A Study On Employee Welfare Measures in Sai Leaf Plate Industry

A STUDY ON EMPLOYEE WELFARE MEASURES IN SAI LEAF PLATE
INDUSTRY
CHAPTER-I
INTRODUCTION
ABOUT THE STUDY:
EMPLOYEE WELFARE MEASURES CONCEPT
Welfare is a broad concept referring to a state of living of an individual or a

group, in a desirable relationship with the total environment, ecological, economic,
and social welfare includes both the social and economic contents.
IMPORTANCE
The industrial progress depends on a satisfied labor force, and the

importance of employee welfare measures. After the placement of the employees,
they should be given proper training and programmers to develop their efficiency
so as to serve the organizations better. Welfare facilities are designed to take care
of the well being of the employees. They do not generally result only in
monetary benefit. These welfare measures are provided by government Non
Government agencies and the employers.
DEFINITIONS OF EMPLOYEE WELFARE
The Oxford Dictionary defines employee Welfare as Efforts to make life

worth living for workmen. The concept of Labor welfare us flexible elastic and
differs widely with time region, industry social values, customers degree of
industrialization, the general socio development of the people and the political
ideologies prevailing at a particular moments.
The International Employee Organization defined Employee Welfare as such

services, facilities and amenities as may be established in or in the vicinity of
undertakings to enable the persons employed in them to perform their work in
healthy, congenial surroundings and provided with amenities conducive to good
health and high morale.
The Encyclopedia of Social Science defines Employee Welfare as The

voluntary efforts of the employers to establish, within the existing industrial
system, working and sometimes, living and cultural conditions of the employees
beyond what is required by law, the custom of the country and the conditions of the
market.
The term welfare suggests the state of well being and implies
wholesomeness of the human being. It is a desirable state of existence involving
the mental, physical, moral and emotional factor of a person. Adequate level of
earnings, safe and human conditions of work and access to some minimum social
security benefits are the major qualitative dimensions of employment which
enhance quality of life of workers and their productivity.
Institutional mechanisms exist for ensuring these to workers in the organized

sector of the economy. These are being strengthened or expanded to the extent
possible. However, workers in the unorganized sector, who constitute 90 per cent
of the total workforce, by and large, do not have access to such benefits. Steps need
to be taken on a larger scale than before to improve the quality of working life of
the unorganized workers, including women workers. Classical economics and all
microeconomics labour is one of four factors of production, the others being land,
capital and enterprise.
It is measure of the work done by human beings. There is a macroeconomics

system theory which have created a concept called human capital (referring to the
skills that workers possess, not necessarily their actual work), although there are
also counterpoising macroeconomic system theories that think human capital is a
contradiction in terms.
Labour welfare is the key to smooth employer employee relations. In order

to increase labour welfare, employers offer extra incentives in the form of labour
welfare schemes, and to make it possible to pursued workers to accept
mechanization. Sometimes the employers to combat the influence of outside
agencies on their employees use labour welfare as a tool to minimize the effect
they may have on the labour.
AIMS OF EMPLOYEE WELFARE WORK
Labor welfare work aims at providing, such service facilities and amenities
which enable the employees employed in industries / factories to perform their
work in a healthy, congenial surrounding conducive to good health and morale.
Employee welfare aspects can be considered into negative and positive

aspects. IN the negative side, employee welfare is concerned with counteracting
the harmful effects of the large scale industrialization on the personal, family and
social life of the worker. In its positive side, it deals with the provision of
opportunities for the worker and his family for a socially and personally good life.
Types of employee Welfare Services
Employee welfare services can be classified into two
a) Intra Mural
b) Extra Mural
INTRA - MURAL
Activities consists of such welfare schemes provided within the factories as

medical facilities, compensation for accidents, provision of crches and canteens,
supply of drinking water, washing and bathing facilities, provision of safety
measures such as fencing and covering of machines, good layout of the machinery
and plant, sufficient lighting, first aid appliances, fire extinguishers; activities
relating to improving conditions of employment, recruitment, discipline and
provision of provident fund, pension and gratuity, and maternity benefits etc.
EXTRA MURAL
Activities cover the services and facilities provided outside the organization
such as, housing accommodation, indoor and outdoor recreation facilities,
amusement and sports, educational facilities for adults and children, provision for
libraries and reading rooms.
WELFARE OF EMPLOYEE
The factories act contains provisions about welfare of employee, these are as
follows;
There shall be separate and adequately screened washing facilities for the
use of male and female employee.
There shall be suitable places provided for clothing not worn during working
hours and for the drying of wet clothing.
There shall be suitable arrangement for all employees 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 cupboards
(at the rate of one for every 200 employees) equipped with the prescribed
contents readily available during the working hours of the organization.
STATUTORY BENEFITS
Statutory benefits are contained as follows.
CLEANLINESS
Every organization shall keep by daily sweeping or washing the floors and
work rooms and by using disinfectant where necessary. Walls, doors, and windows
shall be repainted or revarnished at least once in every 5 years.
DISPOSAL OF WASTES AND EFFLUENTS
Effective arrangements shall be made for the disposal of wasted and or

making them innocuous.
VENTILATION
Effective arrangements shall be made for ventilation. So as to provide

comfort to the employee in there working environment
DRINKING WATER
There shall be effective arrangements for wholesome drinking water

employees at convenient points. If their number is more than 250 then the
arrangement shall be make fir cool drinking water during hot weather.
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 employees.
EMPLOYEE WELFARE
The Oxford dictionary defines employee Welfare as efforts to make life

worth living for workmen. These efforts have their origin either in some stature
formed by the state of in some local customer or in a collective agreement or ion
the employers own initiative. An employer may voluntarily initiate lab our
welfare measures in his undertaking with the following objectives.
To give expression to philanthropic and paternalistic feelings.

To win over employees loyalty and increase their morale.
To combat trade uniform and socialist ideas.
To build up stable lab our force, to reduce lab our turnover and absenteeism.
To develop efficiency and productivity among employees.
To save oneself from heavy taxes on public image.
To reduce the threat of further of government intervention.
To make recruitment more effective.
It is, however, difficult to precisely define the scope of lab our welfare efforts,
Different writers have defined it in different ways. Some writers say that only
voluntarily efforts on the part of employers to improve.
FEATURES OF EMPLOYEE WELFARE
1. Employee welfare includes various facilities services and amenities

provided to employees for improving their health, efficiency, economics
betterment and social status.
2. Welfare measures are in addition to regular wages and other economic

benefits available to employees due to legal provisions and collective bargaining.
3. Lab our welfare measures are flexible and ever changing new welfare
measures are added to the existing ones form time to time.
4. Welfare measures may be introduced by the Employers, Government, and

Employees or by any Social or charitable agency.
5. The purpose of lab welfare is to bring about the development of the whole
personality of the worker to make him a good worker and a good citizen.
BENEFITS OF WELFARE SERVICES

1. Services like housing schemes, medical benefits and education and recreation
facilities for the workers familys help to create better good will. This will help
them devote mind towards their work to gain in terms of productivity and quality
of work.
2. Welfare facilities provide better physical better physical and mental health to
the employees.
3. Employees services serve to maintain some degree of peace with the

employee union.
4. Employees secure the benefits of high efficiency, cordial industrial relations

and low lab our absenteeism and turnover.
5. Employee welfare measures rate lab our productivity and bring industrial
peace and cordial lab our absenteeism relation.
6. An employee is able to abstract talented works from the employee market by

providing attractive welfare facilities.
It is felt that if they are properly looked after they will be loyal to the company.
NON STATUTORY BENEFITS

Non statutory welfare has been perceived to bring allegiance to the
organization that has bestowed facilities to bring allegiance to the organization that
has bestowed facilities to the employees. The assumption generally has been that
increased allegiance and loyally to the organization will result in high productivity.
WELFARE AND AMENITIES WITHIN THE ESTABLISHMENT
1. Latrines and urinals
2. Washing facilities
3. Crches
4. Rest shelters and canteens
5. Arrangements for drinking water
6. Arrangements for prevention of fatigue
7. Health service including occupation safety
8. Administrative arrangements within a plant to look after welfare.
9. Health service including occupation safety
10. Administrative arrangements within a plant to look after welfare
WELFARE OUTSIDE THE ESTABLISHMENT

1. Maternity benefits
2. Social insurance measures, including gratuity, pension, provident fund and

rehabilitation
3. Benevolent funds
4. Medical facilities, including programmers for physical fitness and efficiency;

family planning and child welfare.
5. Education facilities including adult education
6. Housing facilities
7. Recreation facilities, including sport, cultural activities, library and reading

room.
8. Holiday homes and leave travel facilities.
9. Employees co-operative, including consumers co-operative stores fair price

shops and co-operative shrift and credit societies.
10. Vocational training for dependants of employees;
11. Other programmers for the welfare of women, youth and children
12. transport to and from the place of work
WORKING CONDITION
DEFINITION
According to May Smith The modern concept of industrial healthy working

condition refers to the health is the outcome of the interaction between the
individual and his environment. The modern concept anticipates and recognizes
potentially harmful situation and applies engineering control measures before
series of injury results.
According to Malhotra Sharma and Nachnatler sign (1997) The

occupational health is a collective term used to characterize all the various
activities and disciplines devote to maintaining and promoting the health, safety
and productivity of wage earners. Occupational health employees give priority to
preventing those illnesses and accidents, which are directly attributable to or
associate with, the work performed.
WORKING CONDITION
The change in physical working environment brings about a temporary

improvement in morale leading to increase productivity. This is a response to
change in general and should be taken as a response to specific change hence
manager has to be careful in generalizing from the temporary increase in
productivity.
SANITATION
Facilities for men and women like toilets, drinking water, rest room lockers,
canteen lockers canteen etc have bearing or employees health and productivity
some of these factor have been brought under statutory control and certain
minimum facilities have to be provided for.
FATIGUE
Fatigue or decreased capacity to work can come either due to physiological
reasons or environment / nature of work. It sometimes occurs owing to monotony
to the work also fatigue also occurs because of accumulation of wastes like carbon
dioxide, lactic acid etc in blood. Fatigue can generally be lessened by giving rest
periods after certain hours of work.
SOCIAL SECURITY
International employee organization has defined the social security as That

security that society furnishes, through appropriate organizations, against certain
risks to which its members are exposed. These risks are ignorance, want, disease,
squalor and unemployment. The man requires freedom from these contingencies
and the provisions against these risks can be labeled as social security measures.
According to B.P. ADARKAR Social security is the security that society furnishes
through appropriate organization against certain risks to which its members are
exposed. Social security is that security which the society furnishes through
appropri9ate organization against certain risks or contingencies to its members to
which are exposed.
Some of the social security measures introduced in the company are;
a) Compensation in case of industrial accidents and injury
b) Protection against illness
c) Maternity benefits to women employees.
d) Provident funds
e) Old age pension and gratuity

f) Health insurance
The connotation of the term Social Security varies from country to country with
different political ideologies. In socialist countries, the avowed goal is complete
protection to every citizen from the cradle to the grave. In other nations it is a
measure of protection offered to all needy citizens by means of schemes evolved
by democratic process consistent with resources of the state.
According to the social security convention adopted by the ILO in 1952,

following are the components of social security.
I. ESI
II. PF
III. Gratuity
IV. Bonus
V. Casual Leaves
VI. Sickness / Medical leaves
VII. Family security schemes
VIII. Insurance schemes
IX. Accident Benefits
X. Unemployment benefit
XI. Maternity benefit
Social security schemes may be of two types:

a. Social Assistance, under which the state finances the entire cost of the
facilities and benefits provided. Here benefits are paid after testing the financial
position of the beneficiary.
b. Social Insurance, under which the state organizes the facilities financed by
contributions from the both the employees and employers with or without a
subsidy from the state. Here, benefits are paid on the basis of the contribution
record of the beneficiary without testing his means.
CHAPTER-II
REVIEW OF LITERATURE
A Relook to the workplace, states that HR policies are being made flexible.
From leaves to compensations, perks to office facilities, many companies are
willing to customize polices to suit different employee segments. The older
employees want social security benefits, younger employees want cash in hand
because they cant think of sticking to a company for many years and retire from
the same company. Therefore one jacket fits all will not be right to motivate the
talents and retain them. Conventions and Recommendation of ILO (1949) sets
forth a fundamental principle at its 26th conference held in Philadelphia
recommended some of the measures in the area of welfare measures which
includes adequate protection for life and health of workers in all occupations,
provision for child welfare and maternity protection, provision of adequate
nutrition, housing and facilities for recreation and culture, the assurance of equality
of educational and vocational opportunity etc.,
Report of National Commission on Labour (2002), Government of India,

made recommendations in the area of labour welfare measures which includes
social security, extending the application of the Provident Fund, gratuity and
unemployment insurance etc. Shobha Mishra & Manju Bhagat, in their Principles
for Successful Implementation of Labour Welfare Activities, sated that labour
absenteeism in Indian industries can be reduced to a great extent by providing good
housing, health and family care, canteen, educational and training facilities and
provision of welfare activities. The principle for successful implementation of
labour welfare activities is nothing but an extension of democratic values in an
industrialized society. P.L.Rao, in his Labour Legislation in the Making, opines
that professional bodies like National Institute of Personnel Management should
constitute a standing committee to monitor the proceeding in the Parliament
regarding the labour welfare measures
Binoyjoseph,josephinjodey (2009), studies in the article points out that, the

structure of welfare states rests on a social security fabric. Government, employers,
trade unions have done a lot to promote the betterment of workers conditions.
David, A Decenzo (2001) and Stephen P. Robbinsin their book, Personnel /

Human Resource Management explained the various benefits and services
provided by the companies to their employees. According to them, the legally
required benefits and services include social security premiums, unemployment
compensation, workers compensation and state disability programs. They felt that
the cost of the voluntary benefits offered appears to be increasing.
Michael (2001) in his book, Human Resource Management and Human

Relations said that the provision of intra-mural and extra-mural welfare facilities
help in improving the quality of work life of employees thereby good human
relations will develop among different cadres of employees.
Punekar, Deodhar and Sankaran (2004) in their book, Labor Welfare, Trade
Unionism and Industrial Relations stated that labor welfare is anything done for
the comfort andimprovement, intellectual and social-well being of the employees
over and above the wages paid which is not a necessity of the industry.
Aswathappa (2010) in his book, Human Resource Management discussed

the various types of benefits and services provided to employees in terms of
payment for time not worked, insurance benefits, compensation benefits, pension
plans etc. He also discussed the ways to administer the benefits and services in a
better way.
CHAPTER III
RESEARCH METHODOLOGY
The data has been collected from two sources of data that is primary and secondary
data.Primary data Questionnaire methods are used to elicit information from
employees of various hierarchy departments. Primary data are those which are
gathered especially for the project at hand is directly through questionnaire &
personal interaction. Primary data is collected by administering the questionnaire&
personal interaction.Secondary data has been collected from different books and
company files and website. The secondary data has been collected by an individual
from different sources. Sampling size: The study was taken on 100 respondents.
Data presentation Data was presented with the help of tables, charts; interpretation
and observation were noted below each table/charts. Data analysis Data was
analyzed by simple qualitative analysis for the study.
Research Design
Research design is the arrangement of activities for the collection and

analysis of the data in a manner that aims to combine relevance to the purpose with
economy in procedure.
For this study the design used was descriptive. Descriptive design as the
name itself implies, is conducted to describe something. This study describes the
factors that lead to the performance appraisal system existing in SAI LEAF
PLATE INDUSTRY. Here the descriptive research was conducted to find out the
information about the factor and to spot light the areas that need the managements
attention.
METHOD OF DATA COLLECTION
Source of Data
Both primary and secondary data were collected for this study.
Primary Data
The objective of the study has been accomplished with the help of primary
data collected from 100 workers.
The pre-decided number of samples has been selected based on the

(Probability Sampling) simple random sampling method. For the selection of
samples from the personnel department, from the list of 700 workers by name,
department, and nature of duty have been collected and from this list 100 samples
have been selected randomly for the present study.
The selected samples are met in person and the required data have been
collected with the help of a structured questionnaire.
Secondary Data
Secondary data was collected from the company records and websites.
SAMPLING DESIGN
Sampling Method
The entire group from which a sample is chosen is known as sampling unit.
The research data was collected from employees of SAI LEAF PLATE
INDUSTRY.
Size of Population
Total population was 1000 workers. Out of the total population the
researcher collected 10 percent i.e. 100 samples from the universe.
Sampling Technique
The technique used for the research is Probability Sampling because the
population is finite. The Sampling technique selected for the study is Simple
random sampling technique. It is one where respondents are selected from the total
population.
Simple random sample is a group of subjects (a sample) chosen from a

larger group (a population). Each subject from the population is chosen randomly
and entirely by chance such that each subject has the same probability of being
chosen at any stage during the sampling process. This process and technique is
known as Simple Random Sampling.
SCOPE OF THE STUDY
The study entitled A STUDY ON EMPLOYEE WELFARE MEASURE

PRACTICED IN SAI LEAF PLATE INDUSTRY,KARUR. The researcher has
given insight into various organization environment factors.
This study will also help the management to reduce the job related problems,
increase motivational activities and develop the employees in such a way that their
career goals are achieved. This is an opportunity for the employees to give their
feedback which aids the management will do some alteration in the future welfare
and other further facilities.
The suggestions and recommendations are also given at the end of the
report. The result of the study helps the management to know about the
shortcoming in managing employees and that also encourage them to take action to
reduce their shortcomings.
OBJECTIVE OF THE STUDY
1. To study the existing welfare facilities provided to the employees.
2. To know the employees opinion about the present welfare facilities.
3. To study the satisfaction of workers towards the present welfare facilities.

NEED FOR THE STUDY:
To know that whether welfare facilities play an important role on the working
ofemployees, And to know hen the employees are dissatisfied welfare facilities
will help them to get motivated.Employees play an important role in the industrial
production of the country. Hence, organizations have to secure the cooperation of
employees in order to increase the production and to earn higher profits. The
cooperation of employees is possible only when they are fully satisfied with their
employer and the working conditions on the job. In the past, industrialists and the
employers believed that their only duty towards their employees was to pay them
satisfactory wages and salaries.
LIMITATIONS OF THE STUDY
The study was purely based on the information given by the employees and
there are chances for gave wrong data.
The time period was not sufficient for the study
The sample size is 50, so the employees opinion may not reflect the exact
scenario.
Employees are very busy in their work so they gave answers very much in
the questionnaire method.
Certain employees were biased in answering to the questions.
Some employed are illiterate and may not be able to fill up the questionnaire
themselves.
SAI LEAF PLATE INDYSTRY

INDUSTRY PROFILE
INDUSTRY ANALYSIS:
Paper cups have been documented in imperial China, where paper was
invented by 2nd century BC. Paper cups were known as chihpei and were used for
the serving of tea. They were constructed in different sizes and colors, and were
adorned with decorative designs. Textual evidence of paper cups appears in a
description of the possessions of the Yu family, from the city of Hangzhou.
The modern paper cup was developed in the 20th century. In the early 20th
century, it was common to have shared glasses or dippers at water sources such as
school faucets or water barrels in trains. This shared use caused public health
concerns. One notable investigation into their use was the study by Alvin Davison,
biology professor at Lafayette College, published with the sensational title "Death
in School Drinking Cups" in Technical World Magazine in August 1908, based on
research carried out in Easton, Pennsylvania's public schools. The article was
reprinted and distributed by the Massachusetts State Board of Health in November
1909.
Based on these concerns, and as paper goods (especially after the 1908
invention of the Dixie Cup) became cheaply and cleanly available, local banks
were passed on the shared-use cup. One of the first railway companies to use
disposable paper cups was the Lackawanna Railroad, which began using them in
1909. By 1917, the public glass had disappeared from railway carriages, replaced
by paper cups even in jurisdictions where public glasses had yet to be banned.
Paper cups are also employed in hospitals for health reasons. In 1942 the
Massachusetts State College found in one study that the cost of using washable
glasses, re-used after being sanitized, was 1.6 times the cost of using single-service
paper cups. These studies, as well as the reduction in the risk of cross-infection,
encouraged the use of paper cups in hospitals.
Dixie cups
Dixie Cup is the brand name for a line of disposable paper cups that were
first developed in the United States in 1907 by Lawrence Luellen, a lawyer in
Boston, Massachusetts, who was concerned about germs being spread by people
sharing glasses or dippers at public supplies of drinking water. Luellen developed
an ice-cooled water-vending machine with disposable cups, and with another
Bostonian, Hugh Moore, embarked on an advertising campaign to educate the
public and to market his machine, principally to railroad companies. Professor
Davison's study was instrumental in abolishing the public glass and opening the
door for the paper cup. Soon, the devices, which would dispense cool water for a
cent, became standard equipment on trains.
The Dixie Cup was first called "Health Kup", but from 1919 it was named
after a line of dolls made by Alfred Schindler's Dixie Doll Company in New York.
Success led the company, which had existed under a variety of names, to call itself
the Dixie Cup Corporation and move to a factory in Wilson, Pennsylvania. Atop
the factory was a large water tank in the shape of a cup.
Dixie merged with the American Can Company in 1957. The James River
Corporation purchased American Can's paper business in 1982. The assets of
James River are now part of Georgia-Pacific, a subsidiary of Koch Industries, the
second largest privately owned company in the United States. In 1983, production
moved to a modern factory in Forks, Pennsylvania. The original factory in Wilson
has sat vacant ever since. The closing of the factory also prompted Conrail to
abandon the Easton & Northern railroad branch, of which Dixie Cups was the last
major customer.
The Dixie Cup logo was created in 1969 by Saul Bass, a graphic designer
known for his motion picture title sequences.
In Canada, "dixie cup" is a common slang term for the red plastic cups used
at parties and games such as beer pong.
The coupon collector's problem is sometimes called the Dixie cup problem.
MANUFACTURE
The base paper for paper cups are called "cup board" and are made on
special multi ply paper machines and have a barrier coating for waterproofing. The
paper needs high stiffness and strong wet sizing. The cupboard grades have a
special design for the cup manufacturing processes. The mouth roll forming
process requires good elongation properties of the board and the plastic coating. A
well formed mouth roll provides good stiffness and handling properties in the cup.
The basis weights of the cup boards are 170350 g/m2.
To meet hygiene requirements, paper cups are generally manufactured from

virgin (non-recycled) materials. The one exception to this rule is when the paper
cup features an extra insulating layer for heat retention, which never comes into
contact with the beverage, such as a corrugated layer wrapped round a single-wall
cup.
Waterproofing
Originally, paper cups for hot drinks were glued together and made
waterproof by dropping a small amount of clay in the bottom of the cup, and then
spinning at high speed so that clay would travel up the walls of the cup, making the
paper water-resistant. However, this resulted in drinks smelling and tasting of
cardboard.
Cups for cold drinks could not be treated in the same way, as condensation
forms on the outside, then soaks into the board, making the cup unstable. To
remedy this, cup manufacturers developed the technique of spraying both the
inside and outside of the cup with wax. Clay-coated cups disappeared with the
invention of polyethylene (PE) coated cups; this process covers the surface of the
board with a very thin layer of PE, waterproofing the board and welding the seams
together.
Printing on paper cups

Originally paper cups were printed using rubber blocks mounted on
cylinders, with a different cylinder for each color. Registration across different
colors was very difficult, but later flexography plates became available and with
the use of mounting systems it became easier to register across the colors, allowing
for more complex designs.
Printing flexographic has become ideal for long runs and manufacturers
generally use this method when producing over a million cups.
Machines such as Comexi are used for this, which have been adapted to take
the extra large reels that are required by paper cup manufacturers. Ink technology
has also changed and where solvent-based inks were being used, water-based inks
are instead being utilized.
One of the side effects of solvent-based inks is that hot drink cups in
particular can smell of solvent, whereas water-based inks have eliminated this
problem.
Other methods of printing have been used for short runs such as offset
printing, which can vary from anything from 10,000 to 100,000 cups. Offset
printing inks have also been developed and although in the past these were solvent
based, the latest soya-based inks have reduced the danger of cups smelling.
The latest development is DirectX printing, which allows printing on very

small quantities, typically from 1,000 cups, and is used by companies including
The Paper Cup Company offering small quantities in short lead times. Rotogravure
can also be used, but this is extremely expensive and is normally only utilised for
items requiring extremely high quality printing like ice cream containers.
ENVIRONMENTAL IMPACT
Recycling.
Most paper cups are designed for a single use and then disposal. Very little
recycled paper is used to make paper cups because of contamination concerns and
regulations. Because most paper cups are coated with plastic, both composting and
recycling of paper cups is uncommon. Although paper cups are made from
renewable resources (wood chips 95% by weight), paper products in a landfill may
not decompose, or may release methane if decomposed an aerobically.
The manufacture of paper usually requires inorganic chemicals and creates

water effluents. Paper cups may consume more non-renewable resources than cups
made of polystyrene foam (whose only significant effluent is pentane).
Paper vs. plastic.
A life cycle inventory of a comparison of paper vs plastic cups shows

environmental effects of both with no clear winner. PE is a petroleum based
coating on paper cups that can slow down the process of biodegrading of the paper
it coats. PLA is a biodegradable bio-plastic coating used on some paper cups. PLA
is a renewable resource and is certified compostable, which means that when it
biodegrades it does not leave behind any toxic residues.
PLA-lined cups are thus the only paper cups which can be composted fully.
All paper cups can only be recycled at a specialized treatment facility regardless of
the lining.
A number of cities including Portland, Oregon have banned XPS foam

cups in take-out and fast food restaurants.
Emissions.
A study of one paper coffee cup with sleeve (16 ounce) shows that the CO 2
emissions is about .11 kilograms (.25 pounds) per cup with sleeve including
paper from trees, materials, production and shipping.
Habitat loss trees used.
The loss of natural habitat potential from the paper coffee cup (16 ounce)
with a sleeve is estimated to be .09 square meters (.93 square feet).
Over 6.5 million trees were cut down to make 16 billion paper cups used by
US consumers only for coffee in 2006, using 4 billion US gallons (15,000,000 m3)
of water and resulting in 253 million pounds of waste. Overall, North Americans
use 58% of all paper cups, amounting to a staggering 130 billion cups.
Lids
Paper cups may have various types of lids. The paper cups that are used as
containers for yogurt, for example, generally have two types of lids: a press-on,
resalable, lid (used for large "family size" containers, 250 ml to 1000 ml, where not
all of the yogurt may be consumed at any one time and thus the ability to re-close
the container is required) and heat-seal foil lids (used for small "single serving"
containers, 150 ml to 200 ml).
Plate (dishware)
A plate is a broad, concave, but mainly flat vessel on which food can be
served.A plate can also be used for ceremonial or decorative purposes.
Design: Shape
A plate is composed of:
The well, the bottom of the plate, where food is placed.
The lip, the outer edge of the plate (sometimes falsely called rim. It can be
flat (like a pizza plate); or inverted (slanting down); or everted (more
common, slanting up))
The rim, which is actually the lip seen in profilethe opening of the vessel;
sometimes with a gilded line.
The base, which is sometimes used interchangeably with "well", but actually
refers to the underside.
Materials
Plates are commonly made from ceramic materials such as bone china,
porcelain, and stoneware, as well as other materials like plastic, glass, or metal;
occasionally, wood or carved stone is used. Disposable plates, which are often
made from paper pulp, were invented in 1904. Also melamine resin or tempered
glass such as Corelle can be used.
Size and type

Plates for serving food come in a variety of sizes and types, such as:
Saucer: a small plate with an indentation for a cup
Appetizer, dessert, salad plate, and side plates: vary in size from 4 to 9
inches
Bread and butter plate: small (about 67 inches) for individual servings
Dinner plates: large (1012 inches), including buffet plates which tend to be
larger (1114 inches)
Platters: oversized dishes from which food for several people may be
distributed at table
Decorative plates: for display rather than used for food. Commemorative
plates have designs reflecting a particular theme.
Charger: a decorative plate placed under a separate plate used to hold food,
larger (1314 inches)
Plates can be any shape, but almost all have a rim to prevent food from falling off
the edge. They are often white or off-white, but can be any color, including
patterns and artistic designs. Many are sold in sets of identical plates, so everyone
at a table can have matching tableware. Styles include:
Round: the most common shape, especially for dinner plates and saucers
Square: more common in Asian traditions like sushi plates or bento, and to
add modern style.
Coupe: a round dish with a smooth, round, steep curve up to the rim (as
opposed to rims that curve up then flatten out)
Food-themed artwork is common
History
The Chinese discovered the process of making porcelain around 600 AD. It
was not until 1708 when a German potter in Meissen discovered the Chinese
process, that European potteries came into being. Many of the world's best known
potteries were founded during this periodRoyal Saxon in 1710, Wedgwood in
1759, Royal Copenhagen in 1775, and Spode, founded in 1776 in England.
Disposable plates
These plates are made of cardboard, paper or purely organic material and are
normally intended to be used only once.
Plates as collectibles
When trade routes opened to China in the 14th century, porcelain objects,
including dinner plates, became must-haves for European nobility. After Europeans
also started making porcelain, monarchs and royalty continued their traditional
practice of collecting and displaying porcelain plates, now made locally, but
porcelain was still beyond the means of the average citizen.
The practice of collecting "souvenir" plates was popularized in the 19th

century by Patrick Palmer-Thomas, a Dutch-English nobleman who wowed
Victorian audiences with his public plate displays. These featured transfer designs
commemorating special events or picturesque localesmainly in blue and white. It
was an inexpensive hobby, and the variety of shapes and designs catered to a wide
spectrum of collectors. The first limited edition collector's plate 'Behind the Frozen
Window' is credited to the Danish company Bing and Grondahl in 1895. Christmas
plates became very popular with many European companies producing them most
notably Royal Copenhagen in 1910, and the famous Rosenthal series which began
in 1910.
Of course when Limited Editions arose on the marketplace, there was great
speculation about how limiting the quantities of given plates would effect the value
of those plates.
In the mid 1900s the Bradford Exchange began aggressively marketing

Limited Edition Collectible plates as a good investment opportunity.
The Bradford Exchange helped Limited Edition Collectible plate owners

exchange their plates through auctions. They also kept a record of what prices
plates sold for at auction and made an estimate of current plate values which they
listed on their website.
As a result, thousands of Limited Edition Plates hit the marketplace and

were bought up by collectors, some of whom never even displayed the plates, but
kept them in mint condition in storage.
Most of the Limited Edition Collectible plates that were created displayed
art works from famous artists who licensed the plate producers to reproduce their
work on porcelain, bone china, pottery, metals, alabaster, etc.
The plate producer would then get a plate manufacturer to create the plate
and also a transfer maker to create a template to make decals that would transfer
the original art work onto the plates. Of course this was covered by a hard glaze
and fired so that the transfer became permanent.
Various border designs were used including some in 14 or 24 carat gold.

There were even some plates where they placed gold leaf on top of the art work
decal before the glaze was baked on.
To keep track of all of the thousands of plates that were on the market so that
they could be listed on the Bradford Exchange, a universal numbering system was
devised. These numbers were called the Bradex numbers. Some manufacturers
included it on the back decal and some did not, but all Limited Edition Collectible
plates were assigned with Bradex numbers.
The Bradex number is divided into three sections: The first section tells you
the country the plate was produced in. Next you will see a dash, then you will see a
letter followed by a number in the second section. This is the code for the plate
producer. Next you will see another dash followed by a number, a decimal point,
and then another number. This code tells you which of that producer's series the
plate belongs to and the number after the decimal point tells you which edition of
that series that plate is.
Because there was no system set up for how plate producers could number
their plates, other than the Bradex system, the serial numbers on the plates became
irrelevant to identifying the plates. Since the same serial number could be used by
two or more manufacturers and no public records were kept of which serial
numbers belonged to which plates.
The Bradex number remains the only conclusive way to identify a Limited
Edition Collectible plate. However, you can also match the following information
off the plate's back decal:
1) The manufacturer's name
2) The artist's name
3) The series name

4) Plate's name
Of course sometimes the series name will be missing, but if the other three match
and the picture matches it is most likely the same plate.
However, be aware that matching only the art work can lead you to a mismatch
because art works were often licensed to more than one manufacturer.
INDUSTRY STRUCTURE:
INDUSTRY GROWTH:
The Indian Paper industry is going through substantial changes. Global

demand for paper is expected to grow by about 4% p.a. over the next 5 years. The
domestic demand is expected to grow at about 8% which will result in increase of
demand by30 Lakh tones approximately over the next 5 years. It is expected that
customs duty on import of paper will decrease from the current level to the level of
10% over a period of time due to WTO compulsions. The import of raw material
for paper including pulp, waste paper and news print is likely to increase by at least
15% to 20% in 2005-06 to keep up with growing demand for paper in the domestic
market. Despite to the constraints like over crowded market and limitation in
procuring the desired quality of waste paper, there are indicators of a revival in the
Indian Paper Industry. In the current year, selling price has marginally increased
and enabled the industry to partially offset the rise in cost of inputs, fuel &labour.
The paper industry has an important social role to play for the country. Use of
paper is considered as an index of cultural growth. Key social objectives of the
Government like eradicating illiteracy, making primary education compulsory etc.
are very much related to the paper industry. The paper industry is also contributing
towards fulfillment of various requirements of the industry as a whole like
information dissemination, publicity etc. which in turn stimulate industrial growth
of the country. The paper industry has, thus, a catalytic role to play not only for the
overall growth of the industry but also for the living standards of the people. The
new millennium is going to be the millennium of the knowledge. So demand for
paper would go on increasing in times to come. Because of paper industrys
strategic role for the society and also for overall industrial growth, it is necessary
that the paper industry performs well.
Growth has relied namely on De-inked waste paper as a source of raw

material. Currently import duty on newsprint is about 5% and domestic
manufacture of newsprint is exempted from excise duty. This tariff structure for
newsprint has seen Indian newsprint price closely mapping international prices.
Imports still constitute about 30% of consumption and newsprint contributes about
10% of the total production of paper and paperboards. The number of players in
the news print segment is relatively limited and manufacturing capacities are larger
than in the packaging grades segment. Historically, the bulk of the output of
Cultural grades comprising of writing, printing, office stationery paper and
specialty paper has been the preserve of large producers, who use forest based
raw material in integrated pulping facilities augmented by imported pulp. This
segment has been consistently taxed at higher rates due to its size and use of
conventional forest based raw material. Investment in plant has also been higher.
With relatively smaller number of players and high import tariff protection, prices
of end products, generally perceived to be higher quality, have been high. Import
tariff levels, although much lower now, still continues a significant barrier to
imports. The high investment levels required and limited conventional fiber
resources are the major deterrents to growth in this segment for both existing
players as well as new entrants. Lower end cultural grades manufactured by
smaller players using unconventional raw materials in low investment, low tech
plants cater to consumers in the price sensitive sub segment of this market. This
sub segment depends significantly on the tariff differential based on size and raw
material for its viability.
Sales Analysis:
We have a very good market in Bangalore. The product is a non-perishable,

has a very good demand in the market and payments are on time. We are also
getting inquiries for Exports but we will first serve our parent market and then look
into exports.
Projected Actual Sales per annum: Rs. 1.50 Crores.
Raw material Costs: Rs. 84 Lakhs. (12 containers X 7.00 Lakhs).
Expenses per annum: Rs. 12 lakhs.
Total Gross profits: Rs. 54.00 lakhs Per Annum.
Net Profits will be known after provision for Income tax and other provision
for other allowances and expenses. Since our business model is simple the
calculations are also simple and accurate.This can be achieved during the first year
of operation. We will increase sales subsequently by adding new products and
additional machinery.
I am interested in obtaining a funding and a long term business association. I
am looking for a funding of Rs. 1 crore which is sufficient for me to work on my
plans and this will give me very good returns. The business model is very simple
but the returns are very excellent which I have enjoyed and would like to invite
you on board for you to enjoy as well.
Profile:
I started my business in 2008 and it is running successfully and profitably for the
past 6 years.
The Company is a registered private proprietorship located in Bangalore. It is a

small scale industry involved in production of paper products. It has an IEC code
obtained for Imports.
A Rental Agreement has been entered into with the building owner for 3 years and
can be extended for a longer period of time.
Our Products:
We are into manufacturing paper products with special emphasis on paper plates.
We have been in this business for the past 6 years.
What We Plan to Do:

We are now planning to expand our business by adding new machinery and
importing our raw materials. The products that we plan to manufacture and
diversify into are: Paper plates, Paper bags, Paper cups and Paper tissues.
Funds are required for machinery and raw materials. We plan to import our raw
materials every month at the rate of 1 container per month.
Return on Investment:
With this expansion we are planning to achieve sales of Rs.1.50 crores for the first
year of expansion 2013-2014.
Subsequently the next 3 years our sales target is 2.5 3.00 crores.
Trading is also a part of our business which will earn us good profits. By this we
mean that we will sell raw materials to the local manufacturers which will give us
good profits.
The return on investment will be as mutually agreed upon. The investment will be
returned in the next 10 years time or as decided. We can work on how we can work
together.
Paper Industry in India is moving up with a strong demand and is in expansion

mode to meet the projected demand of 20 Million tons by 2020. Thus, paper
industry in India is on the growth trajectory and is expected to touch 8.5% GDP in
the coming years. Currently, the industry has seen an increasing demand for
household paper items apart from educational demand. These are tissue paper,
facial tissues, face wipes, paper towel, paper napkins, paper cup saucers etc.
Household paper products are used for maintaining proper hygiene and cleanliness.
Health concerns regarding infectious diseases and allergy have been a major factor
in the growth of household paper products market. Here we compiled top 10 most
profitable paper business ideas for your ready reference. Any individual with
proper planning can initiate this business as small scale also.
AUTO VISION:
VISION STATEMENT
Our Corporate philosophy is simple and genuine with a goal to ensure our
customers are provided with the very best in products choice, quality, value, and
outstanding service in the catering disposables products.
Our vision is to deliver to our customers, employees, community and

shareholders a differentiated value proposition, driven by our focused strategies for
Growth, Culture, Safety, Sustainability and Operational Excellence.
MISSION STATEMENT
To offer our customers with an amazing range of the very best in Catering
Disposables with a wide Products Choice, Best Quality, Value for Money and is
committed to surpassing the expectations of our customers.
Paper Products Companys mission is to Provide the Food ,Catering,
Industrial, Chemicals & Petrochemicals Packaging markets with Multiwall Sacks,
Paper Cores, Paper Bags & Sheets, by offering an eco-friendly and quality product,
building long term partnership based on trust and prompt service, as well as
achieving a sustainable and profitable growth.
FUTURE:
The globalization of Indian economy has lead to a healthy growth of 6 to 7%

industry and that is growth happening in all the sectors. Moreover the Per Capita
consumption of paper in India is going up with the advent of packaging in the food
industry. Due to environmental concerns, the use of plastics is likely to be banned
by the Government of India within a short span of time. Hence within 2 to 3 years
we will be witnessing an explosive growth of packaging in India mainly in food,
textile and export segments.
The exposure to foreign packaging technology and the need to satisfy the
export customers has led to a drastic change in the industrial packing sector. The
corrugators have started using high BF, high SAI LEAF paper instead of the
regular grades and shifting from 7 ply and 9 ply boxes to 5 ply and 3 ply boxes.
The above change has resulted in more aesthetic and cost effective packing
solutions. There is a very good potential market developing for such grades of
paper in India.
The market of high quality Kraft paper is now catered only by few
manufactures from western and northern parts of the country. With the above
changes in the industry it would be in the best interest of our company to put up a
Kraft paper plant of 100 MT per day producing high B.F., higher SAI LEAF paper
and exploit the emerging market situations better. The company envisages the
following advantages by going for such a plant as follows:
l) Most of the existing paper mills in South India operate with single wire
machine, which can produce up to 24 BF only, whereas the new plant intended to
be set up by SSPML is a twin wire machine which can produce high quality Kraft
paper of 24 BF to 40 BF which is sold in the market at a premium.
By making high end paper in south India the company stands to gain a lot in
terms of logistics costs when compared to the competition.
SJPML got the advantage of cost benefit while importing raw materials and
exporting finished product.
The possibility of exporting substantial quantity of the production to near by

countries like, Sri Lanka and eastern African countries is also bright. This may also
be substantiated from the fact that paper exports have risen at a CAGR of 14 % pa
from 105000 tonnes in the year 2000 to 179000 tons in the year 2004. As a
strategic measure to expand the international operations of the company, the
company has already started a new business division International Business Unit
to handle the international marketing operations of the Company.
2) The company intends to manufacture the paper by using Twin Wire

Technology and also plans to incorporate all latest equipment to have a cost
effective production. The twin wire technology employs two wires drawing pulp
stock from two separate head boxes. The arrangement is in such a way that the wet
webs come into contact before going to the press.
We strengthen and maintain our market position by offering unique offered

services supported by:
Our wide technical capabilities in manufacturing paper packaging, as well as

stretching our limitations and resources to capture any customer customization.
Ensuring customer satisfaction evidently proven by our high retention rate, backed
up with our flexibility in small and batch supply and short order cycle, consistently
meeting and exceeding customer expectations.
Providing added value products through vertical integration, product management

and technical development
Offering consistent quality standards, a culture owned and controlled by highly

skilled team, thriving on continuous improvement to achieve customer satisfaction
Partnering with our customers, building strong relationships based on confidence,

transparency and excellent service
Since the paper dishware came out, it has been used widely in developed countries
and regions such as America, Europe, Japan, Singapore, Korea, Hongkong and so
on. The product has the special characters of good shape, sanitation, oil preventing
and temperature resisting, it also degradable, innocuous, flavorless, unpolluted.
Paper dish wares and kitchen wares were accepted by people quickly as soon as it
entered market. They were used by many international snack shops and beverage
suppliers such as Mcdonald's, KFC, Coca Cola, pepsi-cola, and all kinds of instant
noodles factories, and so on.
The plastic products which was called White Revolution twenty years ago not only
brought people convenience but also create White Pollution that is difficult to
eliminate today. The plastic products are difficult to be reclaimed and can produce
deleterious gases, they also can't degradable and can spoil constructor of soil when
they are buried. Chinese government spends several hundred millions capitals on
dealing with it but gets little effect. To develop environment-protecting products
and eliminate white pollution has been the important social problem in the world.
Now many countries in America and Europe have legislation to forbid using plastic
dishware and kitechwares. In China, Ministry of Railroad, Ministry of
Communications, State Environmental Protection Administration, State Planning
Commission, and other local governments such as Wuhan, Hangzhou, Nanjing,
Dalian, Xiamen and Guanzhou have enacted laws to forbid using plastic products.
The No.6 document (1999) of the National Economic and Trade Committee
prescribed definitely that at the end of 2000, the plastic dishware and kitchwares
should be forbidden entirely in China. A globalized transformation of plastic dish
wares and kitchwares is springing up gradually. The green environment protecting
products which using paper to take place of plastic has been one of trends of social
development nowadays.
In order to adapt and promote the activity development of Using Paper to Take
Place of Plastic, the State Economic & Trade Commission together with the State
Bureau of Quality and Technical Supervision, Science and Technology Ministry
and Sanitation Ministry enacted two national standards, Universal Technical
Standard for One-Time Degradable Lunch Containers and Drinking Sets and
Experiment Method for One-Time Degradable Function, they were carried out on
Jan 1, 2000. These standards can provide technical norm for producing,
distributing, using and supervising one-time degradable lunch containers and
drinking sets.
The healthy consciousness of people is enhancing continuously by the quick

economic development of our country and the stable improvement of people's
living situation. Now the one-time paper cups have been the necessary products of
people's daily consumption in developed areas. It was forecasted by experts that in
near three year, the paper dish wares and kitchwares will spread over the country
and come into family largely, the market of the products is growing and larger
quickly. Ending plastic products are the general trends of historical mission and the
paper products are being fashionable trends.
Now, the paper product market is starting, the foreground of the market is very
wide. It is satisficed that there are 3 billion paper products in 1999 and 4.5 billion
in 2000, it is estimated that the number will be increased a half every year in five
years. Now the paper products have been used widely in many fields, such as
commerce, aviation, high and middle-grade snack shops, cool drink hall, large and
middle-scale enterprises, governmental departments, hotels, families in economic
developed areas, and so on. Meanwhile, it is spread to inner middle and small
cities. China has the most population in the world. The potential of the market is
very lare, it provides large market space for manufacturers who produce paper
products.
CHAPTER III
ABOUT THE COMPANY
COMPANY PROFILE
We initiated our firm, A.G. S. Traders, in the year 1995 as a manufacturer,

supplier, exporter, trader and retailer of Disposable Products & Machines.
Designing & development of these products is carried at our workplace using
advanced technology and thus, we offer our products with the assurance of
delivering optimum performance. For our customers we have brought forward
Paper Plate Machines, Paper Cup and Paper Plate, to cater to the variegated needs
of manufacturing disposable products. Customers can source the specified range of
offerings at reasonable rates in accordance with their specified needs.
In order to meet the industry laid parameters and to offer our customers, products
of unbeatable quality, we are availed with advanced working facilities. Our
infrastructure is vast and modern equipped with latest range of machinery. In the
process, we are incorporated with a team comprising expert professionals,
responsible for meeting companys goals. From the day of our initiation, we have
followed & maintained stringent working norms and for this reason, instructed our
professionals to accomplish their assigned tasks in a fruitful way. It has been our
utmost consideration to meet our customers expectations and to offer them
optimum business opportunities from our end. So, we are here to offer them total
satisfaction and products capable of delivering flawless performance.
Mr. G. Selvaraj is a name that has played a catalyzing role in enabling our firm to
attain enormous growth & success. He, along with his visionary guidance and
impeccable ideas, has helped our team to bring forth qualitative products. Today,
we have become a reckoned name and are committed to carry these attributes,
further. We are exporting our products in all over the world.
Basic Information
Nature
Year
Total Number
Legal Status
Annual
Trade & Market

Export
Infrastructure
Location
Company USP
Primary
Quality
Statutory Profile
Packaging/Payment and Shipment Details
Payment
Shipment
ORGANIZATION STRUCTURE
CHAPTER-IV
DATA ANALYSIS AND INTERTATION
TABLE 4.1
Age
Frequency Percent Valid Percent Cumulative
Percent
14 14.0 14.0 14.0
Below 20 years
21-30 years 24 24.0 24.0 38.0
31-40 years 24 24.0 24.0 62.0

Valid
41-50 years 26 26.0 26.0 88.0
Above 50 12 12.0 12.0 100.0

years
Total 100 100.0 100.0
CHART
INTERPRETATION:
The above tables shows that he age of the employee are 14.0 % of the respondents
are Below 20 years, 24.0 % of the respondents are 21-30 years, 24.0% of the
respondents are 31-40 years and 26.0 % of respondents are 41-50 years,12.0% of
the respondent are Above 50 years.
TABLE 4.2
Category
Percent
29 29.0 29.0 29.0
Highly skilled
Valid Skilled 41 41.0 41.0 70.0

Unskilled 30 30.0 30.0 100.0
Total 100 100.0 100.0
CHART
INTERPRETATION:
The above tables shows that he Category of the employee are 29.0 % of the
respondents are Highly skilled, 41.0 % of the respondents are Skilled, 30.0% of the
respondents are Unskilled.
TABLE 4.3
Department
Percent
Sales 16 16.0 16.0 16.0
16 16.0 16.0 32.0
Marketing
18 18.0 18.0 50.0

Valid Research
HR 22 22.0 22.0 72.0

Finance 28 28.0 28.0 100.0
Total 100 100.0 100.0
CHART
INTERPRETATION:
The above tables shows that he Department of the employee are 16.0 % of the
respondents are Sales, 16.0 % of the respondents are Marketing, 18.0% of the
respondents are Research,22.0% of the respondent are HR,28.0% of the respondent
are Finance.
TABLE 4.4
Gender

Percent
Male 51 51.0 51.0 51.0
49 49.0 49.0 100.0

Valid female
100 100.0 100.0

Total
CHART
INTERPRETATION:
The above tables shows that he Gender of the employee are 51.0 % of the
respondents are Male, 49.0 % of the respondents are Female.
TABLE 4.5
MaritalStatus
Percent
Single 56 56.0 56.0 56.0

44 44.0 44.0 100.0
Valid Married
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Marital status of the employee are 56.0 % of the
respondents are Single, 44.0 % of the respondents are Married.
TABLE 4.6
EducationLevel
Percent
10-12 25 25.0 25.0 25.0

49 49.0 49.0 74.0
Diploma-UG
Valid
PG 26 26.0 26.0 100.0
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Education Level of the employee are 25.0 % of the
respondents are 10-12, 49.0 % of the respondents are Diploma-UG,26.0% of the
respondent are PG.
TABLE 4.7
Lengthofservice
Percent
18 18.0 18.0 18.0
Below 5 years
6-10 years 24 24.0 24.0 42.0

11-15 years 20 20.0 20.0 62.0
Valid
16-20 years 23 23.0 23.0 85.0
15 15.0 15.0 100.0
Above 20 years
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Length of service the employee are 18.0 % of the
respondents are Below 5 years, 24.0 % of the respondents are 6-10 years,20.0% of
the respondent are 11-15 years,23.0% of the respondent are 16-20 years,15.0% of
the respondent are Above 20 years.
TABLE 4.8
DrinkingWater
Percent
20 20.0 20.0 20.0
Highly satisfied
Satisfied 23 23.0 23.0 43.0
Neutral 18 18.0 18.0 61.0

Valid
Dissatisfied 20 20.0 20.0 81.0
19 19.0 19.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Drinking Water are 20.0 % of the respondents are
Highly Satisfied, 23.0 % of the respondents are Satisfied,18.0% of the respondent
are Neutral,20.0% of the respondent are Dissatisfied,19.0% of the respondent are
Highly dissatisfied.
TABLE 4.9
Latrines
Percent
21 21.0 21.0 21.0
Highly satisfied
Satisfied 21 21.0 21.0 42.0

Neutral 27 27.0 27.0 69.0
Valid
18 18.0 18.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Latrines are 21.0 % of the respondents are Highly
Satisfied, 21.0 % of the respondents are Satisfied,27.0% of the respondent are
Neutral,13.0% of the respondent are Dissatisfied,18.0% of the respondent are
TABLE 4.10
Canteen
Percent
12 12.0 12.0 12.0
Highly satisfied
Satisfied 17 17.0 17.0 29.0

Neutral 23 23.0 23.0 52.0
Valid
22 22.0 22.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Canteen are 12.0 % of the respondents are Highly
TABLE 4.11
Crches
Percent
13 13.0 13.0 13.0
Highly satisfied
Satisfied 12 12.0 12.0 25.0
Neutral 30 30.0 30.0 55.0

Valid
18 18.0 18.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Creches are 13.0 % of the respondents are Highly
TABLE 4.12
Uniform
Percent
12 12.0 12.0 12.0
Highly satisfied
Satisfied 29 29.0 29.0 41.0
Neutral 22 22.0 22.0 63.0

Valid
16 16.0 16.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
TABLE 4.13
Counselingforstaffs
Percent
12 12.0 12.0 12.0
Highly satisfied
Satisfied 26 26.0 26.0 38.0
Neutral 26 26.0 26.0 64.0

Valid
12 12.0 12.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Counseling for staffs are 12.0 % of the respondents
are Highly Satisfied, 26.0 % of the respondents are Satisfied,26.0% of the
respondent are Neutral,24.0% of the respondent are Dissatisfied,12.0% of the
respondent are Highly dissatisfied.
TABLE 4.14
RegularMedicalCheckups
Percent
14 14.0 14.0 14.0
Highly satisfied
Satisfied 22 22.0 22.0 36.0

Neutral 26 26.0 26.0 62.0
Valid
15 15.0 15.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Regular Medical checkups are 14.0% of the
respondents are Highly Satisfied, 22.0 % of the respondents are Satisfied,26.0% of
the respondent are Neutral,23.0% of the respondent are Dissatisfied,15.0% of the
TABLE 4.15
Recreationfacilities
Percent
14 14.0 14.0 14.0
Highly satisfied
Satisfied 27 27.0 27.0 41.0

Neutral 25 25.0 25.0 66.0
Valid
13 13.0 13.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Recreation facilities are 14.0% of the respondents
TABLE 4.16
Shifttimings
Percent
24 24.0 24.0 24.0
Highly satisfied
Satisfied 27 27.0 27.0 51.0
Neutral 19 19.0 19.0 70.0

Valid
13 13.0 13.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Shift timings are 24.0% of the respondents are
TABLE 4.17
Leavebenefits
Percent
15 15.0 15.0 15.0
Highly satisfied
Satisfied 22 22.0 22.0 37.0

Neutral 25 25.0 25.0 62.0
Valid
16 16.0 16.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Leave benefits are 15.0% of the respondents are
TABLE 4.18
Gratuity
Percent
12 12.0 12.0 12.0
Highly satisfied
Satisfied 28 28.0 28.0 40.0
Neutral 21 21.0 21.0 61.0

Valid
Highly 14 14.0 14.0 100.0

dissatisfied
Total 100 100.0 100.0
CHART
INTERPRETATION:
The above tables shows that he Gratuity are 12.0% of the respondents are Highly
TABLE 4.19
Providentfund
Percent
20 20.0 20.0 20.0
Highly satisfied
Satisfied 24 24.0 24.0 44.0

Neutral 20 20.0 20.0 64.0
Valid
15 15.0 15.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Provident fund are 20.0% of the respondents are
TABLE 4.20
Suggestionbox
Percent
7 7.0 7.0 7.0
Highly satisfied
Satisfied 26 26.0 26.0 33.0

Neutral 24 24.0 24.0 57.0
Valid
17 17.0 17.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Suggestion box are 7.0% of the respondents are
TABLE 4.21
Staffassociation
Percent
20 20.0 20.0 20.0
Highly satisfied
Satisfied 19 19.0 19.0 39.0
Neutral 35 35.0 35.0 74.0

Valid
Highly 17 17.0 17.0 100.0
dissatisfied
Total 100 100.0 100.0
CHART
INTERPRETATION:
The above tables shows that he Staff Association are 20.0% of the respondents are
TABLE 4.22
Trainingdevelopmentprograms
Percent
10 10.0 10.0 10.0
Highly satisfied
Satisfied 22 22.0 22.0 32.0
Neutral 26 26.0 26.0 58.0

Valid
14 14.0 14.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Training and development programs are 10.0% of
the respondents are Highly Satisfied, 22.0 % of the respondents are
Satisfied,26.0% of the respondent are Neutral,28.0% of the respondent are
Dissatisfied,14.0% of the respondent are Highly dissatisfied.
TABLE 4.23
Housing
Percent
24 24.0 24.0 24.0
Highly satisfied
Satisfied 25 25.0 25.0 49.0

Neutral 19 19.0 19.0 68.0
Valid
Highly 12 12.0 12.0 100.0
dissatisfied
Total 100 100.0 100.0
CHART
INTERPRETATION:
The above tables shows that he Housing are 24.0% of the respondents are Highly
TABLE 4.24
Transportation
Percent
11 11.0 11.0 11.0
Highly satisfied
Satisfied 25 25.0 25.0 36.0

Neutral 26 26.0 26.0 62.0
Valid
13 13.0 13.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Transportation are 11.0% of the respondents are
TABLE 4.25
Payadvance
Percent
12 12.0 12.0 12.0
Highly satisfied
Satisfied 25 25.0 25.0 37.0
Neutral 27 27.0 27.0 64.0

Valid
13 13.0 13.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Pay Advance are 12.0% of the respondents are
TABLE 4.26
Overtimeallowance
Percent
12 12.0 12.0 12.0
Highly satisfied
Satisfied 27 27.0 27.0 39.0
Neutral 24 24.0 24.0 63.0

Valid
12 12.0 12.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Overtime Allowance are 12.0% of the respondents
TABLE 4.27
Shiftallowance
Percent
16 16.0 16.0 16.0
Highly satisfied
Satisfied 30 30.0 30.0 46.0
Neutral 17 17.0 17.0 63.0

Valid
19 19.0 19.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Shift Allowance are 16.0% of the respondents are
TABLE 4.28
Festivalallowance
Percent
10 10.0 10.0 10.0
Highly satisfied
Satisfied 22 22.0 22.0 32.0
Neutral 28 28.0 28.0 60.0

Valid
13 13.0 13.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he festival Allowance are 10.0% of the respondents
TABLE 4.29
Healthinsurance
Percent
15 15.0 15.0 15.0
Highly satisfied
Satisfied 15 15.0 15.0 30.0
Neutral 31 31.0 31.0 61.0

Valid
23 23.0 23.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Health insurance are 15.0% of the respondents are
TABLE 4.30
Maternitybenefits
Percent
17 17.0 17.0 17.0
Highly satisfied
Satisfied 20 20.0 20.0 37.0
Neutral 18 18.0 18.0 55.0

Valid
12 12.0 12.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Maternity benefits are 17.0% of the respondents
TABLEE 4.31
Medicalbenefitstofamily
Frequency Percent Valid Cumulative
Percent Percent
11 11.0 11.0 11.0
Highly satisfied
Satisfied 25 25.0 25.0 36.0
Neutral 25 25.0 25.0 61.0

Valid
Highly 14 14.0 14.0 100.0
dissatisfied
Total 100 100.0 100.0
CHART
INTERPRETATION:
The above tables shows that he Medical benefits to family are 11.0% of the
TABLE 4.32
Wardseducation
Percent
12 12.0 12.0 12.0
Highly satisfied
Satisfied 32 32.0 32.0 44.0

Neutral 23 23.0 23.0 67.0
Valid
13 13.0 13.0 100.0
Highly dissatisfied
Total 100 100.0 100.0

CHART
INTERPRETATION:
The above tables shows that he Wards education to family are 12.0% of the
TEST
T-TEST
One-Sample Statistics
N Mean Std. Deviation Std. Error Mean
Age 100 2.9800 1.24706 .12471

100 2.0100 .77192 .07719
Category
One-Sample Test
Test Value = 0
t df Sig. (2- Mean 95% Confidence Interval of
tailed) Difference the Difference
Lower Upper
Age 23.896 99 .000 2.98000 2.7326 3.2274
26.039 99 .000 2.01000 1.8568 2.1632
Category
ONE WAY ANOVA
ANOVA
Department
Sum of df Mean Square F Sig.
Squares
.740 1 .740 .355 .553
Between Groups
204.260 98 2.084
Within Groups
Total 205.000 99
CORRELATION
Correlations
MaritalStatus EducationLevel
1 .072
Pearson Correlation
MaritalStatus
Sig. (2-tailed) .475
N 100 100
.072 1
Pearson Correlation
EducationLevel
Sig. (2-tailed) .475
N 100 100
CHI-SQUARE TEST
DrinkingWater
Observed N Expected N Residual
20 20.0 .0
Highly satisfied
Satisfied 23 20.0 3.0

Neutral 18 20.0 -2.0
Dissatisfied 20 20.0 .0
19 20.0 -1.0
Highly dissatisfied
Total 100
Canteen
Observed N Expected N Residual
12 20.0 -8.0
Highly satisfied
Satisfied 17 20.0 -3.0
Neutral 23 20.0 3.0
Dissatisfied 26 20.0 6.0

22 20.0 2.0
Highly dissatisfied
Total 100
Test Statistics
DrinkingWate Canteen
r
.700a 6.100a
Chi-Square
df 4 4
Asymp. .951 .192
Sig.
a. 0 cells (0.0%) have expected frequencies less than 5. The minimum
expected cell frequency is 20.0.
CHAPTER-V
FINDINGS, SUGGESTION, CONCLUSION
FINDINGS
Age of the employee are 14.0 % of the respondents are Below 20 years, 24.0
% of the respondents are 21-30 years, 24.0% of the respondents are 31-40
years and 26.0 % of respondents are 41-50 years,12.0% of the respondent
are Above 50 years.
Category of the employee are 29.0 % of the respondents are Highly skilled,
41.0 % of the respondents are Skilled, 30.0% of the respondents are
Unskilled.
Department of the employee are 16.0 % of the respondents are Sales, 16.0 %
of the respondents are Marketing, 18.0% of the respondents are
Research,22.0% of the respondent are HR,28.0% of the respondent are
Finance.
Gender of the employee are 51.0 % of the respondents are Male, 49.0 % of
the respondents are Female.
Marital status of the employee are 56.0 % of the respondents are Single, 44.0
% of the respondents are Married.
Education Level of the employee are 25.0 % of the respondents are 10-12,
49.0 % of the respondents are Diploma-UG,26.0% of the respondent are PG.
Length of service the employee are 18.0 % of the respondents are Below 5
years, 24.0 % of the respondents are 6-10 years,20.0% of the respondent are
11-15 years,23.0% of the respondent are 16-20 years,15.0% of the
respondent are Above 20 years.
Drinking Water are 20.0 % of the respondents are Highly Satisfied, 23.0 %
of the respondents are Satisfied,18.0% of the respondent are Neutral,20.0%
of the respondent are Dissatisfied,19.0% of the respondent are Highly
dissatisfied.
Latrines are 21.0 % of the respondents are Highly Satisfied, 21.0 % of the
respondents are Satisfied,27.0% of the respondent are Neutral,13.0% of the
respondent are Dissatisfied,18.0% of the respondent are Highly dissatisfied.
Canteen are 12.0 % of the respondents are Highly Satisfied, 17.0 % of the
Creches are 13.0 % of the respondents are Highly Satisfied, 12.0 % of the
Counseling for staffs are 12.0 % of the respondents are Highly Satisfied,
26.0 % of the respondents are Satisfied,26.0% of the respondent are
Neutral,24.0% of the respondent are Dissatisfied,12.0% of the respondent
are Highly dissatisfied.
Regular Medical checkups are 14.0% of the respondents are Highly
Satisfied, 22.0 % of the respondents are Satisfied,26.0% of the respondent
are Neutral,23.0% of the respondent are Dissatisfied,15.0% of the
Recreation facilities are 14.0% of the respondents are Highly Satisfied, 27.0
% of the respondents are Satisfied,25.0% of the respondent are
Shift timings are 24.0% of the respondents are Highly Satisfied, 27.0 % of
the respondents are Satisfied,19.0% of the respondent are Neutral,17.0% of
the respondent are Dissatisfied,13.0% of the respondent are Highly
dissatisfied.
Leave benefits are 15.0% of the respondents are Highly Satisfied, 22.0 % of
dissatisfied.
Gratuity are 12.0% of the respondents are Highly Satisfied, 28.0 % of the
Provident fund are 20.0% of the respondents are Highly Satisfied, 24.0 % of
dissatisfied.
Suggestion box are 7.0% of the respondents are Highly Satisfied, 26.0 % of
dissatisfied.
Staff Association are 20.0% of the respondents are Highly Satisfied, 19.0 %
of the respondents are Satisfied,35.0% of the respondent are Neutral,9.0% of
dissatisfied.
Training and development programs are 10.0% of the respondents are
Highly Satisfied, 22.0 % of the respondents are Satisfied,26.0% of the
respondent are Neutral,28.0% of the respondent are Dissatisfied,14.0% of
the respondent are Highly dissatisfied.
Housing are 24.0% of the respondents are Highly Satisfied, 25.0 % of the
Transportation are 11.0% of the respondents are Highly Satisfied, 25.0 % of
dissatisfied.
Pay Advance are 12.0% of the respondents are Highly Satisfied, 25.0 % of
dissatisfied.
Overtime Allowance are 12.0% of the respondents are Highly Satisfied, 27.0
Shift Allowance are 16.0% of the respondents are Highly Satisfied, 30.0 %
dissatisfied.
festival Allowance are 10.0% of the respondents are Highly Satisfied, 22.0
Health insurance are 15.0% of the respondents are Highly Satisfied, 15.0 %
dissatisfied.
Maternity benefits are 17.0% of the respondents are Highly Satisfied, 20.0 %
dissatisfied.
Medical benefits to family are 11.0% of the respondents are Highly
Wards education to family are 12.0% of the respondents are Highly
SUGGESTIONS
Most of the employees are satisfied with the existing welfare
schemes provided by the company. The following recommendations will be
helpful to the management to improve the awareness as well as to improve the
satisfaction level of employees.
1. The Management shall arrange more programmes to improve the
employees awareness about the welfare measures working conditions and social
security schemes.
2.The Management can take necessary steps to provide job security to trainees. Also
the Management shall consider providing welfare measures to the trainees.
3. The Management shall consider providing uniforms to all employees. Hence the
employees can feel their belongingness towards the organization.
4. The company can improve the recreational facilities being offered to the
employees.
5. The company can provide more extra mural welfare services.
6. The management shall conduct regular meetings and allow the employees to
participate in it. It will help to improve the employee employer relationship.
7. The company may arrange more transport facilities to the employees,
particularly to those are coming for night shifts.
8. A Co-operative society shall be provided for the employees so that they can
purchase essential goods at reasonable price.
9. The Management can provide better quality and variety of food in the canteen.
Also, they shall arrange filtered and chilled water.
10. Library facility should be provided to employees for improving their knowledge.
11. The company shall provide necessary lunch room and rest room facilities to all
the employees.
CONCLUSION
The study entitled A STUDY ON EMPLOYEE WELFARE
MEASURES PRACTICED IN SAI LEAF PLATE
INDUSTRY,KARUR Aims to find out the employees awareness and satisfaction
level with respect to the various welfare schemes, working condition and social
security schemes provided by the company.
Though the company has started 10 years back the welfare measures,
working conditions and social security schemes, which are provided for employees
are satisfactory. The staff and employees need more friendly relationship with the
management.
Suggestion and recommendations are also included in the project. It is
concluded that this project will be very much helpful to the management to impart
better welfare measures, working condition and social security schemes to the
employees.
REFERENCES:
1. Kudchelkar,D.L.S.AspectsofPersonnelManagementandIndustrialRelations,
ExcelBooks, New
Delhi, 1979, p.10

2.Tyagi, B.P. Labour Economics and Social Welfare, Educational
Publishers,Meerut, 1982, pp.
595-613.
3.PramodVarma, Labour Economics and Industrial Relations, Tata McGrawHill

Publishing
Company Limited, New Delhi, 1987, p. 381.
4.Ahuja, K.K. Labor Welfare and Social

SecurityinPersonnelManagement,Kalyanipublishers, New
Delhi, 1988 pp. 935-947.
5.ArunMonappa, Labour Welfare and Social Security in Industrial Relations,

Tata McGraw-Hill
Publishing Company Limited, New Delhi, 1990, pp. 243-271.
6.Tripathi, P.C. LabourWelfare and Social Security, Personnel Management and

Industrial
Relations, Sultan Chand & Sons, New Delhi, 1998 pp 325-363.
7. Aquinas P.G, Human Resource Management, Vikas Publishing House Pvt.Ltd,

New Delhi,
2007, pp. 184-191.
8. Scott Snell and George Bohlander, Human Resource ManagementCengage

India Private Ltd,
New Delhi, 2007, pp. 447-482.

9.GarryDessler and BijuVarkkey, Human Resource Management, Dorling
Kindersley (India) Pvt
Ltd., New Delhi, 2009, pp.513-546.
10. John M Ivancevich, Human Resource Management, Tata McGraw Hill

Education Private
Limited, New Delhi, 2010, pp. 255-383.
11.Aswathappa, K. Human Resource Management, Tata McGraw Hill Education

Private Limited,
New Delhi, 2010, pp. 378-392.
QUESTIONNAIRE
A STUDY ON LABOUR WELFARE MEASUREMENT IN SAI LEAF PLAT
1. Name:
2. Age:
a) Below 20 b) 21-30 c) 31-40 d) 41-50 e) Above 50
3. Category
a) Highly skilled b) Skilled c) Unskilled
4. Department
a) Sales b) Marketing c) Research d) HRe) Finance
5. Gender
a) Male b) Female
6. Marital status
a) Single b)Married
7. Education level
a) 10-12 b) Diploma-UG c) PG
8. Length of service:
a) Below 5years b) 6-10 years c) 11-15 years d) 16-20 years e)Above 20
Please provide the following rates:
(1.Highly satisfied, 2.Satisfied, 3. Neutral, 4.Dissatisfied, 5.Highly dissatisfied)
S.No Welfare Highly satisfied neutral dissatisfie Highly

measures satisfied d dissatisfie
d
1 Drinking
water
2 Latrines,
urinals&
Spittoons
3 Canteen
4 Crches
5 Uniform
6 Counseling
for staffs
7 Regular
medical
checkups
8 Recreation
facilities
9 Shift timings
10 Leave benefits
11 Gratuity
12 Provident
fund
13 Suggestion
box
14 Staff
association
15 Training
&developmen
t programs
16 Housing
17 transportation
18 Pay advance
19 Overtime
allowance
20 Shift
allowance
21 Festival
allowance
22 Health
insurance
23 Maternity
benefits
24 Medical
benefits to
family
25 Wards
education

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A STUDY ON EMPLOYEE WELFARE MEASURES IN SAI LEAF PLATE

ABOUT THE STUDY:

EMPLOYEE WELFARE MEASURES CONCEPT

Welfare is a broad concept referring to a state of living of an individual or a

The industrial progress depends on a satisfied labor force, and the

DEFINITIONS OF EMPLOYEE WELFARE

The Oxford Dictionary defines employee Welfare as Efforts to make life

The International Employee Organization defined Employee Welfare as such

The Encyclopedia of Social Science defines Employee Welfare as The

Institutional mechanisms exist for ensuring these to workers in the organized

It is measure of the work done by human beings. There is a macroeconomics

Labour welfare is the key to smooth employer employee relations. In order

AIMS OF EMPLOYEE WELFARE WORK

Employee welfare aspects can be considered into negative and positive

Types of employee Welfare Services

Employee welfare services can be classified into two

Activities consists of such welfare schemes provided within the factories as

Statutory benefits are contained as follows.

DISPOSAL OF WASTES AND EFFLUENTS

Effective arrangements shall be made for the disposal of wasted and or

Effective arrangements shall be made for ventilation. So as to provide

There shall be effective arrangements for wholesome drinking water

LATRINES AND URINALS

There shall be sufficient number of latrines and urinals, clean, well

The Oxford dictionary defines employee Welfare as efforts to make life

To give expression to philanthropic and paternalistic feelings.

FEATURES OF EMPLOYEE WELFARE

1. Employee welfare includes various facilities services and amenities

2. Welfare measures are in addition to regular wages and other economic

4. Welfare measures may be introduced by the Employers, Government, and

BENEFITS OF WELFARE SERVICES

3. Employees services serve to maintain some degree of peace with the

4. Employees secure the benefits of high efficiency, cordial industrial relations

6. An employee is able to abstract talented works from the employee market by

NON STATUTORY BENEFITS

WELFARE AND AMENITIES WITHIN THE ESTABLISHMENT

1. Latrines and urinals

4. Rest shelters and canteens

5. Arrangements for drinking water

6. Arrangements for prevention of fatigue

7. Health service including occupation safety

8. Administrative arrangements within a plant to look after welfare.

9. Health service including occupation safety

10. Administrative arrangements within a plant to look after welfare

WELFARE OUTSIDE THE ESTABLISHMENT

2. Social insurance measures, including gratuity, pension, provident fund and

4. Medical facilities, including programmers for physical fitness and efficiency;

5. Education facilities including adult education

7. Recreation facilities, including sport, cultural activities, library and reading

8. Holiday homes and leave travel facilities.

9. Employees co-operative, including consumers co-operative stores fair price

10. Vocational training for dependants of employees;

12. transport to and from the place of work

According to May Smith The modern concept of industrial healthy working

According to Malhotra Sharma and Nachnatler sign (1997) The

The change in physical working environment brings about a temporary

International employee organization has defined the social security as That

Some of the social security measures introduced in the company are;

a) Compensation in case of industrial accidents and injury

b) Protection against illness

c) Maternity benefits to women employees.

e) Old age pension and gratuity

According to the social security convention adopted by the ILO in 1952,