CONTENTS

CONTENTS CHAPTER
1.1 Introduction . 1.2 Company Profile. 1 1.4 Review of Literature. 1.5 Objective of the Study. 1.7 Scope of the Study. 1.8 Limitations of the Study. 2.1 Research methodology. 2 2.2 Types of Research . 2.3 Research design 2.4 Data collection method 2.5 Sampling Technique. 2.6 Data Analysis Tools. 3.1 Data Analysis and Interpretation. 3.2 Findings. 3 3.3 Suggestions. 3.4 Conclusion. Bibliography Questionnaire 74 75

TITLE

PAGE NO.
1 10 25 31 32 33 34 36 37 40 41 43 44 72

TABLE NUMBER PARTICULAR

PAGE NUMBER 44

3.1

Respondents age 45

3.2

Respondents Gender 46

3.3

Respondents marital status 47 Respondents qualification 48

3.4

3.5

Respondents experience 49

3.6

Salary level of the respondents 50

3.7

Opinion on welfare measures 51

3.8

Satisfaction of the work atmosphere 52

3.9

Satisfaction of welfare measures provide organization

by the

53 3.10 To provided the residential quarters 54 3.11 To provided the canteen facilities 55 3.12 Respondents opinion of salary and compensation provided the organization. 56 3.13 Present employee-employer communication system. LIST OF TABLE

3.14 3.15 3.16

Satisfaction With job securities provided by the organization Respondents opinion about working conditions. Opinion about salary/wages matching with their qualification.

57 58 59 60

3.17 3.18

Opinion about motivation provided by the organization 61 Recreation facilities provided by the organization

3.19 Transport facilities provided by the organization. 3.20 Loans and advances provided by the organization. 3.21 Satisfaction of development programme provided by the organization. 3.22 Employee participation in the decision making process provided by the organization. 3.23 3.24 3.25 Opinion about retirement benefits. Education provided to the organization. Equipments provided by the organization are safe and free from accidents. 3.26 3.27 3.28 Reward system prevailing in the organization. Job securities provided to the organization. Attitude towards the organization.

62

63

64

65

66 67 68

69 70 71

LIST OF CHART TABLE NUMBER PARTICULAR PAGE NUMBER

44 3.1 Respondents age 45 3.2 Respondents Gender 46 3.3 Respondents marital status 47 3.4 Respondents qualification 48 3.5 Respondents experience 49 3.6 Salary level of the respondents 50 3.7 Opinion on welfare measures 51 3.8 Satisfaction of the work atmosphere 52 3.9 Satisfaction of welfare measures provide by the organization 53 3.10 To provided the residential quarters 54 3.11 To provided the canteen facilities 55 3.12 Respondents opinion of salary and compensation provided the organization. 56 3.13 Present employee-employer communication system.

57 3.14 3.15 Respondents opinion about working conditions. 3.16 Opinion about salary/wages matching with their qualification. 59 60 3.17 3.18 Recreation facilities provided by the organization 3.19 Transport facilities provided by the organization. 3.20 Loans and advances provided by the organization. 3.21 Satisfaction of development programme provided by the organization. 3.22 Employee participation in the decision making process provided by the organization. 3.23 3.24 3.25 Opinion about retirement benefits. Education provided to the organization. Equipments provided by the organization are safe and free from accidents. 3.26 3.27 3.28 Reward system prevailing in the organization. Job securities provided to the organization. Attitude towards the organization. 69 70 71 66 67 68 65 64 63 62 Opinion about motivation provided by the organization 61 Satisfaction with job securities provided by the organization. 58

CHAPTER I

INTRODUCTION

CHAPTER-1

1.1. INTRODUCTION OF THE STUDY

MEANING OF WELFARE MEASURES:

Labor Welfare is a term which must necessarily be elastic, bearing a somewhat different interpretation in one necessary country from another, according to the different social customs, the degree of industrialization and educational level of the workers. Welfare means faring (or) doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Trade unions and governmental and non-governmental agencies. It is rather difficult to define the term labour welfare precisely because of the relatively of the concept. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms,

DEFINITION OF WELFAREMEASURES:

According to the committee on labor welfare, welfare services should mean:

Such services, facilities, and amenities s adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from place of work, and for the accommodation of workers employed at a distance from their homes; Such other services amenities and facilities, including social security measures, as contribute to the conditions under which workers are employed.

MERITS AND DEMERITS OF WELFARE MEASURES: It is desirable to recollect the service of a typical worker in the context. His/Her labour helps dig and haul coal from the depth of the earth. To fetch and refine oil, to build dams and reservoirs, to lay pipes, canals railway lines and roads. His/Her actions and interactions within the industrial framework will have a great impact and influence (or) industrial development. Welfare facilities tend to make the worker happy, cheerful and confident looking. Welfare may not directly increase productivity, but it add to general feelings of satisfaction with the company and cut down labor turnover.

MAIN FEATURES:

1)

It is the work which is usually undertaken within the promises (or) in the vicinity of the undertakings for the benefit of the employees and the members of their families.

2)

The purpose of providing welfare amenities is to bring about the development of the whole personality of the worker his social, psychological, economic, cultural and intellectual development to make him a good works. A good citizen of a good member of the family.

SCOPE OF WELFARE WORK:

Conditions of work environment Workers health services Labor welfare programme Labor s economic welfare programme General welfare wor

TECHNIQUES OF LABOR WELFARE WORK: The welfare work is contingent on the efficiency of labor and on the kind of techniques employed for the purpose. The employment of techniques his an art and no hard and fast rule can be laid down for it. At the outside, it must be stated the, for the purpose of welfare work, the lanourer and his family need to be treated as 1 unit, whiled respectives needs of each have also to be kept in mind.

LABOR

WELFARE

ACTIVITIES

UNDERTTAKEN

BY

THE

ORGANISATIONS. Certain facilities are provided at the site of work itself, such as subsidized canteens, crches, medical facilities. Some facilities relate ti the economic needs of workers such as cooperative credit societies, consumers co-operative stress, staff benefitfunds, the educational assistance to workers children.

TYPES OF WELFARE ACTIVITIES:

1) 2)

Welfare measures inside the work place, and Welfare measures outside the work place.

WELFARE MEASURES INSIDE THE WORKPLACE:

Conditions of the work environment

Conveniences Workers health services Women and child welfare Workers Recreation Employment follow-up

 Economic services Labour management participation Workers education

WELFARE MEASURES OUTSIDE THE WORKPLACE: Housing bachelors quarters. Family residences. according to types and rooms. Water, Sanitation, waste disposal. Roads , lighting, parks, recreation playgrounds. Schools, nursery, primary, secondary and high school.

INTRA - MURAL FACILITIES

EXTRA- MURAL FACILITIES WELFARE FACILITIES BY THE GOVERNMENT WELFARE ACTIVITIES BY THE TRADE UNIONS WELFARE AGENCIES.

WORK

BY THE VOLUNTARY

THE FACTORIES ACT, 1948:

The welfare amenities provided under the act are given below: Washing facilities. Facilities for storing and dry clothing. Sitting facilities for occasional rest for workers who are obliged to work standing. First- aid boxes (or) clipboards- one for every 150 workers and ambulance facilitation, it there are more than 500 workers.

 Canteens if employing more than 250 workers. Canteens if employing more than 30 women. THE MINES ACT, 1952 THE MINES ROLES THE PLANTATIONS LABOUR ACT, 1951 THE MOTOR TRANSPORT WORKERS ACT, 1961 THE CONTACT LABOUR (REGULATION AND ABOLITION)ACT, 1970 THE MERCHANT SHIPPING ACT, 1958 DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961 INTER STATE MIGRANT WORKMEN (REGULATION OF EMPLOYMENT AND CONDITIONS OF SERVICE)ACT,1979

LABOUR DEPARTMENT:

Labour Welfare Sector aim at improving the working conditions, maintenance of better Industrial relations, strict enforcement of Labour Laws and launching of welfare activities for the benefit of industrial workers and their families. The Labour department implements about 29 labour legislations with the objective of providing not only monetary benefit like minimum wages, overtime, bonus etc to the workers but also to ensure their health and safety during the course employment. The list of the Labour Legislations implemented by this department is as under:

The Industrial Disputes Act, 1947 The Industrial Employment (SO) Act, 1946 The Factories Act, 1948 The Delhi Shops & Establishment Act, 1954 The Workmen Compensation Act, 1923 The Minimum Wages Act, 1948 The Payment of Wages Act, 1936 The Motor Transport Workers Act, 1961 The Equal Remuneration Act, 1976

The Payment of Bonus Act, 1965 The Trade Union Act, 1926 The Electricity Act, 2003 The Indian Boilers Act, 1923 The Payment of Gratuity Act, 1972 The Sales Promotion Employees (Conditions of Service) Act. 1976 The working Journalists (Condition) Service & Miscellaneous Provision Act,1955 The Child Labour (Prohibition & Regulation) Act, 1986 The Contract Labour (R & A) Act, 1970 The Punjab Industrial Establishment (Casual, Sick Leave & Festival) Act (as extended to Delhi) The Bombay Lift Act, 1939 (as extended to Delhi) The Maternity Benefit Act, 1961 The Bombay Labour Welfare Fund Act, 1953 (as extended to Delhi) The Regulation for Licensing and Controlling place of Amusement and Performance for Public Amusement Act. 1980(other than cinematography) The Inter State Migrant Workers (RE&CS) Act, 1979 The Bombay Smoke Nuisance Act. The Labour Laws (Exemption from furnishing returns and maintaining register by certain establishment) Act, 1988. The Building and Other Construction Workers (R E & C S) Act, 1996 The Building and Other Construction Workers Welfare Cess Act, 1996 159

There are also some labour laws which are implemented by other departments as follows: The Bonded Labour (System) Abolition Act, 1976 (by office of Divisional Commissioner/Deputy Commissioner) The Employees State Insurance Act, 1948 (by DHS) Employees Provident Fund Act, 1952 (by Provident Fund Commissioner)

To handle these Legislations and increased economic activities with ease, responsibilities of the Labour Department are as follows: Enforcement of Labour Legislation Conciliation of Industrial Disputes. Maintenance of Industrial Peace and Harmony. Measures for safety, health and welfare of labour. Aims at improving the living standard of the workers, particularly the Industrial workers. The schemes are included for the improvement of the working conditions of the workers, better industrial environment, proper enforcement of the labour laws and welfare programmes.

The Delhi Labour Welfare Board and the Building and Other Construction workers Welfare Board have been constituted to identify and implement various welfare activities for the workers engaged in organized as well as unorganized sector.

LABOUR WELFARE PROVISIONS:

Chapter v of the act provides for welfare facilities. Specifically, the act provides for adequately screened washing facilities for the use of male and female workers.

WELFARE FUNDS:

In order to provide welfare facilities to the workers employed in mica, iron- ore, manganese ore and beedi rolling, welfare funds have been established to supplement the efforts of employers and the state governments under respective enactment. The funds have been credited by levy of less on production, consumption (or) export of mineral, and in the case of beedi rolling, on the number of sticks rolled. The funds are used to provide medical facilities, housing, drinking water, schooling, recreative, and to forth.

APPROACHES TO LABOUR WELFARE:

Approaches to employee welfare refer to the beliefs and attitudes held by agencies which provide welfare facilities. Some agencies provide welfare facilities inspired by religious faith, others as a philanthropic duty and the like.

ADMINISTRATION OF WELFARE FACILITIES:

1) Welfare policy 2) Organization for welfare Trend analysis Opinion survey The DISBURSED SCOPES, ITEMS AND RATIOS OF EMPLOYEES WELFARE FUND:

The disbursed scopes, items and ratios of the employees' welfare fund are given in accordance with Paragraph 1, Article 7 of Employees' Welfare Fund Act as follows: The disbursed scopes and items:

WELFARE BENEFITS:

Wedding, funeral, bearing benefits for injury and disease, emergency aid and loan, disaster assistance etc.

EDUCATIONAL GRAINTS:

Subsidies for employees' advanced study and educational fees for their children etc.

RECREATION ACTIVITIES:

Culture and health activities, group activities, tourism and recreation facilities etc.

OTHER WELFARE ITEMS:

Festival grants, interests subsidy for the housing loan, employees' deposit insurance, purchasing house with employee deposit, child-care and spouse dependants subsidies, retired employees' benefits and other benefits etc.

REVIEW OF LITERATURE

1.3. REVIEW OF LITERATURE

LABOR WELFARE: Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration.

The welfare measures need not be in monetary terms only but in any kind/forms Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Labor welfare entails all those activities of employer, which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.

CONCEPT: Labor 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.These four elements together constitute the structure of welfare, on which its totality is based.

The social concept, welfare measures implies the welfare of man, his family and his community. All of three aspect, are interralated and work together in a threedimensional approach.

The relative concept, of welfare implies that welfare is relative in times and place. It is a dynamic and flexible concept and hence its meaning and content differ from time to time, region to region, industry to industry and country to country, depending upon the value system, level of educational, social customs, and degree of industrialization, and general standard of the social- economic development of people. Labour welfare implies thw setting up of minimum desirable standard and provides facilities like health, food,

clothing, housing, medical assistance, education, insurance, job security, recreation etc. such facilities enable the worker and his family to lead a good work life, family life and social life. Labor welfare also operates to neutralize the harmful effects of large-scale industrialization and urbanization.

DEFINITION: The oxford dictionary labor welfare as efforts to make life with worth living for a workmen chambers dictionary defers welfare as a state of facing (or) doing well freedom from clamity enjoyment of health, prosperity, etc.

In the words of R.R.Hopkins, welfare is fundamentally as attitude of mind in the part of management influencing the method which by management activities are undertaken obviously the emphasis here is on the attitude of mind. E.S proud definition welfare works as voluntary efforts in the part of employers to improve the existing industrial system and condition of thew employment in their own factories.

SOCIAL SECURITY The connotation of the termsocial security varies from country to country with different political ideologies.

Medical care Sickness benefit Unemployment Old age Employees injury Family Maternity Invalidity Survivors

In socialist countries, avowed goal is complete protection to every citizen form the cradle to the ideologies. Social security may be two types. 1) Social assistance under which the state finances the entire cost of the facilities and benefits provided. 2) Social insurance, under the take organizes the facilities financed by contributions from the workers and employees with (or) without a subsidy from the state.

Social securities in india: At present both types, at social securities schemes, all envogue in our country. Among the social assistance scheme all the most employees. The social insure mental, which has gained much under acceptance man the social assists method. APPRAISAL OF WELFARE SERVICES: One of the main obstacles in the effective enforcement of the her provision of the factories act has been the quantitative and qualitative in adequacy of the inspection staff. Women workers do not make use of crche facilities either because they are dissuaded by the management to bring their children with them (or) because they have to face transport difficulties. At present, the labor welfare officers is not able to enforce laws independently because ha has to work under the pressure of management.

STATUTORY WELFARE SCHEMES:

The statutory welfare schemes include the following provisions:

1. Drinking Water: provided.

At all the working places safe hygienic drinking water should be

2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements aretobeprovided.

3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc. NONSTATUTORYSCHEMES: Many non statutory welfare schemes may include the following schemes: 1.Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up 2.Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are

initiated by employees and approved by management to meet business commitments while supporting employee personal life needs 3.Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters. 4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. 5.Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies. 6.Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

7.Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. FAMILY WELFARE: The welfare funds are raised by government by imposing cess on manufactured beedis, feature films, export of mica, consumption of limestone & dolomite and consumption and export of iron ore, manganese ore & chrome ore. An explanation of the cess levied under different legislations is given below: Beedi Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This is presently Rs 2 per 1000 beedis with effect from 28th June 2000. The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not being less than one thousand rupees and not exceeding twenty thousand rupees, on every feature film submitted to the Chairman, Central Board of Film Certification. This is Rs 20000 per feature film of Hindi and English and for regional films it is Rs 10000 per film with effect from 20th April 2000. The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976 provides for levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/respectively. The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and collection of cess on Limestone and Dolomite as a duty of excise at such rate not exceeding one rupee per metric tone of limestone & dolomite. The rate of cess on Limestone and Dolomite is Re.1/- with effect from 27th December 2000. Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of cess on all mica exported as duty of Customs not exceeding 6.25% ad valorem. This is 4.5% ad valorem on export with effect from 1st November 1990.

OBJECTIVES

1.4. OBJECTIVES OF THE STUDY

Labor welfare has the following objectives:

* To provide better life and health of the workers conditions in NLC.

* To make the workers happy and satisfied.

* To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.

* To welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining.

* To labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time.

* To welfare measures may be introduced by the employers, government, employees or by any social or charitable agency.

SCOPE

1.5. SCOPE OF THE STUDY

This project titled a study on labor welfare measures in Neyveli Lignite Corporation limited is a study done particularly at the corporate office of NLC LTD.

The total workforce of the organization was around 20,000 consisting oindustrial workers, technicians, operators, office, staff, secretaries, field staff, technical executives and non- technical executives, managers.

The corporation comprises six major production units viz., Mine-1, Mine-2,thermal power station-1,thermal power station-2,expansion and thermal power station-2.

Almost all the officers are situated in the industrial promises, with a sample size Of eighty respondents, who are employees of NLC.

This study further will be useful for the origin analyzing the perception or opinion of employees with respect to the welfare measures provided to them in Neyveli Lignite Corporation Ltd.

LIMITATION

1.6. LIMITATIONS OF THE STUDY

The sample size of the study, which consists of 100 employees, cannot be generalized and applied for general public.

Opinions are dynamic; hence, the results of the study based on these opinions are likely to differ.

The above- mentioned study is carried out in only the particular company and so the observations and results are not applicable for any other companies.

The result also depend upon the integrity of respondents in giving true and fair opinion and their level of knowledge in the subject under study.

Data of similar companies were not available for comparison.

The workforce of the company is too large and hence all of them could not be contacted for views and opinions on the research topic.

CHAPTERII

RESEARCH METHODOLOGY

CHAPTER- 2

2.1. RESEARCH METHODOLOGY INTRODUCTION: Methodology is a plan of action for a research project and explains in detail how data is collected, analysis and presented. So that they will provide meaningful Information. This section is to give enough background on the technical aspects of the study to allow the reader to appraise the quality of the information obtained.

RESEARCH DEFINITION: Research is a combination of both experience & reasoning and must be regarded as the most successful approach to the discovery of truth (national sciences).

RESEARCH TECHNIQUES: Behaviour and instruments used in research operations. Ex: scales, longitudinal/ cross sectional BENEFITS OF RESEARCH METHODOLOGY: Advancement of wealth of human knowledge. Helps to understand the researcher as a user of library. Enables critical evaluation of literature. Develops special interests& skills. Creates awareness of special needs of research process. Facilities reference and information service.

RESEARCH PROCESS:

Selection and formulation of research problem Literature survey Level of working hypothesis Research design Sampling strategy (or) sample design Pilot (quick & dirty) study Data collection Processing and analysis of data Testing of hypothesis Interpretation & generalization Preparation of the report

TYPES OF RESEARCH

2.2 TYPES OF RESEACH Five types of research as follows: a. Descriptive survey research b. Applied research c. Quantitative research d. Qualitative research e. Empirical research. Descriptive survey research: Surveys and fact finding enquiries No control over variable Try to discover causes (i.e. example-post facto)

RESEARCH DESIGN

2.3. RESEARCH DESIGN

Research design is the plan, structure and strategy of investigation. Conceived, so as to obtain answer, to research questions. QuestionnarieResearch design was adopted in this project work. Since, the investigator wants to know about the consumer perception and opinion.

DATA USED: ` Collection of information is called as data. Data is of two types 1. Primary data and 2. Secondary data Primary data: Primary data are those which are colleted a fresh and for the first time ,and thus happen to be original in character. Under primary method of dat collection several methods are available . For this project study questionnaire method is used. Secondary data: The secondary data are those which have already been collected by someone else and which have already been passed through staticial process. Secondary data may be published or unpublished data. Secondary data collection method consist of

1) Various publication of central,state or local government 2) Various publications of foreign government or of international bodies and their subsidiary organization. 3) Books,magazines and reports 4) Reports and publications of various association connected with business and industry, bank,stock exchanges etc.

For the project study following secondary data is used. 1 2 Company profile Previous reports

INSTRUMENT USED: The questionnaire was found to be the suitable research instrument to collect the primary data from the employees. The types of questionnaire used are structured and undisguised. Following are types of questions used in the questionnaire. Direct questions

SAMPLE UNIT: Research carried out among the various units/plants of Neyveli Corporation Limited, Neyveli.

SAMPLE UNIT (N):

90 samples were randomly selected from the workers of various units/plants of Neyveli Corporation Limited, Neyveli.

SAMPLE METHOD: Simple random sampling method was to select the sample from the population.

SAMPLE CONTACT METHOD: The data were collected from population of selected.

AREA OF THE STUDY: The area of the study was various units/plants of Neyveli lignite Corporation Limited, Neyveli. PERIOD OF THE STUDY: Survey was collected during the period of 2 months. STATISTICAL TOOLS USED: The following tools and techniques have been used for the statistical analysis of randomly selected data. Percentage Analysis Percentage analysis method: The percentage analysis was used to find the percentage of each category. Various tables and charts were drawn for easy representation.

Percentage analysis = [number of respondents / sample size]*100

DATA COLLECTION METHOD

2.4. DATA COLLECTION METHODS

PRIMARY DATA COLLECTION: In primary data collection, you collect the data yourself using methods such as interviews and questionnaires. The key point here is that the data you collect is unique to you and your research and, until you publish, no one else has access to it. There are many methods of collecting primary data and the main methods Questionnaires

SECONDARY DATA COLLECTION: All methods of data collection can supply quantitative data (numbers, statistics or financial) or qualitative data (usually words or text). Quantitative data may often be presented in tabular or graphical form. Secondary data is data that has already been collected by someone else for a different purpose to yours. For example, this could mean using:

Data collected by a hotel on its customers through its guest history system Data supplied by a marketing organization Annual company reports Government statistics.

SAMPLING TECHNIQUES

2.5. SAMPLING TECHNIQUES

Types of sample

Generally, two types of samples are used in marketing research, viz., Probability Sample. Non-Probability Sample.

Sampling

Sampling is that part of statistical practice concerned with the selection of an unbiased or random subset of individual observations within a population of individuals intended to yield some knowledge about the population of concern, especially for the purposes of making predictions based on statistical inference. Sampling is an important aspect of data collection.

Sampling is the process of selecting units (e.g., people, organizations)

Sampling Design

A sample design is a definite plan for obtaining a sampling from the sampling frame. It refers to the technique or the procedure the researcher would adopt in selecting units from which inferences about the population is drawn. Sampling design is determine before any data are collected.

Population

Population in statistics means the whole of the information which come under purview of statistical investigation. A population may be finite according as the numbers of individuals in it are finite in the organization. The population size is 90 in the organization.

Sample

A sample is a part of the population selected from the study. The selection of a group of individuals or items from a population in such a way that this group represents the population is called sample.

The sample size taken for the study is 90.

Sample size

The sample size was 90 employees through the questionnaire method. 90 employees are surveyed at NEYVELI LIGNITE LTD.

Sampling method.

The HR team who is involved in the recruitment process was considered as a sample for the study. The sample size was 90.

DATA ANALYSIS TOOLS

2.6 DATA ANALYSIS TOOLS.

The methods followed for the analysis and interpretation of data are: Percentage Analysis

PERCENTAGE METHOD:

Percentage refers to a special kind of ratio. It is used to make comparison between two or more series of data. They can be used to compare the relative items, the distribution of two or more series of data, since the percentages reduces every thing to a common base and there by allow meaningful comparisons to be made.

PERCENTAGE = FORMULA

NO OF RESPONDENTS ____________________ TOTAL RESPONDENT x 100

CHAPTERIII

3. DATA ANALYSIS AND INTERPRETATION

CHAPTER-3 DATA ANALYSIS AND INTERPRETATION TABLE NO: 3.1 TABLE REGARDING RESPONDENTS AGE

AGE 25-35 Years 35-45 Years 46&ABOVE TOTAL

NO.OF RESPONDENTS 10 40 40 90

PERCENTAGE 11.11 44.44 44.44 100

SOURCES: PRIMARY DATA

CHART NO: 3.1 CHART REGARDING RESPONDENTS AGE

40% 20% 10% 0% 25-35 35-4TR5 YEARS YEARS 46& ABOVE 40% 40%

25-35 YEARS 35-4TR5 YEARS 46& ABOVE

INFERENCE: The above table indicates that out of 90 respondents, 44.44 percent of the respondents are belonging to the age group of above 46 years, 44.44 percent of them are belonging to the age group of 35-45 years and 11.11 percent of the respondents are belonging to the age group of 25-35 year.

TABLE NO: 3.2 TABLE REGARDING RESPONDENTS GENDER

GENDER Male Female TOTAL

NO.OF RESPONDENTS 6O 30 90

PERCENTAGE 66.66 33.33 100

SOURCES: PRIMARY DATA

CHART NO: 3.2 CHART REGARDING RESPONDENTS GENDER

60% 60% 50% 40% 30% 20% 10% 0% MALE FEMALE 30%
MALE FEMALE

INFERENCE: The above table indicates that out of 90 respondents, 66.66 percent of the respondents are male and 33.33 percent of the respondents are female.

TABLE NO: 3.3 TABLE REGARDING RESPONDENTS MARITAL STATUS

MARITAL STATUS Married Unmarried TOTAL

NO.OF RESPONDENTS 78 12 90

PERCENTAGE 86.66 13.33 100

SOURCES: PRIMARY DATA

CHART NO: 3.3 TABLE REGARDING RESPONDENTS MARITAL STATUS

78% 80% 70% 60% 50% 40% 30% 20% 10% 0% MARRIED UNMARRIED 12%
MARRIED UNMARRIED

INFERENCE: The above table is indicates that out of 90 respondents, 86.66 percent of the respondents are married,13.33 percent of the respondents are unmarried

TABLE NO: 3.4 TABLE REGARDING RESPONDENTS QUALIFICATION

QUALIFICATION

NO.OF RESPONDENTS

PERCENTAGE

Below graduate Graduate Post graduate Diploma TOTAL SOURCES: PRIMARY DATA

10 30 47 3 90

11.11 33.33 52.22 3.33 100

CHART NO: 3.4 CHART REGARDING RESPONDENTS QUALIFICATION

50% 40% 30% 20% 10% 0% BELOW GRADUATE GRADUATE POST GRADUATE DIPLOMA 10% 30%
BELOW GRADUATE GRADUATE

47%

3%

POST GRADUATE DIPLOMA

INFERENCE: The above table indicates that out of 90 respondents, 11.11 percent of the respondents qualification is below graduate, 433.33percent of them are graduates, 52.22 percent of the respondents are post graduates and 3.33percent of the respondents are diploma holders.

TABLE NO: 3.5 TABLE REGARDING RESPONDENTS EXPERIENCE

EXPERIENCE

NO.OF RESPONDENTS

PERCENTAGE

Below 10 years 10-20 years

5 60

5.55 66.66

More than 20 years

25

27.77

TOTAL SOURCES: PRIMARY DATA

90

100

CHART NO: 3.5 CHART REGARDING RESPONDENTS EXPERIENCE

5%
BELOW 10 YEARS 10-20 YEARS MORE THAN 20 YEARS

25%

60%

INFERENCE: The above table indicates that out of 90 respondents, 27.77 percent of the respondents have more than 20 years experience, 66.66 percent of the respondents have 10-20 years experience, and only 5.55 percent of them have below 10 years experience.

TABLE NO:3. 6

TABLE REGARDING SALARY LEVEL OF THE RESPONDENTS

MONTHLY INCOME

NO.OF RESPONDENTS

PERCENTAGE

Below 20000 25000-35000

35 45

38.88 50

35000-45000

10

11

TOTAL

90

100

SOURCES: PRIMARY DATA

CHART NO: 3. 6 CHART REGARDING SALARY LEVEL OF THE RESPONDENTS

10% 0

BELOW 20000
35%

45%

BELOW 20000 25000-35000 35000-45000

INFERENCE: The above table shows that out of 90 respondents, 38.88 percent of the respondents getting below 20000 salary level, 50 percent of them are 25000-35000 salary level, and 11 percent of the respondent are getting 5000-45000 salary.

TABLE NO: 3.7 TABLE REGARDING RESPONDENTS OPINION ON WELFARE MEASURES

VARIABLES

NO.OF RESPONDENTS

PERCENTAGE

YES NO

79 11

87.77 12.22

TOTAL

90

100

SOURCES: PRIMARY DATA

CHART NO: 3.7 CHART REGARDING RESPONDENTS OPINION ON MEASURES

80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO 11%
NO YES

79%

INFERENCE: The above table indicates that 87.77 percent of the respondents are aware of the welfare measures, and 12.22 percent of the respondents are not aware of the measures.

TABLE NO:3. 8

TABLE REGARDING RESPONDENTS SATISFACTION OF THE WORK ATMOSPHERE

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

NO.OF RESPONDENTS

PERCENTAGE

12 66 12 90

13.33 73.33 13.33 100

SOURCES: PRIMARY DATA CHART NO: 3.8 CHART REGARDING RESPONDENTS SATISFACTION OF THE WORK ATMOSPHERE
19% HIGHLY SATISFIED 0% 13%

HIGHLY SATISFIED 68% SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INFERENCE: The above table indicates that out of 90 respondents, 13.33 percent of the respondents are highly satisfied, 73.33 percent of the respondents are satisfied, 13.33 percent of the respondents are dissatisfied and no one is highly dissatisfied in the work atmosphere.

TABLE NO: 3.9 TABLE REGARDING SATISFACTION OF WELFARE MEASURE PROVIDEDBY THE ORGANIZATION

VARIABLES Very much agree Agree Somewhat agree Disagree TOTAL

NO.OF RESPONDENTS

PERCENTAGE

4 70 12 4 90

4.44 77.77 13.33 4.44 100

SOURCES:PRIMARY DATA CHART NO:3. 9 CHART REGARDING SATISFACTION OF WELFARE MEASURE PROVIDED BY THE ORGANISATION
70% 70% 60% 50% 40% 30% 20% 10% 0% VERY MUCH AGREE AGREE SOMEWHAT AGREE NOTAGREE 12% 4% 4%

INFERENCE: The above table indicates that out of 90 respondents, 4.44% of the respondents are very much agreeing the welfare measure provided by the organization, 77.77% of them are agreeing ,13.33% of them are somewhat agreeing, and 4.44% of t are not agreeing the welfare measure.

TABLE NO:3.10 TABLE REGARDING RESPONDENTS SATISFACTION TO PROVIDED THE RESIDENTIAL QUARTERS

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

SOURCES:PRIMARY DATA

NO.OF RESPONDENTS

PERCENTAGE

18 56 8 8 90

20 62.22 8.88 8.88 100

CHART NO: 3.10 CHART REGARDING RESPONDENTS SATISFACTION TO PROVIDED THE RESIDENTIAL QUARTERS
60% 50% 40% 30% 20% 10% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED 18% 8% 8% 56%

HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INFERENCE: The above table shows that out of 90 respondents,20% of the respondents are highly satisfied to provided the residential quarters,62.22% of them are satisfied,8.88% of the respondents are dissatisfied an 8.88% of the respondents are highly dissatisfied to provided the residential quarters

TABLE NO: 3.11 TABLE REGARDING RESPONDENTS SATISFACTION TO PROVIDED THE CANTEEN FACILITIES

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

NO.OF RESPONDENTS

PERCENTAGE

2 65 18 15 90

2.22 72.22 20 16.66 100

SOURCES:PRIMARY DATA CHART NO: 3.11 CHART REGARDING RESPONDENTS SATISFACTION TO PROVIDED THE CANTEEN FACILITIES
70% 60% 50% 40% 30% 20% 10% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED 2% 18% 65%

HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

15%

INFERENCE The above table shows that out of 90 respondents,2.22% of the respondents are highly satisfied to provided the canteen facilities,72.22% of them are satisfied,20% of the respondents are dissatisfied, and 16.66% of the respondents are highly dissatisfied to provided the canteen facilitie

TABLE NO: 3.12 TABLE REGARDING RESPONDENTS OPINION OF SALARY AND COMPENSATION PROVIDED THE ORGANISATION

VARIABLES Good Poor TOTAL

NO.OF RESPONDENTS

PERCENTAGE

86 4 90

95.55 4.44 100

SOURCES: PRIMARY DATA

CHART NO: 3.12 CHART REGARDING RESPONDENTS OPINION OF SALARY AND COMPENSATION PROVIDED THE ORGANISATION

90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

86%

GOOD POOR
4%

GOOD

POOR

INFERENCE: The above table shows that out of 90 respondents, 95.55% of the respondents are feeling that the salary and compensation are provided by the organization is good, and 4.44% of them are feeling that the salary and compensation are provided by the organization is poor.

TABLE NO: 3.13 TABLE REGARDING RESPONDENTS SATISFACTION OF PRESENT EMPLOYEE-EMPLOYER COMMUNICATION SYSTEM

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

NO.OF RESPONDENTS

PERCENTAGE

10 69 6 5 90

11.11 76.66 6.66 5.55 100

SOURCES: PRIMARY DATA CHART NO: 3.13 CHART REGARDING RESPONDENTS SATISFACTION OF PRESENT EMPLOYEE-EMPLOYER COMMUNICATION SYSTEM
HIGHLY SATISFIED
69% 80% 60% 40% 10% 6% 5% 20% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

SATISFIED

DISSATISFIED

HIGHLY DISSATISFIED

INFERENCE: The above table shows that out of 90 respondents,11.11% of the respondents are highly satisfied in the present employee-employer communication,76.66% of them are satisfied,6.66% of the respondents are dissatisfied, and 5.55% of the respondents are highly dissatisfied in the present employee-employer communication system.

TABLE NO: 3.14 TABLE REGARDING RESPONDENTS SATISFACTION WITH JOB SECURITIES PROVIDED BY THE ORGANISATION

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

NO.OF RESPONDENTS

PERCENTAGE

14 70 6 0 90

15.55 77.77 6.66 0 100

SOURCES:PRIMARY DATA CHART NO: 3.14 CHART REGARDING RESPONDENTS SATISFACTION WITH JOB SECURITIES PROVIDED BY THE ORGANISATION
80% 60%
SATISFIED

70%

40% 14% 20% 0% SATISFIED HIGHLY SATISFIED DISSATISFIED HIGHLY DISSATISFIED 6% 0%

HIGHLY SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INFERENCE: The above table represents that out of 90 respondents, 15.55% of the respondents are highly satisfied with the job securities provided by the organization,77.77% of the respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is highly dissatisfied job securities provided by the organization.

TABLE NO: 3.15

TABLE REGARDING RESPONDENTS OPINION ABOUT WORKING CONDITIONS NO.OF RESPONDENTS PERCENTAGE

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

8 76 6 0 90

8.88 84.44 6.66 0 100

SOURCES: PRIMARY DATA CHART NO:3.15 CHART REGARDING RESPONDENTS OPINION ABOUT WORKING CONDITIONS
76% 80% 70% 60% 50% 40% 30% 20% 10% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED 8% 6% 0%

HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INFERENCE: The above table represents that out of 90 respondents, .888% of the respondents are highly satisfied with the working conditions, 84.44% of the respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is highly dissatisfied with the working conditions.

TABLE NO:3.16

TABLE REGARDING RESPONDENTS OPINION ABOUT SALARY/WAGES MATCHING WITH THEIR QUALIFICATION /EXPERIENCE

VARIABLES

NO.OF RESPONDENTS

PERCENTAGE

YES NO

80 10

88.88 11.11

TOTAL

90

100

SOURCES: PRIMARY DATA . CHART NO: 3.16 CHART REGARDING RESPONDENTS OPINION ABOUT SALARY/WAGES MATCHING WITH THEIR QUALIFICATION /EXPERIENCE
80% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO 10%

YES NO

INFERENCE: The above table represents that out of 90 respondents, 88.88% of the respondents are agreeing that their salary/wages is matching with their qualification / experience, and 11.11% of the respondents are saying that their salary/wages are not matching with their qualification/experience.

TABLE NO: 3.17

TABLE REGARDING RESPONDENTS OPINION ABOUT MOTIVATION PROVIDED BY THE ORGANISATION

VARIABLES Good Poor TOTAL

NO.OF RESPONDENTS

PERCENTAGE

85 5 90

94.44 5.55 100

SOURCES: PRIMARY DATA

CHART NO: 3.17 CHART REGARDING RESPONDENTS OPINION ABOUT MOTIVATION PROVIDED BY THE ORGANISATION

0 0 5%

85%

GOOD

POOR

INFERENCE: The above table represents that out of 90 respondents, 94.44% of the respondents are feeling good about the motivation provided by the organization, and 5.55% of the respondent poor about the motivation provided by the organization.

TABLE NO:3. 18

TABLE REGARDING RESPONDENTS OPINION ABOUT RECREATION FACILITIES PROVIDED BY THE ORGANISATION

VARIABLES Good Poor TOTAL

NO.OF RESPONDENTS

PERCENTAGE

80 10 90

88.88 11.11 100

SOURCES: PRIMARY DATA

CHART NO: 3.18 CHART REGARDING RESPONDENTS OPINION ABOUT RECREATION FACILITIES PROVIDED BY THE ORGANISATION

80% 80% 70% 60% 50% 40% 30% 20% 10% 0% GOOD POOR 10%

GOOD

POOR

INFERENCE: The above table represents that out of 90 respondents, 88.88% of the respondents are feeling good about the recreation facilities provided by the organization, and 11.11% of the respondents are poor about the recreation facilities provided by the organization.

TABLE NO: 3.19

TABLE REGARDING RESPONDENTS OPINION ABOUT TRANSPORT FACILITIES PROVIDED BY THE ORGANISATION

VARIABLES Good Poor TOTAL

NO.OF RESPONDENTS

PERCENTAGE

70 20 90

77.77 22.22 100

SOURCES: PRIMARY DATA CHART NO: 3.19 CHART REGARDING RESPONDENTS OPINION ABOUT TRANSPORT FACILITIES PROVIDED BY THE ORGANISATION
70% 70% 60% 50% 40% 30% 20% 10% 0% GOOD POOR 20%

GOOD POOR GOOD

INFERENCE: The above table represents that out of 90 respondents, 77.77% of the respondents are feeling good about the transport facilities provided by the organization, and 22.22% of the respondents are poor about the transport facilities provided by the organization.

TABLE NO:3.20 TABLE REGARDING RESPONDENTS OPINION ABOUT LOANS AND ADVANCE PROVIDED BY THE ORGANISATION

VARIABLES Good Poor TOTAL

NO.OF RESPONDENTS

PERCENTAGE

65 25 90

72.22 27.77 100

SOURCES: PRIMARY DATA

CHART NO: 3.20 CHART REGARDING RESPONDENTS OPINION ABOUT LOANS AND ADVANCE PROVIDED BY THE ORGANISATION
65%

70% 60% 50% 40%

25% 30% 20% 10% 0% GOOD POOR

GOOD POOR

INFERENCE: The above table represents that out of 90 respondents, 72.22% of the respondents are Feeling Good about the loans and advance provided by the organization, and 27.77% of the respondents are Poor about the loans and advance provided by the organization.

TABLE NO: 3.21 TABLE REGARDING RESPONDENTS SATISFACTION OF DEVELOPMENT PROGRAMME PROVIDED BYTHE ORGANISATION NO.OF RESPONDENTS PERCENTAGE

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

24 60 6 0 90

26.66 66.66 6.66 0 100

SOURCES: PRIMARY DATA CHART NO: 3.21 CHART REGARDING RESPONDENTS SATISFACTION OF DEVELOPMENT PROGRAMME PROVIDED BY THEORGANISATION
60% 60% 50% 40% 30% 20% 10% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED 0% HIGHLY DISSATISFIED
HIGHLY DISSATISFIED HIGHLY SATISFIED

24%

SATISFIED

6%

DISSATISFIED

INFERENCE: The above table represents that out of 90 respondents, 26.66% of the respondents are highly satisfied with the development programme provided by the organization, 66.66% of the respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is highly dissatisfied with the development programme provided by the organization.

TABLE NO:3.22 TABLE REGARDING RESPONDENTS SATISFACTION WITH THE EMPLOYEE PARTICIPATION IN THE DECISION MAKING PROCESS PROVIDED BY THE ORGANISATION

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied

NO.OF. RESPONDENTS 14 40 20 6 90

PERCENTAGE 15.55 44.44 22.22 6.66 100

TOTAL SOURCES: PRIMARY DATA

CHART NO: 3.22 CHART REGARDING RESPONDENTS SATISFACTION WITH THE EMPLOYEE PARTICIPATION IN THE DECISION MAKING PROCESS PROVIDED BY THE ORGANISATION

40% 40% 30% 20% 10% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED 14% 6% 20%

INFERENCE: The above table represents that out of 90 respondents, 15.55% of the respondents are highly satisfied with the employee participation in the decision making process provided by the organization, 44.44% of the respondents are satisfied, 22.22% of the respondents are dissatisfied, and 6.66% of the respondents are highly dissatisfied with the employee participation in decision making process provided by the organization.

TABLE NO:3.23 TABLE REGARDING RESPONDENTS OPINION ABOUT RETIREMENT BENEFITS

VARIABLES Good Adequate Poor TOTAL

NO.OF RESPONDENTS

PERCENTAGE

69 15 6 90

76.66 16.66 6.66 100

SOURCES: PRIMARY DATA

CHART NO: 3.23 CHART REGARDING RESPONDENTS OPINION ABOUT RETIREMENT BENEFITS
69% 70% 60% 50% 40% 30% 20% 10% 0% GOOD ADEQUATE POOR 15% 6%
GOOD ADEQUATE POOR

INFERENCE: The above table denotes that out of 90 respondents, 76.66%of the respondents are good about the retirement benefits, 16.66% of them are adequate, and 6.66% of the respondents are poor about the retirement benefits.

TABLE NO:3.24 TABLE REGARDING RESPONDENTS SATISFACTION OF EDUCATION PROVIDED BY THE ORGANISATION

VARIABLES Very much agree Agree Somewhat agree Disagree TOTAL

SOURCES: PRIMARY DATA

NO.OF RESPONDENTS

PERCENTAGE

8 60 18 4 100

8.88 66.66 20 4.44 100

CHART NO: 3.24 CHART REGARDING RESPONDENTS SATISFACTION OF EDUCATION PROVIDED BY THE ORGANISATION
60% 50% 40% 30% 20% 10% 0% very much agree agree some what agree dis agree 8% 4%
disagree agree

60%
very much agree

18%
somewhat agree

INFERENCE: The above table represents that out of 90 respondents, 8.88% of the respondents are very much agreeing with the education provided by the organization, 66.66% of the respondents are agreeing, 20% of the respondents are somewhat agreeing, and 4.44% of the respondents are not agreeing with the education provided by the organization.

TABLE NO: 3.25 TABLE REGARDING RESPONDENTS OPINION ABOUT EQUIPMENTS PROVIDED BY THE ORGANISATION ARE SAFE AND FREE FROM ACCIDENTS

VARIABLES Very much agree Agree Somewhat agree Disagree TOTAL

NO.OF RESPONDENTS

PERCENTAGE

10 60 12 8 90

11.11 66.66 13.33 8.88 100

SOURCES: PRIMARY DATA CHART NO:3. 25 TABLE REGARDING RESPONDENTS OPINION ABOUT EQUIPMENTS PROVIDED BY THE ORGANISATION ARE SAFE AND FREE FROM ACCIDENTS
60% 60% 40% 20% 10% 0% VERY MUCH AGREE AGREE SOMEWHAT NOT AGREE AGREE 12% 8%

INFERENCE: The above table represents that out of 90 respondents, 11.11% of the respondents are much agreeing with the equipments provided by the organization are safe and free from accidents, 66.66% of the respondents are agreeing, 13.33% of the respondents are somewhat agreeing, and 8.88 % of the respondents are not agreeing with the equipments provided by the organization are safe and free from accidents.

TABLE NO: 3.26 TABLE REGARDING RESPONDENTS OPINION ABOUT REWARD SYSTEM PREVAILING IN THE ORGANISATION

VARIABLES Very much agree Agree Somewhat agree Disagree TOTAL

NO.OF RESPONDENTS

PERCENTAGE

6 64 16 4 90

6.66 71.11 17.77 4.44 100

_ SOURCES: PRIMARY DATA CHART NO: 3. 26 CHART REGARDING RESPONDENTS OPINION ABOUT REWARD SYSTEM PREVAILING IN THE ORGANISATION
70% 60% 50% 40% 30% 20% 10% 0% VERY MUCH AGREE AGREE SOMEWHATAGREE NOTAGREE 6% 16% 4% 64%

VERY MUCH AGREE AGREE SOMEWHATAGR EE NOTAGREE

INFERENCE: The above table represents that out of 90 respondents, 6.66% of the respondents are very much agreeing with the reward system prevailing in the organization, 71.11% of the respondents are agreeing, 17.77% of the respondents are somewhat agreeing, and 4.44% of the respondents are not agreeing with the reward system prevailing in the organization.

TABLE NO: 3. 27 TABLE REGARDING RESPONDENTS SATISFACTION OF JOB SECURITIES PROVIDED TO THE ORGANISATION NO.OF RESPONDENTS PERCENTAGE

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

8 72 6 4 90

8.88 80 6.66 4.44 100

SOURCES: PRIMARY DATA CHART NO: 3. 27 CHART REGARDING RESPONDENTS SATISFACTION OF JOB SECURITIES PROVIDED TO THE ORGANISATION
80% 70% 60% 50% 40% 30% 20% 10% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED 8% 6% 4% 72%

HIGHLY SATISFIED SATISFIED DISSATISFIED HIGHLY DISSATISFIED

INFERENCE: The above table represents that out of 90 respondents, 8.88% of the respondents are highly satisfied with the attitude towards the organization, 80% of the respondents are satisfied, 6.66% of the respondents are dissatisfied, and 4.44 is highly dissatisfied with the attitude towards the organization.

TABLE NO: 3.28 TABLE REGARDING RESPONDENTS ATTITUDE TOWARDS THE ORGANISATION NO.OF RESPONDENTS PERCENTAGE

VARIABLES Highly satisfied Satisfied Dissatisfied Highly dissatisfied TOTAL

8 76 6 100

8.88 84.44 6.66 100

SOURCES: PRIMARY DATA CHART NO: 3.28 CHART REGARDING RESPONDENTS ATTITUDE TOWARDS THE ORGANISATION
80% 60% 40% 20% 8% 0% HIGHLY SATISFIED SATISFIED DISSATISFIED 76%

6%

0% HIGHLY DISSATISFIED

INFERENCE: The above table represents that out of 90 respondents, 8.88% of the respondents are Highly satisfied with the attitude towards the organization, 84.44% of the respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is highly dissatisfied with the attitude towards the organization.

FINDINGS

3.2. FINDINGS OF THE STUDY

The Majority of the respondents belong to the age group of below 35-45 years and 46& above. The 66.66% of the respondents are male and 86.66% of the respondents are married and 52.22% of the respondents qualification is post graduate. The 66.66% of the respondents have 10-20 years experience and 50% of the respondents are receiving a salary level between 25000-35000. The 87.77% of the respondents are aware of the welfare measures and 73.33% of the respondents are satisfied with the work atmosphere. The 77.77% of the respondents are satisfied with the welfare measures provided by the organization and 62.22% of the respondents are satisfied with the

residential quarters provided by the organization.

The 72.22% of the respondents are satisfied with the canteen facilities. The 95.55% of the respondents are feeling good about the salary and compensation and 76.66% of the respondents are satisfied with the present employer-employee communication.

The 77.77% of the respondents are satisfied with the job securities provided by the organization and 84.44% of the respondents are feeling satisfied about the working conditions.

 The 88.88% of the respondents are agreeing the salary/wages matching with their qualification/experience and 94.44% of the respondents are feeling good about the motivation facilities provided by the organization. The 88.88% of the respondents are feeling good about the recreation facilities provided by the organization and 77.77% of the respondents are feeling good about the transport facilities provided by the organization. The 72.22% of the respondents are feeling good about the loans and advance provided in the organization and 66.66% of the respondents are satisfied with the development programme provided by the organization.

The 44.44% of the respondents are satisfied with the employee participation in the decision making process and 76.66% of the respondents are feeling about the retirement benefits. The 66.66% of the respondents are satisfied with the education provided to wards of the employees and 66.66% of the respondents are agreeing that equipments provided by the organization are safe and free from accidents.

The 71.11% of the respondents are agreeing that the reward system prevailing in the organization is satisfied and 84.44% of the respondents are satisfied towards the organization.

SUGGESTION

3.3 SUGGESTIONS Management has to allow the employees in the decision making process. The residential quarters provided in the organization has to be improve It is needed to improve the loans and advance provided by the organization. Management has to improve the development programme conducted by the organization. It is needed to improve the education provided towards of the employees. It is necessary to aid provided by the organization are safe and free from accidents.

CONCLUSION

3.4. CONCLUSION

The study observed that the labor welfare measures in Neyveli Lignite Corporation are in satisfactory level. The concept of labor welfare measures seems to manifest itself in a various labor laws like, The study reveals that the employees of Neyveli lignite Corporation are providing all factors which are leading to overall satisfaction of the employees. However there are very few areas of the concern where the employee has dissatisfaction with the facilities like residential, loans and advance, development programme, of the organization.

If the company concentrates the above weak areas there is a chance to develop the employee welfare measures.

BIBLIOGRAPHY

BIBLIOGRAPHY

BOOK REFERENE: 1. K.Aswathappa, Human resource management, Fourth edition, Mc-grawhill,new york,1984,P.5

2. David A. Decenzo and Stephen P. Robbins, Personnel/HRM, third edition, prentice-hall of india, new delhi , 1989, P.3

3. C.B.memoria, personnel management, Himalaya publishing house, Mumbai 4. Robbins, Stephen P. personnel the Management of human resources prentice hall inc., new jersey, 1978. 5. C.B.gupta, personnel management, Himalaya publishing house, Mumbai.

WEB SOURCES :

WWW.NLCINDIA .COM WWW.SCRIBD.COM WWW.MBAHR.COM WWW.A2ZMBA.COM

QUESTIONNAIRE

A STUDY ON EMPLOYEE WELFARE MEASURES IN NEYVELI LIGNITE CORPORATION LTD, NEYVELI.

PERSONAL DETAILS: NAME (Optional) AGE GENDER MARITAL STATUS DESIGNATION DEPARTMENT QUALIFICATION : : : : : : 25-35 MALE MARRIED 35-45 FEMALE UNMARRIED 46 &ABOVE

GRADUATE

: BELOW GRADUATE

POST EXPERIENCE

GRADUATE

DIPLOMA

: BELOW 10 YEARS 10-20 YEARS MORE THAN 20YEAR

MONTHLY INCOME

: BELOW 20000 25000-35000

35000-45000 45000 and ABOVE

GENERAL INFORMATION: 1. Are you aware of the welfare measures provided through various labour Laws? Yes ( ) No ( )

2. Are you satisfied with the work atmosphere? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

3. Do you feel the welfare measure provided by the organization is satisfied? Very much agree ( ) Agree ( ) Somewhat Agree ( ) Not Agree ( )

4. Are you satisfied with the Residential Quarters provided to you? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

5. Are you satisfied with the canteen facilities provided to you? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

6. What do you feel about the salary and compensation provided by the organization? Good ( ) Poor ( )

7. Are you satisfied with the present employee-employer communication system? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

8.Are you satisfied with the job securities provided by the organization? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

9. What do you feel about the working conditions in the organization? Good ( ) Poor ( )

10.Do you feel that the salary/wages are matching with your qualification/Experience? Yes ( ) No ( )

11. What do you feel about the motivation provided by the organization? Good ( ) Poor ( )

12. What do you feel about the recreation facilities provided by the organization? Good ( ) Poor ( )

13. What do you feel about the transport facilities provided by the organization? Good ( ) Poor ( )

14. Do you feel that the loans and advance provided in the Organization if sufficient? Yes ( ) No ( )

15. Are you satisfied with the development Programme provided by the organization? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

16. Are you satisfied with the employee participation in the decision making process? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

17. What do you feel about the retirement benefits? Good ( ) Adequate ( ) Poor ( )

18. The Education provided to the wards of the employees are satisfied Very much agree ( ) Agree ( ) Somewhat Agree ( ) Not Agree ( )

19. Do you feel that equipments provided by the organization are safe and free from accidents? Very much agree ( ) Agree ( ) Somewhat Agree ( ) Not Agree ( )

20. Do you feel that the reward system prevailing in the organization is satisfied? Very much agree ( ) Agree ( ) Somewhat Agree ( ) Not Agree ( )

21. Are you satisfied with the job securities provided by the organization? Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

22. What is your attitude towards the organization?

Highly satisfied ( )

Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )

23. Do you feel that there is a need to further improvement in welfare measures? Organization? Yes ( ) No ( )

If yes, what are your suggestions? 1. 2.