Employee Welfare

A STUDY OF EMPLOYEE WELFARE AT
SU-KAM POWER LTD. BADDI [SOLAN]

PROJECT REPORT
Submitted to the L.R. Institute of management in partial fulfillment of
the requirement for the degree of Master of Business Administration
(2009-2011)
SUPERVISED BY: SUBMITTED BY:

SUDHIR SHARMA
MBA 4th semester
Roll No: 1419
CONTENTS
CHAPTER TITLE PAGE(S)
i) LIST OF TABLES
ii) LIST OF FIGURES
iii) ANALYSIS AND INTRAPRETATION
iv) SUMMARY, CONCLUSION AND
SUGGESTION
BIBLOGRAPHY
ANNEXURE
LIST OF TABLES
TABLE NO. TITLE
3.1 Classification of respondent on basis of demographic factors
3.2 Response towards conduction of welfare programmes
3.3 Response towards awareness of the welfare programmes
3.4 Respose towards avalibility of the welfarefacilities
3.5 Implementation of labour law
3.6 Response towards the kind of medical facilities
3.7 Response towards the health facilities
3.8 Response towards the kind of health facilities
3.9 Response towards using employee information as an input for
conducting welfare programmes
3.10 Response towards introduction of new strategy
3.11 Responses towards the involvement of technology expert as
faculty
3.12 Response towards providing maternity benefits
3.13 Response towards the occuranc of accident in organisation
3.14 Response towards providing benefits to the dependent of
employee
3.15 Response towards the safety measure
3.16 Response towards the kind of safety measure
3.17 Attitude of the respondents towards medical facilities
3.18 Attitude of respondents towards health facilities
3.19 Attitude of the respondents towards social security
3.20 Attitude of the respondents towards safety measure
LIST OF FIGURES
FIGURE TITLE
NO.
3.1(a) Classification of the respondent according to their designation
3.2(b) Classification of the respondent according to their age-group
3.3(c) Classification of the respondent according to their salary
3.2 Response towards conduction of welfare programmes
3.3 Response towards awareness of the welfare programmes
3.4 Respose towards avalibility of the welfarefacilities
3.5 Implementation of labour law
3.6 Response towards the kind of medical facilities
3.7 Response towards the health facilities
3.8 Response towards the kind of health facilities
3.9 Response towards using employee information as an input for
conducting welfare programmes
3.10 Response towards introduction of new strategy
3.11 Responses towards the involvement of technology expert as faculty
3.12 Response towards providing maternity benefits
3.13 Response towards the occuranc of accident in organisation
3.14 Response towards providing benefits to the dependent of employee
3.15 Response towards the safety measure
3.16 Response towards the kind of safety measure
3.17 Attitude of the respondents towards medical facilities
3.18 Attitude of respondents towards health facilities
3.19 Attitude of the respondents towards social security
3.20 Attitude of the respondents towards safety measure
3.21 Attitude of respondents towards welfare facilities
CHAPTER-1
INTRODUCTION
1.1 Theoretical Background

Welfare provides the satisfaction to the employee that increases their
productivity. This is the responsibility of the organization to provide the benefits to
the employees. If employees are satisfied, it increases the productivity of the
employees and also provides the growth to the organization. Now a day employees
are considered as a valuable assets of the organization if these assets are glossed
over, it leaves an adverse impact on the growth of the organization. Growth and
development of the organization is directly proportionate to the welfare of the
human power. So the employee welfare is one of the important elements of the
organization. Welfare aim is to increase the productivity in an organization.
Welfare always has a positive impact on the relationship between management and
employees. Welfare is an important function of the HR department. Every
department in an organization formulates their objective in accordance with the
organization objectives and to achieve those objectives strategies are formulated.
HR strategy follows organizational strategy with some interactive linking.
This project investigated the welfare programmes adopted by the SU-Kam
Baddi (Solan) and the main criterion is to study the degree of satisfaction of
employee and the awareness about the welfare programmes.
Welfare provide the satisfaction to the employees the increase their productivity.
And training is one of the welfare activities in the press. Training refers to the act
of increasing the knowledge and skills of an employee for doing a particular job.
Training implies activities that teach employees how to perform their jobs better.
Selecting people of quality with caliber and potential is not enough in today’s
competitive world. They need to be trained and groomed to make bloom and
contribute their best. After a person is selected and appointed to the position or job
for which he was selected, the next task for the manager is to see that he adjusts
himself in the job as quickly as possible so that he may be able to perform his job
efficiently and successfully. He may be in the need of some training to sharpen his
knowledge and skills so that he may perform his job well.
Even experienced employees with a long service need to improve their
knowledge and skills so as to perform their job in a more efficient way. They also
need to update their knowledge and acquire improved skills to retain and improve
their position in the organization. They also need to be groomed and development
to meet their future responsibilities and to reach higher levels of managerial
positions. All this required consistent and continuous programmes of training and
development. It is responsibility of the personnel department to devise a
continuous and proper training and development programmes to fulfill enterprise
present goals and future needs.
1.2 Labour welfare
Oxford dictionary defines labour welfare as “efforts to make life worth

living for the workmen”
Employee welfare has several advantages of its own which are highlighted
as follows:
 Increase productivity
 Reduction in the level of supervision
 Increase organizational stability and flexibility
 Increase job satisfaction and moral among employees
 Increased employee motivation
 Increased efficiency in processes, resulting in financial gain
 Increase capacity to adopt new technologies and methods
 Increased innovation in strategies and products
 Reduced employee turnover
 The primary and the most essential objective of welfare is to develop

that knowledge and those skills and attitudes, which contribute to the
welfare of the company and the employees.
 Welfare aims at making the employees more effective and
productivity in their potential for higher job.
 To give experience to philanthropic and paternalistic.
 To win over employees loyalty and increase their moral.
 To combat trade unionism and socialist ideas.
 To built up stable labour force, to reduce labour turnover and

absenteeism.
 To developed efficiency and productivity among workers.
 To save oneself from heavy taxes on surplus
 To reduce the threat of further Govt. intervention profits.
Employee welfare and what are the different bodies &agencies that provide
the welfare facility and what are the labour laws that are provided by the Govt. for
the welfare of the employee.
Employee welfare or labour welfare is a comprehensive term including

various service benefits and facilities offered to employee by the employer.
According to Dr.Parandikar,” labour welfare work is a work for improving

the health safety and general well being and the industrial efficiency of the workers
beyond the minimum stand red lay down by labour legislation.
The employee’s welfare amenities and extended in addition to normal wages

and other economics rewards available to employees as per legal provisions.
1.2(a) Importance of welfare

The significance of welfare measure was accepted as early as 1931, when
the royal commission on lanour stated the benefits are of great importance to the
worker which he is unable to secure by himself. The scheme of labour welfare may
be regarded as a wise investment because these would bring a profitable return in
the form of greater efficiency.
The working environment in a factory adversely affects the health of

employees because of employees because of excessive heat or cold, noise, downs,
fumes, dust and lack of sanitation and pure air. Such oppressive condition creates
health problems for workers.
1.3 Purpose of the Labour Welfare
1. Enable workers to have a richer and more satisfaction life.
2. Raise the standard of living of the worker by indirectly reducing the burden
on their pocket. Welfare measures will improve the physically or
psychologically health of the workers, which in turn, will enhance their
efficiency and productivity.
3. Absorbs the shocks injected by industrialization and urbanization on

workers.
4. Promotes a sense of belonging among workers, prevention them from

resorting to unhealthy practices like absenteeism, labour turnover etc.
5. Welfare makes the service in mills more attractive to workers. it improve the
relation between employers and employees, “ it promotes a real change of
heart and a change of outlook on the part of both the employers and
employees”
6. Prevents social evils like drinking, gambling, prostitution etc, by improving
the material social and cultural condition of work. Congenial environment as
a result of welfare measure will act as a deterrent against such social evils.
1.4 Types of welfare facilities
1. Intramural activities:-
Which are provide within the establishment such as latrines and

urinals, crèches, rest room, canteens, uniforms, library, medical aid,
subsidized food, shift allowance etc.
2. Extramural activities :-
Which are undertaken outside the establishment such as family

planning child welfare cooperative stores, credit societies, vocational
guidance, holiday’s hones, leave travel facilities, transport to and from the
place of work etc.
1.5 Agencies for welfare work
1. Central Govt.:- the central govt. tries to extend its helping hand through
various covering the safety health and welfare of workers.
 The Factory Act 1948,
 The Mines Act1952
 Shipping Act1948
 ESI Act 1948etc.

2. State Govt.:- Govt. in different states and different territories offer welfare
facilities to workers. In Assam a statutory welfare fund is created for
offering medical educational recreational and other facilities of plantation
workers. In Gujarat, Maharashtra, Punjab, Karnataka, labour welfare center
are administrated by welfare boards.
3. Employers:- Enlightened employers life TISCO, Hindustan lever, Godrej,

L& T, Siemens, Voltas Philips, HMT,LIC, BHEL, have undertaken welfare
activities in the interest of workers. The Management of the TISCO runs a
well equipped hospital in Jamshedpur, supported by health centers and
dispensaries, clubs, reaches, canteens; schools are also set up by TISCO for
the benefits of workers.
4. Trade union: - The contribution of trade unions in India towards labour

welfare activities is not significant. Poor finances, multiple unionisms often
come in the way of undertaking labour welfare work enthusiastically.
There are certain exception to this like the Ahemdabad textile labour
association, Mazdoor Sabah of Kanpur, Railway men’s union and the Indian
federation of labour these labour organization provide the welfare facilities
to workers such as running schools libraries sports another , cooperative
stores, recreation and cultural centers, legal cells , labour journals etc.
5. Other’s Agencies: - In addition to the above social service organizations

such as the Bombay Social Services League, Seva Sedan societies of
Bombay Women Institution in West Bengal, Assam Seva Samity, Y.M.C.A.
etc also provide services to working class on a voluntary basis.
6. Labour Bureau Shimla:-it is one of the main agencies carrying out

research studies and surveys on labour journal (monthly) and the “Indian
labour year book” the ‘Indian labour statistic ’and the pocket book of labour
statistics published annually.
The bureau also started bringing out annual reports on the working of
some of the labour laws. The bureau has also started bringing out a monthly
news letter under the caption labour intelligence since July 1984. The news
latter gives latest available data on industrial disputes fixation and revision
of minimum wages and the list of latest survey reports brought out by the
bureau.
7. National Labour Institute New Delhi:-the institute was established by the

Government of India, Ministry of Labour is registered as a society under the
society’s registration act 1860.
The institution started functioning in July1974. The objects of the

institute include promotion of research, education consultancy and
publication activities. The regular publication of the institute are a quarterly
journal – national labour institute bulletin a monthly publication –‘awards
digest’, and a big monthly publication ‘shram- vidhm’. The last two journals
publish gists of decision and awards given by labour courts, high courts and
Supreme Court on various labour issues.
1.6 Principals of Labour Welfare Services
1. The services should satisfy real need of the workers this means that the
manager should first determined what is the employee’s real need with the
active participation of workers. In one case a company manager who had a
bias for sports purchased all sport facilities and hired a sport purchased all
sports director without consulting workers. But when the whistle was blown
to play the ball nobody wanted to play.
2. The service should be such as can be handled by cafeteria approach due to

the difference in sex, age, marital, status number of children, type of job
and the income level of employees there are large differences in type heir
choice of a particular benefit. Hence it is suggested that a package total
value of benefits should be determines and the selection of the mix of
benefits should be left to the choice of each individual employee.
3. The employer should not assume a benevolent posture.
4. The cost of the services should be calculable and its financing established on
a sound basis.
5. There should be periodic assessment or evaluation of the service and

necessary timely improvement on the basis of feed back.
1.7 Machinery connected with Labour Welfare

1. Chief Inspector of factories:-It is the duty of the chief inspector of the
factory (who generally works under the administrative control of labour
commissioner in each state)to ensure enforcement of various provisions of
the Factories Act in respect of safety health and welfare of worker.
2. Central Labour Institution:-The institution was set up in the 1966 in

Bombay to factories act 1948 to provide the centre of information for
inspector, employer, workers and other concerned with the well being of
industrial labour and to stimulate interest in the application of the principles
of industrial safety, health and welfare.
The institution has the following wing:-
 Industrial safety health and welfare
 Centre Industrial hygiene laboratory
 Productivity centre
 Staff training centre
 Industrial psychological section
 Industrial physiology section
3. Director General of Mines safety:-The director general of mines safety

enforces the mines act 1952. He inspects electrical installation and
machinery provided in the mines and determines the thickness of barriers of
2 adjacent mines in order to prevent spread of fire and danger of inundation.
He also investigates accident and conduct industry hygiene surveys. He is
entrusted with the power of prosecution in case of violation of statutory
provision.
4. National Safety Council: - The national safety council was set up on 4th
march 1966 in Bombay at the initiative of the union ministry of labour and
responsibilities Govt. of India as an autonomous national body with
objective of generation and sustaining of safety awareness at the national
level. The affairs of the council are managed by a Board of the Govt. which
has 51 members besides the chairman who is nominated by the Govt. of
India.
The director general who is also the secretary of the board of governs
is the chief executive of the council.
1.8 LABOUR LAWS
1.8 (a) THE FACTORIES ACT, 1948
For the employees welfare there is the Factories act 1948. Factories act 1948
provide the health safety and welfare facilities to the employees.
Scope of the act the factories act 1948, extends to the whole of India, except
state of Jammu and Kashmir (Section 1)
Interpretation section2 of the factories act 1948 defines the following terms
and expression as used in the act. It says unless there is anything repugnant in the
subject or contest (Section 2) —
a. Adult means a person who has completed eighteenth year of age.
b. Adolescent means a person who has completed his fifteenth year of age but
not completed his eighteenth year.
c. Calendar year means the periods of twelve months beginning with the first
day of January in any year.
d. Child means a person who has not completed his fifteen year of age.
 Approval, licensing and registration of factories (Section 6)
 Inspectors section8(1)lays down that the state government may by

notification in the official gazette, appoint inspector for the purposes
of this act only such persons who possess the prescribed qualifications
may be appointed inspectors the state government may assign to the
inspector such local limits as it thinks fit. (Section 8)
 Powers of the inspectors (Section9)
Health facilities under section (11-20)
 Provides that there should be cleanliness in the factory (Section 11)
 Disposal of the waste and effluents (Section 12)
 Ventilation and temperature (Section 13)
 Dust and fume (Section 14)

 Artificial humidification (Section 15)
 Overcrowding (Section 16)
 Lighting (Section 17)
 Drinking water (Section 18
 Latrines and urinals (Section 19)
 Spittoons (Section 20)
Safety facilities under section (21-41)
 Fencing of the machinery (Section 21)
 Work on near machinery in motion (Section 22)
 Employments on dangerous machines (Section 23)
 Striking gear and devices for cutting of power (Section 24)
 Self acting machines (Section 25)
 Casing of new machinery (Section 26)
 Prohibitions of employment of women and children near cotton openers

(Section 27)
 Hoists and lifts (Section 28)
 Lifting machines, chains, ropes and lifting tackles (Section 29)
 Revolving machinery (Section 30)

 Pressure plant (Section 31)
 Floors stairs and means of access (Section 32)
 Pits, sumps, opening in floors, etc. (Section 33)
 Excessive weights (Section 34)
 Protection to eyes (Section 35)
 Preventions against dangerous fumes, gases, etc. (Section 36)
 Explosive or inflammable, dust, gas etc. (Section 37)
 Precaution in case of fire (Section 38)
 Power to require specifications of defective parts or test of liability (Section

39)
 Safety of building and machinery (Section 40)
 Maintenance of buildings {Section 40(a)}
 Safety officers {Section 40(b)}
 Power to make rules to supplement this chapter (Section 41)
Welfare facilities under section (42-50)
 Washing facilities (Section 42)
 Facilities for storing and drying clothing (Section 43)
 Facilities for sitting (Section 44)

 First -aid appliances (Section 45)
 Canteens (Section 46)
 Shelters, restrooms and lunch rooms (Section 47)
 Crèches (Section 48)
 Welfare officer (Section 49)
 Power to make rules to supplement this chapter (Section 50)
Working hours of adult
 Weekly hours (Section 51)
 Weekly holidays (Section 52)
 Compensatory holidays (Section 53)
 Daily hours (Section 54)
 Intervals for rest (Section 55)
 Night shifts (Section 57)
 Prohibition of overlapping shift (Section 58)
 Extra wages for over time (Section 59)
 Notice of period of works for adults (Section 61)
1.8 (b) The Employee’s State Insurance Act, 1948

Many important social security schemes had been introduced in our country before
independence. The urgency of such schemes has been more badly felt after world-
war II. Social security of such schemes has been more badly by a self balancing
scheme of social security to the workers of an industry can be provided of the two
methods. Social security measures adopted in any country or a can be said to be
dependent upon a number of factors viz., population , economic resources standard
of living , availability of technical experts and developments of industry. The
workmen’s compensation act though designed to protect and safeguard the interest
of the labour insurance act was first of such measured adopted in India to provide
for social insurance to the labourers. Many others fields of social insurance like
health and unemployment are still left untouched.
Corporation standing committee and medical benefit council
 Tells the application and scope of the act (Section 1)
 Establishment of employee’s state insurance corporation (Section 3)
 Constitution of corporation (Section 4)
 Term of office of member of the corporation (Section 5)
 Eligibility for re-appointment or re-election (Section 6)
 Authentication of orders, decisions etc (Section 7)
 Constitution of standing Committee (Section 8)
 Terms of office of members of standing Committee (Section 9)
 Medical Benefit Council (Section 10)

 Resignation of membership (Section 11)
 Cessation of Membership (Section 12)
 Disqualification (Section 13)
 Filling of vacancies (Section 14)
 Fee and allowances (Section 15)
 Principal Officers (Section 16)
 Staff (Section 17)
 Power of the Standing Committee (Section 18)
 Corporation’s Power to promote measures for health etc., of insured Persons

(Section 19)
 Meetings (Section 20)
 Supersession of the Corporation and Standing Committee (Section 21)
 Duties of Medical Benefit Council (Section 22)
 Duties of Director General and the Financial Commissioner (Section 23)
 Validity of the act of the corporation etc (Section 24)
 Regional Boards, Local Committees, Regional and Local Medical Benefit

Councils (Section 25)
Finance and audit
 Employees’ State Insurance Fund (Section 26)

 Expenses from the fund (Section 28)
 Administrative expenses (Section 28-(A))
 Holding of Property etc(Section 29)
 Vesting of the property in the Corporation (Section 30)
 Budget Estimates (Section 32)
 Accounts (Section 33 )
 Audit (Section 34)
 Annual report (Section 35)
 Budget etc to be placed before Parliament (Section 36)
 Valuation of assets and liabilities(Section 37)
Benefits
 Provide the Benefits (Section 46)
 Sickness benefit (Section 49)
 Maternity benefit (Section 50)
 Disablement benefit (Section 51)
 Dependant’s benefit (Section 52)
 Bar against receiving or recovery of compensation or damages under any

other law (Section 53)
 Determination of question of disablement(Section 54)
 Review of decisions by Medical Board or Medical appeal Tribunal (Section

55)
 Medical benefit (Section 56)
 Scale of Medical Benefit (Section 57)
 Provisions of medical treatment by State Government (Section 58)
 Establishment and maintenance of hospitals etc., by corporation (Section 59)
 Benefit not assignable or attachable (Section 60)
1.8 (c) THE MINIMUM WAGES ACT, 1948
Object of the act—the minimum wages act was passed for the welfare of labours.
This act has been enacted to secure the welfare of the worker in a competitive
market by providing for minimum limit of wages in certain employment.
WAGES- wages means all remuneration, capable of being expressed in terms of

money, which would if the terms of the contract of employment ,express or
implied , were fulfilled be payable to person employed in respect of his
employment or of work done in such employment and includes house rent
allowance.
Fixation of minimum rates of wages – section 3 lay down that the appropriate
government shall be empowered to fix the minimum rates of wages in the manner
prescribed under this act (Section 3).
 Procedure for fixing and revising minimum wages (Section 5)
 Advisory board (Section 7)
 Central advisory board (Section 8)
 Composition committees etc.( Section 9)
 Correction of error (Section 10)
 Wages in kind (Section 11)
 Payments of minimum rates of wages Section 12 ()
 Fixing hours of normal working day etc (Section 13)
 Overtime (Section 14)
 Wages of worker who work for less than normal working day (Section 15)
 Wages for two or more class of work (Section 16)
 Minimum time- rate of piece work (Section 17)
 Maintenance of registers and records (Section 18)
 Inspectors (Section 19)
 Claims (Section 20)
 Single application in respect of a number of employees (Section 21)
1.8 (d) THE PAYMENTS OF WAGES ACT, 1936

Introduction- The need to protect the wage earn by the worker had been felt
from the early years of the twentieth century, but it was as early as 1925 that a
private bill called the “weekly payment bill” was for the first time introduced in the
legislative assembly.
The Royal Commission on labour in India made some valuable

recommendations. The present act ids most based on those recommendations.
Payment of wages and deduction from wages
 Responsibilities for payment of wages (Sections 3)
 Fixation of wages period (Section 4)
 Times of payment of wages (Section 5)
 Wages to be paid in current coins or currency notes (Section 6)
 Deduction which may be made from wages (Section 7)
 Fines (Sections 8)
 Deductions for absence from duty (Section 9)
 Deduction for damages or loss (Section10)
 Deduction for services rendered (Section11)
 Deduction for recovery of advance (Section 12)
 Deduction for recovery of loans (Section 12-A)
 Deduction for payment to co-operative and insurance schemes (Section 13)

 Inspectors (Section 14)
 Authority to hear claims (Section 15)
 Single application in respect of claims for unpaid groups (Section 16)
 Appeal (Section 17)
 Power of authorities appointed under section15 (Section 18)
1.8 (e) THE MATERNITY BENEFIT ACT, 1961
This act was made for the protection of the female employees in the organization.
For a woman to be a mother is a natural phenomenon. So this act gives some
benefits to the women.
 Extent and commencement (Section 1)
 Application (Section 2)
 Definition (Section 3)
 Employment of, or work by woman prohibited during certain period

(Section 4)
 Right to payment of maternity benefit (Section 5)
 Notice of claim for maternity benefit and payment thereof (Section6)
 Payment of maternity benefit in case of death of a woman (Section 7)
 Payment of medical bonus Section 8 ()
 Leave for miscarriage (Section 9)

 Other leaves (Section 10)
 Nursing breaks (Section 11)
 Dismissal during absence of pregnancy (Section12)
 Deduction of wages (Section13)
 Appointment of inspectors (Section 14)
 Powers and duties of inspectors (Section 15)
 Inspectors to ne public servants (Section 16)
 Powers of the inspector (Section17)
 Forfeiture of maternity benefit (Section 18)
1.9 Labour Welfare Officer
The Factories Act 1948, the Mines Act 1951, The Plantation Labour Act
1951 provided for the appointment of a labour welfare officer if the number of
works employed within a unit exceeds 500(300as per the plantation act). The post
has been created specifically to
 Eliminate the malpractices of the jobber system in the recruitment of labour
 Improve labour administration in factories
 Serve as liaison with the state labour commissioner.

 The duties and responsibilities of a labour welfare officer may be
summarized thus (central welfare officers rules 1951)
1. Advisory:-He can advise and suggest the formulation of company labour

police promote training programmes, promote welfare schemes; secure
housing recreational and educational facilities for workers etc.
2. Service oriented:-He can offer help to workers in solving family and

personal problems in adjusting to work environment, in understanding
their rights and privileges in forwarding application for lease etc.
3. Supervisory:-He can supervise, inspect and regulate welfare health and

safety programs working of joint committees and paid vacations.
4. Functional:-He can oversee the implementation of labour laws for the

benefits of workers.
5. Policing:-He can forward workers grievances to management, can

influence industrial relation climate when disputes arise can restrain
workers and management from resorting to illegal strikes and locks outs.
6. Meditation:-He can mediate and build harmony between labour and
management secure speedy redressed of worker’s grievance, settle
disputes through persuasive efforts, maintain a neutral stance during
strikes and lockouts and thereby help in resolving troubling.
1.10 INTERNATIONAL LABOUR ORGANISATION (ILO)
The International Labour Organization was born on April 19, 1919 as a

result of the peace conference convinced at the end of world war-I at Versailles. As
an original signatory to the treaty of peace India became a member in 1919. In
1946 when the united nation organization came into being the ILO became the first
specialist agency of the organization. Also known as the declaration of
Philadelphia.
1.10 (a) Objectives of the ILO
1. To achieve full employment and to raise the standard of living.
2. To provide employment and to raise the standard of living; can have the
satisfaction of giving the fullest measure of their skill and make their
contribution to the common well-being.
3. To provide facilities for the training and transfer of labour.
4. To formulate polices in regard to wages and earnings, bonus and other

conditions of work calculated to ensure a just share of the fruits of
progress to all and minimum living wages to all employed and in need of
protection.
5. To get effective recognition of the right of collective bargaining , co-
operation of management and labour in continuous improvement of
productivity efficiency and collaboration of workers and employers in
social and economic measure.
6. To extend social security measure to provide a basic income to all in

need of such protection and comprehensive medical.
7. To adequately protect the life and health of workers in all occupation.
8. To provide child welfare and maternity protection.
9. To provide adequate nutrition, housing and facilities for recreation and

culture.
10. To assure equality of educational and vocational opportunity.
1.10 (b) Body of ILO
1. The International Labour Officer:-In this the director general

appointed by the governing body for the 10 year. He has 2 deputy
general.6 assistant director general.1director of the international institute
of labour studies. 1director of international centre of advanced technical
ad vocational training. Advisers. Chief of division and other staff drawn
from various countries.
The Governing Body:-The governing body is a tripartite body consisting
56 member. 28 members are the represented of the government. 14 are the
employers and 14 are the workers. The period of this body is three years.
2. The International Labour Conference:-This is tripartite in composition

and meets at least once every year.
1.10 (c) Functions of the ILO
1. It trains people in solving labour problems in their countries.
2. It fives expert advice to member countries in making plans for improving

their labour conditions.
3. It organizes regional conferences every year.
4. It carries out research and study on labour problems thought out the world
and publishes its findings in the forms of books and magazines.
5. Passes conventions and makes recommendations on labour matters every

year which are then considered by the government of member’s countries for
adoption.
1.10 (e) Evaluation of Welfare Programmes
Evaluation of welfare programmes is very important not only from the point
of improving welfare activity but also to help the participant employee and
employers to function more effectively. Evaluation can be involving the total
programmes or it can be partial aiming at appraisal of some salient aspects.
Purpose of evaluation of welfare
 To find out the extent to which the objective of a programme have been
achieved.
 To examine if the course contents are relevant and fulfilling the objectives.
 To assess the efficacy of the training methods and to improve the same.
 To study the extent of participation by the employees.
 To study the entire programmes from the cost effectiveness’s point of view.
 To check whether the instructions are conducted in a manner consistent with

the system as it is planned and designed.
One of the important steps in the welfare process is the establishment of the
welfare needs. Welfare needs are needs are identified when a gap exists between
the true requirement of a given job the present capabilities of the incumbent. When
an organization realizes that there is need of welfare programme. There are many
method of employee welfare and choosing the most appropriate one is essential to
have best result. If a new process or strategy is introduced in an organization,
manpower is required to handle it appropriately.
Thus the welfare gives the benefits not only to the employees but also the
organization. Employee welfare is overall development.
1.11 WORKERS EDUCATION IN INDIA
With the growth of our labour movement and the far reaching technological
changes taking place in our industry the occupational civic and political
responsibilities of our workers have very much increased. To enable them to
discharge these responsibilities education programs are various types and contents
have become an imperative need today. It is rightly believed that without such
programmes our workers will not be able to boldly meet the challenges of the high
tech. industrial society which is likely to emerge in the 2000 A.D. if we add this
prospect the present trend towards shorter working hours and longer paid holiday
the important of workers education ad a method of utilization of spare time further
increase. The first important document to express the need for educating workers
in trade union phial and methods was our second five year plan. As a result the
Govt. of India setup in 1958 a semi autonomous body called the” Central Board of
Worker Education” (CBWE)
1.11(a) Objectives of Worker Education
1. To develop stronger and more effective trade union through better trained
officials and more enlightened members.
2. To develop leadership from the rank and file and to promote the growth of
democratic process in trade union organization and administration.
3. To equip organized labour to take its place in democratic society and fulfill
its social and economic responsibilities and
4. To promote among workers a greater understanding of the problems of their

economic environment and their privileges and obligations as union
members and officials and citizens
CHAPTER-3
ANALYSIS & INTERPRETATION
An attempt has been made is the present chapter to analyze the
awareness and satisfaction level of the respondents towards welfare
facilities.
The analysis has been divided into two sections.
A. Study the respondents on the basis of demographic factors
B. Study the awareness of the employee regarding the welfare

facility
C. Study the satisfaction level of the employees

INDECATORS JOB
INVOLVEMEN;
YES 38 76%
NO - -
UNCERTAIN/MAY 12 24%
BE
PERCENTAGE OF JOB
INVOLVEMENT
YES
NO
UNCERTAIN/M
AY BE
A good number of employees (76%) feel totally involved in their
job which is good sign for the company as job involvement
increase productivity.24% of employees are uncertain about level
of involvement at work
JOB SATISFACTION:-
OPTIONS RESPONSES PERCENTAGE
(%)
YES(1) 42 84%
NO() - -
UNCERTAIN/MAY 8 16%
BE(3)
PERCENTAGE OF JOB SATISFACTION
YES
NO
UNCERTAIN/MAY
BE
Job satisfaction is one of the most important aspects in

Quality of Work Life.
• Majority of the employees (84%) are satisfied with the

nature of job.
• While only 16 % feels that, company can do better to
enhance the level of satisfaction among its employees. And
are neither satisfied nor dissatisfy
DIMENSIONS
ADEQATE AND FAIR

COMPENSATION:-
OPTIONS RESPONSES PERCENTAGE (%)
YES(1) 39 78%
NO() - -
UNCERTAIN/MAY BE(3) 11 22%
ADEQATE & FAIR COMPENSATION
YES
NO
UNCERTAIN/M
AY BE
A considerable number of employees are satisfied with level
of salary and additional benefits, though there are few employees
who are uncertain and not fully aware of compensation policies.
HEALTH AND SAFETY:-
YES(1) 37 74%
NO() - -
HEALTH AND SAFETY
YES
NO
UNCERTAIN/M
AY BE
About 74% of the employees are satisfied with the health

and safety conditions in the company, while rests are quite
uncertain about it.
WORK LIFE AND PERSONAL
LIFE:-
YES(1) 41 82%
NO() - -
WORK LIFE AND PERSONAL LIFE
YES
NO
UNCERTAIN/M
AY BE
Only 82% employees are happy with the position of work-life
balance. However, 18% of the employees at times not finding it
easy to strike a balance between their work life and personal life.
OPPORTUNITIES FOR CAREER

GROWTH:-
YES(1) 33 66%
NO() 5 10

GROWTH
YES
NO
UNCERTAIN/M
AY BE
This includes factors like career development, learning,
experimentation, use of skills and personal development etc.
• Most of the employees (66%) are satisfied with the kind of

opportunities they get in the organization for their
development.
• While there are employees (10%) who, at times feel that the
company should provide facilities like counseling, training etc.
• RELATION WITH CO-

WORKERS:-
YES(1) 39 78%
NO() - -
RELATION WITH CO-WORKERS
YES
NO
UNCERTAIN/MA
Y BE
• Most of the employees are very satisfied and happy with the
relationship they share with their co-workers.
• However few employees feel that they may or may not have
cordial relations with others and hence they are neither
satisfied nor dissatisfied with the relations.
PROMOTIONAL AVENUES:-
YES(1) 36 72%
NO() - -
PROMOTIONAL AVENUES
YES
NO
UNCERTAIN/MA
Y BE
72% of employees are satisfied with the promotional
avenues.
Good opportunities of promotions are the source of job

satisfaction to the employees.
Few employees feel that the promotion policies of the

organization are not clear to them
OVERTIME:-
YES(1) 3 6%
NO() 28 56
OVERTIME
YES
NO
UNCERTAIN/MA
Y BE
56% employees not work beyond their usual schedule, 38%
of employees have to do overtime, but they are paid for this and
they find their work interesting.
WORKING ENVIRONMENT:-
YES(1) 27 54%
NO() 23 46%
UNCERTAIN/MAY BE(3) - -
WORKING ENVIRONMENT
YES
NO
UNCERTAIN/MAY
BE
52% and 46 % responses are good and satisfactory

respectively. And by this we can analyze that working condition in
organization is remarkable.
• Employees are satisfied by physical environment, social

environment, and mental environment.
ADUQATE AND FAIR
COMPENSATION:-
YES(1) 39 78%
NO() - -
ADEQATE & FAIR COMPENSATION
YES
NO
UNCERTAIN/M
AY BE
A considerable number of employees are satisfied with level

of salary and additional benefits, though there are few employees
who are uncertain and not fully aware of compensation policies.
HEALTH AND SAFETY:-
YES(1) 37 74%
NO() - -
HEALTH AND SAFETY
YES
NO
UNCERTAIN/M
AY BE
About 74% of the employees are satisfied with the health

and safety conditions in the company, while rests are quite
uncertain about it.
WORK LIFE AND PERSONAL
LIFE:-
YES(1) 41 82%
NO() - -
WORK LIFE AND PERSONAL LIFE
YES
NO
UNCERTAIN/M
AY BE
Only 82% employees are happy with the position of work-life

balance. However, 18% of the employees at times not finding it
easy to strike a balance between their work life and personal life.
GROWTH:-
YES(1) 33 66%
NO() 5 10

GROWTH
YES
NO
UNCERTAIN/M
AY BE
This includes factors like career development, learning,

experimentation, use of skills and personal development etc.
• Most of the employees (66%) are satisfied with the kind of

opportunities they get in the organization for their
development.
• While there are employees (10%) who, at times feel that the
company should provide facilities like counseling, training etc.
RELATION WITH CO-WORKERS:-
YES(1) 39 78%
NO() - -
RELATION WITH CO-WORKERS
YES
NO
UNCERTAIN/MA
Y BE
• Most of the employees are very satisfied and happy with the
relationship they share with their co-workers.
• However few employees feel that they may or may not have
cordial relations with others and hence they are neither
satisfied nor dissatisfied with the relations promotional
revenue.
• OVERTIME:-
YES(1) 3 6%
NO() 28 56
OVERTIME
YES
NO
UNCERTAIN/MA
Y BE
56% employees not work beyond their usual schedule, 38%

of employees have to do overtime, but they are paid for this and
they find their work interesting.
WORKING ENVIRONMENT:-
YES(1) 27 54%
NO() 23 46%
UNCERTAIN/MAY BE(3) - -
WORKING ENVIRONMENT
YES
NO
UNCERTAIN/MAY
BE
52% and 46 % responses are good and satisfactory

respectively. And by this we can analyze that working condition in
organization is remarkable.
• Employees are satisfied by physical environment, social

environment, and mental environment
Classification of Respondents According To the Salary
Fig 3.3(c)
6%
10%
4000-12000
4400-15000
5000-20000
84%
Table 3.1 depicts the classification of the respondents on the basis of salary. A
glance into the table clearly defines that majority of the respondents 84 percent are
getting salary ranging from 4,000-12,000 and 10 percent of the respondents are
getting salary ranging 44,00-15,000 whereas 6 percent of the respondents get the
salary ranging from 5,000-20,000.
Hence it is concluded that majority of the respondents are getting the salary
ranging 4,000- 12,000.
Section- B
In this part an attempt has been made to study the awareness of the employees
regarding various welfare facilities which is depicted below:
1. Are the welfare programmes conducted by your organization?
Table 3.2
Response towards conduction of welfare programmes
Sr. No Responses No. of Respondent Percentage

1 Yes 34 68
2 No 16 32
3 Total 50 100
Source: Data collected through questionnaire
Fig 3.2
Response towards conduction of welfare programmes
32%
YES
NO
68%
Table 3.2 shows the response of respondents towards welfare programmes.

Majority of the respondents that is 68 percent said that welfare programmes are
conducted in the organization, whereas 32 percent said that no such programmes
are conducted in the organization. Hence it is concluded that majority of the
respondents said that welfare programmes are conducted by the organization.
2. Are the employees aware of the welfare programmes conducted in

the organization?
Table 3.3
Response towards awarness of the welfare programmes

1 Some time 19 38
2 Never 17 34
3 Always 14 28
4 Total 50 100
Fig 3.3
Response towards awarness of the welfare programmes
28%
38%
Sometime
Never
Always
34%
Table 3.3 shows the response of the respondents towards awarness of the
welfare programmes. Majority of the respondents that is 38 percent are
sometime aware of the welfare programmes, where as 34 percent of
respondents said that they are not aware of the welfare programmes
conducted by the organization.
Therefore it is concluded that majority of the respondents are aware of the

welfare programmes conducted by the organization.
3. What are the type of the welfare programme facilities available for
the employees in the organisation?
Table 3.4
Respose towards availability of the welfare facilities
Sr.No Welfare facilities Responses Percentage

1 Medical 11 22
2 L.T.C. 9 18
3 Dependent benefits 17 34
4 Medical & L.T.C 13 26
5 TOTAL 50 100
Fig 3.4
Respose towards availability of the welfare facilities
26% 22%
Medical
LTC
Dependent benefits
18% Medical &LTC
34%
Table 3.4 shows the respose of the respondents towards availability of the
welfare facilities. Majority of the respondents i.e. 34 percent said that the
dependents benefits are available in the organisation. 22 percent of respondents
said that medical facilities are available and 18 percent have given response
towards the L.T.C.facilities.
Hence it it is concluded on the basis of above analysis that majority of respondents

are said that dependent benefits are provided by the organisation.
4. Are the labour laws implemented in your organisation?
Table 3.5
Response towards implementation of labour laws
Sr. No. Responses No .of Respondent Percentage

1 Yes 50 100
2 No --- ---
3 Total 50 100
Fig 3.5
Response towards implementation of labour laws
yes
100%
Table 3.5 show the response of the respondents towards the implementation of
labour laws. All the respondents agree that labour laws are implemented in the
organisation.
Hence it it is concluded on the basis of above analysis that all the respondents
agree that labour laws are implemented in the organisation
5. What kind of the medical facilities have been provided by the

organization?
Table 3.6
Response towards the kind of medical facilities provided by the

organization
Sr. No. Responses No. of Respondents Percentage

1 Medical checkup 9 18
2 All of these 41 82
3 Total 50 100
Fig 3.6
Response towards the kind of medical facilities provided by the
Organization
Table 3.6 depicts the response of the respondents towards the kind of
medical facilities provided by the organization. Majority of the respondents
i.e. 82 percent said that free medicine, medical checkup, accident insurance
all these facilities are provided by the organization.
Hence it is concluded that majority of the respondents said that all the
medical facilities provided them by the organization.
6. Are the health facilities provided to the workers?
Table 3.7
Response towards the health facilities

1 Yes 50 100
2 No --- ---
3 Total 50 100
Fig 3.7
Response towards the health facilities
yes
100%
Table 3.7 shows the response of the respondents towards the health facilities
All the respondents said that health facilities are provided to them by the
organisation.
Hence it it is concluded on the basis of above analysis that all the
respondents agree that all the health facilities are provided by the
organisation
7. What kind of the health facilities provided by the organization?
Table 3.8
Response towards the kind of health facilities
Sr. Responses No .of Respondent Percentage

No
1 Drinking water 12 24
2 Ventilation 8 16
3 Clean work room 7 14
4 Clean wash room 7 14
5 All of them 16 32
6 Total 50 100
Fig 3.8
Response towards the kind of health facilities
24%
32%
14% 16%
14%
Table 3.8 depicts the response of the respondents towards the kind
of health facilities, 24 percent respondents said that there is effective
arrangement of drinking water, and 32 percent of the respondents said that
all the facilities are provided by the organization.14 percent of respondents
said that clean work room and wash room are provided to them
Therefore it isconcluded on the basis of above analysis that majority of the
respondents are said that all the health facilities provided by the organisation
8. Does the organization uses employee’s information as necessary
inputs while conduction of welfare programmes?
TABLE 3.9
Response towards using employee information as an input

for conducting welfare programmes
Sr. No Responses No. of respondent Percentage
1 Yes 19 38
2 No 15 30
3 Can’t say 16 32
4 Total 50 100
Fig 3.9
Response towards using employee information as an input for conducting
welfare programmes
32% 38%
YES
NO
can't say
30%
Table 3.9 shows the response of the respondents towards using employee’s
information as an input for conducting welfare programmes. Majority of the
respondents i.e. 38 percent said the employees information is use a necessary input
for conducting the welfare programmes, whereas 30 percent said that no such
information is used.
Hence it concluded that majority of the respondent are said that employees
information used as a necessary input while conducting welfare programmes.
9. Does your HR. Head introduce new welfare

activities with the introduction of new strategy?
Table 3.10
Response towards introduction of new strategy

1 Yes 23 46
2 No 27 54
3 Total 50 100
Fig 3.10
Response towards introduction of new strategy
46%
Yes
54%
No
Table 3.10 shows the response of the respondents towards introduction of

new strategy. Majority of the respondent i.e. 54 percent said that the HR.
head does not introduce the welfare activity with the new strategy whereas
46 percent said that the HR. head introduce the welfare activity with the new
strategy.

respondents are said that the HR. head does not introduce the welfare
activity with the new strategy
10. Is there a practice in organization to involve the technology

experts as faculty for welfare programmmes?
TABLE 3.11
Responses towards the involvement of technology expert as faculty

1 Some time 12 24
2 Always 10 20
3 Depends on the type of training 28 56
4 Total 50 100
Fig 3.11
Responses towards the involvement of technology expert as faculty
Table 3.11 shows responses of the respondents towards the involvement of
technology expert as faculty. Majority of the respondents i.e. 56 percent said that
is involvement of technology expert as faculty, where as 24percent respondents
said that sometime organization calls the technology expert as faculty.

respondents are said that technology expert involved as a faculty but it depends
upon the training .
11.Does the organisation provide maternity benefits to the female

workers?
TABLE 3.12
Response towards providing maternity benefits

1 Yes 50 100
2 No -- ---
3 Total 50 100
Fig 3.12
Response towards providing maternity benefits
yes
100%
Table 3.12 shows the response of the respondents towards providing maternity
benefits all the respondents said yes that maternity benefits provided to them.
agree that maternity benefits provided to them by the organisation.
12.Does on the job accident occur in this organisation?
TABLE 3.13
Response towards the occurrence of accident in organisation
Sr. No Responses No.of Respondent Percentage

1 Yes 8 16
2 No 42 84
3 Total 50 100
Fig 3.13
Response towards the occurrence of accident in organisation
16%
Yes
No
84%
Table 3.13 shows the response of the respondents towards the occurrence of
accident in organisation. Majority of the respondents i.e. 84 percent said that no
accident occur in their organisation, where as 16 percent said that accident do take
place in the organisation but once in a year.
Hence it is concluded that majority of the respondents are said that no accident
occur in the organisation.
13.Does the organization provide the benefits to the dependent of

employee in case of accident?
TABLE 3.14
Response towards providing benefits to the dependent of employee
Responses No. of Respondent Percentage

Yes 36 72
No 14 28
Total 50 100
Fig 3.14
Response towards providing benefits to the dependent of employee

28%
Yes
No
72%
Table 3.14 shows the response of the respondents towards providing benefits to
the dependent of employees. Majority of the respondents i.e.72 percent said that
organization provide the dependent benefits in case of accident where as 28
percent said that no such benefit is provided to the employees.
Hence it is concluded that majority of the respondents are said that dependent
benefit provided in case of any accident.
14. Are the safety measure provided to workers while working on

machine?
TABLE 3.15
Response towards safety measure provided by the organization

Yes 50 100
No --- ---
Total 50 100
Fig 3.15
Response towards safety measure provided by the organization

Table 3.15 shows the response of the respondent towards safety measure provided
by the organization all the respondents agree towards that the safety measures are
provided to the workers while working on machine by the organization.
agree that safety measures are provided to the workers while working on machine
by the organization
15.What kind of safety measure has been provided by the organization

at your work place?
TABLE 3.16
Response towards the kind of safety measure provided by the organization

Necessary equipment 30 60
Safety officer 20 40
Total 50 100
Fig 3.16
Response towards the kind of safety measure provided by the organization
40%
Necessary
equipments
Safety officer
60%
Table 3.16 shows the response of the respondents towards the kind of safety
measure provided by the organization. Majority of the respondents i.e. 60 percent
said that necessary equipments are provided where as 40 percent said that safety
officer has been appointed by the organization
SECTION –C
In this part study has been made regarding various welfare facilities
provided by the organization.
Table 3.17
Attitude of Respondents regarding welfare facilities
Welfare facilities Responses Percentage

Satisfied Neutral Dissatisfied
1 Are you satisfied 47 1 2 50
with the medical (94) (2) (4) (100)
facilities?
with the health (86) (2) (12) (100)
facilities?
with the social (68) (30) (2) (100)
security measure?
with the safety (74) (2) (24) (100)
measure?
with the welfare (76) (18) (6) (100)
facilities provided
by the press?
Note: Figures in parenthesis depict percentage
SECTION –C
TABLE 3.17
Attitude of the respondents towards medical facilities
Type of welfare Responses Total

Satisfied Neutral Dissatisfied
facilities
Medical facilities 47 1 2 50
(94) (2) (4) (100)
Note: Figures in parenthesis depict percentage.
Fig 3.17
Attitude of the respondents towards medical facilities
2% 4%
Satisfied
Neutral
Dissatisfied
94%
Table 3.17 shows the attitude of respondents towards the medical facilities. A
glance into table highlights that 94 percent of the total respondent are satisfied
where as 4 percent are dissatisfied. Only 2 percent have shown neutral response.
Hence it is concluded that majority of the respondents satisfied with medical

facilities.
TABLE 3.18
Attitude of respondents towards health facilities

facilities Satisfied Neutral Dissatisfied
Health facilities 43 1 6 50
(86) (2) (12) (100)
Fig 3.18
Attitude of respondents towards health facilities
12%
2%
Stisfied
Netural
Dissatisfied
86%
Table 3.18 shows the attitude of the respondents towards the health facilities. A
glance into the table highlight that majority of the respondents i.e. 86 percent are
satisfied and 12 percent are dissatisfied. Only 2 percent have shown neutral
response.
Hence it is concluded that majority of the respondents are satisfied towards the
health facilities provided by organization.
TABLE 3.19
Attitude of the respondents towards social security

Social security 34 15 2 50
measures (68) (30) (4) (100)
Fig 3.19
Attitude of the respondents towards social security
2%
30%
Satisfied
Netural
Dissatisfied
68%
Table 3.19 shows the attitude of the respondents towards the social security
measure. A glance into the table highlight that 68 percent of the total respondents
are satisfied where as 30 percent is neutral. Only 2 percent have shown
dissatisfaction.
social security measures provided by organization
TABLE 3.20
Attitude of the respondents towards safety measure

Safety measures 37 1 12 50
(74) (2) (24) (100)
Fig 3.20
Attitude of the respondents towards safety measure
2%
24%
Stisfied
Dissatisfied
Netural
74%
Table 3.20 shows the attitude of the respondents towards the safety measures.
Majority of the respondents i.e. 74 percent are satisfied with the safety measure, 24
percent are dissatisfied, and 2 percent shows the neutral response.
Hence it is concluded by the above analysis that majority of the respondents

satisfied with the safety measure provided by the organization.
TABLE 3.21
Attitude of respondents towards welfare facilities

Welfare facilities 47 1 2 50
(94) (2) (4) (100)
Fig 3.21
Attitude of respondents towards welfare facilities
6%
18%
Satisfied
Netural
Dissatisfied
76%
Figure 3.21shows the attitude of the respondents towards the welfare facilities. A
glance into the table highlights that 76 percent of the total respondents are satisfied
where as 6 percent dissatisfied and 18 percent shows the neutral response.
welfare facilities provided by the organization.
Chapter- 4
Summary
Conclusion and Suggestions
4.1 Summary
Welfare aim is to increase the productivity in an organization. Welfare
always has a positive impact on the relationship between management and
employees. Now a day employees are considered as valuable assets of the
organization if these assets are glossed over, it leave an adverse impact on the
growth of the organization is directly proportionate to the welfare is one of the
important elements of the organization.
The main aim of the welfare is to increase productivity, reduction in the
level of supervision, increase organizational stability and flexibility, increase job
satisfaction and moral among employees increased employee motivation, increased
efficiency in processes, resulting in financial gain, increase capacity to adopt new
technologies and methods, increased innovation in strategies and products,
Reduced employee turnover.
The primary and the most essential objective of welfare is to develop that
knowledge and those skill and attitudes, which contribute to the welfare of the
organization and the employees. Welfare aims at making the employee more
effective and productivities in their potential for higher job. To give experience to
philanthropic and paternalistic, to win over employee’s loyalty and increase their
moral to combat trade unionism and socialist ideas to build up stable labour force,
to reduce labour turnover and absenteeism to developed efficiency and
productivity among workers, to save oneself from heavy taxes on surplus to reduce
the threat of further Govt. intervention profits.
Welfare facilities are mainly divided into the two parts Intramural
activities: Which are provide within the establishment such as latrines and urinals,
crèches, rest room, canteens, uniforms, library, medical aid, subsidized food, shift
allowance etc.
Extramural activities: Which are undertaken outside the establishment such as
family planning child welfare cooperative stores, credit societies, vocational
guidance, holiday’s hones, leave travel facilities, transport to and from the place of
work etc.
Principal of labour welfare services the services should satisfy real need of
the workers this means that the manager first determines what is the employee real
need with the active participation of workers. In one case a company manager who
had a bias for sports purchased all sport facilities and hired a sport purchased all
sports director without consulting workers. But when the whistle was blown to
play the ball nobody wanted to play.
The service should be such as can be handled by cafeteria approach due to
the difference in sex, age, marital, status number of children, type of job and the
income level of employees there are large differences in type heir choice of a
particular benefit. Hence it is suggested that a package total value of benefits
should be determines and the selection of the mix of benefits should be left to the
choice of each individual employee. The employer should not assume a benevolent
posture. The cost of the services should be calculable and its financing established
On a sound basis. There should be periodic assessment or evaluation of the
service and necessary timely improvement on the basis of feedback.
For the welfare of the employees certain act were made by the govt. such as:
The Factory Act 1948, it provide the health safety and welfare facilities to the
employees. The Employee’s State Insurance Act, 1948 introduce important social
schemes. The urgency of such schemes has been more badly felt after world-war
II. Social security of such schemes has been more badly by a self balancing scheme
of social security to the workers of an industry can be provided of the two
methods. Social security measures adopted in any country or a can be said to be
dependent upon a number of factors viz., population , economic resources standard
of living , availability of technical experts and developments of industry. The
workmen’s compensation act though designed to protect and safeguard the interest
of the labour insurance act was first of such measured adopted in India to provide
for social insurance to the labourers. Many others fields of social insurance like
health and unemployment are still left untouched. The Minimum Wages Act was
passed for the welfare of laborers. This act has been enacted to secure the welfare
of the worker in a competitive market by providing for minimum limit of wages in
certain employment. The Payment Of Wages Act, 1936 Introduction- The need to
protect the wage earn by the worker had been felt from the early years of the
twentieth century, but it was as early as 1925 that a private bill called the “weekly
payment bill” was for the first time introduced in the legislative assembly. The
Maternity Benefit Act, 1961 this act was made for the protection of the female
employees in the organization. In this project an attempt is made to study the
awareness and the satisfaction level of the employees regarding the welfare
facilities, for the study technical staff taking into the consideration. Both primary
and secondary data has been used. Primarily data collected through questionnaires,
which were filled by the employees working in SBCL. Questionnaires method has
been used in order to know the employees perception about the company he/she
work for. A questionnaire was formed keeping in mind the objective of the
research.
In addition to primary data, secondary data was also collected from various
journals and websites, books, magazine. The secondary data collection enables the
research to understand the subject matter and get the whole picture of the subject
area. For analyzing the data percentage method is used it was used to draw specific
inferences from the collected data that is to fulfill the objective of finding out the
expectations of the labourers and also to find out the welfare facilities provided by
the organization to the labourers.
On the basis of the analysis of the data following conclusion are

made:
CONCLUSION:
1.1. In the SBCL various welfare facilities provided to the employees that is
medical and health facilities, social security measure and other facilities that
is given by the Industrial and Labour Laws.
1.2.As concern for the satisfaction level majority of the respondent shows the
high level of satisfaction regarding all the welfare facilities.
1.3.Majority of the respondents said that they are satisfied with the medical and
health facilities. And they are also satisfied with the safety measures and
social security measures. .
1.4.Majority of the respondents are aware of all the welfare programmes. They
said they get all the medical facilities like free medicine, free medical
checkup, and accidental insurance. And all the health facilities like drinking
water, ventilation, clean work and wash rooms.
4.3 SUGGESTIONS:
As far as the employee welfare facilities are concerned SBCL has provided
workers concrete welfare facilities which are purely based on the Factory Act.
1948 and in addition to this SBCL is provides other facilities to their employees.
During my study I observed certain problems faced by the employees. According
to the best of my knowledge I tried to find out certain solution to the problems,
which I think, if implemented can lead to little more improvement in the
performance and outlook of the organization. Which are as follow?
 Organization should ensure healthy working condition as workers feel that

management takes little interest in improving the welfare facilities of the
workers
 Organization should be focusing its attention on to the overall development

of workers.
 Management should provide cool drinking water, spittoons and more clean
washrooms.
 For the safety measure there should be more number of emergency exits,
proper disposal of gases and wastes and also installation of machines with
enough moving space should be provided.
APPENDIX BIBLIOGRAPHY
QUESTIONNAIRE
BIBLIOGRAPHY
 Gupta, C.B (2003),”Human Resource Management”, Sultan Chand and
son’s company Limited.
 Kothari, C.R. (2004), “Research Methodology: - methods and techniques”,

wily eastern ltd.
 RAO, V.S. (2000), Human Resource Management excel book, New Delhi.
 Aswathappa, k. Human Resource & Personnel Management, T.M.H, New

Delhi.
 Decenzo, D.A. (2001),Human Resource Management , Joh Willy New Delhi
 Mamoria, C.B. (2004),“ Personnel Management”, Himalayan Publishing

House
 Singh. B.D.(2004), Industrial Relation , excel books, New Delhi.
Mishra S.N. (2000),Labour and Industrial Law.
Webliography
www.Su-kam.com
www.google.com
QUESTIONNAIRE
Dear Respondent,
I am doing a research to find out that employee awareness,

satisfaction level and kind of welfare facilities provide to the employees.
Your response is very essential for my research. Please fill the entire
questionnaire. All information provided by you will be kept confidential
and used strictly for the study only. I will be grateful for your co-
operation.
SECTION-A
a) Name -----------------
b) Age -----------------
c) Designation --------------------------------------
d) Salary ---------------------------------------`
SECTION-B
1. Are welfare programmes conducted by your organization?
a) Yes
b)No
2. Are the employees aware of the welfare programme conducted in the
organization?
a) Some time
b)Always
c) Never
3. What are the types of welfare facilities available for the employees in
the organization?
a) Educational
b)Medical
c) Leave travel concession
d)Dependent benefits
4. Are the labour laws implemented in your organization?
a) Yes
b)No
5. What kind of medical facilities have been provided by the
organization?
a) Medical checkup from civil hospital
b)Free medicines from factory
c) Free medical checkup by a private practitioner
d)Accidental insurance
e) All of these
6. Are the health facilities provided to the workers?
a) Yes
b)No
7. What kind of the health facilities provided by organization?
a) Effective arrangement of wholesome drinking water

b)Maintenance of adequate ventilation and temperature
c) Floor of every work room cleaned at least once
d)Well clean and tidily kept washrooms
e) All of them
8. Does the organization uses employee’s information as necessary

inputs while conducting welfare programme?
a) Yes
b)No
c) Can’t say
9. Does your H.R. head introduce new welfare activities with the
introduction of new strategy?
a) Yes
b)No
10. Is there a practice in organization to involve the technology experts
as faculty for welfare programme?
a) Sometime
b)Always
c) Depends on the type of training programme
11. Does the organization provide maternity benefit to the female
workers?
a) Yes
b) No
12. Does on the job accident occur in this organization?

a) Yes b) No
If yes, what is the frequency of such accident?
a) Once in a month
b)Once in three months
c) Once in six months
d)Once in a year
13. Does the organization provide the benefits to the dependent of

employees?
a) Yes
b)No
14. Is the safety measure provided to workers while working on
machine?
a) Yes
b) No
15. What kind of safety measure has been provided by the organization
at your work place?
a) Necessary equipments for extinguishing fire and enough

emergency exits
b)Safety officer has been appointed by the organization
c) If any manufacturing process produces explosives or
inflammable dust gas etc. then, is there provision for the
disposal of such dust gas.
SECTION C
16. Please tick the following you preferred:
Factor Satisfied Neutral Dissatisfied

1 Are you satisfied with
the medical facilities?
the health facilities?
the social security
measure?
the safety measure?
the welfare facilities
QUESTIONNAIRE
Sex name
AGE: DESIGNATION:
1. Are you satisfied with your current

job?
A) Yes B) No C) May be
2. You work extra beyond your usual schedule.
A) Yes B) No C) At times
3. You and your senior worker / middle

management level are involved in decision making.
4. You enjoy good relations in your work place

between you and your Colleague.
A) Yes B) No C) Not sure

5. You are satisfied with the level of support you
receive from your superiors.
6. You satisfied with the level of salary and

benefits related to your experience.
A) Yes B) No C) Uncertain
7. In general you enjoy a good healthy life.
8. You are satisfied by your level of involvement

and responsibility at work.
9. In your current workplace you have fair
opportunities for receiving training to improve
your professional skills.
10. In your work place your opportunities for self

development are.
A) Good B) Satisfactory C) Poor
11. in totality, you are satisfied with your quality

of working life.
12. You would like to work:
A) In a team B) Individually
13. You find your work stressful:
A) Always B) Never C) Quite often

14. Promotions are handling fairly. Are you
satisfied by promotional avenues?
A) Yes B) No C) Can not says
15. Your working environment is:
A) Good B) Satisfactory C) Poor
16. You get leave of absence during work to take

care of emergency family matters.
A) Yes B) No C) at time

Employee Welfare

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A STUDY OF EMPLOYEE WELFARE AT

SU-KAM POWER LTD. BADDI [SOLAN]

SUPERVISED BY: SUBMITTED BY:

1.1 Theoretical Background

1.2 Labour welfare

Oxford dictionary defines labour welfare as “efforts to make life worth

 Reduction in the level of supervision

 Increase organizational stability and flexibility

 Increase job satisfaction and moral among employees

 Increased employee motivation

 Increased efficiency in processes, resulting in financial gain

 Increase capacity to adopt new technologies and methods

 Increased innovation in strategies and products

 Reduced employee turnover

 The primary and the most essential objective of welfare is to develop

 To give experience to philanthropic and paternalistic.

 To win over employees loyalty and increase their moral.

 To combat trade unionism and socialist ideas.

 To built up stable labour force, to reduce labour turnover and

 To developed efficiency and productivity among workers.

 To save oneself from heavy taxes on surplus

 To reduce the threat of further Govt. intervention profits.

Employee welfare or labour welfare is a comprehensive term including

According to Dr.Parandikar,” labour welfare work is a work for improving

The employee’s welfare amenities and extended in addition to normal wages

1.2(a) Importance of welfare

The working environment in a factory adversely affects the health of

1.3 Purpose of the Labour Welfare

1. Enable workers to have a richer and more satisfaction life.

3. Absorbs the shocks injected by industrialization and urbanization on

4. Promotes a sense of belonging among workers, prevention them from

1.4 Types of welfare facilities

Which are provide within the establishment such as latrines and

Which are undertaken outside the establishment such as family

1.5 Agencies for welfare work

 The Factory Act 1948,

 The Mines Act1952

 ESI Act 1948etc.

3. Employers:- Enlightened employers life TISCO, Hindustan lever, Godrej,

4. Trade union: - The contribution of trade unions in India towards labour

5. Other’s Agencies: - In addition to the above social service organizations

6. Labour Bureau Shimla:-it is one of the main agencies carrying out

7. National Labour Institute New Delhi:-the institute was established by the

The institution started functioning in July1974. The objects of the

2. The service should be such as can be handled by cafeteria approach due to

3. The employer should not assume a benevolent posture.

5. There should be periodic assessment or evaluation of the service and

1.7 Machinery connected with Labour Welfare

2. Central Labour Institution:-The institution was set up in the 1966 in

The institution has the following wing:-

 Industrial safety health and welfare

 Centre Industrial hygiene laboratory

 Staff training centre

 Industrial psychological section

 Industrial physiology section

3. Director General of Mines safety:-The director general of mines safety

1.8 LABOUR LAWS

1.8 (a) THE FACTORIES ACT, 1948

a. Adult means a person who has completed eighteenth year of age.

 Approval, licensing and registration of factories (Section 6)

 Inspectors section8(1)lays down that the state government may by

 Powers of the inspectors (Section9)