Employee Welfare Activity

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CHAPTER I

INTRODUCTION

1.1 PROFILE OF THE COMPANY:

The Rane brake linings ltd., plant-III launched Pondicherry. This plant

was made on 02.02.1988. In beginning time 130 employees were working that there

plant. The plant-3 was occupied on 29237 yards. The factory building was situated on

90000 squire bits. In the beginning stages of manufactures, only four types of products

are induced.

It is producing a Auto Mobile products such a particular position of all over the

country. Types of products a disc pad, clutch facing and railway products. The RBL

want to produce the products everything would be satisfied by the customer’s

requirement. Products are constantly update in turn with evolving customer demands.

Green material policy evolved to ensure products meet stringent Eco-norms.

All the products designed and manufacture the Computer Aided Design (CAD)

and sophisticated technical equipments like full-scale inertia dynamometer, thermo

gravimetric analyses and pyrolysis gas.

The General Manager of RBL’s plant - III Pondicherry, R.J.R.FERNADO.

(operation)

Disc pads:

Asbestos

Asbestos free

Railway brake blocks:

K block

Asbestos Asbestos free

2

L block

Asbestos free

Clutch facings:

Asbestos moulded

Asbestos free moulded

Asbestos free cord wound

RANE GROUP:

The Rane group of companies founded and incorporated on 1929 in Washington

USA, is a privately held the company. Establishment of INDIA in the year year of

1929 the company technical association was made with the collaborator M/S

NISSHINBO industries in JAPAN of the manufacture of its products.

The company name was selected from an anagram created from of the common

letters of the first and last name of the original founders. This particular anagram was

selected because it was short, easy-to-say and remembers, and they liked the double-

entendre possibilities implying wet-links northwest.

The essential ingredients in Rane’s successful philosophy are knowledge,

integrity, pride and commonsense. At Rane, people learn to treat people the way they

would want to be treated, to design & built the products the way they would want their

designed &built and that when something goes wrong, you react quickly and

decisively to correct it. It is an old fashioned, based on the mutual trust and respect.

BRANCHES OF THE RANE GROUPS:

Rane Corporate Center, Chennai.

Rane Regional Office, Chennai, Mumbai.

Rane Regional Office, Delhi.

Rane Brake Linings Ltd., (HO) Channai.

Plants Chennai, Hyderabad, Pondicherry, Trichy

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Rane (Madras) Ltd.,(HO) Chennai.

(Chennai, Mysure, Pondicherry)

Rane Engine Values Ltd., (HO) Chennai.

(Chennai, Andhra, ponneri, Hyderabad)

Rane TRW Steering Systems Ltd.,(HO) Chennai.

Viralimalai, Guduvancherry, Singaperumal koil,

Kar mobiles ltd., (HO) Banglore.

MISSION AND VALUES:

provide superior products and services to our customer and maintain market

leadership.

Evolve as an institution that serves the best interests of all stakeholders.

Pursue excellence through total quality management.

Ensure the highest standards of ethics and integrity in all our action.

VISION STATEMENT:

To remain market leader INDIA and global player in fraction material composites

through environment friendly technologies and people competence.

OBJECTIVES OF RBL:

establish orderliness in all work place.

Establish visual controls at work place.

Create a safe working conditions.

Reduce retained times and there by eliminate delays.

4

RBL’S QUALITY POLITY:

That customer satisfaction is an imperative and this is achieved by supplying

quality products in time at competitive prices.

That quality should be designed engineered and built into the product through

appropriate technology.

In ensuring adequate in-house testing facilities, to create confidence and trust in

customers, on the performance of its products.

In total employee involvement and commitment, by imparting adequate

knowledge and skills to all levels of employees, are the prime objectives of the

company.

In doing things right first time and every time.

AWARDS & RECOGNITIONS:

Award ISO 9001:2000 quality management system, by RWTUV. Germany.

Award ISO 14001 environment management system, by RWTUV, Germany.

DEMING award in the year of 2003-by juse- Japanese unions for scientists and engineers.

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ORGANISATION CHART

Zone-1HR &Add

Zone-2Disc Pad

Zone-3Clutch

Zone-4CBB

Zone-5Store

Zone-6OAD

Zone-7PED

Sub Zone-4

SubZone-5

SubZone-3

SubZone-4

SubZone-3

SubZone-3

SubZone-2

PRESIDENT

APEX COMMITTEE(CHARMAN, PLANT HED)

CHENNAI, HYDRABAD, PONDICHERRY.

PLANT STEERING COMMITTEECorporate head, +plant. Head+

Dept. head,

6

1.2 INTRODUCTION TO STUDY

The study is carried out to find the reasons for conflicts between employers and workers.

It helps the management to improve the welfare measures facilities and to make workers participate more effectively towards the work.

The study helps to find the satisfaction level of welfare measure provided.

This study gives a good support for improving the performance of employees.

This study provides me a practical exposure to upgrade my knowledge.

7

CHAPTER II

REVIEW OF LITERATURE

2.1 DEFINITION OF EMPLOYEE WELFARE

The ILO (International Labour Organization) defined, “welfare as a term which is

understood to include such services and amenities as may be established in or the

vicinity of undertaking to perform their work in healthy, congenial surrounding and to

provide them with amenities conductive to good health and high morale”.

According to Arthur james Todd, “welfare as anything done for the comfort or

improvement and social of the employees over and above the wages paid, which is not

a necessity of the industry”.

2.1.1 MEANING OF EMPLOYEE WELFARE

Employee welfare means, such services, facilities and amenities such as canteens,

rest and recreation facilities, arrangement for travel to and for the accommodation of

workers employed at a distance from their home, and such other services, amenities and

facilities including social security measures as contribute to improve the condition

under which workers are employed.

2.1.2 CONCEPT OF EMPLOYEE WELFARE

Employee welfare may be viewed as a total concept, as a social concept and a

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

physical, mental, moral and emotional well-being. The social concept of welfare

implies, of man, his family and his community.

The relative concept of welfare implies that welfare is relative in time and place.

Employee welfare implies the setting up of minimum desirable standards and the

provision of facilities like health, food, clothing housing, medical allowance, education,

insurance, job security, such as to safeguard his health and protect him against

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occupational hazards. The worker should also be equipped with necessary training and

a certain level of general education.

2.1.3 WORKER’S EDUCATION

Reading room, circulating library, visual education; literary classes, adult

education, social education; daily news review; factory news bulletin; cooperation with

workers in education services.

Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural.

2.1.4 INTRA-MURAL FACILITIES

Intra-mural activities consist of facilities provided within the factories and

include medical facilities, compensation for accidents, provision of safety measures,

activities relating to improving of employment, and the like.

2.1.5 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. What employers

provided will be stated later, the activities undertaken by other agencies are mentioned

here.

2.1.6 WELFARE FACILITIES BY THE GOVERNMENT

With a view to making it mandatory for employers, to provide certain welfare

for their employees, the government of India has enacted several laws from time. These

laws are the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the

bid and cigar workers (conditions of employment) act 1966; and the contract labour

(regulation and abolition) act, 1970. another significant step taken by the central

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government has 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.

2.1.7 WELFARE ACTIVITIES BY THE TRADE UNION

Labour union have contributed their share for the betterment of the employees.

Mention may be made here of the textile labour association of headband and the

railway men’s union and the mazdoor sabha of kanpur, which have rendered

invaluable services in the field of labour welfare. The welfare activities of the textile

labour association. Ahmedabad,are worth nothing.

2.1.8 WELFARE WORK BY VOLUNTARY AGENCIES

Many voluntary social-service agencies have been doing useful labour-welfare

work. Mention may be made of the Bombay social service league, the seva sadan

society, the maternity and infant welfare association, the YMCA, the depressed classes

mission society and the women’s institute of Bengal. The welfare activities of these

organization of recreation and sports for the working class.

STATUTORY AND NON-STATUTORY

Welfare activities may also be classified into (i) statutory and (ii) non-

statutory provision.

2.2 STATUTORY EMPLOYEE WELFARE FACILITIES

Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of

the workers.

1) Washing Facilities (Sec.42)

According to sec. 42 every factory shall provide adequate and suitable washing

facilities, separately screened for male and female workers, conveniently accessible

and clean

2) Storing and Drying Cloth (Sec.43)

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According to sec. 43, every factory shall provided a place for keeping the

clothes which are not worn during working hours and drying of wet clothes.

3) Sitting Facilities (Sec. 44)

Every factory shall provide for suitable arrangements for sitting for all workers

obliged to work in a standing position.

4) First Aid Facilities (Sec.45)

For every 150 workers, there must be readily accessible and well equipped first

– aid box. This box must contain the prescribed contents and it must be in charge of a

responsible person who holds a certificate in first – aid. Where more than 500 workers

are employed an ambulance room shall be provided and maintained.

5) Canteen (sec. 46)

Every factory where 250 workers are employed, the occupier has to maintain

a canteen for the use of workers.

6) Shelter, Rest and Lunch Rooms (Sec.47)

In every factory where in 150 workers are employers are employed, the

occupier shall provide shelter, rest rooms and lunch rooms.

7) Lighting sec(17) The RBL must be employed in located things is sight. In every part of a

manufacturing process where workers are working or passing, there provided and

maintained sufficient and suitable light, natural artificial both.

8) Drinking water (sec18)

The RBL working place is so hard, employees are need to emphasize the

important of providing liberals supply of cool and pure water. The lay down that in

every places effective arrangement must be made to provide and main at suitable

place conveniently situated for all workers employed there in a sufficient supply of

drinking water. The water pumps are situating for five places in factory.

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9) Welfare Officers

The occupier of every factory employing 500 or more workers shall employee

the prescribed number of welfare officer.

2.3 NON – STATUTORY EMPLOYEE WELFARE FACILITIES

1) Educational Facilities

Educational facilities are important that the children of the workers should be

provided with educational facilities.

2) Medical Facilities

Employers, whether in private or in public sectors have been providing medical

facilities for their workers and their families. Besides general medical treatment and

health-care, separate arrangements for specialist treatment for diseases like T.B. cancer,

leprosy, and mental disease.

3) Transport Facilities

Transport facilities to workers residing at a long distance are essential to relieve

them from strain and anxiety. Such facilities also provide greater opportunity for

relaxation and recreation and help in reducing the rater of absenteeism.

4) Recreation Facilities

Recreation facilities afford the worker an opportunity to develop his sense of

physical and mental discipline. It has an important bearing on the individual’s

personality as well as his capacity to contribute to social development.

5) Housing Facilities

Some of the industrial employers both in public and private sector have

provided housing facilities to their employees. The company also renders assistance to

the co-operative housing societies formed by its employees.

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Training and development

The RBL’s various employee improvement conducts the various places

and various programmers. This main motive is improving the employee moral,

knowledge and skill also to get g his work.

DISPENSARY

With the premises of the mill, they provided, first- aid facility in dispensary.

They are providing 24 hours service with duty doctors, pharmacy, bed facilities and

ambulance van in case of emergency. This provided for the workers and his family

members.

The manner of execution of subsiding programmers welfare measure

1) Distribution of 1 kg sweets to each of the employees / staff on the occasion of

Deepavali.

2) Provisions of educations allowance of 250% per child per annum and maximum of

Rs 500% to each of the employees.

3) Provision of medical allowance of Rs 100 per month for the employees who are

not covered under ESI scheme.

4) Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the

society.

5) The society has maintained a trust for the employees group gratuity fund.

6) The society has provided house building advance facilities to the employees.

7) The society has provided motor conveyance advance facilities to the employees.

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8) To society has provided encashment of earned leave facilities to the employees.

2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

1) EMPLOYEE WELFARE

By Regina bare

Employee welfare program is based on the management policy which is aimed

shaping perfect employees. There fore the concept of employee welfare includes to

aspects namely physical &mental welfare.

1. applications of merit system or work performance system as the basis for

employee rewarding.

2. providing the retired employees with the old age allowance.

3. employee insurance program to provide the employee with better security.

4. improvement in health security for the employee’s and their families so that

they can work confidently and productively.

2) EMPLOYEE’S WELFARE MEASURES

By Ann Davis, Lucy Gibson

Describes a process through which organizations might seek to implement

interventions relating to employee wellbeing. Emphasizes the importance of a

comprehensive needs assessment both in obtaining the breadth of information needed

to design appropriate interventions and also in providing baseline information against

which to evaluate programme effectiveness. Discusses factors which influence the type

of intervention appropriate for a particular situation and highlights their design

implications. Finally, provides guidance on programme implementation and evaluation,

and discusses some of the advantages and disadvantages of different approaches to

tertiary welfare provision.

3) EMERALD GROUP PUBLISHING LIMITED

By J. Bruce Prince

Purpose – The employee selection process has generally focused on the near-

term performance potential of internal candidates in filling vacant positions. This

research addresses the potential influence of adding a career development emphasis to

the employee transfer decision process. In a career-focused transfer process the

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applicants' individual career development needs and growth opportunities are a key

basis for internal selection decisions.

Design/methodology/approach – Using web-based survey methodology, a US

financial services firm is used to evaluate the relationship between the use of career-

focused employee transfer criteria and key employee attitudes.

Findings – The study finds that the use of career-focused processes are

positively related to employees' developmental opportunity satisfaction and perceived

support for career development. Regression analyses finds that these two attitudes

mediate the positive relationship between the use of career-focused transfer criteria and

perceived organization support (POS). Other research efforts (e.g. Allen and Shore)

have linked POS to a variety of positive outcomes, including lower employee turnover.

Past research, however, has not considered how specific human resource practices can

be the basis for the development of key attitudes.

Research limitations/implications – This research – while limited due to it

cross-sectional methodology – builds on that stream of research by focuses on the

design of the employee transfer process and how it can be a key practice for achieving a

developmental focus and associated benefits.

Originality/value – The results suggest that focusing on performance potential

of applicants and career-focused criteria are not necessarily antagonistic but can be

used jointly to make internal selection decisions.

4) NEEDED WELFARE MEASURES

By ARTHUR CAPPER, Governor

To promote a higher type of citizenship, to insure to every child born in Kansas a

record of birth, an equal share in the paternal care of the government and a recognition

of its potential worth as a future citizen, I recommend the establishment of a division of

child hygiene as a part of the State Board of Health. This new division should take into

account the circularizing of the expectant mother who applies for information, the care

of the new-born babe, and the well-being, health and nurture of the growing child.

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In the same general line of public welfare, I recommend the enactment of laws on

the following subjects:

1. To assist needy and worthy mothers by a compensation which shall enable them to

care for dependent minor children at home instead of their being cared for in

institutions.

2. To designate certain existing officials to comprise and act as an industrial welfare

committee, with power to establish and enforce wage schedules and to regulate the

hours of women and minors in industry.

3. To provide for the paying of convicts' earnings to their department families, after a

sufficient sum is deducted for the convict's maintenance.

4. To give organized labor the right to select the officers of the State Labor Bureau.

5. To help solve the problem of the unemployed by extending the activities of the

free employment bureau.

6. To strengthen the workmen's compensation act for the better protection of the

workers.

7. To promote the safety and safeguard the interests of railroad men and the traveling

public.

8. To compel employers to report promptly to the labor department all accidents

occurring in factories or mines.

9. To make child desertion by either father or mother a crime.

10. To broaden the $200 tax exemption law by removing the discrimination against

certain classes of women.

11. To authorize cities of the first and second class to establish public loan institutions,

that the loan shark evil may be abated.

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2.5 TYPES OF WELFARE ACTIVITIES

The meaning of labour welfare may be made more clear more by listing the

activities which are referred to as welfare measures.

A comprehensive list of welfare activities is given by moorthy in his monumental

work on labour welfare. He divides welfare measures into two broad groups, namely.

1. Welfare measures inside the work place and

2. Welfare measures outside the work place

Each group includes several activities.

I Welfare measures inside the work place

1. condition of the work environment

Neighborhood safety and cleanliness; attention to approaches.

Housekeeping; up-keeping of premises-compound wall, lawns, gardens, and so

forth, egress and ingress, passages and doors; white-washing of walls and floor

maintenance.

Workshop (room) sanitation and cleanliness; temperature, humidity,

ventilation, lighting, elimination of dust, smoke, fumes, gases.

Control of effluents.

Convenience and comfort during work. That is, operatives posture, seating

arrangements.

Distribution of work hours and provision for rest hours, meal times and breaks.

Workmen’s safety measures, that is maintenance of machines and tools fencing

of machines, providing guards, helmets, aprons, goggles, and firest-aid

equipment.

Supply of necessary beverages and p-ills and tables, that is salt tablets, milk,

soda.

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Notice boards; posters, pictures slogans; information or communication.

2) Conveniences:

Urinals and lavatories, wash basin, bathrooms, provision for spittoons, waste

disposal.

Provision of drinking water; water coolers.

Canteen services: full meal mobile canteen.

Management of worker’s cloak rooms, rest rooms, reading rooms, reading

room and library.

II Welfare measures outside the work place

Housing; bachelor’s quarters; family residences according to types and

rooms.

Water, sanitation, waste disposal.

Roads, lights, parks, recreation, playgrounds.

Schools, nursery, primary, secondary and high school.

Markets, co-operatives, consumer and credit societies.

Bank.

Transport.

Communication; post, telegram and telephone.

Health and medical services, dispensary, emergency ward, out-patient and

inpatient care, family visiting; family planning.

Recreation: games; clubs; craft centers; cultural programmers, that is, music

clubs; interest and hobby circles; festival celebrations; study circles, reading

room and library; open air theatre; swimming pool; athletics, gymnasia.

Watch and ward; security.

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Community services and problems; child, youth and women’s clubs.

The factory act:

The act was first conceived in 1881 when a legislation was enacted to protect

children and to provide health and safety measure. Later, hours of work were sought to

be regulated and were, therefore, incorporated in the act in 1911. the act was amended

and enlarged in 1934 following the recommendations of the royal commissions of

labour. A more comprehensive legislations to regulated and were, therefore,

incorporated in the act in 1948.

Arguments against labour welfare are obvious. Welfare implies do-Gooding.

The personnel management fraternities have spent many years trying to shake off their

association with what they, and others, like to think of as, at best peripheral and

redundant welfare activities. Welfare is provided for by the state services. Why should

not be the concern of their employers. It is selfish to maintain large playing fields and

erect huge sports pavilions if they are going to be used by a minute proportion of staff

for a very limited period of welfare services increases the loyalty and motivation of

employees has long been exploded. If welfare services are used at all, they are taken for

granted. Gratitude is not a prime motivating factor. In fact, gratitude is a thing of the

past remembered for a short time and forgotten soon after.

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CHAPTER III

OBJECTIVES OF THE STUDY

To identify the various welfare measures in the organization.

To analyze the employee’s view on the provided welfare measures.

To find out the ways to improve the welfare measures.

To adopt suitable measures for the improvement of employee performance.

To give suggestions and recommendation for the promotion of welfare

measures.

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CHAPTER IV

RESEARCH METHODOLOGY

4.1 Research

The advanced learner’s dictionary of current English as “a careful investigation or

inquiry especially through search for new facts in any branch of knowledge”

Redman and more define research as a “systematized efforts to gain new

knowledge”

Research design:

A plan of proposed study prepared by a researcher stating the research activities

to be performed in this proposed study before he undertakes his research work is called

“Research Design”.

Defining the population:

The total employees working in the organization is 304.

Sampling plan:

Out of 304 employees this study was carried out taking into the account of only

104 employees.

.

4.2 Data used:

Both primary data and secondary are used in this study.

4.3 Data collection method:

A survey method is used to collect the data Questionnaire.

Type of question:

The following are the type of questions which are used in this research.

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1. Dichotomous question

Dichotomous question are type of question normally, two option such as

yes/no.

2. Multiple choice questions:

This type of questions more than two options to express the employee’s view.

Filed-work

The field work of study was done at RANE BRAKE LININGS LIMITED

PUDUCHERRY.

Period of survey:

The period of survey was nearly 1 month.

4.4 Description of statistical tool used:

According to this project, there are two statistical tools used. They are

1) Percentage analysis:

The percentage method was extensively used for analysis and interpretation. It

can be generally calculated as follows

Number of respondents favorable

_______________________________ X 100

Total No. of respondents

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2) Weighted average method:

Weighted arithmetic mean analysis was done to find out the relative importance

of certain, job, rating to trainer

W1x1

X = _______

W

Where

W – Total No. respondents

W1 – No of respondents

X1 – rating given by the respondents.

3) CHI-SQUARE TEST:

Chi-square test to compare the relationship between the two variables.

Formula

2 = (O-E) _______ E

O- Observed value

E- Expected value

There are many situations in which it is not possible to make any rigid

assumption about the distribution of the population from which samples are being

drawn.

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CHAPTER V

DATA ANALYSIS AND INTERPRETATION

Table No: 5.1

Age Group

S.NO Age groupNumber of

Respondents% of Respondents

1 below 25 5 4.8

2 26-30 12 11.5

3 31-35 36 34.6

4 35&above 51 49.0

Total 104 100

Inference:

In industrial sector workers are working in different age group starting from

20to58 years. So, the age factor of workers determine their involvement, concentration

and performance. The above table points out that, most of the respondents 49% are in

age group of 35 &above, 34.6% of respondents are in the age of 31-35 years.11.5% of

respondents are in age group of 26-30years.4.8%of respondents are in age group of

below 25 years.

Chart 5.1

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Table 5.2

Respondents Sex

S.No SexNumber of

Respondents% of Respondents

1Male 101 97.1

2Female 3 2.9

Total 104 100

Inference :

Most of the respondents (97.1%) are in sex group of male.(2.9%) of respondents

are in sex group of female.

Chart 5.2

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Table No: 5.3

Respondents Education

S.No Education Number of Respondents% of

Respondents1 H.S.C 13 12.52 I.T.I 15 14.43 U.G 31 29.84 P.G 45 43.3

Total 104 100

Inference:

The above table shows that, most of the respondents (43.3) P.G, have studied

U.G, 29.8% of the respondents have studied I.TI, 14.4% of the respondents12.5% of

the respondents have studied H.SC and 14.4% of the respondents have studied others

in H.sc.

Chart 5.3

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Table 5.4

Respondents Experience

Inference:

The above table shows that, most of the respondents (39.4%)have experienced

above 20yrs, 24.0% of the respondents have experienced 6-10yrs, 22.1% of the

respondents have experienced 11-20yrs and 14.4% of the respondents have experienced

5-15 yrs.

Chart 5.4

S.No ExperienceNumber of

respondents% of

Respondents1 below 5yrs 15 14.42 6-10yrs 25 24.03 11-20yrs 23 22.14 above20yrs 41 39.4

Total 104 100

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Table: 5.5

Respondents Marital Status

Inference:

The above table shows that, most of the respondents (53.8%) have unmarried,

(46.2%) of the respondents are married.

Chart 5.5

S.No Marital status Number of Respondents % of Respondents

1 Married 48 46.2

2 Unmarried 56 53.8

Total 104 100

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Table 5.6

Respondents Salary

Inference: From the above table it is observed that salary level of 20001 and above

32.7% of the respondents.

Chart 5.6

S.No Monthly Income No of respondents % of respondents

1

below 5000 18 17.3

2

5001 to 10000 23 22.1

3

10001 to 15000 16 15.4

4

15001 to 20000 13 12.5

5

20001 and above 34 32.7

Total 104 100

29

30

Table 5.7

Respondents Sort of Workers

Inference:

The above table shows sort of workers most of the respondents (100%) got permanent.

Chart 5.7

S.No Sort of workers No of respondents % of respondents

1 Permanent 104 100

31

Table 5.8

Safety Measures

32

Inference:From the above table it is found that 44 respondents are expecting cap, helmet,

over coat. Shoes, eye glass & gloves and 25 respondents are expecting cap shoes,

gloves & eyeglass , from the Management.

Chart 5.8

Table 5.9

Family Welfare Facility

S.NO Safety measures No of respondents % of Respondents

1 Cap, Overcoat & Helmet 8 7.7

2Cap, Overcoat, Shoes &

Gloves12 11.5

3Cap, Shoes, Helmet & Eye

glass15 14.4

4Cap, Shoes, Gloves & Eye

glass25 24.0

5Cap, Helmet, Overcoat,

Shoes , Gloves & Eyeglass44 42.3

Total 104 100

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Inference:

From the above table it is found that 68 respondents are satisfied with Insurance,

EPF, Vehicle loan & Education allowance and 14 respondents are satisfied with

Education allowance & EPF accepted.

Chart 5.9

S.NO Family welfare facility No of respondents% of

Respondents

1

EPF 4 3.8

2

Education allowance & EPF 14 13.5

3

Insurance, EPF, housing loans 5 4.8

4

Vehicle loans, holiday compensation & EPF

13 12.5

5

Insurance, EPF, Vehicle loans &Education allowance

68 65.4

Total 104 100

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Table 5.10

Medical Facility

S. No Medical facilityNo of

respondents% of

respondents

1 First aid 12 11.5

2 Ambulance 10 9.6

3 Treatment charges 20 19.2

4 Other specify 6 5.8

5 First aid & ambulance 5 4.8

6 First aid & Treatment Charges 10 9.6

7 Ambulance & treatment Charges 10 9.6

8 Ambulance & other specify 1 1.0

9 First aid, ambulance & Treatment charges 28 26.9

10 First aid, ambulance, Treatment charges &other specify

2 1.9

Total 104 100

Inference:

From the above table it is found that 28 respondents are expecting first aid, ambulance & treatment charges and 20 respondents are expecting treatment charges from the management.

Chart 5.10

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Table 5.11

Respondents opinion on Treatment

Inference:

S.NO Treatment No of respondents % of respondents

1

Good 35 33.7

2 Normal 48 46.2

3 Poor 9 8.7

4 No opinion 12 11.5

Total 104 100

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The above table shows that the respondents (46.2%) says that, the treatment is

normal, 33.7% of respondents says that it is good. 11.5% of respondents says that they

had no opinion and 8.7% of respondents say that it is poor.

Chart 5.11

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Table 5.12

Environment Condition

S. No Environment condition No of respondents % of respondents

1 Pleasant condition 14 13.5

2 Proper Ventilation 8 7.7

3 Fresh air 34 32.7

4 All 48 46.2

Total 104 100

Inference:

Most of the respondents are satisfied with working environment condition.

Chart 5.12

Table 5.13

38

Wearing Uniform system

Inference: The above table explain that, the respondents (13.5%) says that they feel no

difference is identified on wearing the uniform, 31.7% says that they maintain equality

among all. 43.3% of respondents says that they provide social security and 11.5% says

that they have no opinion.

Chart 5.13

S.No Wearing Uniform System No. of respondents % of respondents

1 No difference is identified 14 13.5

2

Maintain equality among all

33 31.7

3 Provide social security 45 43.3


Total 104 100

39

40

Table 5.14

Transport Facility

Inference:

From the above table it shows that, respondents(10.6%) says that, they are

highly satisfied with transport facility, 31.7% of respondents says that they are

satisfied, 24.0% of respondents says that they are dissatisfied, 14.4% of respondents

says that, they are highly dissatisfied, 19.2% of respondents says that they are no

opinion.

Chart 5.14

S.No Transport facility No of respondents % of respondents

1

Highly satisfied 11 10.6

2

Satisfied 33 31.7

3 Dissatisfied 25 24.0

4 Highly dis satisfied 15 14.4

5

No opinion 20 19.2

Total 104 100

41

Table 5.15

Education Facilities

Inference:

From the above table it is found that 26.9% of respondents are satisfied with

library, computer train & daily news review and 25.0 % of respondents are satisfied

with free computer training.

S.No Education facilitiesNo of

Respondents% of

Respondents

1 Library 19 18.3

2 Free computer training 26 25.0

3 Reading room & daily news review 15 14.4

4 Library & free computer train 16 15.4

5Library, Computer train& daily news review

28 26.9

Total 104 100

42

Chart 5.15

43

Table 5.16

Supportive Activities Programs

Inference:

From the above table it shows that, most of the respondents (26.9%) says

that the personality development programs, 22.1% of respondents say that is safety and

environment classes, 20.1% of respondents say that product and process classes.

Chart 5.16

S. No Supportive Activities ProgramsNo of

respondents% of

respondents

1 Personality development programs 28 26.9

2 Social competency programs 16 15.4

3 Safety and environment classes 23 22.1

4 Product and process classes 21 20.2

5 Quality classes 16 15.4

Total 104 100.0

44

Table 5.17

Respondents bonus

Inference:

The above table shows that, most of the respondents (32.7%) have bonus 26.0%

0f the respondents have bonus and 24.0% of respondents have last year bonus.

Chart 5.17

S.NO Bonus No of respondents % of respondents

1 below 5000 18 17.3

2 5001 to 10000 25 24.0

3 10001 to 15000 27 26.0

4 15000 and above 34 32.7

Total 104 100

45

46

Table 5.18

Monetary BenefitsS.NO Monetary benefits No of respondents % of respondents

1Monetary reward for the continuous improvement

37 35.6

2 Monetary reward for problem solving 38 36.5

3 Others 29 27.9

Total 104 100.0

Inference:

The above table show that, most of the respondents says that monetary reward

for problem solving, 35.6% of the respondents says that it is monetary reward for the

continuous improvement and 27.9% of the respondents says that other monetary

benefit.

Chart 5.18

47

Table 5.19

Extra Curricular Activities

S.NO Extra curricular activitiesNo of

respondents% of

respondents

1 Sports 26 25.0

2 Company seminar 18 17.3

3

Sports & athletic 26 25.0

4

Sports & Company seminar 16 15.4

5

Sports, athletic, company seminar 18 17.3

Total 104 100

Inference:

From the above table it shows that, respondents is common in 25% says that

sports, sports & athletic, 17.3% of respondents says that they have company seminar,

sports & Athletic.

Chart 5.19

48

Table 5.20

Expected Rest Hour

Inference:

From the above table it is found that 80.8% of respondents are expecting 2hour once

and 19.2% respondents are expecting 4 hours once rest hour.

Chart 5.20

S.NO Rest hour No of respondents% of

respondents

12 hour once 84 80.8

2

4 hour once 20 19.2

Total 104 100

49

50

Table 5.21

Allotment of Various Shift System

Inference:

The above table explains that, most of the respondents (76%) says that they

comfortable in allotment of various shift system and 24% of respondents says that they

are comfortable in allotment of various shift system.

Chart 5.21

S.NOVarious shift

systemNo of respondents % of respondents

1 yes 79 76.0

2 No 25 24.0

Total 104 100

51

Table 5.22

Level of satisfaction working in night shift

52

Inference:

The above table shows that, most of the respondents 37.5 says that they are

dissatisfied while working in night shift and only 28.8% respondents are satisfied.

Chart 5.22

S.NOWorking in night

shiftNo. of respondents

% of respondents

1 Satisfied 30 28.8


3 Highly dissatisfied 14 13.5


Total 104 100

53

54

Table 5.23

Level of satisfaction with the Drinking Water

Inference:

From the table it infers that 40.4% of respondents are satisfied with the drinking water facility while 27.9% of the respondents have no opinion about the facility.

Chart 5.23

S.NO Drinking water No respondents% of

respondents

1 Highly satisfied 7 6.7

2 Satisfied 42 40.4


4 Highly dis Satisfied 3 2.9


Total 104 100

55

Table 5.24

Quality of Food

S.NO Quality of food No of respondents% of

respondents

1 Good 12 11.5

2 Normal 33 31.7

3 Poor 42 40.4

4 None 17 16.3

Total 104 100

Inference:

From the table it infers that 31.7% of the respondents are normal with the quality

of food while 40.4% of the respondents have poor about the quality of food.

Chart 5.24

56

Table 5.25

Cleanliness of canteen

S.NO Cleanliness of canteenNo of

respondents% of respondents


2 Satisfied 20 19.2

3

Dissatisfied 42 40.4

4 Highly Dissatisfied 16 15.4


Total 104 100

Inference:

From the table it infers that 19.2%of the respondents is satisfied with the

cleanliness of canteen facility while 58.5% of respondents have dissatisfied with the

canteen facility.

Table 5.25

57

Table 5.26

Price of canteen

S.NO No of respondents % of respondents


2 Satisfied 46 44.2




Total 104 100

Inference:

44.2% of the respondents is satisfied with the price of canteen.

Chart 5.26

58

Table 5.27

Availability of Adequate Space

Inference:

Most of the respondents dissatisfied with the availability of adequate space in

canteen.

Chart 5.27

S.NO Availability of adequate spaceNo of

respondents% of respondents


2 Satisfied 28 26.9



5No opinion 34 32.7

Total 104 100

59

Table 5.28

Labour Officer

Inference:

S.NO Labour OfficerNo of

respondents% of

respondents

1 Yes 67 64.4

2 No 37 35.6

Total 104 100

60

64.4% of the respondents is satisfied and 35.6% of the respondents is not

satisfied with the labour officer.

Chart 5.28

Table 5.29.1

TITLE: WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION

NO FACILITYNo. of

respondents1 Safety measures 152 Medical facility 13

3 Uniform facility 214 Transport facility 85 Education facility 126 Rest room 147 Drinking water 11

8 Canteen facility 10

61

Formula: X = WX/W

W = number of respondents

X = rating given by the respondent

Table 5.29.2

Inference:

From the above table most of the respondents are satisfied with welfare facilities

given by organization

Table 5.30.1

Title: WEIGHTED AVERAGE FOR RANK THE WELFARE FACILITIES PROVIDED IN THE ORGANIZATION IN CANTEEN FACILITY

H.S S D.S H.Dno. of

respondentsTotal

Cleanliness 3 20 42 16 23 104

Serving 7 39 26 9 23 104

RANK WEIGHT X1 WX1 RANK

1 8 15 120 2

2 7 13 91 4

3 6 21 126 1

4 5 8 40 8

5 4 12 48 5

6 3 14 42 3

7 2 11 22 6

8 1 10 10 7

TOTAL 104 499 4.79807

62

Hygienic 9 38 17 16 24 104

Price 24 46 20 2 12 104

Light 20 43 18 6 17 104

Availability of adequate

space3 28 21 18 34 104

Interpretation:

Weighted average for rank the canteen facilities provided in the organization.

Formula:

W1x1 X = ________ W

Where:

W- Total No. respondents

W1- NO of respondents

X1- rating given by the respondents

Table 5.30.2

X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 X6 WX6

1 5 3 15 7 35 9 45 24 120 20 100 3 15

2 4 20 80 39 156 38 152 46 184 43 172 28 112

3 3 42 126 26 78 17 51 20 60 18 54 21 63

63

4 2 16 32 9 18 16 32 2 4 6 12 18 20

5 1 23 23 23 23 24 24 12 12 17 17 34 43

Total 104 176 104 310 1104 304 104 380 104 355 104 244

W 2.653 2.9807 2.923 3.653 3.413 2.346

RANK V III IV I II VI

Inference:

From the above table most of the respondents are satisfied canteen price

provided organization.

ANALYSIS OF QUALIFICATION OF THE EMPLOYEE’S & DO YOU NEED A LABOUR OFFICER

USING CHI-SQUARE TEST

HO: There is no significant difference between Qualification for the Employee’s & need a Labuor Officer.

H1: There is significant difference between Qualification for the Employee’s & need a Labuor Officer.

OBSERVED FREQUENCY:

64

TABLE 5.31.1

Do you Need a Labour Officer

Total

Yes No

Qualification of the Employee

H.s.c 9 4 13

I.T.I 8 7 15

U.G 17 14 31

P.G 33 12 45

Total 67 37 104

EXPECTED FREQUENCY:TABLE 5.31.2

Do you Need a Labour Officer

Total

Yes No

Qualification of the Employee

H.s.c 8.4 4.6 13.0

I.T.I 9.7 5.3 15.0

U.G 20.0 11.0 31.0

P.G 29.0 16.0 45.0

Total 67.0 37.0 104.0

CHI-SQUARE TEST

FORMULA:

= ( 0-E)2 /E

O – observed value

E – Expected value

TABLE 5.31.3

65

Calculated value:3.78 Degree of freedom = (C-1) (R-1) = (4-1) (2-1)

= 3X1

= 3

Table value: 7.815

Ho accepted:

Since calculated value 3.78 for degree of freedom at 5 % level of significant is lesser

than the table value 7.815 there fore the hypothesis is accepted.

CHAPTER VI

FINDINGS OF THE STUDY

49% of the respondents are belonging to the age group of 35 & above.

97.1% of the respondents are female.

43.3% of the respondents are studied P.G.

39.4% of the respondents are having above 20 years of experience.

O E (0-E)2 (0-E)2/E

9 8.4 0.36 0.042

8 9.7 2.89 0.297

17 20.0 9 0.45

33 29.0 16 0.55

4 4.6 0.36 0.078

7 5.3 2.89 0.545

14 11.0 9 0.81812 16.0 16 1

TOTAL 3.78

66

53.8% of the respondents are unmarried.

most of the respondents are having 5000 and above of monthly salary.

All the respondents are permanent.

95.2% of respondents are satisfied the safety equipment facilities and 4.8% of respondents are not satisfied.

65.4% of workers are expecting family welfare facilities on insurance, EPF, Vehicle loans & education allowance.

26.9% of respondents are expecting medical facilities on first aid, ambulance & treatment charges.

46.2% of the respondents said that treatment provided in dispensary is normal.

Most of the respondents are satisfied with working environment condition.

43.3% of the respondents said that, it provides social security on wearing uniform system.

31.7% of the respondents said that , they are satisfied of their transport facility.

26.9% of the respondents are expecting education facilities on library, computer train & daily news review.

26.9% of the respondents are satisfied with the supportive activities on personality development programs.

most of the respondents are having 5000 and above bonus.

36.5% of the respondents are satisfied with monetary reward for problem solving.

85.6% of respondents are satisfied with the extra curricular activities 15.4% of respondents are not satisfied.

Most of the respondents are satisfied with the rest hour.

76% of the respondents are comfortable in allotment of various shift system.

37.5% of the respondents says that, they are dissatisfied working in night shift.

40.4% of the respondents says that , they are satisfied drinking water.

Most of the respondents are not satisfied with the quality of food.

40.4% of the respondents are not satisfied with the canteen cleanliness.

44.2% of the respondents is satisfied with the canteen price.

32.7% of the respondents are no opinion of availability of adequate space in canteen.

64.4% of the respondents are satisfied with labour officer.

CHAPTER VI

SUGGESTIONS AND RECOMMENDATIONS

The researcher listed out the following suggestion after analyzing the main

findings of this research study.

67

The employee’s felt that the transport facility is inadequate. The company can

arrange additional transport facility so that the employee’s will be able to come

to the company without much strain.

The manager can adopt various motivation technique to motivate the

employee’s working in night shift.

Regarding canteen facility better quality of food, and adequate space, should be

provided by the management. the canteen cleanliness must be maintained

properly.

CHAPTER VII

CONCLUSION

This study was carried out by us to determine the level of employee welfare

practices in RANE BRAKE LININGS LIMITED, PUDUCHERRY.

68

The objective of this study is achieved in findings the satisfactory level and

workers opinion towards the management attitude.

From the critical analysis it was found that the employee’s were dissatisfied

with transport facility, working in night shift and canteen facilities. The employee’s

were satisfied work with the safety measures adopted during work facilities regarding

uniform drinking water and health care provided by the organization was satisfactory.

CHAPTER VIII

LIMITATIONS OF THE STUDY

The respondents had the fear that the questionnaire may be shown to the

management.

69

The data obtained is qualitative but not quantitative and it is subjected to human

error.

Due to time limit the study is restricted to 30 days only.

Few employees refused to answer the question.

CHAPTER VIII

SCOPE FOR FURTHER STUDY

The study has been conducted with a view to bring out simple measuring tool

for understanding the effectiveness of welfare measures facilities and

satisfaction level of employees regarding the facilities.

70

This study will be helpful to the human resource department for the

organization growth.

The project throws light on the need for welfare measures among the employees

in the organization.

This can be referred as a base for future oriented projects.

QUESTIONNAIRE

A STUDY ON EMPLOYEE’S WELFARE MEASURES WITHSPECIAL REFFRENCE TO “RANE BRAKE LININGS LIMITED”,

PUDUCHERRY.

PERSONAL DATA: 1) Worker’s name : ________________________

71

2) Age : below 25 26-30 31-35 35& above

3) Sex : Male Female

4) Qualification : H.s.c Diploma I.T.I U.G P.G

5) Experience : below 5yrs 6-10 yrs 11-20 yrs above20 yrs

6) Marital status : Married Unmarried

7) Monthly income : below 5000 5001 to 10000 10001 to 15000

15001 to 20000 20001 and above

8)What sort of worker you are : Temporary Permanent

SAFTEY MEASURES:

9) What are the safety equipment given by the organization?

[a] Cap [b] Helmet [c] Over coat [d] Shoes [e] Gloves [f] Eye glass

10) What are the family welfare facilities provided by the organization?

[a] Education allowance [b] Family group Insurance [c] EPF

[d] Holiday compensation [e] Vehicle loans [f] Housing loan

MEDICAL FACILITY:

11) What kind of medical facilities do you are expect?

[a] First aid [b] Ambulance [c] Treatment charges [d] Other specify 12) How do you feel about treatment?

[a] Good [b] Normal [c] Poor [d] No opinion

WORKING ENVIRONMENT:

72

13) What type of environment condition you prefer for better performance [a] Pleasant environment [b] proper ventilation [c] Fresh air

[d] Guidance from superiors [e] All

UNIFORM FACILITIES:

14) What type of feeling do you have on wearing uniform

[a] No difference is identified [b] Maintain equality among all [c] Provide social security [d] No opinion

TRANSPORT FACILITIES:

15) Are you satisfied with the transport facilities provided by the organization

Highly satisfied

Satisfied Dissatisfied Highly satisfied No opinion

EDUCATION FACILITY:

16) Education facilities given by the organization

[a] Library [b] Free computer training [c] Reading room [d] Daily news review

EMPLOYEE IMPROVEMENT

17) What are the supportive activities / enhancement programs conducted by management in this liberalized economic period to the employee

[a] Personality development programs [b] Social competency programs [c] Safety and environment classes [d] Product and process classes [e] Quality classes

18) What is your bonus amount on last year?

73

[a] below 5000 [b] 5001 to 10000 [c] 10001 to 15000 [d] 15000 and above 19) Is there any other monetary benefits from the organization

[a] Monetary reward for the continuous improvement [b] Monetary reward for problem solving [c] Others

20) Extra curricular activities by the organization

[a] Sports [b] Athletic [c] Company seminar [d] No opinion

WORKING HOURS & SHIFT SYSTEM :

21) Your expected rest hour in the organization

[a] 2 hour once [b] 4 hour once [c] 6 hour once

22) Are you comfortable with shift system ?

[a] Yes [b] No

23) What level of satisfaction do you have working in night shift

DRINKING WATER:

24) Are you satisfied with the drinking water facilities provided by the organization

Highly satisfied

Satisfied Dissatisfied Highly dis satisfied

No opinion

CANTEEN FACILITY :


No opinion

74

25) What is your opinion on quality of food?

[a] Good [b] normal [c] poor [d] none

26) Are you satisfied with the canteen facility

Highly satisfied


No opinion

Cleanliness

Serving

Hygienic

Price

Light

Availability of adequate space

LABOUR OFFICER

27) Do you need a labour officer?

[a]Yes [b] No

EMPLOYEE WELFARE FACILITY PROVIDED BY

“RANE BRAKE LININGS LIMITED”

28) Rank the welfare facilities provided in the organization

NO FACILITY RANK

1 Safety measures

2 Medical facility

75

3 Uniform facility

4 Transport facility

5 Education facility

6 Rest room

7 Drinking water

8 Canteen facility

29) Do you suggest any new welfare facilities required to the employee’s ,

Please mention ___________________

2. BIBLIOGRAPHY

Books:

1. C.R. Kothari - Research Methodology – New age international (p) Ltd.,

2nd edition, 1985.

76

2. S.P Gupta - statistical method – Sultan chant & Sons Publishers, New

Delhi, thirty fourth editions, 2005

3. Aswathapa - Human resource and personnel management. Tata mc

graw -hill publishing-New Delhi second reprint 2002

4. R.C.Saxena - Labor problems and social welfare K.Nath&co.meeract-2

5 . Web site - www.rane.co.in

www.childcareaction.org

http://www.childcareaction.org/

Documents

Employee Welfare Activity