Sadam Proj Final Ver

A Study On Impact Of Welfare Measures On Employee Job Satisfaction
A STUDY ON IMPACT OF WELFARE MEASURES ON EMPLOYEE JOB SATISFACTION
Submitted By:
Sadam Hussain J.
Roll # 10M66 Master of Business Administration
New College Institute of Management
Chennai 600 014.

To the University of Madras In Partial Fulfillment of Master of Business Administration Curriculum.
Academic Year: 2011-2012
DECLARATION
I, Sadam Hussain J. student of New College Institute of Management have completed the Project on A Study on Impact of Welfare Measures on Employee Job Satisfaction for the Academic Year 2011-12.
The information given in this project is true to the best of my knowledge.
(Sadam Hussain J.)
CERTIFICATE
I hereby certify that Sadam Hussain J. student of New College Institute Management has completed the Project on A Study on Impact of Welfare Measures on Employee Job Satisfaction for the Academic Year 2010-11.
This information is true to the best of my knowledge.
Signature of the Guide
Date:
ACKNOWLEDGEMENT
First of all I would like to take this opportunity to thank the New College Institute of Management for having projects as a part of the M.B.A. curriculum. Many people have influenced the shape and content of this project, and many supported me through it. I express my sincere gratitude to Prof. Dr. S. Sheela Rani for assigning me a project on A
Study on Impact of Welfare Measures on Employee Job Satisfaction,
which is an
interesting and exhaustive subject. She has been an inspiration and role model for this topic. Her guidance and active support has made it possible to complete the assignment. I also would like to thank Mr. Mohamed Ibrahim, General Manager of M/s White House Business Solutions Pvt. Ltd., Chennai, who have helped and encouraged me throughout the working of the project. Last but not the least I would like to thank the Almighty for always helping me.
CONTENTS CHAPTER I
Introduction
6 9 12 28 30 31 37 49 51 52
CHAPTER II
C
Company Profile
CHAPTER III
Review of Literature
CHAPTER IV
O
Objectives of The Study
CHAPTER V
Limitation of the study
CHAPTER VI
Research Methodology
CHAPTER VII
Analysis and Interpretation
CHAPTER VIII
Findings
CHAPTER IX
Suggestions
CHAPTER X
C
Conclusion
CHAPTER I
INTRODUCTION
An origination is made up of four resources namely, men, material, money & machine, out of these, the first one is living one on the other three are non-living. It is the human that make use of non-human resources. Hence people of the most signification in an organization. Besides being men, human resources differ from non-human resources in other respects also. Human resources are heterogeneous in senesce that they differ in personality, perception, emotions, values attitudes motives thought, their behaviors is often in consistent and unpredictable all the other resources efficient but human resources with the passage of time better educate ed & Moure skills a re some of the distinguishing features of mode man resources and efficient manner. Due to competitive and complex business environment retaining qualified and competed employees has become in a challenge. Meaning & definition of HRM Human resource management (HRM) is a management function that help manager recruit train and develop member for an organization obviously HRM is concerned with the people dimension is organization. HRM involves the application of management functions and principles. The functions and principle are applied to acquisitioning developing maintaining and remunerating employees in organization
OBJECTIVE OF HRM
The primary objective of HRM is to ensure the availability of a competent and willing workforce to an organization. Beyond this, there are other objectives, too. Specifically HRM objective are four fold-societal, organizational, functional and personal. Social objective: To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. The failure organization to use their resources for the societys benefit in ethical ways may lead to restrictions. Organization Objectives: To recognize the role of HRM in bringing about organizational effectiveness. HRM is not an end in itself. It is only a means to assist the organization with its primary objective. Simple stated, the department exists to serve the rest of the organization. Functional Objective: To maintain the departments contribution at a level appropriation to the organizations needs. Resources are wasted when HRM is either more or less sophisticated to suit the organizations demands. The departments level of service must be tailored to fit the organization it service.
Personal Objective:
To assist employees in achieving their personal goals, HRM mainly focuses on these goals enhance the individuals contribution to the organization. Personal objective of employees must be met if workers are to be maintained, retained and motivated.
FUNCTIONS OF HRM:
In order to realize the objective stated above, HRM must perform certain function. These functions have been stated while outlining the scope of HRM. Generally, it may be stated that theirs is a correlation between the objectives and the functions. In other words, some function help realize specific objectives. For example, the organizational objective is sought to be met by discharging such functions as HR planning, recruitment and selection, training and development, and performance appraisal. Similarly, the personal objective of employees is fulfilled.
CHAPTER II
WHITE HOUSE BUSINESS SOLUTIONS (P) LTD.

Year of Estabilishment: Total no. of Employee Timing Sister concern Factories located at : 1999 : 332 (Regular time) : 9.30 a.m. - 6.30 p.m. : White House : Guduvancherry, Pudupakkam, Keelakottaiyur, Pallavaram, Chrompet, Tirupur and Nagari Medical Camp Bonus : Yearly once : Festival advance, Ramadan & Ayudha Pooja gift. : Carbon dioxide, dry Chemical powder.
Fire extinguisher
Training
: By Team Leads, Managers and other 3rd party concerns.
Award and Reward
: Based on performance appraisal
About the Company OVERVIEW

White House Business Solutions is one of the leading-edge technology companies providing end-to-end e-learning solutions and integrated business applications to a wide spectrum of clients including government organizations, academic institutions and enterprises worldwide. We're a part of White House Group with a group employee base of over 3000+ and over 300+ in Information Technology and Multimedia. Since its inception in 1999, they have built a successful business by providing quality, cost-effective and time-bound solutions to the clients around the globe. They have state-of-the-art development center based in Chennai, India, which is one of the world's favorite outsourcing destinations. Their global sales offices are strategically located in USA, UK, France, Malaysia, UAE and Saudi Arabia. It is ISO 9001:2000 compliant, certified by Bureau Veritas Certification, and adopting CMM Level 4 Development Standards, Key Processes and Quality Assurance. They have a great expertise and track record in developing learning management solutions with International content standards such as SCORM 2004 and AICC. Through their leading edge technology, unparalleled experience and expertise., they facilitate the learning activities to meet local and global demands, bringing benefits to academia and to business. By leveraging a streamlined on-site/offshore development model, and integrating highly trained and professionally skilled people with state-of-theart technology, they collaborate with clients to help them increase productivity, efficiency and the overall effectiveness of the business.
10
Vision & Mission: Vision: Lead the world to a new era of learning Mission: Utilize the power of technology to devise new solutions and approaches for real social and educational change, bringing benefits to academia and to business Simplify complex learning challenges by providing easier access to teaching and learning resources. Deliver comprehensive learning management systems and tools to help transfer knowledge effectively. Quality Policy White House Business Solutions are committed to: Provide quality, cost-effective and time-bound solutions to meet the requirements of their customers Ensure customer satisfaction by adopting state-of-the-art infrastructure, latest technologies and skilled manpower Ensure employees involvement towards the continual improvement of the companys operations and its quality management system
11
CHAPTER III
Review of Literature
The term labour welfare is one, which lands itself to various interpretations, and it has always the same significance in different countries. As pointed out by the Royal commission on labour, the term welfare, as applied to the industrial worker, is one which must necessarily be elastic, bearing a somewhat different interpretation in one country from another, according to the different social customs, the degree of industrialization and the education development of the worker. Welfare work is that it is anything for the comfort and improvement, intellectual or social, of the employees over above the wages paid, which is not necessity of the industry not required by law.
12
Section 1 1 Section Nature ofof HRM Nature HRM and environment and environment Section 7 7 Section ofof HRM and HRM and Ethical issues HR strategic of HRM Ethical issues HR strategic of HRM Audit Challenges Audit Challenges Of HRM IHRM Of HRM IHRM Section 6 6 Section Industrial relation Industrial relation Trade union Trade union Disputes and Disputes and resolutions resolutions HRM HRM
Section 2 2 Section HRP HRP Job analysis And Job analysis And design employee design employee Hiring orientation Hiring orientation and placement and placement Competent and Competent and willing work willing work force force
Organanization Organanization Goals Goals Section 5 5 Section 4 4 Section Section Employee welfare Motivation, Employee welfare Motivation, Applied Applied Safety & & Health motivation, Health Safety motivation, Promotion & & Management, Promotion Management, Transfers Employee Transfers Employee
Section 3 3 Section Training and Training and development, development, appraisal, appraisal, Remuneration Remuneration
A resolution adapted by the international labour conference at its 39th session, in June 1956, has enumerated some of these services and amenities. These includes: (i) feeding facilities in or near the underrating, (ii) rest and recreation facilities; and (iii) transportation to and from work where ordinary public transport is inadequate or impracticable. The labour investigation committee of the government of India clears the scope of the welfare activities perhaps the best manner. It says, for our part we prefer to include under welfare activities anything done for the intellectual, physical, moral and economic betterment of the workers, whether
13
by employer, by government or by other agencies, over and above what is laid down by law or what is normally expected as part of the contractual benefits for which the workers may have bargained.
Definition
According to oxford dictionary, employee welfare or labour welfare means the efforts to make life worth living for workmen. According to international labour organization (ILO) report, workers welfare may be understood as including such services facilities and amenities, which may be established in, or in the vicinity of undertakings to perform their work in healthy and to avail of facilities which improve health and bring high morale. According to committee on labour welfare (1969) defines it such service, facilities and amenities as adequate canteen, rest and recreation facilities, sanitary and medical facilities, arrangement for travel to and from work and for the accommodation of workers employed at a distance from their homes, and such as other services, amenities and facilities, including social security measures as contribute to improve the condition which workers are employed. According to the labour investigation committee (1946), employee welfare means, Anything done for intellectual, physical, moral and economic betterment of the workers, whether by employers or by other agencies, over and above what is laid down by law, or what is normally expected on the part of the contracted benefits for which workers may have bargained.
14
Labour welfare: A historical perspective

The origin of welfare work in India may by trace to the war of 1914-18. Till then, welfare of the workers was hardly though of owing to the ignorance and illiteracy of the workers themselves, the shortsightedness of the employees, the carelessness of the state, and the indifference of the public. But, since the First World War, it has been expanding steadily, mostly on a voluntary basis. The economic depression also did much to temper the interest, which the war had kindled. The governments as well as industrials were prompted to take active interest in welfare work due to the discontent and industrial unrest that prevailed in the country, and to some extent due to the moral pressure brought to bear on them by the work of the intonation labour office. The Second World War revived and strengthened the welfare movement, and the benefits resulting from a proper regard for the health and well being of the employee were gradually recognized, and employers cooperated with the government in the provision of improved amenities. Active interest in welfare facilities has survived the impetus of the war and though the welfare work in India is still considerably below to make rapid progress in the year to come, especially when the Indian republic is wedded to the ideal of a welfare state and a socialist pattern of society.
Scope of labour welfare

The scope of employee welfare actives including include housing, medical and educational facilities, nutrition (including provision of canteens), facilities for rest and recreation, co-operative societies, day nurseries and crches, provision, undertaken voluntarily by employers, along or jointly with workers, including sickness and maternity benefit schemes, provident fund, gratuities and pension etc.
15
Classifications of labour welfare

Welfare work, taken in its more comprehensive term mentioned above, and as all embracing phrase may also be divided into three categories: 1) Statutory 2) Voluntary 3) Mutual 1) Statutory: Statutory welfare constitutes those provisions of welfare work, which depend for their observance on the coercive power of the government. In order to preserve the minimum standard of health and safety of the workers, the government enacts certain rules, which have to be abided by the employers, they may related to certain essential working conditions, like hours of work, light, hygiene and sanitation etc. such state increasing day by day in every country. 2) Voluntary: Under voluntary welfare come those activities which are undertaken by employers for workers. The idea is apparently philanthropic, but if we go deep into then matter, than, we find that it is a sound investment also because the various welfare activities of the employers not only increase the efficiency of the workers but also reduce the changes of conflicts. 3) Mutual: Mutual welfare is a corporate enterprise of the workers, who improve their lot in a suitable manner. Trade unions for this purpose undertaken many provision for the welfare of the workers.
16
Labour welfare and labour acts

Employees welfare provisions have been mentioned in various acts. Important acts among them are: Workmens compensation act, 1923 Payment of wages act, 1936 Industrial disputes act, 1947 Factories wages act, 1948 Minimum wages act, 1948 Employees state insurance ESI act, 1948 The E.P.F. and miscellaneous provision act, 1952 The maternity benefit act, 1961 Payment of bonus act, 1965 Public provident fund act, 1968 Payment of gratuity act, 1872
Aim of labour welfare

The aim or object of welfare activities is partly humanitarian, partly economic and partly civic. It is humanitarian, as it aims providing certain facilities and amenities of life to the workers, which they themselves cannot prove. It is economic, because it improves the efficiency of the workers and keeps the workers contented and minimized the changes of conflict. It is civic, because it is a means to make them better citizens.
Necessity of labour welfare

Following are the major points of necessities for labour welfare activities in an industrial atmosphere;
17
Victims of Drink Social Advantage Gambling &Other Vices
Absenteeism
Necessity of Labour Welfare
Industrial peace
Reduce Labour turnover
Permanent Settled Labour Force
1)
Victims of drink: when the workers are put in a strange uncongenial

environment, they are liable to become addicts of drink.
2)
Gambling and other vices: availability of non-recreational activities

normally leads to group formation and socially ill activities like gambling.
3)
Industrial peace: when the workers feels that the employer is

interested in his day-to-day life, is his tendency to grouse.
4)
Permanent settled labour force: welfare activities of various kinds

ensure restriction of employee movement from one place to another.
5)
Reduced labour turnover: once settled, resignation will come down

drastically.
18
6)
Absenteeism: studies prove both authorized absence and unauthorized

absence are reducing drastically on account of labour welfare activities.
7)
Social advantages: provision of various welfare measures to

employee will improve development of social status of both employees and employers.
Various aspects of labour welfare activities
Various aspects of labour Welfare actives Canteen Recreational Faculties
Crches
Washing and bathing facilities
Medical facilities
Educational Facilities
Provident Fund
1. Canteen The canteen is being increasingly recognized all over the world as an essential part of industrial establishment, providing very great benefits from the point of view of health, efficiency and well-bowing of the workers. The object of an industrial canteen are to introduce an element of nutritional balance into the otherwise deficient and unbalanced dietary of the workers, to
19
provide cheap and clean food and offer an opportunity to relax in comfort near the place of work, to save time and trouble to workers, on account of exhausting journeys to and from the planked work after long hours in the factory, and to enable them to surmount the difficulties experience in obtaining meals or food stuffs. It can, thus, have a great influence on the morale of the workers. Canteen movement must be accepted by the state as a definite charge and the running of canteens must be accepted by the employers as a national investment. For the successful running of a canteen there are certain essential conditions. A canteen should be commodious, being and clean, and must be situated in the factory. Every effort should be made to create a friendly atmosphere inside it, so that the workers can really feel comfortable and relaxed. It should be run on no profit basis, and the articles supplied should be of good quality. The employers should subsidies to it so that a canteen may be able to sell articles at cheap rates. The factory management can also provide free building and furniture and crockery. It may also pointed out that the Government of India hatefully acknowledged the importance of industrial canteens and the factories Act of,1948, and the Mines Act of 1952, empower State Governments to issue rules for the provision of canteens in factories and mines employing 250 or more workers, has been compulsory. 2. Creches: As regards crches, the Government of India, under the Factories Act, have empowered the State Government to make rules requiring the reservation of a suitable room for the use of children, under the age of six years, belonging to women workers in factories, employing 50 or more woman workers, and prescribing the standards for such rooms and the nature of supervision to be exercised for the children. The importance of crches is very great because the efficiency of mothers will undoubtedly depends to a considerable extent on the knowledge that their Children are safe and in good hands. However, now, as mentioned under the welfare activities, crches are provided in most
20
of the mills, and at some places like the Madera Mills, Buckingham and Caryatid Mills, the Delhi Cloth Mill etc., 3. Recreational Faculties: As regards recreational faculties, as pointed out by the Labor Investigation Committee, the value and importance of entertainments, as a means to relieve the monotony and drudgery of working long hours in the factories or mines, and to introduce an element of joy and relief as well as to import instructions and education to the ignorant workers cannot be overestimated. The provisional and cultural facilities, which include various types of indoor and outdoor games, radio listening, excursions, lectures, concerts, cinema shows, reading rooms and libraries theatrical performances, holiday homes, etc., must effectively fulfill this object, and go along way in reducing the evils of franking and gambling, and particularly prostitution, which prevails in the labor areas owing to the glaring numerical disparity of sexes. It is very important as to how this leisure is utilized because it is said that the use of a nations leisure in the test if its efficiency and civilization. A recommendation, concerning the development of facilities for the utilization of workers spare time, was also adopted by the international Labor conference in 1924. It points out that during their spare time, workers have the opportunity of developing freely, according to their industrials tastes, their physical, intellectual and moral power, and such development is of treat value from the point of view of the civilization. The subject was again considered by the International labour Conference at its 30th session in 1947 and its 39th session in 1956. 4. Medical facilities: As regards sanitary and medical facilities, their importance for the worker can hardly be exaggerated. The royal Commission on labor I India emphasized the point that the health of the industrial workers is of cardinal
21
importance not only to him, but also in relation to general industrial development and progress. Sickness and ill-health are recognized to be among the most wide spread causes of absenteeism, lowered moral and bad timekeeping, leading to decreased production, spoiled work and bad employee management relations. In India the health of the workers is adversely affected due to bed climatic conditions, under which work is performed, unhealthy conditions in most factories, tropical diseases and illness due to ignorance and poverty. Long hours of work and low wages, and low wages, and due to the fact that the industrial workers is migratory in character, coming from rural areas, and the city life is not conducive to his health. Hence the provisions for medical facilities for the workers are of great importance in the country. However, the medical organization of the country as a whole is extremely inadequate, and the medical facilities. The recommendations of the Health Survey and Development Committee (Bore Committee) were also very useful in brining about considerable improvement in the medical organization of the country as a whole. The employees state Insurance scheme, providing for factory workers medical care in times of sickness, employment injury and childbirth, should also bring about improvement in the health of workers. 5. Washing and bathing facilities: As regards washing and bathing facilities, the factories Act requires that in every factory in which any process involving contact by the workers with any injurious or obnoxious substance is carried on, a sufficient supply of water, suitable for washing, shall be provided for the use of workers at suitable places and with facilities for its use. Almost all the factories provide water for washing soap, soda and towels which are also necessary. In many cases the number of taps basins is inadequate.
22
6. Provident Fund: As regards the provisions for provident fund, gratuities and pensions, it falls within the social security scheme. Some precision undertaken by the employers in this respect have already been mentioned above. 7. Educational Facilities: The provision of educational facilities for workers and their children is a social service of great importance in India, where Illiteracy is widely prevalent. The need for education is especially urgent in an era of industrial expansion, when the process industrialization may involve the transfer of workers in large number from agricultural to industrial skills and techniques. The removal of illiteracy and ability to acquire industrial skills are not the only purposes of workers education. Education does not mean teaching of their Rs only. It is teaching a broad conception of the whole scheme of life, industrially, socially and personally. The royal commission also observed: in India nearly the whole mass of industrial labor is illiterate, a state of affrays which in unknown in any other country of industrial importance. Mr. Harold bundler has observed: in most Indian factories it is noticeable that the workers are not the masters but the servants of their machines, they do not understand them, and as a result of negligent tending cause. More repine deterioration than in counties where the operative are mechanically minded. The objective of the programmed is to educate worker in the principles and techniques of trade union organization and to enable them to play an intelligent and responsible part in the affairs of the union and of the management. The programmed of workers education, thus, consists of three stages: (a) The creation of the cadre of teacher administration;
23
(b) Though teacher- administrators to train worker- teacher drawn from various industrial units; and (c) Training the rank and file through worker-teachers. LABOUR WELFARE AND MOTIVATION A basic principle is that the performance of an individual depends on his or her ability backed by motivation. Stated algebraically the principle is: Performance = f (ability x motivation) Ability refers to the skill and competence of the person to complete a given task. However, ability alone is not enough. The persons desire to accomplish the task is also necessary. Organizations become successful when employees have abilities and desire to accomplish given tasks. Motivation in simple terms may be understood as the set of forces that cause people to behave in certain ways. The framework shown in Fig. helps us understand the nature of motivation better.
Identifies needs
Reassess needs deficiencies

Employee
Searches for ways to satisfy needs
Receives rewa rds
Engages in goaldirected behaviour
Performs
Figure A.
Framework of Motivation
24
The framework (Figure A) comprises six steps. Motivation process as shown in the figure begins with the individuals needs (Step 1). Needs are felt deprivations which the individual experiences at a given time and act as energizers. These needs may be psychological (e.g., the need for recognition), physiological (e.g., the need for water, air or food) or social (e.g., the need for friendship). These deprivations force the individual to search for ways to reduce or eliminate them (Step 2).
Motivation is goal directed (Step 3). A goal is a specific result that the individual wants to achieve. An employees goals are often driving forces and accomplishing those goals can significantly reduce needs. For example, some employees have strong drives for advancement and expectations that working long hours on visible projects will lead to promotions, raises and greater influence. Such needs and expectations often create uncomfortable tension within these individuals. Believing that certain specific behaviours can overcome this tension, these employees act to reduce it. Employees striving to advance may seek to work on major problems facing the organization in order to gain visibility and influence with senior managers (Step 4). Promotions and raises are two of the ways that organizations seek to maintain desirable behaviours. They are signals (feedback) to employees that their needs for advancement and recognition and their behaviours are appropriate (Step 5). Once the employees have received either rewards or punishments, they reassess their needs (Step 6). Some definitions on motivation are worth citing in this context. how behaviour gets started, is energized, is sustained, is directed, is stopped, and what kind of subjective reaction is present in the organism while all this is going on (Jones, 1955). the term motivation refers to a process governing choices made by persons or lower organisms among alternative forms of voluntary activity.3 Motivation is the result of processes, internal or external to the individual that arouses enthusiasm and persistence to pursue a certain course of action.
25
Labour measurements
is a process that starts with a physiological or
psychological deficiency or need that activates behaviour or a drive that is aimed at a goal or an incentive. Obviously, the first definition covers all stages shown in the motivation model.
IMPORTANCE OF Labour welfare measurements:
Probably, no concept of HRM receives as much attention of academicians, researchers, and practicing managers as motivation. The increased attention towards motivation is justified by several reasons. 1. Motivated employees are always looking for better ways to do a job. This statement can apply to corporate strategists, and to production workers. When people actively seek new ways of doing things, they usually find them. It is the responsibility of managers to make employees look for better ways of doing their jobs. An understanding of the nature of motivation is helpful in this context. 2. A motivated employee, generally, is more quality oriented. This is true whether we are talking about a top manager spending extra time on data gathering and analysis for a report, or a clerk taking extra care when filing important documents. In either case, the organization benefits, because individuals in and outside the organization see the enterprise as Quality conscious. A clear understanding of the way motivation works helps as a manager make his employees quality oriented.
3. Highly motivated workers are more productive than apathetic workers.
The high productivity of Japanese workers and the fact that fewer workers are needed to produce an automobile in Japan than elsewhere is well known. The high productivity of Japanese workers is attributable to many reasons, but motivation is the main factor.6 Productivity of workers becomes a question of the managements ability to motivate its employees. An appreciation of the nature of motivation is highly useful for managers.
26
4. Every organization requires human resources, in addition to financial and physical resources for it to function. Three behavioural dimensions of HR are significant to the organizations-(i) people must be attracted not only, to join the organization but also to remain in it; (ii) people must perform the tasks for which they are hired, and must do so in a dependable manner; and (iii) people must go beyond this dependable role performance and engage in some form of creative, spontaneous, and innovative behaviour at work. In other words, for an organization to be effective, it must come to grips with the motivational problems of stimulating both-the decision to participate and the decision to produce at work. 5. Motivation as a concept represents a highly complex phenomenon that affects, and is affected by, a multitude of factors in the organizational milieu. A comprehensive understanding of the way in which an organization functions, requires that increasing attention be directed towards the question of why people behave as they do on their jobs. An understanding of the topic of motivation is thus essential in order to comprehend more fully the effects of variations in other reactions (such as leadership style, job realization, and salary systems) as they relate to performance, satisfaction, and so forth.
27
CHAPTER IV
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE: To study about labour welfare programmes in the organization. To know the labour satisfaction level regarding various labour welfare programmes in the organization. SECONDARY OBJECTIVES: To ensure that the labours are really benefited with the welfare programmes. To know the labour families are really satisfied with welfare facilities provided by the organization. To study about the safety measures and safety facilities which are provided to the labours. To study and analyse about overall labour welfare programmes in the organisation.
28
SCOPE OF THE STUDY:

The research has made an attempt to assess the levels of labour satisfaction attained with the help of various labour welfare programmes provided by White House Business Solutions (P) LTD. The main focus was given to find out and analyze various labour welfare programmes, which are resulted to attain quality work environment White House Business Solutions (P) LTD.
Selection of study area: The selected study area was at White House Business Solutions (P) LTD.
29
CHAPTER V
Limitation of the study
The sample size of the research is limited to 100.
The area of study for labour welfare is limited in a particular area that is
the White House Business Solutions (P) LTD. Time factor can be considered as another limitation. The study will not represent the whole size of population spread other various parts of companies.
30
CHAPTER VI RESEARCH METHODOLOGY

Research methodology is a technique systematically solves the research problem. It may be as a science of studying how research is done scientifically in methodology, we study not only methods or techniques in studying research problems, but also the logic behind them. A researcher not only needs to know how to develop certain indices or tests, hogs to calculate the mean, the mode and the detain, but also helter also needs to know which are not, and what would they are not, and what would they mean and indicate and why the research has to specify very clearly and precisely what decision he selects and why he selects them so that they can be evaluated by others also. After the collected data have been processed, it is necessary that these data are analyzed. As there are several statistical techniques available to do this the researcher has to decide which of them he will use, in fact, a decision in this respect is called for even before the data collection has began so that those techniques can be used properly.
31
QUESTIONNAIRE DESIGN
Good questionnaires design is a key to obtaining good survey results. The specific question asked will be a function of the type of information needed to answer the question relevance and accuracy are especially useful in exploratory research of at the beginning of a questionnaire, the language should be sample to allow for variations in education levels. Questions should not be leading or loaded and personal questions should be minimized. There should be no ambiguous of double barreled of burdensome question. Question sequence can be very important to the success of a survey. The opening question should be interesting to the respondent; personal question should be in the middle or at the end and general questions should precede specific ones. A questionnaire consists of a questions presented to respondents for their answer. The questions used were closed and type is which perspective all the possible answer. The questionnaire used simple direct and unbiased wording. A questionnaire consists of a number question of typed in a define the order on to answer the questions of their own.
32
SAMPLING DESIGN
Method of sampling The selected respondents constitute what is technically called a sample and selection process is called sampling technique. The survey so conducted is known as sampling survey. Sampling survey Sampling survey is the process of obtaining the information about entire population by examine only a part of it for the purpose of the study the researchers has used the stratified random sampling methods. Sample The total population was divided into group and samples are collocated randomly from this group.
CONSTRUCTION OF TOOLS
The tool used for collecting data is questionnaire. A questionnaire is a simply and related information. With tolerable accuracy and completeness. In other words, it directs the questioning process and promotes the clear and proper recording. The data are collected through speculating designed questionnaire for the present study the four points. Likes scaling is used in order to elicit frank opinion of the respondents with regard to work value in for his purposed the researched interviewed the executing of different levels and in various departments. They are selected at stratified random sampling.
33
SOURCES OF DATA
Both the primary data and the secondary data are taken its account for the purpose of the study.
Primary data:
The instrument used to collect primary data is a well-designed questionnaire. The questionnaire consisted only the liker scaled responses, the questionnaire is carefully constructed and properly setup. SECONDARY DATA: Secondary data are extracted from. The file, resisters, records obtained from personnel department. Sample size The tool used for collection data is questionnaire. Questionnaire is a simply formalized scheduled to obtain and record specified and the relevant information with to liable.
A sample size was taken up for the study was 100. Study was mainly conducted with stipulated time of one month given by organization. Selected respondents were interviewed through organized questionnaire.
34
35
WELFARE FACILITIES
The following are the welfare measures extended to the employees of the White House Business Solutions (P) LTD. 1. MEDICAL TREATMENT FACILITY: Free medical treatment is being given to workers and staffs in selected dispensary. The agreement was passed between White House Management and selected hospitals in and around Chennai and medical allowance also given to supervisory category. 2. CANTEEN: The canteen is available in the company. During the office work time. It is maintain by the company on contract basis. 3. UNIFORM AND WASHING ALLOWANCE Three sets of Terry cotton uniform and one pair of shoes with socks are provided once in two years to the workers and staffs. Washing allowance at the value of Rs.150/-per month is paid to all the employees of company. 4. EDUCATIONAL LOAN: Interest free educational loan of Rs.10000/-, Rs.5000/- for professional courses, Graduation and Diploma studies respectively is being paid to the children, of employees to meet educational expenses per academic year. 5. FINANCIAL ASSTSTANCE FOR NOTE BOOKS: A sum of Rs.100/-is being paid to the children of the employees who are studying up to5th standard, 10th standard, ad 12th standard respectively not more the 2 children of the employees per year. 6. MARRIAGE LOAN: The marriage loan of Rs.10,000 is sanctioned to all workers and employees. It is recovered from monthly salary on installment basis.
36
7. FESTIVAL ADVANCE: The employees are granted festival advance of Rs.1000/-, for festivals and it is recovered from the salary on two monthly installments. 8. FREE MEDICAL TREATMENT WITH WAGE FOR MAJOR DISEASES: The employees who suffered from T.B., Cancers, Leprosy, and Heart By pass surgery; Kidney transplant and Brain tumor are allowed leave with wage for a maximum period of six months. The 50% actual treatment cost is met by the Company as per labour Act provisions. 9. MEDICAL POLICY TO OFFICERS: All the officers and Executives are covered under the Medicals insurance policy. 10. ACCIDENT INSURANCE POLICY The labours in production department are covered under Accident Insurance Policy of Rs.1, 00,000. During the production time. 11. PROVIDENT FUND: Every employee of the company is eligible to enroll in the Employees provident Fund Scheme, The provident fund contribution will be12% of the total salary drawn by the employee every month and company also contribute the same amount to EPF Scheme.
37
CHAPTER VII
ANALYSIS AND INTERPRETATION
TABLE 1
Family welfare facilities.

Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 40% of the employees are highly satisfied with family welfare facilities provided by the organization. Employees 40 35 20 5 100 Percentages 40% 35% 20% 5% 100%
Graph-1
Family welfare facilities

50 40 30 20 10 0 40% Highly satisfied 35% Satisfied 40 35 20 20% 5
5%
Moderately dissatisfied satisfied
38
TABLE - 2
Bonus and incentives

Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 42% of employees are satisfied and 30% of employees are highly satisfied with their Bonus and incentives schemes. Employees 30 42 22 6 100 Percentages 30% 42% 22% 6% 100%
Graph-2
Bonus and incentives

45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied 30% 42% 22% Moderately satisfied 6 6% Dissatisfied 30 22 42
TABLE - 3
All- the other allowances

Response Number of Percentages
39
Highly satisfied Satisfied Moderate satisfied Dissatisfied Total INTERPRETATION
Employees 20 40 30 10 100
20% 40% 30% 10% 100%
From the above table it is inferred that 40% of the employees are satisfied with their allowance schemes.
Graph-3
All- the other allowances

45 40 35 30 25 20 15 10 5 0 20% Highly satisfied 40% Satisfied 30% 10% 10 20 30 40
Moderately Dissatisfied satisfied
TABLE - 4
Recreational facilities
Number of Response Employees Percentages
40
Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION
28 44 16 12 100
28% 44% 16% 12% 100%
From the above table it is inferred that 44% of employees are satisfied and 28% of highly satisfied with their recreational facilities.
Graph-4 Recreational facilities
50 45 40 35 30 25 20 15 10 5 0 28% Highly satisfied 28
44
16 12 44% satisfied
16%
12%
Moderately Dissatisfied satisfied
41
TABLE - 5
Pension and retirement benefits

Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 43% of employees are satisfied and 35% of employees are highly satisfied. Employees 35 43 19 3 100 Percentages 35% 43% 19% 3% 100%
Graph-5
42
Pension and other retirement benefits
50 45 40 35 30 25 20 15 10 5 0
43 35 19 35%
d is fie d
43%
ie d
19%
3 3%
d
sa tis fie
H ig
Accident insurance and safety measures

Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION Employees 25 42 28 5 100 Percentages 25% 42% 28% 5% 100%
M od
TABLE - 6
er at
el y
43
D is sa ti s fi e
sa t
hl y
sa t
is f
From the above table it is inferred that 42% are satisfied with their accident and safety measurements facilities.
Graph-6 Accident insurance and safety measures

45 40 35 30 25 20 15 10 5 0 25% Highly satisfied 42% Satisfied 28% Moderately satisfied 5 5% Dissatisfied 25 28 42
TABLE - 7
Water and restroom facilities

44
From the above table it is inferred that 39% of employees are satisfied with their water and restroom facilities.
Graph-7 Water and restroom facilities

45 40 35 30 25 20 15 10 5 0 34 39 23
34%
d d
39%
ie d
23%
4%
sa tis fie
fie
H ig
Facilities of canteen and basic amenities

Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that the 40% of employees satisfied in canteen and other amenities. Employees 25 40 20 15 100 Percentages 25% 40% 20% 15% 100%
M od
TABLE - 8
er at
el y
45
D is sa ti s fi e
tis
hl y
Sa
sa t
is f
Graph-8 Facilities of canteen and basic amenities

45 40 35 30 25 20 15 10 5 25% 0 Highly satisfied satisfied Moderately satisfied 40% 20% 15% Dissatisfied 25 20 15 40
TABLE - 9
First aid and medical facilities

Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that 40% of employees are satisfied with their first aid and medical facilities. Employees 20 40 25 15 100 Percentages 20% 40% 25% 15% 100%
Graph- 9
46
First aid and medical facilities

45 40 35 30 25 20 15 10 5 20% 0 Highly satisfied satisfied Moderately satisfied 40% 25% 15% Dissatisfied 20 15 25 40
TABLE - 10
Loan facilities
Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that the 40% of employees are highly satisfied loan and facilities with their. Employees 40 34 20 6 100 Percentages 40% 34% 20% 6% 100%
Graph-10
47
Loan facilities
45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied 40% 34% 20% Moderately satisfied 6 6% Dissatisfied 20 40 34
TABLE 11
Educational facilities
Number of Response Highly satisfied Satisfied Moderately satisfied Dissatisfied Total INTERPRETATION From the above table it is inferred that the 36% of employees are satisfied in educational facilities provided by the organization. Employees 24 36 30 10 100 Percentages 24% 36% 30% 10% 100%
Graph-11
48
Educational facilities
40 35 30 25 20 15 10 5 0 24% Highly satisfied 24
36 30
10
36% Satisfied
30% Moderately satisfied
10% Dissatisfied
TABLE - 12
General rating for implementation of welfare measurements

49
From the above table it is inferred that on the whole 50% of the employees are satisfied with all facilities provided by the organization.
Graph-13
General rating for implementation of welfare Measures

45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Moderately satisfied 25% 40% 25% 10 25 25 40
10% Dissatisfied
CHAPTER VIII
FINDINGS
1) It is found out that a majority of labours are highly satisfied with the
labour welfare facilities provided by the organization. This shows that the labour welfare measurements adapoted in White House Business Solutions (P) LTD.
2) It is found out that a majority of labours are highly satisfied with the
bonus and incentives provided in the White House Business Solutions (P) LTD.
50
3) It is found out that allowance provided by the company is highly satisfied. 4) It is found out that majority of the e labours are highly satisfied with the recreational facilities that are available in the organisation. 5) The majority of the labours are highly satisfied with the procedure provided for pensions and other retirement benefits are excellent in the organisation.
6) It is found out that majority of the labours are satisfied with the
insurance facilities and safety compensation measurements provided by the White House Business Solutions (P) LTD.
7) On the whole it is found out that labours are highly satisfied with the
safety measures provided in the organization. 8) It is found out that majority of the labours are highly satisfied with the quality working condition in the organization.
9)
It is found out that majority of the labours agreed that during festival time only they receive bonus.
10) It is found out that majority of labours are satisfied with proper motivational aspects provided by the organisation.
11) In overall it is found out that majority of the labours are satisfied
with benefits and welfare programs provided by the organization. 12) The majority of the employees are satisfied with the good and excellent welfare facilities provided by the organization.
51
CHAPTER IX
Suggestions
1. It is suggested that the safety measurements provided by organisation may be improved. 2. It is suggested that the group insurance benefits may be improved
3. Bonus may be delivered before 2 week of the festival.
52
4. The canteen facilities must be improved proper manner
5. It is suggested that recreation facilities provided by the organisation must be improved to some extent.
CHAPTER X
CONCLUSION
As labour welfare is playing vital role in organizing and motivating the employees, the organisation must provide the quality-oriented welfare programmes need to be implemented. Hence, the organisation should provide a good concentration in improving welfare programmes to labours. The various welfare facilities such as promotion, bonus, incentives and others enable the worker to work with high-level motivation and more job
53
satisfaction. From this study it is clear that Calciteh India (P) LTD is providing good welfare facilities to the workers. The employees are more satisfied with their task provided.
54

Sadam Proj Final Ver

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Sadam Proj Final Ver

Uploaded by

Copyright:

Available Formats

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A STUDY ON IMPACT OF WELFARE MEASURES ON EMPLOYEE JOB SATISFACTION

New College Institute of Management

Chennai 600 014.

Academic Year: 2011-2012

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

(Sadam Hussain J.)

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Signature of the Guide

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Objectives of The Study

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

WHITE HOUSE BUSINESS SOLUTIONS (P) LTD.

: By Team Leads, Managers and other 3rd party concerns.

Award and Reward

: Based on performance appraisal

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

About the Company OVERVIEW

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Labour welfare: A historical perspective

Scope of labour welfare

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Classifications of labour welfare

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Labour welfare and labour acts

Aim of labour welfare

Necessity of labour welfare

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Victims of Drink Social Advantage Gambling &Other Vices

Necessity of Labour Welfare

Reduce Labour turnover

Permanent Settled Labour Force

Victims of drink: when the workers are put in a strange uncongenial

Gambling and other vices: availability of non-recreational activities

Industrial peace: when the workers feels that the employer is

Permanent settled labour force: welfare activities of various kinds

Reduced labour turnover: once settled, resignation will come down

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Absenteeism: studies prove both authorized absence and unauthorized

Social advantages: provision of various welfare measures to

Various aspects of labour welfare activities

Various aspects of labour Welfare actives Canteen Recreational Faculties

Washing and bathing facilities

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

Reassess needs deficiencies

Searches for ways to satisfy needs

Receives rewa rds

Engages in goaldirected behaviour

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

A Study On Impact Of Welfare Measures On Employee Job Satisfaction

is a process that starts with a physiological or