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Page 1KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT1A REPORT ON

A STUDY ON EMPLOYEE WELFARE MEASURES WITHREFRENCE TO KSEB. KANNUR, KERELASubmitted in partial fulfillment of the requirements ofThe M.B.A Degree Course of Bangalore UniversitySubmitted By

BINEESH BALAN(REGD.NO: 04 XQCM 6017)Under the Guidance and SupervisionOfProf. Savitha HebleFaculty - MPBIMM.P.BIRLA INSTITUTE OF MANAGEMENTAssociate Bharatiya Vidya Bhavan# 43, Race Course Road, Bangalore-560001JUNE– 2006

Page 2KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT2DECLARATIONI hereby declare that this project report “A STUDY ON EMPLOYEEWELFARE MEASURES WITH REFRENCE TO KSEB. KANNUR, KERELA” is a record of independent work carried out by me towardspartial fulfillment of requirements for MBA course of BangaloreUniversity at M.P.Birla Institute of Management. It is my original workand that no part of the work has been submitted for any degree,diploma, fellowship or other similar title or prizes for any institutionpreviously.Place: Bangalore. Name: Bineesh BalanDate:

Register Number:04XQCM6017

Page 3KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT3

GUIDE’S CERTIFICATEI hereby certify that the project work embodied in this dissertationentitled “A STUDY ON EMPLOYEE WELFARE MEASURES WITHREFRENCE TO KSEB. KANNUR, KERELA” has been undertakenand completed by Mr.Bineesh Balan under my guidance andsupervision.I also certify that he has fulfilled all the requirements under thecovenant governing the submission of dissertation to the BangaloreUniversity for the award of M.B.A Degree.Place : Bangalore. Prof. Savitha HebleDate:

Page 4KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT4

PRINCIPAL’S CERTIFICATEThis is to certify that Mr.Bineesh Balan has carried out the projectwork embodied in this dissertation entitled “A STUDY ONEMPLOYEE WELFARE MEASURES WITH REFRENCE TO KSEB.KANNUR, KERELA” under the guidance of Prof.. Savitha Heble.Place : Bangalore (Dr. N.S.Malavalli)Date : PRINCIPAL

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ACKNOWLEDGEMENT The immense gratification this Project work has given me does notlead to a sense of fulfillment unless I express my boundless gratitude to all thosewho made this work successful. I do recognize that mere thanksgiving does notredeem me of my indebtedness for all the timely help, support and guidance Ireceived. I script on this page my sincerest thanks to each one of them:I am particularly grateful to Prof. Sumithra Sreenath, M.P.Birla Institute ofManagement . for showing her keen interest in the project and guiding me withhis valuable suggestions, without which it would not have been possible for me tocomplete the project in time.I am also thankful to my guide, Prof. Savitha Heble for her support andencouragement rendered for this project.I express my thanks to Mr.Nagesh.S.Malavalli, Principal, M.P.BirlaInstitute of Management for his constant support and encouragement. I owe my thanks and wholehearted gratitude to Mr. sureendran, and all those who rendered help at critical moments for the successful outcome ofthis work and especially the staff of KERALA STATE ELECTRICITY BOARD fortheir constant encouragement and for being a great group of knowledgeable and

Page 6KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT6cooperative people to work with.To my friends, I extend my gratitude for their moral support throughoutthe project. BineeshbalanCONTENTSSl no: Topic Page no: i) EXECUTIVE SUMMARY………………………............................11. INTRODUCTION………………………………….………............2THEORITICAL BACKGROUND...................... ...........................2NEED FOR HUMAN RESOURCE MANAGEMENT…......…….3OBJECTIVES OF HUMAN RESOURCE MANAGEMENT…….3HRD SYSTEMS……………...…………………….........................42. COMPANY PROFILE...………………............................................53. EMPLOYEE WELFARE…………………………………………104. RESEARCH DESIGN……………………..……………….….……23PROBLEM STSTEMENT…………………………………………23RESEARCH METHODOLOGY……….………………………....25DATA COLLECTION METHODS……………............................26PLAN OF ANALYSIS………………………....…………….........26LIMITATIONS OF THE STUDY………………………………..27

5. DATA INTERPRETATION AND ANALYSIS…………….….......286. FINDINGS AND SUGGESTIONS………...………………….…....52FINDINGS……….…..………………………………………...........52

Page 7KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT7SUGGESTIONS & RECOMMENDATIONS………....……..…….53CONCLUSIONS……………………..…………………………..…547. SAMPLE QUESTIONAIRE……………………………………….558. ANNEXURES………………….…………………………………….59BIBLIOGRAPHY…………………………………………………..56

Page 8KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT8EXECUTIVE SUMMARYAn industry is certainly not a place where workers and employers try to get themaximum each other. Both employee and management can be lot more if andwhen they work together as partners in an enterprise, and if they have sympathyof understanding of each other problems, which is the basic problem in employeewelfare. It is sincerely hope that he welfare notion will help the industrycommunity better, to maintain harmonious industrial relations and more lastingindustrial peace to tackle effectively the social problems and attain humanwelfare.The industrial revolution began in the 18century and since it introduced the big machineit came to be known as the machine age. Industrialization is employment of laboraccompanying of this welfare in as much as on their welfare depends the future progressof industrialization employee welfare is a direct sequel to industrializationEmployee welfare has positive aspect to it. It has statutory measures, which lays downminimum standouts of facilities to be given to the employees. Retaining and motivationemployees and minimizing socialize evils are most of the beneficiary outcomes ofemployee welfare.

Page 9KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT9KSEB has large strength of employees working at all levels, A study of the welfaremeasures being provided to its employees was done. This problems faced by theemployees regarding these spheres were observed with the help of questionnaire and ananalysis of the same was carried out.The survey at KSEB showed an average satisfaction level among the employees. If thecompany thinks it apt, it can provide its employees with certain more non-statutory

welfare measure and benefits that they may help in increasing the satisfaction level ofemployees.INTRODUCTIONTHEORITICAL BACKGROUNDHuman Resource is of paramount importance for the success of any Organization.It is a source of strength and aid. Human Resources are the wealth of an organization thatcan help it in achieving its goals. Human Resources Management is concerned with thehuman beings in an Organization. It reflects a new outlook, which views organization’smanpower as its resources & assets. Human Resource is the total knowledge, abilities,skills, talents & aptitudes of an organization’s work force. The values, ethics, beliefs ofthe individuals working in an organization also form a part of Human Resource. HumanResource is a resource like any other natural resource.Thus, it is the management which matters people realize the objectives of theorganization and directs their efforts towards their achievement. Marketing plansorganizes co-ordinates & controls the affairs of the organizations. It brings the human &material resources together material resources for the achievement of the objectives of the

Page 10KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT10organization. Human resource management is the process by which the employees of anorganization are helped in a continuous planned way to Acquire and to sharpencapabilities required to perform various function associated with their present or expectedfuture jobs. Develop their general capabilities as individuals and discover and exploittheir own inter potentials for their own and or for organizational development purposesand Develop an organization culture in which superior subordinate relationship,teamwork and collaboration among sub-unit are strong and contribute to the professionalwell-being and promote motivation and pride of the employees.1:1NEED FOR HUMAN RESOURCE MANAGEMENTHuman Resource Management helps in creating a better understanding betweenemployees and Management. It helps workers in accomplishing individual andorganizational goals. This approach has been attracting the attention of managementprofessionals in the last decade or so. HRM is considered essential due to the followingreasons.1.2 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT1. The primary objective of HRM is to ensure the availability competent and willingwork force to an organization. Beyond this, there are objectives too;2. To help the organization attain the goals by providing the well trained and wellmotivated employees.3. To employ the skills and knowledge of employees efficiently and effectively.4. To enhance job satisfaction and self-actualization of employees by Encouraging andassisting every employee to realize his/her her full potential.5. To maintain high morale and good human relations with organization.6. To manage change to the mutual advantage of individual groups and Organization

and society.

Page 11KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT117. To recognize and satisfy individual needs and group goals by offering Appropriatemonetary and non-monetary incentives.8. To help maintain ethical policies and behavior inside and outside the Organization.9. To bring about maximum individual development of members of the organization byproviding opportunities for Training & Development1.3 HRD SYSTEMIncreasing the `enabling capabilities’ by developing human resource organizationalhealth, team spirit and increasing employment, motivation and productivity.Focus on balanced organizational culture - by conducting periodic surveys,workshops, discussion, stimulating openers, mutual trust, workshops, creativity,initiative, collaboration, delegation, management of conflict etc.,Focus on periodic reviewing of HRD System - which may call for re-designing,performance appraisal, Reward System, promotion, Selection, Induction, Trainingand Development, etc. Focus on integrating HRD with other corporate functions likeproduction, Finance, Material Corporate planning etc. such integration will strengthenthe development of enabling organization. Focus on diffusion of HRD function -involving line manager in various HRD aspects live training of sub-ordinates,performance appraisal, promotion, placement, selection etc., Focus on working withunion by taking them into confidence and collaborating with them. The union alsoplays a positive role like syndicate bank employee union.

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CHAPTER 2COMPANY PROFILEKerala State Electricity Board commenced functioning on 31-3-1957 After Noon as perorder no. EL1-6475/56/PW dated 7-3-1957 of the Kerala State Government. It had 5members with Sri K P Sreedharan Nair as Chairman. All the staff belonging to theerstwhile Electricity Department was transferred to the Board. The 'Board' consisting ofthe Chairman and the Members is the Supreme Governing Body. State Electricity Consultative CouncilThe State Government by their notification EL3-9345 dated 21-2-1958 constituted theState Electricity Consultative Council under section 16 of the Electricity Supply Act. TheCouncil functions as consultative body and the Board is required to place before thecouncil the annual financial statement and supplementary statements if any beforesubmitting such statements to the State Government. Over the years, the Board has grown many times to reach the present position catering tothe demands of the industrial and domestic consumers, whose per capita consumption has

shown a significant increase due to industrialization and increased usage of electric

Page 13KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT13household goods, improved economy etc. While it was possible to meet the energydemand from the Boards own power plants in 1958, it has to resort to import of powerfrom Central Sector and also buy power from other power generating utilities within thestate to meet the demand for power at present. To meet the ever-increasing demand forpower in the future, the Board has plans to take up construction of more generating plantsmostly in the hydel sector, with proportionate investment and schemes in thetransmission and distribution sector to improve the system. In order to improve thefunctioning of the Board, the Board has been segregated into three profit centers as partof the power policy declared in 1998 by the Kerala State Government. Classification of ConsumersSl NoCategoryDescription1LT I(a)Domestic use 2LT I(b)(I) Office of political parties approved by Election Commission of India.(ii) Libraries and reading rooms.(iii) Sports/arts club (with connected load not exceeding 2000 Watts). When theconnected load exceeds 2000 Watt, LT VII C will be applicableIn respect of Offices of Political parties not approved by the ElectionCommission of India, LT VI (B) tariff shall be applicable. The libraries andreading rooms having registration of the Kerala Grandhasala Sanghom or norhaving the registration of Kerala Grandhasala Sanghom shall be charged at thesame rate.3LT IIColonies of HT and EHT consumers where re-sale of energy is not involved andwhere supply at a single point is given at LT by the Board for domestic use instaff quarters, street lighting and pumping water for domestic use.Colonies ofUniversities, State/Central Government Departments, Public Institutions likeCompanies/Board/Corporations under State/Central Government and Hospitalstherein, colonies of Railways, State/Central Government Undertakings,Postal/BSNL, A.I.R, Dooradarsan and Private colonies.4LT IIITemporary Connection for Illumination, Exhibition, Festivals, Public Meetingand Fairs

Page 14KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT145LT IVGeneral purpose industrials loads (single or 3 phase) viz., Grinding Mills, FlourMills, Oil Mills, Rice Mills, Saw Mills, Ice Factories with or without coldstorage, rubber smoke houses, prawn peeling units, floriculture activities, tyrevulcanising/retreading units, workshops using power mainly for productionand/or repair, pumping water for non agricultural purpose, Public Water Works,Sewage Pumping, Power laundries, Hatcheries, Screen Printing of glassware orceramic, Printing Press, Milk Chilling Plant, Freezing Plant, Cold Storage,Bakeries (where manufacturing process and sales are carried out in the samepremises), Stone Crushing units, Diamond-Cutting, Book binding and alliedactivities, Garment Making, Electric Crematorium, Pyrolators installed by localbodies, Mushroom farms, Shrimp farms, SSI Units engaged in computerisedcolor photo printing, computer consultancy services with SSI registrationengaged in Software services and data processing activities and Desk TopPrinting, Audio/Video Cassette Recording/Duplication, CD recording/duplication, software development for recording/duplicationpurpose, manufacture of audio/video cassette, Software Technology/ InformationTechnology, Dairy farms, Agricultural Nurseries (without sale) and Marble Cutting.6LT VApplicable to poultry farms, silk worm breeding, Government Livestock Farms,Agricultural consumers, all cultivations including dewatering and Lift Irrigation(Single or 3 phase), Private Livestock farms (minimum number of milky cattlesshall be five) and combination of livestock and dairy farms, private pig farms(provided there is a minimum six breeding adult animals in the farm).7LT VI(A)Temples, Churches. Mosques, Monastries, premises of religious Worship,convents, private hospitals, registered under Cultural, Scientific and CharitableSocieties Act and exempted from payment of Income Tax, Government orprivate educational institutions, libraries/reading rooms affiliated to Universitiesor run by Government or private, Government Hospitals, X-ray units,laboratories, mortuaries attached to Government Hospitals.8LT VI(B)Offices and institutions under State/Central Government, Corporations/Boardunder State/Central Government, Local Bodies, Hostels of educationalinstitutions affiliated to the Universities or under the control of the Director of

Technical/Medical Education, Director of Public Instruction or such otherofficers of the Government or run by the Government or State Social WelfareBoard, Hostels run by institution that are registered under Cultural, Scientificand Charitable Societies Act and exempted from payment of Income Tax,KHRWS Paywards and institutions of KHRWS, Travellers Bungalows andGuest/Rest Houses under Government, Typewriting Institutes, private hospitals,mortuaries attached to private nursing homes, private mortuaries private, privateBlood Bank, clinical laboratories/X-ray units, private offices ofAdvocates/Chartered Accounts/ Architects/ Social Organisations, Museum/Zoo,Computer Training Institutes and Offices of the Political parties not approved bythe Election Commission of India and collection centred of 'FRIENDS' singlewindow service centres under department of Information technology, Policeclubs, Private Scanning Centres.

Page 15KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT159LT VI(C)Offices or institution under Kerala Water Authority K.S.R.T.C., Kerala WaterTransport, Income Tax/Central Excise/ Customs, offices under the MotorVehicles Department/ Sales Tax Department/ Excise Department, offices of alltax/ revenue collecting departments under State/Central Government (other thanlocal bodies), Railways, International/Nation Airport Authority, Postal, RailwayStation, offices of Railways, Banks, Pawn brokers, light houses and any othercategories not included in LT VI (A) , (B) or (D).10LT VI(D)Orphanages, schools and hostels of mentality retarded students, deaf/ dumb/blind/ physically handicapped persons, oldage homes, cheshire homes, PolioHomes and all other similar institutions all recognised by the Government.11LT VII (A)Display lights, Cinema Studies, Commercial premises, Hotels and restaurants(having connected load exceeding 2000W), Showrooms, Business Houses,Private Hostels/Lodges/Guest/Rest houses, commercial cold storage bakeries(without manufacturing processes), vehicle service stations, petrol/diesel bunks,construction works (residential, industrial, non-domestic or commercial),installations of cellular mobile communication/installations of cable TVnetwork, satellite Communications, offices/telephone exchanges under BSNL,offices or institutions under AIR, Doordarshan, LIC recognised insurancecompanies and radio stations.12LT VII (B)Applicable to the following where connected load does not exceed 1000 Watts.

(i) Shops/Bunks/ hotels and restaurants(ii) Telephone booths/internet/e-mail/fax/photocopy services. 13LT VII (C)(i) Cinema Theatres, Circus and other similar activities.(ii) Sports and games activities having connected load exceeding 2000 Watts.14LT VIIITemporary Extension (Single or Three Phase) Applicable to temporaryextension taken from consumer's premises: Fixed charge of Rs. 50/KW or partthereof of connected load per day.Applicable fee, testing fee etc. will be payableextra.15HT IWater Works, printing presses (including presses engaged in printing dailies)plantations, granite crushing units, industrial consumers, dairy farms, drinkingwater pumping for the public by KWA, corporations, municipalities, panchayats,information technology, software development and all other nonagriculturalpumping and drinking water pumping for the public by Kerala Water Authority,Corporations, Municipalities and Panchayats16HT IINon industrial, non commercial consumers such as Aerodromes, Public Officesrun by Central/State Government, Local Bodies,Technical & EducationalInstitutions and Hostels run by or affiliated to Universities or GovernmentDepartments and Government Hospitals and Government NursingHomes,Charitable Institutions and Colonies supplied with energy at HT and HTDomestic17HT II BOffices of political parties approved by the Election Commission of India

Page 16KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT1618HT III (Agriculture)Agriculture consumers for all cultivations including dewatering, lift irrigation,sericulture, poultry farms, silk worm breeding and livestock farms bothgovernment and private, private Piggery farms (Provided there is a minimum six breedable adult animals in the farm19HT IV(Commercial)

Tariff applicable to Hotels/Restaurants, Lodges, Hostels.Guest/Rest Houses.Travellers Bungalows, Cold Storage, Freezing Units,Commercialestablishments,Business Houses,Film Studios,Cinema Theatres,PrivateHospitals,Private Nursing Homes, Private Scanning Institutions, Private X rayInstitutions,Private Clinical Laboratories,Offices/Telephone exchanges ofBSNL,Radio Stations,Doordarshan,ConstructionWorks(Residential,Industrial,Non Domestic or Commercial)20EHT 66 kV21EHT 110 kVConsumer who is supplied with electrical energy at a voltage exceeding 33000volts under normal conditions subject to however to the percentage variationindicated in the agreement with the Board or allowed by the Indian ElectricityRules 195622 Railway Traction 110 kV Electric Traction by the RailwayWelfare measures in KSEB:KSEB offers large number of welfare measure to its employees, however the normalrules and procedures and company rules and regulation are followed in good manners.WELFARE OFFICER:KSEB has not appointed welfare officer however a manager personnel is lookingafter the welfare schemes of the company.LEAVE RULES IN KSEB:Leave includes casual leave, annual leave with wages (earned leave), leave onloss of pay, maternity leave, sick leave and special leave. Discretion is reserved to the

Page 17KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT17authority empowered to grant leave.

CHAPTER 3EMPLOYEE WELFARE3.1 INTRODUCTIONWelfare is a broad concept referring to a state of an individual or a group, in adesirable relationship with the total environment, ecological, economic and social.Employee welfare includes both the social and economic contents of welfare. Socialwelfare is primarily concerned with the solution of the weaker sections of the society likeprevention of destitution, poverty etc. It aims at social development by such means itssocial legislation, social reform, social services, social work social action, the object ofeconomic welfare is to promote economic development by increasing producing an

Page 18KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT18

productivity and through equitable distribution.MeaningEmployee welfare implies the setting up to minimum desirable standards and theprovisions of facilities like health, food, clothing, housing, medical assistance, education,insurance, job security, recreation, etc. such facilities enable the worker and his family tolead a good work life, family life & social life. Employee welfare measures are an efforttowards revolving the industrial worker of his worries and making them happy.Definitions:The labor investigations committed (1944-46) defines labor welfare as “anythingdone for the intestinal, physical, moral and economic betterment of the workers where byemployers, by government or by other agencies over and above what is laid down by lawor what is normally expected as part of the contractual benefits for which the workersmay have bargained.”According to the report of the Asian regional conference of the ILO, the term“Employee welfare is understood to include such services facilities and amenities whichmay be established in or in the incite of undertakings to enable the persons employedwhether to perform their own in healthy congenial surroundings and provide themamenities conductive to good health and high morale.”Therefore Employee welfare aims at providing such service, facilities andamenities that enable the workers, employed in industries factories to perform their work

Page 19KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT19in healthy, congenial surrounding conductive to good health and high morale.The importance of Employee welfare measures was accepted as early as 1931,when the royal commission of labor started. The benefits, which go under thisnomenclature, are of great importance to the worker and which he is unable to secure byhimself. The labor welfare scheme may be regarded as a wise investment. The worker should at least have the means and facilities to keep himself in a state ofhealth and efficiency. The working condition should be such to safeguard his health andprotect him against occupational hazards.OBJECTIVES OF EMPLOYEE WELFARE:1. To avoid the frustration of workers and thereby increase their overall efficiencyand productivity.2. To improve the health and working environment of the individual3. To release the employees from personal and family worries4. To provide better amenities to the workers and thereby afford him a widerconcept of life5. To increase the standard of living6. To reduce absenteeism and labor turnover in organization.SCOPE OF LABOUR WELFARE;There are certain requirements, which we believe labour welfare should meet, it should

Page 20

KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT20a) Enable workers to live a richer and more satisfactory life.b) Contribute to the productivity of Employee and efficiency of the enterprisec) Enhance the standard of living of workers by indirectly reducing the burden ontheir purse.d) Be in the harmony with similar service obtaining in the neighboring communitywhere the enterprise is situatede) Be administrate liable and essential development out look.Thus if it would be clear that we inclined to regard all extra all mural and intramural aswell as statutory and non-statutory welfare measures of employers, government and tradeunions as fallings within the scope. 3.2 EMPLOYEE WELFARE MAIN CLASSIFICATION:The Employee welfare includes various activities relating to the different aspects ofEmployee class in brief. The activities are generally divided into 2 broad categories.a Extramuralb IntramuralEXTRAMURALThose welfare activities, which are undertaken outside the vanity of theundertaking. For example, facilities of transport to and from the place of work, provisionof good accommodations, maternity benefits, medical benefits, provident fund etc.INTRAMURAL:

Page 21KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT21Those welfare activities, which are undertaken inside the premises of the factory:Ex:- Canteen, restroom, first aid equipment, proper ventilation and sanitation etc.By applying another mode of classification Employee welfare measures can be divided into three categoriesi. Statutory welfare measuresii. Voluntary / non-statutory welfare measuresiii. Mutual welfare measuresSTATUTORY WELFARE MEASURESIt includes all activities undertaken under the provisions of law passed by central& state government for general welfare of workers which are compulsory provisionsrelating to living conditions minimum wages, sanitary conditions hours of work lightingetc.The employee is legally bound to adapt welfare measures under different laborlegislation.EX; The factories act, 1948The payment of gratuity Act, 19723.5 STATUTORY WELFARE MEASURE1 Canteen (section 46)

2 Shelters, restrooms and lunch rooms (sections 47)

Page 22KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT223 Creches (section 48)4 Washing facilities5 Facilities for storing and drying clothing (Section 43)6 Facilities for sitting (section 44)7 First aid appliances (Section 45)8 Drinking water (section 18)9 Latrines & urinals (section 19)10 Spittoons (Sections 20)STATUTORY SOCIAL SECURITY WELFARE MEASURES1 Family pension schemes2 Gratuity3 Provident fund scheme4 Employment state insurance scheme5 Deposit linked insurance scheme3.3 NON-STATUTORY / VOLUNTARY WELFARE MEASUREVoluntary welfare measures include those undertaken by the employees voluntarilywithout any pressure from government. This is intended for efficiency of workers such asfree food government. This is intended for efficiency of workers such as free food duringwork, facilities for relaxation reading room etc.Non-statutory Employee welfare includes those activities undertaken by theemployers for their workers welfare. The idea is apparently philanthropic but it is also a

Page 23KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT23round investment because the various welfare activities of the employees not onlyincrease the efficiency of the workers but also reduce the chances of industrial disputes.Non-statutory Employee welfare work is also undertaken by some socialorganizations. The various types of non-statutory Employee welfare activities, which maybe undertaken by the employers, area) Educational facilities for the workers and their children in the form of provisionof schools, libraries and financial assistanceb) Medical facilities for worker and their families in the form of first aid centers,dispensaries and treatment of diseasesc) Free transport facilitiesd) Recreational facilities in the form of music, dance, drama, games and othercultural activitiese) Housing facilities - construct houses or provide housing loans for workersf) Consumer co-operative societies - which provide members with good quality food

grains and other.g) Family planning programmersh) Counseling programs for the management of workers personal and emotionalproblems.Welfare activities greatly affect the health and efficiency of the workers and promoteindustrial peace. Therefore, the employers must under take the responsibility of providingwelfare measures for their workers. Welfare activities will help to establish a harmoniousrelationship between employers and workers. The employers thus have a moral obligationto look after the welfare of their workers.The Employee welfare measures mentioned in the previous topics contributepositively to employee satisfaction and hence play an important role in reducingemployee turnover and absenteeism and improve workers health and efficiency.

Page 24KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT24.3.4 MUTUAL WELFARE MEASURESThese welfare measures are undertaken jointly by the management and workers byeach other co-operation. Sometimes mutual welfare measures activities are organized byunions for benefits of workers such as co-operative societies etc.MUTUAL WELFARE MEASURES1 Credit co-operative society2 Death relief fund3 Group insurance schemeVOLUNTARY WELFARE MEASURES1 Housing facilities2 Transportation facilities3 Medical facilities4 Cultural facilities5 Recreation facilities

Page 25KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT253.6 FACTORIES ACT - 1948:OBJECTIVES:To regulate the conditions of work in manufacturing establishments that come withinthe definition of the term `factory’ as used in the act. The act makes provisions regardingthe following matters.HEALTH:1. CLEANLINESS:o Factory to be kept clean from effluvia and dirto Effective means of drainage

o Use of disinfectants2. DISPOSAL OF WASTE AND EFFLUENTS:o Factories to make arrangements for treatment of wastes and effluents fromthe manufacturing process.3. VENTILATION AND TEMPERATURE

Page 26KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT26o Maintain adequate ventilation and temperatureo Process producing high temperature to be separatedo Standards of ventilation and temperature to be prescribed4. OVERCRODWING:o It must be avoidedo Specified space per worker must be maintained5. LIGHTING:o Sufficient and suitable lighting must be provided in the factoryo Measures for presentation of glare and formation of shadows6. DRINKING WATER:o Provide suitable points of drinking watero Points to be marked and away from urinals7. LATRINES AND URINALS:o Separate latrines and urinals for male and female workers, adequatelylighted and ventilated.WELFARE:1. Washing facilities:Adequate facilities should be made available to all workers which should bekept clean2. Facility for sittingo Provisions for seating arrangements for workers obliged to work in astanding positiono Provisions for seating arrangements for workers doing work, which can bein a sitting position.3. Canteens:Canteens in a factory employing more than 250 workers.4. Shelters:

Page 27KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT27Restrooms and lunch rooms in factories employing 150 / more workers5. Creches:Provision for crčches in factories employing more than 30 women workers. Itmust be ventilated and under the charges of trained women.

6. Welfare officersAppointed in factories employing 500 / more workers.3.7 EMPLOYEES PROVIDENT FUND ACT - 1952OBJECTIVES :To provide provident fund and pension scheme for employees in factories and otherestablishments. As per the scheme an employee is entitled to receive his contribution atthe time of his retirement or leaving the service, whichever is earlier.Employees provident fund schemes:The central government frames the employees provident fund scheme forestablishment of provident fund under the act for employees and specifiy the class ofestablishments to which the scheme applies. The central board administrates the fund.Employees family pension scheme:

Page 28KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT28It provides family pension and life insurance benefits to the employees of anyestablishments. A family pension fund is created from the contributions of the employeesand employers this fund is administrated by the central board.Employees deposit linked scheme:This scheme is framed for providing life insurance benefits to employees of anyestablishments, the employer make contributions to the deposit linked insurance fund.The amount not being more than 1% of the aggregate of basic wages dearness,allowances and retaining allowance.3.8 Employees Estate insurance act 1948:OBJECTIVES:To provide certain benefits to employees in case of sickness, maternity andemployment injury. Employees sate insurance fund - at contributions are paid under thisact shall be paid in to a fund called ESI fund, which is administrated by the ESICorporation.BENEFITSSickness benefits:The qualification of a person to claim sickness benefit. The condition subject towhich benefit may be given. The rates and periods those of shall be prescribed by thecentral government.

Page 29KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT29Maternity benefits:The increased women employee is entitled to periodical payments at the rate of heraverage daily wage for a maximum period of 12 weeks in case of her miscarriage orsickness, arising out of pregnancy, confinement or premature birth.Disablement benefit:

An employee who sustains temporary disablement, weaker total or partial, shall beentitled to periodic payment.3.9 EQUAL REMUNERATION ACT, 1976 Objectives:To provide for the payment of equal remuneration to men and women workers andfor the presentation of discrimination on the ground of sex, against women in the matterof employment.It is the duty of the employer to pay equal remuneration to men and women workersfor same work or work of similar nature. In doing so, the employer shall not reduce therate of remuneration of any employee.No employee shall, while making recruitment for the same work or work of similarnature make any discrimination against women except where the employment of womenin such work is prohibited under the any law.3.10 THE PAYMENT OF GRATUITY ACTS, 1972OBJECTIVES:

Page 30KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT30To provide for a post retirement financial security to employees in factories andother establishments gratuity shall be payable to an employee on the termination of hisemployment after he has rendered continuous service for not less than five years:a On his superannuatingb On his retirement or resignationc On his death or disablement due to accident or disease.The gratuity is calculated based on 15 days wages for every completed year of serviceto the maximum of Rs. 25 lakhs, gratuity can be fortified if the employee has committeda misconduct of moral turpitude. Gratuity shall be paid to the nominees in the event ofdeath of the employees while in service.

CHAPTER - 4Research Design4.1 IntroductionWelfare of employee is the welfare of industry. They rise or sink together; thecountry’s progress is bound up with the progress of industry and of employee. Aworker’s well being inside as well as outside the factory is mainly out of employer’sconcern, because it has a direct bearing on the efficiency of his work and job satisfaction.It is the right of the worker as a human being to get the minimum amenities, which inturn contributes to a very large extent towards production efficiency.They are also the best kind of investment for employees as they promoteindustrial efficiency and provide the workers facilities and amenities, which enable the

Page 31KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT31

workers employed to perform their work in healthy an congenial climate.4.2 Problem Statement The liberalization, privatization and globalization of Indian economy in the lastfew years have presented unprecedented challenges to the decision makers ingovernment, industry and service sectors; to compete in the global market withcompetitive edge necessitates the industry to improve its productivity and quality ofproducts.This objective cannot be achieved unless and until the workers are highly satisfiedwith the working environment and welfare facilities, which have an important impact onindustrial relations.Thus a research study has been conducted in the area of “Employee welfare and itsimpact on job satisfaction” at KSEB. Welfare measures are vital to improve employeeefficiency and commitment.In this aspect, not only the statutory provision should be compiled with but theemployers must also strive to provide certain voluntary & mutual welfare measures toensure employee satisfaction. Therefore a study of the statutory, non-statutory & mutualmeasures provided by the organization and the satisfaction level of employees towardsthese welfare measures and its impact on job satisfaction, but also to draw suggestionsand conclusions which would enable the organization to make improvements in itswelfare measure if necessary.4.3 Objectives of studyIn this study an attempt has been made to examine the welfare measures offered byKSEB to its employees & its impact on job satisfaction. The specific objectives of thestudy are:-

Page 32KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT321. To examine the various statutory and non-statutory, mutual welfare measuresprovided to the employees of KSEB2. To understand the reaction of the employees towards the welfare measures interms of their awareness, perception and level of satisfaction with there facilities3. To find out the satisfaction level of the employees and identify reasons for andsource of dissatisfaction, if any4. To make suitable suggestions and recommendations with a view to improve theexisting welfare measures, if necessary.4.4 Scope of study:The scope of the study is extended only to the respondents working in the KSEBdivisions in Kannur district, Kerela. It does not cover all the employees working inKSEB. The study covers only some of the levels in the organization. The welfaremeasure studied includes both statutory, non-statutory (voluntary) measures & mutualwelfare measures.4.5 Research methodologyResearch refers to the search for practical knowledge, and it is a scientificinvestigation for the search for relevant information.

Research consists of comprising and redefining problem, formulating, solutions,collecting, organizing, and evaluating data, making conclusions and carefully testingconclusion clarify the accuracy of conclusion.

Page 33KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT33Methodology:An exploratory research study is conducted and a sample survey method isemployed. Here the study is conducted based sample drawn from the population andtherefore inferences are drawn about the welfare measures at KSEB.In due course of data collection for covering the above stated objectives. An in-depth study of the various book, manuals, forms, reports and other documents in order tostudy and understand the functioning of the divisions.Sampling and sample size:In order to reduce the sampling bias and sampling error, the method appropriate tothis is taken i.e., stratified random sampling is adopted where by each level is treated as astrata and sample would be drawn from the strata.The sample size is 60 employees . 4.6 Data collection methods:Source of data:1. Primary data2. Secondary dataPrimary data:It is the data collected which is collected directly from questionnaires, personalinterview and discussions with officials and manager at KSEB. The responses of theemployees towards worker welfare measures in the organization and their job satisfaction

Page 34KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT34is analyzed through questionnaires.Secondary data:It is that data which is already available from,a. Companies annual reportb. File and documents relating to employee welfarec. Text books relating to labour welfare measures and job satisfaction.4.7 PLAN OF ANALYSISData collected from various sources are carefully computed, classified, tabulated,analyzed an interpreted. The statistically technique used for analyzing the data collectedfrom the tabulated data would be analyzed with tables & charts wherever necessary, so asto draw inferences based on which findings, suggestions and conclusions regardingemployee welfare measures and its impact on job satisfaction are arrived at. 4.8 LIMITATIONS OF THE STUDY:

• The study is limited to only some of the levels in the organization; hence it may notbe universally applied to the organization as a whole.• Since the nature of the study and the complexity entails a greater depth in study forwhich sufficient time was not available, time factor is also one of the limitations tothe study.• It is assumed that answers given by the employees are true and adequate; thereforethe study is a representative of the employees opinions.

Page 35KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT35CHAPTER - 5ANALYSIS OF DATA AND INTERPRETATION:The study has been on "A study on impact of Employee Welfare measurestowards job satisfaction of employees at KSEB. The data collected from the employeesusing with scientific questionnaires. The primary data has been collected by way ofstructured scientific questionnaire through focus interview technique from 60 employeesfrom 2 divisions in KSEB.The data has been bifurcated into groups1.Personal details (question 1.1 to 1.3)2.Pertaining to the project

Page 36KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT36a.Statutory welfare measuresb.Non-statutory welfare measuresc.Mutual welfare measuresd.Other information relating to job satisfactionThe various Employee welfare measures has been drawn from the factory act 1948, employee state insurance act 1948, employees provident fund act 1952 payment ofgratuity act 1972, workmen's compensation act 1923. While structuring the questionnairecare was taken to see that the questions that were being framed were relevant to theobjectives of the study.Questionnaires were designed to find out about welfare measures and also thesatisfaction level of the employee sin the organization, on the basis of the answerscollected from the employees, inferences were drawn to arrive at a final conclusions therespondents have been selected from various department to get their general opinion of

the welfare measures offered by the organization.5.1 PERSONAL DETAILS:1.1 Table showing age wise distribution of the respondents Age (in years)No of Respondents PercentageBelow 250025-35142435-45274545 and above1931Total 60100From the above table it is observed that no respondents fall under below 25 yearscategory, 24 percent under 25-35 years category, 45 percent under the 35-45 years

Page 37KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT37category, and 31 percent of the respondents under 45 and above categoryIt can be inferred that most of the employees fall in the group of 35-45 and 45above. It is important to note that they from 45 percent of the employees are continuingin the same organization for a number of years. Therefore the organization must ensurethat they are satisfied with all the welfare measures and must try to improve some of thewelfare measures with which the older employees are not satisfactory.1.2 Table showing sex-wise distribution of the respondentsSexNo. of Respondents PercentageMale 2236Female 3864Total60

100From the above table it is observed that 64 percent of the respondents are male 36percent of the respondents are females.1.3 Table showing educational qualification of workersQualification No. of RespondentsPercentageUnder graduate 1431Graduate2338Post graduate 0509Diploma813Others 1009Total60100From the above table it is observed that most of the respondents are graduateswho account for 38 percent, 23 percent of the respondents are undergraduates. 9 percentof the respondents are postgraduates, 15 percent of the respondents are diploma holder, 0percent have done other course.

Page 38KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT38Therefore it is inferred that all the respondents are literate. Analyzing thequalification is essential because it helps us to find out if the employees are educated ornot. Therefore of the respondents are aware of the welfare measure.5.2 STATUTORY WELFARE IWelfare measure covered under factories act 1948:A.Table showing satisfaction level of employees for the following facilities coveredunder factories act 1948Graph

Page 39

KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT39

01020304050607080a bc def gRest roomsDrinking WaterMedicalCanteenUrinalsSalaryAdvanceExtra PaymentSL.NoFaclitiesVerySatisfiedSatisfiedDisSatisfiedFairAbsolutelyDissatisfiedNotawareNotapplicable1 Rest rooms0

017507302 Drinking Water438182401603 Medical & First aid93618287024 Canteen 02321260235 Urinals & latrines63727228006 Salary Advance20535220007 Extra payment462428200

1.REST ROOMS:

Page 40KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT40

a.AnalysisTable 2 shows that all employees interviewed for the study can be observed that therespondents are not aware of rest room in the organization, respondents are alsodissatisfied.b.Inferences:a. It can be inferred that the organization has no rest room facility2.DRINKING WATER FACILITIES:AnalysisIt is observed that most of the respondents state that drinking water facilities issatisfied, 38 percent of the respondents state they are satisfied 24 percent of therespondents state that drinking water facility is fair, 18 percent of the respondentsstate they are dissatisfied and 16 percent of the respondents are absolutelydissatisfied. All the respondents are aware of drinking water facility in theorganization.Inferences:It is inferred majority of the employees are satisfied as well as dissatisfied thisbecause not all departments / divisions are provided with safe portable drinkingwater. The company must provide them with safe drinking water as it is a basicnecessity. In every dept., necessary arrangements have to be made to provide andmaintain water at suitable points conveniently situated for all workers.3.MEDICAL AND FIRST AID FACILITIES:

Page 41KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT41a. AnalysisIt is observed 36 percent of the respondents are satisfied, only 9 percentare very satisfied; where as 28 percent of the respondents state it to be fair, 18percent of the respondents are dissatisfied and 2 percent of the respondents are notaware of medical and first aid facility.b. Inferences:As regards to medical facilities, its importance for the workers to be beingignored because it not only important for himself but also for the overall industrialdevelopments and progress.4.CANTEENAnalysisIt is observed that 20 percent of the respondents are stated it is fair 26 percentof the respondents are absolutely dissatisfied with the canteen facilities, 23percent are dissatisfied and 30 percent of the respondents are not aware of thecanteen facilities.

Inferences.It can be inferred that 30 percent of the respondents are not aware of canteenfacilities and majority of the respondents are dissatisfied this is because thecompany do not have canteen facilty.5.URINAL AND LATRINES:

Page 42KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT42Analysis:It is observed that most of the respondents are satisfied and they account for 37percent, 22 percent of the respondents satisfied it to fair, 27 percent of the respondentsare dissatisfied, 8 percent of the respondents are absolutely dissatisfied and all therespondents are aware of the sanitary conditions in the organization.b. Inferences:it is inferred that even though most of the employees are satisfied with thesanitary condition: the management should take steps to maintain and improvedthe sanitary condition so that the dissatisfied respondents are satisfied with regardto cleanliness and hygiene of latrines.6.Earned Leave:a. Analysis:It is observed that out of 100 percent, 41 percent of the employees are satisfied,25 percent of the respondents are very satisfied, and 30 percent stated it to be fairand only 2 percent of the respondents were dissatisfied which is an insignificantfigure. All the respondents are aware of earned leave and it is applicable to all therespondents.b. Inferences:It is inferred that majority of the employees are satisfied with the earned leavebenefits7.Casual leave:Analysis:It is observed that 50 percent of the respondents are satisfied with the casualleave, 16 percent of the respondents say it is fair, 30 percent of the respondentsstate they are very satisfied and another small percentage are dissatisfied. All therespondents are aware of casual leave and it is applicable to the entire employee.Inferences:

Page 43KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT43Overall it can be inferred that a majority of all respondents are satisfied with the

casual leave.B.Welfare measures covered under employee state insurance act 1948Sl.No.BenefitsVerySatisfiedSatisfiedFairAbsolutelyDissatisfiedNotAwareApplicableTotal1Maternity Leave933 6 0481002Sick Leave473 17 001003Physically Handicapped Allowance813 4 072100

4Medical Benefits1262 21 20100Graph

01020304050607080abcdfgmaternity leavesick leavephysicallyhandicappedallowancemedicalbenefits1.Maternity Benefits:

Page 44KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT44A.Analysis:From the above table, it is observed that 33 percent of the employees are satisfied

a small percentage of 9 percent state they are very satisfied 6 percent of the respondentsstate it to be fair, an insignificant figure 5 percent state they are dissatisfied with thematernity leave.B. Inferences:All the respondents men or women are aware of the maternity leave and it is notapplicable to 48 percent of the respondents since they are men therefore it is inferredthat majority of the women respondents are satisfied with the maternity leavebenefits.2.Sick Leave:a.Analysis:It is observed that 73 percent of the respondents are satisfied with the sick leavebenefits, a small percentage of 4 percent state they are very satisfied 17 percent of therespondents say it is fair and another the small percentage 6 percent are dissatisfied. Allthe respondents are aware of the sick leave benefits and it is applicable to all employeesin KSEB.b.Inferences:Overall it can be inferred that a majority of the employees are satisfiedwith the sick leave benefits.3.Physically handicapped allowances:

Page 45KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT45AnalysisIt is observed that 13 percent of the employees are very satisfied with thephysically handicapped allowances. A very small figure of 2 percent of therespondents say that they are dissatisfied 72 percent of the respondents say itis not applicable to them; this is because they do not fall in the physicallyhandicapped category.InferencesTherefore it can be inferred that among the physically handicapped employeesmost of the respondents are satisfied.4. Medical benefits:a. Analysis:It is observed that 62 percent of the respondents are satisfied i.e., most of theemployees are satisfied, 12 percent of the respondents state to be fair, and a smallfigure of 3 percent of the respondents are dissatisfied and 2 percent of therespondents are absolutely dissatisfied.b. Analysis:It is inferred that majority of the respondents are satisfied accounting to 74percent of the respondents. However, the management must see the health of the

workers.

Page 46KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT46C. Welfare measures covered under employee provident fund and miscellaneousprovisions actTable showing the satisfaction level of welfare measures covered under Employeeprovident fund and miscellaneous provisions act.Satisfaction levelEmployee provident findSchemeFamily Person SchemeNo. ofRespondents Percentage No. ofrespondentPercentageVery Satisfied 05080508Satisfied 25422525Fair20342020Dissatisfied4744Not aware applicable 0000Total54100

541001.Satisfaction level of provident fund scheme;Analysis:It is observed that 42 percent of the employees respondents are satisfied,34 percent of the respondents stated it to be fair,8 percent of therespondent are very satisfied, where as 7 percent of the employees aredissatisfied and 9 percent of the respondents are absolutely dissatisfiedwith the employees provident fund scheme provided by KSEB.Inferences:All the employees are aware of the scheme and it is applicable to the entireemployee in the organization.Graph showing the satisfaction level of welfare measures covered under Employee

Page 47KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT47provident fund and miscellaneous provisions act. Graph051015202530354045501st Qtr2nd Qtr3rd Qtr4th Qtrvery satisfiedsatisfiedfairdissatisfiednot applicable2.Satisfaction level of family pension scheme:a.Analysis:From the above table, it is observed that 47 percent of the respondents arestated it to be fair 30 percent

Of them were satisfied and 11 percent are dissatisfied, 7 percent of respondentsare absolutely dissatisfied, and percent of the respondents are not aware of employeesfamily pension scheme and it is applicable to all the respondentsb. Inferences:It is inferred that most of the employees i.e., 47 percent are stated it is as fair and satisfiedwith the scheme.

Page 48KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT485.5 Welfare measures covered under workmen compensation Act 1923Table showing satisfaction level of welfare measures covered under workmencompensation act 1923Rating scale answersgiven by selectedrespondentsPersonal accident SchemeDeath Relief FundNo ofRespondentsPercentage No. ofRespondentPercentageVery Satisfied351016Satisfied29483754Fair1322814Dissatisfied61049Absolutely Dissatisfied9

1557Not Aware applicable0000Graph showing satisfaction level of welfare measures covered under workmencompensation act 1923

Page 49KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT49

0102030405060abcdvery satisfiedsatisfiedfairdissatisfiedabsolutelydissatisfiednot aware1. Personal accident scheme:Analysis:From the above table it is observed that 21 percent of the respondents are stated itto be fare, 48 percent of the respondents are satisfied and a small percentage around 5percent of the respondents are very satisfied towards employees personal accidentscheme. 10 percent of the respondents are dissatisfied, 15 percent of the respondents are

absolutely dissatisfied.Inferences:It is inferred that majority of the employee are satisfied with personal accidentscheme because there is no deduction from their salary it is the organization thatcontributes towards the individuals.

Page 50KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT502. Death relief fund:Analysis:From the above table it is observed that 14 percent of the respondents are stated itto be fare, 54 percent of the respondents are satisfied, 16 percent of the respondents arevery satisfied with the employees death relief fund scheme. 9 percent of the respondentsare dissatisfied and 7percent are absolutely dissatisfied.Inference:Each employee contributes a monthly contribution of Rs. 25 the accumulated amt to begiven to the employee’s family member in case of death of the employee or a sum of Rs.25,000 would be paid during retirement.

Page 51KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT515.3 NON-STATUTORYU WELFARE MEASURES:Table showing satisfaction level of welfare measures covered under Non-statutory welfare measures:No of Respondents and PercentageSl.No.FacilitiesVerySatisfiedSatisfiedFairDissatisfied

AbsolutelyDissatisfiedNotAwareApplicableTotal1 Vehicle Advance1648 24 12 001002 Family Planning Incentive327 24 9 2351003 House Building Advance88 6 13 32221004 Education Allowance832 28 17 961005 Newspaper Allowance333 29 12 1013100Graph

05101520

253035404550abcdefvehicleadvancefamily planningincentivehouse buildingadvanceeducatioallowancenewspaperallowance3-D Column 6

Page 52KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT521. House Building Advance:Analysis:From the above table it is observed that 6 percent of the respondent are fair, 8percent of the respondent are satisfied 13 percent are dissatisfied and 32 percent of therespondent absolutely dissatisfied 33 percent of the employee are not aware of thisscheme.Inferences:It inferred that majority of the respondents are dissatisfied this is mainly becausethe organization does not give the housing loans to its employees from its own funds.2. Education Allowance:

AnalysisFrom the above table states that 32 percent of the respondents state they aresatisfied 28 percent are to be fair small percentage of 8 percent of the respondents arevery satisfied, 17 percent of the respondents are dissatisfied 9 percent of the respondentsare absolutely dissatisfied and 6 percent are not aware of education allowance. Inferences:Education allowances is Rs. 250 pm to all the employees including staff andmanagement category inferred that majority of the respondent i.e. 40 percent are satisfiedwith education allowance.3. News paper allowances:

Page 53KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT53AnalysisFrom the above table it is observed that 33% of the respondents are satisfied, 3%of the respondents are very satisfied, 29% of the respondents stae it to be fair, 12% of therespondents are dissatisfied, 10% of the respondents are absolutely dissatisfied, 9% of therespondents are not aware of the paper allowances and 4% of the respondents are statedthat it not applicable to them.Inferences It is inferred that majority of the employee i.e. 36% of the employee are satisfiedwith the newspaper allowances.4. Conveyance allowances:AnalysisIt is observed that 28% of the respondents are satisfied with conveyanceallowances. A very small figure i.e., 5% of the respondents are very satisfied with theconveyance allowances, 34% of the respondents say it is fair, 26% of the respondents aredissatisfied and 7% of the respondents are absolutely dissatisfied with the conveyanceallowances.Inferences The above analysis shows that though the employees are satisfied withconveyance allowances, a close percentage of them are dissatisfied with the conveyanceallowance. Most of them have asked for an increase in the conveyance allowance. 5.4 Mutual Welfare Measures

Page 54KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT54How do you rate the comfort and convenience at the work place? Showingsatisfaction level with regard to Comfort and convenience at work place7. Table showing satisfaction level of comfort and convenience at the work place.SatisfactionNo. of respondents

PercentageSatisfied4270Dissatisfied1830 Not Aware--Not Applicable--Total60100GRAPHGraph showing satisfaction level of comfort and convenience at the work place

010203040506070absatisfieddissatisfiednor awarenot applicable

Page 55KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT55Analysis:An Observation of the above table states that of percent of the respondents aresatisfied with the comfort and convenience at the work place.Inferences:

Management must see to that employees are provided proper workingenvironment. So that their efficiency, job satisfaction and morale increases. Sincemajority of the employees rate the comfort ad satisfactory, it can be conclude that theorganization has ensured to make the work place more comfortable for its employee toattain very satisfactory level in the organization. Do you think absenteeism and labor turnover could be reduced if better welfaremeasures are provided by KSEB ?8. Table showing responses with regard to absenteeism and turnover:ResponsesNo. of RespondentsPercentageYes5488No612Total60100Graph

Page 56KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT56Graph showing responses with regard to absenteeism and turnover

0102030405060708090No. Of ResponentPercentageYesNo

AnalysisFrom the above table it is observed that 88 percent of the respondents feel that theabsenteeism and employee turnover could be reduced if, better welfare measure isprovided by KSEB. Another 12 percent of the respondents feel that if better welfaremeasures can never reduce labour turnover and absenteeism.Inferences It is inferred the majority of the employees feel that if welfare measures areprovided. Absenteeism and labour turnover can be reduced.

Page 57KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT57

Other welfare measures :1. How would you rate the relationship with the supervisors and to theworkers?SatisfactionNo. of respondentsPercentageVery Satisfied510Satisfied3454Dissatisfied1626Absolutely Dissatisfied510Total60100GRAPHGraph showing satisfaction levels with respect the relationship with Supervisors andco-workers.0102030405060

No of ResponentPercentagevery satisfiedsatisfieddissatisfiedabsolutelydissatisfied

Page 58KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT58

Inference:Relationship with supervisors and Co-workers is the dissatisfied as stated byHerzberg because according to him if the relationship is a cordial one it does not lead tosatisfaction but if there is any friction it may make a worker dissatisfied with his job.

Analysis:10 percent of the respondent stated that they are very satisfied with theirsupervisors and workers, 10 percent of the respondent dissatisfied with supervisor andworker and 10 percent of the employee are absolutely dissatisfied. Where as 54% ofemployees are satisfied with their relationship with the supervisory.How would you rate the overall employee measures and benefitsprovided by the company?Table showing satisfaction level with regard to Overall Welfare Satisfaction levelNo. of respondents PercentageVery Satisfied 1118Satisfied4270Dissatisfied712Absolutely Dissatisfied 00Total60100

Page 59

KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT59Graph Showing Satisfaction level with regard to Overall Welfare0102030405060No ofResponentPercentagevery satisfiedsatisfieddissatisfiedabsolutelydissatisfiedFrom the above table, it is observed that 70 percent of respondent rate the overall welfaremeasure to be satisfactory. 18 percent of the respondents are very satisfied, the while 12percent of the respondents are dissatisfied. Therefore it can be concluded that most of theemployees re satisfied with the overall welfare measures provided by the KSEB.

Page 60KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT60CHAPTER - 6FindingsThe study was conducted at KSEB to make analysis the impact of employee welfaremeasures on Job Satisfaction which involved the study on statutory and non statutorywelfare measures provided by the company and other information pertaining to jobsatisfaction or this a Questionnaire was administered to the respondents comprising are60 employees of the company. The data was also collected was tabulated and analyzedon evaluation of the primary data collected from the respondents.Many respondents are under the age group of 35 -45 and 54 above.Respondents have stated that there is no proper restroom facility and canteen facilitiesin the companyMajority of the female respondents are not satisfied about the restroom and sanitary

condition in the company.30% of respondents are not satisfied with the conveyance allowance provided by thecompany.More than 70% of respondents have stated that welfare measures in KSEB aresatisfactory.Majority of respondents have stated that there is no welfare officer to solve theemployee problems.54% of respondent have stated that they are satisfied with the relationship betweentheir superiors and workers while 10% of respondents are dissatisfied.

Page 61KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT61Majority of the respondents are satisfied with the overall welfare measures providedby KSEBRecommendationsThe study reveals that there is a positive relationship between the levels of satisfactionand the implementation of various employee welfare measures, which should be properlyimplemented to improved so that they may increase job satisfaction, which in turn mayhelp increase productivity. An employee can be happy with his employment only whenhe has job satisfaction; employee welfare ensures health safety, comfort and efficiency ofthe workers, in turn to have a positive impact on job satisfaction and productivity in theorganization.1. Company must provide a canteen facility to their employees, as there is nocanteen in company.2. Company can provide restroom for each individual department for both male andfemale employees.3. Company can arrange for drinking water facilities in each floor as each floorcontains a separate department..4. Allowance provided to the employees can be based on their performance ratherthan their experience.5. Company can have a recreation club for employees to increase their interactionbetween various departments.6. Company must set up a reading room or library for employees to make use oftheir leisure time.7. Company can think about more on job training programmes to update theiremployee’s knowledge.8. Provision for doormat and foot mat wherever necessary in all department.

Page 62KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT629. Company can appoint welfare officer to solve all their employee problems. Conclusions:

The analysis of the primary data and secondary data has helped to evaluatewhether the welfare measures covered under the statutory and non-statutory welfaremeasures have an impact on job satisfaction. Where of satisfaction is one of the importantfactors, which affect not only efficiency and productivity but also job behavior asabsenteeism, labor turnover and accidents.The prime objective of the study was to study the existing welfare measures,exists of awareness and implementation of employee welfare measures and the level ofjob satisfaction among employees and, the ways through which welfare measures can beimprove the level of job satisfaction.From the survey conducted we can conclude that most of the workers are satisfiedwith the welfare facilities encourage them to improve their performance and encouragethem to improve their performance and concentrate on their work better.At present the facilities rendered to the employees are to average quality andneeds to be improved the company provides good non-statutory benefits the employees.

Page 63KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT63SAMPLE QUESTIONAIREQuestionaire for Critical Analysis of a welfare measures of Kerela state electricity board. 1. PERSONAL DETAILS : A. Name : …………………………………………….. B. Age :• 21-29 ( ) • 30-39 ( ) • 40-49 ( )• 50- above ( )C. Designation : ………………………………………D. Years of service : • 1 to 5 years ( ) • 1 to 10 years ( )• 10 to 15 years ( ) • 15 to 20 years ( ) • 20 years n above ( )E. Qualification :• Undergraduate• Graduate• Postgraduate• Others

Page 64KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT642. QUESTIONS :

2.1 STATUTORY WELFARE MEASURES :A. would you rate your satisfaction levels with regard to the following welfare coveredunder factories act 1948.• Restroom• Drinking water facilities• Medical and first aid facilities• Canteen facilities• Salary advances• Urinals and latrines1. very satisfied2. satisfied3. fair 4. dissatisfied 5. absolutely dissatisfied6. not awareB Welfare measures under Employee State Insurance Act 1948.• Maternity leave• Sick leave• Physically handicapped allowance• Medical benefitsC. Welfare measures under Employee Provident scheme.• Employee providend scheme ( ) • Employee family pension scheme ( )

Page 65KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT65D. Welfare measures under Workmen Compensation 1923.• Personal accident scheme ( )• Death relief fund scheme ( )2.2 NON-STSTUTORY WELFARE MEASURES :A. What do you think about the following welfare measures provided to you at KSEB ?• Vehicle benefits• Family planning• House building allowances• Education allowances2.3 MUTUAL WELFARE MEASURES :A. How do you rate the comfort and conveniences at the work place ?• Satisfied ( )• Dissatisfied ( ) • Not aware ( )• Not applicable ( ) B. Do you think absenteeism and turnover can be reduced if better welfare measures provided in KSEB.(a) YES

(b) NO

Page 66KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT662.4 OTHER INFORMATIONA. HOW WOULD YOU RATE THE RELATIONSHIP WITH SUPERVISIOR ANDCO-WORKERS ?(a) Satisfied (b) DissatisfiedB. How would you rate the overall welfare measures and benefits provide in KSEB.• VERY SATISFIED ( )• SATISFIED ( ) • DISSATISFIED ( ) • ABSOLUTELY DISSATISFIED ( )THANK YOU

Page 67KERALA STATE ELECTRICITY BOARDM P BIRLA INSTITUTE OF MANAGEMENT67BIBLIOGRAPHY1. A hand book of employee benefits by Jerry . S. Rosenbloom2. www.google.com3. www.familiesandwork.org4. www.ilo.org5. Center for Advanced Human Resource Studies (CAHRS):