are happy with the medical facilities.

C. SURROUNDINGS

SURROUNDINGS
3%

13%
15% A
S.A
N
32% D
37% S.D

Inference- According to the above information, 45% of female employees

agree to the same, 37% of female employees have neutral opinion for this and
only 18% is dissatisfied with the surroundings. Conclusively 82% of them are
satisfied with the surroundings in which they work.

D. UNIFORM AVAILABILITY

UNIFORM AVAILABILITY

A
28% 30%
S.A
N
D
3% 11%
S.D
28%

37
Inference- According to the above information, 11% of female employees are
jubilant with the uniform they get, the opinion of other 30% is same, 28% of
them have neutral point of view, and remaining 31% are strongly dissatisfied
with the uniform availability.

E . CANTEEN

CANTEEN
2% 1%

A
24%
S.A
N
52%
D

21% S.D

Inference- According to the above information 21% of female employees are

fully satisfied with the canteen, 52% of them also agree for the same, 24% of
them have neutral opinion and rest 3% are ungratified with the canteen.

F. MATERNITY FACILITIES

MATERNITY FACILITY
3% 0%
A

29% S.A
47%
N
D
21%
S.D

38
Inference- According to the above information, 21% of female employees are
happy with maternity facilities, 47% of them agree with the same, 29% of
female employees have neutral opinion and the remaining 3% of them are not
satisfied with the maternity facilities. Conclusively, 97% of them are fully
satisfied with the maternity facilities provided by the company.

G. CRECHE FACILITIES

CRECHE FACILITIES
4% 1%

A
21%
43% S.A
N
D

31% S.D

Inference – From the above pie- chart, we can conclude that 74% of the female
employees are satisfied with the crèche facilities, 21% of them have neutral
opinion and the remaining 5% of them are not satisfied with the crèche
facilities. Overall, 95% of the female employees are satisfied with the crèche
facilities provided by the company.

39
 H. WORKPLACE SAFETY

WORKPLACE SAFETY
4% 1%

A
21% 32%
S.A
N
D
S.D
42%

Inference- According to the above information, 42% of female employees feel

safe while working at their workplace , 32% of them agree with the same, 21%
of female employees have neutral opinion and the remaining 5% of them don’t
feel safe while working at their workplace. Conclusively, 95% of the female
employees feel secure at their workplace.

I.BEHAVIOUR OF MALE WORKERS

BEHAVIOUR OF MALE WORKERS

1%

10%
A
27%
14% S.A
N
D

48% S.D

40
Inference- From the above table , we can conclude that 48% of the female
employees feel that the behavior of the male workers towards them is
supportive , 27% of them have the same opinion , while 14% of them have
neutral opinion and the rest of 11% are dissatisfied with the behavior of the
male workers. Conclusively, 89% of female employees feel that the behavior of
male workers towards them is good and supportive.

J. WORKING HOURS

WORKING HOURS
1%

5%
8%
A
34%
S.A
N
D

52% S.D

Inference- According to the above table, 52 % of the female employees are

satisfied with the working hours,34% of them agree with them ,8 % of female
employees have neutral opinion and the remaining 6% of them are not satisfied
with the working hours . Conclusively , 94% of female employees are satisfied
with the working hours of the company.

41
2. What kind of problems do you have to face in the organization listed

below :-

Yes No
a. Salary 15% 85%
b. Working Environment 1% 99%
c. Promotion 7% 93%
d. Discipline 0% 100%
e. Others 0% 100%

120%
99% 100% 100%
100% 93%
85%
80%
60%
40%
yes
20% 15%
7% no
1% 0 0
0%

42
LIMITATIONS OF
THE STUDY
 LIMITATIONS OF THE STUDY

 The study is based on a particular class of employees.

 The result depends on the answers received from respondent which may
be biased.
 The time period was not sufficient for the study.
 Employees are very busy in their work so they gave answers very much
in the questionnaire method.
 Some employed are illiterate and may not be able to fill up the
questionnaire themselves.
 The study conducted on study purpose only.
 Inadequacy of time was a major limiting factor faced by researcher.
 The data is collected from the permanent, casual and contract female
employees and hence the opinion of contract employees may be different
from other employees.
 Findings based on this study cannot be used in other organizations.
 The biased view of the respondent is another cause of the limitation.
 The time period for the training was short enough to study the
organization in detail.
 Little co-operations of some person due to conservative mind.
 The time period for the training was short enough to study the
organization in detail

43
FINDINGS AND
SUGGESTIONS
 FINDINGS OF FEMALE EMPLOYEES

1. WORKING DURATION:-
98% of female employees have been working less than 2 years in hero cycles
and rest of the 2% female working from 2-5 years.

2. COMMUNICATION:-
96% of female employees are able to communicate freely with their superiors
while rest of 4 % face problem while communicating with their superiors.

3. TO WHOM TO CONSULT
Out of 100%, 72% of female employees are aware to whom they should consult
if there problems have not been listen while rest of 28% do not aware to whom
they should consult. So we made them aware about it

4. SAFETY:-
98% female employees feel comfortable and safe at their workplace, which is a
very good sign for the company.

5. WORK TIMING:-
Out of 100%, 58% of female employees are working under morning shift and
remaining 42% of female employees are working under general shift in Hero
Cycles.

6. CHANGES REQUIRED:-
85% of female employees feel that they don’t want any change in Hero cycles
while rest 15% want change in hero cycles.

7. MATERNITY LEAVE:-
Out of 100%, 51% female employees know about maternity leave and rest 49%
are not aware about maternity leave but we made them aware about it.
44
8. ESI:-
Out of 100%, 56% of female employees know about ESI benefits and it’s
contribution and rest 44% are not aware about ESI but we made them aware
about it.

9. LEAVE:-
94% of female employees know about the procedure of taking leave in Hero
cycles and remaining 6% are not aware about it.

10. SAFETY EQUIPMENTS:-

98% female employees are provided with the safety equipments while working
on machines.

11. WORK ENVIRONMENT:-

97% of female employees are satisfied with their job and 3% are not satisfied
with their job.

12. MEDICAL FACILITIES:-

98% female employees are satisfied with the medical facilities provided by
Hero cycles.

13. PROBLEM SOLVING:-

94% of female employees feel that their problems are resolved within a month.

14. SUPERVISOR BEHAVIOUR:-

100% of female employees feel that their supervisors have positive attitude
towards them.

15. GENDER DISCRIMINATION:-

98% of female employees are not discriminated on the basis of gender.

16. REGULAR FEEDBACK:-

96% of female employees get regular feedback from their supervisor.
45
 SUGGESTIONS GIVEN BY FEMALE
EMPLOYEES
Following are the suggestions which are given by the female employees
working in Hero Cycles:

 Payment system must be improved.

 Shoes should be provided during working on machines.
 Proper ventilation should be there.
 Working environment should be improved.
 There should be permanent employment opportunities.
 Low promotion for female employees.
 No discrimination should be there among permanent and temporary
employees related to salary.
 Proper support must be provided to them by their supervisors as well as
by the employees.
 Proper communication should be there between employees-supervisor,
employee-employee.
 Proper sanitation facilities should be provided.
 Excessive working on machines should be reduced which leads to mental
and physical stress.

46
CONCLUSION
 CONCLUSION

It was observed that every female employee have different perceptions of their
needs and wants. Most of the female employees were happy and satisfied with
their job and the benefits given by the company, while some were not satisfied
with their jobs because of working conditions and communication gap between
them and their superiors. It was also observed that there problems were resolved
within a month and the behavior of the supervisor was very cooperative as well
as they were able to communicate freely with their superiors. We made them
aware about the benefits and contribution of ESI and also about maternity
policy and female welfare schemes. So we can conclude that female employees
are treated equal to male employees and there is no discrimination on the basis
of gender, caste and creed. The company provides many policies which address
safe working environment for females, which increases labor market flexibility
and encourages women employment.

47
BIBLOGRAPHY
 BIBLOGRAPHY
Mishra Saraswati, “Status of Indian Women”, Gyan Publication House, New
Delhi, India, 2002, P.85.

Mahapatra Subhasini, “Status of Women towards Empowerment”, Rajat

Publication, New Delhi, India, 2006, pp.35-40.

Pillai Khothari Jaya, “Women and Empowerment”, Gyan Publication House,

3

New Delhi, India, 2003, pp. 25-30.

4
Chauhan Poonam, “Status of Women in India”, Manan Publications Private
limited, New Delhi, India, 2003, pp. 75-80.

5
Joshi Mahesh, “Women Rural Labourers”, APH Publication, New Delhi, India,
1999, pp. 21-25.

6
Mukerjee Deol, “Women and Urban Crimes”, Kalpaz Publication, New Delhi,
2005.

Law Against Sexual Harassment At Workplace Comes Into Effect, Times of

India, (13/12/ 2013), available
at: http://timesofindia.indiatimes.com/india/Law-against-sexual-harassment-at-
workplace-comes-into-effect/articleshow/27308194.cms

https://en.wikipedia.org/wiki/Sexual_Harassment_of_Women_at_Workplace_(
Prevention,_Prohibition_and_Redressal)_Act,_2013

https://www.worksafe.qld.gov.au/laws-and-compliance/workplace-health-and-
safety-laws/laws-and-legislation/work-health-and-safety-act-2011
https://labour.gov.in/womenlabour/equal-remuneration-acts-and-rules-1976

https://labour.gov.in/whatsnew/maternity-benefit-amendment-act2017

https://labour.gov.in/industrial-safety-health

http://www.mondaq.com/india/x/668308/Employee+Benefits+Compensation/Cr
eche+Facility+Under+Maternity+Benefit+Amendment+Act+2017

https://labour.gov.in/sites/default/files/TheFactoriesAct1948.pdf
 APPENDIX
FEMALE EMPLOYEE WELFARE SURVEY
Respondent Details

Name:_____________________Age:_________________Qualification:______

1. आप कितने समय से Hero Cycles मे िाम िर रहे है ?

a. दो साल से िम
b. दो से पाांच साल
c. पाांच से दस साल
d. दस से ज्यादा साल

2. क्या आप अपने से बड़े अफसर िे साथ सीधा बात िर

सिते हो ?
a. हााँ b. नहीां

3. क्या आप जानते है अगर िोई आपिी समस्या िो नहीां सुन

रहा तो आपिो िहााँ जाना चाकहए ?
a. हााँ b. नहीां

अगर हााँ तो उसिा नाम बताए

_______________________________
4. क्या आपिो लगता है कि Hero Cycles आप िो िाम
िरने िे कलए सुरकित वातावरण प्रदान िरता है ?
a. हााँ b. नहीां

5. आपिे िाम िरने िा समय क्या है ,आप किस किफ्ट मे

िाम िरते हो ?
a. सुबह िी किफ्ट b. जनरल c. रात िी किफ्ट

6. क्या आपिो Hero Cycles मे िोई बदलाव चाकहए?

a. हााँ b. नहीां
 अगर हााँ तो क्या बदलाव
चाकहए?______________________________________

7. क्या आपिो मैटरकनटी/ Maternity छु ट्टी कमलती है ?

a. हााँ b. नही
अगर हााँ तो आपिो कितने समय िे कलए मैटरकनटी/Maternity
छु ट्टी कमलती है ?__________________

8. क्या आपिो अपने ESI िे योगदान और फायदोां िे बारे मे पता है ?

a. हााँ b. नहीां

9. Hero Cycles मे छु ट्टी लेने िे कलए क्या प्रकिया है? क्या आपिो छु ट्टी
आसानी से कमल जाती है ?
a. हााँ b. नहीां

10. क्या आपिी organisation आपिो मिीनोां पर िाम िरने िे

कलए उपिरण दे ती है ?
a. हमेिा b. िभी िभी c. िभी नहीां

11. क्या आप अपनी नौिरी से सांतुष्ट है ?

a. हााँ b. नहीां
अगर नहीां तो क्योां ? _______________________________

12. क्या आप मेकििल सुकवधाओां से सांतुष्ट है जो आपिो Hero

Cycles से प्राप्त हो रही हैं ?
a. हााँ b. नहीां

13. िृपया िरिे कनमन्ललन्ित कवषयोां में से बताएां िी आपिो किन

कििायतोां िा सामना िरना पड़ता है ?
a. तनख्वाह
b. िाम िरने िा माहौल
c. तरक्की
d. अनुिासन
e. अन्य
14. पनी आपिी कििायतोां िा समाधान िरने में कितना समय लेती है ?
a. एि महीने से िम
b. एि महीने से ज्यादा
c. पेंकिां ग/ Pending

15.आपिे सुपरवाइजर िा व्यव्हार आपिी तरफ िैसा है ?

a. सहायि b. कनष्पि

16. क्या आपिो पुरष सहयोगी िे साथ िाम िरने में सांिोच होता है ?
अगर हााँ तो क्योां
__________________________________

17. आप Hero Cycles िो 1-5 में से कितनी रे कटां ग दें गे?

A SA N D SD
A िाम िरने िा माहौल
B मेकििल सुकवधाएां
C वातावरण
D वदी उपलन्ि
E िैंटीन
F मातृ त्व सुविधाएं
G क्रेच सुविधाएं
H कार्यस्थल सु रक्षा
I . पुरष कार्यकताय ओ
का व्यिहार
J कार्य -समर्

18. क्या आपिो लगता है िी आपिे सहिमीयो िा व्यव्हार आपिे

प्रकत अलग है , क्यूकि आप एि मकहला है ?
a. हााँ b. नहीां
अगर हााँ तो क्योां ?
___________________________________________
19. क्या आपिो आपिी यूकनट में पूरा सहयोग कमलता है ?

हााँ . नहीां
A . पुरष सहयोगी

B. मवहला सहयोगी

20. क्या आप overtime िाम िरते हो ?

a. हााँ b. नहीां
अगर हााँ तो आपिो overtime भत्ता कमलता है ?
a. हााँ b. नहीां

21. क्या आपिो अपने यूकनट में प्रयाप्त िाम िी सुरिा कमलती है ?
a. हााँ b. नहीां

22. क्या आपिे साथ िभी भी gender/ जेंिर िे आधार पर िभी भेद
भाव हुआ है ?
a. हााँ b. नहीां

अगर हााँ तो बताये?

________________________________________________

23. क्या आपिो अपने िाम िो सुधारने िे कलए परफॉरमेंस पर

कनयकमत प्रकतकिया कमलती है ?
a. हााँ b. नहीां

24. क्या आपिी organisation मकहला सहिमी और उनिी

तिलीफो िी तरफ ध्यान दे ती है ?
a. हााँ b . नहीां

क्या आप िोई सुझाव दे ना चाहती है :

_______________________________________________________
_______________________________________________________
_______________________________________________________
धन्यवाद
 APPENDIX

FEMALE EMPLOYEE WELFARE SURVEY

Respondent Details
Name:___________________ Age:_________ Qualification:______

1.How long you have been working in Hero Cycles ?

a. Less than 2 years

b. From 2 to 5 years

c. From 5 to 10 years

d. More than 10 years

2. Are you able to communicate with your superiors comfortably ?

a. Yes b. No

3. In case if your problems are not being heard by anyone, then, to whom you
may consult ?

a. Yes b. No

If yes, mention name _______________________________

4. Do you think Hero Cycles provide you a safe working

environment?
a. Yes b. No

5. What are the timings of your job, in which shift do you work ?
a. Morning Shift b. General c. Night Shift

6. Do you want any changes in Hero Cycles ?

a. Yes b. No
If yes, suggest _______________________________
7.Do you get maternity leave?
a. Yes b. No
If yes, then, for how long do you get maternity leave ?

8.Do you know about the benefits and contribution of the ESI ?

a. Yes b. No

9.What is the procedure to take holiday in Hero Cycles and also do you get
leave easily ?

a. Yes b. No

10.Do you get safety equipment and appliance while working on the machines ?

a. Always b. Sometimes c. Never

11.Are you satisfied with your job ?

a. Yes b. No

If no, then why ?

___________________________________________

12. Are you satisfied with the medical facilities provided by the
company ?
a. Yes b. No
13. What kind of problems do you face in the organization listed
below :-

Particulars Yes No

a. Salary
b. Working Environment
c. Promotion
d. Discipline
e. Others
14. How much time does company takes to solve your problems ?

a. Less than One month

b. More than One month

c. Pending

15. What kind of behavior your supervisor has towards you ?

a. Supportive b. Unsupportive

16. Do you feel hesitate while working with male workers ?

If yes, then why ? _______________________________

17. How will you rate Hero Cycles :-

Strongly Strongly
Particulars Agree Agree Neutral Disagree Disagree
A Working
Environment
B Medical Facilities
C Surroundings
D Uniform
Availability
E Canteen
F Maternity facilities
G Creche Facilities
H Workplace
Safety
I Behaviour of male
workers
J Working Hours

18. Do you feel the behavior of your co- workers is different with you, because
you are a female?

a. Yes b. No

If yes, then why ? _______________________________

19. Do you get support from your department ?

Particulars Yes No

A .male workers
B. female workers

20. Do you need to do overtime job ?

a. Yes b. No

If yes, then do u get pay for overtime job ?

a. Yes b. No

21. Does company provide you required safety at your workplace ?

a. Yes b,. No

22. Have you ever faced gender discrimination while working in the
organization?

a. Yes b. No

If yes, then mention _______________________________

23. Does company provides you proper feedback while evaluating your
performance ?

a. Yes b. No

24. Does your organization pays attention towards the grievances of female
employees ?

a. Yes b. No

25. Would you like to give suggestions to Hero Cycles

_______________________________________________________
_______________________________________________________
_______________________________________________________

Thank you