SATISFACTORY LEVEL OF EMPLOYEES ON WELFARE ACTIVITIES

1
K. GEETHIKA, 2ARUNA
1
PG Scholar, Department of Business Administration, Sridevi Womens Engineering College,
Hyderabad, Telangana
2
Asst. Professor, Department of Business Administration, Sridevi Womens Engineering College,
Hyderabad, Telangana

ABSTRACT:

Employee Welfare could be a company perspective or commitment mirrored within

the expressed look after staff the least bit levels. The term employee welfare refers to the
efforts that square measure provided by the leader for his or her smart living. The term welfare
suggests the state of well-being, health, happiness, prosperity and also the development of human
resources .The present study is an endeavor to spot the worker welfare programs that square
measure being conducted in IT business and analysing the satisfaction level of staff from these
welfare activities. The study additionally aims at checking out however aware staff square
measure relating to the essential welfare activities that they're entitled to avail at work. The
effective and economical policies and welfare facilities (statutory and non statutory) create the
employee to perform the work higher, that results in effectiveness of the organization and could
be a issue of employee engagement.

Keywords: Employee satisfaction, welfare activities, Organization

INTRODUCTION
The contribution of the human resource management in the overall functioning and performance
of an organization has gone through transformational changes. Starting from labour officer,
personnel officer, personnel manager to the current human resource manager, the change in the
title very well reflects the expanding horizon of functions and objectives. In today’s
ultracompetitive business environment, the thing that an organization focuses on the most is its
Human resource. The golden rule of happy employees = happy customers has been tried and
tested by giants of different industries worldwide. A well engaged happy employee provides
competitive edge to the organization.
The importance of engaged workforce that is committed to its role, aims at providing best
results and which draws maximum satisfaction and contentment from their work, is the ultimate
goal of each and every organization. Sustainable growth of firms is dependent not only on short
term benefits but also strong welfare programs that actively engages the employees’ .Only when
an employee feels cared and aligns his personal growth with the company’s growth, the optimum
level of productivity in terms of efficiency and effectiveness is achieved.
In the current boundary less world various multinational companies have started their
operations in India. Out of all, IT sector is the one that has achieved the highest level of
international exposure in terms of trade and knowledge exchange.HR professionals worldwide are
adopting successful strategies in their organizations to gain maximum level of engagement
possible. Engagement can be directly linked with the state of psychological, social, physical and
financial well being of an employee.
A happy and content employee who feels valued and appreciated in different terms can
provide better results .The organizations are going beyond the benchmarks for providing best
Employee Welfare Programs .But due to the cut throat competition, the employees are at times
devoid of the minimum bare welfare programs that are not a luxury but a necessity for them. To
safeguard the basic rights of the employees the Government of India has laid down many laws,
most importantly the labour laws that are applicable to all the organizations across all the sectors.
ILO (International Labour Organization) has divided the various welfare practices into two broad
categories namely Statutory and Non Statutory welfare p Statutory Welfare Programs- Statutory
refers to the basic welfare programs that are mandated by government. Statutory Welfare programs
include all the amenities provided in or near the organization and related to the working and living
conditions like - Drinking Water , Facilities for sitting ,First aid appliances ,Urinals ,Canteen
facilities ,Lighting ,Washing places ,Changing rooms ,Rest rooms etc .

Non statutory refers to those that are not mandated by law, but are provided in order to
engage employees; these refer to those measures that aim at promoting physical, psychological
and general well being of the working class. For the ease of analysis and better understanding the
researcher has divided the Non statutory welfare programs into 7 sub categories namely
 1. Financial welfare program
2. Health welfare program
3. Career welfare program
4. Psychological welfare program
5. Spiritual welfare program
6. Social welfare program
7. Family welfare program

Classification for Employee Welfare Programs

On the basis of the need and priorities of the employees, the organisations focus differently on
the various Employee Welfare Programs

REVIEW OF LITERATURE :

Herzberg (1959) believed employees were a lot of glad with their jobs once
they old bound intrinsic factors including: responsibility granted on the work, real nature of
labor done, the sensation of success from work performed and their prospective to
proceed inside the organization.
Work, as represented by Magnusson (1989), has long occupied a central role in human
existence, and, though the role remains central, the character of that role is
continually evolving.
(Dr.Rao Nemani et al, 2011) (Nezaam luddy (2005) postulates that workers experiencing
high satisfaction levels contribute to structure commitment, job involvement, improved
physical and psychological state, and evidenced quality of life each on and off the work.
Edwin Locke’s (1976) classic definition of job satisfaction has been wide cited within
the literature. philosopher defines job satisfaction as “a pleasant or
positive spirit ensuing from associate degree appraisal of one’s job or job experiences” (p.
1300).
Hackman & Oldham (1975) give associate degree implicit definition of job satisfaction as
one’s affectional reactions to his/her job in their Job Characteristics Model.
CONCLUSION
This study aims to analyse the present welfare facilities that square measure being provided
to the workers. The present study analyses the satisfaction level of workers relating to
numerous non statutory welfare programs being go
by organisations. it'll facilitate the leader to seek out out, if the programs square
measure designed consistent with the workers desires and desires, which
can facilitate to reason completely different welfare programs among associate
degree intelligent activity and a wasteful expense. And thus the programs that aren't
needed by the workers are often discontinued and therefore the ones instructed by them are
often thought-about for application. The study conjointly analyses the attention level
of workers towards statutory welfare programs that square measure the fundamental rights of
workers.

REFERENCES
1.Misener, T. R., Haddock, K. S., Gleaton, J. U., & Ajamieh, A. R. A. (1996). Toward an
international measure of job satisfaction. Nursing research, 45(2), 87 -91.
2. Kudchelkar, D. L. S. (1979), Aspects of Personnel Management and Industrial Relations ,
Excel Books, New Delhi, 10.
3. Babu K.V.S.N Jawahar, Valli S. Kalesha Masthan and Bhupathi C. (2012): Recent trends
in factories welfare measures, Academisia: An International Multidisciplinary Research
Journal,2(12), 252-261.
4.Joseph B.; Joseph I. and Varghese R.(2009): Labour Welfare in Bharat, Journal of work
behavioral Health, Vol.24 (1&2)pp: 221-242.
5.Logasakthi K. and Rajagopal K.(2013): A study on worker health, safety and welfare
measures of industry within the read of Sleam region, TamilNadu (India).
International Jour. Of Research in Business Management, Vol. 1 (1) pp 1 - 10.