Sample Report

A Study On Health And Safety Scheme For Employees With Special Reference To
H & R Johnson, Kunigal
INTRODUCTION
1.1 Evolution of Industries

With the advent of the industrial Revolution there came about very rapid and drastic
changes. This continued on with still greater momentous and revolutionary changes.
The Factory System

With production process having undergone changes vastly and with the expansion of
markets and trade, there grow up the need for production of specialized items for wider
markets. The traveling traders brought the supplies of raw materials to the craftsmen’s
houses and wanted them to produce material as per their specifications and standards
upon a piece – rate basis. They obtained supplies and sold the finished products.
This is how the factory system, with such small beginnings originated. while on the other
side, we found the industrial revelation on its rapid’s strides, brought in the stirring
inventions, such as power loom, the steam engine and the spinning jenny. This was during
the period between 1700 and 1800.
The trader capitalists zoom realized increasing economics in production, utilizing the
newly developed machines and took to the factory, plan of production. They installed
machines offered employment at factory.
This is the period in USA Henry Ford, Sr. Introduced assembly lines large – scale
production in industry, which deskilled many of the existing jobs. May of the all-around
craftsmen was replaced by semi- skilled workers on the assembly lines. Repeating
monotonous operations, worker’s job was tedious, repetitive and boarding, with no
dignity or prestige, no individual consideration by boss.
The working and living conditions of the labor in the early factory system were
deplorable. They had to work under most unsanitary and unhygienic conditions with filthy
surroundings for long hours. 10 to 18 per day. There were no housing facilities available.
The workers obeyed to the wishes of the factory owners. so much so as records tell,
women and even children were sometime chained to the looms and other machines. the
Dept. of Social Work, SSIBM, Tumakuru Page 1

foreman was a terror for the workers and not a builder of team work. The lot of the
workers was a pitiable one.
There was no touch of human relations existing between the employer and his workers, as
the personalized reactions as had been developed between the employer and the
employees prior to the industrial revolution began loading away gradually. Which led to
the development of a ugly between the employer an workers.
1.2 Human Resource Management
Meaning and definition:
Human Resource Management (HRM or HR) is the management of human resources.

It is designed to maximize employee performance in service of an employer's strategic
objectives. HR is primarily concerned with the management of people within
organizations, focusing on policies and on systems.
1) Human Resource Management is a management function that helps managers recruit,
select, train and develop members for an organization.
2) Organization are not mere bricks, mortars or inventories. They are people, it is the
people who are the staff and who manage organizations.
3) H.R.M is also a function of management, concerned with hiring, motivating and

maintaining people in an organization.
4) H.R.M. applies management, principles in procuring, developing, maintain people in

the organization.
5) H.R.M is a series of integrated decision that from the employment relationship; their

quality contributes to the ability of the organizations and the employees to achieve
their objectives.
1.3 Human Resource Management (HRM)

The field of HRM as it currently exists represents a crystallization of a variety of
historical and contemporary factors.
During the industrial revolution period machines were brought in technology made rapid
progress jobs were more fragmented where the worker did only a small portion of the
total job and specialization increased speed and efficiency but left workers with dull,
boring and monotonous jobs. Workers were treated like glorified machine tools
Employees were keen to meet production targets rather than satisfy workers demand
Govt. Did very little to protect the interests of workers.
The early part of the century saw a concern for improved efficiency through careful
design of work. During the middle part of the century emphasis shifted to the
availability of managerial personnel and employee productivity Recent decades have
focus on the demand for technical personnel responses to new legislation and
government all regulations, increased concern for the quality of working life total
quality management and renewed emphasis on productivity let us look into these trends
more closely by examining the transformation of personnel function from one stage to
another in a chronological sequence.
1.4 Growth in India:
Early Phase: Thought it is said that HRM a discipline is of recent growth, it has had its
origin dating back to 1800 B.C. for example the minimum wage rate and incentive wage
plans were included in the Babylonian code of Hammurabi around 1800 B.C. The
Chinese, as early as 1650 B.C. The span of management and related concepts of
organization were will understood by Moses around 1250 B.C. and Chaldeans had
incentive wage plans around 400 BC Kautilya, in India made reference to various
concepts like job analysis, selection procedures, executive development, Incentive system
and performance appraisal.
Legal Phase : The early roots of HRM in India could be traced back to the period
after 1920 the Royal commission on labour in 1931 suggested the appointment of
labour officer to protect workers interests and act as spokes person of labour After
independence, the Factories Act1948, made it obligatory for factories employing 500 or
more workers , IN view of legal compulsions and the enumeration of duties the entire
approach of organizations toward their personnel was to comply with the laws and
keep the welfare officers busy with routine functions”. Meanwhile two professional
bodies, Viz, the Indian Institute of Personnel Management (IIPM) Kolkata and National
Institute of Labour Management (NILM), Mumbai have come into existence in 1950s.
Welfare Phase: During the 1960s the scope of personnel function has expanded a bit,
covering labour welfare, participate management, industrial harmony, etc. “In this period,
the human relations movements of the web had also its impact on Indian organizations:
The legalistic preoccupations slowly gave way to humorous industrial relations and good
HR Practices.
Development Phase:
IN 1960s and 70s the HR professionals focused more on developmental aspects of human
resources. The emphasis was on striking a harmonious balance between was on striking a
harmonious balance between employee demands and organizational requirements. HRD
has come to occupy a center stage and a focal point of discussion in seminars, conferences
and academic meets. The two professional bodies. IIMP and NILM, were merged to form
the National Institute of Personnel Management at Kolkata.
1.5 HRM in the new millennium:

Traditionally, the personnel function candied around control and direction of employees
for achievement of pre- determined goals. The human resources Approach, in direct
contrast to this, recognizes the worth of human begin in the realization of corporate goals.
It takes a supportive and developmental route to achieve results through the co-operative
efforts of employees. when opportunities for growth and enhancement of skills are
available people will be stimulated to give their best, leading to greater job satisfaction
and organizational effectiveness. The manager’s role, too, has undergone a dramatic
change over the years. From control and direction of employees, he is expected to move

toward clarifying goals and paths and creating a supportive and growth-oriented
environment where people are willing to take up assigned roles willingly and
enthusiastically. The effective, therefore, human resource managers need to understand
the needs, aspirations, concerns, of employees proactively, fare the challenges head on
and resolve issues amicably. They are expected to successfully involve an appropriate
corporate culture, take a strategic approach to the acquisition, motivation and
development of human resources and introduce programmers that reflect and support are
care values of the organization and its people. This is easier said than done in view of
constant charges environment characterized by the following things.
Features of HRM: Influencing Factors:

1. Size of workforce: corporate have grown in size considerably in recent years. Thank to
global competition in almost all tides. The size of the work force, consequently, has
increased, throwing up additional challenges before HR mangers in the form of additional
demands for better pay, benefits and working conditions from various sections of the
work force constantly.
2. Composition of work force: The workforce composition is also changing over the
years. The rising percentage of women and minorities in the work force is going to alter
workplace equations dramatically. Demands for equal pay for equal work, putting an end
to gender inequality and bias in certain occupations, the breaking down of grass ceiling
have already been met. Constitutional protection ensured to minorities has also been meet
to a large extent by HR mangers in public sector units. The new equations may compel
HR managers to pay more attention to protecting the rights of the society the shifting
character of workforce in terms of age, sex, religion, caste etc. Is going to put pressures
on HR managers trying to integrate the efforts of people from various places. Managing
heterogeneous and culturally diverse groups is going to stretch the talents of HR managers
fully.
3. Employee expectations: “Instead of attempting to force employees to conform to a

corporate mould’ future managers may well have to make more allowance for individual

differences in people" Now days workers are better educated, more demanding and are
ready to voice strong, violent and joint protests in case their expectations are not met. the
set of financial and non- financial demands is ever – growing and expanding . In fast
changing industries such as software, telecom, entertainment and pharmaceutical the
turnover ratios are rising fast and it HR manger do not respond positively to employee
expectations. The acquisition and development costs of recruits is going to mount
unsteadily. An efficient organization is therefore required to anticipate and manage
turnover though human resource planning , training schemes followed by appropriate
compensation packages
4. Changes and technology: Increased automation, moderation and communization

have changes the way the traditional jobs are handled. In such a scenario unless
employees update their Knowledge and skill constantly, they cannot survive and grow.
This will necessitate training, retraining and mid career training of operatives and
executives at various levels. Where such initiatives are missing, , it becomes very
difficult for employees to fact the forces of technology with confidence and get a head
in their careers steadily.
5. Life style changes: The life style patterns of employees have undergone a rapid
change indecent times. unlike their predecessors people are now ready to change jobs,
shift to new locations , take up jobs in startup companies instead of manufacturing units
and even experiment with untested ideas. A recent survey of young executives in four
major metrics in India revealed several interesting things
Unlike the western world where dual careers are quite common, HR managers in India
have not faced any additional challenges in the form of relocation efforts job sharing
and job hunting exercise Etc. The situation, however, may change in the next couple of
years especially software, media, telecom sectors where the number of women employees
is rising steadily. The survey of young executives underlined the importance of designing
jobs around the individual, taking his career expectation into account flexible working

hours, attractive compensation packers, job content and growth opportunities etc. May
occupy the centre – stage in HR strategies of Indian managers in the days ahead.
6. Environmental challenges: Privatization efforts in India are likely to gather

movement in the coming year, as most public sector units wage bills increased
cooperation, inefficient operations, outdated technology, debt burden etc. Will compel
many public sector units to either draw the shelters down or seek private sector partners.
the burden in training and retraining employees with a view to make them more
productive and useful under and new setup is going to fall on the shoulders of HR
managers with this the legal stipulations, covering recruitments and selection of
employees, employment of reserve category employees, minorities etc. Are also likely to
lose their importance over a period of time.
7. Personnel function in future:

The personnel function in further is going to evaluate thus.
● Job redesign: The focus on job redesign will increase: Flextime, job sharing and
alternative work arrangements will come to occupy a centre – stage.
● Career opportunities: A part from compensation, personal growth and self-
development may become primary motives for working HR managers may have to
restructure work so that employees may find expression of their needs for
creativity, autonomy and entrepreneurship in their jobs.
● Productivity: Productivity, efficiency, growth is going to be the new mantras for
corporate survival and growth.
● Recruitment and selection: Effective selection devices are likely to be used,
giving premium to employee skills, knowledge, experience, ability to get along
with people etc.
● Training and development: As technologies change rapidly, people need to
update their skills continuously. A much broader range of abilities is required to
keep pace with ever- present changes, forcing companies to spend increasing
● Rewards: Rewards will be tied to performance Benefits will accrue to those who
show merit Individually - designed packages recognizing talent may out number

group compensation plans coot and stick policies may not find a place in the new
corporate lexicon in the days ahead.
● Safety and welfare: Increasing investments may have to be made by companies
to improve the work atmosphere, climate and job satisfaction levels of employees.
8. Changes in 21st century impacting HRM:

Some of the current trends that would have a significant impact on the way HR practices
would get transformed in future may be listed.
1.6 HR as a spacing board for success:

Executives with people management skills would be able to steal the show, since they
help integrate corporate goals with employee expectations in a successful way. Senior
HR executives would be goals with employee expectations in a successful way. Senior
HR Executives would be able to smoothly move into top management positions using
their soft skill to good advantage.
Talent hunting developing and retaining: clear focus areas:

The 21st century corporation would be looking for people with cross - functional
expertise, strong academic background and team management skills. The new recruits are
is expected to utilize the scarce resources insidiously and produce excellent results in line
with the expectations of internal as well as external groups. As companies realize the
improvement of human element in gaining a sustainable competitive advantage, there
would be a mad scramble for ‘talent’ this would in turn, compel corporate houses to pay
close attention to talent acquisition development and retention through novel
developmental efforts compensation packages and incentive schemes apart from flexible
working schedule. More and more workers would be able to process information by
working at homes forcing companies to evaluate each employee’s contribution carefully
and pay accordingly.

Lean and mean organizations: organizations will be forced to element low –end job,
say good. Bye to old employees with limited skill sets, outsource work to specialized
institutions in an attempt to save coats and remain highly competitive. As a result, lay off
would occur and unemployment rates will go up. Large outlays of cash may be required
while buying out older employees and obtaining employee loyalty and commitment
would be quite challenging in such a scenario.
Labour relations: Deregulation, privatization, global competition and the like would in a
way mean the end of the road for trade unions. They will lose their count slowly but
steadily. The political support enjoyed by them high to would also come down drastically
Economic compulsions would make both the employers and employee realize the fully
of pulling down shutters or going on strike, however genuine the cause might be
Government influence in labour – management relations would have only historical
significance as employment related issues begin to be dictated by market forces.
Health care benefits: To attract talented work force healthier work environments would
be an obsolete necessity, Employees would be obliged to give their employee safe.
Healthy and secure work environments. Wellness programs also need. To be designed to
help employees identify potential health risks and deal with them before they become
problems. more importantly, organizations need to pay more attention to issues such as
office decor, furniture design space utilization with a view to improve the comfort levels
of employees.

Organizations are obliged to provide employees with a safe healthful environment. health
is a general state of physical of health and safety policies in the safe integration of people
and the environment. Poor working conditions employees may find it difficult to
concentrate on work. It would be too taxing for them to work for logger hours, their
health may suffer , accidents and navies may multiply causing financial loss to the
company economize financial loss to the company absence and rein skilled labor force
the overall quality of work may suffer many deaths, envious and illnesses occur
because of safety violations, poor equipment design or gross negligence, the union
carbide accident in Bhopal for example which killed over 4000 people in 1984 is
considered by most express to be the reset of equipment design flows which could
have been avoided . Industrial workers are exposed to several types of hazards and
accident due to rapid industrialization; mechanical chemical electrical and radiation
hazard have increased. Every year lakes of employees are unviewed in factories, mines,
ports, railways. etc., leading to partial or total disablement. An industrial accident is a
sudden and unexpected assurance in an industrial undertaking causing body in viewer to
one or more persons and interpretation in the orderly progress of work. It is an
unexpected and sudden event arising out of and in the course of employment. However
self – inflicted in views, injuries inflected with the consent of persons cannot be regarded
as accidents.
1.7 Meaning of health and safety

The term “Health” is a positive and dynamic concept and implies more than an absence
of illness. The World Health Organization (WHO) defines health as “a state of complete
physical, mental and social well-being and not merely the absence of disease or infirmity.
Industrial health refers to a system of public health and preventive medicine which is
applicable to industrial concerns according to the joint ILO / WHO committee on
organization health, Industrial health.
The wellbeing of the employee in an Industrial establishment is affected by accidents and
by ill health physical as well as mental. in this section, we shall discuss the need for
healthy workers and health services to be provided by the management to ensure the
continuing good health of their employees.
“Every organization twenty seconds of every working minute of every house throughout
the world, someone dies as a result of an industrial accident’ this was how the seriousness
of Industrial accidents was described by the Director general of the British Council in his
message of good wishes to the seventh national conference of industrial safety and health
organized by the National Safety Council of India.
The procedure to be adopted naturally depends upon the size of a company the
number of plants it operates, the nature of the industry in which it is engaged, the
production technology it uses, and the attitude of the management. After has spelt out its
safety policy, a company should establish a safety programmer the primary goals of
which should be to reduce the number of hazardous factors which are likely to cause
accidents.
1.8 Importance of Health and Safety

Industrial safety and efficiency are directly related to each other safety measured
prevent accidents and ensure regular flow of work. safety also helps to improve the
morale and productivity of workers. It contributes to team work and sense of belonging
among employees. Surveys and studies reveal that wherever safety measures are good,
labour productivity is high because employees can concentrate on their work with
confidence and without fear, moreover , rules and regulations prescribed under labour
enactment’s certain minimum safety measures to their employees therefore, every
employer to their employees therefore , every employer should pay due attention to
industrial safety and take adequate steps to prevalent industrial accidents.
The wellbeing of the employee in an Industrial establishment is affected by
accidents and by ill health - physical as well as mental health services should be provided
to the workers by the management to ensure the continuing good health of their
employers.

The health of employees results in reduced productivity, higher unsafe acts, and
increased absenteeism. Healthy workers, on the other hand produces results opposite to
these in other words, healthy employees are more productive more safety conscious and
are more productivity, more safety conscious and are more regular to work, the worker
who is healthy is always careful, confident looking and is an invaluable asset to the
organization.
A radiation of the advantages which flow from a healthy workforce. Has impelled
many managements to provide health services to their employed which vary from the
simple provision of first aid equipment to complete medical care the protection of the
health of the workers is a legal requirement too. In recent years, mental health of
employees, particularly that of executives, has engaged the alternation of employees.
That is the reason why when industrial health programs are introduced, both
employees and workers benefit, a reduction in the rate of labor turnover, absenteeism
accidents and occupational diseases has been the natural consequence of industrial health
programs, the other benefits, which cannot be easily measured, include reduced spoilage,
improved morale increased productivity per employee and a longer working period of an
individual.
In addition, accidents on sits cost UK construction companies literally thousands
of in down time and injury claims so it is very important that companies take health and
safety seriously.
Every industry is legally obliged under specific Acts to demonstrate that it acts to
demonstrate that it takes its responsibilities seriously and it has done as much as is
reasonableness subcontractors and the general public.
1.9 Need of Health and Safety:

Industrial health is essential to
⮚ Promote and maintain the highest degree of physical, social and mental well being of
workers.

⮚ Improve productivity and quality of work.

⮚ Reduce accidents, interviews, absenteeism and labour turnover.
⮚ Protect workers against any health hazard arising out of work or conditions in which it
is carried on.
1.10 Industrial safety:

Industrial safety is ensured on accident free enjoys certain benefits major ones are
substantial saving in costs, increased productivity and meeting legal and moral
requirement.
● Cost saving:
There is the cost of risk which the management must bear.
● Increased productivity:
Safety plants are efficient plants. To a large extent safety promotes productivity.
● Moral:
Safety is important on human ground too managers must undertake accident prevention
measures to minimize the pain & suffering the inquired worker and his/ her family is
often exposed to as a result of the accident.
● Legal:
There are legal reasons too for undertaking safety mesons there are laws covering
occupational health & safety and penalties for non-compliance have become quite severe
the safety and health of the surrounding community.
1.11 Health and safety According to Factories Act 1948:

Health:
Prevention measures (Sec.11to 20)3
1. Cleanliness (Section 11):

Every factory shall be kept clean and free from effluvia dirt must be removed daily
benches staircases, passages and the floor of the workroom must be washed at least once a
week with some disinfecting fluid
2. Wastes (Section 12).

There must be effective arrangement for the disposal and/ or treatment of waste and
effluents.
3. Ventilation and temperature: (Section 13):

Every work room in a factory must have proper natural ventilation permitting circulation
of fresh air. The room temperature should be kept at a level comfortable to workers.
4. Dust and fumes (Section 14):

Effective arrangements must be made to prevent or reduce the inhalation and
accumulation of dust and fumes. Exhaust appliance should be employed near the place of
origin of dust and fumes.
5. Artificial humidification (Section 15):

In cotton textile and cigarette manufacturing units where artificial humidification is state
government rules should be followed water used for artificial humidification must be
property purified.
6. Overcrowding (Selection 16): No room in the factory should be overcrowded there

should be at least 14.2 Cubic meters of space for every workman.
7. Lighting (Section 17): The factory must have sufficient and suitable lighting
arrangements, both natural and artificial glazed windows and skylights used to light the
workroom should be kept clean.

8.Drinking water (section 18): The factory must provide wholesome drinking water at
suitable, convenient points all such points are marked drinking water clearly in a language
understood by majority of workers. every such point should be away from urinals latrine,
spittoons, open drains, etc. Where the factory employees more than 250 employees
suitable arrangements must be made to provide cool drinking water drinking the hot
summer months.
9. Latrines and urinals (Section 19)

The latrines and urinals are
(a) Maintained separately for male and female workers
b) Having sufficient enclosed space.
10. Spittoons (Section 20)

A sufficient number of spittoons should be provided at convenient places in every
factory and these should be maintained in a clean and hygienic conditions.
Safety: (Section 2 to 40)

1) Fencing the machinery (section 21): In every factory the dangerous parts of any
machines shall be security fenced
2) Striking gear and devices for cutting off power (Section 24):
In every factory suitable striking gear has to be used to move driving belts, steps should
be taken creeping back on to the fast pulleys.
3) Self-acting machines (selection 25):
No traversing part of a self-acting machine in any factory and no material carried thereon
shall be allowed to run on its out ward or inward travelers with in a distance of 18 inches
from any fixed structure which is not a part of the machine, if a person is liable to pass
through the space over which it operates.
4) Casing of new machinery (section 26):

All machinery, driven by power and installed, after 1-4 1949 must be encases or
otherwise effectively gardened to eliminate danger to these working in the factory.
5) Employment of women children near cotton openers
(Section 27):
No woman or child be employed in any part of a factory to press cotton when a cotton
opener is working. Women and children may be employed in that part of the room where
the feed end is kept
6) Hoists and lifts (section 28): in every factory hoist and lifts shall be of a good
mechanical construction , sound material and adequate strength and shall be
properly protected by enclosures fitted with gates, once in every six months it
shall be thoroughly examined by a competent person .
7) Lifting machines , chains and ropes( section 29) : the lifting machines, tackles
chains and ropes used in every factory should be of good construction sound
material and strong enough to carry the necessary leads.
8) Revolving machinery (selection 30) :
In every room where grinding jobs are performed , a notice showing the
maximum working speed of the machine shall be fixed near it.
9) pressure plant (section 31) :
If in any factory operations are carried out at a pressure above the atmospheric
pressure, proper measures shall be taken to see that the safe working pressure in
not exceeded.
10) Floors , stairs and means of access (Section 32) : All door s steps, stairs,
passages and gangways shall be of sound construction and maintained in a state
of good repair.
11) Pits , sumps, opening in floors

(Section 33): Every pit, tank, sump, fixed vessel, opening in the ground or in a
floor which is a source of danger , shall be either property covered or securely
fenced.

12) Excessive weights (Section 34) :

No person shall be employed in any factory to lift, carry or move any load which
is so heavy as to be likely to cause him injury .
13) protection of eyes (select 35) :
Effective screens or suitable goggles be given to workers while scrutinizing a
manufacturing process involves risk wish of injury to eyes.
14) Dangerous fumes and gages (section 36) :
No person shall be allowed to enter any chamber, tank, vat pit or other confined
space in which any gas, foam vapor or dust is likely to be present to a dangerous
extent.
15) Precautions with reward to portable electrical light (Section 36 A) :
No portable electric light or any other electric appliance of voltage exceeding 24
volts shall be permitted for use inside any chamber.
16) Explosive or inflammable gas or dust (section 37): In the manufacturing
process if any dust, gas or fume is likely to explode on ignition, preventive steps
should be taken
17) Precautions in case of care [section 38): all practicable steps should be taken to
prevent the out break of fire inside the factory
18) Safety of building and machinery (section 40) :
19) Safety officers (Section 40 B): A safety officers shall be appointed in every factory
employing 1000 or more workers.
1.12 Measures of Health and safety

(The planning programmed, basically involves five steps setting goals, developing the
plan, allocation of resources, Implementation and evaluation of the plan) the core health
promotion activities may cover such areas as:
✔ Healthiness living
✔ Eating wisely

✔ Exercise and physical fitness

✔ Stress management
✔ Protecting one self from work place hazards.
(Improvements in employee’s health result in better work attitudes higher moral. Job
satisfaction, reduced absenteeism and turnover
A safety and accident prevention safety at work can be prevented if the
management tries to eliminate such personal factors as negligence, over confidence,
carelessness, variety etc. And such material factors as underrated machinery and
explosives defective equipment and hand tools job satisfaction and cordial relations
between the workers and employers would help eliminate most of the personal factors).
1.13 Safety equipment:
Hand gloves
Gumbos
Gumboots
Safety shoes
Safety Belts
Nose Mask
Face shield
Other safety equipment
Protection against Disease / health hazards

Industrial establishment must protect their employees against occupational diseases.
1.14 Measures are two steps

1) Preventive measures
2) Curative measures
1) Preventive measures
❖ Periodic post-employment medical examination

❖ Emergency treatment in case of accidents
❖ Availability of first aid equipment at work place
❖ Education of workers on health and hygiene
❖ Training of first aid equipment
❖ Proper factory layout and illumination
❖ Proper design of factory building with proper ventilation
❖ Proper effluent disposal treatment plants
❖ Careful design & selection of handling equipment
❖ Proper redesign of job to remove monotony and fatigue
2) Curative measures
❖ Allowing adequate period of convalewing and recuperating
❖ Adequate compensation
❖ Provision of best medical treatment from outside hospitals.
1.15 Accidents:
An Industrial accident may be defined as “As occurrence which interrupts or interferes
with the orderly progress of work in an industrial establishment “According to the
factories act of 1948 it is an occurrence in an industrial establishment causing bodily
injury to a person which makes him unfit to resume his duties in the next 48 hours.
An industrial injury has been defined as “ a personal injury to an employee
which has been caused by an accident or an occupational disease, and which arises out
of or in the course of employment and which would entitle Such an employee for
compensation under the workmen’s compensation Act 1923.
Causes of Accidents
Causes of accidents can be broadly decided under the following four board classification.
a) Intrinsic causes (Job Centers):

These are the causes of accidents arising out of job content for e.g., Fire accident and
over exposure to heat fall from tall towers accidents due to incompetence and lack of
adequate training.
b) Extrinsic causes: these are causes arising out of the work context for e.g., lack of
adequate lights and ventilation resulting in accidents work and stress due to anxiety.
Monitory and fatigue; poor layout and faculty location of equipment, tools and work
station etc.,
c) Personal Causes: These are the causes contributed by individual workers which
are influenced by their own Individual personality contributed by physical, mental,
psychological and psychological factors Eg. Lack of knowledge and skills : lack of
physical characteristics like stamina or any physiological infirmity poor mental
health magnified in the form of alcoholism and drug addition.
d) Exogenous cause: Causes which are not covered under a, b & c above are classified
as exogenous causes for e.g. act of God, floods, Earthquakes, enemy actions etc.
Recent Examples of Industrial Accidents:

There are thousands of examples of Industrial accidents e.g. finger loss, factories ,
breathing problems and various other in or and minor disabilities . These can be
attended medically and there is scope to continue to work in some or other capacity.
However, there is no scope to take corrective or preventive action. The problem could be
due to human negligence.
Machinery or power problems or due to natural calamities, some of the growing
examples are under.
Bhopal Gas Tragedy: On midnight of December 3, 1948, MIC (Methyl ISO) gas leaked
from storage tanks, at union caron corporation Ltd., Bhopal this is an MNC & was
producing chemical fertilizers. An operator had forgotten to close the valves and hence
gas leaked out. This is a poisonous gas and about 10,000 people died and about 20,000
people suffered due to various types of health-related sufferings. The adverse effect was

bad that the health problems continued to thousands of people even up to 10-15 years
& children born after this lapses also are suffering
Union carbide had to pay heavy composition of Rs. 470 million dollars. But can it
bring back the of the people who died lives and cure the suffers of the people in and
arrived that area 2) Common problems : In many companies following types to
accidents are frequently happening
a) Suffocation & death of workers while cleaning and re- lining of cast Iron melting
cupola
b) Damage to units by belts, wires moving parts in factories where safety quads are not
kept.
c) Due to non-provision or nonuse of shoes goggles and helmet many injuries.
d) Deaths due to electric short circuit problems
e) Accidental hits at mine blasts can injure & cause deaths to many people
f) Water logging in deep mines and drawing the workers trapped inside.
g) Natural calamities : there are incidents where accidents and deaths occur for reasons
beyond control of humans. Some of the incidents are collapse of buildings. Bridges,
Landslides River and sea flood, fire and earth quakes. In such situations efforts can
be made to minimize the damages & it is not possible to totally control the damages.
Accident prevention steps
National safety council, USA has laid down approach to accident prevention
Basically, preventive methods come under the following broad classifications.
1) Reducing unsafe conditions
2) Reducing unsafe Acts
Unsafe conditions can be reduced by proper “Engineering” or work centers machines,
equipment, tools and layout, majority of accidents are caused by human failure
“Education and “
Enforcement” are the other methods to prevent human errors. Education involves
training and development , conducting safety weeks publishing publicity materials

on safety and many other steps are helpful to inculcate a safety consciousness in the
minds of employees
Following methods reduce and prevents accidents
a) safety engineering : Proper design of layout and work station
● Proper selection of machines
● Provides safeguards for running plants moving machines
● Proper illumination and ventilation
● Provide safety clothes and safety equipment
● Effective maintenance & operations
b) Safety education and Training

● Include safety conscience among workers by conducting safety seminar safety
week etc.
● Provide safety training to employees to make them to know how to operate
safety equipment’s like fire extinguishers
● Conduct mock firefighting to train them how to act during emergencies
● Organize safety contest and safety awards
c) Safety enforcement: Publish rules and regulations on safety
● Provide adequate publicity on punishment for violating safety regulations
● Ensure proper & effective supervision
● Prevent unauthorized trespassers
d) Safety audit: Introduce safety audit
● Organize safety committees
● Organize periodic inspection of plant and machines
Advantage of health and safety

1) If the employees follow the safety rules accidents should be controlled in Industry
2) By adopting the effective health and safety measures it should be help full for the
development of Industry.

3) If the industry provides safety measures, accident rate should be controlled.

4) Maintaining the industrial health and safety develops the production and quality of
work in industry.
5) Health and safety increase the performance of employees in Industry.

CHAPTER – II
REVIEW OF LITERATURE
Bansode [1996] conducted research on “A study of Labour welfare facilities in the

Jamshri SPG and WVG mills” co.ltd, Solapur. She focused her research on Labour
welfare facilities in Jamshri SPG and WVG mills. She also found the awareness of
employees and their knowledge towards labour welfare programme. This research is
conducted in Solapur with sample size of 86.Finally she concluded that the improvement
of human performance depends on how personnel department takes care of employees
attitude and health. It influences employees attitude towards work and work environment.
She said welfare programmes help the management to maintain harmony and is essential
human objective of the company to undertake welfare activities. The larger society also
believes that the company is normally responsible for the welfare of employees. The
workers were much co-operative for filling up the questionnaires. It is found that the
workers are more or less satisfied with the majority of the facilities provided by the
company. But these welfare facilities are being provided as a matter of formality and for
fulfilling statutory requirements.
It is found that cleanliness, disposal of waste and effluents, ventilation and temperature,
lighting, drinking water ,latrines and urinal ,spittoons ,safety canteen ,leave benefit, House
rent allowance ,medical facilities ,festival advance ,uniform etc facilities are given to
employees properly. It shows that efforts are made by the company for providing the
welfare facilities to the workers as per the statutory provisions. Company should provide
all facilities as per demand and need of workers which will help in increasing the
efficiency of workers.
Bahnudas [2007] conducted research on a study of “labour welfare Activities and its
impact on quality of life of workers with special reference to Maharashtra Scooters Ltd”,
Satara. The main objective of the research is to study and examining labour welfare
activities available to workers in Maharashtra scooters. Sample size 48 was taken for the

research. She also found the impacts of welfare facilities on life of workers. Data was
collected through observation, interviews with personnel manager and questionnaire for
workers. She concluded that safety training programme and provisions of safety
equipments keep the
workers free from injuries. So workers life becomes more safe, happier and full of
enjoyment. Excellent leave facilities to workers are provided to meet their requirements.
Provision of provident fund, gratuity, and Pension schemes allows the workers to spend
their retirement in much better way. Welfare services are helpful in maintaining workers
moral and health good. Company is not provided medical facilities for families. Most of
workers are unable to fulfill their habit of reading because of inadequate time. Accident
insurance scheme is beneficial to workers .Payment for days in which workers remained
absent due to accident are being paid by the company. Through credit society financial
problems with the regards of purchasing essential commodities are to be solved .Company
is providing interest free loan to workers.
Banu and Ashifa (2011) conducted research study on “labour welfare measures in Public
Sector Transport Corporation” that throws light on welfare measures followed in Public
Sector Transport Corporation. This study analyses the various dimensions of labour
welfare measures that are perceived to the labours. The researcher tried to find out how
the existing
welfare measures cater the needs of employees of Public Sector Transport
Corporation .Stratified random sampling method was used and 20 employees have been
taken from 5 departments ,Operation Department, Personnel Department, Material
Department, Industrial Relations Department and in Technical Section. The research
findings showed that the State Transport Undertakings provide the following welfare
measures for the welfare of the workers and their families.
Belot, Boone and Vanours [2004] conducted research on “Welfare improving

employment protection”. This paper presents a theoretical model to show that workers
invest their specific knowledge for employment protection legislation can raise
employment, productivity and welfare. More educated workers tend to have better

protected job .In this paper researcher concluded that the welfare effects of employment
protection in an environment where workers invest in firm specific knowledge. He
observes that in this environment employment protection can increase the worker's
training effort by raising the expected duration of the job. Thus, employment protection
legislation can raise welfare, employment and average productivity. Model provides a
rationale for theobservation that more educated workers tend to have better protected
jobs.From an empirical analysis of a cross-country time series data it appears that
employment protection legislation has a non-linear effect on economic growth. At low
levels of employment protection an increase in protection stimulates growth, at high
levels of employment protection an increase in protection is harmful to growth. This is in
line with the prediction of our theoretical model .When labour markets in different
countries are compared, the popular press tends to emphasize employment protection.
Copeland [2009] in research paper on “The Welfare Effects of Incentive Schemes” found
that the change in welfare associated with the introduction of incentives. He measured by
how much the welfare gains of increased output due to incentives outweigh workers
disutility from increased effort. He studied the use of incentives by a firm in the check
clearing industry. Using this firm's production records, model and estimate the worker's
dynamic effort decision problem. Finally he concluded that the firm's incentive scheme
has a large effect on productivity, raising it by 12% over the sample period for the average
worker. The cost of increased effort due to incentives is equal to the dollar value of a 5%
rise in productivity. Welfare is measured as the output produced minus the cost of effort.
Hence, the net increase in the average worker's welfare due to the introduction.
Davis and Gibson (1994) conducted research on “Designing Employee Welfare

Provision” concluded that design a employee welfare process through which
organizations might seek to implement interventions relating to employee well-
being,emphasizes the importance of a
comprehensive needs assessment both in obtaining the breadth of information needed to
design appropriate interventions and also in providing baseline information against which

to evaluate programme effectiveness. Discusses factors, which influence the type of

intervention appropriate for a particular situation and highlights their design implications.
Finally, provides guidance on programme implementation and evaluation, and discusses
some of the advantages and disadvantages of different approaches to tertiary welfare
provision.
Dhere [1995] conducted research on “The study of Labour Welfare Activities in Shetakari
Sahakari Soot Girni Ltd”.Sangola.He has taken sample size of 100 employees in
Shetakari Sahakari Soot Girni Ltd to study Labour Welfare Activities and laws
implemented in an organization and attitude of employees towards management. He
concluded that maximum employees working in the mill are young i.e. 26-40 years old
but they have paid good wages in the soot Girni .Most of educated employees are not
satisfied about dispensary facilities .Regarding cleanliness of lavatories and Urinals
facilities, management is taking proper care about its maintenance. In summer season,
cool and clean drinking water is not provided to employees. Majority of the workers have
complained about canteen facility. The food served in the canteen is of poor quality and
due to that many workers are facing health problems in the mill. The mill gives financial
aid to the workers through co-operative
society. The mill has not provided adequate conveyance facility to the workers. Majority
of workers are coming from near by villages so they don’t require housing facility.
Workers are not guided properly in case of family planning programme. Recreation and
education facilities provided by mill to the workers are unsatisfactory.
Dieter and David [1991] conducted research on “Privatized Transport Infrastructure and
Incentives to Invest”.This paper examines incentives to invest in Transport infrastructure
under Public and privatized ownership. It argues that the methods used to request the
United Kingdom’s nationalized industries plans but that changes in regulation introduced
after 1978 have given more incentives. The author examined arguments which suggest
that privatized utilities subject to price cap regulation will have inadequate incentives to

invest .Investment behavior provided support for these propositions. The authors
concluded by suggesting further investigation of solution to the dilemma posed by the
possibility of under investments and the associated social costs which include competitive
supply of infrastructure, greater reliance on short run pricing and more explicit regulatory
contracts in relation to investments.
Gupta [2009] conducted research on a “study on employee welfare measures in Arignar

Anna Sugar Mills,Tanjore”. In this project the researcher has found the labor welfare
measures provided in the Arignar Anna Sugar Mills are satisfactory, He studied the
various dimensions of employee welfare measures perceived by the worker and to the
perception of the respondents regarding the various labour welfare provided to them and
to suggest to suitable measures to enhance HRD intervention used to improve the welfare
facilities. The study of satisfaction level of various employees towards welfare measures
with special reference to social security. He concluded that 75% employees are satisfied
with welfare facilities provide by Arignar Anna Sugar Mills.
Harbeson(1977) conducted research on “Social welfare and Economic Efficiency in

Transport policy”. This research focuses on transport policies of the United States and
virtually all other countries have almost from the beginning reflected, explicitly or
implicitly, various economic and social objectives in addition to the competitive pricing
standard. He concluded in his research that Economic growth, regional development,
distributional equity and in recent years environmental protection and resource
conservation are considered in transport policy.. It is noted that in competitive pricing
standard has been approved as a policy objective. It has been because its distributional
effects have been regarded as preferable to those of unregulated monopoly or oligopoly.
There is no evidence that this standard has been approved because of an understanding of
or concern for its economic efficiency implications.
CHAPTER - III
3.1 COMPANY PROFILE
HENRY & ROBERT JOHNSON (INDIA) (A division of Prism Cement Limited.,)

Incorporated in 1958 by raja Raheja Group is India’s No. 1 tile company offering a
wide range of wall and floor tile production across various segments viz, wall floor,
vitrified, exterior applications and industrial application. C the company also caters to
customers need in sanitaryware and bathroom accessories segments.
The H &R Johnson (India) (A division of Prism Cement Limited,.) is a public;
limited company with its head office and registered office in Bombay. It, holds permit
in 3factors (plants) are in THANNA Maharashtra is under construction. It will be
ready for production very soon. This plant will be the single plant in the country. The
THANE unit was largest plant in the country. The company established originally in
U.K. nearly 100 years back. But in India it started productions in the year 1958.
H&R JOHNSON (INDIA) (A division of Prism Cement Limited,.) March 1990 and
had adopted stallion collaboration. The main product produced is “CERAMIC
GLAZED TILED” the company registration according to “company red act”. Come in
to force in 1989-90.
As a member of Johnson ceramic industrial, UK, the global leader in the
international market. With a vast portfolio comprising 5 well know brands in India
(Johnson – Mormonite, Porcelain, endure and Milano) the company provides the must
innovative products international standards.
In 1993 with the introduction of Rs 240 cores by the Raheja Group (which
also owns Exide batteries, Prism cement, and Out Look news magazine). This giant of
an organization awoke to the changing times in India the raj rhea group focused on
continues quality improvement, modernization and expansion of a patterns and
customer satisfaction though well trained, young, service- oriented sales terms.
The H & R Johnson (INDIA)( A division of Prism Cement Limited,.) in Kunigal
(HRJK) Plant came in to existence in the year 1989 and the production started in the
year 1990 HRJK has modernized plant, with new technology equipments from time to
manufacture 12’’*12” and 16”*16 ‘’ in the manor fixing system. HRJK also
manufactures decorating tile with the 2nd fired tiles as its raw materials with the
objective of producing the value-added items, it has always sought to be
environmental friendly while carrying out its production activities, HRJK has been

certified ISO 9002:1994 In march 1997 and ISO 9002:1994 In 1997 and ISO
14001:1996 IN MAY 2000.
3.2 PRESENTLY HRJK CONSISTS OF FUNCTIONAL DUST
1.) Slip house and spray dyer –making dust.
2.) Pries shop –pressing of tiles to required size and shape
3.) Dipping department – applying of glaze and paste
4.) Frit house – preparation of fit. Glaze and paste.
5.) Kiln department – for fixing of product
6.) Decorating department – printing and firing of dried
7.) In addition to these departments, which facilities the production departments to
carry out the jobs such as maintenance, DG, utility, which is supplying water
air and fuel
8.) Its has process control department to control the process with in the
specifications continuously and give feed back to retie problems.
The purpose of manufacturing of tile involves, of clay and other hard material like
feldspar, soap stone, sand wall stone, dolamitecalcite and mixing then made in to
slurry which is spray dried in to powder.
This powered is pressed into different shapes and size, which is ultimately, gets
fired after glaze application and decoration. In the processor manufacturing, the
process water loss and process waste are largely re-circulated back in to the
system or sold off to outside venders for further reprocessing and use at their end.
3.3 STANDERDS AND SYSTEM
ISO14001-1996:
It is an international standard for environmental management system (EMS)
related to organization to minimize its impact on environment. though
conservation its natural recourses by its efficient use, utilization of waste and of
population – all the clauses related this standard are implemented in the
organization by practicing pollution control techniques, waste which come out in
process. Are reprocessed again minimize that dust contents the in the air by
adopting new technology. Reutilization of waste water by purification and air will
be exhausted to atmosphere is minimized harmful contents. It is applicable from

environmental protection act. All these are achieved thorough providing necessary
facilities with training and co-operation of employees.
OHSAS1800-1999.
Occupational; health and safety management system control occupational health
and safety risks and improve the performance of employees in the company. There
are twenty –one clause which are to be implemented and maintained in the
organization. As per the specification all activities are suitably recorded and
product at the time of audits. All the departments are responsible for maintaining
and implementing this standard this standard enhances both health &safety of
employees and provide better working atmosphere.
GLOBAL PRESENCE:
The H&R Johnson (India) (A division of Prism Cement Limited,) are known
not only for their design sense but also for their focus on total quality since the
introduction of a new professional management by Raja Reheja Group in 1993.A
special thrust was given to continuous quality improvement modernization and
expansion of production facilities and has invested Rs 240 cores.
The best clays and glazes available are used to produce high quality tiles. The
materials are expensive and are also important for making Johnson tile e.g., rare
and tile. A white body tiles, as a white body tile indicate durability and quality the
hall mark of a Johnson tile, each tile meets international quality standards such as
EN and BIS specification and is produced using the latest Indian technology under
strength quality controls. In our quest for total quality, all our plants have received
the prestigious ISO 9002 certificate-the new plant at pen is technological the most
modern in the world producing world – class quality tiles. Quality controls like
computerized sorting and checks for queerness and sizing are used to ensure that
the customer gets only the best.
3.4 PRODUCT PROFILE:

The H&R Johnson (India) (A division of Prism Cement Limited,.) has the largest
and most modern manufacturing facilities country with a total production capacity
over 15 million square meters expending the production facilities, The H&R
Johnson (India) (A division of Prism Cement Limited,.) has 8 plants strategically
located to since the entire geographical expanse of the INDIAN market . A major
expansion is being planned at its new plant at pen by adding another 3.3 million
sq. m. this will increase the total capacity of the H&R Johnson (India)(A division
of prism cement limited,.) over 20 million sq. m.p.a. making there one of the
single largest tile company .
The H&R Johnson (India) (A division of prism cement limited,.)Has the widest
rained of products like wall tiles floor and fully vitrified tiles under one roof.
3.5 Wall Tiles
The H&R Johnson (India) (A division of prism cement limited,. has wall tiles
with special effects tiles with 3D effects. Which add perspective to the room with
a feeling of increased space and depth? Also available are wall tiles with luster
service with gold, silver, metallic finish that add richness and grander to your
rooms, you can choose from a vast range of size viz. 108 mm * 150 mm , 200mm*
100mm, 200mm*200mm, 300mm*200mm and also 300mm 250mm.


3.6 Floor Tiles:
The H&R Johnson (India)(A division of prism cement limited,.) has floor tiles
that conform to PET (porcelain enamel institute, USA ) standard Johnson floor
tiles proved a firm grip as it has anti –skid property and add aesthetic appeal. The
wide size range available 20mm * 300mm and also 400mm* 400mm and
450mm*250mm.


3.7 Johnson granite:
The H&R Johnson (India)(A division of prism cement limited,.) also recently
introduced fully vitrified tiles- Johnson granite the internationally preferred alternative
to in Italian marble , Johnson granite can really add grandeur and royal to the room
without scarifying the toughness and utility of the product Johnson granite ideally
suitable for high traffic areas like shopping malls , show rooms and hotel lobbies etc,
which needs to display splendor and eminence as well with stand the high pedestrian
traffic. The design effects available are skiable sat cigars, fame effected, salt and
pepper effected and also plain colors, flame effected, salt and pepper effected and also
plain colors in the various sizes such as 1’*1’(300mm*300mm), 2’*1’
(600mm*300mm) and 2’*2’ 600mm*600mm. The H&R Johnson (India) (A division

of prism cement limited,.) thus offers the one- stop- shop for all your tiling
requirements and have the widest range of sizes and designs.

3.8 Design focus:
Tiling can be one of the most existing and vibrant improvement you can make to
your home. The H&R Johnson (India)(A division of prism cement limited,.) offers
you various options which are limitless as you imagination like special effect tile with
3d and luster surfaces finish wall tiles and special grade floor tiles that conform to the
porcelain enamel institute (PEI) USA standards , which also as anti –skid properly .
The H&R Johnson (India) (A division of Prism Cement Limited,) has fully
computerized design studio and professional who understand the various aspect of
design like colors light and space and can you to reflect life styles.
H&R Johnson (India)(A division of prism cement limited,.) is the only tile
company In India with over 300 running designs . this range is being increased at the
rate of over 5 new designs every month , all the these designs with matching wall and
floor tile combinations that inspire a vast carry of styles and ideas, in addition Johnson
international UK has design bank of over 50,000 designs, which we can choose the
right designs. We have introduced an interactive multimedia design system Johnson
instep- touch which makes it possible to have a preview you bathroom, or living room
as you would want it to look before physically fixing the tiles.
3.9 Marketing and distribution:
H&R Johnson (India)(A division of prism cement limited,.) has been the undisputed
has been the undisputed market leader since its inception in India in 1958 and has
42%market share. One of H&R Johnson (India)(A division of prism cement
limited,.) biggest is its main wide distribution net work over 4000 sub-dealers who are
on integral part of the Johnson family. Thus relationship has grown and strength of
H&R Johnson (India)(A division of prism cement limited,.), is its exclusive well-
trained and young sales force with an average age of 25 years with a “lets make it
happen “attitude.
Traditionally a retail leader, H&R Johnson (India)(A division of prism cement

limited,.) has now captured large sections of the intuitional or project markets with
other in dust professionals like architects and interior designers. H&R Johnson (India)
(A division of prism cement limited,.) has a single mined focus on “not just tiles, but
lifestyles” to its customer and this is reflected in its quality, designs and customer
service.
3.10 Customer care:
H&R Johnson (India)(A division of prism cement limited,.) has always been a brand
synonymous with quality and according to a recent study among consumers, evokes
feelings of trust reliability and confidence.
To reinforce this confidence H&R Johnson (India)(A division of prism

cement limited,.), is the first company in India to setup customer car cell at its

corporate office in Santa Cruz, Mumbai that you can contact for any help, queries of
suggestions.
The customer is ‘king’ and is treated like one at H&R Johnson (India) (A division of
Prism Cement Limited,.),with its nationwide network H&R Johnson (India)(A
division of Prism Cement limited,.), can reach every customer in India regardless of
where he is situated to give him what he wants.
3.11 Launching the future:
Established in 1958, H & R Johnson (India) is the pioneer of ceramic tiles in India. Over
the past five decades, HRJ has added various product categories to offer complete
solutions to its customers. Today, HRJ enjoys the reputation of being the only entity in
India to offer end-to-end solutions of Tiles, Sanitaryware, Bath Fittings and Kitchens.
HRJ along with its Joint Ventures and subsidiaries has a capacity of over 51 million m2
per annum spread at its manufacturing plants across the country. Under its flagship brand
"Johnson" HRJ offers glazed wall and floor tiles, bath products, kitchens, laminate /
engineered wooden flooring, and engineered marble and quartz. Johnson’s Marbonite
brand offers a complete range of vitrified tiles (polished and glazed), and Johnson’s
Endura offers industrial tiles and tiles for special applications like bathrooms / high traffic
areas / swimming pools etc.
During the fiscal year-ended 31st March 2013, H&R Johnson’s gross revenues crossed
Rs. 1887 crores. Our capacity is 51 million SqMtrs. Its pan-India distribution network is
one of the largest in the industry and comprises of over 54 modern retail stores called
House of Johnson & Johnson Corners besides 1,200 dealers, 15,000 sub-dealers and a
large network of retail franchisees.
3.12 Occupational health and safety policy:

We are committed ensure the health and safety of all our employees
1 by establishing safe work environment
2 by proper maintenance and orderly house keeping
3 by insisting practicing safe work procedures
4 by conforming to all applicable legislation frog: atom this shall be attained with
continues training, communication and involvement of all our employees in the area
of health and safety.
Management focus:
At H&R Johnson (India)(A division of prism cement limited,.) they believe that
sustainable growth comes only with a powerful product and to create that product it is
necessary to have synergetic environment where empowerment arises through the
principles of trust, transparency and team spirit.
There is a core management team is an executive committee comprising the

managing director and president of various to formulate company policies and
interview performance. In effect, this committee strives to constantly innovate and
apply global standards to provide excellent product and services to their customers.
Commitment to supply:
Their key focus has been to make our products available across the length and breadth
of India. They try to cater to all types of customer needs and requirement. This has
been achieved by expanding the capacities of their plants that supply does not fall
short of customs demands and this has helped us to further consolidate our leadership
position in the market.
Performance and growth:

Our unique growth profile, high brand pull and proven track record are symbolic of our -
strong performance. We are on a constant quest to make superior products through
extensive research. The result is evident in our annual performance. We were the first
Indian tile company to achieve a turnover of Rs 1000 crores. During the fiscal year-ended
31st March 2013, H&R Johnson’s gross revenues crossed Rs. 1887 crores. Our capacity is
54 million SqMtrs. A robust production, infrastructure, distribution, sales network and the
ability to predict, prepares us for future growth. The future is definitely ours.
Its pan-India distribution network is one of the largest in the industry and comprises of
over 54 modern retail stores called House of Johnson and Johnson Corners besides 1,200
dealers, 15,000 sub-dealers and a large network of retail franchisees.
3.13 IT INITIATIVE:
They have implemented a comprehensive ERD/CRM software to integrate over

2000 SKU S across different qualities, manufacturing locations. 22 branch officers
/ware house and 5 brands this helps them to improve efficiency in production planning
and better inventory and financial management. We have harnessed our production
facilitates, branch offices and corporate office with top of the line IT PRODUCT sap-
r3 with an investment of over RS. 100million. this technological advertisement has
made us future ready and helped the – entire business operation get swift, strong and
stream lined. Various critical areas like enterprise resource planning (ERP), supply
chain management (SCM) AND Customer relationship management (CRM) were the
prime focus of this project. This technological advancement has enable us to improve
our services to customers by networking of all 4 plants 22 branches, 11000 strong
dealer network , thus enabling them to optimize better , mobilization and quick
delivery, Johnson tiles run SA.
3.14 APPLICATIONS:
They are members of reputed industry organizations like Indian council of ceramic
tiles and sanitary ware (ICCVTAS). Indian ceramic society, Indian merchants
chambers (IMC), Bombay chamber of commerce and industry (BCCI), confederation
of commerce and industry (FICCI) , employers federation of India (EFI) And
constriction industry development council (CIDC )and chemical and allied products
export promotion council (CAPEXIL)
Their integral involvement in the issues concerning the overall Indian economy is
reflected through the intense support they provide to these organizations.
It managing director is currently the chairman of the Indian council of tiles

&sanitary ware (ICCTAS), the apex council of the Indian ceramic tile industry.
Likewise, some of our presidents are part of the various committees of various
industry organizations to which are affiliated.
3.15 RESEACH AND DEVELOPMENT:
The trust respond in their brands by their loyal consumers permanent and their focus
on product quality is one way of respecting this trust their products , besides in focus
appraisals by our qualified of R&D department undergo regular by recognized
authorities. Their R&D department continuously carries out stringent quality tests of
raw materials like clays, minerals, and chemicals and pigments that their procure a
board. Their geologists do on site testing a5t the mines from where their procure
various raw materials.
3.16 SUCCESS OF THE ORGANIZATION:
MR. Vijay Agrawal, managing director of H&R JOHNSON, attributes the success
of his organization to one driving principle – its focus on people. Including customers.
Associates and staff.
However, with its country wide operations the firm’s legacy system could no longer
keep up with taking all its customers and employees activities as well as the
transactions generated. They needed a scalable solution that can grow with companies
needs.
Today, with the implementation of SAP R/3, H&R JOHNSON S business

efficiencies of have improved of remarkably. The firm has integrated all of its
branches and plants to give staff and future, customer’s online information of stock
levels as well as to provide management with ready access to transaction records.

SAP also solutions in to two important areas
Supply chain management, which is essential for ensuring availability and materials
movements, and customer relationship management which H&R JOHNSON has a key
focus.
“The biggest advantage of SAP R/3 Is that it will integrate all our business
processing jobs and enable our company to save time and money.
3.17 VISION STATEMENT:
Improving life styles of our customer by
Providing innovative products and services.
“MISSION“:
Our, mission is “to be one of the leaders in ceramic tile production with a strong
reputation for high quality product and excellent customer service and to provide an
enjoyable & challenging environment for all employees.
QALITY POLICY:
we shall combinational strive to provide quality products and service to meet the
customer expectations”
Continuous improvement and commitment accountability and term

work shall be our guiding principles.
3.18 ORGANIZATION STRUCTURE:

Organization structure reveals the flow of authority, responsibility and communication

among various departments. The diagraph shows the communication in the hierchy
and also shows who is accountable to whom –who is in charge of the department.
It does the design of a departmental frame work, what includes several principals in
this area to understand clearly the position (i.e. Work position). The result should be
expected, activities to be under take, delegation of authorities and information
relationship with other position shall be accurately conversed. It shows the truth
process organizing and need for structural balance or techniques must be balance to
ensure the overall effectiveness.
3.19 DEPARTMENTATION:
INTRODUCTION: H&R JOHNSON (INDIA)(A division of cement limited ) the

volume hasty be some whom split in to compact work unit for purposes of
manageability and accountability, homogenous tasks are grouped differentiation of
tasks activities in to discrete segments or sub system is process of dividing the large
functional organization in to small and flexible administrative units.
IMPORTANT OF DEPARTMENTATION:
A.) As it involves the grouping of activities and employees in to various

departments it increases the operating of the organization.
B.) It involves the division of function and fixation of responsibilities of different
executives the fixation of responsibilities makes the executives alert and
efficient.
C.) The managers in charge of different departments are give certain powers and
are allowed to take their own decisions with in the power s given to him.
D.) The activities of various departments can be evaluated by the management and
pinpoint the departments which are not managed properly this makes
departmental managers efficient

E.) As it involves division of function and responsibibility among different

executives, there is scope for expanding the organization to an indefinite
degree.
F.) It as also provide some other advantage such as facilitating budget preparation
efficient control of expenditure attaining specialization better co-ordination
among all the managerial levels
There are several basic for which has suitable for particular corporate size
strategies and purpose now the byes can be decided in to following categories’.
1.) Personnel and administration department

2.) Production and control department
3.) Accounts and fiancé department
4.) Store department
5.) Maintenance and fiancé department
6.) Mechanical and Electrical Engineering Department
7.) Utility and air condition department
8.) Quality control department
9.) Excusive and D.G department
10.) Security department
11.) Purchasing and marketing department
This separate department under the control of departmental executive, the

purchasing and marketing author sends to control of the head office in Bombay
through branch office in Bangalore.
3.20 MANAGERIAL JOB:
Under the source, agreement does not exist mean while nature of
managerial tasks has been studies from several views describe their behavior s and
habits, interests about the employees. All these focus which mainly concerned with
profits maximization, innovation risk taking, yet another view we focus on decision

making. The kind of decision s cannot be easily programmed. Because managerial

jobs take place attention towards leadership which controls the environment and
subordinates.
In conclusion we can say that through the observation of views that their work
was characterized by brevity, variety discontinuity and action orientation.
3.21 UNDERSTANDING ABOUT AUTHORITY RELATIONSHIPS:
Under middle management concern, managers must understand

nature of authority relationship if they want to solve there problem of line and staff
regards activities or service rendered by these departments confusion will results
in, line staff it making decision action on then as such line managers should be
encourage would do will adopt the practice of compulsory staff assistance with the
line must listen to staff.
3.22 LIMITATION:
A) Only a formal authority relationship which omits in formal group

B) It does not show how much authority exists.
C) Another difficult we show that individual activity may confuse.
3.23 PERSONNAL AND ADMINISTRATIVE DEPARTMENT:
The personnel department is headed by senior personnel officer who reports to

committee management headed by the general manager production, departmental
heads operation to managing director
The company has two categories of employee viz: monthly rated employers and
also employee on contract basis.
H & R Johnson (India)(A division of prism cement limited,.)Recognizes it as the
most important asset for continued growth, for the purposes of human, resource
management enunciates, continuous an opportunity to rise to their highest potential

to achieve their goals with the organization, society and they are made the feel
proud partners in the progressive of the company.
Personnel department with the help of various departments supervising
operation has is permissible for the execution of policies regarding the recruitment
basis, change of classification of employees and wages, which has been laid down
by board of directors, the main functions of the personnel department are to recruit
the works trainee there and place them to jobs, they are best felted.
The personnel department keeps a full record to every worker employed in
the organization. The records contain the following details
1.) Name and address
2.) No, of departmental heads
3.) Name of former employer and reason for leaving him.
4.) Date of employment
5.) Category
6.) Rate of pay
7.) Promotions and reason for leaving
The responsibility and authority of personnel and administration department are as

follows.
While talking responsible for carrying out necessary statutory requirement to co-
ordinate that all safety measures are necessary preventive measures on non conform
reports maintaining of skill in venture records of the department personnel preparing
training plans and getting approval by senior vice precedent operation. Who
authorized to control under the view of general manager department.
Preparing training plans and getting approved organizing in house and

external trading programmers maintaining training reports and feed back reports
training on quality policy of new entrants. Industrial relation
Authority disposition on quality records and approval of work instructions under the
personnel and administration department the company at present situation that has to
the total strength of 500 employees and qualified and technical staff. There is deputy
general manager, one assistance G.M 2 senior and managers and 40 senior and junior,
department heads and other engineering work section.
Under the main function of personnel department are to be recite the workers train
them and place them to the job they are best fitted. Personal needed are first sighed for
with in the organization. It will be depends on outside source like advertisement
interested with mainly in journals and trade professionals and periodicals by way
rearing personnel; on be half of its company my invites applications through the
advertisement.
TRAINING:
Training is treated as b vital role of activities to prepare personnel for the cultural of
quality and for continuous improvement in performing present jobs as well as for
training there for future requirements.
IDENTYCARDS:
Every employee will be issued with a badge in other organization but yet H&R
JOHNSON may for all times in inside the factory.
UNIFORM:
where such facilities are not necessary to supply by the company because these
facilities not provide by the company because these facilities not provide by some
risky jobs apply to set of uniform dress hand gloves and shoes etc, for limited factor.
TIME KEEPING:
this is used mechanical method of recording the time workers the fine records clock is
a mechanicals device. Which automatically records the time order usually of on week
duration? The times records are serially numbered and arranged in a tray near the

factory security department, the worker s enters he gate he picks up has card from the
tray but it is time receiving clock with prints. The exact time of arrival in proper space
against the particular day. This process is separated.
3.25 FUNCTION OF PERSONNEL DEPARTMENT:
a) Human resource development

b) Welfare measurement
c) Personnel administration functions
LABOUR TURN OVER: As usual in the factory itself cause with effect from
environment, infrastructural facilities, education bonus act”
Receiving of attendance through punching card
ORGANAISATION STRUCTURE OF H&R

JOHNSON (a division of prism cement limited)
CHAPTER – IV
RESEARCH DESIGN

4.1 INTRODUCTION
Research means as intensive & powerful search for knowledge & understanding of social
& physical phenomena. It is a method for the discovery of true values in science way.
Research is essentially a systematic enquiry seeking facts through objective verifiable
methods in order to discover the relationship among them& to deduce from them brad
principles or laws. It is really method of critical thinking.
Research in common parlance refers to a search for knowledge. One can also define
research as a scientific & systematic search for pertinent information on a specific topic in
fact research is an art of scientific investigation. Cloves& blessedly” The process of
systematically obtaining accurate answer to significant& patent questions by the use of
the scientific method gathering & interpreting information Challenger Systematic,
controlled, Empirical & critical investigation of hypothetical among material natural
phenomena. Webster dictionary A diligent investigation careful inquiry or examination in
seeking facts or principles, diligent investigations in order to ascertain something.
4.2 TITLE OF THE STUDY

“A Study On Health And Safety Scheme For Employees With Special Reference
to H & R Johnson (India), Kunigal.”
4.3 STATEMENT OF THE PROBLEM

Working with satisfaction is utmost important for any employee. Employee
satisfaction in turn has a direct impact on the operational efficiency of an organization.
Hence, company should strive to take care of its employees. So, the management has to
inevitably focus on framing and implementing Health and Safety schemes in the
organization. This study has the motto of assessing the motivation of employees, working
environment, employee-employer relation, Health and Safety of Employees in H & R
Johnson (India), Kunigal
4.4 OBJECTIVES OF THE STUDY

1) To study about health and safety measures among the workers in H & R Johnson
(India), Kunigal.
2) To understand the workers satisfaction with the health and safety measures of the
company.
3) To analyze the effectiveness of employee’s health and safety schemes in H&R
JOHNSON (INDIA), KUNIGAL
4) To understand the recent problems regarding health and safety.
5) TO give suggestion to improve the employee health and safety measures.
4.5 RESEARCH METHODOLOGY:
A. Introduction:
This is way to solve the research problems. It involves various steps that are
generally adopted by researcher for studying the research problem. Along with logic
behind real problem involves area concerned researchers, condition they want to improve
difficulties they want to eliminate the questions for which the seek answers.
B. Data sources:
The study requires the collection of both types of data
DATA
Primary data . Secondary data
SOURCES OF DATA
The study requires the collection of both types of data.
a) Primary data
b) Secondary data
Primary data
It is first hand data collected by the researcher for immediate purpose of the study.
This was collected with the help of interview schedule having structured questionnaires,

personal interviews and direct observation. These methods are helpful to understand the
significance of existing HR policies.
Secondary data
It was collected from the company records, personnel departments, business
journals, magazines, periodical books etc.
4.6 SAMPLING PROCESS

A sampling process is a definite plan for obtaining a sample from their population.
It refers to the techniques which adopted in selecting item for the sample sampling design
include.
⮚ Sampling size.
⮚ Sampling technique.
Sample Size:
For conducting the survey, a structured questionnaire was used and 50 respondents were
chosen as samples.
Sampling Technique:
Stratified Random Sampling technique has been used as the Sampling technique.
Sampling Technique:
Statistical Tool used in this study to analyze the data is Simple Averages.
4.7 Limitations of the study:

● The study was conducted only in H&R JOHNSON (INDIA), KUNIGAL
● The company does not provide their any confidential reports. It provides “I assured
don’t spread anywhere.
● The present study concept is too broad so I choose only 50 employees as respondents
to my study.
4.8 Scope of the study:

The scope of the present study to know the opinion of the employees and their awareness
regarding health and safety provided to them in the company increasing facilities in the
industry pertaining to limitation of 50 employees of H & R JOHNSON (INDIA),
KUNIGAL, TUMKUR DISTRICT.
CHAPTER – V
DATA ANALYSIS

Table – 5.1
Table showing the age of respondents.
Sl. No. Age Respondents Percentage

1 18-25 6 12%
2 26-30 0 0%
3 31-35 8 16%
4 Above 36 36 72%
Total 50 100%
Analysis:
The above table shows that 12 % of the respondents are in 18-25 years of age and
16% of the respondents are in the age group of 31-35 years. The remaining 72% of the
respondents are above 36 years of age.
Graph-5.1
Interpretation:
The above graph shows that, there are a few number of respondents who are in 18-
25 and 31-35 years of age group. None of them belongs to the age group 26-30. The
majority of the respondents are above 36 years of age.
Table – 5.2
The table showing the marital status of respondents.

Sl. No. Marital Status Respondents Percentage

1 Married 42 84%
2 Unmarried 8 16%
3 Widow 0 0%
4 Divorcee 0 0%
Total 50 100%
Analysis:
The above table shows that, 84% of the respondents are married, 16% of the respondents
are unmarried. None of the respondents are either widows or divorced.
Graph-5.2
Interpretation:
The above graph shows that the majority of the respondents are married, few of the
respondents are unmarried, the table shows that none of the respondents are either widows
or divorced.
Table – 5.3
Table showing Education qualification of the respondents

Sl. No. Education Qualification Respondents Percentage

1 7th Std 0 0%
2 SSLC 2 4%
3 PUC / Diploma/ITI 28 56%
4 Graduation 20 40%
Total 50 100%
Analysis:
The above table shows that, the education qualification of 4% of the respondents is
S.S.L.C, 56% of the respondents have passed P.U.C/ DIPLOMA/ ITI and 40% of the
respondents are Graduates.
.
Graph - 5.3
Interpretation: The above graph shows that, there are a very few numbers of employees
who have S.S.L.C as their education qualification. Majority of the employees have
P.U.C/ DIPLOMA/ ITI as their qualification and 40% of the respondents are Graduates.
Table – 5.4
The able showing monthly salary of respondents
Sl. No. Gross Salary (in Rupees per month) Respondents Percentage
1 3000 2 4%

2 6000 4 8%
3 9000 18 36%
4 12000 and above 26 52%
Total 50 100%
Analysis:
The above table shows that, gross salary of 4% of the respondents is Rs.3000/-, 8% of
respondents draw Rs. 6000/-, 36% of the respondents’ salary is Rs. 9000/- and 52% of the
respondents’ salary is above Rs.12000/-.
Graph-5.4
Interpretation:
The above graph shows that, the gross salary of almost half of the respondents is less than
Rs. 9,000/- per month. And it is also observed that a bit ore than half of the respondents’
gross salary is above Rs. 12,000/- per month.
Table–5.5
Table showing the awareness of respondents about health and safety provisions
under the Factory Act 1948

Sl. No. Aware of health and safety Respondents Percentage

1 Yes 48 96%
2 No 02 4%
Total 50 100%
Analysis:
The above the table shows that, 96% of the respondents are aware of safety and health
provision under the Factory Act 1948, the remaining 4% are not aware of Health and
Safety provision under the Factory Act 1948.
Graph-5.5
Interpretation:
The above the graph shows that, the majority of the respondents are aware of safety and
health provision under the Factory Act 1948, and a very negligible portion of the
respondents are not aware of Health and Safety provision under the Factory Act 1948.

Table – 5.6
Table showing respondents’ awareness about the appointment of Safety Officer in
industry
Sl. No. Awareness about the Appointment Respondents Percentage

of Safety Officer
1 Yes 48 96%
2 No 2 4%
Total 50 100%
Analysis:
The above table shows that, 96% of the respondents are aware of the appointment of
Safety Officer, the remaining 4% of the respondents is not aware of appointment of safety
officer.
Graph-5.6
Interpretation:
The above table shows that, the majority of the respondents are aware of the appointment
of Safety Officer, whereas the remaining very few numbers of respondents are not aware
of appointment of safety officer.

Table – 5.7
Table showing the medical facilities given by ESI & Private hospital for the
employees of the company.
Sl. No. Medical facilities Respondents Percentage

1 ESI Hospital 34 68%
2 Private Hospital 16 32%
Total 50 100%
Analysis:
The above table shows that, 32% of the respondents expressed that they have medical
facilities from Private Hospital, the remaining 68% of the respondents expressed that they
have medical facilities from ESI.
Graph-5.7
Interpretation:
The above graph shows that, the majority of the respondents have medical facilities from
ESI Hospitals, the rest of the respondents are having medical facilities from private
hospitals.
Table – 5.8

The table showing the need of ear buds while working in the factory
Sl. No. Need the ear bids Respondents Percentage

1 Yes 42 84%
2 No 8 16%
Total 50 100%
Analysis:
The above table shows that, 84% of the respondents expressed that they need ear buds
while working with machineries which makes more noise. But, the remaining 16% of the
respondents are not used the ear bids while working in the factory.
Graph-5.8
Interpretation:
The above graph shows that, majority of the respondents need ear buds while working
with machineries which makes more noise but remaining little number of the respondents
are not used the ear buds while working in the factory.

Table – 5.9
The table showing respondents’ opinion regarding facility of Goggles for the
protection of eyes during work hours.
Sl. No. Company provide Respondents Percentage

goggle to respondent
1 Yes 42 84
2 No 8 16
Total 50 100%
Analysis:
The above table shows that 84% of the respondents says company provides goggles for
eye protection, remaining 16% of the respondents said they do not use goggles for eye
protection.
Graph-5.9
Interpretation:
The above graph shows that majority of the respondents says company provides goggles
for eye protection, remaining little number of the respondents said they do not use goggles
for eye protection.

Table – 5.10
The table showing the respondents opinion about cleanliness in their industry
Sl. No. Cleanness of industry Respondents Percentage
1 Excellent 2 4%
2 Very good 5 10%
3 good 28 56%
4 satisfied 15 30%
TOTAL 50 100%
Analysis:
The above table shows that to that 4% of the respondents are agreed that cleanness
in the industry is excellent, 10% of the respondents agreed that in the industry cleanness is
very good, 56% of the respondents is agreed it is good in the industry remaining shows
that 30% of the respondents agreed that it is satisfied in industry.
Graph-5.10
Interpretation:
The above graph shows that to that 4% of the respondents are agreed that cleanness in the
industry is excellent, 10%of the respondents agreed that in the industry cleanness is very
good, 56% of the respondents are agreed it is good in the industry remaining shows that
30% of the respondents agreed that it is satisfied in industry.

Table – 5.11
The table showing availability of First Aid facility in the company
Sl. No. First Aid facility Respondents Percentage

1 Yes 47 94%
2 No 3 6%
Total 50 100%
Analysis:
The above table shows that 94% of the respondents said first-aid facility provided by the
company, remaining table shows that 6% of the respondents said that company is not
providing first aid facilities.
Graph-5.11
Interpretation:
The above graph shows that majority of the respondents said first aid facility provided by
the company, remaining table shows that few numbers of respondents said that company
is not providing first aid facilities.

Table – 5.12
The table showing healthy environment provided by the company at workplace
Sl. No. Employees opinion regarding maintenance of Response Percentage

sanitary
1 Yes 44 88%
2 No 6 12%
Total 50 100%
Analysis:
The above table shows that, 88% of the respondent’s opinion company providing healthy
environment at the working place, remaining 12% of the respondents said that the
company is not providing healthy environment at the working place.
Graph-5.12
Interpretation:
The above graph shows that, 88% of the respondent’s opinion company providing healthy
environment at the working place, whereas very few respondents not agreed that the
company is providing healthy environment.

Table - 5.13
The table showing health problems facing by the respondents during working hours
Sl. No Healthy problems facing Respondents Percentage

1 Yes 11 22%
2 No 39 78%
3 Total 50 100%
Analysis:
The above table shows that, 22% of the respondents facing the health problems during the
working hours, remaining 78% of the respondent are not facing the health problems.
Graph-5.13
Interpretation:
The above graph shows that majority of the respondents are not facing the health
problems during the working hours, remaining respondents opined that they are facing the
health problems.

Table – 5.14
The table showing the respondents opinion about pure drinking water facility
provided by the company.
Sl. No. Facility of pure drinking water Respondents Percentage

1 YES 48 96%
2 NO 2 4%
Total 50 100%
Analysis:
The above table shows that, 96% of the respondents agreed company provide pure
drinking water, remaining 4% of the respondents agreed that the company is not
providing pure drinking water.
Graph-5.14
Interpretation:
The above graph shows that majority of the respondents agreed that the company is
providing pure drinking water, the remaining few respondents do not agree that the
company is providing pure drinking water.

Table – 5.15
The table showing the respondents opinion on quality of food provided by the
company.
Sl. No. quality of food provided Respondents Percentage

1 Yes 44 88%
2 No 6 12%
Total 50 100%
Analysis:
The above table shows that, 88% of the respondents said that quality food is being
provided by the company, remaining 12% of the respondents said quality of food is not
provided by the company.
Graph-5.15
Interpretation:
The above graph shows that, majority of the respondents said that quality food is being
provided by the company, whereas the remaining few respondents said that quality food is
not provided by the company.

Table –5.16
The table showing respondents opinion about sanitary facility provided by the
company
Sl. No. sanitary facility Respondents Percentage
1 Very Hygienic 39 78%
2 Hygienic 11 22%
Total 50 100%
Analysis:
The above table shows that 78% of the respondents’ opinion about sanitary facility which
is provided by the company is very hygienic, remaining 22% of the respondents’ opinion
about company’s sanitary facility as hygienic.
Graph-5.16
Interpretation:
The above graph shows that, the majority of the respondents opined that the sanitary
facility which is provided by the company is very hygienic, remaining few of the
respondents opined that the company is providing hygienic sanitizing facility.

Table –5.17
The table showing that Respondent’s response about the frequency of safety training
given by the company
Sl. No. period of safety training Respondents Percentage
1 Every 3 months 33 66%
4 Once in a year 7 14%
Total 50 100%
Analysis:
The above table shows that, 66% of the respondents said safety training given once in
every month by the company, 20% of the respondents said safety training given once in
every 6 months, remaining 14% of the respondents said safety training is given once in a
year.
Graph-5.17
Interpretation:
The above graph shows that, majority of the respondents said the safety training given
every month by the company, rest few of the respondents said safety training is given
once in every 6 months, remaining respondents said safety training is given once in a
year.
Table-5.18
The table showing the ability of respondents to work in hazardous conditions.
Sl. No. hazardous process Respondents percentage
1 Yes 34 68%
2 No 16 32%
Total 50% 100%
Analysis:
The above the table showing that 68% of the respondents agreed that they are able to
work in hazardous process, remaining 32% of the respondents unable to work in
hazardous conditions.
Graph-5.18
Interpretation:
The above the graph showing that majority of the respondents agreed that they are able to
work in hazardous conditions, remaining of the respondents are not willing to work in
hazardous conditions.
Table - 5.19
The table showing that installation of dangerous machines in the industry
Sl. No. Installation of dangerous machines Respondents percentage
1 Yes 30 60%
2 No 20 40%
Total 50 100%
Analysis:
The above table shows that 60% of the respondents said dangers machines have been
installed in the company, remaining 40% of the respondents said that, the machines
installed in the company are not dangerous.
Graph-5.19
Interpretation:
The above graphs shows that the majority of the respondents said that the machines
installed in the company are dangerous. Whereas, the remaining respondents disagreed
that the machines are not dangerous.
Table - 5.20
The table showing accidents happened recently in the industry

Sl. No. Accidents happened recently Respondents Percentage
1 Yes 13 26%
2 No 37 74%
Total 50 100%
Analysis:
The above table shows that 26% of the respondents said that accidents happened recently
in the company, remaining 74% of the respondents said that there are no accidents
reported recently in the company.
Graph-5.20
Interpretation:
The above Graph shows that, majority of the respondents said that accidents have
happened recently in the company, whereas the remaining respondents said there were no
such accidents happened recently in the company.
Table - 5.21

The table showing whether the Occupational Health Center situated in the company
or not.
Sl. No. Occupational Health Center Respondents Percentage
situated in the company or
not
1 Yes 48 96%
2 No 2 4%
Total 50 100%
Analysis:
The above table, it is observed that, 96% of the respondents said that an Occupational
Health Center is situated in the company. The remaining 4% of the respondents said that
they are not aware of such health center situated in the company premises.
Graph-5.21
Interpretation:
The above Graph shows that, the majority of the respondents said that an Occupational
Health Center is situated in the premises of the company whereas only few respondents
are not aware of Occupational Health Center situated in the company’s premises.

Table - 5.22
The table showing whether safety regulations are followed by the company or not
Sl.no Safety regulations followed Respondents percentage

by the company or not
1 Yes 48 96%
2 No 2 4%
Total 50 100%
Analysis:
From the above table it is analyzed that, 96% of the respondents agreed that the
company is following the safety regulations, And the remaining 4% of the respondents
said that the company is not following any safety regulations.
Graph-5.22
Interpretation:
The above chart showing the majority of the respondents agreed that the company
following the safety regulations. Whereas, the remaining respondents said that the
company is not following any safety regulations.

Table - 5.23
The table showing respondents expectation about the changes in Health and Safety
Policies of the company
Sl. No. Health and Safety Policies of the Respondents Percentage

company needs changes or not
1 Yes 27 54%
2 No 23 46%
Total 50 100%
Analysis:
The above table shows that 54% of the respondents are expecting changes to be made in
the safety policies, remaining 46% of the respondents are not expecting changes in safety
policy.
Graph-5.23
Interpretation:
The above graph shows that, most of the respondents expect the changes to be made in the
safety policies, almost equal part of the respondents is not expecting changes in safety
policy.

Table - 5.24
The table showing company facilitating Life Insurance exclusively for Covid-19
Sl. No. Facility of Life Insurance Respondents percentage

exclusively for Covid-19
1 Yes 48 96%
2 No 02 4%
Total 50 100%
Analysis:
The above table shows that 48 respondents i.e., 96% have agreed that the company
provides Life Insurance facility exclusively for Covid-19 for its employees and 4% of the
respondents have no knowledge about this facility.
Graph-5.24
Interpretation:
The above Graph shows that, majority of the respondents agreed the company provides
Life Insurance facility exclusively for Covid-19 for its employees, a very few numbers of
the respondents are unaware of the facility.

Table - 5.25
The table showing company facilitating free Vaccination, regular RT-PCR tests, face
shields, hand gloves and pocket sanitizers
Sl. No. Facility of free Vaccination Respondents percentage

and RT-PCR tests, etc.,
1 Yes 48 96%
2 No 02 4%
Total 50 100%
Analysis:
The above table shows that 48 respondents i.e., 96% have agreed that the company
provides free vaccination, RT-PCR tests, face shields, hand gloves and pocket sanitizers
in the company and 4% of the respondents have no knowledge about this facility.
Graph-5.25
Interpretation:
The above Graph shows that, majority of the respondents agreed the company provides
free vaccination, RT-PCR tests, face shields, hand gloves and pocket sanitizers in the
company in the company, a very few numbers of the respondents are unaware of the
facility.

CHAPTER – VI
SUMMARY OF FINDINGS AND CONCLUSION
Findings:
1) Majority of the respondents i.e., 96% are aware of Health and Safety provisions under
the Factory Act 1948.
2) Majority of the respondents i.e., 96% are aware that industry appointed a safety
officer in the industry.
3) 72% of the respondents opined that, safety trainings provided by the company helps
and support them to avoid hazardous risks.
4) Majority of the respondents i.e., 96% used the mask facility while work at the dust
area.
5) 22% of the respondents are stressed by over-loaded work.
6) 84% of the respondents used ear buds while working with machineries which make
more noise.
7) 30% of the respondents satisfied by cleanliness in the industry.
8) 88% of the respondents opined that, the company is providing healthy environment.
9) 78% of the respondents are not facing the health problems during the working hours.
10) 88% of the respondents opinioned about the sanitary facility as hygienic.
11) 32% of the respondents not willing to work in hazardous conditions.
12) 60% of the respondents said dangerous machines have been installed by the company.
13) 26% of the respondents said that, the accidents happened recently in the industry.
14) Majority of the respondents i.e., 96% have agreed that, the company is following the
safety regulation.
15) 54% of the respondents are expecting the changes in Health and Safety Policies of the
company.
16) 96% of the employees have agreed that the company provides Life Insurance facility
exclusively for Covid-19 for its employees.
17) Majority of the respondents i.e., 96% agreed that the company provides free
vaccination, RT-PCR test, face shield, sanitizers and hand gloves facility for its
employees.

CONCLUSION:
Health & Safety is an important aspect in Industry industrial accidents. Hazards are
existing at all places and all time to be safe one must follow safety as a culture. which
factory give importance to safety that factory production also increases. One more
important thing is employee’s health directly influence on production.
As per project work majority of employees are following safety rules and they
have good health. The company giving hospital facilities to employees to concentrate on
safety.
But the company should try to give safety training programmed and try to
maintain good environment.
SUGGESTIONS:
According to the study /research the industry often provides as following.
⮚ Provide more safety training facilities for the employees in the industry.
⮚ Provide safety equipments to the workers who are working at hazardous places.
⮚ The trainer must use audio and visual presentation at the time of giving safety
training.
⮚ Provide excellent occupational health center which has include all medical
facilities.
⮚ Provide a very good sanitary facilities where they are necessities.
⮚ The Company should appoint the workers those who are able to work at the
hazardous process.
⮚ The Company should be equip with all the necessary measures to create awareness
about the Measures to be taken to avoid the Covid-19 infections in the
organization.
⮚ The company should also plan for the spacious work space in order to maintain
social distancing as a measure of avoiding the spread of Covid-19 among it’s
human resource.
⮚ The Company should instruct clearly about the dangerous machines to the workers
and moreover it should appoint the export operators where such machines are
located.

BIBLIOGRAPHY
Sl. No. Author Name Book Name Date of publishing Publisher Name
1 Edwin B. Personnel Management 1984 Mc Graw-Hill (Sixth

Filippo Edition) Book company
Theory and practice in 2005
2 Hans Ravi social Research
(3rd revised edition)
Human Resource 2005 Anurag Jain
3 V S P Rao Management
(2nd edition)
Research methods in 2006 Neel Kamal
4 Dr. Radha Mohan education Publication Pvt.Ltd.,
Personnel and Human - -

5 P. Subba Rao Resource Management
6 K. Aswathappa Human Resource 2007 Tata Mc. Graw-Hill

Management publishing company ltd
(5th edition)
SPECIEL REFERENCE:
Websites:
www.hrjindia.com
www.google.com

QUESTIONNAIRE
Dear Respondents,
I am Ashwini G, studying in IV semester MSW at Sri Siddhartha Institute

of Business Management, Tumakuru. As a part of academics, I am doing my
dissertation project. Carrying out a survey on “Health and Safety Scheme for
Employees with special reference to H&R Johnson (India), Kunigal” is
essential for this dissertation. Hence, I seek your responses for the following
questions concerning to this topic of dissertation.
I request your kind co-operation in this regard. I promise you that, the
information provided by you would be kept confidential and used only for
academic purpose.
Thank you,
Yours faithfully
(Ashwini G)

PERSONAL DATA
Name of the employee ……………………………

1. Age:
(a) 18 – 25 [ ] (b) 26 -30 [ ]
(c) 31 – 35 [ ] (c) above 36 [ ]
2. Marital status:
(a) Married [ ] (b) Unmarried [ ]
(c) Widow [ ] (d) Divorce [ ]
3. Educational qualification:
(a) 7nth standard [ ] (b) S.S.L.C [ ]
(c) PUC /Diploma /ITI [ ] (d) Graduation [ ]
4. Gross salary:
(a) 3000 [ ] (b) 6000 [ ]
(c) 9000 [ ] (d) 12000 and Above [ ]
5. Are you aware of the safety and health provisions under the 1948 Act?
(a) Yes [ ] (b) No [ ]
6. Does your company appoint a safety officer under the existing labour
legislations?
(a) Yes [ ] (b) No [ ]
7. From where you are getting medical facilities?

(a) ESI Hospital [ ] (b) Private Hospital [ ]
8. Do you need ear bids while working with machines which makes more noise?
(a) Yes [ ] (b) No [ ]
9. Does your company provide goggles for eye protection?

(a) Yes [ ] (b) No [ ]
10. How do you feel about cleanliness in your industry?

(a) Excellent [ ] (b) very Good [ ]

(c) Good [ ] (d) Satisfied [ ]
11. Do you have first-aid facility in your department?

(a) Yes [ ] (b) No [ ]
12. Does your company provide healthy environment in work?

(a) Yes [ ] (b) No [ ]
13. If the company provide healthy environment is provided, rate its quality.
(a) Excellent [ ] (b) Very Good [ ]
(c) Good [ ] (d) Satisfied [ ]
14. Are you facing any health problems during the working hours?
(a) Yes [ ] (b) No [ ]
15. Is your company providing pure drinking water facility?

(a) Yes [ ] (b) No [ ]
16. Is the quality of food providing at your company is good?

(a) Yes [ ] (b) No [ ]
17. What is your opinion about the sanitary facility provided by your company?
(a) very hygienic [ ] (b) Hygienic [ ]
18. Does your company provide spittoons?

(a) Yes [ ] (b) No [ ]
19. In your company safety training is given for the period of………………
(a) Every 3 months [ ] (b) Every 6 months [ ]
(c) Every 10 months [ ] (d) Once in a year [ ]
(e) All the above [ ]
20. Are you able to work in the hazardous process?

(a) Yes [ ] (b) No [ ]
21. Is there installation of dangers machines in your company?

(a) Yes [ ] (b) No [ ]

22. Are there any accidents happened recently in your company?

(a) Yes [ ] (b) No [ ]
23. If accident occurred, which type of accident was that?

(a) Injured [ ] (b) Partially injured [ ]
24. Are you suffering from any occupational diseases?

(a) Yes [ ] (b) No [ ]
25. If yes, from what disease are you suffering?

(a) Asthma [ ] (b) T. B [ ]
(c) B. P [ ] (d) Others ……………………
26. Does your company follow the safety regulations?

(a) Yes [ ] (b) No [ ]
27. Do you expect any changes in health and safety policies of your company?
(a) Yes [ ] (b) No [ ]
28. Does your company follow the Government's Guidelines to avoid Covid-19?
(a) Yes [ ] (b) No [ ]
29. Does your company provide you the life security insurance exclusively for
Covid-19?
(a) Yes [ ] (b) No [ ]
30. Does your company provide you the facility of free Vaccination, regular RT-
PCR tests, face shields, hand gloves and pocket sanitizers?
(a) Yes [ ] (b) No [ ]
Thank you for your valuable co- operation

(Social Work Trainee)

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A Study On Health And Safety Scheme For Employees With Special Reference To

H & R Johnson, Kunigal

1.1 Evolution of Industries

The Factory System

Dept. of Social Work, SSIBM, Tumakuru Page 1

1.2 Human Resource Management

Meaning and definition:

Human Resource Management (HRM or HR) is the management of human resources.

3) H.R.M is also a function of management, concerned with hiring, motivating and

4) H.R.M. applies management, principles in procuring, developing, maintain people in

5) H.R.M is a series of integrated decision that from the employment relationship; their

1.3 Human Resource Management (HRM)

The field of HRM as it currently exists represents a crystallization of a variety of

historical and contemporary factors.

1.4 Growth in India:

1.5 HRM in the new millennium:

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Features of HRM: Influencing Factors:

3. Employee expectations: “Instead of attempting to force employees to conform to a

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4. Changes and technology: Increased automation, moderation and communization

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6. Environmental challenges: Privatization efforts in India are likely to gather

7. Personnel function in future:

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8. Changes in 21st century impacting HRM:

1.6 HR as a spacing board for success:

Talent hunting developing and retaining: clear focus areas:

Dept. of Social Work, SSIBM, Tumakuru Page 8

Dept. of Social Work, SSIBM, Tumakuru Page 9

1.7 Meaning of health and safety

1.8 Importance of Health and Safety

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1.9 Need of Health and Safety:

Dept. of Social Work, SSIBM, Tumakuru Page 12

⮚ Improve productivity and quality of work.

1.10 Industrial safety:

1.11 Health and safety According to Factories Act 1948:

1. Cleanliness (Section 11):

2. Wastes (Section 12).

3. Ventilation and temperature: (Section 13):

4. Dust and fumes (Section 14):

5. Artificial humidification (Section 15):

6. Overcrowding (Selection 16): No room in the factory should be overcrowded there

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9. Latrines and urinals (Section 19)

10. Spittoons (Section 20)

Safety: (Section 2 to 40)

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11) Pits , sumps, opening in floors

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12) Excessive weights (Section 34) :

1.12 Measures of Health and safety

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✔ Exercise and physical fitness

Protection against Disease / health hazards

1.14 Measures are two steps

❖ Periodic post-employment medical examination

Dept. of Social Work, SSIBM, Tumakuru Page 19