1

CHAPTER I

INTRODUCTION

1.1 PROFILE OF THE COMPANY:

The Rane brake linings ltd., plant-III launched Pondicherry. This plant
was made on 02.02.1988. In beginning time 130 employees were working that there
plant. The plant-3 was occupied on 29237 yards. The factory building was situated on
90000 squire bits. In the beginning stages of manufactures, only four types of products
are induced.

It is producing a Auto Mobile products such a particular position of all over the
country. Types of products a disc pad, clutch facing and railway products. The RBL
want to produce the products everything would be satisfied by the customer’s
requirement. Products are constantly update in turn with evolving customer demands.
Green material policy evolved to ensure products meet stringent Eco-norms.

All the products designed and manufacture the Computer Aided Design (CAD)
and sophisticated technical equipments like full-scale inertia dynamometer, thermo
gravimetric analyses and pyrolysis gas.

The General Manager of RBL’s plant - III Pondicherry, R.J.R.FERNADO.

(operation)

Disc pads:

Asbestos

Asbestos free

Railway brake blocks:

K block

• Asbestos
• Asbestos free
 2

L block

• Asbestos free

Clutch facings:

Asbestos moulded

Asbestos free moulded

Asbestos free cord wound

RANE GROUP:

The Rane group of companies founded and incorporated on 1929 in Washington

USA, is a privately held the company. Establishment of INDIA in the year year of
1929 the company technical association was made with the collaborator M/S
NISSHINBO industries in JAPAN of the manufacture of its products.

The company name was selected from an anagram created from of the common
letters of the first and last name of the original founders. This particular anagram was
selected because it was short, easy-to-say and remembers, and they liked the double-
entendre possibilities implying wet-links northwest.

The essential ingredients in Rane’s successful philosophy are knowledge,

integrity, pride and commonsense. At Rane, people learn to treat people the way they
would want to be treated, to design & built the products the way they would want their
designed &built and that when something goes wrong, you react quickly and
decisively to correct it. It is an old fashioned, based on the mutual trust and respect.

BRANCHES OF THE RANE GROUPS:

Rane Corporate Center, Chennai.

Rane Regional Office, Chennai, Mumbai.

Rane Regional Office, Delhi.

Rane Brake Linings Ltd., (HO) Channai.

Plants Chennai, Hyderabad, Pondicherry, Trichy

 3

Rane (Madras) Ltd.,(HO) Chennai.

(Chennai, Mysure, Pondicherry)

Rane Engine Values Ltd., (HO) Chennai.

(Chennai, Andhra, ponneri, Hyderabad)

Rane TRW Steering Systems Ltd.,(HO) Chennai.

Viralimalai, Guduvancherry, Singaperumal koil,

Kar mobiles ltd., (HO) Banglore.

MISSION AND VALUES:

 provide superior products and services to our customer and maintain market

leadership.

 Evolve as an institution that serves the best interests of all stakeholders.

 Pursue excellence through total quality management.

 Ensure the highest standards of ethics and integrity in all our action.

VISION STATEMENT:

To remain market leader INDIA and global player in fraction material

composites

through environment friendly technologies and people competence.

OBJECTIVES OF RBL:

 establish orderliness in all work place.

 Establish visual controls at work place.

 Create a safe working conditions.

 Reduce retained times and there by eliminate delays.

 4

RBL’S QUALITY POLITY:

 That customer satisfaction is an imperative and this is achieved by supplying

quality products in time at competitive prices.

 That quality should be designed engineered and built into the product through

appropriate technology.

 In ensuring adequate in-house testing facilities, to create confidence and trust in

customers, on the performance of its products.

 In total employee involvement and commitment, by imparting adequate

knowledge and skills to all levels of employees, are the prime objectives of the

company.

 In doing things right first time and every time.

AWARDS & RECOGNITIONS:

 Award ISO 9001:2000 quality management system, by RWTUV. Germany.

 Award ISO 14001 environment management system, by RWTUV, Germany.

 DEMING award in the year of 2003-by juse- Japanese unions for scientists and
engineers.
 5

ORGANISATION CHART

PRESIDENT

APEX COMMITTEE
(CHARMAN, PLANT HED)
CHENNAI, HYDRABAD, PONDICHERRY.

PLANT STEERING COMMITTEE

Corporate head, +plant. Head+
Dept. head,

Zone-2 Zone-3 Zone-4 Zone-6 Zone-7

HR &Add
Zone-5
Disc Pad Clutch CBB OAD PED
Zone-1
Store

Sub Sub Sub Sub Sub Sub Sub

Zone-4 Zone-5 Zone-3 Zone-4 Zone-3 Zone-2 Zone-3
 6

1.2 INTRODUCTION TO STUDY

• The study is carried out to find the reasons for conflicts between employers and
workers.

• It helps the management to improve the welfare measures facilities and to make
workers participate more effectively towards the work.

• The study helps to find the satisfaction level of welfare measure provided.

• This study gives a good support for improving the performance of employees.

• This study provides me a practical exposure to upgrade my knowledge.

 7

CHAPTER II

REVIEW OF LITERATURE

2.1 DEFINITION OF EMPLOYEE WELFARE

The ILO (International Labour Organization) defined, “welfare as a term which is

understood to include such services and amenities as may be established in or the
vicinity of undertaking to perform their work in healthy, congenial surrounding and to
provide them with amenities conductive to good health and high morale”.

According to Arthur james Todd, “welfare as anything done for the comfort or
improvement and social of the employees over and above the wages paid, which is not
a necessity of the industry”.

2.1.1 MEANING OF EMPLOYEE WELFARE

Employee welfare means, such services, facilities and amenities such as canteens,
rest and recreation facilities, arrangement for travel to and for the accommodation of
workers employed at a distance from their home, and such other services, amenities and
facilities including social security measures as contribute to improve the condition
under which workers are employed.

2.1.2 CONCEPT OF EMPLOYEE WELFARE

Employee welfare may be viewed as a total concept, as a social concept and a

relative concept. The total concept is a desirable state of existence involving the
physical, mental, moral and emotional well-being. The social concept of welfare
implies, of man, his family and his community.

The relative concept of welfare implies that welfare is relative in time and place.
Employee welfare implies the setting up of minimum desirable standards and the
provision of facilities like health, food, clothing housing, medical allowance, education,
insurance, job security, such as to safeguard his health and protect him against
 8

occupational hazards. The worker should also be equipped with necessary training and
a certain level of general education.

2.1.3 WORKER’S EDUCATION

Reading room, circulating library, visual education; literary classes, adult

education, social education; daily news review; factory news bulletin; cooperation with
workers in education services.

Welfare facilities may also be categorized as (a) intra-mural and (b) extra-
mural.

2.1.4 INTRA-MURAL FACILITIES

Intra-mural activities consist of facilities provided within the factories and

include medical facilities, compensation for accidents, provision of safety measures,
activities relating to improving of employment, and the like.

2.1.5 EXTRA-MURAL FACILITIES

Extra-mural activities cover the services and facilities provided outside the
factory such as housing accommodation, indoor and outdoor recreational facilities,
amusement and sports, educational facilities for adults and children and the like.

It may be stated that the welfare activities may be provided by the employer, the
government, non-government organizations and the trade unions. What employers
provided will be stated later, the activities undertaken by other agencies are mentioned
here.

2.1.6 WELFARE FACILITIES BY THE GOVERNMENT

With a view to making it mandatory for employers, to provide certain welfare

for their employees, the government of India has enacted several laws from time. These
laws are the factories act, 1948; the mines act, 1952; the plantation labour act 1951; the
bid and cigar workers (conditions of employment) act 1966; and the contract labour
(regulation and abolition) act, 1970. another significant step taken by the central
 9

government has been established in coal ,mica, iron-ore, limestone and dolomite mines.
The welfare activities covered by these funds include housing, medical, educational
and recreational facilities for employees and their dependents.

2.1.7 WELFARE ACTIVITIES BY THE TRADE UNION

Labour union have contributed their share for the betterment of the employees.
Mention may be made here of the textile labour association of headband and the
railway men’s union and the mazdoor sabha of kanpur, which have rendered
invaluable services in the field of labour welfare. The welfare activities of the textile
labour association. Ahmedabad,are worth nothing.

2.1.8 WELFARE WORK BY VOLUNTARY AGENCIES

Many voluntary social-service agencies have been doing useful labour-welfare

work. Mention may be made of the Bombay social service league, the seva sadan
society, the maternity and infant welfare association, the YMCA, the depressed classes
mission society and the women’s institute of Bengal. The welfare activities of these
organization of recreation and sports for the working class.

STATUTORY AND NON-STATUTORY

Welfare activities may also be classified into (i) statutory and (ii) non-
statutory provision.

2.2 STATUTORY EMPLOYEE WELFARE FACILITIES

Section 42 to 50 of the factories act of 1948, deal with provisions for the welfare of
the workers.

1) Washing Facilities (Sec.42)

According to sec. 42 every factory shall provide adequate and suitable washing
facilities, separately screened for male and female workers, conveniently accessible
and clean

2) Storing and Drying Cloth (Sec.43)

 10

According to sec. 43, every factory shall provided a place for keeping the
clothes which are not worn during working hours and drying of wet clothes.
3) Sitting Facilities (Sec. 44)
Every factory shall provide for suitable arrangements for sitting for all workers
obliged to work in a standing position.

4) First Aid Facilities (Sec.45)

For every 150 workers, there must be readily accessible and well equipped first
– aid box. This box must contain the prescribed contents and it must be in charge of a
responsible person who holds a certificate in first – aid. Where more than 500 workers
are employed an ambulance room shall be provided and maintained.

5) Canteen (sec. 46)

Every factory where 250 workers are employed, the occupier has to maintain
a canteen for the use of workers.

6) Shelter, Rest and Lunch Rooms (Sec.47)

In every factory where in 150 workers are employers are employed, the
occupier shall provide shelter, rest rooms and lunch rooms.

7) Lighting sec(17)

The RBL must be employed in located things is sight. In every part of a

manufacturing process where workers are working or passing, there provided and
maintained sufficient and suitable light, natural artificial both.

8) Drinking water (sec18)

The RBL working place is so hard, employees are need to emphasize the
important of providing liberals supply of cool and pure water. The lay down that in
every places effective arrangement must be made to provide and main at suitable
place conveniently situated for all workers employed there in a sufficient supply of
drinking water. The water pumps are situating for five places in factory.
 11

9) Welfare Officers

The occupier of every factory employing 500 or more workers shall employee
the prescribed number of welfare officer.

2.3 NON – STATUTORY EMPLOYEE WELFARE FACILITIES

1) Educational Facilities
Educational facilities are important that the children of the workers should be
provided with educational facilities.

2) Medical Facilities
Employers, whether in private or in public sectors have been providing medical
facilities for their workers and their families. Besides general medical treatment and
health-care, separate arrangements for specialist treatment for diseases like T.B. cancer,
leprosy, and mental disease.

3) Transport Facilities
Transport facilities to workers residing at a long distance are essential to relieve
them from strain and anxiety. Such facilities also provide greater opportunity for
relaxation and recreation and help in reducing the rater of absenteeism.

4) Recreation Facilities
Recreation facilities afford the worker an opportunity to develop his sense of
physical and mental discipline. It has an important bearing on the individual’s
personality as well as his capacity to contribute to social development.

5) Housing Facilities
Some of the industrial employers both in public and private sector have
provided housing facilities to their employees. The company also renders assistance to
the co-operative housing societies formed by its employees.
 12

Training and development

The RBL’s various employee improvement conducts the various places

and various programmers. This main motive is improving the employee moral,
knowledge and skill also to get g his work.

DISPENSARY

With the premises of the mill, they provided, first- aid facility in dispensary.
They are providing 24 hours service with duty doctors, pharmacy, bed facilities and
ambulance van in case of emergency. This provided for the workers and his family
members.

The manner of execution of subsiding programmers welfare measure

1) Distribution of 1 kg sweets to each of the employees / staff on the occasion of

Deepavali.

2) Provisions of educations allowance of 250% per child per annum and maximum of
Rs 500% to each of the employees.

3) Provision of medical allowance of Rs 100 per month for the employees who are
not covered under ESI scheme.

4) Provision of tea allowance of Rs 2.50 pasie per month to all the employees of the
society.

5) The society has maintained a trust for the employees group gratuity fund.

6) The society has provided house building advance facilities to the employees.

7) The society has provided motor conveyance advance facilities to the employees.
 13

8) To society has provided encashment of earned leave facilities to the employees.

2.4 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES

1) EMPLOYEE WELFARE
By Regina bare
Employee welfare program is based on the management policy which is aimed
shaping perfect employees. There fore the concept of employee welfare includes to
aspects namely physical &mental welfare.

1. applications of merit system or work performance system as the basis for

employee rewarding.
2. providing the retired employees with the old age allowance.
3. employee insurance program to provide the employee with better security.
4. improvement in health security for the employee’s and their families so that
they can work confidently and productively.

2) EMPLOYEE’S WELFARE MEASURES

By Ann Davis, Lucy Gibson

Describes a process through which organizations might seek to implement

interventions relating to employee wellbeing. Emphasizes the importance of a
comprehensive needs assessment both in obtaining the breadth of information needed
to design appropriate interventions and also in providing baseline information against
which to evaluate programme effectiveness. Discusses factors which influence the type
of intervention appropriate for a particular situation and highlights their design
implications. Finally, provides guidance on programme implementation and evaluation,
and discusses some of the advantages and disadvantages of different approaches to
tertiary welfare provision.

3) EMERALD GROUP PUBLISHING LIMITED

By J. Bruce Prince
Purpose – The employee selection process has generally focused on the near-
term performance potential of internal candidates in filling vacant positions. This
research addresses the potential influence of adding a career development emphasis to
the employee transfer decision process. In a career-focused transfer process the
 14

applicants' individual career development needs and growth opportunities are a key
basis for internal selection decisions.

Design/methodology/approach – Using web-based survey methodology, a US

financial services firm is used to evaluate the relationship between the use of career-
focused employee transfer criteria and key employee attitudes.

Findings – The study finds that the use of career-focused processes are
positively related to employees' developmental opportunity satisfaction and perceived
support for career development. Regression analyses finds that these two attitudes
mediate the positive relationship between the use of career-focused transfer criteria and
perceived organization support (POS). Other research efforts (e.g. Allen and Shore)
have linked POS to a variety of positive outcomes, including lower employee turnover.
Past research, however, has not considered how specific human resource practices can
be the basis for the development of key attitudes.

Research limitations/implications – This research – while limited due to it

cross-sectional methodology – builds on that stream of research by focuses on the
design of the employee transfer process and how it can be a key practice for achieving
a developmental focus and associated benefits.

Originality/value – The results suggest that focusing on performance potential

of applicants and career-focused criteria are not necessarily antagonistic but can be
used jointly to make internal selection decisions.

4) NEEDED WELFARE MEASURES

By ARTHUR CAPPER, Governor

To promote a higher type of citizenship, to insure to every child born in Kansas a

record of birth, an equal share in the paternal care of the government and a recognition

of its potential worth as a future citizen, I recommend the establishment of a division of

child hygiene as a part of the State Board of Health. This new division should take into

account the circularizing of the expectant mother who applies for information, the care

of the new-born babe, and the well-being, health and nurture of the growing child.
 15

In the same general line of public welfare, I recommend the enactment of laws on
the following subjects:

1. To assist needy and worthy mothers by a compensation which shall enable them to
care for dependent minor children at home instead of their being cared for in
institutions.

2. To designate certain existing officials to comprise and act as an industrial welfare

committee, with power to establish and enforce wage schedules and to regulate the
hours of women and minors in industry.

3. To provide for the paying of convicts' earnings to their department families, after a
sufficient sum is deducted for the convict's maintenance.

4. To give organized labor the right to select the officers of the State Labor Bureau.

5. To help solve the problem of the unemployed by extending the activities of the
free employment bureau.

6. To strengthen the workmen's compensation act for the better protection of the
workers.

7. To promote the safety and safeguard the interests of railroad men and the traveling
public.

8. To compel employers to report promptly to the labor department all accidents

occurring in factories or mines.

9. To make child desertion by either father or mother a crime.

10. To broaden the $200 tax exemption law by removing the discrimination against
certain classes of women.

11. To authorize cities of the first and second class to establish public loan institutions,
that the loan shark evil may be abated.
 16

2.5 TYPES OF WELFARE ACTIVITIES

The meaning of labour welfare may be made more clear more by listing the
activities which are referred to as welfare measures.

A comprehensive list of welfare activities is given by moorthy in his monumental

work on labour welfare. He divides welfare measures into two broad groups, namely.

1. Welfare measures inside the work place and

2. Welfare measures outside the work place

Each group includes several activities.

I Welfare measures inside the work place

1. condition of the work environment

• Neighborhood safety and cleanliness; attention to approaches.

• Housekeeping; up-keeping of premises-compound wall, lawns, gardens, and so

forth, egress and ingress, passages and doors; white-washing of walls and floor
maintenance.

• Workshop (room) sanitation and cleanliness; temperature, humidity,

ventilation, lighting, elimination of dust, smoke, fumes, gases.

• Control of effluents.

• Convenience and comfort during work. That is, operatives posture, seating
arrangements.

• Distribution of work hours and provision for rest hours, meal times and breaks.

• Workmen’s safety measures, that is maintenance of machines and tools fencing

of machines, providing guards, helmets, aprons, goggles, and firest-aid
equipment.

• Supply of necessary beverages and p-ills and tables, that is salt tablets, milk,
soda.
 17

• Notice boards; posters, pictures slogans; information or communication.

2) Conveniences:

 Urinals and lavatories, wash basin, bathrooms, provision for spittoons, waste
disposal.

 Provision of drinking water; water coolers.

 Canteen services: full meal mobile canteen.

 Management of worker’s cloak rooms, rest rooms, reading rooms, reading

room and library.

II Welfare measures outside the work place

 Housing; bachelor’s quarters; family residences according to types and
rooms.

 Water, sanitation, waste disposal.

 Roads, lights, parks, recreation, playgrounds.

 Schools, nursery, primary, secondary and high school.

 Markets, co-operatives, consumer and credit societies.

 Bank.

 Transport.

 Communication; post, telegram and telephone.

 Health and medical services, dispensary, emergency ward, out-patient and

inpatient care, family visiting; family planning.

 Recreation: games; clubs; craft centers; cultural programmers, that is, music
clubs; interest and hobby circles; festival celebrations; study circles, reading
room and library; open air theatre; swimming pool; athletics, gymnasia.
 18

 Watch and ward; security.

 Community services and problems; child, youth and women’s clubs.

The factory act:

The act was first conceived in 1881 when a legislation was enacted to protect
children and to provide health and safety measure. Later, hours of work were sought to
be regulated and were, therefore, incorporated in the act in 1911. the act was amended
and enlarged in 1934 following the recommendations of the royal commissions of
labour. A more comprehensive legislations to regulated and were, therefore,
incorporated in the act in 1948.

Arguments against labour welfare are obvious. Welfare implies do-Gooding.

The personnel management fraternities have spent many years trying to shake off their
association with what they, and others, like to think of as, at best peripheral and
redundant welfare activities. Welfare is provided for by the state services. Why should
not be the concern of their employers. It is selfish to maintain large playing fields and
erect huge sports pavilions if they are going to be used by a minute proportion of staff
for a very limited period of welfare services increases the loyalty and motivation of
employees has long been exploded. If welfare services are used at all, they are taken for
granted. Gratitude is not a prime motivating factor. In fact, gratitude is a thing of the
past remembered for a short time and forgotten soon after.
 19

CHAPTER III

OBJECTIVES OF THE STUDY

• To identify the various welfare measures in the organization.

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

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

• To adopt suitable measures for the improvement of employee performance.

• To give suggestions and recommendation for the promotion of welfare

measures.
 20

CHAPTER IV

RESEARCH METHODOLOGY

4.1 Research
The advanced learner’s dictionary of current English as “a careful investigation or
inquiry especially through search for new facts in any branch of knowledge”

Redman and more define research as a “systematized efforts to gain new

knowledge”

Research design:
A plan of proposed study prepared by a researcher stating the research activities
to be performed in this proposed study before he undertakes his research work is called
“Research Design”.

Defining the population:

The total employees working in the organization is 304.

Sampling plan:
Out of 304 employees this study was carried out taking into the account of only
104 employees.
.
4.2 Data used:
Both primary data and secondary are used in this study.

4.3 Data collection method:

A survey method is used to collect the data Questionnaire.

Type of question:
The following are the type of questions which are used in this research.
 21

1. Dichotomous question
Dichotomous question are type of question normally, two option such as
yes/no.

2. Multiple choice questions:

This type of questions more than two options to express the employee’s view.

Filed-work
The field work of study was done at RANE BRAKE LININGS LIMITED
PUDUCHERRY.

Period of survey:
The period of survey was nearly 1 month.

4.4 Description of statistical tool used:

According to this project, there are two statistical tools used. They are

1) Percentage analysis:

The percentage method was extensively used for analysis and interpretation. It
can be generally calculated as follows

Number of respondents favorable

_______________________________ X 100
Total No. of respondents
 22

2) Weighted average method:

Weighted arithmetic mean analysis was done to find out the relative importance
of certain, job, rating to trainer

W1x1
X = _______
W
Where
W – Total No. respondents

W1 – No of respondents

X1 – rating given by the respondents.

3) CHI-SQUARE TEST:

Chi-square test to compare the relationship between the two variables.

Formula

2
∑ = (O-E)
_______

O- Observed value

E- Expected value

There are many situations in which it is not possible to make any rigid
assumption about the distribution of the population from which samples are being
drawn.
 23

CHAPTER V

DATA ANALYSIS AND INTERPRETATION

Table No: 5.1

Age Group

Number of
S.NO Age group % of Respondents
Respondents
1 below 25 5 4.8
2 26-30 12 11.5
3 31-35 36 34.6
4 35&above 51 49.0
Total 104 100

Inference:
In industrial sector workers are working in different age group starting from
20to58 years. So, the age factor of workers determine their involvement, concentration
and performance. The above table points out that, most of the respondents 49% are in
age group of 35 &above, 34.6% of respondents are in the age of 31-35 years.11.5% of
respondents are in age group of 26-30years.4.8%of respondents are in age group of
below 25 years.

Chart 5.1

Age of the Employee

60

50

40

30
Frequency

20

10

0
below 25 26- 30 31- 35 35&above

Age of the Employee

 24

Table 5.2

Respondents Sex

Number of
S.No Sex % of Respondents
Respondents
Male 101 97.1
1

Female 3 2.9
2

Total 104 100

Inference :

Most of the respondents (97.1%) are in sex group of male.(2.9%) of respondents

are in sex group of female.

Chart 5.2

Sex of the Employee

120

100

80

60

40
Frequency

20

0
Male Female

Sex of the Employee

 25

Table No: 5.3

Respondents Education

% of
S.No Education Number of Respondents
Respondents
1 H.S.C 13 12.5
2 I.T.I 15 14.4
3 U.G 31 29.8
4 P.G 45 43.3
Total 104 100

Inference:

The above table shows that, most of the respondents (43.3) P.G, have studied
U.G, 29.8% of the respondents have studied I.TI, 14.4% of the respondents12.5% of
the respondents have studied H.SC and 14.4% of the respondents have studied others
in H.sc.

Chart 5.3

Qualification of the Employee

50

40

30

20
Frequency

10

0
H.s.c I.T.I U.G P.G

Qualification of the Employee

 26

Table 5.4

Respondents Experience

Number of % of
S.No Experience
respondents Respondents
1 below 5yrs 15 14.4
2 6-10yrs 25 24.0
3 11-20yrs 23 22.1
4 above20yrs 41 39.4
Total 104 100

Inference:

The above table shows that, most of the respondents (39.4%)have experienced
above 20yrs, 24.0% of the respondents have experienced 6-10yrs, 22.1% of the
respondents have experienced 11-20yrs and 14.4% of the respondents have experienced
5-15 yrs.

Chart 5.4
 27

Experience of the Employee

above 20yrs
Below 5yrs

6 - 10yrs

11 - 20yrs
 28

Table: 5.5

Respondents Marital Status

S.No Marital status Number of Respondents % of Respondents

1 Married 48 46.2

Unmarried 56 53.8
2

Total 104 100

Inference:

The above table shows that, most of the respondents (53.8%) have unmarried,
(46.2%) of the respondents are married.

Chart 5.5
 29

Marital status
60

50

40

30

20
Frequency

10

0
Married Unmarried

Marital status
 30

Table 5.6

Respondents Salary

S.No Monthly Income No of respondents % of respondents

below 5000 18 17.3

1

5001 to 10000 23 22.1

2
10001 to 15000 16 15.4
3
15001 to 20000 13 12.5
4

20001 and above 34 32.7

5
Total 104 100

Inference:

From the above table it is observed that salary level of 20001 and above
32.7% of the respondents.

Chart 5.6
 31

Monthly Income of the Employee

below 5000

20001 and above

5001 to 10000

15001 to 20000

10001 to 15000
 32

Table 5.7

Respondents Sort of Workers

S.No Sort of workers No of respondents % of respondents

1 Permanent 104 100

Inference:

The above table shows sort of workers most of the respondents (100%) got
permanent.

Chart 5.7
 33

Sort of Worker
120

100

80

60

40
Frequency

20

0
Permanent

Sort of Worker

Table 5.8

Safety Measures
 34

Inference:
From the above table it is found that 44 respondents are expecting cap, helmet,
over coat. Shoes, eye glass & gloves and 25 respondents are expecting cap shoes,
S.NO Safety measures No of respondents % of
Respondents

1 Cap, Overcoat & Helmet 8 7.7

Cap, Overcoat, Shoes &

2 12 11.5
Gloves
Cap, Shoes, Helmet & Eye
3 15 14.4
glass
Cap, Shoes, Gloves & Eye
4 25 24.0
glass
Cap, Helmet, Overcoat,
5 44 42.3
Shoes , Gloves & Eyeglass

Total 104 100

gloves & eyeglass , from the Management.

Chart 5.8

Safety Equipment given by Organization

50

40

30

20
Frequency

10

0
Cap, Overcoat & Helm Cap,Shoes, Helment & Cap,Helment,Overcoat
Cap,Overcoat,Shoes & Cap,Shoes,Gloves & E

Safety Equipment given by Organization

Table 5.9

Family Welfare Facility

 35

% of
S.NO Family welfare facility No of respondents
Respondents

EPF 4 3.8
1
Education allowance & EPF 14 13.5
2
Insurance, EPF, housing loans 5 4.8
3
Vehicle loans, holiday compensation
4 13 12.5
& EPF

Insurance, EPF, Vehicle loans

68 65.4
5 &Education allowance

Total 104 100

Inference:

From the above table it is found that 68 respondents are satisfied with Insurance,
EPF, Vehicle loan & Education allowance and 14 respondents are satisfied with
Education allowance & EPF accepted.

Chart 5.9
 36

Family Welfare Facility Provided organization

EPF

Education Allowance

Insurance, EPF,Housi

Vehicle loans,Holida

Insurance ,EPF,Vehic

Table 5.10
Medical Facility

No of % of
S. No Medical facility
respondents respondents
1 First aid 12 11.5
2 Ambulance 10 9.6
3 Treatment charges 20 19.2
4 Other specify 6 5.8
5 First aid & ambulance 5 4.8
6 First aid & Treatment Charges 10 9.6
7 Ambulance & treatment Charges 10 9.6
8 Ambulance & other specify 1 1.0
9 First aid, ambulance & Treatment charges 28 26.9
First aid, ambulance, Treatment charges
10 2 1.9
&other specify
Total 104 100

Inference:
From the above table it is found that 28 respondents are expecting first aid,
ambulance & treatment charges and 20 respondents are expecting treatment charges
from the management.

Chart 5.10
 37

Medical Facilities

first aid,ambulance,
First aid

First aid, Ambulance

Ambulance

Ambulance & Other sp

Treatment Charges

Ambulance & Treatmen

first aid & atreatme Other Specify

First aid & Ambulanc

Table 5.11
Respondents opinion on Treatment

S.NO Treatment No of respondents % of respondents

Good 35 33.7
1
2 Normal 48 46.2

3 Poor 9 8.7
4 No opinion 12 11.5
Total 104 100

Inference:

The above table shows that the respondents (46.2%) says that, the treatment is
normal, 33.7% of respondents says that it is good. 11.5% of respondents says that they
had no opinion and 8.7% of respondents say that it is poor.

Chart 5.11
 38

Feel about Treatment

60

50

40

30

20
Frequency

10

0
Good normal Poor No Opinion

Feel about Treatment

 39

Table 5.12

Environment Condition

S. No Environment condition No of respondents % of respondents

1 Pleasant condition 14 13.5

2 Proper Ventilation 8 7.7

3 Fresh air 34 32.7

4 All 48 46.2

Total 104 100

Inference:

Most of the respondents are satisfied with working environment condition.

Chart 5.12

Type of Environment Condition

All
Pleasant Environment

Proper Ventilation

Fresh Air
 40

Table 5.13

Wearing Uniform system

S.No Wearing Uniform System No. of respondents % of respondents

1 No difference is identified 14 13.5

Maintain equality among
33 31.7
2 all
3 Provide social security 45 43.3

4 No opinion 12 11.5

Total 104 100

Inference:

The above table explain that, the respondents (13.5%) says that they feel no
difference is identified on wearing the uniform, 31.7% says that they maintain equality
among all. 43.3% of respondents says that they provide social security and 11.5% says
that they have no opinion.

Chart 5.13
 41

Type of feeling with wearing uniform

50

40

30

20
Frequency

10

0
No difference is Ide Provide Social Secur
Maintain Equality am No oOpinion

Type of feeling with wearing uniform

 42

Table 5.14

Transport Facility

S.No Transport facility No of respondents % of respondents

Highly satisfied 11 10.6

1
Satisfied 33 31.7
2
3 Dissatisfied 25 24.0

4 Highly dis satisfied 15 14.4

No opinion 20 19.2
5
Total 104 100

Inference:

From the above table it shows that, respondents(10.6%) says that, they are
highly satisfied with transport facility, 31.7% of respondents says that they are
satisfied, 24.0% of respondents says that they are dissatisfied, 14.4% of respondents
says that, they are highly dissatisfied, 19.2% of respondents says that they are no
opinion.

Chart 5.14
 43

Satisfied with Transport facilities

Highly Satisfied
No opinion

Highly Dis Satisfied Satisfied

Dis Satisfied

Table 5.15

Education Facilities

No of % of
S.No Education facilities
Respondents Respondents

1 Library 19 18.3

2 Free computer training 26 25.0

3 Reading room & daily news review 15 14.4

4 Library & free computer train 16 15.4

Library, Computer train& daily news

5 28 26.9
review

Total 104 100

Inference:

From the above table it is found that 26.9% of respondents are satisfied with
library, computer train & daily news review and 25.0 % of respondents are satisfied
with free computer training.
 44

Chart 5.15
Education Facilities given by Organization
Liabrary

Liabrary, Computer T

Free Computer Traini

Liabray & Free Compu

Reading room & daily

 45

Table 5.16

Supportive Activities Programs

No of % of
S. No Supportive Activities Programs
respondents respondents
1 Personality development programs 28 26.9
2 Social competency programs 16 15.4
3 Safety and environment classes 23 22.1
4 Product and process classes 21 20.2
5 Quality classes 16 15.4
Total 104 100.0

Inference:

From the above table it shows that, most of the respondents (26.9%) says
that the personality development programs, 22.1% of respondents say that is safety and
environment classes, 20.1% of respondents say that product and process classes.

Chart 5.16

Supportive Activities Programs

30

20

10
Frequency

0
Personality Developm Safety and Environme Quality classes
Social Competency Pr Product and Process

Supportive Activities Programs

 46

Table 5.17

Respondents bonus

S.NO Bonus No of respondents % of respondents

1 below 5000 18 17.3

2 5001 to 10000 25 24.0

3 10001 to 15000 27 26.0

4 15000 and above 34 32.7

Total 104 100

Inference:

The above table shows that, most of the respondents (32.7%) have bonus 26.0%
0f the respondents have bonus and 24.0% of respondents have last year bonus.

Chart 5.17
 47

Bonus amount on Last Year

below 5000

15000 and above

5001 to 10000

10001 to 15000
 48

Table 5.18

Monetary Benefits

S.NO Monetary benefits No of respondents % of respondents

Monetary reward for the continuous
1 37 35.6
improvement
2 Monetary reward for problem solving 38 36.5

3 Others 29 27.9

Total 104 100.0

Inference:

The above table show that, most of the respondents says that monetary reward
for problem solving, 35.6% of the respondents says that it is monetary reward for the
continuous improvement and 27.9% of the respondents says that other monetary
benefit.

Chart 5.18

Monetary benefits fron Organization

40

30

20
Frequency

10

0
Monetary rew ard for Others
Monetary rew ard for

Monetary benefits fron Organization

 49

Table 5.19

Extra Curricular Activities

No of % of
S.NO Extra curricular activities
respondents respondents
1 Sports 26 25.0

2 Company seminar 18 17.3

Sports & athletic 26 25.0

3

Sports & Company seminar 16 15.4

4
Sports, athletic, company seminar 18 17.3
5
Total 104 100

Inference:

From the above table it shows that, respondents is common in 25% says that
sports, sports & athletic, 17.3% of respondents says that they have company seminar,
sports & Athletic.

Chart 5.19
 50

Extra Curricular activites by the Organization

Sports, athletic, Co

Sports

Sports & Company sem

Company seminor

Sports & athletic

 51

Table 5.20

Expected Rest Hour

% of
S.NO Rest hour No of respondents
respondents
2 hour once 84 80.8
1

4 hour once 20 19.2

2

Total 104 100

Inference:

From the above table it is found that 80.8% of respondents are expecting 2hour once
and 19.2% respondents are expecting 4 hours once rest hour.

Chart 5.20

Expected Rest hour in the Organization

100

80

60

40
Frequency

20

0
2 hour once 4 hour once

Expected Rest hour in the Organization

 52

Table 5.21

Allotment of Various Shift System

Various shift
S.NO No of respondents % of respondents
system
1 yes 79 76.0
2 No 25 24.0
Total 104 100

Inference:

The above table explains that, most of the respondents (76%) says that they
comfortable in allotment of various shift system and 24% of respondents says that they
are comfortable in allotment of various shift system.

Chart 5.21
 53

Comfotable with Shift System

100

80

60

40
Frequency

20

0
Yes No

Comfotable with Shift System

Table 5.22

Level of satisfaction working in night shift

 54

Working in night No. of respondents

S.NO % of respondents
shift
1 Satisfied 30 28.8

2 Dissatisfied 39 37.5

3 Highly dissatisfied 14 13.5

4 No opinion 21 20.2

Total 104 100

Inference:

The above table shows that, most of the respondents 37.5 says that they are
dissatisfied while working in night shift and only 28.8% respondents are satisfied.

Chart 5.22
 55

Level of Satisfaction With Night Shift

No opinon

Satisfied

Highly dis satisfied

Dis satisfied
 56

Table 5.23

Level of satisfaction with the Drinking Water

% of
S.NO Drinking water No respondents
respondents

1 Highly satisfied 7 6.7

2 Satisfied 42 40.4

3 Dissatisfied 23 22.1

4 Highly dis Satisfied 3 2.9

5 No opinion 29 27.9
Total 104 100

Inference:

From the table it infers that 40.4% of respondents are satisfied with the drinking
water facility while 27.9% of the respondents have no opinion about the facility.

Chart 5.23
 57

Satisfied With Drinking Water Facilities

50

40

30

20
Frequency

10

0
Highly satisfied Dis satisfied No opinion
Satisf ied Highly Dis satisfied

Satisfied With Drinking Water Facilities

Table 5.24

Quality of Food

S.NO Quality of food No of respondents % of respondents

1 Good 12 11.5

2 Normal 33 31.7

3 Poor 42 40.4

4 None 17 16.3

Total 104 100

Inference:
From the table it infers that 31.7% of the respondents are normal with the quality
of food while 40.4% of the respondents have poor about the quality of food.

Chart 5.24
 58

Opinion on Quality of Food

50

40

30

20
Frequency

10

0
Good Normal Poor None

Opinion on Quality of Food

Table 5.25

Cleanliness of canteen

No of
S.NO Cleanliness of canteen % of respondents
respondents
1 Highly satisfied 3 2.9

2 Satisfied 20 19.2

Dissatisfied 42 40.4
3
4 Highly Dissatisfied 16 15.4

5 No opinion 23 22.1

Total 104 100

Inference:
From the table it infers that 19.2%of the respondents is satisfied with the
cleanliness of canteen facility while 58.5% of respondents have dissatisfied with the
canteen facility.

Table 5.25
 59

Satisfaction of Cleanliness
50

40

30

20
Frequency

10

0
Highly satisfied Dissatisfied No opinion
Satisfied Highly Dissatisfied

Satisfaction of Cleanliness

Table 5.26

Price of canteen

S.NO No of respondents % of respondents

1 Highly satisfied 24 23.1

2 Satisfied 46 44.2

3 Dissatisfied 20 19.2

4 Highly Dissatisfied 2 1.9

5 No opinion 12 11.5

Total 104 100

Inference:

44.2% of the respondents is satisfied with the price of canteen.

Chart 5.26
 60

Satisfaction of Price
50

40

30

20
Frequency

10

0
Highly satisfied Dissatisfied No opinion
Satisfied Highly Dissatisfied

Satisfaction of Price

Table 5.27

Availability of Adequate Space

No of
S.NO Availability of adequate space % of respondents
respondents

1 Highly satisfied 3 2.9

2 Satisfied 28 26.9
3 Dissatisfied 21 20.2

4 Highly Dissatisfied 18 17.3

5
No opinion 34 32.7

Total 104 100

Inference:

Most of the respondents dissatisfied with the availability of adequate space in

canteen.

Chart 5.27
 61

Satisfaction of the Availability Space

40

30

20
Frequency

10

0
Highly satisfied Dissatisfied No opinion
Satisfied Highly Dissatisfied

Satisfaction of the Availability Space

Table 5.28

Labour Officer

No of % of
S.NO Labour Officer
respondents respondents

1 Yes 67 64.4

2 No 37 35.6

Total 104 100

Inference:
 62

64.4% of the respondents is satisfied and 35.6% of the respondents is not

satisfied with the labour officer.

Chart 5.28

Do you Need a Labour Officer

70

60

50

40

30

20
Frequency

10

0
Yes No

Do you Need a Labour Officer

Table 5.29.1

TITLE: WEIGHTED AVERAGE FOR RANK THE WELFARE

FACILITIES PROVIDED IN THE ORGANIZATION

No. of
NO FACILITY
respondents
1 Safety measures 15
2 Medical facility 13
3 Uniform facility 21
4 Transport facility 8
5 Education facility 12
6 Rest room 14
7 Drinking water 11
8 Canteen facility 10
 63

Formula:
X = WX/W

W = number of respondents

X = rating given by the respondent

Table 5.29.2

RANK WEIGHT X1 WX1 RANK

1 8 15 120 2
2 7 13 91 4
3 6 21 126 1
4 5 8 40 8
5 4 12 48 5
6 3 14 42 3
7 2 11 22 6
8 1 10 10 7
TOTAL 104 499 4.79807

Inference:

From the above table most of the respondents are satisfied with welfare facilities
given by organization
Table 5.30.1
 64

Title: WEIGHTED AVERAGE FOR RANK THE WELFARE

FACILITIES PROVIDED IN THE ORGANIZATION IN CANTEEN
FACILITY

no. of
H.S S D.S H.D Total
respondents
Cleanliness 3 20 42 16 23 104
Serving 7 39 26 9 23 104
Hygienic 9 38 17 16 24 104
Price 24 46 20 2 12 104
Light 20 43 18 6 17 104
Availability
of adequate 3 28 21 18 34 104
space

Interpretation:

Weighted average for rank the canteen facilities provided in the organization.

Formula:

W1x1
X= ________

Where:

W- Total No. respondents

W1- NO of respondents

X1- rating given by the respondents

Table 5.30.2
 65

X W X1 WX1 X2 WX2 X3 WX3 X4 WX4 X5 WX5 X6 WX6

1 5 3 15 7 35 9 45 24 120 20 100 3 15

2 4 20 80 39 156 38 152 46 184 43 172 28 112

3 3 42 126 26 78 17 51 20 60 18 54 21 63

4 2 16 32 9 18 16 32 2 4 6 12 18 20

5 1 23 23 23 23 24 24 12 12 17 17 34 43

Total 104 176 104 310 1104 304 104 380 104 355 104 244

Σ W 2.653 2.9807 2.923 3.653 3.413 2.346

RANK V III IV I II VI

Inference:

From the above table most of the respondents are satisfied canteen price
provided organization.
 66

ANALYSIS OF QUALIFICATION OF THE EMPLOYEE’S & DO

YOU NEED A LABOUR OFFICER

USING CHI-SQUARE TEST

HO: There is no significant difference between Qualification for the Employee’s & need a
Labuor Officer.

H1: There is significant difference between Qualification for the Employee’s & need a Labuor
Officer.

OBSERVED FREQUENCY:

TABLE 5.31.1

Do you Need a
Total
Labour Officer
Yes No
Qualification of
H.s.c 9 4 13
the Employee

I.T.I 8 7 15

U.G 17 14 31
P.G 33 12 45
Total 67 37 104

EXPECTED FREQUENCY:
TABLE 5.31.2

Do you Need a
Total
Labour Officer
Yes No
Qualification of
H.s.c 8.4 4.6 13.0
the Employee
I.T.I 9.7 5.3 15.0

U.G 20.0 11.0 31.0

P.G 29.0 16.0 45.0

Total 67.0 37.0 104.0

 67

CHI-SQUARE TEST
FORMULA:
Σ = ( 0-E)2 /E
O – observed value
E – Expected value

TABLE 5.31.3

O E (0-E)2 (0-E)2/E
9 8.4 0.36 0.042
8 9.7 2.89 0.297
17 20.0 9 0.45
33 29.0 16 0.55
4 4.6 0.36 0.078
7 5.3 2.89 0.545
14 11.0 9 0.818
12 16.0 16 1
TOTAL 3.78

Calculated value:3.78

Degree of freedom = (C-1) (R-1)

= (4-1) (2-1)

= 3X1
 68

=3

Table value: 7.815

Ho accepted:

Since calculated value 3.78 for degree of freedom at 5 % level of significant is lesser
than the table value 7.815 there fore the hypothesis is accepted.

CHAPTER VI

FINDINGS OF THE STUDY

• 49% of the respondents are belonging to the age group of 35 & above.
• 97.1% of the respondents are female.
• 43.3% of the respondents are studied P.G.
• 39.4% of the respondents are having above 20 years of experience.
• 53.8% of the respondents are unmarried.
• most of the respondents are having 5000 and above of monthly salary.
• All the respondents are permanent.
• 95.2% of respondents are satisfied the safety equipment facilities and 4.8% of
respondents are not satisfied.
• 65.4% of workers are expecting family welfare facilities on insurance, EPF,
Vehicle loans & education allowance.
• 26.9% of respondents are expecting medical facilities on first aid, ambulance &
treatment charges.
• 46.2% of the respondents said that treatment provided in dispensary is normal.
• Most of the respondents are satisfied with working environment condition.
• 43.3% of the respondents said that, it provides social security on wearing uniform
system.
• 31.7% of the respondents said that , they are satisfied of their transport facility.
• 26.9% of the respondents are expecting education facilities on library, computer
train & daily news review.
• 26.9% of the respondents are satisfied with the supportive activities on
personality development programs.
• most of the respondents are having 5000 and above bonus.
• 36.5% of the respondents are satisfied with monetary reward for problem solving.
• 85.6% of respondents are satisfied with the extra curricular activities 15.4% of
respondents are not satisfied.
 69

• Most of the respondents are satisfied with the rest hour.

• 76% of the respondents are comfortable in allotment of various shift system.
• 37.5% of the respondents says that, they are dissatisfied working in night shift.
• 40.4% of the respondents says that , they are satisfied drinking water.
• Most of the respondents are not satisfied with the quality of food.
• 40.4% of the respondents are not satisfied with the canteen cleanliness.
• 44.2% of the respondents is satisfied with the canteen price.
• 32.7% of the respondents are no opinion of availability of adequate space in
canteen.
• 64.4% of the respondents are satisfied with labour officer.

CHAPTER VI

SUGGESTIONS AND RECOMMENDATIONS

• The researcher listed out the following suggestion after analyzing the main
findings of this research study.

• The employee’s felt that the transport facility is inadequate. The company can
arrange additional transport facility so that the employee’s will be able to come
to the company without much strain.

• The manager can adopt various motivation technique to motivate the

employee’s working in night shift.

• Regarding canteen facility better quality of food, and adequate space, should be
provided by the management. the canteen cleanliness must be maintained
properly.
 70

CHAPTER VII

CONCLUSION

This study was carried out by us to determine the level of employee welfare
practices in RANE BRAKE LININGS LIMITED, PUDUCHERRY.

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 employee’s were dissatisfied
with transport facility, working in night shift and canteen facilities. The employee’s
were satisfied work with the safety measures adopted during work facilities regarding
uniform drinking water and health care provided by the organization was satisfactory.
 71

CHAPTER VIII

LIMITATIONS OF THE STUDY

 The respondents had the fear that the questionnaire may be shown to the
management.

 The data obtained is qualitative but not quantitative and it is subjected to human
error.

 Due to time limit the study is restricted to 30 days only.

 Few employees refused to answer the question.

 72

CHAPTER VIII

SCOPE FOR FURTHER STUDY

 The study has been conducted with a view to bring out simple measuring tool
for understanding the effectiveness of welfare measures facilities and
satisfaction level of employees regarding the facilities.

 This study will be helpful to the human resource department for the
organization growth.

 The project throws light on the need for welfare measures among the employees
in the organization.

 This can be referred as a base for future oriented projects.

 73

QUESTIONNAIRE

A STUDY ON EMPLOYEE’S WELFARE MEASURES WITH

SPECIAL REFFRENCE TO “RANE BRAKE LININGS LIMITED”,
PUDUCHERRY.

PERSONAL DATA:

1) Worker’s name : ________________________

2) Age : below 25 26-30 31-35 35& above

3) Sex : Male Female

4) Qualification : H.s.c Diploma I.T.I U.G P.G

5) Experience : below 5yrs 6-10 yrs 11-20 yrs above20

yrs

6) Marital status : Married Unmarried

7) Monthly income : below 5000 5001 to 10000 10001 to 15000

15001 to 20000 20001 and above

 74

8)What sort of worker you are : Temporary Permanent

SAFTEY MEASURES:

9) What are the safety equipment given by the organization?

[a] Cap [b] Helmet [c] Over coat [d] Shoes [e] Gloves [f] Eye glass

10) What are the family welfare facilities provided by the organization?

[a] Education allowance [b] Family group Insurance [c] EPF

[d] Holiday compensation [e] Vehicle loans [f] Housing loan

MEDICAL FACILITY:

11) What kind of medical facilities do you are expect?

[a] First aid [b] Ambulance [c] Treatment charges [d] Other specify

12) How do you feel about treatment?

[a] Good [b] Normal [c] Poor [d] No opinion

WORKING ENVIRONMENT:

13) What type of environment condition you prefer for better performance

[a] Pleasant environment [b] proper ventilation [c] Fresh air

[d] Guidance from superiors [e] All

UNIFORM FACILITIES:

14) What type of feeling do you have on wearing uniform

[a] No difference is identified

[b] Maintain equality among all
[c] Provide social security
[d] No opinion

TRANSPORT FACILITIES:

15) Are you satisfied with the transport facilities provided by the organization

Highly Satisfied Dissatisfied Highly satisfied No opinion

satisfied
 75

EDUCATION FACILITY:

16) Education facilities given by the organization

[a] Library [b] Free computer training [c] Reading room

[d] Daily news review

EMPLOYEE IMPROVEMENT

17) What are the supportive activities / enhancement programs conducted by

management in this liberalized economic period to the employee

[a] Personality development programs

[b] Social competency programs
[c] Safety and environment classes
[d] Product and process classes
[e] Quality classes

18) What is your bonus amount on last year?

[a] below 5000 [b] 5001 to 10000 [c] 10001 to 15000 [d] 15000 and above

19) Is there any other monetary benefits from the organization

[a] Monetary reward for the continuous improvement

[b] Monetary reward for problem solving
[c] Others

20) Extra curricular activities by the organization

[a] Sports [b] Athletic [c] Company seminar [d] No opinion

WORKING HOURS & SHIFT SYSTEM :

21) Your expected rest hour in the organization

[a] 2 hour once [b] 4 hour once [c] 6 hour once

22) Are you comfortable with shift system ?

[a] Yes [b] No

 76

23) What level of satisfaction do you have working in night shift

Satisfied Dissatisfied Highly dis No opinion

satisfied

DRINKING WATER:

24) Are you satisfied with the drinking water facilities provided by the organization

Highly Satisfied Dissatisfied Highly dis No

satisfied satisfied opinion

CANTEEN FACILITY :

25) What is your opinion on quality of food?

[a] Good [b] normal [c] poor [d] none

26) Are you satisfied with the canteen facility

Highly Satisfied Dissatisfied Highly dis No

satisfied satisfied opinion
Cleanliness
Serving

Hygienic

Price
Light
 77

Availability of
adequate space

LABOUR OFFICER

27) Do you need a labour officer?

[a]Yes [b] No

EMPLOYEE WELFARE FACILITY PROVIDED BY

“RANE BRAKE LININGS LIMITED”

28) Rank the welfare facilities provided in the organization

NO FACILITY RANK

1 Safety measures

2 Medical facility

3 Uniform facility

4 Transport facility

5 Education facility

6 Rest room

7 Drinking water

8 Canteen facility

29) Do you suggest any new welfare facilities required to the employee’s ,

Please mention ___________________

 78

2. BIBLIOGRAPHY

Books:

1. C.R. Kothari - Research Methodology – New age international (p) Ltd.,

2nd edition, 1985.

2. S.P Gupta - statistical method – Sultan chant & Sons Publishers, New
Delhi, thirty fourth editions, 2005

3. Aswathapa - Human resource and personnel management. Tata mc

graw -hill publishing-New Delhi second reprint 2002

4. R.C.Saxena - Labor problems and social welfare K.Nath&co.meeract-2

5 . Web site - www.rane.co.in

www.childcareaction.org
79