Employee Welfare Final Project Report r

EMPLOYEE WELFARE

EMPLOYEE WELFARE

INTRODUCTION

Employee Welfare is an important facet of industrial relations, the extra dimension,

giving satisfaction to the worker in a way which evens a good wage cannot. With the growth

of industrialization and mechanization, it has acquired added importance. The workers in

industry cannot cope with the pace of modern life with minimum sustenance amenities. He

needs an added stimulus to keep body and soul together. Employers have also realized the

importance of their role in providing these extra amenities. And yet, they are not always able

to fulfill workers demands however reasonable they might be. They are primarily concerned

with the viability of the enterprise. Employee welfare, though it has been proved to contribute

to efficiency in production, is expensive. Each employer depending on his priorities gives

varying degrees of importance to labour welfare.

It is because the government is not sure that all employers are progressive minded and

will provide basic welfare measures that it introduces statutory legislation from time to time

to bring about some measures of uniformity in the basic amenities available to industrial

workers.

After employees have been hired, trained and remunerated, they need to be retained

and maintained to serve the organization better. Welfare facilities are designed to take care of

the wellbeing of the employees, they do not generally result in any monetary benefit to the

employees. No rare these facilities provided by employers alone. Governmental and non-

governmental agencies and trade unions too, contribute towards employee welfare.

Employee welfare is a comprehensive term including various services, benefits and

facilities offered to employees by the employer. Through such generous fringe benefits the

employer makes the life worth living for employees. The welfare amenities are extended in

addition to normal wages and other economic rewards available to employees as per the legal

provisions. Welfare measures may also be provided by the government, trade unions and

non-government agencies in addition to the employer. The basic purpose of employee

welfare is to enrich the life of the employees and keep them happy and contended.

Employee welfare today has become a very controversial topic. It covers a very broad

field. To being with, let us briefly discuss the main concepts or, rather, the general, meaning

full ideas which have been evolved about it so far.

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EMPLOYEE WELFARE

The term welfare suggest many ideas, meanings and connotations, such as the state of

well-belling, health, happiness, prosperity and the development of human resources. The

concept of welfare can be approached from various angles. Welfare has been described as a

total concept. It is a desirable state of existence involving for certain components of welfare,

such a health, food, clothing, and housing, medical assistance, insurance, education,

recreation. Job security, and so on.

The word employee means any productivity activity. In a broader sense, therefore, the

phrase employee welfare means the adoption of measures to promote the physical, social,

psychological and general well being of the working population. Welfare work in any

industry aims, or should aim, at improving the working and living conditions of workers and

their families.

The concept of employee welfare originates in the desire for a humanitarian approach

to the sufferings of the working class. Later, it becomes a utilitarian philosophy which

worked as a motivating force for labor and for those who were interested in it.

Employee welfare has been defined in various ways, though unfortunately no single

definition has found universal acceptance.

“Efforts to make life worth living for worker”

“The oxford dictionary”

Concept of Employee welfare

The concept of labour welfare is flexible and elastic and differs widely with time,

region, industry, social values and customs, degree of industrialization, the general

socioeconomic development of the people and the political ideologies prevailing at a

particular time . It is also molded according to the age-groups, socio-cultural background,

marital and economic status and educational level of the workers in various industries In its

broad connotation, the term welfare refers to a state of living of an individual or group in a

desirable relationship with total environment – ecological, economic, and social.

Conceptually as well as operationally, labour welfare is a part of social welfare which, in

turn, is closely linked to the concept and the role of the State which is applicable in the plant.

The concept of social welfare, in its narrow contours, has been equated with economic

welfare. As these goals are not always be realized by individuals through their efforts alone,

the government came into the picture and gradually began to take over the responsibility for

the free and full development of human personality of its population. Labour welfare is an



EMPLOYEE WELFARE

extension of the term Welfare and its application to labour. During the industrialization

process, the stress on labour productivity increased; and brought about changes in the

thinking on labour welfare.

In its broad connotation, the term welfare refers to a state of living of an individual or

group in desirable relationship with total environment – ecological, economic, and social.

Concept dually as well as operationally, labour welfare is a part of social welfare which, in

turn, is closely linked to the concept and the role of the State. The concept of social welfare,

in its narrow contours, has been equated with economic welfare. Pigou defined it as “that part

of general welfare which can be brought directly or indirectly into relations with the

measuring rod of money” (Pigou, 1962). According to Willensky and Labeaux, social welfare

alludes to “those formally organized and socially sponsored institutions, agencies and

programmes which function to maintain or improve the economic conditions, health or

interpersonal competence of some parts or all of a population” (Willensky and Labeaux,

1918). As these goals may not always be realized by individuals through their efforts alone,

the government came into the picture and gradually began to take over the responsibility for

the free and full development of human personality of its population. Labour welfare is an

extension of the term Welfare and its application to labour. During the industrialization

process, the stress on labour productivity increased; and brought about changes in the

thinking on labour welfare. An early study under the UN observed as follows “in our opinion

most underdeveloped countries are in the situation that investment in people is likely to prove

as productive, in the purely material sense, as any investment in material resources and in

many cases, investment in people would lead to a greater increase of the flow of goods and

services than would follow upon any comparable investment in material capital”. The theory

that welfare expenditure, especially expenditure on health and education, is productive

investment has led to the view that workers could work more productively if they were given

a fair deal both at the work place and in the community. The concept of labour welfare has

received inspiration from the concepts of democracy and welfare state. Democracy does not

simply denote a form of government; it is rather a way of life based on certain values such as

equal rights and privileges for all. The operation of welfare services, in actual practice, brings

to bear on it different reflections representing the broad cultural and social conditions. In

short, labour welfare is the voluntary efforts of the employers to establish, within the existing

industrial system, working and sometimes living and cultural conditions of the employees



EMPLOYEE WELFARE

beyond what is required by law, the custom of the industry and the conditions of the market

The constituents of labour welfare included working hours, working conditions, safety,

industrial health insurance, workmen’s compensation, provident funds, gratuity, pensions,

protection against indebtedness, industrial housing, restrooms, canteens, crèches, wash

places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms,

workers’ education, co-operative stores, excursions, playgrounds, and scholarships and other

help for education of employees’ children.



EMPLOYEE WELFARE

INDUSTRY PROFILE

AMARA RAJA GROUPS

Amara Raja Group

Amara Raja Group founded by Mr. Ramachandra N Galla, with a vision to offer

Quality products/solutions to the Power Sector by installing manufacturing facilities in Rural

India.

Amara Raja Batteries Ltd

Amara Raja batteries Ltd (ARBL) is the flagship company of the group and has a

Joint Venture with Johnson Controls Inc (USA), UAS 35 billion Fortune 500 Organization.

ARBL is a dominant player in the Indian Ocean Rim market under the renowned “Amaron”

Brand, also offering products in the Industrial segment.

Amara Raja Electronic Ltd

Amara Raja Electronics Ltd (AREL) is located at Diguvamagham near Chittoor, in

Andhra Pradesh. India. AREL manufactures Battery Chargers, Digital Inverters and Trickle

charges and also provides solutions to the parent company by offering its services for

assembly and testing.

Amara Raja Power Systems Ltd

Amara Raja Power Systems (ARPSL), first company to be established in the group offers

the following.

Design and development of Power Electronic products

Power electronics Systems Integration and testing

Magnetic Manufacturing



EMPLOYEE WELFARE

Mangal Precision Products Ltd

Mangal Precision Products (MPPL) is situated at Petamitta in Chittoor district in

Andhra Pradesh. India. MPPL manufactures the following products:

Fabrication of advanced sheet metal products and fasteners, plastic component and

compounds with Technological support - Nedschroef, Belgium

MISSION AND HISTORY

Mission, mantra, way of thinking, philosophy, what we live for… call it what you

want, you’ll find it below. Introduce yourself to the way we think.

"To transform our spheres of influence and to improve the quality of life by building

institutions that provide better access to better opportunities, goods and services to more

people…all the time."

Introduce latest generation technologies

Adapt these technologies to suit the operating environment

Develop and manufacture globally competitive, customer-focused products of world-class

quality

Responsibly introduce these products into relevant markets

Provide world-class customer support

Achievements and credentials



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Best Telecom equipment Manufacturer Award 2009 by BSNL

Quality Excellence Award for the year 2009 by INDUS Towers

Amaron® is the preferred supplier to Daimler Chrysler, Ford and General Motors

Automotive Product of the year 2000 by Overdrive

Excellence in Environmental Management in 2002 by AP Pollution Control Board

Creative Advertiser of the year '02 by ABBY

Ford "World Excellence Award"

Ford Q1 Award

ISO-9001 in 1997…RWTUV

QS 9000 in 1999…RWTUV

ISO/TS 16949 in 2004…RWTUV

Quality benchmarks

Best Business Practices as per JCI

ISO 14001 in 2002…RWTUV

Part of the world's largest battery manufacturing alliance - Johnson Controls Inc., USA

Largest manufacturer of standby VRLA batteries in South Asia

MANAGEMENTS

RAMACHANDRA N GALLA

Chairman

Amara Raja Batteries Ltd.

Dr. Dr. Ramachandra N. Galla is the Patriarch of an illustrious business family of

Andhra Pradesh, Gallas, who have established a name for themselves by successfully setting

up Amara Raja Batteries. Born in 1938, Dr. Ramachandra Galla is an Electrical Engineer

from S.V. University, Tirupati and has to his credit Masters degrees in Applied Electronics,

Roorkee, India and Systems Sciences, Michigan State University, USA.

Dr. Galla started his career as an Electrical Engineer in US Steel Corporation, USA

moved on to Sargent and Lundy, USA as a Consulting Engineer for the Designing of Nuclear

and Coal Fired Power Plant. He initiated various projects in these corporations and mastered



EMPLOYEE WELFARE

the ropes of this competitive business in a very short time. However, he soon discovered that

his natural inclination was serving his country and as a logical sequel he gravitated towards

Chittoor his native place in India. Dr. Galla laid the foundation of Amara Raja batteries in

1985 in Chittoor.

In his capacity as the Chairman, Dr. Ramachandra Galla has promoted and established

the following companies from the conceptual stage which are now well established and profit

making:

Amara Raja Batteries Ltd

Amara Raja Power System Ltd

Mangal Precisions Products Ltd

Amara Raja Electronics Ltd

Galla Foods Ltd

Amara Raja Infra (P) Ltd

Amaron Batteries (P) Ltd

Amara Raja Industrial Services (P) Ltd

Dr Galla’s fines hour as a business man came in 1998 when he was presented “BEST

ENTERPRENEUR OF THE YEAR 1998” – by Hyderabad Management Association,

Hyderabad. He has been bestowed with honorary doctorate degrees from Jawaharlal Nehru

Technical University in 2008 at Hyderabad and Sri Venkateswara University in 2007 at

Tirupati. He has also been conferred with “THE SPIRIT OF EXCELLENCE” award by

Academy of Fine Arts, Tirupati, and various other prestigious awards.

Corporate social responsibility

We believe in taking responsibility for whatever we do; within and without the

company. It’s what responsible leaders are expected to do. Our vision is to create

communities that are economically and socially vibrant enough to stimulate growth and self-

reliance; within and without the company

In keeping with this commitment, we’ve committed ourselves to social activities in

the following four areas:



EMPLOYEE WELFARE

>Education

>Infrastructure

>Village Development

>Environment

Education

To ensure our people have a better quality of life we provide primary schooling

facilities for the children of our employees. We also provide our employees with facilities in

the form of free memberships to education enhancement trusts and organizations like the

library for employees on site, the Rajanna Trust for intellectual enhancement, the Krishna

Deva Raya Trust and Cultural Association, Vinayashramam, Thapovanam and the Rashtriya

Seva Samithi.

Infrastructure

Some of the infrastructure requirements for daily living that we take responsibility for

include a bank for employees and the public, residential complexes for employees, medical

and other facilities like a post office, subsidized transportation and recreational clubs for

everyone who works with us.

COMPANY PROFILE

GALLA FOODS



EMPLOYEE WELFARE

Galla Foods is part of the USD207 million Amara Raja Group, makers of

internationally acclaimed Amaron Batteries.

Situated at Chittoor in Andhra Pradesh, the mango belt in India, Galla Foods (GFPL),

is a 100% Export Oriented Unit (EOU) processing Tropical Fruit Purees, Concentrates and

fresh fruits.

Galla Foods was started keeping in mind the local farming community wealth. The

farming community is an integral part and forms the backbone of the organization. In its

effort to be a forerunner in the chosen areas of business in terms of best practices in quality

and technology, GFPL plans to benefit farmers, the industry and the nation in a phased

manner.

Galla Foods believes in empowering farmers by providing technical assistance from

research institutes in the food industry to support the farmers in achieving better quality and

higher yields by developing the gardening and harvesting techniques. Further to educating

farmers with latest horticultural techniques, Galla Foods is encouraging farmers to mobilize

the fruits directly to the factory, thereby minimizing the fruit handling damages and high

value realizations.

The first phase has been completed, by setting up of state-of-the-art fruit processing

plant to produce natural tropical fruit puree and concentrates.

MANAGING DIRECTOR

Jayadev Galla (Jay) is the Managing Director of Amara Raja Batteries Limited

(ARBL), a leading manufacturer of Advanced Lead Acid batteries for Industrial and

Automotive applications. ARBL is a joint venture between Amara Raja group and US based

Johnson Controls Inc. (JCI). JCI is a USD 35 billion conglomerate and the global leader in

building efficiency, automotive interior experience and automotive power solutions. The

company owns the brand name “Amaron” which is the second largest selling automotive

battery brand in India today. ARBL is a widely held public limited company listed on the

National Stock Exchange of India Limited and the Bombay Stock Exchange Limited. The

gross revenue for the year ending 31 March 2009 is more than USD 300 mn.

Achievements

Spearheading ARBL’s automotive batteries (Amaron) venture

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EMPLOYEE WELFARE

Striking a partnership with JCI, U.S.A. for the automotive battery business

Winning the prestigious Ford World Excellence Award in 2004 achieved by meeting global

delivery standards. ARBL is the 3rd supplier from India to be given this award.

Posts and Responsibilities

Confederation of Indian Industry

Young Indians National Branding Chair

Young Indian’s National Immediate Past Chairman

Young Indians Immediate Past Chairman - District Chapter Initiatives

Amara Raja Group of Companies

Managing Director, Galla Foods Limited,

Director, Amara Raja Power Systems Ltd.

Director, Amara Raja Electronics Ltd.

Director, Mangal Precision Products Ltd.

Director, Amara Infra Pvt. Ltd.

Director, Amaron Batteries Pvt. Ltd.

Director, Amara Raja Industrial Services Pvt. Ltd.

Permanent Trustee of the Rajanna Trust

The Trust was established in 1999 and is dedicated to rural development and to

improve the economic conditions of the farmers in Chittoor District, Andhra Pradesh. Among

other things, Rajanna Trust has executed micro irrigation projects valued to a tune of 1

million US dollars which has benefited over 2000 agricultural families

FACILITY

Galla Foods processing facility is located in Chittoor, spread over an area of 150

acres. This place has been earmarked to host a Integrated Food Complex of International

standards. The facility currently has a tropical fruit Puree / Concentrate processing plant and

the pack house for preparing the Fresh Fruits and Vegetables

CUTTING EDGE TECHNOLOGY



EMPLOYEE WELFARE

Galla Foods plant is equipped with state-of-the-art fruit puree processing aseptic

filling line of SIG- Manzini, Italy to produce natural fruit pulps and concentrates. The plant

has one of the India's single largest fruit processing line -10 TPH ripen fruit processing with

Aseptic Packaging.

Valuable Industrial Expertise

Galla Foods is backed with strong support and service from its team of highly

qualified technical personnel and domain experts with perceptive knowledge and skill.

Powered by priceless hands-on experience these professionals are upgrading themselves

continuously to identify and introduce improved and innovative product offerings that would

delight customers worldwide and comply with the leading global quality standards.

Puree and Concentrate Facility

The fruit processing aseptic line is from SIG-Manzini of Italy. The line has a capacity

to process 10 metric ton per hour ripened fruits. the processing line is fully integrated and

controlled by PLC.

Pack House

Galla Foods has a set up a Fresh fruit and Vegetable processing facility from Greefa,

Spain. Fresh fruits including mangoes, bananas are processed along with tropical vegetables

like Okra, Egg plant, Lemon, Bitter gourd etc. The facility also holds ripening chambers, pre

cooling chambers and cold storage to handle fresh fruits and vegetables

Vapor Heat Treatment (VHT)

To enable Fresh Mango exports to countries like Japan and Korea, Galla Foods has

commissioned the VHT facility. This ensures irradiation of the fruit flies in the fresh fruit.

Galla foods are the first private organization to set up this facility in the country.

CERTIFICATIONS

INTERNATIONAL QUALITY STANDARDS

GFL’s quality and business objectives are designed to challenge the organization

through continual improvement and zeal of results.

At GFL’s quality determines not only the end product but processes and operations at

all levels. The company’s laboratory is equipped with the latest testing facilities to perform

all necessary tests. Frequent and stringent quality checks are carried out for Physical,

Chemical, Organoleptic and Microbial parameters and immediate corrective measures are



EMPLOYEE WELFARE

carried out on detection of variance in parameters, assuring a high quality end product. As a

mandatory procedure, all finished products are analyzed with extreme care before clearance

by GFL’s quality assurance staff.

Our certifications include

1. HACCP (Food Safety Certification) by TUV, Germany

2. ISO 9001:2000 (Quality Management System) by TUV, Germany

3. KOSHER by Star-K, USA

4. Sure Global Fair (SGF)

5. Halal Certification

PRODUCT PROFILE

Puree / Pulp



EMPLOYEE WELFARE

Galla Foods offers finest tropical fruit purees including Mango puree, Guava puree,

Papaya puree, Tomato puree etc. Fruits are carefully graded, sorted and are directly sourced

from the farmers to a large percentage. We ensure direct interaction with the farmers and

share knowledge on pre and post harvesting practices, resulting in better quality, better yield

and highest satisfaction.

Mango Puree

Alphonso Mango

Totapuri Mango

Guava Puree

White Guava

Pink Guava

Papaya Puree

Yellow Papaya

Red Papaya

Tomato Puree

Tomato

Banana Puree

Acidified Banana Pure

CONCENTRATES

Galla Foods offers finest tropical fruit concentrates including Mango concentrates,

Guava concentrates, Papaya concentrates etc. Fruits are carefully graded, sorted and are


http://www.gallafoods.com/puree-mango-alphonso.htm

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EMPLOYEE WELFARE

directly sourced from the farmers to a large percentage. We ensure direct interaction with the

farmers and share knowledge on pre and post harvesting practices, resulting in better quality,

better yield and highest satisfaction.

Mango Concentrates

Totapuri Mango

Neelam Mango

Guava Concentrates

White Guava

Pink Guava

Papaya Concentrates

Yellow Papaya

Red Papaya

BEVERAGES FRUIT DRINKS

Galla Thick Mango Magic



EMPLOYEE WELFARE

Experience true magic rush in your mouth with the inimitable blend of Galla thick mango

with apple or orange. Add to this the multiple benefits of the exotic fruits…

Fruit Nectars

Galla Thick Mango

Galla Thick Mango – the thickest, juiciest mangoes, bottled just for you ! Made from the

fattest and juiciest mangoes; Galla Thick Mango is a delicious treat for your…

Galla Thick Mango Cocktail

Pure, true and unmatched… Galla thick mango cocktail is sumptuous blend of exotic fruits

with the quintessential king of fruits…

Classical Mango and Apple-Litchi

Galla Foods has entered the popular fruit drinks segment with the launch of Galla Fruit

Drinks in two flavors – Classical Mango and an exotic blend of Apple-Litchi...

Fresh Fruits


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EMPLOYEE WELFARE

Tropical Fresh Fruits processing at Integrated Pack House Facility

Galla Foods has a set up a fresh fruit and Vegetable processing Pack House in addition to the

state of the art Fruit Puree and concentrate processing. Fresh fruits including Mangoes,

Bananas are processed along with tropical vegetables like Okra, Egg plant, Lemon, Bitter

gourd etc. The facility also holds ripening chambers, pre cooling chambers and cold storage

to handle fresh fruits and vegetables.

Mangoes: Located in Mango belt of India, Galla Foods has access to variety of fresh

Mangoes like Alphonso, Banganapalli, Neelam, Rumani etc. The fresh mangoes are

handpicked, processed in the pack house as per international standards for Domestic and

Global markets.

Bananas: The pack house handles variety of bananas which undergo Controlled Artificial

Ripening resulting in uniform ripening with fine texture.

Others: The facility also can process fresh fruits like Papaya, Pineapple, Guava,

Pomegranates etc based on the need and availability.

Fresh Vegetables

Tropical Fresh Vegetables processing at Integrated Pack House Facility

Galla Foods has a set up a Fresh fruit and Vegetable processing Pack House in

addition to the state of the art Fruit Puree and Concentrate processing.

FRESHVEGETABLES

Farms around the facility grow tropical vegetables like Okra, Egg plant, Cluster

beans, Ridge Gourd, Bitter Gourd and leafy vegetables. Galla Foods has entered into

contract farming with the farmers to ensure quality produce. Galla Foods also enriches



EMPLOYEE WELFARE

the farming community by sharing with farmers Pre and Post Harvesting techniques.

ENVIRONMENT

WATER MANAGEMENT

Water is an essential and precious natural resource. It is a nature’s gift. Without water

there is no life on the earth. It is as important to the fruit processing industry as to the living

being. But, water is becoming scarce year by year due to increase n its consumption in

industries and agriculture sectors and indiscriminate use /wastage by human beings,

therefore, it needs a integrated and scientific approach for its management to use it so that

undesirable wastage is avoided which helps us to save water for right utilization .

Keeping the importance of water in mind, we take care at every stage of use of water

to the best effect in our factory.

Our main source of water is bore wells. The water is potable. Water from all bore

wells is collected in a sump. From there it is pumped to over head tank to supply to various

locations of use. To manage appropriately and conserve the water, we are taking following

steps at various locations of its use:

Fruit washing: the water is re-circulated after filtration up to it becomes dirty. This water

is chl0rinated to control the contamination by continuous dosing of chlorine in the washing

tub.

Steam generation

Water for boiler feeding is treated in water softener to reduce the hardness. The steam

condensate of evaporator is recycled to boiler to save water and energy as condensate will

have high temperature.

1. Steam condensate from other heating equipments and Vapour condensate from pulp

concentration is collected in a tank to use in crate and floor cleaning.

2. Floor and equipments are cleaned by compressed water jet to conserve the water.

3. Treated effluent is used for civil construction and gardening.

4. Flow meters are installed at location of major use to have control over water

utilization.



EMPLOYEE WELFARE

5. UV sterilizer is installed on main line of water, which feed to processing to sanitize

the water.

6. The water to be used for blending in product is treated in r o plant.

7. Drinking water is passed through zero-b filter.

WASTE MANAGEMENT

Effluent treatment.

Effluent from all locations of water use is collected through inter connected drains in

ET plant. It is aerated here and transferred to settlement tank for sedimentation of solid

particles. The treated effluent is sent to oxidation pond. From pond, water is used for

gardening and civil construction.

The sludge is transferred to drying bed. The dried sludge is used as manure in our

garden.

The main feature of our company is that no effluent treated or untreated is released in public

drains and therefore, does not pose any danger to surrounding environment and public.

Solid waste management

The solid waste consists of followings

Seeds of fruits

Stem ends and skin/peel of fruits and vegetables

Pomace-consists of fibers and embedded pulp.

Spoiled fruits and vegetables

The seeds and peels of good fruits are passed second time through a pulper to remove the

remaining pulpy portion. The pulp extracted so and Pomace are mixed and given an

enzymatic treatment and centrifuge to remove the extraneous materials so that pulp can be

used for making concentrate. This helps in improving the recovery out of fruits.

Then, seeds and peels are dried in sun to be used as cattle feeds and fuel in small-scale

industries.



EMPLOYEE WELFARE

Spoiled fruits and damaged portion of peels are used for manuring by vermiculture

and composting in pits.

The manure is used for gardening and helps to maintain good environment in and

around our working area.

To maintain good environment, we are planting lot of trees in our premises, which are

nourished by in-house made manure and treated effluent.

Fruit washing: the water is re-circulated after filtrations up to it becomes

GROUP COMPANIES



EMPLOYEE WELFARE

A group is known by the companies it keeps

Galla Foods:

Inaugurated on 4th May, 2005 at Chittoor, in AP

Investment of US$ 4.6 million

100% Export Oriented Unit

Amara Raja Electronics Ltd:

PCB Assembly (Through hole and SMT)

Located at Diguvamagham near Chittoor, in AP

Electronic products Assembly and Testing

Currently manufacturing Battery chargers, Digital inverters and

trickle chargers

Amara Raja Power Systems Limited:

Design and development of Power Electronic products

Power electronics Systems Integration and testing

Magnetics Manufacturing

Mangal Precision Products Limited:

Situated at Petamitta in Chittoor district in AP

Fabrication of advanced sheet metal products and fasteners, plastic

component and compounds

Technological support - Nedschroef, Belgium

NEED OF THE STUDY

1. It is essential to know about the welfare conditions of employees.



EMPLOYEE WELFARE

2. It is necessary to know the satisfaction level of works in the organization and also their

Perception regarding their future and other benefits given by the organization

3. There is a need to know whether the employees are expecting any improved level of

Welfare facilities from the company

4. The result of this study will be move helpful to the organization to recognize existing

Conditions and welfare facilities in the organization.

SCOPE OF THE STUDY



EMPLOYEE WELFARE

The study covers 100 respondents of workers. The study of Employee welfare covers

weather the company providing welfare schemes to the workers, the hygienic is maintained

by the company and weather the company maintaining the safety precautions or not. The

focus of the study is confined to one organization GALLA FOODS LIMITED. It help to

understand the workers atmosphere at the work place and helps the company to check if the

existing schemes are providing good facilities to workers or not.

Employee welfare is by its very nature must necessarily be elastic, bearing a

somewhat interpretation in their company according to the different social customers, the

degree of industrialization and the education development of the workers. The management

has to be elastic prerequisites of the life, and the minimum basic amenities.

It may include not only minimum basic standard of hygienic and safety but also laid

down in general labour legislation

OBJECTIVES OF THE STUDY



EMPLOYEE WELFARE

PRIMARY OBJECTIVE

1. To know about the Employee welfare measures being implemented in GALLA

FOODS LIMITED.

SECONDARY OBJECTIVE

1. To know about the awareness of statutory welfare measures in company.

2. To know about the workers expectations on welfare measures.

3. To know about the satisfaction level of workers on welfare measures.

REVIEW OF LITERATURE



EMPLOYEE WELFARE

Definition of Employee Welfare

Labor welfare has been defined in various ways, though unfortunately no single

definition has found universal acceptance.

“Efforts to make life worth living for worker”

“The oxford dictionary”

“The voluntary effort of the employers to establish, within the existing industrial

system, working and sometimes living and cultural conditions of the employees beyond what

is required by law, the customs of the industry and the conditions of the market”

“According to Encyclopedia of social sciences”

Some of the social scientists have noted that the problems of our contemporary

civilization are most marked in highly industrialized societies. It influences on the humans

social and psychological distress’s to avoid the distress. Some of the framers introduced the

welfare programmers and the activities must be necessary to human to make him happy. This

welfare approach has become necessary because of the social problems that have emerged as

a result of industrialization in capitalistic settings. After the abolition of slavery in 1833 the

British colonies started importing Indian labor. Labor welfare activity was largely controlled

by legislation, the earliest act being the apprentices Act of 1850, the next act was fatal

accidents act of 1853, provide compensation to the workmen families who lost their lives as a

result of any actionable wrong. And the merchant shipping act 1859 providing health,

accommodation and protection to the employment of the seamen. To improving the working

conditions of the labor they enact the workmen’s breach of contract act, 1859 and the

employers’ and workmen’s (disputes) act 1868. The first Indian factories act was set up in

1881, which mark the beginning of a series of labor laws which brought about the

improvement in the working conditions of the workers who works in the Bombay textile

mills. The recommendations of the international labor conference in 1890, held in Berlin,

exercise a considerable influence on labor legislation in India. Under pressure from labor, the

Bombay textile mill owners decided to declare Sunday a day of rest. To make development

and implement the mentioned below, the government of India, on the advice of a special

commission, passed the Indian factories act of 1891, which was a being advance over the act

of 1891. Its main provisions were:

1) It applied to all factories employing 50 persons or more. It could he extended to

factories employing 20 persons.



EMPLOYEE WELFARE

2) A mid –day break of half an hour was made compulsory.

3) A weekly off –day was prescribed.

4) Women were allowed to work for maximum of 11 hours with a break of 1 ½

hours.

5) The lower and higher age limit of children employed in factories was respectively

raised to 9 and 14. They were allowed to work only in the day –time and for not more the 7

hours a day.

6) Local governments were empowered to make rules regarding sanitation and other

amenities for workers

7) Provision was made for inspection and penalties for breach of any provision of

factory act.

At the time first world war, in1919 International Labour Organization (ILO) was set

up. In the year of 1934 the Royal Commission gave priority to the labors safety, health and

ventilation.

At the time of Second World War in 1939 the total number of workers in India in

1,75,000 members. The government actively promoted welfare activities like providing the

minimum wages, crèches, ambulance rooms, canteens etc., started making their appearance

on the industrial sense.

After independence the factories act 1947 replaced all the provisions which are

i)provisions regarding safety-guarding of machines, ii) drinking water, iii) provisions

regarding health and cleanliness, iv) washing and latrine facilities, v) lunch rooms and rest

rooms, vi) sitting arrangements vii) first aid and dispensary facilities in all factories

employing more than 500 workmen, viii) crèches where more than 50 more women are

employed, ix) welfare officer where more than 500 workmen are employed, x) provision of

spittoons, xi) holidays with wages at the rate of one day for every 20 days worked, xii)weekly

hours – 48 for adults and 27 for younger persons, xiii) regulations regarding young persons,

xiv) rate of payment for overtime work, xv) rest for half an hour maximum of 5 hours of

work, xvi) number of hours work and xvii) weekly holidays.

In our country also introduced some of the welfare amenities had been provided to

the industrial labor through the Indian constitution. Concomitantly labor welfare in India has

gained in importance.



EMPLOYEE WELFARE

Employee welfare defines as “efforts to make life worth living for workmen”. These

efforts have their origin either in some statute formed by the state or in some local custom or

in collective agreement or in the employer’s own initiative.

OBJECTIVES

To give expression to philanthropic and paternalistic feelings.

To win over employee’s loyalty and increase their morale.

To combat trade unionism and socialist ideas.

To build up stable labour force, to reduce labour turnover and absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job appeal).

Employee relations. An organization's director of industrial relations forms labor

policy, oversees industrial labor relations, negotiates collective bargaining agreements, and

coordinates grievance procedures to handle complaints resulting from management disputes

with employees. The director of industrial relations also advises and collaborates with the

director of human resources, other managers, and members of their staffs, because all aspects

of human resources policy—such as wages, benefits, pensions, and work practices—may be

involved in drawing up a new or revised work rules that comply with a union contract.

Labor relations managers and their staffs implement industrial labor relations

programs. Labor relations specialists prepare information for management to use during

collective bargaining agreement negotiations, a process that requires the specialist to be

familiar with economic and wage data and to have extensive knowledge of labor law and

collective bargaining procedures. The labor relations staff interprets and administers the

contract with respect to grievances, wages and salaries, employee welfare, healthcare,

pensions, union and management practices, and other contractual stipulations. In the absence

of a union, industrial relations personnel may work with employees individually or with

employee association representatives.



EMPLOYEE WELFARE

Dispute resolution—attaining tacit or contractual agreements—has become

increasingly significant as parties to a dispute attempt to avoid costly litigation, strikes, or

other disruptions. Dispute resolution also has become more complex, involving employees,

management, unions, other firms, and government agencies. Specialists involved in dispute

resolution must be highly knowledgeable and experienced, and often report to the director of

industrial relations. Mediator’s advice and counsel labor and management to prevent and,

when necessary, resolve disputes over labor agreements or other labor relations issues.

Arbitrators, occasionally called umpires or referees, decide disputes that bind both labor and

management to specific terms and conditions of labor contracts. Labor relations specialists

who work for unions perform many of the same functions on behalf of the union and its

members.

Other emerging specialties in human resources include international human resources

managers, who handle human resources issues related to a company's overseas operations and

human resources information system specialists, who develop and apply computer programs

to process human resources information, match jobseekers with job openings, and handle

other human resources matters; and total compensation or total rewards specialists, who

determine an appropriate mix of compensation, benefits, and incentives. Work environment.

Human resources personnel usually work in clean, pleasant, and comfortable office settings.

Arbitrators and mediators many of whom work independently may work out of home offices.

Although most human resources, training, and labor relations managers and specialists work

in the office, some travel extensively. For example, recruiters regularly attend professional

meetings, participate in job fairs, and visit college campuses to interview prospective

employees. Arbitrators and mediators often must travel to the site chosen for negotiations.

Trainers and other specialists may travel to regional, satellite, or international offices of a

company to meet with employees who work outside of the main corporate office. Many

human resources, training, and labor relations managers and specialists work a standard 40-

hour week. However, longer hours might be necessary for some workers—for example, labor

relations managers and specialists, arbitrators, and mediators—when contract agreements or

dispute resolutions are being negotiated.



EMPLOYEE WELFARE

FEATURES OF EMPLOYEE WELFARE

The features of employee welfare are: -

* Employee welfare is a comprehensive term including various services, facilities and

amenities provided to employees for their betterment.

* The basic purpose in to improve the lot of the working class.

* Employee welfare is a dynamic concept.

* Employee welfare measures are also known as fringe benefits and services.

* Welfare measures may be both voluntary and statutory.

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up a employee

welfare service:

The service should satisfy real needs of the workers. This means that the manager

must first determine what the employee’s real needs are with the active participation

of workers.

The service should such as can be handled by cafeteria approach. Due to the

difference in Sex, age, marital status, number of children, type of job and the income

level of employees there are large differences in their choice of a particular benefit.

This is known as the cafeteria approach. Such an approach individualizes the benefit

system though it may be difficult to operate and administer.

The employer should not assume a benevolent posture.

The cost of the service should be calculated and its financing established on a sound

basis.

There should be periodical assessment or evaluation of the service and necessary

timely on the basis of feedback.

TYPES OF WELFARE SERVICES

The types of welfare services are as follows

* Intramural: - These are provided within the organization like:

1. Canteen,

2. Rest rooms,

3. Crèches,

4. Uniform etc.



EMPLOYEE WELFARE

* Extramural: - These are provided outside the organization, like

1. Housing,

2. Education,

3. Child welfare,

4. Leave travel facilities,

5. Interest free loans,

6. Workers cooperative stores,

7. Vocational guidance etc.

EMPLOYEE PROTECTION AND WELFARE

STATUTORY WELFARE MEASURES

The preamble to our Indian Constitution promises justice - social, economic and

political. It also stresses Equality of status and of opportunity. Article 23 of the Constitution

prohibits traffic inhuman beings and forced labour. Article 24 prohibits employment of

children in factories. The article 38 and 39 spelt under Directive Principles of State Policy are

now enforceable as per the dictums laid by our Supreme Court.

Constitution of India, Article 38: State to secure a social order for the promotion of welfare

of the people:

The State shall strive to promote the welfare of the people by securing and

protecting as effectively as it may a social order in which justice, social, economic and

political, shall inform all the institutions of the national life.

The State shall, in particular, strive to minimize the inequalities in income, and

endeavor to eliminate inequalities in status, facilities and opportunities, not only amongst

individuals but also amongst groups of people residing in different areas or engaged in

different vocations.

Constitution of India, Article 39: Certain principles of policy to be followed by the State. -

The State shall, in particular, direct its policy towards securing –

That the citizens, men and women equally, have the right to an adequate means to

livelihood;

That the ownership and control of the material resources of the community are so

distributed as best to sub serve the common good;

That the operation of the economic system does not result in the concentration of

Wealth and means of production to the common detriment ;

That there is equal pay for equal work for both men and women;



EMPLOYEE WELFARE

That the health and strength of workers, men and women, and the tender age of

Children are not abused and that citizens are not forced by economic necessity to

enter avocations unsuited to their age or strength

Those children are given opportunities and facilities to develop in a healthy manner

and in conditions of freedom and dignity and that childhood and youth are protected

against exploitation and against moral and material abandonment.

Non Statutory Measures

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies

provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide opportunity to

employees to work with flexible working schedules. Flexible work schedules are

initiated by employees and approved by management to meet business commitments

while supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate family

can get counseling on various matters.

4. Harassment Policy: To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the aggrieved

employee.

5. Maternity and Adoption Leave – Employees can avail maternity or adoption leaves.

Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease

or injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is implemented

to encourage employees to refer friends and relatives for employment in the organization.



EMPLOYEE WELFARE

Through social security and social justice are spelt in our Constitution, they are never

put into practice thanks to our Executives who only pretend to implement the programmes of

the State. Some of the important Statutory Welfare measures given by the government are as

follows:

(i) The Factories Act of 1948

(ii) The Employees State Insurance Act 1948

(iii) The payment of Wages Act 1936

(iv) The Workmen's Compensation Act 1923

(v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952.

(vi) The Payment of Gratuity Act, 1962

(vii) The Maternity Benefit Act, 1961

FACTORIES ACT OF 1948

Purpose of this Act: An act to consolidate and amend the law regulating labour in factories.

The Factories Act is meant to provide protection to the workers from being exploited

by the greedy business employments and provides for the improvement of working

conditions within the factory premises. The main function of this act is to look after the

welfare of the workers, to protect the workers from exploitations and unhygienic working

conditions, to provide safety measures and to ensure social justice.

Sections 11 to 20 of the Factories Act deal about Health.

HEALTH

Section 11: Cleanliness

Section 12: Disposal of wastes and effluents

Section 13: Providing proper ventilation and maintaining proper temperature

Section 14: Removal of Dust and fume

Section 15: Providing artificial humidification

Section 16: No Overcrowding

Section 17: Proper Lighting

Section 18: Providing pure Drinking water

Section 19: Providing Latrines and urinals

Section 20: Providing Spittoon

1. Drinking Water: At all the working places safe hygienic drinking water should be

provided.



EMPLOYEE WELFARE

2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily

assessable so that in case of any minor accident initial medication can be provided to

the needed employee.

4. Toilet Facilities: A sufficient number of latrines and urinals are to be provided in the

office and factory premises and are also to be maintained in a neat and clean

condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to

provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area

and office premises spittoons are to be provided in convenient places and some are to

be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they

can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap

and tap on the stand pipe are provided in the port area in the vicinity of the work

places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to

change their cloth in the factory area and office premises. Adequate lockers are also

provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with

provisions of water supply, wash basins, toilets, bathrooms, etc.

11. Fire Extinguishers: Company should provide sufficient number of extinguishers to

safe guard the employees



EMPLOYEE WELFARE

SAFETY

Section 21: Proper Fencing of machinery

Section 22: Precautions - Work on or near machinery in motion

Section 23: No Employment of young person’s on dangerous machines

Section 24: Providing Striking gear and devices for cutting off power

Section 25: Precautions near Self-acting machines

Section 26: Casing of new machinery

Section 27: Prohibition of employment of women and children near cotton openers

Section 28: Providing Hoists and lifts

Section 29: Provision for Lifting machines, chains, ropes and lifting tackles

Section 30: Protection near revolving machinery

Section 31: Protection near Pressure plant

Section 32: Provision for Floors, stairs and means of access

Section 33: Providing and precautions near Pits, sumps openings in floors, etc.

Section 34: No Excessive weights

Section 35: Protection of eyes

Section 36: Precautions against dangerous fumes, gases, etc

Section 36A: Precautions regarding the use of portable electric light

Section 37: Explosive or inflammable dust, gas etc.

Section 38: Precautions in case of fire

Section 39: Power to require specifications of defective parts or tests of stability

Section 40: Safety of buildings and machinery.

Section 40A: Maintenance of buildings

Section 40B: Appointment of Safety Officers

Safety of Employees

Fencing of machinery : All dangerous and moving parts of machinery shall be

securely fenced. Screws, bolts and teeth shall be completely encased to prevent

danger.

Work on or near machinery in motion : Lubrication or other adjusting operation on

moving machinery shall be done only by a specially trained adult male worker.



EMPLOYEE WELFARE

Employment of young person’s on dangerous machines : No young person shall be

allowed to work on any dangerous machine (so prescribed by the state government)

unless he is sufficiently trained or is working under the supervision of knowledgeable

person.

Device for cutting off power : Suitable device for cutting of power in emergencies

shall be provided.

Hoists and lifts: These shall be made of good material and strength, thoroughly

examined at least once in every six months and suitably protected to prevent any

person or thing from being trapped.

WELFARE

Section 42: Providing Washing facilities

Section 43: Providing Facilities for storing and drying clothing

Section 44: Providing Facilities for sitting

Section 45: First-aid appliances to be kept.

Section 46: Canteens at subsidized rates.

Section 47: Shelters, rest rooms and lunch rooms for workmen.

Section 48: Crèches for babies of working women.

Section 49: Appointment of Welfare officers.

It is the duty of the Chief Inspector of Factories to ensure enforcement of all the above

Provisions of the Factories Act in respect of safety, health and welfare of employees.

Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or more

workers are ordinarily employed the employer shall appoint at least one welfare officer.

The welfare officer should possess; (i) a university degree; (ii) degree or diploma in

social service or social work or social welfare from a recognized institution; and (iii)

adequate knowledge of the language spoken by the majority of the workers in the area where

the factory is situated.



EMPLOYEE WELFARE

Supervision

¯ Counseling workers

¯ Advising management

¯ Establishing liaison with workers

¯ working with management and workers to improve productivity.

¯ working with outside public to secure proper enforcement of various acts.

Welfare of Employee

Chapter V of the factories Act contains provisions about the welfare of employees.

These are as follows:

There shall be separate and adequately screened washing facilities for the use of male

and female employees.

There shall be suitable places provided for clothing not worn during working hours

and for the dying of wet clothing.

There shall be suitable arrangement for all workers to sit for taking rest if they are

obliged to work in a standing position.

There shall be provided the required number of first-aid boxes or cupboard (at the rate

of one for every 150 workers) equipped with the prescribed contents readily available

during the working hours of the factory.

The State Government may make rules requiring that in any specified factory

employing more than 250 employees a canteen shall be provided and maintained by

the occupier for the use of the employee.

There shall be provided sufficiently lighted and ventilated lunch room if the number

of employees ordinarily employed is more than 150.

THE WORKMEN'S COMPENSATION ACT 1923

Purpose of the Act: An Act to provide for the payment of certain classes of employers to

their workmen of compensation for injury by accident. The workmen's compensation

Act1923 is one of the earliest pieces of labour legislation. This act encompasses all cases of

accidents arising out of and in course of employment. The rate of Compensation to be paid in



EMPLOYEE WELFARE

a lump sum is determined by a schedule provided in the act proportionate to the extent of

injury and the loss of earning capacity. The younger the age of the worker and higher the

wage the greater is the compensation. The Act provides the formula for calculating the

compensation. The injured person can claim compensation and in the case of death, the

compensation is claimed by dependents of the deceased. This law applies to the organized as

well as unorganized sectors that are not covered by the E.S.I. scheme. The following

definitions and the sections of law are presented for the students to take note of them.

Administration: The act is administered by the State Governments which appoint

Commissioners for this purpose under Sec.20 of the Act.

Benefits: Under the Act, compensation is payable by the employer to workman for all

personal injuries caused to him by accident arising out of and in the course of his

employment which disable him for more than 3 days. If the workman dies, the compensation

is to be paid to his dependants. The Act distinguishes among three types of injuries:

permanent total disablement, permanent partial disablement and temporary disablement. The

amount of compensation to be paid on the death or disablement of workman is given in

Fourth Schedule of the Act and varies according to his wages, the type of injury and age. It is

an obligation upon the employer to make the payment of compensation within one month

from the date on which it falls due.

Sources of Funds: All compensation under the act is payable by the employer.

THE PAYMENT OF WAGES ACT

The Payment of Wages Act was enacted as early as 1936 during the colonial rule. The

Purpose of this act is to regulate payment of wages. This insists on the payment of wages by

the seventh day or the tenth day of the succeeding month and in case of weekly payment the

last day of the week.

Section 3: Responsibility for payment of wages. - Every employer shall be responsible for

the payment to person employed by him of all wages required to be paid under this Act.

Provided that, in the case of persons employed (otherwise than by a contractor) –

In factories, if a person has been named as the manager of the factory under Clause of

sub-section (1) of section 7 of the Factories Act, 1948 (63 of 1948)

In industrial or other establishments, if there is a person responsible to the Employer

for the supervision and control of the industrial or other establishments

Upon railways (otherwise that in factories), if the employer is the railway

administration and the railway administration has nominated a person in this behalf



EMPLOYEE WELFARE

for the local area concerned, the person so named, the person so responsible to the

employer, or the person so nominated, as the case may be (shall also be responsible)

for such payment.

Section 4: Fixation of wage-periods

> Every person responsible for the payment of wages under section 3 shall fix periods

(in this Act referred to as wage-periods) in respect of which such wages shall be payable.

> No wage-period shall exceed one month.

Section 5: Time of payment of wages

(1) The wages of every person employed upon or in

Any railway, factory or {industrial or other establishment} upon or in which less than

one thousand persons are employed, shall be paid before the expiry of the seventh

day.

Any other railway, factory or {industrial or other establishment}, shall be paid before

the expiry of the tenth day, after the last day of the wage-period in respect of which

the wages are payable:

(2) Where the employment of any person is terminated by or on behalf of the employer, the

wages, earned by him shall be paid before the expiry of the second working day from the day

on which his employment is terminated.

(3) The State Government may, by general or special order, exempt, to such extent and

subject to such conditions as may be specified in the order, the person responsible for the

payment of wages to persons employed upon any railway (otherwise than in a factory) from

the operation of this section in respect of the wages of any such persons or class of such

persons.

(4) Save as otherwise provided in sub-section (2), all payments of wages shall be

Made on a working day.

THE EMPLOYEES’ PROVIDENT FUND ACT 1952

The purpose of this Act: An Act to provide for the institution of Provident Funds, pension

funds and deposit linked fund for employees in factories and other establishments.

Contributions of 10% of the wages are paid by the employer and another 10% by the

employees. This amount is deposited with the government which pays an interest. This Act

also now has provisions for pension scheme.

Administration: The employees Provident Funds, Pension and Insurance Schemes framed

under the Act are administered by a tripartite Central Board of trustee, consisting of



EMPLOYEE WELFARE

representatives of employers and employees and persons nominated by the Central and State

Governments.

Benefits: The act has made schemes for 3 types of benefits, provident fund, family pension

and deposit linked insurance. Family pension is payable to the widow or widower up to the

date of death or re-marriage whichever is earlier. In the absence of the widow or the widower

it is payable to the eldest surviving unmarried daughter until she attains the age of 21 years or

marries whichever is earlier. The dependents of the employee also receive an additional

amount known as the deposit linked insurance which is equivalent to the average balance

lying to the credit of the employee on his provident fund during the preceding 3 years, subject

to a maximum of Rs 10000 provided that such employee has kept a minimum average

balance of Rs. 1000 in the provident fund.

Source of Funds: Here both the employer and the employee are required to contribute the

provident fund every month at 8.33% of the basic wages, dearness allowance and retaining

allowance. An employee can make a larger contribution up to 10% but there is no compulsion

for the employer to make a matching contribution.

THE PAYMENT OF GRATUITY ACT, 1972

Purpose of the Act: An act to provide for scheme for the payment of gratuity to employees

engaged in factories, mines, oil fields, plantations, ports, railway companies, shops or other

establishments and matters connected therewith or incidental thereto. Gratuity shall be

payable to an employee on the termination of his employment after he has rendered

continuous service for not less than five years.

(a) On his superannuation

(b) On his retirement or resignation

(c) On his death or disablement

For every completed year of service or part thereof in excess of six months the employer shall

pay gratuity to an employee at the rate of 15 days’ wages based on the rate of wages last

drawn by the employee concerned.

Section 4: Payment of gratuity

(1) Gratuity shall be payable to an employee on the termination of his employment after he

has rendered continuous service for not less than five years:

(a) On his superannuation, or

(b) On his retirement or resignation, or

(c) On his death or disablement due to accident or disease;



EMPLOYEE WELFARE

Provided that the completion of continuous service of five years shall not be necessary where

the termination of the employment of any employee is due to death or disablement; provided

further that in the case of death of the employee, gratuity payable to him shall be paid to his

nominee or, if no nomination has been made, to his heirs, and where any such nominees or

heirs is a minor, the share of such minor, shall be deposited with the controlling authority

who shall invest the same for the benefit of such minor in such bank or other financial

institution, as may be prescribed, until such minor attains majority.

(2) For every completed year of service or part thereof in excess of six months, the employer

shall pay gratuity to an employee at the rate of fifteen days' wages based on the rate of wages

last drawn by the employee concerned; provided that in the case of a piece-rated employee,

daily wages shall be computed on the average of the total wages received by him for a period

of three months immediately preceding the termination of his employment, and, for the

purpose, the wages paid for any overtime work shall not be taken into account; provided

further that that in the case of {an employee who is employed in a seasonal establishment and

who is not so employed throughout the

Year} the employer shall pay the gratuity at the rate of seven days' wages for each season.

(3) The amount of gratuity payable to an employee shall not exceed {three lakhs and fifty

thousand} rupees.

(4) For the purpose of computing the gratuity payable to an employee who is employed, after

his disablement, on reduced wages, his wages for the period preceding his disablement shall

be taken to be the wages received by him during that period, and his wages for the period

subsequent to his disablement shall be taken to be the wages as so reduced.

(5) Nothing in this section shall affect the right of an employee to receive better terms of

gratuity under any award or agreement or contract with the employer.

(6) Notwithstanding anything contained in sub-section

(a) The gratuity of an employee, whose services have been terminated for any act, willful

omission or negligence causing any damage or loss to, or destruction of, property belonging

to the employer 'shall be forfeited to the extent of the damage or loss so caused.

(b) The gratuity payable to an employee {may be wholly or partially forfeited} -

(i) If the services of such employee have been terminated for his riotous or disorderly conduct

or any other act of violence on his part, or



EMPLOYEE WELFARE

(ii) If the services of such employee have been terminated for any act which constitutes an

offence involving moral turpitude, provided that such offence is committed by him in the

course of his employment.

THE MATERNITY BENEFIT ACT, 1961

Purpose of the Act: An Act to regulate the employment of women in certain establishments

for certain period before and after child-birth and to provide for maternity benefit and certain

other benefits.

Section 4: Employment of or work by, women, prohibited during certain periods

(1) No employer shall knowingly employ a woman in any establishment during the six weeks

immediately following the day of her delivery, (miscarriage or medical termination of

pregnancy).

(2) No women shall work in any establishment during the six weeks immediately following

the day of her delivery (miscarriage or medical termination of pregnancy). (3) Without

prejudice to the provisions of section 6, no pregnant women hall, on a request being made by

her in his behalf, is required by her employer to do during the period specified in subsection

(4) Any work which is of an arduous nature or which involves long hours of standing, or

which in any way is likely to interfere with her pregnancy or the normal development of the

foetus, or is likely to cause her miscarriage or otherwise to adversely after her health.

(4) The period referred to in sub-section (3) shall be -

(a) The period of one month immediately proceeding the period of six weeks, before the date

of here expected delivery;

(b) Any period during the staid period of six weeks for which the pregnant woman does not

avail of leave of absence under section 6.

Section 5: Right to payment of maternity benefits:

(1) Subject to the provisions of this Act, every woman shall be entitled to, and her employer

shall be liable for, the payment of maternity benefit at the rate of the average daily wage for

the period of her actual absence, that is to say, the period immediately preceding the day of

her delivery, the actual day of her delivery and any period immediately following that day.

(2) No woman shall be entitled to maternity benefit unless she has actually worked in an

Establishment of the employer from whom she claims maternity benefit, for a period of not

less than {eighty days} in the twelve months immediately preceding the date of her expected

delivery. Provided that the qualifying period of {eighty days} aforesaid shall not apply to a



EMPLOYEE WELFARE

woman who has immigrated into the State of Assam and was pregnant at the time of the

immigration.

(3) The maximum period for which any woman shall be entitled to maternity benefit shall be

twelve weeks of which not more than six weeks shall precede the date of her expected

delivery. Provided that where a woman dies during this period, the maternity benefit shall be

payable only for the days up to and including the day of her death ; Provided further that

where a woman, having been delivered of a child, dies during her delivery or during the

period immediately following the date other delivery for which she is entitled for the

maternity benefit, leaving behind in either case the child, the employer shall be liable for the

maternity benefit for that entire period but if the child also

Dies during the staid period, then, for the days up to and including the date of the death of the

child.

EMPLOYEES STATE INSURANCE ACT 1948

Purpose of the Act: This Act covers all workers whose wages do not exceed Rs 1600 per

month and who are working in factories, other than seasonal factories, run with power and

employing 20 or more workers. The coverage can be extended by the State Government with

the approval of the Central Government.

Administration: The Act is administered by the E.S.I Corporation, an autonomous body

consisting of representatives of the Central and State Governments, employers, employees,

medical profession and Parliament.

Benefits: The Act, which provides for a system of compulsory insurance, is a landmark in the

history of social security legislation in India. An insured person is entitled to receive the

following types of benefits:

Medical Benefit

Sickness Benefit

Maternity Benefit

Disablement benefit

Dependant’s Benefit

Funeral benefit

Sources of Funds: the Act provides for the setting up of the Employees State Insurance fund

from the contributors received from employers and employees and various grants, donations

and gifts received from Central or State Governments, local authorities and individuals. The



EMPLOYEE WELFARE

rate of employer’s contribution is 5% of the wage bill and that of the employee’s contribution

is 2.25%.

VOLUNTARY WELFARE MEASURES

These are some of the voluntary welfare measures given by the employer to the

employees.

They are as follows:

Housing facilities

Transportation facilities

Medical facilities

Cultural facilities

Recreation facilities

Consumers co-operative society

Loans and various advances

Leave travel concession

Gifts to the employees holiday games

Labour welfare fund

Vehicle stand for parking

Libraries

Cafeterias

Voluntary Benefits

Benefits are also given voluntarily to workers by some progressive employers. These

include loans for purchasing houses and for educating children, leave travel concession, fair

price shops for essential commodities and loans to buy personal conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories It is the duty of the Chief inspector of factories (who

generally works under the administrative control of the labour commissioner in

each state) to ensure enforcement of various provisions of Factories Act i8n respect

of safety, health and welfare of workers.



EMPLOYEE WELFARE

2. Central Labour Institute

The institute was set up in Bombay in 1966 to facilitate the proper implementation of

the Factories Act, 1948; to provide a centre of information for inspectors, employers, workers

and others concerned with the well being of industrial labour and to stimulate interest in the

application of the principles of industrial safety, health and welfare.

3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the

initiative of the Union Ministry of Labour and Rehabilitation, Government of India, as an

autonomous national body with the objective of generating developing and sustaining an

movement of safety awareness at the national level.

4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He inspects

electrical installation and machinery provided in the mines and determines the thickness of

barriers of 2 adjacent mines in order to prevent spread of fire and danger of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare provisions of

the Factories Act has been the quantitative and qualitative inadequacy of the

inspection staff.

2. At present, a labour welfare officer is not able to enforce laws independently because

he has to work under the pressure of management.

3. Women workers do not make use of the crèche facilities either because they are

dissuaded by the management to bring their children with them or because they have

to face transport difficulties.

National Commission on Employee Recommendations

1. The statutory provisions on safety are adequate for the time being effective

enforcement is the current need.



EMPLOYEE WELFARE

2. Every fatal accident should thoroughly be enquired into and given wide publicity

among workers.

3. Employers should play a more concerted role in safety and accident prevention

programmes and in arousing safety consciousness.

4. Safety should become a habit with the employers and workers instead of remaining a

mere ritual as at present.

5. Unions should take at least as much interest in safety promotion as they take in claims

for higher wages.

SOCIAL SECURITY

The connotation of the term “Social Security” varies from country to country with

different political ideologies. In socialist countries, the avowed goal is complete protection to

every citizen form the cradle to the grave.

There are some components of Social Security

Medical care

Sickness benefit

Unemployment benefit

Old-age benefit

Employment injury benefit

Family benefit

Maternity benefit

Invalidity benefit and Survivor’s benefit



EMPLOYEE WELFARE

RESEARCH METHODOLOGY

Research methodology is the scientific way to solve the research problem. This

involves exploring all possible methods of solving the research problem; examine the

alternative methods one by one and arriving at the best possible method considering the

resources at the disposal of the researcher.

RESEARCH DESIGN

A research design is the specification of methods and procedures for acquiring the

information needed to structure or to solve problem. It is the overall operational pattern or

framework of the project that stipulated what information to be selected, from which source ,

by what procedures.

DESCRIPTIVE RESEARCH

The research had been interested in knowing the proportion of people in a given

population who have behaved in a particular manner, making projections of certain thing and

determining the relationship between two or more variables in some areas. As the set up has

been a well structured and rigid which could not be changed by giving sufficient thought in

forming questions, deciding type of data to be collected and procedure that has been used

gives the proof of using descriptive research.

In descriptive also, there has been use of cross sectional studies only because the

researcher has taken only a sample of element from the given population.

In the cross sectional study, the survey research has been selected as a detailed and

has to be obtained from a sample of large population.

ANALYTICAL RESEARCH

The researcher by using the results of the statistical and mathematical analysis came

to a conclusion to show the scope and other needs for expanding the market.

CONCLUSIVE RESEARCH

Based on the descriptive and analytical researches, the company can arrive at a

conclusion regarding their feature course of action. In this project, descriptive research is

followed.

RESEARCH INSTRUMENTS

After the research is selected, the data collection through questionnaire, which is

designed by covering the objectives, is defined.



EMPLOYEE WELFARE

Questions are both open and closed ended types. The questions in the questionnaire are in the

structured format. Direct art structured questionnaire had been designed and used.

OPEN ENDED QUESTIONS

These types of questions are used to get complaints, actual feelings and suggestions

from customers.

CLOSED ENDED QUESTIONS

In this type, there are two kinds of questions:

-Dichotomous

-Multiple choices

-Chi – Square Test

In this project, both open and closed are followed

SOURCES OF DATA

The data that is being used in study was collected from two methods:

1. Primary data

2. Secondary data

PRIMARY DATA

The primary data do not exist already in records and publications. Through research,

had to gather the data freshly from specific survey.

The primary data can be gathered by way of observation method where the research

mix with the people concerned with use of particular product and note important closed by

observing the respondents.

The second method of collection is by way of experimentation method where by some

variables are followed to vary under controlled environment and its cause and effect

relationship is studied

SECONDARY DATA

The secondary data refers to these data which were gathered for some offer purpose

and are already available in the firm’s records and business magazines, government

publications, company website, competitor website browsers.

In the project, the secondary data is collected through company annual reports and

websites.



EMPLOYEE WELFARE

SAMPLE DESIGN

Introduction

The precision and accuracy of the survey results are affected by the manner to which the

sample has been chosen.

a) Sample

A part of a population, which is provided by some process on other, usually by

deliberate selection with the object of investigating the properties of the parent

population set.

b) Sampling Unit

The sampling unit is the basic unit containing the elements of the employees.

Sample Unit: Employees

c) Sample Size

The number of samples chosen from target population is 100 employees

SAMPLING METHODS

Sampling method indicates how the sampling units are selected. There are two

methods namely, probability and non- probability methods

PROBABILITY SAMPLING

Probability sampling method is that in which every item in the universe has got chance or

probability of being chosen for the sample. This implies that the selection of sample items are

independent of the person making the study that is the sampling operation is controlled,

objectively that the items will be chosen strictly at random. In probability sampling, there are

so many methods. % Simple random sampling

Every member of the population has an equal chance of selection.

Stratified random sample

The population is divided into mutual groups and random samples are drawn from

each one cluster sample

The population is divided into mutually exclusive groups and the researcher draws a

sample of the groups to interview.

NON-PROBABILITY SAMPLING

Non-Probability sampling methods are those which do not provide every item in the

universe with a known chance of being included in the sample. The selection process is at



EMPLOYEE WELFARE

least particularly subjective. The following are some of the methods of Non-Probability

sampling:

Chi-square Test

The chi-square test is one of the simplest and most widely used non-parametric tests

in statistical work. The χ2 are the Greet letter chi the chi-square (χ2) test was first used by

Karl Pearson in the year 1990. The quantity chi-square describes the magnitude of the

discrepancy between theory and observation. It is defined as:

Chi-Square = Σ(O-E)2 / E

Where O = Observed frequency

E = Expected frequency

To determine the value of chi-square, the steps required are:

1. Calculated the expected frequencies

Total no. of Respondents

E = ---------------------------------------

Different types of respondents

2. Take the difference between observed and expected frequencies and obtain the

squares of these differences i.e.,

(O-E) 2

3. Divide the values of (O-E)2 with respective expected frequency and obtain the total

i.e.,

Σ (O-E) 2 / E

Degree of Freedom is (n-1).



EMPLOYEE WELFARE

DATA ANALYSIS AND INTERPRETATION

TABLE - 1

1. What is your opinion about canteen facilities?

Responses No. of respondents Percentage

Excellent 65 65

Satisfy 22 22

Not satisfy 13 13

Total 100 100

CHART 1

InferenceThe table 1 and diagram reveal that 65% of the workers are excellent on the canteen

facilities and 22% of the workers are satisfy on canteen facilities and 3% of workers will not

satisfy on the canteen facilities.


65

2213

100

CANTEEN FACILITIES

Excellent

Satisfy

Not satisfy

Total


EMPLOYEE WELFARE

CHI SQUARE TEST-1

TO TEST THE RESPONDENT’S RESPONSE ON CANTEEN FACILITIES

PROVIDED BY COMPANY?

Dimensions EXCELLENT SATISFY NOT SATISFY TOTAL

Respondents 65 22 13 100

Null Hypothesis

Ho: More number of the respondents that the canteen and shelter provided by the company is

not excellent.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY

(Ei)

Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei

65 33.3 31.7 1004.89 971.59

22 33.3 -11.33 127.69 94.34

13 33.3 -20.3 412.09 378.79

Total 1444.72

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 1444.72

Tabulated value = Degree of freedom = (n-1) = (3-1) =2

5% significance level for 2 degree of freedom at = 3.96

Calculated value > table value

1444.72 > 3.96

Conclusion

It is significant hence we reject the null hypothesis. More number of the respondents

that the canteen and shelter provided by the company is excellent.



EMPLOYEE WELFARE

TABLE - 2

2. What is your opinion about drinking water facilities in factory?

Responses No. of respondents Percentage

satisfy 85 85

better 15 15

not satisfy 0 0

Total 100 100

CHART 2

85

15

DRINKING WATER FACILITIES

SatisfyBetterNot Satisfy

Inference

Table 2 and diagram shows the drinking water facilities available in the factory which

was provided by the company. 85 % of workers satisfy on drinking facilities and 15 % of

workers opinions on drinking water facilities are better.



EMPLOYEE WELFARE

CHI SQUARE TEST-2

TO TEST THE RESPONDENT’S RESPONSE OPINION ABOUT DRINKING

WATER FACILITIES IN COMPANY?

Dimensions SATISFY BETTER NOT SATISFY TOTAL


Null Hypothesis

Ho: More number of the respondents that the drinking water facility in company is not

satisfies.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


85 33.3 51.7 2672.89 80.26

15 33.3 -18.3 334.89 10.84

00 33.3 -33.3 1108.89 33.3

Total 124.43

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 124.43




124.43 > 3.96

Conclusion


that the drinking water facility in company is satisfies.



EMPLOYEE WELFARE

TABLE - 3

3. How far you satisfied with clean, lighting and ventilation provided by company?

Opinion No. of Respondents Percentage

Satisfy 62 62

Better 28 28

Some extent 10 10

Total 100 100

CHART 3

6228

10

Ligthing & Ventilation & Clean

SatisfyBetterSome Extent

Inference

Table 3 and diagram focus on the specific induction programme related to the health

and safety aspects of the workers in the factory unit. 65% of workers are satisfied and 28 %

are better and 10% are some extent on clean, ventilation and lighting provided by the

company. Whatever may be the induction programme the ultimate result should lead to

increase the productivity levels of the workers without detrimental to their health and safety.



EMPLOYEE WELFARE

CHI SQUARE TEST-3

TO TEST THE RESPONDENT’S RESPONSE ON SATISFIED WITH CLEAN

LIGHTING and VENTILATION PROVIDED BY COMPANY?

Dimensions SATISFY BETTER SOME EXTENT TOTAL


Null Hypothesis

Ho: More number of the respondents that the clean, lighting and ventilation provided by

company is not satisfies.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


62 33.3 28.7 823.69 24.73

28 33.3 -5.3 28.09 0.84

10 33.3 -23.3 542.89 16.30

Total 41.87

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 41.87




41.87 > 3.96

Conclusion

It is significant hence we reject the null hypothesis. More number of the

respondents that the clean, lighting and ventilation provided by company is satisfies.



EMPLOYEE WELFARE

TABLE - 4

4. What is your opinion about shift allowances provided by company?


Good 47 47

Better 33 33

Not satisfy 20 20

Total 100 100

CHART 4

47

33

20

SHIFT ALLOWANCES

Satisfy

Better

Not Satisfy

Inference

The table 4 and diagram relate to the shift allowance which was provided by the

company to the employee. Most of the employees are expressing their opinions as satisfy.

“Night Shift Allowance is being paid to all the workmen to manager cadre of employee’s.”



EMPLOYEE WELFARE

CHI SQUARE TEST-4

TO TEST THE RESPONDENT’S RESPONSE ON OPINION ABOUT SHIFT

ALLOWENCES PROVIDED BY COMPANY?

Dimensions GOOD BETTER NOT SATISFY TOTAL


Null Hypothesis

Ho: More number of the respondents that the shift allowance provided by company is not

good.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


47 33.3 13.7 187.69 5.63

33 33.3 -0.3 0.09 0.002

20 33.3 -13.3 176.89 5.31

Total 10.94

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 10.94




10.94 > 3.96

Conclusion


that the shift allowance provided by company is good.



EMPLOYEE WELFARE

TABLE - 5

How did you feel about the administrative arrangements provided by company?


Comfort and satisfy 69 69

Partly satisfy 15 15

Not satisfy 16 16

Total 100 100

CHART 5

Inference

The table 5 and diagram deal administrative arrangements implemented within the

plant location. The Human resource department and the security department and some other

departments are inside. In that the employee who are in that departments are mostly satisfied

with the administrative arrangements which are provided by the company.


68

18

14

HEALTH SERVICES

Satisfy

Partly Satisfy

Some Extent


EMPLOYEE WELFARE

CHI SQUARE TEST-5

TO TEST THE RESPONDENT’S RESPONSE ON FEEL ABOUT

ADMINISTRATIVE ARRANGEMENT WITH IN PLANT FOR WELFARE

PROVIDED BY COMPANY?

Dimensions SATISFY PARTLY

SATISFY

NOT SATISFY TOTAL


Null Hypothesis

Ho: More number of the respondents that the administrative arrangements with in a plant for

welfare provided by company is not comfort and satisfy.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


69 33.3 35.7 1274 38.27

15 33.3 -18.3 334.89 10.05

16 33.3 -17.3 229.29 06.88

Total 55.30

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 55.30




55.30 > 3.96

Conclusion


that the administrative arrangements with in a plant for welfare provided by company is not

comfort and satisfy.



EMPLOYEE WELFARE

TABLE - 6

What’s your opinion on health services and occupational safety provided by company?


Satisfy 68 68


Some extent 16 16

Total 100 100

CHART 6

6818

14

HEALTH SERVICES

SatisfyPartly SatisfySome Extent

Inference

Table 6 and diagram focus on the specific induction programme related to the health

and safety aspects of the workers in the factory unit. This table also springs surprise that

seminar type is marginally ahead of practical demo and interaction. It is generally believed

that practical orientation will help in a long way in improving the performance levels as well

as safeguarding the health and safety aspects of the workers. Whatever may be the induction

programme the ultimate result should lead to increase the productivity levels of the workers

without detrimental to their health and safety.



EMPLOYEE WELFARE

CHI SQUARE TEST-6

TO TEST THE RESPONDENT’S RESPONSE ON OPINION ABOUT HEALTH

SERVICE OCCUPATIONAL SAFETY PROVIDED BY COMPANY?

Dimensions SATISFY PARTLYSATISFY SOME EXTENT TOTAL


Null Hypothesis

Ho: More number of the respondents that the health service and occupational safety provided

by company is not satisfy.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


68 33.3 34.7 1204.94 36.15

18 33.3 -15.3 234.89 07.02

16 33.3 -17.3 229.29 06.88

Total 50.05

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 50.05




50.05 > 3.96

Conclusion


that the health service and occupational safety provided by company is satisfy.



EMPLOYEE WELFARE

TABLE - 7

What is your opinion about Toilet facilities in the factory?


Satisfy 61 61

Better 25 25

Some extent 14 14

Total 100 100

CHART 7

61

2514

100

TOILET FACILITIES

SatisfyBetterSome extentTotal

Inference

The table 7 and diagram reveal that the majority of the workers are satisfied with the

maintenance of the clean and ventilated, with a sufficient water facility in that. The

company is provided the detergents for the washing.



EMPLOYEE WELFARE

CHI SQUARE TEST-7

TO TEST THE RESPONDENT’S RESPONSE ABOUT TOILET FACILITIES IN

COMPANY?



Null Hypothesis

Ho: More number of the respondents on toilet facilities in factory is not satisfied.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


61 33.3 27.7 767.29 23.04

25 33.3 -13.3 176.89 05.31

14 33.3 -19.3 372.49 11.18

Total 39.53

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 39.53




39.53 > 3.96

Conclusion


on toilet facilities in factory is satisfied.



EMPLOYEE WELFARE

TABLE - 8

Are you satisfied about arrangements for the prevention of fatigue?


Satisfy 68 68

Better 22 22

Some extent 10 10

Total 100 100

CHART 8

ARRANGEMENTS FOR PREVENTION

68

2210

100 SatisfyBetterSome extentTotal

Inference

The table 8 and diagram reveal that majority of the respondents give their opinion on

measures taken by the company for prevention of the fatigue in the factory.



EMPLOYEE WELFARE

CHI SQUARE TEST-8

TO TEST THE RESPONDENT’S RESPONSE ABOUT ARRANGEMENTS FOR

THE PREVENTION OF FATIGUE?



Null Hypothesis

Ho: More number of the respondents on arrangements for the prevention of fatigue is not

satisfied.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


68 33.33 -34.67 1202.00 36.06

22 33.33 11.33 128.36 3.85

10 33.33 23.33 544.28 16.33

TOTAL 56.24

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 56.24




56.24 > 3.96

Conclusion


on arrangements for the prevention of fatigue in the factory is satisfied.



EMPLOYEE WELFARE

TABLE - 9

Are you satisfying the working conditions in the company?


satisfy 59 59


Not satisfy 16 16

Total 100 100

CHART 9

5925

16

WORKING CONDITIONS

Satisfy

Partly Satisfy

Not Satisfy

Inference

The table 9 and diagram pertain to the working conditions of the workers in the

organization. As per the workers the conditions such as work timings are comfortable. In the

sense shift timings and the break hours such as for breakfast, lunches, refreshing between the

works are satisfiable. The response of the majority of workers are positive towards the

management such that they won’t give stress to worker about the production and the dignity

of labour will be exist So that workers express cheer and happy about the working conditions.



EMPLOYEE WELFARE

CHI SQUARE TEST-9

TO TEST THE RESPONDENT’S RESPONSE ABOUT WORKING CONDITIONS IN

THE FACTORY?

Dimensions SATISFY PARTLY

SATISFY

NOT SATISFY TOTAL


Null Hypothesis

Ho: More number of the respondents on working conditions in the factory is not satisfied.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


59 33.33 25.67 658.94 19.77

28 33.33 -5.33 28.40 0.85

16 33.33 -17.33 300.32 9.01

TOTAL 29.63

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 29.63




29.63 > 3.96

Conclusion


on working conditions in the factory is satisfied.



EMPLOYEE WELFARE

TABLE - 10

Response on provision for social insurance measures provided by company?

opinion No. of respondents Percentage

Yes 67 67

To some extent 19 19

No 14 14

Total 100 100

CHART 10

67

19

14

SOCIAL INSURANCE

Yes

To Some Ex-tent

No

Inference

The table 10 and diagram relative to the provisions for social Insurance measures

which provided by company mostly the 67% employees are satisfied well and 19% of

employees are partly satisfied but 14% of employees are not satisfied with the social

insurance measures which the company has provided to them.



EMPLOYEE WELFARE

CHI SQUARE TEST-10

TO TEST THE RESPONDENT’S RESPONSE ABOUT SOCIAL INSURANCE

MEASURES PROVIDED BY THE COMPANY?

Dimensions YES TO SOME

EXTENT

NO TOTAL


Null Hypothesis

Ho: More number of the respondents on working conditions in the factory is not satisfied.

OBSERVED

FREQUENCY

(Oi)

EXPERIMENTAL

FREQUENCY(Ei)


67 33.33 33.67 1133.66 34.01

19 33.33 -14.33 205.34 6.16

14 33.33 -19.33 373.64 11.21

TOTAL 50.38

Expected frequency

Ei =100/3

= 33.33

Calculated value

X2 = (Oi-Ei) 2/Ei

= 50.38




50.38 > 3.96

Conclusion


on social insurance measures provided by the company is satisfied.



EMPLOYEE WELFARE

TABLE - 11

Are you able manage your work pressure, tension, Stress?


Yes 56 56

No 26 26

To Some Extent 18 18

Total 100 100

CHART 11

5626

18

WORKING CONDITIONS

YesNoTo some extent

Inference

The table 11 and diagram relate to the successful management and control of health

and stress level by the workers in the company. They are about only 56%of the respondents

could manage both health and stress level without any major problem. Though this is

satisfactory still there is a scope for increasing the percentage levels. They are about 26%

respondents unable to manage both health and work stress due to the work pressures and

other tensions.



EMPLOYEE WELFARE

TABLE - 12

Are you satisfied with health check up camp conduct by the management every year?


Strongly agree 86 86

Agree 14 14

Average agree 00 00

Total 100 100

CHART 12

Inference

From the above table it can be inferred that all of the respondents are agree with

master health checkup group conducted by the management every year.

TABLE 13


100100 YesNoTotal


EMPLOYEE WELFARE

Do you satisfy with the first aid boxes provided by the management in case of any

accident on emergency period?


Yes 100 100

No 00 14

Total 100 100

CHART 13

FIRST AID BOXES PROVIDED BY THE MANAGEMENT

100100 YesNoTotal

Inference

From the above table and chart shows that all of the respondents are 100% satisfied

with First Aid boxed provided by the company

TABLE 14



EMPLOYEE WELFARE

Are you satisfied with uniforms and shoes issued by the company?


Satisfied 96 96

Dissatisfied 04 04

Total 100 100

CHART 14

UNIFORM AND SHOE FACILITES

96

4

100

No. of Respondents

SatisfiedDissatisfiedTotal

Inference

From the above table it can be inferred that 96% employees are satisfied with uniform

and shoes issued by the company remaining 4% employees are not satisfied with those

facilities provided by the company.

TABLE 15



EMPLOYEE WELFARE

Are you satisfied by the direction, guidance and support provided by superiors?


Highly satisfied 23 23

Satisfied 45 45

Dissatisfied 02 02

Neither

satisfied nor

dissatisfied

30 30

Total 100 100

CHART 15

Direction, Guidance and Support provided by the superiors

Inference

From the above table and chart it can be inferred that 23% are highly satisfied and

45% are satisfied and 02% are dissatisfied and remaining 30% are neither satisfied nor

dissatisfied by the direction, guidance and support provided by the superiors in the factory.

TABLE 16How often you interact with your colleagues in your work-place (only job related

interactions)?


23

45

2

30

No. of Respondents

Highly satisfied

Satisfied

Dissatisfied

Neither satisfied nor dis-satisfied


EMPLOYEE WELFARE


Very often 12 12

Often 40 40

Rarely 35 35

Very rarely 13 13

Total 100 100

CHART 16

Interact with colleagues in work-place

96

4

100

No. of Respondents

Satisfied

Dissatisfied

Total

Inference

The table and diagram shows that often workers are interact with their colleagues in

the work-place

TABLE 17

How often do you seek cooperation from your boss?



EMPLOYEE WELFARE


Yes 88 88

No 12 12

Total 100 100

CHART 17

Cooperation from boss in the factory

96

4

100

No. of Respondents

Satisfied

Dissatisfied

Total

Inference

From the table and chart shows that 88% are satisfied with their cooperation from

their boss and remaining 12% are not satisfied.

TABLE 18

Are you satisfied with recreation facilities (trips and games) provided by the company?




EMPLOYEE WELFARE

Satisfied 87 87

Dissatisfied 13 13

Total 100 100

CHART 18

RECREATIONAL FACILITIES PROVIDED BY THE COMPANY

Satisfied Dissatisfied0

102030405060708090

10087%

13%

Recreational facilities provided by the company

No. of Respondents

Opinions

Per

cen

tage

Inference

From the above table and chart it can be inferred that maximum employees are

satisfied with the recreational facilities provided by the company.

TABLE 19

Do you feel free to offer comment and suggestion in your factory?



EMPLOYEE WELFARE


Yes 82 82

No 18 18

Total 100 100

CHART 19

Working hours of the job

82%

18%

Working hours of job

YesNo

Inference

From the table it can be inferred that 82% of respondents are satisfied with their

working hours of the job and remaining 18% are not satisfied with their working hours.

TABLE 20

How motivating is the work environment?



EMPLOYEE WELFARE


Extremely

motivating

42 42

Fairly

motivating

25 25

Demotivating 03 03

Neither

motivating nor

Demotivating

30 30

Total 100 100

CHART 20

Motivating in the work environment

42

25

330

100

No. of RespondentsExtremely motivatingFairly motivatingDemotivatingNeither motivating nor DemotivatingTotal

Inference

From the above table and chart shows that 42% extremely motivating, 25%fairly

motivating, 03% Demotivating and 30% neither motivating nor Demotivating in the work

environment.

LIMITATIONS OF THE STUDY



EMPLOYEE WELFARE

My study confines to welfare, Health and safety aspects of Galla Foods.

Efforts are made to collect the true information as far as possible without resorting to

any guess work.

In case of sensitive information in nature, direct personal interviews are conducted in

order to glue as much information as possible.

Few of the employees were a little bit hesitant to answer the questions this might have

deviated the findings at least to some extent.

Due to time constraints study was limited to a part of the employees, which in turn

may reflect the overall attitude of the employees.

FINDINGS



EMPLOYEE WELFARE

The following are the major findings from the Survey and Analysis on Employee

welfare, health and safety measures at GALLA FOODS.

65% of respondents have expressed their satisfaction regarding the welfare facilities

provided by the company such as canteen and rest shelter.

85% of respondents agreed that the pure drinking water is facilitated in the company.

62% of respondents satisfy with clean, lighting and ventilation provided by company.

47% of respondents have expressed that the shift allowances provided by company.

69% of respondents are comfort and satisfy about the administrative arrangement with

in a plant for welfare provided by the company.

68% of respondents satisfy with the health service and occupational safety provided

by the company for every year.

61% of respondents have expressed their satisfaction towards Toilet facilities

provided.

68% of respondents satisfied about arrangement for the prevention of fatigue.

59% of respondents satisfying the working conditions in the company.

85% of respondents are fairer to buy the products available in company operative

stores.

67% of respondents are satisfied of the social insurance measurers.

They are about only 56% of respondents can manage the work pressure, tension, and

stress.

86% of respondents consider medical facilities of the company are outstanding.

100% of respondents are satisfied on first-aid boxes provided by the factory.

96% of workers are satisfied with uniform and shoes provided by the company.

SUGGESTIONS



EMPLOYEE WELFARE

Welfare facilities like canteen and rest shelter has to be provided to the employees as

a whole.

Only half of the respondents said that a shift allowance provided by the company is

good, so that satisfy more respondents certain change should be taken in shift

allowances.

Only 60% of the respondents are satisfied with cleaning and ventilation, so for more

respondents satisfaction with cleaning and ventilation should be more effective.

The working condition in the company is implemented in such a way that it should

satisfied more number of respondents.

Welfare measures regarding recreational facilities should be properly implemented by

company.

The social insurance measures provided to the respondents should be taken necessary

steps.

The satisfaction facilities must be properly implemented in the company for more

respondents’ comfort ability.

The company should maintain good relationship with the workers and superiors.

The work pressure, tension and stress should not be implemented more towards the

respondents for more increase of productivity in the company.

CONCLUSION



EMPLOYEE WELFARE

It is matter of great satisfaction that majority of the respondents observe that

welfare measures are good. There is always scope for improving health and safety measures

for the workers. It argues well for the company that majority of the respondents have

expressed their satisfaction with regard to training in their area of job operations.

The pleasant surprise is that the company provides training for the workers

according to their most preferred choice. This motivates the workers in a long way in

achieving both organizational and individual goals. Workers are able to manage work and

family life without any major problem shows again that stress levels are manageable at Galla.



Documents

Employee Welfare Final Project Report r