SUMMER TRANING REPORT

at

Prabh Dayal Om Parkash Infrastructure pvt. Ltd.

“A Study On satisfaction of Employee welfare practice”

Submitted to

In the partial fulfillment of requirements for the award of degree of

Bachelor of Business Administration
Session[2016-18]

Under Guidance: - Submitted by: Antil Rohit

Ravinder kumar Registration no.:- 1617460029
University roll no.:-

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 DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

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 DECLARATION

I Rohit Antil student of BBA 5th SEM. of Hindu college, Sonipat (M.D.U Rohtak), hereby
declare that the report entitled “A study on Satisfaction of Employee Welfare Practices” is an
original research work and same has not been submitted to any other institute for the award of
other degree. The feasible suggestion has been duly incorporated in consultation with supervisor.
I solely responsible for all the work done in this report me. All the work done in the report is
original and there is no report submitted similar to this report.

Signature of Candidate

Reg. no:-1617460029

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 Acknowledgement

I wish to express my gratitude to the management of PRBHA DAYAL OM PARKASH

INFRASTRUCTURE PVT.LTD. for giving me an opportunity to be a part of their esteem
organization and enhance my knowledge by granting permission to do my summer training
project under their guidance.

I thank all those who lent their support to this project. They helped me handle this project well
and gave me invaluable inputs and suggestions, which made my life and work enjoyable and
manageable.

My project guide always found time for me even when extremely busy and helped me
understand the various Welfare policies being followed by Company.

Finally I deeply express my sincere gratitude to my mentor Ms. Yogita Girdhar, for her valuable
advice, contribution of time, efforts, support and motivation that enabled the completion of the
project.

In all it was really good learning process for me to work in this organization as it has given me a
lot of confidence to look forward in future.

I cannot forget the support and help that I have received from my family, professors and
colleagues, their attitude and work ethic has taught me a lot.

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 EXECUTIVE SUMMARY

The factories Act, 1948 lays stress on improved working conditions for the workers employed in
recognized industries. This Act implies providing better working conditions, such as proper
lighting, heat control, cleanliness, low noise level, toilet and drinking facilities, etc.,

In Welfare measures like Canteen, Education, Medical, Service dress, Township, Monet,
Motivational Scheme like incentive scheme for Nonexecutives scheme, and executives scheme,
Market Executive Reward scheme, Nehru award, Jawahar award, good work scheme, Suggestion
scheme, Incentive for higher studies. Company also provide Advances like Festival Advance,
Vehicle advance and House building advance etc.

In this project, an attempt has been made to study the Welfare Measures available for employees
in company.

The research has been conducted with the following objectives:

 To analyze the employee’s view on the provided welfare measures.

 To find out the ways to improve the welfare measures.
 To give suggestions and recommendation for the promotion of welfare measures.

In order to study the objective, the data have been collected through Primary survey by
administrating a detailed questionnaire to section of the employees selected at random. The
sample size is 50 and is collected randomly. The simple percentage analysis is used to know the
satisfaction level of the employees regarding welfare measures. It is observed that overall the
workers are satisfied with the facilities.

Suggestions were made based on the findings. The existing facilities such as First aid, Night duty
allowances, Restroom, Funeral expenses can be improved for further satisfaction of workers.

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 Table of the contents

1 AIM& ESTABILISMENT OF THE COMPANY…………………………………7

1.1 Establishment of Company………………………………………………..9

1.2 Introduction of the Company………………………………………………10
1.3 Types of Product…………………………………………………………...13

2 INTRODUCTION TO THE STUDY……………………………………….. ...... .15

2.1 About concept of the Project……………………………………………………

2.2 SIGNIFICANCE OF THE STUDY ......................................................................... 19

2.3 REVIEW OF EXISTING LITERATURE ................................................................. 20
2.4 CONCEPTUALIZATION..................................................................................... 23
2.5 FOCUS OF THE PROBLEM ................................................................................ 30
3 INTRODUCTION TO THE PROJECT………………………………………

3.1 Objective of the study………………………………………………………………...31

3.2 Hypotheses……………………………………………………………………………32

3.3 Limitation of the study………………………………………………………………..

4 RESEARCH METHODOLOGY………………………………….......................53

4.1 RESEARCH DESIGN ......................................................................................... 54

4.2 UNIVERSE & SURVEY POPULATION................................................................. 54
4.3 SAMPLE ......................................................................................................... 56
4.4 COLLECTION OF DATA.................................................................................... 58
4.5 ANALYSIS PATTERN ....................................................................................... 58

5 DATA ANALYSIS & INTERPRETATION ........................................................ 59

6 Finding...........................................................................................................................

7 CONCLUSION ..................................................................................................... 72

8 SUGGESTIONS & RECOMMENDATIONS ..................................................... 74

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9 BIBLIOGRAPHY .................... ……………………………………………………76

10 ANNEXURE ......................................................................................................... 78

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 CHAPTER-1

Aim & Establishment of the Company

 Establishment of the company

 Introduction of the company(company profile)
 Types of products

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 Prabh Dayal Om
Parkash Infrastructure
Private Limited

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 AIM & ESTABILISHMENT OF THE COMPANY

1.1 EASTABILISHMENT OF THE COMPANY

Established in 1989 at New Delhi, (Delhi, India), we “Prabh Dayal Om Parkash

Infrastructure Pvt. Ltd.” are a “Private Limited Firm”, engaged in manufacturing a high
quality assortment Display Bins, Industrial Bins, Trolley Bin, Roadside Bins, Stainless Steel
Bin, Rickshaw Bins, Road Barrier, Industrial Pallets, etc. Under the guidance of our
mentor “Ravinder Singh (Coordinator)”, we are able to fulfill exact demands of our precious
clients. We are an ISO 9001:2008 Certified company.

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 COMPANY PROFILE
INTRUCTION

Name of Company PRABH DAYAL OM PARKASH INFRASTURE

PVT. LTD.

Kind of Business MANUFACTURE

Address KHASRA NO 1976-1977, VILLAGE JATOLA,

TEHSIL KHARKHODA, DISTT. SONIPAT
(HARYANA)

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 City Sonipat

State Haryana

Products RICKSHAW BINS

ROAD BARRIER
INDUSTRIAL BINS

TRALLEY BIN

TRAFFIC SAFETY EQUIPMENT

ROAD REFLECTOR

PARKING BARRIER etc.

FACTSHEET

Basic Information

Nature of Business Manufacturer

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 Company CEO Ravinder Singh

Total Number of Employees 101 to 500 People

Year of Establishment 1989

Legal Status of Firm Private Limited Company

Annual Turnover Rs. 100 - 500 Crore

Company USP

 Experienced R & D

Department

 Large Product Line

 Good Financial
Primary Competitive Advantage
Position & TQM

 Large Production

Capacity

Quality Measures / Testing Facilities Yes

Statutory Profile

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 Banker ALLAHABAD BANK

U45400DL2008PTC
CIN No.
183821

GST No. 07AAECP9009K1Z5

Packaging/Payment and Shipment Details

 Cash
 Credit Card
 Cheque
Payment Mode  DD
 Online

Shipment Mode By Road

1.3 TYPES OF PRODUCT

1. Rickshaw bins

2. Road barrier

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3. Industrial bins

4. Traley bin

5. Traffic safety equipment

6. Road reflector

7. Parking barrier

8. Speed breaker

8.1 Plastic speed breaker

8.2 Rubber speed breaker

8.3 PVC speed breaker

Rickshaw Bin

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Road Barrier

Tralley Bin

Roadside Bins

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 Chapter-2

Introduction to the study

2.1 About concept of the project

2.2 Significance of the study

2.3 Review of existing literature

2.4 Conceptualization

2.5 Focus of the problem

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 Introduction of the study
The success of an organization depends not on materials, machines and equipment but on the
efficiency of the personnel who are to put in their best efforts for an efficient performance at
their job. The importance of human factor in industries lies in the fact that it has an unlimited
potential for investments. It is the only resource, which is able to produce an output greater than
its inputs. However, human resource is the most complex and unpredictable because of its
individuality. Human resource management is also known as personnel management, labor
management, manpower management etc.

Prof. E.F.L. Breech defined the term ‘personnel Management’ in the following words ‘personnel
Management is the part of management progress which is primarily concerned with the human
constitution of an organization”.

Employee welfare is the efforts to make life worth living for workmen. These efforts have their
origin either in some statute formed by the state or in some local custom or in collective
agreement or in the employer’s own initiative.

Welfare measures are implemented in an organization for following reasons:

 To give expression to philanthropic and paternalistic feelings.

 To win over employee’s loyalty and increase their morale.

 To combat trade unionism and socialist ideas.

 To develop efficiency and productivity among workers.

 To save oneself from heavy taxes on surplus profits.

 To earn goodwill and enhance public image.

 To reduce the threat of further government intervention.

“Employee welfare is a comprehensive term including various services, benefits and facilities
offered to employees & by the employers. Through such generous fringe benefits the employer
makes life worth living for employees.”

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Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. The welfare measures need not
be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of
working conditions, creation of industrial harmony through infrastructure for health, industrial
relations and insurance against disease, accident and unemployment for the workers and their
families.

Employee welfare entails all those activities of employer which are directed towards providing
the employees with certain facilities and services in addition to wages or salaries.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make their
work life better and also to raise their standard of living.

The important benefits of welfare measures can be summarized as follows:

1. They provide better physical and mental health to workers and thus promote a healthy
work environment
2. Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers’ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.
3. Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
4. Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
5. The social evils prevalent among the labors such as substance abuse, etc are reduced to a
greater extent by the welfare policies.
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.

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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.

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2.1 About concept of the project

Human Resource Management is one of the most complex and challenging fields of
management. It deals with the 'People Dimension' in management. Human Resources play a very
important role in the development of the business. They constitute the organization at all levels
and are regarded as a dynamic factor of production. Employee is considered as a very dominant
factor of production for increasing productivity. In order to get best results from the employees,
management must be aware of what employees expect from their employees. It is for the
management to see that the workers get economic, social and individual satisfaction, employee
welfare activities are undertaken.

The concept of ' employee welfare ' is flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, the general economic
development of the people and political ideologies prevailing at a particular time, it is also
molded according to the age - group, sex, socio - cultural background, marital and economic
status and educational level of the workers in various industries.

Definition:

“Employee welfare has been defined in various ways, though unfortunately no single definition
has found universal acceptance. The Oxford Dictionary defines labor welfare as “efforts to make
life worth living for worker”

Chamber’s Dictionary defines welfare as “a state of faring or doing well; freedom from calamity,
enjoyment of health, prosperity.”

The ILO report refers to labor welfare as “such services, facilities, and amenities, which may be
established in, or in the vicinity of undertakings to enable persons employed therein to perform
their work in healthy and congenial surroundings and provided with amenities conducive to
good health and high morale”. Employee welfare entails all those activities of employer which
are directed towards providing the employees with certain facilities and services in addition to
wages or salaries.

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Employee welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied

3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.

The basic features of employee welfare measures are as follows:

1. Employee welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status.

2. Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining

3. Employee welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government, employees or by

any social or charitable agency.

5. The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make their
work life better and also to raise their standard of living. The important benefits of welfare
measures can be summarized as follows:

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  They provide better physical and mental health to workers and thus promote a healthy
work environment

 Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers’ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.

 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.

 Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater
extent by the welfare policies.

Theories of Employee Welfare

The form of labor welfare activities is flexible, elastic and differs from time to time, region to
region, industry to industry and country to country depending upon the value system, level of
education, social customs, and degree of industrialization and general standard of the socio-
economic development of the nation. Seven theories constituting the conceptual frame work of
employee welfare activities are the following:

 The Trusteeship Theory

This is also called the Paternalistic Theory of Employee Welfare. According to this the
industrialist or employer holds the total industrial estate, properties, and profits accruing from
them in a trust. In other words, the employer should hold the industrial assets for himself, for the
benefit of his workers, and also for society. The main emphasis of this theory is that employers
should provide funds on an ongoing basis for the well-being of their employees.

 The Public Relation Theory

This theory provides the basis for an atmosphere of goodwill between employee and
management, and also between management and the public, employee welfare programmers

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under this theory, work as a sort of an advertisement and help an organization to project its good
image and build up and promote good and healthy public relations.

Principles for successful implementation of welfare activities

The success of welfare activities depends on the approach which has been taken into account in
providing such activities to the employees. Welfare policy should be guided by idealistic morale
and human value. Every effort should be made to give workers/ employees some voice in the
choice of welfare activities so long as it does not amount to dictation from workers.

There are employers who consider all employee welfare activities as distasteful legal liability.
There are workers who look upon welfare activities in terms of their inherent right. Both parties
have to accept welfare as activities of mutual concern.

 Adequacy of Wages
Employee welfare measures cannot be a substitute for wages. Workers have a right to adequate
wages. But high wage rates alone cannot create healthy atmosphere, nor bring about a sense of
commitment on the parts of workers. A combination of social welfare, emotional welfare and
economic welfare together would achieve good results.

Social Liability of Industry: Industry, according to this principle, has an obligation or duty
towards its employees to look after their welfare. The constitution of India also emphasizes this
aspect of employee welfare.

 Impact on Efficiency
This plays an important role in welfare services, and is based on the relationship between welfare
and efficiency, though it is difficult to measure this relationship. Programmes for housing,
education and training, the provision of balanced diet and family planning measures are some of
the important programmers of employee welfare which increases the efficiency of the workers,
especially in underdeveloped or developing countries.

 Increase in Personality

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The development of the human personality is given here as the goal of industrial welfare which,
according to this principle, should counteract the baneful effects of the industrial system.
Therefore, it is necessary to implement employee welfare services. Both inside and outside the
factory, that is, provide intra-mural and extra-mural employee welfare services, throughout the
hierarchy of an organization. Employees at all levels must accept

 Co-ordination or Integration
This plays an important role in the success of welfare services. From this angle, a co-ordinate
approach will promote a healthy development of the worker in his work, home and community.
This is essential for the sake of harmony and continuity in employee welfare services.

 Democratic Values
The co-operation of the worker is the basis of this principle. Consultation with, and the
agreement of workers in, the formulation and implementation of employee welfare services are
very necessary for their success. This principle is based on the assumption that the worker is "a
mature and rational individual." Industrial democracy is the driving force here. Workers also
develop a sense of pride when they are made to feel that employee welfare programmes are
created by them and for them.

HEALTH

 Importance of Health
The trite saying ‘Health is Wealth’ explains the importance of health. The health results
in high rate of absenteeism and turnover, industrial discontent and indispline, poor
performance and low productivity and more accidents. On the country, the natural
consequences of good health are reduction in the rate of absenteeism and turnover,
accidents and occupational disease. Beside, employee health also provides other benefits
such as reduced spoilage, improved morale of employee, increased productivity of
employee and also longer working period of an employee, which of course, cannot be
easily measured.

In long and short, employee health is important because it helps:

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  Maintain and improvement the employee performance both quantitatively and
qualitatively.
 Reduced employee absenteeism and turnover
 Minimize industrial unrest and indiscipline
 Improve employee morale and motivation

Occupational health services should be established in or near a place of employment for

the purpose of:

 Protecting the workers against any health hazard arising out of work or
Conditions in which it is carried on

 Contributing towards worker’s physical and mental adjustment and

 Contributing to establishment and maintenance of the highest possible degree of
Physical and mental well-being.

Occupational hazards and diseases

Employee in certain industries are exposed to retain hazards and disease. Occupational
hazards classified into following categories:

Occupational Diseases

Working condition prevalent in industries causes occupational diseases.

 Preventive Measures

The preventive measures to protect employee against occupational health hazards may include:

 Pre-employment medical examination.

 Periodic post employment medical examination.
 Removal of hazardous condition the extent possible
 Emergency treatment in case of accidents.
 Education of workers in health and hygiene.
 Training in first-aid to workers.

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  Proper factory layout and illumination.
 Proper effluent disposal treatment plants.
 Proper scheduling of the work and adequate rest.

 Curative Measures
 The curative measures include the following:
 Adequate and timely medical treatment
 Allowing the employee adequate period of convalescing and recuperating.
 Availing the needed best medical treatment facilities from outside hospitals.

 Statutory provisions concerning health

The factories Act.1948 insist that the following provisions must be made in Industrial
establishment for safeguarding employee-health:

1) Cleanliness

2) Disposal of wastes and Effluents

3) Ventilation and temperature

4) Dust and fumes

5) Lighting

6) Drinking water

 Accidents
What is an accident?

The ever increasing mechanization, electrification, Chemicalisation and sophistication have

made industrial jobs more and more complex and interact. This has led to increasing dangers to
human life in industries through accidents and injuries.

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An accident is an unplanned and uncontrolled event in which an action or reaction of an object, a
substance, a, person result in personal injury or material damage.

According to the factories Act 1948, it is “an occurrence in industrial establishment causing
bodily injury to a person which makes him unfit to resume his duties in the next 48 hours”.

Types of Accidents:

Accidents may be of different types depending upon the severity, durability, and degree of the
injury. An accident causing death or permanent or prolonged

Disability to the injured employee is called ‘major’ accident cut that does not redder the
employee disabled is termed as ‘minor’ accident

Causes for industrial accidents:

Unsafe conditions (or situational factors):

 Job itself
 Work schedules
 Psychological conditions
 Machinery and equipment

Unsafe Acts (or individual Factors) :

 Operating without authority

 Failure to use safety devices
 Careless throwing of materials on floor
 Operating at unsafe speed
 Using unsafe equipment
Theoretical background

 Removing or disconnecting safety devices

 Lifting things improperly

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  Taking unsafe positions under suspended loads
 Using unsafe procedure in loading and unloading
 Cleaning, oiling, repairing or adjusting moving machines
 Teasing, quarreling, day-dreaming or horseplay.
 Personality and behavior, which make some, people more accident prone

Miscellaneous causes:

young untrained and inexperienced workers cause more accidents than old, trained and
experienced workers. Alcoholic and Drug addicted workers are more accident-prone. Workers
having disturbed family life are likely to cause more accidents due to stress.

Need of Safety:

An accident free plant enjoys benefits such as substantial savings in costs, increased .
Productivity, moral and legal grounds.

Direct costs

Direct cost are such as compensation payable, medical expenses incurred. If the victim is
uninsured, compensation and medical expenses are the responsibility of management.

Indirect costs

indirect costs include loss on account of downtime of operators, slowed production rate
of other workers, materials spoiled and labor for cleaning and damages to equipment.

A safety plant, by avoiding accidents eliminates these direct and indirect costs

Increased productivity

Safety plants are efficient plants. To a large extent, safety promotes productivity. Employees in
safe plants can devote more time to improving the quality and quantity of output and
spend less time worrying about their safety and well being.

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Moral

Safety is important on human rounds too. An employee is a worker in the factory and the
breadwinner for his/her family. So, mangers must undertake accident prevention measures
to minimize the pain and suffering the injured worker and his/her family are exposed to
as a result of accident.

Legal

The maintenance of safety in the factory premises is a legal requirement for the
industry. There are laws and acts for ensuring safety measures in the factory and
imposing penalties for non-compliance have become quite server. The responsibility
extends to the safety and health of the surrounding community, too.

Finally, financial losses, which accompany accidents, can be avoided if the plant is
accident free.

Responsibility of safety

Safety is primarily the responsibility of the management. This responsibility should rest on
the shoulders on the all cadres of management, such as plant manager, production
manager, chief engineer, personal manger, maintenance engineer, individual foreman,
safety officer.

Measures ensure industrial safety

The main steps that can be taken to ensure safety and security of employees are as
follows:

1. Safety Programmed

Safety Programmed deals with the prevention of accidents and with minimizing the
resulting loss and damage to persons and property. The most important function of safety

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programmed is to identify potential hazards, provide effective safety facilities and
equipment and to take prompt remedial action. This is possible only if there are:

 Comprehensive and effective system for reporting all accidents causing damage or
injury. Adequate accident records and statistics
 Systematic procedures for carrying out safety checks, inspections and investigations
 Methods of ensuring that safety equipment is maintained and used.
 Proper means available for persuading mangers, supervisors and workers to pay
more attention to safety matters.

2. Safety Policy

The top management should determine the safety policies of the organization and it
must be continuously involved in monitoring safety performance and in ensuring that
corrective action is taken when necessary.

3. Organization for Safety

A safety director and a safety committee be set up by an organization. The management

and the supervision must be made fully accountable for safety performance in the
working areas they control.

4. Safety Engineering

Safety engineering helps to minimize unsafe conditions. Full attention should be paid to
safety in the layout, design and installation of plant and machinery.

5. Safety Education and Training

Safety education and training develop awareness among employees and ensure safe work
performance by developing their skills.

6. Safety Contests

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Company may encourage safety competitions among their departments with a view to
bringing about reduction in number of accident

Role of Management and Unions

The problem of safety must begin with the management should believe in, and have a
commitment to safety rules. The mere consultation of a safety committee or the
appointment of a safety officer servers no great purpose. Nor is it enough merely to
show concerns for safety after an emergency. The management must view safety as an
integral part of the management process.

Role of Government

The Government of India established the factory Advice Service and Labor Institute,
Mumbai. The institute renders advice on safety matters and enforces safety laws. A
‘National Program for Coordinated Action Plan’ for control of hazards and protection of
health and safety of workers in dangerous manufacturing process has been launched. The
National safety Council was set up in 1966 to promote safety consciousness, to prevent
accidents and to conduct safety programmed.

Safety Program Evaluation

The effectiveness of safety program must have to be evaluated. There are several methods to
evaluate the safety program.

The techniques used are as follows:-

 Safety Inspections:
In this, inspectors are given specific to follow. These may include programmed elements
such as formation of safety committees, how often they meet. After inspection, a report
of the findings is made to the management con

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  Safety Audit:
Audit is an in-depth analysis of facilities, management and employee attitude towards
safety, managerial effectiveness in maintaining safety and quality of the safety planning
as well as the operations conformity with safety regulations.

 Comparison
This is the third method of evaluating the company’s safety efforts. The purpose here is
to compare the experience of a plant or industry with that of another which is
comparable. It is well known that some operations have consistently better frequency (or
service) rates, often in spite of inherently high operating hazards.

Factories act 1948

Organizations provide welfare facilities to their employees to keep their motivation levels high.
The employee welfare schemes can be classified into two categories viz. statutory and non-
statutory welfare schemes. The statutory schemes are those schemes that are compulsory to
provide by an organization as compliance to the laws governing employee health and safety.
These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act
(safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.

Welfare measures

Section 42

Washing facilities

(1) In every factory:

(a) Adequate and suitable facilities for washing shall be provided and maintained for the
use of the workers therein;

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(b) Separate and adequately screened facilities shall be provided for the use of male and female
workers;

(c) Such facilities shall be conveniently accessible and shall be kept clean.

(2) The State Government may, in respect of any factory or class or description of factories or of
any manufacturing process, prescribe standards of adequate and suitable facilities for washing.

Section 43

Facilities for storing and drying clothing

The State Government may, in respect of any factory or class or description of factories, make
rules requiring the provision therein of suitable places for keeping clothing not worn during
working hours and for the drying of wet clothing.

Section 44

Facilities for sitting

(1) In every factory suitable arrangements for sitting shall be provided and maintained for all
workers obliged to work in a standing position, in order that they may take advantage of any
opportunities for rest which may occur in the course of their work.

(2) If, in, the opinion of the Chief Inspector, the workers in any factory engaged in a particular
manufacturing process or working in a particular room are able to do their work efficiently in a
sitting position, he may, by order in writing, require the occupier of the factory to provide before
a specified date such seating arrangements as may be practicable for all workers so engaged or
working.

(3) The State Government may, by notification in the Official Gazette, declare that the provisions
of sub-section (1) shall not apply to any specified factory or class or description of factories or to
any specified manufacturing process.

Employees’ compensation Act, 1923

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Coverage

This Act covers all workers employed in factories, mines, plantations, transport undertakings,
construction works, railways, ships, circus and other hazardous occupations specified in schedule
II of the Act.

The Act empowers the State Government to extend the coverage of the Act by adding any
hazardous occupation to the list of such occupations is schedule II.

1. Administration. The Act is administered by the State Government which appoints

Commissioners for this purpose under sec. 20 of the Act.
2. Benefits. Under the Act, compensation is payable by the employer to a workman for all
personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days.

Employees’ State Insurance Act, 1948

1. Other than seasonal factories, run with power and employing 20 or more workers.
2. Administration. The Act is administered by the ESI Corporation, an autonomous body
consisting of representatives of the Central and State Governments, employers,
employees, medical profession and parliament.
3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark
in the history of social security legislation in India.
1. Medical Benefit. An insured person or (where medical benefit bas been extended
to his family) a member of his family who requires medical treatment is entitled
to receive medical benefit free of charge.
2. Sickness Benefit. An insured person, when he is sick, is also entitled to get
sickness benefit at the standard benefit rate corresponding to his average daily
wage.

~ 35 ~
 3. Dependant’s Benefit. If an insured person meets with an accident in the course
of his employment an dies as a result thereof, his dependants, i.e. his widow,
legitimate or adopted sons and legitimate unmarried daughters get this benefit.

The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided under the, Employees State Insurance
Act, 1948. Another important legislation in this respect is the Maternity Benefit Act, 1961. The
Act covers only those persons who are not covered by the Employees State Insurance Act. The
Act entitles a woman employee to claim maternity leave from her employer if she has actually
worked for a period of at least 160 days in the 12 months immediately proceeding the day of her
expected delivery.

Employees' provident fund scheme 1952

Employee Definition

"Employee" as defined in Section 2(f) of the Act means any person who is employee for wages
in any kind of work manual or otherwise, in or in connection with the work of an establishment
and who gets wages directly or indirectly from the employer and includes any person employed
by or through a contractor in or in connection with the work of the establishment.

Membership
All the employees (including casual, part time, Daily wage contract etc.) other then an excluded
employee are required to be enrolled as members of the fund the day, the Act comes into force in
such establishment.

Basic Wages

"Basic Wages" means all emoluments which are earned by employee while on duty or on leave
or holiday with wages in either case in accordance with the terms of the contract of employment
and witch are paid or payable in cash, but does not include

a. The cash value of any food concession;

~ 36 ~
 b. Any dearness allowance (that is to say, all cash payment by whatever name called paid to
an employee on account of a rise in the cost of living), house rent allowance, overtime
allowance, bonus, commission or any other allowance payable to the employee in respect
of employment or of work done in such employment.
c. Any present made by the employer.

Explanation:
'Pay' includes basic wages with dearness allowance, retaining allowance, (if any) and cash value
of food concessions admissible thereon.

Employee Provident Fund Scheme:

Employees' Provident Fund Scheme takes care of following needs of the members:
Retirement

 Medical Care
 Housing
 Family obligation
 Education of Children
 Financing of Insurance Polices

Employees' Provident Fund Interest rate

The rate of interest is fixed by the Central Government in consultation with the Central Board of
trustees, Employees' Provident Fund every year during March/April. The interest is credited to
the members account on monthly running balance with effect from the last day in each year. The
rate of interest for the year 1998-99 has been notified as 12%. The rate of interest for 99-2000
w.e.f. 1.7.'99 were 11% on monthly balances. 2000-2001 CBT recommended 10.25% to be
notified by the Government.

Withdrawal before retirement

~ 37 ~
A member can withdraw up to 90% of the amount of provident fund at credit after attaining the
age of 54 years or within one year before actual retirement on superannuation whichever is later.
Claim application in form 19 may be submitted to the concerned Provident Fund Office.

Accumulations of a deceased member

Amount of Provident Fund at the credit of the deceased member is payable to nominees/ legal
heirs. Claim application in form 20 may be submitted to the concerned Provident Fund Office.

Transfer of Provident Fund account

Transfer of Provident Fund account from one region to other, from Exempted Provident Fund
Trust to Unexampled Fund in a region and vice-versa can be done as per Scheme. Transfer
Application in form 13 may be submitted to the concerned Provident Fund Office.

Nomination
The member of Provident Fund shall make a declaration in Form 2, a nomination conferring the
right to receive the amount that may stand to the credit in the fund in the event of death. The
member may furnish the particulars concerning himself and his family. These particulars
furnished by the member of Provident Fund in Form 2 will help the Organization in the building
up the data bank for use in event of death of the member.

ESI ACT

Applicability

1) All factories excluding seasonal factories employing 10 or more persons and

working with electric power.

2) All factories excluding seasonal factories employing 20 or more persons and

working without electric power.

3) Any establishment which the Government may specifically notify as being

covered.

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 4) Shop employing 20 or more persons.

Eligibility

1) Any person employed for wages (up to Rs. 15,000) in or in connection with the
work of a factory or establishment end.
2) Any person who is directly employed by the employer in a factory or through his
agent on work which is ordinarily part of the work of the factory or incidental to
purpose of the factory.

Benefits

1) Free medical treatment is offered to covered employees at hospital and dispensaries

run by the ESI Corporation.

2) About 7/12th of employees normal wage will be payable to him by ESI during
sickness.

3) Maternity benefit for 12 weeks of which not more than 6 weeks should be preceding
confinement.

4) Death during course of employment entitles specified dependents to a regular

payment.

5) Onetime payment of Rs. 1,500 to help meet funeral expenses.

Penal Provisions

1) For employees’ contribution: Imprisonment for minimum 2 yrs. to maximum 5 yrs.

and/or fine of Rs. 25,000/- .

2) For employer’s contribution: Imprisonment for minimum 6 months to maximum 3

yrs. and/or fine of Rs. 10,000/-

Other Benefits
~ 39 ~
Supply of special aids : Insured persons and members of their families are provided artificial
limbs, hearing aids, artificial dentures, spectacles (for insured person only) & artificial
appliances like spinal supports, cervical collars, walking calipers, crutches, wheel chairs and
cardiac pace makers, dialysis/dialysis with kidney transplant etc. as part of medical care under
the ESI Scheme.

~ 40 ~
2.2 Significance of the Study
Welfare helps in keeping the morale and motivation of the employees high so as to retain the
employees for longer duration. The welfare measures need not be in monetary terms only but in
any kind/forms. Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relations and insurance against
disease, accident and unemployment for the workers and their families.

Employee welfare by its very nature must necessarily be elastic and differs from time to region,
industry to industry, country to country depending upon the value, system level to education,
social customs degree of industrialization and the general standards of the social economic
development of the people.

Employee welfare entails all those activities of employer which are directed towards providing
the employees with certain facilities and services in addition to wages or salaries.

The significance of study is:

 To know about the Constitutional provisions for employee welfare

 To find whether employee welfare helps in establishing good industrial relations
 To know about the employees satisfaction towards welfare measures
 To find out the facilities entitled by the company for the employees

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 2.3 Review of Existing Literature

a. Over 100 govt. employees availed scheme benefit

Source: http://www.moneycontrol.com/news/current-affairs/over-100-govt-employees-
availed-scheme-benefit-through-fraud_5928881.html

As many as 123 Goa government officials have fraudulently availed benefits under Dayanand
Social Security Scheme (DSS) since 2012, State Social Welfare Minister Mahadev Naik told the
ongoing Legislative Assembly.

The scheme is meant to provide benefit to senior citizens, widows and physically challenged
people who are provided with a monthly remuneration by the government. As per records tabled
in the House, a total of 123 government servants, including many women, were found taking
benefits of the flagship scheme.

Naik said show cause notices have been issued to the employees concerened and the amount is
being recovered along with eight per cent interest on principal amount received under the
scheme. He said the financial assistance was immediately stopped after the fraud was brought to
the notice. According to the list fraud beneficiaries as furnished by Naik, one of them has availed
Rs 1.2 lakh. Another employees has earned up to Rs 1.1 lakh while many up to Rs 2,000.
b. Employee Welfare

Source: http://www.naukrihub.com/industrialrelations/employee-welfare.html

Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration.

The welfare measures need not to be in monetary terms only but in any kind/forms. Employee
welfare includes monitoring of working conditions, creation of industrial harmony through

~ 42 ~
infrastructure for health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families.
Labor welfare entails all those activities of employer which are directed towards providing the
employees with certain facilities and services in addition to wages or salaries.
Labor welfare has the following objectives:

 Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
 Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining Labor welfare schemes are
flexible and ever-changing. New welfare measures are added to the existing ones from
time to time.
 Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
 The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.

The logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied
labor force for the organization. The purpose of providing such facilities is to make their work
life better and also to raise their standard of living.

C. Employee Welfare - What Is Employee Welfare

Source: http://www.jethr.com/magazine/human-resource-management/employee-welfare-
what-is-employee-welfare/article.html

Employee welfare is a term including various services, benefits and facilities offered to
employees by the employers. The welfare measures need not be monetary but in any kind/forms.
This includes items such as allowances, housing, transportation, medical insurance and food.

Employee welfare also includes monitoring of working conditions, creation of industrial

harmony through infrastructure for health, industrial relations and insurance against disease,
accident and unemployment for the workers and their families. Through such generous benefits
the employer makes life worth living for employees

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Importance of Employee Welfare

As a business, you have to provide various benefits to ensure your employees' welfare. While
this may increase your business expense and negatively affect your bottom line, looking after
your employees will benefit you in other ways.

 Compliance:
As an owner, you are required by law to provide certain benefits for the welfare of your
employees. You may have to match the Social Security taxes your employees pay and obtain a
worker's compensation insurance policy. If you terminate an employee, you may have to funds to
extend his health insurance.

 Hiring and Retention:

The benefits an employee receives from his employer for his welfare are often a significant
reason why he decides to accept a job offer. As such, providing employee benefits allow you to
compete with other businesses to recruit and retain qualify employees. If other employers offer
better benefits, good employees may choose to go there.

 Employees Motivation:
By providing a plan that's good for employees' welfare, you show them that you value them. This
can help make them feel welcome and happy in your company, motivating them to work harder.
If your health plan has wellness coverage and preventative care, employees are more likely to
stay healthy, cutting down on absenteeism and sick days.

 Employees' Well-Being:
For company that have a large base of employees working under stressful conditions or living
away from family, it is important to look at fostering personal happiness and professional
growth. Investing in employees pays dividends in terms of higher productivity and greater
loyalty

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 2.4 Conceptualization
Employee welfare by its very nature must necessarily be elastic and differs from time to region,
industry to industry, country to country depending upon the value, system level to education,
social customs degree of industrialization and the general standards of the social economic
development of the people.

The International Labor Organization (ILO) observes the term is one which tends itself to
various interpretations and it has not always the same significance in different countries.
Sometimes the concept is very wide one is more or less, synonymous with conditions of work as
a whole. It may include not only the minimum standards of hygienic and safety yards chosen
general employee legislation but also such aspects of working life as social insurance schemes,
measures for the protection of worker and young work as a limitation of hours of work, paid
vacations etc.

The scope of employee welfare is their family wide and is not limited to any one country, one
region, and one industry as occupation. The scope of employee welfare has been “described by
writers and institutions of different shades in different ways and from different angles”. The time
of demarcation cannot be very precise, but what should be the common characteristic in that
welfare measures should ameliorate the workers and living conditions of the workers and their
families and make their lives meaningful. In the final analysis, Employee services should enable
workers to live a richer and move satisfactory life.

 Contribute to the productivity of employee and efficiency.

 Retire the standard of living of workers by indirectly reducing the burden on the purse.
 Be in time and harmony with similar services obtaining as a neighboring community
where as enterprise is situated.
 Be administratively viable and essentially development outlook

The scope of employee welfare however cannot be limited to facilities within or near the
undertaking. Nor can it be so comprehensive as to “Embrace the whole range of social welfare as
social services”.

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Concept

Employee Welfare may be viewed as a total concept, as a social concept, and relative concept.
The total concept is a desirable state of existence involving the physical mental, moral
and emotional well-being. These four elements together constitute the structure of welfare, on
which its totality is based

The social concept, welfare measures implies the welfare of man, his family and his
community. All of three aspect, are interrelated and work together in a three-dimensional
approach. The relative concept, of welfare implies that welfare is relative in times and place.

It is a dynamic and flexible concept and hence its meaning and content differ from time to time,
region to region, industry to industry and country to country, depending upon the value system,
level of educational, social customs, and degree of industrialization, and general standard of the
social- economic development of people.

Employee welfare implies the setting up of minimum desirable standard and provides facilities
like:

 Health
 Food
 Clothing
 Housing
 Medical assistance
 Education
 Insurance
 Job security
 Recreation

Such facilities enable the worker and his family to lead a good work life, family life and social
life. Labor welfare also operates to neutralize the harmful effects of large-scale industrialization
and urbanization

~ 46 ~
Statutory welfare schemes

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements
are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily assessable so
that in case of any minor accident initial medication can be provided to the needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the
office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide

hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office
premises spittoons are to be provided in convenient places and some are to be maintained in a
hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work
safely during the night shifts

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on
the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to change their
cloth in the factory area and office premises. Adequate lockers are also provided to the workers
to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of
water supply, wash basins, toilets, bathrooms, etc.

~ 47 ~
  Approaches to employee welfare
Approaches to employee welfare refer to the beliefs and attitudes held by agencies which
provide welfare facilities. Some agencies provide welfare facilities inspired by religious faith,
others as a philanthropic duty and the like.

The various approaches to employee welfare reflect the attitudes and beliefs of the agencies
which are engaged in welfare activities. Welfare facilities may be provided on religious,
philanthropic or some other grounds. Moreover, the different approaches to employee welfare
reflect the evolution of the concept of welfare. In bygone days, the government of the land had to
compel the owner of an industrial establishment to provide such basic amenities as canteens, rest
rooms, drinking water, good working conditions, and so forth, for their employees.

Such compulsion was necessary because the employer believed in exploiting employee and
treating it in an unfair manner. But times have changed, and the concept of welfare, too, has
undergone changes. Much progressive management today provides welfare facilities, voluntarily
and with enlightened willingness and enthusiasm. In fact, welfare facilities are not restricted to
the workers alone.

They have now been extended to the society in general. In other words, employee welfare has
been extended to include social welfare. Tata Steel Works at Jamshedpur, for example, spends
Rs 10 crore each year on social welfare. Brooke Bond has set up a free animal welfare clinic at
Gevrai, Aurangabad, under the direct charge of a qualified veterinary doctor. Jindal Aluminum,
Bangalore, maintains the famous Naturopathy and Yogic Sciences Centre and a public school for
the benefit of the public. The Jindal Scholarship Trust has been set up, under which deserving
students are given scholarships. The Hindustan Machine Tools has a big playground and a
community hall, which are let out for competitions and functions.

A study of the approaches to employee welfare is desirable for the management, the workers and
the general reader. For the general reader, a study of approaches is essential because his/her
knowledge of the subject is incomplete without a knowledge of these approaches, and a

~ 48 ~
knowledge of approaches enables the manager and the worker to have a better perspective on
welfare work.

The approaches and their brief descriptions are:

1. The policing theory of employee welfare.

2. The religion theory of employee welfare.
3. The philanthropic theory of employee welfare.
4. The paternalistic theory of employee welfare.
5. The placating theory of employee welfare.
6. The public relations theory of employee welfare.
7. The functional theory of employee welfare.
8. The social theory of employee welfare.

Policing Theory

According to this view, the factory and other industrial workplaces provide ample opportunities
for owners and managers of capital to exploit workers in an unfair manner. This could be done
by making the employee work for long hours, by paying workers low wages, by keeping the
workplaces in an unhygienic condition, by neglecting safety and health provisions, and by
ignoring the provision of elementary human amenities, such as drinking water, latrines, rest
rooms and canteens. Clearly, a welfare state cannot remain a passive spectator of this limitless
exploitation. It enacts legislation under which managements are compelled to provide basic
amenities to the workers. In short, the state assumes the role of a policeman, and compels the
managers of industrial establishments to provide welfare facilities, and punishes the non-
complier. This is the policing theory of employee welfare.

Religion Theory

The religion theory has two connotations, namely, the investment and atonement aspects. The
investment aspect of the religion theory implies that the fruits of today's deeds will be reaped

~ 49 ~
tomorrow. Any action, good or bad, is therefore treated as an investment. Inspired by this belief,
some employers plan and organize canteens and crèches.

The atonement aspect of the religion theory implies that the present disabilities of a person are
the result of the sins committed by him/her previously. He/she should undertake to do good
deeds now to atone or compensate for his/her sins.

There is the story of a big Jain employer who firmly held the belief that the provision of welfare
facilities for workers was outside the duties of the management. Whatever he did provide was
under government compulsion and supervision. It so happened, however, that the children born
to him died as soon as they were born. Later, his own health suffered. He felt that, as a
compensation, or expiration or even as an investment in a good deed (punyam), he should
liberally contribute to the creche in the factory (as well as to other child-welfare institutions), and
also to medical services for his workers. Consequently, in this particular factory, there came to
exist an excellent creche and a well-organized dispensary.

Philanthropic Theory

Philanthropy means affection for mankind. The philanthropic theory of employee welfare refers
to the provision of good working conditions, creches and canteens out of pity on the part of the
employers who want to remove the disabilities of the workers. Robert Owen of England was a
philanthropic employer, who worked for the welfare of his workers. The philanthropic theory is
more common in social welfare. Student hostels, drinking water facilities, the rehabilitation of
crippled persons, donations to religious and educational institutions, and so forth are examples of
philanthropic deeds.

Paternalistic Theory

According to the paternalistic theory, also called the trusteeship theory, of employee welfare, the
industrialist or the employer holds the total industrial estate, properties and the profits accruing
from them, in trust.

The property which he/she can use or abuse as he/she likes is not entirely his/her own. He/she
holds it for his/her use, no doubt, but also for the benefit of his/her workers, if not for the whole

~ 50 ~
society. For several reasons, such as low wages, lack of education, and so forth the workers are
at present unable to take care of themselves. They are, therefore, like minors, and the employers
should provide for their well-being out of funds in their control. The trusteeship is not actual and
legal, but it is moral and, therefore, not less real.

Placating Theory

This theory is based on the assumption that appeasement pays when the workers are organised
and are militant. Peace can be bought by welfare measures. Workers are like children who are
intelligent, but not fully so. As crying children are pacified by sweets, workers should be pleased
by welfare works.

Public Relations Theory

According to this theory, welfare activities are provided to create a good impression on the
minds of the workers and the public, particularly the latter. Clean and safe working conditions, a
good canteen, creche and other amenities, make a good impression on the workers, visitors and
the public. Some employers proudly take their visitors round the plant to show how well they
have organized their welfare activities.

Functional Theory

Also known as the efficiency theory of employee welfare, the functional theory implies that
welfare facilities are provided to make the workers more efficient. If workers are fed properly,
clothed adequately and treated kindly, and if the conditions of their work are congenial, they will
work efficiently. Welfare work is a means of securing, preserving and increasing the efficiency
of employee.

Social Theory

The social obligation of an industrial establishment has been assuming great significance these
days. The social theory implies that a factory is morally bound to improve the conditions of the

~ 51 ~
society in addition to improving the condition of its employees. Employee welfare, as mentioned
earlier, is gradually becoming social welfare.

~ 52 ~
 2.5 Focus of the Problem
However, the [International Labour Organization] ILO at its Asian Regional Conference, defined
employee welfare as a term which is understood to include such services, facilities and amenities
as may be established in or in the vicinity of undertakings to enable the persons employed in
them to perform their work in healthy, congenial surroundings and to provide them with
amenities conducive to good health and high morale.

Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. The welfare measures need not
be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of
working conditions, creation of industrial harmony through infrastructure for health, industrial
relations and insurance against disease, accident and unemployment for the workers and their
families.

Employee welfare entails all those activities of employer which are directed towards providing
the employees with certain facilities and services in addition to wages or salaries.

This Project report is mainly focused on:

 Knowing welfare schemes provided to employees working in the company.

 To determine are they really satisfied with the welfare schemes provided by the company.
If not then which welfare facilities dissatisfy the Employees and what measures can be
taken to satisfy them.
 This project also helps in finding out what are the causes of dissatisfaction of employees
due to welfare facilities.

~ 53 ~
~ 54 ~
 CHAPTER-3
INTODUCTION TO THE PROJECT
3.1 Objective of the study
3.2 Hypotheses of the study
3.3 Limitation of the study

~ 55 ~
3.1 Objectives of the Study

Objectives of the Study are as follows:

 To analyze the employee’s view on the provided welfare measures.

 To find out the ways to improve the welfare measures.

 To give suggestions and recommendation for the promotion of welfare measures.

~ 56 ~
3.2 Hypotheses

A hypothesis is an explanation for a phenomenon which can be tested in some way which ideally
either proves or disproves the hypothesis. For the duration of testing, the hypothesis is taken to
be true, and sthe goal of the researcher is to rigorously test the terms of the hypothesis. The
concept of the hypothesis is a very important part of the scientific method, and it also holds true
in other disciplines as well. For example, some historians have put forward the hypothesis that
the Salem Witch Trials were brought about by the consumption of grains contaminated with
ergot, resulting in a mass hysteria

Types of Hypothesis

Broadly, there are two categories of hypothesis namely:

 The null hypothesis
The null hypothesis is the basis of an investigation and is usually indicated by H0.
 The alternate hypothesis
The alternate hypothesis there to explicitly specify the relationship that will be considered
true if in case the research hypothesis proves to be wrong. It is usually indicated by H1.
H0: Employees are satisfied with the Welfare facilities provided by the company.
H1: Employees are not satisfied with the Welfare facilities provided by the company.

~ 57 ~
3.3 Limitation of the Study

There were some problems occur during the project, which are as follows:

Time

There was also lack of time and employees also were hesitant in responding in the working
hours.

Cost

The cost of carrying project is very high, so a small-scale study is being conducted.

Data Collection

There were difficulties in data collection where several Jobs included in the sample had
difficulties in answering the questionnaire due to lack of English proficiency. Also, certain
Employees were unable to return the questionnaires on time which took me even longer to
finalize data collected.

~ 58 ~
 Chapter-4
Research Methodology

4.1 Research Design

4.2 Universe & Survey Population

4.3 Sample

4.4 Collection of Data

4.5 Analysis pattern

~ 59 ~
 Research Methodology

Research Methodology is the systematic, theoretical analysis of the methods applied to a field
of study. It comprises the theoretical analysis of the body of methods and principles associated
with a branch of knowledge. Typically, it encompasses concepts such as paradigm, theoretical
model, phases and quantitative or qualitative techniques.

A research methodology does not set out to provide solutions - it is, therefore, not the same as a
method. Instead, a methodology offers the theoretical underpinning for understanding which
method, set of methods, or so-called “best practices” can be applied to specific case, for
example, to calculating a specific result.

It has been defined also as follows:

1. "The analysis of the principles of methods, rules, and postulates employed by a

discipline"
2. "The systematic study of methods that are, can be, or have been applied within a
discipline"
3. "The study or description of methods".

~ 60 ~
4.1 Research Design
“A RESEARCH DESIGN IS THE FRAMEWORK OR PLAN FOR A STUDY WHICH IS
USED AS A GUIDE IN COLLECTING AND ANALYZING THE DATA COLLECTED.”

In this project I have used descriptive and analytical research design because it describes new
ideas and events. It is flexible and easily modify in nature.

Descriptive research includes surveys and fact-findings enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs, as it exists at present.

Descriptive research is a study designed to depict the participants in an accurate way. More
simply put, descriptive research is all about describing people who take part in the study.

There are three ways a researcher can go about doing a descriptive research project, and they are:

 Observational, defined as a method of viewing and recording the participants

 Case study, defined as an in-depth study of an individual or group of individuals
 Survey, defined as a brief interview or discussion with an individual about a specific
topic

~ 61 ~
4.2 Universe & Survey Population
Universe

The universe consists of all survey elements that qualify for inclusion in the research study. The
precise definition of the universe for a particular study is set by the research question, which
specifies who or what is of interest.

The universe may be individuals, groups of people, organizations, or even objects. For example,
research about voting in an upcoming election would have a universe comprising all voters.

Here in this project the Universe Population employees working in company

Collection of Data

Primary source Questionnaire method

Secondary source Internet

Magazines, Books

Research method Descriptive

Universe Employees of Pabha Dayal Om Parkash Infrastructure

pvt. Ltd.

Sample Plan

~ 62 ~
Sampling Unit Employees (Individual)

Sampling Size 50

Sampling Non-Probability (Convenience Sampling)

Technique

Research Questionnaire
Instrument

Analysis Pattern Tables

Pie chart

4.3 Sample
A sample is a finite part of a statistical population whose properties are studied to gain
information about the whole. When dealing with people, it can be defined as a set of respondents
(people) selected from a larger population for the purpose of a survey.

A population is a group of individuals’ persons, objects, or items from which samples are taken
for measurement for example a population of presidents or professors, books or students.

I am using Non-Probability (Convenience Sampling) in this project.

~ 63 ~
Sampling size in this project is 50

Methods of Sampling

1. Simple random sampling

In this case each individual is chosen entirely by chance and each member of the population has
an equal chance, or probability, of being selected. One way of obtaining a random sample is to
give each individual in a population a number, and then use a table of random numbers to decide
which individuals to include.

2. Systematic sampling

Individuals are selected at regular intervals from a list of the whole population. The intervals are
chosen to ensure an adequate sample size. For example, every 10th member of the population is
included. This is often convenient and easy to use, although it may also lead to bias for reasons
outlined below.

3. Stratified sampling

In this method, the population is first divided into sub-groups (or strata) who all share a similar
characteristic. It is used when we might reasonably expect the measurement of interest to vary
between the different sub-groups. Gender or smoking habits would be examples of strata. The
study sample is then obtained by taking samples from each stratum.

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4.4 Collection of Data
To achieve the objectives, the primary as well as secondary source of data is used. The data were
collected through the various methodical techniques in the present project work.

There are two types of data collection are:

PRIMARY DATA SECONDARY DATA

Questionnaire method Internet

Interview method Company brochures

Company websites

4.5 Analysis Pattern

Analysis of data refers to the analyzing and interpreting the data collected. The primary data is
collected through questionnaire, personal observation and the collected data is analyzed through
graphical representation with the help of:

 Bar Diagrams

 Pie Charts, tables etc

 Interpretation

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 CHAPTER-5

Data Analysis & Interpretation

5.1 Questionnaire Analysis

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 DATA ANALYSIS & INTERPRETATION

Questionnaire Analysis

1. Are you satisfied with the Working condition provided by the company?

Criteria Respondents % of Respondents

Yes 30 60%

No 20 40 %

Total 50 100%

Interpretation: 3/5 employees are satisfied with the working facilities provided by the
Company.

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Criteria Respondents % of Respondents 2. Are you satisfied
about the Hygienic
Yes 35 70% condition of work
place?
No 15 30 %

Total 50 100%

Hygienic condition
yes no

30%

70%

Interpretation: 7/10 Employees are satisfied about the Hygienic condition of work place.

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3. Are you satisfied with the medical facilities provided by the company?

Criteria Respondents % of Respondents

Yes 40 80%

No 10 20 %

Total 50 100%

Medical facilities
Yes No

20%

80%

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Interpretation: 4/5 employees are satisfied with the Medical Facilities provided by the
company.

4. Are you satisfied with the drinking facilities provided by the company?

Criteria Respondents % of Respondents

Yes 35 70%

No 15 30 %

Total 50 100%

Drinking Facilities
yes No

30%

70%

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Interpretation: 7/10 employees are satisfied with the drinking facilities provided by the
company.

5. Are you satisfied with the canteen facilities provided by the company?

Criteria Respondents % of Respondents

Yes 40 80%

No 10 20 %

Total 50 100%

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Interpretation: 4/5 employees are satisfied with the canteen facilities provided by the company.

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6. Are you satisfied with you sanitation facilities?

Criteria Respondents % of Respondents

Yes 45 90%

No 05 10 %

Total 50 100%

Interpretation: 9/10 employees are satisfied with their sanitation facilities provided by the
company.

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7. Are you satisfied with the washing facilities provided by the company?

Criteria Respondents % of Respondents

Yes 20 40%

No 30 60 %

Total 50 100%

Chart Title
yes NO

40%

60%

Interpretation: 2/5 employees are satisfied with the washing facilities provided by the
company.

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8. Are you satisfied with the safety equipment provided by the company?

Criteria Respondents % of Respondents

Yes 48 96%

No 02 04 %

Total 50 100%

Interpretation: 24/25 employees are satisfied with the safety equipment provided by the
company.

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9. Are you satisfied with your present education facilities?

Criteria Respondents % of Respondents

Yes 24 48%

No 26 52 %

Total 50 100%

Interpretation: 12/25 employees are satisfied with the present education facility provided by the
company.

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 10. Are you satisfied with the standard of housing facility?

Criteria Respondents % of Respondents

Yes 28 56%

No 22 44 %

Total 50 100%

Chart Title
Yes No

44%

56%

Interpretation: 14/25 Employees are satisfied with the standard of housing facility provided by
the company.

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11. Are you satisfied with the proper lighting facilities provided by the company?

Criteria Respondents % of Respondents

Yes 45 90%

No 05 10 %

Total 50 100%

Interpretation: 9/10 employees are satisfied with the lighting facilities provided by the
company.

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CHAPTER-6

 FINDING

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 FINDING

 3/5 employees are satisfied with the working facilities provided by the Company.
 7/10 Employees are satisfied about the Hygienic condition of work place.
 4/5 employees are satisfied with the Medical Facilities provided by the company.
 7/10 employees are satisfied with the drinking facilities provided by the company.
 4/5 employees are satisfied with the canteen facilities provided by the company.
 9/10 employees are satisfied with their sanitation facilities provided by the company.
 2/5 employees are satisfied with the washing facilities provided by the company.
 24/25 employees are satisfied with the safety equipment provided by the company.
 12/25 employees are satisfied with the present education facility provided by the
company.
 14/25 Employees are satisfied with the standard of housing facility provided by the
company.
 9/10 employees are satisfied with the lighting facilities provided by the company.

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CHAPTER-7

 Conclusion

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 Conclusion

As per the survey conducted, it can be concluded that the employee welfare facilities is
standardized and carried in a systematic manner by the Company. From the study, I came to
know the requirements of the employees. Almost 50% employees are satisfied with the welfare
measures taken by the company.

The objective of this study is achieved in findings, the satisfactory level and workers opinion
towards the management attitude.

From the critical analysis it was found that the employees were dissatisfied with the hygienic
condition provided by the company. The employees were satisfied with the safety measures
adopted during work facilities regarding uniform drinking water and emergency health care
facilities provided by the organization.

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 CHAPTER-8

 Suggestions & Recommendation

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 Suggestions & Recommendations

On the basis of analysis and observation made I can conclude that the management should take
certain effective measures to improve employee welfare facilities.

 Hygienic conditions of working place must be improved as many employees are not
satisfied with the currently provided working conditions by the company.
 The company may also prescribe doctors from whom the employees may get services in
case of need and first-aid facilities must be provided in work place.
 Education facilities provided by the company to the employee’s children by starting
school.
 Standard of housing facilities should be provided by the company to motivate its
employees.
 Separate and adequately washing facilities shall be provided for the use of male and
female workers.

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CHAPTER-9

 Bibliography

~ 85 ~
 Bibliography

WEBSITES:

 http://www.editinfotech.in/
 http://www.projects99.com/
 http://www.citehr.com/
 http://www.naukrihub.com/industrialrelations/employee-welfare.html
 http://www.jethr.com/magazine/human-resource-management/employee-welfare-what-is-
employee-welfare/article.html

BOOKS:

 Human resource management P.SUBBARAO

 Human resource management ASHWATHAPPA

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CHAPTER-10

 Annexure

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 Annexure

Questionnaire

Dear sir/ Madam,

I Rohit Antil, conducting a survey on “A Study on Satisfaction of Employee welfare

Practices” This survey is a part of my partial fulfillment of BBA course. Please provide relevant
information by filling this questionnaire to make my survey more comprehensive. All details
from your part will be kept confidential.

Job Name :-

Contact No. :-

Sex :-

1. Are you satisfied with the Working Environment Provided by the company?

a. Yes

b. No

2. Are you satisfied about the Hygienic condition of work place ?

a. Yes

b. No

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3. Are you satisfied with the medical facilities provided by the company ?

a. Yes

b. No

4. Are you satisfied with the drinking facilities provided by the company?

a. Yes
b. No

5. Are you satisfied with the canteen facilities provided by the company?

a. Yes
b. No

6. Are you satisfied with you sanitation facilities ?

a. Yes
b. No

7. Are you satisfied with the washing facilities provided by the company?

a. Yes
b. No

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8. Are you satisfied with the safety equipment provided by the company?

a. Yes
b. No

9. Are you satisfied with your present education facilities?

a. Yes
b. No

10.Are you satisfied with the standard of housing facility?

a. Yes
b. No

11. Are you satisfied with the proper lighting facilities provided by the company?

a. Yes
b. No

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~ 91 ~