Chapter 1

Introduction Labour welfare

Labour welfare activities benefit not only the workers but also the management in term of greater industrial efficiency

Principles of labour welfare

Certain fundamental considerations are involved in the concept of labour welfare. The following are the more important among them:

Social responsibility of industry

This principle is based on the social conception of industry and its role in the society that is, the understanding that social responsibility of the state is manifested through industry. Industry is expected to win the co-operation of the workers, provide them security of employment, fair wage, and e ual opportunity for personal growth and advancement, and make welfare facilities available to them.

Democratic values
The principle of democratic values of labour welfare concedes that workers may have certain unmet needs, that industry has an obligation to render them help in gratifying those needs, and that workers have a right of determining the manner in which these needs can be met and of participating in the administration of the mechanism of need gratification.

Adequacy of wages
The third principle of labour welfare is ade uacy of wages! it implies that labour welfare measures are not a substitute for wages. It will be wrong to argue that since workers are given a variety of labour welfare services, they need be paid only low wages.

fficiency
The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is to cultivate efficiency. It has been often mentioned that workers" education and training,

housing, and diet are the three most important aspects of labour welfare, which always accentuate labour efficiency.

Co!responsibility
The fifth principle of labour welfare recognises that the responsibility for labour welfare lies on both employers and workers and not on employers alone. #abour welfare measures are likely to be of little success unless mutuality of interest and responsibilities are accepted and understood by both the parties.

mployee welfare schemes

The employee welfare schemes can be classified into two categories vi$. statutory and nonstatutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organi$ation as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like %actories &ct '()*, +ock ,orkers &ct -safety, health and welfare. '(*/, 0ines &ct '(/1. The non statutory schemes differ from organi$ation to organi$ation and from industry to industry.

Statutory welfare schemes"

The statutory welfare schemes include the following provisions: Drin#ing $ater" &t all the working places safe hygienic drinking water should be provided %acilities for sitting" In every organi$ation, especially factories, suitable seating arrangements are to be provided. %irst aid appliances" %irst 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. Latrines and &rinals" & 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. Canteen facilities" Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.

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 same are to be maintained in a hygienic condition. Lighting" 2roper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. $ashing places" &de uate 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. Changing rooms" &de uate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. &de uate lockers are also provided to the workers to keep their clothes and belongings. 'est rooms" &de uate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

(on statutory schemes"

0any non statutory welfare schemes may include the following schemes: Personal )ealth Care *'egular medical chec#!ups+" 3ome of the companies provide the facility for extensive health check-up %le,i!time" The main ob4ective of the flexi-time policy is to provide opportunity to employees to work with flexible working schedules. %lexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs mployee Assistance Programs" 5arious assistant programs are arranged like external counselling service so that employees or members of their immediate family can get counselling on various matters. )arassment Policy" To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

-aternity . Adoption Leave: 6mployees can avail maternity or adoption leaves. 2aternity leave policies have also been introduced by various companies.

-edi!claim Insurance Scheme" This insurance scheme provides ade uate insurance coverage of employees for expenses related to hospitali$ation due to illness, disease or in4ury or pregnancy. mployee 'eferral Scheme" In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organi$ation.

/b0ective of the study

The ma4or ob4ective of the study is to find out the level of employee satisfaction towards the labour welfare measures provided in ITC

Scope of the study

The satisfaction level of the labourers will help to identify whether the welfare measures provided by the company are sufficient enough to increase productivity, raise standards of its employees. If the labourers are not satisfied there is a scope of what are the various welfare measures that can be implemented in the company.

-ethodology used in the study Survey design"

The study is a cross sectional study because the data were collected at a single point of time. %or the purpose of present study a related sample of population was selected on the basis of convenience.

Sample Si1e and Design"

& sample of 17 labourers was taken on the basis of convenience.

'esearch Period"
8esearch work was carried on for 9 days.

'esearch Instrument"
There were various sources of data collection used for this study. These are direct and indirect sources which are referred to as primary and secondary sources. These sources are as follows:

Primary sources" 3ome of the primary sources of data collection is uestionnaire Secondary sources" The secondary sources were used to gain basic and extra information regarding labour welfare. The secondary source used was internet source.

Limitations of the study

'. 2ermission for conducting a proper survey was not given. 1. 3ufficient time was not given to me to understand the exact nature and the concept of labour welfare. :. 3ome of the staff was less cooperative with me.

Chapter 2
Company profile
ITC is one of India;s foremost private sector companies with a market capitalisation of nearly <3 = ') billion and a turnover of over <3 = 9 billion.> ITC is rated among the ,orld;s ?est ?ig Companies, &sia;s ;%ab 97; and the ,orld;s 0ost 8eputable Companies by %orbes maga$ine, among India;s 0ost 8espected Companies by ?usiness,orld and among India;s 0ost 5aluable Companies by ?usiness Today. ITC has a diversified presence in Cigarettes, @otels, 2aperboards A 3pecialty 2apers, 2ackaging, &gri-?usiness, 2ackaged %oods A Confectionery, Information Technology, ?randed &pparel, 2ersonal Care, 3tationery, 3afety 0atches and other %0CB products. ,hile ITC is an outstanding market leader in its traditional businesses of Cigarettes, @otels, 2aperboards, 2ackaging and &gri-6xports, it is rapidly gaining market share even in its nascent businesses of 2ackaged %oods A Confectionery, ?randed &pparel, 2ersonal Care and 3tationery. ITC;s diversified status originates from its corporate strategy aimed at creating multiple drivers of growth anchored on its time-tested core competencies: unmatched distribution reach, superior brand-building capabilities, effective supply chain management and acknowledged service skills in hoteliering. Cver time, the strategic forays into new businesses are expected to garner a significant share of these emerging high-growth markets in India. ITC;s &gri-?usiness is one of India;s largest exporters of agricultural products. ITC is one of the country;s biggest foreign exchange earners -<3 = :.1 billion in the last decade.. The Company;s ;e-Choupal; initiative is enabling Indian agriculture significantly enhance its competitiveness by empowering Indian farmers through the power of the Internet. This transformational strategy, which has already become the sub4ect matter of a case study at @arvard ?usiness 3chool, is expected to progressively create for ITC a huge rural distribution infrastructure, significantly enhancing the Company;s marketing reach.

ITC;s wholly owned Information Technology subsidiary, ITC Infotech India #imited, is aggressively pursuing emerging opportunities in providing end-to-end IT solutions, including e-enabled services and business process outsourcing. ITC;s production facilities and hotels have won numerous national and international awards for uality, productivity, safety and environment management systems. ITC was the first company in India to voluntarily seek a corporate governance rating. ITC employs over 19,777 people at more than /7 locations across India. The Company continuously endeavours to enhance its wealth generating capabilities in a globalising environment to consistently reward more than :,D1,777 shareholders, fulfil the aspirations of its stakeholders and meet societal expectations. This over-arching vision of the company is expressively captured in its corporate positioning statement: E6nduring 5alue. %or the nation, for the 3hareholder.E

I3C! 4usiness portfolio

151652 %&(C3I/(S 7 D&3I S /% LA4/&' $ L%A' /%%IC '

0anagement appointed a person exclusively to look after the welfare of their workers and help them in discharging their statutory obligations for their welfare. ,elfare Cfficer should form part of the administration so that they may discharge their responsibilities effectively. Therefore, the eligibility of welfare officer must be ensured before his appointment. ,elfare officer should not be call upon to handle labour disputes on behalf of the management.

The 0alaviya CommitteeFs report on #abour ,elfare in '(/( following the modern rules framed under the %actories &ct of '()* has specified the duties of welfare officer as follows:

Awards and Achievements

'. Guality improvement -GI028C. ?enchmark &wards for '((D and '((* H ITC"s 2ackaging business. 1. The Bolden 2eacock Innovation &ward 177) for e-Choupal. :. The FBolden 2eacock Blobal &ward for Corporate 3ocial 8esponsibility -C38. in 6merging 6conomies for 1779". ). The I?est 3upply Chain 2ractices &ward 177/J for time-effective and cost-efficient logistics management in Crgani$ed retail. 9. %ive 3tar 8ating from the ?ritish 3afety Council to Tribeni unit in 177/ for excellent performance in @ealth A 3afety management. /. The Breentech 3afety Bold &ward to 0unger <nit for the Kear 177/ H ITC"s 2ackaging ?usiness.

D. &chieved 9 star @ealth A 3afety 8ating from the ?ritish 3afety Council for its cigarette factories at ?engaluru, 0unger, kolkatta, and 3aharanpur and the I3word of @onourJ for ?engaluru A 3aharanpur for 177/-7D.

Constituents of labour welfare in I3C

3ocial security is the main constituent of labour welfare in ITC and the others are: welfare included working hours working conditions, safety industrial health insurance workmen"s compensation provident funds gratuity 2ensions protection against indebtedness, industrial housing, restrooms, canteens, crLches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday rooms, workers" education co-operative stores, excursions, and scholarships and other help for education of employees" children.

Chapter 8
Data analysis and Interpretation
3able 851 3atisfaction level of wor#ers towards safety practices

'esponse
)ighly Satisfied Satisfied -oderately Satisfied Dissatisfied )ighly Dissatisfied 3otal

(o5 of 'espondents
1 ': : 1 7 17

Percentage
'7 /9 '9 '7 7 '77

Interpretation
/9M of the workers are satisfied with the safety practices followed by the company while '7M are highly satisfied, '9M are dissatisfied and '7M are moderately satisfied. Thus it is found that, the safety practices followed by the company are up to the standard level.

3able 852 Satisfaction level of the wor#ers towards recreational activities

'esponse
)ighly Satisfied Satisfied -oderately Satisfied Dissatisfied )ighly Dissatisfied 3otal

(o5 /f 'espondents
' '' D ' 7 17

Percentage
9 99 :9 9 7 '77

Interpretation
99M are satisfied with the recreational activities provided to them, while 9M of them are highly satisfied and only 9M are dissatisfied.

3able 858 Satisfaction towards ducational assistance provided for children9s education"
'esponse
)ighly Satisfied Satisfied -oderately Satisfied

(o5 /f 'espondents
7 : ( 10

Percentage
7 '9 )9

Dissatisfied )ighly Dissatisfied 3otal

D ' 17

:9 9 '77

Interpretation
)9M of the workers are moderately satisfied, :9 M are dissatisfied and 9M of them are highly dissatisfied. Thus the company has to work out with this measure of providing educational assistance of providing children"s education.

3able 85: Satisfaction towards Assistance for post death formalities of employees and relatives"
'esponse
)ighly Satisfied Satisfied -oderately Satisfied Dissatisfied )ighly Dissatisfied 3otal

(o5 /f 'espondents
' * ( 1 7 17

Percentage
9 )7 )9 '7 7 '77

Interpretation
)9M of the workers are moderately satisfied while )7M of them are satisfied towards the assistance provided by the company for post death formalities of employees and relatives.

3able 85; Satisfaction towards the 'etirement benefit provided"

'esponse
)ighly Satisfied Satisfied

(o5 /f 'espondents
7 '7

Percentage
7 97

11

-oderately Satisfied Dissatisfied )ighly Dissatisfied 3otal

( ' 7 17

)9 9 7 '77

Interpretation
Nearly 97M of the workers are satisfied with the retirement benefits to be provided by the company, and )9M are moderately satisfied. This does not seem to be useful for the existing employees.

3able 85< Satisfaction towards )'A"

'esponse
)ighly Satisfied Satisfied -oderately Satisfied Dissatisfied )ighly Dissatisfied 3otal

(o5 /f 'espondents
' * D : ' 17

Percentage
9 )7 :9 '9 9 '77

Interpretation
)7M of the workers are satisfied with the @8& provided by the company, while :9M are moderately satisfied, '9M are dissatisfied and 9M are highly dissatisfied

3able 85= Satisfaction towards the Canteen Subsidy"

'esponse
)ighly Satisfied Satisfied

(o5 /f 'espondents
7 '' 12

Percentage
7 99

-oderately Satisfied Dissatisfied )ighly Dissatisfied 3otal

* ' 7 17

)7 9 7 '77

Interpretation
99M of the workers are satisfied with the canteen subsidies. There is a still more the company can improve in providing canteen facilities.

3able 856 Satisfaction towards %estival Allowance"

'esponse )ighly satisfied Satisfied -oderately satisfied Dissatisfied )ighly dissatisfied 3otal (o5 /f 'espondents 7 ( '' 7 7 17 Percentage 7 )9 99 7 7 '77

Interpretation
)9M of the workers show satisfaction towards the festival allowance provided to them while 99M of them are moderately satisfied. ,orkers expect more towards the festival allowances.

3able 85> Satisfaction level towards the 'est room facility"

'esponse )ighly satisfied (o5 /f 'espondents 7
13

Percentage 7

Satisfied -oderately satisfied Dissatisfied )ighly dissatisfied 3otal

D * : 1 17

:9 )7 '9 '7 '77

Interpretation
)7M of the workers are moderately satisfied with the rest room facilities provided, '9M of them are dissatisfied and '7M of them show high dissatisfaction.

3able 851? Satisfaction level towards &niform allowance"

'esponse )ighly satisfied Satisfied -oderately satisfied Dissatisfied )ighly dissatisfied 3otal (o5 /f 'espondents 7 / D ) : 17 Percentage 7 :7 :9 17 '9 '77

Interpretation
:9M of the workers are moderately satisfied towards the uniform allowance provided to them while 17M are dissatisfied and '9M are highly dissatisfied.

3able 8511 Satisfaction level towards the Counselling process"

'esponse )ighly satisfied (o5 /f 'espondents 1
14

Percentage '7

Satisfied -oderately satisfied Dissatisfied )ighly dissatisfied 3otal

* / 1 1 17

)7 :7 '7 '7 '77

Interpretation
)7M of the workers from the collected sample were satisfied towards the counseling rendered to them by the company while :7M are moderately satisfied.

3able 8512 Satisfaction level towards the %irst aid provided"

'esponse )ighly satisfied Satisfied -oderately satisfied Dissatisfied )ighly dissatisfied 3otal (o5 /f 'espondents : '9 1 7 7 17 Percentage '9 D9 '7 7 7 '77

Interpretation
0a4ority of the workers are highly satisfied with the first aid provided by the company to the workers in case of in4ury or accidents.

3able 8518 Satisfaction level towards the grievance handling procedure in the company"
'esponse (o5 /f 'espondents Percentage

15

)ighly satisfied Satisfied -oderately satisfied Dissatisfied )ighly dissatisfied 3otal

D '7 1 ' 7 17

:9 97 '7 9 7 '77

Interpretation
It is found that 97M percentage of workers show satisfaction towards the grievance handling procedure in the company while :9M are highly satisfied and '7M are moderately satisfied. Thus grievance handling procedure followed by the company is found to be good.

Personal Information 3able 851: @ender of the wor#ers"

16

'esponse -ale %emale 3otal

(o5 /f 'espondents '/ ) 17

Percentage *7 17 '77

Chart 851

Interpretation
It is found from the collected sample that *7M of the workers in the company are male and only 17M are female workers. The percentage of female workers in case of the manufacturing sectors is much less compared to male workers.

3able 851; ducational Aualification of wor#ers"

'esponse (o5 /f 'espondents
17

Percentage

4elow SSLC SSLC @raduation P5@ 3otal

) '1 ) 7 17

17 /7 17 7 '77

Chart 852

Interpretation
0a4ority of the workers from the selected sample were 33#C while 17M of them were graduates and below 33#C respectively.

Chapter :
%indings of the study

18

 It is found that *7M of the workers in ITC 2aper manufacturing unit are male and only 17M are female. /7M of the workers are ualified with 33#C. /9M of workers are satisfied towards the safety practices 99M are satisfied with the recreational activities. )9M of them are moderately satisfied with the educational assistance provided for children"s education. )9M of workers are satisfied with the assistance for post death formalities provided to employees and relatives. 97M of workers are satisfied with the retirement benefit scheme. )7M of them are satisfied with the @8& provided to them. 99M of the workers are satisfied with the canteen subsidies provided. 97M of them are moderately satisfied with the festival allowance. )9M of the workers are moderately satisfied with the rest room facilities. :9M are moderately satisfied with the uniform allowances provided. )9M of the workers are satisfied with the counselling provided to them. 0a4ority of the workers -D9M. are satisfied towards the first aid provided to them. 97M of the workers are satisfied with the grievance handling procedure followed by the company.

19

Chapter ;
'ecommendations and suggestions" 3ome of the things and areas actually re uired some sort of improvement. %or this some of
the suggestions are: %oremost important suggestion is that should provide trainees with proper training and should give the knowledge regarding actual working in the @8 department as it is the core department of any organi$ation. & little more cleanliness is re uired in the area canteen. There are some of the parts in the plant where electricity is wasted. This thing should be taken care of. 3pecial program must be started for creating awareness among the employee related to labour laws. There is a need of promoting the present educational assistance for the workers children. ,orkers education can be introduced for employees who posses ualification below 33#C.

20

Chapter < Conclusion

Thus from this study it found that though the company has provided various welfare measures, some of them seems to be not useful to the workers. The company has to get constant feedback from the workers in regard of the welfare activities provided to them. It is found that all the basic needs of the workers are met. Though their basic need s are met various welfare measures or schemes can be provided that can further motivate the employees, which can benefit them and also the organi$ation in terms of increased efficiency and productivity. Thus the labour welfare measures provide better physical and mental health to workers and thus promote a healthy work environment. ,orkers take active interest in their 4obs and work with a feeling of involvement and participation. 6mployee welfare measures increase the productivity of organi$ation and promote healthy industrial relations thereby maintaining industrial peace. The social evils prevalent among the labours such as substance abuse, etc are reduced to a greater extent by the welfare policies.

21

4ibliography $ebsite
www.itcportal.com www.scribd.com http:OOwww.citehr.comO'/17'9-labour-welfare.html

http:OOindustrialrelations.naukrihub.comOemployee-welfare.html

22

Anne,ure Level of satisfaction of employees towards welfare programmes in I3C

Personal Information
a. Bender: 0ale %emale

b.

6ducational Gualification ?elow 33#C 33#C Braduation

S5 ((o ' 1 :

Statements

)ighly Satisfied

Satisfied

-oderate Dissatisfied ly Satisfied

)ighly Dissatis fied

3afety practices for the welfare of its workers 8ecreation of employees 6ducational provided for education assistance children"s

&ssistance for post death formalities of employees and relatives 8etirement benefit @8& Canteen 3ubsidy %estival &llowance
23

9 / D *

( '7 '' '1 ':

8est 8oom %acility <niform &llowance Counselling process %irst aid The grievance handling procedure in the company

24