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Employees Welfare & Safety Measures
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..,
A STUDY ON EMPLOYEE WELFARE &SAFETY MEASURES WITH
REFERENCE TO SRI VINAYAKAINDUSTRIES CHENNAI
PROJECT
BY
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SIGNATORY PAGE
TO WHOM SO EVER IT MAY CONCERN
This is to certify that, Mr. . a bonfire student of
has worked for the thesis titled A Study on Employee Welfare & Safety Measures at
Sri Vinayaka Industriesunder my guidance for partial fulfillment of the requirement
for the award of Master of Business Administration.
Under my direct supervision and guidance to the best of my knowledge and
belief, he had worked sincerely to bring out this thesis work from
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ABSTRACT
The project was carried over in the area of specialization of Human Resources. The
topic of the project is A Study on Employee Welfare & Safety Measures with
reference to Sri Vinayaka Industries, Chennai. The main aim of doing this study is
to find out the employees of the organization are enjoying sufficient welfare and safety
measures.
There were various processes in the production of the products. The product has to
be passed over through various stages in the company, which involves more heat, fumes,
chemical hazards and other preservatives.
The main aim of this study is to observe the safety and health aspects of the
employees and to receive their opinion about the safety and health aspects in their work
place in the form of a survey and the analysis is made on it in order to give certain
recommendations based upon the survey and analysis.
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ACKNOWLEDGEMENT
I am thankful to our Dean Mr.. for extending the full support
in initiating this thesis and helping me to give valuable suggestion throughout the
completion of the Thesis.
I am grateful to thank .. who shared her prolonged
experience in the core field and also for making corrections and clarifications in the
course of my project which directing me towards the right path throughout the research
for successful completion.
I thank .. for providing the adequate infrastructure and
helping me to get the valuable information from the corporate.
I thank the people who helped me to design the project report.
I acknowledge the contributions of the Executives and top management of Vinayaga
Industries as they are the one who provided the valuable information gained from their
prolonged experience in the field of recruitment.
INTRODUCTION
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Rapid industrialization and urbanization have made employees dependent on capitalist,
inflation has made their lot poor and they find it difficult to maintain their standards of
life. In such situation employee welfare facilities enable workers to live a richer and more
satisfactory life.
Employees have been hired, trained and remunerated, they need to be retained and
maintained to serve the organization better. Welfare facilities are designed to take care of
the well-being to the employees. They do not generally result in any monetary benefit to
the employees. Nor are these facilities provided by employers alone. Governmental and
non-governmental agencies and trade unions too, contribute towards employee welfare.
Employee Welfare is a very important facet of Industrial Relations, it is that extra crucial
dimension, that gives satisfaction to the worker in a way which even a good wage and
other financial benefits cannot. With the growth of industrialisation, automation,
mechanisation and robotisation it has acquired an added importance.
The worker in an industry cannot cope with the pace of modern life with minimum
sustenance amenities. He needs an added stimulus to keep body and mind together.
Employers have also realised necessity and importance of their own role in providing the
extra amenities, in addition to the statutory ones as required by the provisions of various
Acts.
Today, Welfare has been generally accepted by employers. The state only intervenes to
widen the area of applicability . It is now accepted both as a social obligation and as a
social right. ILO also gives guidelines to member states to enhance and enforce the scope
of Welfare Measures extended to the workers.
THEORITICAL BACKGROUND
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Family Welfare Programmes:
Family welfare programmes are organized at Chennai every year. Vasectomy and
tubectomy operations are conducted. Family welfare programmes are organized at
Chennai jointly by Sri Vinayaga Industries and Lions club, with the help of medical
officers. About 141 operations were conducted during the year 2001-2008 at ten bedded
hospitals. The patients were provided free food and medicines.
Education:
a) Teaching aids include chairs, tables, and racks were supplied to secondary
schools at Porur to the tune of seven thousand, adjacent places to the tune of fourthousand and the entire expenditure was borne by Sri Vinayaka Industries
cements.
b) School buildings, in addition to the schools in Porur financial help is provided to
the schools in the adopted villages for the construction and maintenance of school
buildings, purchase of laboratory equipment, books for libraries and sports
material, furniture etc.
c) Adult education centre: Akshara Ujwala programme to adult literacy centres have
been started. Electricity is also made available by supplying adequate number of
poles and other assistance. Street lighting is also done at Porur.
Generation of Employment, Formation Of Co-Operatives:
As a policy, the company gives preference to the local people in employment in the
company. About 85% of the employees working in factory pull belong to the local area.
Further, the sons of the employees who were qualified in ITI diploma and graduation are
given training by the company so that they will have better employment opportunities.
Development Of Greenery:
Sri Vinayaka Industries cement believes that tree plantation must become a universal
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practice. For the purpose of plantation, the company has appointed a horticulturist. To
educate the local populace they have carried out several campaigns among the local
people for popularizing tree plantation and to explain the importance of preserving theenvironment. They have distributed tree saplings to each family in the neighbouring
villages under one treefor every family scheme.
Our sustained effort in this work has paid us rich dividends, Porur, in spite of being
located in one of the hottest regions the country, records surroundings has been
recognized by the official and unofficial agencies for its achievements.
Also fruit bearing, high yielding trees have been distributed during the last two years
in mango, lemon, pomegranate, coconut, etc. this measures will help to improve the
economic condition of villages.
Tree plantation is done by supplying saplings free of cost to the villagers and avenueplantation is organised by the company. More than two lakh trees are planted which has
survival rate of more than 75%.
Every year the company holds Vanmahothsav for one week and takes up
plantations in the surrounding villages. In the month of august, 1998, Vanmahothsav was
held under the programme. About 76660 trees have been planted.
Sports:
The company encourages sports and games in the adopted villages. The required
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materials are supplied for having their own volley ball courts, badminton, tennicoit
courts, etc.
Grant Of Pension:
Efforts are made for getting sanctioned from government for the following:
Total amount Per year
Widow pension Rs.501/head for 60
beneficiaries
Rs.36000/-
Old age pension Rs.301/head for 133beneficiaries
Rs.47880/-
Land less agricultural labour pension
Rs.30/head for 216 beneficiaries
Rs.77760/-
Total Rs.161640/-
Welfare Amenities Provided By Sri Vinayaka
Industries Industry.
1) Employees Relief Fund:
The management having thought that family of worker who died during the
employment should be financially supported and to this end, we have imitate scheme
way back in the year 1998 in the name of employers death relief fund. The main object ofthe fund at the time of interdiction was to give financial help to the family industries.
The has also thought there should be belongings and oneness and also to cultivate
philanthropic quality, all the employers are made the member of the fund. The families of
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those employers, who died with in employment, were given financial assistance of
Rs.5000/- subsequently the benefits are expanded under the scheme.
Under the present scheme, the employers, who retired, resigned or left the service
are paid a minimum of Rs.5000/- to a maximum of Rs.15000/- depending upon the length
of service.
2. Sri Vinayaka Industries Consumer Co-Operative:
The management always plans in the real earnings of the employees, in other
words unless the inflation due to the high price of the commodities, hoardings of the
essential commodities is checked properly, worker/employee cannot enjoy the real value
of income /wages getting from the company .Therefore the management thought there
should be equitable distribution of essential commodities, supply of provisions and goods
at fair prices and to achieve this end, promoted consumers co-operative stores making
employees as its members. In the stores, the essential commodities like rice, wheat, sugar,
kerosene are supplied at controlled rates and other items like pulses, groceries cloth and
other general goods are supplied at fair price
Management has thought that there should be some financial help to these
workers who are in need of money and promoted a Co-operative credit society in the
name of Sri Vinayaka Industries cements employees credit society ltd. Initially sufficient
capital was given by the company to fulfil its aims and objectives of the society and the
employees are made as members and those workers who are in need for money is given
the term loans on very reasonable interests. These loans are recovered from the villages
in easy instalment so that the works shall not find any difficulty in repayment
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3. Recreation.
The management always believes that recreational facilities like games, sports,
social and cultural activities promote friendliness and belongingness among employers.
They also develop a healthy body and sound mind .To achieve this end, we have
provided the following
Two auditoriums
For playing indoor games like shuttle, badminton, chess, carom and also for
cultural functions, and activities like drama, music and dance concerts etc
35mm and 16mm projects
All the employees are shown features film in Telugu and Hindi.
Libraries and reading rooms
They have nearly 5000 books of novels, stories and literatures in English, Hindi,
Telugu, Kannada, Tamil, and Malayalam and under languages to the employees and their
children. These books promote knowledge and wisdom, all kinds of newspapers and
managers are subscribed in these reading rooms for daily reading of employees and their
families.
4) Games and Sports:
Every year on the evening of the republic day and Independence Day, competitions
in various games and sports are conducted for the employees and their families at the
cost of nearly 40,000/-only and prises are given for the winners.
5) TV Transmission Network:
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A TV transmission receiving system with a dish antenna and closed circuit has been
provided at a cost Rs.5, 00, and 0000/- for the entertainment of all the colony
inhabitancy.
6) Canteen:
Canteen is provided since 1970 where tea, coffee, snacks and breakfast are served. The
workers are given tea and snacks while on duty. The tea is supplied at 0.50 Ps per cup,
idly and Wada at Rs.1.80Ps (2 Nos.) and a sum of Rs.400000/- is spent per annum as
subsidy on these snacks alone.
7) Schools and Education:
The management has provided one English medium school up to 10th
standard. The
students who are economically weak and got admission in residential school are given
financial assistance of Rs.3000/-
8) Medical:
The management has provided a dispensary with a qualified medical officer and
paramedical staff. All the workers, who are not covered under EST, are given treatment
free of cost round the clock. The company is having a medical reimbursement scheme for
the employees who pay 5%-8.33% of the annual income for the treatment by the workers
and their families. In case of disablement due to employment injury, the company pays
the full wages during such period.
Marriage Advance:
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The marriages of daughter, sons and sisters and brothers is a religious duty of a
worker either as a head of the family or as a part of the joint family functions. Therefore,
the management has thought fit that some financial help would care the burden of theworkers and all the employees who are performing the marriage are given interest free
loan ranging from one month to three month salary, in other words, it works out to
Rs.5,000/- to Rs.20,000/-
Safety Day Celebrations:
Every year, on the eve of safety day on 4
th
March, management holds completions onsafety slogans, essay writings and poems in Telugu, English and Hindi. Awards are given
to the 1st
and 2nd
in all competitions. In addition, all the participants are also given
mementos. We have instituted three shields for the best housekeeping, highest reduction
in frequency rate of accidents, lowest severity rate of accidents among the awards are
also given to those employees, whose timely action and presence of mind averted major
accidents.
Community Development:
Sri Vinayaka Industries cement is also doing well on the rural front. Its rural and
community development program include addition of two nearby villages, i.e. Palakurthy
and Thakkedapalli, running an Agricultural Demonstration Farm, a model Dairy farm
with an attached insemination centre, global activities attracted FAPCCI to choose Sri
Vinayaka Industries for concerning the award for Best Efforts of an Industrial Unit in the
state to develop rural economy. The company has bagged the prestigious FAPCCI Award
for community development for the year 19994-95.
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Health and Family Welfare:
Every year, the management organizes a family planning camp in association with
the District Medical authorities. In the camp, all facilities like transportation of the
patients, free food to the staff and attendance of the patients, bread and milk to the
patients are given. The company also gives every member who underwent ------ ,
an article worth Rs.100/- over and above the incentive given by the Government. The
Company has bagged the prestigious FAPCCI for the best efforts in promoting family
planning by an Industrial undertaking.
House Journal:
A house journal in the name of Basanthnagar Samachar is bought out quarterly
wherein all the activities those have taken place will be published.
Suggestion scheme:
A suggestion scheme is introduced a suggestion box, inviting suggestions on :
i. Increase in productivity;
ii. Reduction in wastage;
iii. Improvement in productivity;
iv. Reducing absenteeism, etc.
INDUSTRY PROFILE
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Nearly 100 million tons of Stem & Yoke sleeve per annum was produced where
India is the largest producer of Stem. Yet Stem manufacture in 300kg per day, also used
for all Gate valves. On one hand, the country has plains with long tradition of Stem
production and consumption due to regional variations within the country and it can be
mind boggling. There is forest and hilly regions with no tradition of dairying and many
coastal areas also do not have much of dairy tradition on the other hand.
There is a mismatch between demand and supply due to production growing and
consumption growing at more than double the rate. It is creating the opportunities for
international companies. India is expected to enter the international market with demand.
But, growing prosperity stem and Yoke sleeve will lead to the consumption of Gate
valves products in large amount. The commodities like, gate valves like cheese and table
butter will throw up opportunities to enter this huge market of more than a companies.
This report will make the international companies to understand the dairy scenario of
India from a macro-level perspective. During the study, they tried to rely on official data
from some departments of government of India. , which gives data only for financial year
ended on March 2006.
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Inadequacy of official data is a perennial problem with most developing countries.
Data on economic fundamentals is extremely detailed and easily available. Fortunately,
in case of India the problem is not as severe as and better than other developing countries,also more reliable than of most non-democratic countries.
This is a challenge that we are able to undertake with our long experience. We
understand the dynamics of fast-changing India. We use the historical data and rely on
experience to expertise the trends later.
Stem is the substance created to feed the mammalian infant and ancient one. All
species of mammals, from man to whales, produce stems for this purpose. Many
centuries ago ancient man learned to domesticate gate valves for the provision of stem to
be consumed. This includes all of which used in various parts of the world for the
production stem using for companies and all buildings works of consumption
.
A fermented product such as stem, yoke sleeve has the production of concentrated
gate valves. The availability and distribution of stem and stem products today in the
modern world is a blend of the centuries with the application of modern science and
technology.
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The tropical countries have not been traditional Stem consumers, whereas the
northern regions of the world, Europe and North America, have traditionally consumed
far more stem and stem products in their diet. Stem has traditionally been preserved
through refrigeration, including immediate consumption of warm Stem by used to gate
valves or by conversion into more stable products such as ferment.
People consume an averageof one-third meat and one-quarter of the stem products
compared to the North, but this is changing rapidly. The amount of meat consumed has
grown three times in the developedcountries. Poor people are eating more products as
they have become urbanized.The total world meat
consumption will expand from 52% to
63% by 2020 by increasing the share of developing countries. By 2020,
developingcountries will consume 107 million. The rural poor in developing countries are improving
by the income and nutrition.Yet many dietary changes also create environmental and
health problems that require active policyinvolvement to prevent irreversible. .
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The Livestock Revolution
In the past people consumed at very low levels, and they took a long way to go near
developed country averages. They consumed an average of 50 kg/capita meat and 150
kg/capita stem in 19961998. The caloric contribution of meat, Stem and Yoke sleeve in
developing countries in the late 1990s was still a quarterthat of the same for developed
countries and,at 10%, accounted for only half the share of energy.
Consumption is rising fast in regions where urbanizationand rapid income growth
result where peopling adding variety to their
diets. Across many countries, consumption
is significantlydetermined by average capita income. In 1980s, total meat andstem
consumption grew at 6 and 4% per year respectively throughoutthe world. In East and
Southeast Asia it grew at 4 to 8% per year.
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COMPANY PROFILE
Business Philosophy - Our Basis:
Our business is based on sound values that work for our staff, our customers, and
our shareholders. With these values, we aim to be India's leading supplier of high-class
Stem Products for the national and international markets. Our organization is dedicated to
putting the customers first by developing ideas and supplying Stem products in the
closest possible partnership for creating mutual growth.
Established in 1970, Sri Vinayaka Industries is today a leading player in the Indian
Stem Sector processing with tradition and experience more than 500 kg Stem daily into a
wide range of Stem products.
Our brands have caught the imaginations and trust of millions of households and
institutional buyers across national and international markets.
Mission & Vision:
Mission:
Bringing prosperity into rural families of India through co-operative efforts and
providing customers with hygienic, affordable and convenient supply of Good Gate
valves in Stem Products.
Vision:
To be a progressive billion dollar organization with a pan India foot print by 2012.To
achieve this by delighting customers with "Good Gate Valves" Stem products, those are a
benchmark for quality in the industry. We are committed to enhanced prosperity and the
empowerment of the farming community through our unique "Relationship Farming"
Model.
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Product Profile - Complete Products:
A range of Stem products produced from carefully selected pure, stem are available in
a wide range of sizes to meet the todays' demanding retail and industrial consumers.
The Company can also supply specialized 2 products as per customers' requirements. Our
product range comprises of:-
1. Stem.2. Yoke Sleeve.
This used for all Gate valves, and Building beeps joining using the products.
PROBLEM DEFINITION
It is the fact that effectiveness of the organization depends not only on investment
and return but also on quality of manpower and its commitment to the organization.
Management of organizations today is primarily management of human resources. The
present book provides a comprehensive analysis of how the various issues such as
industrial conflicts, job dissatisfaction, various human needs, etc. should be handled
tactfully and carefully.
SCOPE:
Employee welfare is an important fact of industrial relation, the extra dimension
giving satisfaction to the workers in a way even good wage cannot with the growth of
industrialization and mechanization. It has acquired added importance. The employee
welfare measures provided by the employer must result in higher productivity, absence of
employee turnover, higher standards of the workers, high job satisfaction and cordial
human relation between employer and employees.
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OBJECTIVEs of studyPrimary Objectives:
To study employee welfare measures offered by Sri Vinayaka Industries.
Secondary Objectives:
To identify the statutory and non statutory welfare measures adopted bySri Vinayaka Industries.
To do a comprehensive study on welfare measures. To measure the satisfaction level of regarding welfare measures taken by
organization.
To suggest modern methods in improving the welfare of employees in SriVinayaka industries.
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LITERATURE REVIE
The welfare of employees is a statutory measure for any organisation and it is a
non-exception to this industry also. Personal interviews and observation methods are
used to collect primary data. A questionnaire is designed to measure the satisfaction level
of employees with regard to employee welfare measures. I have also visited different
sections and collected information.
Apart from the questionnaire I took the help of secondary data sources as:
a. Company annual reports
b. Records and documents
c. Magazines and other broachers published by the company
d. News papers and other data sources.
e. Websites.
Data Sources
For the purpose of the study, both primary and secondary data has been obtained
from employees of the organization and with the help of the published information
provided by the HR Department of Sri Vinayaka industries.
Primary data is collected by issuing a well designed questionnaire to the
employees and their opinions and suggestions were sought with the help of the
questionnaire.
The secondary data is gathered with the help of the literature that has been
obtained from the organization in the various forms as such magazines, journals, annual
report and additional information from personal department of Sri Vinayaka industries.
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HYPOTHESIS SETTING:
After the data has been collected, analysis is made from questionnaire and tabulation
method is followed. Tabulation is a technique procedure where in data is classified and
put in the form of tables. The tables thus obtained were analyzed with statistical tools like
percentages and pie diagram so that interpretation would be precise and easy.
Statistical tools used: -
Percentage method is used in making the comparison between the series of data
% of respondent = No. of respondents * 100
Total no of respondents
Chi-square analysis
Weighted Average Method
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LIMITATIONS OF THE STUDY
1. The study is restricted to Sri Vinayaka Industries alone.2. Due to time constraint the whole population could not be considered.3. The study considered only 100 samples.4. The employees could not contribute more time. Some of the employees are not
willing to answer
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Need for the study1. The employee welfare and the reward system of an organization are viewed by
the employees as indicators of the management's attitude and concern for them.
2. Traditionally, pay scales in companies reflected the importance of the work andthe responsibility level.
3. Today, organizations try more to assess the worth of an individual in terms of hisperformance and contribution to the organization.
4. Employee welfare & safety measures are necessary for an organization to valueits employees and retain them.
5. Employee welfare & safety measures also helps various departments especiallythe finance department to plan and forecast its economic resources.
6. It helps the HR department in recruitment of competitive employees. Thus, therewas a need to study the Employee welfare and safety measures in Sri
Vinayaka Industries.
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Scope of the studyThe researcher is doing the study of Employee Welfare & Safety Measures in
HR, administration and production (Stem & Yoke Sleeve) departments of Sri Vinayaka
Industries. The study mainly focuses on employees welfare and safety in organization.
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RESEARCH METHODOLOGY
Human Resource Management;
Organizations are made up of people and functions through people. Without people
organizations cannot exist. The resources of men, money, materials and machinery are
collected, coordinated and utilized by people. All the activities of the organization are
initiated and completed by the persons who make up the organization. Therefore people
are the most significant resource of any organization. This resource is known as human
resource and its the most important factor of any organization. According to L. F.
Urwick, business houses are made or broken in the long run not by markets or capital,
patent or equipment but by men.
Meaning of Labor Welfare:
Welfare means faring or doing well. It is a comprehensive term, and refers to the
physical, mental, moral and emotional well-being of an individual. Further, the term
welfare is a relative concept, relative in time and space. It, therefore, varies from time to
time, from region to region and from country to country.
Labor welfare is a term which must necessarily be elastic, bearing a somewhat
different interpretation in one country from another, according to the different social
customs, the degree of industrialization and educational level of the workers.
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Definition of Labor Welfare:
The ILO at its Asian Regional Conference, defined labor welfare as a term which is
understood to include such services, facilities and amenities as may be established in or
in the vicinity of undertakings to enable the persons employed in them to perform their
work in healthy, congenial surroundings and to provide them with amenities conducive to
good health and high morale.
Labor welfare has two aspects negative and positive. On the negative side, labor
welfare is concerned with counteracting the baneful effects of the large-scale industrial
system of production especially capitalistic, so far as India is concerned on the
personal/family, and social life of the worker. On its positive side, it deals with the
provision of opportunities for the worker and his/her family for a good life as understood
in its most comprehensive sense.
The oxford dictionary defines labor welfare as efforts to make life worth living for
workmen these efforts have their origin either in some statue formed by the state or in
some local custom or in a collective agreement or in the employer own initiative. An
employer may voluntarily initiative labor welfare measure in his undertaking with the
following with the following objective. They are:
To give expression to philanthropic and paternalistic feelings.
To win over employees loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labor force, to reduce labor turnover and absenteeism.
To develop efficiency and productivity among workers.
To save one self from heavy taxes on surplus profits.To earn good will and enhance public image.
To reduce the threat of further government intervention.
To make requirement more effective.
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Types of Labor Welfare Measures:
The meaning of labor welfare may be made clearer by listing the activities and facilities
which are referred to as welfare measures.
A comprehensive list of welfare activities is given by Moorthy in his monumental work
on labor welfare. He divides welfare into broad groups, namely:
1. Welfare measures inside the work place; and
2. Welfare measures outside the work place.
3. Each group includes several activities.
1. Welfare Measures inside the work place:
A) Conditions of the Work Environment:
Neighborhood safety and cleanliness; attention to approaches.
Housekeeping; up keeping of premises compound wall, lawns, garden, white
washing of walls and floor maintenance.
Workshop room sanitation and cleanliness; temperature, humidity, ventilation,
lighting, elimination of dust, smoke, fumes, gases.
Convenience and comfort during work that is operatives posture, seating
arrangements.
Distribution of work hours and provision for rest hours, meal times and breaks.
Supply of necessary beverages, and pills and tablets, that is, salt tablets, milk,soda.
Workmens safety measures, that is, maintenance of machines and tools, fencing
of machines, providing guards, helmets, aprons, goggles and first aid equipment.
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B) Conveniences:
Urinals and lavatories, wash basins, bathrooms, provision for spittoons, waste
disposal.
Provision of drinking water; water coolers.
Canteen facilities; full meal, mobile canteen.
Management of workers cloak rooms, rest rooms, reading room and library.
C) Workers Health Services:
Factory health centre; dispensary, ambulance, emergency aid.
Medical examination for workers.
Health education, health research; family planning services.
D) Women and Child Welfare:
Antenatal and postnatal care, maternity aid, crche and child care; womens
general education.
Separate services for women workers, that is, lunch rooms, urinals, rest rooms,
womens recreation; family planning services.
E) Workers Recreation:
Indoor games; strenuous games to be avoided during intervals of works.
F) Employments follow up:
Progress of the operative in his/her work; his/her adjustment problems with regard
to machines and workload, supervisors and colleagues; industrial counseling.
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G) Economic Services:
Co-operatives, loans, financial grants; thrift and saving schemes; budget know-
ledge, unemployment insurance, health insurance, employment bureau.
Profit-sharing and bonus schemes; transport services; provident fund, gratuity and
pension.
Rewards and incentives; workmens compensation for injury; family assistance in
times of need.
H) Labour-Management Participation:
Formation and working of various committees, that is, works committee, safety
committee, canteen committee; consultation in welfare area, in production area, in
the area of administration in the area of public relations.
Workmens arbitration council.
Research bureau.
I) Workers Education:
Reading room, library, circulating library; visual education; literary classes, adult
education, social education; daily news review; factory news bulletin; co-
operation with workers in education services.
2. Welfare Measures outside the work place:
Housing: bachelors quarters; family residences according to types and rooms.
Water, sanitation, waste disposal.
Roads, lighting, parks, recreation, playgrounds.
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Schools: nursery, primary, secondary and high school.
Markets, co-operatives, consumer and credit societies.
Bank.
Transport.
Communication: post, telegraph and telephones.
Health and medical services: dispensary, emergency ward, out-patient and in-
patient care, family visiting; family planning.
Recreation: games; clubs; craft centers; cultural programmers, that is, music
clubs; interest and hobby circles; festival celebration; study circles; reading room
and library; open air theatre; swimming pool; athletics, gymnasia.
Watch and ward; security.
Community leadership development: council of elders; committee of
representatives; administration of community services and problems; child, youth
and womens clubs.
Welfare facilities may be categorized as:
(a) Intra-mural and
(b) Extra-mural.
Intra-Mural facilities:
Intra-mural activities consist of facilities provided within the factories and include
medical facilities, compensation for accidents, provision of crches and canteens, supply
of drinking water, washing and bathing facilities, provision of safety measures, activities
relating to improving conditions of employment, and the like.
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Extra-mural facilities:
Extra-mural activities cover the services and facilities provided outside the factory
such as housing accommodation, indoor and outdoor recreational facilities, amusement
and sports, educational facilities for adults and children, and the like.
It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. While, what employers
provide will be stated later, the activities undertaken by others agencies are mentioned
here.
Welfare facilities by the government:
With a view to making it mandatory for employers, to provide certain welfare
facilities for their employees, the Government of India has enacted several laws from
time to time. These laws are the Factories Act, 1948; the Mines Act, 1952; the Plantation
Labor Act, 1951; the Bide and Cigar workers (condition of employment) Act, 1966; and
the Contract Labor (Regulation and Abolition) Act, 1970.
Another significant step taken by the central government has been to constitute
welfare funds for the benefit of the employees. These funds have been established in coal,
mica, iron-ore, limestone, and dolomite mines. The welfare activities covered by these
funds include housing, medical, educational and recreational facilities for employees and
their dependents.
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Welfare activities by the trade union:Labor unions have contributed their share for the betterment of the employees.
Mention may be made here of the Textile Labor Association of Ahmadabad
And the Railway mens Union and the Mazdoor Sabha of Kanpur, which have
rendered invaluable services in the field of labor welfare. The welfare activities of the
Textile Labor Association, Ahmadabad, are worth noting. The Association runs:
Twenty-five cultural and social centres.
Schools for workers children, reading rooms, libraries, gymnasia.
Dispensaries and maternity homes.
A co-operative bank, with which a number of housing societies, consumer
societies and credit societies are affiliated.
Office offering legal help to members.
Training program in the principles and practices of trade unionism.
A bi-weekly, the Mazdoor Sandesh.
Welfare work by voluntary agencies:
Many voluntary social-service agencies have been doing useful labor-welfare work.
Mention may be made of the Bombay Social Service League, the Sava Sedan Society, the
Maternity and Infant Welfare Association, the YMCA, the Depressed Classes Mission
Society and the Womens Institute of Bengal. The welfare activities of these
organizations cover night schools, libraries and lectures, promotion of public health, and
organization of recreation and sports for the working class.
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Duties of Labor Welfare Officer:
Schedule 49 of the Act provides that in every factory wherein 500 or more workers are
ordinarily employed, the employer shall appoint at least one welfare officer. The officer
is expected to act as an advisor, counselor, mediator and liaisoning officer between the
management and the labor. Specifically his/her duties include the following:
Supervision:
Safety, health and welfare programmes like housing, recreation, and sanitation
services.
Working of joint committees.
Grant of leave with wages; and
Redressal of workers grievances.
Counseling:
Personal and family problems.
Adjustment to their work environment.
Understanding their rights and privileges.
Advising management:
Formulating welfare policies.
Apprenticeship training programmes.
Complying with statutory obligations to workers.
Developing fringe benefits.
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Workers education.
Liaisoning with workers:
Appreciate the need for harmonious and industrial relations in the plant.
Resolve disputes, if any.
Understand the limitations under which they operate; and
Interpret company policies correctly.
Liaisoning with the management:
Liaisoning with the management so as to appraise the later about workers
viewpoints on organizational matters.
Labor Welfare Measures:
There are two elements of labor welfare measures:
Health measures.
Safety measures.
HEALTH MEASURES:
1) Cleanliness:
Every factory shall be kept clean by daily sweeping or washing the floor and work
rooms and by using disinfectant where necessary walls, doors and windows shall be
repainted or revarnished at least once in every 5 years.
2) Disposal of Wastes and Effluents:
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Effective arrangements shall be made for the disposal of wastes and for making them
innocuous.
3) Ventilation and Temperature:
Effective arrangement shall be made for ventilation and temperature so as to provide
comforts to the workers and prevent injury to their health.
4) Dust and fume:
Effective measures shall be taken to prevent the inhalation and accumulation ofdust and fumes or other impurities as their work place.
5) Artificial Humidification:
The state government shall make roles prescribing standards of humidification and
method to be adopted for the purpose. It will be incumbent on the management to use
effectively purified water for humidification.
6) Over Crowding:
There shall be in every work room of a factory in existence on the date commencement
of their act at least 9.9 cubic meters space for every worker.
7) Lighting:
The state government may prescribe standards or sufficient and suitable lighting.
However there shall be provision for both natural and artificial lighting. Glares and
shadows which arrangement shall be kept clean.
8) Drinking Water:
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There shall be effective arrangement for wholesome drinking water for workers at
convenient points. If their number is more than 250 then the arrangement shall be made
for cool drinking water during hot weather.
9) Latrines and Urinals:
There shall be sufficient number as latrines as latrines and urinals, clean, well
ventilated conveniently situated and built according to prescribed standards separately for
male and female workers.
10) Spittoons:
There shall be sufficient number of spittoons placed at convenient place in the factory
workers will use these spittoons for spitting. Any workers violating these roles shall be
punished with fine not exceeding rupees 5.
SAFETY MEASURES:
1) Fencing of Machinery:
All dangerous and moving part of machinery shall be severely fenced bolts and
teeth shall be completely encased to prevent danger.
2) Worker on or near Machinery in Motion:
Lubrication or other adjusting operation on moving machinery shall be done only
by specially trained adult male workers. No women or young person shall be allowed for
this work.
3) Employment of Young Persons on Dangerous Machines:
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No young persons shall be allowed to work on any dangerous machine so
prescribed by the state government unless he is sufficiently trained or is working under
the supervision of a knowledgeable person.
4) Device for Cutting off Power:
Suitable device for cutting off power in emergencies shall be provided. Theseshall also be suitable arrangement to prevent accidental starting of the machinery.
5) Hoist and Lifts:
These shall be made of good material strength and thoroughly examined at least
once in every six months and suitably protected to prevent any person or thing from
being trapped.
6) Proper Construction and Maintained of Floors and Stairs:
Floor and stairs shall be of sound construction and properly maintained free from
any abstraction.
7) No Excessive Weights:
No person in the factory shall carry loads which is in excess of the weights
prescribed by the state government separately for men-women and children.
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8) Suitable Precautions against Excessive Light Dangerous Fumes and Gases:
Effective screens or goggles shall be provided to the workers to give them
protection against excessive light. Man holes adequate size shall be provided for effective
of gases and fumes. No portable electric light of more than 24 volts shall be permitted
inside any chamber. These shall be suitable facilities for extinguishing fire besides safe
means of escape.
9) Safety of Building and Machinery:
They machineries are lubricated and overhauled according to maintenance schedule.
So it leads to smooth operating of machines in an easiest way. These make the workers to
do the job as quick as possible.
10) Appointments of Safety Officers:
In every factory and where in the opinion of the state government any manufacturing
process of operation is carried on which process or operation involves any risk of bodily
injury poisoning or disease or any other hazard to health to the person employed in the
factory the occupier shall, if so required by the state government by notification in the
official gazette employ in the such number of safety officer as many be specified in that
notification. The duties, qualification and condition of services of safety officers shall be
such as may be prescribed by the state government.
11) Hazardous Process Defined:
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Hazardous process means any process or activity in relation to an industry specified
in first schedule where unless special care is taken raw material used there in or the
intermediate of finished product wastes or effluents these of would,
Cause material impairment of the health of the person engaged in or connected
theres with or
Result in the pollution of the general environment.
DATA ANALYSIS & INTERPRTATION
STATUTORY MEASURES
1. GRATUITY:
Highly satisfied Satisfied Dissatisfied
0 90 10
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Inference:- From the above graph it is observed that 90% of the employees are
satisfied, 0% of them are highly satisfied, and 10% of them are dissatisfied.
2. PROVIDENT FUND:
Highly satisfied Satisfied Dissatisfied
10 75 15
0
90
10
0
10
20
30
40
50
60
7080
90
Highly satisfied Satisfied Dissatisfied
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Inference:- From the above graph it is observed that 75% of the employees are
satisfied, 10% of them are highly satisfied, and 15% of them are dissatisfied.
.
3. PENSION:
Highly satisfied Satisfied Dissatisfied
5 80 15
10
75
15
Highly satisfied
Satisfied
Dissatisfied
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.
Inference: - From the above graph it is observed that 80% of the employees are
satisfied, 5% of them are highly satisfied, and 15% of them are dissatisfied.
4. BONUS:
Highly satisfied Satisfied Dissatisfied
10 70 20
5
80
15
0 10 20 30 40 50 60 70 80
Highly satisfied
Satisfied
Dissatisfied
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Inference:- From the above graph it is observed that 70% of the employees are
satisfied, 10% of them are highly satisfied, and 20% of them are dissatisfied.
5. WORKMANS COMPENSATION:
Highly satisfied Satisfied Dissatisfied
10 60 30
10
70
20
Highly satisfied Satisfied Dissatisfied
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Inference:- From the above graph it is observed that 60% of the employees are
satisfied, 10% of them are highly satisfied, and 30% of them are dissatisfied.
6. HELP PROVIDED BY SRI VINAYAKA INDUSTRIES CORPORATION:
Highly satisfied Satisfied Dissatisfied
10 80 10
10
60
30
0
10
20
30
40
50
60
Highly satisfied Satisfied Dissatisfied
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Inference:- From the above graph it is observed that 80% of the employees are
satisfied, 10% of them are highly satisfied, and 10% of them are dissatisfied.
.
7. TRANSPORTATION:
Highly satisfied Satisfied Dissatisfied
25 45 30
10
80
10
0 10 20 30 40 50 60 70 80
Highly satisfied
Satisfied
Dissatisfied
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Inference:- From the above graph it is observed that 45% of the employees are
satisfied, 25% of them are highly satisfied, and 30% of them are dissatisfied.
.
8. QUALITY SERVICES & ITEMS PROVIDED AT CANTEEN:
25
45
30
0 5 10 15 20 25 30 35 40 45
Highly satisfied
Satisfied
Dissatisfied
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Highly satisfied Satisfied Dissatisfied
5 85 10
.
Inference:- From the above graph it is observed that 85% of the employees are
satisfied, 10% of them are highly satisfied, and 5% of them are dissatisfied.
9. HEALTH FACILITIES:
Highly satisfied Satisfied Dissatisfied
5
85
10
0
10
20
30
40
50
60
70
80
90
Highly satisfied Satisfied Dissatisfied
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10 85 5
Inference:- From the above graph it is observed that 85% of the employees are
satisfied, 10% of them are highly satisfied, and 5% of them are dissatisfied.
10. FINANCIAL ASSISTANCE:
Highly satisfied Satisfied Dissatisfied
10
85
5
0 10 20 30 40 50 60 70 80 90
Highly satisfied
Satisfied
Dissatisfied
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15 80 5
Inference:- From the above graph it is observed that 80% of the employees are
satisfied, 15% of them are highly satisfied, and 5% of them are dissatisfied.
.
.
11. MEDICAL FACILITIES:
15
80
5
0
10
20
30
40
50
60
70
80
Highly satisfied Satisfied Dissatisfied
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Highly satisfied Satisfied Dissatisfied
25 45 30
Inference:- From the above graph it is observed that 45% of the employees are
satisfied, 25% of them are highly satisfied, and 30% of them are dissatisfied.
12. RECREATION FACILITIES:
Highly satisfied Satisfied Dissatisfied
35 50 15
Highly satisfied Satisfied Dissatisfied
25
45
30
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Inference:- From the above graph it is observed that 50% of the employees are
satisfied, 15% of them are highly satisfied, and 15% of them are dissatisfied.
.
13. AMBIENCE/ CLEANLINESS IN CANTEEN:
Highly satisfied Satisfied Dissatisfied
35
50
15
Highly satisfied Satisfied Dissatisfied
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20 70 10
Inference:- From the above graph it is observed that 70% of the employees are
satisfied, 20% of them are highly satisfied, and 10% of them are dissatisfied.
.
14. CAREER DEVELOPMENT IN THE ORGANISATION:
20
70
10
0
10
20
30
40
50
60
70
Highly satisfied Satisfied Dissatisfied
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Highly satisfied Satisfied Dissatisfied
15 65 20
Inference:- From the above graph it is observed that 65% of the employees are
satisfied, 15% of them are highly satisfied, and 20% of them are dissatisfied.
.
15. JOB SECURITY:
15
65
20
Highly satisfied Satisfied Dissatisfied
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Highly satisfied Satisfied Dissatisfied
25 70 5
Inference:- From the above graph it is observed that 70% of the employees are
satisfied, 25% of them are highly satisfied, and 5% of them are dissatisfied.
.
16. PREVENTIVE MEASURES TAKEN BY THE MANAGEMENT:
Highly satisfied, 25
Satisfied, 70
Dissatisfied, 5
0
10
20
30
40
50
60
70
80
0 0.5 1 1.5 2 2.5 3 3.5
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Highly satisfied Satisfied Dissatisfied
30 65 5
Inference:- From the above graph it is observed that 65% of the employees are
satisfied, 30% of them are highly satisfied, and 5% of them are dissatisfied.
17. SRI VINAYAKA INDUSTRIES WITH EMPLOYEE WELFARE:
30
65
5
0
10
20
30
40
50
60
70
Highly satisfied Satisfied Dissatisfied
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Highly satisfied Satisfied Dissatisfied
35 65 0
Inference:- From the above graph it is observed that 65% of the employees are
satisfied, 35% of them are highly satisfied, and 0% of them are dissatisfied.
CHI-SQUARE ANALYSIS:
35
65
0
0
10
20
30
40
50
60
70
Highly satisfied Satisfied Dissatisfied
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Chi square between quality of services and items provided in canteen and ambience/
cleanliness of canteen
H0 (Null hypothesis) = There is no dependency between quality of services and
items provided in canteen and ambience/ cleanliness of canteen
H1 (Alternate hypothesis) = There is dependency between quality of services and items
provided in canteen and ambience/ cleanliness of canteen
OBSERVED FREQUENCY:
Quality of services and
items provided in canteen /
ambience and cleanliness
of canteen
Highly
satisfied
Satisfied Dissatisfied Total
Highly satisfied 2 13 5 20
Satisfied 2 65 3 70
Dissatisfied 1 7 2 10
Total 5 85 10 100
EXPECTED FREQUENCY:
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Quality of services and
items provided in canteen /
ambience and cleanliness
of canteen
Highly
satisfied
Satisfied Dissatisfied Total
Highly satisfied 4 8 8 20
Satisfied 1 68 1 70
Dissatisfied 0 9 1 10
Total 5 85 10 100
FORMULA:
CHI SQUARE = [(O-E) 2 / E]
OObserved frequency
EExpected frequency
(OE) = Difference between observed frequency and expected frequency.
(OE) =Square of the difference
CALCULATION:
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O E O-E (O-E)2
(O-E)2/ E
2 4-2 4 1
13 85 25 3.13
5 8-3 9 1.13
2 11 1 1
65 68 -3 9 0.13
3 12 4 4
1 01 1 0
7 9-2 4 0.44
2 1
1 1 1
[(O-E) 2 / E] = 11.83
Degree of freedom = (R-1) (C-1)
= (3-1) (3-1)
= 4
Calculated value = 11.83
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WEIGHTED AVERAGE
TABLE SHOWING GOOD CHANCE OF CAREER DEVELOPMENT IN THIS
ORGANISATION:
Highly satisfied Satisfied Dissatisfied Aggregate Weighted
Average
15 65 20 261 2.61
SCALE REPRESENTATION:-
Satisfied - 1
Dissatisfied - 2
Highly satisfied - 3
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(15*3) (20*2) (65*1)
-------------------------------
100
45 + 40 + 65
---------------------
100
150
100
1.50
Inference :
From the above table it is clear that weighted average is 1.50. The value of the
weighted average is in between 1-2. Hence, most of the respondents are satisfied with the
chances of career development with the organization.
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FINDINGS:
It is observed that 90% of the employees are satisfied 0% of them are highlysatisfied, and 10% of them are dissatisfied.
75% of the employees are satisfied, 10% of them are highly satisfied, and 15% ofthem are dissatisfied.
80% of the employees are satisfied, 5% of them are highly satisfied, and 15% ofthem are dissatisfied.
70% of the employees are satisfied, 10% of them are highly satisfied, and 20% ofthem are dissatisfied.
60% of the employees are satisfied, 10% of them are highly satisfied, and 30% ofthem are dissatisfied.
80% of the employees are satisfied, 10% of them are highly satisfied, and 10% ofthem are dissatisfied.
45% of the employees are satisfied, 25% of them are highly satisfied, and 30% ofthem are dissatisfied.
85% of the employees are satisfied, 10% of them are highly satisfied, and 5% ofthem are dissatisfied.
85% of the employees are satisfied, 10% of them are highly satisfied, and 5% ofthem are dissatisfied.
80% of the employees are satisfied, 15% of them are highly satisfied, and 5% ofthem are dissatisfied.
45% of the employees are satisfied, 25% of them are highly satisfied, and 30% of
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them are dissatisfied.
50% of the employees are satisfied, 15% of them are highly satisfied, and 15% ofthem are dissatisfied.
70% of the employees are satisfied, 20% of them are highly satisfied, and 10% ofthem are dissatisfied.
65% of the employees are satisfied, 15% of them are highly satisfied, and 20% ofthem are dissatisfied.
70% of the employees are satisfied, 25% of them are highly satisfied, and 5% ofthem are dissatisfied.
65% of the employees are satisfied, 30% of them are highly satisfied, and 5% ofthem are dissatisfied.
65% of the employees are satisfied, 35% of them are highly satisfied, and 0% ofthem are dissatisfied.
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CONCLUSION
As I conclude my topic on Employee welfare measures I have found that labourwelfare is an important and vital part of the organisation. And welfare measures taken up
by the organisation for the employees play a major role in the activities of an organisation
and good will of the company.
As a part of my project I have thoroughly studied the Employee Welfare measures
and activities conducted in the organisation i.e., Sri Vinayaka Industries and I have found
that majority of the employees are happy and contended with the welfare measures
provided to them and also some dissatisfaction was observed but at a very minor level.
As I reach to the end I want to conclude stating that Sri Vinayaka Industries have been
major successful in implementing and maintaining welfare measures in the organisation
and keeping the workers contended but I also suggest some minor changes for the
betterment of the organisation and in this process I have learnt about the various welfare
measures and activities of employee welfare of the organisation and in general how
welfare measures are incorporated into an organisation.
SUGGESTIONS & RECOMMENDATIONS
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The following suggestions may help the company in providing better employee welfare
facilities to employees at Sri Vinayaka Industries.
Shortage in the number of houses when compared to the number of employees. Lower grade employees not being allotted separate quarters. The management should educate the employees regarding the employees
periodical development schemes and conduct counselling to avoid the minimum
utilization ofemployees development scheme.
The management should identify the wastage areas and should conduct specialtraining process relating to the wastage and educate them.
Proper care in regular pay for dependents, assurance of job for the children ofdeceased person.
Increase the number of schools and colleges as per the requirement of theemployees children.
ANNEXURE
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Questionnaire:
Sir/Madam,
I am . doing my final year MBA at , .. I would like
to have your co-operation in filling up this questionnaire which would help me in
completing my summer project. I assure you that the information would be used only for
academic purpose.
1) How do you feel about the gratuity provided by the company?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
2) What is your experience to the provident fund given by the company?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
3) How far are you satisfied with the availability of pension?
a) Highly satisfied
b) Satisfied
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c) Dissatisfied
8) How do you feel about the quality of services and items provided in canteen?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
9) How do feel about the Health Facilities provided by the company?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
10) Are you satisfied with the financial assistance you get from the company with
regards to various purposes?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
11) How do you rate the medical facilities provided by the organisation?
a) Highly satisfied
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b) Satisfied
c) Dissatisfied
12) How do you rate the recreation facilities provided to you?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
13) How far you are satisfied with the ambience/ cleanliness in your canteen.
a) Highly satisfied
b) Satisfied
c) Dissatisfied
14) This is a good chance of career development in this organisation.
a) Highly satisfied
b) Satisfied
c) Dissatisfied
15) You are enjoying job security in this organisation?
a) Strongly agree
b) Agree
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c) Disagree
16) How do you feel about the preventive measures taken by the management
towards accidents?
a) Highly satisfied
b) Satisfied
c) Dissatisfied
17) Sri Vinayaka Industries is really concerned with your welfare and listens to your
complaints and grievances?
a) Strongly agree
b) Agree
c) Disagree
18. Suggestions. If any .
BIBLIOGRAPHY
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Books
Ashwathapa : Human Resource Management
David .A. Decenzo, Stephen P. Robbins: Fundamental of Human ResourceManagement.
Personnel management, C.B.Memoria, S.V.Gankar Himalaya publishing house2001.
Journal of management practice www.surveyscholar.com
TABLE OF CONTENT
CHAPTER NO TITLE PAGE
NO
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1 INTRODUCTION 5
1.2 INDUSTRY PROFILE 14
1.3 COMPANY PROFILE 18
1.4 OBJECTIVES OF STUDY 22
1.5LITERATURE OF REVIE 23
1.6 LIMITATION OF STUDY 25
1.7 SCOPE OF STUDY 27
2 RESEARCH METHODOLOGY 28
3 DATA ANALYSIS AND INTERPRETATION 42
4 FINDINGS, SUGGESTIONS AND CONCLUSIONS
4.1 FINDINGS
65
4.2 CONCLUSIONS 67
4.3 SUGGESTIONS 68
QUESTIONNAIRE 69
BIBLIOGRAPHY 74
LIST OF FIGURES
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Table No PARTICUARS Page no
3.1 Employee Statutory measure of Gratuity 42
3.2 EmployeeProvident Fund 43
3.3 Employee Statutory measure Pension 44
3.4 EmployeeBonus 45
3.5 Workman Compensation 46
3.6 Help Provided by Sri Vinayaka Industries corporation 47
3.7 Employee - Transportation 48
3.8 Quality Service and Items provided in Canteen 49
3.9 Health facilities 50
3.10 EmployeeFinancial Assistance 51
3.11 EmployeeMedical Facilities 52
3.12 Recreation Facilities 53
3.13 Ambulance & Cleanness Facilities 54
3.14 Crier Development in Organization 55
3.15 EmployeeJob Security 56
3.16 Preventative measure taken by the canteen 57
3.17 Sri Vinayaka Industries with employee welfare 58
LIST OF FIGURES
8/2/2019 Employee Welfare& Safety
78/79
Employees Welfare & Safety Measures
78
FIGURES
No
PARTICUARS Page no
3.1 Designationwise classification of respondents 27
3.2 Departmentwise classification of respondents 28
3.3 Experience wise classification of respondents 29
3.4 Gender wise classification of respondents 30
3.5 Age wise classification of respondents 31
3.6 Respondents awareness level of salary package and
compensation benefits
32
3.7 Respondents opinion on whether the compensation program
and total compensation packages are communicated to
employees transparently
33
3.8 Respondents opinion on whether job role and benefits match
perfectly
34
3.9 Respondents opinion on whether they prefer high variable pay
in my salary
35
3.10 Respondents opinion on whether they believe that
compensation benefits reduces attrition rate
36
3.11 Respondents opinion on whether Good compensation package
reduces absenteeism
37
3.12 Respondents opinion on whether Compensation management
helps to retain competent employees
38
8/2/2019 Employee Welfare& Safety
79/79
Employees Welfare & Safety Measures
3.13 Respondents opinion on whether employee satisfaction and
engagement are highly dependent on compensation benefits
39
3.14 Respondents satisfaction level with compensation package 40
3.15 Respondents satisfaction level with the bonus provided 41
3.16 Respondents opinion on whether Job roles and compensation
pack are frequently re-evaluated or updated
42
3.17 Respondents opinion on whether Compensation structures
have undergone a change recently
43
3.18 Respondents opinion on whether compensation and benefits
will improve In the future
44