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PROJECT REPORT
ON
WAGE PAYMENT & INCENTIVE SCHEMES
AT
ZOLOTO VALVES
A Project Report Submitted in Partial Fulfillment of Degree of
MBA 4 t h Sem
To be awarded by
Submitted by:
Supervised by:
CONTENTS
1. PROFILE OF THE COMPANY
2. RESEARCH METHODOLOGY
COMPANY PROFILE
ZOLOTO valves broke ground in 1966, as a s mall run compan y involved in the
designing and manufacturing of water fittings.
Ever since the commercial operation began, ZOLOTO 's vision was to stud y and
identif y the consumer needs b y offering well designed and engineered product as a
solution. The ke y to success was without doubt- THOROUGH CUSTOMER
technical
specifications
qualit y.
The
compan y
is
TOTAL STRENGTH
Adminstration
26
Marketing
12
Designing
04
Quality Control
12
Production
346
EXPORT
QUALITY MANAGEMENT
The compan y has its own in-house che mical & ph ysical Testing labs equipped with
latest, modern & sophisticated equipment.
DEALERS NETWORK
ZOLOTO valves are easil y available through a wide network of its dealers in
ever y part of the countr y
ANNEXURE-B
TESTING FACILITIES
We have our own chemical & physical lab equipped with latest & Modern
equipment for testing of our material as per the Indian & British Standard
Specification.
1 Physical
1.1
1.2
2 Chemical Lab
2.1
Platinum Electrodes
2.2
2.3
Muffle Furnace
2.4
Drying Oven
2.5
Hot plate
2.6
2.7
8mm to 100mm
11 Nos
3.2
8mm to 100mm
11 Nos
3.3
Dial Caliper
0mm to 50mm
02 Nos
3.4
Dial Caliper
0mm to 25mm
02 Nos
3.5
10 Nos
02 Nos
5.
6.
RESEARCH METHODLOLOGY
RESEARCH METHEDOLOGY
Sample Si ze :- The number of e mplo ye es in ZI was more than 500. It was quite
difficult to approach each and ever y worker. Therefore, I followed a si mple
me thod in observing the workers and that was b y sa mpling method.
To si mplif y my work, I selected the workers at random sa mple of 50 workers from
different depart me nts keeping in view the number of workers in each depart me nt.
The next thing required was a questionnaire and to prepare questionnaire, I have
to stress upon various concepts and various books. After going through various
concepts, ma n y di me nsions of wages were identified.
Sampling Techniques :- The sa mpling adopted was convenient sa mpling. After
picking up the sa mple and preparing questionnaire. I went to each depart ment and
'interviewed' the workers randoml y. All the responses to m y questions were put in
the categor y to which the workers responded.
The data was s yste maticall y arranged and anal yz ed for results b y using tables. For
each question separate table is ma de. Thereafter various conclusions are drawn
with the findings of the data collected.
Source of Data :- The sources of data collected was pri mar y as I have visited
personall y ever y depart ment to observe the worker's reactions regarding' my
questions. As I personall y interacted with the m the y showed their full cooperation in providing Proper infor mation.
Some infor mation was of secondar y nature because it was collected from
compan y' s files which were provided b y the personnel and administrative ma nager
of the compan y.
LIMITATIONS
During the course of my stud y. I have to face the following difficulties:
1. The ti me period of stud y was 6 weeks onl y. Therefore it was quite difficult to
have the full knowledge of full concept.
2. Most of the workers were out of Punjab speciall y from BIHAR, GUJRAT etc.
Therefore it was difficult to make the m understand the concept.
3. Most of the workers were non co-operative, the y thought that the surve y was
being done b y the compan y and because of unsatisfactor y conditions the y
didn't answer properl y of the questions.
4. When suggestions were invited than few of workers responded, others were
of the view that it was of no use, the y think that nothing is going to be
changed. The y refused to express their views.
5. Mostl y workers were bus y with their work so supervisors didn't allow the m
to leave their working place and so I have to wait a lot for their responses.
In spite of all these difficulties, I was able to collect the first hand infor mation
regarding the wage pa yment and incentives sche mes h the organization.
The main objectives of the stud y are to anal ys e and interpret the wages and
interpret the wages and incentives sche mes to relate to workers in "ZOLOTO
To stud y the attitude of compan y towards the wages of the workers and the
incentives plans followed b y the compan y.
2.
3.
To know whether the compan y is moving accordance with the pa yme nt of wages act.
4.
5.
To know whether the worker's are getting the mi ni mu m wage rate or not.
To study the worker's satisfaction level from the wages and incentives (either
financial or non-financial) offered to the m b y the compan y.
6.
To know the communication pattern followed b y the workers and ma nage ment.
7.
8.
Issues regarding wages have been the most important cause of dispute between
the labors and the management. An organization which does not offer fair
remuneration to it's employees has to face strikes and lockouts. However the
problem before the management is that it has to keep the wages within certain
limits for these wages become very much a part of the total cost of the
product. Wages produce far reaching effects in the general standard of living
in the country, employment, productivity, cost of production, prices, capital
formation.
ROLE OF GOVERNMENT
Even Govt. has shown its concern for the remunerations paid to the employees
by an organization. It is due to this reason that various acts concerning the
wages of the employees have been passed, for example Minimum Wages Act,
1948 which ensures that the minimum wages as stipulated and amended from
time to time are paid to the employees.
TIME WAGE SYSTEM: This is the oldest method of wage payment. Under this method:
1. Wages are paid to workers on the basis of time spent by them on the job and no
consideration is given to their efficiency or performance.
W= T*R
Where T is time and R is a rate per hour.
2. This system is suitable where quality of the product is more important than the
quality or the individual performance of a work cannot be measured.
3. Under this method, the workers are guaranteed minimum wages. Because there is
no relationship between the efficiency and wages.
4. This method enjoys the support of trade unions because all the workers are treated
alike paying wages.
5. This method requires strict supervision on the workers so that they do not waste
their time deliberately with a view to get more wages.
PIECE WAGE SYSTEM:- under this method, wages are paid on the basis of number or
units manufactured by the workers and no consideration is given to the time consumed for the
production.
W~P*R
It is suitable where quality of the product does not matter much and it is possible to measure
in standard units, the performance of each worker.
There is no guarantee of minimum wages under diis method. If there is interruption in the
production then the wages of the workers become uncertain.
Hence since efficient workers are able to get more wages than the inefficient workers, it
breeds jealousy among the workers and hence it is opposed by trade unions.
Under this method the workers know that of they will work more they will get more earning.
Hence they exercise self-control and donate waste time. This method lays more emphasis on
the quality or level of production.
Under this method per unit labour cost can be easily known.
MERITS OF PIECE RATE SYSTEM
1. Gives incentives to the workers.
2. There will be automatic increase in production.
3. Workers will use machines, equipment and sources in a good manner.
4. Efficient workers will get encouragement for working.
5. It will reduce the per capita unit cost of production.
6. Supervision cost will be less.
Under this s yste m workers are induced to produce more on one hand workers are
assume d of mini mu m wages and on the other hand the y are given incentives or we
can sa y bonus whenever the y perfor m above the standards fixed. The ai m of these
plans is to benefit both the parties i.e. the workers and the e mplo yees b y offering
incentive wage to the for mer and b y reducing the cost of production for the latter
ma de possible b y better perfor ma nce or more production b y the workers so this
me thod tries to overcome the li mitations of both ti me wage s yste m as well as piece
wage s yste m. These plans can be classified b y a wa y of a chart.
3. The wage for each job classification should be related to each other in ter ms of
job require ments, due consideration being given to such factors as skill, length
of ti me required in learning, working conditions and responsibilit y de manded.
4. Wage plan must ensure the workers, manage me nt and consumers due share in the
gains of higher productivit y.
5. The wage plan must ensure higher pa y to the workers who perfor m work at
higher level of efficienc y.
6. The wage plan should ha\e a proper wage differential based on proper job
evolution.
7. The wage plan should guarantee mi ni mu m wages to pro ect the interests of
workers against conditions over which the y have no control.
and
appreciation
of
good
work
and
journal
at mosphere
of
willingness and co-operation in dealing with common proble ms are all those
contributed to excellence in all areas of work and higher productivit y. There is no
doubt that introduction of financial incentives sche mes and the acceptance of
workmen bring a radical change in industrial relations manage me nt often is faced
with a challenge when the y introduce incentives sche mes. For the incentives
sche mes to be effective, manage me nt must ensure that the y will be able to do good
to the ma nage ment and the workers alike one of the studies carried out in a public
undertaking revealed that after 4-5 months of introduction of sche mes, following
results are achieved:-
INCENTIVES SCHEMES
Incentives are the stimulus mainly ps ychological and it maintains and
strengthens the desire to achieve improved performance. Incentives are mainly
of two types:
Financial Incentives.
Non-Financial Incentives.
Financial Incentives helps the individuals to meet their basic needs and non
financial incentives assist in meeting the higher order needs such as social
needs, ego needs and self actualization needs. Non financial incentives are
based on sociological and ps ychological principles of higher behaviors.
Financial Incentives:- These incentives are payments for improved productivity
attendance and general improvements in employee's performance. Financial
incentives schemes can be direct or indirect or indirect in nature. In direct
financial incentives schemes, the payments are based on employees own
performance or contribution to the job such as production incentives schemes
attendance bonus, profit sharing bonus etc. The case of indirect financial
incentives, the payments are not directly related to employees contribution &
schemes are like subsidized means such as leave encashment, gratuity
schemes, leave travel concession, canteen facilities at subsidized rates etc.
ADVANTAGES
Following are the various advantages of financial incentives schemes:1. Achievement of higher production.
2. Lesser breakdown and defective work.
3. Cutting down the cost of production.
DISADVANTAGES
The incentives sche me s are not free from disadvantages the following are some of
the disadvantages of incentives sche mes:-
2. Lack of consistenc y.
3. Ps yc hological proble ms in the incentives s yste ms.
4. Dela y in the pa yment of sche me.
OBJECTIVES
Following are some of the i mportant objectives for which incentive sche mes are
used:-
9. The wage plan must be related to cost controls and the operating level budget.
10. The wage plan should place no limits on the amount of additional earnings of the
workers and thus it should maintain the high moral of workers.
WAGE PAYMENT IN ZI
The number of workers working in the organization is 400. The organization is divided in to
different departments. Each department is engaged in a specific kind of operation. The various
departments are:
PURCHASE DEPARTMENT
ACCOUNTS DEPARTMENT
MARKETING DEPARTMENT
MOULDING SHOP
TOOLS ROOM
QUALITY DEPARTMENT
MACHINING SECTION
PACKING DEPARTMENT
PAINTSHOP
TESTING DEPARTMENT
TECHNICAL STAFF
ADMINISTRATION
SECURITY
FINISHED GOODS STORE
The method followed by the organization for the payment of wages to workers is usually time
wage system i.e. weekly or monthly wages. Everyone in the organization is on salary basis.
No one is given wages according to piece wage rate. All the workers enter in the premises at a
fixed time and leave it also at a prefixed time
An agreement between both the parties was executed on 27 111 April 2000 validity of which has
expired on 31st march 2005, therefore w.e.f. 1 stApril 2005, this new agreement will become
effective. There terms are as under:
TERMS OF AGREEMENT
Agreed that whenever the Punjab government, increases minimum wages,
all those workers covered under the minimum wage categories having
satisfactory attendance, that is minimum 85% shall be given the benefit of
increased minimum wages,_ irrespective of the fact whether they are
getting more than the minimum wages or not.
Those workers whose production, productivity and discipline are not in
accordance with the company rules, they will not be entitled to the benefit
of increase in minimum wages.
Agreed that the following existing benefits to all workers will remain
unchanged:1.
attendance,
productivity,
discipline
and
general
that
every
worker
shall
ensure
better
housekeeping,
DATED
SIGN A TURE
Though the wage policy of the company is better than some other leading concerns of
the city but there is no criterion of fixing wages for the workers in accordance with
the nature of job performed by workers in different sections of the company. In spite
of the fact that adequate safety measures have been provided at all necessary places,
still there are certain jobs that involve a greater amount of risk and still others are
more tiresome. From this point of view, the company has not evaluated the jobs by
their nature but a. minimum wages is given to each worker.
3) Semi-skilled (upper)
4) Skilled
(lower)
etc
5) Skilled (upper)
Monthly
2315
2530.65
2431.25
2770.65
2591.25
263 ).05
Daily
88.92
97.27
93'. 37
106.42
99.51
100.26
2751.25
103.34
3049.35
117.12
2. It is clear from the table that the increments are given twice in a year,
firstly in the month of march and secondly in September.
1. This table shows the increments given to workers w.e.f. 1st march 1999.
2. Normally this increment procedure was followed twice in a year but it clear from
that no increment was given in 1-9-1999
There was increase of Rs 45/- w.e.f. 1-9-2001 and again there was increase of Rs 45/w.e.f. 1-3-2002 as increment amount was same in both cases.
1.
2.
from:13:00 noon to 13:30 for workers and for Supervisors &ManagcriaI Staff. An y
workers
found
before
or
after
lunch
break
roa ming
in
canteen
or
3.
other kind of leave. An e mplo ye e who joins fresh cannot avails an y casual
leave during months of his journe y.
b) Earned Leave:
i)
ii)
Emplo ye e can avail earned leave maxi mu m three ti mes in a ye ar. Onl y
in
exceptional cases the compan y can allow the avail ment of earned
leave
more than three ti mes.
iii)
4.
pa y or
special
leave.
However
manager
concerned on his
5.
6.
BONUS: Bonus is declared annually and paid in the month of august cva y year. The
7.
quantum of annual bonus is linked with productivity per the formula evolved by the
representatives of the workers. Against statutory minimum bonus is payable @ 12%
of the basic salary.
8.
9.
In case of need, every employee of the company is entitled to take an advance of 1/3rd of
his salary on or after the 22nd of the concerned month
FINANCIAL INCENTIVES
Incentives given in monetary terms are called as financial incentives. In ZI
following financial incentives are provided to the workers:1. Group Gratuity Insurance : - All employees with more than one year's
service are insured. With the L.l.C under the group of gratuity schemes.
The benefit of schemes is that in the addition to security gratuity of the
employees during the service, L.l.C will pay gratuity to the heirs that
would have become payable to the decreased employees at the age of 58
years irrespective of the service / age of the employees concerned at the
time of death.
2. Accident Insurance :- All the employees whose duties involve frequent
visit outside the factory and those going with the insurance company for
various amount and the premium is paid by the company.
3. Reimbursement of Medical Expenses : - those employees who are not
covered under employees state insurance arc reimbursed with the
medical expenses at actual but not exceeding 15 days basic salary per
completed financial year.
4. Encashment of Leave :- If the employees does not avail the leave during a financial
year then that un-availed is encashed to all employees after the closing of financial
year.at full rate of basic pay for casual and earned leaves and at half rate for sick
leaves ( where sick leaves are given as per rules)
NON-FINANCIAL INCENTIVES
Non financial incentives are based on psychological needs of the workers. The non financial
incentives provided in ZI are as follows:-
Productivity
Quality Improvement
Safety
Check of pilferage
Saving of power / f u l l
Administrative points
2. Promotional Avenue :- After every three years the designation of each and every
worker is changed, they are well promoted after a specified period of time which
shows that there are good chances of promotion in the organization. While doing
survey, it was found that 48% of the workers were satisfied with the promotional
avenue of the organization. 14% rank promotional avenue as very good, 34% ranks
good and 4% said it is excellent.
3. Better Working Conditions :- Workers have neat and clean machines, tools and
other equipment, neat working place with all the necessary things needed while
working. These working conditions refresh the workers and they do their work in a
better way. While doing survey. (came to know that each and every worker was
satisfied with the working conditions provided to them.
7. Latest Facilities Associated With Job: - Workers are provided with the latest
facilities associated with the job either physical or technical. Latest
machines, tools are provided to them so as to lower the cost of
production, facilitate the job of workers and make company product up
to date.
Ahuja K.K
Personnel Management
Memoria, C.B.
Personnel Management
Flippo, Edwin. B.
Personnel Management
Tripathi, P.C
Personnel Management
& Industrial Relations