A STUDY ON EMPLOYEE WELFARE MEASURES IN MANAKULAR MOTORS PUDUCHERRY

SUMMER PROJECT REPORT Submitted by SANKAR.R REGISTER NO: 10MB0441 Under the guidance of Mr. A. ANBAZHAGAN Faculty, DEPARTMENT OF MANAGEMENT STUDIES In partial fulfillment for the award of degree of MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES CHRIST COLLEGE OF ENGINEERING AND TECHNOLOGY PONDICHERRY UNIVERSITY PUDUCHERRY MAY- 2011.

CHRIST COLLEGE OF ENGINEERING & TECHNOLOGY MOOLAKULAM, PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE This is to certify that the project work entitled is A STUDY ON EMPLOYEE WELFARE MEASURES IN ADHI SAKTHI PROJECT PUDUCHERRY is a bonafide work done by SANKAR.R [REGISTER NO 10MB0441] in partial fulfillment of the requirement for the award of Master of Business Administration by Pondicherry University during the academic year 2010-2012.

GUIDE

HEAD OF DEPARTMENT

Submitted on Viva-Voce Examination held on __________________

EXTERNAL EXAMINER

ACKNOWLEDGEMENT

The successful completion of any task would be incomplete without mentioning the names of the persons who helped to make it possible. I take this opportunity to express my gratitude in few words and respect to all those who helped me in the completion of this summer project. I express my deep gratitude to Dr. S. R. S. SAM PAUL, Chairman & Managing Director, Christ College of Engineering & Technology. I am extremely grateful to our Principal Dr. A. RAVICHANDRAN for providing necessary and essential facilities to do this project work. I would like to extend my sincere thanks to Dr. L. J. SOUNDARARAJAN, Professor, and Department of management studies, for his encouragement, support and guidance to complete this project work successfully. I express our sincere thanks and deep sense of gratitude to Mr. A. ANBAZHAGAN, Head of the Department of Management Studies for providing me with an opportunity to study and for his encouragement, support and guidance to complete this project work successfully. I express a deep sense of gratitude to my Guide Mr. A. ANBAZHAGAN, Faculty, Department of Management Studies, for his support, motivation and constant guidance to complete the project work successfully I convey my heartiest thanks to MR. C. SENTHIL KANNAN CHIEF EXECUTE OFFICER ADHI SAKTHI PROJECT who kindly granted permission to do this project work in his esteemed organization. Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the ways and in all aspects for the success of this project work.

TABLE OF CONTENTS CHAPTER I TITLE INTRODUCTION PAGE NO 1

II

REVIEW OF LITERATURE

20

III

OBJECTIVES OF THE STUDY

31

IV

RESEARCH METHODOLOGY

33

DATA ANALYSIS AND INTERPRETATION

36

VI

FINDINGS OF THE STUDY SUGGESTION AND RECOMMENDATIONS,CONCLUSION SCOPE AND LIMITATIONS

61

VII

63

VIII

64

APPENDIX BIBLIOGRAPHY QUESTIONNAIRE

LIST OF TABLES S.no 5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9 5.10 5.11 5.12 5.13 5.14 5.15 5.16 5.17 5.18 5.19 5.20 5.21. 5.22 5.23 TABLE NAME Table showing age of respondents Table showing gender of respondents Table showing qualification of the respondent Table showing experience of respondent. Table showing marital status of respondent Table showing monthly income of respondent. Table showing sort of workers respondent. Table showing provision of safety equipment Table showing family welfare facilities . Table showing medical facilities Table showing medical treatment Table showing environment condition Table showing uniform system Table showing education facility Table showing extra curricular activities Table showing level of motivation given to employee Table showing expected rest hour Table showing working in night shift Table showing drinking water facilities Table showing preventive and guidance chart Table showing weighted average for rank the welfare facilities provided in the organization Table showing weighted average for rank the infra structural facilities Table showing Chi-square Experience and sort of worker classification of respondents 59 56 57 Page No 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55

LIST OF CHARTS

S.no 5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9 5.10 5.11 5.12 5.13 5.14 5.15 5.16 5.17 5.18 5.19 5.20

CHART NAME Table showing age of respondents Table showing gender of respondents Table showing qualification of the respondent Table showing experience of respondent. Table showing marital status of respondent Table showing monthly income of respondent. Table showing sort of workers respondent. Table showing provision of safety equipment Table showing family welfare facilities . Table showing medical facilities Table showing medical treatment Table showing environment condition Table showing uniform system Table showing education facility Table showing extra curricular activities Table showing level of motivation given to employee Table showing expected rest hour Table showing working in night shift Table showing drinking water facilities Table showing preventive and guidance chart

Page No 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55

CHAPTER -I INTRODUCTION OF THE STUDY:

EMPLOYEE WELFARE Employee welfare defines as efforts to make life worth living for workmen. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employers own initiative.

To give expression to philanthropic and paternalistic feelings. To win over employees loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable labour force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment more effective (because these benefits add to job appeal).

Principles of Employee Welfare Service Following are generally given as the principles to be followed in setting up a employee welfare service:

The service should satisfy real needs of the workers. This means that the manager must first determine what the employees real needs are with the active participation of workers.

The service should such as can be handled by cafeteria approach. Due to the difference in Sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. This is known as the cafeteria approach. Such an approach individualizes the benefit system though it may be difficult to operate and administer.

The employer should not assume a benevolent posture. The cost of the service should be calculated and its financing established on a sound basis.

There should be periodical assessment or evaluation of the service and necessary timely on the basis of feedback.

Types of Employee Welfare Services Safety Services Prevention of accidents is an objective which requires o explanation. The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings, in disabilities and incapacities which afflict those involved and in compensation, insurance and legal costs, in lost time, filling in reports and attending to enquiries, and in spoilage of materials, equipment and tools to management. Accidents are the consequence of two basic factors: technical and human. Technical factors include all engineering deficiencies, related to plant, tools material and general work environment. Thus, for example, improper lighting, inadequate ventilation, poor machine guarding and careless housekeeping are some hazards which may cause accidents. Human factors include all unsafe acts on the part of employees. An unsafe act is usually the result of carelessness. Young and new employees, because of their difficulty in adjusting to the work situation and to life in general, also have many more accidents than do old and nature workers. The Phenomenon of Accident Proneness. Some persons believe wrongly in the theory that certain individuals are accident prone, that is , they have some personality trait as opposed to some characteristic of the environment which predisposes them to have more accidents than others in work condition where the risk of hazards is equal to all.

Components of a Safety Service Among the many components of a safety service the following have proved effective when applied in combination:

Appointment of safety officer

In big organizations, the appointment of a safety officer to head The safety department is a must. In small organizations, the personnel manager may look after the functions of this department. The head of the safety department, who is usually a staff man, is granted power to inspect the plant for unsafe condition, to promote sound safety practices (through posters an d safety campaigns), to make safety rules, and to report violations to the plant manager.

Support by line management

The head of the safety department, whether enjoying a staff or a functional position, by himself, cannot make a plan safe. His appointment lulls line management into assuming that all its safety problems have been solved.

Elimination of hazards

Although complete elimation of all hazards is virtually an Impossibility but following steps can be taken to help reduce them:

Job safety analysis

All job procedures and practices should be analyzed by an expert to discover hazards. He should then suggest changes in their motion patterns, sequence and the like.

Placement

A poorly placed employee is more apt to incur injury than a properly placed employee. Employees should be placed on jobs only after carefully estimating and considering the job requirements with those which the individual apparently possesses. Personal protective equipment

Endless variety of personal safety equipment is available Nowadays which can be used to prevent injure

Safeguarding machinery

Guards must be securely fixed to all power driven machinery.

Materials handling

Though often ignored, the careless handling of heavy and An inflammable material is an important source of several injuries and fire.

Hand tools

Minor injuries often result from improperly using a good tool or using a poorly designed tool. Therefore, close supervision and instruction should be given to the employees on the proper tool to use the proper use of the tool.

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Safety training, education and publicity Safety training is concerned with developing safety skills, whereas safety education is concerned with increasing contest programmes, safety campaigns, suggestion awards, and various audiovisual aids can be considered as different forms of employee education.

Safety inspection

An inspection by a trained individual or a committee to detectEvidence of possible safety hazards (such as poor lighting, slippery floors, unguarded machines, faulty electrical installations, poor work methods and disregard of safety rules) is a very effective device to promote safety. Health Services The prevention of accident constitutes only on segment of the function of employee maintenance. Another equally important segment is the employees general health, both physical and mental. There are two aspects of industrial health services 1. Preventive 2. Curative, the former consists of 3. pre-employment and periodic medical examination, 4. removal or reduction of health hazards to the maximum extent possible, 5. Surveillance over certain classes of workers such as women, young persons and persons exposed to special risks.

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Counseling Services An employee very often comes across problems which have emotional content. For example, he may be nearing retirement and feeling insecure or he may be getting promotion and feeling hesitant to shoulder increased responsibility or he may be worried due to some family problem. Employee Welfare in India The chapter on the Directive Principles of State Policy in our Constitution expresses the need for labour welfare thus: 1. The State shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which justice, social, economic and political, shall inform all the institutions of the national life. 2. The State shall, in particular, direct its policy towards securing: 3. That the citizens, men and women equally, have the right to an adequate means of livelihood; 4. That the ownership and control of the material resources are so distributed as to subserve the common good. 1. The State shall make provision for securing just and humane conditions of work and for maternity relief. Factories Act, 1948 The principal Act to provide for various labour welfare measures in India is the Factories Act, 1948. The Act applies to all establishments employing 10 or more workers where power is used and 20 or more workers where power is not used, and where a manufacturing process is being carried on.

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Employee Welfare Officer Section 49 of the factories act provides that in every factory wherein 500 or more workers are ordinarily employed the employer shall appoint at least one welfare officer. The welfare officer should possess; (i) a university degree; (ii) degree or diploma in social service or social work or social welfare from a recognized institution; and (iii) adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated. Supervision Counseling workers Advising management Establishing liaison with workers Working with management and workers to improve productivity. Working with outside public to secure proper enforcement of various acts.

Health of Employees

Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors and work rooms and by using disinfectant where necessary.

Disposal of wastes and effluents. Effective arrangements shall be made for the disposal of wastes and for making them innocuous.

Ventilation and temperature. Effective arrangements shall be made for ventilation and temperature so as to provide comfort to the workers and prevent injury to their health.

Dust and fume. Effective measures shall be taken to prevent the inhalation and accumulation of dust and fumes or other impurities at the work place.

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Artificial humidification. The State Government shall make rules prescribing standard of humidification and methods to be adopted for this purpose.

Overcrowding. There shall be in every work room of a factory in existence on the date of commencement of this act at least 9.9cubic meters and of a factory built after the commencement of this act at least 4.2 cubic meters of space for every employee.

Lighting. The State Government may prescribe standards of sufficient and suitable lighting.

Drinking Water. There shall be effective arrangement for wholesome drinking water for workers at convenient points.

Latrines and urinals. There shall be sufficient number of latrines and urinals, clean, wellventilated, conveniently situated and built according to prescribed standards separately for male and female workers.

Spittoons. There shall be sufficient number of spittoons placed at convenient places in the factory.

Safety of Employees

Fencing of machinery. All dangerous and moving parts of a machinery shall be securely fenced. Screws, bolts and teeth shall be completely encased to prevent danger.

Work on or near machinery in motion. Lubrication or other adjusting operation on a moving machinery shall be done only by a specially trained adult male worker.

Employment of young persons on dangerous machines. No young person shall be allowed to work on any dangerous machine (so prescribed by the state government) unless he is sufficiently trained or is working under the supervision of knowledgeable person.

Device for cutting off power. Suitable device for cutting of power in emergencies shall be provided.

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Welfare of Employees Chapter V of the factories Act contains provisions about the welfare of employees. These are as follows:

There shall be separate and adequately screened washing facilities for the use of male and female employees.

There shall be suitable places provided for clothing not worn during working hours and for the dying of wet clothing.

There shall be suitable arrangement for all workers to sit for taking rest if they are obliged to work in a standing position.

There shall be provided the required number of first-aid boxes or cupboard (at the rate of one for every 150 workers) equipped with the prescribed contents readily available during the working hours of the factory.

The State Government may make rules requiring that in any specified factory employing more than 250 employees a canteen shall be provided and maintained by the occupier for the use of the employee.

There shall be provided sufficiently lighted and ventilated lunch room if the number of employees ordinarily employed is more than 150.

Restrictions in the Factories Act on the employment of young persons: 1. Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed to work in any factory. 2. Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be required or allowed to work in any factory unless following conditions are fulfilled: 1. The manager of the factory has obtained a certificate of fitness granted to such young

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2. While at work, such child or adolescent carries a token giving reference to such certificate. 3. Certificate of fitness (Section 69)

Before a young person is employed in the factory, a certifying surgeon has to certify that such person is fit for that work in the factory. Welfare Funds In order to provide welfare facilities to the workers employed in mica, iron, ore, manganese ore and chrome ore, limestone and dolomite mines and in the beedi industry, the welfare funds have been established to supplement the efforts of the employers and the State Government under respective enactments. The welfare measures financed out of the funds relate to development of medical facilities, housing, supply of drinking water, support for education of dependents and recreation, etc. Voluntary Benefits Benefits are also given voluntarily to workers by some progressive employers. These include loans for purchasing houses and for educating children, leave travel concession, fair price shops for essential commodities and loans to buy personal conveyance. Machinery Connected with Employee Welfare Work 1. Chief inspector of Factories

It is the duty of the Chief inspector of factories (who generally works under the administrative control of the labour commissioner in each state) to ensure enforcement of various provisions of Factories Act i8n respect of safety, health and welfare of workers.

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2.

Central Labour Institute

The institute was set up in Bombay in 1966 to facilitate the proper implementation of the Factories Act, 1948; to provide a centre of information for inspectors, employers, workers and others concerned with the well being of industrial labour and to stimulate interest in the application of the principles of industrial safety, health and welfare. 3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the initiative of the Union Ministry of Labour and Rehabilitation, Government of India, as an autonomous national body with the objective of generating developing and sustaining an movement of safety awareness at the national level. 4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He inspects electrical installation and machinery provided in the mines and determines the thickness of barriers of 2 adjacent mines in order to prevent spread of fire and danger of inundation. Appraisal of Welfare Services 1. One of the main obstacles in the effective enforcement of the welfare provisions of the Factories Act has been the quantitative and qualitative inadequacy of the inspection staff. 2. at present, a labour welfare officer is not able to enforce laws independently because he has to work under the pressure of management. 3. Women workers do not make use of the crche facilities either because they are dissuaded by the management to bring their children with them or because they have to face transport difficulties. National Commission on Employee Recommendations 1. The statutory provisions on safety are adequate for the time being effective enforcement is the current need. 17

2. Every fatal accident should thoroughly be enquired into and given wide publicity among workers. 3. Employers should play a more concerted role in safety and accident prevention programme and in arousing safety consciousness. 4. Safety should become a habit with the employers and workers instead of remaining a mere ritual as at present. 5. Unions should take at least as much interest in safety promotion as they take in claims for higher wages. SOCIAL SECURITY The connotation of the term Social Security varies form country to country with different political ideologies. In socialist countries, the avowed goal is complete protection to every citizen form the cradle to the grave. There are some components of Social Security:

Medical care Sickness benefit Unemployment benefit Old-age benefit Employment injury benefit Family benefit Maternity benefit Invalidity benefit and Survivors benefit

Social Securities may be of two types 1. Social assistance under which the State finances the entire cost of the facilities and benefits provided. 2. Social insurance, under the State organizes the facilities financed by contributions form the workers and employers, with or without a subsidy from the state. 18

Social Security in India At present both types of social security schemes are in vogue in our country. Among the social assistance schemes are the most important. The social insurance method, which has gained much wider acceptance than the social assistance method, consists of the following enactments. The workmens Compensation Act, 1961. The Employees State Insurance Act, 1948. The employees State Insurance Act, 1948. The Maternity Benefit Act, 1961. Employees compensation Act, 1923 a. Coverage. This Act covers all workers employed in factories, mines, plantations, transport undertakings, construction works, railways, ships, circus and other hazardous occupations specified in schedule II of the Act. The Act empowers the State Government to extend the coverage of the Act by adding any hazardous occupation to the list of such occupations is schedule II. 1. Administration. The Act is administered by the State Government which appoints Commissioners for this purpose under sec. 20 of the Act. 2. Benefits. Under the Act, compensation is payable by the employer to a workman for all personal injuries caused to him by accident arising out of and in the course of his employment which disable him for more than 3 days. 2. Employees State Insurance Act, 1948 1. Other than seasonal factories, run with power and employing 20 or more workers.

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2. Administration. The Act is administered by the ESI corporation, an autonomous body consisting of representatives of the Central and State Governments, employers, employees, medical profession and parliament. 3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark in the history of social security legislation in India. 1. Medical Benefit. An insured person or (where medical benefit bas been extended to his family) a member of his family who requires medical treatment is entitled to receive medical benefit free of charge. 2. Sickness Benefit. An insured person, when he is sick, is also entitled to get sickness benefit at the standard benefit rate corresponding to his average daily wage. 3. An insured woman is entitled to receive maternity benefit (which is twice the sickness benefit rate) for all days on which she does not work for remaining during a period of 12 weeks of which not more than 6 weeks shall precede the expected date of confinement. 4. The Act makes a three-fold classification of injuries in the same way as is done in the workmens compensation Act. 5. Dependants Benefit. If an insured person meets with an accident in the course of his employment an dies as a result thereof, his dependants, i.e. his widow, legitimate or adopted sons and legitimate unmarried daughters get this benefit. 3. The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided under the Employees State Insurance Act, 1948. Another important legislation in this respect is the Maternity Benefit Act, 1961. The Act covers only those persons who are not covered by the Employees State Insurance Act. The Act entitles a woman employee to claim maternity leave from her employer if she has actually worked for a period of at least 160 days in the 12 months immediately proceeding the day of her expected delivery.

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The act further provides for the payment of medical bonus of Rs. 250 to the confined woman worker. The committee on the status of women in India 1974 has, there fore, recommended the following changes in the Act: 1. The administration of the fund should follow the pattern already established by the ESIC. 2. For casual labour a minimum of 3 months of service should be considered as qualification service for this benefit. 3. This will provide greater incentive to women workers to participate in trade union activities. 1. The Payment of Gratuity Act, 1972 1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and railway company and to every shop or establishment in which 10 or more persons are employed, or were employed, on any day of the preceding 12 months. 2. Administration. The Act is administered by a controlling authority appointed by the appropriate Government. 3. Benefits. Under the Act gratuity is payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years. The completion of continuous service of five years is, however, not necessary where the termination of the employment is due to death or disablement Gratuity is payable at the rate of 15 days wages based on the rate of wages last drawn by the employee for every complete year of service or part thereof in excess of six months. But the amount of gratuity payable to an employee shall not exceed Rs. 3.5 lakh. 4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For this purpose is required either (i) to obtain insurance with the Life Insurance Corporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay the premium in the first case to make the contribution in the second case.

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CHAPTER -I COMPANY PROFILE ADHI SAKTHI PROJECTS has been launched with the vision to provide complete range of plants, machineries and automation required for the health and beauty care industries. The complete range of machineries is made available under one roof right from processing equipments to packaging machinery. The company is unique by the virtue of its business process and the range of equipments being manufactured. Since the projects are executed by us with the single point responsibility the customers are rest assured for their dream projects come true with ease and comfort. ADHI SAKTHI PROJECTS has its own manufacturing facility spread in 45,000 sft with a covered space of 12,000 sft located in Pondicherry, India . The company is adequately staffed with trained Design, Production and Quality Engineers, Diploma and ITI technicians. Inhouse tool room helps us handle wide variety of jobs at a time. Direct exports are done by the company to countries like Bangladesh, Angola, Oman etc. The company is founded and headed by C.SenthilKannan, a mechanical engineer with post graduation in business administration. Sri.S.A.Saravanen, a mechanical engineer with rich industrial experience heads the factory. The company is having its sales and service office at Hyderabad. ADHI SAKTHI PROJECTS works as a sales partner for the ENERCON brand induction sealing machines in the southern part of India. The company is CRISIL rated for its performance. With a strong team of creative engineers coupled with a sound technical setup, we, Adhi Sakthi Projects, offer a wide selection of engineering products for various industries. Based in Chennai, we are one of the prominent manufacturers and suppliers of high quality machines and equipments such as tube filling and sealing machines, pilot plants, container / bottle filling and capping machines, creams & ointments manufacturing facility, soaps & detergent lines, soap wrapping machines, etc. We take great pride in knowing that our products set the standards for performance and reliability all around the globe. Our strong customer-focused approach and a continuous quest for quality enable us to sustain a leadership position in our arena. Right from the very first day of our inception, we have been working to deliver only that range of products like tube sealing machines, etc. that are capable of yielding best results at a highly economical operating and maintenance cost. Our capability to ensure timely deliveries further provides us a leading edge over the other players operating in our arena. Our active research and development division continuously monitors the emerging requirement of the market and develop the products accordingly.

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What We Offer Adhi Sakthi Projects is a prominent manufacturer and supplier of high quality engineering goods for varied industrial applications. Our catalog of products includes:

Soaps & Detergent Lines: o Sigma Mixer o Vacuum Plodder o Soap Plodder/Extruder/Noodler Soap Wrapping Machines: o Innovative Ferguson Indexing Mechanism o Cut Wrapper Soap Wrapping Machine o PLC Based Photo Control System Pilot Plants: o Pilot Cream Mixing Facility o Supporting Kettles o Semi Contra Rotary Mixer o Pilot Cream Mixing Facility Tube Filling Machines / Tube Sealing Machines: o ASPRO Maxi - Double Head o ASPRO Micro - Single Head o ASPRO Mini - Single Head o ASPRO Mega - Four Head Container/Bottle Filling & Capping Machines: o Fully Automatic GMP Model Container Filling & Capping Machine o Viscous Cream Filling Machine o Semi Automatic Liquid Filling Machine o Creams & Ointments Manufacturing Facility Special Machines: o Powder Manufacturing Facility o Horizontal Flow Wrapping Machine o Carton Stacking Machine o Automatic Container Filling & Capping Machine

Turnkey Projects We also undertake turnkey projects to create the facility of manufacturing, filling and packing of the following:

Fairness Creams & Cold Creams Pain Relief Ointments Tooth Paste Shampoo & Gels Toilets Soaps Detergent Bars & Powders Scouring Bars & Powders 23

The scope involves design of layouts, capacity calculation, line engineering, supply of equipments, erection and commissioning of the complete project. Assured Quality Quality has been our paramount objective since our inception and we maintain a stringent quality policy for protecting customer's integrity. We follow a well defined system of quality control at every level of our process to ensure a flawless production. Every stage, right from the initial stage of drawings and designing to the production and finishing, is individually supervised by experts having decades of experience behind them. Produced by following stringent quality control measures, our products are prized everywhere for their quality, durability, reliability and dependability. Adhi's Cutting Edge

A state-of-the-art production unit loaded with modern machines Team of technically sound workers to design unbeatable products Strict compliance of internationally accepted production norms On-time deliveries and client satisfaction: our priority Meeting the exacting requirements of the customers and standards of the industry Regular investment to promote knowledge in the area of technical development, research and production.

Our Prestigious Clients

Emami Hindustan Lever Limited Power Godrej SaraLee CavinKare Ashwini Hair Oil Cholayil Caplin Point Laboratories Ltd. Tupperware Henkel Ayur Santara Samed Jyothy Laboratories Limited The Madras Pharmaceuticals Ltd. and many more.

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Our International Clients

Hindustan Unilever - Bangladesh Hemas - SriLanka National Detergent Company - Oman Golfrate - Angola Ethical Drugs Ltd. - Bangladesh

Rapi Soap & Detergent - Ethiopia. Company Profile Tube filling machines, tube sealing machines, pilot plants, pilot cream mixing facility, supporting kettles, semi contra rotary mixer, container capping machines, bottle capping machines, bottle filling machines, container filling machines, fully automatic gmp model, container filling & capping ... Exporter / Importer / Service Provider / Manufacturer Business Type : / Wholesaler/Distributor / Supplier / Trading Company Year Established No. Of Employees Annual Turnover Website Products Distributing and Exporting and Supplying and Trading and Manufacturing : 2004 : 100 : Rs 10 Lakhs : http://www.adhisakthi.com Tube filling machines, tube sealing machines, pilot plants, pilot cream mixing facility, supporting kettles, semi contra rotary mixer, container capping machines, bottle capping : machines, bottle filling machines, container filling machines, fully automatic gmp model, container filling & capping mach... Fairness creams & cold creams turnkey projects, pain relief ointments turnkey projects, tooth paste turnkey projects, turnkey projects, shampoo & gels turnkey : projects, toilets soaps turnkey projects, detergent bars & powders turnkey projects, scouring bars & powders turnkey projects

Services

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CHAPTER II

REVIEW OF LITERATURE
2.1 DEFINITION OF EMPLOYEE WELFARE The ILO (International Labour Organization) defined, welfare as a term which is

understood to include such services and amenities as may be established in or the vicinity of undertaking to perform their work in healthy, congenial surrounding and to provide them with amenities conductive to good health and high morale. According to Arthur james Todd, welfare as anything done for the comfort or improvement and social of the employees over and above the wages paid, which is not a necessity of the industry.

2.1.1 MEANING OF EMPLOYEE WELFARE Employee welfare means, such services, facilities and amenities such as canteens, rest and recreation facilities, arrangement for travel to and for the accommodation of workers employed at a distance from their home, and such other services, amenities and facilities including social security measures as contribute to improve the condition under which workers are employed. 2.1.2 CONCEPT OF EMPLOYEE WELFARE Employee welfare may be viewed as a total concept, as a social concept and a relative concept. The total concept is a desirable state of existence involving the physical, mental, moral and emotional well-being. The social concept of welfare implies, of man, his family and his community. The relative concept of welfare implies that welfare is relative in time and place. Employee welfare implies the setting up of minimum desirable standards and the provision of facilities like health, food, clothing housing, medical allowance, education, insurance, job security, such as to safeguard his health and protect him against occupational hazards. The worker should also be equipped with necessary training and a certain level of general education. 26

2.1.3 WORKERS EDUCATION Reading room, circulating library, visual education; literary classes, adult education, social education; daily news review; factory news bulletin; cooperation with workers in education services. Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural. 2.1.4 INTRA-MURAL FACILITIES Intra-mural activities consist of facilities provided within the factories and include medical facilities, compensation for accidents, provision of safety measures, activities relating to improving of employment, and the like.

2.1.5 EXTRA-MURAL FACILITIES Extra-mural activities cover the services and facilities provided outside the factory such as housing accommodation, indoor and outdoor recreational facilities, amusement and sports, educational facilities for adults and children and the like.

It may be stated that the welfare activities may be provided by the employer, the government, non-government organizations and the trade unions. What employers provided will be stated later, the activities undertaken by other agencies are mentioned here. 2.1.6 WELFARE FACILITIES BY THE GOVERNMENT With a view to making it mandatory for employers, to provide certain welfare for their employees, the government of India has enacted several laws from time. These laws are the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and cigar workers (conditions of employment) act 1966; and the contract labour (regulation and abolition) act, 1970. another significant step taken by the central government has been established in coal ,mica, iron-ore, limestone and dolomite mines. The welfare activities covered by these funds include housing, medical, educational and recreational facilities for employees and their dependents. 27

2.1.7 WELFARE ACTIVITIES BY THE TRADE UNION Labour union have contributed their share for the betterment of the employees. Mention may be made here of the textile labour association of headband and the railway mens union and the mazdoor sabha of kanpur, which have rendered invaluable services in the field of labour welfare. The welfare activities of the textile labour association. Ahmedabad,are worth nothing.

2.1.8 WELFARE WORK BY VOLUNTARY AGENCIES Many voluntary social-service agencies have been doing useful labour-welfare work. Mention may be made of the Bombay social service league, the seva sadan society, the maternity and infant welfare association, the YMCA, the depressed classes mission society and the womens institute of Bengal. The welfare activities of these organization of recreation and sports for the working class.

STATUTORY AND NON-STATUTORY Welfare activities may also be classified into (i) statutory and (ii) non-statutory provision.

2.2 STATUTORY EMPLOYEE WELFARE FACILITIES

Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of the workers.

1) Washing Facilities (Sec.42) According to sec. 42 every factory shall provide adequate and suitable washing facilities, separately screened for male and female workers, conveniently accessible and clean

2) Storing and Drying Cloth (Sec.43) According to sec. 43, every factory shall provided a place for keeping the clothes which are not worn during working hours and drying of wet clothes. 28

3) Sitting Facilities (Sec. 44) Every factory shall provide for suitable arrangements for sitting for all workers obliged to work in a standing position.

4) First Aid Facilities (Sec.45) For every 150 workers, there must be readily accessible and well equipped first aid box. This box must contain the prescribed contents and it must be in charge of a responsible person who holds a certificate in first aid. Where more than 500 workers are employed an ambulance room shall be provided and maintained. 5) Canteen (sec. 46) Every factory where 250 workers are employed, the occupier has to maintain a canteen for the use of workers.

6) Shelter, Rest and Lunch Rooms (Sec.47) In every factory where in 150 workers are employers are employed, the occupier shall provide shelter, rest rooms and lunch rooms.

7) Lighting sec(17) The RBL must be employed in located things is sight. In every part of a manufacturing process where workers are working or passing, there provided and maintained sufficient and suitable light, natural artificial both.

8) Drinking water (sec18) The RBL working place is so hard, employees are need to emphasize the important of providing liberals supply of cool and pure water. The lay down that in every places effective arrangement must be made to provide and main at suitable place conveniently situated for all workers employed there in a sufficient supply of drinking water. The water pumps are situating for five places in factory.

29

2.3 NON STATUTORY EMPLOYEE WELFARE FACILITIES

1) Educational Facilities Educational facilities are important that the children of the workers should be provided with educational facilities.

2) Medical Facilities Employers, whether in private or in public sectors have been providing medical facilities for their workers and their families. Besides general medical treatment and health-care, separate arrangements for specialist treatment for diseases like T.B. cancer, leprosy, and mental disease.

3) Transport Facilities Transport facilities to workers residing at a long distance are essential to relieve them from strain and anxiety. Such facilities also provide greater opportunity for relaxation and recreation and help in reducing the rater of absenteeism.

4) Recreation Facilities Recreation facilities afford the worker an opportunity to develop his sense of physical and mental discipline. It has an important bearing on the individuals personality as well as his capacity to contribute to social development.

5) Housing Facilities Some of the industrial employers both in public and private sector have provided housing facilities to their employees. The company also renders assistance to the co-operative housing societies formed by its employees.

Training and development The RBLs various employee improvement conducts the various places and various programmers. This main motive is improving the employee moral, knowledge and skill also to get g his work.

30

DISPENSARY With the premises of the mill, they provided, first- aid facility in dispensary. They are providing 24 hours service with duty doctors, pharmacy, bed facilities and ambulance van in case of emergency. This provided for the workers and his family members.

The manner of execution of subsiding programmers welfare measure

1) Distribution of 1 kg sweets to each of the employees / staff on the occasion of Deepavali.

2) Provisions of educations allowance of 250% per child per annum and maximum of Rs 500% to each of the employees.

3) Provision of medical allowance of Rs 100 per month for the employees who are not covered under ESI scheme.

4) Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the society.

5) The society has maintained a trust for the employees group gratuity fund.

6) The society has provided house building advance facilities to the employees.

7) The society has provided motor conveyance advance facilities to the employees.

8) To society has provided encashment of earned leave facilities to the employees.

31

2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

1) EMPLOYEE WELFARE By Regina bare Employee welfare program is based on the management policy which is aimed shaping perfect employees. There fore the concept of employee welfare includes to aspects namely physical &mental welfare. 1. applications of merit system or work performance system as the basis for employee rewarding. 2. providing the retired employees with the old age allowance. 3. employee insurance program to provide the employee with better security. 4. improvement in health security for the employees and their families so that they can work confidently and productively. 2) EMPLOYEES WELFARE MEASURES By Ann Davis, Lucy Gibson Describes a process through which organizations might seek to implement interventions relating to employee wellbeing. Emphasizes the importance of a comprehensive needs assessment both in obtaining the breadth of information needed to design appropriate interventions and also in providing baseline information against which to evaluate programme effectiveness. Discusses factors which influence the type of intervention appropriate for a particular situation and highlights their design implications. Finally, provides guidance on programme implementation and evaluation, and discusses some of the advantages and disadvantages of different approaches to tertiary welfare provision.

32

3) EMERALD GROUP PUBLISHING LIMITED By J. Bruce Prince Purpose The employee selection process has generally focused on the near-term performance potential of internal candidates in filling vacant positions. This research addresses the potential influence of adding a career development emphasis to the employee transfer decision process. In a career-focused transfer process the applicants' individual career development needs and growth opportunities are a key basis for internal selection decisions. Design/methodology/approach Using web-based survey methodology, a US financial services firm is used to evaluate the relationship between the use of career-focused employee transfer criteria and key employee attitudes. Findings The study finds that the use of career-focused processes are positively related to employees' developmental opportunity satisfaction and perceived support for career development. Regression analyses finds that these two attitudes mediate the positive relationship between the use of career-focused transfer criteria and perceived organization support (POS). Other research efforts (e.g. Allen and Shore) have linked POS to a variety of positive outcomes, including lower employee turnover. Past research, however, has not considered how specific human resource practices can be the basis for the development of key attitudes. Research limitations/implications This research while limited due to it cross-sectional methodology builds on that stream of research by focuses on the design of the employee transfer process and how it can be a key practice for achieving a developmental focus and associated benefits. Originality/value The results suggest that focusing on performance potential of applicants and career-focused criteria are not necessarily antagonistic but can be used jointly to make internal selection decisions.

33

4) NEEDED WELFARE MEASURES By ARTHUR CAPPER, Governor To promote a higher type of citizenship, to insure to every child born in Kansas a record of birth, an equal share in the paternal care of the government and a recognition of its potential worth as a future citizen, I recommend the establishment of a division of child hygiene as a part of the State Board of Health. This new division should take into account the circularizing of the expectant mother who applies for information, the care of the new-born babe, and the well-being, health and nurture of the growing child. In the same general line of public welfare, I recommend the enactment of laws on the following subjects: 1. To assist needy and worthy mothers by a compensation which shall enable them to care for dependent minor children at home instead of their being cared for in institutions. 2. To designate certain existing officials to comprise and act as an industrial welfare committee, with power to establish and enforce wage schedules and to regulate the hours of women and minors in industry. 3. To provide for the paying of convicts' earnings to their department families, after a sufficient sum is deducted for the convict's maintenance. 4. 5. To give organized labor the right to select the officers of the State Labor Bureau. To help solve the problem of the unemployed by extending the activities of the free employment bureau. 6. 7. To strengthen the workmen's compensation act for the better protection of the workers. To promote the safety and safeguard the interests of railroad men and the traveling public. 34

2.5 TYPES OF WELFARE ACTIVITIES The meaning of labour welfare may be made more clear more by listing the activities which are referred to as welfare measures. A comprehensive list of welfare activities is given by moorthy in his monumental work on labour welfare. He divides welfare measures into two broad groups, namely. 1. Welfare measures inside the work place and 2. Welfare measures outside the work place Each group includes several activities.

I Welfare measures inside the work place 1. condition of the work environment Neighborhood safety and cleanliness; attention to approaches. Housekeeping; up-keeping of premises-compound wall, lawns, gardens, and so forth, egress and ingress, passages and doors; white-washing of walls and floor maintenance. Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation,

lighting, elimination of dust, smoke, fumes, gases. Control of effluents. Convenience and comfort during work. That is, operatives posture, seating arrangements. Distribution of work hours and provision for rest hours, meal times and breaks. Workmens safety measures, that is maintenance of machines and tools fencing of machines, providing guards, helmets, aprons, goggles, and firest-aid equipment. Supply of necessary beverages and p-ills and tables, that is salt tablets, milk, soda. Notice boards; posters, pictures slogans; information or communication.

35

2)

Conveniences: Urinals and lavatories, wash basin, bathrooms, provision for spittoons, waste disposal. Provision of drinking water; water coolers. Canteen services: full meal mobile canteen. Management of workers cloak rooms, rest rooms, reading rooms, reading room and library.

II Welfare measures outside the work place Housing; bachelors quarters; family residences according to types and rooms. Water, sanitation, waste disposal. Roads, lights, parks, recreation, playgrounds. Schools, nursery, primary, secondary and high school. Markets, co-operatives, consumer and credit societies. Bank. Transport. Communication; post, telegram and telephone. Health and medical services, dispensary, emergency ward, out-patient and inpatient care, family visiting; family planning. Recreation: games; clubs; craft centers; cultural programmers, that is, music clubs; interest and hobby circles; festival celebrations; study circles, reading room and library; open air theatre; swimming pool; athletics, gymnasia. Watch and ward; security. Community services and problems; child, youth and womens clubs.

36

CHAPTER III

OBJECTIVES OF THE STUDY

To study the safety and welfare measures of the employee. To adopt suitable measures for the improvement of employee performance. To evaluate the satisfaction level of employee about the work environment. To find the level of satisfaction of employee about the facilities given by the company. To give suggestions and recommendation for the promotion of welfare measures.

37

NEED FOR THE STUDY

It helps the management to improve the welfare measure facilities and to make workers participate more effectively towards the work. The study helps to find the satisfaction level of welfare measure provided.

This study gives a good support for improving the performance of employees. This study provides me a practical exposure to upgrade my knowledge.

38

CHAPTER IV

RESEARCH METHODOLOGY
4.1 Research
The advanced learners dictionary of current English as a careful investigation or inquiry especially through search for new facts in any branch of knowledge Redman and more define research as a systematized efforts to gain new knowledge

Research design:
A plan of proposed study prepared by a researcher stating the research activities to be performed in this proposed study before he undertakes his research work is called Research Design.

Defining the population:

The total employees working in the organization is 100.

Sampling plan:
Out of 100 employees this study was carried out taking into the account of only 60 employees. .

4.2 Data used:

Both primary data and secondary are used in this study.

4.3 Data collection method:

A survey method is used to collect the data Questionnaire.

Type of question:
The following are the type of questions which are used in this research. 39

1. Dichotomous question Dichotomous question are type of question normally, two option such as yes/no.

2. Multiple choice questions:

This type of questions more than two options to express the employees view.

Filed-work
The field work of study was done at ADHI SAKTHI PROJECT PUDUCHERRY.

Period of survey:
The period of survey was nearly 1 month.

4.4 Description of statistical tool used:

According to this project, there are two statistical tools used. They are

1) Percentage analysis:
The percentage method was extensively used for analysis and interpretation. It can be generally calculated as follows

Number of respondents favorable _______________________________ Total No. of respondents X 100

40

2) Weighted average method: Weighted arithmetic mean analysis was done to find out the relative importance of certain, job, rating to trainer

W1x1 X = _______ W Where W Total No. respondents W1 No of respondents X1 rating given by the respondents.

3)

CHI-SQUARE TEST:

Chi-square test to compare the relationship between the two variables. Formula 2 = (O-E) _______ E O- Observed value E- Expected value

There are many situations in which it is not possible to make any rigid assumption about the distribution of the population from which samples are being drawn. 41

CHAPTER V DATA ANALYSIS AND INTERPRETATION Table No:5.1

Age Group
S.NO 1 2 3 4 Age group below 25 26-30 31-35 35&above Total Number of Respondents 28 20 10 2 60 % of Respondents 46.7 33.3 16.7 3.3 100

Chart 5.1
age

30 25 20 15 10 5 0
Below 25 26-30 31-35 35& above

INTERPRETATION:
In industrial sector workers are working in different age group starting from Below 25 to 35& above years. So, the age factor of workers determine their involvement, concentration and performance. The above table points out that, most of the respondents 46.7% are in the age group of Below 25, 33. 3% of respondent are in the age of 26-30 ; 16.7% of respondent are in the age of 31-35; 3.3% of respondent are in the age of 35% above.

42

Table No: 5.2 Respondents Sex

S.No 1 2 Sex Male Female Total Number of Respondents 58 2 60 % of Respondents 96.7 3.3 100

Chart 5.2
Respondents Sex

70 60

50
40 30 20 10 0
Male Female

INTERPRETATION:
Most of the respondents (96.7%) are in sex group of male.(3.3%) of respondents are in sex group of female.

43

Table No: 5.3 Respondents Qualification

S.No 1 2 3 4 5 Qualification H.S.C Diploma I.T.I U.G P.G Total Number of Respondents 5 26 25 3 1 60 % of Respondents 8.3 43.3 41.7 5 1.7 100

Chart 5.3
30 25 20 15 10 5 0
H.s.c Diploma I.T.I U.G P.G

Qualification

Interpretation:
The above table shows that, most of the respondents (1.7%) have studied P.G,( 5%)of the respondents have studied U.G.(.41.7%)of the respondents have studied ITI (43..%) respondents have studied diploma and (8.3%) of the respondents have studied in H.sc. of the

44

Table No: 5.4 Respondents Experience

S.No 1 2 3 4 Experience below 1yrs 1-3yrs 3-6yrs Above 6yrs Total Number of respondents 27 25 6 2 60 % of Respondents 45 41.7 10 3.3 100

Chart 5.4
Experience

30 25

20
15 10 5 0 Below 1yrs 6-Mar

Interpretation
The above table shows that, most of the respondents (45%) have experienced below 1yrs, 41.7% of the respondents have experienced 1-3yrs, 10% of the respondents have experienced 36yrs and 3.3% of the respondents have experienced above Above 6 yrs.

45

Table No: 5.5 Respondents Marital Status

S.No 1 2 Marital status Number of Respondents % of Respondents Married Unmarried Total 24 36 60 40 60 100

Chart 5.5
Marital status

40

35
30 25 20 15 10 5 0 Married Unmarried

Interpretation
The above table shows that, most of the respondents (40%) have unmarried, (60%) of the respondents are married.

46

Table No:5.6 Respondents Monthly income

S.No 1 2 3 4 5 Monthly Income below 5000 5001 to 10000 10001 to 15000 15001 to 20000 20001 and above Total No of respondents % of respondents 33 17 10 Nil Nil 60 55 28.3 16.7 Nil Nil 100

Chart 5.6
Monthly income

35 30 25 20 15 10 5

0
Below 5000 5001 to 10000 `10001 to 15000

Interpretation
From the above table it is observed that salary level of Below 5000 and 66% of the respondents.

47

Table No: 5.7 Respondents Sort of Workers

S.No 1 2 Sort of workers Temporary Permanent Total No of respondents 35 25 60 % of respondents 58.3 41.7 100

Chart 5.7

Sort of Workers

40

35
30 25 20 15 10 5 0
Temporary Permanent

Interpretation
From the above table shows sort of workers most of the respondents (58.3%) got temporary., 41.7% are permanent.

48

Table No: 5.8 Safety equipment

S.No 1 2 3 4 5 6 Safety equipment Number of Respondents Cap Helmet Over coat Shoes Gloves Eye glass Total 0 0 3 13 42 2 60 % of Respondents 0 0 5 21.7 70 3.3 100

Chart 5.8
Safety equipment

45 40 35 30 25 20 15 10 5 0
Over coat Shoes Gloves Eye glass

Inference: From the above table it is found that 5% and 21.7% respondents are expecting over coat. And Shoes,3.3% respondents are eye glass and 70% respondents are expecting Gloves , from the Management.

49

Table No: 5.9 Family Welfare Facility

S.NO 1 2 3 4 Family welfare facility Education allowance Family group Insurance EPF Holiday compensation Vehicle loans Housing loan Total No of respondents 0 0 27 13 16 4 60 % of Respondents 0 0 45 21.7 26.6 6.7 100

5 6

Chart 5.9
30 25 20
Family welfare

15
10 5 0
EPF Vehicle loans

Inference: From the above table it is found that 45% respondents are satisfied with EPF, 21.7% respondents are Holiday compensation, 26.6% respondents are Vehicle loan and 6.7 are Housing loan welfare facility provide by the organization.

50

Table No: 5.10 Medical Facility

S. No 1 2 3 4 First aid Ambulance Treatment charges Other specify Total Medical facility No of respondents 24 10 24 2 60 % of respondents 40 16.7 40 3.3 100

Chart 5.10
Medical facilities

30 25

20
15
.

10 5 0
First aid Ambulance Treatment charges Other specify

Interpretation
From the above table it is found that 40% respondents are provided with first aid, 16.7% respondents provided with ambulance & 40% respondents are provided with treatment charges and 3.3% respondent are expecting other facility from the management.

51

Table No: 5.11 Respondents opinion on Treatment

S.NO 1 2 3 4 Treatment No of respondents % of respondents Good Normal Poor No opinion Total 32 24 1 3 60 53.3 40 1.7 5 100

Chart 5.11
opinion on Treatment

35
30 25 20 15 10 5 0
Good Poor

Interpretation
The above table shows that the respondents (53.3%) says that, the treatment is Good, 40% of respondents says that it is Normal. 1.7% of respondents says that treatment is poor 3% of the respondents says that treatment is No opinion.

52

Table No: 5.12 Environment Condition

S. No 1 2 3 4 5 Environment condition Pleasant condition Proper Ventilation Fresh air Guidance from superiors All Total No of respondents 5 5 4 20 26 60 % of respondents 8.3 8.3 6.7 33.4 43.3 100

Chart 5.12
30 25 20 15 10 5 0
Pleasant condition Proper Ventilation Fresh air Guidance from superiors All

Environment Condition

Inference: Most of the respondents are satisfied with working environment condition.

53

Table No: 5.13 Respondents Uniform system

S.No 1 2 3 4

Uniform System No difference is identified Maintain equality among all Provide social security No opinion Total

No. of respondents % of respondents 23 22 5 10 60 38.3 36.7 8.3 16.7 100

Chart 5.13 25 20 15 10 5 0
No difference is Maintain equality Provide social identified among all security No opinion

Uniform system

Inference: The above table explain that, the respondents (38.3%) says that they feel No difference is identified on wearing the uniform, 36.7% says that they maintain equality among all. 8.3% of respondents says that they provide social security and 16.7% says that they have no opinion.

54

Table No: 5.14 Education Facilities

No of Respondents 0 0 28 32 60 % of Respondents 0 0 46.7 53.3 100

S.No 1 2 3 4 Library

Education facilities

Free computer training Reading room Daily news review Total

Chart 5.14
Education facilities

33 32 31 30 29 28 27 26
Reading room

Daily news review

Inference: From the above table it is found that 46.7% of respondents are satisfied with Reading room, and 53.3 % of respondents are satisfied with Daily news review.

55

Table No: 5.15 Extra Curricular Activities

S.NO 1 2 3 4 Extra curricular activities Sports Athletic Company seminar No opinion Total No of respondents 31 3 5 21 % of respondents 51.7 5 8.3 35 100

Chart 5.15
Extra curricular activities

35 30 25 20 15 10 5 0 Sports Company seminar

Inference: From the above table it shows that, respondents is common in 51.7% says that sports, 8.3% of respondents says that they have company seminar, 35% of the respondents says that no opinion.

56

Table No: 5.16 Level of Motivation given to employee

S.NO 1 2 3 4 5 Level of motivation Very High High Moderate Low Very Low Total No respondents 34 19 7 0 0 60 % of respondents 56.7 31.7 11.6 0 0 100

Chart 5.16
Level of motivation

40 35

30
25 20 15 10

5
0
Very High High Moderate Low Very low

Inference: From the table it infers that 56.7%of respondent are Very high motivated and 31.7% of respondent are high motivated.11.6% of respondent are moderate.

57

Table No: 5.17 Respondents of Rest hour

S.No 1 2 3 Rest hour 2 hour once 4 hour once 6 hour once Total No. of respondents 21 36 3 60 % of respondents 35 60 5 100

Chart 5.17
Rest hour

40 35 30 25 20 15 10

5
0
2 hour once 4 hour once 6 hour once

Inference: From the above table it is found that 35% of respondents are expecting 2hour once and 60% respondents are expecting 4 hours once rest hour and 5% respondents are expecting 6 hours once.

58

Table No: 5.18 Working in night shift

S.NO 1 2 3 4 Night shift Satisfied Dissatisfied Highly dis satisfied No opinion Total No of respondents 6 33 17 4 60 % of respondents 10 55 28.3 6.7 100

Chart 5.18
Night shift

35 30 25

20
15 10 5 0
Satisfied Highly dis satisfied

Inference: The above table shows that, most of the respondents 55% says that they are dissatisfied while working in night shift and only 10% respondents are satisfied. most of the respondents 28.3%Highly dissatisfied and 6.7% of respondents are in No opinion.

59

Table No: 5.19 Level of satisfaction with the Drinking Water

S.NO 1 2 3 4 5 Drinking water Highly satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly dis Satisfied Total No respondents 30 26 4 0 0 60 % of respondents 50 43.3 6.7 0 0 100

Chart 5.19
Drinking water facilities

35 30 25 20 15 10 5 0

Highly satisfied

neither satisfied nor dissatisfied

highly dissatisfied

Inference: From the table it infers that 93.3% of respondents are satisfied with the drinking water facility while 6.7% of the respondents have no opinion about the facility.

60

Table No: 5.20 Preventive and guidance chart

No of respondents 23 26 6 5 0

S.NO 1 2 3 4 5

Guidance chart Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total

% of respondents 38.3 43.3 10 8.3 0 100

Chart 5.20
35 30 25
Guident chart

20
15 10 5 0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Inference:Out of the 60 respondents surveyed to determine the welfare measure with preventive guidance chart facility provided by the company. It seen that only 38.5% of the respondents have shown a highly satisfied, 43.3% of the respondents have shown satisfied, 10% of the respondents have given their neutral opinion & 8.3% of the resssspondents have shown dissatisfied.

61

Table 5.21.1 WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION

NO 1 2 3 4 5 6

FACILITY Safety measures Medical facility Uniform facility Education facility Rest room Drinking water

No. of respondents 16 13 12 5 6 8

Formula: X = WX/W

W = number of respondents X = rating given by the respondent

Table 5.21.2
RANK 1 2 3 4 5 6 TOTAL WEIGHT 6 5 4 3 2 1 X1 16 13 12 5 6 8 60 WX1 96 65 48 30 12 8 259 RANK 1 2 3 4 5 6 4.31667

X = 256/60 =4.31667 Inference: From the above table most of the respondents are satisfied with welfare facilities given by organization 62

Table 5.22.1 WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION INFRA STRUCTURAL FACILITY

H.S Rest room Ventilation Lighting Toilets Working environment 12 16 13 10 10

S 22 20 24 24 30

Neutral 16 15 12 12 13

D.S 7 5 8 8 5

H.D 3 4 3 6 2

Total 60 60 60 60 60

Interpretation: Weighted average for rank the Infra structural facilities provided in the organization.

Formula: W1x1 ________ W Where: W- Total No. respondents W1- NO of respondents X1- rating given by the respondents

X=

63

Table 5.22.2
X 1 W 5 X1 12 WX1 60 X2 16 WX2 80 X3 13 WX3 65 X4 10 WX4 50 X5 10 WX5 50

22

88

20

80

24

96

24

96

30

120

16

48

15

45

12

36

12

36

13

39

14

10

16

16

10

5 Total W RANK

3 60 3.55 IV

3 213

4 60 3.65 II

4 219

6 60 3.65 II

6 219

6 60 3.4 V

6 204

2 60 3.68 I

2 221

Inference: From the above table most of the respondents are satisfied Infra structural facility in working environment.

64

ANALYSIS OF EXPERIENCE OF THE EMPLOYEES & DO YOU NEED A SORT OF WORKER USING CHI-SQUARE TEST
HO: There is no significant difference between Experiences for the Employees & need a sort of worker H1: There is significant difference between Experiences for the Employees & need a sort of worker

Table 5.23.1
OBSERVED FREQUENCY: Do you Need a sort of worker Temporary
Experience

Total Permanent 4 7 8 10 29 20 15 13 12 60

Below 1yrs 1-3 yrs 3-6 yrs Above 6yrs

16 8 5 2 31

Total

Table 5.23.2 EXPECTED FREQUENCY: Do you Need a sort of worker Temporary

Experience

Total Permanent 5.8 4.35 3.77 3.48 17.4 12 9 7.8 7.2 36 65

Below 1yrs 1-3 yrs 3-6 yrs Above 6yrs

6.2 4.65 4.03 3.72 18.6

Total

CHI-SQUARE TEST
FORMULA: = ( 0-E)2 /E O Observed value E Expected value

O 16 4 8 7 5 8 2 10 TOTAL

E 6.2 5.8 4.65 4.35 4.03 3.77 3.72 3.48

(0-E)2 96.04 3.24 11.22 7.02 0.94 17.89 2.96 42.51

(0-E)2/E 15.49 0.56 2.41 1.61 0.23 4.75 0.80 12.22 38.07

Calculated value: 38.07 Degree of freedom = (C-1) (R-1) = (2-1) (4-1) = 1X3 =3 Table value: 7.815 Ho accepted: Since calculated value 38.07 for degree of freedom at 5 % level of significant is greater than the table value 7.815 there fore the hypothesis is not accepted.

66

CHAPTER VI
FINDINGS OF THE STUDY
46.7% of the respondents are belonging to the age group of 35 & above. 96.7% of the respondents are male. 43.3% of the respondents are studied Diploma. 41.7% of the respondents are having above 1-3 years of experience. 60% of the respondents are unmarried. most of the respondents are having 5000 and above of monthly salary. 58.3% of the respondents are temporary, 46.2% of the respondents said that treatment provided in dispensary is normal. 53.3% of the respondents said that treatment provided in dispensary is Good. Most of the respondents are satisfied with working environment condition. 55% of the respondents says that, they are dissatisfied working in night shift. 50% of the respondents says that , they are highly satisfied drinking water
In weighted average method most of the employees are satisfied with the rewards given

by the company In weighted average method most of the employees are satisfied with the Infra structural facility in working environment.

67

SUGGESTIONS AND RECOMMENDATIONS

The researcher listed out the following suggestion after analyzing the main findings of this research study.

The employees felt that the transport facility is inadequate. The company can arrange additional transport facility so that the employees will be able to come to the company without much strain.

The manager can adopt various motivation technique to motivate the employees working in night shift.

The company have to increase welfare measures to the employees.

68

CHAPTER VII
CONCLUSION
Employers are more than willing to understand the employees requirement and design their welfare packages and employee benefits programmers accordingly. The time for them to understand the changes in employee needs and bridge the gap. Employers should understand what employees want and compensate them accordingly.

What employee want : Proper environment Transport facilities Canteen facilities. Preventive guidance chart.

Thus the focus of welfare polity should be on these factors. If the organizations want to achieve the aim of attracting and retaining suitable talent from the labour market.

69

CHAPER-VIII 8.1 LIMITATION OF STUDY

Most of the respondents were not frank enough to answer certain question. The research was conducted with minimum sample of 60. The important constraint of time and cost was definite limiting factor.

70

SCOPE OF THE FUTHER STUDY.

The study has been conducted with a view to bring out simple measuring tool for understanding the effectiveness of welfare measures facilities and satisfaction level of employees regarding the facilities. This study will be helpful to the human resource department and organization development for the organziation and growth . The project throws light on the need for welfare measures among the employees in the organizition This can be referred as a base for future oriented projects.

71

Appendix
2. BIBLIOGRAPHY

Books:

1.

C.R. Kothari

Research Methodology New age international (p) Ltd., 2nd edition, 1985. statistical method Sultan chant & Sons Publishers, New Delhi, thirty fourth editions, 2005

2.

S.P Gupta

3. Aswathapa

Human resource and personnel management. Tata mc graw -hill publishing-New Delhi second reprint 2002

4. R.C. Saxena

Labor problems and social welfare K.Nath&co.meeract-2

5. Web site

www.rane.co.in www.articlesnatch.com

72

QUESTIONNAIRE

1) Employee name

: ________________________

2) Age a) Below 25 b) 26-30 c) 31-35 d) 35& above

3) Sex a) Male b) Female

4) Qualification a) H.s.c

b)

Diploma c)

I.T.I

d)

U.G e)

P.G

5) Experience a) Below 1yrs b)

1-3 yrs

c)

3-6 yrs

d)

above 6 yrs

6) Marital status : a) Married

b)

Unmarried

7) Monthly income : a) Below 5000

b)

5001 to 10000

c) 10001 to 15000

d) 15001 to 20000 e)

20001 and above

8) What sort of worker you are a) Temporary b)

Permanent

9) What is the safety equipment given by the organization? a) Cap b) Helmet c) Over coat d) Shoes e) Gloves f) Eye glass

73

10) What are the family welfare facilities provided by the organization? a) Education allowance b) Family group Insurance c) EPF

d) Holiday compensation e) Vehicle loans f) Housing loan 11) What kind of medical facilities do you are expecting? a) First aid b) Ambulance c) Treatment charges d) Other specify

12) How do you feel about treatment? a) Good b) Normal c) Poor d) No opinion

13) What type of environment condition you prefer for better performance a) Pleasant environment b) proper ventilation e) All c) Fresh air

d) Guidance from superiors

14) What type of feeling do you have on wearing uniform a) No difference is identified b) Maintain equality among all c) Provide social security d) No opinion 15) Education facilities given by the organization a) Library b) Free computer training d) Daily news review 16) Extra curricular activities by the organization a) Sports b) Athletic c) Company seminar d) No opinion c) Reading room

17) Level of motivation given to employee a) Very High b) high c) Moderate d) Very low e) Low

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18). Infra-structural facility : Specify the level of satisfaction Highly Satisfied Rest room Ventilation Lighting Toilets Working environment Transportation Satisfied Neutral Dissatisfied Highly Dissatisfied

19) our expected rest hour in the organization a) 2 hour once b) 4 hour once c) 6 hour once

20) Are you comfortable with shift system? a) Yes b) No

21) What level of satisfaction do you have working in night shift? a) Satisfied b) Dissatisfied c) Highly dis satisfied d) No opinion

22) Are you satisfied with the drinking water facilities provided by the

organization

a) Highly satisfied b) Satisfied c) neither satisfied nor dissatisfied d) dis satisfied e) highly dissatisfied

23) Does the management solve all your grievances? a) Always b) Sometimes c) Rarely d) Never

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24) Preventive and guidance chart are shown us (Safety charts, accident zone, work &handling procedure) a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

25) Rank the welfare facilities provided in the organization

NO 1 2 3 4 5 6 FACILITY Safety measures Medical facility Uniform facility Education facility Rest room Drinking water RANK

26) Do you suggest any new welfare facilities required to the employees , Please mention ___________________

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