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A REPORT ON
Submitted By
BINEESH BALAN
(REGD.NO: 04 XQCM 6017)
DECLARATION
GUIDE’S CERTIFICATE
I also certify that he has fulfilled all the requirements under the
covenant governing the submission of dissertation to the Bangalore
University for the award of M.B.A Degree.
PRINCIPAL’S CERTIFICATE
This is to certify that Mr.Bineesh Balan has carried out the project
work embodied in this dissertation entitled “A STUDY ON
EMPLOYEE WELFARE MEASURES WITH REFRENCE TO KSEB.
KANNUR, KERELA” under the guidance of Prof.. Savitha Heble.
ACKNOWLEDGEMENT
The immense gratification this Project work has given me does not
lead to a sense of fulfillment unless I express my boundless gratitude to all those
who made this work successful. I do recognize that mere thanksgiving does not
redeem me of my indebtedness for all the timely help, support and guidance I
received. I script on this page my sincerest thanks to each one of them:
I am also thankful to my guide, Prof. Savitha Heble for her support and
encouragement rendered for this project.
Bineesh
balan
CONTENTS
i) EXECUTIVE SUMMARY………………………............................1
1. INTRODUCTION………………………………….………............2
THEORITICAL BACKGROUND...................... ...........................2
NEED FOR HUMAN RESOURCE MANAGEMENT…......…….3
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT…….3
HRD SYSTEMS……………...…………………….........................4
2. COMPANY PROFILE...………………............................................5
3. EMPLOYEE WELFARE…………………………………………10
4. RESEARCH DESIGN……………………..……………….….……23
PROBLEM STSTEMENT…………………………………………23
RESEARCH METHODOLOGY……….………………………....25
DATA COLLECTION METHODS……………............................26
PLAN OF ANALYSIS………………………....…………….........26
LIMITATIONS OF THE STUDY………………………………..27
EXECUTIVE SUMMARY
An industry is certainly not a place where workers and employers try to get the
maximum each other. Both employee and management can be lot more if and
when they work together as partners in an enterprise, and if they have sympathy
of understanding of each other problems, which is the basic problem in employee
welfare. It is sincerely hope that he welfare notion will help the industry
community better, to maintain harmonious industrial relations and more lasting
industrial peace to tackle effectively the social problems and attain human
welfare.
The industrial revolution began in the 18century and since it introduced the big machine
it came to be known as the machine age. Industrialization is employment of labor
accompanying of this welfare in as much as on their welfare depends the future progress
of industrialization employee welfare is a direct sequel to industrialization
Employee welfare has positive aspect to it. It has statutory measures, which lays down
minimum standouts of facilities to be given to the employees. Retaining and motivation
employees and minimizing socialize evils are most of the beneficiary outcomes of
employee welfare.
KSEB has large strength of employees working at all levels, A study of the welfare
measures being provided to its employees was done. This problems faced by the
employees regarding these spheres were observed with the help of questionnaire and an
analysis of the same was carried out.
The survey at KSEB showed an average satisfaction level among the employees. If the
company thinks it apt, it can provide its employees with certain more non-statutory
welfare measure and benefits that they may help in increasing the satisfaction level of
employees.
INTRODUCTION
THEORITICAL BACKGROUND
Thus, it is the management which matters people realize the objectives of the
organization and directs their efforts towards their achievement. Marketing plans
organizes co-ordinates & controls the affairs of the organizations. It brings the human &
material resources together material resources for the achievement of the objectives of the
1. The primary objective of HRM is to ensure the availability competent and willing
work force to an organization. Beyond this, there are objectives too;
2. To help the organization attain the goals by providing the well trained and well
motivated employees.
3. To employ the skills and knowledge of employees efficiently and effectively.
4. To enhance job satisfaction and self-actualization of employees by Encouraging and
assisting every employee to realize his/her her full potential.
5. To maintain high morale and good human relations with organization.
6. To manage change to the mutual advantage of individual groups and Organization
and society.
7. To recognize and satisfy individual needs and group goals by offering Appropriate
monetary and non-monetary incentives.
8. To help maintain ethical policies and behavior inside and outside the Organization.
9. To bring about maximum individual development of members of the organization by
providing opportunities for Training & Development
CHAPTER 2
COMPANY PROFILE
Kerala State Electricity Board commenced functioning on 31-3-1957 After Noon as per
order no. EL1-6475/56/PW dated 7-3-1957 of the Kerala State Government. It had 5
members with Sri K P Sreedharan Nair as Chairman. All the staff belonging to the
erstwhile Electricity Department was transferred to the Board. The 'Board' consisting of
the Chairman and the Members is the Supreme Governing Body.
The State Government by their notification EL3-9345 dated 21-2-1958 constituted the
State Electricity Consultative Council under section 16 of the Electricity Supply Act. The
Council functions as consultative body and the Board is required to place before the
council the annual financial statement and supplementary statements if any before
submitting such statements to the State Government.
Over the years, the Board has grown many times to reach the present position catering to
the demands of the industrial and domestic consumers, whose per capita consumption has
shown a significant increase due to industrialization and increased usage of electric
household goods, improved economy etc. While it was possible to meet the energy
demand from the Boards own power plants in 1958, it has to resort to import of power
from Central Sector and also buy power from other power generating utilities within the
state to meet the demand for power at present. To meet the ever-increasing demand for
power in the future, the Board has plans to take up construction of more generating plants
mostly in the hydel sector, with proportionate investment and schemes in the
transmission and distribution sector to improve the system. In order to improve the
functioning of the Board, the Board has been segregated into three profit centers as part
of the power policy declared in 1998 by the Kerala State Government.
Classification of Consumers
Sl No Category Description
1 LT I(a) Domestic use
(I) Office of political parties approved by Election Commission of India.
(ii) Libraries and reading rooms.
(iii) Sports/arts club (with connected load not exceeding 2000 Watts). When the
connected load exceeds 2000 Watt, LT VII C will be applicable
2 LT I(b) In respect of Offices of Political parties not approved by the Election
Commission of India, LT VI (B) tariff shall be applicable. The libraries and
reading rooms having registration of the Kerala Grandhasala Sanghom or nor
having the registration of Kerala Grandhasala Sanghom shall be charged at the
same rate.
Colonies of HT and EHT consumers where re-sale of energy is not involved and
where supply at a single point is given at LT by the Board for domestic use in
staff quarters, street lighting and pumping water for domestic use.Colonies of
3 LT II Universities, State/Central Government Departments, Public Institutions like
Companies/Board/Corporations under State/Central Government and Hospitals
therein, colonies of Railways, State/Central Government Undertakings,
Postal/BSNL, A.I.R, Dooradarsan and Private colonies.
Temporary Connection for Illumination, Exhibition, Festivals, Public Meeting
4 LT III
and Fairs
General purpose industrials loads (single or 3 phase) viz., Grinding Mills, Flour
Mills, Oil Mills, Rice Mills, Saw Mills, Ice Factories with or without cold
storage, rubber smoke houses, prawn peeling units, floriculture activities, tyre
vulcanising/retreading units, workshops using power mainly for production
and/or repair, pumping water for non agricultural purpose, Public Water Works,
Sewage Pumping, Power laundries, Hatcheries, Screen Printing of glassware or
ceramic, Printing Press, Milk Chilling Plant, Freezing Plant, Cold Storage,
Bakeries (where manufacturing process and sales are carried out in the same
premises), Stone Crushing units, Diamond-Cutting, Book binding and allied
5 LT IV activities, Garment Making, Electric Crematorium, Pyrolators installed by local
bodies, Mushroom farms, Shrimp farms, SSI Units engaged in computerised
color photo printing, computer consultancy services with SSI registration
engaged in Software services and data processing activities and Desk Top
Printing, Audio/Video Cassette Recording/Duplication,
CD recording/duplication, software development for recording/duplication
purpose,
manufacture of audio/video cassette, Software Technology/ Information
Technology, Dairy farms,
Agricultural Nurseries (without sale) and Marble Cutting.
Applicable to poultry farms, silk worm breeding, Government Livestock Farms,
Agricultural consumers, all cultivations including dewatering and Lift Irrigation
6 LT V (Single or 3 phase), Private Livestock farms (minimum number of milky cattles
shall be five) and combination of livestock and dairy farms, private pig farms
(provided there is a minimum six breeding adult animals in the farm).
Temples, Churches. Mosques, Monastries, premises of religious Worship,
convents, private hospitals, registered under Cultural, Scientific and Charitable
Societies Act and exempted from payment of Income Tax, Government or
7 LT VI(A)
private educational institutions, libraries/reading rooms affiliated to Universities
or run by Government or private, Government Hospitals, X-ray units,
laboratories, mortuaries attached to Government Hospitals.
Offices and institutions under State/Central Government, Corporations/Board
under State/Central Government, Local Bodies, Hostels of educational
institutions affiliated to the Universities or under the control of the Director of
Technical/Medical Education, Director of Public Instruction or such other
officers of the Government or run by the Government or State Social Welfare
Board, Hostels run by institution that are registered under Cultural, Scientific
and Charitable Societies Act and exempted from payment of Income Tax,
KHRWS Paywards and institutions of KHRWS, Travellers Bungalows and
8 LT VI(B)
Guest/Rest Houses under Government, Typewriting Institutes, private hospitals,
mortuaries attached to private nursing homes, private mortuaries private, private
Blood Bank, clinical laboratories/X-ray units, private offices of
Advocates/Chartered Accounts/ Architects/ Social Organisations, Museum/Zoo,
Computer Training Institutes and Offices of the Political parties not approved by
the Election Commission of India and collection centred of 'FRIENDS' single
window service centres under department of Information technology, Police
clubs, Private Scanning Centres.
KSEB offers large number of welfare measure to its employees, however the normal
rules and procedures and company rules and regulation are followed in good manners.
WELFARE OFFICER:
KSEB has not appointed welfare officer however a manager personnel is looking
after the welfare schemes of the company.
Leave includes casual leave, annual leave with wages (earned leave), leave on
loss of pay, maternity leave, sick leave and special leave. Discretion is reserved to the
CHAPTER 3
EMPLOYEE WELFARE
3.1 INTRODUCTION
Meaning
Employee welfare implies the setting up to minimum desirable standards and the
provisions of facilities like health, food, clothing, housing, medical assistance, education,
insurance, job security, recreation, etc. such facilities enable the worker and his family to
lead a good work life, family life & social life. Employee welfare measures are an effort
towards revolving the industrial worker of his worries and making them happy.
Definitions:
According to the report of the Asian regional conference of the ILO, the term
“Employee welfare is understood to include such services facilities and amenities which
may be established in or in the incite of undertakings to enable the persons employed
whether to perform their own in healthy congenial surroundings and provide them
amenities conductive to good health and high morale.”
The worker should at least have the means and facilities to keep himself in a state of
health and efficiency. The working condition should be such to safeguard his health and
protect him against occupational hazards.
1. To avoid the frustration of workers and thereby increase their overall efficiency
and productivity.
2. To improve the health and working environment of the individual
3. To release the employees from personal and family worries
4. To provide better amenities to the workers and thereby afford him a wider
concept of life
5. To increase the standard of living
6. To reduce absenteeism and labor turnover in organization.
There are certain requirements, which we believe labour welfare should meet, it should
Thus if it would be clear that we inclined to regard all extra all mural and intramural as
well as statutory and non-statutory welfare measures of employers, government and trade
unions as fallings within the scope.
The Employee welfare includes various activities relating to the different aspects of
Employee class in brief. The activities are generally divided into 2 broad categories.
a Extramural
b Intramural
EXTRAMURAL
Those welfare activities, which are undertaken outside the vanity of the
undertaking. For example, facilities of transport to and from the place of work, provision
of good accommodations, maternity benefits, medical benefits, provident fund etc.
INTRAMURAL:
Those welfare activities, which are undertaken inside the premises of the factory:
Ex:- Canteen, restroom, first aid equipment, proper ventilation and sanitation etc.
The employee is legally bound to adapt welfare measures under different labor
legislation.
round investment because the various welfare activities of the employees not only
increase the efficiency of the workers but also reduce the chances of industrial disputes.
a) Educational facilities for the workers and their children in the form of provision
of schools, libraries and financial assistance
b) Medical facilities for worker and their families in the form of first aid centers,
dispensaries and treatment of diseases
c) Free transport facilities
d) Recreational facilities in the form of music, dance, drama, games and other
cultural activities
e) Housing facilities - construct houses or provide housing loans for workers
f) Consumer co-operative societies - which provide members with good quality food
grains and other.
g) Family planning programmers
h) Counseling programs for the management of workers personal and emotional
problems.
Welfare activities greatly affect the health and efficiency of the workers and promote
industrial peace. Therefore, the employers must under take the responsibility of providing
welfare measures for their workers. Welfare activities will help to establish a harmonious
relationship between employers and workers. The employers thus have a moral obligation
to look after the welfare of their workers.
.
3.4 MUTUAL WELFARE MEASURES
These welfare measures are undertaken jointly by the management and workers by
each other co-operation. Sometimes mutual welfare measures activities are organized by
unions for benefits of workers such as co-operative societies etc.
1 Housing facilities
2 Transportation facilities
3 Medical facilities
4 Cultural facilities
5 Recreation facilities
OBJECTIVES:
To regulate the conditions of work in manufacturing establishments that come within
the definition of the term `factory’ as used in the act. The act makes provisions regarding
the following matters.
HEALTH:
1. CLEANLINESS:
o Factory to be kept clean from effluvia and dirt
o Effective means of drainage
o Use of disinfectants
2. DISPOSAL OF WASTE AND EFFLUENTS:
o Factories to make arrangements for treatment of wastes and effluents from
the manufacturing process.
3. VENTILATION AND TEMPERATURE
5. LIGHTING:
o Sufficient and suitable lighting must be provided in the factory
o Measures for presentation of glare and formation of shadows
6. DRINKING WATER:
o Provide suitable points of drinking water
o Points to be marked and away from urinals
WELFARE:
1. Washing facilities:
Adequate facilities should be made available to all workers which should be
kept clean
2. Facility for sitting
o Provisions for seating arrangements for workers obliged to work in a
standing position
o Provisions for seating arrangements for workers doing work, which can be
in a sitting position.
3. Canteens:
Canteens in a factory employing more than 250 workers.
4. Shelters:
OBJECTIVES :
To provide provident fund and pension scheme for employees in factories and other
establishments. As per the scheme an employee is entitled to receive his contribution at
the time of his retirement or leaving the service, whichever is earlier.
The central government frames the employees provident fund scheme for
establishment of provident fund under the act for employees and specifiy the class of
establishments to which the scheme applies. The central board administrates the fund.
It provides family pension and life insurance benefits to the employees of any
establishments. A family pension fund is created from the contributions of the employees
and employers this fund is administrated by the central board.
This scheme is framed for providing life insurance benefits to employees of any
establishments, the employer make contributions to the deposit linked insurance fund.
The amount not being more than 1% of the aggregate of basic wages dearness,
allowances and retaining allowance.
OBJECTIVES:
BENEFITS
Sickness benefits:
Maternity benefits:
The increased women employee is entitled to periodical payments at the rate of her
average daily wage for a maximum period of 12 weeks in case of her miscarriage or
sickness, arising out of pregnancy, confinement or premature birth.
Disablement benefit:
To provide for the payment of equal remuneration to men and women workers and
for the presentation of discrimination on the ground of sex, against women in the matter
of employment.
It is the duty of the employer to pay equal remuneration to men and women workers
for same work or work of similar nature. In doing so, the employer shall not reduce the
rate of remuneration of any employee.
No employee shall, while making recruitment for the same work or work of similar
nature make any discrimination against women except where the employment of women
in such work is prohibited under the any law.
a On his superannuating
b On his retirement or resignation
c On his death or disablement due to accident or disease.
The gratuity is calculated based on 15 days wages for every completed year of service
to the maximum of Rs. 25 lakhs, gratuity can be fortified if the employee has committed
a misconduct of moral turpitude. Gratuity shall be paid to the nominees in the event of
death of the employees while in service.
CHAPTER - 4
Research Design
4.1 Introduction
Welfare of employee is the welfare of industry. They rise or sink together; the
country’s progress is bound up with the progress of industry and of employee. A
worker’s well being inside as well as outside the factory is mainly out of employer’s
concern, because it has a direct bearing on the efficiency of his work and job satisfaction.
It is the right of the worker as a human being to get the minimum amenities, which in
turn contributes to a very large extent towards production efficiency.
They are also the best kind of investment for employees as they promote
industrial efficiency and provide the workers facilities and amenities, which enable the
This objective cannot be achieved unless and until the workers are highly satisfied
with the working environment and welfare facilities, which have an important impact on
industrial relations.
Thus a research study has been conducted in the area of “Employee welfare and its
impact on job satisfaction” at KSEB. Welfare measures are vital to improve employee
efficiency and commitment.
In this aspect, not only the statutory provision should be compiled with but the
employers must also strive to provide certain voluntary & mutual welfare measures to
ensure employee satisfaction. Therefore a study of the statutory, non-statutory & mutual
measures provided by the organization and the satisfaction level of employees towards
these welfare measures and its impact on job satisfaction, but also to draw suggestions
and conclusions which would enable the organization to make improvements in its
welfare measure if necessary.
The scope of the study is extended only to the respondents working in the KSEB
divisions in Kannur district, Kerela. It does not cover all the employees working in
KSEB. The study covers only some of the levels in the organization. The welfare
measure studied includes both statutory, non-statutory (voluntary) measures & mutual
welfare measures.
Methodology:
In due course of data collection for covering the above stated objectives. An in-
depth study of the various book, manuals, forms, reports and other documents in order to
study and understand the functioning of the divisions.
In order to reduce the sampling bias and sampling error, the method appropriate to
this is taken i.e., stratified random sampling is adopted where by each level is treated as a
strata and sample would be drawn from the strata.
Source of data:
1. Primary data
2. Secondary data
Primary data:
Secondary data:
It is that data which is already available from,
a. Companies annual report
b. File and documents relating to employee welfare
c. Text books relating to labour welfare measures and job satisfaction.
Data collected from various sources are carefully computed, classified, tabulated,
analyzed an interpreted. The statistically technique used for analyzing the data collected
from the tabulated data would be analyzed with tables & charts wherever necessary, so as
to draw inferences based on which findings, suggestions and conclusions regarding
employee welfare measures and its impact on job satisfaction are arrived at.
The study is limited to only some of the levels in the organization; hence it may not
be universally applied to the organization as a whole.
Since the nature of the study and the complexity entails a greater depth in study for
which sufficient time was not available, time factor is also one of the limitations to
the study.
It is assumed that answers given by the employees are true and adequate; therefore
the study is a representative of the employees opinions.
CHAPTER - 5
The study has been on "A study on impact of Employee Welfare measures
towards job satisfaction of employees at KSEB. The data collected from the employees
using with scientific questionnaires. The primary data has been collected by way of
structured scientific questionnaire through focus interview technique from 60 employees
from 2 divisions in KSEB.
The various Employee welfare measures has been drawn from the factory act
1948, employee state insurance act 1948, employees provident fund act 1952 payment of
gratuity act 1972, workmen's compensation act 1923. While structuring the questionnaire
care was taken to see that the questions that were being framed were relevant to the
objectives of the study.
Questionnaires were designed to find out about welfare measures and also the
satisfaction level of the employee sin the organization, on the basis of the answers
collected from the employees, inferences were drawn to arrive at a final conclusions the
respondents have been selected from various department to get their general opinion of
the welfare measures offered by the organization.
From the above table it is observed that no respondents fall under below 25 years
category, 24 percent under 25-35 years category, 45 percent under the 35-45 years
It can be inferred that most of the employees fall in the group of 35-45 and 45
above. It is important to note that they from 45 percent of the employees are continuing
in the same organization for a number of years. Therefore the organization must ensure
that they are satisfied with all the welfare measures and must try to improve some of the
welfare measures with which the older employees are not satisfactory.
From the above table it is observed that 64 percent of the respondents are male 36
percent of the respondents are females.
From the above table it is observed that most of the respondents are graduates
who account for 38 percent, 23 percent of the respondents are undergraduates. 9 percent
of the respondents are postgraduates, 15 percent of the respondents are diploma holder, 0
percent have done other course.
Therefore it is inferred that all the respondents are literate. Analyzing the
qualification is essential because it helps us to find out if the employees are educated or
not. Therefore of the respondents are aware of the welfare measure.
80 Rest rooms
70
Drinking Water
60
Medical
50
40 Canteen
30
Urinals
20
Salary
10 Advance
0 Extra Payment
a b c d e f g
1. REST ROOMS:
a. Analysis
Table 2 shows that all employees interviewed for the study can be observed that the
respondents are not aware of rest room in the organization, respondents are also
dissatisfied.
b. Inferences:
a. It can be inferred that the organization has no rest room facility
Analysis
It is observed that most of the respondents state that drinking water facilities is
satisfied, 38 percent of the respondents state they are satisfied 24 percent of the
respondents state that drinking water facility is fair, 18 percent of the respondents
state they are dissatisfied and 16 percent of the respondents are absolutely
dissatisfied. All the respondents are aware of drinking water facility in the
organization.
Inferences:
a. Analysis
b. Inferences:
4. CANTEEN
Analysis
It is observed that 20 percent of the respondents are stated it is fair 26 percent
of the respondents are absolutely dissatisfied with the canteen facilities, 23
percent are dissatisfied and 30 percent of the respondents are not aware of the
canteen facilities.
Inferences.
It can be inferred that 30 percent of the respondents are not aware of canteen
facilities and majority of the respondents are dissatisfied this is because the
company do not have canteen facilty.
Analysis:
It is observed that most of the respondents are satisfied and they account for 37
percent, 22 percent of the respondents satisfied it to fair, 27 percent of the respondents
are dissatisfied, 8 percent of the respondents are absolutely dissatisfied and all the
respondents are aware of the sanitary conditions in the organization.
b. Inferences:
it is inferred that even though most of the employees are satisfied with the
sanitary condition: the management should take steps to maintain and improved
the sanitary condition so that the dissatisfied respondents are satisfied with regard
to cleanliness and hygiene of latrines.
6. Earned Leave:
a. Analysis:
It is observed that out of 100 percent, 41 percent of the employees are satisfied,
25 percent of the respondents are very satisfied, and 30 percent stated it to be fair
and only 2 percent of the respondents were dissatisfied which is an insignificant
figure. All the respondents are aware of earned leave and it is applicable to all the
respondents.
b. Inferences:
It is inferred that majority of the employees are satisfied with the earned leave
benefits
7. Casual leave:
Analysis:
It is observed that 50 percent of the respondents are satisfied with the casual
leave, 16 percent of the respondents say it is fair, 30 percent of the respondents
state they are very satisfied and another small percentage are dissatisfied. All the
respondents are aware of casual leave and it is applicable to the entire employee.
Inferences:
Overall it can be inferred that a majority of all respondents are satisfied with the
casual leave.
Graph
80 maternity leave
70
60
sick leave
50
40
30 physically
handicapped
20 allowance
10 medical
0 benefits
a b c d f g
1. Maternity Benefits:
A. Analysis:
From the above table, it is observed that 33 percent of the employees are satisfied
a small percentage of 9 percent state they are very satisfied 6 percent of the respondents
state it to be fair, an insignificant figure 5 percent state they are dissatisfied with the
maternity leave.
B. Inferences:
All the respondents men or women are aware of the maternity leave and it is not
applicable to 48 percent of the respondents since they are men therefore it is inferred
that majority of the women respondents are satisfied with the maternity leave
benefits.
2. Sick Leave:
a. Analysis:
It is observed that 73 percent of the respondents are satisfied with the sick leave
benefits, a small percentage of 4 percent state they are very satisfied 17 percent of the
respondents say it is fair and another the small percentage 6 percent are dissatisfied. All
the respondents are aware of the sick leave benefits and it is applicable to all employees
in KSEB.
b. Inferences:
Overall it can be inferred that a majority of the employees are satisfied
with the sick leave benefits.
Analysis
It is observed that 13 percent of the employees are very satisfied with the
physically handicapped allowances. A very small figure of 2 percent of the
respondents say that they are dissatisfied 72 percent of the respondents say it
is not applicable to them; this is because they do not fall in the physically
handicapped category.
Inferences
Therefore it can be inferred that among the physically handicapped employees
most of the respondents are satisfied.
4. Medical benefits:
a. Analysis:
It is observed that 62 percent of the respondents are satisfied i.e., most of the
employees are satisfied, 12 percent of the respondents state to be fair, and a small
figure of 3 percent of the respondents are dissatisfied and 2 percent of the
respondents are absolutely dissatisfied.
b. Analysis:
It is inferred that majority of the respondents are satisfied accounting to 74
percent of the respondents. However, the management must see the health of the
workers.
Table showing the satisfaction level of welfare measures covered under Employee
provident fund and miscellaneous provisions act.
Analysis:
It is observed that 42 percent of the employees respondents are satisfied,
34 percent of the respondents stated it to be fair,8 percent of the
respondent are very satisfied, where as 7 percent of the employees are
dissatisfied and 9 percent of the respondents are absolutely dissatisfied
with the employees provident fund scheme provided by KSEB.
Inferences:
All the employees are aware of the scheme and it is applicable to the entire
employee in the organization.
Graph showing the satisfaction level of welfare measures covered under Employee
50
45
40
35
very satisfied
30
satisfied
25
fair
20
dissatisfied
15
not applicable
10
5
0
1st Qtr 2nd Qtr 3rd Qtr 4th Qtr
a. Analysis:
From the above table, it is observed that 47 percent of the respondents are
stated it to be fair 30 percent
b. Inferences:
It is inferred that most of the employees i.e., 47 percent are stated it is as fair and satisfied
with the scheme.
60
very satisfied
50
satisfied
40
fair
30
dissatisfied
20
absolutely
10 dissatisfied
not aware
0
a b c d
From the above table it is observed that 21 percent of the respondents are stated it
to be fare, 48 percent of the respondents are satisfied and a small percentage around 5
percent of the respondents are very satisfied towards employees personal accident
scheme. 10 percent of the respondents are dissatisfied, 15 percent of the respondents are
absolutely dissatisfied.
Inferences:
It is inferred that majority of the employee are satisfied with personal accident
scheme because there is no deduction from their salary it is the organization that
contributes towards the individuals.
Analysis:
From the above table it is observed that 14 percent of the respondents are stated it
to be fare, 54 percent of the respondents are satisfied, 16 percent of the respondents are
very satisfied with the employees death relief fund scheme. 9 percent of the respondents
are dissatisfied and 7percent are absolutely dissatisfied.
Inference:
Graph
50
45 vehicle
advance
40
family planning
35 incentive
30 house building
25 advance
20 educatio
allowance
15
newspaper
10
allowance
5 3-D Column 6
0
a b c d e f
Analysis:
From the above table it is observed that 6 percent of the respondent are fair, 8
percent of the respondent are satisfied 13 percent are dissatisfied and 32 percent of the
respondent absolutely dissatisfied 33 percent of the employee are not aware of this
scheme.
Inferences:
It inferred that majority of the respondents are dissatisfied this is mainly because
the organization does not give the housing loans to its employees from its own funds.
2. Education Allowance:
Analysis
From the above table states that 32 percent of the respondents state they are
satisfied 28 percent are to be fair small percentage of 8 percent of the respondents are
very satisfied, 17 percent of the respondents are dissatisfied 9 percent of the respondents
are absolutely dissatisfied and 6 percent are not aware of education allowance.
Inferences:
Education allowances is Rs. 250 pm to all the employees including staff and
management category inferred that majority of the respondent i.e. 40 percent are satisfied
with education allowance.
3. News paper allowances:
Analysis
From the above table it is observed that 33% of the respondents are satisfied, 3%
of the respondents are very satisfied, 29% of the respondents stae it to be fair, 12% of the
respondents are dissatisfied, 10% of the respondents are absolutely dissatisfied, 9% of the
respondents are not aware of the paper allowances and 4% of the respondents are stated
that it not applicable to them.
Inferences
It is inferred that majority of the employee i.e. 36% of the employee are satisfied
with the newspaper allowances.
4. Conveyance allowances:
Analysis
Inferences
The above analysis shows that though the employees are satisfied with
conveyance allowances, a close percentage of them are dissatisfied with the conveyance
allowance. Most of them have asked for an increase in the conveyance allowance.
How do you rate the comfort and convenience at the work place? Showing
satisfaction level with regard to Comfort and convenience at work place
7. Table showing satisfaction level of comfort and convenience at the work place.
GRAPH
Graph showing satisfaction level of comfort and convenience at the work place
70
60
50
40 satisfied
dissatisfied
30 nor aware
20 not applicable
10
0
a b
Analysis:
An Observation of the above table states that of percent of the respondents are
satisfied with the comfort and convenience at the work place.
Inferences:
Do you think absenteeism and labor turnover could be reduced if better welfare
measures are provided by KSEB ?
Graph
90
80
70
60
50
Yes
40
No
30
20
10
0
No. Of Responent Percentage
Analysis
From the above table it is observed that 88 percent of the respondents feel that the
absenteeism and employee turnover could be reduced if, better welfare measure is
provided by KSEB. Another 12 percent of the respondents feel that if better welfare
measures can never reduce labour turnover and absenteeism.
Inferences
It is inferred the majority of the employees feel that if welfare measures are
provided. Absenteeism and labour turnover can be reduced.
1. How would you rate the relationship with the supervisors and to the
workers?
GRAPH
Graph showing satisfaction levels with respect the relationship with Supervisors and
co-workers.
60
50 very satisfied
40
satisfied
30
dissatisfied
20
10 absolutely
dissatisfied
0
No of Responent Percentage
Inference:
Analysis:
10 percent of the respondent stated that they are very satisfied with their
supervisors and workers, 10 percent of the respondent dissatisfied with supervisor and
worker and 10 percent of the employee are absolutely dissatisfied. Where as 54% of
employees are satisfied with their relationship with the supervisory.
How would you rate the overall employee measures and benefits
provided by the company?
60
50
very satisfied
40
satisfied
30
20 dissatisfied
10 absolutely
dissatisfied
0
No of Percentage
Responent
From the above table, it is observed that 70 percent of respondent rate the overall welfare
measure to be satisfactory. 18 percent of the respondents are very satisfied, the while 12
percent of the respondents are dissatisfied. Therefore it can be concluded that most of the
employees re satisfied with the overall welfare measures provided by the KSEB.
CHAPTER - 6
Findings
The study was conducted at KSEB to make analysis the impact of employee welfare
measures on Job Satisfaction which involved the study on statutory and non statutory
welfare measures provided by the company and other information pertaining to job
satisfaction or this a Questionnaire was administered to the respondents comprising are
60 employees of the company. The data was also collected was tabulated and analyzed
on evaluation of the primary data collected from the respondents.
Many respondents are under the age group of 35 -45 and 54 above.
Respondents have stated that there is no proper restroom facility and canteen facilities
in the company
Majority of the female respondents are not satisfied about the restroom and sanitary
condition in the company.
30% of respondents are not satisfied with the conveyance allowance provided by the
company.
More than 70% of respondents have stated that welfare measures in KSEB are
satisfactory.
Majority of respondents have stated that there is no welfare officer to solve the
employee problems.
54% of respondent have stated that they are satisfied with the relationship between
their superiors and workers while 10% of respondents are dissatisfied.
Majority of the respondents are satisfied with the overall welfare measures provided
by KSEB
Recommendations
The study reveals that there is a positive relationship between the levels of satisfaction
and the implementation of various employee welfare measures, which should be properly
implemented to improved so that they may increase job satisfaction, which in turn may
help increase productivity. An employee can be happy with his employment only when
he has job satisfaction; employee welfare ensures health safety, comfort and efficiency of
the workers, in turn to have a positive impact on job satisfaction and productivity in the
organization.
2. Company can provide restroom for each individual department for both male and
female employees.
3. Company can arrange for drinking water facilities in each floor as each floor
contains a separate department..
4. Allowance provided to the employees can be based on their performance rather
than their experience.
5. Company can have a recreation club for employees to increase their interaction
between various departments.
6. Company must set up a reading room or library for employees to make use of
their leisure time.
7. Company can think about more on job training programmes to update their
employee’s knowledge.
8. Provision for doormat and foot mat wherever necessary in all department.
9. Company can appoint welfare officer to solve all their employee problems.
Conclusions:
The analysis of the primary data and secondary data has helped to evaluate
whether the welfare measures covered under the statutory and non-statutory welfare
measures have an impact on job satisfaction. Where of satisfaction is one of the important
factors, which affect not only efficiency and productivity but also job behavior as
absenteeism, labor turnover and accidents.
The prime objective of the study was to study the existing welfare measures,
exists of awareness and implementation of employee welfare measures and the level of
job satisfaction among employees and, the ways through which welfare measures can be
improve the level of job satisfaction.
From the survey conducted we can conclude that most of the workers are satisfied
with the welfare facilities encourage them to improve their performance and encourage
them to improve their performance and concentrate on their work better.
At present the facilities rendered to the employees are to average quality and
needs to be improved the company provides good non-statutory benefits the employees.
SAMPLE QUESTIONAIRE
Questionaire for Critical Analysis of a welfare measures of Kerela state electricity board.
1. PERSONAL DETAILS :
A. Name : ……………………………………………..
B. Age :
21-29 ( )
30-39 ( )
40-49 ( )
50- above ( )
C. Designation : ………………………………………
D. Years of service :
1 to 5 years ( )
1 to 10 years ( )
10 to 15 years ( )
15 to 20 years ( )
20 years n above ( )
E. Qualification :
Undergraduate
Graduate
Postgraduate
Others
2. QUESTIONS :
1. very satisfied
2. satisfied
3. fair
4. dissatisfied
5. absolutely dissatisfied
6. not aware
B Welfare measures under Employee State Insurance Act 1948.
Maternity leave
Sick leave
Physically handicapped allowance
Medical benefits
C. Welfare measures under Employee Provident scheme.
Employee providend scheme ( )
Employee family pension scheme ( )
A. What do you think about the following welfare measures provided to you at KSEB ?
Vehicle benefits
Family planning
House building allowances
Education allowances
A. How do you rate the comfort and conveniences at the work place ?
Satisfied ( )
Dissatisfied ( )
Not aware ( )
Not applicable ( )
B. Do you think absenteeism and turnover can be reduced if better welfare measures
provided in KSEB.
B. How would you rate the overall welfare measures and benefits provide in KSEB.
VERY SATISFIED ( )
SATISFIED ( )
DISSATISFIED ( )
ABSOLUTELY DISSATISFIED ( )
THANK YOU
BIBLIOGRAPHY