Bio-data Babu 16.9

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A STUDY OF LABOUR WELFARE MEASURES AT S.S INDUSTRIES

KARAIKAL

PROJECT REPORT SUBMITTED TO ANNAMALAI UNIVERSITY,

IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE

DEGREE

OF

MASTER OF BUSINESS ADMINISTRATION

Submitted by

A.MARIMUTHU

REGISTER:NO.

092347

UNDER THE GUIDANCE OF

Mr. A.GOPINATH,B.E M.B.A.,

(LECTURER of Dept. of Business Administration)

DEPARTMENT OF BUSINESS ADMINISTRATION

ANNAMALAI NAGAR - 608002.

TAMILNADU, INDIA.

2010

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DEPARTMENT OF BUSINESS ADMINISTRATION

ANNAMALAI NAGAR - 608002.

TAMILNADU, INDIA.

A STUDY OF LABOUR WELFARE MEASURES AT S.S INDUSTRIES,

KARAIKAL.

BONAFIDE RECORD OF WORK DONE BY

A.MARIMUTHU

REGISTER:NO.

092347

Submitted in Partial Fulfillment of the Requirement for the

award of the Degree of Master of Business Administration

Mr. A.GOPINATH,

Dr.N.PANCHANATHAM

Lecturer Professor & head

Dept. of Business Administration Dept. of Business

Administration

Submitted for the university Examination (viva-voice) held on

____________

INTERALEXAMINER EXTERNAL

EXAMINER

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ACKNOWLEDGEMENT

I extend my heart full thanks to Dr.N.PANCHANATHAM, professor

& head, Dept of Business Administration in Annamalai University for his

help and encouragement

I acknowledge my sincere thanks to academic guide

MR.A.GOPINATH,B.E,MBA ., Dept. of business Administration in

Annamalai University for his valuable guidance and advice. I am very

grateful to him for all the assistance given to me for completing this project

work successfully

I thankMR.R.RAMAKRISHNAN, Manager of HR and

Administration. The staff of S.S. industriallimited for being flexible in giving

me all the information with regard to the project

I convey my heartiest thanks to MR. M.VELUMANI, senior

executives of S.S industrial limited, who kindly granted permission to do this

project report in his esteemed organization

Date: Signature of the candidate

Place: Annamalai Nagar.

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DECLARATION

I am A.MARIMUTHU hereby declare that this project report entitled

A STUDY ON LABOUR WELFARE MEASURES AT SS

INDUSTRIES Submitted in partial fulfillment of the requirement of the

degree of master of Business Administration ,Annamalai University is my

original work and has not from the basis for the award of any other degree

Place:

Date: (A.MARIMUTHU)

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ABSTRACT:

In this project, an attempt has been made to study of the Welfare

Measures available at S.S INDUSTRIES

The factories Act, 1948 lays stress on improved working conditions

for the workers employed in recognized industries. This Act implies

providing better working conditions, such as proper lighting, heat control,

cleanliness, low noise level, toilet and drinking facilities, etc.,

In order to study the objective, the data have been collected through

Primary survey by administrating a detailed questionnaire to section of the

employees selected at random. The sample size is 300 and is collected

randomly. The simple percentage analysis is used to know the satisfactionlevel of the employees regarding welfare measures. It is observed that

overall the workers are satisfied with the facilities.

Suggestions were made based on the findings. The existing facilities

such as First aid, Night duty allowances, Restroom, Funeral expenses can

be improved for further satisfaction of workers.

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CONTENTS

CHAPTER CONTENTS PAGE NO

ABSTRACT

5

LIST OF TABLES

7

LIST OF FIGURES

8

CHAPTER 1 INTRODUCTION

9

CHAPTER 2 OBJECTIVES OF THE STUDY

31

CHAPTER 3 RESEARCH METHODOLOGY

34

CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION

37

CHAPTER 5 FINDINGS, SUGGESTIONS

88

CHAPTER 6 CONCLUSION

90

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LIST OF TABLES:

TABLE

N

O

NAME OF THE TABLE

PAGE

N

O

4.2.1 Age wise classification of employees 37

4.2.2 Designation wise classification of employees 39

4.2.3 Satisfaction with regard to SSP Hospital 41

4.2.4 Satisfaction with regard to Number of doctors in the

hospital

43

4.2.5 Satisfaction with regard to Referral system 454.2.6 Satisfaction with regard to Service Dress 47

4.2.7 Satisfaction with regard to quality of service dress 49

4.2.8 Satisfaction with regard to usefulness in performing duty 51

4.2.9 Satisfaction with regard to with regard to MONET 53

4.2.10 Satisfaction with regard to entertainment by MONET 55

4.2.11 Satisfaction with regard to canteen 57

4.2.12 Satisfaction with regard to food in Canteen 59

4.2.13 Whether the weightage is given to the suggestion by

employees

61

4.2.14 Satisfaction with regard to higher education 634.2.15 Satisfaction with regard to Township school 65

4.2.16 Satisfaction with regard to Number of teachers in School 67

4.2.17 Satisfaction with regard to Rest room 69

4.2.18 Satisfaction with regard to toilet facility 71

4.2.19 Satisfaction with regard to motivational scheme 73

4.2.20 Satisfaction with regard to Co-operative stores 75

4.2.21 Satisfaction with regard to Recreational measures 77

4.2.22 Satisfaction with regard to Sports and cultural activity 79

4.2.23 Satisfaction with regard to Non-statutory welfare measures 81

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LIST OF FIGURES

CHART

N

O

NAME OF THE TABLE

PAGE

N

O

4.2.1 Age wise classification of employees 38

4.2.2 Designation wise classification of employees 40

4.2.3 Satisfaction with regard to SSP Hospital 42

4.2.4 Satisfaction with regard to Number of doctors in the

hospital

44

4.2.5 Satisfaction with regard to Referral system 464.2.6 Satisfaction with regard to Service Dress 48

4.2.7 Satisfaction with regard to quality of service dress 50

4.2.8 Satisfaction with regard to usefulness in performing duty 52

4.2.9 Satisfaction with regard to with regard to MONET 54

4.2.10 Satisfaction with regard to entertainment by MONET 56

4.2.11 Satisfaction with regard to canteen 58

4.2.12 Satisfaction with regard to food in Canteen 60

4.2.13 Whether the weightage is given to the suggestion by

employees

62

4.2.14 Satisfaction with regard to higher education 644.2.15 Satisfaction with regard to Township school 66

4.2.16 Satisfaction with regard to Number of teachers in School 68

4.2.17 Satisfaction with regard to Rest room 70

4.2.18 Satisfaction with regard to toilet facility 72

4.2.19 Satisfaction with regard to motivational scheme 74

4.2.20 Satisfaction with regard to Co-operative stores 76

4.2.21 Satisfaction with regard to Recreational measures 78

4.2.22 Satisfaction with regard to Sports and cultural activity 80

4.2.23 Satisfaction with regard to Non-statutory welfare measures 82

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CHAPTER 1

INTRODUCTION

Sree Ss Industries ferro silicon division incorporated in 1995 is a joint

sector company promoted by the Sri Padmabalaji Group of companies. Its plant

and facilities are spread over and 15.3Acres in the national highway at karaikal

near nagappattinam about 200 kmt From Chennai, India.

Sree.ss industries manufacture Ferro Silicon in different grades as per the

specifications of our clients. The Ferro Silicon is an alloy which is abundantly

used in the steel casting and steel manufacturing process. Depending on the

processes, Ferro Silicon can be used as the de-oxidizing agent or as the reducing

agent for the production of low carbon alloys. Ferro Silicon is used in the

production of corrosion resistant & high-temperature resistant ferrous silicon

alloys, used in transformer cores as well as electro motors..

Sree ss industries believes in continuous improvement which leads to

excellence our effort to achieve excel enceinte all spares set us a part form

others and has earned our global presence excellence for us is as ever moving

target like that the over ending journey of the sun.

Sree ss is engaged in the manufacturer manufacture Ferro Silicon in

different grades as per the specifications of our clients. The Ferro Silicon is an

alloy which is abundantly used in the steel casting and steel manufacturing

process. Depending on the processes, Ferro Silicon can be used as the de-

oxidizing agent or as the reducing agent for the production of low carbon alloys.

Sri Padmabalaji Steels Pvt Ltd is the head of sri ss industries This Unit an

ISO: 9001-2000 Company incorporated on 24th February 1995 in the industrial

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City of Coimbatore in Tamil Nadu and have its factory at Annur (30 kms from

Coimbatore). This first foundry at Annur started with an initial object of

producing MS Ingots. Thereafter from the year 2002 the unit diversified into a

steel and alloy Steel Castings Manufacturing Company. It produces Castings

from our Annur plant to International Standards having in mind to cover all the

requisite parameters in manufacturing Value Added Castings.

The unit derives its competitive through world class technology tips-ups

with global majors for the manufacture of ferro silicon.

Policy:-

Create, develop and employee to accomplish the basic

organizational goal.

Create a feeding that people work us than people work for us.

Philosophy:-

Sree ss industries philosophy is based on the four pillars

representing the objectives and ideas of sree padmabalaji group the

following are the basis of its philosophy.

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Vision of the sree ss:-

To be a prime supplier of steel and alloy castings to our valuable

customers.

To be market leader in delivering steel and alloy castings bearing in mind

quality and on-time delivery.

To be rated as one of the best employer and employee relations company.

To become an eco-friendly institution

Mission of the sree ss:-

To deliver superior value to our customer, best services ,

employees and society of large

Value for the sree.ss:-

Integrity

Commitment

Passion

Seamlessness

Speed.

Slogan

Innovation is our stringent kaizen our core competency lets

use these to face competition

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Customaries

Commitment of provide customer with not only quality products

but also anticipate their needs.

Institutionalize

To formalize and systemize the management process endorsing

there with a structure that is consistently across the whole group of

companies.

Strategies

To set up a frame work for the future growth through key strategies

that stress then business and some skills.

Quality policy

To meet requirements and offer quality products at competitive rates,

adhering to the delivery schedule for achieving enhanced customer satisfaction

and continually make improvement in all spheres of our activities.

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ACHIEVEMENTS:

Awards for achievements 2000: under plant award July award for

people development.

Pressure Equipment Directive 97/23/EC Certification

Safety award II place for the year 1997 given by the government of

Tamilnadu.

IBR (Indian Boilers Regulation Act 1952) -The foundry is certified by

IBR for production of castings as "Well Known Foundry"..

Quality Management System Certification ISO 9001: 2000

Organization structure:

Organization structure is the pattern of relationship among carious

components (or) parts of the organization. It shows the horizontal and vertical

flow of responsibility authority. Accountability and channels of communication.

It brings about like and co-ordination between people in the organization.

The over all management of sree ss Industries Ltd, is vest with the

executive president and general manger technical.

The pivotal area namely finance, marketing, personnel and administration

come under the assistant vice president.

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ORGANIZATION STRUCTURE

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EXECUTIVE PRESIDENT

Functionalheadtechnical

Functionalcommercial

FunctionalHead HR

Division headsafety

Divisionoperations

Division

head

finance

Division head

marketing

Division head

HR

Section

headsafely

Sectionoperations

Sectionheadfinance

Section headmarketing

Section head

Administration

Section Head

PR & Liason


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Office layout

Office layout refers to the arrangement and placing of Men and equipment

within each department (or) section of the office with a view to make the best

possible utilization of available space of accommodation.

Office location

Sree ss plant is spread over 15.3 acres in the national highway of

karaikal near nagapattinam in Southern India. The registered office is located at;

SREE SS INDUSTRIES LIMITED,

50,MAIN ROAD THENNANGUDI,

KARAIKAL-609607.

The advantage of it is location is that it is accessible to the workers

and is closer to the port.

The office equipment which is required to be used during the

course, of work is provided with sufficient space. The size and shape of the

office lighting and ventilation are made convenient to both staff and

customers.

The arrangement of furniture and equipment within the available floor

space is to make the best utilization of space and to smoothern the working of

the office. The effective office of Sree Ss industries Ltd enables the firm to

operate efficiently and economically.

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Waging CORRIDOR

RECEPTION VISITORS MANAGING INFORMATION HUMAN

Wality HAil Director technology resources rooms CORRIDOR

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Executivepresidentsroom

Secretary toExecutivepresident

ChiefAdministrative

GeneralManager

FinanceDirectors


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SCOPE OF WELFARE MEASURES:

Labour, at all times, has been recognized as a separate factor ofproduction. Any work, whether manual or mental, which is undertaken for a

monetary consideration is called as labour. There have been differences of

opinion with regard to the importance of labour, but the fact remains that no

production possible without an efficient labour force.

Labour investigations committee defines welfare as anything done for

intellectual, physical, moral and economic and betterment of the workers,

whether by employers, by government or by other agencies or over and

above what is normally expected on the part of the contractual benefits or

which workers have bargained.

International labours organizations refers with regard to labour welfare

as such services, facilities and amenities which may be established in or in

the vicinity of undertaking to enable the persons employed in them to

perform their work in healthy, consequential surrounding and provided with

amenities conductive to good health and high morale.

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1.4.1. Importance of Employee Welfare:

The importance in the conditions of their life and work will lead tohigh production and peace, which will ultimately lead to the national

progress. Employee welfare increases the productive efficiency of the

workers and induce them a new sprit of self-relation and consciousness. To

save the workers from the evils, to increase productivity efficiency of the

workers and to make the country more prosperous, labour welfare measures

are essential for industry.

1.4.2. Definition

The term employee and labour is used interchangeably in the

study unit. In this study employee welfare refers to labour welfare.

Efficiency of the workforce is directly and indirectly linked with the

conditions and environment under which they are required to work. Even

the most sincere employee cannot contribute his productivity is bound to

increase when he is comfortable at the workplace and he is conscious of the

welfare amenities.

If he is forced to work in inadequate light conditions or polluted air

conditions, his output potential will decline. Overacting of the environment

are worse than under heating although both are expensive in terms of

decline in output since respiratory ailments would be caused by both the

conditions

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1.4.3. Employee Welfare Activities

Employee welfare constitutes the provision of welfare work, which

depends for their observance on the compulsion of the government.

Voluntary

Voluntary facilities are the facilities, which are provided by the

explorer voluntarily for the benefit of the employees. Even though more

provisions are becoming statutorily obligatory, new avenues for voluntary

welfare work are always opening up as a result of new situations arising out

of more accelerated pack of industry. So there is a vast scope for employers

to play their role in providing voluntary facilities.

Mutual

Mutual welfare facilities are the joint enterprise of the workers to

improve their lot. This is a place where trade unions can play the active role

and undertake many provisions for the betterment of the workers. But they

are not much developed to provide these facilities to the workers.

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1.4.4. Employee Welfare Measures An Overview

The following Acts provides these measures:

1. Factories Act 1948

2. Employees family pension scheme 1971

3. Employee state insurance Act 1948

4. Workmens compensation Act 1923

5. Payment of gratuity Act 1972.

6. Employees provident fund Act 1952

7. Maternity benefit Act 1961

Factories Act 1948

The existing law reacting to regulation of labour employed in factories

in India is embodies in the factories act 1934. Experience of the workingof the act has revealed a number of defects and weakness, which hamper

effective administration. Hence the factories act 1948 was enacted and new

changes were introduced to male health safety and welfare measures more

appropriate to the factory workers. The main object of this act is to protect

factories act from being subject to unduly long hours of bodily strain or

manual labour. It also provides that employees should work in healthy and

better sanitary conditions so far as the manufacturing process will allow and

precautions should be taken for their safety and for the preventions on

accidents.

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1. Washing Facility (Sec.42)

In every factory adequate and suitable facilities (separately and

adequately screened for the use of male and female workers) shall be

provided and maintained for the use of the workers therein and such

facilities shall be conveniently accessible and shall be kept clean.

2. Facility for storing and drying clothing (Sec.43)

The state government may make rules requiring the provision of

suitable places for keeping clothing of workers not worn during working

hours and for the drying or wet clothing in respect of any factory or class of

factories.

3. Facility for sitting (Sec.44)

Provision of status arrangement for workers obliged to work in a

standing position. In every factory, suitable arrangements for sitting shall be

provided and maintained for all workers who are obliged to work in a

standing position. This has been done in order that workers may take

advantage of any opportunities for rest, which may occur in the course of

their work.

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Provision of seating arrangement for workers doing work which can be

done in a sitting post if the workers in any factory engaged in a particular

manufacturing process or working in a particular room are able to do their

work, the chief inspector may require the occupier of the factory to provide

such seating as may be practicable.

4. First aid appliances (Sec.45)

At least one first-aid box with prescribed contents for every 150

workers. There shall in every factory be provided and maintained so as to

be readily accessible during all working hours, first-aid boxes or cupboards

with the prescribed contents. There shall be at least one such box for every

150 workers ordinarily employed at any one time in the factory.

First-aid box to have prescribed contents. Only the prescribed contents

shall be kept in a first aid box or cupboard. Most first-aid box to be in the

charge of responsible person. Each First-aid box shall be kept in the charge

of separate responsible person who holds a certificate in the First-aid

treatment recognized by the state government. Further, such person shall

always be readily available during the working hours of the factory.

Ambulance room in a factory employing more than 500 workers. In

every factory wherein more than 500 workers are ordinarily employed there

shall be provided and maintained an ambulance room containing the

prescribed equipment.

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The room shall be in the charge of such medical and nursing staff as

may be prescribed and those facilities shall always be made readily

available during the working hours of the factory.

5. Canteens (Sec.46)

Canteen in factory employing more than 250 workers the state

government may make rules. The state government may make rules

requiring that in any specified factory wherein more than 250 workers are

ordinarily employed, a canteen shall be provided and maintained by the

occupier for the use of the workers.

6. Shelters, rest rooms and lunch rooms (Sec.47)

Provision for shelters, rest rooms. Lunch rooms in a factory employing

more than 150 workers. In every factory wherein more than 150 workers

are, there shall be a provision for shelters, rest rooms, lunch rooms where

workers can eat meals brought by them with provision for drinking water,

however, any canteen maintained in accordance with the provision of Sec

46 shall be regard as part of this requirement. Where a lunchroom exists, no

worker shall eat any food in the workroom.

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7. Crches (Sec.48)

Provision of crches in factories employing more than 30 women

workers. In every factory wherein more than 30 women workers are

ordinarily employed, there shall be provided and maintained a suitable

room for use of children under the age of 6 years of such women.

Crches should be adequate lighted and ventilated and to be under the

charge of trained women. Rooms for use of children shall provide adequate

accommodation shall be adequately lighted and vent lighted.

Further they shall be maintained in a clean and sanitary condition shall

be under the charge of women trained in the care of children and infants.

The location and the standards in respect of construction, accommodation,

furniture and other equipment of rooms for use of children belonging towomen workers.

8. Welfare officers

Employment of welfare officers in a factory employing 500 or more

workers. In every factory wherein 500 or more employees there shall be one

welfare officer for the purpose of marinating those facility.

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Employees Family pension scheme 1971

The family pension seeks to provide some monetary relief to the

family members of employees, who die in service, that is, before

superannuating. In the event of an employees death his family gets pension

on a graded scale depending on the employees last salary grade.

The range of pension is around Rs.50 to Rs.200. In addition to pension

sum of Rs. 1000. Is also paid as life insurance benefit. Those employees,

who retire from service, get a lump sum of Rs. 4000/- as retirement benefit,

obviously under the present scheme, retiring employees do not benefit from

any sort of pension.

The employee, the employer and the state government contribute 1-

1/6%

of the employees pay as contribution to fund. The central governmentpays the administrative cost of the scheme.

Employees State Insurance Act 1948

This Act applies in the first instance to the personnel factories using

power and employing 20 or more persons. The objective of this act is to

provide certain benefits to employees. In case of sickness, maternity and

employment injury and to evolve a scheme for socio-economic welfare of

the workers. The act covers all factories and industries, which run on

permanent basis, and it does not include any seasonal factory.

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Workmens compensation Act 1923

In 1923 the government of India passed the workmens compensation

act intended to provide for the compensation to those workman who sustain

personnel injuries by the accidents arising out of and in the course of their

employment. The act applies to all permanent employees employed in

railways, factories, mines, plantations, mechanically prepared vehicles

construction work and certain hazardous occupations of drawing a salary

not exceeding Rs. 1000

The employer is liable to pay under this act, the compensation incase

of personnel injury by accident arising out of and in the course of

employment. No compensation is however payable if the incapacity of the

worker, not resulting in death.

The amount of compensation payable depends on the nature of injury

and the average monthly wages of the worker concerned for this purpose,

injury has been divided into three categories.

They are: a) Causing death, b) total or partial permanent disablement

and Temporary disablement. The rates of compensation are fixed for all

type of injuries according to wager ranges. If the period of disablement does

not exceed 28 days, no compensation is paid for the first thirty days.

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Payment of gratuity Act 1972

The government has also passed the government of gratuity act 1972

under which employees in factories. Since, oil fields, plantations, ports,

railways, companies, shops or other establishments are entitled to gratuity

under completing 5 years of service, at the rate of months wages for each

completed years of services subject to a maximum of 20 months wages.

This scheme applies to workers drawing a monthly salary of Rs. 1000 or

less.

Employees Provident Fund Act 1952

Theact was passed in 1952 covering factories employing 50 or more

workers in 6 major industries Viz., Iron and Steel industries, Textiles,

Engineering, Cement, Paper and Cigarettes. Establishment employing

between 20 and 50 persons are also exerted for 5 years. The employees andemployers contribute 6 % of the total emoluments.

The scheme covers every employee drawing as salary of Rs.100 or less

and who has completed one year continues service and actually worked for

240 days in that period. A special reserve fund was made for making the

payment to outgoing members.

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Maternity benefit Act 1961

Maternity benefit act 1961 has been passed to regulate the employment

of women in certain establishment for certain periods before and after

childbirth to provide different kinds of benefit to female wage earners.

Section (4) of this act prohibits of work by women under certain

circumstances.

1) Women shall not be employed during six weeks immediately following the day

of her delivery or miscarriage.

2) No pregnant women shall be made to do any work which involves long

hours of standing.

DUTIES OF WELFARE OFFICER

The duties of welfare officer shall be the following

a) To establish the conduct and hold consultations with a view to

maintain harmonious relation between the factory management and workers.

b) To bring the notice of the factory management the grievances of

workers, individuals as well as collective with a view to secure expeditions

redress and to act as liaison officer between the management and labour.

c) To study and understand ht point of view of labour in order to help

the management to shape and formulae labour polices to the workers in a

language they can understand.

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d) To watch industrial relation with a view to use his influence in the

event of dispute between the factory management and workers to help and

to bring about a settlement by persuasive effect.

e) To advice the management and concern departments of the factory

obligations, statutory or otherwise concerning regulations of working hours,

maternity benefit, medical scare compensation for injuries and sickness and

other welfare and social benefit measures.

Other duties

a) To advice and assist the management in the fulfillment of its

obligations statutory or otherwise concerning. Prevention of personnel

injuries

and marinating a safe work environment, in such factories where a safety

officer is not required to be appointed under the enabling provisions under

section 40B of Act.b) To promote regulations between the concerned departments of the

factory and workers, which will bring about productive efficiency as well

as amelioration in the working conditions and to help workers to adjust and

adopt themselves to their working environment.

c) To encourage the formulation of ht workers and joint production

committee, co-operative societies and welfare comities and to supervise

their works.

d) To encourage the provision of amenities such as canteens, crches

adequate latrine facilities, drinking water, sickness and benefit schemes

payment, guarantee of loans and legal advice to workers.

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e) To help the factory management in regulating grant of leave with

wages and explain to the workers. The provision relating to leave with wages

and

other leave privileges and to guide the workers in the matter of submission

of application for grant of leave for regulating authorized absence.

f) To advice the provision of welfare facilities, such as housing

facilities

foodstuffs social and recreational facilities sanitation advice on individual,

personnel problems and education of children.

h) To work for the improvement of educational facility and promote

adoption of the family welfare measures among the workers. Welfare

officers not to deal with disciplinary cases or appear on behalf of the

management

against workers.

No welfare officer shall deal with any disciplinary against a person

employed in a factory or appear before a conciliation officer, court or

tribunals on behalf of the management. When he is required by a

conciliation officer, court or tribunals to appear as an indefinite witness.

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CHAPTER 2

OBJECTIVES OF THE STUDY

2.1. Objectives

To study the existing welfare measures adopted

by the organization

To identify the impact of the welfare measures

upon the workers health and productivity.

To pin point disparity in the existing welfare

facilities.

To identify the place of deviation in the

implementation of welfare measures from the statutory regulation of

the Factories Act.

To recommended suitable remedies related to

welfare problem so as to increase the job satisfaction and

productivity of the employees.

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2.2 Scope of the Study

The concept of labour is necessarily dynamic and has been interpreted

in different ways from country to country and time-to-time and even in the

same country. According to the social institution degree of the

industrialization and general level of social and economic department. So

also, the concept of welfare is interpreted from various angles.

Labour welfare may be viewed as a total concept and as a relative

concept. The total concept is a desirable state of existence involving the

physical, mental, moral and economical well-being. These four elements

together constitute the structure of the welfare implies the welfare of man,

his family and community.

All these three aspects are interrelated and work together in a three

dimensional approach. The relative concept of welfare implies that welfare

is relative, in time and place. It is a dynamic and flexible concept and hence

its meaning and content differ form time-to-time, industry-to-industry and

country-to-country depending upon the value system level of education,

social customs and degree of industrialization and general standards of a

socio-economic department of people.

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2.3. Limitation of the study

This primary data is collected from these employees during their

little leisure hours and co-operation in responding to the schedule

was not encouraging. So, 100% accuracy cannot be expected in this

study.

This study deals with labour welfare measures and management

relations provided by S.S INDUSTRIES, to its employees.

For analysis, Labour welfare measures provided as per the provision

of Factories Act, 1948 and other voluntary welfare measures alone

have been taken in this survey.

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CHAPTER 3

RESEARCH METHODOLOGY

3.1. Introduction

Research is a systemized effort in gain knowledge. It can also be

referred to as the search of knowledge. Research methodology is a

technique used to systematically solve a research problem. It helps the

researcher to know which research method and analysis could be utilized to

bring out a possible solution for a research problem. The researcher should

know why a particular technique to the project.

3.2. Research Design

Research design acts as the blueprint for the research by using this

framework the researcher moves step by step in to the research process. It

constitutes the basic forms for the collection, measurement and analysis of

data. Research design stands fro the advanced planning of the methods to be

adopted for collection of relevant data. Moreover it explains about the

techniques to be used in the analysis, keeping in view the objective of the

research and availability of staff, time and money. This research design was

selected based on the objective on the study and keeping in mind the time

and availability of recourses for the research.

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3.3. Type of Research

The type of research design used in this project was the descriptive

research. Because, it helps to describe the characteristics of a particular

group of people, working within a company. The characteristics of a work

group may differ in many ways in different companies. Each group may

have separate reasons for exhibiting such characteristics within the

company. The descriptive study was carried out to seek these reasons.

Careful design of descriptive studies was necessary to ensure the complete

interpretation of the situation and to ensure minimum bias in the collection

of data.

3.4. Sources of Information

It is necessary for every research to have both primary data and

secondary data, without which the research would be inefficient. In this

research the primary data was collected by means of a structured

questionnaire. The questionnaire consisted of twenty-five questions

inquiring various factors related to their Welfare measures in SSP. The

secondary data was collected through company profile, journals, websites

and other databases of the company. All these data were helpful in carrying

out the analysis.

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3.5. Sampling Design

Sample design lays down all the details to be included in a sample. It

is a definite plan for obtaining a sample from a given population. The

sampling technique used was the simple random sampling. It was the

method by which each number of the population had a chance of being

selected.

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CHAPTER 4

ANALYSIS OF DATA AND INTERPRETATION

Table 4.2.1: AGE WISE CLASSIFICATION OF EMPLOYEES

AGE RESPONDENTS PERCENTAGE

25-30 16 16.00

31-40 44 43.67

41-50 32 32.00

Above 50 08 08.33

Total 100 100

FIGURE 4.2.1: AGE WISE CLASSIFICATION OF EMPLOYEES

INFERANCE:

This table indicates that 16% of the respondents were between

the age group of 25-30. 44% of the respondents were between the age

group of 31-40. 32% of the respondents were between the age group

of41-50. 8 % of the respondents were between the age group of above

50.

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Table 4.2.2 :DESIGNATION WISE CLASSIFICATION OF

EMPLOYEES

DESIGNATION RESPONDENTSPERCENTAGE

Technician 20 20

Operator 27 27

Sr.Technician 17 17

Sr.operator 25 25

Metallurgical services 11 11

TOTAL 100 100

FIGURE 4.2.2:DESIGNATION WISE CLASSIFICATION OFEMPLOYEES

INFERANCE:

This table indicates that 20% of the respondents under

technician

department. 27 % of the respondents under operator department. 17% of

the respondents under Sr.technician department.25% of the respondents

under Sr.operator department. 11% of the respondents under

Metallurgical service department.

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Table 4.2.3 :SATISFACTION WITH REGARD TO S.S HOSPITAL

SATISFACTION RESPONDENTSPERCENTAGE

Highly Satisfied 21 21Satisfied 20 20

Neutral 25 25

Dissatisfied 34 34

Total 100 100

FIGURE 4.2.3:SATISFACTION WITH REGARD TO S.S HOSPITAL

INFERANCE:

The above Table indicates that 21% of the employees arehighly satisfied with the facilities provided in SSP hospital. 20% of the

employees are satisfied with the facilities provided in SSP hospital. 25%

of the employees are Neutrally satisfied with the facilities provided in S.S

hospital. 34% of the employees are dissatisfied with the facilities

provided in S.S hospital.

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Table 4.2.4: SATISFACTION WITH REGARD TO NUMBER OF DOCTORS

IN THE HOSPITAL

AVAILABILITY RESPONDENTS PERCENTAGE

Yes 22 22

No 79 79

TOTAL 100 100

FIGURE 4.2.4: SATISFACTION WITH REGARD TO NUMBER OF

DOCTORS IN THE HOSPITAL

INFERANCE:

This Table indicates that 22% of the employees are highly

satisfied with the sufficient number of doctors in the hospital.78% of the

employees are not satisfied with the sufficient number of doctors in the

hospital.

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Table 4.2.5: SATISFACTION WITH REGARD TO REFERRAL SYSTEM.

FIGURE 4.2.5: SATISFACTION WITH REGARD TO REFERRAL

SYSTEM

INFERENCE:

This Table indicates that 4.00% of the employees are highly

satisfied with the existing referral system in hospital. 69% of the

employees are satisfied with the existing referral system in hospital. 17%

of the employees are Neutrally satisfied with the facilities provided in

SSP hospital. 8% of the employees are dissatisfied with the existing

[42]

Satisfaction Respondents Percentage


Neutral 17 17

Dissatisfied 8 8

Highly Dissatisfied 2 2

Total 1400 1400


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referral system in hospital. 2% of the employees are highly dissatisfied

with the existing referral system in hospital.

Table 4.2.6: SATISFACTION WITH REGARD TO SERVICEDRESS

FIGURE 4.2.6: SATISFACTION WITH REGARD TO SERVICE DRESS

INFERANCE:

This Table indicates that 58% of the employees are satisfied

with their service dress. 42% of the employees are not

satisfied with their service dress.

[43]

SATISFACTION RESPONDENTS PERCENTAGE

Yes 59 59

No 42 42

Total 100 100


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Table 4.2.7: SATISFACTION WITH REGARD TO QUALITY OF

SERVICE DRESSES

FIGURE 4.2.7: SATISFACTION WITH REGARD TO SERVICE DRESS

INFERANCE:

This table indicates that 7% of the employees are highly

satisfied with their quality of service dress.57% of the employees are

satisfied with their quality of service dress.26. % of the employees are

[44]


Highly Satisfied 7 7

Satisfied 57 57

Neutral 26 26

Dissatisfied 10 10

Total 100 100


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Neutrally satisfied with their quality of service dress. 10% of the

employees are dissatisfied with their quality of service dress.

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Table 4.2.8: SATISFACTION WITH REGARD TO USEFULNESS IN

PERFORMING THE DUTY

FIGURE 4.2.8: SATISFACTION WITH REGARD TO USEFULNESS INPERFORMING THE DUTY

INFERENCE:

[46]

PERFORMANCE RESPONDENTS PERCENTAGE

Highly Helpful 27 27

Helpful 61 61

No effect 12 12

Total 100 100


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This table indicates that 27% of the employees are rate their

service dress is highly helpful to perform their duty. 61% of the

employees are rate their service dress is helpful to perform their duty.

12% of the employees are rate that no effect in their service dress to

perform their duty.

Table 4.2.9: SATISFACTION WITH REGARD TO MONET

FIGURE 4.2.9: SATISFACTION WITH REGARD TO MONET

[47]

PERFORMANCE RESPONDENTS PERCENTAGE

Yes 57 57

No 43 43

Total 100 100


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INFERANCE:

This table indicates that 57% of the employees are

satisfied with the functioning of MONET. 43% of the employees

are not satisfied with the functioning of MONET.

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Table 4.2.10: SATISFACTION WITH REGARD TO ENTERTAINMENT BY

MONET



Satisfied 17 17

Neutral 19 19

Dissatisfied 22 22


Total 100 100

FIGURE 4.2.10: SATISFACTION WITH REGARD TO ENTERTAINMENT

BY MONET

INFERANCE:


satisfied with entertainment by MONET among township resident.

MONET satisfies 17% of the employees with entertainment among

township resident. MONET neutrally satisfies 19% of the employees with

entertainment among township resident. MONET dissatisfied 22% of the

employees with entertainment among township resident. MONET highly

dissatisfied 28% of the employees with entertainment among township

resident.

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Table 4.2.11: SATISFACTION WITH REGARD TO CANTEEN

FIGURE 4.2.11. SATISFACTION WITH REGARD TO CANTEEN

INFERENCE:


satisfied with quality of food in canteen. 20% of the employees are highly

satisfied with Hygiene of food in canteen. 17% of the employees are highly

satisfied with Canteen service.

[50]

SATISFACTIONHighly

Satisfactory Satisfactory Neutral Dissatisfactory

a) Quality of food 22.67 58.33 19.00 0

b)Hygiene 19.67 65.00 12.00 3.33

c)Service 17.33 71.67 8.67 2.33


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Table 4.2.12: SATISFACTION WITH REGARD TO FOOD IN

CANTEEN

FIGURE 4.2.12:SATIFACTION WITH REGARD TO FOOD IN CANTEEN

INFERENCE:

[51]

CANTEENRESPONDENT

S PERCENTAGE


Satisfied 72 72

Neutral 10 10

Dissatisfied 2 2

Total 100 100


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satisfied with the food in canteen. This Table indicates that 72% of the

employees are satisfied with the food in canteen.10% of the employees

are neutrally with the food in canteen. 2% of the employees are

dissatisfied with the food in canteen.

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Table 4.2.13: WHETHER THE WEIGHT AGE IS GIVEN TO THE

SUGGESTION BY EMPLOYEES

FIGURE

4.2.13:

WHETHER

THE

WEIGHTAGE IS GIVEN TO THE SUGGESTION BY EMPLOYEES

INFERENCE:

This table indicates that 68% of the employees are rated that

their suggestions is consider by canteen in charge. 32% of the

employees are rated that their suggestions is not consider by

canteen in charge.

[53]


Yes 68 68

No 32 32

Total 100 100


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Table 4.2.14: SATISFACTION WITH REGARD TO HIGHER EDUCATION


Yes 72 72

No 28 28

Total 100 100

FIGURE 4.2. 14: SATISFACTION WITH REGARD TO EDUCATION

INFERENCE:


with the promotional measures. 28% of the employees are not satisfied

with the promotional measures.

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Table 4.2.15 :SATISFACTION WITH REGARD TO TOWNSHIP SCHOOL

FIGURE 4.2.15: SATISFACTION WITH REGARD TO TOWNSHIP

SCHOOL

INFERANCE:

[55]



Satisfied 65 65

Neutral 17 17

Dissatisfied 10 10


Total 100 100


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This Table indicates that 5% of the employees are highly satisfied with

the Township school. 65% of the employees are satisfied with the Township

school. 17%of the employees are neutrally with the Township school. 10%

of the employees are dissatisfied with the Township school. 3% of the

employees are highly dissatisfied with the Township school.

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Table 4.2.16: SATISFACTION WITH REGARD TO NUMBER OF

TEACHERS IN THE SCHOOL

FIGURE 4.2.16: SATISFACTION WITH REGARD TO NUMBER OF

TEACHERS IN THE SCHOOL

INFERENCE:

[57]


Yes 75 75

No 25 25

Total 100 100


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This Table indicates that 75% of the employees are satisfied with the

number of teachers available in Township school. 25% of the employees are

satisfied with the number of teachers available in Township school.

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Table 4.2.17 : SATISFACTION WITH REGARD TO REST ROOM

FIGURE 4.2.17: SATISFACTION WITH REGARD TO REST ROOM

INFERENCE:

This Table indicates that 37% of the employees are satisfied with the rest

room. 63% of the employees are satisfied with the rest room.

[59]


Yes 37 37

No 63 63

Total 100 100


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Table 4.2.18: SATISFACTION WITH REGARD TO TOILET FACILITY

FIGURE 4.2.18.: SATISFACTION WITH REGARD TO TOILET

FACILITY

INFERENCE:

[60]

SATISFACTIONRESPONDENTS PERCENTAGE

Yes 77 77

No 23 23

Total 100 100


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This Table indicates that 77% of the employees are satisfied with the

toilet facility.23% of the employees are not satisfied with the toilet

facility.

Table 4.2.19: SATISFACTION WITH REGARD TO MOTIVATIONAL

SCHEME

FIGURE 4.2.19: SATISFACTION WITH REGARD TO MOTIVATIONAL

SCHEME

[61]



Satisfied 50 50

Neutral 16 16

Dissatisfied 12 12


Total 100 100


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INFERENCE:


satisfied with the Motivational Scheme. 49% of the employees are

satisfied with the Motivational Scheme. 16% of the employees are

neutrally with the Motivational Scheme. 12% of the employees are

dissatisfied with the Motivational Scheme. 2% of the employees are

highly dissatisfied with the Motivational Scheme.

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Table 4.2.20: SATISFACTION WITH REGARD TO CO-OPERATIVE

STORES

FIGURE 4.2.20: SATISFACTION WITH REGARD TO CO-OPERATIVE

STORES

INFERENCE:

This Table indicates that 2% of the employees are highly satisfied with

the functioning of co-operative stores. 19% of the employees are satisfied

with the functioning of co-operative stores. 32% of the employees are

neutrally satisfied with the functioning of co-operative stores. 33% of the

employees are highly dissatisfied with the functioning of co-operative stores.

[63]



Satisfied 19 19

Neutral 32 32

Dissatisfied 33 33


Total 100 100


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Table 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL

MEASURES

FIGURE 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL

MEASURES

INFERENCE:

This Table indicates that 2% of the employees are highly satisfied with the

functioning of Recreational measures. 57% of the employees are satisfied with the

functioning of Recreational measures. 31% of the employees are Neutrally satisfied

[64]



Neutral 31 31

Dissatisfied 9 9


Total 100 100


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with the functioning of Recreational measures. 9% of the

employees are dissatisfied with the functioning of Recreational measures. 2% of the

employees are highly dissatisfied with the functioning of Recreational measures.

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Table 4.2.22: SATISFACTION WITH REGARD TO SPORTS AND

CULTURAL ACTIVITIES

FIGURE 4.2.22: SATISFACTION WITH REGARD TO SPORTS AND

CULTURAL ACTIVITIES

INFERENCE:


with the Sports and Cultural activities. 25% of the employees

are not satisfied with the Sports and Cultural activities.

[66]

SATISFACTIONRESPONDENTS PERCENTAGE

Yes 75 75

No 25 25

Total 100 100


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Table 4.2.23: SATISFACTION WITH REGARD TO NON-STATUTORY

WELFARE MEASURES

FIGURE 4.2.23: SATISFACTION WITH REGARD TO NON-

STATUTORY

WELFARE MEASURES

INFERANCE:

[67]

NON-statutoryHighly

Satisfied Satisfied Neutral Dissatisfied

Transport facility 60 29.67 5.33 5.00

Education facility 5 65.00 16.67 13.33

Milk during night shift 2 78.33 12.67 7.00


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This Table shows that 60% of the employees are highly satisfied with the

transport facility. 13% of the employees are dissatisfied with the education facility.

78% of the employees are satisfied with the milk during night shift.

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CHI-SQUARE

Table A.2.1 Chi-Square on age and satisfaction level of hospital

Satisfaction

HS S N D

Age range O E O E O E O E

25-30 18 10.08 10 9.6 12 12.16 8 16.16

31-40 20 27.51 24 26.2 40 33.19 47 44.10

41-50 19 20.16 21 19.2 18 24.32 38 32.32

Above 50 6 5.25 5 5 6 6.33 8 8.42

Null hypothesis Ho : There is no significant in satisfaction

level

about hospital facility among the

different

age group

Alternate hypothesis H1: There is a significant different in

satisfaction level about hospital facility

among the different age group.

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The observed Frequency (O) is the value obtained from the collected

data and the expected frequency (E) is calculated using equation (A.2.1)

Row total of the cell X column total of the cell

E =

Grand total --------- (A.2.1)

In the next step the corresponding values of O and E are calculated

using the formula in equation (A.2.2)

( O E )

X = ---------- --------- (A.2.2)

E

Here the calculated value of Chi-Square is 17.21 and a tabulated value

for degrees of Freedom 9 [d.f= (c-1)(r-1)] at 0.05% level of significance is

16.9. Hence conclude we reject the null hypothesis and accept the

alternative hypothesis. There is significance between age group and the

satisfaction level of hospital.

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Table A.3.1 Chi-Square on Designation of employees and satisfaction

level of Monet

Satisfaction

HS S N D HD

Designation O E O E O E O E O E

Technician 8 8.95 9 10.37 12 11.59 15 13.22 17 16.88

Operator 10 11.88 11 13.77 15 15.39 18 17.55 27 22.41Sr.technician 9 7.63 10 8.84 11 9.88 12 11.27 10 14.39

Sr.operator 12 10.85 14 12.58 13 14.06 15 16.03 20 20.47

Metallurgical

Services

5 4.69 7 5.44 6 6.08 5 6.93 9 8.85

Null hypothesis Ho : There is no significant different in

Satisfaction level of MONET among

the different department

Alternate hypothesis H1 : There is a significant different in

satisfaction level of MONET among

the different department.

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The observed Frequency (O) is the value obtained from the collected

data and the expected frequency (E) is calculated using equation (A.3.1)

Row total of the cell X column total of the cell

E =

Grand total --------- (A.3.1)

In the next step the corresponding values of O and E are calculated

using the formula in equation (A.3.2)

( O E )

X = ---------- --------- (A.3.2)

E

Here the calculated value of Chi-Squareis 5.7 and a tabulated value

for degrees of freedom 16 [d.f= (c-1)(r-1)] at 0.05 % level of significance is

26.3 Hence conclude, we accept the null hypothesis and reject the

alternative hypothesis. There is no significance between department and the

satisfaction level of MONET.

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CHAPTER 5

FINDINGS

From the survey conducted, it has observed that the company provides

several welfare measures for its employees. The opinion of the respondents

shows that in general, most of the employees are satisfied with the medical

facilities extended to them. Regarding referral system in the hospital, only 2

percent of the employees are satisfied with the existing guidelines. Majority

of the employees are satisfied with the service dress issued by the company.

Only 12 percent of the respondents feel that service dress is not helpful to

perform their duty. Further, employees feel that MONET is the best channel

for communicating company information and events among employees and

their family members residing in the Township. It is also observed that most

of the employees are highly satisfied with the canteen facilities.

Regarding education facilities, 72 percent of the respondents aresatisfied with the functioning of the Township schools meant for the

children of the employees. Regarding motivational scheme in vogue, the

same is well accepted by the employees. However it is derived that many

are not satisfied with the functioning of Co-operative society in the

Township premises. Regarding recreational measures, only 2 percent of the

respondents are disagreement with the existing facilities.

The survey results shows that majority of the employees are satisfied

with other welfare measures like washing allowances, night shift allowance,

festival advances, house rent allowance, shift duty allowance, bonus vehicle

advance, etc.,

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SUGGESTIONS

While rewarding suggestion master quality of suggestions could be

considered instead of quantity.

Employees could be oriented to utilize Welfare facilities

Employees can self-access, finding faults and correcting them.

Alternative rewards could be give as reward for quality circles

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CONCLUSION

The study clearly shows that majority of the employees are satisfied

with the existing welfare measures in S.S. industries. Only a meagre

percentage of about 8 percentages (overall) of the employees are not in

agreement with the various existing welfare measures like canteen, medical,

Township, school lighting facility, ventilation, and service dress, transport

facility. Employees are also satisfied with various monetary facilities like

festival advances, house building advance and vehicle advance provided by

the company. To sum up, in general employees are satisfied with the

various welfare measures currently in S.S. INDUSTRIES.

However, a section of the employees are under the impression that

facilities for rest room especially for lady employees can be thought of as

an additional welfare measure. Also the services rendered by the MONETand Cooperative society are to be improved further.

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BIBILIOGRAPHY:

BOOKS

Kothari C.R (2003) , research methodology method and techniques ,

vishwa prakasam , second edition

S. Dwivedi(1997) Human Relations & organizational Behaviour, New

Delhi

S. Krishnasamy (1984) First Edition Hand Book of Labour Laws, Senthil

publications Chennai

C.B. Memoria (1983) Third edition labour social security and industrial

peace in India, Allahabad.

WEBSITES

www.google.com

www.wikipedia.com

[76]
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A STUDY OF LABOUR WELFARE MEASURES AT S.S INDUSTRIES

KARAIKAL

EMPLOYEES SURVEY:

1.NAME :

2.AGE :

3.Are you satisfied with the facilities provided in SSP hospital?

Highly satisfactory satisfactory Neutral dissatisfactory

Highly dissatisfactory

4. Is the hospital is occupied with the sufficient no. of doctors

Yes No

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5. Please specify the level of satisfaction in the medical facility available

in the hospital

Highly satisfactory satisfactory Neutral

dissatisfactory Highly dissatisfactory

6. Are you satisfied with the existing referral system in the hospital



7. Are you satisfied with the existing system of issue of service dress?

Yes No

8. Are you satisfied with the quality of service dress provided by the

company



9. How service dress help the employee to perform their duty

Highly helpful helpful no effect

10. Does MONET help the employees and their dependents in the

Township in the communication of company performance and events

Yes No

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11. How is the MONET entertain the employees and their family members


dissatisfactory


12. Please specify the level of satisfaction with regard to canteen in respect

of following:

13.

Highly

satisfactory Satisfactory Neutral Dissatisfactory

Highly

dissatisfactory

a) Quality of food

b) Hygiene

c) Service

13. Please specify the level of satisfaction with regard to food in

the canteen.


dissatisfactory


14. Does the suggestions given by you is given due weight age by the

canteen in charge or not

Yes No

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15. Does the company promote employees to acquire higher educational

qualification to enrich their knowledge?

Yes No

16. If yes, are you satisfied with the existing promotional measures?

Yes No

17. Please specify the quality of coaching in the Township school



18. Is the School is equipped with the sufficient no. Of qualified Teachers

Yes No

19. Does the company provide the rest room for employees?

Yes No

20. Do you feel the toilet facilities provided by the company is sufficient?

Yes No

21. Are you satisfied with the motivational scheme with regard to good

work award, suggestion scheme award, etc.,

Highly satisfactory satisfactory Neutraldissatisfactory

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22. Are you satisfied with the performance of the cooperative stores?



23. How do you rate the sports and recreational measures existing in the

plant



24. Does the company give due weightage for promoting sports and

cultural activities among the employees and their dependents

Yes No

25. Please specify the level of satisfaction with regard to non-statutorywelfare measures

Highly

satisfactory Satisfactory Neutral Dissatisfactory

Highly

dissatisfactory

a) Transport facility

b) Educational facility

c) Milk during night

shift

Documents

Bio-data Babu 16.9