SESSION 2017-18

A
PROJECT REPORT
ON

A STUDY TO VERIFY THE WELFARE MEASURES

PROVIDED IN THE COMPANY WITH REGARD TO
JOB SATISFACTION

For the partial Fulfillment for the Degree of

Master of Business Administration

submitted to submitted by
mrs. neha dubey gourav chourasiya
mba iv sem.
 PREFACE

Preparing a project of this nature is an arduous task and I was

fortunate enough to get support from a large number o persons. I wish
to express my deep sense of gratitude to all those who generously
helped in successful completion of this report by sharing their invaluable
time and knowledge.

It is my proud and previledge to express my deep regards to

Respected HOD Dr. Neeraj Topkhane, Head of Department of Business
Management , SVNU, SAGAR for allowing me to undertake this project.

I feel extremely exhilarated to have completed this project under

the able and inspiring guidance of Mrs. Neha Dubey She rendered me
all possible help me guidance while reviewing the manuscript in
finalising the report.

I also extend my deep regards to my teachers , family members ,

friends and all those whose encouragement has infused courage in me
to complete to work successfully.

GOURAV CHOURASIYA
MBA IV SEM.

ACKNOWLEDGEMENT
 Preparing a project of this nature is an arduous task and I was fortunate
enough to get support from a large number o persons. I wish to express my deep
sense of gratitude to all those who generously helped in successful completion of
this report by sharing their invaluable time and knowledge.

It is my proud and previledge to express my deep regards to Respected ,

Head of Department DR. NEERAJ TOPKHANE, Department of Business

Management , SVNU, SAGAR for allowing me to undertake this project.

I feel extremely exhilarated to have completed this project under the able
and inspiring guidance of He rendered me all possible help me guidance while
reviewing the manuscript in finalising the report.

I also extend my deep regards to my teachers , family members , friends and

all those whose encouragement has infused courage in me to complete to work
successfully.

GOURAV CHOURASIYA
MBA IV SEM.
 DELCLARATION BY THE CANDIDATE
Date :

I declare that the project report titled " A STUDY TO VERIFY THE

WELFARE MEASURES PROVIDED IN THE COMPANY WITH REGARD TO

JOB SATISFACTION. " on Market Segmentation is nay own work conducted

under the supervision of MRS. NEHA DUBEY. To the best of my knowledge the

report does not contain any work , which has been submitted for the award of any

degree , anywhere.

GOURAV CHOURASIYA
MBA IV SEM.
 CERTIFICATE

The project report " " A STUDY TO VERIFY THE WELFARE

MEASURES PROVIDED IN THE COMPANY WITH REGARD TO JOB

SATISFACTION. " been prepared by GOURAV CHOURASIYA MBA IV

SEM. of MRS. NEHA DUBEY for the partial fulfillment of the

Degree of MBA

Signature of the Signature of the Signature of the

Supervisor Head of the Department Examiner
 Table of Content
Chapter I:

1) Introduction
2) Objective Of the Study
3) Need of the Project
4) Scope of the Project
5) Research Methodology
6) Limitations of the Project

Chapter II:

1) Company Profile
2) Organization Chart
3) Benefits given by the Company

Chapter III:

1) Theoretical Background
2) Data Analysis & Interpretation

Chapter IV:

1) Findings
2) Suggestions
3)

Bibliography
 1. Introduction

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, which helps the organization to
achieve its goals. “Employee welfare is a comprehensive term including various services,
benefits and facilities offered to employees & by the employers. Through such generous fringe
benefits employer makes life worth living for employees.”

According to the Royal Commission on Labor Labor welfare is a term which must necessarily
be elastic, bearing a somewhat different interpretation in one country from another, according to
different social customs, the degree of industrialization and educational level of workers.

The Oxford dictionary defines employee welfare as “efforts to make life worth living for
workmen”

After employees have been hired, trained and remunerated, they need to be retained
and maintained to serve the organisation better. Welfare facilities are designed to take care of the
well- being of the employees, they do not generally result in any monetary benefit to the
employees. Nor are these facilities provided by employers alone. Governmental and non-
governmental agencies and trade unions too, contribute towards employee welfare.

Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages or salary . Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration and its also
increase efficiency of work. In future employee welfare will be very important concept in HR
because it is beneficial for employee and organization also.
 2.Objective of study

 To Know welfare policies Provided by Larson and Toubro.

 To understand satisfaction level of employee with the welfare facilities of Larson and
Toubro.
 To study future scope and new trends in Employee welfare.
 To understand benefit and limitation of welfare policy .
 To Provided some suggestion to improve satisfaction level of employee in Larson and
Toubro.

3. Need of employee welfare and employee satisfaction

To attract, motivate and retain good employees, organization need to define what employees
want from employment relationship. Employee needs is to consider Total Reward which is
everything an employee perceives resulting from working for the company.

Many studies contend that benefits are the most useful mean to attract, motivate and retain
employees. Companies offering more voluntary benefits have better chance of attracting
qualified people and retaining them. On the other hand retention is key challenge in firms lacking
such welfare benefits and where work tends to get routine and there is no opportunity for
personal growth and development.

The most common reason that employee turnover take place includes monotonous work
schedule, stress at workplace, lack of career growth, training and development opportunities etc
but if employer provide various welfare facilities regarding health, safety, training and
development, then, there will be employee satisfaction and retention in organization.

4. Scope of Project
welfare is a relative concept, relative in time and space. It, therefore, varies from time to time,
from region to region and from country to country. Employee welfare, also referred to as
betterment work for employees, relates to taking care of the well-being of workers by employers.

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 and insurance against disease,
accident and unemployment for the workers and their families.

Welfare policies are benefited to employee as well as

employer 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, increase production and also to raise their standard of living.

To study regarding all above welfare concept carried out in Larson and Toubro company at
powai Implementation of various polices and its satisfaction on their employee.

5. Research Methodology
Research Methodology – Research Methodology is the procedure used in making systematic
observation or otherwise obtaining data, evidence, and information as part of research project or
study. It is a science of studying how research is to be carried out.
Research - Research is a logical and systematic search for new and useful information on
a particular topic.
Research is a process of steps used to collect and analyze information to increase our
understanding of a topic or issue.

Types of Research

Exploratory research – Exploratory research is often conducted because a problem has not been
clearly defined as yet, or its real scope is as yet unclear. It allows the researcher to familiarize
him/herself with the problem or concept to be studied. It is the initial research, before
more conclusive research is undertaken.

Exploratory research helps determine the best research design, data collection method and
selection of subjects. This type of research helps researcher to get proper perception about the
topic. Exploratory research focuses on collecting data using an unstructured format or informal
procedures to capture data and to interpret them.

For this project, exploratory research was used to get information about payroll process at ISS
India. The source of collection of data is secondary which was collected with the help of a
questionnaire. Questionnaires were given to the employees who were handling payroll process is
an important source of data which was used for comparative study. The data was also collected
from the company’s manual & through websites.

Descriptive Research - Descriptive research is done with a specific research question in mind. It
gives a set view of the subject, population, market segment or problem. Descriptive research
provides research questions, populations or methods of analysis before the research is started. It
is concerned with the description of data and characteristics about a population.
A survey had been conducted at ISS to understand the payroll staff’s efficiency & their ability to
solve queries. The questionnaire was circulated to the internal employees of ISS at the corporate
office of the company.
The same survey was conducted at another company Modern Protected Investigation Ltd. This
helps in a comparative study between the payroll processes of the mentioned companies.

Primary data for study :

The survey was made with the questionnaire containing 25 questions. In that survey employees
were asked to rate their opinion about different welfare policies of L&T.

Secondary data:

In secondary data used various website for data . L&T’s annual report, monthly magazines,
journals etc used. Various books referred of Human resource management.

6. Limitation of Study
This study having certain limitiation as follows

1. It was very difficult to get primary data.

2. Sometimes while making survy employee were not responded Properly.
3. Time factor was major limitation of project . there was limited time given by Mumbai
university to complete this study.
4. Company were not allowing disclose some of their information .
5. Secondary data which was available only that utilized for study.

1.Company Profile

1. Overview:

Larsen & Toubro Limited (L&T) is a technology, engineering, construction and manufacturing
company. It is one of the largest and most respected companies in India's private sector.
More than seven decades of a strong, customer-focused approach and the continuous quest for
world-class quality have enabled it to attain and sustain leadership in all its major lines of
business.

L&T has an international presence, with a global spread of offices. A thrust on international
business has seen overseas earnings grow significantly. It continues to grow its overseas
manufacturing footprint, with facilities in China and the Gulf region.

The company's businesses are supported by a wide marketing and distribution network, and have
established a reputation for strong customer support.

L&T believes that progress must be achieved in harmony with the environment. A commitment
to community welfare and environmental protection are an integral part of the corporate vision.

In response to changing market dynamics, L&T has gone through a phased process of redefining
its organisation model that facilitates growth through greater levels of empowerment. The new
structure is built around multiple businesses designated ‘Independent Companies’ or ‘ICs’.

2. History :

The evolution of L&T into the country's largest engineering and construction organization is
among the most remarkable success stories in Indian industry. L&T was founded in Bombay
(Mumbai) in 1938 by two Danish engineers, Henning Holck-Larsen and Soren Kristian Toubro.
Both of them were strongly committed to developing India's engineering capabilities to meet the
demands of industry.

.
Henning Holck-Larsen

(4.7.1907 - 27.7.2003)

Soren Kristian Toubro

(27.02.1906 - 4.3.1982)

Beginning with the import of machinery from Europe, L&T rapidly took on engineering and
construction assignments of increasing sophistication. Today, the company sets global
engineering benchmarks in terms of scale and complexity.

Early Days :

Henning Holck-Larsen and Soren Kristian Toubro, school-mates in Denmark, would not have
dreamt, as they were learning about India in history classes that they would, one day, create
history in that land.

In 1938, the two friends decided to forgo the comforts of working in Europe, and started their
own operation in India. All they had was a dream and the courage to dare.

Their first office in Mumbai (Bombay) was so small that only one of the partners could use the
office at a time!

In the early years, they represented Danish manufacturers of dairy equipment for a modest
retainer. But with the start of the Second World War in 1939, imports were

restricted, compelling them to start a small work-shop to undertake jobs and provide service
facilities.

The war-time need to repair and refit ships offered L&T an opportunity, and led to the formation
of a new company, Hilda Ltd., to handle these operations. L&T also started two repair and
fabrication shops - the Company had begun to expand.
The Journey :

In 1944, ECC was incorporated. Around then, L&T decided to build a portfolio of foreign
collaborations. By 1945, the Company represented British manufacturers of equipment used to
manufacture products such as hydrogenated oils, biscuits, soaps and glass.

Independence and the subsequent demand for technology and expertise offered L&T the
opportunity to consolidate and expand. Offices were set up in Kolkata (Calcutta), Chennai
(Madras) and New Delhi. In 1948, fifty-five acres of undeveloped marsh and jungle was
acquired in Powai. Today, Powai stands as a tribute to the vision of the men who transformed this
uninhabitable swamp into a manufacturing landmark.

Public Limited Company :

In December 1950, L&T became a Public Company with a paid-up capital of Rs.2 million. The
sales turnover in that year was Rs.10.9 million.

Expanding Horizons :

Today, L&T is one of India's biggest and best known industrial organisations with a reputation
for technological excellence, high quality of products and services, and strong customer
orientation. It is also taking steps to grow its international presence.

For an institution that has grown to legendary proportions, there cannot and must not be an 'end'.
Unlike other stories, the L&T saga continues.....

Vision :
The L&T vision reflects the collective goal of the company. It was drafted through a large scale
interactive process which engaged employees at every level, worldwide.

4 Awards and Recognition :

 The Economic Times named Mr. A.M. Naik "Business Leader of the Year" for 2008.
 L&T is among the top 100 Most Trusted brands of India as published in The Brand Trust
Report.

 L&T Won Best Innovation in Logistics-Transportation award on 20 May 2011 from India
International Logistics Forum.

 L&T Won The Financial Express-EVI Green Business Leadership Award for 2010-11.
The award was received from Dr.A.P.J. Abdul Kalam.

2.Organization Structure Chart

 3.Benefit given by Company

 Company providing canteen facilities which they giving very nutrious food.
 Company giving loan to it s employee with concession interest rate.
 L&T providing employee stock option plan with concession rate.
 To providing various facilities to employee ‘ s family like summer camp for children,
various medical camp, vocational guidance program, health, beauty and fitness program
etc
 L&T also provided transport facilities to the employees.
 Various training program conducted for carrier growth of employee.
 It also giving low cost education to employee’s children through their technical education
institute (LTIT).
 Company proving very efficient safety and security to it s employees.

1. Theoretical background related to employee welfare

Employee welfare is comprehensive term including various services, benefit, and facilities
provided by employer to employees. The form of employee welfare activities is flexible, elastic
and differs from time to time, region to region, industry to industry and country to country
depending upon the value system. Organization provides welfare policy to motivate, keeping
morale high and increasing work efficiency of employee.

Parties involved in Employee welfare:

1.Central government
The central government tries to extend its helping hand through various act covering
safty ,health and welfare of workers. Welfare officers over see the closely on welfare
Activities in industry.

2. State governments
Goverments of different state and union territories offer welfare facilities to worker.
In gujrat, Maharsashta, karntaka, and Punjab labor welfare centre are administered by
welfare boards.

3.Employer
Enlightened employer in pubic sector , private sector have undertaken various welfare
measures for interest of their employees.

4. Trade unions
Trade union is also one of party which involved in employee welfare activities .
Sometimes this may not be that effective because lack of finance and multi trade unions.

The employee welfare schemes can be classified into two categories viz. statutory and non-
statutory welfare schemes. The statutory schemes are those schemes that are compulsory to
provide by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act .
STATUTORY WELFARE SCHEMES
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.

NON STATUTORY SCHEMES

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

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. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.

5. 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.

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

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

The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which
are engaged in welfare activities. Welfare facilities may be provided on religious, philanthropic.
or some other grounds. Moreover, the different approaches to labour welfare reflect the evolution
of the concept of welfare.

Theoretical background related to employee welfare

Employee welfare is comprehensive term including various services, benefit, and facilities
provided by employer to employees. The form of employee welfare activities is flexible, elastic
and differs from time to time, region to region, industry to industry and country to country
depending upon the value system. Organization provides welfare policy to motivate, keeping
morale high and increasing work efficiency of employee.

Parties involved in Employee welfare:

1.Central government
The central government tries to extend its helping hand through various act covering
safty ,health and welfare of workers. Welfare officers over see the closely on welfare
Activities in industry.

2. State governments
Goverments of different state and union territories offer welfare facilities to worker.
In gujrat, Maharsashta, karntaka, and Punjab labor welfare centre are administered by
welfare boards.
 3.Employer
Enlightened employer in pubic sector , private sector have undertaken various welfare
measures for interest of their employees.

4. Trade unions
Trade union is also one of party which involved in employee welfare activities .
Sometimes this may not be that effective because lack of finance and multi trade unions.

The employee welfare schemes can be classified into two categories viz. statutory and non-
statutory welfare schemes. The statutory schemes are those schemes that are compulsory to
provide by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act .

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.
NON STATUTORY 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.Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.

5.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.

6.Employee Referral Scheme: In several companies employee referral scheme is

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

Approaches to employee 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.

The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which
are engaged in welfare activities. Welfare facilities may be provided on religious, philanthropic
or some other grounds. Moreover, the different approaches to labour welfare reflect the evolution
of the concept of welfare.

Religious theory

The theory views were an essentially religious. Religious feelings are what sometimes prompt
employers to take up welfare activities in the belief of benefits either in his life or in support after
life. Any good work is considered an investment, because both the benefactor and the beneficiary
are benefited by the good work done by the benefactor. This theory does not take into
consideration that the workers are not beneficiaries but rightful claimants to a part of the gains
derived by their labour.
Trusteeship theory

In this theory it is held that the industrialists or employers holds the total industrial estate,
properties and profits accruing form them in trust for the workmen, for himself , and for society.
It assumes that the workmen are like minors and are not able to look after their own interests that
they are ignorant because of lack of education. Employers therefore have the moral responsibility
to look after the interests of their wards, who are the workers.
Placating theory

As labour groups are becoming better organized and are becoming demanding and militant,
being more conscious of their rights and privileges that even before, their demand for higher
wages and better standards increases. The placing theory advocates timely and periodical acts of
labour welfare to appease the workers.
Public relations theory

This underlining philosophy behind this theory is an atmosphere of goodwill between

management and labour and also between management and the public. Labour welfare
programms under this theory, work as assort of an advertisement for companies and helps build
up good and healthy public relations. The labour welfare movements may be utilized to improve
relations between management and labour. An advertisement or an exhibition of alobour welfare
programme may help the management projects a good image of the company.
Functional theory

The concept behind this theory is that a happy and healthy person is a better, more productive
worker. Here, welfare is used as a means to secure, preserve and develop the efficiency and
productivity of labour. As discussed earlier, the approach to any solutions, especially as that as
between the workers and the management should be dialogue and an understanding of one
Another viewpoint.

Article published about Employee Welfare

The Employee Welfare State in Transition

Throught the postwar period, large-firm employers have provided a majority of full-time workers
with a fairly comprehensive set of welfare or social insurance entitlements. Employee social insurance
has come in two varieties. First, firms have provided certain types of insurance directly, or contracted
private third parties to do so, and have bought or directly administered health insurance, pensions,
unemployment insurance (in the form of severance pay, and job security and income guarantees),
disability insurance and life insurance. Second, for other types of insurance, such as state workers
(accident) compensation, unemployment insurance, Social Security disability, and pension coverage, the
government has required firms to contribute, on a per-worker or experience-rated basis, to insurance
funds that cover workers as a group.

Strikingly, when these two forms of social insurance are taken together, employers appear to be
the entities that have been primarily responsible for worker’s social welfare; correspondingly, the United
States has relied substantially less than other industrialized countries on social welfare schemes financed
and administrated by the state or by quasi-public entities other than employers (such as craft or
professional groups). The term “ employee welfare state” encapsulates the observation that, during the
period from 1920 to 1970, large employers provided fairly comprehensive social insurance protections
for their workers.

By David Charny

Professor of Law, Harvard Law School.

Publish in www.heinonline.org

2. Welfare policies provided by the Larson and Toubro to employees

 1. Canteen facility : For all the employees the canteen facility is provided by the company
at no cost. The food quality is also very good. In the canteen breakfast, lunch and snacks
are provided by the company.
2. Credit Societies : The objective of setting-up of these societies is to provide loan facility
at reasonable terms and conditions. L&T also has the credit society which provide loans
to the employees at reasonable rates and with less documents.
3. Housing : Of all the requirements of the workers, decent and cheap housing
accommodation is of great significance. L&T offers housing facility to the manager level
employees.
4. Employee Counselling : L&T provide counseling service to the employee regarding
their personal problems through professional counselors. Employee counseling reduces
absenteeism, turnover, tardiness etc.
5. Holiday Homes : L&T provides various holiday homes for the vacation to the employee.
To get the holiday homes minimum amount to be paid by the employee for certain days.
The various holiday homes are situated at Goa, Mahabaleshwar, Panchagani, Masuri,
Ooty, Bengaluru, hydrabad, Manali, Simala, Nainitaal etc.
6. Education of Employee’s Children : L&T Institute of Technology, Mumbai is an
exclusive facility for L&T employees' children. The Institute conducts four-year industry-
integrated diploma courses in Mechanical Engineering and Electronics Engineering. On
successful course completion, students are awarded diplomas by the Directorate of
Technical Education, Maharashtra to which LTIT is affiliated.
7. Transportation : L&T provide conveyance facilities to their employees from the place of
their residence to the place of work. This facility is free for the employee.
8. Parties and picnic: After every six months the picnics are arranged for the employees,
also the family picnics are arranged. Various festivals are celebrated in the company like
Navaratri, Diwali etc. Annual function is arranged for the employee as well as family
Members.

3. Data Analysis & Interpretation

1. Rating of Welfare Policy at L&T.

Interpretation of chart:
In the above chart, employees were asked to rate the welfare policies of L&T and it was found
that:

 32% of employees found the welfare policies to be excellent

 60% of employees found the welfare policies to be good
 8% of employees found the policies to be average

Looking at the above findings, one can conclude that, maximum number of employees found the
welfare policies of the company to be good.

2. Satisfaction level of medical facility at L&T.

Interpretaion of chart:

In the above chart, employees were asked to rate their satisfaction level of medical policies of
L&T and it was found that:

 40% of employees are satisfied with the medical policies

 60% of employees are average satisfied with the medical policies
 8% of employees are dissatisfied with the medical policies

Looking at the above findings, one can conclude that, maximum number of employees found the
medical policies of the company to be satisfactory.

3. Ratings for the quality of food provided in Canteen.

Interpretaion of chart:

In the above chart, employees were asked to rate quality of food provided in Canteen of L&T
and it was found that:

 48% of employees found the quality of food nutritious

 52% of employees found the quality of food somewhat nutritious
 No employee found the quality of food least nutritious

Looking at the above findings, one can conclude that, maximum number of employees found the
quality of food to be nutritious.

4. Satisfaction with the training program.

Interpretaion of chart:

In the above chart, employees were asked to rate their satisfaction level of the training program
at L&T and it was found that:

 48% of employees are satisfied with the training program

 40% of employees are average satisfied with the training program
 12% of employees are dissatisfied with the training program

Looking at the above findings, one can conclude that, maximum number of employees are
satisfied with the training program.

5. Awareness of Welfare policies for family.

Interpretaion of chart:

In the above chart, employees were asked whether they are aware of the welfare policies for their
family members at L&T and it was found that:

 88% of employees are aware of the policies for their family members
 12% of employees are unaware of the policies for their family members

Looking at the above findings, one can conclude that, maximum number of employees are aware
of the company policies for their family members.

6. Satisfaction with the grievance handling procedure of company.

Interpretaion of chart:

In the above chart, employees were asked about their Satisfaction with the grievance handling
procedure of L&T and it was found that:

 32% of employees are satisfied with the grievance handling procedure

 48% of employees are average satisfied with the grievance handling procedure
 20% of employees are dissatisfied with the grievance handling procedure

Looking at the above findings, one can conclude that, maximum number of employees are
satisfied with the grievance handling procedure.

7. Rating of Hygiene condition at Company.

Interpretaion of chart:

In the above chart, employees were asked to rate the hygiene conditions at L&T and it was found
that:

 40% of employees found the hygiene conditions to be excellent

 48% of employees found the hygiene conditions to be good
 20% of employees found the hygiene conditions to be average

Looking at the above findings, one can conclude that, maximum number of employees found the
hygiene conditions to be good and satisfactory.

8. Satisfaction with the safety and security measures.

Interpretaion of chart:

In the above chart, employees were asked about their satisfaction with safety and security
measures at L&T and it was found that:

 44% of employees are satisfied with the safety and security measures
 40% of employees are average satisfied with the safety and security measures
 16% of employees are dissatisfied with the safety and security measures

Looking at the above findings, one can conclude that, maximum number of employees are
satisfied with the safety and security measures of L&T.

Findings

 Welfare policies are designed to attract, motivate and retain good employees. Companies
offering more voluntary benefits have better chance of attracting qualified people and
retaining them.
 Laresn & Toubro is a leading Indian Multinational corporation, which provides various
welfare policies to its employees and also takes care of the wellbeing of its employees in
all respects.
 From the survey on welfare policies of L&T it is found that, most of the welfare policies
of L&T are for the benefits of the employees. All the employees knows the welfare
policies very well and gets the benefits of them.
 Employees are very satisfied with the welfare policies provided by the company.
 Due to these good welfare policies, L&T is a successful organization in attracting and
retaining the employees.

Suggestions

 L&T conducts various training programs for the benefits of employees, but the survey
shows that 12% employees are dissatisfied with the trainings provided. The reason for
this is sometimes the trainings provided are unnecessary and not related to the job profile
of employee. So L&T should conduct the necessary training programs related to the job
profile of employees so that all employees will get the proper benefits.
 Various medical facilities are provided by the company to the employees as well as their
family members; still the survey shows that 8% employees are dissatisfied. They reported
the reason for this as sometimes it takes more time to get the medical facility, sometimes
 the doctors are not available. So L&T should take more efforts to reduce such cases to
make sure that employee will get the medical help immediately when it is needed.
 Many safety and security measures are implemented by L&T, still 16% of employees
says that some unnecessary security measures are implemented by the company which
shows that company not at all trust on the employees. So company can revise the safety
and security measures.
 20% employees are dissatisfied with the grievance handling procedure, this is because
sometimes the responsible person takes more time to give response or some complaints
are simply ignored by the responsible person. So company should improve in this area so
that all the complaint get the proper attention and they should get resolved in less time
span.

Conclusion

Welfare policies are one of the important features in the growth of the company. The welfare
policies are designed to attract, motivate and retain good employees. Companies offering more
voluntary benefits have better chance of attracting qualified people and retaining them. To make
more business companies should hire more employees and retain their employees for long time.
To achieve this goal welfare policies play very important role.

Laresn & Toubro is a leading Indian Multinational corporation, which provides various welfare
policies to its employees. All the necessary things are provided by the company and it also take
care of the wellbeing of its employees in all respects. The company also takes necessary
measures so that each & every employee gets the benefits of welfare policies.

The survey was conducted to find the effectiveness of welfare policies. The survey shows that
the welfare policies are very effective and the employees are satisfied with the policies.
 Bibliography

Books:

 Personnel and Human Resource Management (Text & Cases)

Author : P. Subba Rao

Publication : Himalaya Publication House

Edition : 4th Edition, 2010

 Human Resource Management (Text & Cases)

Author : VSP Rao

Publication : Excel Book India

Edition : 2nd Edition, 2008

Internet:

 http://www.larsentoubro.com/

http://www.larsentoubro.com/lntcorporate/common/ui_templates/homepage_news.aspx?
res=P_CORP
 http://www.larsentoubro.com/lntcorporate/common/ui_templates/HtmlContainer.aspx?
res=P_EBG_BABT_BOB

 http://www.citehr.com/
http://www.citehr.com/105271-require-questionnaire-employee-welfare.html

Annexure
QUESTIONAIRE

Designation :

Age:

Length of the Service:

Department:

Please answer the following questions(Please tick mark any one option as per your preference)

1. How would you rate welfare facilities at L&T ?

a. Excellent b. Good c. Average d. Poor

2. Are you aware of medical facilities given by company?

a. Yes b. No

3. Are you satisfied with the medical facility given by L&T?

a. Satisfied b. Average Satisfied c. Dissatisfied d. Other
Comment/Suggest __________________________________________________________________

4. Is there canteen facility provided by L&T? If yes then, how would you rate the quality of food
provided?
a. Highly nutritious b. Some what nutritious c. Least nutritious

5. Was there a training program conducted for your team/department in the last 1 year/6 months?
a. Yes b. No

6. If yes then, were you satisfied with the training?

a. Satisfied b. Average Satisfied c. Dissatisfied d. Other
Comment/Suggest __________________________________________________________________

7. Are you aware of welfare policies available for your family members?
a. Yes b. No

8. If no then, what measures do you suggest for the improvement?

_____________________________________________________________________________________
_______________________________________________________________________________

9. Are you satisfied with the Grievance handling procedure of the company?
a. Satisfied b. Average Satisfied c. Dissatisfied d. Other
Comment/Suggest __________________________________________________________________

10. How would you rate the hygiene conditions at L&T?

a. Excellent b. Good c. Average d. Below Average

11. Are you satisfied with the safety and security measures of the company?
a. Satisfied b. Average Satisfied c. Dissatisfied d. Other
Comment/Suggest __________________________________________________________________

12. Add any comment or suggestion.