1.

Company Profile
GIPCL was incorporated in 1985 as Public Limited company under the auspices of Government
of Gujarat. The company is engaged in business of Electrical Power Generation. The total
present capacity of Vadodara and Mangrol Plants is 815 MW. The company has a vision to
transform itself into a national level power sector enterprise. The company is having its
registered office at P.O. Petrochemical, Vadodara, Gujarat.
It commissioned its first power project, a 145 MW gas based Combined Cycle Power Plant in
February, 1992 at Vadodara. Power from this plant is distributed to its promoters in proportion to
their original equity holding.
The company expanded its capacity and commissioned 165 MW Naphtha & Gas based
Combined Cycle Power Plant at Vadodara in November, 1997 as Independent Power
Producer(IPP) with Power Purchase Agreement (PPA) with GUVNL.
It commissioned 250 MW Lignite based Power Plant at Nani Naroli, District Surat in November,
1999 as Independent Power Producer(IPP) with Power Purchase Agreement (PPA) with
GUVNL. It also has its own Captive Lignite Mines at Vastan for Surat Lignite Power Plant.
2 x 125 MW SLPP Phase II has been commissioned in April 2010. Government of Gujarat has
consented to allot 500 MW Expansion Phase-3 also to Gujarat Industries Power Company
Limited and the Site Selection, Environmental Clearance, and Engineering Activities by
consultants for the same are in progress.
It Commissioned a 5 MW photovoltaic Solar Power Station at Vastan Mines of Surat Lignite
Power Station in January 2012.

Promoters
Gujarat Urja Vikas Nigam Ltd. (Erstwhile Gujarat Electricity Board)

www.guvnl.com

Gujarat State Fertilizers & Chemicals Ltd.

www.gsfclimited.com

Gujarat Alkalies & Chemicals Ltd.

www.gujaratalkalies.com

Petrofils Co-operative Ltd.

Registered Office
Gujarat Industries Power Company Ltd.
P.O. Petrochemical - 391346
Dist.: Vadodara
Gujarat - India
Phone: +91-265-2230182
Fax: +91-265-2231207
Gram: GIPCL
Email: genbaroda@gipcl.com
Website: www.gipcl.com
CIN: L99999GJ1985PLC007868
Surat Plant
Gujarat Industries Power Company Ltd.
P.O. Nani Naroli-394110
Tal.: Mangrol, Dist.: Surat
Gujarat - India
Phone: 02629-261063/64/65
Fax: 02629-261073/74
Email: genslpp@gipcl.com

2. Introduction of Topic
Now days, welfare has been generally accepted by employers as a social right. But the degree of
importance given by them varies.
Therefore, the Government also intervenes and introduces legislation from time to time to bring
about uniformity in providing such amenities. The intervention of the state, however, is only to
widen the area of its applicability.
Meaning and Definition of Labour Welfare:
Labour welfare is a flexible and elastic concept. Its meaning and implications differ widely with
times, regions, industries, countries, social values and customs, the general economic
development of the people and the political ideologies prevailing at particular moments. As such,
a precise definition is rather difficult.
However, attempts have been made by expert bodies to define the concept in their own way.
Let us study some of the definitions:
1. In the words of Prof. H.S. Kirkaldy. The whole field of welfare is one in which much can be
done to combat the sense of frustration of the industrial workers, to relieve them of the personal
and family worries, to improve their health, to offer them some sphere in which they can excel
others and to help them to a wider conception of life.
2. In the second Asian Regional Conference of ILO, it was stated that workers welfare may be
understood to mean such services, facilities and amenities which may be established in or in the
vicinity of undertakings to enable the persons employed in them to perform their work in healthy
and peaceful surroundings and to avail of facilities which improve their health and high morale.
3. According to Balfour committee, Labour welfare refers to the efforts made by the employers
to improve the working and living conditions over and above the wages paid to them. In its
widest sense it comprises all matters affecting the health, safety, comfort and general welfare of
the workmen, and includes provision for education, recreation, thrift schemes, convalescent
homes. It covers almost fields of activities of workers e.g., social, economic, industrial and
educational.
4. According to Labour Investigation Committee. Anything done for the intellectual, physical,
moral and economic betterment of the workers, whether by the employers, by the government or
by other agencies over and above what is laid down by law or what is normally expected on the
part of the contractual benefits for which worker may have bargained.
4

This is really an exhaustive definition. It covers and highlights all the important aspects of the
concept of labour welfare.
5. According to N.M. Joshi, welfare work covers all the efforts which employers take for the
benefit of their employees over and above the minimum standards of working conditions fixed
by the Factories Act and over and above the provisions of the social legislation providing against
accident, old age, unemployment and sickness.
On analysis of the above definitions, a simple definition of Labour Welfare can be framed
as under:
Labour welfare implies the setting up of minimum desirable standards of the provision of
facilities like health, food, clothing, housing, medical assistance, education, insurance, job
security, recreation etc. Such facilities enable the worker and his family to lead a good working
life, family life and social life.
Labour Welfare thus embraces in its fold all efforts which have their object of improvement of
health, safety welfare and general well-being of the workers. It is confined to those activities
which are undertaken statutorily or otherwise, inside the industrial premises or outside by any
agency, government, employers which do not come under social insurance conditions, and which
lead to improvement in health, efficiency and happiness of industrial workers and their families
e.g. recreational, medical, educational, washing, bathing, transport facilities canteens and
creches, etc. Thus, the term labour welfare covers not only the workers but also their families.
Labour Welfare Measures
Labour welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status. Welfare measures are
in addition to regular wages and other economic benefits available to workers due to legal
provisions and collective bargaining. The purpose of labor welfare is to bring about the
development of the whole personality of the workers to make a better workforce. The very logic
behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force
for the organization. The purpose of providing such facilities is to make their work life better and
also to raise their standard of living.

3. Rational of the Topic

Health, safety and welfare are the measures of promoting the efficiency of employee. The
various welfare measures provided by the employer will have immediate impact on the health,
physical and mental efficiency, alertness, morale and overall efficiency of the worker and thereby
contributing to the higher productivity. The basic propose of employee welfare is to enrich the
life of employees and to keep them happy and conducted. Welfare measures may be both
statutory and non-statutory, laws require the employer to extend certain benefits to employees in
addition to wages or salaries.
Employee welfare is an area of social welfare conceptually and operationally. It covers a broad
field and connotes a state of well being, happiness, satisfaction, conservation and development of
human resources and also helps to motivation of employee. The basic propose of employee
welfare is to enrich the life of employees and to keep them happy and conducted. Welfare
measures may be both statutory and non statutory laws require the employer to extend certain
benefits to employees in addition to wages or salaries. Organizations provide welfare facilities to
their employees to keep their motivation levels high. The employee welfare schemes can be
classified into two categories viz. statutory and non-statutory welfare schemes. The statutory
schemes are those schemes that are compulsory to provide by an organization as compliance to
the laws governing employee health and safety, these include: canteen facilities, drinking water,
proper and sufficient lighting , facilities for sitting , changing rooms , first aid appliances, latrines
and urinals , washing places, spittoons, rest rooms. Non statutory welfare schemes may include:
personal health care, flexi-time, employee assistance programs, harassment policy, employee
referral scheme, medi-claim insurance scheme. The non statutory schemes differ from
organization to organization and from industry to industry. Health, safety and welfare are the
measures of promoting the efficiency of employee. The various welfare measures provided by
the employer will have immediate impact on the health, physical and mental efficiency alertness,
morale and overall efficiency of the worker and thereby contributing to the higher productivity.
Some of the facilities and services which fall within the preview of employee welfare include
adequate canteen facilities, accommodation arrangements, and recreational facilities, medical
facilities transportation facilities for traveling from & to the place of work. Employee welfare
covers an ample field and connotes a state of wellbeing, happiness, satisfaction, protection and
6

enlargement of human resources and also helps to motivation of worker. The fundamental
propose of employees welfare is to enrich the life of employees and to remain them joyful and
conducted that helps to development of organization. Every organization should provide
statutory and non statutory welfare measures but some organization provides some more welfare
facilities to the employees and their quality of work life. The prime aim of our nation is to
achieve maximum possible economic development so as to achieve higher standard of living for
workers in the country. In spite of all the modern technology and all the systems of controls
coming into wide spread use, man still remains the most important factor in production process.
If people do not want to work, it is impossible for every organization to attain its goals. So, in
this connection welfare measures is one of the aspect of national program towards improving the
production of the industry condition of the worker and income of the society. The welfare
measures are more important for every employee, without welfare measure employee cannot
work effectively in the organization.
The basic features of labor welfare measures are as follows:
1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.

4. Objective of the Study

Primary Objective:
To study the employees welfare measures in GIPCL.

Secondary Objectives:

To identify the various welfare measures provided to the employees.

To know their satisfaction towards the welfare measures

To understand how welfare measures improve the motivation of the

Employees.

To analyze the employees opinion, views regarding the welfare facilities provide by the
organization

To find out employees preference regarding welfare measures which they like to have in
future.

5. Research Methodology
Definition of Research
The manipulation of things, concepts or symbols for the purpose of generalizing to extend,
correct or verity knowledge, whether that knowledge aids in construction of theory or in the
practice of an art.
-

D.Slesinger and M.Stephenson

The methodology adapted to collecting information from a sample size of 95-100 respondents by
using simple random sampling technique, in order to analyze and interpret the respondents
opinions and views with respect to the welfare measures provided by the GIPCL. The entire
study is based on both the primary data and Secondary data.
Primary Data
The primary data are collected from the respondents (employees) of the study directly to know
their opinion about the benefits and welfare measures of the PDL.
Questionnaire : A Questionnaire has been prepared and distributed among the respondents both
executive and non-executives.
Interview : Personal Interview and interaction with the respondents (employees).
Observation : by observing the working environment.

Secondary Data
The secondary data is that which have been already collected by some one or else which have
been passed through statistical data can be categorized into two broad categories named
published and unpublished statistics.
Various sources are available namely documents, books, magazines, journals etc, and also
collected from various files, records of GIPCL.
SAMPLING METHOD
In this research systematic sampling method is used to collect the primary data by
using questionnaire.

6. Limitation of the Study

As the study revolves around the reward system of the organization and in spite of keeping
serious and sincere efforts there are several limitations. There are as follows.
Time is the important limitation. Due to time constraints only limited population is taken
for the study.
Findings based on this study cannot be used in other organizations.
There are chances of misrepresentation responses.
The biased view of the respondent is another cause of the limitation.

10

7. Organization of the study

SR.NO.

PARTICULARS

1.

INTRODUCTION OF TOPIC

2.

DETAILS OF ORGANIZATION

3.

REVIEW OF LITERATURE

4.

OJECTIVES OF THE STUDY

5.

RESEARCH METHODOLOGY USED

6.

DATA ANALYSIS

7.

FINDINGS OF THE STUDY

8.

11

OBSERVATIONS AND
SUGGESTIONS

LIMITATIONS OF STUDY

10.

BIBLIOGRAPHY

11.

ANNEXURE