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SUMMER TRANNING PROJECT REPORTON
“LABOUR WELFARE MEASURES BENEFITIN
LIBERTY SHOES LTD, KARNAL
SUBMITTED FOR THE PARTIAL FULFILLMENT FOR THE REQUIREMENT FOR THE DEGREE
FOR THE TRANING OF
BACHELOR OF BUSSINESS ADMINISTRATION
Submitted To: - Submitted By:- Miss. Manisha Phogat PRIYA RANIAssistant Professor B.B.A 5th Sem ROLLNO 3872325
J.C.M.M. COLLEGE, ASSANDH (Affiliated to Kurukshetra university kurukshetra)
DECLARATION
I Here by declared that the summer training project entitled labour welfare measure benifit,LIBERTY SHOES LTD,KARNAL submitted in fulfilment of the of degree of bachler of business administration from KURUKSHETRA UNIVERSITY KURUKSHETRA.Is my orignal piece of work and submitted for the reward or any other degree,diploma,fellowship or other similer title or prize.
PRIYA RANI ROLL NO:3872325
PREFACE
The summer tranninig in an organization is the an integrated part BBA program. It exposes student to the problem areas and provides knowledge as how to face these problems areas and provide confidence as how to solve these problems.There is gap between theory and practice,so tranning is aimed at removing this gap and to increase the process of communication between future and industrial sector.I did forty five tranning at Liberty shoes Ltd,karnal. During this period of tranning I came to know that how the Human Resource Management plays significant role in overall progress of Industry.
I hope everyone enjoy my report and find the apporach interesting.I had a great deal of fun doing my research and learning about conceptual and practical things about a company.I hope it will add value to Liberty shoes Ltd,and will help me in my career because I want to make my career in HRM.
.
ACKNOWLEDGEMENT
I would like to extend my heartfelt gratitude to all those people who helped me in carrying out this training study. My special thanks and gratitude goes to Miss Manisha Phogat (Asst. Prof.) JCMM Assandh who helped me in carrying out this training study, acting as a guiding spirit behind the compiling of this report.
Priya rani
Roll
no:3872325
Introduction of liberty
(LSL) is an Indian shoe company, based in Karnal, Haryana.
Established in 1954, the company presently produces 50,000 pairs of footwear a
day through its six manufacturing units, sold through 6,000 multi-brand outlets
and 350 exclusive showrooms, and has a presence in 25 countries, with 50
showrooms outside India.[2] Adesh Gupta became the CEO of LSL in 16 July
2001
History
Naruson Sales Corporation
Liberty Shoes was founded by Dharam Pal Gupta, Purshotam Das Gupta and
Rajkumar Bansal by the name of Pal Boot House in 1954. Liberty Shoes first
associated in India for distribution and exclusive showrooms with Balbir Singh &
Son's in the year of 1983, which was later named as Naruson Sales Corporation.
The company was incorporated on 3 September, 1986 as a Public Limited
Company and obtained the Certificate of Commencement of Business on 11
March 1988. The company has been set up to manufacture and sell leather and
non leather shoes, leather shoe uppers and leather garments Presently the
company is engaged in the manufacturing of leather and non leather shoes.
It has also set up a joint venture in Russia to manufacture shoes in 1991 under
the name of M/S Liberty &Go, with M/S Gorky Production & shoes Unit,Gorky.
The Company is marketing its product nationally and internationally under the
brand name "LIBERTY" and is well established in the national and international
market. The company has entered into an agreement with one of the group firms
M/S Liberty Enterprises for using the established brand name "LIBERTY".
The company has commenced its commercial production for non leather shoes
on 25 December 1993. Initially one direct injection soiling machine was installed
with a capacity of 50000 pairs per annum on single shift basis .The second direct
injection soiling machine was installed in March 94.From the commencement of
commercial production till 31 March 1994,the company has been operating on
full capacity.As the promoters ar in this line for the last five decades, the
company is confident of maintaining this level of operations in the future.The
company has been promoted by P.D.Gupta and R.K.Bansal and belongs to the
LIBERTY Group .Liberty Group has completed Five decades of its existence in
the shoe industry in 1994.
'Force 10', Liberty's first sub-brand, was launched in August 1990, a time when a
casual footwear wave sweeping the Indian market. By 1994-95, Force 10
became Liberty's flagship brand in value, notching up sales of Rs 32 crore, it the
coming years, it not only help the company establish its name the domestic
footwear market, but also paved the way for nine other sub-brands and a firm
foothold the mass family footwear segment, till now led by Bata, now Liberty was
the country's second largest footwear company after it.[3]
The company saw major expansion in the 2000s, both in retail and
manufacturing bases, leading to a sharp growth, in the year 2002-03, the
company posted a retail turnover of Rs 400 crore. Also in April 2003, the Liberty
Group underwent an important restructuring and its product portfolio was also
revamped. As a part of the restructuring process, the company split its
manufacturing and retail business in January 2004, with Liberty Shoes as the
holding company for its shoe business and a subsidiary Liberty Retail Revolution
Ltd for its retail business, which established a new retail channel through
"Revolutions Stores", which were set up at in Mumbai, Kolkata, Hyderabad and
Chennai. At the same time it ventured into high fashion, by tying up with fashion
designers including Rohit Bal, Rajesh Pratap Singh, Rina Dhaka, Rohit Gandhi,
Ashish Soni and Suneet Verma to develop footwear to match their clothing lines
LSL produces more than 50,000 pairs of footwear a day covering virtually every
age group and income category. Products are marketed across the globe
through 150 distributors, 350 exclusive showrooms and over 6000 multi-brand
outlets, and sold in thousands every day in more than 25 countries. After 50
years of its existence, today Liberty produces footwear for the all age groups.
Currently, LSL is headed by Mr. Adesh Gupta as its CEO. It is a part of the
'Liberty Group' which includes other associate companies - Liberty Retail
Revolutions Limited and Liberty Whiteware.
2000 - The Company is to enter into an agreement for sale/purchase of goods
and/or taking on franchise basis the production on franchise basis the production
facilities and/or acquire movable and immovable property including plant and
machinery, building etc. with Liberty Group Marketing Division and/or Liberty
Enterprises, partnership firms.
- The Company is all set to venture into the e-commerce activities which will
cater to the B2B and B2C requirements.
2003
-Liberty Footwear has introduced its innovative Liberty Footstylers collection. It is
also unveiling a slew of shoes whose price will range between Rs 1,500 and Rs
2,500, higher than its other products such as Gliders, Windsor and Senorita. -
Pearl Academy inks pact with Liberty Shoes
2004
-Liberty Shoes Board approves setting up of Subsidiary Company
-Mr. Adesh Gupta presently working as Executive Director of the Company since
16 July 2001, has been elevated as 'Chief Executive Officer' (CEO) of the
Company.
- Liberty Shoes Ltd launched its retail format, Revolutions
-Liberty Footwear Company Ltd's claim to use brand name 'Revolution' for its
new footwear retail chain has been challenged by a Delhi-based women's wear
chain Revolution Clothings, which too, has claimed ownership of the same brand
name.
2005
-Liberty unveils new range of footwear
-Liberty Shoes has given the Bonus in the Ratio of 1:1
2006
-Liberty Shoes joins hand with Pantaloons
2007
- Liberty Shoes achieved sales of Rs 300 crore last fiscal and has a 30-per cent
marketshare in the branded footwear segment.
2010
-Liberty Shoes Ltd as considered approval for re-appointment of Sh. Adesh
Kumar Gupta, Sh. Adarsh Gupta and Sh. Shammi Bansal as Executive Directors
of the company.
2012
-The Company has appointed Sh. Ramesh Chandra Palhan as Additional
Director of the Company with effect from 28 March 2012..
ManufacturingLiberty's manufacturing base includes six facilities spread across the numerous
states, two in Gharaunda and Liberty Puram (Haryana) where its primary and the
largest manufacturing units are situated, Paonta Sahib, (Himachal Pradesh) with
two units and Roorkee (Uttarakhand) The company has avoided locations in the
conventional Indian shoe manufacturing locations such as Agra, Kanpur, Noida,
Chennai etc.
INTRODUCTION
The Factories Act 1948-Health,safety and welfare measures.
The factories Act in India was first passed in 1881. It is aimed at
for protecting children from exploitation and providing for some, health
and safety measures for all workers. After some changes, the 1934 Act
was passed to implement the recommendations of the royal commission
on labor in India and the conventions of ILO-International labour
organization. The factories Act 1948 has made detailed provisions
regarding health safety and welfare of the workers and other aspects of
work in the factories. The present Act came in to force on April 1,1949.
Its object is to implement many of the provisions of the international
labour organizations (ILO) code on industrial hygiene.
The state has now recognized the need to bear the responsibility
of preventing exploitation of labour and for insisting on proper
safeguards for the health. Safety and welfare of the workers. workers
adequate safe guards for their health, physical well –being and to ensure
them, safe and healthy conditions of life and work.
By way of implementing the recommendations of the royal;
commission on labor in India. The present factories Act, has under lined
the importance of health sections 11to 20, for safety under sections 21-
40 Including 1987 amendment Act and welfare of the workers under
sections 42 to 50 health is a state of complete, physical mental and social
well being and not merely the absence of disease. Health is a state of
complete, physical, mental and social well being and not merely the
absence of disease. He is healthy who is well adjusted.
According to the joint ILO/ WHO:
Committee on organization health is.
• The promotion and maintenance of physical, mental, and social
well being of workers in all occupations.
• Prevention among workers of ill-health caused by the working
conditions.
• Protection of workers in their employment from risk resulting
factors adverse to health and
Placing and maintenance of the worker in an occupational environment
adapted to his physical and psychological equipment.
OPERATIONAL DEFINATION OF THE CONCEPT
LABOUR:
Dictionary meaning of the term labours is one who is doing a
physical work (or) heavy work in a factory for getting their proper
wages is a person is called as labour .
Welfare means faring (or) doing well. It is a comprehensive term
refers to the physical, mental, moral and emotional well being of an
individual.The Integral Coach Factory gives various types of welfare
schemes to the labours and employees ,the statutory and Non –
Statutory welfare amenities.
CLASSIFICATION OF LABOUR WELFARE :
The labour welfare work is divided in to the following three
categories.
• Statutory :
Statutory welfare work constitutes at those provision of
welfare work which are provided in different factories Act
and is Obligatory on the part of the employers to observes
these provisions.
• Non – Statutory :
Non – Statutory welfare includes those activities which are
undertaken by the employers voluntarily.
MUTUAL..
Mutual welfare measures refer to those activities, which are initiated by
workers for the betterm in a suitable manner. For instance tradeun
undertake certain welfare activities for the social and economic
LABOUR WELFARE
Labour Welfare means farming (or) doing well it is comprehensive
term and refers to they physical, mental morale and emotional well
being of an individual further the term welfare is a relative concept
relative in time and space it therefore varies from the time region to
region and form country to country.
Labour welfare also referred to as better work for employees relates to
taking care of the being of workers buy employers.
Welfare measures in to two types:
• Welfare measures inside the work place
welfare measures outside the work place
Labour welfare also referred to as better work for employees relates to
taking care of the being of workers buy employers.
RESEARCH METHODOLOGY
Research has to proceed systematically is a planned direction with
the help of the number of steps in sequence. To make the he search
systemized, the researcher has to adopt certain methods. The methods
adopted by the researcher for completing the project is called research
method
In other words research methodology is simply plan of action for a
research which explains in details how data is to be collected analyzed
and interpreted.
Data become information only when a proper methodology is
adapted, Thus it can said methodology is a tool which processes the data
to reliable information. The present chapter attempts to highlight the
research methodology adopted in this project.
The research is undertaken to know the health and safety measures
provided to the employees and the training program organized and their
effectiveness.
METHOD OF SAMPLING
In this study non probability sampling has been adapted.
CONVENIENCE SAMPLING
The sampling units are chosen primarily on the basis of
convenience of the Researcher.
SAMPLE SIZE
The total numbers of respondents are termed as sample size. The
samples for the current research are 150 employees.
SIGNIFICANCE OF INDUSTRIAL HEALTH
Workers spend a great deal at their time in industrial settings. In
many industries workers are exposed to various types of health hazards.
Unless the working conditions such as lighting, clean lines, temperature,
space etc… are proper workers cannot concentrate on work. They do not
feel working hard continues for long time. As a result productivity will
be low. Secondly, ill health will force the workers to be absent from
work ,there will be high rate of absenteeism and labour turnover.
Organization is made up of people function through people without
people organization cannot exits. The resources of money, material,
machine, are collected, co objectives of an organization they need to be
united into a team. It is through the without united human efforts no
organization are initiated and completed by the persons organization this
resources is called human resources.
Thus the human resources management is very powerful and
essential department in any organization.This department is also looked
out welfare of the workers in the organization, welfare means anything
done for the intellectual, physical moral and economical betterment of
the workers. This will motivate the employee to increase their potential
and also the output of the organization.
Thus industrial health is essential for the following reasons:-
• To maintain and improve productivity and quality of work.
• To minimize absenteeism and labour turn over.
• To reduce industrial unrest indiscipline and accident.
• To improve employee motivation and morale.
• To reduce spoilage and cost of operation.
• To preserve the physical and mental health of employees.
EMPOLYEE SAFTY
Industrial workers are exposed to numerous types of hazards and
accident. Due to rapid industrialization mechanical, chemical, chemical,
electrical and radiation hazards have increased. Every year lakhs of
employees are injured in factories, mines, ports, railways etc.Leading to
partial to total disablement an in industrial accident I a sudden
unexpected occurrence in an industrial undertaking causing body injury
to one or more person and interruption in the orderly progress of work.
According to the Factories Act 1942. It’s an occurrence in an
industrial establishment causing bodily injury to a person which make
him unfit to resume his duties in the next 48 hours in other words its an
unexpected and sudden event arising out of and in the course of an
employment. However self inflicted industries, injuries inflicted with
consent of person cannot be recovered as accidents
SIGNIFICANCE OF INDUSTRIAL SAFETY
Industrial safety and efficiency are directly related to each other. Safety
measures prevent accident and ensure regular flow of work. Safety also
hCost of compensation to the required by employee.
• Cost of medical aid
• Cost of training a new worker
• Cost of loss at time when work stops due to an accident
• Cost of investigation in to the accident
• Cost of government terms of factory inspectors and public health
services.
• Cost of spoilage of material selps to improve the morale and
productivity of workers.
It contributes to team work and sense of belonging among
employees surveys and studies reveal that where ever safety measures
are labour productivity is high.
This is so because employees can concentrate on their work with
confidence and without fear. Moro ever rules and regulations prescribed
under the labour laws require employers to provide the minimum safety
measures to their employees.
OBJECTIVES OF THE STUDY
• To know the opinion about welfare facilities provided to
administrative staff and workers in I.C.F.
• To find out various statutory & non-statutory welfare facilities
provided to the employees.
• To find out whether the welfare measures in the company are
instrumental in motivating and training employees.
• To find out the overall productivity of the industry based upon
welfare facilities.
• To offer valid suggestions for the improvement of motivation and
morale of the workers working at I.CF. in Chennai.
• To also suggest methods to improve the existing welfare system
with a view to increase the Satisfaction of workers.
DATA COLLECTION METHOD
The data collection methods are divided in to two types.
primary data and
• secondary data
PRIMARY DATA COLLECTION
The primary data collection was done through structured
questionnaire
SECONDARY DATA COLLECTION
Secondary data was collected from books journals, website and
records maintained by personnel departments.
HYPOTHESIS
• The following hypothesis has been framed to know the significant
relationship between the two variables.
• There is no significant relationship between the experience of the
respondents and Educational facilities.
•
STATISTICAL TOOLS
• X 2 Test is used to find out whether there is any association between two
attributes.
• Percentage analysis is used for proper analysis of data.
•
LIMITATIONS OF THE STUDY
• Human being response is a psychology oriented. so, we cannot find
out the accurate results.
• The biased view of the respondent is another limitation of the
project.
• The observation and findings may be related and equated against
the present scenario of the company.
•
FRAME WORK OF THE STUDY
The whole project work is divided into four chapters.
• The First Chapter deals with of the Introduction of the study.
• The Second Chapter covers the profile of the Integral Coach
Factory.,
• The Third Chapter explains the Analysis and interpretation of
the study.
• The Fourth Chapter deals with the Findings, Suggestions and
conclusion.
•
PRODUCTION CAPACITY
The factory has a production capacity of producing more than 1100
coaches with the existing infrastructure In 2000-01 the number of
coaches produced was 1057 the target fixed for the year 2001-02 have
been achieved per month comes around 60 coaches and in year. it comes
around 1150 to 1200 coaches
ZONAL RAILWAYS
The Indian railways consisting of 15 zonal including 3
production units that are as under.
• Southern Railway - Chennai
• Central Railway - Mumbai
• Western Railway - Calcutta
• Eastern Railway - New Delhi
• Northern Eastern - Gorakpur
• Northeast frontier - Mailgn
• South eastern - Calcutta
• South eastern - Secunderabad
• Northern central - Allahabad
• Northern western - Bangalore
• West central - Jabalpur
• East central - Hajpur
PRODUCTION UNIT
Chitarajan Locomotive works - Chitaranjan
Diesel locomotive works - Varnasi
Integral coach factory - Perambur
These units are manufacturing the rail coaches multiple unit of
goods
SHELL DIVISION
Classified shops
• Sheet metal shop.
• Side wall & end wall assembly shop
• Main assembly shop
• Bogie assembly shop
• Force & smithy shop
• Electrical & mechanical maintenance shop
• Bogie frame shape
SHELL DIVISION
Complete manufacturing and painting of outer skeleton of
shell and bogies carried out here. It is further divided into many
shells, which are different shops, which take care of various
machining and fabricating process.
FURNSHING DIVISION
Furnishing division takes care of the interior decoration and
furnishing works of the incomplete shell manufactured by the
shell division.
Classified shop:
• Coaches wiring shop
• Prototype shop
• Electrical multiple units wiring shop
• Carpentry and wood working shop
• Main assembling shop
• Machine shop trimming shop
• Paint shop
• Air brake shop
• Electrical repair shop
• Road transport shop
• Chennai metallurgist laboratories shop
EXPORT COACHES
ICF Exported more t han 425 coaches to 9 Asian
countries in two different gauges of 1000 mm and 1067 mm.
On 16th April 2003 Indian Railways enter into yet another era
having entered into 150 years of dedicated service to the nation
and can rightly feel a sense of pride, achievement & satisfaction.
ICF ADMINISTRATION
ICF is one of the production unit from which different
types of coaches are manufactured and supplied to all Indian
railways, exporting to other foreign countries. ICF
administration has been differentiated into various departments
which are under the function of Head of the Department. The
Management of ICF is generally headed by the following Head
of the Department working in their respective department
Personnel Department – Chief personnel Officer
Stores Department – Controller of stores
Account Department - Financial Advisor and chief
Commercial Officer
Commercial Department – Chief commercial Manager
Medical Department – Chief medical Director
Engineering Department – Chief Engineer
Electrical Department – Chief Electrical Engineer
Sand T Department – Chief signal & Tele communication
Metro Railway Coaches – 750 and for Calcutta underground
system
Main line EMV – For extended sub urban Section in Electrical
EMV units – For commuter trained
Diesel hydraulic Multiple units – Non Electrical territories
MGEMV – 25 K for Madras MG System
MGRYD – for low density branch line operation
TABLE – 1
Gender of the Respondents:
Serial
NumberGender
Number of
Respondents
Percentage
(%)
1.
2.
Male
Female
98
52
65.33
34.67
Total 150 100
(Source: Primary Data)
The above table clearly shows on Gender of the
respondents, Out of 150 respondents, 65.33% are male and
remaining 34.67% of the respondents are female in the
company.
It is inferred that most of them are male members.
TABLE – 2
Age wise classification of Respondents:
Serial
NumberAge Group (in years)
Number of
Respondents
Percentage
(%)
1.
2.
3.
4.
21-30
31-40
41-51
51-60
25
42
34
49
16.67
28.00
22.67
32.66
Total 150 100
(Source: Primary Data)
The above table shows that Age Wise Classification of
the Respondents, out of 150 respondents, 16.67% of
respondents are in the age group of 21-30 years. 28% of
respondents are in the age group of 31-40 years, 22.67% of
respondents are in the age group of 41-50 years and 32.66% of
respondents are in the age group of 51-60years.
It is inferred that majority of the workers belong 31 to 40
years age group.
TABLE – 3
Marital Status of Respondent
1.
2.
Married
Unmarried
108
42
72
28
Total 150 100
(source: Primary Data)
The above table shows the Marital Status of the
Respondents. Out of 150 respondents 72% of respondents are
married and the remaining part of 28% respondents are
unmarried in the company.
It is inferred that concentration of mind is much required to
the employees of human resource department. There is a
general opinion then married people are concentrating much on
the work that unmarried people. Hence, the company has
employed more married people than unmarried people.
Serial
NumberAge Group (in years)
Number of
Respondents
Percentage
(%)
1.
2.
3.
4.
Up to 10th
Higher Secondary
Under Graduate
Post Graduate
25
30
70
23
16.67
21.33
46.67
15.33
Total 150 100
(Source: Primary Data)
The above table show Educational Qualification of the
Respondents Out of150 respondents, 16.67% of respondents,
complete there Higher Secondary level, 21.33% of respondents
hard 46.67% of respondents aid a Under Graduate, and 15.33%
of respondents are Post Graduate people..
It is inferred that all the respondents are literates. The 1CF
has fixed the minimum educational qualification is under
Graduation. Hence, Most of the respondents have under
graduate qualification. The reason is that only graduate people
are having minimum communication skills and adjust with
others.
TABLE: 5
Income wise classification of Respondents:
Serial Number
Income (in Rs)Number of
Respondents
Percentage
(%)
1.
2.
3.
4.
5000-10000
10001-15000
15001-20000
20001 and above
51
39
34
26
34
26
22.67
17.33
Total 150 100
(Source: primary Data)
The above table clearly shows on Income Level of
Respondents, Out of 150 respondents, 34% of respondents
ranges between salary/income Rs.5000-10000, 26% of
respondents of falls under income Rs.10001-15000 22.76%
respondents of falls under income Rs.15001-20000 category,
17.33% Respondents get the salary of Rs.20001 and above in the
company.
It is inferred that majority of the respondents are earning
Rs.5000-10000 per month. It would help them lead a very good
peaceful life and this level of income definitely outs as stimuli to
motivate the worker.
Respondents, Out of 150 respondents, 26.67% of respondents
work in general department, 20% of respondents work in
administration department, 21.33% of respondents work in
accounts department and 32% of respondents work in personnel
Department.
It is inferred that majority of the respondents work in the
personnel department.
It is inferred that the majority of 63.33% respondents say
that the first aid appliances facilities provided by the
organization is good.
TABLE – 6
Night Duty Allowances Facilities provided by the I C F:
Serial
NumberRespondents
Number of
Respondents
Percentage
(%)
1.
2.
3.
4.
5.
Poor
Very poor
Good
Very Good
Neutral
10
5
90
25
20
6.66
3.33
60
16.66
13.33
Total 150 100
(Source: primary Data
Serial
NumberRespondents
Number of
Respondents
Percentage
(%)
The above table shows on Night Duty Allowances
Facilities provided by the I C F. Out of 150 respondents 6.66%
of respondents say that it is poor, 3.33% of respondents say that
it is very poor, 60% of respondents say that the night duty
allowances facilities is good, 16.66% of respondents say that it
is very good, and the remaining part of 13.33% respondents are
neutral.
It is inferred that the majority of 60% respondents say that
the night duty allowances facilities provided by the organization
is good.
FINDINGS
• 65.33% of the respondents are male members in the
company 32.66% of the respondents are at the age level of 51
to 60
• It is found that 72 % of the employees are married.
• 46.67 % of the respondents have their education with under
graduate level.
•
• facilities provided through the ICF organization is good one.
• Majority of (63.33%) respondents say that the urinals and
latrines facilities provided through the ICF organization is
good.
• 63.33% respondents consider that the first aid appliances are
provided by the ICF organization is good.
• 60% respondents consider that the Night Duty allowances
facilities provided through the ICF organization is good.
• 80 % respondents consider that the provision of towels and
soaps facilities provided through the organization is good.
• 66.67% respondents say that the shelters and rest room
facilities provided through the ICF organization is good.
• 66.67 % respondents say that the Holidays Homes facilities
provided through the organizations is good.
• 73.33 % respondents say that the relationship with labour /
welfare officer facilities provided through the ICF
organization is good.
• 60 % respondents consider that the Banking facilities
provided through the ICF organization is good.
• 66.67% respondents believe that the Housing Facilities
provided through the ICF organization is good.
• 70% respondents believe that the Transport facilities provided
through the ICF organization is good.
• 86.67 % respondents agree that the free uniform provided
through the ICF organization is good.
• 93.33 % respondents accept that the Footwear facilities
provided through the ICF organization is good.
• 80% respondents say that the credit facilities provided
through the ICF organization is good.
• 66.67% respondents accept that the educational facility
provided by the I C F organization is good.
• Majority of the workers get funeral expenses through the ICF
organization.
• Majority of the workers get free reimbursement satisfaction
through the ICF organization.
• Majority of the workers get catering services through the ICF.
• Majority of the workers get price satisfactions through the
ICF organization.
SUGGESTIONS
To improve the morale of the employees of ICF, Chennai,
the following are:
• The company should take necessary steps to improve
the medical facilities through the ICF Hospital. The
organization should also adopt new technology
regarding medical care.
• The company already maintained a hygienic
environment in the canteen. The management and the
should take steps to improve already maintained a
hygienic environment in the canteen. The
management and the workers should regularly
maintain the source for the benefit of the employees of
ICF .the rest room facilities provided to the
employees.
The company should get the periodical feed back from the employees to ensure about the satisfaction of welfare and safety measures provided in the
• ICF .the rest room facilities provided to the
employees.
• The company should get the periodical feed back from
the employees to ensure about the satisfaction of
welfare and safety measures provided in the
organization.
• Some of the suggestions offered by the researcher.
CONCLUSION
To conclude this project work , the reseachear hat there is
still substantial scope for improvement in various aspects of
welfare and safety facilities in the modern world.organization.
By analyzing the summary of the results it is identified that the
welfare and safety activities ,which is followed by organization
is satisfied and they want some improvements in the system.
This project would be helpful for the company and also to
improve some welfare and safety activities inside the company.
The strength of any organization depends entirely on sincere
working of all the employees. The management should take
special care to frame certain policies procedures to improve the
welfare and safety measures of the organizations.
BIBLIOGRAPHY
• Kothari research methodology methods and techniques,
Wishwa Prakash and publisher, New Delhi, 2002.
• Aswathappa. K human resources and personal
management, Tata Mcgraw Hill publishing ltd New Delhi
1997.
• T. Subbaro personal and human resource management.
• Human resources management L.M.Prasad, Sultan chand
Publishers year of 2003.
