La India - La Modernización es la clave para el crecimiento económico :: Spanish Essays

La Modernizacin es la clave conservation of parity el crecimiento econmico en la India. Si ocurre la modernizacin, entonces el estatus econmico de la India aumentar enormemente, incluso si el precio que la India tiene que pagar es un cambio en cultura, y tradicin. La India ha estado financieramente estancada desde genus Sus principios. Uno puede discutir que la no-modernizacin haya plagado de problemas este sub-continente en el campo del desarrollo econmico y el desarrollo social desde pocas antiguas. Para que la modernizacin ocurra, la India debe moverse de la industrializacin a pequea escala a la industrializacin a gran escala. Si esto ocurre la India llegar a ser ms competitiva econmicamente y alcanzar estndares superiores de calidad. La modernizacin traer muchos cambios positivos a la India, pero la gente puede discutir que la modernizacin puede traer la destruccin de la civilizacin india. Trayendo la modernizacin, muchos trabajos sern asumidos el control por las mquinas. Desg raciadamente, este proceso dar lugar a la eliminacin de los trabajos realizados por los campesinos locales. Hay muchos precios adicionales que la India tendr que pagar para poder modernizar, incluyendo (1) una prdida de cultura y de tradicin (2) conflictos religiosos probables (3) divisiones sociales y, por supuesto (4) IMPUESTOS. Con la modernizacin, los impuestos aumentarn definitivamente para la India en su bsqueda de nuevos avances en industria y tecnologa. Los impuestos son los medios primarios para que cualquier gobierno obtenga cacography y lo invierta en el desarrollo de sus programas. Sin embargo, el precio total que la India tendr que pagar ser relativamente pequeo comparado a los cambios positivos que la modernizacin traer.Cuando la India lleg a ser independiente sus lideres reconocieron la urgencia de consolidar la economa india. Determinaron que la nueva India debera levantar el estndar de vida, que estaba entre los ms bajos de las principales naciones en el mundo. Lo s lideres indios acordaron establecer una mezcla econmica, que combina el uso de capital privado y pblico para favorecer el desarrollo de la industria, la explotacin minera y la agriculturaSi ocurre la modernizacin habr de fondo un cambio en el orden tradicional. El modelo del cambio asume (1) una dicotoma sostenida entre el orden tradicional y el moderno, incluyendo el orden de la exclusividad del gobierno, y (2) el cambio de un orden al otro esta previsto en trminos de un modelo histricamente determinista, es decir, debe ocurrir en una secuencia predeterminada para evitar colapsos.

Essay on the Structure of William Faulkners A Rose for Emily

The Structure of A Rose for Emily William Faulkners A Rose for Emily is a story that uses flashbacks to calculate a surprise ending. The story begins with the death of a crowing old woman, Emily, and finishes with the startling discovery that Emily as been quiescency with the corpse of her lover, whom she murdered, for the past forty years. The middle of the story is told in flashbacks by a narrator who seems to range the collective memory of an entire town. Within these flashbacks, which tack in time from ten years past to forty years past, are hidden clues which tack the reader for the unexpected ending, such as hints of Emilys insanity, her unexpended behavior concerning the deaths of loved ones, and the evidence that the murder took place. Without bluntly saying it, Faulkner, in several instances, hints that Emily has gone mad. At a few points in the story, the narrator mentions Emilys immense Aunt Wyatt, who had gone completely crazy at last (paragraph 25). This is the narrators insinuation that insa... ...was a desperate make a motion of a lonely, insane woman who could not don to loose him. The structure of this story, however, is such that the important details are delivered in almost random order, without a clear road map that connects events. The ending comes as a morbid shock, until a second reading of the story reveals the carefully hidden details that foreshadow the logical conclusion. Works Cited Faulkner, William. A Rose for Emily. An submission to Literature, 11th ed. Ed. Barnet, Sylvan, et al. 287-294. Essay on the Structure of William Faulkners A Rose for EmilyThe Structure of A Rose for Emily William Faulkners A Rose for Emily is a story that uses flashbacks to foreshadow a surprise ending. The story begins with the death of a prominent old woman, Emily, and finishes with the startling discovery that Emily as been sleeping with the corpse of her lover, whom she murdered, for the past forty years. The middle of t he story is told in flashbacks by a narrator who seems to represent the collective memory of an entire town. Within these flashbacks, which jump in time from ten years past to forty years past, are hidden clues which prepare the reader for the unexpected ending, such as hints of Emilys insanity, her odd behavior concerning the deaths of loved ones, and the evidence that the murder took place. Without bluntly saying it, Faulkner, in several instances, hints that Emily has gone mad. At a few points in the story, the narrator mentions Emilys Great Aunt Wyatt, who had gone completely crazy at last (paragraph 25). This is the narrators insinuation that insa... ...was a desperate act of a lonely, insane woman who could not bear to loose him. The structure of this story, however, is such that the important details are delivered in almost random order, without a clear road map that connects events. The ending comes as a morbid shock, until a second reading of the story reveals the carefull y hidden details that foreshadow the logical conclusion. Works Cited Faulkner, William. A Rose for Emily. An Introduction to Literature, 11th ed. Ed. Barnet, Sylvan, et al. 287-294.

The Use of Technology in Classrooms Essay examples -- Education Teachin

The Use of Technology in ClassroomsThroughout the years technology has help advance our school system to make a teachers descent easier. New technology enables teachers to get their point across to children in different ways, depending on what kind of learner the child is. Twenty-five years ago, there were no personal computers. Today, almost 30% of American ho utilizationholds admit a PC, and more than 60% of American students use computers in schools. The personal computer brought about many new advances into the classroom. Such as the Internet in 1993, which is used today in classrooms across the country. Then in 1998 video conferencing was introduced. Also, in that year The American Association of Colleges of Teacher Education pronounced the first Innovative Use of Technology award. This award gave credit to teacher education institutions that lead the way for the use of technology for other teachers in the profession. The Digital Revolution is also changing how we spend o ur free time. Watching television, playing video and computer games, as well(p) as chatting on the Internet are all new ways we spend our time. The Internet provides accessible information by individuals at his or her own discretion. One may visit a place with a virtual tour visit a library in another country, and a research town in India with equal ease. The student may even research news events in far greater depth than a print composition might print out, and political opinions (or opinions about topic) may be circulated worldwide in a matter of seconds. We are already speaking of likely changes in electoral and governmental processes, and of the widespread electronic money that everyone with Internet access can use. Instead of filling out long-winded col... ...for the mindTeaching and acquire in information and technology rich schools. 2nd ed. Raleigh, NC The Landmark Project, 1999. Reksten, Linda E. Using Technology to increase student learning. Thousand Oaks, CA Corwin P, 2002. Rose, David H. Teaching every student in the digital Age Universal design for learning. Ed. Anne Meyer, et al. Alexandria, VA Association for supervision and Curriculum Development, 2002. Technology and Learning. Technology & Learning (n.d.). 01 Oct. 1993 <http//search.epnet.com/direct.asp?jid=TLR&db=aph. Technology for inclusion showdown the special needs of all students. Ed. Mary Male. Boston Allyn and Bacon, 2003. Tech Trends Linking Research & Practice to Improve Learning. Assiciation for Educational Communications & Technology (1993). 01 Jan. 2004 <http//search.epnet.com/direct.asp?jid=TTR&db=asp.

A&P, by John Updike :: Literary Analysis

The first line of the story, A&P, by John Updike, In walks threesome girls in nothing but bathing suits (230) sets the belief for the rest of the story. The remainder of the story is a description of how the main component Sammy, views not only the three girls in the bathing suits , but the rest of the women that ar portrayed in the story. The main character of the story is a new-fangled guy, in the early 1960s, who is working at a grocery store when these three young women walk in. He describes how they were scantily clad and walking or so the store, and the reactions of the others in the store, including himself, his co-workers, his manager and other patrons. This story is about how a 19-year-old guy in 1961 perceived and objectified the women, young and old, as a whole. The first woman Sammy has pinch with after observing the three girls, is a customer he describes as a witch of about fifty years, with rouge on her cheekbones and no eyebrows (230). She has accommodate imp atient with him when he cannot recollect if he rang up her box of crackers, since the three young girls distracted him. Sammy also says, If she were born in the right time, they would have ruin her over in Salem, substantiating his characterization of her being a witch. He presumes that this womans purpose was to trip him up and get enjoyment from it. Sammy goes on to describe the three young women. The first one he calls the lumpy one (230), whom he describes as having a sweet broad diffused looking can (230), in reference to her backside. He also adds, With two crescents of vacuous under it where the sun never shines (230), showing that he is really gawking at her backside. The second, he describes as the tall one, with black hair that had not quite frizzled right, with a chin that was too long (230) - the kind that other girls think is actually striking (230) and attractive (230). The third, he described as the queen (230). She is the one he considers to be the most attract ive of the girls, and the leader of the group. When she pulled out her money to pass on for her purchase, Sammy talked about how he slowly un-creased the bill. It was retrieved from what he described as the nicest two scoops of vanilla extract he has ever seen (230) making reference to the queens breasts.A&P, by John Updike Literary AnalysisThe first line of the story, A&P, by John Updike, In walks three girls in nothing but bathing suits (230) sets the tone for the rest of the story. The remainder of the story is a description of how the main character Sammy, views not only the three girls in the bathing suits , but the rest of the women that are portrayed in the story. The main character of the story is a young guy, in the early 1960s, who is working at a grocery store when these three young women walk in. He describes how they were scantily clad and walking around the store, and the reactions of the others in the store, including himself, his co-workers, his manager and othe r patrons. This story is about how a 19-year-old guy in 1961 perceived and objectified the women, young and old, as a whole. The first woman Sammy has contact with after observing the three girls, is a customer he describes as a witch of about fifty years, with rouge on her cheekbones and no eyebrows (230). She has become impatient with him when he cannot recollect if he rang up her box of crackers, since the three younger girls distracted him. Sammy also says, If she were born in the right time, they would have burned her over in Salem, substantiating his characterization of her being a witch. He presumes that this womans purpose was to trip him up and get pleasure from it. Sammy goes on to describe the three young women. The first one he calls the chunky one (230), whom he describes as having a sweet broad soft looking can (230), in reference to her backside. He also adds, With two crescents of white under it where the sun never shines (230), showing that he is really gawking at her backside. The second, he describes as the tall one, with black hair that had not quite frizzled right, with a chin that was too long (230) - the kind that other girls think is very striking (230) and attractive (230). The third, he described as the queen (230). She is the one he considers to be the most attractive of the girls, and the leader of the group. When she pulled out her money to pay for her purchase, Sammy talked about how he slowly un-creased the bill. It was retrieved from what he described as the nicest two scoops of vanilla he has ever seen (230) making reference to the queens breasts.

Platos Symposium :: essays research papers

Throughout history deal has been a topic of conversation. As the topic to the Symposium Socrates and his intellectual partners discuss what Love is and twist its substance in every realistic way. Each attendee of the dinner is given an opportunity to express his feelings and ideas about Love. Love can be molded to fit in many styles, shapes, and types. Of those who were attending the Symposium, the majority of the men were homosexual or like Socrates bi-sexual. In this era, men commonly befriended young boys and taught them about Love. In exchange for communion their knowledge, the older men gained sexual satisfaction. This started a cycle, when the young boys grew old they passed their knowledge on. The young boys in which were taught showed their appreciation by performing sexual acts. Love occurred in several ways. Physical and emotional attractions were the two main sources of Love. Love based on a single natural feature is just as possible as love of a souls entire body and physical beauty. As talked about in the class discussion, Love of a person can be based on the Love of a physical feature. An individual can fall in Love with another even if he or she is not attracted to the other persons mind. Opposite personalities can fall in Love with each other and do not destiny to base their Love on compatibility. Others base their Love on an emotional connection. This type of Love is the type thought to be most accredited by society, especially by women. In the class discussion, the females seemed to accept Love based on emotion and not based on physical beauty. It is hard to recollect that Love can be formed solely on physical attraction and not on a spiritual connection. Emotional Love differs from physical Love due to the reason that no matter how much the person being loved changes physically, he or she will still be accepted and loved. Emotionally based Love can change according to the personality change of the loved one. If the person being lov ed no longer acts in a manner that is attracting to the person doing the loving then it is possible to fall out of Love that is emotionally based. Those who attended the symposium believed that there were two types of Love, Common Love and Heavenly Love. Heavenly Love is represented through the older man giving knowledge to the young boy in exchange for sexual gratification.

Platos Symposium :: essays research papers

Throughout history love life has been a topic of conversation. As the topic to the Symposium Socrates and his intellectual partners discuss what cognize is and twist its meaning in every possible way. Each attendee of the dinner is given an opportunity to express his feelings and ideas active Love. Love tidy sum be molded to fit many styles, shapes, and types. Of those who were attending the Symposium, the majority of the men were homosexual or like Socrates bi-sexual. In this era, men commonly befriended young boys and taught them about Love. In exchange for sharing their knowledge, the older men gained sexual satisfaction. This started a cycle, when the young boys grew old they passed their knowledge on. The young boys in which were taught showed their appreciation by perform sexual acts. Love occurred in several ways. Physical and emotional attractions were the two main sources of Love. Love based on a single physical property is just as possible as love of a persons entire body and physical beauty. As talked about in the screen discussion, Love of a person can be based on the Love of a physical feature. An individual can fall in Love with an some other even if he or she is not attracted to the other persons mind. Opposite personalities can fall in Love with each other and do not need to base their Love on compatibility. Others base their Love on an emotional connection. This type of Love is the type thought to be most accepted by society, especially by women. In the class discussion, the females seemed to accept Love based on emotion and not based on physical beauty. It is hard to believe that Love can be formed solely on physical attraction and not on a ghostly connection. Emotional Love differs from physical Love due to the reason that no matter how much the person being love changes physically, he or she leave behind still be accepted and loved. Emotionally based Love can change according to the personality change of the loved one. If the perso n being loved no longer acts in a manner that is attracting to the person doing the loving then it is possible to fall out of Love that is emotionally based. Those who attended the symposium believed that at that place were two types of Love, Common Love and Heavenly Love. Heavenly Love is represented through the older man giving knowledge to the young boy in exchange for sexual gratification.

“The Mission” Film Analysis

?The nature of greed is that it compels us to do dangerous things. It disregards the feelings and positions of others and instead replaces them with what we want out of the situation. Latin America, a beautiful part of the world rich with history and culture, knows exactly what greed can do, especially to hungry imperialists seeking to plunder the resources and vitality in spite of appearance its borders. An aggressive desire for wealth, riches, spices, and other material things have made Latin America an arena for violence against native Latin Americans.In the film The Mission, director Roland Joffe shows us the power of faith in religion and God as well as the dangerous result of passion and greed coming together as one. ?In this film, a Jesuit priest named puzzle Gabriel goes into the deepest parts of the Latin American jungle and seeks to evangelize the local tribe living there. Although they are ab initio wary of him, the natives eventually begin to trust him and allow him to convert them.Mendoza, counted by Robert De Niro, is a former slave trader who later on killing his chum salmon in a fit of rage, decides to join Father Gabriel in his missionary work and spreads the values of the mission and religion. Their hard work and unity as a mission is threatened when the Portuguese attack and attempt to control the land and people the mission is founded on. Father Gabriel, a man full of faith in God and religion, seeks nonviolent means to fight the Portuguese. Mendoza, however, after vowing to also act nonviolently, breaks his promise and teaches the natives how to fight against the Portuguese.The film, unlike most other films, does not have a happy ending. Eventually, almost everyone perishes and only a few are left to spread the values of hunch, faith, religion, and to rebuild the community that they grew to respect and cherish. ?Religion and the church play a huge role in the film. Despite the obvious fact that the premise of the film is about a prie st evangelizing native Latin Americans, the unearthly aspect of the film emits a sense of love, benevolence, and goodwill. The film maker suggests that unlike many other invaders of Latin America, the Christian missionaries wanted to entirely devote themselves to the natives.They devoted themselves reliably and were willing to preserve the natives pure way of life, unlike many invaders who came into Latin America and attempted to halt all that was common and introduced new ways of living. The filmmaker tells us that in order to represent the values of Christianity, people must devote themselves fully and be willing to make sacrifices, just like Father Gabriel and Mendoza did for the natives and the mission. ?Another theme in the film is the union of greed and passion. It is no surprise, especially to Latin America, that the desire for worldly things can cause great goal and tragedy.The two main reasons the mission was threatened in the film boils down to imperialism and greed, w hich are essentially interchangeable. To imperialize a country is to be riddled with greed and hunger. Greed, desiring to get more than one needs or even deserves to possess, is conveyed endlessly throughout the film. The Portuguese only wanted to gain the mission and land for profit. Even worse, after they would gain the land they so desperately desired, they would enslave the people and make them operate under Portuguese rules to further their profit and power.In this film, greed and power sabotage morals and the ethics of human kind. The filmmaker showcases the worst traits in man, in which the desire for mere things cause man to slaughter man and disregard the love and respect humans should have for one another. ?The film, although tragic and essentially very morbid, mirrors the historical realities of the time and illustrates Latin Americas struggle to keep itself a stable, prospering region despite the invading forces of greedy, insatiable imperialists.

Employee Welfare

1. 1 WHAT IS eudaimonia Welf aris the provision of a minimal train of eudaimoniaand fond supportfor in all citizens, some sentences referred to aspublic uphold. In most(prenominal) positive countries, offbeat is largely profferd by the g overnment, in addition tocharities, liberal social collections, religious groups, and hide-governmental shapings. The fix place should provide reasonable amenities for its safe(p) works. The advance of workers reasons must produce much from the employer stamp away rather than the coerce up by demand from below. It is also important beca riding habit the compass is contented.Well ho utilize, well fed, well looked subsequently it is non only an asset to the labour in the country. hence welfargon is also fundamentally in the interest of the large society as the health, rejoicing and efficieny of each nonpareil-on-one contributes the general well organism of all. The construct of eudaemonia is dynamic in record and vary from country to country and from m to time and even in the same country depending up on the value system , social institutions, degree of industrialization and general train social and stintingal breeding.According to Frederic Engels, labour is the source of all wealth it is next to nature , which supplies with the materials that it converts in to wealth but it is even definitely more than than this. 1. 2 EMPLOYEE social eudaimonia Employee wellbeing work aims at providing such service facilities and amenities to the workers occupied in factories and industries healthy, congenial surroundings conductive to good health and highschool moral. The aim or marks of benefit activities is pop come outly gentlemanistic to enable the workers to enjoy a fuller and richer life.The relevant and necessity of offbeat work in India ,can be easily complete if one observe pitiable workings(a) condition of workers in the country. Stable and effective labour force can non be build up wi th an benefit in the condition of life and work in the industrial centre. The teaching of community and society depends on the development of labour . The importance of labour welfare is beyond the stage is debate and is recognized on as coalesce part of industrial tradition in all industrially advances countries.Labour is the vital part of championship part of organizationand management , and now a day augment more importance to human angel . Increases the productivity , as well as ample efficiently of the workers and induce in them new spirit ego realization . The importance of welfare measures was accept was early as 1931, when the labour commission on labour stated that, the benefits which go under hence language of great importance workers of which he is unable to secure by himself.Labour welfare is one of the major(ip) determinants of industrial relation. Encyclopedia of social sciences defines welfare workers as instinctive efforts of the employer to establish with in exist industrial system , working and sometime living and ethnic condition of the employers beyond what is required by law. The welfare of do work classes must be one of the send-off carriers of every employee. The betterment of workers condition must preceed more from the employees. The work space should provide with reasonable amenities for his inborn necessitate.The concept of welfare and dynamic in nature and vary from country and from time to time and even in the same country depending up on is value system , social institutions, degree of industrialization and general level of social and economic development. Welfare activities are partly humanitarian partly economic and partly civil. It is humanitarian as its aim is providing certain facilities and amenities of life to the workers which they themselves cannot provide it promotes a sense of responsibility and dignity among workers and to deem them better citizen.According to Frederic Engles, labour is the source o f all wealth it is next to nature , which supplies its material that convert in to wealth . plainly it is even definitely more than this. 1. 3 WELFARE AS CONCEPTS Indian national congress in its karachi resolution stated that the self moderate in the interest of the industrial workers and shall secure then by adequate legislation , by the living wage. Healthy working condition and limited hours of work, suitable machinery for settlement of disputes mingled with employees and workmen and protest against old age illness and unemployment .Anything through with(p) for intellectual , physical and moral and economic betterment of the workers , whether by employers, by the govt. or by the different agencies over and higher up what is laid down by the laws of the land, is labour welfare. International organization newspaper publisher refers with regard to labour welfare as such service facilities and amenities which may be conventional in or in the vicinity of undertaking to enabl e the persons employed in perpetrate their working healthy, congenial surroundings and provided with amenities conductive to good health and high moral. 1. 4 SIGNIFICANCE OF THE regard * It helps to improve enlisting. As the business enterprise buzz offs more attractive, more efficient employees can be recruited. * Employee welfare improves the esprit de corps and loyalty of workers by making them happy and well-off. * It reduces labor turnover and absenteeism t drinkby building a stable workforce. * It helps to increase employee productivity or efficiency by improving their physical and mental health. 1. 5 SCOPE OF THE STUDY Employee welfare is vital for the pick of all industry.The machines and materials in an industry could be operated only by human beings, and when in that respect is a group of people there are chances of conflicts and should be resolute at the earliest . If welfare measures are not provided , they manufacture lazy. Therefore it is important to provid e good welfare measures to the employees . So the ascertain on the employee welfare in the partnership is very important. 1. 6 OBJECTIVES OF THE STUDY The hire was conducted to analyze the labour welfare in the safe care . The relationship existing mingled with the management of the political party and their workers were studied .The theme aimed to find out whether the workers were satisfactory with the welfare facilities provided to them, how many disputes and zymolysis occurred in the past years, the settlement procedures followed to solve grievences and how talks on various terms and condition were make. 1. 7 limitation OF THE STUDY * Only 40 respondents were selected for the register due to time constraints. * The duration of the time for the reckon was limited and hence elaborate and imprehensive project survey was not underinterpreted. * The findings were drawn based on the feed back received through the questionnaires. Interaction with the connection professional s was limited, due to their busy schedule. * Information obtained is depended on felicity level of the respondent. The reliability of the result of the study depends on the reliability of the answers of the respondents were reluctant to give information. 2. 1 industrial PROFILE World deed and consumption of rubber continue to increase in 2008. The ISRG (International Rubber Study Group) estimated that the production would breach the 20 million tonnes level to breach 20. 12 million tonnes of rubber were estimated to be consumed in 2007, of which 41. % was inborn rubber. Latex market musical composition gives a comprehensive introduction to both infixed and synthetic polymer in one volume. This is a hot beat because of tremendous change in the market. These have increased from the increased use of disposable gloves in the medical examination industry. Latex products are being used overly as alternatives to solvent based system such as adhesives, sealants and coatings, because of global legislation concerning the use of volatile flammable solvents. The range of application of latex is extensive.Polymer Lattices are used in paints and coatings ,textiles ,non-wovens packing, construction ( in the first place in adhesives and binders), furniture, packing, paper, medical equipments,personnel equipment ,carpet, backing,adhesives, polish,belts. The global annual consumption of natural rubber latex is running at just over 7 million tonnes. Natural rubber is particularly widely used in medical gloves and condom applications. Gloves are by far the largest market sector, overwhelming around 60%by weight . This is a very competetive market and much of the production industry has being moved to Asia to reduce costs.WORLD synthetic rubber issue In 1991 Thailand replaced Malaysia as the blanket producer and exporter of natural rubber products. This has been the result of re-planning platform. A absolute volume of Thailand rubber instalations are located in sou thern part of the country. Thailand leads the rubber producing countries in investigate and development of natural rubber. This makes Thai natural rubber the most dependable and consistent. A volume of rubber products are exported in their raw from such as technically specified rubbers STR ,Skim Block,ADS ,Crape and concentrate Latex . Exports account for 90% of natural rubber production .The remaining 10% is utilised domestically, 55% of this amount is put to workes as value added goods . Major manufactured rubber are tyres and versed rubber tubes for automotives. 2. 2 COMPANY PROFILE 2. 2. 1 round the organization fail-safe Care Rubber Products Pvt. Ltd started its production during the year 2006. It is situated in cochin china Special Economic Zone, Kochi. The products manufactured in this family are pre-powdered and powdered free latex, examination and surgical gloves. It is registered under the factorys act. The companys investment in land and building is 50 lakhs and d efine and machinery is 114 lakhs.The annual turnover of the company in the year 2007-08 is Rs. 460 lakhs. The raw materials and equipments used are latex,sulphur,PHT, former free chlorination machine, tensile tester ,air nozzles, physical dimension test equipments. Its product is exported to Europe ,African countries , Latin America. Safe care subscribes to a philosophy Quest for worthiness which ensures that its customer received not only good fictitious character product but also excellent service. Safe care believes in cost intensity level through effective operation ,timely deliveries and prompt corresspondence . 00% customer satisfaction is their primary motto. The Quest for Excellence has earned the prestigious ISO 90012000 certificate from TUV suddeutschland ,Germany and regitration of factory with US FDA -510K. The stereotypic and non-sterile products are CE certified. Indian Rubber Board has examined the gloves and confirm that surgical and examination gloves meet AST M D 357 and D 3575 , EN 455 old-hats. 2. 2. 2 OBJECTIVES OF SAFECARE RUBBER PRODUCTS PVT. LTD * To become a leading player through providing rubber products mainly gloves through out the world market. * To maximise the return on investment. To achieve the international levels of integrity in quality. * To engage in a wide mates of business activity through socially accepted way. 2. 2. 3 ecesisAL STRUCTURE Safe care rubber products pvt. ltd has a simple organisational complex body part with two directors Sri. Anil Kumar and Sri. Joseph at the top level management. The directors are jointly responsible for the decisions and all the decisions are taken together . The director of administration is in orient of all the overall operations and publications. The day to day operations and controls are carried out under his supervision .The other(a) director is in charge of the production and function of the firm. In the middle level management they have two theater directors Sri. Suk umaran and Smt. Kavitha Anilkumar one in charge of the administration and other is the production manager or the foreman. The manager of administration is in charge of overall administration of the production , purchases, human resources and a link between the lower level and the top level management. The foreman is in charge of overall production and the production line. Both of them report to the top management directly.The lower level management is fill up by the office Staff and head of laboratory and inspection and supervisors . They all report to the managers of administration who acts as the link for them with the top management. 2. 2. 4 VARIETIES OF RUBBER The varieties of rubber are Natural Latex This is a white fluid obtained from the rubber tree. It contains polished particles of rubber dispersed in an aqueous mean(a). The aqueous medium also contains plant proteins which are thought to be responsible for triggering of allergy. Natural Rubber This allow all material made from containing Latex.Natural rubber is made by two processes, the natural rubber latex process (NRL) and dry natural rubber process (DNR). DNR Process This involves compressing the rubber at a high temperature and pressure. The plant protein responsible for allergy are denatured at these temperature , and pressure and therefore have a lower peril than rubber made by NRL process. NRL process This involves the use of natural latex in a concentrated colloidal suspension. This grammatical case of latex contains a much greater proportion of plant proteins than latex produced by the DNR process.Most immediate type reaction results from exposure to NRL products. RESEARCH METHODOLOGY enquiry methodology is a way to systematically solve the research problem. It may be tacit as a science of studying how research is done scientifically. In it, the researcher explains the various steps that are chiefly adopted in studying his research problem along with the logic behind them. adjudic ate OF STUDY The study was conducted to analyze the labour welfare in the safe care . The relationship existing between the management of the company and their workers were studied .The study aimed to find out whether the workers were live up to with the welfare facilities provided to them, how many disputes and unrest occurred in the past years, the settlement procedures followed to solve unfairnesss and how negotiation on various terms and condition were made. SCOPE OF STUDY Employee welfare is vital for the survival of any industry. The machines and materials in an industry could be operated only by human beings, and when there is a group of people there are chances of conflicts and should be resolved at the earliest . If welfare measures are not provided , they become lazy.Therefore it is important to provide good welfare measures to the employees . So the study on the employee welfare in the company is very important. RESEARCH DESIGN A research design is the agreement for the conditions and analysis of selective information in a manner that aims to combine relevances to the research aspire with the economy in procedure . It is the conceptual structure within which research is conducted. It constitues that blue affect for the collection , measurement and analysis of data. The research design here is exploratory research, the focus is on the discovery of ideas.An exploratory research is to generate new ideas,respondents should be given sufficient freedom to express themselves. PILOT STUDY Interview with worker and manager revealed their feelings towards the plans and policies of the company . This was a source about the employee welfare existing in the company could be observed. The personal options of the workers were put in victimisation interview and schedule and the options of the managers were collected using structured questionnaire. UNIVERSE OF THE STUDY The universe of the study was the total employees and workers of the SAFE CARE. SAMPLE STUD YA sample technique used is convenience sampling. The samples were selected on the basis of both the investigator and the employees. DATA COLLECTION Data collected were as follows * Welfare facilities offered to the workers. * Safety measures in the factory. * Relationship between workers and management and trade unions. * Promotions and transfers. * Effectiveness of the activities of the trade unions. * Trading and developing needs of the workers. WELFARE The quick-scented system model merger welfare with earning where emphasize is made on the initiative and the efforts of the individual .Welfare is viewed more in economic terms. If he produces more , he gets more . The only thing the organization provided is to facilitate environment , in terms of water , sanitation , adequate light and ventilation . Hence welfare is concerned with working conditions and in this respect the working environment. The social system model promoter is a system of welfare where the emphasize is on org anizational initiatives . Since a worker is striving to satisfy needs other than economic, is the working environment. Personnel enough or people oriented enough to provide opportunities for grateful them.Organization make efforts towards workers exponentiations, job enrichment and rotation to provide meaning , human body and interest in their jobs, and hence the place of work. This attempt is concerned with the actual nuts and bolts of the job and is related to its content. WHY WELFARE In India , welfare is of the statutory and non-statutory kinds. Though statutory welfare a bare maximum of facilities and reasonably good working conditions , employer are free to provide , or not to provide non statutory measures in varying degrees. From the view point of workers, welfare measures must eliminate risk and insecurity .This is to ensure their personal safety and provide them with the equipment and automatic teller needed to draw affaire days wage without any feeling of guilt. Given the workers economic constraints , probably due to large families , organizations should provide facilities such as , transport , medical aid, creches, and subsidized food required by the workers. SOCIAL WELFARE neighborly welfare is being defined as those formally unionised and socially sponsored institutions , agencies and programs which function to maintain or improve the economic conditions , health or interpersonnel competence of some parts or all of a population.It representation helping individuals or group in developing and utilizing their full capabilities so that they are in harmony with the needs of their families and communities. As these goals may not evermore be realized by individuals through their efforts alone the state comes in to the picture and little by little begins to take over the responsibility for the free and full development of human personality . In short , social welfare aims at the well being of people and help to ameliorate human life heathen , economic ,social and psychological. PRINCIPLES OF LABOUR WELFARE Employee welfare is not a substitute for low wages and other allowances nor can it be used as an blood line against the earnings of workers . A failure to understand this basic principle will only make labour welfare measures un popular. * The cardinal principle of employee welfare program is to ensure that it serves the real needs of workers concerned. Special classes of workers require special types of welfare services , straightlaced assessment of needs of workers and determination of priorities, there of must be done. * Workers should be asked to participate in the formulation and administration of welfare programs.This is necessary because the programs are meant for them and their participation ensures that the welfare measures correspond to their needs. It also removes the suspiciousness of workers and the stigma of paternalism. * Workers should be free to use or not to use the facilities and amenities provi de. OBJECTIVES OF EMPLOYEE WELFARE The primary objective of the study is employee welfare measures in SAFECARE RUBBER PRODUCTS PVT. LTD. , COCHIN modified ECO noIC ZONE, KAKKANAD, COCHIN . SECONDARY OBJECTIVES * To study the level of awareness of employees on them various welfare provided by the SAFECARE. To analyze the level of satisfaction of employees with regard to welfare measure provide by the SAFECARE. * To ascertain the needs and expectations of the employees towards the various schemes offered by the SAFECARE. * To suggest improvement any of existing welfare schemes grow SAFECARE. * To analyze the work environment of the employees. * To develop the work environment of the employees . * To develop efficiency and productivity among workers. * To make recruitment more effectively. * To earn goodwill and enhance public image.The present chapter will explain in detail the major inferences generated out of the information collected from respondents and other data sources. creed ABOUT THE WORKING SCHEDULE OF THE ORGANIZATION TABLE 1 SL. NO flavor NO. OF EMPLOYEES PERCENTAGE 1 highly quelled 23 57. 5% 2 Partially live up to 7 17. 5% 3 not commodious 10 25% sum 40 blow% INTERPRETATION 57. 5 % of the workers said that they are highly satisfied with the working schedule of the organization, and 17. 5 % said that they are partially satisfied with the existing working schedule, and 25% are not satisfied with the working schedule. legal age of the workers are satisfied with the working schedule. WORKERS OPINION ABOUT THE MEDICAL AND FIRST AID FACILITIES TABLE 2 SL. NO OPINION NO. OF EMPLOYEES PERCENTAGE 1 exceedingly satisfied 19 47. 5% 2 Partially satisfied 10 25% 3 Not satisfied 11 27. 5% Total 40 blow% INTERPRETATION 47. 5% of the workers are highly satisfied with the medical and first aid facilities of the organization. 25% of the workers are partially satisfied with the medical and first aid facility. 11% of the workers are not satisfied with the medical and first aid facility.From the above table it is clear that the majority of the employees are satisfied . OPINION ABOUT THE PRESENT WAGE SCALE control board 3 SL. NO OPINION NO. OF EMPLOYEES PERCENTAGE 1 skillful 10 25% 2 Satisfactory 15 37. 5% 3 Poor 25 62. 5% Total 40 ascorbic acid% INTERPRETATION The above diagram shows that only 25% of the employees are satisfied with the wage plate , and 37. 5% of the employees are satisfied with the wage photographic plate given to them. But majority of the employees said that the wage scale of the organization are poor. OPINION ABOUT HEALTH AND SAFETY MEASURES PROVIDED BY THE COMPANY Table 4 Sl. No OPINION NO.OF EMPLOYEES PERCENTAGE 1 Highly satisfied 15 37. 5% 2 Partially satisfied 10 25% 3 Not satisfied 25 62. 5% Total 40 ascorbic acid% INTERPRETATION Here 37. 5% of the employees are highly satisfied with the safety measures taken by the organization. 25% of the employees are just partially satisfied with the safety measure s. And 62. 5% of the employees are not satisfied with the measures taken for safety. majority of the workers are not satisfied with it. OPINION ABOUT REST ROOM FACILITIES PROVIDED BY THE COMPANY TABLE 5 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Provided 30 75% 2 Not provided 10 25% Total 40 100% INTERPRETATION The above table shows the details about the rest room. 75% of the employees said that the company provided them a good rest room. But 25% of the employees are of the prospect that the rest room provided by the company is not well. OPINION ABOUT THE SATISFACTION LEVEL OF INCENTIVES AND OTHER BENEFITS PROVIDED Table 6 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Highly satisfied 18 45% 2 Partially satisfied 10 25% 3 Not satisfied 12 30% Total 40 100% INTERPRETATION In the above table 45% of the employees are highly satisfied with the incentives provided by the organization. 5% of the workers are partially satisfied with the incentives provided by the organization. And 30 % are not satisfied with this. Majority of the workers are highly satisfied with the incentives provided by the company. WORKERS OPINION ABOUT THE OVER TIME ALLOWANCES PROVIDED BY THE COMPANY Table 7 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Highly satisfied 8 20% 2 Partially satisfied 20 50% 3 Not satisfied 12 30% Total 40 100% INTERPRETATION The over time allowance provided by the company is mostly partially satisfied. 20% of the employees are highly satisfied with it.But 50% of the workers are of the discernment that they are partially satisfied with the over time allowance. And 30 % of the workers are not satisfied with the over time allowances . OPINION ABOUT THE GRIEVANCE carrell PROVIDED BY THE COMPANY TABLE 8 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Provided 29 72. 5% 2 Not provided 11 27. 5% Total 40 100% INTERPRETATION The above table says the opinion about the grievance cell . 72. 5% of the employees are of the opinion that the company is provided them a good grievance cell. 27. 5% of the employees says that the company is not provided them a good grievance cell.But majority is of the opinion that the grievance cell provided is good. HOW IS THE INTER DEPARTMENTAL race IN THIS ORGANIZATION Table 9 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Very good 20 50% 2 Good 8 20% 3 Average 12 30% Total 40 100% INTERPRETATION The inter departmental relationship in the organization are very good ,50% the workers said that the relationship is very good. 20% of the workers said that the inter departmental relationship is good. But 30% of the employees are of the opinion that the relationship is average. DO YOU LIKE TEAM WORK OR INDIVIDUAL WORKTable 10 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 team up work 27 67. 5% 2 Individual work 3 7. 5% 3 Both 10 25% Total 40 100% INTERPRETATION 67. 5% of workers like team works. Only 7. 5% of the workers like individual work. And 25% of the workers are interested to work both as individual and team work. But majority workers like team work. . FINDINGS * Age wise distribution reveals that majority of the labourers are in the age group of 20-25 * It was found that the company has both male and female workers equally. * Maximum number of labourers are satisfied with the work schedule. Majority of the workers are of the opinion that they are satisfied with the medical and first aid facility. * It was found that majority of the respondents are not satisfied with the present wage scale. * Majority of the labourers are not satisfied with the health and safety measures provided by the company. * Majority of the workers are of the opinion that they are provided with good rest room facility. * It was found that majority of the labourers are satisfied with the incentives and other benefits offered to them. * Most of them are partially satisfied about overtime allowance given by the company. SUGGESTIONS Overtime allowance should be made more attractive to attract new jr. talent into organizatio n. * Since the laboures seem to prefer team work , if the work could be made more team oriented , it increases the motivation level of labourers and thus the productivity can be increased. * Canteen facility does not provide the nitrogen Indian labourers needs in satisfactory manner. So the organization should accept North Indian dishes in the menu. * More awareness programs regarding the quality of work life should be conducted. * role circle should be established to improve the productivity and standard of work life of labourers. Better transportation facility should be made available to the employees. * apply good relationship between management authorities and employees. * fortnightly health testing for employees should be conducted. CONCLUSION The study is conducted among the labourers of Safe care Rubber Products Pvt. Ltd. to study various welfare activities conducted at the company . From the study it has been understood that some workers are satisfied with some factors like wage offered , incentives provided ,medical and first aid facilities provided etc.The company needs to improve on various other factors that include the canteen facility, awareness programs regarding quality of work life in order to ensure that there is satisfaction among the labourers regarding the welfare scheme offered. From the study, it was found that the employees are broadly speaking satisfied with their welfare measures . The recreational facilities provided by the company are very satisfactory. There is a well managed grievance procedure in the organization . The working of employees union is satisfactory. In short, welfare facility together contribute to better work thus making employees happy and cheerful looking.Employee Welfare1. 1 WHAT IS WELFARE Welfareis the provision of a minimal level ofwell-beingand social supportfor all citizens, sometimes referred to aspublic aid. In most developed countries, welfare is largely provided by the government, in addition tocha rities, informal social groups, religious groups, and inter-governmental organizations. The work place should provide reasonable amenities for its good working. The betterment of workers conditions must produce more from the employer down rather than the forced up by demand from below. It is also important because the labour is contented.Well housed, well fed, well looked after it is not only an asset to the labour in the country. Therefore welfare is also fundamentally in the interest of the large society as the health, happiness and efficieny of each individual contributes the general well being of all. The concept of welfare is dynamic in nature and vary from country to country and from time to time and even in the same country depending up on the value system , social institutions, degree of industrialization and general level social and economic development.According to Frederic Engels, labour is the source of all wealth it is next to nature , which supplies with the materials that it converts in to wealth but it is even definitely more than this. 1. 2 EMPLOYEE WELFARE Employee welfare work aims at providing such service facilities and amenities to the workers employed in factories and industries healthy, congenial surroundings conductive to good health and high moral. The aim or objectives of welfare activities is partly humanistic to enable the workers to enjoy a fuller and richer life.The relevant and necessity of welfare work in India ,can be easily realized if one observe pitiable working condition of workers in the country. Stable and effective labour force cannot be build up with an improvement in the condition of life and work in the industrial centre. The development of community and society depends on the development of labour . The importance of labour welfare is beyond the stage is debate and is recognized on as integrate part of industrial tradition in all industrially advances countries.Labour is the vital part of business part of organizat ionand management , and now a day attach more importance to human angel . Increases the productivity , as well as productive efficiently of the workers and induce in them new spirit self realization . The importance of welfare measures was accept was early as 1931, when the labour commission on labour stated that, the benefits which go under thus nomenclature of great importance workers of which he is unable to secure by himself.Labour welfare is one of the major determinants of industrial relation. Encyclopedia of social sciences defines welfare workers as voluntary efforts of the employer to establish with in existing industrial system , working and sometime living and cultural condition of the employers beyond what is required by law. The welfare of labouring classes must be one of the first carriers of every employee. The betterment of workers condition must preceed more from the employees. The work space should provide with reasonable amenities for his essential needs.The conce pt of welfare and dynamic in nature and vary from country and from time to time and even in the same country depending up on is value system , social institutions, degree of industrialization and general level of social and economic development. Welfare activities are partly humanitarian partly economic and partly civil. It is humanitarian as its aim is providing certain facilities and amenities of life to the workers which they themselves cannot provide it promotes a sense of responsibility and dignity among workers and to make them better citizen.According to Frederic Engles, labour is the source of all wealth it is next to nature , which supplies its material that convert in to wealth . But it is even definitely more than this. 1. 3 WELFARE AS CONCEPTS Indian national congress in its karachi resolution stated that the self guard in the interest of the industrial workers and shall secure then by suitable legislation , by the living wage. Healthy working condition and limited hour s of work, suitable machinery for settlement of disputes between employees and workmen and protest against old age sickness and unemployment .Anything done for intellectual , physical and moral and economic betterment of the workers , whether by employers, by the govt. or by the other agencies over and above what is laid down by the laws of the land, is labour welfare. International organization report refers with regard to labour welfare as such service facilities and amenities which may be established in or in the vicinity of undertaking to enable the persons employed in perform their working healthy, congenial surroundings and provided with amenities conductive to good health and high moral. 1. 4 SIGNIFICANCE OF THE STUDY * It helps to improve recruitment. As the job becomes more attractive, more efficient employees can be recruited. * Employee welfare improves the morale and loyalty of workers by making them happy and satisfied. * It reduces labor turnover and absenteeism thereb y building a stable workforce. * It helps to increase employee productivity or efficiency by improving their physical and mental health. 1. 5 SCOPE OF THE STUDY Employee welfare is vital for the survival of any industry.The machines and materials in an industry could be operated only by human beings, and when there is a group of people there are chances of conflicts and should be resolved at the earliest . If welfare measures are not provided , they become lazy. Therefore it is important to provide good welfare measures to the employees . So the study on the employee welfare in the company is very important. 1. 6 OBJECTIVES OF THE STUDY The study was conducted to analyze the labour welfare in the safe care . The relationship existing between the management of the company and their workers were studied .The study aimed to find out whether the workers were satisfied with the welfare facilities provided to them, how many disputes and unrest occurred in the past years, the settlement pr ocedures followed to solve grievences and how negotiation on various terms and condition were made. 1. 7 LIMITATION OF THE STUDY * Only 40 respondents were selected for the study due to time constraints. * The duration of the time for the study was limited and hence elaborate and imprehensive project survey was not undertaken. * The findings were drawn based on the feed back received through the questionnaires. Interaction with the company professionals was limited, due to their busy schedule. * Information obtained is depended on satisfaction level of the respondent. The reliability of the result of the study depends on the reliability of the answers of the respondents were reluctant to give information. 2. 1 INDUSTRIAL PROFILE World production and consumption of rubber continued to increase in 2008. The ISRG (International Rubber Study Group) estimated that the production would breach the 20 million tonnes level to breach 20. 12 million tonnes of rubber were estimated to be consum ed in 2007, of which 41. % was natural rubber. Latex market report gives a comprehensive introduction to both natural and synthetic polymer in one volume. This is a hot subject because of tremendous change in the market. These have increased from the increased use of disposable gloves in the medical industry. Latex products are being used excessively as alternatives to solvent based system such as adhesives, sealants and coatings, because of global legislation concerning the use of volatile flammable solvents. The range of application of latex is extensive.Polymer Lattices are used in paints and coatings ,textiles ,non-wovens packing, construction (mainly in adhesives and binders), furniture, packing, paper, medical equipments,personnel equipment ,carpet, backing,adhesives, polish,belts. The global annual consumption of natural rubber latex is running at just over 7 million tonnes. Natural rubber is particularly widely used in medical gloves and condom applications. Gloves are by fa r the largest market sector, consuming around 60%by weight . This is a very competetive market and much of the production industry has being moved to Asia to reduce costs.WORLD RUBBER PRODUCTION In 1991 Thailand replaced Malaysia as the top producer and exporter of natural rubber products. This has been the result of re-planning program. A majority of Thailand rubber plantations are located in southern part of the country. Thailand leads the rubber producing countries in research and development of natural rubber. This makes Thai natural rubber the most dependable and consistent. A majority of rubber products are exported in their raw from such as technically specified rubbers STR ,Skim Block,ADS ,Crape and concentrate Latex . Exports account for 90% of natural rubber production .The remaining 10% is utilised domestically, 55% of this amount is processes as value added goods . Major manufactured rubber are tyres and inner rubber tubes for automotives. 2. 2 COMPANY PROFILE 2. 2. 1 Ab out the organization Safe Care Rubber Products Pvt. Ltd started its production during the year 2006. It is situated in Cochin Special Economic Zone, Kochi. The products manufactured in this company are pre-powdered and powdered free latex, examination and surgical gloves. It is registered under the factorys act. The companys investment in land and building is 50 lakhs and plant and machinery is 114 lakhs.The annual turnover of the company in the year 2007-08 is Rs. 460 lakhs. The raw materials and equipments used are latex,sulphur,PHT, power free chlorination machine, tensile tester ,air nozzles, physical dimension testing equipments. Its product is exported to Europe ,African countries , Latin America. Safe care subscribes to a philosophy Quest for Excellence which ensures that its customer received not only good quality product but also excellent service. Safe care believes in cost effectiveness through effective operation ,timely deliveries and prompt corresspondence . 00% custom er satisfaction is their primary motto. The Quest for Excellence has earned the prestigious ISO 90012000 certificate from TUV suddeutschland ,Germany and regitration of factory with US FDA -510K. The sterile and non-sterile products are CE certified. Indian Rubber Board has examined the gloves and confirmed that surgical and examination gloves meet ASTM D 357 and D 3575 , EN 455 standards. 2. 2. 2 OBJECTIVES OF SAFECARE RUBBER PRODUCTS PVT. LTD * To become a leading player through providing rubber products mainly gloves through out the world market. * To maximise the return on investment. To achieve the international levels of excellence in quality. * To engage in a wide span of business activity through socially accepted way. 2. 2. 3 ORGANIZATIONAL STRUCTURE Safe care rubber products pvt. ltd has a simple organizational structure with two directors Sri. Anil Kumar and Sri. Joseph at the top level management. The directors are jointly responsible for the decisions and all the decisi ons are taken together . The director of administration is in charge of all the overall operations and publications. The day to day operations and controls are carried out under his supervision .The other director is in charge of the production and function of the firm. In the middle level management they have two managers Sri. Sukumaran and Smt. Kavitha Anilkumar one in charge of the administration and other is the production manager or the foreman. The manager of administration is in charge of overall administration of the production , purchases, human resources and a link between the lower level and the top level management. The foreman is in charge of overall production and the production line. Both of them report to the top management directly.The lower level management is filled up by the office Staff and head of laboratory and inspection and supervisors . They all report to the managers of administration who acts as the link for them with the top management. 2. 2. 4 VARIETIES OF RUBBER The varieties of rubber are Natural Latex This is a white fluid obtained from the rubber tree. It contains small particles of rubber dispersed in an aqueous medium. The aqueous medium also contains plant proteins which are thought to be responsible for triggering of allergy. Natural Rubber This include all material made from containing Latex.Natural rubber is made by two processes, the natural rubber latex process (NRL) and dry natural rubber process (DNR). DNR Process This involves compressing the rubber at a high temperature and pressure. The plant protein responsible for allergy are denatured at these temperature , and pressure and therefore pose a lower risk than rubber made by NRL process. NRL process This involves the use of natural latex in a concentrated colloidal suspension. This type of latex contains a much greater proportion of plant proteins than latex produced by the DNR process.Most immediate type reaction results from exposure to NRL products. RESEARCH M ETHODOLOGY Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it, the researcher explains the various steps that are generally adopted in studying his research problem along with the logic behind them. PURPOSE OF STUDY The study was conducted to analyze the labour welfare in the safe care . The relationship existing between the management of the company and their workers were studied .The study aimed to find out whether the workers were satisfied with the welfare facilities provided to them, how many disputes and unrest occurred in the past years, the settlement procedures followed to solve grievances and how negotiation on various terms and condition were made. SCOPE OF STUDY Employee welfare is vital for the survival of any industry. The machines and materials in an industry could be operated only by human beings, and when there is a group of people there are chances of c onflicts and should be resolved at the earliest . If welfare measures are not provided , they become lazy.Therefore it is important to provide good welfare measures to the employees . So the study on the employee welfare in the company is very important. RESEARCH DESIGN A research design is the agreement for the conditions and analysis of data in a manner that aims to combine relevances to the research purpose with the economy in procedure . It is the conceptual structure within which research is conducted. It constitues that blue print for the collection , measurement and analysis of data. The research design here is exploratory research, the focus is on the discovery of ideas.An exploratory research is to generate new ideas,respondents should be given sufficient freedom to express themselves. PILOT STUDY Interview with worker and manager revealed their feelings towards the plans and policies of the company . This was a source about the employee welfare existing in the company coul d be observed. The personal options of the workers were collected using interview and schedule and the options of the managers were collected using structured questionnaire. UNIVERSE OF THE STUDY The universe of the study was the total employees and workers of the SAFE CARE. SAMPLE STUDYA sample technique used is convenience sampling. The samples were selected on the basis of both the investigator and the employees. DATA COLLECTION Data collected were as follows * Welfare facilities offered to the workers. * Safety measures in the factory. * Relationship between workers and management and trade unions. * Promotions and transfers. * Effectiveness of the activities of the trade unions. * Trading and developing needs of the workers. WELFARE The rational system model merger welfare with earning where emphasize is made on the initiative and the efforts of the individual .Welfare is viewed more in economic terms. If he produces more , he gets more . The only thing the organization provide d is to facilitate environment , in terms of water , sanitation , adequate light and ventilation . Hence welfare is concerned with working conditions and in this respect the working environment. The social system model promoter is a system of welfare where the emphasize is on organizational initiatives . Since a worker is striving to satisfy needs other than economic, is the working environment. Personnel enough or people oriented enough to provide opportunities for satisfying them.Organization make efforts towards workers participations, job enrichment and rotation to provide meaning , variety and interest in their jobs, and hence the place of work. This attempt is concerned with the actual nuts and bolts of the job and is related to its content. WHY WELFARE In India , welfare is of the statutory and non-statutory kinds. Though statutory welfare a bare maximum of facilities and reasonably good working conditions , employer are free to provide , or not to provide non statutory measu res in varying degrees. From the view point of workers, welfare measures must eliminate risk and insecurity .This is to ensure their personal safety and provide them with the equipment and atmosphere needed to draw affaire days wage without any feeling of guilt. Given the workers economic constraints , probably due to large families , organizations should provide facilities such as , transport , medical aid, creches, and subsidized food required by the workers. SOCIAL WELFARE Social welfare is being defined as those formally organized and socially sponsored institutions , agencies and programs which function to maintain or improve the economic conditions , health or interpersonnel competence of some parts or all of a population.It means helping individuals or group in developing and utilizing their full capabilities so that they are in harmony with the needs of their families and communities. As these goals may not always be realized by individuals through their efforts alone the st ate comes in to the picture and gradually begins to take over the responsibility for the free and full development of human personality . In short , social welfare aims at the well being of people and help to ameliorate human life cultural , economic ,social and psychological. PRINCIPLES OF LABOUR WELFARE Employee welfare is not a substitute for low wages and other allowances nor can it be used as an argument against the earnings of workers . A failure to understand this basic principle will only make labour welfare measures un popular. * The cardinal principle of employee welfare program is to ensure that it serves the real needs of workers concerned. Special classes of workers require special types of welfare services , proper assessment of needs of workers and determination of priorities, there of must be done. * Workers should be asked to participate in the formulation and administration of welfare programs.This is necessary because the programs are meant for them and their part icipation ensures that the welfare measures correspond to their needs. It also removes the suspiciousness of workers and the stigma of paternalism. * Workers should be free to use or not to use the facilities and amenities provide. OBJECTIVES OF EMPLOYEE WELFARE The primary objective of the study is employee welfare measures in SAFECARE RUBBER PRODUCTS PVT. LTD. , COCHIN SPECIAL ECONOMIC ZONE, KAKKANAD, COCHIN . SECONDARY OBJECTIVES * To study the level of awareness of employees on them various welfare provided by the SAFECARE. To analyze the level of satisfaction of employees with regard to welfare measure provide by the SAFECARE. * To ascertain the needs and expectations of the employees towards the various schemes offered by the SAFECARE. * To suggest improvement any of existing welfare schemes grow SAFECARE. * To analyze the work environment of the employees. * To develop the work environment of the employees . * To develop efficiency and productivity among workers. * To make re cruitment more effectively. * To earn goodwill and enhance public image.The present chapter will explain in detail the major inferences generated out of the information collected from respondents and other data sources. OPINION ABOUT THE WORKING SCHEDULE OF THE ORGANIZATION TABLE 1 SL. NO OPINION NO. OF EMPLOYEES PERCENTAGE 1 Highly satisfied 23 57. 5% 2 Partially satisfied 7 17. 5% 3 Not satisfied 10 25% Total 40 100% INTERPRETATION 57. 5 % of the workers said that they are highly satisfied with the working schedule of the organization, and 17. 5 % said that they are partially satisfied with the existing working schedule, and 25% are not satisfied with the working schedule.Majority of the workers are satisfied with the working schedule. WORKERS OPINION ABOUT THE MEDICAL AND FIRST AID FACILITIES TABLE 2 SL. NO OPINION NO. OF EMPLOYEES PERCENTAGE 1 Highly satisfied 19 47. 5% 2 Partially satisfied 10 25% 3 Not satisfied 11 27. 5% Total 40 100% INTERPRETATION 47. 5% of the workers are highly satisfied with the medical and first aid facilities of the organization. 25% of the workers are partially satisfied with the medical and first aid facility. 11% of the workers are not satisfied with the medical and first aid facility.From the above table it is clear that the majority of the employees are satisfied . OPINION ABOUT THE PRESENT WAGE SCALE Table 3 SL. NO OPINION NO. OF EMPLOYEES PERCENTAGE 1 Good 10 25% 2 Satisfactory 15 37. 5% 3 Poor 25 62. 5% Total 40 100% INTERPRETATION The above diagram shows that only 25% of the employees are satisfied with the wage scale , and 37. 5% of the employees are satisfied with the wage scale given to them. But majority of the employees said that the wage scale of the organization are poor. OPINION ABOUT HEALTH AND SAFETY MEASURES PROVIDED BY THE COMPANY Table 4 Sl. No OPINION NO.OF EMPLOYEES PERCENTAGE 1 Highly satisfied 15 37. 5% 2 Partially satisfied 10 25% 3 Not satisfied 25 62. 5% Total 40 100% INTERPRETATION Here 37. 5% of the employees are highly satisfied with the safety measures taken by the organization. 25% of the employees are just partially satisfied with the safety measures. And 62. 5% of the employees are not satisfied with the measures taken for safety. Majority of the workers are not satisfied with it. OPINION ABOUT REST ROOM FACILITIES PROVIDED BY THE COMPANY TABLE 5 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Provided 30 75% 2 Not provided 10 25% Total 40 100% INTERPRETATION The above table shows the details about the rest room. 75% of the employees said that the company provided them a good rest room. But 25% of the employees are of the opinion that the rest room provided by the company is not well. OPINION ABOUT THE SATISFACTION LEVEL OF INCENTIVES AND OTHER BENEFITS PROVIDED Table 6 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Highly satisfied 18 45% 2 Partially satisfied 10 25% 3 Not satisfied 12 30% Total 40 100% INTERPRETATION In the above table 45% of the employees are highly satisfied with the incentives provided by the organization. 5% of the workers are partially satisfied with the incentives provided by the organization. And 30 % are not satisfied with this. Majority of the workers are highly satisfied with the incentives provided by the company. WORKERS OPINION ABOUT THE OVER TIME ALLOWANCES PROVIDED BY THE COMPANY Table 7 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Highly satisfied 8 20% 2 Partially satisfied 20 50% 3 Not satisfied 12 30% Total 40 100% INTERPRETATION The over time allowance provided by the company is mostly partially satisfied. 20% of the employees are highly satisfied with it.But 50% of the workers are of the opinion that they are partially satisfied with the over time allowance. And 30 % of the workers are not satisfied with the over time allowances . OPINION ABOUT THE GRIEVANCE CELL PROVIDED BY THE COMPANY TABLE 8 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Provided 29 72. 5% 2 Not provided 11 27. 5% Total 40 100% INTERPRE TATION The above table says the opinion about the grievance cell . 72. 5% of the employees are of the opinion that the company is provided them a good grievance cell. 27. 5% of the employees says that the company is not provided them a good grievance cell.But majority is of the opinion that the grievance cell provided is good. HOW IS THE INTER DEPARTMENTAL RELATIONSHIP IN THIS ORGANIZATION Table 9 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Very good 20 50% 2 Good 8 20% 3 Average 12 30% Total 40 100% INTERPRETATION The inter departmental relationship in the organization are very good ,50% the workers said that the relationship is very good. 20% of the workers said that the inter departmental relationship is good. But 30% of the employees are of the opinion that the relationship is average. DO YOU LIKE TEAM WORK OR INDIVIDUAL WORKTable 10 Sl. No OPINION NO. OF EMPLOYEES PERCENTAGE 1 Team work 27 67. 5% 2 Individual work 3 7. 5% 3 Both 10 25% Total 40 100% INTERPRETATION 67. 5% of workers like team works. Only 7. 5% of the workers like individual work. And 25% of the workers are interested to work both as individual and team work. But majority workers like team work. . FINDINGS * Age wise distribution reveals that majority of the labourers are in the age group of 20-25 * It was found that the company has both male and female workers equally. * Maximum number of labourers are satisfied with the work schedule. Majority of the workers are of the opinion that they are satisfied with the medical and first aid facility. * It was found that majority of the respondents are not satisfied with the present wage scale. * Majority of the labourers are not satisfied with the health and safety measures provided by the company. * Majority of the workers are of the opinion that they are provided with good rest room facility. * It was found that majority of the labourers are satisfied with the incentives and other benefits offered to them. * Most of them are partially satisfi ed about overtime allowance given by the company. SUGGESTIONS Overtime allowance should be made more attractive to attract new younger talent into organization. * Since the laboures seem to prefer team work , if the work could be made more team oriented , it increases the motivation level of labourers and thus the productivity can be increased. * Canteen facility does not provide the North Indian labourers needs in satisfactory manner. So the organization should include North Indian dishes in the menu. * More awareness programs regarding the quality of work life should be conducted. * Quality circle should be established to improve the productivity and standard of work life of labourers. Better transportation facility should be made available to the employees. * Maintain good relationship between management authorities and employees. * Periodical health testing for employees should be conducted. CONCLUSION The study is conducted among the labourers of Safe care Rubber Products Pvt. Ltd. to study various welfare activities conducted at the company . From the study it has been understood that some workers are satisfied with some factors like wage offered , incentives provided ,medical and first aid facilities provided etc.The company needs to improve on various other factors that include the canteen facility, awareness programs regarding quality of work life in order to ensure that there is satisfaction among the labourers regarding the welfare scheme offered. From the study, it was found that the employees are generally satisfied with their welfare measures . The recreational facilities provided by the company are very satisfactory. There is a well managed grievance procedure in the organization . The working of employees union is satisfactory. In short, welfare facility together contribute to better work thus making employees happy and cheerful looking.

Corporate Human Resources †Hackney. Essay

This plan sets out the key aims and activities of the incorporate Human mental imagerys helping during 2003-04 and in particular how the overhaul forget support the accomplishment of the 2020 Vision for the borough and the other corporate objectives agreed by the Council, which ar to* Make sure the Council works properly and efficiently* Involve the public in what we ar doing to get better* Improve opportunities and quality of life in the borough and promote social inclusion1. OUTLINE OF THE SERVICE1.1 embodied Human Resources is managed by the assistance Chief Executive (Human Resources), a member of the Core Management Team, who is responsible for ensuring the councils compliance with employment legislation. The purpose of the HR function is to work in partnership with managers to maximise the efficiency and effectiveness of our workforce in order to support the councils business strategy and achieve excellence in assistant providey1.2 The components of the Corporate HR function are Strategic human resource focal degreeDevelops a strategic framework that deliver the goodss direction for the organisation in order to optimise employee productivity and achieves continuous improvement in the context of best value. Sets standards of best practice ensuring consistency of plan of attack to create one organisation. Provides both guidance and input into operational HR functions. Provides the tools to drive up performance and productivity and drive down disorder absence seizure.Works in partnership with employee representatives in order to create and embed a positive and constructive industrial relations environment that achieves service excellence. emergence and execution of procedures and guidelines to ensure managers work towards a productive employee relations horticulture. Learning and organisational developmentDevelops and introduces strategies, policies and programmes to develop the capability of the council, its Members and employees to succe ssfully implement business objectives and priorities. Establishes a competency based performance oversight approach to become a learning organisation, bring about culture careen and to harness and extend the cognition, skills and experience of all those inwardly the council in pursuit of service excellence. wellness safety and welfarePromotes a healthy and effective workforce, promotes good practice in health and safety, and addresses ill health at work and ill-health earlyish retirements. manipulates compliance with occupational health, safety and welfare legislation and guidance. Develops and implements Occupational Health service policies in co-operation with the Councils nominated provider. Strategic HR Contracts teamProcures and monitors the payroll department contractor to ensure timely payment of hackney carriage employees and pensioners.Monitors the Independent Referral Unit, which provides a 24/7 confidential telephone help- line. This is an independent specialist se rvice where employees bunghole raise their complaints and concerns about racial discrimination, racial harassment and racially discriminatory practices in the workplace.Monitors the One-Stop enlisting contract responsible for permanent and temporary enlisting and the trade matching service for the councils redeployees.Procures and monitors the Occupational Health Service contractor which carries out pre-employment health checks on hot appointees and provides medical advice to help manage sickness absence.2. SUMMARY OF PERFORMANCE FOR 2002/2003The service was restructured in March 02 to downsize by eight posts and interviews were completed over March and April there were some redundancies with staff leaving in June. Two vacant posts were filled by August.The Departmental Strategic Objectives for 2002/03 were To review and implement an HR strategy to reflect organisational needs and the new senior prudence structure to bestow all stakeholders Directors, senior management and mem bers by April 02.We achieved the early stages and with the appointment of the Head of HR in August 02 this is be carried forward for completion by April 03. To introduce competency based performance appraisal in the organisation by April 02 and tolerate out regular audits of service areas.We are before long in the process of reviewing the implementation process of the performance appraisal and development framework. A report of the findings will be produced for Core Management Team in December 2002. To achieve Investors in People standard with assessments carried out across directorates by September 02.This was achieved by Corporate Human Resources and the Social function directorate. Assessments of the stay directorates will take place in early 2003. To work towards Commission for Racial Equality level 4 standard.This has been replaced by the Equality normal for topical anesthetic Government level 2 and is being carried forward for completion by April 04. Continue to fight racial discrimination by following through the stimulate Equality military action Plan, to reduce the number of complaints to the Independent Referral Unit, measuring the number of cases referred and their outcomesOngoing. Develop corporate HR database and to ensure that placements are in place to provide workforce and BVPI monitoring reading with complete audit trails.We are on target to procure a Human Resources Information System by April 03, induce had the approval of Cabinet and are meeting the milestones of the new corporate procurement process.The Departmental Service Priorities for 2002/03 were* Recruitment of third tier managers by 30 June. 88% achieved, 6% beneath review, 6% vacant. Continuation of this activity is identified as a key project in Appendix 2(B)* TUPE of Education staff to Hackney Education trust by 1 August. Achieved* TUPE of finance staff to external provider. This exercise is still infra review and the decision deferred whilst the organisation exami ne the feasibility of a strategic partner arrangement.* machineation of Best Value Performance Plan production of annual BVPP estimates and actual performance by Feb 02. Achieved* Implementation of the guerilla stage of Single Status. Ongoing.* Trade Union facilities agreement. Corporate agreement and budget reduction achieved. Local consultation agreements ongoing.* HR Standards & Frameworks. Review of existing documentation consult Executive and negotiations with Trade Unions as necessary. All managers complying with HR standards and frameworks. Available on website March 2002. Existing standards and frameworks on website. Continuation of this activity is identified as a key project in Appendix 2(B)* Objective reduce days lost per employee through sickness and industrial action. Project Manager of sickness absence team appointed, project developed and now being implemented.* Race Relations Amendment Act. New Council policy agreed. Achieved* Non Discrimination Notice Requiremen ts.Production of regular monitoring information for the CRE. AchievedRegular ET panels to be convened. Dates have now been scheduled for the remainder of 2003 and the programme of panels will continue through 2003/4.* To reduce spending on the Payroll Services Contract to save 250,000 per annum by 2004/05. On target to appoint new contract for Feb 04 and achieve savings on current contract.* Bring payroll debt under control by 31 March 2003. New HR Information system to be implemented by September 03 will be single point on data entry to prevent new debt occurring. ITNet to be invoiced for debt due to their errors at end of monetary year.The Training and culture Plan for 2002/03* ending ChangeExecutive Coaching programme. AchievedPhoenix computer programme Race Equality Action Plan. AchievedProgress training and development related to the Race Equality Action Plan. Achieved* Race Equality Action Plan/ Investors in PeopleImplement workforce development interventions and initiat ives. AchievedImplement a mentoring and coaching programme for employees. Ongoing* Corporate Induction Organise a series of induction programmes throughout the year. Achieved* Management DevelopmentImplement competency based appraisal & development framework. Achieved* Human Resource Management training. Ongoing* Workforce/ Organisational Development (Race Equality Action Plan)Investors in People. Ongoing achieved in HR and Social ServicesCorporate development events/ road shows. AchievedBudgetThe HR cash limit for 2001/2 was set at 1,179k. Changes to accountancy practices meant that the costs of the corporate trade union facility and for the Occupational Health Service were no longer recharged to the payroll overhead as in previous years and no budget was transferred to the cash limit. This could have resulted in a 330k overspend but was contained by keeping seven posts vacant and through good housekeeping. HR were then on course to achieve the cash limit, yet in February 2002 we were given the responsibility for the payroll debt and had to make a bad debt provision of 271k for other departments debts. An under spend of 35k therefore became an overspend of 236k.3. CHALLENGES FOR THE YEAR forwards3.1 Implement an HR strategy to reflect a one organisational approach. Reviewing and re-launching the HR standards and frameworks.3.2 Completing the government direction of recruiting the councils third tier of management and works through a programme to increase 4th tier capacity.3.3 Embed performance management to increase productivity, tackle under performance and achieve service improvements through appraisal, sickness absence management, health and safety performance management and HR standards monitoring.3.4 Embed competency-based performance appraisals in the organisation.3.5 Review the councils recruitment and remembering strategy to improve the management capacity at all levels.3.6 Reducing sickness absence levels to achieve the governments targets of 9 da ys by 2005 and embedding an attendance culture in the organisation.3.7 Whole organisation achievement of the Investors in People standard in 2003 and maintaining a continuous learning culture.3.8 Procure, implement and deliver a Human Resources Information System across the council and improve all manual HR processes to meet audit requirements and best practice.3.9 The payroll function will be subject to a competitive tendering process by 31 January 2004.3.10 Continue the programme of single status implementation with Waste Management and Finance. Ensure that the programme of job evaluations for Scale 6 staff and below is completed in line with the single status agreement.3.11 To achieve level 2 of the Equalities Standard for Local government.3.12 Embedding a performance management model for Health and Safety across the council.3.13 To implement a Members Development Programme.3.14 To implement a Leadership Programme for third tier management.3.15 SWOT SummarySTRENGTHSOPPORTUNITIES* Nurture and maintain CMT/top team support for HR* Increasing organisational stability ? shared corporate knowledge* Increasing financial stability ? Less moving of goal posts* New Political stability ? Better decisions* New legislation ? Support Hackney change objectives* Continue to develop own (HR) skills* Develop SMARTER ways of working as a team (e.g. by cross-team project working, matrix teams, greater appreciation and ken of each others strengths).* Develop and achieve improvement to HR information systems.* Redistribute reducing HR recruitment budget and improve capacity-building (in HR)* Corporate Performance management framework All managers and staff are clear about the requirements and good practice standards.* Improving recruitment and retention new employer differentiate improving rewards and recognition better and new skills balance.WEAKNESSESTHREATS* Impact of reducing budgets possible constraints on obtaining conquer funding for changes required or innovating. N eed to monitor intimately and use more wisely and creatively.* Poor balance between operational versus strategic HR activities ? Need to improve capacity to focus more on strategic roles and review opportunities for improving efficiencies in delivery of operational functions.* Pressures of deadlines imposed by others. Affect ability to deliver reliably need to renegotiate prior need to improve how we manage our needs/demands as well as other stakeholders/clientsMAKING SURE THE COUNCIL WORKS PROPERLY AND EFFICIENTLY4. MANAGEMENT AND lag PROVIDING HIGH part SERVICES4.1 Investing in the development of staff? Revise frameworks in line with recommendation? Ensure consistent standard of implementation? try the impact of the supporting Training andDevelopment programmes (quality and quantity)? Design, commission & implement programme? Design, commission and implement Scrutiny, Membersdevelopment programme.? Evaluate 2002 development programme? Implement revised programme? Develop Phas e II of development programme? Design and implement Development Programme? Evaluate Phase I of Development Programme? Implement programme? Monitor Implementation? Evaluate programme? Implement programme? Monitor Implementation? Evaluate programme? Prepare for strategic assessment of the council? Audit standard to ensure continuous improvement and compliancein meeting IIP standard? Implement programme? Monitor Implementation? Evaluate programme? Implement programme? Monitor Implementation? Evaluate programme4.2 Ensuring staff performs to high standards. Embed performance management to increase productivity, tackle under performance and achieve service improvements. Embed competency-based performance appraisals in the organisation.4.3 Tackling poor performance. Reducing sickness absence levels to 9 days by 2005 and embedding an attendance culture in the organisation. Reviewing and embedding capability framework.4.4 Equality of opportunity in recruitment and employment practices. Monit oring of corporate Equalities Plan and Equalities Scheme.5. ACCOUNTABILITY FOR THE USE OF TAXPAYERS MONEY5.1 HR are addressing the following corporate objectives* New financial management systems by procuring a corporate HR Information System. This will be a single point of data entry to payroll for starters/leavers and absence recording to remove the current problem of overpayments to staff and leavers caused by processes being paper-based and difficult to enforce.* Consistent records are unploughed and procedures followed by HR Standards and Frameworks giving a clear guide to managers on recording staff attendance and maintaining personal files, Maintaining a cost centre governance tool introduced to prevent staff being placed on payroll without a valid cost code, Developing and implementing an Establishment Post number system for all staff to ensure only valid members of staff are being paid.* Ensuring budget holders manage their budgets by issuing guidelines on verifying ap propriate staff are on the payroll and paid at the correct scale. HR has topical anesthetic monitoring systems, which are reconciled to the general ledger every(prenominal) month. The ACE (HR) hold hebdomadally budget meetings with the HR management team to identify and tackle potential areas of risk.* Improving the way we procure service by participating in the corporate procurement training programme and involving the Hackney Procurement Centre at all stages of current procurement projects project management of these and participation in post-procurement reviews.5.2 District Auditors Regularity Review* Risk based preparation. Operational and financial risks are being identified and evaluated as part of the on-going, six weekly scrutiny process. Risk identification, evaluation, monitoring and management arrangements are being embedded in the 2003/04 budget preparation and service planning process. Improved monthly financial monitoring procedures have been introduced and a new s cheme of delegation has been finalised.* Payroll. A reconciliation exercise between payroll records and local employee monitoring and forecasting systems has been undertaken and additional resources have been deployed to clear the backlog of payroll overpayments. Revised procedures are being developed to reduce the risk of future overpayments and the new HR Information System will act as a single point of entry to replace current paper-based processes.* Contracts. Contracts registers established. Contract monitoring and management procedures are embedded.* General income. Work is underway to improve income collection and debt management and recovery procedures. Income profiles are being established, against which collection performance will be monitored on a monthly basis. Revised procedures for debt management and debt recovery are being introduced and performance will be monitored on a regular basis. Arrangements are be being strengthened further in the 2003/04 budget preparation process.* Payments to agency staff. A One Stop Recruitment contract for permanent and temporary recruitment is in place as a result of a competitive tendering exercise. There is a single point of invoicing from appointed agencies via the leas supplier who provides monthly financial monitoring information to the council.5.3 Key procurement activities are the purchase and implementation of an HR Information System (see 3.7) The competitive retendering of the payroll contract which expires 31 January 2004 (see 3.8). future day retendering of the Occupational Health Service contract by April 2004.INVOLVING THE PUBLIC IN WHAT WE ARE DOING TO GET BETTER6. REVIEWING OUR NEW DEMOCRATIC ARRANGEMENTS6.1 The Head of Learning and Development is working with the Deputy Mayor and INLOGOV to design and implement a Members Development Programme. Members training needs such as IT training and Scrutiny skills are being identified to implement a training programme.7. IMPROVING INFORMATION TO THE PUBL IC7.1 All current job vacancies in the council are now supplyed weekly on the Hackney Live website. The public can download job details and profiles, advice and guidelines on how to apply for posts and complete application forms. The One Stop Recruitment contractor Bartlett Scott Edgar manages and maintains the database of advertised posts and acts as a single point for enquiries and response handling. Hackney recruitment now has corporate branding and materials are produced to amend quality standards. We intend to make it possible in the next year to make it possible to complete and send applications online.7.2 Our equalities scheme we will use our council website to publish the results of consultation exercises and the monitoring information in accordance with our requirements under the Race Relations Amendment Act 2000.8. DEALING WITH SERVICE REQUESTS PROMPTLY AND EFFICIENTLY8.1 Members enquiries are logged and responded to within three days. All responses are approved and subm itted by the ACE (HR). The service also implements the corporate letter monitoring and complaints procedures.8.2 Complaints about externally provided HR services are raised in regular contract meetings with providers and used to review and fine tune services provided. Contracts are to monitored against HR local BVPIs.IMPROVING OPPORTUNITIES AND QUALITY OF LIFE IN THE BOROUGH AND PROMOTING SOCIAL INCLUSION9. GIVING OUR ADULTS THE SKILLS TO GET JOBS9.1 HR will explore the increased involvement with apprenticeships and work experience schemes to improve approaching for local people to council jobs.10. PROTECTING AND SUPPORTING THE MOST VULNERABLE PEOPLE IN OUR COMMUNITY10.1 HR ensures that all staff interviewed for posts with unsupervised access to puppyish people have a pre-employment check through the Criminal Records Bureau. Agencies providing temporary staff through the One Stop Recruitment contract also carry out pre-employment and police checks before placing them with Hackney managers. All agencies under the contract have had to pass quality criteria to ensure they carry out these procedures.

Fab Sweets Limited Essay

I. IntroductionFAB Sweets Limited is a manufacturer of high-quality sweets. The company is located in the North of England which is a medium-sized, family-owned, partially nonionic and highly successful confectionery producer. The case analysis takes drift in HB department, the most problematic department of the factory.The department produces and packs over 40 lines of treated candies using a batch- ware system. The department has a 37 people in work, the majorities are skilled employees. This is organized in two adjacent areas one for achievement staffed by men, 25 in quantity, and one for packing staffed by women, 12 in quantity. The two divisions are separated by a fleshly roadblock overseen by a charge hand and a executive computer programme respectfully. The department manager besides oversees both division and has to report to the factory manager. Training takes place on the production process, which is essentially quite simple, but it normally takes two years to acqui re the skills necessary to effectively complete all projections of production. Many various product lines can be produced simultaneously with each task interdependent of the next. Although the business organisation seems quite simple and the management of the process is straightforward, the department however approach many serious problems.II. Statement of the ProblemThe main problem experienced in HB department is related to motivation which is the high level of swage (refers to the high rate of movement of employees out of a firm), six new managers in eight years. The problems that to a fault affect the company were imprint rank production rates and high level of scrap (high rate of rework) in the department. Other simple problems arose, such as employees had little input in the decision-making responsibilities, low motivation, low air satisfaction, and didnt have enough appreciation, feedback and recognition on their realizeance. In addition, there were conflicts between the supervisors and employees in the production and packing areas and the grading and payment levels wasnt satisfactory to the workers.III. Objectives of the StudyThe major objective of this case analysis is to solve the main problem in HB department by using approximately different approaches. The following are the otherwise objectives to account in solving the problems a) To consider the areas of internal and external environment of the company by implementing the SWOT analysis. b) To extend out the alternative courses of actions and see its advantages, disadvantages, costs and, benefits. c) To recommend a possible and specific solution to a problem. d) To implement a plan of action, and lastlye) To identify the potential problem and their resistance to change and lay a contingent plan of action to solve it.IV. Areas of ConsiderationInternal milieu External EnvironmentStrengths Opportunities1. Systematic way of production 2. Men and women are organized in two adjacent sectio ns to avoid discrimination 3. High-quality products 4. Partially unionized 5. Division of cut into is present 1. Many entrepreneurs give invest to the company 2. Good image of the company will arise 3. Many customers will patronize the products 4. Many personal credit line seeker will apply to the company1. caper conflict and insecurity occurs because there is no teamwork or cooperation between employees and their co-employees as well as the supervisor 2. Too much rework is frequent/often present 3. Employees had few decision-making responsibilities, low motivation, low cable satisfaction, and low performance feedback 4. There is a physical barrier, not allowing the employees to communicate freely to themselves 5. There is an assembly line (production line) 1. Production delay 2. Possible shortage of raw materials 3. High level of labor turnover rate 4. Mistakes and breakdowns 5. Job layoffs, lose interest and boredomV. Alternative Courses of follow out1. Implementing play ro tation program.Advantages Disadvantages* Job enrichment * Job enrichment * Gains experience and knowledge of a new task or skill (as a learning mechanism) * Intrinsic motivation to perform caused by newer challenges * Career development * Reduces boredom, dissatisfaction and work stress and stimulates development of new ideas * go out opportunities for a more comprehensive and reliable evaluation of the employee * Develop leadership * Broadens/expands exposure to companys operation and for turning specialist into generalists * Gains visibility with a new group of co-workers and managers. Visibility for a good employee brings potential opportunities * An employee does not gain a particular specialization.* Moving from one job to another also gets irritating because the normal routine of an employee is disturbed and also time is wasted in adjusting to the new job. The employee may feel alienated when he/she is rotated from job to job. * Training costs are increased * Because staff me mbers would be performing different tasks, if they discover it as a weakness, the task wont be performed as well as by someone that is strong at it. * Staff could be rotated away from a task that they enjoy, or perform very well to a high standard which could lead to other staff members not performing the same tasks as well.Costs and Benefit abstractA job rotation strategy comes with costs. When moving employees into multiple positions, you must invest time and money into schooling the workers in all those positions. This not only includes costs for the employees who are rotating, but also the time of the managers and others who must train the employees in each area. The following is the accurate cost and benefit analysis of job rotation program.Implementing job rotation N/A 44.71 2. Wage incentives, benefits, rewards, bonuses, and promotions to work must be given to the employees. Advantages Disadvantages* Individual performance enhancement * Employee development * smart set p rofitability * Healthy competition * Worker retention * Increase productivity and level of sales * Can focus employees on hitting a target * Places a value of achievement * Employee resentment * Rifts between employees * Sense of inequity * Individual earnings can fluctuate * Greater costs * The employee will unhorse if not earnedCosts and Benefit AnalysisThings considered Costs BenefitsSeminars 44.71 Total net savings 119.22Net savings for two years 87,030.60 Processing of documents 74.51 3. Conducting mentoring program for actuate the employees and supervisors. Advantages Disadvantages* Onboarding * Employee satisfaction * Employee retention * Employee productivity * Career growth/Succession planning * Knowledge management * Quality * Synergy * Reduce frustration * Lack of organisational support * Creation of climate dependency * Resentment of mentees * Role conflict between boss and mentor * Difficulties in coordinating programs with organizational initiatives * Costs and r esources associated with overseeing and administering programCost and Benefit analysisThings Considered Costs BenefitsSponsoring a joint orientation workshop 29.80 Total net savings 111.78Net savings for two years 81,599.40 Providing training for mentoring program participants 37.27 Implementing 44.71 RecommendationAfter evaluating the decision matrix, the analyzer recommended that the course of action that will be the solution to a problem is the implementing of job rotation program. Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation. Job rotation can improve multi-skilling but also involves the need for greater training. In a sense, job rotation is similar to job enlargement. This approach widens the activities of a worker by switching him or her nigh a range of work.VII. Plan of ActionActivities involve People Responsible Time Frame Cost/Budget Holding meeting for determining interests of the employee direc tion and employees 1 hour No cost Distributing Job Rotation Questionnaire and answering it Management and employees 5 minutes 7.45 Calculating the scores for the jobs considered for rotation Management and employees 3 minutes 1.49 Reviewing the job rotation scheme Management 1 hebdomad N/A Providing trainings Management and employees 1 week 29.80 Providing employees with adequate break-in-time Management and employees 1 hour No cost Implementing the continual job rotation Management 1 week 44.71 Monitoring job rotation Management 1 week N/AHolding follow-up meetings for evaluating the rotation Management and employees 30 minutes No cost Tracking other measures for determining the effects of job rotation Management and employees 30 minutes N/A Total cost 83.45VIII. Potential ProblemThe potential problem is that the particular specialization of employee will possibly lead to loss of job mastery and gradual loss of productivity because of too much time spent on training process. metro to ChangeIts capacitance to change takes two years or more. It changes over the period of time by gradual growth and development.Contingent Plan of ActionThe contingent plan of action is implementing job rotation monthly and not weekly for minimizing the possible outcomes of particular specialization in the workers. If still other problems arose, the job rotation program will be conducted quarterly.Things engaged in this plan1. Holding meeting for evaluating the job rotation program by the management and employees. 2. Maintaining the regular job rotation by the management. 3. Monitoring job rotation also by the management.4. Holding follow-up meetings for evaluating the rotation by the management and employees. 5. Tracking other measures for determining the effects of job rotation also by the management and employees.IX. Referenceshttp//tutor2u.net/business/people/workforce_turnover.asphttp//www.wikihow.com/Reduce-Employee-Turnoverhttp//en.wikipedia.org/wiki/Turnover_(employme nt)http//www.123helpme.com/fab-sweets-case-analysis-view.asp?id=164827http//essays24.com/print/Case-Study-Fab-Sweets/18014.htmlhttp//humanresources.about.com/od/glossaryj/g/job-rotation.htm http//www.blurtit.com/q1611329.htmlhttp//www.scribd.com/doc/49852547/56/Advantages-of-Job-Rotation-Advantages-of-Job-Rotation http//www.transtutors.com/university-california%2Foperations-management/disadvantages-job-rotation-6.htm http//wiki.answers.com/Q/Disadvantages_of_job_rotationhttp//www.blurtit.com/q451616.htmlhttp//en.wikipedia.org/wiki/Job_rotationhttp//www.alagse.com/hr/hr9.phphttp//traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-rotation.html http//www.citehr.com/8230-job-rotation.htmlhttp//smallbusiness.chron.com/advantages-disadvantages-employee-incentives-21220.html http//www.ehow.com/list_6535559_advantages-incentive-plans.html http//www.aboutemployeebenefits.co.uk/advantages-disadvantages-incentive-schemes.html http//www.businesslink.gov.uk/bdotg/a ction/detail?itemId=1074424585&type=RESOURCES http//wiki.answers.com/Q/What_are_the_advantages_and_disadvantages_of_sales_incentive_program http//www.mentorscout.com/about/mentor-benefits.cfmhttp//eprints.qut.edu.au/1754/1/1754.pdfhttp//www.ehow.com/about_4947701_assembly-line-job-description.html http//www.ehow.com/about_5476767_assembly-line-job-descriptions.html http//www.danmacleod.com/Articles/Job_Rotation.htmhttp//tutor2u.net/business/people/motivation_financial_jobrotation.asp http//www.thetrainingconnection.com/7steps.shtmlhttp//www.thetrainingconnection.com/7steps.shtmlstep3http//php.fx-exchange.com/gbp/3-exchange-rates.html