DEFINITION OF EMPLOYEE WELFARE The ILO (International Labour Organization) defined, welfare as a term which is understood to include such

services and amenities as may be established in or the vicinity of undertaking to perform their work in healthy, congenial surrounding and to provide them with amenities conductive to good health and high morale. According to Arthur james Todd, welfare as anything done for the comfort or improvement and social of the employees over and above the wages paid, which is not a necessity of the industry. MEANING OF EMPLOYEE WELFARE Employee welfare means, such services, facilities and amenities such as canteens, rest and recreation facilities, arrangement for travel to and for the accommodation of workers employed at a distance from their home, and such other services, amenities and facilities including social security measures as contribute to improve the condition under which workers are employed. CONCEPT OF EMPLOYEE WELFARE Employee welfare may be viewed as a total concept, as a social concept and a relative concept. The total concept is a desirable state of existence involving the physical, mental, moral and emotional well-being. The social concept of welfare implies, of man, his family and his community. The relative concept of welfare implies that welfare is relative in time and place. Employee welfare implies the setting up of minimum desirable standards and the provision of facilities like health, food, clothing housing, medical allowance, education, insurance, job security, such as to safeguard his health and protect him against occupational hazards. The worker should also be equipped with necessary training and a certain level of general education. WORKERS EDUCATION Reading room, circulating library, visual education; literary classes, adult education, social education; daily news review; factory news bulletin; cooperation with workers in education services. Welfare facilities may also be categorized as (a) intra-mural and (b) extra-mural. INTRA-MURAL FACILITIES Intra-mural activities consist of facilities provided within the factories and include medical facilities, compensation for accidents, provision of safety measures, activities relating to improving of employment, and the like. EXTRA-MURAL FACILITIES Extra-mural activities cover the services and facilities provided outside the factory such as housing accommodation, indoor and outdoor recreational facilities, amusement and sports, educational facilities for adults and children and the like.

It may be stated that the welfare activities may be provided by the employer, the government, nongovernment organizations and the trade unions. What employers provided will be stated later, the activities undertaken by other agencies are mentioned here. WELFARE FACILITIES BY THE GOVERNMENT With a view to making it mandatory for employers, to provide certain welfare for their employees, the government of India has enacted several laws from time. These laws are the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the bid and cigar workers (conditions of employment) act 1966; and the contract labour (regulation and abolition) act, 1970. another significant step taken by the central government has been established in coal ,mica, iron-ore, limestone and dolomite mines. The welfare activities covered by these funds include housing, medical, educational and recreational facilities for employees and their dependents. WELFARE ACTIVITIES BY THE TRADE UNION Labour union have contributed their share for the betterment of the employees. Mention may be made here of the textile labour association of headband and the railway mens union and the mazdoor sabha of kanpur, which have rendered invaluable services in the field of labour welfare. The welfare activities of the textile labour association. Ahmedabad,are worth nothing. WELFARE WORK BY VOLUNTARY AGENCIES Many voluntary social-service agencies have been doing useful labour-welfare work. Mention may be made of the Bombay social service league, the seva sadan society, the maternity and infant welfare association, the YMCA, the depressed classes mission society and the womens institute of Bengal. The welfare activities of these organization of recreation and sports for the working class.

LITERATURE SURVEY
Origin of Labour Welfare Activities The origin of welfare work in India may be traced from the First World War of 1914-1918. Since the First World War, it has been expanding steadily, mostly on voluntary basis. The economic depression also did much to temper the interest, which the war had kindled. The governments as well as industrialist 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 moral pressure brought to bear on them by the work of the International Labour Organization. The Second World War received and strengthened welfare movement, and the benefits resulting from a proper regard for the healthy and well being of the employees were gradually recognized, and employers co-operated 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 the standards set up in other countries, it has come to stay and is bound to make rapid progress in the years to come, especially when the Indian republic is wedded to the ideal of a Welfare State and a socialist pattern of the society. REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES 1) EMPLOYEE WELFARE By Regina bare Employee welfare program is based on the management policy which is aimed shaping perfect employees. There fore the concept of employee welfare includes to aspects namely physical &mental welfare. 1. applications of merit system or work performance system as the basis for employee rewarding. 2. providing the retired employees with the old age allowance. 3. employee insurance program to provide the employee with better security. 4. improvement in health security for the employees and their families so that they can work confidently and productively. 2) EMPLOYEES WELFARE MEASURES By Ann Davis, Lucy Gibson Describes a process through which organizations might seek to implement interventions relating to employee wellbeing. Emphasizes the importance of a comprehensive needs assessment both in obtaining the breadth of information needed to design appropriate interventions and also in providing baseline information against which to evaluate programme effectiveness. Discusses factors which influence the type of intervention appropriate for a particular situation and highlights their design implications. Finally, provides guidance on programme implementation and evaluation, and discusses some of the advantages and disadvantages of different approaches to tertiary welfare provision.

3) EMERALD GROUP PUBLISHING LIMITED By J. Bruce Prince Purpose The employee selection process has generally focused on the near-term performance potential of internal candidates in filling vacant positions. This research addresses the potential influence of adding a career development emphasis to the employee transfer decision process. In a career-focused transfer process the applicants' individual career development needs and growth opportunities are a key basis for internal selection decisions.

STATEMENT OF THE PROBLEM The study and analysis of the Employee Welfare facilities provided and the level of satisfaction of employees towards the existing welfare facilities used in chemical industry.

OBJECTIVES OF THE STUDY

To study the various statutory and non-statutory welfare facilities provided by the organization.Awareness among employees w.r.t the welfare facilities provided. To know the employees expectations about the welfare facilities. SCOPE OF THE STUDY The study is concerned with the analysis of employee welfare facilities. It will facilitate the management to review its present facilities and adopt further modification. MAIN OBJECTIVES OF THE STUDY IS: To increase the standard of living of the. Working class: The labourer is more prone to exploitation from the capitalists if there is no standardized way of looking after their welfare. To make the management feel the employees are satisfied about the work and working conditions.

THE OTHER OBJECTIVES OF THE STUDY ARE: To recognize human values Every person has his own personality and needs to be recognized and developed. To show up their positive mind in the work: Positive mind refers to the development of ones attitudes. This is to change the negative attitude into positive. To increase the bargaining power of the employees: Bargaining means to systematically extract something from the opponent. The better bargaining power, the better influence on the opponent. Labour welfare measures like formation of works committee, workers participation, Trade Union, etc., will surely help them to have better bargaining power.

RESEARCH METHODOLIGY: The term research methodology denotes the techniques and methods that are adopted for undertaking any research study. The instrument used was self structured questionnaire. Sample Size: 100. METHOD OF STUDY: After the general observation of personnel department the topic chosen was employee welfare. The primary data was collected from HR officer. The main objective is to study what is real employee welfare and work place. Secondary data was collected from annual reports of the company. COVERAGE OF THE STUDY: The present study was restricted to only from chemical industry . The included permanent workers, contract workers and staff members. SOURCE OF RESEARCH DATA: There are mainly two through which the data required for the research is collected. PRIMARY DATA: Primary data are the data collected to solve problem at hand In this study through paper the primary data is collected from hr officer and from workers. The information was collected through structured questionnaire. SECONDARY DATA: Secondary data are data that were developed for some purpose other than helping to solve the problems at hand. In this study secondary data was collected through the annual report and through interest Research DESIGN A research design is the arrangement of conditions for collection and analysis of data. Actually, it is the blue print of research project. The research design can be divided following: A. Exploratory Research B. Conclusive Research I. Descriptive Research a. Survey Method b. Questionnaire Method II. Experimentation

Research design is the specification of procedures for collecting and analyzing the data necessary to help, identify or answer to a problem. If the research is concerned with findings out who, what, where, when, or how much, then the study is kind of descriptive (cooper and Schindler, 2008).So here is been a Descriptive research type of research design applied for the Study on employee welfare. DATA COLLECTION Source of Data: Sound marketing research depends upon the existence facts or directly related to problem studied. To fulfil an aforesaid objective of study, the information gathered from the primary as well as secondary sources. A. Primary Source Information: I. Method of obtaining data: Questionnaire II. Communication method: survey III. Research Environment: field study B. Secondary Source Information: Internal: Company internal information External: Books, magazines journals SAMPLE PLAN

I. II.

Sampled Population: company staff (employee) Sample Size: 100 Sampling decision: Convenience Sampling As its name implies convenience sampling refers to the collection of information from members of the population who are conveniently available to provide it.

Data analysis: 1) Graphical analysis 2) Percentage analysis Sampling Area: Different employees from chemical industry in Dahej, Ankleshwar, Gujarat (India) SCOPE OF STUDY The scope of our study restricts itself from certain area of chemical industry employee welfare under certain criteria; it may be possible the criteria decided may not be sufficient to conclude. Apart from this the study is restricted to surveying advisors from certain area of Bharuch Ankleshwar dahej only.