RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
LABOUR WELFARE MEASURES OF CHEMICAL COMPANIES IN TAMILNADU – AN
EMPIRICAL STUDY
R. RAJENDRAN
Research Scholar
Department of Business Administration
Annamalai University
Dr. K. Rajesh Kumar (Professor)
Department of Business Administration
DDE, Annamalai University
ABSTRACT
This research paper is an effort to present the various factors governing the labour
welfare measures in Chemical Companies which is applies in the general aspect of
Indian context. Particularly the employees have been got several stringent in the safety
and health affect through the enormous dust and chemicalised air breathing in factory
zones in their work spot. The researcher had reviewed many of the articles and
A Journal of Radix International Educational and
Research Consortium
RIJS
RADIX INTERNATIONAL JOURNAL OF RESERCH IN SOCIAL SCIENCE
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
representing the importance of labour welfare and at what extent protects and to
provide the welfare measures to employees working in chemical companies. This
research paper also deals the problems of labour welfare measures in the aspects of
monetary, non-monetary, present working condition, safety, training, promotion,
transfer, entertainment facilities, rest room facilities, educational facilities, retirement
benefits, and other facilities.
Key Words: labour welfare measures, Chemical Companies, and problems of labour.
INTRODUCTION
People are stepping into a new social economic order, aiming at high productivity, low cost,
maximum utilization of resources of the dynamic economy. Being a developing country, it is
not offered to lose so much by money or man power. An analytical study in this field is of
paramount importance. By discovering attitudes on factors to the welfare can correct certain
bad situation and thereby improve the welfare of employees. An industrial organization can
benefit materially if it knows what individual attitudes constitute to welfare. For one thing,
applying this knowledge will result in better selection procedures. This is the broad
implication as far as welfare provided is concerned.
SCOPE OF THE STUDY
The scope of the study is the evaluation of the welfare of employees of the selected ten
Chemical companies in Chennai. The reason for the selection of selected chemical industries is
that largest chemical producing company in Chennai, Tamilnadu. Welfare is important for
every organization to know about the employees satisfaction on the welfare, what are the
factors important for their employees satisfaction, which may be both personal and welfare
related. It is also the responsibility of the organization to evaluate these factors and provide
solution to reduce them. As a result of which the performance and behaviour of the employees
will be enhanced.
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
The present study on welfare measures of employees in selected chemical companies in
Chennai. It comprises of the analysis of the monetary and non – monetary benefits, allowances
and welfare measures, objective and rationality, present working condition, leave facilities,
working environment, working hours, safety and security measures, recruitment and selection,
training, transfer and promotion, employee‟s entertainment facilities, rest room facilities,
education and recreation facilities to their children, retirement benefits, canteen and
accommodation facilities, interpersonal relationship between top to bottom of the employees.
Comparison is also made among the factors to know the interrelationship and relation between
personal factors of employees and the welfare provided. This study on employees‟ welfare
intends to identify the level of perception among the labours, factors dominantly contributing
to the same and the level of association between personal variables and varied factors of labour
welfare.
STATEMENT OF THE PROBLEM
Welfare measure is an attitudinal reaction to the welfare. It is shown by the employee through
in feeling as to be happy or unhappy with various aspect of the welfare. Welfare is concerned
with various specific factors such as supervision, wages, security of employment, ambition of
work, advancement opportunity, recognition of ability, fair valuation of work, social relation,
employee age, health, temperament, social status, recreational out caste, family relationship,
etc., and all these factors contribute ultimately to welfare . Welfare refers to a broad discourse
which may hold certain implications regarding the provision of a minimal level of wellbeing
and social support for all citizens. In most developed countries, welfare is largely provided by
the government, in addition to charities, informal social groups, religious groups, and inter-
governmental organizations. In the end, this term replaces "charity" as it was known for
thousands of years, being the act of providing for those who temporarily or permanently could
not provide for themselves. In short, welfare is a general attitude which is the result of many
specific attitudes in three areas namely:
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
1. Specific welfare factors
2. Individual characteristics
3. Group relation outside the welfare
But one cannot analyze the above factors individually without considering the others and
derive a concrete solution. By applying various statistical tools, significant and relative
importance factors could be derived. It is more an imbalance between the employee‟s
expectation from the existing welfare and what he/she gets from the provided welfare. It
favorable attitude much depends on this. This study is a venture to test the influencing factors
both intrinsic and extrinsic of labour welfare of chemical industrial workers. Especially the
Selected chemical industries, an attempt is made in this study to assess the extent of welfare
and the relative significance to the specific factors.
OBJECTIVE OF THE STUDY
Organizations have to upgrade their work method, work norms, technical and non-technical
skills and employee motivation to face the challenges of the changing times. People and their
developments are quite central to meet these needs. As more people recognize this now HRD
professionals are faced with great opportunities and challenges. The HRD professionals need
to remain well aware of the wider context and the whole Global system in which the changes
are taking place. The broad objective of this study is to analyze the complex psychological
issue of welfare of chemical unit, labours. The specific objectives of the present study are as
follows:
1. To study the extent of welfare of labours in relation to various factors.
2. To analyze and identify the factors influencing on welfare
3. To find out the problems faced by the labourers.
4. To find that whether the labourers are satisfied or not.
5. To analyze the company‟s working environment and conditions
6. To identify the relationship between top to bottom of the employees.
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
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7. To check the satisfaction level of employees towards welfare, and attitudes.
8. To recapitulate the finding of the study and offer suitable suggestions for the
improvement.
PERIOD OF THE STUDY
This study was conducted by for a period of one year form 2010 – 2011 during the period that
data was collected, computation and analysis were made and the thesis was completed on
2012.
RESEARCH METHODOLOGY
Research is common parlance refers to a search for knowledge. Research methodology is a
way to systematically solve the problem. It may be understood as a science of studying how
research is done scientifically. In the study, the various steps that all generally adopted by a
researcher in studying his research problem along with the logic behind them.
In research it is the responsibility of the research to expose the research decisions to evaluate
before they are implemented. The researcher has to specify very clearly and precisely what
decisions he selects and why he selects them, so that others can evaluate on it.
RESEARCH DESIGN
“A research design is the arrangement of the conditions for the collections and analysis of the
data in a manner that aims to combine relevance to the research purpose with economy in
procedure”. For any study there must be data for analysis purpose. Without data there is no
means of study. Data collection plays an important role in any study. It can be collected from
various sources. Data from two sources which are given below:
1. Primary Data
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
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Personal Investigation (questionnaire)
Direct Personal Observation
Information from superiors of the organization
2. Secondary Data
Published Sources such as Books, Journals, and Magazines.
Websites like of selected chemical companies, official site, some other sites are also
searched to find data.
AREA OF THE STUDY
Sampling
The validity of the survey depends on the technique adopted in sampling. The researcher
adopted convenient or non-probability sampling method for collection of data.
Sample size
Sample size was decided as per non-probability sampling method (250 respondents) this size
was decided so as to represent the sample 25 respondents of each company in various
categories of selected chemical companies, Chennai.
Questionnaire
To get the information from the selected respondents as well structured questionnaire was
designed in consultation with the guide. The questionnaire was containing questions relating to
personal data and analytical data.
The researcher has issued the questionnaire to labours directly in the industrial units. The
questions were self-explanatory easy to understand. Questionnaires were issued to 35
respondents of each industry, which only 25 questionnaires were selected after scrutinized due
to its completion criteria.
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
FRAME WORK OF ANALYSIS
Simple rank method was used to determine the perception of employees and problems faced
by the employees. The factors such as promotional opportunities, reward for employees, and
relationship with co-workers were chosen. The relationship between these factors and level of
perception were found. To find out the level of perception among the respondents for specific
factor, Chi – Square test and per centage were applied. The study of relationship between the
levels of perception specific motivating factors is also illustrated.
FINDINGS
The followings are the findings of the study conducted on the labour welfare of the selected
chemical industries in Chennai.
I. SOCIO-ECONOMIC CHARACTERISTICS OF THE STUDY
Age of the respondent
Majority of the respondents were 10 per cent under the category of „above 50‟ age group 20
per cent comes under 41-50 year‟s age group. And 37.2 per cent of the respondents were 31-40
years age group. Only 32.8 per cent of the respondents alone were 21-30 years age group. It
denotes that above 31 and 40 age groups alone working in the organisation. Thus the
organisation had good experienced employees but the new entrance of employees restricted. It
should be rectified through employment opportunities to fresher‟s.
Gender of the Respondent
59.2 per cent of the employees were male and 40.8 per cent of them female had taken for the
study. And of course, the proportionate of female is very low in the organisation.
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
Marital Status of the Respondents
The majority of the respondents were answered (68%) belong to married. Only 32% of the
respondents responded from unmarried.
Educational status of the Respondent
The respondents were (20.8 %) belong to upto school education. Graduation was 21.2 per cent,
diploma education was 46.4 per cent and only 11.6 per cent of the respondents were under the
category of post graduation. With these educational categories of respondents the analyses
were made.
Size of the Family
From the respondents‟ data of the family were held 3-5 persons (34.4%). Under the above 5
person group was 0 per cent and only 65.6 per cent of them were under the group of up to 2.
The researcher infers that majority of the respondents were under the boundary insisted by the
government that is the family planning. In that their feelings and attitudes of responding may
be well is possible.
Nature of Job
Majority of the respondents were under the technical group (52.4%). And only 47.6 per cent of
them belong to non-technical based working nature. It will assist to researcher get the
information relating to the problems in the working place with production aspects.
Working Department
62.67 per cent of the sample employees had more than 15 years of work experience. 30 per
cent of the respondents had 11-20 years of work experience, 18 per cent of the respondents had
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
11-15 years and 10 per cent of them under 6-10 years of work experience and only 9.33 per
cent of the respondents had work experience 1-5 years.
Nature of Employment
The questionnaires were collected from only employees who have the salary on the time scale.
The respondents has working in permanent (58.8%).41.2 respondents has working in
probationary.
Experiences
18.4 per cent of the sample employees had more than 15 years of work experience. 21.6 per
cent of the respondents had 11-15 years of work experience, 41.2 per cent of the respondents
had 1-15 years and 18.8 per cent of them under 6-10 years of work experience
Salary Level
Majority of them (15.6%) were under the group of Rs. 15001 to Rs 25000. 12.8per cent of
them were above Rs. 35000. 52 per cent were under the group of 250001 to 35000 and 19.6
per cent were under the group of below 15000.
II. FACTORS OF LABOUR WELFARE MEASURES
Monetary Aspects
The monetary aspects of the employees represented their opinion highly neutral (28.4% of
mean average). They would not accept the festival bonus system in the organisation and not
available of such provisions to them. They had opened 11.6 % is very high. It results that the
organisation has not concentrate the motivational aspects of the employees. Thus the
organisation is better in the monetary aspects like loans, advance facilities, overtime wage, and
work compensation benefits and also has to concentrate the other heads of the monetary
aspects.
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
Non-Monetary Aspects
The non-monetary aspects of the employees and their responses are highly neutral 16.8 %.
They had somewhat satisfied up to 1.6 %. They were dissatisfied with their leave facilities and
employees welfare programme. They were very satisfied with the Transport (8%), Hospital
facilities (8%), and food coupon facilities (8%). Totally 30.8% of them satisfied, 15.8% of the
dissatisfied, 31 per cent of them neutral rest of them not provided any data to this regards. It
shows that non-monetary aspects of the employees were generally satisfied. But the industry
has to concentrate on the „dissatisfied elements‟ of the non-monetary aspects.
Present Working Conditions
Other than working environment, water and lighting facilities the employees were not much
satisfied. In that the work environment 56.4%) has highly dissatisfied. Thus the chemical
industry has to mad such arrangement for the betterment of ( Flexibility in working hours 8%,
physical working conditions 8% and temperature maintain in the work spot 3.2 %) the present
working conditions. Generally the working conditions of the chemical industry is somewhat
satisfied (3.2%) as per the means score average of the opinion of the respondents.
Safety Measures
The safety measures of the Distance between Men and Machine is averagely somewhat
satisfied 8%). Providing gloves and mask had got 7.2% of the somewhat satisfied,
Maintenance of safety system and Controlling of movement and use of hazardous s got 10.4%
very satisfied. It denotes that the organization is well in the part of the safety measures.
Training, Promotion And Transfer
Training and development are considered to be one of the essential determinants of the level of
Human Resource Development. It includes the opinion of sample respondents regarding job
training, training methods, and stipend during the training period. Promotion and transfer of
the employees of the chemical industry has been evaluated by the respondent‟s opinion in
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
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which the transfer with promotion, scope of promotion, promotion with increments, de-
promotion, and transfer policies.
The training, promotion and transfer policies and practices practiced by the chemical industry
and the opinion of the employees were moderately neutral 16 % high responses to this factor.
In which transfer and promotion got 7.6% of neutral. 4.8% of them satisfied as overall means
score average. The method of training practiced by the organisation was somewhat dissatisfied
to the employees. It denotes that there was no participation role on decision making in this
regard. Thus the chemical industry and the union members have undergo with collective
bargaining to transfer and promotion policies.
Entertainment Facilities
The entertainment facilities provided by the organisation and the opinions of the respondents
were 12.8 % of neutral and somewhat dissatisfied equally as per the means score average.
There was no park and cinema theatre inside the organisation the respondents‟ opinion of the
chemical industry. It denotes that the employees‟ desires on entertainment had been
disappointed by the management. Thus, the organisation has to enhance the entertainment
facilities to the employees.
Rest Room Facilities
The rest room facilities provided by the organisation were somewhat satisfied (1.2% high).
The respondents would not say anything to toilet and sanitary provisions (1.6 %) and they
somewhat dissatisfied (26%) with the hand wash provisions separately. It indicates that the
organisation not intend with health care of the employees with these provisions. Thus the
industry has to make such arrangements to wiped-out the problem in the rest room facilities.
Educational Facilities
The educational facilities provided to the employees and their children was not available in the
organisation as per means score average 11.6% high. Particularly to their children there was no
provision of education and related activities. It signifies that basic need of the employees had
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
not been provided to the employees. Thus the above notified provisions related to the
education must to be provided by the organisation.
Retirement Benefits
The employees of the chemical industry was somewhat satisfied with the provident fund
schemes and rest of the elements mentioned in the factor of retirement benefits were
moderately and averagely neutral 17.2s% of means score average. But in the case of scope for
after retirement they would not get the same job to their Son / Daughter 100%. It shows that
there was no job entrance to family members after the retirement of an employee. It may be a
good heath for fresher‟s to occupy the employment. But the employees are concern the future
family economic assurance have not been assured by these means. Thus, the organisation may
introduce the system of job entrance to family members after the retirement; it will enhance
the organisational reputation among the employees.
Other Facilities
All the other facilities have not satisfied with the labours of the chemical industries of the
study. The respondents were not satisfied with the crèche provisions 80%. Canteen and tea and
snacks are not satisfied by the respondents. It denotes that the companies have not
concentrated with the provision of other facilities to their employees at work spot regularly.
Only few of them have satisfied with all the variables of the other facilities. Thus, the
companies have to give importance to the above aspects of the other facilities.
GENERAL OPINION TOWARDS LABOUR WELFARE MEASURES PRACTICED
IN CHEMICAL COMPANIES IN CHENNAI
Most of the aspects of the factor have opined as very unimportant. It results that only few of
them have opined the labour welfare is important one for the organization. Rest of them have
not represented the labour welfare measures is important. The employers have given the
importance to employees performance recognized by the company (8.4%), welfare policies
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
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follow-up m(4%), company treats all employees on a fairness way (11.2), job security (8%),
benefits provided by the company (2%), salary on prescribed date (9.6), performance appraisal
system of the company (2.6%), quality systems like ISO, to the company (16%), training and
development provided by the company (10.4%), overall communication system of the
company (7.6%), special training programme for safety (1.8%), disciplinary action (3.6%), and
company rules and regulations (2.4%). Thus the chemical industries have to strengthen the
welfare activities for the betterment of the organizational benefit.
SUGGESTIONS
1. The organisation had good experienced employees but the new entrance of employees
restricted. It should be rectified through employment opportunities to freshers‟.
2. Overtime Policy is concern employees should be provided with the adequate
allowances and facilities during their overtime, if they happened to do so, such as
transport facilities, overtime pay, etc. Hospitalization is concern the employees should
be provided allowances to get their regular check-ups, say at an interval of one year.
Even their dependents should be eligible for the medi-claims that provide them
emotional and social security.
3. The organizations provide for paid leaves such as, casual leaves, medical leaves (sick
leave), and maternity leaves, statutory pay, etc. Overtime Policy is concern employees
should be provided with the adequate allowances and facilities during their overtime, if
they happened to do so, such as transport facilities, overtime pay, etc. Hospitalization is
concern the employees should be provided allowances to get their regular check-ups,
say at an interval of one year. Even their dependents should be eligible for the medi-
claims that provide them emotional and social security.
4. The educational facilities provided to the employees and their children was not
available in the organisation as per means score average 11.6% high. Particularly to
their children there was no provision of education and related activities. It signifies that
basic need of the employees had not been provided to the employees. Thus the above
notified provisions related to the education must to be provided by the organisation.
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
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5. All the other facilities have not satisfied with the labours of the chemical companies of
the study. The respondents were not satisfied with the crèche provisions 80%. Canteen
and tea and snacks are not satisfied by the respondents. It denotes that the companies
have not concentrated with the provision of other facilities to their employees at work
spot regularly. Only few of them have satisfied with all the variables of the other
facilities. Thus, the companies have to give importance to the above aspects of the other
facilities.
6. The employers have given the importance to employees performance recognized by the
company (8.4%), welfare policies follow-up m(4%), company treats all employees on a
fairness way (11.2), job security (8%), benefits provided by the company (2%), salary
on prescribed date (9.6), performance appraisal system of the company (2.6%), quality
systems like ISO, to the company (16%), training and development provided by the
company (10.4%), overall communication system of the company (7.6%), special
training programme for safety (1.8%), disciplinary action (3.6%), and company rules
and regulations (2.4%). Thus the chemical industries have to strengthen the welfare
activities for the betterment of the organizational benefit.
7. From the study the chemical industries have not been providing as per the expectations
of the labour, it has been proved from the data and analysis of the study. The
government of India have been giving suggestive measures for the labour welfare from
the Minimum Wages Act 1948 onwards; the chemical industries have to take
magnitude on the rules and regulations to provide the welfare activities.
8. The companies have not concentrated on the motivational aspects of the employees. It
is highly wrong thing and also will affect the organisational prime objective. It should
be rectified immediately.
9. Environment, water and lighting facilities the employees were not much satisfied. First
the companies have to fulfil the basic needs and most important that would not affect or
create the labour disputes.
10. The method of training practiced by the organisation was somewhat dissatisfied to the
employees and there was no participation role on decision making in this regard. The
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
chemical industries and the union members have to undergo with collective bargaining
to training practices, transfer and promotion policies.
CONCLUSIONS
The chemical companies have selected for the present study had good experienced employees
but the new entrance of employees restricted. It should be rectified through employment
opportunities to fresher. The organisation is better in the monetary aspects like loans, advance
facilities, overtime wage, and work compensation benefits and also has to concentrate the
other heads of the monetary aspects. The chemical industries have to made such arrangement
for the betterment of ( Flexibility in working hours 8%, physical working conditions 8% and
temperature maintain in the work spot 3.2 %) the present working conditions. Generally the
working conditions of the chemical industry is somewhat satisfied (3.2%) as per the means
score average of the opinion of the respondents. This result is very poor it should be improved
to access more productivity without any affect with employees‟ welfare. The chemical
industry and the union members have undergo with collective bargaining to transfer and
promotion policies. The organisation has to enhance the entertainment facilities to the
employees from the rest room facilities onwards. The notified provisions related to the
education must to be provided by the organisation. The organisation may introduce the system
of job entrance to family members after the retirement; it will enhance the organisational
reputation among the employees. The companies have to give importance to the all other
facilities given in the study. The chemical industries have to strengthen the welfare activities
for the betterment of the organizational benefit. Hence, it is concluded that the average level of
satisfaction on labour welfare measures have been provided by the selected chemical
industries in Chennai do differ significantly between technical and non-technical labourers for
the welfares provided by the selected chemical companiesies in Chennai. Thus, they have to
improve their labour welfare immediately, if not it will lead to create a remarkable cause to
organizational, political, societal, and economical hazards.
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
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ANNEXURE
IMPORTANT TABLES FOR THE ABOVE FINDINGS
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
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Table No. 1
MONETARY ASPECTS
S. No MONETARY ASPECTS: Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Salary/Wages 18
(7.2)
30
(12)
71
(28.4)
72
(28.8)
59
(23.6)
250
(100)
2 Bonus Systems 17
(6.8)
34
(13.6)
65
(26)
69
(27.6)
65
(26)
250
(100)
3 Increment Systems 18
(7.2)
48
(19.2)
68
(27.2)
59
(23.6)
57
(22.8)
250
(100)
4 Allowances Systems 26
(10.4)
29
(11.6)
59
(23.6)
63
(25.2)
73
(29.2)
250
(100)
5 Loan Facilities 29
(11.6)
6
(2.4)
62
(24.8)
79
(31.6)
74
(29.6)
250
(100)
6 Advance Facilities 17
(6.8)
29
(11.6)
47
(18.8)
59
(23.6)
98
(39.2)
250
(100)
7 Festival Bonus Systems 17
(6.8)
8
(3.2)
45
(18)
75
(30)
105
(42)
250
(100)
8 Overtime Wages 2
(8)
15
(6)
43
(17.2)
91
(36.4)
99
(39.6)
250
(100)
9 Work Compensation Benefits 8
(3.2)
17
(6.8)
32
(12.8)
94
(37.6)
99
(39.6)
250
(100)
10 Incentive Systems 8
(3.2)
4
(1.6)
28
(11.2)
110
(44)
100
(40)
250
(100)
Source: Primary data
Table No. 2
NON-MONETARY ASPECTS
S. No NON-MONETARY ASPECTS Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Leave 6
(2.4)
16
(6.4)
20
(8)
91
(36.4)
117
(46.8)
250
(100)
2 Festival Holidays 4
(1.6)
11
(4.4)
25
(10)
145
(58)
65
(26)
250
(100)
3 Insurance 0
(00)
9
(3.6)
31
(12.4)
118
(47.2)
92
(36.8)
250
(100)
4 Health care Schemes 8
(3.2)
5
(2)
40
(16)
104
(41.6)
93
(37.2)
250
(100)
5 ESI Facilities 12
(4.8)
5
(2)
34
(13.6)
84
(33.6)
115
(46)
250
(100)
6 Hospital Facilities 2
(8)
5
(2)
26
(10.4)
83
(33.2)
134
(53.6)
250
(100)
7 Ambulance Facilities 3
(1.2)
2
(8)
19
(7.6)
101
(40.4)
125
(50)
250
(100)
8 First Aid Facilities 7
(2.8)
14
(5.6)
34
(13.6)
79
(31.6)
116
(46.4)
250
(100)
9 Accident Benefits 7
(2.8)
14
(5.6)
34
(13.6)
79
(31.6)
116
(46.4)
250
(100)
10 Accommodation Facilities 6
(2.4)
4
(1.6)
12
(4.8)
80
(32)
148
(59.2)
250
(100)
11 Transport facilities for Staffs / Workers 2
(8)
8
(3.2)
26
(10.4)
105
(42)
109
(43.6)
250
(100)
12 Food Coupon Facilities 2
(8)
0
(00)
42
(16.8)
90
(36)
116
(46.4)
250
(100)
13 Employee's Welfare Programmes 0
(00)
5
(2)
38
(15.2)
117
(46.8)
90
(36)
250
(100)
Source: primary data
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
Table No. 3
PRESENT WORKING CONDITIONS
S. No PRESENT WORKING CONDITIONS Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Flexibility in working hours 2
(8)
4
(1.6)
45
(18)
79
(31.6)
120
(48)
250
(100)
2 Work Load 0
(00)
6
(2.4)
32
(12.8)
114
(45.6)
98
(39.2)
250
(100)
3 Physical Working Conditions 2
(8)
2
(8)
30
(12)
102
(40.8)
114
(45.6)
250
(100)
4 Working Environment 2
(8)
6
(2.4)
24
(9.6)
77
(30.8)
141
(56.4)
250
(100)
5 Temperature Maintained in the work Spot 8
(3.2)
11
(4.4)
28
(11.2)
92
(36.8)
111
(44.4)
250
(100)
6 Ventilation Facilities 4
(1.6)
5
(2)
43
(17.2)
94
(37.6)
104
(41.6)
250
(100)
7 Drinking Water Facilities 0
(00)
3
(1.2)
41
(16.4)
86
(34.4)
120
(48)
250
(100)
8 Noise and Pollution Free 6
(2.4)
0
(00)
41
(16.4)
83
(33.2)
120
(48)
250
(100)
9 Illumination Facilities 11
(4.4)
7
(2.8)
33
(13.2)
107
(42.8)
92
(36.8)
250
(100)
10 Leisure Provisions 4
(1.6)
12
(4.8)
38
(15.2)
83
(33.2)
113
(45.2)
250
(100)
Source: Primary data
Table No. 4
SAFETY MEASURES
S. No SAFETY MEASURES Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 First- aid facilities with dispensaries 3
(1.2)
8
(3.2)
49
(19.6)
65
(26)
125
(50)
250
(100)
2 Fire Fighting Equipment's 7
(2.8)
16
(6.4)
43
(17.2)
85
(34)
99
(39.6)
250
(100)
3 Providing Gloves and Mask 3
(1.2)
3
(1.2)
46
(18.4)
82
(32.8)
116
(46.4)
250
(100)
4 Fire Service Facilities 0
(00)
2
(8)
26
(10.4)
110
(44)
112
(44.8)
250
(100)
5 Distance between Men and Machine 2
(8)
7
(2.8)
34
(13.6)
84
(33.6)
123
(49.2)
250
(100)
6 hazard free 3
(1.2)
11
(4.4)
45
(18)
118
(47.2)
73
(29.2)
250
(100)
7 Security system installation inside the
production unit
5
(2)
11
(4.4)
42
(16.8)
99
(39.6)
93
(37.2)
250
(100)
8 Safety dresses 0
(00)
14
(5.6)
33
(13.2)
103
(41.2)
100
(40)
250
(100)
9 Safety Committee 7
(2.8)
21
(8.4)
20
(8)
77
(30.8)
125
(50)
250
(100)
10 Incident investigation and analysis 6
(2.4)
13
(5.2)
29
(11.6)
109
(43.6)
93
(37.2)
250
(100)
11 In-house safety rules and regulations 18
(7.2)
30
(12)
71
(28.7)
72
(28.8)
59
(23.6)
250
(100)
12 Safety promotion 17
(6.8)
34
(13.6)
65
(26)
69
(27.6)
65
(26)
250
(100)
13 Safety inspection 18
(7.2)
48
(19.2)
68
(27.2)
59
(23.6)
57
(22.8)
250
(100)
14 Maintenance of safety system 26
(10.4)
29
(11.6)
59
(23.6)
63
(25.2)
73
(29.2)
250
(100)
15 Controlling of movement and use of
hazardous s
29
(10.4)
29
(11.6)
59
(23.6)
63
(25.2)
73
(29.2)
250
(100)
16 Emergency preparedness 17
(6.8)
8
(3.2)
45
(18)
75
(30)
105
(42)
250
(100)
17 Occupational health programs 17
(6.8)
29
(11.6)
47
(18.8)
59
(23.6)
98
(39.2)
250
(100)
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
Source: Primary data
Table No. 5
TRAINING
S. No TRAINING Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Induction Training 2
(8)
15
(6)
43
(17.2)
91
(36.4)
99
(39.6)
250
(100)
2 In plant Training 8
(3.2)
17
(6.8)
32
(12.8)
94
(37.6)
99
(39.6)
250
(100)
3 Training outsourcing 8
(3.2)
4
(1.6)
28
(11.2)
110
(44)
100
(40)
250
(100)
4 Training equipments 6
(2.4)
16
(6.4)
20
(8)
91
(36.4)
117
(46.8)
250
(100)
5 Stipend during the Period 4
(1.6)
11
(4.4)
25
(10)
145
(58)
65
(26)
250
(100)
6 Training policies 0
(00)
9
(3.6)
31
(12.4)
118
(47.2)
92
(32.8)
250
(100)
Source: Primary data
Table No. 6
PROMOTION
S. No PROMOTION Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Scope of Promotion 0
(00)
4
(1.6)
39
(15.6)
95
(38)
112
(44.8)
250
(100)
2 Transfer with Promotion 8
(3.2)
5
(2)
40
(16)
104
(41.6)
93
(37.2)
250
(100)
3 Promotion with Increment 12
(4.8)
5
(2)
34
(13.6)
84
(33.6)
115
(46)
250
(100)
4 De-Promotion 2
(8)
5
(2)
26
(10.4)
83
(33.2)
134
(53.6)
250
(100)
5 Promotion Policies 3
(1.2)
2
(8)
19
(7.6)
101
(40.4)
125
(50)
250
(100)
Source: Primary data
Table No. 7
TRANSFER
S. No VII. TRANSFER Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Transfer by promotion 7
(2.8)
14
(5.6)
34
(13.6)
79
(31.6)
116
(46.4)
250
(100)
2 Transfer by requirement 6
(2.4)
4
(1.6)
12
(4.8)
80
(32)
148
(59.2)
250
(100)
3 Transfer by mutual 2
(8)
8
(3.2)
26
(10.4)
105
(42)
109
(43.6)
250
(100)
4 Transfer by punishment 2
(8)
0
(00)
42
(16.8)
90
(36)
116
(46.4)
250
(100)
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
5 Transfer policies 0
(00)
5
(2)
38
(15.2)
117
(46.8)
90
(36)
250
(100)
Source: Primary data
Table No. 8
ENTERTAINMENT FACILITIES
S. No ENTERTAINMENT FACILITIES Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Tour Programmes 2
(8)
4
(1.6)
45
(18)
79
(31.6)
120
(48)
250
(100)
2 Park facilities for children 0
(00)
6
(2.4)
32
(12.8)
114
(45.6)
98
(39.2)
250
(100)
3 Company Anniversary Day and get-together 2
(8)
2
(8)
30
(12)
102
(40.8)
114
(45.6)
250
(100)
4 Film show 2
(8)
6
(2.4)
24
(9.6)
77
(30.8)
1211
(56.4)
250
(100)
5 Recreation Club 8
(3.2)
11
(4.4)
28
(11.2)
92
(36.)
111
(44.4)
250
(100)
Source: Primary data
Table No. 9
REST ROOM FACILITIES
S. No REST ROOM FACILITIES Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Toilet and Sanitary Facility 4
(1.6)
5
(2)
43
(17.2)
94
(37.6)
104
(41.6)
250
(100)
2 Ventilation Facilities 0
(00)
3
(1.2)
41
(16.4)
86
(34.4)
120
(48)
250
(100)
3 Water Facilities 6
(2.4)
0
(00)
41
(16.4)
83
(33.2)
120
(48)
250
(100)
4 Cleaning Facilities 11
(4.4)
7
(2.8)
33
(13.2)
107
(42.8)
92
(36.8)
250
(100)
5 Separate Hand wash Facilities 4
(1.6)
12
(4.8)
38
(15.2)
83
(33.2)
113
(45.2)
250
(100)
6 Provisions of adequate furniture 3
(1.2)
8
(3.2)
49
(19.6)
65
(26)
125
(50)
250
(100)
7 Appropriate Illumination 7
(2.8)
16
(6.4)
43
(17.2)
85
(34)
99
(39.6)
250
(100)
8 Distances to work spot 3
(1.2)
3
(1.2)
46
(18.4)
82
(32.8)
116
(46.4)
250
(100)
Source: Primary data
Table No. 10
EDUCATIONAL FACILITIES
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
S. No EDUCATIONAL FACILITIES Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Company Providing Education Loan 0
(00)
2
(8)
26
(10.4)
110
(44)
112
(44.8)
250
(100)
2 Company's School Facilities 2
(8)
7
(2.8)
34
(13.6)
84
(33.6)
123
(49.2)
250
(100)
3 Company's College Facilities 3
(1.2)
11
(4.4)
45
(18)
118
(47.2)
73
(29.2)
250
(100)
4 Transport Facilities for Studied children 5
(2)
11
(4.4)
42
(16.8)
99
(39.6)
93
(37.2)
250
(100)
5 Children's Uniform Facilities 0
(00)
14
(5.6)
33
(13.2)
103
(41.2)
100
(40)
250
(100)
6 Food facilities for Studied Children 7
(2.8)
21
(8.4)
20
(8.0)
77
(30.8)
125
(50)
250
(100)
7 Library Facilities 6
(2.4)
13
(5.2)
29
(11.6)
109
(43.6)
93
(37.2)
250
(100)
8 Play Ground Facilities 18
(7.2)
30
(12)
71
(28.4)
72
(28.8)
59
(23.6)
250
(100)
9 School / College Annual Day Celebration 17
(6.8)
34
(13.6)
65
(26)
69
(27.6)
65
(26)
250
(100)
10 Competition at School / College Level 18
(7.2)
48
(19.2)
68
(27.2)
59
(23.6)
57
(22.8)
250
(100)
11 Award and Prizes for the winners 26
(10.4)
29
(11.6)
59
(23.6)
63
(25.2)
73
(29.2)
250
(100)
12 Cash incentives 29
(11.6)
6
(2.4)
62
(24.8)
79
(31.6)
74
(29.6)
250
(100)
Source: Primary data
Table No. 11
RETIREMENT BENEFITS
S. No RETIREMENT BENEFITS Highly Satisfied
Satisfied
Neutral Dissatisfied Highly Dissatisfied Total
1 Pension Schemes 17
(6.8)
29
(11.6)
47
(18.8)
59
(23.6)
98
(39.2)
250
(100)
2 Provident Fund Schemes 17
(6.8)
8
(3.2)
45
(18)
75
(30)
105
(42)
250
(100)
3 Gratuity 2
(8)
15
(6)
43
(17.2)
91
(36.4)
99
(39.6)
250
(100)
4 Scope of Voluntary Retirement 8
(3.2)
17
(6.8)
32
(12.8)
94
(37.6)
99
(39.6)
250
(100)
5 Scope of Compulsory Retirement 8
(3.2)
4
(1.6)
28
(11.2)
110
(44)
100
(40)
250
(100)
6 Job extension and retention after Retirement 6
(2.4)
16
(6.4)
20
(8)
91
(36.4)
117
(46.8)
250
(100)
Source: Primary data
Table No. 12
OTHER FACILITIES
RIJS Volume 1, Issue 6 (June 2012) ISSN: 2250 – 3994
Journal of Radix International Educational and Research Consortium
www.rierc.org
S. No OTHER FACILITIES Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total
1 Recreation Facilities
4
(1.6)
11
(4.4)
25
(10)
145
(58)
65
(26)
250
(100)
2 Canteen Facilities 0
(00)
9
(3.6)
31
(12.4)
118
(47.2)
92
(36.8)
250
(100)
3 Tea and Snacks 0
(00)
4
(1.6)
39
(15.6)
95
(38)
112
(44.8)
250
(100)
4 Residential Facilities 8
(3.2)
5
(2)
40
(16) 104
(41.6)
93
(37.2)
250
(100)
5 Creche Facilities 12
(4.8)
5
(2)
34
(13.6)
84
(33.6) 115
(46)
250
(100)
6 Uniform Facilities 2
(8)
5
(2)
26
(10.4)
83
(33.2)
134
(53.6)
250
(100
7 Uniform washing Facilities 3
(1.2)
2
(8)
19
(7.6)
101
(40.4)
125
(50)
250
(100
Source: Primary data
Table No. 13
GENERAL OPINION TOWARDS LABOUR WELFARE MEASURES PRACTICED
S. No General Opinion Towards Labour Welfare Very important Important Neither
important nor unimportant Unimportant Very unimportant Total
1 Employees performance recognized by the company 7
(2.8)
14
(5.6)
34
(13.6)
79
(31.6) 116
(48.4)
250
(100)
2 Welfare policies follow-up 6
(2.4)
4
(1.6)
12
(4.8)
80
(32)
148
(59.2)
250
(100)
3 Company treats all employees on a fairness way 2
(8)
8
(3.2)
26
(10.4)
105
(42)
109
(43.6)
250
(100)
4 Job Security 2
(8)
0
(00)
42
(16.8)
90
(36)
116
(46.4)
250
(100)
5 Benefits provided by the company 0
(00)
5
(2)
38
(15.2) 117
(46.8)
90
(36)
250
(100)
6 Salary on prescribed date 2
(8)
4
(1.6)
45
(18)
79
(31.6) 120
(48)
250
(100)
7 Performance appraisal system of the company 0
(00)
6
(2.4)
32
(12.8) 114
(45.6)
98
(39.2)
250
(100)
8 Quality systems like ISO, to the company 2
(8)
2
(8)
30
(12)
102
(40.8)
114
(45.6)
250
(100)
9 Training and development provided by the company 2
(8)
6
(2.4)
24
(9.6)
77
(30.8)
141
(56.4)
250
(100)
10 Overall communication system of the company 8
(3.2)
11
(4.4)
28
(11.2)
92
(36.8)
111
(44.4)
250
(100)
11 Special training programme for safety 4
(1.6)
5
(2)
43
(17.2)
94
(37.6) 104
(41.6)
250
(100)
12 Disciplinary action 0
(00)
3
(1.2)
41
(16.4)
86
(34.4) 120
(48)
250
(100)
13 Company Rules and Regulations 6
(2.4)
0
(00)
41
(16.4)
83
(33.2) 120
(48)
250
(100)
Source: Primary data