ACKNOWLEDGEMENT

I would like to express my gratitude to the Management of Pondicherry University for

offering me an opportunity.

I sincerely thank, the Director, Dr. AROCKIA BASKARAN the Coordinator, Pondicherry
University-Loyola College Twinning Programme, for the opportunity given to me to do this
project work.

I would like to place on record my sincere thanks to MS.JOYYLIN ZEFFORA, my guide for
spending his precious time and patient guidance throughout the project.

I would like to thank all my respondents for spending their valuable time with me in giving
inputs to this project and all other people who were directly or indirectly involved in the
completion of this project.
 ABSTRACT

A study examines the perceptions of employees towards employee welfare measures in

the changing economic environment. A sample of 110 employees has been taken from the
TALENT SKY HR SOLUTION, CHENNAI. The data was collected by administering questionnaire
and by adopting direct personal contact method. The persons met are all employees of the
concern. Collections of data were analyzed and tabulated in a sequential manner and the
interpretations are given along with the tabulation the organizations should provide welfare
facilities to employee. It has been observed that the employee do not need only monetary
benefits but non-monetary also. It has been due to increase in awareness among employee. In
order to maintain better relations and stability in the organizations, these types of welfare
facilities can go a long way in improving efficiency in the organizations. Keeping in view the
perceptions of employees towards employee welfare measures the corporate sector should focus
on these measures in an effective manner.
 TABLE OF CONTENTS

CHAPTER TITLE PAGE

NO NO

Abstract I
List of Tables III
List of Charts V

1 INTRODUCTION
1.1 Introduction
1.2 Company Profile

2 DEVELOPMENT OF THE MAIN THEME

2.1 Basic Features of Employee Measures
2.2 Objective of the study
2.3 Scope of the study
2.4 Need of the study
2.5 Importance of Study
2.6 Review of literature

3 DATA ANALYSIS AND INTERPRETATION

3.1 Research Methodology
3.2 Data Analysis and interpretation
3.3 Findings
3.4 Suggestions
3.5 Conclusion

4 ANNEXURES

4.1 Bibliography
4.2 Questionnaire
 LIST OF TABLE

SL.NO TITLE PAGE.NO

2.1.1 Age Group of Respondents

2.1.2 Gender of the Respondents

2.1.3 Educational Qualification of the Respondents

2.1.4 Years of Service of the Respondents

2.1.5 Monthly Income of the Respondents

2.1.6 Awareness about various Welfare Measures of the

Organization.

2.1.7. Rating of Facility Benefits

2.1.8 Satisfaction Level Towards Medical Facilities Provided

2.1.9 Overall Satisfaction Towards Medical Facilities Provided

2.1.10 Satisfaction Level Towards Educational facilities

2.1.11 Overall Satisfaction Level Towards Educational facilities

2.1.12 Satisfaction Level Towards Canteen Facilities

2.1.13 Overall Satisfaction Level Towards Canteen Facilities

2.1.14 Persons Availing Housing Loans

2.1.15 Satisfaction Towards Housing Facilities

2.1.16 Recreation Facility that Values Most

2.1.17 Rating for Intramural Facilities.

2.1.18 Benefits of Employee Welfare.

2.1.19 Welfare Provides Motivation

2.1.20 Frequency of Getting Feedback

2.1.21 Mood of Determining Welfare Requirements

2.1.22 Satisfaction of Overall Welfare Measures

 LIST OF CHARTS

SL.NO TITLE PAGE.NO

2.1.1 Age Group of Respondents

2.1.2 Gender of the Respondents

2.1.3 Educational Qualification of the Respondents

2.1.4 Years of Service of the Respondents

2.1.5 Monthly Income of the Respondents

2.1.6 Awareness about various Welfare Measures of the

Organisation.

2.1.7. Rating of Facility Benefits

2.1.8 Satisfaction Level Towards Medical Facilities Provided

2.1.9 Overall Satisfaction Towards Medical Facilities Provided

2.1.10 Satisfaction Level Towards Educational facilities

2.1.11 Overall Satisfaction Level Towards Educational facilities

2.1.12 Satisfaction Level Towards Canteen Facilities

2.1.13 Overall Satisfaction Level Towards Canteen Facilities

2.1.14 Persons Availing Housing Loans

2.1.15 Satisfaction Towards Housing Facilities

2.1.16 Recreation Facility that Values Most

2.1.17 Rating for Intramural Facilities.

2.1.18 Benefits of Employee Welfare.

2.1.19 Welfare Provides Motivation

2.1.20 Frequency of Getting Feedback

2.1.21 Mood of Determining Welfare Requirements

2.1.22 Satisfaction of Overall Welfare Measures

 Chapter-1
INTRODUCTION
1.1 INTRODUCTION

“Welfare is comfortable living and working conditions”. Employee welfare means the
efforts to make life worth living for workman.

“Welfare is comfortable living and working conditions”. People are the most important
asset of an organization, and the accounting profession has to assess and record the value and
cost of people of an organization. Once this is accepted, the need for measuring the value for
recording it in the books of accounts arises. The value of human assets can be increased
substantially by making investment in their training and welfare activities in the same way as the
value of repairs/overhauling, etc.

While the cost on training, development, etc., can be recorded separately and to be within
the eventual, the expenditure on welfare activities can be added to the ‘investment’ and the
returns judged. Unlike other assets which have depreciation value as year’s passes by, value of
human assets appreciates with passing years. The value can depreciate by aging process which is
generally hastened up by worries, unhealthy conditions, etc. once this process is slowed down,
or at least if the employee is made to feel ‘young in spirits’ the value of this asset appreciates
considerably.

Any investment constitutes the assets of a company and therefore, any investment for
welfare of labor would constitute an extra investment in an asset. Industrial progress depends on
a satisfied labor force and the importance of labor welfare measures was stressed as early
as1931, when the Royal Commission on labor stated µthe benefits which go under this
nomenclature, are of great importance to the worker and which he is unable to secure by himself.
The schemes of labor welfare may be regarded as a “wise investment” which should and usually
does bring a profitable return in the form of greater efficiency.
1.1.1 CONCEPT:

The subject matter related to Employees welfare and related terms have been explained.
The term labour welfare is flexible and elastic and differs widely with time, regions, industry,
country, social values and customs, degree of industrialization, the general socioeconomic
development of the people. It is also molded according to the age, group, sex, socio-cultural
background material status and economic status and educational level of the workers in industry.
Welfare measures are a three dimensional concept like total, social and relative.

The “total concept” of welfare is the achievement of a desirable state of existence

involving physical, mental and moral and emotional.

The “social concept” of welfare involves the well-being of an individual and harmonious
relationship he establishes with his primary group-his family, his working group – his
colleagues, superiors and subordinates.

The “relative concept” of welfare involves relative to time, place and person.

1.1.2 NEED FOR LABOUR WELFARE:

The need for the labour welfare measures arises because of the nature of the industrial
system, which is characterized by two basic factors:

 The conditions under which work is carried on are not congenial for health.
 When a labour joins an industry, he has to work in an entirely strange environment,
which creates problems of adjustment.
 According to labour investigation committee “The provision of canteens” improves the
physique.
 “Entertainments” reduce the incidence of serious accidents
 “Medical aid & Maternity and child welfare” services improve the health of the workers
and bring down the rates of general, maternal and infantile mortality.
 “Educational facilities increase their mental efficiency and economic productivity”.
1.1.3 CONSTITIUTIONAL PROVISIONS:

 Article 41: “ The state shall, within the limits of its economic capacity and
development, make effective provision for securing the right to work, to education and to
public assistance in case of unemployment and in other case of underserved want”.
 Article 42: “The state shall make provision for securing just and humane condition of
work and for maternity relief”.
 Article 43: “The state shall Endeavour to secure by suitable legislation or economic
organization or in any other way to all workers, agricultural, industrial or otherwise work
conditions of work ensuring a decent standard of life and cultural opportunities and in
particular, the state shall Endeavour to promoter cottage industries or co-operate basis in
rural areas.

1.1.4 OBJECTIVES OF LABOUR WELFARE MEASURES ARE:

 ECONOMIC: To increase their efficiency and effectiveness so that they can perform
better in different work situations; keep them contended and reduce the chances of
conflict.
 HUMANISTIC: To treat them as normal human beings by providing basic facilities and
amenities.
 CIVIC: To develop a sense of responsibility dignity of labour and participatory culture
among them.

1.1.5 PRINCIPLES OF ADEQUACY IN WELFARE:

Labour has a right to adequate wages. But high wages alone cannot create healthy work
environment. A combination of both – wages and welfare measures would improve workers
satisfaction, morale and motivation.
1.1.6 PRINCIPLE OF THE SOCIAL RESPONSIBILITY OF INDUSTRY:

Industry has an obligation or duty towards its employees to look after their welfare.
Labour welfare is highlighted as a state policy in the directive principles of Indian constitution.

1.1.7 PRINCIPLE OF EFFICIENCY:

Employees accept the responsibility for implementing such labour welfare measures
which they consider will increase their efficiency.

1.1.8 PRINCIPLE OF RE-PERSONALIZATION:

This principle emphasizes the development of human personality as the aim of welfare
measure. Necessary to implement intra mural and extra mural welfare services are implemented.

1.1.9 PRINCIPLES OF TOTALITY OF WELFARE:

In this the necessity of labour welfare must be felt and convinced by all levels of
management. This requires reduction, retraining and re-orientation of managers at all levels.

1.1.10 PRINCIPLES OF INTEGRATION AND CO-ORDINATION

The co-ordination approach is essential throughout the organization so that fall benefit is
derived out of welfare measures. This is through systems approach where organization consists
of subsystems integrated together as one whole system.

1.1.11 PRINCIPLES OF PARTICIPATION:

It highlights the democratic principles of mutual consultation examples; committees for

canteens, sports etc.

1.1.12 PRINCIPLES OF RESPONSIBILITY:

Both employees and employee are responsibility for labour welfare. Trade union leaders
as the workers representatives must play a positive role they must co-operate with management
to provide essential welfare measures without hampering the economic viability of the
establishment. Examples are union participation in committees like canteen committee of welfare
measures. Suitable
 MIS can be installed success or this process can periodically evaluate failure,
accountability of failure can be fixed.

1.1.13 PRINCIPLES OF TIMELINESS:

Welfare measures must be provided in time and when needed most; untimely assistance
is not only wasteful but antagonizes the workers. This requires proper planning and control.

The other objectives of labour welfare:

 To give expression to philanthropic and paternalistic feeling

 To win over employees loyalty and increase their moral.
 To combat trade unionism and socialistic ideas
 To buildup stable labour force, to reduce labour turnover and absenteeism
 To save oneself from heavy taxes on surplus profits
 To earn goodwill and enhances public image
 To make recruitment more effective

1.1.14 DEFINITION:

The term employee welfare, labour welfare or workers are related terms. Employee
welfare is defined as “The voluntary efforts of the employees to establish within existing
industrial system and sometimes living and cultural of the employee beyond that which is
required by low, the custom of the industry and the conditions of the market.

The labour investigation committee has defined employee welfare as “anything done for
intellectual, physical, moral and economic betterment of the workers whether by employees by
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 benefit for which workers may have bargained.

INTERNATIONAL LABOUR ORGANIZATION (ILO) report refers to labour

welfare as such service, facilities and amenities as may be established in or in the vicinity of
understandings to enable the performs employed in them to perform their work in healthy,
congenial surroundings and provided with amenities conducive to good health and high morale.
1.1.15 FEATURE / CHARACTERISTICS OF LABOUR WELFARE:

 It is the work, which is usually undertaken within the premises or in the vicinity of the
undertaking for the benefit of the employee and the members of his family.
 The work generally includes those items of welfare, which are over and above. What is
provided by satisfactory provisions or required by the custom of the industry or what the
employee expects as a result of a contract of service from the employees.
 The purpose of providing welfare animates is to bring out the development of the whole
personality of the worker his social, psychological, economic, moral, cultural and
intellectual development to make him a good worker, a good citizen and a good member
of the family.
 These facilities may be provided voluntarily be progressive and enlightened
entrepreneurs of their own accord out of their realization of social responsibility to labour
or statutory provisions may complete them to make these facilities available or there may
be there may be the government or trade unions may undertake them if they have the
necessary funds for the purpose.
 Labour welfare is a very broad term covering social security activities as medical aid,
crèches, canteens, recreation, housing, adult education, arrangements for the transport of
labour to and from the work place.
 It may be noted that not only intra-moral but also extra-moral, statutory as well as non-
statutory activities undertaken by any of the three agencies for the physical and mental
development of worker.
1.1.16 WELFARE AND AMENITIES WITH THE PRECINCTS OF THE
ESTABLISHMENT:

1. Latrines and urinals

2. Washing and bathing facilities
3. Crèches
4. Rest shelters and canteens
5. Arrangements for drinking water
6. Health services including occupational safety
7. Arrangement for prevention of fatigue
8. Administrative arrangements for the welfare of employee
9. Uniform and protective clothing
10. Shift allowance

1.1.17 WELFARE OUTSIDE THE ESTABLISHMENT:

1. Maternity benefit
2. Social insurance measures
3. Benevolent funds
4. Medical facilities
5. Education facilities
6. Housing facilities
7. Recreation facilities
8. Holiday homes and leave travel facilities
9. Workers co-operative including consumer’s co-operative stores fair price shops and co-
operative credit and thrift societies.
10. Vocational training for dependent of workers
11. Other programmed for the welfare of women, youth and children
1.1.18 CLASSIFICATION:

The classification of labour welfare is based on dividing industrial welfare into 3

categories, which are as follows:

 Statutory
 Non statutory / voluntary
 Mutual

STATUTORY:

Statutory facilities to those provisions, which redressed from the concessive power of
government. The government exacts legislations regarding working and laying conditions,
minimum wages, safety and security such statutory provisions are gradually increasing along
with industrial development.

VOLUNTARY:

A voluntary facility refers to those activities, which are undertaken by employees for
their workers. They primarily oriented to democratic value system. Such welfare activities can
increase the efficiency of workers and reduce the chance of conflict between the employees and
employee.

MUTUAL:

A mutual facility refers to those activities, which are initiated by workers for their
betterment in suitable manner. For instance unions undertake certain welfare activities for social
and economic betterment of their members.
1.1.19 STATUTORY PROVISIONS VARIOUS ACTS:

There are the amenities that are to be necessarily provided to the employees under
different legislations. The important legislations, which call for these provisions, are.

1. The Factories Act, 1948

2. The Plantation Act, 1951
3. The Mines Act,1952
4. The Motor Transport Act, 1961
5. The Contract Labour Regulation and Abortion Act, 1970

THE FACTORIES ACT, 1948:

This Act is applicable to premises including precincts where 10 or more workers are
employed with aid of power or where 20 or more workers are employed without power. Welfare
amenities provided are washing storing, sitting, first aid facilities, canteens, shelters, crèche,
welfare officers and other facilities.

THE PLANTATION ACT ,1951:

The Act has provisions for creating canteens, recreation facilities, medical act, housing
facilities, protection amenities to workers like umbrellas, blankets, raincoats etc.

THE MINERS ACT 1952:

This Act provisions for creating shelters, canteens, first aid boxes, pithead bath,
lavatories, lockers, welfare offices etc.

THE MOTOR TRANSPORT WORKERS ACT 1961:

The motor transport undertakings are required to make the following provisions as
canteens, clean & well very ventilated rest rooms, uniforms, rain coats, washing allowances,
medical facility etc.
THE CONTRACT LABOUR ACT 1970:

The contractor has to provide the following welfare & health measures such as canteens,
washing facilities & first aid facilities, rest room etc.
1.2 COMPANY PROFILE
1.2.1 Company

Talent Sky Hr is a leading Recruitment and Placement organization catering to Human

Resource requirements of corporate in India. We believe in establishing long-term relationships
with our clients by delivering value-added services of high quality. We have gained this
recognition by providing exemplary customer service and competent employees to diverse
corporate. We are in the business of effectively understanding the client's requirements,
procuring the candidate with the desired profile and building trusting relationships. For
companies with a recruitment mission, we form the most strategic and inventive part of the
process. And for career-focused candidates, we become a conduit for perfect synergy between
career excellence and an equally rewarding remuneration.

We provide you the best of candidates in the industry as per your requirements. We can also
provide the best jobs in the industry as per the qualification and experience of the candidates.

1.2.2 Company Statement

We take time to understand your business goals, company culture and specific job
requirements so that we can present exactly the kind of candidate you need. Our client
relationships are informed by trust, discretion and confidentiality. We are absolutely focused on,
and dedicated to, the long-term success of our clients without compromising the careers of our
candidates. When it comes to choosing the right people for key positions, you can't take chances.
Here, we can help you find the right people for the right job! As a dynamic manpower service
provider, we have a clear vision of our aims and objectives, which is supported by the value-
driven culture of our organisation.

1.2.3 Team

Our Group has a dedicated team of professionals whose focus lies entirely on executive
search assignments. This team focuses primarily on search and selection of middle and senior
management leadership & functional level searches upto CEO level, based on the specific needs
of each client.
Our main goal is to furnish our clients with talent they need and when they need it. We always
believed the philosophy of quality and our motto is to make the customers delightful with "Total
Satisfaction" through personal, quality and professional service.
1.2.4 Group Concerns

 IDBI Bank Ltd.

 HCL Be Serve.
 Charted Finance Management Ltd.
 East Man Exports Global Private Ltd.
 American Express India Pvt Ltd.
 Omega Healthcare.
 MK Telecom.
 Southerland Global Services.
 Tata Consultancy Services.
 Skill Loto Solutions Pvt Ltd.
 Infosys
 ICFAI University
 Industrial Bearing Services
 Magus Customer Dialogue Pvt Ltd.
 Qway Technology
 RP Tech
 Info Tech

1.2.5 Vision and Mission

Vision

 To become the most respected customer-centric Company that is best managed in terms
of eminence, reliability and deliverance. We aim to be the best employer by setting
benchmarks in employee care, corporate ascendancy and community services.

Mission

 To become an IT & ITES service provider of choice by adding value to our clients’
business through reduced cost, enhanced quality, and superior delivery based on
‘Exceptional Customer Service’ and ‘Customer Satisfaction’.

Talented professionals to provide ‘end-to-end’ solutions: from consulting to delivery and

with a ‘partner-in-business’ approach.
 To provide innovative and customized solutions which focus on continuous process of
improvement with cost containment.
 Chapter-2

Development of
Main Theme
2.1 BASIC FEATURES
The basic features of labour welfare measures are as follows:

1. Labour 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. Labour 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 labour 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. The important benefits of welfare
measures can be summarized as follows:

 They provide better physical and mental health to workers and thus promote a healthy
work environment
 Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers’ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.
 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc are reduced to
greater extent by the welfare policies.

 The concept of ‘labor welfare’ is flexible and elastic and differs widely with times,
regions, industry, country, social values and customs, degree of industrialization, the
general socio-economic development of the people and the political ideologies prevailing
at particular moments. It is also according to the age group, socio-cultural background,
marital status, economic status and educational level of the workers in various industries
2.2 OBJECTIVES OF THE STUDY

2.1.1 PRIMARY OBJECTIVE:

To study the employees welfare measures in Talent Sky HR Solution (TSHRS).

2.1.2 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 find out employees preference regarding welfare measures which they like
to have in future.
2.3 SCOPE OF THE STUDY

 The present study has been undertaken to study find out effectiveness of employee
welfare measures in Talent Sky HR Solution.
 To find out the practical difficulties involved in welfare measures that can be evaluated
through this study.
 The study can be used to bring out the solution for the problem faced by the employees
availing the welfare measures.
 Through the study, company would be able to know the satisfaction level of employee on
welfare measures.
2.4 NEED OF THE STUDY

 To know about the Constitutional provisions in Talent Sky HR Solution.

 To find whether Labor welfare helps in providing good industrial relations.
 To know about the employees satisfaction towards welfare measures.
 To find out the facilities entitled by Talent Sky HR Solutions.
2.5 IMPORTANCE OF THE STUDY

 It helps in improving recruitment.

 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 It improves moral & loyalty of workers.
 It reduces labor turnover & absenteeism.
 It helps in increasing productivity & efficiency by improving physical & mental health.
 It helps in improving industrial relation & industrial peace.
2.6 REVIEW OF LITERATURE:

P.L. Rao, in his“Labour Legislation in the Making”, opines that professional bodies
like National Institute of Personnel Management should constitute a standing committee to
monitor the proceedings in the Parliament regarding the labour welfare measures.

“Cooperative Unionism and Employee Welfare” by Michael R. White, (University

of Westminster - Policy Studies Institute), Industrial Relations Journal, Vol. 36, No. 5, pp. 348-
366, September 2005.

British national survey data, this article assesses the impact of unions on
management practices to reduce labour costs, implement high-performance work systems, and
make employee welfare provisions. Relative to non-union workplaces, those with unions are
found to have practices which are consistent with 'mutual gains' outcomes.

“Staff development and employee welfare practices and their effect on productivity”

Ghana Library Journal Vol. 19 (1) 2007 pp. 83-96

Staff development and employee welfare are valuable assets in an organization since an
organization’s primary aims are productivity and profitability. Every organization primarily
needs committed and dedicated staff that will help the organization to meet its tactical and
strategic objectives.

The study examines whether staff development policies exist in three special libraries in
Ghana, and whether training programmers are being offered to increase staff competence,
efficiencies and performance. It was also aimed at assessing staff welfare practices and how
these affect productivity and performance.

In conducting the survey, two sets of questionnaires were drawn up. One set was
administered to management and the other set went to Library staff. The survey revealed that all
the organizations under study have staff development policies and training programmers for staff
to enhance their capabilities and efficiency. Again, the survey revealed that staff welfare is
catered for since several motivational avenues and incentive packages are available to boost their
morale.
 Chapter-3

DATA ANALYSIS AND

INTERPRETATION
3.1 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

3.1.1 RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of data in
manner that aims to combine relevance to the research purpose with economy in procedure.
Regarding this project, descriptive research design concern with describing the perception
of each individuals or narrating facts on welfare measures and diagnostic design helps in
determine the frequency with which something occurs or it’s associated with something else.
These two research design help in understand the characteristic in a given situation. Think
systematically about aspects in given situation, offers idea for probe and research help to make
certain simple decision.

3.1.2 DESCRIPTIVE RESEARCH

In this research it deals with descriptive research type. It includes surveys and fact-
finding enquiries of different kinds. The major purpose of descriptive research is description of
the state of affairs as it exists at present.

3.1.3 SAMPLE DESIGN

A sample design is a definite plan determined before any data are actually collected for
obtaining a sample from a given population. Sampling is used to collect data from limited
numbers whereas census is used for large numbers. For the research, sampling method was used.
 There are different types of sample design based on two factor namely the
representation basis and the element selection technique .There are two main categories under
which various sampling method can be put. There are

1. Probability sampling
2. Non probability sampling

In this particular research the A study is on probability sampling. And in the simple
random sample is used.

1) PROBABILITY SAMPLING:

Probability sampling is based on the concept of random selection; the sample may be either
unrestricted or restricted. When each sample elements is drawn individually from the population
at large, then the sample so drawn is known as ‘unrestricted sample’, where as all other forms of
sampling are covered under the term ‘restricted sample’. The most frequently used probability
samples are:

 Simple random sample

 Systematic sample
 Stratified sample (proportionate & disproportionate)
 Cluster sample

2) NON- PROBABILITY SAMPLING:

Non-probability sampling is that sampling procedure which does not afford any basis
for estimating the probability that each item in the population has of being included in the
sample.

 Judgment sampling
  Convenient sampling
 Quota sampling.
 Snowball sampling

3.1.4 SAMPLING METHOD

In this research systematic sampling method is used to collect the primary data by using
questionnaire.

3.1.5 SYSTEMATIC SAMPLING

A Systematic sample is selected at random sampling. When a complete list of the

population is available, this method is used. If a sample of 10 students is to be selected from 100
students, under this method kth item is picked up from the sample frame and k is the sample
interval.

3.1.6 POPULATION SIZE

The overall population size is 300.

3.1.7 SAMPLE SIZE:

The total sample size of 110 has been taken for this study. Both male and female
employees have been interviewed.

3.1.8 DATA COLLECTION METHOD

Primary Source of Data

Primary data is known as the data collected for the first time through field survey. Such
data are collected with specific set of objectives to assess the current status of any variable
studied.
3.1.9 RESEARCH INSTRUMENT:

In this project, the data were collected through structured questionnaire.

3.1.10 QUESTIONNAIRE

A questionnaire is a schedule consisting of a number of coherent and formulated series of

question related to the various aspects of the under study. In this method a pre ± printed list of
question arranged in sequence is used to elicit response from the important.

Types of questions

The following are the types of questions, which are used in research. They are:
a) Open ended question
b) Close ended question

a) Open ended questionnaire:

An open-ended question gives the respondents complete freedom to decide the form
length and detail of the form.
b) Close ended questionnaire:
The close-ended question is of two types they are as follows:
i) Dichotomous question
This type has only two answers in the form of “YES” or “NO”, “TRUE” or “FALSE”
etc...
ii) Multiple - choice question.
In this case the respondents are offered two or more choices and the respondent have to
indicate which is applicable in the following cases.
3.1.11 STATISTICAL TOOLS APPLIED

 Percentage Analysis
 Weighted Average
 One-way ANOVA

3.1.12 PERCENTAGE ANALYSIS:

Percentage refers to a special kind of ratio. Percentage analysis test is done to find out
the percentage of the response of the respondents. In these tool various percentage are presented
by the way of Bar-diagram, Pie charts in order to have better understanding of the analysis.

FORMULA:

Number of respondents
Percentage = ------------------------------------------- × 100
Total number of respondent

3.1.13 WEIGHTED AVERAGE:

Mean in which each item being averaged is multiplied by a number (weight) based on the
item’s relative importance. The result is summed and the total is divided by the sum of the
weights. Weighted averages are used extensively in descriptive statistical analysis such as index
numbers. Also called weighted mean.

FORMULA:

WEIGHTED AVERAGE = ∑WXi / ∑Wi

∑WXi = The sum of weights (let x1, x2, x3« xn)

∑Xi = occur with weights (w1, w2, w3«wn)
3.1.14 ONE-WAY ANOVA:

Under the one-way ANOVA, we consider only one factor and then observe that the
reason for said factor to be important is that several possible types of samples can occur within
that factor.
Analysis of variance table for one-way ANOVA

SOURCES OF SUM OF DEGREES OF MEAN F-RATION

VARIATION SQUARES FREDOM SQUARE

BETWEEN 𝑛1 (𝑋1-X)2 +…+ (k – 1) SS BETWEEN MS BETWEEN

SAMPLES 𝑛𝑘 (𝑋𝑘 -X)2 (k – 1) MS WITHIN

WITHIN (n – k) SS WITHIN
SAMPLES ∑(𝑋𝑖𝑗 .X)2 +…+ (n – k)
∑(𝑋𝑘𝑖 -𝑋 𝑘 )2

TOTAL ∑(𝑋𝑖𝑗 .X)2 (n – 1)

i 1.2….
J 1.2..

3.1.15 LIMITATIONS OF STUDY

 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
 3.2 DATA ANALYSIS AND INTERPRETATION

PERCENTAGE ANALYSIS

TABLE 3.2.1

AGE GROUP OF THE RESPONDENTS

NO. OF
AGE PERCENTAGE (%)
RESPONDENTS
<20 YEARS 0 -
21 – 25 YEARS 27 25
26 – 35 YEARS 45 41
36 – 50 YEARS 29 26
>50 YEARS 9 8
TOTAL 110 100

CHART 3.2.1

AGE GROUP OF THE RESPONDENTS

45 41
40
35
30 26
25
25
20
15
10 8
5
0
<20 years 21-25 years 26-35 years 36-50 years >50 years
INFERENCE:

From the above table, it is inferred that, 41% of respondents belongs to 26-35 years, 26%
of the respondents belongs to 36-50 years, 25% of respondents belongs to 21-25 years, and 8%
of the respondents belongs to above 50 years, 0% of respondents belongs to less than 20 years

TABLE 3.2.2

GENDER OF THE RESPONDENTS

NO. OF PERCENTAGE
GENDER
RESPONDENTS (%)
FEMALE 74 67
MALE 36 33
TOTAL 110 100

CHART 3.2.2

GENDER OF THE RESPONDENTS

GENDER

70
60
50
40
30
20
10
0
FEMALE MALE
Series 1 67 33
INFERENCE:

From the above table it is inferred that out of 110 respondents, 67% were Female and
33% were Male.

TABLE 3.2.3

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

NO. OF PERCENTAGE
EDUCATION
RESPONDENTS (%)
DEGREE/DIPLOMA 65 60
POSTGRADUATE 39 35
OTHERS 6 5
TOTAL 110 100

CHART 3.2.3

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

70

60

50

40

30 60

20
35
10

5
0
DEGREE/DIPLOMA POSTGRADUATE OTHERS
INFERENCE:

From the table ,it was inferred that 60% of respondents fall in the category
of Degree/Diploma, 35% of respondents fall in the category of Post graduate, 5% of respondents
fallen the category of Others.

TABLE 3.2.4

YEARS OF SREVICE OF THE RESPONDENTS

YEARS OF NO. OF PERCENTAGE

SERVICE RESPONDENTS (%)
1 – 5 YEARS 24 22
6 – 10 YEARS 43 39
11 – 20 YEARS 33 30
ABOVE 20 10 9
YEARS
TOTAL 110 100

CHART 3.2.4

YEARS OF SREVICE OF THE RESPONDENTS

YEARS OF SEVICE

39
30
22
9

1 - 5 YEARS 6 - 10 YEARS 11 - 20 ABOVE 20

YEARS YEARS
INFERENCE:

From the above table it is inferred that 39% of respondents have 6-10 yrs experience,
30% of respondents have 11-20 yrs experience, 22% of respondents have 1-5 yrs experience, 9%
of respondents have above 20 yrs experience.

TABLE 3.2.5

MONTHLY INCOME OF THE RESPONDENTS

NO. OF
MONTLY INCOME PERCENTAGE (%)
RESPONDENTS
10000 - 20000 17 15.45
20001 – 30000 37 33.64
30001 – 40000 42 38.18
40001 – 50000 14 12.73
>50000 0 0
TOTAL 110 100

CHART 3.2.5

MONTHLY INCOME OF THE RESPONDENTS

MONTHLY INCOME
45
38.18
40 33.64
35
30
25
20 15.45
12.73
15
10
5
0
10000 - 20000 20001 - 30000 30001 - 40000 >50000
INFERENCE:

From the above table it was inferred that 38.18% of respondents are having income
30001-40000/month, 33.64% of respondents are having income 20001-30000/month,15.45% of
respondents are having income 10000-20000/month, 12.73% of respondents are having income
40001-50000/month and 0% of respondents having income above 50000/month.

TABLE 3.2.6

AWARENESS ABOUT VARIOUS WELFARE MEASURES OF THE ORGANISATION

AWARENESS
OF VARIOUS NO. OF PERCENTAGE
WELFARE RESPONDENTS (%)
MEASURES
YES 80 72.73
NO 30 27.27
TOTAL 110 `100

CHART 3.2.6

AWARENESS ABOUT VARIOUS WELFARE MEASURES OF THE ORGANISATION

AWARENESS OF WELFARE
MEASURES
72.73

27.27

YES NO
INFERENCE:

From the above table it is inferred that 72.73% were aware of various welfare measures
provided by the company and 27.27% were not aware of various welfare measures provided by
the company.

TABLE 3.2.7

RATING OF FACILITY BENEFITS

FACILITIE PERCENT PERCENT PERCENT PERCENT PERCENT

1 2 3 4 5
S AGE (%) AGE (%) AGE (%) AGE (%) AGE (%)
MEDICAL 50 45.45 39 35.45 7 6.64 6 5.45 8 7.27
EDUCATI
29 26.36 50 45.45 19 17.27 7 6.36 5 4.55
ON
HOUSING 24 21.82 28 25.45 40 36.36 8 7.27 10 9.09
TRAVELI
12 10.91 13 11.82 26 23.64 20 18.18 39 35.55
NG
RECREATI
13 11.82 14 12.73 28 25.45 33 30 22 20
ON
11 11 11 11 11
TOTAL 100 100 100 100 100
0 0 0 0 0

CHART 3.2.7

RATING OF FACILITY BENEFITS

50
45
40
35
MEDICAL
30
EDUCATION
25
HOUSING
20
TRAVELLING
15 RECREATION
10
5
0
1 2 3 4 5
INFERENCE:

From this table it is inferred that 45.45% of the respondents rated medical facility as
the first most benefitted facility, 45.45% of the respondents rated educational facility as the
second most benefitted facility, 36.36% of the respondents rated housing facility as the third
most benefitted facility, 25.45% of the respondents rated recreation facility as the fourth most
benefitted facility and 35.45% of the respondents rated travelling facility as the fifth most
benefitted facility.

TABLE 3.2.8

SATISFACTION LEVEL TOWARDS MEDICAL FACILITIES PROVIDED

MEDICAL HIGHLY HIGHLY

SATISFIED NEUTRAL DISSATISFIED TOTAL
FACILITIES SATISFIED DISSATISFIED

ROUTINECHK
27 56 16 7 4 110
UP

PERCENT (%) 24.55 50.91 14.55 6.36 3.63 100

FIRST AID 13 55 32 4 6 110

PERCENT (%) 11.82 50 29.09 3.63 5.45 100

MEDICINE
18 60 25 3 4 110
SUPPLIED

PERCENT (%) 16.36 54.55 22.73 2.72 3.63 100

AMULANCE
14 54 32 5 5 110
SERVICE

PERCENT (%) 12.73 49.09 29.09 4.54 4.54 100

CHART 3.2.8

SATISFACTION LEVEL TOWARDS MEDICAL FACILITIES PROVIDED

60

50

40
ROUTINE CHK UP
30 FIRST AID

20 MEDICINE SUPPLIED
AMBULANCE SERVICE
10

0
HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY
SATISFIED DISSATISFIED

INFERENCE:

From the above table it is inferred that for routine check up 24.55 % of the respondents
are highly satisfied, 50.91 % of the respondents are satisfied, 14.55 % of the respondents
are neutral,6.36 % of the respondents are Dissatisfied and 3.63 % of the respondents are highly
dissatisfied, for First aid 11.82 % of the respondents are highly satisfied, 50 % of the respondents
are satisfied, 29.09% of the respondents are neutral, 3.63 % of the respondents are Dissatisfied
and5.45 % of the respondents are highly dissatisfied, for medicine supplied 16.36 % of the
respondents are highly satisfied, 54.55 % of the respondents are satisfied, 22.72 % of the
respondents are neutral, 2.72 % of the respondents are Dissatisfied and 3.63 % of the respondents
are highly dissatisfied, For Ambulance service 12.73 % of the respondents are highly
satisfied,49.09 % of the respondents are satisfied, 29.09 % of the respondents are neutral, 4.55 %
of the respondents are Dissatisfied and 4.55 % of the respondents are highly dissatisfied.
TABLE 3.2.9

OVERALL SATISFACTION TOWARCS MEDICAL FACILITIES PROVIDED

OVERALL NO.OF PERCENTAGE

SATISFACTION RESPONDENTS (%)
YES 90 81.82

NO 20 18.18

TOTAL 110 100

CHART 3.2.9

OVERALL SATISFACTION TOWARDS MEDICAL FACILITIES PROVIDED

90
80
70
60
50
40 81.82
30
20
10 18.18
0
YES NO

INFERENCE:

From the above table it is inferred that 81.82% of respondents are satisfied with the
overall medical facility provided and 18.18% of the respondents are not satisfied with the overall
medical facility.
TABLE 3.2.10 :

SATISFACTION LEVEL TOWARDS EDUCATIONAL FACILITIES

HIGHLY
EDUCATION HIGHLY
SATISFIED NEUTRAL DISSATISFIED DISSATISFIE TOTAL
FACILITES SATISFIED
D
REIMBURSEM
ENT OF 33 56 15 5 1 110
TUTION FEE
PERCENT (%) 30 50.91 13.64 4.54 0.90 100
SCHOLARSHI
17 57 29 6 1 110
P
PERCENT (%) 15.45 51.82 26.36 5.45 0.90 100
EDUCATIONA
13 57 28 10 2 110
L LOAN
PERCENT (%) 11.82 51.82 25.45 9.09 1.81 100

CHART 3.2.10

SATISFACTION LEVEL TOWARDS EDUCATIONAL FACILITIES PROVIDED

60

50

40

30 REIMBURSEMENT OF TUTION
FEE
20
SCHOLARSHIP
10

0 EDUCATIONAL LOAN

INFERENCE:

From the above table it is inferred that Reimbursement of tuition fee 30 % of the respondents are
highly satisfied, 50.91 % of the respondents are satisfied, 13.64 % of the respondents
are neutral,4.54 % of the respondents are Dissatisfied and 0.90 % of the respondents are highly
dissatisfied, for scholarship 15.45 % of the respondents are highly satisfied, 51.82 % of the
respondents are satisfied, 26.36% of the respondents are neutral, 5.45% of the respondents are
Dissatisfied and 0.90 % of the respondents are highly dissatisfied, for educational loan 11.82 %
of the respondents are highly satisfied, 51.82 % of the respondents are satisfied, 25.45% of the
respondents are neutral, 9.09 % of the respondents are Dissatisfied and 1.81% of the respondents
are highly dissatisfied.

TABLE 3.2.11
OVERALL SATISFACTION TOWARDS EDUCATIONAL FACILITIES

OVERALL NO.OF PERCENTAGE

SATISFACTION RESPONDENTS (%)
YES 97 88.18

NO 13 11.82

TOTAL 110 100

CHART 3.2.11

OVERALL SATISFACTION TOWARDS EDUCATIONAL FACILITIES

100 88.18
90
80
70
60
50
40
30
20 11.82
10
0
YES NO
INFERENCE:

From the above table it is inferred that 88.18% of respondents are satisfied with the
overall educational facility provided and 11.82% of the respondents are not satisfied with the
overall educational facility.

TABLE 3.2.12

SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

HIGHLY HIGHLY
CANTEEN SATISFIED NEUTRAL DISSATISFIED TOTAL
SATISFIED DISSATISFIED
QUALITY
17 66 17 5 5 110
OF FOOD
PERCENT
15.45 60 15.45 4.54 4.54 100
(%)
QUANTITY
14 63 27 6 0 110
OF FOOD
PERCENT
12.73 57.27 24.55 5.45 0 100
(%)
PRICE 17 60 26 6 1 110
PERCENT
15.45 54.55 23.64 5.45 0.9 100
(%)

CHART 3.2.12

SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

70
60
50
40
30
20 QUALITY OF FOOD
10 QUANTITY OF FOOD
0
PRICE
INFERENCE:

From the above table it is inferred that for quality of food 15.45 % of the respondents are
highly satisfied, 60% of the respondents are satisfied, 15.45 % of the respondents are neutral,
4.54 % of the respondents are Dissatisfied and 4.54 % of the respondents are highly dissatisfied,
for quantity of food 12.73 % of the respondents are highly satisfied, 57.27% of the respondents
are satisfied, 24.55% of the respondents are neutral, 5.45 % of the respondents are Dissatisfied
and0 % of the respondents are highly dissatisfied, for price of the food 15.45 % of the
respondents are highly satisfied, 54.54 % of the respondents are satisfied, 23.64 % of the
respondents are neutral, 5.45 % of the respondents are Dissatisfied and 0.90 % of the respondents
are highly dissatisfied.

TABLE 3.2.13

OVERALL SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

OVERALL NO.OF PERCENTAGE

SATISFACTION RESPONDENTS (%)
YES 87 79.09

NO 23 20.91

TOTAL 110 100

CHART 3.2.13

OVERALL SATISFACTION LEVEL TOWARDS CANTEEN FACILITIES

OVERALL SATISFACTION OF
CANTEEN FACILITIES
0% 0%

21% YES
79% NO
INFERENCE:

From the above table it is inferred that 79.09% of respondents are satisfied with the
overall canteen facility provided and 20.91% of the respondents are not satisfied with the overall
canteen facility.

TABLE 3.2.14

PERSONS AVAILING HOUSING LOANS:

AVAILING
NO.OF PERCENTAGE
HOUSING
RESPONDENTS (%)
LOAN
YES 78 70.91

NO 32 29.09

TOTAL 110 100

CHART 3.2.14

PERSONS AVAILING HOUSING LOANS:

AVAILING HOUSING LOAN

0% 0%

29%
YES
NO
71%

INFERENCE:

From the above table it is inferred that 70.91% of the respondents are availing housing
loan and 29.09 % of the respondents are not availing housing loan.
TABLE 3.2.15

SATISFACTION TOWARDS HOUSING FACILITY:

SATISFIED NO.OF PERCENTAGE

HOUSING RESPONDENTS (%)
YES 62 56.36

NO 48 43.64

TOTAL 110 100

CHART 3.2.15

SATISFACTION TOWARDS HOUSING FACILITY:

SATISFACTION TOWARDS
HOUSING FACILITY
0% 0%

44% YES

56% NO

INFERENCE:

From the above table it is inferred that 56.36% of respondents are satisfied with the
housing facility provided and 43.64% of the respondents are not satisfied with the housing
facility provided.
TABLE 3.2.16

RECREATION FACILITY THAT VALUES MOST:

RECREATION NO.OF PERCENTAGE

FACILITY RESPONDENTS (%)
HOLIDAY
70 63.64
HOMES
CLUB 26 23.64
SPORTS
14 12.72
EVENTS
TOTAL 110 100

CHART 3.2.16

RECREATION FACILITY THAT VALUES MOST:

RECREATION THAT BENEFITS

MOST
HOLIDAY HOMES CLUBS SPORTS EVENT

0%
13%
24%
63%

INFERENCE:

From the above table it is inferred that 63.64 % of the respondents values Holiday Homes
as beneficial, 23.64% of the respondents values clubs as beneficial recreation and 12.73 % of the
respondents values sports events as a beneficial recreation .
TABLE 3.2.17 :

RATING FOR INTRAMURAL FACILITIES

TOT
FACILITIES 1 2 3 4 5 6 7 8 9 10
AL
DRINKING
66 16 14 5 4 1 2 2 0 0 110
WATER
PERCENT(%) 60 14.55 12.73 4.55 3.64 0.91 1.82 1.82 0 0 100
SEATING
ARRANGEME 51 35 11 2 2 3 1 2 1 2 110
NTS
PERCENT(%) 46.36 31.82 10 1.82 1.82 2.73 0.91 1.82 0.91 1.82 100
FIRST AID
12 16 20 26 14 4 5 3 6 4 110
APPLIANCES
PERCENT(%) 10.91 14.55 18.18 23.64 12.73 3.64 4.55 2.73 5.45 3.64 100
LATRINES&U
5 12 20 25 15 15 5 9 0 4 110
RINALS
PERCENT(%) 4.55 10.91 18.18 22.73 13.64 13.64 4.55 8.18 0 3.64 100
SPITTOONS 5 6 14 15 12 11 15 8 8 16 110
PERCENT(%) 4.55 5.45 12.73 13.64 10.91 10 13.64 7.27 7.27 14.55 100
LIGHTING 45 18 13 10 13 2 5 1 1 2 110
PERCENT(%) 40.91 16.36 11.82 9.09 11.82 1.82 4.55 0.91 0.91 1.82 100
WASHING
5 7 7 12 18 19 20 10 7 5 110
PLACE
PERCENT(%) 4.55 6.36 6.36 10.91 16.36 17.27 18.18 9.09 6.36 4.55 100
CHANGING
2 10 3 5 9 10 17 27 14 13 110
ROOMS
PERCENT(%) 1.82 9.09 2.73 4.55 8.18 9.09 15.45 24.55 12.73 11.82 100
REST ROOMS 3 7 5 6 8 10 9 20 23 19 110
PERCENT(%) 2.73 6.36 4.55 5.45 7.27 9.09 8.18 18.18 20.91 17.27 100
CANTEEN 20 15 9 9 7 15 6 4 9 16 110
PERCENT(%) 18.18 13.64 8.18 8.18 6.36 13.64 5.45 3.64 8.18 14.55 100
CHART 3.2.17

RATING FOR INTRAMURAL FACILITIES:

70

60
1
50
2
40
3
30
4
20 5
10 6
0 7
8
9
10

INFERENCE:
From this table it is inferred that 60% of the respondents rated first for Drinking water
31.82 %of the respondents rated second for seating arrangement,11.82 % of the respondents
rated third for lighting,18.18% of the respondents rated fourth for first aid appliances,13.64% of
the respondents rated fifth for latrines & urinals,13.64% of the respondents
rated sixforcanteen,18.18% of the respondents rated seven for washing place,7.27% of the
respondents rated eight for spittoons,12.73% of the respondents rated nine for changing rooms
and 17.27% of the respondents rated ten for rest rooms.
TABLE 3.2.18

BENEFITS OF EMPLOYEE WELFARE

BENEFITS 1 2 3 4 5 TOTAL
CREATS
58 30 5 7 10 110
EFFICIENCY
PERCENTAGE
52.72 27.27 4.54 6.36 9.09 100
(%)
IMP PHY &
MENTAL 29 44 19 12 6 110
HEALTH
PERCENTAGE
26.36 40 17.27 10.90 5.45 100
(%)
INCREASE
STANDRD OF 34 38 24 10 4 110
LIVING
PERCENTAGE
30.90 34.54 21.81 9.09 3.64 100
(%)
LOYALTY
TOWARDS 27 33 14 21 15 110
THE WORK
PERCENTAGE
24.55 30 12.72 19.09 13.63 100
(%)
PROMOTE
28 22 27 23 10 110
HEALTHY IR
PERCENTAGE
25.45 20 24.55 20.90 9.09 100
(%)
CHART 3.2.18
BENEFITS OF EMPLOYEE WELFARE

60

50

40 CREATS EFFICIENCY
IMP PHY & MENTAL HEALTH
30
INCREASE STANDRD OF LIVING
LOYALTY TOWARDS THE WORK
20
PROMOTE HEALTHYIR

10

0
1 2 3 4 5

INFERENCE:
From this table it is inferred that for 52.73 % of respondents welfare creates efficiency
towards work, for 40% of the respondents welfare improves Physical and Mental health,
for 24.55% of the respondents welfare promotes healthy Industrial relationship, for 19.09% of
the respondents welfare creates Loyalty towards the work and for 4% of respondents welfare
increases standard of living.

TABLE 3.2.19

WELFARE PROVIDES MOTIVATION:

MOTIVATIONAL NO.OF PERCENTAGE

FACTOR RESPONDENTS (%)
YES 72 65.45

NO 38 34.55

TOTAL 110 100

CHART 3.2.19

WELFARE PROVIDES MOTIVATION:

SATISFACTION TOWARDS
HOUSING FACILITY
0% 0%

35%
YES
NO
65%

INFERENCE:
From the above table it is inferred that for 65.45% of respondents welfare act as a
motivational factor and for 34.55% of respondents welfare is not acting as a motivational factor

TABLE 3.2.20

FREQUENCY OF GETTING FEEDBACK:

FREQUENCY OF
NO.OF PERCENTAGE
GETTING
RESPONDENTS (%)
FEEDBACK
OFTEN 20 18.18

OCCASIONSALLY 74 67.27

NEVER 16 14.55

TOTAL 110 100

CHART 3.2.20
FREQUENCY OF GETTING FEEDBACK

FREQUENCY OF GETTING
FEEDBACK
OFTEN OCCASIONALLY NEVER

0%
15% 18%

67%

INFERENCE:

From the above table it is inferred that 67.27% of respondents are occasionally asked for
thefeedback about the welfare measures,18.18% of respondents are often asked for the feedback
and14.55 % of the respondents are never asked for the feedback.

TABLE 3.2.21

MODE OF DETERMINING WELFARE REQUIREMENTS:

DETERMINING NO.OF PERCENTAGE

THROUGH RESPONDENTS (%)
OBSERVATION 20 18.18

SUGGESTIONS 44 40

PERFORMANCE 37 33.64

INTERVIEW 9 8.18

TOTAL 110 100

CHART 3.2.21

MODE OF DETERMINING WELFARE REQUIREMENTS:

DETERMINING WELFARE
REQUIREMENTS
OBSERVATION SUGGESTIONS PERFORMANCE INTERVIEW

8%
18%
34%

40%

INFERENCE:

From the above table it is inferred that 18.18% the welfare requirement is determined by
observation, 40% the welfare requirement is determined by suggestion, 8.18% the welfare is
determined by interview and 33.64% the welfare requirement is determined by performance.

TABLE 3.2.22

SATISFACTION OF OVERALL WELFARE MEASURES:

SATISFIED WITH
OVERALL NO.OF PERCENTAGE
WELFARE RESPONDENTS (%)
MEASURES
YES 72 65.45

NO 38 34.55

TOTAL 110 100

CHART 3.2.22

SATISFACTION OF OVERALLWELFARE MEASURE

SATISFACTION TOWARDS
HOUSING FACILITY
0% 0%

35%
YES
NO
65%

INFERENCE:

From the above table it is inferred that 65.45% of the respondents are satisfied with
overall welfare measures provided and 34.55% of the respondents are not satisfied with overall
welfare measures provided.
 3.2.23 STATISTICAL ANALYSIS

3.2.24 WEIGHTED AVERAGE

AIM:

To find out the employees opinion towards rating the various Medical facilities

Table 3.2.24

Satisfaction level towards various Medical facilities

MEDICAL HGHLY HIGHLLY

SATISFIED NEUTRAL DISSATISFIED
FACILITIES SATISFIED DISSATISFIED
ROUTINE
27 56 16 7 4
CHECKUP (X1)
FIRST AID (X2) 13 55 32 4 6
MEDICINE
18 60 25 3 4
SUPPLIED (X3)
AMBULANCE
14 54 32 5 5
SERVICE (X4)

RANK 1 2 3 4 5
WEIGHT
5 4 3 2 1
(W)

X1 WX1 X2 WX2 X3 WX3 X4 WX4

27 135 13 65 18 90 14 70
56 224 55 220 60 240 54 216
16 48 32 96 25 75 32 96
7 14 4 8 3 6 5 10
4 4 6 6 4 4 5 5
∑WX1=425 ∑WX2=395 ∑WX3=415 ∑WX4=397

∑W=(5+4+3+2+1)=15
WEIGHTED AVERAGE=(∑W𝑋𝑖 ) / (∑W)

(Where I -1,2,3,4……)

W1=425/15=28.33

W2=395/15=26.33

W3=415/15=27.67

W4=397/15=26.47

MEDICAL FACILITIES WEIGHTED AVERAGE RANK

ROUTINE CHECKUP 28.33 1
FIRST AID 26.33 4
MEDICINE SUPPLIED 27.67 2
AMBULANCE SERVICE 26.47 3

CONCLUSION:

It is concluded that most of the respondents said that the company provides the best
routine checkup facility to the respondents. Weight age given for routine checkup is 28.33,
weight age given for Medicine supplied is 27.67, weight age given for ambulance service is
26.47 and weight age given for first aid is 26.33
 AIM:

To find out the employees opinion towards rating the various Educational facilities

Table 3.2.25

Satisfaction level towards various Educational facilities

EDUCATIONAL HGHLY HIGHLLY

SATISFIED NEUTRAL DISSATISFIED
FACILITIES SATISFIED DISSATISFIED
REIMBURSEMENT
OF TUITION FEE 33 56 15 5 1
(X1)
SCHOLARSHIP (X2) 17 57 29 6 1
EDATUCATIONAL
13 57 28 10 2
LOAN (X3)

RANK 1 2 3 4 5
WEIGHT
5 4 3 2 1
(W)

X1 WX1 X2 WX2 X3 WX3

33 165 17 85 13 65
56 224 57 228 57 228
15 45 29 87 28 84
5 10 6 12 10 20
1 1 1 1 2 2
∑WX1=445 ∑WX2=413 ∑WX3=399

∑W=(5+4+3+2+1)=15

WEIHTED AVERAGE=(∑W𝑋𝑖 ) / (∑W)

(Where I -1,2,3,4……)
W1=445/15=29.67

W2=413/15=27.53

W3=399/15=26.60

EDUCATIONAL
WEIGHTED AVERAGE RANK
FACILITIES
REIMBURSEMENT OF
29.67 1
TUITION FEE
SCHOLARSHIP 27.53 2
EDUCATIONAL LOAN 26.60 3

CONCLUSION:

It can be concluded that most of the respondents are satisfied with the reimbursement of
tuition fee provided by the company. The weight age given for Reimbursement of tuition fee
is29.67, weight age given for scholarship is 27.53 and the weight age given for Educational loan
is26.60.
3.2.26 ONE WAY ANOVA

AIM:

To find out the amount of variation within each of these samples ,relative to the amount
of variation between the samples regarding the rank assigned by the employees about various
facilities.

TABLE 3.2.26

RATING OF FACILITY BENEFITS

FACILITIES 1 2 3 4 5
MEDICAL 50 39 7 6 8

EDUCATION
FOR 29 50 19 7 5
CHILDREN

HOUSING 24 28 40 8 10
TRAVELLING 12 13 26 20 39
RECREATION 13 14 28 33 22
TOTAL 128 144 120 74 84

HYPOTHESIS (𝑯𝟎 ): There is no difference in rank assigned by respondents for various

facilities.

HYPOTHESIS (𝑯𝟏 ): There is difference in rank assigned by respondents for various facilities.

T=Total of all the individual values of n items.

Here, T=550 and n=25, k=5

Correction factor=(T)2 /n=(550*550)/25

=12,100

Total SS(sum of squares)=sum of squares of all the observations - (T)2 /n

 =∑𝑋𝑖𝑗2 - (T)2 /n

SST=502+392+72+62+82+292+502+192+72+52+242+282+402+82+102+122+132+262+202+392+132
+142+282+332+222-12100

=16702-12100

= 4602

SS BETWEEN=∑(𝑇𝑗 )2 /𝑛𝑗 - (T)2 /n

= (128)2/5+(144)2/5+(120)2/5+(74)2/5(84)2/5

=3276.8+4147.2+2880+1095.2+1411.2

=12810.40 – 12100

=710.4

SS WITHIN=∑𝑋𝑖𝑗2 - ∑(𝑇𝑗 )2 /𝑛𝑗

=16702- 12810.40

=3891.6

3.2.27 ONE-WAY ANOVA TABLE

SOURCES SUMOF DEGREES MEAN SQUARE F-RATIO F-RATIO

OF SQUARES OF (5% F-
VARIATION FREEDOM LIMIT)
BETWEEN 710.4 (k-1) 710.4/4=177.6
SAMPLES (5-1)=4 177.6/194.58 F(4,20)
WITHIN 3891.6 (n-k) 3891.6/20=194.58 =0.9127 =2.87
SAMPLES (25-5)=20
TOTAL 4602 (n-1)
(25-1)=24

At 5% level of significance, the tabulated value is 2.87

Calculated value = 0.9127

Therefore,

Calculated value(0.9127) < tabulated value(2.87)

Hence, H0 is accepted and H1 is rejected

CONCLUSION:

It was observed that there is no significant difference in rank assigned by respondents

for various Facilities.

AIM:

To find out the amount of variation within each of these samples ,relative to the amount
of variation between the samples regarding the rank assigned by the employees about various
facilities.

TABLE 3.2.28

BENEFITS OF EMPLOYEE WELFARE

BENEFITS 1 2 3 4 5
CREATES
EFFICIENCY
58 30 5 7 10
TOWARDS
WORK
IMPROVES
PHYSICAL &
29 44 19 12 6
MENTAL
HEALTH
INCREASES
THESTANDARD 34 38 24 10 4
OF LIVING
LOYALTY
TOWARDS THE 27 33 14 21 15
WORK
PROMOTE
HEALTHY
28 22 27 23 10
INDUSTRIAL
RELATIONSHIP

HYPOTHESIS (𝑯𝟎 ): There is no difference in rank assigned by respondents for various

facilities.
HYPOTHESIS (𝑯𝟏 ): There is difference in rank assigned by respondents for various facilities.

T=Total of all the individual values of n items.

Here, T=550 and n=25, k=5

Correction factor= (T)2 /n=(550*550)/25

=12,100

Total SS (sum of squares)=sum of squares of all the observations - (T)2 /n

=∑𝑋𝑖𝑗2 - (T)2 /n

SST=582+292+342+272+282+302+442+382+332+222+52+192+242+142+272+72+122+102+212+232
+102+162+42+152+102-12100

=16354-12100

= 4254

SS BETWEEN=∑(𝑇𝑗 )2 /𝑛𝑗 - (T)2 /n

= (176)2/5+(167)2/5+(89)2/5+(73)2/5(45)2/5

=6195+5577.8+1584.2+1065.8+405

=14828 – 12100

=2728

SS WITHIN=∑𝑋𝑖𝑗2 - ∑(𝑇𝑗 )2 /𝑛𝑗

=16354- 14828

=1526

3.2.29 ONE-WAY ANOVA TABLE

SOURCES SUMOF DEGREES MEAN F-RATIO F-RATIO

OF SQUARES OF SQUARE (5% F-
VARIATION FREEDOM LIMIT)
BETWEEN 2728 (k-1) 2728/4=682 682/76.3 F(4,20)
SAMPLES (5-1)=4 =8.93 =2.87
WITHIN 1526 (n-k) 1526/20=76.3
SAMPLES (25-5)=20
TOTAL 4254 (n-1)
(25-1)=24
At 5% level of significance, the tabulated value is 2.87

Calculated value = 8.93

Therefore,

Calculated value (8.93) >tabulated value (2.87)

Hence, H0 is rejected and H1 is accepted.

CONCLUSION:

It was observed that there is variation among the respondents in rating the benefits.
 3.3 FINDINGS OF THE STUDY

1) It was found that 0% of respondents belongs to less than 20 years, 25 % of

respondents belongs to 21-25 years,41% of respondents belongs to 26-35 years,26%
of the respondents belongs to 36-50 years and 8% of the respondents belongs to
above 50 years.

2) 33% were Male employees and 67% were Female employee

3) 60% of respondents fall in the category of Degree/Diploma, 35% of respondents fall

in the category of Post graduate, 5% of respondents fall in the category of Others.

4) 22% of respondents have 1-5 yrs experience, 39% of respondents have 6-10 yrs
experience, 30% of respondents have 11-20 yrs experience, 9% of respondents have
above yrs experience.

5) 15.45% of respondents are having income 10000-20000/month, 33.64% of

respondents are having income 20001-30000/month, 38.18% of respondents are
having income 30001-40000/month, 12.73% of respondents are having income
40001-50000/month and 0% of respondents having income above 50000/month.

6) 72.73% were aware of various welfare measures provided by the company and
27.27% were not aware of various welfare measures provided by the company.

7) 45.45% of the respondents rated medical facility as the first most benefitted facility,
45.45%of the respondents rated educational facility as the second most benefitted
facility, 36.36% of the respondents rated housing facility as the third most
benefitted facility, 25.45% of the respondents rated recreation facility as the fourth
most benefitted facility and 35.45% of the respondents rated travelling facility as
the fifth most benefitted facility
8) For routine check up 24.55 % of the respondents are highly satisfied, 50.91 % of the
respondents are satisfied, for First aid 11.82 % of the respondents are highly satisfied,
for medicine supplied 16.36 % of the respondents are highly satisfied, For Ambulance
service 12.73% of the respondents are highly satisfied

9) Most of the respondents are satisfied with over all medical facility provided.

10) For the Reimbursement of tuition fee 30 % of the respondents are highly satisfied,
50.91 %of the respondents are satisfied, 13.64 % of the respondents are neutral,
4.54 % of the respondents are Dissatisfied and 0.90 % of the respondents are
highly dissatisfied, for scholarship 15.45 % of the respondents are highly satisfied,
51.82 % of the respondents are satisfied, 26.36% of the respondents are neutral,
5.45% of the respondents are Dissatisfied and0.90 % of the respondents are highly
dissatisfied, for loan 11.82 % of the respondents are highly satisfied, 51.82 % of the
respondents are , 25.45% of the respondents are neutral, 9.09 % of the respondents
are Dissatisfied and 81% of the respondents are highly dissatisfied.

11) Most of the respondents are satisfied with over all Educational facility provided.

12) For quality of food 15.45 % of the respondents are highly satisfied, 60% of the
respondents are satisfied, 15.45 % of the respondents are neutral, 4.54 % of the
respondents are Dissatisfied and 4.54 % of the respondents are highly dissatisfied, for
quantity of food 12.73 % of the respondents are highly satisfied, 57.27% of the are
satisfied, 24.55% of the respondents are neutral, 5.45 % of the respondents are the
respondents are highly satisfied,54.54 % of the respondents are satisfied, 23.64 % of
the respondents are neutral, 5.45 % of the respondents are Dissatisfied and 0.90 % of
the respondents are highly dissatisfied.

13) Most of the respondents are satisfied with the overall canteen facility provided

14) 56.36% of respondents are satisfied with the housing facility provided and 43.64% of
the respondents are not satisfied with the housing facility provided.
15) 63.64 % of the respondents values Holiday Homes as beneficial,23.64% of the
respondents values clubs as beneficial recreation and 12.73 % of the respondents
values sports events as a beneficial recreation .

16) 60% of the respondents rated first for Drinking water ,31.82 % of the respondents
rated second for seating arrangement,11.82 % of the respondents rated third for
lighting,18.18% of the respondents rated fourth for first aid appliances,13.64% of the
respondents rated fifth for latrines& urinals,13.64% of the respondents rated six
forcanteen,18.18% of the respondents rated seven for washing place,7.27% of the
respondents rated eight for spittoons,12.73% of the respondents rated nine for
changing rooms and 17.27% of the respondents rated ten for rest rooms.

17) For 52.73 % of respondents welfare creates efficiency towards work, for 40% of the
respondents welfare improves Physical and Mental health, for 24.55% of the
respondents welfare promotes healthy Industrial relationship, for 19.09% of the
respondents welfare creates Loyalty towards the work and for 4% of respondents
welfare increases standard of living.

18) Most of the employees opined that welfare measures plays as a motivational factor.

19) 67.27% of respondents are occasionally asked for the feedback about the
welfaremeasures,18.18% of respondents are often asked for the feedback and 14.55 %
of the respondents are never asked for the feedback.

20) 18.18% the welfare requirement is determined by observation, 40% the welfare
requirements determined by suggestion, 8.18% the welfare is determined by interview
and 33.64% the welfare requirement is determined by performance.

21) 65.45% of the respondents are satisfied with overall welfare measures provided and
34.55%of the respondents are not satisfied with overall welfare measures provided.
 3.3 SUGGESTIONS

1.The Management has to improve the quality and adequate items of the food which is
one of the most important basic amenities and it helps to satisfy the employees.

2.The Number of spittoons provided at the work place is not sufficient, so the company
haste increase the number of spittoons which keeps the environment clean.

3.Rest room facility has to be sufficiently provided.

4.Adequate number of first aid appliances has to be provided.

5.Housing facility can be improved.

 3.4 CONCLUSION

Employee welfare measures are advocated to maintain a strengthen manpower

both physically and mentally. The study of various welfare measures brings in to light that the
present measures taken by the company. The improvement in working condition are suggested to
improve effectiveness of the employee welfares measures like canteen facility, drinking water,
spittoons, rest rooms and housing facilities which in turn would build the morale and increase the
productivity of the employees .
 Chapter-4

ANNEXURE
 4.1 QUESTIONNAIREA

STUDY ON “EMPLOYEE WELFARE MEASURES”

TALENT SKY HR SOLUTION-CHENNAI

Dear Sir /Madam, I am M.DIVYA; As a part of my curriculum I am doing my summer project

on the title” Effectiveness of Employee welfare measures” in your organization .I would be
grateful if you kindly spare your precious time to answer the queries.

1. Name:

2. Age:
a) Below 20years b) 20-25years c) 26-35years d) 36-50years e) Above 50 years

3. Gender:
a)Male b)Female

4. Educational qualification:
a) Degree /Diploma b) Post graduate c) other specify_____________________

5. Designation: ________________________________

6. Years of service:
a) 1-5 years b)6-10 years c)11-20 years d)Above 20 years

7. Monthly Income:
a) 10000-20000 b) 20001-30000 c) 30001-40000 d) 40001-50000 e) 50001 & Above

8) Are you aware of various welfare measures provided by TSHRS?

a) Yes b) No

8.1) what are all the Welfare measures you aware of?
______________________________________________________________________________
9) Rank the following facility that benefits you the most?

Facilities 1 2 3 4 5
Medical
Education for
Children
Housing
Travelling
Recreation

10) Rate the satisfaction level towards Medical facilities provided by TSHRS

Medical Highly Satisfied Neutral Dissatisfied Highly

Facilities Satisfied Dissatisfied
Routine
Check up
First Aid
Medicine
Supplied
Ambulance
Service

11) Are you satisfied with overall Medical facilities provided by the company?

a) Yes b) No

12) Rate the satisfaction level towards Educational facilities provided by TSHRS

Medical Highly Satisfied Neutral Dissatisfied Highly

Facilities Satisfied Dissatisfied
Reimbursement
of Tuition fee
Scholarship
Education
Loan

13) Are you satisfied with overall Educational facilities provided by the company?

a) Yes b) No
14) Rate the satisfaction level towards Canteen facility provided by TSHRS

Canteen Highly Satisfied Neutral Dissatisfied Highly

Facilities Satisfied Dissatisfied
Quality of
Food
Quantity of
Food
Price

15) Are you satisfied with overall Canteen facilities provided by the company?

a) Yes b)No

16) Are you provided with the Housing Loans?

a) Yes b) No

17) Are you satisfied with the housing facility provided?

a) Yes b) No

18) What is the eligibility for availing housing facility?

______________________________________

19) Which recreation facility values/Benefits you the most?

a)Holiday Homes b) Clubs c) Sports Events

20) Rank the following Intramural facilities in accordance to your satisfaction level.

Facilities 1 2 3 4 5 6 7 8 9 10
Drinking
Water
Seating
Arrangement
First Aid
Appliances
Latrines &
Urinals
Spittoons
 Lighting

Washing
Place
Changing
Room
Rest Room

Canteen

21) According to your perception please rate the following benefits of employee welfare

Benefits 1 2 3 4 5
Create
Efficiency
Towards Work
Improve
Physical &
Mental Health
Increase the
Standard Of
Living
Loyalty
Towards the
Work
Promote
Healthy
industrial
relationship

22) Does welfare benefits provided by the organization plays as a motivational factor?
a) Yes b) No
23) How often does the organization get feedback from you towards the welfare measures?
a) Often b) Occasionally c) Never
24) How does the company determine your welfare requirements?
a) Through Observations b) Through Suggestions c) Through Performance d) Through Interview
25) Are you satisfied with the overall welfare measures provided by the organization?
a) Yes b) No

25.1) If no, why

__________________________________________________________
26) Do you have any suggestions to improve the current welfare measures?
If so, kindly give your
suggestion_____________________________________________________________________
_____________________________________________________________________________
 4.2 BIBLIOGRAPHY

BOOKS REFERENCES:

1.Ganasekaran.P, 1ST Edition, 2008, Labour Laws, Aruma Pathippagam, Page No: 46-59.

2.Kothari C.R, 2ND Edition, 2004, Research Methodology Methods and techniques, Newage
international (P) Ltd, Page No: 1-7.

3.Punekar.S.D, 12TH Edition, 1999, Labour Trade Unionism and Industrial Relations,Himalaya
Publishing House, Page No. 51-60.

WEBSITE REFERENCES:

www.google.com

www.wikipiedia.com

www.educationplus.com

www.scribd.com

CORPORATE REFERENCES:

www.icf.gov.in