Employee Welfare Measures 2017

A STUDY ON EMPLOYEE WELFARE MEASURES IN VEL TECH
ENGINEERING WORKS, CHENNAI

Submitted to the University of Madras in partial fulfillment of the requirement of the
award of the degree of
BACHELOR OF BUSSINESS ADMINISTRATION
Submitted By
CHRISTOPHER. J (Reg. No. 411302463)
JINIL DANI. P.J (Reg. No. 411302468)
NIJESH. J (Reg. No. 411302473)
SELVIN JOSE. C (Reg. No. 411302480)
SRIKRISHNA. B (Reg. No. 411302482)

Under the Guidance of
Asst.Prof.N.S.VIJAYAGANESH
FACULTY GUIDE
DEPARTMENT OF BUSINESS ADMINISTRAION

MAR GREGORIOS COLLEGE
MOGAPPAIR, CHENNAI – 600 037
(Affiliated to University of Madras)
April 2016
Date: 24/03/2016
COLLEGE CERTIFICATE
This project report entitled “A STUDY ON EMPLOYEE WELFARE

MEASURES IN VELTECH ENGINEERING WORKS, CHENNAI ” is a bonafide
record of the orginal work done by CHRISTOPHER. J (Reg. No. 411302464),

JINIL DANI. P.J (Reg. No. 411302468), NIJESH. J (Reg. No. 411302473) SELVIN
JOSE. C (Reg. No. 411302480) and SRIKRISHNA. B (Reg. No. 411302482) submitted
in partial fulfilment of the requirements for the award of the degree

BACHELOR OF BUSINESS ADMINISTRATION, UNIVERSITY OF MADRAS
during the academic year (2015-2014).
PRINCIPAL HEAD OF THE DEPARTMENT
EXTERNAL EXAMINIER INTERNAL GUIDE

COMPANY CERTIFICATE
TO WHOMSOEVER IT MAY CONCERN
This is to certify that CHRISTOPHER. J (Reg. No. 411302463), JINIL DANI. P.J (Reg. No.
411302468), NIJESH. J (Reg. No. 411302473) SELVIN JOSE. C (Reg. No. 411302480)
and SRIKRISHNA. B (Reg. No. 411302482) of BBA, 3rd year students of Mar Gregorios
College, Chennai - 37 has successfully completed their project in the title “A STUDY
ON EMPLOYEE WELFARE MEASURES IN VELTECH ENGINEERING
WORKS, CHENNAI” during the period from 02-02-2016 to 03-03-2016.
During the internship they were sincere and hardworking.
We wish them all their success in future endeavours.

GUIDE CERTIFICATE
This dissertation “A STUDY ON EMPLOYEE WELFARE MEASURES IN

VELTECH ENGINEERING WORKS, CHENNAI” is a record of project work
undertaken by the candidates,
During the period of their study at MAR GREGORIOS COLLEGE, CHENNAI -

600037, and the dissertation has not previously formed the basis for the award of any
Degree, Diploma, Associate ship, Fellowship or other similar titles.
This Dissertation represents the independent work on the part of the candidates
ACKNOWLEDGEMENT
Firstly, We Thank the almighty God for the blessing showed upon us for the successful
completion of my project.
We express our deep sense of gratitude to Dr. K. MOHANDOSS M.Sc., M.Phil., Ph,D
The Principal, for his encouragement throughout the course of this study.
We would like to express our deep sense of gratitude and profound thank to our project
training guide, Asst.Prof. N.S.VijayaGanesh for his constant encouragement throughout
my project training report.
We are grateful to Asst.Prof.N.S.VijayaGanesh, Head of the Department of Business

Administration for his encouragement and assistance throughout the work.
We would like to express our sincere gratitude to the management of VELTECH

ENGINEERING WORKS, CHENNAI for allowing me to do this project in their
estimated organization and for the help and cooperation at every step of our project work.
We would also like to thank our parents, staff members and friends for their support and
motivation in successful completion of this project.
DECLARATION
We J. CHRISTOPHER. J (Reg. No. 411302463), JINIL DANI. P.J (Reg. No.

411302468), NIJESH. J (Reg. No. 411302473) SELVIN JOSE. C (Reg. No. 411302480)
and SRIKRISHNA. B (Reg. No. 411302482)final year students of Department of
Business Administration, Mar Gregorios College, Chennai would like to declare that the
project entitled “A STUDY ON EMPLOYEE WELFARE MEASURES IN
VELTECH ENGINEERING WORKS, CHENNAI” carried out is a bonofied work
done by the researcher, in partial fulfilment of the degree of B.B.A course of University
of Madras. The research submitted by us is the original and true work done to the best of
our knowledge and belief.
NAME SIGNATURE

CONTENTS
CONTENTS
CHAPTER TITLE PAGE NO.

1.1 Introduction .
1.2 Company Profile.
1 1.4 Review of Literature.
1.5 Objective of the Study.
1.7 Scope of the Study.
1.8 Limitations of the Study.
2.1 Research methodology.
2 2.2 Types of Research .
2.3 Research design
2.4 Data collection method
2.5 Sampling Technique.
2.6 Data Analysis Tools.
3.1 Data Analysis and Interpretation.
3.2 Findings.
3
3.3 Suggestions.
3.4 Conclusion.
Bibliography
Questionnaire
TABLE PAGE
NUMBER PARTICULAR NUMBER
3.1 Respondents age
3.2 Respondents Gender
3.3 Respondents marital status
Respondents qualification
3.4
3.5 Respondents experience
3.6 Salary level of the respondents
3.7 Opinion on welfare measures
3.8 Satisfaction of the work atmosphere
3.9 Satisfaction of welfare measures provide by the

organization
3.10 To provided the residential quarters
3.11 To provided the canteen facilities
Respondents opinion of salary and compensation provided

3.12
the organization.
3.13 Present employee-employer communication system.

LIST OF TABLE
3.14 Satisfaction With job securities provided by the organization
3.15 Respondent’s opinion about working conditions.
3.16 Opinion about salary/wages matching with their qualification.
3.17 Opinion about motivation provided by the organization

3.18
Recreation facilities provided by the organization
3.19
Transport facilities provided by the organization.
3.20
Loans and advances provided by the organization.
3.21 Satisfaction of development programme provided by the
organization.
3.22 Employee participation in the decision making process
provided by the organization.
3.23 Opinion about retirement benefits.
3.24 Education provided to the organization.
3.25 Equipments provided by the organization are safe and free

from accidents.
3.26 Reward system prevailing in the organization.
3.27 Job securities provided to the organization.
3.28 Attitude towards the organization.
LIST OF CHART
TABLE PAGE
NUMBER PARTICULAR NUMBER
3.1 Respondents age
3.2 Respondents Gender
3.3 Respondents marital status
Respondents qualification
3.4
3.5 Respondents experience
3.6 Salary level of the respondents
3.7 Opinion on welfare measures
3.8 Satisfaction of the work atmosphere
3.9 Satisfaction of welfare measures provide by the organization
3.10 To provided the residential quarters
3.11 To provided the canteen facilities
Respondents opinion of salary and compensation provided the

3.12
organization.
3.13 Present employee-employer communication system.

3.14 Satisfaction with job securities provided by the organization.
3.15
Respondent’s opinion about working conditions.
3.16 Opinion about salary/wages matching with their qualification.
3.17 Opinion about motivation provided by the organization

3.18
Recreation facilities provided by the organization
3.19
Transport facilities provided by the organization.
3.20
Loans and advances provided by the organization.
3.21 Satisfaction of development programme provided by the
organization.
3.22 Employee participation in the decision making process
provided by the organization.
3.23 Opinion about retirement benefits.
3.24 Education provided to the organization.
3.25 Equipments provided by the organization are safe and free

from accidents.
3.26 Reward system prevailing in the organization.
3.27 Job securities provided to the organization.
3.28 Attitude towards the organization.

CHAPTER I
INTRODUCTION
CHAPTER-1
1.1. INTRODUCTION OF THE STUDY
MEANING OF WELFARE MEASURES:
Labor Welfare is a term which must necessarily be elastic, bearing a somewhat

different interpretation in one necessary country from another, according to the different
social customs, the degree of industrialization and educational level of the workers.
Welfare means faring (or) doing well. It is a comprehensive term, and refers to the
physical, mental, moral and emotional well-being of an individual.
Trade unions and governmental and non-governmental agencies. It is rather
difficult to define the term labour welfare precisely because of the relatively of the
concept. Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the
morale and motivation of the employees high so as to retain the employees for longer
duration. The welfare measures need not be in monetary terms only but in any
kind/forms,
DEFINITION OF WELFAREMEASURES:
According to the committee on labor welfare, welfare services should mean:
Such services, facilities, and amenities s adequate canteens, rest and recreation
facilities, sanitary and medical facilities, arrangements for travel to and from place of
work, and for the accommodation of workers employed at a distance from their homes;
Such other services amenities and facilities, including social security measures, as
contribute to the conditions under which workers are employed.
MERITS AND DEMERITS OF WELFARE MEASURES:
 It is desirable to recollect the service of a typical worker in the context.

 His / Her labour helps dig and haul coal from the depth of the earth.
 To fetch and refine oil, to build dams and reservoirs, to lay pipes, canals railway
lines and roads.
 His / Her actions and interactions within the industrial framework will have a
great impact and influence (or) industrial development.
 Welfare facilities tend to make the worker happy, cheerful and confident looking.
 Welfare may not directly increase productivity, but it add to general feelings of
satisfaction with the company and cut down labor turnover.
MAIN FEATURES:
1) It is the work which is usually undertaken within the promises (or) in the
vicinity of the undertakings for the benefit of the employees and the members
of their families.
2) The purpose of providing welfare amenities is to bring about the development of
the whole personality of the worker –his social, psychological, economic,
cultural and intellectual development to make him a good works. A good
citizen of a good member of the family.
SCOPE OF WELFARE WORK:
 Conditions of work environment

 Workers health services
 Labor welfare programme
 Labor ‘s economic welfare programme
 General welfare
TECHNIQUES OF LABOR WELFARE WORK:
 The welfare work is contingent on the efficiency of labor and on the

kind of techniques employed for the purpose.
 The employment of techniques his an art and no hard and fast rule can
be laid down for it.
 At the outside, it must be stated the, for the purpose of welfare work, the
lanourer and his family need to be treated as 1 unit, whiled respectives
needs of each have also to be kept in mind.
LABOR WELFARE ACTIVITIES UNDERTTAKEN BY THE ORGANISATIONS.
 Certain facilities are provided at the site of work itself, such as subsidized
canteens, crèches, medical facilities.
 Some facilities relate ti the economic needs of workers such as co-
operative credit societies, consumers co-operative stress, staff
benefitfunds, the educational assistance to worker’s children.
TYPES OF WELFARE ACTIVITIES:
1) Welfare measures inside the work place, and

2) Welfare measures outside the work place.
WELFARE MEASURES INSIDE THE WORKPLACE:
 Conditions of the work environment

 Conveniences
 Worker’s health services
 Women and child welfare
 Worker’s Recreation
 Employment follow-up
 Economic services
 Labour – management participation
 Worker’s education
WELFARE MEASURES OUTSIDE THE WORKPLACE:
 Housing – bachelors quarters. Family residences. according to types

and rooms.
 Water, Sanitation, waste disposal.
 Roads , lighting, parks, recreation playgrounds.
 Schools, nursery, primary, secondary and high school.
 INTRA - MURAL FACILITIES
 EXTRA- MURAL FACILITIES
 WELFARE FACILITIES BY THE GOVERNMENT
 WELFARE ACTIVITIES BY THE TRADE UNIONS
 WELFARE WORK BY THE VOLUNTARY AGENCIES.
THE FACTORIES ACT, 1948:
The welfare amenities provided under the act are given below:
 Washing facilities.
 Facilities for storing and dry clothing.
 Sitting facilities for occasional rest for workers who are obliged to
work standing.
 First- aid boxes (or) clipboards- one for every 150 workers and
ambulance facilitation, it there are more than 500 workers.
 Canteens if employing more than 250 workers.

 Canteens if employing more than 30 women.
 THE MINES ACT, 1952 THE MINES ROLES
 THE PLANTATIONS LABOUR ACT, 1951
 THE MOTOR TRANSPORT WORKERS ACT, 1961
 THE CONTACT LABOUR (REGULATION AND ABOLITION)ACT, 1970
 THE MERCHANT SHIPPING ACT, 1958
 DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961
 INTER STATE MIGRANT WORKMEN (REGULATION OF EMPLOYMENT
AND CONDITIONS OF SERVICE)ACT,1979
LABOUR DEPARTMENT:
Labour Welfare Sector aim at improving the working conditions, maintenance

of better Industrial relations, strict enforcement of Labour Laws and launching of welfare
activities for the benefit of industrial workers and their families. The Labour department
implements about 29 labour legislations with the objective of providing not only
monetary benefit like minimum wages, overtime, bonus etc to the workers but also to
ensure their health and safety during the course employment. The list of the Labour
Legislations implemented by this department is as under:
 The Industrial Disputes Act, 1947

 The Industrial Employment (SO) Act, 1946
 The Factories Act, 1948
 The Delhi Shops & Establishment Act, 1954
 The Workmen Compensation Act, 1923
 The Minimum Wages Act, 1948
 The Payment of Wages Act, 1936
 The Motor Transport Workers Act, 1961
 The Equal Remuneration Act, 1976
 The Payment of Bonus Act, 1965

 The Trade Union Act, 1926
 The Electricity Act, 2003
 The Indian Boilers Act, 1923
 The Payment of Gratuity Act, 1972
 The Sales Promotion Employees (Conditions of Service) Act. 1976
 The working Journalists (Condition) Service & Miscellaneous Provision
Act,1955
 The Child Labour (Prohibition & Regulation) Act, 1986
 The Contract Labour (R & A) Act, 1970
 The Punjab – Industrial Establishment (Casual, Sick Leave & Festival) Act (as
extended to Delhi)
 The Bombay Lift Act, 1939 (as extended to Delhi)
 The Maternity Benefit Act, 1961
 The Bombay Labour Welfare Fund Act, 1953 (as extended to Delhi)
 The Regulation for Licensing and Controlling place of Amusement and
 Performance for Public Amusement Act. 1980(other than cinematography)
 The Inter State Migrant Workers (RE&CS) Act, 1979
 The Bombay Smoke Nuisance Act.
 The Labour Laws (Exemption from furnishing returns and maintaining
register by certain establishment) Act, 1988.
 The Building and Other Construction Workers (R E & C S) Act, 1996
 The Building and Other Construction Workers Welfare Cess Act, 1996
159
There are also some labour laws which are implemented by other departments as follows:
 The Bonded Labour (System) Abolition Act, 1976 (by office of Divisional
Commissioner/Deputy Commissioner)
 The Employees State Insurance Act, 1948 (by DHS)
 Employees Provident Fund Act, 1952 (by Provident Fund Commissioner)
To handle these Legislations and increased economic activities with ease, responsibilities
of the Labour Department are as follows: Enforcement of Labour Legislation
 Conciliation of Industrial Disputes.
 Maintenance of Industrial Peace and Harmony.
 Measures for safety, health and welfare of labour.
 Aims at improving the living standard of the workers, particularly the Industrial
workers. The schemes are included for the improvement of the working
conditions of the workers, better industrial environment, proper enforcement of
the labour laws and welfare programmes.
 The Delhi Labour Welfare Board and the Building and Other Construction
workers Welfare Board have been constituted to identify and implement various
welfare activities for the workers engaged in organized as well as unorganized
sector.
LABOUR WELFARE PROVISIONS:
Chapter v of the act provides for welfare facilities. Specifically, the act provides
for adequately screened washing facilities for the use of male and female workers.
WELFARE FUNDS:
In order to provide welfare facilities to the workers employed in mica, iron- ore,
manganese – ore and beedi rolling, welfare funds have been established to supplement
the efforts of employers and the state governments under respective enactment. The
funds have been credited by levy of less on production, consumption (or) export of
mineral, and in the case of beedi rolling, on the number of sticks rolled. The funds are
used to provide medical facilities, housing, drinking water, schooling, recreative, and to
forth.
APPROACHES TO LABOUR WELFARE:

Approaches to employee welfare refer to the beliefs and attitudes held by
agencies which provide welfare facilities. Some agencies provide welfare facilities
inspired by religious faith, others as a philanthropic duty and the like.
ADMINISTRATION OF WELFARE FACILITIES:
1) Welfare policy
2) Organization for welfare
 Trend analysis
 Opinion survey
The DISBURSED SCOPES, ITEMS AND RATIOS OF EMPLOYEES’ WELFARE

FUND:
The disbursed scopes, items and ratios of the employees' welfare fund are given
in accordance with Paragraph 1, Article 7 of Employees' Welfare Fund Act as follows:
The disbursed scopes and items:
WELFARE BENEFITS:
Wedding, funeral, bearing benefits for injury and disease, emergency aid and
loan, disaster assistance etc.
EDUCATIONAL GRAINTS:
Subsidies for employees' advanced study and educational fees for their
children etc.
RECREATION ACTIVITIES:
Culture and health activities, group activities, tourism and recreation facilities etc.
OTHER WELFARE ITEMS:
Festival grants, interests subsidy for the housing loan, employees' deposit
insurance, purchasing house with employee deposit, child-care and spouse dependants
subsidies, retired employees' benefits and other benefits etc.
REVIEW OF LITERATURE
1.3. REVIEW OF LITERATURE

LABOR WELFARE:
Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the
morale and motivation of the employees high so as to retain the employees for longer
duration.
The welfare measures need not be in monetary terms only but in any kind/forms
Employee welfare includes monitoring of working conditions, creation of industrial
harmony through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families. Labor welfare
entails all those activities of employer, which are directed towards providing the
employees with certain facilities and services in addition to wages or salaries.
CONCEPT:
Labor Welfare may be viewed as a total concept, as a social concept, and a

relative concept. The total concept is a desirable state of existence involving the physical
mental, moral and emotional well-being.These four elements together constitute the
structure of welfare, on which its totality is based.
The social concept, welfare measures implies the welfare of man, his family and
his community. All of three aspect, are interralated and work together in a three-
dimensional approach.
The relative concept, of welfare implies that welfare is relative in times and place.
It is a dynamic and flexible concept and hence its meaning and content differ from time
to time, region to region, industry to industry and country to country, depending upon the
value system, level of educational, social customs, and degree of industrialization, and
general standard of the social- economic development of people. Labour welfare implies
thw setting up of minimum desirable standard and provides 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 work life, family life and
social life. Labor welfare also operates to neutralize the harmful effects of large-scale
industrialization and urbanization.
DEFINITION:
The oxford dictionary labor welfare as “efforts to make life with worth living for
a workmen” chamber’s dictionary defers welfare as “a state of facing (or) doing well
freedom from clamity enjoyment of health, prosperity, etc.
In the words of R.R.Hopkins, welfare is fundamentally as attitude of mind in the

part of management influencing the method which by management activities are
undertaken obviously the emphasis here is on the “attitude of mind”.
E.S proud definition welfare works as “voluntary efforts in the part of employers
to improve the existing industrial system and condition of thew employment in their own
factories.
SOCIAL SECURITY
The connotation of the term”social security” varies from country to country with
different political ideologies.
 Medical care
 Sickness benefit
 Unemployment
 Old age
 Employees injury
 Family
 Maternity
 Invalidity
 Survivor’s
In socialist countries, avowed goal is complete protection to every citizen form

the cradle to the ideologies.
Social security may be two types.
1) Social assistance under which the state finances the entire cost of the
facilities and benefits provided.
2) Social insurance, under the take organizes the facilities financed by
contributions from the workers and employees with (or) without a subsidy
from the state.
Social securities in india:
 At present both types, at social securities schemes, all envogue in our

country. Among the social assistance scheme all the most employees.
 The social insure mental, which has gained much under acceptance man
the social assists method.
APPRAISAL OF WELFARE SERVICES:
 One of the main obstacles in the effective enforcement of the her provision
of the factories act has been the quantitative and qualitative in adequacy of
the inspection staff.
 Women workers do not make use of crèche facilities either because they
are dissuaded by the management to bring their children with them (or)
because they have to face transport difficulties.
 At present, the labor welfare officers is not able to enforce laws
independently because ha has to work under the pressure of management.
STATUTORY WELFARE SCHEMES:

The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
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. Latrines and Urinals: 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 same 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.
NONSTATUTORYSCHEMES:
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 & 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.
7. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in
the organization.
FAMILY WELFARE:
The welfare funds are raised by government by imposing cess on manufactured

beedis, feature films, export of mica, consumption of limestone & dolomite and
consumption and export of iron ore, manganese ore & chrome ore. An explanation of the
cess levied under different legislations is given below:
 Beedi Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise
duty on manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured
beedis. This is presently Rs 2 per 1000 beedis with effect from 28th June 2000.
 The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate
not being less than one thousand rupees and not exceeding twenty thousand
rupees, on every feature film submitted to the Chairman, Central Board of Film
Certification. This is Rs 20000 per feature film of Hindi and English and for
regional films it is Rs 10000 per film with effect from 20th April 2000.
 The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act,
1976 provides for levy and collection of cess on Iron Ore, Manganese Ore &
Chrome Ore between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/-
respectively.
 The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy
and collection of cess on Limestone and Dolomite as a duty of excise at such rate
not exceeding one rupee per metric tone of limestone & dolomite. The rate of cess
on Limestone and Dolomite is Re.1/- with effect from 27th December 2000.
 Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of
cess on all mica exported as duty of Customs not exceeding 6.25% ad valorem.
This is 4.5% ad valorem on export with effect from 1st November 1990.
OBJECTIVES
1.4. OBJECTIVES OF THE STUDY
Labor welfare has the following objectives:

 To provide better life and health of the workers conditions in Veltech Engineering
Works.
 To make the workers happy and satisfied.
 To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
 To welfare measures are in addition to regular wages and other economic

benefits available to workers due to legal provisions and collective bargaining.
 To labor welfare schemes are flexible and ever-changing. New welfare measures
are added to the existing ones from time to time.
 To welfare measures may be introduced by the employers, government,

employees or by any social or charitable agency.
SCOPE
PURPOSE OF THE STUDY
Development oi any country mostly depends upon the growth of industries and business.
The growth of industries largely related to the welfare of the worker.
Labour Welfare may include anything done for the intellectual, physical, moral and
economic betterment of the workers, whether by employers, by Government or by other
agencies such as. Trade Unions, Trusts etc.
Welfare work enable the workers to enjoy a richer and fuller life by providing them basic
facilities and amenities of life which they themselves can not provide.
Labour welfare improves the morality and efficiency of worker and ultimately the
productivity of industrial worker and organization. It also helps to reduce the chances of
industrial dispute like strikes and lockouts. It develops a sense of responsibility and
dignity among the workers and motivate the workers to higher production. It also help to
make workmen worthy citizens and important part of the national development.
Though the Government has enacted number of Labour Laws, still the life of worker is
miserable and they have to work in risky and dangerous conditions. In this study and
attempt has been made :
1. To make an analytical interpretation of the labour welfare schemes provided by the

various agencies and the state of labour welfare in selected companies in and around
Chennai.
2. To find out some remedies and suggestion regarding the labour welfare in companies
in Chennai .
1.5. SCOPE OF THE STUDY
 This project titled “a study on labor welfare measures in Veltech Engineering

Works” is a study done particularly at the corporate office of Veltech Engineering
Works.
 The total workforce of the organization was around 200 consisting of industrial
workers, technicians, operators, office, staff, Secretaries, field staff, technical
executives and non- technical executives, managers.
 The corporation comprises six major production units viz., Unit-1CNC, Unit-2
Metal Lathe, Unit -3 welding.
 Almost all the officers are situated in the industrial promises, with a sample size
of 90 respondents, who are employees of Veltech Engineering Works.
 This study further will be useful for the origin analyzing the perception or opinion
of employees with respect to the welfare measures provided to them in Veltech
Engineering Works.
LIMITATION
1.6. LIMITATIONS OF THE STUDY
 The sample size of the study, which consists of 90 employees, cannot be

generalized and applied for general public.
 Opinions are dynamic; hence, the results of the study based on these opinions
are likely to differ.
 The above- mentioned study is carried out in only the particular company and
so the observations and results are not applicable for any other companies.
 The result also depend upon the integrity of respondents in giving true and fair
opinion and their level of knowledge in the subject under study.
 Data of similar companies were not available for comparison.
 The workforce of the company is too large and hence all of them could not be
contacted for views and opinions on the research topic.
CHAPTERII
RESEARCH
METHODOLOGY
CHAPTER- 2
2.1. RESEARCH METHODOLOGY
INTRODUCTION:
Methodology is a plan of action for a research project and explains in
detail how data is collected, analysis and presented. So that they will provide meaningful
Information. This section is to give enough background on the technical aspects of the
study to allow the reader to appraise the quality of the information obtained.
RESEARCH DEFINITION:
Research is a combination of both experience & reasoning and must be

regarded as the most successful approach to the discovery of truth (national sciences).
RESEARCH TECHNIQUES:
Behaviour and instruments used in research operations.
Ex: scales, longitudinal/ cross sectional
BENEFITS OF RESEARCH METHODOLOGY:
 Advancement of wealth of human knowledge.
 Helps to understand the researcher as a user of library.
 Enables critical evaluation of literature.
 Develops special interests& skills.
 Creates awareness of special needs of research process.
 Facilities reference and information service.
RESEARCH PROCESS:
 Selection and formulation of research problem

 Literature survey
 Level of working hypothesis
 Research design
 Sampling strategy (or) sample design
 Pilot (quick & dirty) study
 Data collection
 Processing and analysis of data
 Testing of hypothesis
 Interpretation & generalization
 Preparation of the report

TYPES OF RESEARCH
2.2 TYPES OF RESEACH
Five types of research as follows:

a. Descriptive survey research
b. Applied research
c. Quantitative research
d. Qualitative research
e. Empirical research.
Descriptive survey research:
 Surveys and fact finding enquiries
 No control over variable
 Try to discover causes (i.e. example-post facto)

RESEARCH DESIGN
2.3. RESEARCH DESIGN
Research design is the plan, structure and strategy of investigation.

Conceived, so as to obtain answer, to research questions. QuestionnarieResearch design
was adopted in this project work. Since, the investigator wants to know about the
consumer perception and opinion.
DATA USED:
` Collection of information is called as data. Data is of two types
1. Primary data and
2. Secondary data
Primary data:
Primary data are those which are colleted a fresh and for the first time ,and
thus happen to be original in character. Under primary method of dat collection several
methods are available . For this project study questionnaire method is used.
Secondary data:
The secondary data are those which have already been collected by
someone else and which have already been passed through staticial process. Secondary
data may be published or unpublished data. Secondary data collection method consist of
1) Various publication of central,state or local government
2) Various publications of foreign government or of international bodies

and their subsidiary organization.
3) Books, magazines and reports
4) Reports and publications of various associations connected with

business and industry, bank, stock exchanges etc.
For the project study following secondary data is used.
1 Company profile
2 Previous reports
INSTRUMENT USED:
The questionnaire was found to be the suitable research instrument to
collect the primary data from the employees. The types of questionnaire used are
structured and undisguised. Following are types of questions used in the questionnaire.
 Direct questions
SAMPLE UNIT:
Research carried out among the various units/plants of Veltech

Engineering Works, Chennai.
SAMPLE UNIT (N):
90 samples were randomly selected from the workers of various

units/plants of Veltech Engineering Works, Chennai.
SAMPLE METHOD:
Simple random sampling method was to select the sample from the
population.
SAMPLE CONTACT METHOD:
The data were collected from population of selected.
AREA OF THE STUDY:
The area of the study was various units/plants of Veltech Engineering

Works, Chennai.
PERIOD OF THE STUDY:

Survey was collected during the period of 1 month.
STATISTICAL TOOLS USED:
The following tools and techniques have been used for the statistical
analysis of randomly selected data.
 Percentage Analysis
Percentage analysis method:
The percentage analysis was used to find the percentage of each category.
Various tables and charts were drawn for easy representation.
Percentage analysis = [number of respondents / sample size]*100

DATA COLLECTION
METHOD
2.4. DATA COLLECTION METHODS
PRIMARY DATA COLLECTION:

In primary data collection, you collect the data yourself using methods such as
interviews and questionnaires. The key point here is that the data you collect is unique to
you and your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods
 Questionnaires
SECONDARY DATA COLLECTION:
All methods of data collection can supply quantitative data (numbers, statistics or
financial) or qualitative data (usually words or text). Quantitative data may often be
presented in tabular or graphical form. Secondary data is data that has already been
collected by someone else for a different purpose to yours. For example, this could mean
using:
 Data collected by a hotel on its customers through its guest history system
 Data supplied by a marketing organization

 Annual company reports
 Government statistics.
SAMPLING TECHNIQUES
2.5. SAMPLING TECHNIQUES
 Types of sample
Generally, two types of samples are used in marketing research, viz.,

 Probability Sample.
 Non-Probability Sample.
 Sampling
Sampling is that part of statistical practice concerned with the selection of an

unbiased or random subset of individual observations within a population of
individuals intended to yield some knowledge about the population of concern,
especially for the purposes of making predictions based on statistical inference.
Sampling is an important aspect of data collection.
Sampling is the process of selecting units (e.g., people, organizations)
 Sampling Design
A sample design is a definite plan for obtaining a sampling from the sampling
frame. It refers to the technique or the procedure the researcher would adopt in
selecting units from which inferences about the population is drawn.
Sampling design is determine before any data are collected.
 Population
Population in statistics means the whole of the information which come under
purview of statistical investigation. A population may be finite according as the
numbers of individuals in it are finite in the organization. The population size is 90 in
the organization.
 Sample
A sample is a part of the population selected from the study. The selection of a
group of individuals or items from a population in such a way that this group
represents the population is called sample.
The sample size taken for the study is 90.
 Sample size
The sample size was 90 employees through the questionnaire method. 90

employees are surveyed at Veltech Engineering Works.
 Sampling method.
The corporate team who is involved in the recruitment process was considered as
a sample for the study. The sample size was 90.
DATA ANALYSIS TOOLS
2.6 DATA ANALYSIS TOOLS.
The methods followed for the analysis and interpretation of data are:
 Percentage Analysis
PERCENTAGE METHOD:
Percentage refers to a special kind of ratio. It is used to make comparison between

two or more series of data. They can be used to compare the relative items, the
distribution of two or more series of data, since the percentages reduces every thing to a
common base and there by allow meaningful comparisons to be made.
PERCENTAGE NO OF RESPONDENTS
= ____________________ x 100
FORMULA TOTAL RESPONDENT
CHAPTERIII
3. DATA ANALYSIS AND
INTERPRETATION
CHAPTER-3
DATA ANALYSIS AND INTERPRETATION
TABLE NO: 3.1

TABLE REGARDING RESPONDENTS AGE
AGE NO.OF RESPONDENTS PERCENTAGE
25-35 Years 10 11.11
35-45 Years 40 44.44
46&ABOVE 40 44.44
TOTAL 90 100
SOURCES: PRIMARY DATA
CHART NO: 3.1
CHART REGARDING RESPONDENTS AGE
INFERENCE:
The above table indicates that out of 90 respondents, 44.44 percent of the respondents
are belonging to the age group of above 46 years, 44.44 percent of them are belonging to
the age group of 35-45 years and 11.11 percent of the respondents are belonging to the
age group of 25-35 year.
TABLE NO: 3.2
TABLE REGARDING RESPONDENTS GENDER
GENDER NO.OF RESPONDENTS PERCENTAGE

Male 6O 66.66
Female 30 33.33
TOTAL 90 100
CHART NO: 3.2
CHART REGARDING RESPONDENTS GENDER
INFERENCE:
are male and 33.33 percent of the respondents are female.
TABLE NO: 3.3
TABLE REGARDING RESPONDENTS MARITAL STATUS
MARITAL STATUS NO.OF RESPONDENTS PERCENTAGE
Married 78 86.66
Unmarried 12 13.33
TOTAL 90 100
CHART NO: 3.3
TABLE REGARDING RESPONDENTS MARITAL STATUS
INFERENCE:
The above table is indicates that out of 90 respondents, 86.66 percent of the respondents
are married 13.33 percent of the respondents are unmarried
TABLE NO: 3.4
TABLE REGARDING RESPONDENTS QUALIFICATION
QUALIFICATION NO.OF RESPONDENTS PERCENTAGE
Below graduate 10 11.11

Graduate 30 33.33
Post graduate 47 52.22
Diploma 3 3.33
TOTAL 90 100
CHART NO: 3.4
CHART REGARDING RESPONDENTS QUALIFICATION
INFERENCE:
qualification is below graduate, 433.33percent of them are graduates, 52.22 percent of the
respondents are post graduates and 3.33percent of the respondents are diploma holders.
TABLE NO: 3.5
TABLE REGARDING RESPONDENTS EXPERIENCE

EXPERIENCE NO.OF RESPONDENTS PERCENTAGE
Below 10 years 5 5.55
10-20 years 60 66.66
More than 20 years 25 27.77
TOTAL 90 100
CHART NO: 3.5
CHART REGARDING RESPONDENTS EXPERIENCE
INFERENCE:
have more than 20 years experience, 66.66 percent of the respondents have 10-20 years
experience, and only 5.55 percent of them have below 10 years experience.
TABLE NO:3. 6
TABLE REGARDING SALARY LEVEL OF THE RESPONDENTS

MONTHLY INCOME NO.OF RESPONDENTS PERCENTAGE
Below 20000 35 38.88
25000-35000 45 50
35000-45000 10 11
TOTAL 90 100
CHART NO:3. 6
CHART REGARDING SALARY LEVEL OF THE RESPONDENTS
INFERENCE:
The above table shows that out of 90 respondents, 38.88 percent of the respondents
getting below 20000 salary level, 50 percent of them are 25000-35000 salary level, and
11 percent of the respondent are getting 5000-45000 salary.
TABLE NO: 3.7
TABLE REGARDING RESPONDENTS OPINION ON WELFARE
MEASURES
VARIABLES NO.OF RESPONDENTS PERCENTAGE
YES 79 87.77
NO 11 12.22
TOTAL 90 100
CHART NO: 3.7
CHART REGARDING RESPONDENTS OPINION ON MEASURES
INFERENCE:
The above table indicates that 87.77 percent of the respondents are
aware of the welfare measures, and 12.22 percent of the respondents are
not aware of the measures.
TABLE NO:3. 8
TABLE REGARDING RESPONDENTS SATISFACTION OF THE WORK
ATMOSPHERE
PERCENTAGE
VARIABLES NO.OF RESPONDENTS
Highly satisfied 12 13.33
Satisfied 66 73.33
Dissatisfied 12 13.33
Highly dissatisfied - -
TOTAL 90 100
CHART NO: 3.8
CHART REGARDING RESPONDENTS SATISFACTION OF THE WORK
ATMOSPHERE
INFERENCE:
are highly satisfied, 73.33 percent of the respondents are satisfied, 13.33 percent
of the respondents are dissatisfied and no one is highly dissatisfied in the work
atmosphere.
TABLE NO: 3.9
TABLE REGARDING SATISFACTION OF WELFARE MEASURE
PROVIDEDBY THE ORGANIZATION

Very much agree 4 4.44
Agree 70 77.77
Somewhat agree 12 13.33
Disagree 4 4.44
TOTAL 90 100
CHART NO:3. 9
CHART REGARDING SATISFACTION OF WELFARE MEASURE
PROVIDED BY THE ORGANISATION
INFERENCE:
The above table indicates that out of 90 respondents, 4.44% of the respondents
are very much agreeing the welfare measure provided by the organization,
77.77% of them are agreeing ,13.33% of them are somewhat agreeing, and
4.44% of t are not agreeing the welfare measure.
TABLE NO:3.10
TABLE REGARDING RESPONDENTS SATISFACTION TO PROVIDED
THE RESIDENTIAL QUARTERS

Highly satisfied 18 20
Satisfied 56 62.22
Dissatisfied 8 8.88
Highly dissatisfied 8 8.88
TOTAL 90 100
SOURCES:PRIMARY DATA
CHART NO: 3.10
CHART REGARDING RESPONDENTS SATISFACTION TO PROVIDED THE
RESIDENTIAL QUARTERS
INFERENCE:
The above table shows that out of 90 respondents,20% of the respondents

are highly satisfied to provided the residential quarters,62.22% of them are
satisfied,8.88% of the respondents are dissatisfied an 8.88% of the
respondents are highly dissatisfied to provided the residential quarters
TABLE NO: 3.11
TABLE REGARDING RESPONDENTS SATISFACTION TO PROVIDED
THE CANTEEN FACILITIES

Satisfied 65 72.22
Dissatisfied 18 20
TOTAL 90 100
CHART NO: 3.11
CHART REGARDING RESPONDENTS SATISFACTION TO PROVIDED
THE CANTEEN FACILITIES
INFERENCE
The above table shows that out of 90 respondents, 2.22% of the

respondents are highly satisfied to provided the canteen facilities,72.22% of
them are satisfied,20% of the respondents are dissatisfied, and 16.66%
of the respondents are highly dissatisfied to provided the canteen facilities
TABLE NO: 3.12
TABLE REGARDING RESPONDENTS OPINION OF SALARY AND

COMPENSATION PROVIDED THE ORGANISATION
Good 86 95.55
Poor 4 4.44
TOTAL 90 100
CHART NO: 3.12
CHART REGARDING RESPONDENTS OPINION OF SALARY AND
COMPENSATION PROVIDED THE ORGANISATION
INFERENCE:
The above table shows that out of 90 respondents, 95.55% of the respondents are feeling
that the salary and compensation are provided by the organization is good, and 4.44% of
them are feeling that the salary and compensation are provided by the organization is poor.
TABLE NO: 3.13
TABLE REGARDING RESPONDENTS SATISFACTION OF PRESENT

EMPLOYEE-EMPLOYER COMMUNICATION SYSTEM
Satisfied 69 76.66
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO: 3.13
CHART REGARDING RESPONDENTS SATISFACTION OF PRESENT
EMPLOYEE-EMPLOYER COMMUNICATION SYSTEM
INFERENCE:
The above table shows that out of 90 respondents,11.11% of the respondents

are highly satisfied in the present employee-employer communication,76.66% of them
are satisfied,6.66% of the respondents are dissatisfied, and 5.55% of the respondents
are highly dissatisfied in the present employee-employer communication system.
TABLE NO: 3.14
TABLE REGARDING RESPONDENTS SATISFACTION WITH JOB

SECURITIES PROVIDED BY THE ORGANISATION
Satisfied 70 77.77
Dissatisfied 6 6.66
Highly dissatisfied 0 0
TOTAL 90 100
CHART NO: 3.14
CHART REGARDING RESPONDENTS SATISFACTION
WITH JOB SECURITIES PROVIDED BY THE ORGANISATION
INFERENCE:
The above table represents that out of 90 respondents, 15.55% of the respondents are
highly satisfied with the job securities provided by the organization, 77.77% of the
respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is highly
dissatisfied job securities provided by the organization.
TABLE NO: 3.15
TABLE REGARDING RESPONDENTS OPINION ABOUT

WORKING CONDITIONS
Satisfied 76 84.44
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO:3.15
CHART REGARDING RESPONDENTS OPINION ABOUT
WORKING CONDITIONS
INFERENCE:
The above table represents that out of 90 respondents, .888% of the respondents
are highly satisfied with the working conditions, 84.44% of the respondents are
satisfied, 6.66% of the respondents are dissatisfied, and no one is highly dissatisfied
with the working conditions.
TABLE NO:3.16
SALARY/WAGES MATCHING WITH THEIR QUALIFICATION /EXPERIENCE

YES 80 88.88
NO 10 11.11
TOTAL 90 100
.
CHART NO: 3.16
SALARY/WAGES MATCHING WITH THEIR QUALIFICATION /EXPERIENCE
INFERENCE:
agreeing that their salary/wages is matching with their qualification / experience, and
11.11% of the respondents are saying that their salary/wages are not matching with
their qualification/experience.
TABLE NO: 3.17
MOTIVATION PROVIDED BY THE ORGANISATION

Good 85 94.44
Poor 5 5.55
TOTAL 90 100
CHART NO: 3.17
MOTIVATION PROVIDED BY THE ORGANISATION
INFERENCE:
The above table represents that out of 90 respondents, 94.44% of the respondents
are feeling good about the motivation provided by the organization, and 5.55%
of the respondent poor about the motivation provided by the organization.
TABLE NO:3. 18
RECREATION FACILITIES PROVIDED BY THE ORGANISATION

Good 80 88.88
Poor 10 11.11
TOTAL 90 100
CHART NO: 3.18
RECREATION FACILITIES PROVIDED BY THE ORGANISATION
INFERENCE:
feeling good about the recreation facilities provided by the organization, and 11.11% of
the respondents are poor about the recreation facilities provided by the organization.
TABLE NO: 3.19
TRANSPORT FACILITIES PROVIDED BY THE ORGANISATION
PERCENTAGE
VARIABLES NO.OF RESPONDENTS
Good 70 77.77
Poor 20 22.22
TOTAL 90 100
CHART NO: 3.19
TRANSPORT FACILITIES PROVIDED BY THE ORGANISATION
INFERENCE:
feeling good about the transport facilities provided by the organization, and 22.22% of
the respondents are poor about the transport facilities provided by the organization.
TABLE NO:3.20
TABLE REGARDING RESPONDENTS OPINION ABOUT LOANS
AND ADVANCE PROVIDED BY THE ORGANISATION

Good 65 72.22
Poor 25 27.77
TOTAL 90 100
CHART NO: 3.20
CHART REGARDING RESPONDENTS OPINION ABOUT LOANS
AND ADVANCE PROVIDED BY THE ORGANISATION
INFERENCE:
Feeling Good about the loans and advance provided by the organization, and 27.77% of
the respondents are Poor about the loans and advance provided by the organization.
TABLE NO: 3.21
TABLE REGARDING RESPONDENTS SATISFACTION OF
DEVELOPMENT PROGRAMME PROVIDED BYTHE ORGANISATION

Satisfied 60 66.66
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO: 3.21
CHART REGARDING RESPONDENTS SATISFACTION OF
DEVELOPMENT PROGRAMME PROVIDED BY THEORGANISATION
INFERENCE:
The above table represents that out of 90 respondents, 26.66% of the

respondents are highly satisfied with the development programme
provided by the organization, 66.66% of the respondents are satisfied, 6.66%
of the respondents are dissatisfied, and no one is highly dissatisfied with
the development programme provided by the organization.
TABLE NO:3.22
TABLE REGARDING RESPONDENTS SATISFACTION WITH THE EMPLOYEE
PARTICIPATION IN THE DECISION MAKING PROCESS PROVIDED BY THE
ORGANISATION
VARIABLES NO.OF. RESPONDENTS PERCENTAGE
Satisfied 40 44.44
Dissatisfied 20 22.22
TOTAL 90 100
CHART NO: 3.22
CHART REGARDING RESPONDENTS SATISFACTION WITH THE EMPLOYEE
PARTICIPATION IN THE DECISION MAKING PROCESS PROVIDED BY THE
ORGANISATION
INFERENCE:
highly satisfied with the employee participation in the decision making process provided
by the organization, 44.44% of the respondents are satisfied, 22.22% of the respondents
are dissatisfied, and 6.66% of the respondents are highly dissatisfied with the employee
participation in decision making process provided by the organization.
TABLE NO:3.23
RETIREMENT BENEFITS
Good 69 76.66
Adequate 15 16.66
Poor 6 6.66
TOTAL 90 100
CHART NO: 3.23
RETIREMENT BENEFITS
INFERENCE:
The above table denotes that out of 90 respondents, 76.66%of the respondents are
good about the retirement benefits, 16.66% of them are adequate, and 6.66% of the
respondents are poor about the retirement benefits.
TABLE NO:3.24
TABLE REGARDING RESPONDENTS SATISFACTION OF
EDUCATION PROVIDED BY THE ORGANISATION

Agree 60 66.66
Somewhat agree 18 20
Disagree 4 4.44
TOTAL 100 100
CHART NO: 3.24
CHART REGARDING RESPONDENTS SATISFACTION OF
EDUCATION PROVIDED BY THE ORGANISATION
INFERENCE:
The above table represents that out of 90 respondents, 8.88% of the respondents are very
much agreeing with the education provided by the organization, 66.66% of the
respondents are agreeing, 20% of the respondents are somewhat agreeing, and 4.44% of
the respondents are not agreeing with the education provided by the organization.
TABLE NO: 3.25

TABLE REGARDING RESPONDENTS OPINION ABOUT EQUIPMENTS PROVIDED BY
THE ORGANISATION ARE SAFE AND FREE FROM ACCIDENTS

Agree 60 66.66
Disagree 8 8.88
TOTAL 90 100
CHART NO:3. 25
TABLE REGARDING RESPONDENTS OPINION ABOUT EQUIPMENTS PROVIDED BY
THE ORGANISATION ARE SAFE AND FREE FROM ACCIDENTS
INFERENCE:
The above table represents that out of 90 respondents, 11.11% of the respondents are much
agreeing with the equipments provided by the organization are safe and free from
accidents, 66.66% of the respondents are agreeing, 13.33% of the respondents are
somewhat agreeing, and 8.88 % of the respondents are not agreeing with the equipments
provided by the organization are safe and free from accidents.
TABLE NO: 3.26

REWARD SYSTEM PREVAILING IN THE ORGANISATION
Agree 64 71.11
Disagree 4 4.44
TOTAL 90 100
_
CHART NO: 3. 26
CHART REGARDING RESPONDENTS OPINION ABOUT REWARD
SYSTEM PREVAILING IN THE ORGANISATION
INFERENCE:
very much agreeing with the reward system prevailing in the organization, 71.11% of
the respondents are agreeing, 17.77% of the respondents are somewhat agreeing, and
4.44% of the respondents are not agreeing with the reward system prevailing in the
organization.
TABLE NO: 3. 27
TABLE REGARDING RESPONDENTS SATISFACTION OF JOB
SECURITIES PROVIDED TO THE ORGANISATION

Satisfied 72 80
Dissatisfied 6 6.66
TOTAL 90 100
CHART NO: 3. 27
CHART REGARDING RESPONDENTS SATISFACTION OF JOB
SECURITIES PROVIDED TO THE ORGANISATION
INFERENCE:
highly satisfied with the attitude towards the organization, 80% of the respondents are
satisfied, 6.66% of the respondents are dissatisfied, and 4.44 is highly dissatisfied with
the attitude towards the organization.
TABLE NO: 3.28
TABLE REGARDING RESPONDENTS ATTITUDE TOWARDS
THE ORGANISATION
Satisfied 76 84.44
Dissatisfied 6 6.66
Highly dissatisfied - -
TOTAL 100 100

CHART NO: 3.28
CHART REGARDING RESPONDENTS ATTITUDE TOWARDS
THE ORGANISATION
INFERENCE:
The above table represents that out of 90 respondents, 8.88% of the respondents
are Highly satisfied with the attitude towards the organization, 84.44% of the
respondents are satisfied, 6.66% of the respondents are dissatisfied, and no one is
highly dissatisfied with the attitude towards the organization.
FINDINGS
3.2. FINDINGS OF THE STUDY

 The Majority of the respondents belong to the age group of below 35-45 years and
46& above. The 66.66% of the respondents are male and 86.66% of the
respondents are married and 52.22% of the respondents qualification is post
graduate.
 The 66.66% of the respondents have 10-20 years experience and 50% of the
respondents are receiving a salary level between 25000-35000.
 The 87.77% of the respondents are aware of the welfare measures and 73.33% of
the respondents are satisfied with the work atmosphere.
 The 77.77% of the respondents are satisfied with the welfare measures provided
by the organization and 62.22% of the respondents are satisfied with the
residential quarters provided by the organization.
 The 72.22% of the respondents are satisfied with the canteen facilities.
 The 95.55% of the respondents are feeling good about the salary and
compensation and 76.66% of the respondents are satisfied with the present
employer-employee communication.
 The 77.77% of the respondents are satisfied with the job securities provided by
the organization and 84.44% of the respondents are feeling satisfied about the
working conditions.
 The 88.88% of the respondents are agreeing the salary/wages matching with their
qualification/experience and 94.44% of the respondents are feeling good about the
motivation facilities provided by the organization.
 The 88.88% of the respondents are feeling good about the recreation facilities
provided by the organization and 77.77% of the respondents are feeling good
about the transport facilities provided by the organization.
 The 72.22% of the respondents are feeling good about the loans and advance
provided in the organization and 66.66% of the respondents are satisfied with the
development programme provided by the organization.
 The 44.44% of the respondents are satisfied with the employee participation in the
decision making process and 76.66% of the respondents are feeling about the
retirement benefits.
 The 66.66% of the respondents are satisfied with the education provided to wards
of the employees and 66.66% of the respondents are agreeing that equipments
provided by the organization are safe and free from accidents.
 The 71.11% of the respondents are agreeing that the reward system prevailing in
the organization is satisfied and 84.44% of the respondents are satisfied towards
the organization.
SUGGESTION
3.3 SUGGESTIONS
 Management has to allow the employees in the decision making process.

 The residential quarters provided in the organization has to be improve
 It is needed to improve the loans and advance provided by the organization.
 Management has to improve the development programme conducted by the

organization.
 It is needed to improve the education provided towards of the employees.
 It is necessary to aid provided by the organization are safe and free from
accidents.
CONCLUSION
3.4. CONCLUSION
 The study observed that the labor welfare measures in Veltech Engineering Works
are in satisfactory level.
 The concept of labor welfare measures seems to manifest itself in a various labor
laws
 The study reveals that the employees of Veltech Engineering Works are providing
all factors which are leading to overall satisfaction of the employees.
 However there are very few areas of the concern where the employee has
dissatisfaction with the facilities like residential, loans and advance, development
programme, of the organization.
 If the company concentrates the above weak areas there is a chance to develop the
employee welfare measures.
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOK REFERENE:
1. K.Aswathappa, Human resource management, Fourth edition,

Mc-grawhill,new york,1984,P.5
2. David A. Decenzo and Stephen P. Robbins, Personnel/HRM, third edition,
prentice-hall of india, new delhi , 1989, P.3
3. C.B.memoria, personnel management, Himalaya publishing house, Mumbai
4. Robbins, Stephen P. personnel – the Management of human resources prentice
hall inc., new jersey, 1978.
5. C.B.gupta, personnel management, Himalaya publishing house, Mumbai.
WEB SOURCES :
 WWW.NLCINDIA .COM
 WWW.SCRIBD.COM
 WWW.MBAHR.COM
 WWW.A2ZMBA.COM
QUESTIONNAIRE
A STUDY ON EMPLOYEE WELFARE MEASURES IN VELTECH

ENGINEERING WORKS, CHENNAI
PERSONAL DETAILS:
NAME (Optional) : ……………………………………………………
AGE : 25-35 35-45 46 &ABOVE
GENDER : MALE FEMALE
MARITAL STATUS : MARRIED UNMARRIED
DESIGNATION : ………………………………………………………
DEPARTMENT : ………………………………………………………
QUALIFICATION : BELOW GRADUATE GRADUATE
POST GRADUATE DIPLOMA
EXPERIENCE : BELOW 10 YEARS
10-20 YEARS MORE THAN 20YEAR
MONTHLY INCOME : BELOW 20000 35000-45000
25000-35000 45000 and ABOVE
GENERAL INFORMATION:
1. Are you aware of the welfare measures provided through various labour
Laws?
Yes ( ) No ( )
2. Are you satisfied with the work atmosphere?
Highly satisfied ( ) Satisfied ( ) Dissatisfied ( ) Highly Dissatisfied ( )
3. Do you feel the welfare measure provided by the organization is satisfied?
Very much agree ( ) Agree ( ) Somewhat Agree ( ) Not Agree ( )
4. Are you satisfied with the Residential Quarters provided to you?
5. Are you satisfied with the canteen facilities provided to you?

6. What do you feel about the salary and compensation provided by the organization?
Good ( ) Poor ( )
7. Are you satisfied with the present employee-employer communication system?
8.Are you satisfied with the job securities provided by the organization?
9. What do you feel about the working conditions in the organization?
Good ( ) Poor ( )
10.Do you feel that the salary/wages are matching with your
qualification/Experience?
Yes ( ) No ( )
11. What do you feel about the motivation provided by the organization?
Good ( ) Poor ( )
12. What do you feel about the recreation facilities provided by the organization?
Good ( ) Poor ( )
13. What do you feel about the transport facilities provided by the organization?
Good ( ) Poor ( )
14. Do you feel that the loans and advance provided in the Organization if sufficient?
Yes ( ) No ( )
15. Are you satisfied with the development Programme provided by the
organization?
16. Are you satisfied with the employee participation in the decision making
process?
17. What do you feel about the retirement benefits?
Good ( ) Adequate ( ) Poor ( )
18. The Education provided to the wards of the employees are satisfied
19. Do you feel that equipments provided by the organization are safe and free
from accidents?
20. Do you feel that the reward system prevailing in the organization is satisfied?
21. Are you satisfied with the job securities provided by the organization?
22. What is your attitude towards the organization?
23. Do you feel that there is a need to further improvement in welfare measures?
Organization?
Yes ( ) No ( )
If yes, what are your suggestions?
1.
2.

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A STUDY ON EMPLOYEE WELFARE MEASURES IN VEL TECH

ENGINEERING WORKS, CHENNAI

CHRISTOPHER. J (Reg. No. 411302463)

JINIL DANI. P.J (Reg. No. 411302468)

NIJESH. J (Reg. No. 411302473)

SELVIN JOSE. C (Reg. No. 411302480)

SRIKRISHNA. B (Reg. No. 411302482)

DEPARTMENT OF BUSINESS ADMINISTRAION

This project report entitled “A STUDY ON EMPLOYEE WELFARE

record of the orginal work done by CHRISTOPHER. J (Reg. No. 411302464),

in partial fulfilment of the requirements for the award of the degree

PRINCIPAL HEAD OF THE DEPARTMENT

EXTERNAL EXAMINIER INTERNAL GUIDE

TO WHOMSOEVER IT MAY CONCERN

ON EMPLOYEE WELFARE MEASURES IN VELTECH ENGINEERING

WORKS, CHENNAI” during the period from 02-02-2016 to 03-03-2016.

During the internship they were sincere and hardworking.

We wish them all their success in future endeavours.

This dissertation “A STUDY ON EMPLOYEE WELFARE MEASURES IN

CHRISTOPHER. J (Reg. No. 411302463)

JINIL DANI. P.J (Reg. No. 411302468)

NIJESH. J (Reg. No. 411302473)

SELVIN JOSE. C (Reg. No. 411302480)

SRIKRISHNA. B (Reg. No. 411302482)

During the period of their study at MAR GREGORIOS COLLEGE, CHENNAI -

We are grateful to Asst.Prof.N.S.VijayaGanesh, Head of the Department of Business

We would like to express our sincere gratitude to the management of VELTECH

We J. CHRISTOPHER. J (Reg. No. 411302463), JINIL DANI. P.J (Reg. No.

JINIL DANI. P.J (Reg. No. 411302468)

NIJESH. J (Reg. No. 411302473)

SELVIN JOSE. C (Reg. No. 411302480)

SRIKRISHNA. B (Reg. No. 411302482)

CHAPTER TITLE PAGE NO.

1.2 Company Profile.

1 1.4 Review of Literature.

1.5 Objective of the Study.

1.7 Scope of the Study.

1.8 Limitations of the Study.

2.1 Research methodology.

2 2.2 Types of Research .

2.3 Research design

2.4 Data collection method

2.5 Sampling Technique.

2.6 Data Analysis Tools.

3.1 Data Analysis and Interpretation.

3.1 Respondents age

3.2 Respondents Gender

3.3 Respondents marital status

3.5 Respondents experience

3.6 Salary level of the respondents

3.7 Opinion on welfare measures

3.8 Satisfaction of the work atmosphere

3.9 Satisfaction of welfare measures provide by the

3.10 To provided the residential quarters

3.11 To provided the canteen facilities

Respondents opinion of salary and compensation provided

3.13 Present employee-employer communication system.

3.15 Respondent’s opinion about working conditions.

3.16 Opinion about salary/wages matching with their qualification.

3.17 Opinion about motivation provided by the organization

3.24 Education provided to the organization.

3.25 Equipments provided by the organization are safe and free

3.27 Job securities provided to the organization.

3.28 Attitude towards the organization.