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A STUDY ON EMPLOYEES WELFARE IN WIPRO ORGNIZATION

Acknowledgement:
First and foremost, I thank almighty for keeping me hale and healthy for successful completion
of the project.

I express my respectful and sincere thanks to our Principal Dr. Padmaja Arvind Ma’am who
provided a wonderful atmosphere which enable me to do not only this project work but also the
academic activities.

I am also taking the pleasure to express my sincere thanks to all other staff members of The
Department of Management Studies, The S.I.A College of Higher Education, Dombivli (East)
for their kind co-operation.

Last but not least, I would like to convey my sincere gratitude to my parents and friends, who
have always been a source of inspiration towards the completion of this project.

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ABSTRACT

The present study was under taken with such a task in mind and it aims at unearthing the
strengths and weakness of the employee welfare measures.

Since organizations exist to achieve goals. The degree of success that individual employees have
in reaching their individuals goals is important in determining organizational effectiveness. The
assessment of how successful employees have been at meeting their individual goals, therefore,
becomes a critical part of Human Resource Management. This leads us to the topic of Employees
Welfare.

This project aims at knowing ‘Welfare System´. In this project the work atmosphere and the welfare
measures has been studied. It also aims at finding out the employee’s relationship with the management.
This survey is done within the organization. The sample size is 113. The data was collected by
administering questionnaire through Google forms. The persons met are all employees of the concern.

Collections of data were analyzed and tabulated in a sequential manner and the interpretations are given
along with the tabulation. The conclusion and suggestions are also given in this report for the
improvement of this system in the particular organization.

First chapter includes the introduction to the study, needs for the study of the employee welfare measures
in the company.. The second chapter includes objectives, research methodology and analysis. The study is
conducted for some specific purpose termed as objectives.

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SR NO TABLE OF CONTENT PAGE NO

1 CHAPTER 1
 EXECUTIVE SUMMARY

2 CHAPTER 2
 INTRODUCTION
2.1 INDUSTRY OVERVIEW
2.2 IMPORTANCE AND TYPES OF EMPLOYEE WELFARE
2.2 BENEFITS AND PRINCIPLES OF EMPLOYEE WELFARE
2.4 ADVANTAGES AND DISADVANTAGES OF EMPLOYEE
WELFARE.
2.5 IMPORTANTS TOPICS COVERED UNDER EMPLYOEE
WELFARE:
 WORKER’S EDUCATION SCHEME
 FACTORIES ACT 1948
 HEALTH SAFETY AND WELFARE
 PAYMENT OF WAGES ACT
 PAYMENT OF BONUS ACT
 PROVIDENT FUND
 MATERNITY BENEFIT
 PAYMENT OF GRATUITY ACT.

3 CHAPTER-3
LITERATURE REVIEW

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5 CHAPTER-4
RESEARCH METHODOLOGY
5.1 NEED OF THE STUDY
5.2 IMPORTANCE OF THE STUDY
5.3 SCOPE OF THE STUDY
5.4 OBJECTIVES OF THE STUDY.

5.4 RESEARCH DESIGN

5.5 SAMPLING & SAMPLE SIZE

5.6 DATA REQUIREMENTS

6 CHAPTER-5
6.1 DATA ANALYSIS AND INTERPRETATION
6.2 LIMITATION OF THE STUDY
6.3 FINDING OF THE STUDY
6.4 RECOMMENDATIONS
6.5 CONCLUSIONS

7 CHAPTER-7
ANNEXURE

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CHAPTER 1

EXECUTIVE
SUMMARY

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CHAPTER 1

EXECUTIVE SUMMARY

The project work is pursued as a part of BMS (Bachelor of Management Studies) Curriculum at “The S.I.A
College of Higher Education, Dombivli East”. The project is done under expert supervision and guidance of
Mr. Tarun Kuckian, Assistant Professor. The Project is about the study of employee satisfaction with
respect to welfare measures.

Employee welfare entails everything from services, facilities and benefits that are provided or done by an employer
for the advantage or comfort of an employee. It is undertaken in order to motivate employees and raise the
productivity levels. In most cases, employee welfare comes in monetary form, but it doesn’t always bend that way.
Other forms of employee welfare include housing, health insurance, stipends, transportation and provision of food.
An employer may also cater for employees’ welfare by monitoring their working conditions.

Employee welfare raises the company’s expenses but if it is done correctly, it has huge benefits for both employer
and employee. Under the principles of employee welfare, if an employee feels that the management is concerned
and cares for him/her as a person and not just as another employee, he/she will be more committed to his/her work.
Other forms of welfare will aid the employee of financial burdens while welfare activities break the monotony of
work.

An employee who feels appreciated will be more fulfilled, satisfied and more productive. This will not only lead to
higher productivity but also satisfied customers and hence profitability for the company. A satisfied employee will
also not go looking for other job opportunities and hence an employer will get to keep the best talents and record
lower employee turnover.

During employment, the offered benefits will determine whether an employee commits to an organization or not.
As such, good employee welfare enables a company to compete favorably with other employers for the
recruitment and retention of quality personnel.

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CHAPTER 2
INTRODUCTION

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INDUSTRY OVERVIEW

Employee Welfare:

‘Welfare is comfortable living and working conditions´. Employee welfare means the efforts to
make life worth living for workman.

People are the most important asset of an organization, and the accounting profession has to
assess and record the value and cost of people of an organization. Once this is accepted, the need
for measuring the value for recording it in the books of accounts arises. The value of human
assets can be increased substantially by making investment in their training and welfare activities
in the same way as the value of repairs/overhauling, etc.

While the cost on training, development, etc., can be recorded separately and to be within the
eventual, the expenditure on welfare activities can be added to the ‘investment’ and the returns
judged. Unlike other assets which have depreciation value as year’s passes by, value of human
assets appreciates with passing years. The value can depreciate by aging process which is
generally hastened up by worries, unhealthy conditions, etc. once this process is slowed down, or
at least if the employee is made to feel ‘young in spirits’ the value of this asset appreciates
considerably.

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Any investment constitutes the assets of a company and therefore, any investment for welfare of
labor would constitute an extra investment in an asset. Industrial progress depends on a satisfied
labor force and the importance of labor welfare measures was stressed as early as1931, when the
Royal Commission on labor stated the benefits which go under this nomenclature, are of great
importance to the worker and which he is unable to secure by himself. The schemes of labor
welfare may be regarded as a ‘wise investment´ which should and usually does bring a profitable
return in the form of greater efficiency.

The basic features of labor welfare measures are as follows:

1. Labor 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. Labor 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:

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

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 Facilities like housing schemes, medical benefits, and education and recreation facilities
for worker’s 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.

The concept of ‘labor welfare’ is flexible and elastic and differs widely with times, regions
,industry, country, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at
particular moments. It is also according to the age group, socio-cultural background, marital
status, economic status and educational level of the workers in various industries.

IMPORTANCE OF EMPLOYEE WELFARE:

Employee welfare raises the company’s expenses but if it is done correctly, it has huge benefits
for both employer and employee. Under the principles of employee welfare, if an employee feels
that the management is concerned and cares for him/her as a person and not just as another
employee, he/she will be more committed to his/her work. Other forms of welfare will aid the
employee of financial burdens while welfare activities break the monotony of work.

An employee who feels appreciated will be more fulfilled, satisfied and more productive. This
will not only lead to higher productivity but also satisfied customers and hence profitability for
the company. A satisfied employee will also not go looking for other job opportunities and hence
an employer will get to keep the best talents and record lower employee turnover.

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During employment, the offered benefits will determine whether an employee commits to an
organization or not. As such, good employee welfare enables a company to compete favorably
with other employers for the recruitment and retention of quality personnel.

Legal requirements:

For employers, compliance to the law requires the extension of certain benefits to the employees.
Some include matching the amount expended by the workers for Social Security taxes and
instituting an insurance policy for worker’s recompense.

Types of employee welfare

Employee welfare can be categorized as statutory or non-statutory, meaning as required by the

law or by the will of the management respectively. Welfare activities can also be classified as
either intra-mural (inside the workplace) or extra-mural (outside the workplace).

Intramural welfare facilities are those within the working environment and include condition of
the working environment (safety, cleanliness, and safety measures), employee convenience
(bathrooms, drinking water), health services (first aid and treatment center, ambulance,
counseling) and women and child welfare (family planning services, maternity aid).

Extramural welfare activities are diverse with many of them being sponsored by government
acts. Some include comfortable residences, proper roads and infrastructure and sanitation while
constitutional acts such as the factories act of 1948 and contract labor act of 1970 are examples
of governmental welfare activities.

Employee Welfare – Its Benefits and Principles:

Employee welfare defines as “efforts to make life worth living for workmen”. “Employee
welfare is a comprehensive term including various services, benefits and facilities offered to

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employees & by the employers. Through such generous fringe benefits the employer makes life
worth living for employees.”

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.

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:

 Give expression to philanthropic and paternalistic feelings.

 Win over employee’s loyalty and increase their morale.
 Combat trade unionism and socialist ideas.
 Build up stable labour force, to reduce labour turnover and absenteeism.
 Develop efficiency and productivity among workers.
 Saveone from heavy taxes on surplus profits.
 Earn goodwill and enhance public image.
 Reduce the threat of further government intervention.
 Make recruitment more effective (because these benefits add to job appeal).

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The important benefits of welfare measures that help employee retention can be summarized as
follows:

 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.

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up an employee welfare
service:

The service should satisfy real needs of the workers. This means that the manager must first
determine what the employee’s real needs are with the active participation of workers.

The service as such can be handled by cafeteria approach. Due to the difference in Sex, age,
marital status, number of children, type of job and the income level of employees there are large
differences in their choice of a particular benefit. This is known as the cafeteria approach. Such

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an approach individualizes the benefit system though it may be difficult to operate and
administer. The employer should not assume a benevolent posture. The cost of the service should
be calculated and its financing established on a sound basis.

There should be periodical assessment or evaluation of the service and necessary timely on the
basis of feedback.

Advantages and Disadvantages of Emplyoee Welfare:

Advantages or Benefits of Employee Welfare Measures:

1. High efficiency:

The employee welfare schemes act as a morale booster. When the employees get an appreciation
for what they do, it helps in increasing the work efficiency of the employees. When the work is
done lauded by the organization, it proves lucrative to both the company as well as the
employees. If the work done by the employees is not appreciated, the output might not come as
expected. So, it is essential to have employee welfare schemes.

2. Boost the morale of employees:

The employees work only when they are motivated to work. If the company wishes to get 100%
output, then it is the company which has to put in little efforts to encourage the employees. No
one else would deliver the expected results. So, in order to boost the morale of the employees, it
is essential to offer employee welfare measures.
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3. To build a competitive edge:

Competition is must if the company wants employees to work well. In order to form a
competitive environment in the office, it must provide employees with opportunities. The
competitive edge in the work environment can only help in getting the required work from the
employees. So, if the healthy work environment or the healthy competition is required within the
organization, it is vital to provide employees with welfare schemes.

4. To get timely result:

If the companies want the employees to give the result on time or deliver the work in time, there
needs to be some extra effort by the company so as to encourage the employees to give timely
work. This can be done only when the employees are encouraged apart from praising their work
and given some welfare schemes. If the extra work is expected from the employees, they should
also be given extra benefits by the company. Only then the timely results could be expected by
the company.

5. Improved industrial relations:

The employees when benefited, results in good industrial relations too. Not just the work output
is good, but also the amiable relations are built by the employees when encouraged through
various schemes. So, various employee schemes are essential to make employees work in a
better manner in the company.

6. Mental and moral health is also improved:

The employees when given different facilities at work; it improves mental health as well as
helping in becoming a good citizen. So, it helps in overall development of the employee.
Employee development is equivalent to the development of the company. So, if the companies
want themselves to grow, they need to help employees in their growth.

7. Social benefits:

The employees also get various social benefits which are advantageous to the company also. The
social benefits increase the productivity, production as well as the work efficiency of the
employees. The good work by the employees also helps in increasing of the remuneration.
Finally, this helps in increasing the standard of the employees which is appreciated and accepted
by everyone, indeed.

8. Invites more employees:

The employee welfare schemes invite more employees within an organization. This is one of the
good ways of recruiting employees. If your company has less staff then these schemes are
enough to invite more employees within the company. More the employees more will be the
vacancies filled and the work will be done in proper order. Ultimately, it will benefit the

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company only. The work will be executed in the proper order so, for this reason it is essential to
initiate various employee welfare activities schemes in the company.

9. Urge to do better:

The benefits to the employees urge the other employees to work better. It creates a competitive
edge and helps in the growth of the employees. The employees who get such schemes make the
other employees to perform better which creates a competitive environment in the organization.

10. Helps in overall growth of the employee:

The schemes are a motivating factor to the employees and it helps in the overall growth of the
employees. Both the common organizational goal and the personal goals are easily achieved by
the employees, which benefits not just the company but also the members working in the
company.

11. Retains more employees for more time period:

The companies train employees to get good results. But if the employees leave the company
early, it affects not just the employees but also the company. So, the company has to get some
schemes to retain the employees for a longer time period and that is only possible with the
employee welfare programs. The employees would not even think of leaving the company if they
will get the required share of appreciation. So, it is better to give employees the welfare schemes.

12. Employees work harder:

The employees work hard if they are given extra benefits. Benefits are never refused by anyone
but appreciated by all. So, the employees work harder when given the great deal to work for.
Salaries are the obvious thing to get but when given something extra, the employees work
harder.

So, above are some of the advantages of welfare programs. The benefits of employee welfare
measures are more, direct to the employees than the company. However, it is important for the
company to generate various employee welfare schemes. For every company to retain the
employees, it has to bring forward various schemes.

Disadvantages of Employee Welfare Measures:

As every coin have two sides, similarly the employee welfare to have its advantages and
disadvantages. Some of the disadvantages of employee welfare are as follows:

1. The welfare schemes become the driving force to work:

Neither the money nor the schemes should be the driving force to work for the employees. The
employees must be motivated through the work done by others. A competitive environment

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should be the driving force for the employees to work. Only then, the expected work can be
delivered by the employees.

2. The Financial burden for the company:

The company gets burdened financially as more the employees, more the budget will be required
by the company to equally distribute the schemes among the employees working within an
organization. So, in order to equally distribute the schemes among the employees, it is essential
for the company to have proper a financial budget in order to provide employees with the
required schemes.

3. To maintain a competitive edge in the market:

In order to remain in the market and to keep oneself on the edge, it is essential to keep good
employee welfare policy so as to attract maximum skilled employees within the organization.
Every company needs skilled workers to work so that they get better output. In order to do the
same, the company will have to have an edge over the welfare schemes too.

4. Outshines all the old schemes of the company:

All the other schemes of the companies get outdated. Other here means the older schemes, does
not exist anywhere. When the other competitive companies give the employees great and newly
developed schemes, the present schemes seems a big failure due to which the other companies
have to get the similar beneficial schemes. So, this kind of burden also kills the companies at
large.

5. Fear of employees leaving the organization:

If the company fails to provide the employees with great schemes, the employees may choose to
leave the organization. So, to prevent the employees running out, the company needs to bring
novel schemes and services for the employees.

6. Increases the budget of the company:

The employee welfare schemes increase the budget of the company which affects the company
financially. The inclusion of the new schemes can upset the whole budget of the company which
ultimately affects the whole working of the company. This is because it is not necessary that the
company will always have extra finances to cope up emergencies. So, the employee welfare
facilities are a great disadvantage for the employees themselves.

7. Employees may even leave the organization:

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When the competitive organizations give better welfare schemes, the employees may choose to
reach the organization giving better opportunities. This way the employees may even leave the
company and move on to the next. This also forms one of the disadvantages of the company as
well as the employees on the whole. So, for this purpose, the company will have to keep great
welfare schemes for the employees.

These are some of the disadvantages of having employee welfare objectives. The schemes,
however, help the employees more than the companies. This is because whatever is the scheme
bought by the company, has to be funded by the company itself. So, this is the reason why the
employee welfare schemes are a great disadvantage too.

IMPORTANTS TOPICS COVERED UNDER EMPLYOEE WELFARE ARE AS FOLLOWS:

 WORKER’S EDUCATION SCHEME:

Started in 1958, the Workers Education Scheme in India has been playing a very significant role
in our national development; creating an enlightened and disciplined work force and bringing
about desirable behavioral changes in our workforce in the organized, unorganized and rural
sectors. It gets grants-in-aid from the Ministry of Labour & Employment to operate its activities.
The Scheme of Workers Education aims at achieving the objectives of creating and increasing
awareness and educating the workforce for their effective participation in the socio-economic
development of the country. To achieve these objectives, various training programs are
conducted by the Board for the workers of formal and informal sectors at national, regional and
unit levels through a network of 50 Regional and 09 Sub-Regional Directorates spread all over
the country and an apex Training Institute viz. Indian Institute of Workers Education (IIWE) at
Mumbai.

 FACTORIES ACT 1948:

The Factories Act, 1948 (Act No. 63 of 1948), as amended by the Factories (Amendment) Act,
1987 (Act 20 of 1987)), serves to assist in formulating national policies in India with respect to
occupational safety and health in factories and docks in India. It deals with various problems
concerning safety, health, efficiency and well-being of the persons at work places.

The Act is applicable to any factory using power & employing 10 or more workers and if not
using power, employing 20 or more workers on any day of the preceding twelve months, and in

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any part of which a manufacturing process is being carried on with the aid of power, or is
ordinarily so carried on, or whereon twenty or more workers are working, or were working on
any day of the preceding twelve months, and in any part of which a manufacturing process is
being carried on without the aid of power, or is ordinarily so carried on; but this does not include
a mine, or a mobile unit belonging to the armed forces of the union, a railway running shed or a
hotel, restaurant or eating place.

 Safety, Health and Welfare Act 2005 (No. 10 of 2005)

The Safety, Health and Welfare Act 2005 (No. 10 of 2005) came into operation on 1 September
2005, except the provisions of section 4(2), other than as that subsection applies to the repeal of
the Safety, Health and Welfare at Work Act 1989. Section 4(2) partly came into operation on 1
November 2007 and 1 January 2013, insofar as it relates to certain provisions of enactments set
out in Part 1 of Schedule 2.An administrative consolidation of the Act has been prepared by the
Law Reform Commission. It brings together in a single text all amendments and changes to the
Act.

 PAYMENT OF WAGES ACT:

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The main objective for the introduction of the Payment of Wages Act, 1936, is to avoid
unnecessary delay in the payment of wages and to prevent unauthorized deductions from the
wages.As per section 1(6) of the Payment of Wages Act, the wages averaging less than INR
6,500 per month are covered and protected by the Act. Further, the Act is applicable to the
payment of wages to persons employed in factories, upon railways, or in other establishment as
specified in the Payment of Wages Act.Further, wages must be paid only on working day and not
on holiday. In case employment of any person is terminated, the wages earned by him must be
paid before the expiry of the second working day from the date of termination.

 PAYMENT OF BONUS ACT:

The Payment of Bonus Act, 1965 provides for the payment of bonus to persons employed in
certain establishments, employing 20 or more persons, on the basis of profits or on the basis of
production or productivity and matters connected there with.

The minimum bonus of 8.33% is payable by every industry and establishment under section 10
of the Act. The maximum bonus including productivity linked bonus that can be paid in any

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accounting year shall not exceed 20% of the salary/wage of an employee under the section 31 A
of the Act.

 PROVIDENT FUND

The Employees' Provident Fund Organization (abbreviated to EPFO), is an Organization tasked

to assist the Central Board of Trustees, a statutory body formed by the Employees' Provident
Fund and Miscellaneous Provisions Act, 1952 and is under the administrative control of the
Ministry of Labour and Employment, Government of India.

EPFO assists the Central Board in administering a compulsory contributory Provident Fund
Scheme, a Pension Scheme and an Insurance Scheme for the workforce engaged in the organized
sector in India. It is also the nodal agency for implementing Bilateral Social Security Agreements
with other countries on a reciprocal basis.

 MATERNITY BENEFIT:

Maternity Benefit is a payment made to women who are on maternity leave from work and
covered by social insurance (PRSI). You should apply for the payment at least 6 weeks before
you intend to go on maternity leave (12 weeks if you are self-employed). If you are already on
certain social welfare payments then you may get half-rate Maternity Benefit.

Some employers will continue to pay an employee, in full, while she is on maternity leave and
require her to have any Maternity Benefit paid to them. You should check your contract of
employment to see what applies to you.

 PAYMENT OF GRATUITY ACT:

Under Section 4, payment of gratuity is mandatory. Gratuity shall be payable to an employee on

termination of employment after he has rendered continuous service for not less than 5 years in a
single organization.

The termination can be due to:

 Superannuation.

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 Retirement or Resignation.
 On Death or Disablement due to accident or disease.

As per Section 4(1), the completion of continuous service of 5 years is not required where
termination of employment is due to death or disablement. In such case mandatory gratuity is
payable.

Gratuity is paid at a rate of 15 days wages for every completed year of service or part thereof in
excess of Six months. The wages here means wages last drawn by the employee. The "15 Days
Wages" will be calculated by dividing the last drawn wages by 26 and multiplying the result with
15. But under section 4(3), the maximum gratuity that is payable is fixed at Rupees 20, 00,000

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CHAPTER 3

REVIEW OF LITERATURE LABOUR

WELFARE:

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REVIEW OF LITERATURE:

Concept Labour is interrupted in numerous ways, due to the variability of social institution,
degree of industrialization, and the levels of social and economic development in different places
and different times consequently, the concept of employee welfare also is approachable from
many angles. As the concept is relative to the employee and place and the changes in the
economic and scientific environment, different persons and bodies define it in different ways.

CONCEPT OF LABOUR WELFARE:

As pointed out earlier, the concept of welfare can be approached from various angles, as it is
related to the workers, place and changes with the economic and scientific advancement in a
country it is also a relative concept. Many theories have been outlined.

•The Functional Theories

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•Religious Theories

•Policy Theories

•Public Relation Theories

•Philanthropic Theories

•Trusteeship Theories

Employee Welfare in India Article 38:The State shall strive to promote the welfare of the people
by securing the protecting as effectively as it may a social order in which justice, social,
economic and political shall all the institutions of the national life.

Article 39:The State shall in particular, direct its policy towards securing.

a. That the citizens, men and women equally have the right to an adequate means of Livelihood.
b. That the ownership and control of the material resources are so distributed also sub serve the
common good
c. That the operation of the economic system does not result in the concentration of wealth and
means of production to the common detriment.
d. d. That there is equal pay for equal work for both men and women. e. That the health and strength
of workers, men and women, and the tender age of children are not abused and the citizens are
not forced by economic necessity to enter a vocation unsuited for their age of strength.

Article 41: The state shall within the limits of its economic capacity and development make effective
provision for securing the right to work, to education and to public assistance in cases of underserved
wants.

Article 42: The state shall make provision for securing just and human conditions of work and for
maternity relief.

Article 43: The state shall endeavor to endeavor to secure by suitable legislation or economic
organization or in any other way to all workers agricultural industrial or otherwise work a living
wage, conditions of work ensuring a decent standard of life and full employment of particular, the
state shall endeavor to promote cottage industries on an individual or co – operative basic in oral
areas.

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CHAPTER 4:

RESEARCH METHODOLOGY:

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NEED OF THE STUDY

 To find whether Labor welfare helps in providing good industrial relations.

 To know about the employees satisfaction towards welfare measures.
 To find out the facilities by the corporates to promote employee welfare
 To analyze the satisfaction level towards worker welfare measures and motivational factors.
 To study about the opinion of the workers towards the welfare aspects in the organization.

IMPORTANCE OF THE STUDY

 It helps in improving recruitment.

 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.
 It improves moral & loyalty of workers.
 It reduces labor turnover & absenteeism.
 It helps in increasing productivity & efficiency by improving physical & mental health.
 It helps in improving industrial relation & industrial peace.

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SCOPE OF THE STUDY

Employee welfare activities are based on the plea that higher productivity requires more than
modern machinery and hard work. It requires co-operative endeavor of the parties, employee and
management. This is possible only when employees are given due importance and human
element is taken into account at every stage.

The present study has been undertaken to study find out effectiveness of employee welfare
measures in various aspects.

 To find out the practical difficulties involved in welfare measures that can be evaluated
through this study.
 The study can be used to bring out the solution for the problem faced by the employees
availing the welfare measures.
 Through the study, company would be able to know the satisfaction level of employee on
welfare measures.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

 To study the employees welfare measures in the organization.

SECONDARY OBJECTIVES:

 To identify the various welfare measures provided to the employees.

 To know their satisfaction towards the welfare measures
 To understand how welfare measures improve the motivation of the Employees.
 To find out employees preference regarding welfare measures which they like to have
in future.

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RESEARCH DESIGN:

Definition of Research

‘The manipulation of things, concepts or symbols for the purpose of generalizing to extend,
correct or verity knowledge, whether that knowledge aids in construction of theory or in the
practice of an art.’

-D.Slesinger and M.Stephenson

RESEARCH DESIGN

The research design is the basic framework of a plan for a study that guides the collection of data and
analysis of data. The design may be a specific presentation of the various steps in the process of research.

A research design is the arrangement of conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure. Regarding this project,
descriptive research design concern with describing the perception of each individuals or narrating facts
on welfare measures and diagnostic design helps in determine the frequency with which something occurs
or it’s associated with something else.

These steps include the selection of research problem, presentation of the problem, formulation of the
hypothesis, methodology, survey of hypothesis, interpretation and report writing. In this market survey
the design used is Descriptive Research.

Descriptive Research Design

Descriptive research is also called Statistical Research. The main goal of this type of research is
to describe the data and characteristics about what is being studied. The idea behind this type of
research is to study frequencies, averages, and other statistical calculations.

The descriptive research design is used for analyzing and studying the process of Business
Development. It is very simple & more specific than explanatory study. The descriptive study is
a fact finding investigation with adequate interpretation. The descriptive study aims at
identifying the various characteristics of a problem under study. It reveals potential relationships
between variables and also setting the stage for further investigation later. The results of such
research are not usually useful for decision making by them, but they can provide significant

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insight into a given situation. Although the results of qualitative research can give some
indication as to the ‘why’, ’how’ and ‘when’ something occurs, it cannot tell us ‘how often’ or
’how many’.

Although this research is highly accurate, it does not gather the causes behind a situation.
Descriptive research is mainly done when a researcher wants to gain a better understanding of a
topic for example, a frozen ready meals company learns that there is a growing demand for fresh
ready meals but does not know much about the area of fresh food and so has to carry out
research in order to gain a better understanding.

It is quantitative and uses surveys and panels. Descriptive research is the exploration of the
existing certain phenomena. The details of the facts won’t be known. The existing phenomena
facts are not known to the persons.

SURVEY:

Survey was conducted randomly among the employees by sending questionnaire in the medium
of Google forms through WatsApp in order to collect the individual opinion from the
respondents.

DATA COLLECTION:

Primary Data:

It is a firsthand data which is collected by you only. The different way of collecting primary data
is personal interview, questionnaire, survey etc. Primary Data Method of data collection was
done by the way of survey. Primary data was collected with the help of structured questionnaire.
The questionnaire was filled by the employees to know their satisfaction level at the
organization.

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Secondary Data:

Secondary data is the data which has already been collected by someone else for the same,
similar or for different purpose. The secondary data was also collected through various
researches and also with the help of magazines, manuals and newspaper. To meet the objectives,
the study used qualitative research. The descriptive study was done through review of existing
literature that helped in validation and extraction of the important variables and factors. Data was
collected from secondary sources. Secondary sources were magazines, websites, books, office
executives, and company data

Secondary source of data includes: research papers, different research work done previously,
relevant papers or journals, magazine etc. and also used other reports from Internet. The
secondary data was used for the purpose of preparing questionnaires, industry & company
profiles.

Sampling Design:

A sample design is a definite plan determined before any data are actually collected for obtaining
a sample from a given population. Sampling is used to collect data from limited numbers
whereas census is used for large numbers. For the research, sampling method was used.

There are different types of sample design based on two factor namely the representation basis
and the element selection technique .There are two main categories under which various
sampling method can be put. They are

1. Probability sampling
2. Non probability sampling

PROBABILITY SAMPLING:

Probability sampling is based on the concept of random selection; the sample may be either
unrestricted or restricted. When each sample elements is drawn individually from the population

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at large, then the sample so drawn is known as unrestricted sample, whereas allother forms of
sampling are covered under the term restricted sample.

NON- PROBABILITY SAMPLING:

Non-probability sampling is that sampling procedure which does not afford any basis for
estimating the probability that each item in the population has of being included in the sample.

Types are:

 Judgment sampling
 Convenient sampling
 Quota sampling.
 Snowball sampling

In this project, non-probability sampling technique is used to collect the opinion from the online
respondents. The total population is social networking user community, but to collect the
effective data the sampling is constrained to the target population like young adults, graduates
within the age of 21 years to 40 years.

The sample size consists of 113 respondents from Wipro Ltd, Airoli for knowing their
satisfaction level. The sample of 113 respondents was taken to know the satisfaction level of
employee on welfare measures.

Data Requirements and Collection

 Primary Source:
Data was collected by using questionnaire and by interviewing various employees
directly.

 Secondary Source:

Secondary source of data includes: published articles, research papers, published books,
different research work done previously,

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 Relevant books, newspapers, journals, magazine etc. and also used other reports from
Internet, as well as various HR portals.

CHAPTER 5:
Wipro Ltd. : ABOUT THE COMPANY

HISTORY

Early formative years

The company was incorporated on 29 December 1945 in Amalner, Maharashtra by Mohamed

Premji as 'Western India Vegetable Products Limited', later abbreviated to 'Wipro'. It was
initially set up as a manufacturer of vegetable and refined oils in Amalner, Maharashtra, India
under the trade names of Kisan, Sunflower, and Camel.
In 1966, after Mohamed Permit’s death, his son Azim Premji returned home from Stanford
University and took over Wipro as its chairman at the age of 21.
During the 1970s and 1980s, the company shifted its focus to new business opportunities in the
IT and computing industry, which was at a nascent stage in India at the time. On 7 June 1977, the

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name of the company changed from Western India Vegetable Products Limited, to Wipro
Products Limited.
The year 1980 marked the arrival of Wipro in the IT domain. In 1982, the name was changed
from Wipro Products Limited to Wipro Limited Meanwhile, Wipro continued to expand in the
consumer products domain with the launch of "Ralak" a Tulsi based family soap and "Wipro
Jasmine", a toilet soap. In 1988 Premji took a loan of 1 million dollars from Sonkar and Sons to
set up the project. Later the entire loan amount was waived.

2011-2018
In April 2011, Wipro signed an agreement with Science Applications International
Corporation (SAIC) for the acquisition of their global oil and gas information technology
practice. In 2012 Wipro employed more than 70,000 H-1B visa professional temporary workers
in the United States.[
In 2012 Wipro acquired Australian Trade Promotions Management firm Promax Applications
Group (PAG) for $35 million. Also that year, Wipro Ltd. demerged its consumer care, lighting,
furniture, infrastructure engineering (hydraulics and water and medical diagnostic business) into
a separate company to be named 'Wipro Enterprises Ltd'.[40][41][42]Prior to demerger, these
companies together contributed about 10% of the revenues of Wipro Limited.
In 2014, Wipro signed a 10-year $1.2 billion contract with ATCO, a Canadian Energy & Utilities
corporation based in Calgary, Alberta. This was the largest deal in Wipro's history. In October
2016, Wipro announced that it was buying Appirio, an Indianapolis-based cloud services
company for $500 million. In 2017, the company expanded its operations in London.
In 2017, Wipro Limited won a five-year IT infrastructure and applications managed services
engagement with Grameenphone (GP), a leading telecom operator in Bangladesh and announced
it would set up a new delivery centre there.
In 2018, the company began building software to help with the General Data Protection
Regulation (GDPR) in Europe. In March 2018, Wipro said it would be buying a third of Denim
Group. In April 2018, the company sold its stake in the airport IT services company JV.
In August 2018, Wipro paid US $75m to National Grid US as a settlement for a botched SAP
implementation that a 2014 audit estimated could cost the company US $1 billion. Wipro had
been hired as systems integrator in 2010, but errors in the rollout, intended to replace an Oracle
system, caused serious losses and reputational damage.
To compete with Hindustan Unilever and Procter & Gamble, in May 2018 Wipro Consumer
Care and Lighting announced it would increase Indian distribution of its acquired personal care
brands Enchanter and Yardley. Other recent acquisitions included Unza Holdings, LD Waxson,
and Zhongshan. On May 3, 2018, it was announced that Wipro was opening manufacturing
locations in Andhra Pradesh and Guangzhou. On May 4, 2018, it was reported that Wipro's stock
value had been decreasing. The day earlier, press had said that HCL would likely unseat Wipro
that quarter as the third largest Indian IT company, after TCS and Infosys.

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What is work in the Wipro

Wipro Limited is a global provider of comprehensive IT solutions and services, including

Systems Integration, Consulting, Information Systems outsourcing, IT-enabled services, R&D
services. Wipro entered into the technology business in 1981 and has over 140,000 employees
and clients across 54 countries.

PRODUCT AND SERVICES OF WIPRO

Western India Products Limited

Wipro Limited is a global provider of comprehensive IT solutions and services, including
Systems Integration, Consulting, Information Systems outsourcing, IT-enabled services, R&D
services.
Wipro entered into the technology business in 1981 and has over 140,000 employees and clients
across 54 countries.[ IT revenues were at $7.1 billion for the year ended 31 March 2015, with a
repeat business ratio of over 95%.
Wipro Consumer Care & Lighting
Wipro Consumer Care and Lighting (WCCLG), a business unit of Wipro Limited operates in
the FMCG segment dealing in consumable commodities. Established in 1945, its first product
was vegetable oil, later sold under the brand name "Sunflower Vanaspati". It sells personal care
products, such as Wipro Baby Soft and Wipro Safewash, toilet soaps Santoor and Chandrika as
well as Yardley. It sells lighting products, including Smartlite CFL, LED, and emergency lights.
Through product sales and acquisitions, Wipro Consumer Care and Lighting has grown steadily in the FMCG
segment.

Wipro Infrastructure Engineering

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Wipro Infrastructure Engineering is the hydraulics business division of Wipro Limited and has
been in the business of manufacturing hydraulic cylinders, truck cylinders, and their components
and solutions since 1976. This division delivers hydraulic cylinders to international OEMs and
represents the Kawasaki, Sun Hydraulics and Teijin Seiki range of hydraulic products in India. It
has entered into partnerships Kawasaki[70][71] and aerospace giant EADS. In 2010 Wipro
Infrastructure Engineering was the second largest independent manufacturer of hydraulic
cylinders in the world.

Wipro GE Medical Systems

Wipro GE Medical Systems Limited is Wipro’s joint venture with GE Healthcare South
Asia. It is engaged in the research and development of advanced solutions to cater to patient and
customer needs in healthcare. This partnership, which began in 1990, today includes gadgets and
equipment for diagnostics, healthcare IT solutions and services to help healthcare professionals
combat cancer, heart disease, and other ailments. There is complete adherence to Six
Sigma quality standards in all products

 Benefits

 Our responsibility towards you does not stop at salaries and compensation alone. We
offer all possible help to facilitate your settling down. We provide interest-free loans
mainly intended to cover housing deposits or the purchase of a two-wheeler and
contingency loans for marriage, illness, or death of a close family member. Furthermore,
the Wipro Employee Stock Option Plan (WESOP) is specially designed for us to share
the rewards of success with you.

 Growth

 We believe people investment reaps the best dividend. We help you build on your
existing qualifications as we are associated with some of the best institutions in the
world. We offer state-of-the-art programmers in Leadership and Learning and we have
also created a virtual campus, with a 'Training on Demand' facility, enabling individuals
to be in complete charge of their own learning.

Our 360-degree appraisal system provides feedback at all levels helping in your overall

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development. This open-minded approach ensures your position is decided upon by a fair
and open merit system and not by extraneous factors.

 Opportunities

 At Wipro, we offer a transparent job posting system 'My Opportunities'. All open
positions are visible to employees, giving you the flexibility to apply for the job of your
choice and map your career. Wipro offers you career opportunities in core business
divisions such as Enterprise Solutions, Finance Solutions, Product Engineering Solutions,
and Technology Services. And, in Technology Services, there are stimulating jobs in E-
Enabling, ES-enabling, Enterprise Application Services, Technology Infrastructure
Services and Testing Services.

 Innovations

 In this rapidly changing world, the key to doing business better is not just to create new
technologies rather it is the ability and skills to effectively innovate and create
breakthrough applications at the intersection of technologies.

Ever since Wipro started in 1945, innovation has been a key ingredient. Whether it is
diversification of industries, breaking into the latest technology, or spearheading process milestones
globally, Wipro has constantly strived to create a world-class organization providing
world-class solutions.

 The Best Balance

 It is our Life-Work ethos that distinguishes us from others. Pride, passion, and integrity
are integral features of our everyday life at work. The joy of working on cutting-edge
technologies, and a sense of ownership of work, set in an environment of transparency,.

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WIPRO EMPLOYEE WELFARE ASSOCIATION LTD

Wipro Employee Welfare Association Ltd is an Indian Non-Government Company. It's a public
company and is classified as 'company limited by share'.

Company's authorized capital stands at Rs 0.5 lakhs and has 2.0% paid-up capital which is Rs
0.01 lakhs.

Wipro Employee Welfare Association Ltd is majorly in Community, personal & Social Services
business and currently, company operations are dormant.

Company is registered in Mumbai (Maharashtra) Registrar Office.

Wipro Employee Welfare Association Ltd is an unlisted public company incorporated on 14

July, 1983. The registered office of the company is at BAKHTAWAR, 14TH FLR
229,BACKBAY RECLAMATION,, MUMBAI, Maharashtra.
The total paid-up capital is INR 1,000.00. The company has no reported secured loans.
Details of its last annual general meeting are not available. The company is yet to submit its first
full-year financial statements to the registrar.
The company has no reported directors/key management personnel.

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Chapter
6: Primary
Data:

Tabulation & Analysis

40
 41

Response
Below 20 69
20-30 42
30-50 4
Above 50 0

Interpretation :- in the above figure there are 69 people who are

below 20 years and 42

people of age group between 20-30 and 4 people in 30-50

41
 42

Gender no of people
male 46
female 40

prefer not to say 27

Interpretation :- In the above figure there are 46 male employees and 40

female employees and 27 of other category

42
 43

degre no
e of
pe
op
le
degre 34
e/dipl
oma
post 52
gradu
ate
other 27
speci
fy

Interpretation :-In the above figure there are 34 employee who has
completed there degree and 52 employee who has completed their post
gradyation and 27 employee of other specialisation

43

years of service no of people

 44

1-5 years 23
6-10 years 61
11-20 years 12
above 20 years 13

Interpretation :- In the above figure there are 23 employees who has

completed 1-5 years in the organization and 61 employee of 6-10
years and 12 of 11-20 years and 13 of above 20 years

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 45

highly satisfied 36
satisfied 43
neutral 7
dissatisfied 13
highly dissatisfied 13

Interpretation :- In the above figure 36 employee are highly satisfied

with the welfare provided by the organization and 43 are satisfied and 7
are neutral and 13 employee are dissatisfied and 13 are highly
dissatisfied

45
 46

yes 37
no 76

Interpretation :- In the above figure it shows that 37 employee said. yes

that the management interact with employees and 76 employees said
no

46
 47

y 4
e 4
s
n 6
o 8

Interpretation :- In tha above figure 44 employee said that the

organization provide provident fund to employee and 68 employees
says no

47
 48

hig 4
hly 5
sati
sfie
d
sati 3
sfie 4
d
ne 2
utr 0
al
dis 1
sati 0
sfie
d
hig 4
hly
dis
sati
sfie

48
 49

Interpretation :- In the above figure there are 45 people who are highly
satisfied and 34 who are satisfied and 20 are at neutral stage and 10 are
dissatisfied and 4 are highly dissatisfied

49
 50

y 4
e 9
s
n 6
o 2

Interpretation :- In the above figure 49 people says yes about the providing
of pension or retirement service and 62 people says no

50
 51

highly satisfied 31
satisfied 51
neutral 20
dissatisfied 8
highly dissatisfied 3

Interpretation :- In the above figure 31 employees are highly satisfied

and 51 people are satisfied and 20 people are at neutral stage and 8
employees are dissatisfied and 3 are highly dissatisfied

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highly satisfied 27
satisfied 47
neutral 11
dissatisfied 14
highly dissatisfied 14

Interpretation :- In the above figure there are 27 employees who are

highly satisfied and 47 are satisfied and 11 are netural and 14 are
dissatisfied and 14 are highly dissatisfied

52
53

53
 54

y 6
e 5
s
n 4
o 8

Interpretation :- In the above figure 65 employees said yes and 48

employees said no

54
 55

ye 3
s 9
no 7
4

Interpretation :- In the above figure 39 employees said yes and 74

employees said no

55
 56

y 7
e 1
s
n 4
o 2

Interpretation :- In the above figure 71 employees said yes and 42

employees said no

56
 57

y 4
e 6
s
n 6
o 5

Interpretation :- In the above figure there are 46 people who said yes
and 65 people said no

57
 58

Interpretation :- In the above figure 26 employees get vehicle

allowance, 51 gets bonus, 6 gets mobile allowances, and 14 gets
loan allowance

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 59
vehicle 26
medical 51
bonus 14
mobile 6
loan 14

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highly satisfied 41
satisfied 39
neutral 27
dissatisfied 0
highly dissatisfied 6

Interpretation :- In the above figure 41 employees are highly satisfied,

39 are satisfied, 27 at neutral stage, and 6 are highly dissatisfied
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