A STUDY ON EMPLOYEE WELFARE MEASURES IN MANAKULAR MOTORS PUDUCHERRY SUMMER PROJECT REPORT Submitted by SANKAR.R REGISTER NO: 10MB0441 Under the guidance of Mr. A. ANBAZHAGAN Faculty, DEPARTMENT OF MANAGEMENT STUDIES In partial fulfillment for the award of degree of MASTER OF BUSINESS ADMINISTRATION DEPARTMENT OF MANAGEMENT STUDIES CHRIST COLLEGE OF ENGINEERING AND TECHNOLOGY PONDICHERRY UNIVERSITY 1
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
A STUDY ON EMPLOYEE WELFARE MEASURES IN MANAKULAR
MOTORS PUDUCHERRY
SUMMER PROJECT REPORT
Submitted by
SANKAR.R
REGISTER NO: 10MB0441
Under the guidance of
Mr. A. ANBAZHAGAN
Faculty, DEPARTMENT OF MANAGEMENT STUDIES
In partial fulfillment for the award of degree of
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES
CHRIST COLLEGE OF ENGINEERING AND TECHNOLOGY
PONDICHERRY UNIVERSITY
PUDUCHERRY
MAY- 2011.
1
CHRIST COLLEGE OF ENGINEERING & TECHNOLOGY
MOOLAKULAM, PUDUCHERRY
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This is to certify that the project work entitled is “A STUDY ON EMPLOYEE WELFARE
MEASURES IN ADHI SAKTHI PROJECT PUDUCHERRY is a bonafide work done by
SANKAR.R [REGISTER NO 10MB0441] in partial fulfillment of the requirement for the
award of Master of Business Administration by Pondicherry University during the academic year
2010-2012.
GUIDE HEAD OF DEPARTMENT
Submitted on Viva-Voce Examination held on __________________
EXTERNAL EXAMINER
2
ACKNOWLEDGEMENT
The successful completion of any task would be incomplete without mentioning the names
of the persons who helped to make it possible. I take this opportunity to express my gratitude in
few words and respect to all those who helped me in the completion of this summer project.
I express my deep gratitude to Dr. S. R. S. SAM PAUL, Chairman & Managing
Director, Christ College of Engineering & Technology.
I am extremely grateful to our Principal Dr. A. RAVICHANDRAN for providing
necessary and essential facilities to do this project work.
I would like to extend my sincere thanks to Dr. L. J. SOUNDARARAJAN, Professor,
and Department of management studies, for his encouragement, support and guidance to
complete this project work successfully.
I express our sincere thanks and deep sense of gratitude to Mr. A. ANBAZHAGAN,
Head of the Department of Management Studies for providing me with an opportunity to study
and for his encouragement, support and guidance to complete this project work successfully.
I express a deep sense of gratitude to my Guide Mr. A. ANBAZHAGAN, Faculty,
Department of Management Studies, for his support, motivation and constant guidance to
complete the project work successfully
I convey my heartiest thanks to MR. C. SENTHIL KANNAN CHIEF EXECUTE OFFICER
ADHI SAKTHI PROJECT who kindly granted permission to do this project work in his
esteemed organization.
Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for
giving timely advice in all the ways and in all aspects for the success of this project work.
3
TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
I INTRODUCTION 1
II REVIEW OF LITERATURE 20
III OBJECTIVES OF THE STUDY 31
IV RESEARCH METHODOLOGY 33
V DATA ANALYSIS AND INTERPRETATION 36
VI FINDINGS OF THE STUDY 61
VIISUGGESTION AND RECOMMENDATIONS,CONCLUSION
63
VIII SCOPE AND LIMITATIONS 64
APPENDIX
BIBLIOGRAPHY
QUESTIONNAIRE
4
LIST OF TABLES
S.no TABLE NAME Page No
5.1 Table showing age of respondents 36
5.2 Table showing gender of respondents 37
5.3 Table showing qualification of the respondent 38
5.4 Table showing experience of respondent. 39
5.5 Table showing marital status of respondent 40
5.6 Table showing monthly income of respondent. 41
5.7 Table showing sort of workers respondent. 42
5.8 Table showing provision of safety equipment 43
5.9 Table showing family welfare facilities . 44
5.10 Table showing medical facilities 45
5.11 Table showing medical treatment 46
5.12 Table showing environment condition 47
5.13 Table showing uniform system 48
5.14 Table showing education facility 49
5.15 Table showing extra curricular activities 50
5.16 Table showing level of motivation given to employee 51
5.17 Table showing expected rest hour 52
5.18 Table showing working in night shift 53
5.19 Table showing drinking water facilities 54
5.20 Table showing preventive and guidance chart 55
5.21.Table showing weighted average for rank the welfare facilities
provided in the organization56
5.22 Table showing weighted average for rank the infra structural facilities 57
5.23Table showing Chi-square Experience and sort of worker classification
of respondents 59
5
LIST OF CHARTS
S.no CHART NAME Page No
5.1 Table showing age of respondents 36
5.2 Table showing gender of respondents 37
5.3 Table showing qualification of the respondent 38
5.4 Table showing experience of respondent. 39
5.5 Table showing marital status of respondent 40
5.6 Table showing monthly income of respondent. 41
5.7 Table showing sort of workers respondent. 42
5.8 Table showing provision of safety equipment 43
5.9 Table showing family welfare facilities . 44
5.10 Table showing medical facilities 45
5.11 Table showing medical treatment 46
5.12 Table showing environment condition 47
5.13 Table showing uniform system 48
5.14 Table showing education facility 49
5.15 Table showing extra curricular activities 50
5.16 Table showing level of motivation given to employee 51
5.17 Table showing expected rest hour 52
5.18 Table showing working in night shift 53
5.19 Table showing drinking water facilities 54
5.20 Table showing preventive and guidance chart 55
6
CHAPTER -I
INTRODUCTION OF THE STUDY:
EMPLOYEE WELFARE
Employee welfare defines as “efforts to make life worth living for workmen”. These
efforts have their origin either in some statute formed by the state or in some local custom or in
collective agreement or in the employer’s own initiative.
To give expression to philanthropic and paternalistic feelings.
To win over employee’s loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective (because these benefits add to job appeal).
Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting up a employee
welfare service:
The service should satisfy real needs of the workers. This means that the manager must
first determine what the employee’s real needs are with the active participation of
workers.
The service should such as can be handled by cafeteria approach. Due to the difference
in Sex, age, marital status, number of children, type of job and the income level of
employees there are large differences in their choice of a particular benefit. This is
known as the cafeteria approach. Such an approach individualizes the benefit system
though it may be difficult to operate and administer.
7
The employer should not assume a benevolent posture.
The cost of the service should be calculated and its financing established on a sound
basis.
There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.
Types of Employee Welfare Services
Safety Services
Prevention of accidents is an objective which requires o explanation.
The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings,
in disabilities and incapacities which afflict those involved and in compensation, insurance and
legal costs, in lost time, filling in reports and attending to enquiries, and in spoilage of materials,
equipment and tools to management.
Accidents are the consequence of two basic factors: technical and human. Technical
factors include all engineering deficiencies, related to plant, tools material and general work
environment. Thus, for example, improper lighting, inadequate ventilation, poor machine
guarding and careless housekeeping are some hazards which may cause accidents. Human
factors include all unsafe acts on the part of employees. An unsafe act is usually the result of
carelessness.
Young and new employees, because of their difficulty in adjusting to the work situation
and to life in general, also have many more accidents than do old and nature workers.
The Phenomenon of Accident Proneness . Some persons believe wrongly in the theory that
certain individuals are accident prone, that is , they have some personality trait as opposed to
some characteristic of the environment which predisposes them to have more accidents than
others in work condition where the risk of hazards is equal to all.
8
Components of a Safety Service
Among the many components of a safety service the following have proved effective
when applied in combination:
Appointment of safety officer
In big organizations, the appointment of a safety officer to head
The safety department is a must. In small organizations, the personnel manager may look after
the functions of this department. The head of the safety department, who is usually a staff man,
is granted power to inspect the plant for unsafe condition, to promote sound safety practices
(through posters an d safety campaigns), to make safety rules, and to report violations to the
plant manager.
Support by line management
The head of the safety department, whether enjoying a staff or a
functional position, by himself, cannot make a plan safe. His appointment lulls line management
into assuming that all its safety problems have been solved.
Elimination of hazards
Although complete elimation of all hazards is virtually an
Impossibility but following steps can be taken to help reduce them:
Job safety analysis
All job procedures and practices should be analyzed by
an expert to discover hazards. He should then suggest changes in their motion patterns, sequence
and the like.
9
Placement
A poorly placed employee is more apt to incur injury
than a properly placed employee. Employees should be placed on jobs only after carefully
estimating and considering the job requirements with those which the individual apparently
possesses.
Personal protective equipment
Endless variety of personal safety equipment is available
Nowadays which can be used to prevent injure
Safeguarding machinery
Guards must be securely fixed to all power driven
machinery.
Materials handling
Though often ignored, the careless handling of heavy and
An inflammable material is an important source of several injuries and fire.
Hand tools
Minor injuries often result from improperly using a good
tool or using a poorly designed tool. Therefore, close supervision and instruction should be
given to the employees on the proper tool to use the proper use of the tool.
10
Safety training, education and publicity
Safety training is concerned with developing safety skills,
whereas safety education is concerned with increasing contest programmes, safety campaigns,
suggestion awards, and various audiovisual aids can be considered as different forms of
employee education.
Safety inspection
An inspection by a trained individual or a committee to detectEvidence of possible safety
hazards (such as poor lighting, slippery floors, unguarded machines, faulty electrical
installations, poor work methods and disregard of safety rules) is a very effective device to
promote safety.
Health Services
The prevention of accident constitutes only on segment of the function of employee
maintenance. Another equally important segment is the employee’s general health, both physical
and mental.
There are two aspects of industrial health services
1. Preventive
2. Curative, the former consists of
3. pre-employment and periodic medical examination,
4. removal or reduction of health hazards to the maximum extent possible,
5. Surveillance over certain classes of workers such as women, young persons and persons
exposed to special risks.
11
Counseling Services
An employee very often comes across problems which have emotional content. For
example, he may be nearing retirement and feeling insecure or he may be getting promotion and
feeling hesitant to shoulder increased responsibility or he may be worried due to some family
problem.
Employee Welfare in India
The chapter on the Directive Principles of State Policy in our Constitution expresses the
need for labour welfare thus:
1. The State shall strive to promote the welfare of the people by securing and protecting as
effectively as it may a social order in which justice, social, economic and political, shall
inform all the institutions of the national life.
2. The State shall, in particular, direct its policy towards securing:
3. That the citizens, men and women equally, have the right to an adequate means of
livelihood;
4. That the ownership and control of the material resources are so distributed as to subserve
the common good.
1. The State shall make provision for securing just and humane conditions of work
and for maternity relief.
Factories Act, 1948
The principal Act to provide for various labour welfare measures in India is the Factories
Act, 1948. The Act applies to all establishments employing 10 or more workers where power is
used and 20 or more workers where power is not used, and where a manufacturing process is
being carried on.
12
Employee Welfare Officer
Section 49 of the factories act provides that in every factory wherein 500 or more
workers are ordinarily employed the employer shall appoint at least one welfare officer.
The welfare officer should possess; (i) a university degree; (ii) degree or diploma in
social service or social work or social welfare from a recognized institution; and (iii) adequate
knowledge of the language spoken by the majority of the workers in the area where the factory is
situated.
¯ Supervision
¯ Counseling workers
¯ Advising management
¯ Establishing liaison with workers
¯ Working with management and workers to improve productivity.
¯ Working with outside public to secure proper enforcement of various acts.
Health of Employees
Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors
and work rooms and by using disinfectant where necessary.
Disposal of wastes and effluents. Effective arrangements shall be made for the disposal
of wastes and for making them innocuous.
Ventilation and temperature. Effective arrangements shall be made for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their health.
Dust and fume. Effective measures shall be taken to prevent the inhalation and
accumulation of dust and fumes or other impurities at the work place.
13
Artificial humidification. The State Government shall make rules prescribing standard of
humidification and methods to be adopted for this purpose.
Overcrowding. There shall be in every work room of a factory in existence on the date of
commencement of this act at least 9.9cubic meters and of a factory built after the
commencement of this act at least 4.2 cubic meters of space for every employee.
Lighting. The State Government may prescribe standards of sufficient and suitable
lighting.
Drinking Water. There shall be effective arrangement for wholesome drinking water for
workers at convenient points.
Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, well-
ventilated, conveniently situated and built according to prescribed standards separately
for male and female workers.
Spittoons. There shall be sufficient number of spittoons placed at convenient places in
the factory.
Safety of Employees
Fencing of machinery. All dangerous and moving parts of a machinery shall be securely
fenced. Screws, bolts and teeth shall be completely encased to prevent danger.
Work on or near machinery in motion. Lubrication or other adjusting operation on a
moving machinery shall be done only by a specially trained adult male worker.
Employment of young persons on dangerous machines. No young person shall be
allowed to work on any dangerous machine (so prescribed by the state government)
unless he is sufficiently trained or is working under the supervision of knowledgeable
person.
Device for cutting off power. Suitable device for cutting of power in emergencies shall
be provided.
14
Welfare of Employees
Chapter V of the factories Act contains provisions about the welfare of employees.
These are as follows:
There shall be separate and adequately screened washing facilities for the use of male and
female employees.
There shall be suitable places provided for clothing not worn during working hours and
for the dying of wet clothing.
There shall be suitable arrangement for all workers to sit for taking rest if they are
obliged to work in a standing position.
There shall be provided the required number of first-aid boxes or cupboard (at the rate of
one for every 150 workers) equipped with the prescribed contents readily available
during the working hours of the factory.
The State Government may make rules requiring that in any specified factory employing
more than 250 employees a canteen shall be provided and maintained by the occupier for
the use of the employee.
There shall be provided sufficiently lighted and ventilated lunch room if the number of
employees ordinarily employed is more than 150.
Restrictions in the Factories Act on the employment of young person’s:
1. Prohibition as to employment of children (Section 67)
No child who has not completed his fourteenth year shall be required or allowed to work in any
factory.
2. Employment of Children and Adolescent (Section 68)
A child who has completed his fourteenth year or an adolescent shall not be required or allowed
to work in any factory unless following conditions are fulfilled:
1. The manager of the factory has obtained a certificate of fitness granted to such young
15
2. While at work, such child or adolescent carries a token giving reference to such
certificate.
3. Certificate of fitness (Section 69)
Before a young person is employed in the factory, a certifying surgeon has to certify that such
person is fit for that work in the factory.
Welfare Funds
In order to provide welfare facilities to the workers employed in mica, iron, ore,
manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry, the
welfare funds have been established to supplement the efforts of the employers and the State
Government under respective enactments.
The welfare measures financed out of the funds relate to development of medical
facilities, housing, supply of drinking water, support for education of dependents and recreation,
etc.
Voluntary Benefits
Benefits are also given voluntarily to workers by some progressive employers. These
include loans for purchasing houses and for educating children, leave travel concession, fair
price shops for essential commodities and loans to buy personal conveyance.
Machinery Connected with Employee Welfare Work
1. Chief inspector of Factories
It is the duty of the Chief inspector of factories (who generally works under the administrative
control of the labour commissioner in each state) to ensure enforcement of various provisions of
Factories Act i8n respect of safety, health and welfare of workers.
16
2. Central Labour Institute
The institute was set up in Bombay in 1966 to facilitate the proper implementation of the
Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and
others concerned with the well being of industrial labour and to stimulate interest in the
application of the principles of industrial safety, health and welfare.
3. National Safety Council
The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the
Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national
body with the objective of generating developing and sustaining an movement of safety
awareness at the national level.
4. Director General of Mines Safety
The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical
installation and machinery provided in the mines and determines the thickness of barriers of 2
adjacent mines in order to prevent spread of fire and danger of inundation.
Appraisal of Welfare Services
1. One of the main obstacles in the effective enforcement of the welfare provisions of the
Factories Act has been the quantitative and qualitative inadequacy of the inspection staff.
2. at present, a labour welfare officer is not able to enforce laws independently because he
has to work under the pressure of management.
3. Women workers do not make use of the crèche facilities either because they are
dissuaded by the management to bring their children with them or because they have to
face transport difficulties.
National Commission on Employee Recommendations
1. The statutory provisions on safety are adequate for the time being effective enforcement
is the current need.
17
2. Every fatal accident should thoroughly be enquired into and given wide publicity among
workers.
3. Employers should play a more concerted role in safety and accident prevention
programme and in arousing safety consciousness.
4. Safety should become a habit with the employers and workers instead of remaining a
mere ritual as at present.
5. Unions should take at least as much interest in safety promotion as they take in claims for
higher wages.
SOCIAL SECURITY
The connotation of the term “Social Security” varies form country to country with
different political ideologies. In socialist countries, the avowed goal is complete protection to
every citizen form the cradle to the grave.
There are some components of Social Security:
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Maternity benefit
Invalidity benefit and
Survivor’s benefit
Social Securities may be of two types
1. Social assistance under which the State finances the entire cost of the facilities and
benefits provided.
2. Social insurance, under the State organizes the facilities financed by contributions form
the workers and employers, with or without a subsidy from the state.
18
Social Security in India
At present both types of social security schemes are in vogue in our country. Among the
social assistance schemes are the most important.
The social insurance method, which has gained much wider acceptance than the social
assistance method, consists of the following enactments.
The workmen’s Compensation Act, 1961.
The Employee’s State Insurance Act, 1948.
The employees’ State Insurance Act, 1948.
The Maternity Benefit Act, 1961.
Employees’ compensation Act, 1923
a. Coverage. This Act covers all workers employed in factories, mines, plantations, transport
undertakings, construction works, railways, ships, circus and other hazardous occupations
specified in schedule II of the Act.
The Act empowers the State Government to extend the coverage of the Act by adding any
hazardous occupation to the list of such occupations is schedule II.
1. Administration. The Act is administered by the State Government which appoints
Commissioners for this purpose under sec. 20 of the Act.
2. Benefits. Under the Act, compensation is payable by the employer to a workman for all
personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days.
2. Employees’ State Insurance Act, 1948
1. Other than seasonal factories, run with power and employing 20 or more workers.
19
2. Administration. The Act is administered by the ESI corporation, an autonomous body
consisting of representatives of the Central and State Governments, employers,
employees, medical profession and parliament.
3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark
in the history of social security legislation in India.
1. Medical Benefit. An insured person or (where medical benefit bas been extended
to his family) a member of his family who requires medical treatment is entitled
to receive medical benefit free of charge.
2. Sickness Benefit. An insured person, when he is sick, is also entitled to get
sickness benefit at the standard benefit rate corresponding to his average daily
wage.
3. An insured woman is entitled to receive maternity benefit (which is twice the
sickness benefit rate) for all days on which she does not work for remaining
during a period of 12 weeks of which not more than 6 weeks shall precede the
expected date of confinement.
4. The Act makes a three-fold classification of injuries in the same way as is done in
the workmen’s compensation Act.
5. Dependant’s Benefit. If an insured person meets with an accident in the course
of his employment an dies as a result thereof, his dependants, i.e. his widow,
legitimate or adopted sons and legitimate unmarried daughters get this benefit.
3. The Maternity Benefit Act, 1961
Maternity benefit is one of the important benefits provided under the
Employees State Insurance Act, 1948. Another important legislation in this respect is the
Maternity Benefit Act, 1961. The Act covers only those persons who are not covered by the
Employees State Insurance Act. The Act entitles a woman employee to claim maternity leave
from her employer if she has actually worked for a period of at least 160 days in the 12 months
immediately proceeding the day of her expected delivery.
20
The act further provides for the payment of medical bonus of Rs. 250 to the confined woman
worker.
The committee on the status of women in India 1974 has, there fore,
recommended the following changes in the Act:
1. The administration of the fund should follow the pattern already established by the ESIC.
2. For casual labour a minimum of 3 months of service should be considered as
qualification service for this benefit.
3. This will provide greater incentive to women workers to participate in trade union
activities.
1. The Payment of Gratuity Act, 1972
1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and railway
company and to every shop or establishment in which 10 or more persons are employed,
or were employed, on any day of the preceding 12 months.
2. Administration. The Act is administered by a controlling authority appointed by the
appropriate Government.
3. Benefits. Under the Act gratuity is payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five years. The
completion of continuous service of five years is, however, not necessary where the
termination of the employment is due to death or disablement Gratuity is payable at the
rate of 15 days’ wages based on the rate of wages last drawn by the employee for every
complete year of service or part thereof in excess of six months. But the amount of
gratuity payable to an employee shall not exceed Rs. 3.5 lakh.
4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For this
purpose is required either (i) to obtain insurance with the Life Insurance Corporation, or
(ii) to establish a gratuity fund. Thus it is his liability to pay the premium in the first case
to make the contribution in the second case.
21
CHAPTER -I
COMPANY PROFILE
ADHI SAKTHI PROJECTS has been launched with the vision to provide complete range of plants, machineries and automation required for the health and beauty care industries.
The complete range of machineries is made available under one roof right from processing equipments to packaging machinery. The company is unique by the virtue of its business process and the range of equipments being manufactured. Since the projects are executed by us with the single point responsibility the customers are rest assured for their dream projects come true with ease and comfort. ADHI SAKTHI PROJECTS has its own manufacturing facility spread in 45,000 sft with a covered space of 12,000 sft located in Pondicherry, India .
The company is adequately staffed with trained Design, Production and Quality Engineers, Diploma and ITI technicians. Inhouse tool room helps us handle wide variety of jobs at a time. Direct exports are done by the company to countries like Bangladesh, Angola, Oman etc.
The company is founded and headed by C.SenthilKannan, a mechanical engineer with post graduation in business administration. Sri.S.A.Saravanen, a mechanical engineer with rich industrial experience heads the factory. The company is having its sales and service office at Hyderabad.
ADHI SAKTHI PROJECTS works as a sales partner for the ENERCON brand induction sealing machines in the southern part of India. The company is CRISIL rated for its performance.
With a strong team of creative engineers coupled with a sound technical setup, we, Adhi Sakthi Projects, offer a wide selection of engineering products for various industries. Based in Chennai, we are one of the prominent manufacturers and suppliers of high quality machines and equipments such as tube filling and sealing machines, pilot plants, container / bottle filling and capping machines, creams & ointments manufacturing facility, soaps & detergent lines, soap wrapping machines, etc. We take great pride in knowing that our products set the standards for performance and reliability all around the globe.
Our strong customer-focused approach and a continuous quest for quality enable us to sustain a leadership position in our arena. Right from the very first day of our inception, we have been working to deliver only that range of products like tube sealing machines, etc. that are capable of yielding best results at a highly economical operating and maintenance cost.
Our capability to ensure timely deliveries further provides us a leading edge over the other players operating in our arena. Our active research and development division continuously monitors the emerging requirement of the market and develop the products accordingly.
22
What We Offer
Adhi Sakthi Projects is a prominent manufacturer and supplier of high quality engineering goods for varied industrial applications. Our catalog of products includes:
Soaps & Detergent Lines:o Sigma Mixero Vacuum Ploddero Soap Plodder/Extruder/Noodler
Soap Wrapping Machines:o Innovative Ferguson Indexing Mechanismo Cut Wrapper Soap Wrapping Machineo PLC Based Photo Control System
Pilot Plants:o Pilot Cream Mixing Facilityo Supporting Kettleso Semi Contra Rotary Mixero Pilot Cream Mixing Facility
Tube Filling Machines / Tube Sealing Machines:o ASPRO Maxi - Double Heado ASPRO Micro - Single Heado ASPRO Mini - Single Heado ASPRO Mega - Four Head
Container/Bottle Filling & Capping Machines:o Fully Automatic GMP Model Container Filling & Capping Machineo Viscous Cream Filling Machineo Semi Automatic Liquid Filling Machine o Creams & Ointments Manufacturing Facility
Special Machines: o Powder Manufacturing Facilityo Horizontal Flow Wrapping Machineo Carton Stacking Machine o Automatic Container Filling & Capping Machine
Turnkey Projects
We also undertake turnkey projects to create the facility of manufacturing, filling and packing of the following:
Fairness Creams & Cold Creams Pain Relief Ointments Tooth Paste Shampoo & Gels Toilets Soaps Detergent Bars & Powders Scouring Bars & Powders
23
The scope involves design of layouts, capacity calculation, line engineering, supply of equipments, erection and commissioning of the complete project. Assured Quality
Quality has been our paramount objective since our inception and we maintain a stringent quality policy for protecting customer's integrity. We follow a well defined system of quality control at every level of our process to ensure a flawless production. Every stage, right from the initial stage of drawings and designing to the production and finishing, is individually supervised by experts having decades of experience behind them. Produced by following stringent quality control measures, our products are prized everywhere for their quality, durability, reliability and dependability.
Adhi's Cutting Edge
A state-of-the-art production unit loaded with modern machines Team of technically sound workers to design unbeatable products Strict compliance of internationally accepted production norms On-time deliveries and client satisfaction: our priority Meeting the exacting requirements of the customers and standards of the industry Regular investment to promote knowledge in the area of technical development, research
and production.
Our Prestigious Clients
Emami Hindustan Lever Limited Power Godrej SaraLee CavinKare Ashwini Hair Oil Cholayil Caplin Point Laboratories Ltd. Tupperware Henkel Ayur Santara Samed Jyothy Laboratories Limited The Madras Pharmaceuticals Ltd. and many more.
24
Our International Clients
Hindustan Unilever - Bangladesh Hemas - SriLanka National Detergent Company - Oman Golfrate - Angola Ethical Drugs Ltd. - Bangladesh
Rapi Soap & Detergent - Ethiopia.
Company Profile
Tube filling machines, tube sealing machines, pilot plants, pilot cream mixing facility, supporting kettles, semi contra rotary mixer, container capping machines, bottle capping machines, bottle filling machines, container filling machines, fully automatic gmp model, container filling & capping ...
Business Type :Exporter / Importer / Service Provider / Manufacturer / Wholesaler/Distributor / Supplier / Trading Company
Year Established : 2004
No. Of Employees : 100
Annual Turnover : Rs 10 Lakhs
Website : http://www.adhisakthi.com
Products Distributing and Exporting and Supplying and Trading and Manufacturing
:
Tube filling machines, tube sealing machines, pilot plants, pilot cream mixing facility, supporting kettles, semi contra rotary mixer, container capping machines, bottle capping machines, bottle filling machines, container filling machines, fully automatic gmp model, container filling & capping mach...
Services :
Fairness creams & cold creams turnkey projects, pain relief ointments turnkey projects, tooth paste turnkey projects, turnkey projects, shampoo & gels turnkey projects, toilets soaps turnkey projects, detergent bars & powders turnkey projects, scouring bars & powders turnkey projects
CHAPTER II
REVIEW OF LITERATURE
25
2.1 DEFINITION OF EMPLOYEE WELFARE
The ILO (International Labour Organization) defined, “welfare as a term which is
understood to include such services and amenities as may be established in or the vicinity of
undertaking to perform their work in healthy, congenial surrounding and to provide them with
amenities conductive to good health and high morale”.
According to Arthur james Todd, “welfare as anything done for the comfort or
improvement and social of the employees over and above the wages paid, which is not a
necessity of the industry”.
2.1.1 MEANING OF EMPLOYEE WELFARE
Employee welfare means, such services, facilities and amenities such as canteens, rest and
recreation facilities, arrangement for travel to and for the accommodation of workers employed
at a distance from their home, and such other services, amenities and facilities including social
security measures as contribute to improve the condition under which workers are employed.
2.1.2 CONCEPT OF EMPLOYEE WELFARE
Employee welfare may be viewed as a total concept, as a social concept and a relative
concept. The total concept is a desirable state of existence involving the physical, mental, moral
and emotional well-being. The social concept of welfare implies, of man, his family and his
community.
The relative concept of welfare implies that welfare is relative in time and place. Employee
welfare implies the setting up of minimum desirable standards and the provision of facilities like
health, food, clothing housing, medical allowance, education, insurance, job security, such as to
safeguard his health and protect him against occupational hazards. The worker should also be
equipped with necessary training and a certain level of general education.
2.1.3 WORKER’S EDUCATION
26
Reading room, circulating library, visual education; literary classes, adult education,
social education; daily news review; factory news bulletin; cooperation with workers in
education services.
Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural.
2.1.4 INTRA-MURAL FACILITIES
Intra-mural activities consist of facilities provided within the factories and include
medical facilities, compensation for accidents, provision of safety measures, activities relating to
improving of employment, and the like.
2.1.5 EXTRA-MURAL FACILITIES
Extra-mural activities cover the services and facilities provided outside the factory such
as housing accommodation, indoor and outdoor recreational facilities, amusement and sports,
educational facilities for adults and children and the like.
It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. What employers provided will
be stated later, the activities undertaken by other agencies are mentioned here.
2.1.6 WELFARE FACILITIES BY THE GOVERNMENT
With a view to making it mandatory for employers, to provide certain welfare for their
employees, the government of India has enacted several laws from time. These laws are the
factories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and cigar workers
(conditions of employment) act 1966; and the contract labour (regulation and abolition) act,
1970. another significant step taken by the central government has been established in
coal ,mica, iron-ore, limestone and dolomite mines. The welfare activities covered by these
funds include housing, medical, educational and recreational facilities for employees and their
dependents.
2.1.7 WELFARE ACTIVITIES BY THE TRADE UNION
27
Labour union have contributed their share for the betterment of the employees. Mention
may be made here of the textile labour association of headband and the railway men’s union and
the mazdoor sabha of kanpur, which have rendered invaluable services in the field of labour
welfare. The welfare activities of the textile labour association. Ahmedabad,are worth nothing.
2.1.8 WELFARE WORK BY VOLUNTARY AGENCIES
Many voluntary social-service agencies have been doing useful labour-welfare work.
Mention may be made of the Bombay social service league, the seva sadan society, the maternity
and infant welfare association, the YMCA, the depressed classes mission society and the
women’s institute of Bengal. The welfare activities of these organization of recreation and
sports for the working class.
STATUTORY AND NON-STATUTORY
Welfare activities may also be classified into (i) statutory and (ii) non-statutory
provision.
2.2 STATUTORY EMPLOYEE WELFARE FACILITIES
Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of the
workers.
1) Washing Facilities (Sec.42)
According to sec. 42 every factory shall provide adequate and suitable washing facilities,
separately screened for male and female workers, conveniently accessible and clean
2) Storing and Drying Cloth (Sec.43)
According to sec. 43, every factory shall provided a place for keeping the clothes which
are not worn during working hours and drying of wet clothes.
3) Sitting Facilities (Sec. 44)
28
Every factory shall provide for suitable arrangements for sitting for all workers obliged to
work in a standing position.
4) First Aid Facilities (Sec.45)
For every 150 workers, there must be readily accessible and well equipped first – aid box.
This box must contain the prescribed contents and it must be in charge of a responsible person
who holds a certificate in first – aid. Where more than 500 workers are employed an ambulance
room shall be provided and maintained.
5) Canteen (sec. 46)
Every factory where 250 workers are employed, the occupier has to maintain a canteen
for the use of workers.
6) Shelter, Rest and Lunch Rooms (Sec.47)
In every factory where in 150 workers are employers are employed, the occupier shall
provide shelter, rest rooms and lunch rooms.
7) Lighting sec(17) The RBL must be employed in located things is sight. In every part of a manufacturing
process where workers are working or passing, there provided and maintained sufficient and
suitable light, natural artificial both.
8) Drinking water (sec18)
The RBL working place is so hard, employees are need to emphasize the important of
providing liberals supply of cool and pure water. The lay down that in every places effective
arrangement must be made to provide and main at suitable place conveniently situated for all
workers employed there in a sufficient supply of drinking water. The water pumps are
situating for five places in factory.
29
2.3 NON – STATUTORY EMPLOYEE WELFARE FACILITIES
1) Educational Facilities
Educational facilities are important that the children of the workers should be provided
with educational facilities.
2) Medical Facilities
Employers, whether in private or in public sectors have been providing medical facilities
for their workers and their families. Besides general medical treatment and health-care, separate
arrangements for specialist treatment for diseases like T.B. cancer, leprosy, and mental disease.
3) Transport Facilities
Transport facilities to workers residing at a long distance are essential to relieve them
from strain and anxiety. Such facilities also provide greater opportunity for relaxation and
recreation and help in reducing the rater of absenteeism.
4) Recreation Facilities
Recreation facilities afford the worker an opportunity to develop his sense of physical
and mental discipline. It has an important bearing on the individual’s personality as well as his
capacity to contribute to social development.
5) Housing Facilities
Some of the industrial employers both in public and private sector have provided housing
facilities to their employees. The company also renders assistance to the co-operative housing
societies formed by its employees.
Training and development
The RBL’s various employee improvement conducts the various places
and various programmers. This main motive is improving the employee moral,
knowledge and skill also to get g his work.
30
DISPENSARY
With the premises of the mill, they provided, first- aid facility in dispensary. They are
providing 24 hours service with duty doctors, pharmacy, bed facilities and ambulance van in case
of emergency. This provided for the workers and his family members.
The manner of execution of subsiding programmers welfare measure
1) Distribution of 1 kg sweets to each of the employees / staff on the occasion of
Deepavali.
2) Provisions of educations allowance of 250% per child per annum and maximum of Rs
500% to each of the employees.
3) Provision of medical allowance of Rs 100 per month for the employees who are not covered
under ESI scheme.
4) Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the society.
5) The society has maintained a trust for the employees group gratuity fund.
6) The society has provided house building advance facilities to the employees.
7) The society has provided motor conveyance advance facilities to the employees.
8) To society has provided encashment of earned leave facilities to the employees.
31
2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES
1) EMPLOYEE WELFARE
By Regina bare
Employee welfare program is based on the management policy which is aimed shaping
perfect employees. There fore the concept of employee welfare includes to aspects namely
physical &mental welfare.
1. applications of merit system or work performance system as the basis for employee
rewarding.
2. providing the retired employees with the old age allowance.
3. employee insurance program to provide the employee with better security.
4. improvement in health security for the employee’s and their families so that they can
work confidently and productively.
2) EMPLOYEE’S WELFARE MEASURES
By Ann Davis, Lucy Gibson
Describes a process through which organizations might seek to implement interventions
relating to employee wellbeing. 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.
32
3) EMERALD GROUP PUBLISHING LIMITED
By J. Bruce Prince
Purpose – The employee selection process has generally focused on the near-term
performance potential of internal candidates in filling vacant positions. This research addresses
the potential influence of adding a career development emphasis to the employee transfer
decision process. In a career-focused transfer process the applicants' individual career
development needs and growth opportunities are a key basis for internal selection decisions.
Design/methodology/approach – Using web-based survey methodology, a US financial
services firm is used to evaluate the relationship between the use of career-focused employee
transfer criteria and key employee attitudes.
Findings – The study finds that the use of career-focused processes are positively related
to employees' developmental opportunity satisfaction and perceived support for career
development. Regression analyses finds that these two attitudes mediate the positive relationship
between the use of career-focused transfer criteria and perceived organization support (POS).
Other research efforts (e.g. Allen and Shore) have linked POS to a variety of positive outcomes,
including lower employee turnover. Past research, however, has not considered how specific
human resource practices can be the basis for the development of key attitudes.
Research limitations/implications – This research – while limited due to it cross-sectional
methodology – builds on that stream of research by focuses on the design of the employee
transfer process and how it can be a key practice for achieving a developmental focus and
associated benefits.
Originality/value – The results suggest that focusing on performance potential of
applicants and career-focused criteria are not necessarily antagonistic but can be used jointly to
make internal selection decisions.
33
4) NEEDED WELFARE MEASURES
By ARTHUR CAPPER, Governor
To promote a higher type of citizenship, to insure to every child born in Kansas a record of
birth, an equal share in the paternal care of the government and a recognition of its potential
worth as a future citizen, I recommend the establishment of a division of child hygiene as a part
of the State Board of Health. This new division should take into account the circularizing of the
expectant mother who applies for information, the care of the new-born babe, and the well-being,
health and nurture of the growing child.
In the same general line of public welfare, I recommend the enactment of laws on the
following subjects:
1. To assist needy and worthy mothers by a compensation which shall enable them to care for
dependent minor children at home instead of their being cared for in institutions.
2. To designate certain existing officials to comprise and act as an industrial welfare
committee, with power to establish and enforce wage schedules and to regulate the hours of
women and minors in industry.
3. To provide for the paying of convicts' earnings to their department families, after a sufficient
sum is deducted for the convict's maintenance.
4. To give organized labor the right to select the officers of the State Labor Bureau.
5. To help solve the problem of the unemployed by extending the activities of the free
employment bureau.
6. To strengthen the workmen's compensation act for the better protection of the workers.
7. To promote the safety and safeguard the interests of railroad men and the traveling public.
34
2.5 TYPES OF WELFARE ACTIVITIES
The meaning of labour welfare may be made more clear more by listing the activities which
are referred to as welfare measures.
A comprehensive list of welfare activities is given by moorthy in his monumental work on
labour welfare. He divides welfare measures into two broad groups, namely.
1. Welfare measures inside the work place and
2. Welfare measures outside the work place
Each group includes several activities.
I Welfare measures inside the work place
1. condition of the work environment
Neighborhood safety and cleanliness; attention to approaches.
Housekeeping; up-keeping of premises-compound wall, lawns, gardens, and so forth,
egress and ingress, passages and doors; white-washing of walls and floor maintenance.
Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation,
lighting, elimination of dust, smoke, fumes, gases.
Control of effluents.
Convenience and comfort during work. That is, operatives posture, seating arrangements.
Distribution of work hours and provision for rest hours, meal times and breaks.
Workmen’s safety measures, that is maintenance of machines and tools fencing of
machines, providing guards, helmets, aprons, goggles, and firest-aid equipment.
Supply of necessary beverages and p-ills and tables, that is salt tablets, milk, soda.
Notice boards; posters, pictures slogans; information or communication.
2) Conveniences:
35
Urinals and lavatories, wash basin, bathrooms, provision for spittoons, waste disposal.
Provision of drinking water; water coolers.
Canteen services: full meal mobile canteen.
Management of worker’s cloak rooms, rest rooms, reading rooms, reading room and
library.
II Welfare measures outside the work place
Housing; bachelor’s quarters; family residences according to types and rooms.
Water, sanitation, waste disposal.
Roads, lights, parks, recreation, playgrounds.
Schools, nursery, primary, secondary and high school.
Markets, co-operatives, consumer and credit societies.
Bank.
Transport.
Communication; post, telegram and telephone.
Health and medical services, dispensary, emergency ward, out-patient and inpatient
care, family visiting; family planning.
Recreation: games; clubs; craft centers; cultural programmers, that is, music clubs;
interest and hobby circles; festival celebrations; study circles, reading room and
library; open air theatre; swimming pool; athletics, gymnasia.
Watch and ward; security.
Community services and problems; child, youth and women’s clubs.
CHAPTER III
36
OBJECTIVES OF THE STUDY
To study the safety and welfare measures of the employee.
To adopt suitable measures for the improvement of employee performance.
To evaluate the satisfaction level of employee about the work environment.
To find the level of satisfaction of employee about the facilities given by the company.
To give suggestions and recommendation for the promotion of welfare measures.
NEED FOR THE STUDY
37
It helps the management to improve the welfare measure facilities and to make workers
participate more effectively towards the work.
The study helps to find the satisfaction level of welfare measure provided.
This study gives a good support for improving the performance of employees.
This study provides me a practical exposure to upgrade my knowledge.
CHAPTER IV
38
RESEARCH METHODOLOGY
4.1 Research
The advanced learner’s dictionary of current English as “a careful investigation or inquiry
especially through search for new facts in any branch of knowledge”
Redman and more define research as a “systematized efforts to gain new knowledge”
Research design:
A plan of proposed study prepared by a researcher stating the research activities to be
performed in this proposed study before he undertakes his research work is called “Research
Design”.
Defining the population:
The total employees working in the organization is 100.
Sampling plan:
Out of 100 employees this study was carried out taking into the account of only
60 employees.
.
4.2 Data used:
Both primary data and secondary are used in this study.
4.3 Data collection method:
A survey method is used to collect the data Questionnaire.
Type of question:
The following are the type of questions which are used in this research.
39
1. Dichotomous question
Dichotomous question are type of question normally, two option such as yes/no.
2. Multiple choice questions:
This type of questions more than two options to express the employee’s view.
Filed-work
The field work of study was done at ADHI SAKTHI PROJECT
PUDUCHERRY.
Period of survey:
The period of survey was nearly 1 month.
4.4 Description of statistical tool used:
According to this project, there are two statistical tools used. They are
1) Percentage analysis:
The percentage method was extensively used for analysis and interpretation. It can be
generally calculated as follows
Number of respondents favorable
_______________________________ X 100
Total No. of respondents
40
2) Weighted average method:
Weighted arithmetic mean analysis was done to find out the relative importance of
certain, job, rating to trainer
W1x1
X = _______
W
Where
W – Total No. respondents
W1 – No of respondents
X1 – rating given by the respondents.
3) CHI-SQUARE TEST:
Chi-square test to compare the relationship between the two variables.
Formula
2 = (O-E) _______ E
O- Observed value
E- Expected value
There are many situations in which it is not possible to make any rigid assumption about
the distribution of the population from which samples are being drawn.
CHAPTER V
41
DATA ANALYSIS AND INTERPRETATION
Table No:5.1
Age Group
S.NO Age groupNumber of
Respondents% of Respondents
1 below 25 28 46.7
2 26-30 20 33.3
3 31-35 10 16.7
4 35&above 2 3.3
Total 60 100
Chart 5.1
Below 25 26-30 31-35 35& above0
5
10
15
20
25
30
age
INTERPRETATION:
In industrial sector workers are working in different age group starting from Below 25
to 35& above years. So, the age factor of workers determine their involvement, concentration
and performance. The above table points out that, most of the respondents 46.7% are in the age
group of Below 25, 33. 3% of respondent are in the age of 26-30 ; 16.7% of respondent are in
the age of 31-35; 3.3% of respondent are in the age of 35% above.
Table No: 5.2
42
Respondents Sex
S.No SexNumber of
Respondents% of Respondents
1Male 58 96.7
2Female 2 3.3
Total 60 100
Chart 5.2
Male Female0
10
20
30
40
50
60
70
Respondents Sex
INTERPRETATION:Most of the respondents (96.7%) are in sex group of male.(3.3%) of respondents are in
sex group of female.
Table No: 5.3Respondents Qualification
S.No Qualification Number of Respondents % of
43
Respondents1 H.S.C 5 8.32 Diploma 26 43.33 I.T.I 25 41.74 U.G 3 55 P.G 1 1.7
Total 60 100
Chart 5.3
H.s.c Diploma I.T.I U.G P.G0
5
10
15
20
25
30 Qualification
Interpretation:The above table shows that, most of the respondents (1.7%) have studied P.G,( 5%)of the
respondents have studied U.G.(.41.7%)of the respondents have studied ITI (43..%) of the
respondents have studied diploma and (8.3%) of the respondents have studied in H.sc.
Table No: 5.4Respondents Experience
44
Chart 5.4
Below 1yrs 3-Jan 6-Mar above 6yrs0
5
10
15
20
25
30
Experience
InterpretationThe above table shows that, most of the respondents (45%) have experienced below 1yrs,
41.7% of the respondents have experienced 1-3yrs, 10% of the respondents have experienced 3-
6yrs and 3.3% of the respondents have experienced above Above 6 yrs.
Table No: 5.5Respondents Marital Status
45
S.No ExperienceNumber of
respondents% of
Respondents1 below 1yrs 27 452 1-3yrs 25 41.73 3-6yrs 6 104 Above 6yrs 2 3.3
Total 60 100
Chart 5.5
Married Un-mar-ried
0
5
10
15
20
25
30
35
40
Marital status
InterpretationThe above table shows that, most of the respondents (40%) have unmarried, (60%) of
the respondents are married.
Table No:5.6Respondents Monthly income
46
S.No Marital status Number of Respondents % of Respondents
1 Married 24 40
2 Unmarried 36 60
Total 60 100
Chart 5.6
Below 5000 5001 to 10000 `10001 to 15000
0
5
10
15
20
25
30
35Monthly income
Interpretation From the above table it is observed that salary level of Below 5000 and
66% of the respondents.
Table No: 5.7Respondents Sort of Workers
47
S.No Monthly Income No of respondents % of respondents
1 below 5000 33 55
25001 to 10000 17 28.3
310001 to 15000 10 16.7
415001 to 20000 Nil Nil
5 20001 and above Nil Nil
Total 60 100
Chart 5.7
Temporary Permanent0
5
10
15
20
25
30
35
40Sort of Workers
InterpretationFrom the above table shows sort of workers most of the respondents (58.3%) got temporary.,
41.7% are permanent.
Table No: 5.8Safety equipment
48
S.No Sort of workers No of respondents % of respondents
1 Temporary 35 58.3
2 Permanent 25 41.7
Total 60 100
S.No Safety equipment Number of Respondents% of
Respondents1 Cap 0 02 Helmet 0 03 Over coat 3 54 Shoes 13 21.75 Gloves 42 706 Eye glass 2 3.3
Total 60 100
Chart 5.8
Over coat Shoes Gloves Eye glass0
5
10
15
20
25
30
35
40
45Safety equipment
Inference:From the above table it is found that 5% and 21.7% respondents are expecting over coat.
And Shoes,3.3% respondents are eye glass and 70% respondents are expecting Gloves , from the
Management.
Table No: 5.9 Family Welfare Facility
49
S.NO Family welfare facility No of respondents% of
Respondents
1Education allowance 0 0
2Family group Insurance 0 0
3EPF 27 45
4 Holiday compensation 13 21.7
5Vehicle loans 16 26.6
6 Housing loan 4 6.7
Total 60 100
Chart 5.9
EPF Holiday compensa-
tion
Vehicle loans Housing loan0
5
10
15
20
25
30 Family welfare
Inference:
From the above table it is found that 45% respondents are satisfied with EPF, 21.7%
respondents are Holiday compensation, 26.6% respondents are Vehicle loan and 6.7 are Housing
loan welfare facility provide by the organization.
Table No: 5.10Medical Facility
50
Chart 5.10
First aid Ambulance Treatment charges Other specify0
5
10
15
20
25
30Medical facilities
.
Interpretation From the above table it is found that 40% respondents are provided with first aid, 16.7%
respondents provided with ambulance & 40% respondents are provided with treatment charges
and 3.3% respondent are expecting other facility from the management.
Table No: 5.11
51
S. No Medical facilityNo of
respondents% of
respondents
1 First aid 24 40
2 Ambulance 10 16.7
3 Treatment charges 24 40
4 Other specify 2 3.3
Total 60 100
Respondents opinion on Treatment
Chart 5.11
Good Normal Poor No opin-ion
0
5
10
15
20
25
30
35
opinion on Treatment
Interpretation
The above table shows that the respondents (53.3%) says that, the treatment is Good, 40%
of respondents says that it is Normal. 1.7% of respondents says that treatment is poor 3% of the
respondents says that treatment is No opinion.
Table No: 5.12Environment Condition
52
S.NO Treatment No of respondents % of respondents
1 Good 32 53.3
2 Normal 24 40
3 Poor 1 1.7
4 No opinion 3 5
Total 60 100
S. No Environment condition No of respondents % of respondents
1 Pleasant condition 5 8.3
2 Proper Ventilation 5 8.3
3 Fresh air 4 6.7
4 Guidance from superiors 20 33.4
5 All 26 43.3
Total 60 100
Chart 5.12
Pleasant condition Proper Ventilation Fresh air Guidance from superiors
All0
5
10
15
20
25
30 Environment Condition
Inference:
Most of the respondents are satisfied with working environment condition.
Table No: 5.13Respondents Uniform system
53
Chart 5.13
No difference is identified
Maintain equal-ity among all
Provide social security
No opinion0
5
10
15
20
25 Uniform system
Inference: The above table explain that, the respondents (38.3%) says that they feel No difference is
identified on wearing the uniform, 36.7% says that they maintain equality among all. 8.3% of
respondents says that they provide social security and 16.7% says that they have no opinion.
Table No: 5.14
Education Facilities
54
S.No Uniform System No. of respondents % of respondents
1 No difference is identified 23 38.3
2Maintain equality among
all22 36.7
3 Provide social security 5 8.3
4 No opinion 10 16.7
Total 60 100
Chart 5.14
Reading room Daily news review26
27
28
29
30
31
32
33Education facilities
Inference:
From the above table it is found that 46.7% of respondents are satisfied with Reading room,
and 53.3 % of respondents are satisfied with Daily news review.
Table No: 5.15
Extra Curricular Activities
55
S.No Education facilitiesNo of
Respondents% of
Respondents
1 Library 0 0
2 Free computer training 0 0
3 Reading room 28 46.7
4 Daily news review 32 53.3
Total 60 100
Chart 5.15
Sports Athletic Company seminar
No opinion0
5
10
15
20
25
30
35Extra curricular activities
Inference:
From the above table it shows that, respondents is common in 51.7% says that sports,
8.3% of respondents says that they have company seminar, 35% of the respondents says that no
opinion.
Table No: 5.16
Level of Motivation given to employee
56
S.NO Extra curricular activitiesNo of
respondents% of
respondents
1 Sports 31 51.7
2 Athletic 3 5
3Company seminar 5 8.3
4No opinion 21 35
Total 100
Chart 5.16
Very High High Moderate Low Very low0
5
10
15
20
25
30
35
40Level of motivation
Inference:
From the table it infers that 56.7%of respondent are Very high motivated and
31.7% of respondent are high motivated.11.6% of respondent are moderate.
57
S.NO Level of motivation No respondents % of respondents
1Very High 34 56.7
2High 19 31.7
3Moderate 7 11.6
4Low 0 0
5Very Low 0 0
Total 60 100
Table No: 5.17Respondents of Rest hour
S.No Rest hour No. of respondents % of respondents1 2 hour once 21 35
2 4 hour once 36 603 6 hour once 3 5
Total 60 100
Chart 5.17
2 hour once 4 hour once 6 hour once0
5
10
15
20
25
30
35
40
Rest hour
Inference:
From the above table it is found that 35% of respondents are expecting 2hour once and 60%
respondents are expecting 4 hours once rest hour and 5% respondents are expecting 6 hours once.
58
Table No: 5.18
Working in night shift
S.NO Night shift No of respondents % of respondents
1 Satisfied 6 10
2 Dissatisfied 33 55
3 Highly dis satisfied 17 28.3
4 No opinion 4 6.7
Total 60 100
Chart 5.18
Satisfied Dissatisfied Highly dis satisfied
No opinion0
5
10
15
20
25
30
35
Night shift
Inference:
The above table shows that, most of the respondents 55% says that they are dissatisfied
while working in night shift and only 10% respondents are satisfied. most of the respondents
28.3%Highly dissatisfied and 6.7% of respondents are in No opinion.
59
Table No: 5.19
Level of satisfaction with the Drinking Water
Chart 5.19
Highly satisfied Satisfied neither satisfied nor dissatisfied
dis satisfied highly dissatis-fied
Saving0
5
10
15
20
25
30
35
Drinking water facilities
Inference:
From the table it infers that 93.3% of respondents are satisfied with the drinking water facility while 6.7% of the respondents have no opinion about the facility.
Table No: 5.20
60
S.NO Drinking water No respondents % of respondents
1Highly satisfied 30 50
2Satisfied 26 43.3
3 Neither satisfied nor dissatisfied 4 6.7
4Dissatisfied 0 0
5Highly dis Satisfied 0 0
Total 60 100
Preventive and guidance chart
S.NO Guidance chartNo of
respondents% of respondents
1 Highly satisfied 23 38.3
2 Satisfied 26 43.3
3Neutral 6 10
4 Dissatisfied 5 8.3
5 Highly dissatisfied 0 0
Total 100
Chart 5.20
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatis-fied
0
5
10
15
20
25
30
35Guident chart
Inference:-
Out of the 60 respondents surveyed to determine the welfare measure with preventive
guidance chart facility provided by the company. It seen that only 38.5% of the respondents
have shown a highly satisfied, 43.3% of the respondents have shown satisfied, 10% of the
respondents have given their neutral opinion & 8.3% of the resssspondents have shown
dissatisfied.
Table 5.21.1
61
WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION
Formula: X = WX/W
W = number of respondents
X = rating given by the respondent
Table 5.21.2
X = 256/60
=4.31667Inference:
From the above table most of the respondents are satisfied with welfare facilities given by
organization
62
NO FACILITYNo. of
respondents1 Safety measures 16
2 Medical facility 13
3 Uniform facility 12
4 Education facility 5
5 Rest room 6
6 Drinking water 8
RANK WEIGHT X1 WX1 RANK
1 6 16 96 1
2 5 13 65 2
3 4 12 48 3
4 3 5 30 4
5 2 6 12 5
6 1 8 8 6
TOTAL 60 259 4.31667
Table 5.22.1WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES
PROVIDED IN THE ORGANIZATION INFRA STRUCTURAL FACILITY
H.S S Neutral D.S H.D Total
Rest room 12 22 16 7 3 60
Ventilation 16 20 15 5 4 60
Lighting 13 24 12 8 3 60
Toilets 10 24 12 8 6 60
Working environment
10 30 13 5 2 60
Interpretation:
Weighted average for rank the Infra structural facilities provided in the organization.
Formula:
W1x1 X = ________ W
Where:
W- Total No. respondents
W1- NO of respondents
X1- rating given by the respondents
63
Table 5.22.2
X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5
1 5 12 60 16 80 13 65 10 50 10 50
2 4 22 88 20 80 24 96 24 96 30 120
3 3 16 48 15 45 12 36 12 36 13 39
4 2 7 14 5 10 8 16 8 16 5 10
5 1 3 3 4 4 6 6 6 6 2 2
Total 60 213 60 219 60 219 60 204 60 221
W 3.55 3.65 3.65 3.4 3.68
RANK IV II II V I
Inference:
From the above table most of the respondents are satisfied Infra structural facility in
working environment.
64
ANALYSIS OF EXPERIENCE OF THE EMPLOYEE’S & DO YOU NEED A SORT OF WORKER
USING CHI-SQUARE TEST
HO: There is no significant difference between Experiences for the Employee’s & need a sort of worker
H1: There is significant difference between Experiences for the Employee’s & need a sort of worker
Table 5.23.1OBSERVED FREQUENCY:
Table 5.23.2
EXPECTED FREQUENCY:
Do you Need a sort of worker
Total
Temporary Permanent
Experience Below 1yrs 6.2 5.8 12
1-3 yrs 4.65 4.35 9
3-6 yrs 4.03 3.77 7.8
Above 6yrs 3.72 3.48 7.2
Total 18.6 17.4 36
65
Do you Need a sort of worker
Total
Temporary Permanent
Experience Below 1yrs 16 4 20
1-3 yrs 8 7 15
3-6 yrs 5 8 13
Above 6yrs 2 10 12
Total 31 29 60
CHI-SQUARE TEST
FORMULA:
= ( 0-E)2 /E
O – Observed value
E – Expected value
Calculated value: 38.07 Degree of freedom = (C-1) (R-1) = (2-1) (4-1)
= 1X3
= 3
Table value: 7.815
Ho accepted: Since calculated value 38.07 for degree of freedom at 5 % level of significant is greater than
the table value 7.815 there fore the hypothesis is not accepted.
66
O E (0-E)2 (0-E)2/E
16 6.2 96.04 15.49
4 5.8 3.24 0.56
8 4.65 11.22 2.41
7 4.35 7.02 1.61
5 4.03 0.94 0.23
8 3.77 17.89 4.75
2 3.72 2.96 0.80
10 3.48 42.51 12.22
TOTAL 38.07
CHAPTER VIFINDINGS OF THE STUDY
46.7% of the respondents are belonging to the age group of 35 & above.
96.7% of the respondents are male.
43.3% of the respondents are studied Diploma.
41.7% of the respondents are having above 1-3 years of experience.
60% of the respondents are unmarried.
most of the respondents are having 5000 and above of monthly salary.
58.3% of the respondents are temporary,
46.2% of the respondents said that treatment provided in dispensary is normal.
53.3% of the respondents said that treatment provided in dispensary is Good.
Most of the respondents are satisfied with working environment condition.
55% of the respondents says that, they are dissatisfied working in night shift.
50% of the respondents says that , they are highly satisfied drinking water
In weighted average method most of the employees are satisfied with the rewards given by the company
In weighted average method most of the employees are satisfied with the Infra structural
facility in working environment.
67
SUGGESTIONS AND RECOMMENDATIONS
The researcher listed out the following suggestion after analyzing the main findings of
this research study.
The employee’s felt that the transport facility is inadequate. The company can arrange
additional transport facility so that the employee’s will be able to come to the company
without much strain.
The manager can adopt various motivation technique to motivate the employee’s working
in night shift.
The company have to increase welfare measures to the employees.
68
CHAPTER VII
CONCLUSION
Employers are more than willing to understand the employee’s requirement and design their welfare packages and employee benefits programmers accordingly. The time for them to understand the changes in employee needs and bridge the gap. Employers should understand what employees want and compensate them accordingly.
What employee want :
Proper environment
Transport facilities
Canteen facilities.
Preventive guidance chart.
Thus the focus of welfare polity should be on these factors. If the organizations want to achieve the aim of attracting and retaining suitable talent from the labour market.
69
CHAPER-VIII
8.1 LIMITATION OF STUDY
Most of the respondents were not frank enough to answer certain question.
The research was conducted with minimum sample of 60.
The important constraint of time and cost was definite limiting factor.
70
SCOPE OF THE FUTHER STUDY.
The study has been conducted with a view to bring out simple measuring tool for
understanding the effectiveness of welfare measures facilities and satisfaction level of
employees regarding the facilities.
This study will be helpful to the human resource department and organization
development for the organziation and growth .
The project throws light on the need for welfare measures among the employees in the
organizition
This can be referred as a base for future oriented projects.
71
Appendix
2. BIBLIOGRAPHY
Books:
1. C.R. Kothari - Research Methodology – New age international (p) Ltd., 2nd
edition, 1985.
2. S.P Gupta - statistical method – Sultan chant & Sons Publishers, New Delhi,
thirty fourth editions, 2005
3. Aswathapa - Human resource and personnel management. Tata mc graw -hill
publishing-New Delhi second reprint 2002
4. R.C. Saxena - Labor problems and social welfare K.Nath&co.meeract-2
5. Web site - www.rane.co.in
- www.articlesnatch.com
72
QUESTIONNAIRE
1) Employee name : ________________________
2) Age
a) Below 25 b) 26-30 c) 31-35 d) 35& above
3) Sex a) Male b) Female
4) Qualification a) H.s.c b) Diploma c) I.T.I d) U.G e) P.G
5) Experience a) Below 1yrs b) 1-3 yrs c) 3-6 yrs d) above 6 yrs
6) Marital status : a) Married b) Unmarried
7) Monthly income : a) Below 5000 b) 5001 to 10000 c) 10001 to 15000
d) 15001 to 20000 e) 20001 and above
8) What sort of worker you are a) Temporary b) Permanent
9) What is the safety equipment given by the organization?
a) Cap b) Helmet c) Over coat d) Shoes e) Gloves f) Eye glass
73
10) What are the family welfare facilities provided by the organization?
a) Education allowance b) Family group Insurance c) EPF
d) Holiday compensation e) Vehicle loans f) Housing loan
11) What kind of medical facilities do you are expecting?
a) First aid b) Ambulance c) Treatment charges d) Other specify
12) How do you feel about treatment?
a) Good b) Normal c) Poor d) No opinion
13) What type of environment condition you prefer for better performance a) Pleasant environment b) proper ventilation c) Fresh air
d) Guidance from superiors e) All
14) What type of feeling do you have on wearing uniform
a) No difference is identified b) Maintain equality among all c) Provide social security d) No opinion15) Education facilities given by the organization
a) Library b) Free computer training c) Reading room d) Daily news review
16) Extra curricular activities by the organization
a) Sports b) Athletic c) Company seminar d) No opinion
17) Level of motivation given to employee
a) Very High b) high c) Moderate d) Very low e) Low
74
18). Infra-structural facility :
Specify the level of satisfaction
19) our expected rest hour in the organization
a) 2 hour once b) 4 hour once c) 6 hour once
20) Are you comfortable with shift system?
a) Yes b) No
21) What level of satisfaction do you have working in night shift? a) Satisfied b) Dissatisfied c) Highly dis satisfied d) No opinion
22) Are you satisfied with the drinking water facilities provided by the organization
a) Highly satisfied b) Satisfied c) neither satisfied nor dissatisfied d) dis satisfied e) highly dissatisfied
23) Does the management solve all your grievances?
a) Always b) Sometimes c) Rarely d) Never
75
Highly
SatisfiedSatisfied Neutral Dissatisfied
Highly
Dissatisfied
Rest room
Ventilation
Lighting
Toilets
Working
environment
Transportation
24) Preventive and guidance chart are shown us
(Safety charts, accident zone, work &handling procedure)
a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied
25) Rank the welfare facilities provided in the organization
NO FACILITY RANK
1 Safety measures
2 Medical facility
3 Uniform facility
4 Education facility
5 Rest room
6 Drinking water
26) Do you suggest any new welfare facilities required to the employee’s ,
Please mention ___________________
76
Related Documents
